CC Resolution 9697
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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.
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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
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