CC Resolution 12185RESOLUTION NO. 12185
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 20th day of June 2017, by the following roll call vote:
AYES: Councilmembers: Waterman, Cristina, Landry, Resnikoff, Gibbons
NOES: Councilmembers: None
ABSENT: Councilmembers: None
APPROVED:
Eli beth "Liz' Gibbons,
Mayor
ATTEST:
G
Wendy ood, 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.
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.
CPCEA MOU .
July 1, 2017-June 30, 2019
C. Terms of Understanding
This Memorandum of Understanding embodies all modifications on salaries,
hours, employee benefits, and other terms and conditions of employment, for
a 24 month term beginning July 1, 2017 and ending June 30, 2019.
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.
COMPENSATION
A. Effective the first pay period containing July 1, 2017, the salaries of all
classifications represented by CPCEA shall be increased by two percent
(2%).
B. Effective the pay period containing January 1, 2019, a special adjustment will
be provided, based on completion of a Total Compensation analysis for all
CPCEA benchmark classifications. It will be calculated as follows: City will
prepare a Total Compensation analysis for all CPCEA benchmark
classifications, using the established benchmark agencies and compensation
components. City will calculate a special adjustment that would bring all
CPCEA classifications' Total Compensation to the mean of the Total
Compensation array as it exists on December 12, 2018.
OTHER PROVISIONS
A. Benefit CostAdiustments
CPCEA MOU
July 1, 2017 -June 30, 2019
For the term of this contract
The City will be responsible for any increase to the PERS employer
contribution rate on the PERS plan.
The City will to continue to provide 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 life insurance.
The City will provide the Employee Assistance Program.
The City will to continue to provide for Long Term Disability Insurance.
The maximum benefit is $3,000 per month.
The City will provide for Vision Service Plan (VSP) coverage.
B. 1. Health Insurance Benefit Program
Effective January 2018, the City will provide a maximum of $133.00 per
month for health insurance and $1292.00 per month for a Cafeteria Plan
Allowance in an additional Section 125 allotment for health and other
optional benefits. ($1425 per month total). The maximum cash rebate of
the City's contribution will be $1135 per month. Any amount over the
maximum cash rebate ($1135) of the City's total contribution ($1425) may
be applied toward the purchase of additional .Cafeteria Plan Benefits
($290).
Effective January 2019, the City will provide an additional $50 per month
for health insurance. The cash rebate will remain the same.
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
CPCEA MOU
July 1, 2017 -June 30, 2019
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 B1 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.
C. 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:
- 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.
• All other provisions of the Retiree Award Program will remain unchanged.
Employees hired on or after January 1, 2018, will not be eligible for the
Retiree Award Program.
D. Deferred Compensation
The City will continue to contribute $22 per pay period to each full time
CPCEA employee's ICMA Deferred Compensation account.
E. 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.
CPCEA MOU
July 1, 2017-June 30, 2019
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.
G. 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.
H. 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 $3000 per year. CPCEA members will be able to
use tuition reimbursement money to attend certificated relevant work-related
training that is approved by the administration. Reimbursement will include
tuition and class participation materials only.
Bilingual Pav
The City will provide CPCEA's bilingual pay of $100 per pay period.
J. Vacation Buv Back
Employees may convert once per year, unused vacation time for payment
subject to the following conditions:
1. The employee must have a minimum of 120 hours of accrued vacation
immediately prior to a conversion.
2. Any payment for accrued vacation hours will be subject to taxes as
determined by law.
3. Minimum exchange will be one day.
4. All exchanges are irrevocable.
CPCEA MOU
July 1, 2017-June 30, 2019
5. A minimum of 40 hours of vacation leave must be previously used prior
to conversion.
K. VEBA
In addition to the existing contribution of $48.08 per pay period, effective the
pay period including July 1, 2017 an additional amount of $11.54 per pay
period will be provided by the City to each CPCEA employee's VEBA
account.
Effective the pay period including July 1, 2018, an additional amount of
$11.54 per pay period will be provided by the City to each CPCEA
employee's VEBA account.
L. Benchmarks
Comparable salary and benefit data is gathered from Campbell's survey
agencies to determine how Campbell benchmark classifications compare with
comparable positions in our survey agencies.
Dispatcher
Community Services Officer
Records Specialist
Any special compensation adjustment for a benchmark classification will
also be provided to classifications related to the benchmark as set forth
below:
Dispatcher
Communications Supervisor
Community Services Officer
Property and Evidence Specialist
Records Specialist
Police Records Supervisor
Survev Agencies
Cupertino
Gilroy
Los Altos
Los Gatos
Milpitas
Morgan Hill
6
CPCEA MOU
July 1, 2017 -June 30, 2019
Mountain View
Palo Alto
Santa Clara
Saratoga
Sunnyvale
The compensation components to be used for the Total Compensation
analysis shall.be as follows: Salary Min, Salary Max, Dental, Life, Vision,
Medical, LTD, and MCARE.
M. Healthy Life-Style Reimbursement
The City will provide for CPCEA a healthy life-style reimbursement with
the following provisions:
1. Eligibility:
a. Employee, spouse and dependents.
b. Any City-sponsored recreation class/program/event offered
through the Cify's recreation activity guide and where the
class/program/event is offered during the MOU period.
2. Amount:
a. A maximum of $2,200 per each MOU fiscal year for entire
CPCEA group.
b. Reimbursement shall be authorized by at least two CPCEA
Board Members and final approval through Human Resources.
N. POST/Educational Incentive Pav
The City will pay Public Safety Dispatchers possessing the following
certifications based on the regulations set forth by POST:
• POST Dispatcher Intermediate Certificate - $50 per pay period
• POST Dispatcher Advanced Certificate - $100 per pay period
In the event an eligible certification becomes a "requirement" of a job class
specification (such as through changes in State or Federal requirements),
the appropriate Department Head will notify HR and HR subsequently will
notify CPCEA of any changes in certification pay.
IV. RETROACTIVITY
All proposals will be effective the pay period including July 1, 2017 if agreement is
reached on or before June 30, 2017. If agreement is reached after July 1, 2017,
proposals will be effective the first pay period following the date of agreement.
CPCEA MOU
July 1, 2017 -June 30, 2019
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 0 DAY OF June 2017 BY THE EMPLOYER-EMPLOYEE
REPRESENTATIVES WHOSE SIGNATURES APPEAR BELOW FOR THEIR
RESPECTIVE ORGANIZATION.
CITY REPRESENTATIVES
a
CAMPBELL POLICE
CIVILIAN EMPLOYEES