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:
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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%):
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,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
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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).
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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.
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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
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." 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.
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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
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J:MOU\cmea02
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