CC Resolution 11042
RESOLUTION NO. 11042
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 Police
Civilian Employees Association and City Council representatives; and
WHEREAS, in partial consideration for concessions made by the employees as part of the
Memorandum of Understanding, the City has agreed to provide for a modest, one-time
retirement incentive to those employees who retire between October 1, 2009 and March
31, 2010. Employees would receive $750 for between 5-15 years of service to the City and
$1,500 for over 15 years of service.
WHEREAS, an early retirement incentive could lead to salary savings and/or opportunities
to restructure staffing.
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 2nd day of June 2009, by the following roll call vote:
AYES:
Councilmembers:
Kotowski, Furtado, Baker, Low, Kennedy
NOES:
Councilmembers:
None
None
ABSENT: Councilmembers:
APPROVED:
A~~
Anne Bybee, City Clerk
MEMORANDUM OF UNDERSTANDING ON
WAGES, EMPLOYEE BENEFITS, HOURS AND
OTHER TERMS AND CONDITIONS OF EMPLOYMENT
Campbell Police Civilian Employees Association (CPCEA)
AMENDED JUNE 2, 2009
PARTIES TO UNDERSTANDING
This Memorandum of Understanding (MOU) 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 Police Civilian Employees Association,
hereinafter referred to as "CPCEA".
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. Representation
CPCEA is recognized by the City as the authorized representative of the
following classifications:
· Communications Supervisor
· Police Records Specialist
· Police Records Supervisor
· Public Safety Dispatcher
· Community Services Officer
· Property/Evidence Specialist
B. 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.
C. Terms of Understandinq
CPCEA MOU
July 2007 - June 2011
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, 2007 and ending June 30, 2011.
D. Existino 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.
E. Release Time - Meet and Confer
Employees who are members of the CPCEA negotiating team who are
required to attend a meet and confer or meet and consult session during duty
hours will be given one hour of release time before and one hour of release
time after each session. Members of the CPCEA negotiating team, with their
supervisor's approval, may schedule an equivalent amount of release time at
times other than before or after a meet and confer session.
II. COMPENSATION ADJUSTMENTS
A. Effective the first pay period containing July 1, 2007, the salaries of all
classifications represented by CPCEA shall be increased by three and one
half percent (3.5%).
B. Effective the first pay period containing July 1, 2007 Public Safety
Dispatchers and Communications Supervisor shall receive a special
adjustment of two and one half percent (2.5%); Records Supervisor,
Property/Evidence Specialist and Records Specialists shall receive a special
adjustment of three percent (3%).
C. Effective the first pay period containing July 1, 2008, the salaries of all
classifications represented by CPCEA shall be increased by three and one
half percent (3.5%).
Additionally, a special adjustment may be provided effective August 1, 2008,
based on completion of a Total Compensation analysis for all CPCEA
benchmark classifications as of August 1, 2008. It will be calculated as
follows: City will prepare a Total Compensation analysis with the benchmark
agencies and compensation components contained in the 2007 Total
Compensation analysis. City will calculate a special adjustment, not to
exceed two and one half percent (2.5%) that would bring all CPCEA
classification Total Compensation to the mean indicated in the Total
Compensation array as it exists on August 1, 2008.
D. No salary increase for 2009.
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CPCEA MOU
July 2007 - June 2011
E. Effective the first pay period containing July 1, 2010, the salaries of all
classifications represented by CPCEA shall be increased by three and one
half percent (3.5%).
Additionally, a special adjustment may be provided effective August 1, 2010,
based on completion of a Total Compensation analysis for all CPCEA
benchmark classifications as of August 1, 2010. It will be calculated as
follows: City will prepare a Total Compensation analysis with the benchmark
agencies and compensation components contained in the 2007 Total
Compensation analysis. City will calculate a special adjustment, not to
exceed two and one half percent (2.5%) that would bring all CPCEA
classification Total Compensation to the mean indicated in the Total
Compensation array as it exists on August 1, 2010.
III. OTHER PROVISIONS
A. Benefit Cost Adiustments
Julv 1. 2007
The City will be responsible for any increase to the PERS employer
contribution rate on the PERS plan in effect July 1, 2007.
The City will provide $129.99 per month for the current dental coverage,
including an annual maximum per patient benefit of $2,500, and orthodontia
coverage with a $2,500 per patient lifetime. This coverage includes the Delta
Dental PPO plan effective July 1, 2007.
The City will provide $23.25 per month for life insurance.
The City will continue to provide $5.95 per month for the Employee
Assistance Program.
The City will provide a maximum of $49.50 per month for Long Term
Disability Insurance. The maximum benefit is $3,000 per month.
The City will continue to provide $23.89 per month for vision service plan
coverage.
B. Benefit Cost Adiustments
Julv 1. 2008
The City will be responsible for any increase to the PERS employer
contribution rate.
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CPCEA MOU
July 2007 - June 2011
The City will be responsible for any increase in monthly contribution to
provide the current dental plan.
The City will be responsible for any increase to the monthly Employee
Assistance Program cost.
The City will be responsible for any increase in the life insurance monthly
cost.
The City will be responsible for any increase in the current long term disability
plan.
The City will be responsible for any increase in the current vision plan.
C. Benefit Cost Adiustments
Julv 1. 2009
The City will be responsible for any increase to the PERS employer
contribution rate.
The City will be responsible for any increase in monthly contribution to
provide the current dental plan.
The City will be responsible for any Increase to the monthly Employee
Assistance Program cost.
The City will be responsible for any increase in the life insurance monthly
cost.
The City will be responsible for any increase in the current long term disability
plan.
The City will be responsible for any increase in the current vision plan.
D. July1,2010
The City will be responsible for any increase to the PERS employer
contribution rate.
The City will be responsible for any increase In monthly contribution to
provide the current dental plan.
The City will be responsible for any increase to the monthly Employee
Assistance Program cost.
The City will be responsible for any increase in the life insurance monthly
cost.
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CPCEA MOU
July 2007 - June 2011
The City will be responsible for any increase in the current long term disability
plan.
The City will be responsible for any increase in the current vision plan.
Health Insurance Benefit Proqram
Januarv 2008
Effective January 2008, the City will provide a maximum of $97.00 per month
for health insurance and $858.00 per month in an additional Section 125
allotment for health and other optional benefits ($955 per month total). Any
unused portion of the allotment will be rebated to the employee.
Januarv 2009
Effective January 2009, the City will provide a maximum of $97.00 (TBO) per
month for health insurance and $913.00 per month in an additional Section
125 allotment for health and other optional benefits ($1010 per month total).
Any unused portion of the allotment will be rebated to the employee.
Januarv 2010
Effective January 2010, the City will provide a maximum of $105.00 per
month for health insurance and $980.00 per month in an additional Section
125 allotment for health and other optional benefits ($1085 per month total).
Any unused portion of the allotment will be rebated to the employee.
Januarv 2011
Effective January 2011, the City will provide a maximum of $105.00 (TBO)
per month for health insurance and $1030.00 per month in an additional
Section 125 allotment for health and other optional benefits ($1135 per
month total). Any unused portion of the allotment will be rebated to the
employee.
E. Retiree Award Proqram
The City will continue the existing Retiree Award Program continuing the
following criteria and features, including the following increased benefit level:
. 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
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CPCEA MOU
July 2007 - June 2011
dependents) on a reimbursement basis, as follows:
- For employees who have completed at least 17 years of service
with the City of Campbell, award will be a maximum of $250 per
month.
. Effective July 2008, the maximum reimbursement will be increased to
$300 per month. All other provisions of the Retiree Award Program will
remain unchanged.
. Effective July 2009, the maximum reimbursement will be increased to
$325 per month. All other provisions of the Retiree Award Program will
remain unchanged.
F. Deferred Compensation
In recognition of CPCEA's concern for future medical insurance costs of
prospective CPCEA retirees, the City will continue to contribute $47 per pay
period in a Deferred Compensation Account.
G. Uniform Allowance
The City will continue to provide a uniform allowance for Police Records
Specialists, the Police Records Supervisor, Property/Evidence Specialist, of
$655/year and Community Services Officer of $715/year.
H. Holiday Pay/FloatinQ Holidays
The City will continue to provide holiday pay of 4.8% in lieu of pay, and the
current Floating Holiday allocation of sixteen (16) hours per calendar year will
continue for the term of this Memorandum of Understanding.
I. 17.12 Trainer Pay - Police Records Specialists. Public Safety Dispatchers
and Community Services Officers
Police Records Specialists, Public Safety Dispatchers and Community
Services Officers will receive five percent (5%) differential pay when assigned
by their Supervisor to train a new employee for a period of time of at least 1
hour per occurrence. In order to qualify for this pay, the trainer must
complete all required training logs and evaluation forms as designated by the
Department. Police Records Specialists, Public Safety Dispatchers and
Community Services Officers will receive five percent (5%) differential pay for
the period of time they are assigned to and actually engaged in developing
training materials or designing or coordinating a training program. A
minimum of one hour per occurrence must be spent in these activities to be
eligible for Trainer Pay.
J. Tuition Reimbursement
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CPCEA MOU
July 2007 - June 2011
The 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.
K. BilinQual Pay
The City will provide CPCEA's bilingual pay of $75 per pay period.
IV. RETROACTIVITY
All proposals will be effective as indicated when agreement is reached.
V. RATIFICATION
This MOU is subject to ratification by a majority vote of the employee organization
represented herein within ten (10) days of execution by CPCEA and by approval
of a majority of the City Council of the City of Campbell within twenty (20) days of
the date of execution.
tJ~
EXECUTED THIS d-D DAY OF MAY 2009 BY THE EMPLOYER-EMPLOYEE
REPRESENTATIVES WHOSE SIGNATURES APPEAR BELOW FOR THEIR
RESPECTIVE ORGANIZATION.
CITY REPRESENTATIVES
CAMPBELL POLICE
CIVILIAN EMPLOYEES
ASSOCIATION
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