CC Resolution 10368
RESOLUTION NO. ~~~
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 of July, 2004, by the following roll call vote:
AYES:
Councilrnernbers: Watson, Dean, Kennedy, Burr
NOES:
Councilrnernbers: None
ABSENT:
Councilrnernbers:
Furtado
APPROVED:
~~~
Donald Burr, Mayor
-
ATTEST:
~~
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 Reaulations
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.
III.
CPCEA
Proposal #1
C.
Terms of Understandina
This Memorandum of Understanding embodies all modifications on salaries,
hours, employee benefits, and other terms and conditions of employment, for a
12-month term beginning July 1, 2004 and ending June 30, 2005.
D.
Existina 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 ADJ USTMENTS
A.
Effective the pay period containing July 1, 2004, the salaries of all classifications
represented by CPCEA shall be increased by two and one-half percent (2.5%).
IV. OTHER PROVISIONS
A.
Benefit Cost Adiustments
July 1. 2004
The City will be responsible for any increase to the PERS employer
contribution rate on the PERS plan in effect July 1, 2004. The current rate is
2.291 %; the rate as of July 1, 2004 is 7.671 (an increase of 5.38%).
The City will provide $123.26 per month for the current dental coverage,
including an annual maximum per patient benefit of $2,000, and orthodontia
coverage with a $2,000 per patient lifetime (increase of $6.45 per month).
The City will continue to provide $18.50 per month for life insurance.
The City will provide $5.95 per month for the Employee Assistance Program.
(Increase of $0.70)
The City will provide a maximum of $50.85 per month for Long Term Disability
Insurance. The maximum benefit is $3,000 per month.
The City will continue to provide $23.89 for the vision plan coverage (VSP, Plan
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CPCEA
Proposal #1
B, $10 co-pay) (Increase of $0.69).
B.
Health Insurance Benefit Proaram
Effective January 2005, the City will provide a maximum of $48.40 per month
for health insurance and $651.60 per month in an additional Section 125
allotment for health and optional benefits ($700 per month total).
Effective July 2004, there will no longer be a cash rebate limit. Any unused
portion of the City's contribution will be rebated to the employee.
C.
Retiree Award Proaram
The City will continue the existing Retiree Award Program continuing the following
criteria and features, including the following increased benefit level:
. 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 20 years of service with
the City of Campbell, award will be a maximum of $190 per month.
. Effective January 2005, the maximum reimbursement will be increased to
$220 per month. All other provisions of the Retiree Award Program will
remain unchanged.
D.
Deferred Compensation
In recognition of CPCEA's concern for future medical insurance costs of
prospective CPCEA retirees, effective July 2002, the City will continue to
contribute $47 per pay period in a Deferred Compensation Account.
E.
Uniform Allowance
F.
The City will continue to provide a uniform allowance for Police Records
Specialists, the Police Records Supervisor, Property/Evidence Specialist, and
Community Services Officer of $655 per year.
Holiday Pay/Floatina Holidays
G.
The current holiday pay of 4.6% 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.
Compensatory Time Accrual Ceilina
The compensatory time accrual ceiling for CPCEA members will continue to be
140 hours.
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V.
H.
CPCEA
Proposal #1
17.11 Workina Out of Class Pay - Emplovees Represented bv CPCEA
Police Records Specialists performing communication dispatching duties will
receive $3.00 per hour for each majority of a one-hour period in excess of an
initial one-hour period in each working day. A Police Records Specialist assigned
court liaison duties for four hours or more will receive $3.00 per hour for the
working-in-higher-class assignment. Routine pickup or delivery of materials from
courts or District Attorney's offices will not be considered court liaison duties. A
Police Records Specialist assigned to act as Police Records Supervisor and a
Public Safety Dispatcher assigned to act as Communications Supervisor for eight
hours or more will receive $3.50 per hour for the working-in-higher-class
assignment. A Police Records Supervisor or Communications Supervisor
assigned as Acting Division Supervisor will receive $3.50 per hour for the working
in higher class assignment. The working out of class assignment for court liaison
duties or a supervisor position will be made in writing.
I.
17.12 Trainer Pay - Police Records Specialists. Public Safety Dispatchers
and Community Services Officers
Section 17.12 of the Personnel Rules and Regulations will change to read as
follows:
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.
J.
Tuition Reimbursement
K.
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.
Bilinaual Pay
The City will continue to provide CPCEA's bilingual pay of $50 per pay period.
LEAVE PROVISIONS
A.
Sick Leave
1. Use of Sick Leave
The City's Personnel Rules and Regulations Section 16.8 will be amended as
follows:
Family Sick Leave is provided for use in cases where an employee's presence is
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CPCEA
Proposal #1
required elsewhere because of sickness, disability, or death of a member of
his/her immediate family. Such family sick leave is charged against the
employee's sick leave account. The immediate family shall consist of the spouse,
children, parents, brothers, sisters, or other individuals whose relationship to the
employee is that of a dependent or near dependent. In each such case, the
appointing power shall grant such sick leave only when, in his/her opinion, the
relationship of the sick or disabled person to the employee warrants such use of
sick leave.
VI. RETROACTIVITY
All proposals will be effective as indicated when agreement is reached. When
agreement is reached, compensation adjustments will be effective the first pay period
containing July 1, 2004.
VII. 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 / q~ DAY OF JULY 2004 BUT THE EMPLOYER-EMPLOYEE
REPRESENTATIVES WHOSE SIGNATURES APPEAR BELOW FOR THEIR
RESPECTIVE ORGANIZATION.
CITY REPRESENTATIVES
CAMPBELL POLICE CIVILIAN
EMPLOYEES ASSOCIATION
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