CC Resolution 9015
RESOLUTION
9015
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 Millmen and
Industrial Carpenters, Local 262 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 16th day of July, 1996, by the following roll call vote:
AYES:
Councilmembers:
Burr, Conant, Watson, Dougherty
NOES:
Councilmembers:
None
ABSENT:
Councilmembers:
Furtado
ATTESTj
/~
l/
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 "City," and the authorized
representatives of Millmen and Industrial Carpenters. Local 262. hereinafter referred to as
"MIC."
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, 1996 and ending June 30, 1998.
MIC
Page 2
I. GENERAL CONDmONS (cont.)
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 Classifications 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
Equipment Maintenance Supervisor
Maintenance Worker I
Maintenance Worker II
Mechanic I
Mechanic II
Park Maintenance Worker I
Park Maintenance Worker II
Park Maintenance Lead Worker
Lighting & Traffic Signal Technician
Senior Lighting & Traffic Signal Technician
Sweeper Operator
Street Maintenance Lead Worker
ll. COMPENSA TION ADJUSTMENTS
A. Effective July 1, 1996, the salaries of all classifications represented by MIC
shall be increased by three percent (3.0 % ).
B. Effective July 14, 1997, the salaries of all classifications represented by MIC
shall be increased by three percent (3.0%).
ill. OTHER PROVISIONS
A. Benefit Cost Adjustments
July 1. 1996
.L. The City will be responsible for any increase to the PERS employer
contribution rate.
2. The City will continue to provide the City's current dental coverage
(current plan) making a monthly dental contribution of $63.67. In
addition the City will add orthodontics coverage effective September
1996.
MIC
Page 3
ID. OTHER PROVISIONS (cont.)
A. Benefit Cost Adjustments (cont.)
3. The City will continue to provide the current level of life insurance,
making a contribution of $7.40 per month.
4. The City will continue the existing contribution of $6.75 per month for
the Employee Assistance Program.
5. The City will continue to contribute a maximum of $40.50 per month
for Long Term Disability Insurance. The maximum benefit is $2,000
per month.
July 1. 1997
1. The City will be responsible for any increase to the PERS employer
contribution rate.
2. The City will increase the dental insurance benefit from $1,000.00 per
year per covered individual to $1,500.00 per year per covered
individual effective July 1997.
3. The City will be responsible for any increase in life insurance costs.
4. The City will be responsible for any increase in Employee Assistance
Program costs.
5. The City will be responsible for any increase in Long Term Disability
Insurance costs.
B. Health Insurance Benefit PrOlzram
Effective July, 1996, the City will provide a maximum of $435 per month for
health insurance. Any unused portion of the health insurance allotment will be
rebated to the employee, up to a maximum of $180 per month.
C. Uniform Allowance
Effective July, 1996, the City will increase the uniform allowance for all
employees represented by MIC, except Mechanic I, Mechanic II, and the
Equipment Maintenance Supervisor by $35, bringing the uniform allowance to
$450 per fiscal year. Effective July, 1997, the City will increase this uniform
allowance by $10 per year, bringing the annual uniform allowance to $460.
MIC
Page 4
III. OTHER PROVISIONS (cont.)
D. Tool and Shoe Allowance - Mechanic II and Equipment Maintenance
Supervisor
Effective July, 1996, the Mechanic II and Equipment Maintenance Supervisor
will receive a shoe allowance of $125 to be paid in July. Effective July, 1996,
the maximum tool reimbursement per fiscal year will be increased from $125
to $150. All other provisions of the tool replacement policy will remain
unchanged.
E. Deferred Compensation
In recognition of MIC's concern for future medical insurance costs of
prospective MIC retirees, effective August, 1996, the City will contribute
$9.00 per pay period to MIC employees' ICMA Deferred Compensation
Accounts. Effective July, 1997, the City will increase the Deferred
Compensation contribution to $15 per pay period.
F. Retiree Medical Pro2ram
The City will continue the existing Retiree Medical Program with the
improved benefit listed in #4 below, effective July 1997:
1. 25 years of service with the City of Campbell required to receive benefit.
2. Minimum retirement age of 50 and retired from the City of Campbell.
3. Future retirees and prior retirees who meet specified criteria will be
eligible to receive benefits.
4. Payment for medical coverage for retiree only (not dependents) on a
reimbursement basis, to a maximum of $90 per month.
5. Employees who become Medicare eligible will no longer be eligible for
benefits.
6. Bills must be submitted to the City in January and July of each year for
reimbursement for the prior six moJ?ths costs.
MIe
Page 5
ID. OTHER PROVISIONS lcont.)
G. Maintenance of Membership
Effective upon execution of this MOD (July 1996) and except as otherwise
provided herein, each employee who is a member in good standing of Millmen
and Industrial Carpenters Local 262 shall thereafter, as a condition of
employment, maintain such membership for the duration of the MOD except
as otherwise provided herein, to the extent of paying the periodic dues
uniformly required by MIC as a condition of retaining membership.
Any employee who, upon execution of this MOD, is not a member of MIC or
any person who becomes an employee after execution, shall not be required to
become a member as a condition of employment. Any such employee who
thereafter becomes a member shall thereafter maintain such membership for
the duration of the MOD except as otherwise provided herein. Personnel
Services will notify MIC when new Public Works non-management
maintenance employees are hired.
Any employee who, upon execution of this MOD, was a member of MIC and
any employee who subsequently becomes a member may, during the period
beginning June 1, 1998 through and including June 30, 1998, resign such
membership and thereafter shall not be required to join as a condition of
employment. Resignations shall be submitted on the prescribed form provided
by the Personnel Office.
MIC shall indemnify the City and hold it harmless against any and all suits,
claims, demands and liabilities that may arise out of or by reason of the
application of or implementation of any provision of this section.
H. Tuition Reimbursement
Effective July, 1996, the current tuition reimbursement program will be
modified to increase the maximum fiscal year reimbursement to $625, per
the terms defined in Section 18.3.A.l of the Personnel Rules and Regulations.
MIC
Page 6
IV. MODIFICATIONS TO PERSONNEL RULES AND REGULATIONS
The following sections of the Personnel Rules and Regulations will be modified as
follows:
A. Section 17.17. Working Out of Class Pay -- Public Works Maintenance
Division Nonmanagement Personnel
Section 17.17 will be modified to read: "Employees required to serve in an
acting capacity in the higher classification of Sweeper Operator shall receive
an additional $15 per day plus Split Shift Differential pay if applicable.
Employees required to serve in an acting capacity in the higher classification
of Lead Worker shall receive an additional $15 per day. Employees required
to serve in an acting capacity in the higher classifications of Park Maintenance
Supervisor, Street Maintenance Supervisor, Equipment Maintenance
Supervisor, or Senior Lighting and Traffic Signal Technician shall receive an
additional $20 per day. Acting pay will be provided for assignments of four
(4) or more hours. Employees required to serve in an acting capacity in the
higher classification of Public Works Superintendent shall receive an additional
$25 per day. Acting pay for the Public Works Superintendent assignment will
be for a minimum of eight hours. Written authorization to work in a higher
classification will be required. Such written authorization shall be provided to
the employee upon commencement of the assignment. "
B. Section 16.22 Overtime
Section 16.22. B of the City's Personnel Rules and Regulations will be
modified to read:
"Eligible classified non-management employees who are called back to work
by their immediate supervisor shall be granted the following minimum paid
overtime or compensatory time.
Public Works non-management maintenance personnel: 3 hours paid at time
and one-half OR 4 1/2 hours compensatory time. In addition, if the non-
management Public Works maintenance employee is contacted by his/her
supervisor prior to the beginning of his/her normal work day or following
his/her normal work day and the non-management public works maintenance
employee is not on the City Service Center premises, the call back provision
will apply."
MIC
Page 7
IV. MODIFICATIONS TO PERSONNEL RULES AND REGULATIONS (cont.)
C. Section 17.19 Standbv Pav -- Public Works Non-mana~ement Maintenance.
Mechanic and Traffic/Lil!hting Personnel
Section 17.19 of the City's Personnel Rules and Regulations will be modified
to read:
"Standby assignments outside the regular work schedule shall first be made on
a voluntary basis. In the absence of volunteers, the Public Works
Superintendent will designate standby assignments.
During the normal work week, if the need for standby is known, standby
assignments will be made for the period of time from the end of the
employee's normal work day until the employee's normal start time, the
following day.
If the need for standby assignments is known by the end of the workday on a
Friday, such standby assignments will be made for the following time periods:
End of work day Friday to 8:00 a.m. Saturday
8:01 a.m. Saturday to 8:00 a.m. Sunday
8:01 a.m. Sunday to beginning of work day Monday
If the need for standby is expected for part of the weekend, but not the entire
weekend, only that portion needed will be assigned in advance.
If an upcoming assigned standby shift is no longer needed, the employee
assigned to that shift will be notified no less than 8 hours in advance.
In order to be eligible for standby assignments, employees must reside, or
secure accommodation for the duration of the assignment, at a location that is
no more than thirty (30) minutes travel time from the City's Service Center.
Standby pay shall be compensated at the rate of four (4) hours of straight time
for every twenty-four hours of assignment or portion thereof. Call out of
employees on standby assignment shall be compensated at the regular overtime
rate for hours worked in addition to the standby pay. The City may provide a
vehicle to employees on standby assignment. "
. ' ,
MIC
Page 8
v. 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 MIC 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 L2~,-, DAY OF JULY, 1996 BY THE EMPLOYER-EMPLOYEE
REPRESENTATIVES, WHOSE SIGNATURES APPEAR BELOW, FOR THEIR
RESPECTIVE ORGANIZATION.
CITY REPRESENTATIVES
MILLMEN AND INDUSTRIAL
CARPENTERS, LOCAL 262
-~~~
n~~~
L:>v-~~