CC Resolution 10556
RESOLUTION NO.
10556
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 Peace Officers' 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 6th of September, 2005, by the following roll call
vote:
AYES:
Councilmembers: Burr, Hernandez, Furtado, Watson
NOES:
Councilmembers: None
ABSENT: Councilmembers: Kennedy
APPROVED:
ATTEST:
ne Kennedy, Mayor
y Jeanette Watson, Vice Mayor
a~
Anne Bybee, 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 6647, 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 ReQulations
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 UnderstandinQ
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, 2005 (July 2005 - June 2007).
C. ExistinQ 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.
CPOA
MOU 2005-2007
Page 2
Represented Classifications
.
Police Agent
Police Officer
Police Sergeant
.
.
II. COMPENSATION ADJUSTMENTS
A. Effective July 1, 2005, the salaries of all classifications represented by CPOA shall be
increased by zero percent (0%).
B. A salary adjustment based on the Consumer Price Index (CPI) for Urban Wage Earners
and Clerical Workers for San Francisco, Oakland, San Jose (Bay Area) for the February
2005 to February 2006 period will be made effective the first day of the pay period in which
July 1, 2006 occurs, providing said salary adjustment is not less than one percent (1%)
and not more than three percent (3%).
III. OTHER PROVISIONS
A. Health Insurance Benefit ProQram
January 2006
Effective January 2006, the City will provide $64.60 per month for health insurance and
$785.40 per month in an additional Section 125 allotment for health and other optional
benefits ($850 per month total). No portion of the Section 125 allotment will be provided to
the employee as a cash rebate.
January 2007
Effective January 2007, the City will provide $80.80 per month for health insurance and
$869.20 per month in an additional Section 125 allotment for health and other optional
benefits ($950 per month total). $150.00 of the Section 125 allotment will be provided to
the employee as a cash rebate.
B. PERS Benefit Enhancement
Following the creation of risk pools pursuant to Section 20840 of the Government Code,
any existing contracting agency with a rate plan of less than 100 active members on any
annual actuarial valuation date shall be required to participate in a risk pool. Participation
shall be effective July 1, 2005.
CPOA
MOU 2005-2007
Page 3
Plans will be assigned to risk pools based on their service retirement formula. CPOA will
be assigned to the Safety 3% @ 50 pool. The following benefits were previously optional
contract provisions. They will become mandated benefits for plans participating in risk
pools effective on July 1, 2005:
.
The pre-retirement option 2 death benefit. This death benefit, payable to the spouse
of an active member who is eligible to retire, is equal to what the spouse would have
received had the member retired and elected the 100 percent joint and survivor form
of benefit before death.
.
The conversion of unused sick leave to retirement service credit.
.
The ability for members to convert, at their own expense, prior military service and
prior public service to CalPERS retirement service.
.
The cancellation of any remaining payments owed by the member for the purchase
of optional service credit upon the employment related disability of the member (i.e.
upon industrial disability retirement).
.
Local system service credit included in basic death benefit.
C. Other Benefit Cost Adiustments - July 2005
PERS: The City will be responsible for the PERS employer contribution rate.
Dental Insurance: The City will contribute $124.87 per month per employee (increase of
$9.09 per month) to provide a Dental Plan with a maximum annual benefit of $1,500 per
patient, and a $2,000 lifetime maximum orthodontia benefit per patient.
EAP: The City will contribute $5.95 per month for the Employee Assistance Program.
Life Insurance: The City will contribute $15.50 per month per employee for life insurance.
Deferred Compensation: In recognition of CPOA's concern for future medical insurance
costs of prospective CPOA retirees, effective July 2005, the City will continue to contribute
$20 per pay period to each CPOA employee's ICMA Deferred Compensation account.
Vision Plan: City will continue to provide $23.89 per month, per employee to provide Vision
Services Plan, Plan B, employee plus dependents.
Uniform Allowance: The City will continue to provide a uniform allowance for all CPOA
represented employees of $1000 per year. Payment will be made one time each fiscal
year (in July).
CPOA
MOU 2005-2007
Page 4
D. Other Benefit Cost Adiustments - Julv 2006
PERS: The City will be responsible for any increase to the PERS employer contribution
rate.
Dental Insurance: The City will be responsible for any increase in monthly contribution to
provide the current dental plan.
EAP: The City will be responsible for any increase to the monthly Employee Assistance
Program cost.
Life Insurance: The City will be responsible for any increase in the life insurance monthly
cost (current program).
Deferred Compensation: In recognition of CPOA's concern for future medical insurance
costs of prospective CPOA retirees, effective July 2006, the City will continue to contribute
$20 per pay period to each CPOA employee's ICMA Deferred Compensation account.
Uniform Allowance: The City will continue to provide a uniform allowance for all CPOA
represented employees of $1000 per year. Payment will be made one time each fiscal
year (in July).
Vision Plan: The City will be responsible for any increase in the vision plan (current plan).
E.
Retiree Award ProQram
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 $220 per month.
.
Effective January 2006, maximum reimbursement will be increased to $250 per
month. All other provisions of the Retiree Award Program will remain
unchanged.
F.
BilinQual Pay
City will increase CPOA's bilingual pay to $60 per pay period, effective the first day of the
first pay period of July 2005 and to $75 per pay period effective July 2006.
CPOA
MOU 2005-2007
Page 5
v.
PERSONNEL RULES AND REGULATIONS MODIFICATIONS
A. Compensatory Time
City will increase CPOA's Compensatory Time Ceiling from 180 hours to 190 hours,
effective July 2005, and 200 hours, effective July 2006.
Personnel Rules and Regulations Section 16.23 B3) will be amended as follows:
B. The maximum accumulation of compensatory time is as follows:
3.
For employees represented by CPOA, compensatory time shall not be
allowed to accumulate in excess of hours as stated above. Any
compensation time earned exceeding maximum accrual hours will be paid in
cash at the rate of time and one-half. An employee may exercise his/her
option two times each calendar year to convert any or all accumulated
compensatory time to cash.
B. Compensation for Unused Sick Leave
Personnel Rules and Regulations 16.11 will be amended as follows:
Upon termination, retirement, or death of an employee, the City shall pay for unused
sick leave as follows:
5 years completed through 10 years completed service:
20% at terminal pay rate
Start of year 11 through completion of year 15:
30% at terminal pay rate
Start of year 16 through completion of year 20:
40% at terminal pay rate
Start of year 21 and thereafter:
50% at terminal pay rate
C. Probationary Period
Personnel Rules and Regulations 9.2 will be amended as follows:
All original appointments shall be tentative and subject to a probationary period. The
following non-management classifications shall serve a probationary period as outlined
below:
Police Officer Trainee Appointments- Upon date of hire and 18 months following the date of
swearing in as a Police Officer.
Police Officer Lateral Appointments- 18 months from the date of hire.
Promotional Appointments- 12 months from the date of promotion.
CPOA
MOU 2005-2007
Page 6
D. Personnel Rules and ReQulations Section 16.1 & 16.3 will be amended as follows:
16.1 Purpose of Annual Vacation Leave: The purpose of annual vacation leave is to enable
each eligible employee to return to his work mentally refreshed. All employees shall be
entitled to annual vacation leave with pay except the following:
A. Employees who work on a provisional basis, temporary basis, and all employees
who work less than 1040 hours a year.
16.3 Use of Vacation in Lieu of Sick Leave: Accrued vacation leave may be used in lieu of
sick leave, when the accrued sick leave of an employee is not enough to provide leave with
pay during an illness. Such use of vacation time as sick leave shall be computed on the
basis of one sick day leave equaling one working day of vacation.
VIII.
RETROACTIVITY
All proposals will be effective as indicated when agreement is reached. Any compensation
adjustments will be effective the first pay period containing July 1, 2005.
IX.
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 /()'f1--0AY OF Auc.¡ust n 2005, BY THE EMPLOYER-EMPLOYEE
REPRESENTATIVES, WHOSE SIGNA~AR BELOW, FOR THEIR RESPECTIVE
ORGANIZATION.
CITY REPRESENTATIVES
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