CC Resolution 10558
RESOLUTION NO.
10558
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 6th of September, 2005, by the following roll call
vote:
AYES:
Counci1members: Burr, Hernandez, Furtado, Watson
NOES:
Counci1members: None
ABSENT:
Counci1members: Kennedy
APPROVED:
ATTEST:
ane Kennedy, Mayor
By Jeanette Watson, Vice Mayor
~~
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 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.
C.
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 and ending June 30,2007.
CPCEA MOU
July 2005 - June 2007
D.
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.
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 ADJUSTMENTS
A.
Effective the first pay period containing July 1, 2005, the salaries of all classifications
represented by CPCEA shall be increased by zero percent (0%).
B.
A salary adjustment based on 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.
Benefit Cost Adiustments
July 1. 2005
The City will be responsible for any increase to the PERS employer contribution rate
on the PERS plan in effect July 1, 2005. The current rate is 7.671 %; the rate as of
July 1, 2005 is 12.302%.
The City will provide $132.94 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 $9.68 per month).
The City will provide $23.25 per month for life insurance.
The City will continue to provide $5.95 per month for the Employee Assistance
Program.
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 continue to provide $23.89 per month for vision service plan coverage.
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CPCEA MOU
July 2005 - June 2007
B.
Other Benefit Cost Adiustments
July 1. 2006
The City will be responsible for any increase to the PERS employer contribution rate.
The City will be responsible for any increase in monthly contribution to provide the
current dental plan.
The City will be responsible for any increase to the monthly Employee Assistance
Program cost.
The City will be responsible for any increase in the life insurance monthly cost.
The City will be responsible for any increase in the current long term disability plan.
The City will be responsible for any increase in the current vision plan.
C.
Health Insurance Benefit Proqram
January 2006
Effective January 2006, the City will provide a maximum of $64.60 per month for
health insurance and $735.40 per month in an additional Section 125 allotment for
health and other optional benefits ($800 per month total). Any unused portion of the
allotment will be rebated to the employee.
January 2007
Effective January 2007, the City will provide a maximum of $80.80 per month for
health insurance and $819.20 per month in an additional Section 125 allotment for
health and other optional benefits ($900 per month total). Any unused portion of the
allotment will be rebated to the employee.
D.
Retiree Award Proqram
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 17 years of service with
the City of Campbell, award will be a maximum of $220 per month.
.
Effective January 2006, the maximum reimbursement will be increased to $250
per month. All other provisions of the Retiree Award Program will remain
unchanged.
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CPCEA MOU
July 2005 - June 2007
E.
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.
F.
Uniform Allowance
The City will continue to provide a uniform allowance for Police Records Specialists,
the Police Records Supervisor, PropertylEvidence Specialist, and Community
Services Officer of $655 per year.
G.
Holidav Pav/Floatinq Holidavs
The current holiday pay of 4.6% will be increased to 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.
H.
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 20% at terminal pay rate
service:
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
I.
Compensatorv Time
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 CPCEA, compensatory time shall
not be allowed to accumulate in excess of 140 hours. 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.
J.
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:
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CPCEA MOU
July 2005 - June 2007
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.
K.
17.11 Workinq Out of Class Pay - Emplovees Represented by 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.
L.
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.
M.
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.
N.
Bilinqual Pav
The City will continue to provide CPCEA's bilingual pay of $50 per pay period.
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CPCEA MOU
July 2005 - June 2007
IV.
RETROACTIVITY
All proposals will be effective as indicated when agreement is reached. When
agreement is reached, any compensation adjustments will be effective the first pay
period containing July 1, 2005.
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 3/ DAY OF AUGUST 2005 BUT THE EMPLOYER-
EMPLOYEE REPRESENTATIVES WHOSE SIGNATURES APPEAR BELOW FOR
THEIR RESPECTIVE ORGANIZATION.
CITY REPRESENTATIVES
CAMPBELL POLICE
CIVILIAN EMPLOYEES
ASSOCIATION
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