CC Resolution 7982V
RESOLUTION NO. 79g2
A RESOLUTION AMENDING THE CONPENSATION AND WORKING CONDITIONS
FOR CLASSIFIED NON-MANAGHMENT EMPLOYERS
REPRESENTED BY THE EMPIAYEE ORGANIZATION FN<n~?RATED BELOW
WHEREAS, a Memorandum of Understanding for salaries, benefits and
working conditions has been approved and executed by the authorized
representatives of the Ca~bell Municipal Employees Association and City
Council representatives; and
WHEREAS, the City Council has ratified and adopted the provisions of
the Memorandum of Understanding; and
WHEREAS the representatives of the Campbell Municipal Employees
Association and representatives of the City Council of the City of
Campbell desire to adopt the provisions included in the Addendum to the
Memorandum of Understanding, attached.
NOW THEREFORE, BE IT RESOLVED that the City Council does approve and
ratify the Addendum to Memorandum of Understanding attached hereto and
made a part hereof.
PASSED AND ADOPTED this 7th day of August 1990, by the
following roll call vote:
AYES Councilmembers: Watson, Conant, Burr, Ashworth
NOES Councilmembers: None
ABSENT: Councilmembers: xotowski
APPROVED:
J n~J. Ashworth, Mayor
ATTEST:
1
r
MEMORANDUM OF
ON
WAGE, 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
"First Party," and the authorized representatives of the CAMPBELL
MUNICIPAL EMPLOYEES ASSOCIATION, hereinafter referred to as "Second
Party."
STATE LAW COMPLIANCE
This Memorandum of Understanding complies with the provisions of the State
of California Public Employee 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.
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 36-month term beginning July 1, 1990, continuing
through June 30, 1993, at which time the Memorandum of Understanding
terminates.
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 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 MUNICIPAL EMPLOYEES ASSOCIATION
Page Two
I.
A. July 1990
Effective the first day of the first pay period of July 1990,
the salaries of all classifications represented by the Second
Party shall be increased five and one-half percent (5.5$).
Effective January 7, 1991, the following special salary
adjustments will be made:
Recreation Supervisor 4$ Secretary 3~
Senior Services Supervisor 4$ Principal Clerk 3~
Historic Res. Supervisor 4+E Deputy City Clerk 3~
Recreation Program Coordinator 4~ Senior Clerk-Typist 3~
Clerk-Typist 3~
Receptionist/Clerk 3~
B. July 1991
Effective the first pay period of July, 1991, salaries of all
classifications represented by the Second Party shall be
increased by an amount equal to one hundred percent (100) of
the increase in the San Francisco/Oakland/San Jose Urban Wage
Earner and Clerical Worker Consumer Price Index for the one year
period from May 1, 1990 through April 30, 1991, with a maximum
salary increase of seven percent (7$) and a minimum increase of
four percent (4~).
C. July 1992
Effective the first pay period of July, 1992, salaries of all
classifications represented by the Second Party shall be
increased by an amount equal to one hundred percent (100) of
the increase in the San Francisco/Oakland/San Jose Urban Wage
Earner and Clerical Worker Consumer Price Index for the one year
period from May 1, 1991 through April 30, 1992, with a maximum
salary increase of seven percent (7~) and a minimum increase of
four percent (4$).
J
CAMPBELL MUNICIPAL EMPLOYEES ASSOCIATION
Page Three
Represented Classifications
Accountant
Account Clerk II
Administrative Aide
Assistant Civil Engineer
Building Inspector
Building Maint. Lead Worker
Building Maint. Supervisor
Building Maint. Worker
Clerk Typist (PPT)
Deputy City Clerk
Engineering Technician I
Engineering Technician II
Historic Resources Supvr.
Housing & Comm. Dev. Coord. (PPT)
II. OTHER PROVISIONS
A. Benefit Cost Increases
Planner I
Planner II
Principal Clerk
Public Works Inspector
Recreation Program Coordinator
Recreation Supervisor
Secretary
Senior Building Inspector
Senior Clerk-Typist
Senior Lighting and Traffic Signal Tech.
Senior Services Supervisor
Receptionist/Clerk
Utility Worker
Volunteer Services Coordinator (PPT)
July 1990: The First Party will be responsible for any increase
to the PERS employer contribution rate. The First Party will
contribute $45.00 per month to cover the rate increases for dental
and health insurance. This additional contribution will increase
the First Party's contribution for health insurance from $276.00
per month to $315.65 per month.
July 1991: The First Party will be responsible for increases in
the PERS employer contribution rate, dental, life, EAP and LTD
insurance programs. The First Party will contribute $30.00 per
month to cover health insurance rate increases, bringing the First
Party's contribution for health insurance to $345.65 per month.
July 1992: The First Party will be responsible for increases in
the PERS employer contribution rate, dental, life, EAP and LTD
insurance programs. The First Party will contribute $30.00 per
month to cover health insurance rate increases, bringing the First
Party's contribution for health insurance to $375.65 per month.
B. Lifeguard Prescription Drug Covera4e
The City will offer Lifeguard prescription drug coverage to be
funded by the employee through the health allocation. Should this
benefit not be accepted by all represented groups, the coverage
will not be made available; however, the health allocation as
proposed will remain unchanged.
CAMPBELL MUNICIPAL EMPLOYEES ASSOCIATION
Page Four
C. Tuition Reimbursement
The current $500 per fiscal year tuition reimbursement maximum
will be increased to $525 effective July 1990, to $550 effective
July 1991, and to $575 effective July 1992.
D. Vision Plan
A voluntary vision plan will be offered, to be purchased on an
individual basis and paid for by payroll deduction. Should
initial enrollment not meet the minimum requirement of 15
enrollees, the program will not be offered.
E. Retiree Medical Prooram
Effective July 1990, the City will implement a City funded retiree
medical program with the following components:
- 25 years of service with the City of Campbell required to
receive benefit
- Minimum retirement age of 50 and retired from City of Campbell
- Future retirees and prior retirees who meet specified criteria
will be eligible to receive benefits
- Payment for medical coverage for retiree only (not dependents)
on a reimbursement basis, to a maximum of $75 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 beginning January 1991 for reimbursement for the prior 6
months costs
III. MODIFICATIONS TO PERSONNEL RULES
The following sections of the Personnel Rules and Regulations will be
modified as follows:
1. Section 12.6 Pre-Disciplinary Hearino Procedures:
Second paragraph to be changed to read "For the purposes of
pazagraph 12.6, "disciplinary action" shall be defined as salary
step reduction, suspension, demotion or dismissal."
Modifications to this section do not modify the employee's right
to appeal of disciplinary measures as provided in Section 20 of
the Personnel Rules and Regulations.
y
CAMPBELL MUNICIPAL EMPLOYEES ASSOCIATION
Page Five
2. ADD Section 12.8 Just Cause For Discipline as follows:
"The following list of causes are provided as a guideline for
supervisors, department heads and employees as to what may
constitute the proper basis for disciplinary action. Just cause
for discipline may include but not be limited to the following:
A. Absence from duty without approval including: abandonment of
position; abuse of sick leave; neglect of duty; failure to
keep required work hours.
B. Failure to adhere to or comply with approved operational or
safety guidelines including: unauthorized use of time,
equipment or material; unauthorized use of City property,
funds, records.
C. Being under the influence of any drug, narcotic or alcoholic
beverage during working hours.
D. Acts which in the determination of the City Manager reflect
negatively on the operation of the City including:
dishonesty; insubordination; fraud, misrepresentation, false
information in securing appointment or promotion; any form of
intentional harassment.
E. Intentional abusive treatment of a citizen, supervisor, or
fellow employee.
F. Conviction of a serious criminal offense, which in the
determination of the City Manager reflects negatively on the
City."
3. Section 16.2 Vacation Accrual
Effective the first pay period of July 1990, vacation accrual
rates will be modified as follows:
Hours Accrued
Years of Service (Uninterrupted) Per Pay Period
Start of year 1 through completion of year 5 3.38 (il days)
Start of year 6 through completion of year 10 4.92 (16 days)
Start of year 11 through completion of year 15 5.85 (19 days)
Start of year 16 and thereafter 6.46 (21 days)
r
CAMPBELL MUNICIPAL EMPLOYEES
Page Six
4.
Accrual Rate Number of Hours Retainable
3.38 hours 192 (24 days)
4.92 hours 232 (29 days)
5.85 hours 256 (32 days)
6.46 hours 272 (34 days)
5
and
The times during a calendar year at which an employee may take
vacation shall be determined by the department head with due
regard for the wishes of the employee, and particular regard for
the needs of the service. If the requirements of the service are
such that an employee cannot take part or all of this annual
vacation in a particular calendar year, such vacation either shall
be taken during the following calendar year, or paid for at the
discretion of the appointing power subject to the approval of
additional funds by the City Manager. In those years where it is
impractical for classified non-management personnel to schedule a
vacation, vacation as of December 31 each year may be retained as
follows:
Payout of hours which exceed the number of hours retainable on
December 31 of each year, will not exceed the number of hours of
vacation time taken by the employee during the preceding 12
months. Hours in excess of the number of hours retainable which
are not eligible for payout may be carried over into the next
calendar year and must be scheduled for use by the employee prior
to March 31 of that calendar year. Excess vacation hours which
are not used by the employee during that three month period will
be scheduled as mandatory vacation time off at a time to be
determined by the department head.
Addendum "A" - II. Floating Holiday Usage Rules and Exceptions
The following words will be deleted from the first paragraph:
"Employees receiving holiday pay must take their Floating Holiday
in no less than two-hour increments and all other employees must
take their Floating Holidays in no less than four-hour
increments."
IV. RATIFICATION
This Memorandum of Understanding is subject to ratification by a
majority vote of the employee organization represented herein within
ten (10) days of execution by the Second Party and by approval of a
majority of the City Council of Campbell within twenty (20) days of the
date of execution.
~ CAMPBELL MUNICIPAL EMPLOYEES ASSOCIATION
Page Seven
EXECUTED THIS ~!~ DAY OF , 1990 BY THE EMPLOYER-EMPLOYEE
REPRESENTATIVES WHOSE SIGNA S APPEAR BELOW, FOR THEIR RESPECTIVE
ORGANIZATION.
CITY REPRESENTATIVES: CAMPBELL MUNICIPAL EMPLOYEES
ASSOCIATION
ADDENDUM TO
MEMORANDUM OF UNDER
ON
WAGE, EMPLOYEE BENEFITS, HOURS AND
OTHER TERMS AND CONDITIONS OF EMPLOYMENT
The Memorandum of Understanding between the authorized representatives of
the City Council of the City of Campbell and authorized representatives of
the Campbell Municipal Employees Association; for a 36-month term
beginning July 1, 1990, continuing through June 30, 1993, shall be amended
as follows:
1. Section I.C. (Compensation Adjustments)
July 1992
Effective the first pay period of July, 1992, salaries of all
classifications represented by the Second Party shall be increased by
an amount equal to one hundred percent (1000 of the increase in the
San Francisco/Oakland/San Jose Urban Wage Earner and Clerical Worker
Consumer Price Index for the one year period from May 1, 1991 through
April 30, 1992, with a maximum salary increase of seven and one-half
percent (7.5~) and a minimum increase of four and one-half percent
(4.5~).
2. Section II2.2. (Addition of Section 12.8 - Just Cause For Discipline
to Personnel Rules and Regulations)
Section 12.8.C will read "Being under the influence of any illegal
drug, narcotic or alcoholic beverage during working hours.
3. Section III.4 (Vacation Scheduling and Retention of Unused Vacation)
The number of vacation hours retainable by an employee who accrues
6.46 hours per pay period shall be increased to 280 hours (35 days).
All other provisions of the Memorandum of Understanding between the City
Council of the City of Campbell and Campbell Municipal Employees
Association shall remain unchanged.
CAMPBELL MUNICIPAL
CITY REPRESENTATIVES