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CC Resolution 9697 '. '. RESOLUTION NO. 9697 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 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 Memorandum of Understanding attached hereto, and made a part hereof. PASSED AND ADOPTED, this 5th day of July 2000, by the following roll call vote: AYES: Councilmembers: Dougherty, Furtado, Watson, Dean, Kennedy NOES: Councilmembers: None ABSENT: Councilmembers: None ATTEST: t2-~ Anne Bybee, City Clerk 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 II City, II and the authorized representatives of Campbell Municipal Employees Association, hereinafter referred to as llCMEA. II 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 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, 2000 and ending June 30, 2002. 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 I. GENERAL CONDITIONS (continued) CMEA July 2000 - June 2002 Page 2 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 II. COMPENSATION ADJUSTMENTS Food Server (PPT) Historic Museum Supervisor Housing & Comm Dev. Coord (PPT) Junior Engineer Nutrition Site Manager (PPT) Planner I Planner II Principal Clerk Public Works Inspector Recreation Program Coordinator Recreation Supervisor Redevelopment Coordinator Secretary Senior Building Inspector Senior Clerk-Typist Senior Engineering Technician Senior Services Supervisor Utility Worker A. Effective July 10, 2000, the salaries of all classifications represented by CMEA shall be increased by five percent (5.0%). B. Effective January 8, 2001, the following classifications shall receive a special salary adjustment of one and three-fourths of one percent (1.75%). Accounting Clerk I Accounting Clerk II Building Inspector Clerk-Typist Deputy City Clerk Principal Clerk Public Works Inspector Secretary Senior Building Inspector Senior Clerk-Typist CMEA July 2000 - June 2002 Page 3 C. Effective January 8, 2001, the following classifications shall receive a special salary adjustment of two and one-half percent (2.50%): Associate Planner Planner I Planner II Recreation Coordinator Recreation Supervisor Historic Museum Supervisor Senior Services Supervisor Community Center Coordinator D. Effective the first day of the first pay period of July 2001, the salaries of all classifications represented by CMEA shall be increased by four percent (4.0%). ill. OTHER PROVISIONS A. Benefit Cost Adiustments July 1, 2000 The City will be responsible for any increase to the PERS employer contribution rate. The City will provide $88.57 per month for the current dental coverage, including an annual maximum per patient benefit of $1,500, and orthodontia coverage with a $1,000 per patient lifetime (increase of$5.93 per month). The City will provide $7.40 per month for life insurance. The City will provide $7.37 per month for the Employee Assistance Program. The City will provide up to $62.00 per month for Long Term Disability Insurance. The maximum insured salary will be increased to $4,000 per month and the maximum benefit will be increased to $2,667 per month (increased cost of$18.50/month). July I, 2001 The City will be responsible for any increase to the PERS employer contribution rate. The City will provide an additional $8.87 per month (as well as any July 2001 increase) in dental insurance to increase the annual maximum patient benefit to $2,000 and orthodontia coverage with a $1,500 per patient lifetime benefit. The City will be responsible for any increase in life insurance costs. 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. . . CMEA July 2000 - June 2002 Page 4 B. Health Insurance Benefit Program Effective July 2000, the City will provide a maximum of $415 per month for health insurance. Any unused portion of the health insurance allotment will be rebated to the employee, up to a maximum of $220 per month. Effective January 200 I, the City will provide a maximum of $16 per month for health insurance and $419 per month in an additional Section 125 allotment for health and other optional benefits ($435 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 2002, the City will provide a maximum of $16 per month for health insurance and $434 per month in an additional Section 125 allotment for health and other optional benefits ($450 per month total). Any unused portion of the allotment will be rebated to the employee, up to a maximum of $220 per month. C. PERS Health Insurance Program The City will implement the CalPERS Health Program in January 200 I. D. Section 125 Flexible Benefits Plan The City will implement a Section 125 Flexible Benefits Program in January 200 I. E. Tuition Reimbursement Effective July 2000, City proposes to modify Personnel Rules and Regulations, Section 18.3.A to increase tuition reimbursement for accredited college courses to a maximum of $1,000 per fiscal year. Additionally, City proposes to remove the distinction between reimbursement for "courses directly related to a departmental function and/or leading to a job related degree:, and "not directly related but of general value" (formerly 100% vs. 50% reimbursement). Effective July 2001, the maximum reimbursement will be increased to $1,500 per year. All other provisions of Section 18.3.A will remain unchanged. F. Deferred Compensation In recognition of CMEA's concern for future medical insurance costs of prospective CMEA retirees, effective July 2000, the City will contribute $40 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. CMEA July 2000 - June 2002 Page 5 Effective July 2001, the City will increase the contribution to the CMEA employee's ICMA Deferred Compensation account to $50 per pay period. G. Retiree Award Program The City will continue the existing Retiree Award Program continuing the following criteria and features and increase the benefits as follows: · 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. · 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 $120 per month. H. Vision Plan Effective July 2000, City will continue to provide $13.92 per month for Vision Services Plan, Plan B, employee only with a $10 co-payment for CMEA represented employees. City will be responsible for any increase in this Vision Plan in July 2001. 1. Uniform Allowance City proposes 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 proposes to provide an allowance of $150 per year to the following classifications for work boots/shoes: Building Inspector Senior Building Inspector Public Works Inspector Uniform allowance payments will be made once each fiscal year (in July). The practice of providing a reimbursement for purchase of uniform items and shoes will be discontinued for these classifications effective July 2000. The amounts will no longer be appropriated in the supplies/services budget. CMEA July 2000 - June 2002 Page 6 1. Compensatory Time The City will increase the Compensatory Time accrual ceiling to 70 hours for employees represented by CMEA. The balance of Personnel Rules and Regulations Section 16.23 will remain unchanged. K. Catastrophic IllnesslEmergency Transfer of Sick Leave or Vacation In response to CMEA's proposal, City will amend the Personnel Rules and Regulations to provide for the emergency transfer of Sick Leave or Vacation for CMEA members, as follows: The purpose of this section is to provide a means for CMEA members to donate · Sick Leave or Vacation hours to another employee who because of a serious injury or illness has exhausted all his/her leave time or · Vacation hours to another employee who is the primary caregiver for a seriously ill or injured family member and has exhausted all his/her leave time to care for the individual. 1. Sick Leave or Vacation hours will only be transferred in the case of very serious illness or injury, and under emergency or unusual circumstances where an individual has exhausted all applicable leave time and where circumstances have prevented the employee from reasonably accumulating sufficient sick leave for his/her own illness or vacation hours in the case of illness of a family member. 2. Sick Leave or Vacation will only be transferred to cover the period of time from the exhaustion of leave by the employee to a maximum of six months later. 3. Any request for the transfer of hours from CMEA members to another employee will include the names of all CMEA members who wish to transfer Sick or Vacation hours and each member's sick or vacation hours donation amounts. 4. Any request for emergency transfer of Sick Leave or Vacation hours will be submitted to the City Manager who will make the final determination concerning the transfer of sick leave or vacation hours. 5. Sick Leave or Vacation hours that are transferred to another employee will not be reimbursed to CMEA members. '. . L. Alternative Work Schedule CMEA July 2000 - June 2002 Page 7 The twelve-month 9/80 Alternative Work Schedule trial period, provided in the July 1998 - June 30, 2000 M.O.V. will continue through June 2000. The 9/80 Committee, consisting of two (2) Management representatives and two (2) CMEA representatives, will evaluate the twelve-month trial and provide a written evaluation of the alternative work schedule to the Administrative Services Director following the completion of the trial. The specific performance elements listed in the document titled "9/80 Alternative Work Schedule - Trial Period - Summary of City and CMEA Discussions", dated May 17, 1999, will be formally reviewed by the Committee and the Executive Staff During the review of the trial period by the 9/80 Committee and the City's Executive Staff, the 9/80 Alternative Work Schedule will continue. Once the 9/80 twelve month trial evaluation is complete, City representatives and CMEA representatives will meet to discuss the evaluation and the 9/80 Alternative Schedule and if/how it should continue. M. PERS Contract Amendment - Military Service Credit Following completion of the 2000 meet and confer process with Miscellaneous bargaining units, and during the 2000-01 fiscal year, City will amend its PERS contract to provide Military Service Credit as Public Service, per Government Code Section 21024. N. Compensation for Unused Sick Leave City proposes to modify Personnel Rules Section 16.11 to add the following provision, in addition to the current provision for compensation of unused Sick Leave at termination: "Once each year, between February 18t and 15th, employees may request to be compensated for unused Sick Leave, according to the same service length formulas listed above, applied to current hourly salary. Employees must retain a minimum balance of 288 hours of Sick Leave. Any payout of Sick Leave hours above the minimum balance will remove the remaining balance from the employee's Sick Leave accrual account. (Example: Employee has 488 hours of Sick Leave and 16 years of service. Employee could request compensation for 200 hours of Sick Leave and would be paid his/her current hourly rate for 35% of the hours or 70 hours. Once compensated, Employee's Sick Leave balance would be 288 hours.)" O. Bilingual Pay City proposes to add a section to the Personnel Rules to provide the following: "CMEA 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 community, in the course of their jobs, will receive an additional $35 per pay period as Bilingual Pay. .. . CMEA July 2000 - June 2002 Page 8 In order to be eligible for Bilingual Pay, the employee's 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." IV. RETROACTIVITY All proposals will be effective as indicated if agreement is reached by June 30, 2000. If agreement is not reached by June 30, 2000, compensation adjustments will not be effective until the first day of the first pay period after City Council ratification of the M.O.V. IV. RA TIFICA TION This M.O.V. 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. EXECUTED THIS ;?;2,y;( DAY OF JUNE, 2000 BY THE EMPLOYER- EMPLOYEE REPRESENTATIVES, WHOSE SIGNATURES APPEAR BELOW, FOR THEIR RESPECTIVE ORGANIZATION. CITY REPRESENTATIVES CAMPBELL MUNICIPAL EMPLOYEES ASSOCIATION ---~ / . <?h r;- -/j ::J;~\ ~/2~ x4 /L _,-(7 t.cC/' ~~ td 1./ J:\labor\2000cmeaMOU