CC Resolution 12546RESOLUTION NO. 12546
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 (MOU) for salaries, benefits and working
conditions has been approved and executed by .the authorized representatives of the
Campbell Peace Officers' Association (CPOA) 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 17th day of December 2019, by the following roll call vote:
AYES: Councilmembers: Bybee, Gibbons, Landry, Waterman
NOES: Councilmembers: None
ABSENT: Councilmembers: Resnikoff
APPROVED:
Ri ar M. Waterman, Mayor
ATTEST:
Wendy od, City Clerk
MEMORANDUM OF UNDERSTANDING ON
WAGES, EMPLOYEE BENEFITS, HOURS AND
OTHER TERMS AND CONDITIONS OF EMPLOYMENT
Campbell Peace Officers' Association (CPOA)
The City Negotiating Committee makes the following proposal for a Memorandum of
Understanding:
PARTIES TO UNDERSTANDING
This Memorandum of Understanding 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 Peace Officers' Association, hereinafter referred to as
"CPOA".
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. 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.
B. 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 January 1, 2020 and ending December 31, 2021.
CPOA MOU
January 1, 2020- December 31, 2021
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.
Represented Classifications
• Police Agent
• Police Officer
• Police Sergeant
Any special compensation adjustment for the benchmark classification of Police
Sergeant will also be provided to classification of Police Agent.
II. COMPENSATION ADJUSTMENTS
A. Effective the pay period containing January 13, 2020, the salaries of all
classifications represented by CPOA shall be provided a special adjustment that
would bring all CPOA classifications' Total Compensation to one half percent
(1/2%) above the fifth position agency, including Campbell. It will be calculated as
follows: City will prepare a Total Compensation analysis for all CPOA benchmark
classifications; using the established benchmark agencies and compensation
components. City will calculate a special adjustment of the Total Compensation
array as it exists on January 8, 2020.
B. Effective the pay period containing January 11, 2021 a special adjustment will be
provided, based on completion of a Total Compensation analysis for all CPOA
benchmark classifications. It will be calculated as follows: City will prepare a Total
Compensation analysis for all CPOA benchmark classifications, using the
established benchmark agencies and compensation components. City will
calculate a special adjustment to the salaries of all classifications, with a minimum
of zero percent (0%) not to exceed five percent (5.0%) that would bring all CPOA
classifications' Total Compensation to the fourth position of the Total Compensation
array as it exists on January 7, 2021. This special adjustment calculation will place
all CPOA classifications one half percent (1/2%) above the fifth position agency,
including Campbell.
The compensation components to be used for the Total Compensation analysis
shall be as follows: Salary Min, Salary Max, Dental, Life, Vision, Medical, LTD,
Uniform Allowance, MCARE, and Holiday Pay.
CPOA MOU
January 1, 2020- December 31, 2021
The survey agencies for CPOA are identified below:
Survey Agencies
Gilroy
Palo Alto
San Jose
Santa Clara
Santa Clara County
Los Altos
Los Gatos
Milpitas
Morgan Hill
Mountain View
III. OTHER PROVISIONS
1. Health Insurance Benefit Program
The City will provide a maximum of $128.00 per month for health insurance
and $1072.00 per month for a Cafeteria Plan Allowance in an additional
Section 125 allotment for health and other optional benefits ($1200 per
month total). The maximum cash rebate of the City's contribution will be
$1050 per month. Any amount over the maximum cash rebate of the City's
total contribution ($1200) may be applied toward the purchase of additional
Cafeteria Plan Benefits.
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 131 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.
CPOA MOU
January 1, 2020- December 31, 2021
3. Benefit Cost Adjustments
The City will be responsible for the CalPERS employer contribution rate for
the term of this contract.
The City will provide for any increase per month for the current dental
coverage, including an annual maximum per patient benefit of $1,500, and
orthodontia coverage with a $2,500 per patient lifetime for the term of this
contract.
The City will provide for any increase per month for life insurance for the
term of this contract.
The City will provide for any increase per month for the Employee Assistance
Program for the term of this contract.
The City will provide for any increase per month for Vision Service Plan
(VSP) coverage for the term of this contract.
4. Uniform Allowance: The City will provide a uniform allowance for all CPOA
represented employees of $1100 per year. Payment will be made one time
each fiscal year (in July).
'61
Tuition Reimbursement
City will continue the tuition reimbursement program as specified in
Personnel Rules and Regulations Section 18.3.A, with a maximum
reimbursement of $3,000 per year.
6. VEBA
The City contributes $70 per pay period to each CPOA employee's VEBA
account.
The City will contribute an additional $50 per pay period to each CPOA
employee's VEBA account effective the pay period including January 1,
2020.
The City will contribute an additional $50 per pay period to each CPOA
employee's VEBA account effective the pay period including January 1,
2021.
CPOA MOU
January 1, 2020- December 31, 2021
7. Canine Pav
Officers assigned to the Canine Handler position will receive 5% above their
base pay rate.
Employees assigned as Canine Handlers shall receive seven (7) hours per
biweekly pay period of release time. This represents one half hour per day
(3.5 hours per week) for time spent caring for the canine outside of normal
work hours. The City and the Association have considered the time that
canine handlers typically spend on off -duty canine care and have determined
one half hour per day (3.5 hours a week) is reasonable. Every effort will be
made to allow the Canine Handler to flex this time with regular hours. When
' circumstances do not allow for these hours to be flexed, and with supervisor
approval, the Canine Handler will be compensated at one and one half times
the State of California minimum wage rate.
8. Retention Pav
Effective January 13, 2020, employees covered by this MOU shall be entitled to
retention pay as follows:
For five (5) years of continuous service with the Police Department, a one-time
payment of 4% of annual base pay in the pay period following the employee's
five-year anniversary date, as long as the employee's two most recent annual
performance evaluations were satisfactory or better.
For ten (10) years of continuous service with the Police Department, a one-time
payment of 8% of annual base pay in the pay period following the employee's
ten-year anniversary date, as long as the employee's two most recent annual
performance evaluations were satisfactory or better.
For fifteen (15) years of continuous service with the Police Department, a one-
time payment of 10% of annual base pay in. the pay period following the
employee's fifteen -year anniversary date, as long as the employee's two most
recent annual performance evaluations were satisfactory or better.
For twenty (20) years of continuous. service with the Police Department, a one-
time payment of 12% of annual base pay in the pay period following the
employee's twenty-year anniversary date, as long as the employee's two most
recent annual performance evaluations were satisfactory or better.
In addition, in the.first full pay period of January 2020 only, the City will make a
one-time off -schedule payment to all employees covered by this MOU who have
five or more years of continuous service with the Police Department and have
received satisfactory or better performance evaluations during their previous two
performance evaluations as of January 1, 2020, as follows: employees with five
CPOA MOU
January 1, 2020- December 31, 2021
to nine years of continuous service as of January 1, 2020 will receive 4% of
annual base pay; employees with ten to fourteen years of continuous service as
of January 1, 2020 will receive 8% of annual base pay; employees with fifteen to
nineteen years of continuous service as of January 1, 2020 will receive 10% of
annual base pay; employees with twenty years or more of continuous service as
of January 1, 2020 will receive 12% of annual base pay.
The parties agree that retention pay is not special compensation per Title 2 of
the California Code of Regulations, sections 571 and 571.1.
IV. RETIREE AWARD PROGRAM
The City's retiree medical reimbursement program will contain the following
eligibility requirements and benefits:
• 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.
• Payment for medical insurance coverage for the retiree only (not dependents)
on a reimbursement basis as follows:
Employees who have completed 17 years of service with the City of
Campbell or receive an industrial disability retirement after July 1, 1999,
will be reimbursed a maximum of $325 per month.
Employees hired on or after January 1, 2020, will not be eligible for the
Retiree Award Program
V. BILINGUAL PAY
City will provide $100 per pay period for bilingual pay.
VI. Modification to Rules/Regulations Language
17.5 Emergency Transfer of Sick Leave --Employees Represented by Campbell
Peace Officers Association
The emergency transfer of sick leave from members of the CPOA to a specific
member of CPOA may be granted as follows:
A. The membership of CPOA must agree that each member will contribute
some amount of sick leave to a specific employee.
CPOA MOU
January 1, 2020- December 31, 2021
VI. RETROACTIVITY
All proposals will be effective as indicated if agreement is reached by December 31,
2019.
VII. RATIFICATION
This M.O.U. is subject to ratification by a majority vote of the employee organization
represented herein within ten (10) days of execution by CPOA, 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 2019, BY THE EMPLOYER -
EMPLOYEE REPRESENTATIVES, WHOSE SIGNATURES APPEAR BELOW, FOR
THEIR RESPECTIVE ORGANIZATION.
CITY REPRESENTATIVES CPOA REPRESENTATIVES