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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. z 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: s 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