CC Resolution 9248
RESOLUTION NO. 9248
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 ~day of July, 1997 by the following roll
call vote:
AYES:
Councilmembers:
Dougherty, Watson, Furtado, Conant
NOES:
Councilmembers:
None
Dean
ABSENT:
Councilmembers:
APPROVED:
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Barbara D. Conant, Mayor
ATTEST:
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A'iine 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 "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 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, 1997.
CPOAmou
CPOA
Page 2
I. GENERAL CONDITIONS (cont.)
C. Existing Benefits Continued
This Memorandum of Understanding does not modify eXlstmg 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.
D. Represented Classifications
· Police Agent
· Police Officer
· Police Sergeant
II. COMPENSATION ADJUSTMENTS
A. Effective July 14, 1997, the salaries of all classifications represented by
CPOA shall be increased by four percent (4.0 %).
B. Effective January 12, 1998, the salaries of all classifications represented by
CPOA shall receive a special adjustment of three percent (3.0 %).
C. Effective July 13, 1998, the salaries of all classifications represented by
CPOA shall be increased by four percent (4.0 %).
III. OTHER PROVISIONS
A. Health Insurance Benefit Program
Julv 1997
· Effective July 1997, the City will provide a maximum of $520 per
month for health insurance. Any unused portion of the health
insurance allotment will not be rebated to the employee.
CPOAmou
CPOA
Page 3
III. OTHER PROVISIONS (Cont.)
Julv 1998
· Effective July 1998, the City will 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.
B. Other Benefit Cost Adjustments
Julv 1997
· PERS: The City will be responsible for any increase to the PERS
employer contribution rate.
· Dental Insurance: The City will contribute $78.65 per month per
employee to provide a Delta Dental Plan with a maximum annual
benefit of $1 ,500 per patient.
· EAP: The City will contribute $6.75 per month for the Employee
Assistance Program.
· 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
1997 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 $800 per year. Payment will be
made one time each fiscal year (in July).
C. Other Benefit Cost Adjustments
July 1998
· PERS: The City will be responsible for any increase to the PERS
employer contribution rate.
CPOAmou
CPOA
Page 4
Julv 1998 (Cont.)
· 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
1998, the City will continue to contribute $20 per pay period to each
CPOA employee's ICMA Deferred Compensation account.
· Uniform Allowance: Effective July 1998, 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).
D. PERS 1959 Survivor Benefit
CPOA and City agree that once City receives the PERS actuarial valuation
regarding improving the 1959 Survivor Benefit for CPOA members, the
parties will meet and confer regarding this issue. Further, the parties
understand, based upon preliminary information provided by PERS and
the PERS Retirement Betterment Committee, Inc., that an increased level
of 1959 Survivor Benefit should have no impact on the City's Employer
PERS rate for the foreseeable future.
IV. PERSONNEL RULES AND REGULATIONS MODIFICATIONS
The City's Personnel Rules and Regulations will be amended as follows:
1. Section 9.4 Extension ofProbationarv Period. Section 9.4 will be modified to read:
"The Personnel Officer may grant an extension of the probationary period, if the
probationary employee or the probationary employee's supervisor 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."
CPOAmou
CPOA
Page 5
2. Section 9.6 Reiection Following Promotion. Section 9.6 will be modified to read:
"Any employee rejected during the probationary period following a promotional
appointment, or at the conclusion of the probationary period, by reason of failure of
the appointing power to file a statement that hislher services have been satisfactory,
shall be reinstated to the position from which he/she was promoted if a vacancy
exists, unless he/she is the subject of a disciplinary dismissal in the manner provided
in the Personnel Ordinance and the City's Personnel Rules and Regulations. If the
employee is rejected during the probationary period following a promotional
appointment, he/she is not the subject of a disciplinary dismissal, and no vacancy
exists in hislher former classification, hislher name shall be placed on a re-
employment list for hislher former classification in the same manner as provided in
the City's Personnel Rules and Regulations Section 13.3.G."
3. Section 20.0 Grievance Procedures. Section 20.2 (Definitions, Scope, and Right to
File) will be modified as follows:
· Remove Section 20.2.C, thereby eliminating administrative procedures from
the definitions of grievance.
· Add "...excluding, however any provision that specifically provides that the
decision of the City Manager or other City Official shall be final" to Section
20.2.B.
V. BILINGUAL PAY
CPOA employees who are certified to have a working level of competence in languages
other than English, spoken regularly in contacts with members of the Campbell
community, will receive an additional $35 per pay period as Bilingual Pay.
In order to be eligible for Bilingual Pay, the Police Chief must certify that the
employee regularly has a need to use hislher bilingual skills in communicating
with members of the community. Additionally, the employee must pass a
certification test completed by a trained professional.
CPOAmou
CPOA
Page 6
VI. RETIREE MEDICAL PROGRAM
Effective July 1997, the City's Retiree Medical Program will contain the
following eligibility requirements and benefits:
· 25 years of service with the City of Campbell required to receive the benefit.
· Minimum retirement age of 50 and retired from the City of Campbell.
· Payment for medical coverage for the retiree only (not dependents) on a
reimbursement basis, to a maximum of $90 per month.
· 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.
Effective July 1998, the City's Retiree Medical 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 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, reimbursement will be a maximum of $1 00 per month.
For employees who have completed at least 20 years of service with the
City of Campbell, but less than 25 years of service, reimbursement will be
a maximum of $80 per month.
VII. POTENTIAL NEW POLICE DEPARTMENT PROGRAM
CPOA and City agree that should the Campbell Police Department implement a
K-9 program during the term of this M.O.V., the parties will meet and confer
regarding the impacts of the program on matters within the scope of
representation.
CPOAmou
CPOA
Page 7
VIII. RETROACTIVITY
All proposals will be effective as indicated if agreement is reached by June 30,
1997. If agreement is not reached by June 30, 1997, compensation adjustments
will not be effective until the first day of the first pay period following City
Council ratification of the Memorandum of Understanding.
IX. RATIFICATION
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 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.
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EXECUTED THIS C DAY OF JUtJL. , 1997 BY THE EMPLOYER-
EMPLOYEE REPRESENTATIVES, WHOSE SIGNATURES APPEAR BELOW,
FOR THEIR RESPECTIVE ORGANIZATION.
CITY REPRESENT A TIVES
CPOAmou
CAMPBELL PEACE OFFICERS
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