CC Resolution 9560
RESOLUTION NO. 9560
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 20th of July, 1999, by the following roll call vote:
AYES: Councilrnernbers: Dougherty, Kennedy, Furtado
NOES: Councilrnernbers: None
ABSENT: Councilrnernbers: Watson, Dean
APPROVED:
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Daniel E. Furtado, Mayor
ATTEST:
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Anne Bybee, City Clerk
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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 CONDmONS
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, 1999.
C. 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 employment remain unmodified and
shall continue in full force and effect throughout the term of this Memorandum of
Understanding.
Campbell Police Officers' Association
Page 2
General Conditions (continued)
D. Represented Classifications
· Police Agent
· Police Officer
· Police Sergeant
II. COMPENSATION ADJUSTMENTS
A. Effective July 12, 1999, the salaries of all classifications represented by CPOA shall be
increased by Four and One-Half Percent (4.50%).
B. Effective the first day of the first pay period of July 2000, the salaries of all classifications
represented by CPOA shall be increased by Four Percent (4.0%).
III. OTHER PROVISIONS
A. Health Insurance Benefit Program
July 1999
· Effective July 1999, the City will continue to provide a maximum of $535 per month for
health insurance. Any unused portion of the health insurance allotment will not be rebated
to the employee.
July 2000
· Effective July 2000, the City will provide a maximum of $555 per month for health
insurance. Any unused portion of the health insurance allotment will not be rebated to the
employee.
B. Other Benefit Cost Adiustments
July 1999
· PERS: The City will be responsible for the PERS employer contribution rate.
· Dental Insurance: The City will contribute $87.34 per month per employee (increase of
$3.99 per month for current plan, plus $4.70 for improved orthodontia plan) 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 $7.16 per month for the Employee Assistance Program.
Campbell Police Officers' Association
Page 3
Other Benefit Cost Adjustments - 1999 (continued)
· Life Insurance: The City will continue the current $18.50 per month contribution for life
insurance.
· Deferred Compensation: In recognition of CPOA's concern for future medical insurance
costs of prospective CPOA retirees, effective July 1999, the City will continue to contribute
$20 per pay period to each CPOA employee's lCMA Deferred Compensation account.
· Vision Plan: City will provide $14.55 per month, per employee, to add the Vision Services
Plan, Plan B, with a $10.00 co-payment, effective August 1999.
· Uniform Allowance: The City will continue to provide a uniform allowance for all CPOA
represented employees of $800 per year. Payment will be made one time each fiscal year
(in July).
C. Other Benefit Cost Adjustments
July 2000
· 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 2000, the City will continue to contribute
$20 per pay period to each CPOA employee's lCMA Deferred Compensation account.
· Uniform Allowance: Effective July 2000, the City shall continue to provide a uniform
allowance for all CPOA represented employees of $800 per year. Payment will be made
one time each fiscal year (in July).
· Vision Plan: Effective July 2000, the City will enhance vision coverage for CPOA members,
to provide dependent coverage, if all of the participating bargaining units agree to
dependent coverage.
IV. COMPENSATORY TIME: City will increase CPOA's Comp Time ceiling from 120 to 144 hours,
effective July 1999 and 156 hours effective July 2000.
Campbell Police Officers' Association
Page 4
v. PERSONNEL RULES AND REGULATIONS MODIFICATIONS
The City will amend the Personnel Rules and Regulations as follows:
1. Section 9.4 - Extension of Probationary Period
Section 9.4 will be modified to read:
"The Personnel Officer may grant an extension of the probationary period, if the probationary
employee has been absent from his/her job for a consecutive period of four weeks or more. If
extended, the probationary period will be extended an amount equal to the length of
absence."
2. Section 101. - Evaluation of Emplovee Performance
Section 10.1 of the Personnel Rules and Regulations will be amended to read:
It is the responsibility of department heads and/or supervisors to prepare periodic evaluations
of performance results to measure and record the employee's actual performance. Strengths
and weaknesses will be documented and recommended courses of corrective action outlined
for correction and improvement. Such service rating plans shall measure, as objectively as
possible, both quantity and quality of work, the manner in which the service is rendered, and
the observance of regulations and procedures properly governing the performance of duties.
A. Performance ratings shall accompany all requests for merit increases. Employees at the
"E" step shall have their performance evaluated annually, with the exception of those
departments that require regular performance rating throughout the year.
B. Performance evaluations shall be based upon forms prescribed by the Personnel Officer.
Service ratings shall be based upon the independent judgment of one or more supervisory
personnel, including the immediate supervisor of the employee being rated. The completed
performance report shall be presented to the employee for review and signature, and then
forwarded to the Personnel Officer for review and any appropriate action.
C. Employees shall have the right to appeal a performance evaluation when they believe
performance ratings received are unfair. Appeals will be processed through the grievance
procedure.
D. Performance ratings shall be taken into consideration for purposes of rejection, discharge,
demotion, promotion, transfer, permanent status, and merit increase.
3. Section 16.9 - Bereavement Leave
Section 16.9 (Bereavement Leave) will be modified to read:
"Bereavement leave with pay shall be granted to all probationary, provisional, permanent,
part-time and regular full-time employees. Bereavement leave will not be charged against the
employee's sick leave account. Employees working a 40-hour workweek shall be granted forty
(40) hours for each immediate family occurrence and twenty-four (24) hours for each other
Campbell Police Officers' Association
Page 5
Bereavement Leave (continued)
family occurrence. Immediate family shall be defined as spouse, children, parent, brothers
and sisters, or other individuals whose relationship to the employee is that of a dependent or
near dependent. Other family members shall be defined as the employee's grandparents,
step-children, father-in-law and mother-in-law."
4. Section 18.3.A.1 Tuition Reimbursement
The current tuition reimbursement program will be continued and the maximum
reimbursement will be increased to $725 per fiscal year, per the terms defined in Section
18.3.A.1
VI. CITY REVIEW OF CALPERS HEALTH PROGRAM
During the 1999/2000 fiscal year, the City will examine the possibility of replacing the three
current health plans with the CalPERS Health Program. Once the analysis is complete, if a
preliminary determination is made that provision of health plan alternatives through the
CalPERS Health Program is feasible, the City will sponsor informational meetings for employees
and hold discussions with all employee groups to discuss the change.
VII. RETIREE MEDICAL REIMBURSEMENT PROGRAM
Effective July 1999, 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:
For employees who have completed at least 25 years of service with the City of
Campbell or receive an industrial disability retirement after July 1. 1999,
reimbursement will be a maximum of $120 per month.
For employees who have completed at least 20 years of service with the City of
Campbell, reimbursement will be a maximum of $80 per month.
Effective July 2000, the following change will be made:
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.
The remaining eligibility requirements will remain unchanged.
Campbell Police Officers' Association
Page 6
VIII. POLICE AGENT
City will 1) amend the Job Description for Police Agent to add "serves as Field Training Officer
for new recruits and conducts roll call and in-service training for Officers" to the Typical Duties
section; 2) eliminate differential FTO pay (trainer pay) for Police Agents when serving as
Field Training Officer; and 3) adjust the salary range of the Police Agent classification from
5.1 % above Police Officer to 6.2% above Police Officer, effective July 12, 1999. This results in
Police Agent E step of $5,476.
IX. RETROACTIVITY
All proposals will be effective as indicated if agreement is reached by July 12, 1999. If
agreement is not reached by July 12, 1999, 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.
EXECUTED THIS /1fh DAY OF h k1 1999, BY THE EMPLOYER-EMPLOYEE
REPRESENTATIVES, WHOSE SIGNATURE PPEAR BELOW, FOR THEIR RESPECTIVE
ORGAIZATION.
CITY REPRESENTATIVES
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Barbara Lee, Administrative Services Director
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Elizab",.rown, pzager
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Captain David Rauschhuber
Sgt. Chris Milosovich
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Officer Gary Marshall
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