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CC Resolution 9856 RESOLUTION NO. 9856 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 15th of May, 2001, by the following roll call vote: AYES: Councilmembers: Furtado, Kennedy, Burr, Watson, Dean NOES: Councilmembers: None ABSENT: Councilmembers: None APPROVED: ATTEST: t!4/~ Anne Bybee, City Clerk h :\resolution\cpoa01 MEMORANDUM OF UNDERSTANDING ON WAGES, EMPLOYEE BENEFITS, HOURS AND OTHER TERMS AND CONDITIONS OF EMPLOYMENT 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 CONOmONS 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 Understanding This Memorandum of Understanding embodies all modifications on salaries, hours, employee benefits, and other terms and conditions of employment, for a 48-month term, beginning July 1, 2001 (July 2001 - June 2005). 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 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 2001-2005 Page 2 Represented Classifications . Police Agent . Police Officer . Police Sergeant II. COMPENSATION ADJUSTMENTS A. Effective July 9, 2001, the salaries of all classifications represented by CPOA shall be increased by Five Percent (5.0%). B. Effective January 7, 2002, Police Officers and Agents shall receive a special adjustment of Two Percent (2.0%); Sergeants shall receive a special adjustment of Three Percent (3.0%). C. Effective the first day of the first pay period in July 2002, the salaries of all classifications represented by CPOA shall be increased by Five Percent (5.0%). D. Effective the first day of the first pay period of January 2003, Police Officers, Police Agents and Police Sergeants shall receive a special adjustment of Three Percent (3%). E. Effective the first day of the first pay period of July 2003, the salaries of all classifications represented by CPOA shall be increased by Five Percent (5.0%). F. Effective the first day of the first pay period of July 2004, the salaries of all classifications represented by CPOA shall be increased by Five Percent (5.0%). Additionally, a special adjustment may be provided effective the first day of the first pay period of July 2004, based on completion of a Total Compensation analysis for Police Officer as of May 1, 2004. The Special Adjustment in July 2004 will apply to all classes represented by CPOA and will not exceed Three Percent (3.0%). It will be calculated as follows: City will prepare a Total Compensation analysis for the classification of Police Officer, with the benchmark agencies and compensation components contained in the February 2001 Total Compensation analysis. City will calculate a special adjustment, not to exceed Three Percent (3.0%) that would bring Campbell's Police Officer Total Compensation to the fourth position of the Total Compensation array as it exists on May 1, 2004. This special adjustment calculation will be added to the July 2004 salary increase listed above and provided effective the first day of the first pay period of July 2004. CPOA MOU 2001-2005 Page 3 XI. OTHER PROVISIONS A. Health Insurance Benefit Proaram July 2001 · Effective July 2001, the City will provide $16.00 per month for health insurance and $539 per month in an additional Section 125 allotment for health and other optional benefits ($555 per month total). No portion of the Section 125 allotment will be provided to the employee as a cash rebate. Jan 2002 · Effective January 2002, the City will provide $16.00 per month for health insurance and $584 per month in an additional Section 125 allotment for health and other optional benefits ($600 per month total). No portion of the Section 125 allotment will be provided to the employee as a cash rebate. Jan 2003 · Effective January 2003. the City will provide $16.00 per month for health insurance and $634 per month in an additional Section 125 allotment for health and other optional benefits ($650 per month total). No portion of the Section 125 allotment will be provided to the employee as a cash rebate. Jan 2004 · Effective January 2004, the City will provide $16.00 per month for health insurance and $684 per month in an additional Section 125 allotment for health and other optional benefits ($700 per month total). No portion of the Section 125 allotment will be provided to the employee as a cash rebate. Jan 2005 · Effective January 2005, the City will provide $16.00 per month for health insurance and $734 per month in an additional Section 125 allotment for health and other optional benefits ($750 per month total). No portion of the Section 125 allotment will be provided to the employee as a cash rebate. B. PERS Benefit Enhancement · The City will amend its Safety (Police) PERS contract to provide the 3% at 50 retirement benefit formula. · The City will amend its Safety (Police) PERS contract to provide the Ad Hoc Cost of Living Allowance Increase for Members who retired or died prior to January 1, 2001. CPOA MOU 2001-2005 Page 4 C. Other Benefit Cost Adiustments - Julv 2001 . PERS: The City will be responsible for the PERS employer contribution rate. . Dental Insurance: The City will contribute $98.77 per month per employee (increase of $5.17 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 $7.37 per month for the Employee Assistance Program. . Life Insurance: The City will contribute $ 18.50 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 2001, the City will continue to contribute $20 per pay period to each CPOA employee's ICMA Deferred Compensation account. . Vision Plan: City will provide $29.93 per month, per employee, (an increase of $16.01 per month) to provide Vision Services Plan, Plan S, employee plus dependents, with a $10.00 co-payment, effective August 2001. . Uniform Allowance: The City will provide a uniform allowance for all CPOA represented employees of $850 per year. Payment will be made one time each fiscal year (in July). D. Other Benefit Cost Adiustments - Julv 2002 . 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 2002, the City will continue to contribute $20 per pay period to each CPOA employee's ICMA Deferred Compensation account. . Uniform Allowance: Effective July 2002, the City shall provide a uniform allowance for all CPOA represented employees of $900 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). ',CPOA MOU 2001-2005 Page 5 E. Other Benefit Cost Adiustments - Julv 2003 . 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 Prog ra m cost. · Life Insurance: The City will be responsible for any increase in the life insurance monthly cost (current program). · Deferred Comoensation: In recognition of CPOA's concern for future medical insurance costs of prospective CPOA retirees, effective July 2003, the City will continue to contribute $20 per pay period to each CPOA employee's ICMA Deferred Compensation account. · Uniform Allowance: Effective July 2003, the City shall provide a uniform allowance for all CPOA represented employees of $950 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). F. Other Benefit Cost Adiustments - Julv 2004 . 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 2004, the City will continue to contribute $20 per pay period to each CPOA employee's leMA Deferred Compensation account. . Uniform Allowance: Effective July 2004, the City shall 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). , CPOA MOU 2001-2005 Page 6 IV. Section 18.3.A.l Tuition Reimbursement City will amend the Personnel Rules and Regulations, Section 18.3.A.l to increase the maximum annual tuition reimbursement to $1,500 effective July 2001. Additionally, City proposes to remove the distinction between reimbursement for "courses related to a job degree" and "not directly related but of general value" (formerly 100% vs 50% reimbursement). All other provisions of Section 18.3.A will remain unchanged. V. RETIREE AWARD PROGRAM Effective July 2001, 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. . Employees who become Medicare eligible will no longer be eligible for benefits. · 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 20 years of service with the City of Campbell or receive an industrial disability retirement after July 1, 1999, will be reimbursed a maximum of $120 per month. . Effective January 2002, the maximum reimbursement will be increased to $140 per month. All other provisions of the Retiree Award Program will remain unchanged. . Effective January 2003, the maximum reimbursement will be increased to $175 per month. All other provisions of the Retiree Award 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. . Effective January 2005, the maximum reimbursement will be increased to $220 per month. All other provisions of the Retiree Award Program will remain unchanged. VI. COMPENSATORY TIME City will increase CPOA's Compensatory Time Ceiling from 156 hours to 168 hours, effective July 2001, and 180 hours, effective July 2002. All other provisions of Section 16.23 shall remain unchanged. 'CPOA MOU 2001-2005 Page 7 XII. VII. BILINGUAL PAY City will increase CPOA's bilingual pay to $50 per pay period, effective the first day of the first pay period of July 2002. XIII. VIII. POST INCENTIVE PAY - REOUALIFICATION The City will amend Personnel Rules and Regulations, Section 17.4, to remove the requalification requirement of the three semester units or 36 hours of off-duty training hours during each two-year period for holders of POST Advanced Certificates. Section 17.4 will be chanaed as follows: 17.4 - POST/Educational Incentive Pav--Police DeDartment Non-Management Public Safety Personnel: The City will pay 5% incentive pay to employees possessing an Intermediate POST Certificate and 7.5% to employees possessing an Advanced POST Certificate. Prior to qualifying for this incentive pay, an employee must have served for a minimum of two years as a Police Officer in the City of Campbell Police Department. Employees receiving incentive pay for an Intermediate POST Certificate will be required to requalify on a biannual basis beginning in January 1983. Requalification will require successful completion of 3 job-related college semester units; or 3 required semester units toward completion of a job-related degree; or 36 employee-initiated off duty training hours; or some combination thereof, one college semester unit being equivalent to 12 training hours, during each two year period. Certification by the Department/City Manager's Office of job-relatedness must be obtained prior to the time of enrollment. Off duty viewing of CJRS films may be credited toward the required number of employee-initiated training hours. The required course work must be completed during the previous two calendar years in order to qualify for payment in subsequent years. Employees with an Intermediate POST Certificate and a job-related advanced degree will have the option to meet the requalification requirement by completing a departmental/community improvement project during the two year requalification period, toward which a relatively equivalent amount of effort is evidenced. The topic of the departmental/community improvement project is to be approved by the Department/City Manager's Office in advance. Employees with an Advanced POST Certificate ~nd ~ B~chelor's Degrec will be exempted from the requalification requirement. in ~ccord~nce with the provisions cont~ined in the ~~cmor~ndum of Undcrst~nding cxccuted bctwcen thc City of C~A'lpbcll ~nd the C~mpbcll Pmce Officers Associ~tion on July 20, 1982. In the event that an officer fails to complete requalification, he/she shall lose his/her incentive pay until such time as he/she has completed the requalification requirements. Upon being reinstated, the officer shall receive his/her incentive pay for the remaining time in his/her 24- . . CPOA MOU 2001-2005 Page 8 IX. RETROACTIVITY All proposals will be effective as indicated if agreement is reached by June 30, 2001. If agreement is not reached by June 30, 2001, compensation adjustments will not be effective until the first day of the first pay period following City Council ratification of the Memorandum of Understanding. X. 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. XIV. EARLY IMPLEMENTATION -JULY 2001 SALARY INCREASE Tentative Agreement on all MOU provisions was reached on May 2, 2001. Subject to ratification by a majority vote of the employee organization prior to May 15, 2001, and approval of the 2001-2005 MOU by the City Council on May 15, 2001, City will implement the 5% salary increase specified in Section II A. Of City's Proposal No.5, effective May 14, 2001. CITY REPRESENTATIVES CPOA REPRESENTATIVES h:\cpoa\2001MOU