CC Resolution 10581
RESOLUTION NO.
10581
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 Millmen Industrial Carpenters, Local 262 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 18th of October, 2005, by the following roll call
vote:
AYES:
NOES:
Councilmembers: Hernandez, Furtado, Watson, Kennedy
Councilmembers: None
ABSENT:
Councilmembers: Burr
APPROVED:
ATTEST:
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Anne Bybee, City Clerk
MEMORANDUM OF UNDERSTANDING ON
WAGES, EMPLOYEE BENEFITS, HOURS AND
OTHER TERMS AND CONDITIONS OF EMPLOYMENT
Millmen and Industrial Carpenters (MIC)
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 Millmen and Industrial Carpenters, Local 262, hereinafter referred to as
"MIC."
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 1 0016, 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 and ending June 30, 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.
Millmen & Industrial Carpenters Local 262
July 1,2005 - June 30, 2007
D.
Represented Classifications
Equipment Maintenance Supervisor
Mechanic I
Mechanic II
Park Maintenance Worker I
Park Maintenance Worker II
Park Maintenance Lead Worker
Lighting & Traffic Signal Assistant
Lighting & Traffic Signal Technician
Lighting & Traffic Signal Supervisor
Street Maintenance Lead Worker
Street Maintenance Worker I
Street Maintenance Worker 1\
II.
COMPENSATION ADJUSTMENTS
A.
Effective the first pay period containing July 1, 2005, the salaries of all
classifications represented by MICshall 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 Adjustments
July 1. 2005
The City will be responsible for the 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 $15.50 per month for life insurance.
The City will 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 provide $23.89 for the vision plan coverage.
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Millmen & Industrial Carpenters Local 262
July 1, 2005 - June 30, 2007
B.
Other Benefit Cost Adjustments
Julv 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 $984.40 per month in an additional Section 125 allotment
for health and other optional benefits ($1049 per month total). Any unused
portion of the City's contribution 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 $1068.20 per month in an additional Section 125 allotment
for health and other optional benefits ($1149 per month total). Any unused
portion of the City's contribution will be rebated to the employee.
D.
Tuition Reimbursement
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.
E.
Deferred Compensation
In recognition of MIC's concern for future medical insurance costs of prospective
MIC retirees, effective July 2005, the City will continue to contribute $20 per pay
period to each full time MIC employee's ICMA Deferred Compensation account.
The contribution for permanent part time MIC employees will be prorated
accordingly.
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Millmen & Industrial Carpenters Local 262
July 1,2005 - June 30, 2007
F.
Retiree Award ProQram
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 $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.
G.
Uniform Allowance
Effective July 2005, City will provide a uniform allowance of $650 per year to the
following classifications:
Park Maintenance Lead Worker
Park Maintenance Worker I
Park Maintenance Worker II
Street Maintenance Lead Worker
Street Maintenance Worker I
Street Maintenance Worker II
Effective July 2005, the City will provide a uniform allowance of $260 per year for
the following classifications:
Equipment Maintenance Supervisor
Mechanic II
Mechanic I
Effective July 2006, the City will provide a $50 increase to uniform allowance for
the classes listed above.
Uniform allowance payments will be made once each fiscal year (in July).
H.
WorkinQ Out-of-Class Pay - Public Workers Maintenance Division Non-
ManaQement Personnel
City Personnel Rules and Regulations, Section 17.17 will be amended as
follows:
Employees required to serve in an acting capacity in the higher classification of
Lead Worker shall receive an additional $25 per day. Acting pay for the Lead
Worker class will be provided for assignments of four (4) or more hours. Written
authorization to work in a higher classification will be required. Such written
authorization shall be provided to the employee upon commencement of the
assignment.
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Millmen & Industrial Carpenters Local 262
July 1, 2005 - June 30, 2007
Employees required to serve in an acting capacity in the higher classifications of
Park Maintenance Supervisor, Street Maintenance Supervisor, Equipment
Maintenance Supervisor, Senior Lighting and Traffic Signal Technician shall
receive an additional $30 per day for assignments of 4 hours or more and for
Public Works Superintendent working 8 hours or more shall receive $35 per day.
I.
BilinQual Pay
MIC represented employees who are certified to have a working level of
competence in languages other than English, spoken regularly in contacts with
members of the Campbell community, will receive an additional $50 per pay
period as Bilingual Pay.
In order to be eligible for Bilingual Pay, the Department Head must certify that
the employee regularly has a need to use his/her bilingual skills in
communicating with members of the community. Additionally, the employee
must pass a certification test completed by a trained professional.
J.
Maintenance of Membership
Effective upon execution of this MOU (July 2005) and except as otherwise
provided herein, each employee who is a member in good standing of Millmen
and Industrial Carpenters Local 262 shall thereafter, as a condition of
employment, maintain such membership for the duration of the MOU except as
otherwise provided herein, to the extent of paying the periodic dues uniformly
required by MIC as a condition of retaining membership.
Any employee who, upon execution of this MOU, is not a member of MIC or any
person who becomes an employee after execution shall not be required to
become a member as a condition of employment. Any such employee who
thereafter becomes a member shall thereafter maintain such membership for the
duration of the MOU except as otherwise provided herein. Human Resources
will notify MIC when new Public Works non-management maintenance
employees are hired.
Any employee who, upon execution of this MOU, was a member of MIC and any
employee who subsequently becomes a member may, during the period
beginning June 1, 2006 through and including June 30, 2007, resign such
membership and thereafter shall not be required to join as a condition of
employment. Resignations shall be submitted on the prescribed form provided
by the Human Resources Office.
MIC shall indemnify the City and hold it harmless against any and all suits,
claims, demands and liabilities that may arise out of or by reason of the
application of or implementation of any provision of this section.
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IV.
Millmen & Industrial Carpenters Local 262
July 1,2005 - June 30, 2007
K.
Flexible StaffinQ Reclassification
An employee shall be eligible to advance from Maintenance Worker I to
Maintenance Worker 1\ after one year at the maximum salary step of
Maintenance I and two consecutive performance evaluations with a minimum of
average rating.
Salary adjustment upon reclassification shall be the first salary step in the higher
classification which is at least 5% above that received prior to the
reclassification, but no more than the maximum salary of the higher range.
PERSONNEL RULES AND REGULATIONS MODIFICATIONS
A.
Probationary Period
Personnel Rules and Regulations Section 9.2 will be amended as follows:
Employees represented by Millmen and Industrial Carpenters shall serve a
probationary period of one year.
B.
Compensation for Unused Sick Leave
Personnel Rules and Regulations 16.11 will be amended 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
C.
Compensatory Time
Personnel Rules and Regulations Section 16.23 83) will be amended as follows:
B. The maximum accumulation of compensatory time is as follows:
3. For employees represented by MIC, compensatory time shall not be
allowed to accumulate in excess of 60 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.
D.
Holidays- Section 16.21
Four (4) hours of holiday pay for December 24th (Christmas Eve).
- Christmas Eve will be observed the last workday prior to Christmas day.
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Millmen & Industrial Carpenters Local 262
July I, 2005 - June 30, 2007
V.
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.
VI.
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 MIC 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 II ~ DAY OF OCTOBER 2005 BY THE EMPLOYER-EMPLOYEE
REPRESENTATIVES WHOSE SIGNATURES APPEAR BELOW FOR THEIR RESPECTIVE
ORGANIZATION.
CITY REPRESENTATIVES
MILLMEN & INDUSTRIAL CARPENTERS
LOCAL 262
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