CC Resolution 11043
RESOLUTION NO. 11043
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, 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
ABSENT:
Councilmembers:
None
APPROVED:
A~
Anne Bybee, City Clerk
MEMORANDUM OF UNDERSTANDING ON
WAGES, EMPLOYEE BENEFITS, HOURS AND
OTHER TERMS AND CONDITIONS OF EMPLOYMENT
Campbell Peace Officers' Association (CPOA)
AMENDED JUNE 2, 2009
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 1 0016, 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 Reoulations
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 Understandino
This Memorandum of Understanding embodies all modifications on salaries, hours,
employee benefits, and other terms and conditions of employment, for a 54 month
term beginning July 1, 2007 and ending December 31, 2011.
Existinq 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
CPOA MOU
July 1, 2007- December 31,2011
employment remain unmodified and shall continue in full force and effect throughout
the term of this Memorandum of Understanding.
Represented Classifications
· Police Agent
. Police Officer
. Police Sergeant
II. COMPENSATION ADJUSTMENTS
A. Effective the pay period containing July 1, 2007, the salaries of all classifications
represented by CPOA shall be increased by three and one half percent (3.5%).
B. Effective the pay period containing July 1, 2008, the salaries of all classifications
represented by CPOA shall be increased by three percent (3.0%).
Additionally, a special adjustment may be provided effective the first pay period of
August 1, 2008, based on completion of a Total Compensation analysis for all
CPOA benchmark classifications as of August 1, 2008. It will be calculated as
follows: City will prepare a Total Compensation analysis for all CPOA benchmark
classifications, with the benchmark agencies and compensation components
contained in the 2007 Total Compensation analysis. City will calculate a special
adjustment, not to exceed two percent (2.0%) that would bring all CPOA
classifications' Total Compensation to the fourth position of the Total Compensation
array as it exists on August 1, 2008. This special adjustment calculation will place
all CPOA classifications one percent (1 %) above the fifth position agency. This
special adjustment calculation will be added to the July 2008 salary increase listed
above and provided effective the first pay period of August 2008.
C. Effective the pay period containing July 1, 2009, the salaries of all classifications
represented by CPOA shall be increased by zero percent (0%).
D. Effective the pay period containing July 1, 2010, the salaries of all classifications
represented by CPOA shall be increased by two percent (2.0%).
E. Effective the pay period containing January 1, 2011, the salaries of all
classifications represented by CPOA shall be increased by one and one half
percent (1.5%).
F. A special adjustment will be provided effective the first pay period containing
August 1, 2011 based on completion of a Total Compensation analysis for all
CPOA benchmark classifications as of August 1, 2011. It will be calculated as
follows: City will prepare a Total Compensation analysis for all CPOA benchmark
classifications, with the benchmark agencies and compensation components
contained in the 2007 Total Compensation analysis. City will calculate a special
CPOA MOU
July 1, 2007- December 31,2011
adjustment, given a minimum of one percent (1 %) and not to exceed four percent
(4.0%) that would bring all CPOA classifications' Total Compensation to the fourth
position of the Total Compensation array as it exists on August 1, 2011. This
special adjustment calculation will place all CPOA classifications one percent (1 %)
above the fifth position agency.
III. OTHER PROVISIONS
A. Health Insurance Benefit Proqram
January 2008
Effective January 2008, the City will provide $97.00 per month for health insurance
and $878.00 per month in an additional Section 125 allotment for health and other
optional benefits ($975 per month total). Any unused portion of the allotment will
be rebated to the employee.
January 2009
Effective January 2009, the City will provide $97.00 (TBD) per month for health
insurance and $953.00 per month in an additional Section 125 allotment for health
and other optional benefits ($1050 per month total). Any unused portion of the
allotment will be rebated to the employee.
B. Other Benefit Cost Adiustments - Julv 2007
PERS: The City will be responsible for the PERS employer contribution rate.
Dental Insurance: The City proposes to contribute $122.95 per month per
employee to provide a Dental Plan with a maximum annual benefit of $1,500 per
patient, and a $2,500 lifetime maximum orthodontia benefit per patient. This
coverage includes the Delta Dental PPO plan effective July 1,2007.
EAP: The City will contribute $5.95 per month for the Employee Assistance
Program.
Life Insurance: The City will contribute $15.50 per month per employee for life
insurance.
Deferred Compensation: The City will continue to contribute $20 per pay period to
each CPOA employee's ICMA Deferred Compensation account.
Vision Plan: City will continue to provide $23.89 per month, per employee to
provide Vision Services Plan, Plan B, employee plus dependents.
CPOA MOU
July 1, 2007- December 31,2011
Uniform Allowance: The City will provide a uniform allowance for all CPOA
represented employees of $1050 per year. Payment will be made one time each
fiscal year (in July).
C. Other Benefit Cost Adiustments - Julv 2008
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: The City will continue to contribute $20 per pay period to
each CPOA employee's ICMA Deferred Compensation account.
Uniform Allowance: The City will provide a uniform allowance for all CPOA
represented employees of $1100 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).
D. Other Benefit Cost Adiustments - Julv 2009
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: The City will continue to contribute $20 per pay period to
each CPOA employee's ICMA Deferred Compensation account.
CPOA MOU
July 1, 2007- December 31, 2011
Uniform Allowance: The City will continue to provide a uniform allowance for all
CPOA represented employees of $1100 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).
E. Other Benefit Cost Adiustments - Julv 2010
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: The City will continue to contribute $20 per pay period to
each CPOA employee's ICMA Deferred Compensation account.
Uniform Allowance: The City will continue to provide a uniform allowance for all
CPOA represented employees of $1100 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 2011
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).
CPOA MOU
July 1, 2007- December 31, 2011
Deferred Compensation: The City will continue to contribute $20 per pay period to
each CPOA employee's ICMA Deferred Compensation account.
Uniform Allowance: The City will continue to provide a uniform allowance for all
CPOA represented employees of $1100 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).
G. During the term of this contract, CPOA agrees to discuss a possible CalPERS two
tiered pension plan at the City's request.
IV. RETIREE AWARD PROGRAM
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.
· 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 17 years of service with the City of
Campbell or receive an industrial disability retirement after July 1, 1999,
will be reimbursed a maximum of $250 per month.
· Effective July 2008, maximum reimbursement will be increased to $300
per month. All other provisions of the Retiree Award Program will remain
unchanged.
· Effective July 2009, maximum reimbursement will be increased to $325
per month. All other provisions of the Retiree Award Program will remain
unchanged.
V. BILINGUAL PAY
City will provide $100 per pay period for bilingual pay.
VI. RETROACTIVITY
All proposals will be effective as indicated when agreement is reached.
CPOA MOU
July 1, 2007- December 31, 2011
VII. 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.
EXECUTED THIS2~ r>l DAY OF M I'd 2009, BY THE EMPLOYER.
EMPLOYEE REPRESENTATIVES, WHOSE SIGNATURES APPEAR BELOW, FOR
THEIR RESPECTIVE ORGANIZATION.
CITY REPRESENTATIVES
CPOA REPRESENTATIVES
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