CC Resolution 11434RESOLUTION NO. 11434
A RESOLUTION AMENDING THE COMPENSATION AND WORKING CONDITIONS
FOR CLASSIFIED NON-MANAGEMENT EMPLOYEES REPRESENTED BY THE
EMPLOYEE ORGANIZATION ENUMERATED BELOW
WHEREAS, Title 2, Section 2.12.030(7) of the Campbell Municipal Code requires the City
Manager to prepare and submit an annual salary plan to the City Council for its approval;
and
WHEREAS, a Memorandum of Understanding for salaries, benefits and working conditions
has been approved and executed by the authorized representatives of the Campbell Police
Civilian Employees Association and City Council representatives; and
WHEREAS, the City Council of the City of Campbell desires to ratify and adopt the
provisions included in the Memorandum of Understanding attached.
NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of Campbell
does hereby approve and ratify the Memorandum of Understanding attached hereto, and
made a part hereof.
PASSED AND ADOPTED this 3rd day of July 2012, by the following roll call vote:
AYES: COUnCllmemberS: Cristina, Waterman, Low, Kotowski
NOES: Councilmembers: None
ABSENT: Councilmembers: Baker
APPROVED:
Michael F. Kotowski, Mayor
ATTE
Anne Bybee, City Clerk
MEMORANDUM OF UNDERSTANDING ON
WAGES, EMPLOYEE BENEFITS, HOURS AND
OTHER TERMS AND CONDITIONS OF EMPLOYMENT
Campbell Police Civilian Employees Association (CPCEA)
PARTIES TO UNDERSTANDING
This Memorandum of Understanding (MOU) is between the authorized representatives
of the City Council of the City of Campbell, hereinafter referred to as "City," and the
authorized representatives of Campbell Police Civilian Employees Association,
hereinafter referred to as "CPCEA".
STATE LAW COMPLIANCE
This Memorandum of Understanding complies with the provisions of the State of
California Public Employees Representation Law, as contained in Section 3500 of the
Government Code of the State in that the employer-employee representatives noted
here did meet and confer in good faith and did reach agreement on those matters within
the scope of representation.
This Memorandum of Understanding also complies with Resolution 10016, relating to
employer-employee relations, as adopted and amended by the City Council of the City
of Campbell.
I. GENERAL CONDITIONS
A. Representation
CPCEA is recognized by the City as the authorized representative of the
following classifications:
• Communications Supervisor
• Police Records Specialist
• Police Records Supervisor
• Public Safety Dispatcher
• Community Services Officer
• Property/Evidence Specialist
B. Personnel Rules and Regulations
This Memorandum of Understanding does not modify or change the
provisions of the Personnel Rules and Regulations of the City unless a
specific reference is made herein to modify or add to the existing Personnel
Rules and Regulations.
C. Terms of Understanding
This Memorandum of Understanding embodies all modifications on salaries,
CPCEA MOU
July 2012 -June 2014
hours, employee benefits, and other terms and conditions of employment, for
a 24 month term beginning July 1, 2012 and ending June 30, 2014.
D. Existing Benefits Continued
This Memorandum of Understanding does not modify existing salaries,
benefits, hours, or terms and conditions of employment contained in the
currently adopted Pay and Classification Plan, except as noted herein. Such
benefits and terms of employment remain unmodified and shall continue in
full force and effect throughout the term of this Memorandum of
Understanding.
E. Release Time -Meet and Confer
Employees who are members of the CPCEA negotiating team who are
required to attend a meet and confer or meet and consult session during duty
hours will be given one hour of release time before and one hour of release
time after each session. Members of the CPCEA negotiating team, with their
supervisor's approval, may schedule an equivalent amount of release time at
times other than before or after a meet and confer session.
II. COMPENSATION
A. Effective the first pay period containing July 1, 2012, the salaries of all
classifications represented by CPCEA shall be increased by two percent
(2.0%).
B. Effective the first pay period containing July 1, 2013, the salaries of all
classifications represented by CPCEA shall be increased by two percent
(2.0%).
C. Furlough
"Work furlough" refers to one or more hours of required unpaid leave
taken on a consecutive or intermittent basis.
All CPCEA employees will be required to take fifty six (56) hours of
furlough between July 1, 2012 and June 30, 2013 and fifty six (56) hours
of furlough between July 1, 2013 and June 30, 2014.
If, during the period of this agreement, the financial status of the City
changes and there is no longer a necessity to continue furlough time,
authorization by Council can be given to eliminate or decrease the
number of furlough hours needed to be taken. Additionally, if another
bargaining unit receives a reduction in furloughs, CPCEA would receive a
prorated reduction.
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CPCEA MOU
July 2012 -June 2014
The following terms and conditions apply to the furlough program:
a. Furloughs may be taken in a minimum of one hour increments, with prior
supervisor approval.
b. Employees may not use paid accrued leave during furlough time.
c. Furlough time will be considered time in paid status for the following:
• Accrual of paid leave
• Seniority
Time in service for step increases
• Completion of probation
• Eligibility for holidays, and
• Eligibility for health and welfare benefits.
d. Furlough time will be addressed in accordance with CaIPERS regulations
for the purpose of pension.
e. No employee may perform work for the City during furlough time off
unless authorized by management.
f. The period of furlough time off will be unpaid. Furlough time off will be
tracked under a separate unpaid hours code.
g. Employees that have a voluntarily or involuntary reduction of hours will be
exempt from furloughs for Fiscal Year 2011/12. These affected
employees may work during the City closure, work a flexible schedule, or
record leave time based on supervisor approval.
h. Employees on an unpaid leave of absence or workers' compensation
leave for more than 30 days will have their furlough hours pro-rated.
i. If furlough hours are not taken prior to leaving employment with the City,
management has the authority to require a prorated share of the furlough
hours to be taken.
j. During the term of this contract, if any employees or employee group
currently subject to furloughs has the amount of hours reduced, this unit
will likewise have their hours reduced on an equal percentage basis.
k. New hire employees shall have a prorated share of furlough hours.
III. OTHER PROVISIONS
A. Benefit Cost Adjustments
Julv 1, 2012
3
CPCEA MOU
July 2012 -June 2014
The City will be responsible for any increase to the PERS employer
contribution rate on the PERS plan in effect July 1, 2012.
The City will provide $148.67 per month, which includes a 3% increase,
for the current dental coverage, including an annual maximum per patient
benefit of $2,500, and orthodontia coverage with a $2,500 per patient
lifetime.
The City will provide $23.25 per month for life insurance.
The City will provide $6.30 per month for the Employee Assistance
Program effective August 1, 2012.
The City will provide a maximum of $49.50 per month for Long Term
Disability Insurance. The maximum benefit is $3,000 per month.
The City will provide for any increase per month for Vision Service Plan
(VSP) coverage.
Julv 1, 2013
The City will be responsible for any increase to the PERS employer
contribution rate on the PERS plan in effect July 1, 2013.
The City will provide for any increase per month for the current dental
coverage, including an annual maximum per patient benefit of $2,500,
and orthodontia coverage with a $2,500 per patient lifetime.
The City will provide for any increase per month for life insurance.
The City will provide for any increase per month for the Employee
Assistance Program effective August 1, 2013.
The City will provide a maximum of $49.50 per month for Long Term
Disability Insurance. The maximum benefit is $3,000 per month.
The City will provide for any increase per month for Vision Service Plan
(VSP) coverage.
B. 1. Health Insurance Benefit Program
Effective January 2013, the City will provide a maximum of $115.00 per
month for health insurance and $1135.00 per month for a Cafeteria Plan
Allowance in an additional Section 125 allotment for health and other
optional benefits. ($1250 per month total). The maximum cash rebate of
a
CPCEA MOU
July 2012 -June 2014
the City's contribution will be $1135 per month.
Effective January 2014, the City will provide a maximum of $TBD per
month for health insurance and $TBD per month for a Cafeteria Plan
Allowance in an additional Section 125 allotment for health and other
optional benefits. ($1300 per month total). The maximum cash rebate of
the City's contribution will be $1135 per month.
The City will continue to contract with the California Public Employees
Retirement System (CaIPERS) for the purpose of providing employees
with medical insurance benefits.
The City's maximum monthly contribution for each eligible active
employee for the purchase of medical insurance will be equal to the
minimum monthly employer contribution required under the Public
Employees Medical and Hospital Care Act (PEMHCA).
2. Cafeteria Plan Allowance
The City will maintain a Cafeteria Plan, pursuant to Section 125 of the
Internal Revenue Code, for the purpose of providing employees with
access to various health and welfare benefits. Benefits available through
the Cafeteria Plan include, but are not limited to, flexible spending
accounts for out-of-pocket medical expenses and dependent care,
accident insurance, cancer insurance, heart and stroke insurance, long
term care insurance, and life insurance benefits. The City agrees to
provide a Cafeteria Plan Allowance to all employees eligible to participate
in City-sponsored health benefits under Section 61 of this Article. Any tax
consequences resulting from City contributions to the Cafeteria Plan are
the sole responsibility of the employee.
Any increase to minimum monthly employer contribution under PEMHCA
will result in a corresponding decrease in the employee's Cafeteria Plan
Allowance.
E. Retiree Award Program
The City will continue the existing Retiree Award Program continuing the
following criteria and features:
• Minimum retirement age of 50 and retired from the City of Campbell.
• Bills must be submitted to the City in January and July of each year for
reimbursement for the prior six months' costs.
• Award will not exceed cost for medical coverage for the retiree only (not
dependents) on a reimbursement basis, as follows:
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CPCEA MOU
July 2012 -June 2014
For employees who have completed at least 17 years of service
with the City of Campbell, award will be a maximum of $325 per
month.
F
G.
• All other provisions of the Retiree Award Program will remain unchanged.
Deferred Compensation
In recognition of CPCEA's concern for future medical insurance costs of
prospective CPCEA retirees, the City will continue to contribute $47 per pay
period in a Deferred Compensation Account.
Uniform Allowance
The City will continue to provide a uniform allowance for Police Records
Specialists, the Police Records Supervisor, Property/Evidence Specialist, of
$655/year and Community Services Officer of $740/year.
H
Holiday Pav/Floating Holidays
The City will continue to provide holiday pay of 4.8% in lieu of pay, and the
current Floating Holiday allocation of sixteen (16) hours per calendar year will
continue for the term of this Memorandum of Understanding.
17.12 Trainer Pav -Police Records Specialists Public Safety Dispatchers
and Community Services Officers
Police Records Specialists, Public Safety Dispatchers and Community
Services Officers will receive five percent (5%) differential pay when assigned
by their Supervisor to train a new employee for a period of time of at least 1
hour per occurrence. In order to qualify for this pay, the trainer must
complete all required training logs and evaluation forms as designated by the
Department. Police Records Specialists, Public Safety Dispatchers and
Community Services Officers will receive five percent (5%) differential pay for
the period of time they are assigned to and actually engaged in developing
training materials or designing or coordinating a training program. A
minimum of one hour per occurrence must be spent in these activities to be
eligible for Trainer Pay.
Tuition Reimbursement
The City will continue to provide the tuition reimbursement program as
specified in Personnel Rules and Regulations, Section 18.3.A, with a
maximum reimbursement of $1,500 per year.
K.
Bilingual Pav
The City will provide CPCEA's bilingual pay of $100 per pay period.
CPCEA MOU
July 2012 -June 2014
IV. RETROACTIVITY
All proposals will be effective the pay period including July 1, 2012 if agreement is
reached on or before June 30, 2012. If agreement is reached after July 1, 2012,
proposals will be effective the first pay period following the date of agreement.
V. RATIFICATION
This MOU is subject to ratification by a majority vote of the employee organization
represented herein within ten (10) days of execution by CPCEA and by approval
of a majority of the City Council of the City of Campbell within twenty (20) days of
the date of execution.
EXECUTED THIS DAY OF June 2012 BY THE EMPLOYER-EMPLOYEE
REPRESENTATIVES WHOSE SIGNATURES APPEAR BELOW FOR THEIR
RESPECTIVE ORGANIZATION.
CITY REPRESENTATIVES CAMPBELL POLICE
CIVILIAN EMPLOYEES
ASSOCIATION