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CC Resolution 10054 RESOLUTION NO. 10054 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, Memorandums of Understanding for salaries, benefits and working conditions have been approved and executed by the authorized representatives of the Campbell Municipal 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 Memorandums of Understanding attached hereto, and made a part hereof. PASSED AND ADOPTED, this 2nd of July, 2002, by the following roll call vote: AYES: Counci1members: Dean, Burr, Kennedy, Furtado, Watson NOES: Counci1members: None ABSENT: Counci1members: None APPROVED: ~.-6- ~nette Watson, Mayor ATTEST: 7 t~ /7tV\ ,~(<A-,~ Anne Bybee, City Clerk MEMORANDUM OF UNDERSTANDING ON WAGES, EMPLOYEE BENEFITS, HOURS AND OTHER TERMS AND CONDITIONS OF EMPLOYMENT 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 Municipal Employees Association, hereinafter referred to as "CMEA." 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 July 1, 2002 and ending June 30, 2004. C. 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 Memorandum of Understanding Campbell Municipal Employees Association July 2002 I. GENERAL CONDITIONS (continued) 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. D. Represented Classifications Accountant * Accounting Clerk I * Accounting Clerk II Administrative Analyst I Assistant Engineer * Associate Civil Engineer Associate Planner Building Inspector * Building Maintenance Lead Worker Building Maintenance Worker I Building Maintenance Worker II Clerk- Typist + Code Enforcement Officer Community Center Coordinator Deputy City Clerk Engineering Aide I * Engineering Aide II Engineering Technician I Engineering Technician II Food Server (PPT) Historic Museum Supervisor Housing & Comm. Dev. Coord. (PPT) Junior Engineer Museum Curator Nutrition Site Manager (PPT) Planner I * Planner II Principal Clerk + Public Safety Systems Specialist Public Works Inspector Recreation Program Coordinator Recreation Supervisor * Redevelopment Coordinator Secretary * + Senior Building Inspector Senior Clerk-Typist * + Senior Engineering Technician Senior Public Works Inspector Senior Services Supervisor Utility Worker * Benchmark Classifications + Recommendations have been made to eliminate Clerk-Typist; rename Senior Clerk-Typist to Office Assistant; rename Secretary to Executive Assistant; and create Office Specialist and Permit Technician classes, effective FY 2002/03. II. COMPENSATION ADJUSTMENTS A. Effective July 08, 2002, the salaries of all classifications represented by CMEA shall be increased by five percent (5.0%). B. Effective January 6, 2003, the following classifications shall receIve a special salary adjustment of two percent (2.0%): 2 ,f,' Memorandum of Understanding Campbell Municipal Employees Association JUly 2002 Accounting Clerk I Accounting Clerk II Building Inspector Assistant Engineer Associate Civil Engineer Deputy City Clerk Engineering Aide I Engineering Aide II Engineering Technician I Engineering Technician II Junior Engineer Secretary Senior Building Inspector Public Works Inspector Senior Public Works Inspector Senior Engineering Technician Recreation Supervisor Historic Museum Supervisor Senior Services Supervisor Recreation Program Coord. Museum Curator Community Ctr. Coordinator Accountant Administrative Analyst I Public Safety Systems Specialist Code Enforcement Officer C. Effective January 6, 2003, the following classifications shall receIve a special salary adjustment of three percent (3.0%) Associate Planner Planner I Planner II Redevelopment Coordinator HCD Coordinator Building Maintenance Lead Building Maintenance Worker I Building Maintenance Worker II Utility Worker D. Effective the first day of the first pay period of July 2003, the salaries of all classifications represented by CMEA shall be increased by five percent (5.0%). E. Effective the first day of the first pay period of January 2004, the following classifications shall receive a special salary adjustment of three percent (3.0%): Accounting Clerk I Accounting Clerk II Building Inspector Assistant Engineer Associate Civil Engineer Deputy City Clerk Engineering Aide I Engineering Aide II Engineering Technician I Engineering Technician II Junior Engineer Secretary Senior Building Inspector Public Works Inspector Senior Public Works Inspector Senior Engineering Technician Recreation Supervisor Historic Museum Supervisor Senior Services Supervisor Recreation Program Coord. Museum Curator Community Center Coord. Accountant Administrative Analyst I Public Safety Systems Specialist Code Enforcement Officer 3 Associate Planner Planner I Planner II Redevelopment Coord. HCD Coordinator Building Maintenance Lead Building Maint. Worker I Building Maint. Worker II Utility Worker Memorandum of Understanding Campbell Municipal Employees Association JUly 2002 III. OTHER PROVISIONS A. Benefit Cost Adjustments July 1,2002 The City will be responsible for any increase to the PERS employer contribution rate on the PERS plan in effect July 1, 2002. The City will amend its Miscellaneous PERS Contract to provide 2.5% @ 55 with no change in the final compensation formula once the 2002 meet and confer process is complete with the Miscellaneous bargaining units and MOD's are approved by the City Council. The 2.5% @ 55 PERS benefit formula contract amendment requires a member contribution of 8% and the PERS contract amendment process includes a vote of all of the City's Miscellaneous PERS members. In order for the amendment process to proceed, a majority of the Miscellaneous members must vote for the 8% member contribution. The City will provide $110.26 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 $7.50 per month). The City will provide $7.40 per month for life insurance. The City will provide $5.25 per month for the Employee Assistance Program. 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 increase the vision plan coverage to provide dependent coverage effective August 2002 (an additional cost of $9.28 per month). This will bring the VSP plan (Plan B with $10 copay) to $23.20. July 1, 2003 The City will be responsible for any increase to the PERS employer contribution rate for the PERS Plan in effect July 1, 2003. During the 2003/04 fiscal year, the City will modify its Miscellaneous PERS contract to provide the Sick Leave Credit contract option. The City will be responsible for any increase in dental insurance costs. The City will provide $18.50 per month (or the cost of the $50,000 level benefit effective July 2003) for life insurance to increase life insurance benefit to$50,000 (increase cost of $11.10 per month). 4 " ' Memorandum of Understanding Campbell Municipal Employees Association July 2002 The City will be responsible for any increase in Employee Assistance Program costs. The City will be responsible for any increase in Long Term Disability Insurance costs. The City will be responsible for any increase in the Vision Services Plan. B. Health Insurance Benefit Program Effective January 2003, the City will provide a maximum of $16 per month for health insurance and $524 per month in an additional Section 125 allotment for health and other optional benefits ($540 per month total). Any unused portion of the allotment will be rebated to the employee, up to a maximum of $220 per month. Effective January 2004, the City will provide a maximum of $16 per month for health insurance and $589 per month in an additional Section 125 allotment for health and other optional benefits ($605 per month total). Any unused portion of the allotment will be rebated to the employee, up to a maximum of $220 per month. C. 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. D. Deferred Compensation In recognition of CMEA's concern for future medical insurance costs of prospective CMEA retirees, effective July 2002, the City will continue to contribute $50 per pay period to each full time CMEA employee's ICMA Deferred Compensation account. The contribution for permanent part time CMEA employees will be prorated accordingly. E. Retiree Award Program 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 20 years of service with the City of Campbell, award will be a maximum of $140 per month. 5 Memorandum of Understanding C.ampbell Municipal Employees Association July 2002 . Effective January 2003, the maximum reimbursement will be increased to $175 per month. All other provisions of the Retiree A ward Program will remain unchanged. . Effective January 2004, the maximum reimbursement will be increased to $190 per month. All other provisions of the Retiree Award Program will remain unchanged. F. Uniform Allowance City will continue to provide a uniform allowance of $400 per year to the following classifications: Building Maintenance Worker I Building Maintenance Worker II Building Maintenance Lead Worker Utility Worker City will continue to provide an allowance of $150 per year to the following classifications for work boots/shoes: Building Inspector Senior Building Inspector Public Works Inspector Senior Public Works Inspector Uniform allowance payments will be made once each fiscal year (in July). G. Bilingual Pay Effective July 8, 2002, City will increase CMEA's bilingual pay to $50 per pay period. IV. PERSONNEL RULES AND REGULATIONS MODIFICATIONS VI. Vacation Hours Retention and Payout of Vacation Hours City proposes to amend Personnel Rules and Regulations Section 16.4 as follows: 16.4 Vacation Scheduling! Retention of Unused Vacation, and Payout of Vacation Hours: The times during a calendar year at which an employee may take his vacation shall be determined by the department head with due regard for the wishes of the employee, and particular regard for the needs of the service. If the requirements of the service are such that an employee cannot take part or all of this annual vacation in a particular calendar year, such vacation either shall be taken during the following calendar year, or paid for at the discretion of the appointing power, subject to the approval of additional funds by the City Manager. In 6 ." Me~orandum of Understanding Campbell Municipal Employees Association July 2002 those years where it is impractical for classified non-management personnel to schedule a vacation, the vacation as of December 31 st each year may be retained as follows: Accrual Rate Per Pay Period for Employees on a 40-hour Workweek Number of Hours Retainable 3.38 hours 192 232 272 304 4.92 hours 5.85 hours 6.46 hours Vacation hours which exceed the number of hours retainable on the last day of the pay period that contains December 31 each year be paid out during the following February. VIII. Floating Holiday Usage Rules and Exceptions City proposes to amend Personnel Rules and Regulations Addendum A, II, as follows: FLOATING HOLIDAY USAGE RULES AND EXCEPTIONS Floating Holidays must be used during the calendar year in which they are granted, and may be utilized in conjunction with annual vacation leave. For these purposes the beginning of the calendar year means the first day of the first pay period that begins in January and the end of the calendar year means the last day of the pay period that includes December 31 st. All Floating Holiday leave time must be scheduled with the employee's supervisor at least 24 hours in advance and cannot be disruptive of departmental operations. The remainder of Addendum A, II shall remain unchanged. V. RETROACTIVITY All proposals will be effective as indicated if agreement is reached by June 30, 2002. If agreement is not reached by June 30, 2002 compensation adjustments will not be effective until the first day of the first pay period after City Council ratification of the M.O.D. 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 CMEA and by approval of a majority of the City Council of the City of Campbell within twenty (20) days of the date of execution. 7 M~morandum of Understanding Campbell Municipal Employees Association July 2002 EXECUTED THIS c2 1M. DAY OF JUNE, 2002, BY THE EMPLOYER-EMPLOYEE REPRESENTATIVES, WHOSE SIGNATURES APPEAR BELOW, FOR THEIR RESPECTIVE ORGANIZATION. CITY REPRESENTATIVES CAMPBELL MUNICIPAL EMPLOYEES ASSOCIATION .Jtl~~-Af / ~ J:MOU\cmea02 8