2021/06/22 City Council Resolution 2021-074 RESOLUTION NO. 2021-074
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROHNERT PARK
APPROVING THE TENTATIVE AGREEMENT ON A FOUR YEAR PROPOSAL
WITH THE SERVICE EMPLOYEES' INTERNATIONAL UNION (SEIU) LOCAL
1021 -MAINTENANCE WORKERS
WHEREAS,the Service Employees' International Union (SEIU) Local 1021 —
Maintenance Workers has ratified the terms and conditions contained in their Tentative
Agreement on a Four Year Proposal with the City of Rohnert Park(City) dated June 9,
2021; and
WHEREAS, the City Council wishes to recognize and approve the terms and
conditions of the Tentative Agreement on a Four Year Proposal with SEIU.
NOW,THEREFORE, BE IT RESOLVED by the City Council of the City of
Rohnert Park that it does hereby approve the Tentative Agreement on a Four Year Proposal
with the SEIU 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 AND REGULARLY ADOPTED this 22nd day of June, 2021.
CITY OF R 0 `.T PARK
Al
_LIA;/
Ger;rd 1 'e, .yor
ATTEST:
Sylvia Lo Cuevas, City Clerk
Attachment: Exhibit A
A,I)A NIS. INARES:AtlSTAFFORD:J ELWARD: GIUDICE�k CIL
I AYES: (� ) NOES: ( C,) ABSENT: (( ) ABSTAIN: (o)
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City of Rohnert Park
And
Service Employees International Union, Local 1021
Tentative Agreement
June 9, 2021
As required by Government Code Section 3500, et seq., the City of Rohnert Park
(“City”) and the Service Employees International Union, Local 1021 (“SEIU”) have
negotiated and reached this Tentative Agreement in settlement of negotiations on a
successor Memorandum Of Agreement.
The parties have completed these negotiations and agree to revise the
Memorandum of Agreement (“MOA”) as indicated on the attached June 9, 2021
draft, with any additional edits as may be mutually agreed upon. (See Attachment
A). Also attached are a summary of the individual tentative agreements between
SEIU and the City (see Attachment B) and the signed tentative agreements (see
Attachment C).
Unless otherwise specified, the changes made by this tentative agreement shall
become effective on the first day of the first pay period after the date approved by
the Rohnert Park City Council.
This Tentative Agreement sets forth the entire agreement in settlement of the
successor contract negotiations. The parties agree that this is a comprehensive
package agreement. Any proposals not included in this Tentative Agreement that
were made by the parties are dropped.
FOR THE CITY: FOR THE SEIU:
Date: Date:
EXHIBIT "A"
EXHIBIT A
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through June 30, 20251
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MEMORANDUM OF AGREEMENT
BETWEEN
THE CITY OF ROHNERT PARK
AND THE
SERVICE EMPLOYEES INTERNATIONAL UNION
(S.E.I.U.) LOCAL 1021 MAINTENANCE WORKERS
EFFECTIVE June 22ly 9, 202117 – June 30, 20215
EXHIBIT A: Tentative Agreement - June 9, 2021
TABLE OF CONTENTS
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1. Hours of Work ............................................................................................................................. 1
1.1 Regular Workweek .......................................................................................................... 1
1.2 Additional Shifts .............................................................................................................. 1
1.3 Temporary Alternate Work Schedule ............................................................................... 1
2. Overtime ..................................................................................................................................... 2
2.1 Overtime Compensation Rate .......................................................................................... 2
2.2 Compensatory Time ........................................................................................................ 2
2.3 Call Back .......................................................................................................................... 2
2.4 Weeknight Stand-by Pay .................................................................................................. 2
2.5 Weekend and Holiday Stand-by Pay ................................................................................ 3
2.6 Stand-by Duty Work Assignments .................................................................................... 3
2.7 Stand-by/Call-out Minimum Pay ...................................................................................... 3
2.8 Eligibility for Stand-by/Call-out ........................................................................................ 3
2.9 Phone/Electronic Work Compensation ............................................................................ 3
3. Holidays ...................................................................................................................................... 4
3.1 Observed Holidays ........................................................................................................... 4
3.2 Floating Holiday ............................................................................................................... 4
3.3 Holidays for Regular Part-Time Employees ...................................................................... 5
4. Annual Leave Program ................................................................................................................ 5
4.1 Accrual ............................................................................................................................ 5
4.2 Residual Accrued Sick Leave ............................................................................................ 5
4.3 Annual Leave Administration ........................................................................................... 5
4.4 Short Term Disability ....................................................................................................... 6
5. Military Leave ............................................................................................................................. 6
6. Other Fringe Benefits .................................................................................................................. 6
6.1 Fringe Benefit Administration .......................................................................................... 6
6.2 Catastrophic Leave .......................................................................................................... 7
6.3 California Family Rights Act and Family Medical Leave Act .............................................. 7
6.4 Temporary Light or Limited Duty ..................................................................................... 7
6.5 Americans with Disabilities Act ........................................................................................ 8
6.6 Payment to Beneficiary.................................................................................................... 8
6.7 Insurance Coverage ......................................................................................................... 8
TABLE OF CONTENTS
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6.8 Alternate Benefit ............................................................................................................. 9
6.9 Dental Coverage ............................................................................................................ 10
6.10 Vision Coverage ............................................................................................................. 11
6.11 Adoption Benefit ........................................................................................................... 11
6.12 Death/Bereavement Leave ............................................................................................ 11
6.13 Funeral Benefit .............................................................................................................. 12
6.14 Long-Term Disability Insurance ...................................................................................... 12
6.15 Life Insurance ................................................................................................................ 12
6.16 Deferred Income ........................................................................................................... 12
6.17 Retired, Deceased and/or Permanently and Totally Disabled Employees ....................... 12
6.18 Clothing Allowance ........................................................................................................ 15
6.19 Education and Training .................................................................................................. 16
6.20 Longevity Pay or Educational Incentive Pay ................................................................... 17
6.21 Retirement Programs .................................................................................................... 18
6.22 Dependent Care Assistance Program ............................................................................. 19
6.23 Health Care Tax-Free Dollar Account Program ............................................................... 19
6.24 Hearing Aid Benefit........................................................................................................ 19
7. Agency Shop and Payroll Deductions ........................................................................................ 19
7.1 Agency Shop .................................................................................................................. 19
7.2 SEIU Dues Deduction ..................................................................................................... 20
7.3 Employee Listing............................................................................................................ 20
7.4 SEIU Paycheck Deduction .............................................................................................. 20
7.5 SEIU Membership – Service Fee ..................................................................................... 20
7.6 Hold Harmless ............................................................................................................... 20
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
TABLE OF CONTENTS
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9.2 Paychecks ...................................................................................................................... 22
9.3 Pay Change Effective Dates............................................................................................ 22
9.4 Layoff Procedure ........................................................................................................... 22
9.5 Certification and License Program ................................................................................. 23
10. Alcohol ...................................................................................................................................... 24
10.1 Alcoholic Beverages or Other Drugs ............................................................................... 24
10.2 Off-duty Hours ............................................................................................................... 25
10.3 Prescription Drugs ......................................................................................................... 25
11. Smoking .................................................................................................................................... 25
12. Grievance Policy and Procedure ................................................................................................ 25
13. Use of City Facilities .................................................................................................................. 25
14. Management Rights .................................................................................................................. 25
15. Work Curtailment (No Strike Clause) ......................................................................................... 26
16. Personnel Rules and Regulations ............................................................................................... 26
17. Term of Agreement ................................................................................................................... 26
18. Succeeding Agreement ............................................................................................................. 26
19. Invalidation ............................................................................................................................... 26
19.1 Suspension of Agreement .............................................................................................. 26
19.2 Replacement ................................................................................................................. 27
20. Non-Discrimination ................................................................................................................... 27
21. Personnel Files .......................................................................................................................... 27
22. Employee Performance Evaluations .......................................................................................... 27
22.1 Performance Evaluation ................................................................................................ 27
22.2 Employee Response to Performance Evaluation ............................................................ 27
23. SEIU Officers ............................................................................................................................. 27
24. Scrap Metal Fund ...................................................................................................................... 28
25. Labor Management Committees ............................................................................................... 28
25.1 Joint Labor Management Committee – Ad Hoc .............................................................. 28
25.2 Joint Labor Management Committee – Workload/Scheduling ....................................... 29
26. Maintenance Worker Trainee Program ..................................................................................... 29
27. Total Compensation Survey ....................................................................................................... 29
28. Complete Understanding .......................................................................................................... 29
TABLE OF CONTENTS
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Appendix A: Certification & License Program ..............................................................................................
Appendix B: Maintenance Worker Trainee Program ...................................................................................
City Council Resolution No. 79-22, adopted February 13, 1979 — Employee Grievance
Procedure (Currently under review and subject to change.) ..................................................................
City Council Resolution No. 80-140, adopted August 11, 1980 - Permanent Part-Time Employees'
Fringe Benefits ..........................................................................................................................................
City Council Resolution No. 2001-270, adopted September 10, 1997 — Catastrophic Leave
Program....................................................................................................................................................
City’s Current Personnel Rules & Regulations ............................................................................................
June 15, 2017 Side Letter of Agreement – Joint Committee to Make Recommendations on Public
Works General Services and Utility Division Job Classifications/Organization .............................................
Commented [A1]: Need to update
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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 their joint recommendations for compensation and benefit adjustments for
represented Rohnert Park City employees in the Department of Public Works.
Hours of Work
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.
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.
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. Temporary
alternate work schedules are planned in advance and as such, this provision does
not include emergency situations. For emergency situations, please refer to
Section 1.4. 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 & 1/2)
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.
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Emergency Work Schedule
In the event of an emergency, if staff is needed to work outside of their standard
shift, the hours they work outside of their standard shift will be paid at the rate of
1.5 times their hourly rate except hours worked between midnight and 6 am will
be paid at 2 times their hourly rate. Hours worked within the employee’s standard
shift shall be paid at the employee’s regular hourly rate. The time period of
emergency work shall be a maximum of 2 weeks; if the situation warrants more
time, refer back to Section 1.3. If an Employee is not available for emergency work
outside of their regular work schedule, this will not be grounds for disciplinary
action.
Overtime
Overtime Compensation Rate
Overtime compensation at the rate of one and one-half (1 & 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.
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.
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 S.E.I.U agree that compensatory time balances
will be reported on pay stubs.
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
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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.
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$15.00 per hour while on
stand-by duty and available for handling calls.
(a) Employees assigned to weeknight stand-by 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.
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 shall be paid $15.00 per
hour while on stand-by and available for handling calls at a flat rate for a twenty-
four hour period. The rate shall be $30.00 for each four hour shift.
Weekend and Holiday 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 be compensated at one and a half times
(1.5x) their base hourly rate for each hour worked. Routine assignments shall not
exceed one (1) hour, which is determined to be compensated as part of the
standby pay.
Stand-by/Call-out Minimum Pay
Public Works stand-by/call-outs are subject to a two (2) hour minimum paid as
specified in section 2.1.
Eligibility for Stand-by/Call-out
All employees living within thirty (30) minutes of the City limits shall be eligible
for stand-by duty.
Phone/Electronic Work Compensation
An employee who is not on stand-by who is required to resolve work-related
problems by telephone or electronic means, during their non-work hours,
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without having to return to the worksite shall be compensated for a minimum
of thirty (30) minutes of work for authorized work-related phone call(s) or
electronic activity conducted within a two-hour period, regardless of the
actual duration of the required work in that period. Telephone or electronic
consultation begins once the employee is called from a person or the computer
and responds with technical assistance and provides information or alarm
response to resolve an urgent facility or process problem. Pay is not required for
any calls or electronic activities lasting less than 5 minutes. No employee may
receive call-back, call-out, or stand-by pay, and phone/electronic work pay for
the same work or period.
Holidays
Observed Holidays
Employees will receive the following twelve and one-half (12 1/2) 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.
Floating Holiday
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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. New EEmployees hired between July 1 and December
31 will receive eight (8) hours of floating holiday time in the fiscal year in which they
were hired. Employees hired between January 1 and June 30 will receive four (4)
hours of floating holiday time in the fiscal year in which they were hired.
The floating holiday must be taken on a workday (1) within the same pay period as
the employee’s birthday; (2) immediately preceding or following a City observed
holiday; (3) within the same pay period as the employee’s work anniversary date; (4)
immediately preceding or following a weekend; or (5) immediately preceding or
following an approved annual or sick leave. 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.
Holidays for Regular Part-Time Employees on Regularly Scheduled Day Off
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.
Annual Leave Program
Accrual
Employees shall accrue monthly the following Annual Leave:
Length of Service
as a Regular
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
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
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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.
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.
Short Term Disability
The City will provide a short-term disability insurance program which includes
income replacement of 60% and benefits coordination to employees.
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.
Other Fringe Benefits
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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.
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. 201701-109270 adopted December 11, 2001August 22, 2017.
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
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and medical leave shall comply with the requirements of the CFRA and/or the
FMLA.
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. The City and the employee shall have an interactive process
meeting upon receipt of the request, unless the City intends to grant the
employee’s request and finds that an interactive process is not needed. The
interactive process meeting shall include the Human Resources Director, the
employee’s Union Representative/Steward, and the employee’s direct supervisor.
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.
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) and disability provisions of the
California Fair Employment and Housing Act (FEHA).
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.
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:
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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 for City’s offered health
plans 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
Enrollment Level 2021-2022
(Effective July 1,
2021 or the date of
Council approval
of the MOA,
whichever is later)
2022-2023
(Effective July
1, 2022)
2023-2024
(Effective July 1,
2023)
2024-2025
(Effective
July 1, 2024)
Employee Only (Single) $561.80 $578.65 $596.01 $613.89
Employee+ 1 (Two Party) $1,123.60 $1,157.31 $1,192.03 $1,227.79
Employee+ 2 (Family) $1,590.00 $1,637.70 $1,686.83 $1,737.44
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
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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 S.E.I.U. that could lead to the overall reduction
in insurance costs.
(c) Re-Opener If Needed to Address Affordable Care Act Requirements or
Changes
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.
Alternate Benefit
Employees who opt out of medical coverage are eligible to receive an alternate
benefit in the amount of $400$350 per month (provided as specified below) if they
satisfy the following conditions:
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1. 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. The employee is not required to have coverage
through a group health plan outside of the City to be eligible.;
2. 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.
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.
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(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.
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.
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.
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.
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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.
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.
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.
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.
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 S.E.I.U. for the purposes of administrative clarification, and
does not represent a change in benefits provided to current employees or
retirees.
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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
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employees received service credit on a pro rata basis by month and
days of service as of January 1, 2015.
(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 Regular Employees Hired On or After July 1,
2007
Beginning July 1, 2014, Regular Employees Hired on or after July 1, 2007, shall
be eligible for the following benefits:
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(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
(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.
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) Boots – 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 and insoles, or treatment (e.g., ToughToe)
purchased with such 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 coveralls 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 eleven (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
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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 (2) hoodies in place of one durable non-nylon jacket. Rain gear will
be issued as needed.
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.
Education and Training
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.
Longevity Pay or Educational Incentive Pay
(a) Longevity Pay - The City will continue to provide longevity pay to employees ,
based on continuous years of service (as defined in this Section 6.20 (a)) as
follows:
Completed Years Pay Percentage
of Service Increases
5 years 2%
For each year thereafter 1/2%
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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.
(b) Educational Incentive Pay - For regular employees hired after 05/12/98, which
are not eligible for longevity pay as outlined in Section 6.20 (ai), the following
educational pay benefit shall be provided:
Stipend Level I - $75 per mouth, which shall be paid out equally per pay period
1. 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.
Stipend Level II - $100 per month, which shall be paid out equally per pay period
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 per month, which shall be paid out equally per pay
period
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.
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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.
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.
(b) 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 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 CalPERS.
(e) 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.
(f) New Employees Hired On or After January 1, 2013 Who Are New Members
of the CalPERS System
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.
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 CalPERS.
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.
Dependent Care Assistance Program
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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.
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.
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.
Paid Parental Leave
(a) Eligibility
Effective July 1, 2021, for the term of this MOA, for eligible events that
occur on or after Council approval of this MOA, any permanent full-time
employee who has been continuously employed by the City for at least
twelve (12) months prior to the start of the leave shall be eligible for Paid
Parental Leave (PPL) to use within six (6) months of the following eligible
events:
Birth of a child of the employee, the employee’s spouse, or the
employee’s domestic partner; and
Placement of a child with the employee’s family for adoption or
foster care.
For the purpose of PPL, the definition of “parent” and “child” are as
defined by the California Family Rights Act. Proof of birth, adoption
placement must be provided before an employee can be paid for PPL, and
must be submitted within thirty (30) calendar days to the first use of th e
leave.
(b) Requesting PPL
Employees must submit a written request to Human Resources and notify
their supervisor of their intent to take PPL at least thirty (30) calendar days
prior to the first use of the PPL. If an eligible event is not foreseeable at
least thirty (30) calendar days in advance, a written request must be
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submitted to Human Resources and notice must be provided to the
employee’s supervisor as soon as practicable.
(c) Benefit and Use
Eligible employees shall be granted one hundred and twenty (120) PPL
hours to use within six (6) months of the eligible event for the purposes of
bonding.
PPL is based on a six (6) month rolling calendar. No more than one
hundred and twenty (120) PPL hours may be used in any six (6) month
period. An employee does not need to use PPL in one block. PPL can be
taken intermittently or on a reduced work schedule. Non-exempt
employees must take PPL in one (1) hour increments and exempt
employees must take PPL in full day increments.
Employees may not cash out PPL. Any unused PPL will be forfeited at the
end of the rolling six (6) month period or upon separation of employment.
PPL is based on the employee’s regular monthly salary (base salary plus
regularly occurring premiums/incentives). It is considered “paid status”
for the purpose of merit, seniority, premiums, annual and sick leave
accrual, and City benefit eligibility and contributions.
(d) Protections
Use of PPL shall not be cause for an employee to lose his/her current
assignment on a permanent basis; however, assignments may be altered
to accommodate the employee’s or department’s operational needs when
working a reduced work schedule.
Upon return from PPL, employees will be restored to their original or
equivalent position with equivalent pay, benefits, and other benefits.
(e) PPL Review Process
The City and S.E.I.U. agree to meet to discuss any unanticipated issues that
arise, including administrative and legal issues (e.g. to increase the benefit
to match federal or State law).
Agency Shop and Payroll DeductionsOrganization Security
Bargaining Unit Recognition
City recognizes S.E.I.U. Local 1021 as the exclusive representative for the
following regular full-time classifications: Fleet Mechanic, Fleet Services
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Supervisor, Instrumentation Technician, Arborist, Lead Custodian, Custodian,
Parks Maintenance I/II/III, Collections Systems Operator I/II/III, Facilities
Maintenance Worker I/II/III Water Distribution Operator I/II/III, Water
Systems Operator I/II/III, Streets Maintenance Worker I/II/III, Utilities
Services Representative, Parks Maintenance Supervisor, Street Maintenance
Supervisor, Collections Systems Supervisor, Facilities Maintenance
Supervisor, Water Distribution Supervisor, Water Systems Supervisor, and
Landscape Maintenance Worker.
Public Works’ positions designated managerial by the City, if any, ar e excluded
from the bargaining unit and shall not be subject to this Agreement. New
regular full-time position added to the bargaining unit will be covered by this
Agreement.
Payroll Deduction
The City shall rely on a written certification from S.E.I.U. requesting a deduction
or reduction from employees’ salaries or wages confirming that S.E.I.U. has and
will maintain individual signed employee authorizations affirmatively consenting
to dues deductions that meet the requirements of State and federal law. After
providing the required certification, S.E.I.U. shall not be required to provide a
copy of individual authorizations to the City unless a dispute arises about the
existence or terms of the authorization.
Based on the certification from S.E.I.U. described above, the City shall deduct,
per pay period, the amount of regular and period dues, service fees, insurance
premiums, COPE and any other Union-sponsored program as specified by S.E.I.U.
S.E.I.U. will provide the City with information regarding the amount of
deductions and the list of member employees who have affirmatively consented
to or authorized such deductions.
The deductions, together with a written statement of the names and amounts
deducted, shall be transmitted to S.E.I.U. through electronic funds transfer no
later than thirty (30) days after the deductions from the employee’s earnings
occur.
The unit member’s earnings must be sufficient, after all other required
deductions are made, to cover the amount of the deductions authorized by this
Section. When a unit member is in a non-pay status for an entire pay period, no
withholdings will be made to cover that pay period from future earnings nor will
the unit member deposit the amount with the City which would have bee n
withheld if the unit member had been in pay status during that period. If a unit
member is in a non-pay status during a part of the pay period, and that unit
member’s salary is not sufficient to cover the full withholding, the City shall not
deduct dues. In this connection, all other required deductions have priority over
the dues and unit member organization deduction.
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Change or Cancellation of Deductions
Dues deductions may be revoked only pursuant to the terms of the
employee’s written authorization. Requests to change or cancel deductions
shall be directed to S.E.I.U. rather than the City. In the event that the City
receives an employee’s request to cancel or chance deductions, the City shall
direct the request to S.E.I.U. The City shall rely on information provided by
S.E.I.U. regarding whether deductions for S.E.I.U. were properly canceled or
changed.
Indemnification
S.E.I.U. shall indemnify, defend, protect, and hold harmless the City and its
elected and appointed officials, officers, employees, officers and agents
(collectively hereafter the “Indemnitees”) from and against any and all claims,
liabilities, losses, damages, fines, penalties, claims, demands, suits, actions,
causes of action, judgments, costs and expenses (including, but not limited to,
reasonable attorneys’ fees and court costs) arising from the application of
Sections 7.2 and 7.3, including, but not limited to, any claims made by any
member employees for the membership dues deductions the City made in
reliance on S.E.I.U.’s certification, and any claims made by any member
employees for any deduction cancellation or modification the City made in
reliance on the information provided by S.E.I.U. Further, S.E.I.U. shall refund to
the City any amounts paid to it in error upon presentation of supporting
evidence.
Bargaining Unit Member Contact Information
To the extent required by Government Code Section 3558, the City shall provide
S.E.I.U. with a list of names and contact information (listed below) for any newly
hired unit member within 30 days of the date of hire or by the first pay period of
the month following hire. The City shall also provide S.E.I.U. with a list of all unit
member names and contact information on the last working day of September,
January, and May. The information shall include the following information
except for any information subject to exclusion pursuant to Government Code
Section 6254.3(c):
Employee name;
Job title;
Department;
Work location;
Home address; and
Work, home and personal telephone numbers and personal email
addresses on file with the City.
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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.
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
in classifications included in the bargaining unit. This currently excludes seasonal
and temporary employees, and includes the following classifications: Fleet
Mechanic, Fleet Services Supervisor, Instrumentation Technician, Electrician,
Arborist, Meter Technician, Maintenance Worker II, Maintenance Worker I,
Maintenance Worker Trainee, Landscape Maintenance Worker, Supervising
Maintenance Worker, General Services Supervisor and Utilities Services
Supervisor. Public Works’ positions designated managerial by City, if any, are
excluded from the bargaining unit and shall not be subject to this Agency Shop
Agreement. New positions added to the bargaining unit will be covered by this
Agency Shop Agreement.
SEIU 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.
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.
SEIU Paycheck Deduction
All S.E.I.U. deductions will be taken from the mid-month paycheck and promptly
forwarded to S.E.I.U.
SEIU Membership – Service Fee
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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.
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.
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.
SEIU 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.
Safety & Work Equipment
Safety Items
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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.
UV Protection
City will reimburse for sunglasses providing UV protection, not to exceed $150.00
per employee per fiscal year.
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 it involves an unusual item) and with
the approval of a Public Works supervisor.
(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 6.18(a) of the Memorandum of
Agreement will not apply to personal tools used in the workplace in accordance
with this policy.
(c) Acknowledgment of Tools and Equipment:
(i) Employees shall sign an acknowledgment of receipt of all the City-owned tools
and equipment they received at the commencement and/or during the course
of their employment with the City.
(ii) The Union is not responsible for the maintaining of records.
Salary Adjustments & Miscellaneous Pay
Salary Adjustments
(a) Effective the first day of the first full pay period following the date of Council
approval of this MOAJuly 9, 2017, base salary shall be increased by five and one-
half percent (35.85%).
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(b) Effective the first day of the pay period that includes July 1, 202218, base salary
shall be increased by 2.7%two and one-half percent (2.5%).
(c) Effective the first day of the pay period that includes July 1, 202319, base salary
shall be increased by 2%two and one-half percent (2.5%).
(d) Effective the first day of the pay period that includes July 1, 20240, base salary
shall be increased by 1.5%three percent (3%).
Paychecks
When the City acquires the technology to do so, tThe City shall directly deposit
wages to a bank, saving or loan, or credit union account of the employee’s choice
unless the employee expressly opts out of direct deposit by providing written
notice to the Human Resources department.distribute Employees shall have
access to their paychecks/automatic deposit notices onlineto employees
electronically on payday. For eEmployees requesting a physical paycheck, the City
will send it by mail prior to payday may pick it up on break or lunchtime at the City
Hall front counter on payday. Physical paychecks may also be delivered through
interoffice courier as is currently the practice. If the employee does not receive
their check on payday, on the following business day, the City shall cut them a live
check.
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.
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
Regulations shall apply 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.
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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 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.
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 A of this MOA.
(a) The history of this program is as follows: In July 2005, the City of Rohnert Park
and S.E.I.U. 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 S.E.I.U. 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 S.E.I.U. 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 he/she become eligible, less applicable deductions and taxes.
Commented [A2]: Moved to Section 26
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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 A 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.
Bilingual Premium
Special compensation shall be given to employees in the S.E.I.U bargaining unit
who possess bilingual skills. The City shall establish an evaluation process for
designating and certifying eligibility for bilingual pay. Testing for employees
eligible for bilingual pay will be scheduled by the Director of Human Resources.
When the City designates person as bilingually proficient, the employee shall be
entitled to bilingual pay at the rate of one hundred dollars ($100) per month, to
be paid out equally per pay period. Said employee shall be required to provide
translation services for the City upon request and shall be subject to re-testing at
the request of the Director of Human Resources. Bilingual designation shall be at
the sole discretion of the City. Fantasy Languages based on TV, books and movies
would not be eligible for this premium.
COVID-Related Impacts Recognition Payment
If a successor MOA between S.E.I.U. and the City is approved by the Council on or
before to July 1, 2021, then each employee shall receive a one-time, off salary
schedule, COVID-Related Impacts Recognition Payment in the amount of
$1,000.00. The COVID-Related Impacts Recognition Payment is compensation
that shall not be added to the employee’s base pay, nor used for CalPERS
retirement calculations. The payment shall be subject to required state and
federal taxes.
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
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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 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.
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.
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.
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.
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.
Grievance Policy and Procedure
Both S.E.I.U. and City agree to comply with the grievance procedure as outlined in the
Employee Complaint Resolution Procedure, Resolution No. 2018-07979-22, adopted June
12, 2018 February 13, 1979, a copy of which is attached hereto. This grievance procedure is
currently being revised, and the Resolution establishing the revised grievance procedure will
be attached to this MOA after completion of any and all required meet and confer
obligations. Failure to meet any time line or specifically comply with any other requirement
of the Employee Complaint Resolutiongrievance Pprocedure constitutes a specific waiver
and is a bar to further consideration of the grievance.
Use of City Facilities
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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 13. 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.
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 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.
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.
Personnel Rules and Regulations
City Agrees to meet and confer with Union regarding any updates or changes to its
Personnel Rules and Regulations.
Term of Agreement
This agreement shall become effective on July 9, 2017 upon Council approval of the MOA
through June 30, 20251, unless extended by mutual agreement of the parties.
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Succeeding Agreement
Negotiations for the period commencing July 1, 20251, shall begin on or before
February 1, 20251, by which time S.E.I.U. shall submit its proposals to the City Manager.
Invalidation
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.
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) days after such determination for the purpose of arriving at a mutually
satisfactory replacement for such article or section.
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.
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.
Employee Performance Evaluations
Performance Evaluation
Employees shall be provided with a copy of his/her performance evaluation
twenty-four (24) hours prior to the evaluations interview.
Employee Response to Performance Evaluation
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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.
SEIU Officers
The City agrees to authorize two (2) job stewards and one (1) alternate to attend to
S.E.I.U. 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.
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. S.E.I.U. shall keep pProper 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.
Labor Management Committees
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.
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(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.
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 S.E.I.U. to discuss with City Management any
advisory suggestions, recommendations and ideas. The parties understand that
S.E.I.U.'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 S.E.I.U.'s rights
under the MOA are maintained and similarly the City's management rights are
maintained. However, in the event that S.E.I.U. 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 S.E.I.U. members and approval of the City Council.
Layoff ProcedureMaintenance Worker Trainee ProgramThe City will implement the
Maintenance Worker Trainee Program as described in Appendix B.
The City and S.E.I.U. agree to clarify how Section 6.C.21, Layoffs and Section 6.B.22,
Reinstatement in City Manager’s Administrative Policy No. 1, Personnel Rules and
Regulations shall apply 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.
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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
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.
Total Compensation Survey
The City agrees to conduct a total compensation survey consistent with the City's
Compensation Philosophy, and covering at least fifty (50%) of existing classifications
as of October 1, 20240. The survey will be initiated not later than November 1,
20240 and will be completed prior to the commencement of negotiations for a
successor MOA.
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 S.E.I.U. and the City Manager
or his or her designee.
Commented [A3]: Layoff Procedure – moved from Section 9.4
to Section 26
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CITY OF ROHNERT PARK SERVICE EMPLOYEES INTERNATIONAL
UNION
Darrin Jenkins, City Manager DATE Carolyn LopezDiego Santelices DATE
SEIU Representative
Jean Lestanguet, Board Official DATE
Jason KindleMitch Pearson DATE
Mark HendersenBilly Wilson DATE
John Stead
Mendez DATE
SEIU Executive Director
Council Approval:
By: ____________________
Jake MackenzieGerard Giudice, Mayor
Resolution Number:
Attest:
_______________________________________
JoAnne BuerglerSylvia Lopez Cuevas, City Clerk
Approved As To Form:
__________________________________________
Michelle Marchetta Kenyon, City Attorney
CITY OF ROHNERT PARK
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The following are incorporated in this Agreement by reference:
Appendix A: Certification & License Program
Appendix B: Maintenance Worker Trainee Program
City Council Resolution No. 2018-07979-22, adopted June 12, 2018 February 13, 1979 —
Employee Grievance Complaint Resolution Procedure (Currently under review and subject to
change.)
City Council Resolution No. 80-140, adopted August 11, 1980 - Permanent Part-Time
Employees' Fringe Benefits,
City Council Resolution No. 201701-109270, adopted August 22, 2017 September 10, 1997
— Catastrophic Leave Program
City's Current Personnel Rules & Regulations
June 15, 2017 Side Letter of Agreement – Joint Committee to Make Recommendations on Public
Works General Services and Utility Division Job Classifications/Organization
INDEX
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Accrual ................................................................................ 2, 5, 6
Additional Shifts ......................................................................... 1
Adoption Benefit ...................................................................... 11
Agency Shop ............................................................................. 19
Agency Shop and Payroll Deductions ....................................... 19
Alcohol ...................................................................................... 24
Alcoholic Beverages or Other Drugs ......................................... 24
Alternate Benefit ........................................................................ 9
Americans with Disabilities Act .................................................. 8
Annual Leave Administration ..................................................... 5
Annual Leave Program ................................................................ 5
Basic Tool Kit ............................................................................ 21
California Family Rights Act and Family Medical Leave Act ........ 7
Call Back ..................................................................................... 2
Catastrophic Leave ..................................................................... 7
Certification and License Program ............................................ 23
Clothing Allowance ................................................................... 15
Compensatory Time ................................................................... 2
Complete Understanding ......................................................... 30
Death/Bereavement Leave ....................................................... 11
Deferred Income....................................................................... 12
Dental Coverage ....................................................................... 10
Dependent Care Assistance Program ....................................... 19
Education and Training ............................................................. 16
Eligibility for Stand-by/Call-out ................................................... 3
Employee Listing ....................................................................... 20
Employee Performance Evaluations ......................................... 27
Employee Response to Performance Evaluation ...................... 27
Fair Representation .................................................................. 21
Floating Holiday .......................................................................... 4
Fringe Benefit Administration .................................................... 6
Funeral Benefit ......................................................................... 12
Grievance Policy and Procedure ............................................... 25
Health Care Tax-Free Dollar Account Program ......................... 19
Hearing Aid Benefit................................................................... 19
Hold Harmless .......................................................................... 20
Holidays ...................................................................................... 4
Holidays for Regular Part-Time Employees ................................ 5
Hours of Work ............................................................................ 1
Insurance Coverage .................................................................... 8
Invalidation ............................................................................... 26
Joint Labor Management Committee – Ad Hoc........................ 28
Joint Labor Management Committee – Workload/Scheduling 29
Labor Management Committees .............................................. 28
Layoff Procedure ...................................................................... 22
Life Insurance ........................................................................... 12
Longevity Pay or Educational Incentive Pay ............................. 17
Long-Term Disability Insurance ................................................ 12
Maintenance Worker Trainee Program .................................... 29
Management Rights ................................................................. 25
Military Leave ............................................................................. 6
Non-Discrimination .................................................................. 27
Observed Holidays ..................................................................... 4
Off-duty Hours ......................................................................... 25
Other Fringe Benefits ................................................................. 6
Overtime .................................................................................... 2
Overtime Compensation Rate .................................................... 2
Pay Change Effective Dates ...................................................... 22
Paychecks ................................................................................. 22
Payment to Beneficiary .............................................................. 8
Performance Evaluation ........................................................... 27
Personnel Files ......................................................................... 27
Personnel Rules and Regulations ............................................. 26
Phone/Electronic Work Compensation ...................................... 3
Prescription Drugs .................................................................... 25
Regular Workweek ..................................................................... 1
Replacement ............................................................................ 27
Residual Accrued Sick Leave ....................................................... 5
Retired, Deceased and/or Permanently and Totally Disabled
Employees ............................................................................ 12
Retirement Programs ............................................................... 18
Safety & Work Equipment ........................................................ 21
Safety Items.............................................................................. 21
Salary Adjustments................................................................... 22
Salary Adjustments & Miscellaneous Pay................................. 22
Scrap Metal Fund ..................................................................... 28
SEIU Dues Deduction ................................................................ 20
SEIU Membership – Service Fee ............................................... 20
SEIU Officers ............................................................................. 27
SEIU Paycheck Deduction ......................................................... 20
SEIU Required Membership ..................................................... 21
Short Term Disability .................................................................. 6
Smoking .................................................................................... 25
Stand-by Duty Work Assignments .............................................. 3
Stand-by/Call-out Minimum Pay ................................................ 3
Succeeding Agreement ............................................................ 26
Suspension of Agreement ........................................................ 26
Temporary Alternate Work Schedule ......................................... 1
Temporary Light or Limited Duty ............................................... 7
Term of Agreement .................................................................. 26
Total Compensation Survey ..................................................... 29
Use of City Facilities ................................................................. 25
UV Protection ........................................................................... 21
Vision Coverage ........................................................................ 11
Weekend and Holiday Stand-by Pay .......................................... 3
Weeknight Stand-by Pay ............................................................ 2
Work Curtailment (No Strike Clause) ....................................... 26
Commented [A4]: Need to update
EXHIBIT B
SJ - San Jose #4827-2358-9100 v1
CITY OF ROHNERT PARK & SEIU 2021 LABOR NEGOTIATIONS
TENTATIVE AGREEMENT SUMMARY
JUNE 9, 2021
Proposal
No.
Topic MOA
Section
Tentative Agreement
City #1 Paychecks 9.2 Change the default of how employees receive wages to direct
deposit.
City #2 Safety & Work
Equipment
8 Remove provision regarding employees’ use of personal
tools
Add requirement that employees sign an acknowledgment
of receipt of all City-owned tools and equipment they receive
City #3 Catastrophic Leave 6.2 Revise language so that it cites to the current version of the
catastrophic leave policy.
City #4 Unnecessary
Citations to Statutes
6.3 and
6.5
Remove provisions that merely cites to the law – Family Medical
Leave Act, California Family Rights Act, the Americans with
Disabilities Act, and the California Fair Employment and
Housing Act.
City #5 Grievance Policy and
Procedure
12 Revise language so that it cites to the current version of the
grievance policy.
City #6 Death/Bereavement
Leave
6.12 Change language so that an employee may use any accrued
leave, rather than just “accrued sick leave.”
City #7 Prescription Drugs 10.3 Change language so that an employee may use any accrued
leave, rather than just “accrued sick leave.”
City #8 Compensation
Survey
27 Remove “Total” from “Total Compensation Survey” because
it is redundant
Update timeframe to complete survey to reflect current MOA
City #9 Layoff Procedure 9.4 Modify to cite to correct Personnel Rules and Regulations and
to be consistent with conversations with SEIU on how to
determine seniority
City #10 Documents
Incorporated by
Reference
n/a Update the list of documents incorporated by reference to the
MOA to reflect the current versions of policies and remove
programs that no longer exists.
City #11 Term of Agreement 17 4-year term
City #12 Scrap Metal Fund 24 Clarify that SEIU is responsible for keeping proper accounting
on all receipts and disbursements from funds
SEIU #1 Dues Deduction 7 Modify Section 7 entirely to ensure legal compliance.
SEIU #2 Floating Holiday 3 Tie the use of floating holidays to the following workdays: (1)
within the same pay period as the employee’s birthday; (2)
immediately preceding or following a City observed holiday; (3)
within the same pay period as the employee’s work anniversary
date; (4) immediately preceding or following a weekend; or (5)
immediately preceding or following an approved annual or sick
leave.
SJ - San Jose #4827-2358-9100 v1
Proposal
No.
Topic MOA
Section
Tentative Agreement
SEIU #3 Temporary Alternate
Work Schedule and
Emergency Work
Schedule
1.3 and
1.4
Clarify that the Temporary Alternate Work Schedule
provision was intended for planned alternate work schedules
and not emergency situations
Clarify that if staff works outside of their standard shift, they
are paid at 1.5x their hourly rate for the hours outside their
standard shift and at 2x if the hours worked is between
midnight and 6 a.m.
SEIU #4 Stand-by Pay 2.4-2.6 Increase amount of compensation for stand-by time to
$15.00 per hour
Clarify that compensation for routine assignments while
weekend and holiday stand-by is 1.5x their hourly rate
SEIU #6 Light or Limited Duty 6 Provide that the City will engage in the interactive process with
an injured employee requesting light or modified duty, unless
the City intends to grant the employee’s request and finds that
the interactive process is not needed.
City Contribution for
Health Insurance
6.7 Increase City contributions by 6% for first year and then by
3% for each subsequent year of MOA.
Delete provision regarding “Re-Opener to Address
Affordable Care Act Requirements or Changes”
Alternate Benefits 6.8 Increase benefit amount provided to eligible employees who
those who opt out of medical coverage to $400 per month.
Clothing Allowance 6.18 Made very minor change to clean up language
Educational Incentive
Pay
6.20 Modify language so that the monthly incentive pay is paid out
equally per pay period.
Paid Parental Leave New
Section
6.23
Provide eligible employees with 120 hours of paid parental
leave to be used within 6 months for the following eligible
events: (1) birth of a child of the employee, the employee’s
spouse, or the employee’s domestic partner; and (2) placement
of a child with the employee’s family for adoption or foster care.
SEIU #8 Salary Adjustments 9.1 Increase base salary for each member by 3.8% effective the
first pay period following the date of Council approval of the
MOA.
2.7% base pay increase effective July 1, 2022.
2% base salary increase effective July 1, 2023.
1.5% base salary increase effective July 1, 2024.
SEIU #9 Bilingual Premium New
Section
9.5
Provide $100 per month to employees designated by the City as
bilingually proficient and require such employees to provide
translation services upon request.
SJ - San Jose #4827-2358-9100 v1
Proposal
No.
Topic MOA
Section
Tentative Agreement
SEIU #10 One-Time Payment New
Section
9.6
Provide a one-time, off salary schedule, COVID-Related
Impacts Recognition Payment in the amount of $1,000 if a
successor MOA is approved by the Council on or before July 1,
2021.
City
Proposal
Job Classifications N/A Parks Maintenance Worker III: Modify so that employee
must possess Recycle Water System Site Supervisor
Certificate within 6 months of date of appointment
Parks Maintenance Supervisor: Modify so that employee
must possess Recycle Water System Site Supervisor
Certificate within 6 months of date of appointment
Facilities Maintenance Worker III: Modify so that employee
must possess a Certified Pool Operator Certificate within 3
months of date of appointment
Facilities Maintenance Supervisor: Modify so that employee
must possess a Certified Pool Operator Certificate within 3
months of date of appointment
EXHIBIT C
PARKS MAINTENANCE WORKER III
DEFINITION
Under general supervision, performs a variety of highly skilled activities and functions related to the
operation, maintenance, and repair of the City’s parks and recreation areas; performs related duties as
required. In addition, may provide lead direction to Parks Maintenance work teams.
SUPERVISION RECEIVED AND EXERCISED
Receives general supervision from assigned supervisory or management personnel. May exercise technical
and functional direction over and provide training to lower-level maintenance staff.
CLASS CHARACTERISTICS
The Parks Maintenance Worker III class is the advanced journey-level position within the City’s
Department of Public Works. Incumbents work under general direction and exercise a high level of discretion
and independent judgment in performing the full range of routine to complex activities and functions related
to the operation, maintenance, and repair of the City’s parks and recreation areas. Incumbents also provide
lead direction and supervision to lower level maintenance staff. The class is distinguished from the Parks
Maintenance Worker II by requiring greater initiative, judgment, responsibility, autonomy and discretion
relevant to the planning, organization, and dissemination of maintenance activities, assignments and duties.
Although the incumbent in this position has day-to-day responsibility for assigned projects, the position
differs from the Parks Maintenance Supervisor by requiring less overall responsibility for division
operations.
EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change, or rescind the work assignments of different
positions and to make reasonable accommodations so that qualified employees can perform the essential
functions of the job.
Performs municipal landscape maintenance activities in city facilities, streets and parks, including turf
maintenance, weed removal, shrub and tree pruning, and irrigation adjustment, installation, repair, and
control.
Repairs and abates various forms of vandalism including graffiti and miscellaneous damage to public
facilities.
Maintains, adjusts and repairs potable water and recycled water irrigation systems; monitors and
controls irrigation to eliminate overwatering and runoff.
Sets irrigation schedules with Smart and conventional irrigation systems.
Applies herbicides and pesticides to turf and other landscape features.
Operates and/or drives a variety of light and heavy-duty equipment and vehicles typically used in Public
Works’ maintenance and construction activities.
Performs a variety of construction and maintenance functions related to the development, care, and
upkeep of the City park facilities and infrastructure.
Inspects and repairs playground structures and equipment.
Maintains and renovates athletic fields.
Inspects and maintains park areas, including but not limited to, playground equipment and play areas,
turf, shrubs and other landscape features, athletic fields, tennis and basketball courts, lighting,
Parks Maintenance Worker III
Page 2 of 4
restrooms, pathways, benches, drinking fountains and related facilities and equipment.
Locates related underground utilities, such as irrigation control wiring.
Operates a variety of commercial powered landscape equipment and tools including but not limited to
tractors, backhoes, high weed mowers, riding and push mowers, string trimmers, hedgers, blowers,
hand clippers and pruners.
Installs, repairs, and maintains irrigation, sprinkler and drip systems.
Operates and repairs recycled water irrigation systems.
Removes weeds, litter, and other unsightly vegetation.
Performs turf management techniques including mowing, edging, fertilization, aeration, and reseeding.
Assists Arborist with the trimming and removal of tree trimmings and leaves.
Applies herbicides in parks, building grounds, and streetscape areas.
Removes graffiti and litter.
Reads and interprets plans and specification.
Provides timely and responsive corrective action to citizens’ questions, concerns, complaints, and
claims.
Uses a computer to assist with the logging and/or tracking of daily work assignments; maintains other
work-related records as needed.
In performing the duties described above, the incumbent is expected to:
Provide outstanding and friendly customer service.
Create and maintain a respectful and collaborative working environment.
Communicate honestly and behave in a manner that is ethical, legal and fiscally responsible.
Demonstrate care for the organization, customers, and coworkers.
Perform work of the highest quality possible.
Practice and encourage initiative and innovation to improve the workplace.
QUALIFICATIONS
Knowledge of:
Methods, equipment and materials used to maintain public facilities and infrastructure.
Types and levels of maintenance and repair functions performed in public works operations.
Materials and supplies needed for completion of public works projects.
Occupational hazards and standard safety precautions and practices.
Principles of providing functional direction and training.
Techniques for providing a high level of customer service by effectively dealing with the public,
vendors, contractors, and City staff.
The structure and content of the English language, including the meaning and spelling of words, rules
of composition, and grammar.
Modern equipment and communication tools used for business functions and program, project, and task
coordination.
Computers and software programs to conduct, compile, and/or generate documentation.
Ability to:
Effectively provide staff leadership and work direction.
Operate a variety of equipment, vehicles, power and hand tools.
Implement innovative techniques in response to mechanical and electrical problems.
Perform arithmetic calculations sufficient to determine volumes, areas, lengths, percentages and
conversions.
Prepare written documents including reports, memos, and spreadsheets.
Demonstrate and follow safe work practices.
Parks Maintenance Worker III
Page 3 of 4
Understand, interpret, and apply all pertinent laws, codes, regulations, policies and procedures, and
standards relevant to work performed.
Effectively represent the department and the City in meetings with governmental agencies; community
groups; various business, professional, and regulatory organizations; and in meetings with individuals.
Learn and understand the organization and operation of the City and of outside agencies as necessary
to assume assigned responsibilities.
Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments.
Effectively use computer systems, software applications, and modern business equipment to perform a
variety of work tasks.
Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and
syntax.
Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal
guidelines.
Establish, maintain, and foster positive and effective working relationships with those contacted in the
course of work.
Education and Experience:
Any combination of training and experience that would provide the required knowledge, skills, and abilities
is qualifying. A typical way to obtain the required qualifications would be:
Equivalent to completion of the twelfth (12th) grade and five (5) years of increasingly responsible experience
in playground maintenance, turf management, and renovation of athletic fields equivalent to City of Rohnert
Park Parks Maintenance Worker II.
Licenses and Certifications:
Possession of a valid California Class C driver’s license by time of appointment and a satisfactory
driving record.
Possession of California Department of Pesticide Regulation Qualified Applicator Certificate.
Possession of Certified Playground Safety Inspector issued by the National Playground Safety Institute
Possession of Recycled Water System Site Supervisor Certificate within six (6) months of date of
appointment.
The following are highly desirable for the Parks Maintenance Worker III to possess:
California State Water Resources Control Board (SWRCB) Water Distribution Operator Certificate
Grade I.
Certified Pool Operator Certificate issued by the National Swimming Pool Foundation.
PHYSICAL DEMANDS
Must possess mobility to work in the field; strength, stamina, and mobility to perform medium to heavy
physical work, to work in confined spaces and around machines, to climb and descend ladders, to operate
varied hand and power tools and construction equipment, and to operate a motor vehicle and visit various
City sites; vision to read printed materials and a computer screen; smell to recognize and distinguish odors,
and hearing and speech to communicate in person and over the telephone or radio. The job involves
fieldwork requiring frequent walking in operational areas to identify problems or hazards. Finger dexterity
is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate above-
mentioned tools and equipment. Positions in this classification bend, stoop, kneel, reach, and climb to
perform work and inspect work sites. Employees must possess the ability to lift, carry, push, and pull
Parks Maintenance Worker III
Page 4 of 4
materials and objects weighing up to 70 pounds or heavier weights with the use of proper equipment and
assistance from other staff.
ENVIRONMENTAL ELEMENTS
Employees work in the field and are exposed to loud noise levels, cold and hot temperatures, inclement
weather conditions, road hazards, vibration, confining workspace, chemicals, mechanical and/or electrical
hazards, and hazardous physical substances and fumes. May be required to wear respiratory equipment.
Employees may interact with members of the public or with staff under emotionally stressful conditions
while interpreting and enforcing departmental policies and procedures.
WORKING CONDITIONS
May provide twenty-four-hour standby service.
FLSA Status: Non-exempt
Employee Unit: Service Employees’ International Union (SEIU), Local 1021
Approved By:
Date Approved:
PARKS MAINTENANCE SUPERVISOR
DEFINITION
Under general direction, plans, schedules, and assigns the work of the parks and landscape maintenance
staff within the Public Works Department; supervises, plans, and coordinates the construction, installation,
maintenance, and repair of parks, landscape areas, and recreation facilities; administers, monitors, and
provides technical input for assigned maintenance, operations, and related projects and programs; provides
responsible technical assistance to the Operations Manager–General Services; performs a variety of
technical and hands-on tasks relative to the assigned functional area; and performs related work as required.
SUPERVISION RECEIVED AND EXERCISED
Receives general direction from assigned supervisory or management personnel. Exercises direct and
general supervision over maintenance staff.
CLASS CHARACTERISTICS
The Parks Maintenance Supervisor position is a working supervisory classification. Incumbents are
responsible for planning, organizing, supervising, reviewing, and evaluating the work of Parks Maintenance
Worker I, II, and III and Landscape Maintenance Worker. Performance of the work requires the use of
considerable independence, initiative, and discretion within established guidelines. The class is
distinguished from the Parks Maintenance Worker III by requiring greater initiative, judgment,
responsibility, autonomy, and discretion relevant to the planning and completion of a wide variety of
maintenance and operational activities. Although the incumbent in this position has day-to-day
responsibility for assigned projects, the position differs from the Operations Manager – General Services
by the lack of overall responsibility for division operations.
EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change, or rescind the work assignments of different
positions and to make reasonable accommodations so that qualified employees can perform the essential
functions of the job.
Supervises and plans work schedules; selects, trains and monitors work performance of assigned
personnel; prepares initial draft of performance appraisals for personnel in assigned division.
Responds to citizens’ questions, concerns, complaints, and claims with the intent to provide reasonable
and responsible corrective action.
Attends meetings, seminars, conventions, and trainings.
Schedules and conducts training and safety meetings for assigned personnel.
Supervises the operation, maintenance, repair, and replacement of the facilities and equipment in the
Division.
Collects, organizes, and analyzes data; initiates and approves project expenditures; may authorize
payment of departmental invoices and expenditures.
Ensures compliance with local, State and Federal requirements.
Determines and recommends equipment, devices, materials, staffing, and safety needs, for assigned
operation maintenance, and improvement projects.
Inspects and evaluates work in progress and upon completion.
Reads and interprets maps, diagrams, schematics, contracts, and work orders.
Parks Maintenance Supervisor
Page 2 of 4
Troubleshoots and diagnoses problems and plans and implements efficient and effective solutions.
Assists with the coordination of a variety of community-based activities related to Parks and
Recreation.
Assists in the development of park maintenance policy and procedures.
Monitors and assists with the division’s budget by researching and making recommendations;
determines and approves budget expenditures.
Prepares purchase orders; orders division’s supplies and materials; completes relevant department
reports and maintains other work-related records as needed.
Operates and/or drives a variety of light and heavy equipment including, but not limited to, tractors,
dump trucks, backhoes, forklifts, bucket truck, and mowers.
Reviews and comments on submitted plans and specifications, maps, drawings and contracts.
Oversees the maintenance of park areas including, but not limited to, athletic fields, tennis and
basketball courts, restrooms, pathways, landscape areas including streetscape, and related facilities.
Locates related underground utilities, such as irrigation control wiring.
Inspects and coordinates the maintenance and repair of playground equipment and areas.
Installs, repairs, and maintains irrigation and sprinkler systems.
Provides input on the design, installation and maintenance of various landscape projects and oversees
the renovation of athletic activity areas.
Maintains a variety of landscape features, including bushes and shrubs and turf.
Applies herbicide and oversees weed abatement program.
Implements turf management practices, including mowing, edging, aeration, and reseeding.
Coordinates with the Arborist to maintain trees in the parks.
Ensures the proper inspection and repair of tennis and basketball courts.
Maintains bike paths, foot bridges, and creeks.
In performing the duties described above, the incumbent is expected to:
Provide outstanding and friendly customer service.
Create and maintain a respectful and collaborative working environment.
Communicate honestly and behave in a manner that is ethical, legal and fiscally responsible.
Demonstrate care for the organization, customers, and coworkers.
Perform work of the highest quality possible.
Practice and encourage initiative and innovation to improve the workplace.
QUALIFICATIONS
Knowledge of:
Methods, equipment and materials used to maintain public facilities and infrastructure.
Types and levels of maintenance and repair functions performed in public works operations.
Materials and supplies needed for completion of public works projects.
Occupational hazards and standard safety precautions and practices.
Computer programs and operation.
Recordkeeping.
Principles and practices of budget development and administration.
Principles and practices of employee supervision, including work planning, assignment review and
evaluation, discipline, and the training of staff in work procedures. Basic principles of organization
and administration.
Techniques for providing a high level of customer service by effectively dealing with the public,
vendors, contractors, and City staff.
The structure and content of the English language, including the meaning and spelling of words, rules
of composition, and grammar.
Parks Maintenance Supervisor
Page 3 of 4
Modern equipment and communication tools used for business functions and program, project, and task
coordination.
Computers and software programs to conduct, compile, and/or generate documentation.
Ability to:
Select and supervise staff, provide training and development opportunities, ensure work is performed
effectively, and evaluate performance in an objective and positive manner.
Assist in developing and implementing goals, objectives, practices, policies, procedures, and work
standards.
Operate a variety of equipment, vehicles, power and hand tools.
Implement innovative techniques in response to mechanical and electrical problems.
Prepare written correspondence including, but not limited to, reports, memos, and spreadsheets.
Perform arithmetic calculations sufficient to determine volumes, areas, lengths, percentages and
conversions.
Prepare and maintain records and reports with the use of computer programs.
Demonstrate and direct others to follow safe work practices.
Learn and implement new technology.
Understand, interpret, and apply all pertinent laws, codes, regulations, policies and procedures, and
standards relevant to work performed.
Effectively represent the department and the City in meetings with governmental agencies; community
groups; various business, professional, and regulatory organizations; and in meetings with individuals.
Learn and understand the organization and operation of the City and of outside agencies as necessary
to assume assigned responsibilities.
Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments.
Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and
syntax.
Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal
guidelines.
Establish, maintain, and foster positive and effective working relationships with those contacted in the
course of work.
Education and Experience:
Any combination of training and experience that would provide the required knowledge, skills, and abilities
is qualifying. A typical way to obtain the required qualifications would be:
Equivalent to completion of the twelfth (12th) grade and three (3) years of increasingly responsible experience
in playground maintenance, turf management, and renovation of athletic fields including one (1) year of lead
experience.
Licenses and Certifications:
Possession of a valid California Class C driver’s license by date of appointment and a satisfactory
driving record.
Possession of Recycled Water System Site Supervisor within six (6) months of by date of appointment.
Possession of Certified Playground Safety Inspector issued by the National Playground Safety Institute
by date of appointment.
Possession of California Department of Pesticide Regulation Qualified Applicator Certificate by date
of appointment.
The following are highly desirable for the Parks Maintenance Supervisor to possess:
Parks Maintenance Supervisor
Page 4 of 4
California State Water Resources Control Board (SWRCB) Water Distribution Operator Certificate
Grade I
Possession of a Certified Pool Operator Certificate issued by the National Swimming Pool Foundation
PHYSICAL DEMANDS
Must possess mobility to work in the field; strength, stamina, and mobility to perform medium to heavy
physical work, to work in confined spaces and around machines, to climb and descend ladders, to operate
varied hand and power tools and construction equipment, and to operate a motor vehicle and visit various
City sites; vision to read printed materials and a computer screen; smell to recognize and distinguish odors,
and hearing and speech to communicate in person and over the telephone or radio. The job involves
fieldwork requiring frequent walking in operational areas to identify problems or hazards. Finger dexterity
is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate above-
mentioned tools and equipment. Positions in this classification bend, stoop, kneel, reach, and climb to
perform work and inspect work sites. Employees must possess the ability to lift, carry, push, and pull
materials and objects weighing up to 70 pounds or heavier weights with the use of proper equipment and
assistance from other staff.
ENVIRONMENTAL ELEMENTS
Employees work in the field and are exposed to loud noise levels, cold and hot temperatures, inclement
weather conditions, road hazards, vibration, confining workspace, chemicals, mechanical and/or electrical
hazards, and hazardous physical substances and fumes. May be required to wear respiratory equipment.
Employees may interact with members of the public or with staff under emotionally stressful conditions
while interpreting and enforcing departmental policies and procedures.
WORKING CONDITIONS
May provide twenty-four-hour standby service.
FLSA Status: Non-exempt
Employee Unit: Service Employees’ International Union (SEIU)
Approved By:
Date Approved:
SJ - San Jose #4842-2847-6142 v1
FACILITIES MAINTENANCE WORKER III
DEFINITION
Under general supervision, performs a variety of highly skilled activities and functions related to the
maintenance of the City’s facilities and infrastructure; performs related duties as required. In addition, may
provide lead direction to Facilities Maintenance work teams.
SUPERVISION RECEIVED AND EXERCISED
Receives general supervision from assigned supervisory or management personnel. May exercise technical
and functional direction over and provide training to lower-level maintenance staff.
CLASS CHARACTERISTICS
The Facilities Maintenance Worker III class is the advanced journey-level position within the City’s
Department of Public Works. Incumbents work under general direction and exercise a high level of discretion
and independent judgment in performing the full range of routine to complex activities and functions related
to the operation, maintenance, and repair of the City’s facilities. Incumbents also provide lead direction
and supervision to lower level maintenance staff. The class is distinguished from the Facilities
Maintenance Worker II by requiring greater initiative, judgment, responsibility, autonomy and discretion
relevant to the planning, organization, and dissemination of maintenance activities, assignments and duties.
Although the incumbent in this position has day-to-day responsibility for assigned projects, the position
differs from the Facilities Maintenance Supervisor by requiring less overall responsibility for division
operations.
EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change, or rescind the work assignments of different
positions and to make reasonable accommodations so that qualified employees can perform the essential
functions of the job.
Performs, diagnoses, troubleshoots, and repairs complex building systems.
Performs a variety of rough and finished carpentry work to include alterations, repairs and maintenance.
Installs, repairs, and replaces drywall and hard surfaces, including painting.
Installs interior and exterior wiring for equipment and appliances, troubleshoots and locates defects in
electrical systems and replaces parts as necessary.
Performs routine, low-voltage electrical work including inspection, repair, installation and service of
electrical and lighting systems.
Installs, maintains, and repairs plumbing systems and fixtures.
Performs repairs to a variety of roofing systems as needed.
Performs a variety of construction and maintenance functions related to the development, care, and
upkeep of the City’s facilities and infrastructure.
Maintains heating, ventilation and air conditioning (HVAC) systems.
Uses building management systems to operate and troubleshoot HVAC and lighting control systems.
Operates and maintains city swimming pool equipment including filtration, heating and disinfection
systems.
Facilities Maintenance Worker III
Page 2 of 4
SJ - San Jose #4842-2847-6142 v1
Works in confined space environments such as vaults and pits; uses air monitoring equipment to detect
unsuitable air quality.
Provides timely and responsive corrective action to citizens’ questions, concerns, complaints, and
claims.
May perform troubleshooting, maintenance, and repairs of chillers and boilers.
Reads and interprets building plans and specifications.
Uses a computer to assist with the logging and/or tracking of daily work assignments; maintains other
work-related records as needed.
Operates and/or drives a variety of light and heavy-duty equipment and vehicles typically used in Public
Works’ maintenance and constructions activities.
In performing the duties described above, the incumbent is expected to:
Provide outstanding and friendly customer service.
Create and maintain a respectful and collaborative working environment.
Communicate honestly and behave in a manner that is ethical, legal and fiscally responsible.
Demonstrate care for the organization, customers, and coworkers.
Perform work of the highest quality possible.
Practice and encourage initiative and innovation to improve the workplace.
QUALIFICATIONS
Knowledge of:
Methods, equipment and materials used to maintain public facilities and infrastructure.
Types and levels of maintenance and repair functions performed in public works operations.
Materials and supplies needed for completion of public works projects.
Occupational hazards and standard safety precautions and practices.
Principles of providing functional direction and training.
Techniques for providing a high level of customer service by effectively dealing with the public,
vendors, contractors, and City staff.
The structure and content of the English language, including the meaning and spelling of words, rules
of composition, and grammar.
Modern equipment and communication tools used for business functions and program, project, and task
coordination.
Computers and software programs to conduct, compile, and/or generate documentation.
Ability to:
Effectively provide staff leadership and work direction.
Operate a variety of equipment, vehicles, power, and hand tools.
Implement innovative techniques in response to mechanical and electrical problems.
Perform basic arithmetic calculations.
Prepare written documents including reports, memos, and spreadsheets.
Demonstrate and follow safe work practices
Works in confined space environments such as vaults and pits; uses air monitoring equipment to detect
unsuitable air quality.
Understand, interpret, and apply all pertinent laws, codes, regulations, policies and procedures, and
standards relevant to work performed.
Effectively represent the department and the City in meetings with governmental agencies; community
groups; various business, professional, and regulatory organizations; and in meetings with individuals.
Facilities Maintenance Worker III
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SJ - San Jose #4842-2847-6142 v1
Learn and understand the organization and operation of the City and of outside agencies as necessary
to assume assigned responsibilities.
Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments.
Effectively use computer systems, software applications, and modern business equipment to perform a
variety of work tasks.
Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and
syntax.
Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal
guidelines.
Establish, maintain, and foster positive and effective working relationships with those contacted in the
course of work.
Education and Experience:
Any combination of training and experience that would provide the required knowledge, skills, and abilities
is qualifying. A typical way to obtain the required qualifications would be:
Equivalent to completion of the twelfth (12th) grade and five (5) years of increasingly responsible experience
related to the maintenance of public facilities and infrastructure from either a public or private agency
equivalent to City of Rohnert Park Facilities Maintenance Worker II.
Licenses and Certifications:
Possession of a valid California driver’s license by date of appointment and satisfactory driving record.
Possession of a Certified Pool Operator Certificate issued by the National Swimming Pool Foundation
by within three (3) months of date of appointment.
Possession of Section 608 Technician Certification Type 2, 3 and/or Universal. Testing for certification
must be administered by an EPA-approved certifying organization license by date of appointment.
Possession of Certificate of completion of Chillers: Operation & Maintenance of Chilled Water
Systems training provided by National Technology Transfer, Inc., also known as NTT Training, within
one year of appointment.
Possession of Certificate of completion of Boilers: Technical & Operational training provided by
National Technology Transfer, Inc., also known as NTT Training, within one year of appointment.
Alterative courses/providers of comparable content and complexity will be considered on a case-by-case
basis.
PHYSICAL DEMANDS
Must possess mobility to work in the field; strength, stamina, and mobility to perform medium to heavy
physical work, to work in confined spaces and around machines, to climb and descend ladders, to operate
varied hand and power tools and construction equipment, and to operate a motor vehicle and visit various
City sites; vision to read printed materials and a computer screen; smell to recognize and distinguish odors,
and hearing and speech to communicate in person and over the telephone or radio. The job involves
fieldwork requiring frequent walking in operational areas to identify problems or hazards. Finger dexterity
is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate above-
mentioned tools and equipment. Positions in this classification bend, stoop, kneel, reach, and climb to
perform work and inspect work sites. Employees must possess the ability to lift, carry, push, and pull
materials and objects weighing up to 70 pounds or heavier weights with the use of proper equipment and
assistance from other staff.
Facilities Maintenance Worker III
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SJ - San Jose #4842-2847-6142 v1
ENVIRONMENTAL ELEMENTS
Employees work in the field and are exposed to loud noise levels, cold and hot temperatures, inclement
weather conditions, road hazards, vibration, confining workspace, chemicals, mechanical and/or electrical
hazards, and hazardous physical substances and fumes. May be required to wear respiratory equipment.
Employees may interact with members of the public or with staff under emotionally stressful conditions
while interpreting and enforcing departmental policies and procedures.
WORKING CONDITIONS
May provide twenty-four-hour standby service.
FLSA Status: Non-exempt
Employee Unit: Service Employees’ International Union (SEIU), Local 1021
Approved By:
Date Approved:
SJ - San Jose #4841-4871-8830 v1
FACILITIES MAINTENANCE SUPERVISOR
DEFINITION
Under general direction, supervises and performs a variety of activities and functions related to the
operation, maintenance, and repair of the City’s facilities and infrastructure; performs related duties as
required.
SUPERVISION RECEIVED AND EXERCISED
Receives general direction from assigned supervisory or management personnel. Exercises direct and
general supervision over maintenance staff.
CLASS CHARACTERISTICS
The Facilities Maintenance Supervisor is a working supervisory classification. Incumbents are responsible
for planning, organizing, supervising, reviewing, and evaluating the work of Facilities Maintenance Worker
I, II, and III. Performance of the work requires the use of considerable independence, initiative, and
discretion within established guidelines. The class is distinguished from the Facilities Maintenance Worker
III by requiring greater initiative, judgment, responsibility, autonomy, and discretion relevant to the
planning and completion of a wide variety of maintenance and operational activities. Although the
incumbent in this position has day-to-day responsibility for assigned projects, the position differs from the
Public Works Operations Manager – General Services by the lack of overall responsibility for division
operations.
EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change, or rescind the work assignments of different
positions and to make reasonable accommodations so that qualified employees can perform the essential
functions of the job.
Supervises and plans work schedules; selects, trains and monitors work performance of assigned
personnel; prepares initial draft of performance appraisals for personnel in assigned division.
Responds to citizens’ questions, concerns, complaints, and claims with the intent to provide reasonable
and responsible corrective action.
Attends meetings, seminars, conventions, and trainings.
Schedules and conducts training and safety meetings for assigned personnel.
Supervises the operation, maintenance, repair, and replacement of the facilities and equipment in the
Division.
Collects, organizes, and analyzes data; initiates and approves project expenditures; may authorize
payment of departmental invoices and expenditures.
Performs a variety of operational tests and calculations, and adjusts operating equipment and methods
to ensure compliance with local, State and Federal requirements.
Determines and recommends equipment, materials, staffing, safety needs, devices, and/or equipment
for assigned operation, maintenance, and improvement projects.
Inspects and evaluates work in progress and upon completion.
Reads and interprets maps, diagrams, schematics, contracts, and work orders.
Troubleshoots and diagnoses problems and plans and implements efficient and effective solutions.
Parks Facility Maintenance Supervisor
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SJ - San Jose #4841-4871-8830 v1
Monitors and assists with the division’s budget by researching and making recommendations;
determines and approves budget expenditures.
Prepares purchase orders; orders division’s supplies and materials; completes relevant department
reports and maintains other work-related records as needed.
Operates and/or drives a variety of light and heavy equipment including, but not limited to, tractors,
dump trucks, backhoes, forklifts, and bucket trucks.
Works in confined space environments such as vaults and pits; uses air monitoring equipment to detect
unsuitable air quality.
Oversees or performs various activities, including painting and repair of both interior and exterior of
City buildings.
Coordinates the use of equipment and procurement of materials for assigned jobs.
Plans review of upcoming city projects, works with city staff and contractors throughout the
construction or remodel process of city facilities.
Oversees contractors performing work on city facilities.
Manages building management systems to operate and troubleshoot HVAC and lighting control
systems.
Maintains heating, ventilation and air conditioning systems (HVAC).
Performs preventative maintenance on various building systems, including lighting, exterior coating,
HVAC and solar systems.
Performs building repair and maintenance tasks, including general carpentry work, painting, concrete,
welding, plumbing, and building electrical systems.
Repairs roofs and building exterior systems, including various siding and window systems.
May perform troubleshooting, maintenance, and repairs of chillers and boilers.
Provides timely and responsive corrective action to customer questions, concerns, complaints, and
claims related to City buildings.
In performing the duties described above, the incumbent is expected to:
Provide outstanding and friendly customer service.
Create and maintain a respectful and collaborative working environment.
Communicate honestly and behave in a manner that is ethical, legal and fiscally responsible.
Demonstrate care for the organization, customers, and coworkers.
Perform work of the highest quality possible.
Practice and encourage initiative and innovation to improve the workplace.
QUALIFICATIONS
Knowledge of:
Methods, equipment and materials used to maintain public facilities and infrastructure.
Types and levels of maintenance and repair functions performed in public works operations.
Materials and supplies needed for completion of public works projects.
Occupational hazards and standard safety precautions and practices.
Recordkeeping principles and procedures.
Principles and practices of budget development and administration.
Principles and practices of employee supervision, including work planning, assignment review and
evaluation, discipline, and the training of staff in work procedures. Basic principles of organization
and administration.
Techniques for providing a high level of customer service by effectively dealing with the public,
vendors, contractors, and City staff.
The structure and content of the English language, including the meaning and spelling of words, rules
of composition, and grammar.
Parks Facility Maintenance Supervisor
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SJ - San Jose #4841-4871-8830 v1
Modern equipment and communication tools used for business functions and program, project, and task
coordination.
Computers and software programs to conduct, compile, and/or generate documentation.
Ability to:
Select and supervise staff, provide training and development opportunities, ensure work is performed
effectively, and evaluate performance in an objective and positive manner.
Assist in developing and implementing goals, objectives, practices, policies, procedures, and work
standards.
Prepare and maintain records and reports with the use of computer programs.
Demonstrate and direct others to follow safe work practices.
Works in confined space environments such as vaults and pits; uses air monitoring equipment to detect
unsuitable air quality.
Learn and implement new technology.
Operate a variety of equipment, vehicles, power and hand tools.
Implement innovative techniques in response to mechanical and electrical problems.
Prepare written correspondence including, but not limited to, reports, memos, and spreadsheets.
Understand, interpret, and apply all pertinent laws, codes, regulations, policies and procedures, and
standards relevant to work performed.
Learn and understand the organization and operation of the City and of outside agencies as necessary
to assume assigned responsibilities.
Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments.
Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and
syntax.
Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal
guidelines.
Establish, maintain, and foster positive and effective working relationships with those contacted in the
course of work.
Education and Experience:
Any combination of training and experience that would provide the required knowledge, skills, and abilities
is qualifying. A typical way to obtain the required qualifications would be:
Equivalent to completion of the twelfth (12th) grade and three (3) years of increasingly responsible
experience in construction, maintenance, repair, and operations including one (1) year of lead experience.
Licenses and Certifications:
Possession of a valid California driver’s license by date of appointment and a satisfactory driving
record.
Possession of a Certified Pool Operator Certificate issued by the National Swimming Pool Foundation
bywithin three (3) months of date of appointment.
Possession of Section 608 Technician Certification Type 2, 3 and/or Universal. Testing for certification
must be administered by an EPA-approved certifying organization license by date of appointment.
Possession of Certificate of completion of Chillers: Operation & Maintenance of Chilled Water
Systems training provided by National Technology Transfer, Inc. (also known as NTT Training), or
equivalent.
Possession of Certificate of completion of Boilers: Technical & Operational training provided by
National Technology Transfer, Inc. (also known as NTT Training), or equivalent.
Parks Facility Maintenance Supervisor
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SJ - San Jose #4841-4871-8830 v1
PHYSICAL DEMANDS
Must possess mobility to work in the field; strength, stamina, and mobility to perform medium to heavy
physical work, to work in confined spaces and around machines, to climb and descend ladders, to operate
varied hand and power tools and construction equipment, and to operate a motor vehicle and visit various
City sites; vision to read printed materials and a computer screen; smell to recognize and distinguish odors,
and hearing and speech to communicate in person and over the telephone or radio. The job involves
fieldwork requiring frequent walking in operational areas to identify problems or hazards. Finger dexterity
is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate above-
mentioned tools and equipment. Positions in this classification bend, stoop, kneel, reach, and climb to
perform work and inspect work sites. Employees must possess the ability to lift, carry, push, and pull
materials and objects weighing up to 70 pounds or heavier weights with the use of proper equipment and
assistance from other staff.
ENVIRONMENTAL ELEMENTS
Employees work in the field and are exposed to loud noise levels, cold and hot temperatures, inclement
weather conditions, road hazards, vibration, confining workspace, chemicals, mechanical and/or electrical
hazards, and hazardous physical substances and fumes. May be required to wear respiratory equipment.
Employees may interact with members of the public or with staff under emotionally stressful conditions
while interpreting and enforcing departmental policies and procedures.
WORKING CONDITIONS
May provide twenty-four-hour standby service.
FLSA Status: Non-exempt
Employee Unit: Service Employees’ International Union (SEIU), Local 1021
Approved By:
Date Approved: