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HomeMy WebLinkAbout1993-02-02; City Council; 12064; MOU w/ the Carlsbad City Employees' Associationb . c sa bL1 5 2 1p=. ra. z 0 F 0 4 d z 3 0 0 tf d CIT~F CARLSBAD - AGEN~ BILL J AB # sifico? TITLE: DEI MTG. 2-2-93 Memorandum of Understanding between the City of CIT DEPT. HR Carlsbad and the Carlsbad City Employees’ Association CIT RECOMMENDED ACTION: Adopt Resolution No. 93-JY approving a Memorandum of Understanding between the City of Carlsbad and the Carlsbad City Employees’ Association. ITEM EXPLANATION: Representatives of the City and the Carlsbad City Employees’ Associatior (CCEA) have met and conferred in good faith and have reached an agreement regarding wages, hours, and other terms and conditions of employment for general employees. The term of the Memorandum of Understanding with CCEA shall be from January 1, 1993, through December 31, 1994, and includes the following: 0 Modifications to the terms and conditions of employment that applp Addition of Martin Luther King’s Birthday, which will be Implementation of a 9/80 alternative work schedule on a trial basil The City agrees to apply funds from its health insurance reserves s to general employees. 0 commemorated as a floating holiday. 0 0 that employees will experience no increase in the employee contribution to health insurance during calendar years 1993 and 1994. The agreement provides that the parties will meet and confer on th subject of a salary adjustment beginning December 1993. Upon mutual agreement, the parties may reopen discussions at either an earlier or a later date. 4 e w c i PAGE 2 OF AB # /a?, @&d FISCAL IMPACT: There is no direct additional cost associated with the proposed modifications to the terms and conditions of employment, the addition of a floating holiday, or the implementation of the trial 9/80 work schedule. However, the potential impact from the addition of a floating holiday and/or the modification of the work schedule will be a service level issug which will be managed and will result in no reduction in service to the public. The parties have agreed that the 9/80 work schedule will be implemented on a trial basis and that an evaluation will be conducted to determine whether the 9/80 work schedule will be adopted or disco n t i n u ed . The estimated cost of funding the health insurance increases in calendar years 1993 and 1994 is $26,000 for the employees’ share of the increase and $265,000 for the City’s share. This increased cost is based on trend assumptions in health care costs as determined by Towers Perrin, the City’s health care consultants. The costs will be funded from the Health Insurance Fund balance which was approximately $1.3 million as of December 31, 1992. EXHIBITS: Resolution No. 99-27 adopting the Memorandum of Understanding between the City of Carlsbad and the Carlsbad City Employees’ Association. c I 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 e w RESOLUTION NO. 93-29 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CARLSBAD, CALIFORNIA, ADOPTING A MEMORANDUM OF UNDERSTANDING BETWEEN REPRESENTATIVES OF MANAGEMENT AND THE CARLSB AD CITY EMPLOYEES’ ASSOC IATION. WHEREAS, representatives of management and the Carlsbad City Employees’ Association, have met and conferred in good faith pursuant to the Meyers-Millias-Brown Act, regarding wages and other terms and conditions of employment from June 1992 through December 1992; and WHEREAS, said representatives have reached agreement whic they desire to submit to the City Council for consideration and approval; and WHEREAS, the City Council has determined it to be in the public interest to accept such an agreement in the form of a Memorandum of Understanding, marked Exhibit A and incorporated reference herein; WHEREAS, the costs of the health insurance increases durins the term of this Memorandum of Understanding will be covered by the fund balance in the Health Insurance Fund. NOW, THEREFORE, BE IT RESOLVED by the City Council for the City of Carlsbad, California, as follows: \ c 1 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 0 w 1. That the above recitations are true and correct. 2. That the Memorandum of Understanding between the Carlsbad City Employees’ Association and representatives of management is hereby accepted. PASSED, APPROVED, AND ADOPTED at a regular meeting of th Carlsbad City Council held on the 2nd day of FEBRUARY , 1993; by the following vote, to wit: AYES: NOES: None Council Members Lewis , Stanton, Kulchin, Nygaard, Finni ABSENT: None ATTEST: ETH A&NKRANZ, City Clerk %EK R%TZ, Assistant City. Clerk (SEAL) 0 e ( ' MEMORANDUM OF UNDERSTANDING between the City of Carlsbad and the Carlsbad City Employees' Association Effective January 1, 1993, through December 31, 1994 0 0 t I MEMORANDUM OF UNDERSTANDING TABLE OF CONTENTS Foreword .......................................... Page 1 Preamble .......................................... Page 1 Article 1 Recognition ............................P age 1 Article 2 Implementation ......................... Page 1 Article 3 Term .................................. Page 2 Article 5 Effective Dates ......................... Page 2 Article 7 No Strike and No Lockout ................. Page 2 Article 8 City Rights ............................. Page 3 Article 9 Employee Rights ........................ Page 3 Article 10 Association Rights ...................... Page 3 Article 11 Confidential Employees .................. Page 5 Article 12 Payroll Deductions ...................... Page 6 Article 13 Distribution of Paychecks ................ Page 6 Article 14 Compensation Adjustments .............. Page 6 Article 15 Overtime ............................... Page 6 Article 16 Working Out of Class .................... Page 9 Article 17 Injured on Duty ......................... Page 10 Article 18 Bilingual Pay ........................... Page 11 Article 19 Uniforms and Equipment ................. Page 11 Article 20 Tool Allowance ......................... Page 12 Article 21 Longevity Pay ..........................Pa ge 13 Article 22 Vacation .............................. Page 13 Article 23 Holidays ...............................Page 15 Article 24 Sick Leave ............................. Page 17 Article 25 Bereavement Leave ...................... Page 18 Article 26 Leave of Absence ....................... Page 1 9 Article 27 Military Leave ..........................Page 21 Article 28 Jury Duty .............................. Page 21 Article 29 Rest Periods ...........................Pa ge 21 Article 30 Latestarts ............................. Page 21 Article 3 1 Flexible Classifications ................. Page 2 1 Article 32 Flexible Start Hours ..................... Page 22 Article 33 Flexible Work Schedules ................. Page 22 Article 34 Flexible Job Sharing ..................... Page 23 Article 4 Renegotiation .......................... Page 2 Article 6 Authorized Agents ...................... Page 2 0 0 < 5 Memorandum of Understanding Table of Contents Page 2 Article 35 Health Insurance ........................P age 23 Article 36 State Disability Insurance ............... Page 24 Article 37 Long Term Disability .................... Page 24 Article 38 Retirement ............................. Page 24 Article 39 Deferred Compensation .................. Page 24 Article 40 Health Insurance for Retirees ............ Page 24 Art ic I e 4 1 Grievance Procedure ..................... Page 2 5 Article 42 Disciplinary Procedures ................. Page 29 Article 43 Alcohol and Drug Policy .................. Page 35 Article 44 Air Pollution Control District ............ Page 39 Article 45 Access to Information ................... Page 39 Article 46 Communications ........................Page 40 Article 47 Legal Representation .................... Page 40 Article 48 Layoff .................................Page 40 Article 49 Carlsbad Municipal Water District ........ Page 43 Article 50 Full Understanding, Modification & Waiver . Page 44 Article 51 Provisions of Law ....................... Page 44 Article 52 Retention of Benefits .................... Page 44 Article 53 Non-discrimination Clause ............... Page 44 Article 54 Employer-Employee Organization Relation Resolution ............................. Page 45 Article 55 Americans With Disabilities Act .......... Page 45 Article 56 Family Leave Act ....................... Page 45 Attachment A Attachment B Attachment C Attach men t D Salary Schedule - General Employees Benefits Retained by CMWD Employees CMWD Salary Schedule and Job Classification Employer- Employee Relations Resol ut io n 0 0 L I EXHIBIT j MEMORANDUM OF UNDERSTANDING between the City of Carlsbad and the Carlsbad City Employees’ Association Foreword The Memorandum of Understanding is made and entered into between designated management representatives of the City of Carlsbad (hereinafter referred to as the “City”), and the designated representatives of the Carlsbad City Employees’ Association (hereinafter referred t as “CCEA). Preamble It is the purpose of this Memorandum of Understanding (hereinafter referred to as “Memorandum”) to promote and provide for harmonious relations, cooperation, and understanding between the City Management representatives and the general employees covere under this Memorandum, as shown on Attachment A and Attachment C; to provide an orderly an equitable means of resolving any misunderstandings or differences which may arise under thi: Memorandum; and to set forth the agreement of the parties reached as a result of good faith negotiations regarding wages, hours, and other terms and conditions of employment of the employees covered under this Memorandum. Article 1 Recoa nition A The City of Carlsbad recognizes CCEA as the exclusive majority representative for all classifications in this unit, as set forth in Attachment A, pursuant to the petition for formal recognition submitted on February 11, 1976, and approved April 20, 1976, accordance with the Carlsbad Municipal Code. Attachment C lists additional classifications added to this unit. General unit classifications Secretary to the City Manager and Secretary to the City Attorney shall hereinafter be management classifications governed by the provisions the management compensation plan. B. Article 2 ImDlementation This Memorandum constitutes a recommendation to be submitted to the City Council subsequt to the ratification meeting by the membership of CCEA. It is agreed that this Memorandum s not be binding upon the parties either in whole or in part unless and until: The City Council acts, by majority vote, formally to approve and adopt said Memorandum. 1 0 0 t 8 Article 3 Term The term of this Memorandum of Understanding shall be from January 1, 1993, through December 31, 1994. Article 4 Reneaot iation In the event either party desires to meet and confer in good faith on the terms of a successor Memorandum of Understanding, that party shall serve upon the other a notice of such intent approximately one hundred twenty (120) days prior to expiration of the Memorandum of Understanding. Not more than thirty (30) days following such notice the parties shall meet. P such meeting, the parties will decide on a date for the mutual exchange of the issues each wishe to address during the meet and confer process. Such exchange shall occur not more than thirty (30) days after such meeting. Article 5 Effective Dates As of January 1, 1993, the terms of this Memorandum of Understanding will supersede the provisions of Resolution 92-1 16 adopted by the City Council of the City of Carlsbad on Januar 14, 1992. Article 6 Aut harked Aaen t s For the purpose of administering the terms and provisions of this Memorandum: A City’s principal authorized agent shall be the City Manager or a duly authorized representative (Address: 1200 Carlsbad Village Drive, Carlsbad, California 92008; Telephone (61 9) 434-2859), except where a particular City representative is specifically designated in connection with the performance of a specific function or obligation set forth herein. CCEA authorized representative shall be its President or duly authorized staff representative (Address: P.O. Box 2056, Carlsbad, California 92008; Telephone (6 B. 729-81 28). Article 7 No Strike and No Lockout A No Strike. During the life of this agreement, neither the employees nor any agents or representatives will instigate, promote, sponsor, engage in, or condone any strike (including sympathy strike), slowdown, concerted stoppage of work, sickouts, or any other intentional disruption of the operations of the City, regardless of the reason for doing. Penaltv. Any employee engaging in activity prohibited by Article 7, A., or who instig: or gives leadership to such activity, shall be subject to disciplinary action. B. 2 0 0 t I C. 1\30 Lockout. During the term of this agreement, the City will not instigate a lockout ove a dispute with the employees so long as there is no breach of Section 7, A. Association Official Responsibilrty. Each employee who holds the position of officer of the Employee Association occupies a position of special trust and responsibility in maintaining and bringing about compliance with the provision of this article, the employees agree to inform its members of their obligations under this agreement and to direct them to return to work. .. a. D. Article 8 C itv Riahts The rights of the City include, but are not limited to the exclusive right to determine mission o its constituent departments, commissions, boards; set standards of service; determine procedures and standards of selection for employment and promotions; direct its employees; take disciplinary action; relieve its employees from duty because of lack of work or other legitimate reason; maintain the efficiency of governmental operations; determine the methods, means, and personnel by which government operations are to be conducted; determine the content of job classifications; take all necessary actions to carry out its mission in emergencic and exercise complete control and discretion over its organization and the technology of performing its work. Article 9 Em DI ovee Riahts A Employees of the City shall have the right to form, join and participate in the activitie of CCEA for the purpose of representation on all matters of Employer-Employee Relations, including but not limited to, wages, hours, and other terms and conditions 0‘ employment. Employees of the City also shall have the right to refuse to join or participate in the activities of employee organizations and shall have the right to represent themselves individually in their employment relations with the City. No employee shall be interfered with, intimidated, restrained, coerced or discriminatf against by the City, CCEA or other employee organization(s) because of the exercise 01 hidher rights under this Article. An individual employee reserves the right to individual representation, upon formal notice to CCEA and the City, on any matter of Employer-Employee Relations. CCEA shall be provided notice of the results of such individual Employee-City meeting B. C. D. Article 10 Association Riahts A B. The City recognizes the right of CCEA to govern its internal affairs. The City agrees to include a one page CCEA “Information Sheet” in the orientation pac’ for newly hired employees in positions represented by CCEA. The City and CCEA agree that the purpose of the “Information Sheet” is to familiarize new employees with the operations and benefits of CCEA. All costs associated with preparing the “Information 3 L 0 e i t Sheet” shall be borne by CCEA. CCEA agrees to indemnify and hold the City harmless fc any disputes between CCEA and employees represented by CCEA arising out of information contained in the “Information Sheet.” Prior to distribution the “Information Sheet” must be approved by the Human Resources Director. The City will furnish bulletin boards for use of CCEA (Bulletin Boards for the exclusivi use by CCEA shall be provided at City Hall, Las Palmas and the main Library). Materiz placed on said bulletin boards shall be at the discretion of CCEA. City may remove CCEA material only in the event the material is obviously offensive to good taste, defamatory and shall be removed only on prior notification to CCEA. Bulletin boards shall be located at: 1) City Hall Employees’ Lounge, 2) Library Employees’ Lounge, 3) Parks Employee Rooms, 4) Oak Avenue Trailer, 5) Las Palmas Employees’ Lounge, 6) Safety Center Employees’ Lounge, 7) Mechanical Maintenance, 8) Stagecoach Community Park, 9) Calavera Community Park, 10) Redevelopment, 1 Senior Center. By mutual agreement additional locations may be added. CCEA reserves the right, at CCEA expense, to glass enclose with lock and key the bullel boards furnished by the City for the exclusive use by CCEA. Twice annually, within thirty (30) days of written request from CCEA, the City agree! to provide CCEA with a listing of names, departments, and classifications of employees classifications represented by CCEA. Names, departments, and classifications providec will reflect the most current data on file with the Human Resources Department as of I date the list is prepared. CCEA shall provide and maintain with the City a current list of the names and all authorized representatives of the CCEA. An authorized representative shall not enter i work location without the consent of the Department Head or hidher designee or the C Manager or hidher designee. The Department Head or hidher designee shall have the right to make arrangements for a contact location removed from the work area of the employee. Management shall not unreasonably deny access. CCEA may, with the approval of the Human Resources Department, be granted the use c City facilities for after hour meetings. CCEA shall be allowed to designate employee representatives to assist employees in preparing and processing grievances; and preparing and presenting material for disciplinary appeals hearings. CCEA may designate one employee representative to assist an employee in preparing ar presenting materials for the above-listed procedures. The employee representative sc designated shall be allowed reasonable release time from regularly scheduled duties fc the purpose of investigating and preparing materials for such procedures. Employee representatives who investigate, prepare or present materials during off-duty time C. D. E F. G 4 0 e < 1 shall do so on their own time. Employee representatives and employees who attend discipline or grievance hearings or City Council meetings during the off-duty time shall do so on their own time; providing, however, that employees who are ordered or subpoenaed to attend such hearings shall be compensated in accordance with the overtimg provisions of this Memorandum of Understanding. Designated employee representatives shall be allowed reasonable release time from regularly scheduled duties to attend meetings relative to other matters of employer- em ployee relations. Designated employee representatives requesting time off under this article shall direct such request to hidher immediate supervisor in writing within a reasonable time period to the date requested, in order to assure that the department meets its staff need: and to assure sufficient coverage of departmental assignments. CCEA may select members of the organization to attend scheduled meetings with the City staff on subjects within the scope of representation during regular work hours without loss of compensation. Where circumstances warrant, the City may approve the attendance at such meetings of additional employee representatives with or without los~ of compensation. The employee organization shall, whenever practicable, submit the names of all such employee representatives to the City at least two working days in advance of such meeting. Provided further: ( 1 ) H. That no employee representative shall leave his or her duty or work station or assignment without specific approval of the Department Head or other authorizc City management official. That any such meeting is subject to scheduling by City management in a mannei consistent with operating needs and work schedules. ( 2 ) Nothing provided herein, however, shall limit or restrict City management from scheduling such meetings before or after regular duty or work hours under approprial circumstances. Article 11 Confidential Emploveee Confidential employees are restricted from representing any employee organization, which represents other employees of the City, on matters within the scope of representation. This article does not otherwise limit the right of confidential employees to be members of and to hc off ice in CCEA. The following positions are designated as confidential: 1 ) 2 ) Unit employees assigned to the Human Resources Department. Unit employees assigned to the City Manager’s Office. 5 0 0 c t 3 ) 4 ) Unit employees assigned to the City Attorney’s Office. Unit employees assigned to payroll function in the Finance Department and the Finance Department Secretary. Data Processing Programmer, assigned to Information Systems Department. 5 ) Article 12 Pavroll Deductions The City shall withhold deductions in amounts designated by CCEA members providing changes ( not occur more frequently than once each fiscal year. Article 13 Distribution of Pavchecks For CCEA represented employees the City shall continue to distribute employee pay checks in sealed and windowed envelopes. Article 14 Comnensation Adi ustments The parties agree that they will meet and confer on the subject of a salary adjustment beginnii December 1993. Upon mutual agreement, the parties may reopen discussions at either an earlier or a later date. The effective date of the adjustment will be a subject of meeting and conferring . Article 15 Overtime 1. Overtime .. Any employee required to perform in excess of 40 hours in a 7 day cycle and/or in excess of an employee’s normal work day shall receive compensation at the rate of tim and one-half hidher regular rate of pay. The regular rate of pay shall include the following components in addition to base salary: 1 ) Bilingual Pay 2 ) Longevity Pay In determining an employee’s eligibility for overtime, paid leaves shall be included ii the total hours worked. Excluded from the total hours worked are duty free lunches, travel time to and from work, and time spent conducting bona fide volunteer activitie: There shall be no pyramiding of overtime. Hours worked by an employee in any work or workweek on which premium rates have once been allowed shall not be used again any other overtime calculation other than computing total actual hours worked. Time worked shall be computed by rounding to the nearest quarter of an hour. 6 0 0 t 2- calBEua Call back duty occurs when an employee is ordered to return to duty on a non-regularly scheduled work shift. Call back does not occur when an employee is held over from hidher prior shift or is working prior to his/her regularly scheduled shift. An employee called back to duty shall be credited with a minimum of two (2) hours work commencing at the time of the page, except an employee shall not be entitled to said minimum if the assignment has been scheduled in advance and the employee is provided with at least seven (7) calendar days notice of said assignment. 3. In lieu of receiving overtime pay pursuant to Section 1 above, an employee may elect, subject to department approval, to receive compensatory time off on a time and one-hs basis. No employee shall accrue more than 80 hours of such compensatory time. Shoul any employee exceed 80 hours of accrued compensatory time, he/she shall be paid at time and one-half his/her regular rate. An employee may use such compensatory time within a reasonable period after making the request if the use of compensatory time does not unduly disrupt the operations of tt- department. On December 1 of each year, an employee may elect to “cash out” any portion of his/h accrued compensatory time at hidher regular rate of pay. Notice shall be provided to the Human Resources Department no later than November 15 of the employee’s electio to “cash out” a portion of hidher accrued compensatory time. This ”cash out” shall t paid during the first pay period in December. Dvefiime Authorizatw All overtime requests must have the prior authorization of a supervisor prior to the commencement of such overtime work. Where prior written authorization is not feasible, explicit verbal authorization must be obtained. Calls for service beyond the end of duty time are considered as authorized. An employee’s failure to obtain prior approval may result in the denial of the overtim request. .. 4. 5. Employees are not authorized to wear their uniforms or any part thereof that is distinguishable as such unless on duty. Each employee is provided with a locker for his/her own personal convenience. An employee may or may not utilize the locker fo storage and changing purposes at his/her own discretion. Nothing herein prevents an employee from wearing hidher uniform to and/or from hidher residence to work. 7 e 0 t Nothing herein prevents an employee from wearing hidher uniform while conducting personal business during lunch time. Time spent in changing clothes before or after a shift, is not considered hours worked and is not compensable in any manner whatsoever. 6. Training time outside normally scheduled work hours shall be compensated pursuant to Code of Federal Regulations (CFR), Section 785.27, el. m. Travel time outside normally scheduled work hours shall be compensated pursuant to CFR Section 785.33, a. a. When feasible, the Department will adjust the employee’s work schedule to minimize tl impact of travel and training time. 7. City Vehicle Use Employees who are provided with a City vehicle to travel to and from work shall not be compensated in any manner whatsoever for such travel time in the City vehicle. This provision also applies in those situations where the radio must be left on and monitored. 8- I22U-m When an employee is physically called to court, while off duty, he/she shall be credite on an hour for hour basis for the time actually spent in court. An employee shall be credited with a minimum of two (2) hours for the court appearance. Travel time sha not be considered hours worked and shall not be compensated in any manner whatsoevc 9. 2!lmuea CCEA represented employees required to standby, to handle overtime work which may arise, shall be compensated at the rate of $20.00 per day. Standby status is defined as time in which an employee can be reached at hidher residence or by beepers and be able to respond in the appropriate time as designated k the department. Standby time is not considered hours worked under the Fair Labor Standards Act and not be compensated except as set forth above. This payment is being made pursuant to the M.O.U., not pursuant to FLSA. Time compensated in this manner shall not constitu hours worked for purpose of FLSA. 8 0 0 f . 10. Shift Trades The practice of shift trading shall be voluntary on behalf of each employee involved in the trade and must be approved in advance by the department. The trade must be due to the employee’s desire or need to attend to a personal matter and not due to the department‘s operations. The employee providing the trade shall not have his/her compensable hours increased as a result of the trade; nor shall the employee receiving the trade have hidher compensable hours decreased as a result of the trade. Any premium pay or other extra compensation will be waived for both individuals during tt period they work for the other. Any hours worked beyond the normal work day will be credited to the individual actually doing the work. “Paybacks” of shift trades are the obligation of the two employees involved in the tradt Any dispute as to paybacks is to be resolved by the involved employees, and under no circumstances will the department be obligated for any further compensation whatsoever to any of the involved employees. The department is not responsible in an) manner for hours owed to employees by other employees that leave the employment of the City or are assigned other duties. If one individual fails to appear for the other without prior notification, the person wh was “traded in” will be listed as absent without leave and may be subject to disciplins action. 11. Iv Relief The practice of early shift relief shall be voluntary on behalf of each employee involve in the relief and must be approved in advance by the department. The employee providing the early relief shall not have hidher compensable hours increased as a result of the early relief; nor shall the employee relieved early have his/her compensable hours decreased as a result of the early relief. “Paybacks” of early relii hours are the sole obligation of the two employees involved in the early relief. Any dispute is to be resolved by the involved employees, and under no circumstances will t department be obligated for any further compensation whatsoever to any of the involvc employees. The department is not responsible in any manner for hours owed to employees by other employees that leave the employment of the City or are assigned other duties. Article 16 Wo rk ina Out of C lassification Whenever the needs of the City require an employee to temporarily perform the duties of a higher classification than that in which the employee is currently employed for a period of rn than fifteen (15) consecutive working days or more than forty-five (45) cumulative workir days within a fiscal year, the employee shall receive the salary rate of the higher class in wt he/she is performing the required duties. In such cases, the employee shall be paid at an appropriate step of the salary schedule of the higher classification which will assure an increase of not less than 5% greater than the salary of hidher current position, but in no car shall such salary exceed the top salary step of the higher classification. The higher salary ra 9 0 0 < I payable shall commence on the sixteenth (16th) working day following the temporary reassignment of the performance of duties of the higher classification. The requirement for thc performance of duties of the higher classification shall be placed in writing by the Human Resources Director following recommendation by the affected Department Head. No employee shall be required to perform any of the duties of a higher classification unless that employee is deemed to possess the minimum qualifications of the higher classification by the Human Resources Director as recommended by the affected Department Head. The employee assigned to perform the duties of a higher classification shall not serve for more than one hundred and eighty (180) calendar days in a higher classification unless approved by the City Manager. A person appointed in an acting capacity shall be eligible to receive merit increases in his/hei regular position during the acting appointment, but shall not be entitled to merit increases in the position which he/she holds in an acting capacity. The Human Resources Director shall obtain the employee’s written consent for the temporary performance of any of the duties of the higher classification beyond a period of fifteen (15) working days, prior to the employee’s assuming or continuing the duties and compensation of i higher classification, which consent shall clearly state that it is understood that a reduction ir salary shall be effected to his/her original salary rate upon the expiration of the need for the performance of the duties of the higher classification. Article 17 lniured o n Dutv Occupational Sick Leave is leave with pay that is granted to employees who have sustained a work related injury or illness and are temporarily disabled from work. Any general employee that sustains a work related injury or illness and becomes temporarily disabled from work as a result, may receive their full salary, in lieu of the State mandated temporary disability benefit, for a period of up to 520 hours for any single incident. The periods of temporary disability need not be continuous. Any aggravation of a pre-existing occupational injury or illness will be treated as such and n as a new injury. In this situation, the employee will not be entitled to any occupational sick leave benefit which exceeds the original maximum of 520 hours. The granting of occupational sick leave is subject to the employee providing written verifica of his/her disability status from the treating physician. If the treating physician is not a Cii designated physician or facility or the employee’s previously designated physician, the paym of occupational sick leave may be withheld until such time as the employee’s disability status able to be verified by a City designated physician or facility. An employee that is still temporarily disabled after the 520 hour maximum benefit has been exhausted will be paid at the rate established by the California Labor Code for such disabilitie However, the City shall supplement the State rate, up to the employee’s full salary level, by utilizing any vacation, sick, or. compensatory leave that the employee has accrued. Once the 10 0 0 1 1 employee’s accrued leave has been exhausted, the employee will be compensated at the State ri for the balance of the temporary disability period. Wages alone will be the basis of computation for occupational sick leave. Any general employee who is temporarily disabled from work because of a work related injur] or illness will continue to accrue sick leave and vacation leave for the period of incapacitation that does not exceed 520 hours. However, once the maximum occupational sick leave benefit h been exhausted (520 hours), the employee will no longer accrue sick or vacation leave for thc duration of hidher absence. Article 18 Blllnaual Pay The City will provide additional compensation to an employee, designated by the Human Resources Department, in the amount of $40.00 per pay period for the performance of bilingual skills. The determination of the number of persons/positions to be designated as bilingual is the sole discretion of the City. In order to qualify for and receive bilingual pay, employees must pass a bilingual proficiency test in the Spanish language as determined appropriate by the City. This Article shall not be subject to the grievance procedure. Article 19 Uniforms and Eauipment A .. The City shall continue to provide and maintain uniforms in the maintenance departments. Employees shall be responsible for proper care and maintenance of uniforms. The City shall continue to reimburse previously designated classifications for the purchase of safety boots or safety shoes. Such reimbursement shall be limited to a maximum of two (2) times per fiscal year. The City will reimburse any employee who is required to wear safety glasses and/or goggles up to one hundred seventy-five dollars ($175) in a calendar year for the cost prescription lenses for such glasses andfor goggles, subject to the following condition 1. 2. B. C D. The employee must present an appropriate receipt; Reimbursement is for lenses only and not for eye examination, treatment or visits to an optometrist or optician; The City will provide reimbursement only for glasses and/or goggles if the prescription has changed or if glasses and/or goggles have been damaged; and 3. 11 0 0 < I 4. Glasses and/or goggles for which the City has provided reimbursement shall o be used while performing work for the City. Article 20 Tool Allowance This article applies only to eligible employees in the following job classifications who furnisl their own tools as a condition of employment: Equipment Mechanics, Equipment Service Workers, and Equipment Mechanic Supervisors. Employees in the job classifications mentioned are required to provide their own tools on the job as a condition of employment. The employees are further eligible to receive a cash tool reimbursement provided that the conditions for receiving the reimbursement are met. Tools and tool boxes will be replaced in kind if they are lost due to fire, burglary, or robbery the City facility or some other catastrophe or accident not due to the employee’s negligence 01 fault. Tools and tool boxes will not be replaced due to employee negligence. An inventory of a the tools in the employee’s possession at work, including those tools over and above the “essential tool list,” must be on file with the Superintendent. The City has the right to requc that a specialized tool(s) not be kept in the employee’s inventory. The tool allowance will be made in the form of a cash payment of $400 per year, paid only onc during the fiscal year, by September 30, and cannot be accumulated from one year to another It is the responsibility of the Equipment Maintenance Superintendent to direct the administration of the tool allowance and: A Provide a list of “essential tools” which define the full inventory of tools required fo employees to be eligible for tool allowance. Recommend revisions to the “essential tools” and to meet the requirements of curren skilled trades technology. Informally agree with members of the shop when considering adding tools to the “essential tool list.” B. C Employees receiving a tool allowance shall allow inspection of personal tool box by supervisc to verify outfitting of tools. The eligible employee during each work shift must have all the tools listed as “essential tools.” Failure to keep said tools on site will result in the tool allowance being withheld from the individual until such time as the employee comes into possession of all “essential tools.” The appropriate supervisor during the month of August will: A B. Review the personal tool inventory as meeting the requirements of “essential tools.” Provide a recommendation to the Superintendent of an alternate tool as a substitute fo the tool listed on the “essential tools” list on an item-by-item basis. 12 0 0 , r In September of each year, the Superintendent shall prepare requests for warrant to provide for payment of the tool allowance to eligible employees. Article 21 Lonaevitv Pav 1. Salary Step L1 shall apply to any range in the Salary Plan to provide for a five percent (5%) increase of base salary for miscellaneous employees who have attained five (5) continuous years of service in the City of Carlsbad at the “E Step of the same salary range in the Salary Plan. Employees who have accrued all or part of five (5) years of continuous service at the “E” Step of the same salary range prior to July 1, 1976, ma credit this service toward the service requirement for movement to Salary Step L1. 11 any case where an employee is promoted and moves from the employee’s existing class another class, allocated to a higher range of compensation, the employee shall be advanced to the lowest step in such higher range which will provide a five percent (54 salary increase. Salary Step L2 shall apply to any range in the Salary Plan to provide for a two and on€ half percent (2-1/2) increase of basic salary for those miscellaneous employees who on or after July 1, 1976, have attained ten (10) continuous years of service in the Ci of Carlsbad at the “E Step of the same salary range in the Salary Plan. Eligibility foi Salary Step I2 is contingent upon the employee being recommended for such salary ste by the employee’s Department Head and such recommendation being approved by the C Manager. Failure of the Department Head to recommend and of the City Manager to approve shall not constitute grounds for submission of a grievance or an appeal to the Personnel Boai Employees who have accrued all or part of ten (IO) years of continuous service at the “E” Step of the same salary range, prior to July 1, 1976, may credit this service toward the service requirement for movement to Salary Step L2. In any case where at employee is promoted and moves from the employee’s existing class to another class allocated to a higher range of compensation, the employee shall be advanced to the lows step in such higher range which will provide a five percent (5%) salary increase. 2. 3. Article 22 Vacat ion A El3 Accrual of vacation begins with the first working day following appointment and thereafter accrues on a biweekly basis to begin at the first (1st) full pay period after eligibility. The following shall be the annual vacation leave schedule. e Beginning with the first (1st) working day through the completion of five (5) full calendar years of continuous service - 80 hours/year (3.08 hours biweekly). 13 0 e < I Beginning the sixth (6th) year of employment through the completion of ten (10) full calendar years of continuous service - 120 hours/year (4.62 hours biweekly). e Beginning the eleventh (11th) year of employment through the completion of eleven (11) full calendar years of continuous service - 128 hours/year (4.92 hours biweekly). Beginning the twelfth (12th) year of employment through the completion of twelve (12) full calendar years of continuous service - 136 hours/year (5.29 hours biweekly). e Beginning the thirteenth (13th) year of employment through the completion of thirteen (13) full calendar years of continuous service - 144 hours/year (5. hours biweekly). Beginning the fourteenth (14th) year of employment through the completion oi fifteen (15) full calendar years of continuous service - 152 hours/year (5.8d hours biweekly). e Beginning the sixteenth (1 6th) year of continuous employment, vacation time shall be accrued, and remain at a rate of 160 hours for every full calendar yea of continuous employment thereafter (6.1 5 hours biweekly). B. Vacation Accrual All employees shall be entitled to accrue vacation up to a maximum of 240 hours. Department Heads shall encourage the taking of accrued vacation leave. If for some specific reason an employee wishes to accrue vacation leave in excess of the limits established herein, he/she must submit a request in writing to his/her department listing these reasons. The Department Head and City Manager shall review and may gr such request if it is in the best interest of the City. The excess of the limit shall be determined by the Department Head and the City Manager. It is not the intent of this section to penalize an employee who is not able to utilize hidher accumulated vacation because of scheduling problems within the individual department. Fffects of Holi&y on Vacation Leave In the event one or more authorized municipal holidays fall within a vacation leave, su holiday shall not be charged as vacation leave, but shall be credited as a holiday. C D. ect of Leave of Absence on Accrual of Vacation Leave An employee’s accumulation of vacation leave will cease after the completion of two ( full scheduled pay periods in which the employee has not received compensation due to leave of absence without pay. Accrual will be reinstituted beginning the first day of tt first full pay period after the employee has returned to work. 14 0 0 $ # E. ComDensation for City Work Durina Vacation Prohibited No person shall be permitted to work for compensation for the City in any capacity, except compensation for mandated court appearances, during the time of hidher paid vacation leave from City service. This clause shall not limit the City’s right to recall a employee from vacation in the event of an emergency and place him/her on regular pay status. F. SchecUna Vacations An employee may take hidher annual vacation leave at any time during the year, contingent upon determination by hidher Department Head that such absence will not materially affect the department. Each employee must consider the needs of the servicc when requesting annual vacation leave. An employee shall normally provide one week notice in advance of the day(s) he/she is requesting vacation time off. When a family emergency arises which necessitates the use of vacation time, an employee shall provid as much advance notice as possible considering the particular circumstances. G Terminal Vacation Pav An employee with regular status separating from the City service who has accrued vacation leave shall be entitled to terminal pay in lieu of such vacation. No leave credi will be earned on terminal leave payments. When separation is caused by death of an employee, payment shall be made to the estate of such employee or, in applicable cases as provided in the Probate Code of the State. Article 23 Holidavs A Authorbed Holidavs The City shall observe: eleven (11) scheduled paid holidays plus two (2) floating holidays for employees assigned to eight-hour-per-day-five-days-per-week workweeks and employees participating in the trial 9/80 alternative work schedule; a nine (9) scheduled holidays plus two (2) floating holidays for employees assigned to 1 hours-per-day-four-days-per-week workweeks. The floating holiday may be used a1 the discretion of the employee with prior approval of the Department Head. Martin Luther King’s Birthday (MLK) will be commemorated by City employees as a floating holiday. lf/when local government employers are required to commemorate MLK on a designated date, this floating holiday will convert to a scheduled holiday. 15 e e I The scheduled paid holidays that will be official City holidays for the term of this agreement shall be as follows: New Year’s Day Veteran’s Day Linco In’s Birthday Thanksgiving Day Washington’s Birthday Thanksgiving Friday Memorial Day Christmas Day Independence Day Labor Day Columbus Day Martin Luther King’s Birthday (Floating Holiday) One (1) Floating Holiday B. Procedure if Holiday Falls on Salurdav or Sunday For those employees whose normal work week is Monday through Friday, when a holida falls on a Saturday, the preceding Friday shall be observed as a holiday. When a holida] falls on a Sunday, the following Monday shall be observed as a holiday. The City shall annually develop and publish a holiday schedule which will identify the specific days on which the above holidays will be observed as official City holidays and which days will not be observed for employees on ten-hours-per-day-four-day-per- week workweeks. C lovees Reauired to Work on Horn 1 . Any employee who shall be required to work on any holiday which he/she is entitled to take off under the provisions hereof shall receive compensation therefore at the rate of time and one-half for actual hours worked plus eight ( nine (9), or ten (10) hours of holiday pay as applicable. All employees who ai entitled to be absent on any holiday, and who in fact are absent, shall receive fi compensation therefore at the straight time rate. Those employees whose work schedules and assignment of duties require him/h to work on an authorized holiday shall receive eight (8), nine (9), or ten (10 hours of holiday pay as applicable for such work week at the same rate of pay a which he/she is employed, in addition to hidher normal pay for the time workt If a holiday occurs on a day which is the employee’s regular day off heishe sha be entitled to holiday pay in the amount of eight (8), nine (9), or ten (10) hours as applicable at straight time. 2. 3. D. dovees on Industrial Leave Employees on Worker’s Compensation Leave pursuant to Article 17 shall not be entitlt to additional pay and/or additional time off for holidays which occur during the time ai employee is on industrial leave. 16 0 0 < E ect of Sick Leave on H~l~day Pav An employee whose work schedule and assignment of duties require him/her to work on an authorized holiday and who calls in sick on that work shift shall be paid eight (8), nine (S), or ten (10) hours as applicable of holiday pay and shall also be charged for the appropriate use of sick leave. Article 24 Sick Leave AAccrual Every probationary and regular full time employee shall accrue eight (8) hours sick leave, with pay for each calendar month of actual continuous service dating from the commencement of said service, with such time to be accrued on a biweekly basis. Such accruals shall be cumulative. An employee shall not receive payment for unused sick leave accumulated to his/her credit upon termination, whether voluntary or involuntary . Sick leave shall not be considered a right which an employee may use at hidher discretion. Sick leave shall be allowed as follows: 1. 2. In the case of actual illness or disability that is not job related. Exposure to contagious disease that would jeopardize the health of others. Wher sick leave is granted under these circumstances, an explanatory medical certificate from the physician is required. A pre-scheduled doctor, dental, or optometry appointment has been approved b the employee’s direct supervisor. Because illness of a member of the immediate family requires constant care anc no other care is available and/or financially feasible except that of the employe Immediate family is defined in Article 25, Bereavement. 3. 4. B. w In order to receive compensation while absent from duty on sick leave, the employee must notify his/her immediate supervisor prior to the time set for the beginning of hidher regular duties. The Department Head may request a certificate issued by a licensed physician or other satisfactory proof of illness when abuse is suspected and/( when sick leave use is in excess of three (3) work days. The Department Head may alsc designate a licensed physician to conduct a physical examination, and such examinatior shall be conducted at City expense. Employees shall be required to account for all hou they are requesting as sick leave by filling out a leave of absence request form. Violation of sick leave privileges may result in disciplinary action and/or loss of pay when in the opinion of the Department Head the employee has abused such privileges. 17 0 0 c. - An employee’s accumulation of sick leave will cease after the completion of two (2) ful scheduled pay periods in which the employee has not received compensation due to a lea\ of absence without pay. Accrual wilt be reinstituted beginning the first day of the first full pay period after the employee has returned to work. D. Blood Donatiax Employees making a donation of blood without charge will be given reasonable time off for that purpose. No charge will be made against annual or sick leave when such absenc is approved in advance by the supervisor. E. ect of Holidays Holidays occurring during sick leave shall not be counted as sick leave. F. Sick Leave Conversion Any permanent employee who has accrued and maintains a minimum of one hundred (100) hours of sick leave shall be permitted to convert up to twelve (12) days of accumulated uncompensated sick leave to vacation at a ratio of three (3) sick leave day: per one (1) day of vacation. The sick leave conversion option will be provided during the first week of each fiscal year. Any permanent employee applying for retirement with the Public Employees’ Retirement System may convert accrued and unused sick leave time to extend service time in the system at the ratio of 25 days of accrued sick leave to one month of extendec service. Article 25 Bereavement Leave A An employee may use up to three work shifts of paid leave if required to be absent fron duty due to the death of a member of the employee’s immediate family. Additional time off may be authorized by the Department Head and charged to accrued vacation or treatc as leave without pay. The “immediate family” shall be defined as: Spouse, child, parent, sibling, grandparents; the aforementioned either natural, step or in-law, or any persoi over which the employee acts as legal guardian, or a verifiable current membc of the immediate household. B. The employee may be required to submit proof of relative’s death before final approv: of leave with pay is granted. 18 0 0 Article 26 Leave of Absence 1. leave of Absence Without Pa A neral Policy Any employee may be granted a leave of absence without pay pursuant to the recommendation of hidher Department Head and the approval of the City Manager. A leave without pay may be granted for any of the following reasons: 1. Illness or disability. 2. To take a course of study which will increase the employee’s usefulness 01 return to hidher position in the City service. For personal reasons acceptable to the City Manager and Department Heac 3. B. Procedure Requests for leave of absence without pay shall be made upon forms prescribed by the City Manager and shall state specifically the reason for the request, the date when the leave is desired to begin, the probable date of return, and the agreement to reimburse the City for any benefit premiums paid by the City during the leave of absence. The request shall normally be initiated by the employee, but may be initiated by hidher Department Head, and, upon written recommendation of the Department Head that it be granted, modified or denied, shall be promptly transmitted to the City Manager. A copy of any approved request for leave of absence without pay shall be delivered promptly to the Directors of Finance and Human Resources. Lenath of Leave and Extensioq A leave of absence without pay may be made for a period not to exceed six montt unless otherwise approved by the City Manager. The procedure for granting extensions shall be the same as that in granting the original leave provided tha the request for extension is made no later than fourteen (14) calendar days PI to the expiration of the original leave. C. D. w When an employee intends to return from an authorized leave of absence withc pay either before or upon the expiration of such leave, he/she shall contact hidher Department Head at least fourteen (14) calendar days prior to the da) he/she plans to return. The Department Head shall promptly notify the City 19 0 a Manager of the employee’s intention. The employee shall return at a rate of pa) not less than the rate at the time the leave of absence began. E ect of1 eave Without Pav An employee shall utilize all hidher compensatory time off, vacation, and/or sick leave (if applicable) prior to taking an authorized leave of absence withou Pay- A prorata reduction of normal annual vacation and sick leave accruals shall be applicable to an approved absence without pay. Any absence without pay constitutes a break of continuous service with the City. The granting of any lea\ without pay exceeding two full scheduled pay periods shall cause the employee’s salary anniversary date and calculation of full-time continuous service to be extended by the number of calendar days for which such leave has been granted less the first two full pay periods of such leave. An employee’s accumulation of sick leave and vacation leave will cease after thc completion of two (2) full scheduled pay periods in which the employee has noi received compensation due to a leave of absence without pay. Accrual will be reinstituted beginning the first day of the first full pay period after the-employ has returned to work. have Without Pav - Inswnce Payments and Privilewi An employee on leave without pay may continue hidher City insurance benefit! by reimbursing the City for the costs of insurance on a monthly basis during tt period of the leave. Failure to reimburse the City for such benefits during the term of a leave of absence will result in the employee’s coverage terminating o the first day following the month in which the last payment was received. An employee on leave of absence without pay shall not have all of the privileges granted to regular employees. .. F. 2. preanancv Disabilitv Leave An employee disabled by pregnancy shall be allowed to utilize a combination of accrue( sick leave, vacation, compensatory time and leave without pay to take a leave for a reasonable period of time, not to exceed four months. An employee shall utilize all accrued leave prior to taking leave without pay. Reasonable period of time means that period during which the employee is disabled on account of pregnancy, childbirth, or related conditions. An employee who plans to take a leave pursuant to this article shall give the City reasonable notice of the date the leave shall commence and the estimated duration of th leave. 20 e 0 t .. Article 27 Militarv Leave Military leave shall be authorized in accordance with the provisions of State and Federal law. The employee must furnish satisfactory proof to his/her Department Head, as far in advance as possible, that he/she must report to military duty. Article 28 Jurv Duty. When called to jury duty, an employee, having provided at least five working days written notice, shall be entitled to his/her regular compensation. Employees released early from jury duty shall report to their supervisor for assignment for the duration of the shift. Employees shall be entitled to keep mileage reimbursement paid while on jury duty. A Department Head may, at his/her sole discretion, contact the court and request an exemption and/or postponement of jury service on behalf of an employee. Employees released early from jury duty shall report to their supervisor for assignment for the duration of the work day. At the discretion of the supervisor, an employee may be released from reporting back to work if an unreasonable amount of the work day remains in light of travel time to the job site after release. Article 29 Rest Periods All CCEA represented employees shall receive, at the direction of the respective department, tv (2) fifteen (15) minute rest periods, one each approximately at the mid-point of each one-hz shift. Employees working in the field shall take, at the direction of the department, rest perioc at or nearby the work site or return to their department for rest. Rest time is not cumulative beyond the half scheduled work day within which the break period occurs. Article 30 Late Sta rts An employee who is tardy to work shall be formally counselled by hidher supervisor. If tardiness continues, the employee may be docked pay at the discretion of the supervisor. Such docking shall be done in fifteen (15) minute increments. An employee may not substitute accrued compensatory time, vacation, holiday, or sick leave for the docked pay. Nor may the employee utilize a shortened break period or lunch period. Article 31 Flex ible Classifications An employee hired into one of the listed entry level positions shall be reclassified to the jourr level position following twelve (12) months of successful service in the entry level position. The employee shall be placed at the nearest step of the journey level salary range which represents a minimum five percent (5%) salary increase. .. 21 a 0 trv Level Pos ition Journey Le vel Pos ition Account Clerk II Building Technician II Engineering Technician II Library Assistant II Park Maintenance Worker II Street Maintenance Worker II Utility Maintenance Worker II Meter ReadeVRepairer II Planning Technician II Police Records Clerk II Account Clerk I Building Technician I Engineering Technician I Library Assistant I Maintenance Worker I Maintenance Worker I Maintenance Worker I Meter ReadeVRepairer I Planning Technician I Police Records Clerk I Tree Trimmer I Tree Trimmer II An employee hired into one of the listed entry level positions shall be reclassified to the journt level position following twenty-four (24) months of successful service in the entry level position. The employee shall be placed at the nearest step of the journey level salary range which represents a minimum five percent (5%) salary increase. Fntv I eve1 Posltlon Journey Level Posltlon Building Inspector I Building Inspector II Code Enforcement Officer I Code Enforcement Officer II Construction Inspector I Construction Inspector I1 Equipment Mechanic I Equipment Mechanic II Fire Prevention Officer I Fire Prevention Officer II Librarian I Librarian II Maintenance Electrician I Maintenance Electrician I1 .. .. Article 32 Flex ible Start Hou rs CCEA employees, with Department Head approval, may alter their starting time per shift between the hours of 6:OO a.m. and 9:00 a.m. The Department Head may revoke the flexible start time at any time and return the employee to regular working hours for that particular department. An employee shall receive fourteen (1 4) days notice, unless extenuating circumstances preclude such a notice, prior to revocation of flexible start hours. This articll is not subject to the grievance procedure. Article 33 Flexible Work Schedules Employees hired on or after December 23, 1991, by departments/divisions currently operating on an alternative work schedule shall be subject to having their daily work schedul changed at the sole discretion of the department. Such changes include, but are not limited to number of days/hours to be worked on a daily basis and in a payroll period; b) normal days ( and c) startinglending times of assigned shifts. This article shall not be subject to the grievance procedure. 22 e e 9/80 Alternative Work Schedule: The parties acknowledge that they met and conferred in good faith over the terms and conditions for implementation of a 9/80 work schedule. The result of that meeting and conferring is reflected in the City of Carlsbad’s Administrative Order No. 57, by which the parties will control implementation of the 9/80 schedule. Consistent with Administrative Order No. 57, it is agreed that the 9/80 schedule will be implemented on a trial basis for a minimum period of nine (9) months and that an evaluation will be conducted to determine whether the 9/80 will be adopted. This article shall not be subject to the grievance procedure. Article 34 Flexible Job Sharing Two or more employees may, with the express written approval of the City Manager, the Humar Resources Director, and the affected Department Head, participate in a flexible job sharing program. The specifics of such a program shall be determined by the employees and the City on a case by case basis. Prior to implementation of any such program(s), a written agreement setting forth the specifics of the program shall be signed by the affected employees and the City. This article shall not be subject to the grievance procedure. Article 35 Health I ns u ra n ce The City agrees to apply funds from its medical insurance reserves so that employees with coverage under either Northwestern or Kaiser will not pay more than the following contributions during calendar year 1993 and calendar year 1994: .. Monthlv Fmplovee Contrrbutiorl Cateaonr NwesternKaiser Employee Only 11.62 7.06 Employee + 1 Dep. 41.20 14.1 1 Employee w/2 Dep. 66.01 19.97 This guarantee shall expire on December 31, 1994. During calendar year 1993, the City and employee representatives will meet to review uses t the medical reserves. Such meetings will also cover the review of recommendations of Tower Perrin, the City’s benefit consultant, regarding possible benefit restructuring, including evaluation of a cafeteria plan. The City’s benefit consultant Towers Perrin may participate i such meetings. 23 0 * r Article 36 State Disabrlitv lnsu ance A I. Employees represented by CCEA will be enrolled in the State Disability Insurance Program. (The City agrees to pay the premium.) Employees represented by CCEA shall be entitled to combine accumulated sick leave with State Disability payments for the purpose of achieving the equivalent of their pre- disability salary to the extent allowed by law during any period of nonindustrial disability. Under no circumstances shall the combination of sick leave and State Disability Insurance payments exceed the employee’s pre-disability salary. B. Article 37 I ona Term D isabilitv During the term of this memorandum, City agrees to continue to provide long term disability insurance. Said insurance shall provide for a ninety (90) day waiting period prior to paymenl eligibility. In all other respects, said insurance shall continue unchanged. Article 38 Retirement A For CCEA represented employees the City shall continue to pay the 100% of employee seven percent (7%) contributions to PERS. Further, the City will continue to pay for single highest year provision and survivors benefit plan. Effective no later than January 1, 1992, the City shall contract with PERS for the military service credit option. The cost of this option is borne entirely by the employe Payments by the employee to PERS are to be arranged by the employee directly with PERS. Once such a payment schedule has been approved by PERS, the employee may arrange with the City for such payments to be made by means of payroll deduction. B. Article 39 De ferred Co m pen s a t ion The City shall provide for a Deferred Compensation Plan which may be utilized by any employ on an optional basis. The City reserves the right to accept or reject any particular plan and tc impose specific conditions upon the use of any plan. Such plan shall be implemented without cost to the City. Article 40 Hea Ith Insurance for Retirees Employees who retire from the City, either service or disability, shall be eligible to continue participate in the City’s health insurance program. The cost of such health insurance for the employee, and eligible dependents, shall be borne solely by the employee. The City shall not charge the COBRA administrative cost to the retirees. In order to qualify for this benefit, the retiree must have a minimum of five (5) years of Ci service and be a minimum of fifty (50) years of age. 24 0 e The retiree must make arrangements with the City to prepay hidher monthly premiums and must keep such payments current to ensure continued coverage. A retiree who does ngt choose continued coverage upon retirement, or drops coverage, is not eligible to return to the City's health insurance program. cle 41 Grievance Procedure inition . .. A "grievance" is a formal, written allegation by a grievant that he/she has been adversely affected by an existing violation, misinterpretation or misapplication of the specific provision! of the Memorandum of Understanding and/or provisions of the Personnel Rules and Regulations A grievance is not reviewable under this procedure if it is a matter which would require the modification of a policy established by the City Council or by law, or is reviewable under some other administrative procedure and/or rules of the City, such as: ( 1 ) ( 2 ) erocedure 1. Appeals from formal disciplinary proceeding. Appeals from work performance evaluations. bformal Resolution: Every effort shall be made to resolve a grievance through discussion between the employee and his/her immediate supervisor. It is the spirit an intent of this procedure that all grievances are settled quickly and fairly without subsequent discrimination and/or reprisals against employees who may seek to adjust q grievance. Every effort should be made to find an acceptable solution at the lowest lev€ of supervision. Within twenty (20) calendar days after a grievant knew, or by reasonable diligence should have known, of the condition upon which a grievance may b based, the grievant shall attempt to resolve it by an informal conference with the grievant's immediate supervisor. The immediate supervisor shall give hidher response to the employee within five (5) calendar days of the informal conference. Formal Resolutior(: If the problem cannot be resolved between the employee and the supervisor, the employee may, within twenty (20) calendar days from the date of receiving the answer from hidher supervisor, request in writing and be granted an interview with the division manager, if one exists, in order to discuss the grievance. If the division manager and employee cannot reach a solution to the grievance, the employee may, within twenty (20) calendar days from the date of receiving the answi from the division manager, request, in writing, and be granted an interview with the Department Head. The Department Head shall render hidher decision in writing within twenty (20) calendar days of receiving the appeal. If the Department Head and employee are unabl arrive at a satisfactory solution, the employee may, within twenty (20) calendar day 2. 25 0 0 from the date of the decision by the Department Head, submit a written appeal and be granted an interview with the Assistant City Manager. The Assistant City Manager shall render his/her decision in writing within twenty (201 calendar days of receiving the appeal. If the Assistant City Manager and the employee arc unable to arrive at a satisfactory solution, the employee may, within twenty (20) calendar days from the date of the decision by the Assistant City Manager, request a hearing before the Personnel Board. The employee’s request for hearing before the Personnel Board must be addressed to the Human Resources Director and received in the Human Resources Department so that same is date stamped by the Human Resources Department within the 20-day period. If, within the 20-day appeal period, the employee involved does not file said appeal, unless good cause for the failure is shown, the action of the department shall be considered conclusive and shall take effect as prescribed. If within the 20-day appeal period, the employee involved files such notice of appeal by giving written notice of appeal to the Human Resources Department, an appeal hearing shall be established as fo I lows: A Where practicable, the date for a hearing shall not be less than 20 calendar day nor more than 60 calendar days, from the date of the filing of the appeal with th Human Resources Director. The parties may stipulate to a longer or shorter period of time in which to hear the appeal. All interested parties shall be notifil in writing of the date, time, and place of hearing. All hearings shall be private provided, however, that the Personnel Board shal at the request of the employee, open the hearing to the public. Subpoenas and subpoenas duces tecums pertaining to a hearing shall be issued a the request of either party, not less than seven calendar days, prior to the commencement of such hearing. After the commencement of such hearing, subpoenas shall be issued only at the discretion of the Personnel Board. The hearing need not be conducted in accordance with technical rules relating tc evidence and witnesses. Any relevant evidence shall be admitted if the Personr Board so determines, regardless of common law or statutory rules which migh limit the admissibility of such evidence in court actions. Hearsay evidence is admissible, but may not be the sole support for any finding. Irrelevant and unduly repetitious evidence shall be excluded. Privileged information (e.g., communications between an attorney and client) shall be subject to the same limitations as in court actions. The Personnel Board shall rule on the admissic or exclusion of evidence. Each party shall have these rights: To be represented by legal counsel or othe person of his/her choice; to call and examine witnesses; to introduce evidence cross-examine opposing witnesses on any matter relevant to the issues even 8. C D. E 26 0 0 though that matter was not covered in the direct examination; to impeach any witness regardless of which party first called him/her to testify; and to rebut the evidence against him/her. If the employee does not testify in his/her own behalf, he/she may be called and examined as if under cross-examination. Oral evidence shall be taken only on oath or affirmation. A court reporter will be engaged to record the hearing, unless the parties (City, Personnel Board, employee/employee representative) mutually agree that same is not necessary. The hearing shall proceed in the following order, unless the Personnel Board, foi special reason, otherwise directs: 1. 2. 3. F. The Grievant shall be permitted to make an opening statement; The City shall then be permitted to make an opening statement; The Grievant shall produce the evidence on his/her part; the Grievant bears the burden of proof and burden of producing evidence; The City may then open its defense and offer its evidence in support thereof; the City bears the burden of proof and the burden of producing evidence for any affirmative defenses asserted; The parties may then, in order, respectively offer rebutting evidence only, unless the Personnel Board for good reason, permits them to offer evidence upon their original case; Closing argument shall be permitted and written briefs may be permitte at the discretion of the Personnel Board. 4. 5. 6. G The Personnel Board shall determine relevancy, weight, and credibility of testimony and evidence. The Personnel Board shall base its findings on the preponderance of evidence. During the examination of a witness, all other witnesses, except the parties, shall be excluded from the hearing unless the Personnel Board, in its discretion, for good cause, otherwise directs. No still photographs, moving pictures, or television pictures shall be taken in the hearing chamber during a hearing. The Personnel Board, prior to or during a hearing, may grant a continuance for any reason it believes to be important to reaching a fair and proper decision. The Personnel Board shall render its judgement as soon after the conclusion of the hearing as possible and in no ever later than 30 days after conducting the hearing. The decision shall set forth which allegations, if any, are sustained and the reasons therefore. The opinion shall set forth findings of fact and conclusions. The opinion shall be advisory only. The Personnel Board’s opinion and recommendation shall be filed with the Cit) Manager, with a copy sent to the Grievant, and the Human Resources Director i shall set forth its findings and recommendations. H. 27 0 0 I. Within 30 days of the receipt of the Personnel Board’s findings and recommendation, and transcript (which is optional only in certain cases), whichever date is later, the City Manager shall adopt, amend, modify or rejed the recommended findings, conclusions, and/or opinions of the Personnel Boar1 Prior to making a decision which modifies or rejects the recommendation of th Personnel Board, the City Manager shall order and read the transcript of the hearing. Prior to making a decision which supports the Personnel Board, the City Manager may order and read the transcript, at hidher option. The City Manager shall not conduct a de novo hearing. The City Manager may, at his/he option, allow limited oral arguments and/or may request and review written statements from either side. The decision of the City Manager shall be final an conclusive. Copies of the City Manager’s decision, including the Personnel Board’s recommendation(s) shall be filed where appropriate. Each party shall bear equally the cost of facilities, fees and expenses, includini the court reporter and transcripts. Each party shall bear its own witness and attorney fees. If either party unilaterally cancels or postpones a scheduled hearing, thereby resulting in a fee charged by the court reporter, then the pa responsible for the cancellation or postponement shall be solely responsible fc payment of that fee. This process shall not apply to mutual settlements by the parties which result in a court reporter fee. The provisions of Section 1094.6 of the Code of Civil Procedure shall be applicable to proceedings under this section. J. K. General Guldellnes for Grievance Procew: If the time limits for employees’ appeals any step should elapse, the grievance shall be considered withdrawn. Time limits may extended by mutual consent. If the City fails to respond within the prescribed time limits, the grievance will be deemed to have been denied and the employee may go to th next step. If the City Manager fails to respond within the prescribed time limit, the grievance will be deemed to have been denied and the employee will be deemed to have exhausted hidher administrative remedy. The employee may request the assistance of another person of his/her own choosing in preparing and presenting hidher appeal at any levels of review. In the event the employee desires the presence of a representative who is an employee of the City, he/s shall make such request through the supervisor and the supervisor shall make the necessary arrangements for the employee representative to be present. The employee and/or his/her representative may use a reasonable amount of work tim as determined by the appropriate supervisor or Department Head in presenting the appeal. However, no employee shall absent himselWherself without first being excuse by his/her supervisor. No employee shall be required to be represented by an employee organization in processing a grievance. .. 3. 28 0 0 Employees shall be assured freedom from reprisal for using the grievance procedures b both the City and the employee organization. The settlement terms of a grievance which is processed by an employee individually or by an informally recognized employee organization shall not conflict with the express provisions of a Memorandum of Understanding between the City and the formally recognized employee organization for such unit, if any. A group grievance may be filed when one (1) set of circumstances or occurrences affect more than one (1) employee in the same manner or to the same extent. The group may file one (1) document which all members of the group have read and signed. Members c the group shall be limited to those who have signed the grievance. The resolution of a group grievance may not be consistent among all employees in the group grievance due 1 differences in the circumstances or occurrences that brought about the grievance. A group grievance affecting all members of an employee organization may be brought bl the employee organization itself. In such case the procedure shall be commenced direci at the City Manager level within fifteen (15) working days after authorized representatives of the employee organization knew or by reasonable diligence should have known of the condition giving rise to the grievance and shall be subject to all applicable time limitations and the provisions set forth above. The employee and the City may mutually agree to utilize a hearing officer in lieu of the Personnel Board, as provided herein, to render an advisory decision to the City Managc Article 42 Disciplinary Procedures The tenure of every City employee shall be based on reasonable standards of personal conduct and job performance. Failure to meet such standards shall be grounds for appropriate disciplinary action, which shall be commensurate with the seriousness of the offense and with consideration of the employee’s prior performance record. Grounds for discipline may includ but are not limited to the following: A Fraud in securing employment. B. . .. Incompetence, neglect of duty, willful disobedience, insubordination, tardiness, or dishonesty. Being under the influence of alcohol or intoxicating drugs, without a prescription, wh on duty. C. D. Absence without leave. E F. G Criminal conviction having some relevance to the job. Intentionally being discourteous to the public. Unauthorized use of or neglect of City property. 29 .. 0 0 H. Abuse of sick leave. I. Unauthorized outside employment. J. K. L. Acceptance of a gift or gratuity that constitutes a willful conflict of interest. Falsification of any City report or record. Willful violation of any of the provisions of the City Code, ordinances, resolutions or an rules, regulations or policies which may be prescribed by the City Council, City Manager, department manager, or supervisor. Political activities precluded by State or Federal law. Other acts which are incompatible with service to the public. M. N. TvDes of Discipline The following procedures shall be followed when, in the judgement of the Department Head, an employee has committed an act or omission that justified the disciplinary action indicated. Except for written warningsheprimands, the Department Head or his/her designee shall advi: employees of contemplated disciplinary actions in writing and allow the employee an opportunity to respond to such charges prior to taking action. When life, or employee safety, endangered, or the self-control of an employee is questionable, a supervisor shall take immediate action to reduce or eliminate the danger or to establish control. In case of an emergency, an employee shall have all of the rights set forth herein, except the right to receib prior written notice of proposed disciplinary action. The Human Resources Director must be contacted immediately. The following outline describes the progressive discipline process, beginning with informal counseling (which occurs when a potential problem is first identified) and progressing throu! alternative actions that increase in severity, if the problem persists. The choice of alternativ disciplinary actions will vary in accordance with the severity of the performance problem, ar will not necessarily follow the sequence as outlined herein. 1. Oral Warnina/ReDrimand: When a performance or behavioral problem is first identified, the problem should be discussed with the employee, along with the steps th; need to be taken in effort to resolve the problem. If counseling fails to produce the desired changes, oral warningsheprimands will be given by the supervisor. The oral warning verbally notifies the employee that performance must be improved. If the employee fails to improve, more serious disciplinary action will be taken. Written Warnina/Reprimand: If the warningireprimand is in writing, the Departmc Head shall give the employee a copy and forward a copy to the Human Resources Direc 2. 30 0 0 for review and retention in the employee’s personal history file. A written warningheprimand shall contain a description of the events which necessitated the action, specific expectations of change by the employee, and notice of further action in the event a change by the employee does not occur. An employee shall have the right to attach a written rebuttal. &&g.nsiort: A Department Head may suspend an employee with or without pay from hidher position. A pre-disciplinary suspension shall be with pay. The appointing authority shall advise the Human Resources Director in writing of such intended action and shall give a copy of such statement to the employee. The written statement shall contain a description of the events which necessitated the suspension, a statement of the charges, notification that the employee may review and be provided with the materials leading to the suspension, the right of the employee to meet with the appointing authori and/or to respond in writing within a reasonable time frame to the charges, and notice 1 further action in the event a change by the employee does not occur. Unless extended by approval of the City Manager on written recommendation of the Department Head, the maximum period of suspension shall be thirty (30) calendar days. These procedures are pre-disciplinary in nature. Demotion or Reducton in Pay: A Department Head shall advise the Human Resources Director in writing of hidher intention to demote or reduce the salary of an employee prior to taking such action. In demoting an employee or reducing hidher salary, the Department Head shall make a written notice and shall give a copy of said notice for demotion or reduction in pay to the employee and forward a copy to the Human Resourcf Director for review and retention in the employee’s personal history file. The written statement shall contain a description of the events which necessitated the demotion, a statement of the charges, notification that the employee may review and be provided w the materials leading to the demotion or reduction in pay, the right of the employee to meet with the appointing authority and/or respond in writing within a reasonable timf frame to the charges, and notice of further action in the event a change by the employef does not occur. These procedures are pre-disciplinary in nature. Dismisd: A Department Head shall advise the Human Resources Director in writing c hidher intention to dismiss an employee prior to taking such action. In dismissing ar employee, the Department Head shall make a written notice and shall give a copy of sai notice of dismissal to the employee and forward a copy to the Human Resources Direct for review and retention in the employee’s personal history file. The written stateme shall contain a description of the events which necessitated the dismissal, a statement the charges, notification that the employee may review and be provided with the materials leading to the dismissal, and the right of the employee to meet with the appointing authority and/or respond in writing within a reasonable time frame to the charges. These procedures are pre-disciplinary in nature. 3. .. 4. 5. 31 0 e Notices Written notices will be given to the employee in person whenever possible and the employee signature obtained to indicate receipt. In the absence of personal service, the notice may be seni by registered mail. ~lovee’s Reypnse An employee’s opportunity to respond to the appointing authority is not intended to be an adversary hearing. An employee has the right to have a representative of hidher own choosing at the meeting. The employee need not be accorded the opportunity to cross-examine a department’s witnesses, nor to present a formal case in opposition to the proposed discipline. However, the limited nature of this response does not obviate the appointing authority’s responsibility to initiate further investigation if the employee’s version of the facts raises doubts as to the accuracy of the Department Head’s information leading to the discipline proposal. An employee may elect not to respond, thereby waiving any further pre-disciplinan response. The appointing authority, or his/her designee, will evaluate the proposed discipline in light of the employee’s response, if any. Within five (5) working days of the employee’s response, or deadline for response, a decision will be transmitted in writing to the employee. Service of thc decision will be in person or by registered mail. 7 Any permanent employee in the classified service shall have the right to appeal any termination, suspension of more than one (1) work shift, reduction in salary, or non- probationary demotion. The appeal process shall not be applicable to those positions which m: be deemed exempt or to probationary employees. The appeal process shall not be applicable to verbal and written reprimands, suspensions of one (1) work shift or less, probationary demotions, performance evaluations and denial of merit increases. An employee desiring to appeal the appointing authority’s decision shall have ten (10) calend days after receipt of the response to request a hearing. The employee’s request for a hearing must be addressed to the Human Resources Director and received in the Human Resources Department so that same is date stamped by the Human Resources Department within the 10- day period. If, within the 10-day appeal period, the employee involved does not file said appeal, unless go cause for the failure is shown, the action of the appointing authority shall be considered conclusive and shall take effect as prescribed. If within the 10-day appeal period, the emplo involved files such notice of appeal by giving written notice of appeal to the Human Resources Department, an appeal hearing before the Personnel Board shall be established as follows: A Where practicable, the date for a hearing shall not be less than 20 calendar days, noi more than 60 calendar days, from the date of the filing of the appeal with the Human 32 0 0 Resources Director. The parties may stipulate to a longer or shorter period of time in which to hear the appeal. All interested parties shall be notified in writing of the date, time, and place of hearing. All hearings shall be private provided, however, that the Personnel Board shall, at the request of the employee, open the hearing to the public. Subpoenas and subpoenas duces tecums pertaining to a hearing shall be issued at the request of either party, not less than seven calendar days, prior to the commencement a such hearing. After the commencement of such hearing, subpoenas shall be issued only at the discretion of the Personnel Board. The hearing need not be conducted in accordance with technical rules relating to evidenc and witnesses. Any relevant evidence shall be admitted if it is the sort of evidence on which reasonable persons are accustomed to rely in the conduct of serious affairs, regardless of the existence of any common law or statutory rules which might make improper admission of such evidence over objection in civil actions. Hearsay evidence may be used for the purpose of supplementing or explaining any direct evidence but sh, not be sufficient in itself to support a finding unless it would be admissible over objection in civil actions. The rules of privilege shall be effective to the same extent that they are now or hereafter may be recognized in civil actions, and irrelevant and unduly repetitious evidence shall be excluded. The Personnel Board shall not be bound by technical rules of evidence. The Personnel Board shall rule on the admission or exclusion of evidence. Each party shall have these rights: To be represented by legal counsel or other person his/her choice; to call and examine witnesses; to introduce evidence; to cross-examinc opposing witnesses on any matter relevant to the issues even though that matter was nc covered in the direct examination; to impeach any witness regardless of which party first called him/her to testify; and to rebut the evidence against him/her. If the employee does not testify in his/her own behalf, he/she may be called and examined as under cross-examination. Oral evidence shall be taken only on oath or affirmation. A court reporter will be engaged to record the hearing, unless the parties (City, Person Board, employee/employee representative) mutually agree that same is not necessary The hearing shall proceed in the following order, unless the Personnel Board, for spec reason, otherwise directs: 1. 2. 3. B. C D. E F. The party imposing discipline shall be permitted to make an opening statemeni The appealing party shall then be permitted to make an opening statement; The party imposing disciplinary action shall produce the evidence on his/her part; the City bears the burden of proof and burden of producing evidence; 33 0 0 4. The party appealing from such disciplinary action may then open hidher defense and offer hidher evidence in support thereof; the employee bears the burden of proof and the burden of producing evidence for any affirmative defenses asserted; The parties may then, in order, respectively offer rebutting evidence only, unless the Personnel Board for good reason, permits them to offer evidence upon their original case; Closing argument shall be permitted and written briefs may be permitted at the discretion of the Personnel Board. 5. 6. G The Personnel Board shall determine relevancy, weight, and credibility of testimony and evidence. Personnel Board shall base its findings on the preponderance of evidence. During the examination of a witness, all other witnesses, except the parties, shall be excluded from the hearing unless the Personnel Board, in its discretion, for good cause, otherwise directs. No still photographs, moving pictures, or television pictures shall b taken in the hearing chamber during a hearing. The Personnel Board, prior to or during a hearing, may grant a continuance for any reason it believes to be important to reachin! a fair and proper decision. The Personnel Board shall render its judgement as soon afte the conclusion of the hearing as possible and in no event later than 30 days after conducting the hearing. The decision shall set forth which charges, if any, are sustainea and the reasons therefore. The opinion shall set forth findings of fact and conclusions. The opinion shall be advisory only. The Personnel Board may recommend sustaining or rejecting any or all of the charges filed against the employee. The Personnel Board may recommend sustaining, rejecting, or modifying the disciplinary action invoked against the employee. The Personnel Boarc may not recommend discipline more stringent than issued by the appointing authority. The Personnel Board’s opinion and recommendation shall be filed with the City Manage with a copy sent to the charged employee, and the Human Resources Director and shall set forth its findings and recommendations. If it is a dismissal hearing and a dismissal not the Personnel Board’s recornmendation, the opinion shall set forth the date the employee is recommended to be reinstated and/or other recommended action. The reinstatement date, if appropriate, may be any time on or after the date of disciplinaq action. Within 30 days of the receipt of the Personnel Board’s findings and recommendation, a transcript (which is optional only in certain cases), whichever date is later, the City Manager shall adopt, amend, modify or reject the recommended findings, conclusions, and/or opinions of the Personnel Board. Prior to making a decision which modifies or rejects the recommendation of the Personnel Board, the City Manager shall order and read the transcript of the hearing. Prior to making a decision which supports the Personnel Board, the City Manager may order and read the transcript, at hidher opti The City Manager shall not conduct a de novo hearing. The City Manager may, at his/t option, allow limited oral arguments and/or may request and review written statemel from either side. The decision of the City Manager shall be final and conclusive. Copii H. 1. 34 0 0 of the City Manager's decision, including the Personnel Board's recommendation(s) shall be filed where appropriate, including the employee's personnel file, unless no discipline is upheld by the City Manager. Each party shall bear equally the cost of facilities, fees and expenses, including the a reporter and transcripts. Each party shall bear its own witness and attorney fees. If either party unilaterally cancels or postpones a scheduled hearing, thereby resulting a fee charged by the court reporter, then the party responsible for the cancellation 01 postponement shall be solely responsible for payment of that fee. This process shall r apply to mutual settlements by the parties which result in a court reporter fee. In the case of suspension, demotion, reduction in salary, or dismissal prescribed by tt City Manager, the time of such suspension, demotion or dismissal shall be effective frc the first day after such delivery of said decision or shall relate back to and be effectivt as of the date the employee was disciplined from duty pending hearing before and decis by the City Manager, whichever is applicable. If discipline imposed resulted in loss o pay, and the decision results in reduction or elimination of loss of pay, the pay loss st be restored to the employee based on the number of standard work hours lost computed hidher then base hourly rate. The provisions of Section 1094.6 of the Code of Civil Procedure shall be applicable to proceedings under this section. The employee and the City may mutually agree to utilize a hearing officer in lieu of the Personnel Board, as provided herein, to render an advisory decision to the City Manag K. L. M. Article 43 Alcohol and Drua Policy 1. J2QLlGx It is the policy of the City of Carlsbad to provide, for its employees, a work environme free from the effects of drugs and alcohol consistent with the directives of the Drug Frc Workplace Act. This policy is intended to accomplish that objective. A . .. initions - As Used in This Policy: 1. "Drug" means any substance which produces a physical, mental, emotional or behavioral change in the user, including but not limited to prescription medications, heroin, cocaine, morphine and its derivative: P.C.P., methadone, barbiturates, amphetamines, methamphetamines, alcohol, marijuana, and other cannabinoids. "Workplace" means any site where City-assigned work is performed, including City premises, City vehicles or other premises or vehicles, while City-assigned work is being conducted, or within a reasonable tim thereafter. 2. 35 0 0 3. “Reasonable suspicion” means a standard for evidence or other indication of impairment of normal physical or mental skills by alcohol or drugs where such impairment could negatively affect work performance or could pose a threat to public or employee safety. lovee Remillties . ... B. 1. As a condition of employment, employees shall: a not engage in the unlawful manufacture, distribution, dispensation, possession or use of alcohol or drugs nor be under the influence of alcohol or drugs in the workplace or while on- call; submit to an alcohol and drug analysis and remain on the premises when requested to do so by City management, acting pursuant to this policy, or by law enforcement personnel; notify the City of any conviction under a criminal drug statute (including any pleas of nolo contendere), if such conviction was based on a violation which occurred in the workplace, no later than five days after such conviction; (notification under this subsection does not relieve an employee from the disciplinary consequences of the conduct upon which a criminal conviction is based); and abide by all terms of this policy. b. c. d. Employees are encouraged to notify their supervisors when taking any medication or drugs, prescription or non-prescription (over-the- counter medications), which may interfere with safe or effective performance of their duties or operation of City equipment. Off-duty involvement with any controlled substance including, but not limited to manufacture, distribution, dispensing, possession, use or an) conviction under a criminal drug statute whose scope and employment E relevant to City employment may result in disciplinary action up to anc including termination if there is relevant nexus between such off-duty involvement and the employee’s employment with the City, consistent with the legal requirements for disciplinary due process. 2. 3. c7 For the purpose of enforcing this policy and maintaining a drug-free workplac the City reserves the right to search, with or without prior notice to the employee, all work areas and property in which the City maintains full or joi . 36 0 e control with the employee, including but not limited to City vehicles, desks, lockers, file cabinets, and bookshelves. These areas remain part of the workplace context even if the employee has placed personal items in them. Employees are cautioned against storing personal belongings in work areas und full or joint City control since such work areas may be subject to investigation and/or search under this policy. Employer searches shall normally occur when there is a determination of “reasonable suspicion” as defined herein. Such searches shall normally be conducted by persons having supervisory and/or other legal authority to conduc such searches. Searches will not normally occur without concurrence of more than one supervisor. Nothing herein shall prevent the City from taking appropriate action if there is an inadvertent discovery of evidence of drug or alcohol use. Conseauences of V iolation of Pol icv 1. D. Failure to abide by the terms of this policy shall be grounds for disciplinary action, up to and including termination. In addition to any disciplinary action, an employee who fails to abide by this policy may also be directed to satisfactority participate in an approved alcohol or substance abuse assistance or rehabilitation progrz 2. I I. DRUG AND AI COHOLANAl YSlS A Pre-emDlovment Drua and Alcohol Analvsis 1. Prior to receiving an offer of employment, an otherwise successful candidate must submit to a drug and alcohol analysis. At the City’s discretion, this analysis may be in the form of “breathalizer,“ urine, c blood analysis. Persons whose results are positive for either drugs or alcohol will be rejected for City employment. 2. B. Fmplovee Drug and Alcohol Analysk 1. If a manager or supervisor of the City has reasonable suspicion that an employee is under the influence of drugs or alcohol while in the workplace or subject to duty, the employee shall be: a Prevented from engaging in other work; and b. Required to submit to a drug and alcohol analysis. At the City’s discretion, this analysis may be in the form of “breathalizer,” urine, or blood analysis. 37 0 0 c. An employee may also be required to remain on the premises for a reasonable time until arrangements can be made to transport the employee to his or her home. 2. Some examples of “reasonable suspicion” as defined in Section 1 .A.3. include, but are not limited to, the following, when confirmed by more than one person having supervisory authority: a. slurred speech. b. alcohol odor on breath; C. unsteady walking or movement not related to prior injury or disability; an accident involving City property having no obvious causal explanation other than possible employee responsibility; physical or verbal behaviors that are disruptive, non-responsiv unusual for that employee or otherwise inappropriate to the workplace situation; attributable possession of alcohol or drugs; information obtained from a reliable person with personal knowledge that would lead a reasonably prudent supervisor to believe that an employee is under the influence of alcohol or drug d. e. f. g. 3. Refusal to remain on the premises or to submit to a drug and alcohol analysis when requested to do so by City management or by law enforcement officers shall constitute insubordination and shall be groun for discipline, up to and including termination. A drug and alcohol analysis may test for the presence of any drug which could impair an employee’s ability to effectively and safely perform thc functions of his or her job. A positive result from a drug and alcohol analysis may result in disciplinary action, up to and including termination. 4. 5. Ill. 1 A The City has a well established voluntary Employee Assistance Program (EAP) assist employees who seek help for substance abuse problems. The EAP is available for assessment, referral to treatment, and follow-up. Any employee the City wishing confidential assistance for a possible alcohol or drug problem can call the EAP office and arrange for an appointment with a counselor. The E 38 0 0 program is provided by Compro and can be reached by calling 758-6800. B. Employees who are concerned about their alcohol or drug use are strongly encouraged to voluntarily seek assistance through the EAP. All self-referral contacts are held in confidence by the EAP. Participation in the employee assistance program will not replace normal disciplinary procedures for unsatisfactory job performance or for violation of any City policy. C Article 44 Air Pol lution Co ntrol District During the term of this Memorandum, the parties will meet and confer on requirements impos by the Air Pollution Control District. Nothing herein shall preclude implementation of such requirements upon completion of the meet and confer process. Article 45 Access to Inf o rmati o n The City will make available to CCEA such nonconfidential information pertaining to employmc relations as is contained in the public records of the City, subject to the limitations and conditions set forth in this article and Government Code Section 6250-6260. Such information shall be made available during regular office hours in accordance with the City's rules and procedures for making public records available and after payment of reasona costs, where applicable. Information which shall be made available to CCEA includes regularly published data covering subjects under discussion. Data collected on a promise to keep its source confidential may be made available in statistical summaries, but shall not be made available in such form as to disclose the source. Nothing in this article shall be construed as requiring the City to do research for an inquirer to do programming or assemble data in a manner other than usually done by the City. Nothing in this article shall be construed to require disclosure of records that are: ( 1 ) \ Personnel, medical and similar files, the disclosure of which would constitute an unwarranted invasion of personal privacy or be contrary to merit system principles' Working papers or memoranda which are not retained in the ordinary course of busin or any records where the public interest served by not making the record available clearly outweighs the public interest served by disclosure of the record; Records pertaining to pending litigation to which the City is a party, or to claims or appeals which have not been settled. ( 2 ) ( 3 ) 39 0 0 Article 46 Communications The patties agree to continue meeting at least once each month during the term of the agreement for the purpose of continuing communications on subjects of mutual concern. Article 47 Legal Representation Upon request of an employee and subject to any limitations provided by law, the City will provide for the defense of any civil action or proceeding initiated against the employee by a person or entity other than the City in a court of competent jurisdiction, on account of any act or omission occurring within the course and scope of hisher employment as an employee of thi City. Nothing herein shall be deemed to require the provision of such defense where the discretion tc provide or not provide such defense is vested in the City pursuant to the provisions of the California Government Code, or where the act or omission was not within the scope of the employee’s employment, or the employee acted or failed to act because of actual fraud, corruption or actual malice, or where the provision of such defense would create a conflict of interest between the City and the employee. Nothing herein shall be construed to grant to any employee any right or privilege in addition tc those provided in the said Government Code. Article 48 Lavoff Lavoff: The City may layoff an employee in the merit service because of material change in duties or organization or shortage of work and funds. Ten working days prior to the effective date of a layoff, the Department Head shall notify the Human Resources Director of the intendec action with reasons therefore, and a statement certifying whether or not the services of the employee have been satisfactory. A copy of such notice shall be given the employee affected. I certified as having given satisfactory service, the name of the employee laid off shall be placec on the appropriate reemployment list as provided by these rules. Reduction in Force Procew: The following procedures will apply to all probationary and permanent employees in the event of a reduction in the City work force. initions: The following definitions apply to these procedures: .. . .. (a) ( 1 ) City Service Seniority shall be determined as the period of total continuous service with the City as measured from the date of original appointment. Classification Seniority shall be determined as the period of total continuous service of an employee in the present classification as measured from the date appointment to that classification. ton in Force -- Demotion: Whenever there is a reduction in work force the City shall first demote to a vacancy, if any, in a classification, which the employee with thc ( 2 ) .. (b) 40 0 0 greatest length of continuous City service has previously served and is determined to be currently qualified. An employe may refuse to accept a demotion and accept layoff without jeopardizing reemployment rights otherwise provided for in this procedure. ion in Force -_ Law: Whenever there is a reduction in the work force, the City shall secondly layoff employees within a classification according to continuous service seniority. Employees with the least continuous City service shall be laid off first. if-: Whenever there is a reduction in the work force requiring layoff the City shall send written notice to the last known address of each employee affected by a layoff, The notice shall include the (1) reason for layoff, (2) classes to which the employee may demote within the City, if any, (3) effective date of action, (4) conditions governing retention on and reinstatement from reemployment lists, and (5) rules regarding waiver of reinstatement and voluntary withdrawal from the reemployment list. Deter-1 math of Seniority : In determining continuous City service seniority, al uninterrupted employment from the original date of hire, including periods of authorized leaves of absence and including all periods of time service seniority, all uninterrupted employment from the original date of hire, including periods of authorized leaves of absence and including all periods of time served as a limited term CETA employee, shall be counted as continuous City service seniority. Qrder of Reduction in Force: In a reduction in force the following order of layoffs shall be followed: (1) part-time, temporary and provisional employees in the affected classification series; (2) limited term employees in reverse order of their seniority i the affected class series; (3) City probationary employees in reverse order of their classification seniority in the affected class series; (4) should there be need for furth reduction, regular employees in the affected classification series shall be given the opportunity to accept or refuse demotion as previously described in Section B in rever order of their classification seniority; (5) should a reduction in force still be necessary, regular employees shall be laid off in reverse order of their classification seniority . .. (c) .. . (d) .. .. (e) .. (f) (SI) Peter minina Order of Lavoff and Demotion for FmBlovees W ith Identical Seniority: Should two or more employees have identical seniority, the order of layoff and demotio will be determined by alphabetical order of the employees’ surnames. Transfer: All effort will be made by the City to transfer any employee who is to be affected by a reduction in force to another vacant position for which such employee mz qualify. Order and Method of Demotion P-t to a Reduction in Force -- Rurr@ing: When required due to a reduction in force, employees shall be demoted in the following man1 ( h ) .. (i) 41 0 @ ( 1 ) Employees who are demoted, who have held permanent status in a lower classification shall have the right to bump employees of lesser seniority in that lower classification. Employees who have not actually held status in a lower classification shall be allowed to demote to a vacant position or to a position held by a City probationar employee in such lower class, but may not bump regular City employees alread! in that lower classification. ( 2 ) .. (j) ment of FmDlovees Demota a Result of a Reduction in Work Force: Employees who are demoted as a result of a reduction in force shall have their names placed on a reinstatement list, in order of their seniority. Vacant positions in which an employee has served within a classification series shall first be offered to employees 01 this list. Reemplovment of Fmplovees Laid Off as a Result of a Reduction in Force: Employees whl are laid off and who held permanent City status at the time of layoff shall have their names placed on a reemployment list for classifications at the same or lower salary range for which they qualify in the order of their classification seniority. Vacant positions in such classifications will be offered to eligibles on the reemployment list who qualify for such vacancies prior to an open or promotional recruitment. Duration of Reinsmment and Reemplovment Lists: The eligibility of individuals on th reinstatement and reemployment list shall extend for a period of two years from the da of demotion or layoff. Eligibles not responding to written notification of an opening afl ten working days shall have their names removed from either the reemployment or reinstatement list. : Upon Pestoration of Bene fits Upon Ree mDlovment . . Fo llowina a Reduction in Force reemployment following a reduction in force, an individual will have the following benefits restored: ( 1 ) ( 2 ) (k) (1) .. ( m ) Prior sick leave accruals. Seniority at time of layoff for purposes of determining merit increases, vacatic accruals and future reduction in force. The salary paid to an employee who is reemployed shall be equivalent to the salary plan at the time of reemployment. If the employee chooses to be reemployed in a classification which has a salary range lower than the classification from which he was laid off, then salary placement will be in the range at the “E” step as reflected in the current effective salary plan at the tit of reemployment. ( 3 ) ( n ) P-a: Laid off employees are to be paid for all accrued holid vacation, compensation time and overtime when separated as a result of a layoff. The 42 0 0 sick leave accruals of such employee will remain on the books and will be reinstated if they are reappointed. Retirement Contribution: The disposition of the retirement contributions of a laid off employee shall be governed by the provisions of the State of California Public Employees’ Retirement Law as contained in the Government Code. (0) * *i . r’ 1 . Effective February 17, 1992, employees of the Carlsbad Municipal Water District (“CMWD”) shall become employees of the City of Carlsbad (“City”). Each CMWD employee shall retain hidher CMWD classification, salary range, salary step, salary anniversary date, and seniority date upon becoming a City employee. Each employee’s job title, salary range, and salary step shall be subject to future modification upon completion of a City classification and compensation study. In no instance shall an employee’s salary be reduced as a result of the City classification and compensation study. Effective February 17, 1992, each CMWD employee shall be subject to the City’s personnel system as established by the municipal code, the personnel rules and regulations, administrative orders, the applicable memorandum of understanding, and other applicable ordinances, resolutions, and rules and regulations dealing with personnel and employer-employee relations. Effective February 17, 1992, each CMWD employee shall be subject to the work rule: and operations rules of the City. Notwithstanding paragraph 2 above, each CMWD employee shall retain the benefits granted to CMWD employees as outlined in Attachment B (attached). Unless specifically set forth in paragraph 4 above, all other fringe benefits shall be tt same as those for City employees in the appropriate bargaining units as of February 1 1992. Employees hired on or after February 17, 1992, into the water operation shall not be eligible for those benefits set forth in paragraph 4 above. Employees who terminate service with the City (by reason other than lay off) shall nc be eligible for the benefits set forth in paragraph 4 above upon reinstatement to the City. Employees covered by this provision are listed in Attachment C. No current City employees will be laid off as a result of assimilation of CMWD employees. Former CMWD employees will be in the bargaining unit represented by CCEA. 2. 3. 4. 5. 6. 7. 8. 9. 10. 43 e 0 Article 50 Full Understandina. Modification. 4k Waiver It is intended that this agreement sets forth the full and entire understanding of the parties regarding the matters set forth herein, and any other prior or existing understanding or agreements by the parties, whether formal or informal, regarding any such matters are hereb superseded or terminated in their entirety. Except as specifically provided herein, it is agreed and understood that CCEA hereto voluntaril! and unqualifiedly waives its right, and agrees that the City shall not be required to negotiate with respect to any subject or matter covered herein during the term of this agreement. Any agreement, alteration, understanding, variation, waiver, or modification of any of the terms or provisions contained herein shall not be binding upon the parties hereto unless made and executed in writing by all parties hereto and, if required, approved and implemented by th City Council. The waiver of any breach, term or condition of this agreement by either party shall not constitute a precedent in the future enforcement of all its terms and provisions. Article 51 Provisions of Law It is understood and agreed that this Memorandum of Understanding is subject to all current an future applicable federal and state laws, federal and state regulations. If any part or provisioi of the Memorandum of Understanding is in conflict or inconsistent with such above applicable laws, rules and regulations, or is otherwise held to be invalid or unenforceable by any tribun, or competent jurisdiction, such part or provision shall be suspended and superseded by such applicable law or regulations, and th’e remainder of this Memorandum of Understanding shall I be affected thereby. Article 52 Retention of Benefits The employees of the City of Carlsbad shall retain all present benefits for the term of this agreement, except as amended by this Memorandum. Article 53 Non-discrimination Clause No person shall in any way be favored or discriminated against, by either the City or the Association, to the extent prohibited by law because of political opinion or affiliation, race, color, religion, sex, marital status, age, national origin, veteran status, medical condition or physical or mental disability. This affects decisions including, but not limited to, an employe compensation, benefits, terms and conditions of employment, opportunities for promotion, training and development, transfer and other privileges of employment. The City is committed to providing ongoing training to all employees on the subjects of equal employment, non-discrimination and cultural awareness. .. I .. 44 0 0 Article 54 Emplover -Employee 0 raanization Re lations ResolutioQ The Employer-Employee Organization Relations Resolution, attached and incorporated as Attachment D, shall be adopted at a future date by the City. Article 55 Americans With Disabllltles Act The parties acknowledge the applicability of the Americans With Disabilities Act (ADA) and intend to apply and implement this MOU so as to comply with the ADA. The parties agree to consult if compliance with the ADA may require modifying the provisions of this MOU. Article 56 Family Leave Act The parties acknowledge the applicability of the Family Leave Act (Act) and intend to apply an implement this MOU so as to comply with the Act. The parties agree to consult if compliance with the Act may require modifying the provisions of this MOU. ... IN THE WITNESS WHEREOF, the parties hereto have caused their duly authorized representative to execute the Memorandum of Understanding the day, month, and year noted below. City of Carlsbad Carlsbad City Employees’ Associati ------- Ap oved as to form: --------------- aA&eL e.& --- --- Ronald R. Ball, City Attorney 3.3.93 0 45 0 * ATTACHMENT A Resolution No. q3-2' SALARY SCHEDULE - GENERAL EMPLOYEES CLASSIFICATION RANGE - EAJS-2 ACCOUNT CLERK I 7 MICROCOMPUTER SPECIALIST 5 ACCOUNT CLERK I1 15 MINUTES CLERK 3 ACCOUNTANT 58 PARK MAINTENANCE SPECIALIST 3 ACCOUNTING SUPERVISOR 44 PARK MAINTENANCE WORKER I1 2 ASSISTANT ENGINEER 14 PARK MAINTENANCE WORKER 111 3 ASSISTANT PLANNER 64 PARK DEVELOPMENT COORDINATOR F ASSOCIATE ENGINEER 91 PERMIT CLERK ASSOCIATE PLANNER 78 PLANNING TECHNICIAN I BUILDING INSPECTOR I 55 PLANNING TECHNICIAN I1 c BUILDING INSPECTOR I1 70 POLICE RECORDS CLERK I 1 BUILDING MAINTENANCE WORKER I 27 POLICE RECORDS CLERK I1 L BUILDING MAINTENANCE WORKER I1 39 PROGRAMMER/ANALYST BUILDING TECHNICIAN I1 50 PROGRAMMER/OPERATOR c BUYER 42 RECEPTIONIST/CASHIER CIRCULATION SUPERVISOR 35 RECREATION SPECIALIST CLERK TYPIST I 1 RECREATION SUPERVISOR I CLERK TYPIST I1 4 RECREATION SUPERVISOR I1 CODE ENFORCEMENT OFFICER I 43 SECRETARY I CODE ENFORCEMENT OFFICER I1 55 SECRETARY I1 COMPENSATION TECHNICIAN 53 SENIOR BUILDING INSPECTOR CONSTRUCTION INSPECTOR I 55 SENIOR BUILDING MAINTENANCE WORKER CONSTRUCTION INSPECTOR I1 70 SENIOR CIRCULATION SUPERVISOR CRIME PREVENTION TECHNICIAN 31 SENIOR CONSTRUCTION INSPECTOR CUSTODIAN 1 SENIOR LIBRARIAN CUSTODIAN I1 ENGINEERING TECHNICIAN I 35 SENIOR RECEPTIONIST CASHIER ENGINEERING TECHNICIAN I1 50 SITE MANAGER EQUIPMENT MECHANIC I 34 STENO CLERK I EQUIPMENT MECHANIC I1 40 STENO CLERK I1 EQUIPMENT MECHANIC LEADWORKER 52 STOREKEEPER EQUIPMENT SERVICE WORKER 18 STREET MAINTENANCE WORKER I1 EVIDENCE AND PROPERTY TECHNICIAN 11 STREET MAINTENANCE WORKER I11 GRAPHIC ARTIST 24 TECHNICIAN I GRAPHICS TECHNICIAN 24 HOUSING SPECIALIST I 46 LIBRARIAN I 38 TREE TXIMMER LEADWORKER LIBRARIAN I1 53 UTILITY MAINTENANCE WORKER I1 LIBRARY ASSISTANT I 24 UTILITY MAINTENANCE WORKER I11 LIBRARY ASSISTANT I1 35 UTILITY SYSTEMS OPERATOR I1 LIBRARY CLERK I 1 UTILITY SYSTEMS OPERATOR I11 LIBRARY CLERK I1 4 WORD PROCESSING OPERATOR I LIBRARY SERVICES SUPERVISOR 68 WORD PROCESSING OPERATOR I1 MAINTENANCE ELECTRICIAN I 34 MAINTENANCE ELECTRICIAN I1 38 MAINTENANCE WORKER I 12 MESSENGER 1 METER READER/REPAIRER I 18 1-20-93 METER READER/REPAIRER I1 21 12 SENIOR PLANNER TREE TRIMMER I TREE TRIMMER I1 ATTACHMENT A 0 THE CITY OF CARLSBAD GENERAL EMPLOYEESALARYSCHEDULE BIWEEKLY SALARIES [Effective Februarv 2. 1993) 0 STEPE RANGE RLWGE STEPA STEP B STEPC STEP D 1 $706.38 $741.70 $778.79 $81 7.73 $858.62 1 2 $71 3.44 $749.1 1 $786.57 $825.90 $867.20 2 3 $720.57 $756.60 $794.43 $834.15 $875.86 3 4 $727.78 $764.1 7 $802.38 $842.50 $884.63 4 5 $735.06 $771.81 $81 0.40 $850.92 $893.47 5 6 $742.41 $779.53 $81 8.51 $859.44 $902.41 6 7 $749.83 $787.32 $826.69 $868.02 $91 1.42 7 8 $757.33 $795.20 $834.96 $876.71 $920.55 8 9 $764.90 $803.15 $843.31 $885.48 $929.75 9 10 $772.55 $81 1.1 8 $851.74 $894.33 $939.05 1 0 11 $780.28 $819.29 $860.25 $903.26 $948.42 11 12 $788.08 $827.48 $868.85 $91 2.29 $957.90 1 2 13 $795.96 $835.76 $877.55 $921.43 $967.50 13 14 $803.92 $844.1 2 $886.33 $930.65 $977.1 8 14 15 $81 1.96 $852.56 $895.1 9 $939.95 $986.95 15 16 $820.08 $861.08 $904.13 $949.34 $996.81 16 17 $828.28 $869.69 $913.17 $958.83 $1,006.77 17 18 $836.56 $878.39 $922.31 $968.43 $1,016.85 1 8 19 $844.93 $887.1 8 $931.54 $978.1 2 $1,027.03 1 9 20 $853.38 $896.05 $940.85 $987.89 $1 037.28 20 21 $861.91 $905.01 $950.26 $997.77 $1,047.66 2 1 22 $870.53 $91 4.06 $959.76 $1,007.75 $1,058.14 22 23 $879.24 $923.20 $969.36 $1,017.83 $1,068.72 23 24 $888.03 $932.43 $979.05 $1,028.00 $1,079.40 24 25 $896.91 $941.76 $988.85 $1,038.29 $1,090.20 25 26 $905.88 $951.1 7 $998.73 $1,048.67 $1,101.10 26 27 $914.94 $960.69 $1,008.72 $1,059.1 6 $1,112.1 2 27 28 $924.09 $970.29 $1,018.80 $1,069.74 $1 ,I 23.23 28 29 $933.33 $980.00 $1,029.00 $1,080.45 $1,134.47 29 30 $942.66 $989.79 $1,039.28 $1,091.24 $1 J45.80 30 31 $952.09 $999.69 $1,049.67 $1,102.15 $1,157.26 31 32 $961.61 $1,009.69 $1,060.1 7 $1,113.1 8 $1,168.84 32 33 $971.23 $1,019.79 $1,070.78 $1,124.32 $1,180.54 33 34 $980.94 $1,029.99 $1,081.49 $1,135.56 $1,192.34 34 35 $990.75 $1 040.29 $1 092.30 $1,146.92 $1,204.27 35 36 $1,000.66 $1,050.69 $1 ,I 03.22 $1,158.38 $1,216.30 36 37 $1,010.67 $1,061.20 $1,114.26 $1,169.97 $1,228.47 37 38 $1,020.78 $1,071.82 $1,125.41 $1,181.68 $1,240.76 38 3 9 $1,030.99 $1,082.54 $1,136.67 $1,193.50 $1,253.1 8 39 40 $1 041.30 $1 093.37 $1 148.04 $1,205.44 $1,265.71 40 4 1 $1,051.71 $1,104.30 $1 ,I 59.52 $1,217.50 $1,278.38 4 1 42 $1,062.23 $1,115.34 $1,171.1 1 $1,229.67 $1,291.15 42 43 $1,072.85 $1,126.49 $1,182.81 $1,241.95 $1,304.05 43 44 $1,083.58 $1,137.76 $1 ,I 94.65 $I ,254.38 $I ,317.1 0 44 .............................. 45 $1 llll,l,lll,lllll,'llllll(l((lllll 094.42 $1 ................................ 149.14 $1 11111,~111111,11111,1111111(1111 206.60 $1 1,11111111111111011111111111111( 266.93 $1 11111111,1111(111111)111111111111)1111(1,,,.,,, 330.28 45 46 $1,105.36 $1,160.63 $1,218.66 $1,279.59 $1,343.57 46 ,111 ,,,,,,,, 1,111 ,,,,,,,,,,,,,I,,,,, 1111111,1111111 ,,,,,,,,,,,,, 111, ,,111*11,,,11111,,'',,,,,~ ,111 111 I,,,,, 110 ,,,,1,,1,,1,11,,1111,, 11111111111111111111111111111111 1111111111111111111111111111111111111111~~ 1,111, ',,,ll,,,,,, 1,11,,,111111,,111 111,'"','1,11',",1',,,,,,, 11,' ,I ,1111 *,1.1,11111',,1,.11,10)11 ll,,'llll,,,,,, tll,,l,l*lllll*ll 11111011111111~11111111111(11(1 111111(1110(111111111111111(1111(111111~l .................................... I, ,,,,,,111,,,.1,,,,,,,,,,,,,,,, ,,,111,,,,11'11,,,, 11111111,11111 ,,,,,,,,,,,, 8 ,,,,,,,,,,,,,I,,,,, 11111111~111111111111110111111) 111.1(1111111111111(1((11(11111111((11(1,, 1,111 11l,,1,,,,,,,,, I,,,,,,, I,,,,, I, 1,11111111,111111111 ,,,,,,,,,,,, ,111,111111111,11111lltllllllllll I, ,1111 I ,,,,,,,,,,,,,,,, 111 ,,,,, 11111111111111111111lllll lllllllllllllllllllIllIll~llllllIllllllll~lll~l ............................. 11,111 I I,,,, 111,111,111 ,,,,,,,,,,,I,,,. ,,11,,1,,,1,1,,11111111,,,, 1,111, 111 ,,,,,, 3,111,4111 1,111, I 11,111 1111111111111.111111)1111 14111 1(1111111111111.11.1,,,,,,,,.,,,,,.,,,,,. ,,,,,,,,I ,,,,,,,, *1,,,1,1*11,,,11111 11111.1,*1111111,,1,,,,,, ,,.,,*, 1,11,,1111111,,,1111101111 11,111 1,111, l,,,, 1,111111 1,1111 1.1111 111110111110111111llllll 18111 (011111111111*)101111111111011111111~ ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ ~~~~~~~~~~~~~~~~~~~~~~~~~~~ ~0~~1~~~~~~~~~~~~~~~~~~~~~~~~~~ ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ BSO~BI ~~~~~~~I~~~~~~~III~~~IIIII so111 I,~IIIIIIIIIIIII,IIIIIIIIIIII,IIIIIIIIIII .............................. ................................ ................................ 1,111,~1111,,,,,1111111111111111 1,1111 11111,11,1111,1111*1llllll ,,,In 111,,111111111111111llll~~ll~~~~~~llll~ll ATTACHMENT A e THE CITY OF CARLSBAD GENERAL EMPLOYEE SALARY SCHEDULE BIWEEKLY SALARl ES [Effective Februarv 2, 1993) 0 STEPE pANGE pANGE. STEPA STEP B STEP G STEP D 47 $1,116.41 $1,172.23 $1,230.84 $1,292.38 $1,357.00 47 48 $1,127.57 $1,183.95 $1,243.1 5 $1,305.31 $1,370.58 48 49 $1,138.85 $1,195.79 $1,255.58 $1,318.36 $1,384.28 49 ,1,,,,1,,,1,11,,11111111111)11 50 $1 l,lll,~llllll,lllllllolllll 150.24 $1 ~,1111~~~,111~~~~111~~~~~,~~~~~, 207.75 $1 1~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ 268.14 $1 I~~~~~/~~~~II~~~~II~*~~II~~~~II~~ 331.55 $1 ~~~~~l~~~~~~~~~~i111~~~~~~~~~~~~~~~~~~~~~~~~~~~ 398.13 50 5 1 $1,161.74 $1,219.83 $1,280.82 $1,344.86 $1,412.1 0 5 1 52 $1 ,I 73.36 $1,232.03 $1,293.63 $1,358.31 $1,426.23 52 53 $1,185.09 $1,244.34 $1,306.56 $1,371.89 $1,440.48 53 54 $1 ,I 96.94 $1,256.79 $1,319.63 $1,385.61 $1,454.89 54 .............................. 55 $1 ,,,,,,~,,,,,,,,,,,,1,,,,,,,,,,,,, 208.91 $1 IIII1LII,,IIII,I,II11111111)111 269.36 $1 .l,ll,~ll1lll1ll11l.l10(111111( 332.83 $1 1111(1/1111111111111lllllllllllll 399.47 $1 ll1llb(111111(1111)1111111111111(11111(~~~~~~~ 469.44 55 56 $1,221 .OO $1,282.05 $1,346.15 $1,413.46 $1,484.13 56 57 $1,233.21 $1,294.87 $1,359.61 $1,427.59 $1,498.97 57 58 $1,245.54 $1,307.82 $1,373.21 $1,441.87 $1,513.96 58 59 $1,258.00 $I ,320.90 $1,386.95 $1,456.30 $1,529.12 59 ~~~~~~11~~~~1111~~~~~~~~~~~~~, 60 $1 ~~~~~d~~~~~~~~~~~,~~~~~~~~~~i~~~ 270.58 $1 ~~~~~1~~~~~~~~~~~~~~llllllllllll 334.11 $1 ~~~~~~1~1111~~~~1iiilliii~~iilii 400.82 $1 illl~iflliiiilllliiilllllllllllll 470.86 $1 111~~~1111~~111~~~~~i~~~~~~~~~*~~~~~~~~~~~~~~~~ 544.40 60 6 1 $1,283.29 $1,347.45 $1,414.82 $1,485.56 $1,559.84 6 1 62 $1,296.12 $1,360.93 $1,428.98 $1,500.43 $1,575.45 62 63 $1,309.08 $1,374.53 $1,443.26 $1,515.42 $1,591 -19 63 64 $1,322.1 7 $1,388.28 $1,457.69 $1,530.57 $1,607.1 0 64 ,,,1,,,,,,,1,,,,,1,1,,,,,,,,,, 65 $1 llll,l/llllll,llllllolllll 335.39 $1 111,~1~,11,~~~111~~~~~,,~~~~~,,~ 402.16 $1 ~~~.l~~~~~~~~~~~~~~~~~~~~~~~~~~~ 472.27 $1 ~~~~~~1~~~~~~~~~~~~~1~~~~~~~~~~~~ 545.88 $1 ~*l~~l~1llll~1l1l~~llllllll*ll~~~~lllll~~~~*~~~ 623.17 65 66 $1,348.74 $1,416.18 $1,486.99 $1,561.34 $1,639.41 66 67 $1,362.23 $1,430.34 $1,501.86 $1,576.95 $1,655.80 67 68 $1,375.85 $1,444.64 $1,516.87 $1,592.71 $1,672.35 68 69 $1,389.61 $1,459.09 $1,532.04 $1,608.64 $1,689.07 69 70 $1,403.51 $1,473.69 $1,547.37 $1,624.74 $1,705.98 70 71 $1,417.55 $1,488.43 $1,562.85 $1,640.99 $1,723.04 71 72 $1,431.73 $1,503.32 $1,578.49 $1,657.41 $1,740.28 72 73 $1,446.05 $131 8.35 $1,594.27 $1,673.98 $1,757.68 73 74 $1,460.51 $1,533.54 $1,610.22 $1,690.73 $1,775.27 74 75 $1 475.12 $1 548.88 $1 626.32 $1 707.64 $1 793.02 75 76 $1,489.87 $1,564.36 $1,642.58 $1,724.71 $1,810.95 76 77 $1,504.77 $1,580.01 $1,659.01 $1,741.96 $1,829.06 77 78 $1,519.82 $1,595.81 $1,675.60 $1,759.38 $1,847.35 78 79 $1,535.02 $1,611.77 $1,692.36 $1,776.98 $1,865.83 79 .............................. 80 $1,550.37 1,1111 ,,,,,,,,,,,,,,,I ,,,,,, ,111 $1,627.89 1-11, ',1'"",1,,1,'1,,,, ,11111 $1 lll,l,;,lll(lll1ll)ll11111111111 709.28 $1 Ill)ldlllllllllllll10111111)111 794.74 $1 Illll7tlllllll)lllll~~~~~~~~~~~~~~~~~~~~~~~~~~~ 884.48 80 8 1 $1,565.87 $1,644.1 6 $1,726.37 $1,812.69 $1,903.32 8 1 82 $1,581.53 $1,660.61 $1,743.64 $1,830.82 $1,922.36 82 83 $1,597.35 $1,677.22 $1,761.08 $1,849.13 $1,941.59 83 84 $1,613.32 $1,693.99 $1,778.69 $1,867.62 $1,961 .OO 84 .............................. 85 $1 l,,,,,;l,,,,,lll,,,,,,,,~~~~~~~~~ 629.45 $1 11~~11111~~11111~1~1,,,,~~,,,,~~ 710.92 $1 ~~~~~~i~.~~.~~~~~~~~~~~~~~~~~~~ 796.47 $1 ................................ 886.29 $1 ~l~iiblli~~l~~~~iii~~~~~~~~~~~~~~~~~~~~~~~~~~~ 980.60 85 86 $1,645.74 $1,728.03 $1,814.43 $1,905.15 $2,000.41 86 87 $1,662.20 $1,745.31 $1,832.58 $1,924.21 $2,020.42 87 88 $1,678.82 $1,762.76 $1,850.90 $1,943.45 $2,040.62 88 89 $1,695.61 $1,780.39 $1,869.41 $1,962.88 $2,061 -02 89 .............................. 90 $1 l*lllll,,,,l,ll,,lll1111)11111111 712.57 $1 ,,,,,1,,,,,1,,,,,,,,111111111111 798.20 $1 lllllellllllllllllllIl~~~~~~~1, 888.11 $1 111'11111111111111111111(11111(0 982.52 $2 llll,?llllll,llll,lllllllolll)lllllllll,l~ll*l 081.65 90 91 $1,729.70 $1,816.1 9 $1,907.00 $2,002.35 $2,102.47 9 1 11~~11(11~~11),1~~~11111(11111 aulu ~~~~~~~~~~~~~~~~11~~111111 twn 1,,1,11(,,1111o,(11llllll #bw# 111,(01111111)11111lllll 111118 111,1(11111101111(1llllll wll (IIl.1111111((11J111IIIIIJI~II~IIIIIIIIID 11111,1111,11,11111,1111(11111 11,1111111,11111'11111111(1111111 lllll1ll,llllllll1ll111111111111 ,,,,l,~'ll,,lrlIlllll~lliil~lil~ r~~l~~lilil~llrllrlrll~llIllillll 111111111011111111111111111111111111111111ll1l e e ATTACHMENT B BENEFITS RETAINED BY CMWD EMPLOYEES A- - The City will provide employees and dependents with a choice of ACWA-Blue Cross Prudent Buyer (Group No. 65460A), ACWA- California Care (Group No. 59627A), or Kaiser (Group No. 4787-00) health insurance. The City will provide either of the two ACWA policies at no cost to the employee, and will contribute an amount not to exceed the cost of the ACWA policy toward the Kaiser program. During the month of July 1992, the City shall hold an open enrollment for the City’s health, dental, and vision insurance programs. If an employee elects to enroll in the City’s health, den1 and/or vision insurance program(s), he/she is not eligible to return to the current plan(s) as set forth above and below, and thereafter may only participate in City sponsored plan(s). B. Health Insurance for Ret ireeg The City will pay, after retirement of an employee, premiums for existing medical coverage provided the employee has met the following requirements: 1. Voluntarily retired after the age of 50 with no less than five years of service, and whose age combined with years of service equals 70 or more; or Retired by having reached the mandatory retirement age established under the State of California Public Employees’ Retirement System with no less than five years sf service. 2. 1 0 0 Medical coverage for the Retiree will be coordinated with Medicare and other benefits provided by federal and state law, and will thereby be reduced when the Retiree qualifies for those benefits. Medical coverage for the spouse and dependents of a Retiree will be coordinated with Medicare and other benefits provided by federal an( state law, and will thereby be reduced when the spouse qualifies foi those benefits. Upon death of the Retiree, health insurance coverage for the spouse and dependents will be continued, provided the spouse keeps the Citl informed of his/her name, address and marital status. In the event such spouse remarries, his or her eligibility for such coverage ceases immediately and shall be terminated. As used herein, “spouse” shall mean the spouse of the employee at the time of the employee’s re ti re men t. If the Retiree divorces, neither hidher new spouse nor hidher former spouse will be eligible for coverage and it shall cease immediately and be terminated. The former spouse would only be eligible for continued health care coverage at his or her expense as required under federal law. C. Dental lnsu rance The City shall provide employees and dependents with a dental plan (Delta Care, Group No. 2692 or Delta Dental, Group No. 399-0139), including orthodontia coverage for dependent children only, at no cost to the employee. D. Eve Care Plaq The City will provide employees and dependents with an eye care plan (VSP, Plan C, Group No. 228049 A-R). The plan will provide a reasonable amount of coverage at no cost to the employee. 2 0 0 E. Life Insurance The City will provide the employee a group term life insurance policy (American Bankers Life Assurance Company of Florida, Plan No. 0670), which will provide protection of 1 x annual pay, up to a maximum of $50,000 at no cost to the employee. The City also provides Term Life Insurance and AD&D of $9,000. F. Deferred Co mwnsertion The City has established a Deferred Compensation Plan which employees may voluntarily participate in. employee contributions up to a maximum of 7.5% of an employee’s b weekly earnings. gve rt I m q Overtime shall be defined as work performed before or after the regularly scheduled work day or work week. Work in addition to the regularly scheduled work day shall be paid at the rate of time and one-half of an employee’s pay. In addition, all hours worked on Sundays and holidays shall be paid at double time. The City shall match G. H. Standbv Two employees shall be on standby at all times. Each such employ€ shall remain on standby for a one week period and shall receive $I( per week for the standby period. The employee shall be compensatf in the normal manner for any work performed. Standby shall not be regarded as call back work. 3 Attachment .. 0 1- YacatiQn 1. Rat= After completion of one year of employment, an employee wi be granted vacation time of 80 hours. An employee then begin earning vacation at the rate of 3.08 hours per pay period. After the completion of five continuous years of employment, an employee will be granted vacation time at the rate of 4.62 hours per pay period. After completion of 10 continuous year: of employment, an employee will be granted vacation at the rate of 6.15 hours per pay period. After completion of 20 years of continuous service, an employee will be granted vacation at the rate of 7.69 hours per pay period. Carrvover of U nused Vacat ion Hours Vacation time accumulation as of January 1 each year may be permitted as follows: Employees with less than 5 years service - 160 hours Employees with 5 but less than 10 years service - 240 hours Employees with 10 but less than 20 years service - 320 hours Employees with 20 or more years of service - 400 hours Effective January 1 of each year, vacation time in excess of the above-mentioned hours will be eliminated. 2. J. 1. An employee has the option of selling back to the City 100% 01 any accumulated sick leave in excess of 250 hours. 4 0 0 I 2. The City, at its discretion, may purchase any accumulated sick leave from an employee. K. Sick Leave at Termination 1. Betirement Upon retirement in accordance with either the voluntary service of compulsory service retirement provisions of P.E.R.S., an employee will receive 50% of all accumulated sick leave up to 250 hours. Any accumulated sick leave in excess o 250 hours shall be reimbursable at 100%. 2. Daath Upon an employee’s death, while still employed, all compensation due an employee will be paid to his/her designated beneficiary. vacation time, 50% of all sick leave up to 250 hours, and loo? of sick leave in excess of 250 hours shall also be made. Compensation for all accumulated 3. Discharm The Department Head shall notify any such employees of discharge in writing. All such discharged employees shall be entitled to any normal compensation due, and shall receive ai accumulated vacation time due. If employed at least one yea1 an employee will receive 50% of all accumulated sick leave u to 250 hours and 100% of any sick leave in excess of 250 hours. 4. b;ay Off Layoffs may be required due to lack of work, a decrease in 01 loss of funds, or changing position requirements. layoffs be required, they will be implemented by considerins 5 Attach m e ni Should , 0 0 an employee’s proficiency, productivity, length of employmer attendance, and reliability. Such employees shall receive tw weeks written notice of layoff. When layoff is anticipated tc exceed 14 days duration, the following shall apply: An employee will be paid all accumulated vacation pay due. If employed at least one year, an employee will receive 50% of all accumulated sick leave in excess of 250 hours to be reimbursable at 100%. 5. Resianation Employment may be terminated at will by an employee. If an employee wishes to resign, the City desires a two (2) week notice in writing. All accumulated vacation pay and sick lea compensation will be paid upon resignation. if employed at least one year, an employee will receive 50% of all accumulated sick leave up to 250 hours. Any accumulated si leave in excess of 250 hours shall be reimbursable at 100%. L. bong-Term Disab i I itv Long-term disability benefits shall be provided at 66-2/3% of pay, with a minimum monthly benefit of $50 and maximum benefit of $2,500. M. Longe vity Pay Each classified regular employee will be eligible for longevity allowance as follows: After five (5) years of service in the same classification at E Step an employee will be entitled to an allowance of 5% in addition to 2 other regular pay, i.e. C.O.L.A., that an employee is entitled to. An employee will then be placed at the L1 step. After an additional f (5) years an employee will be entitled to a 242% increase in 6 0 e , addition to any other regular pay that an employee is entitled to and is then classified as an L2. A $1,500 net award will be given every five (5) years thereafter to an employee after he/she reaches L2. N. Soecial Merit for Fducatiom The City will continue a special merit award system to mutually benefit employees and the City by stimulating and rewarding employees for educational accomplishments. recognizes accomplish men ts in terms of operator certification acco rd i ng to the f ol lowing : This program Grade Amount c>ne $ 150 Two $ 300 Three $ 500 Four $1,000 The decision to grant this lump-sum award shall be made by an employee’s supervisor, with approval by the Department Head. This is a one-time award granted after obtaining the above certificate(s 0. Credit Wn ion The City will permit a payroll deduction bi-weekly for an employee if he/she wishes to avail himself/herself of the services of the Sal Diego County Employees’ Credit Union. P. Special How ina Facilit ieg The City maintains a residence at Squires Dam. The purpose of thi: residence is to provide security for CMWD facilities. The followin! conditions apply to employee assignment as caretaker: 7 Attach men t 0 0 1. m The employee assigned as caretaker at Squires Dam shall be a full-time permanent employee. .. 2. rioritv of Assianments - In the event of a vacancy at the caretaker residence, priority of assignment shall be operations crew members first and construction crew next. Within crew members, longevity with the City shall be the second criterion. Sole Place o f Residence The crew member assigned as caretaker shall maintain the residence as his/her sole place of residence. Others Livina at Residence Only City employees and a reasonable number of persons who constitute a bona fide single housekeeping unit shall be allowed to reside at the house. 5. onsibillties 3. .. 4. . ... The employee and not the City shall be responsible for the general maintenance of the house and surrounding property. The employee shall also be expected to provide security durin nonworking hours by having themselves, a member of their household or another City employee on-site four weeknights per week and at least three weekends per month. The employee shall be expected to respond to emergency situatior to include the chlorination facility, the hydroelectric facilit] and the mobile chlorination equipment. The employee shall make a visual inspection of the entire site at least weekly ar shall repair any minor fence breaks. The employee shall drivc 8 0 a City vehicle. No more than three private vehicles shall be kept at the residence. No overtime or supplemental compensation shall be paid for these duties. 6. Rent The City shall charge an appropriate rent for the residence. Said rent shall be established from time to time by the City. The City shall furnish the water supply and electricity for tht residence and the City employee shall be responsible for the balance of the utilities. shall have the propane tank filled and bill the outgoing resident. 7. Firearms Upon change of resident, the City The employee shall not carry any firearms in the performanct of hidher duties as caretaker nor in City vehicles and shall not discharge any firearms on City property. 8. Parties The employee shall notify the Department Head in advance of any party at the residence involving 15 or more people. 9. Pets The employee shall be allowed to have only non-house pets a any pets shall remain within the fenced portion of the propc provided for this purpose. The employee may not keep pets known to be vicious. 10. Jerm The City maintains the right to change the assignment of tht caretaker responsibility based solely on determination of tP 9 Attachmen r 0 0 City. It is the intent of this provision to create an at-will tenancy. There shall be an annual review of the caretaker’s performance with the Superintendent and General Manager .. Q. Non-EJ iaibif rty An employee shall not be eligible for the following benefits provid by the City: 1. Compensatory time off accrual as set forth in Article 15, Section 2 of the MOU with CCEA. An employee shall be eligit to accrue no more than 40 hours of such compensatory time. Sick leave because of illness of a member of the immediate family, Article 24, Section A (4) of the MOU with CCEA. State disability insurance as provided by the State of California, Article 36 of the MOU with CCEA. 2. 3. 10 0 0 ATTACHMENT C CARLSBAD MUNICIPAL WATER DISTRICT Salary Schedule and Job Classification Effective Februarv 2. 1993 CLAsSlFlCATloN RANGE Accountant 51 Accounting Off ice Assistant 31 Construction & Maintenance Worker I 29 Construction & Maintenance Worker II 32 Associate Engineer 57 Engineering Office Assistant II 23 Engineering Secretary 35 Engineering Technician II 39 Engineering Technician 111 43 Equipment Operator 35 Faci Ii ty Maintenance Leadworker Senior Engineering inspector 53 Senior Systems Operator 40 35 Senior Construction ti Maintenance Worker 38 Service Coordinator 38 Storekeeper 38 System Operator i 31 System Operator II 37 Water Conservation Specialist 33 ril), ATTACHMENT CARLSBAD MUNICIPAL WA DISTRICT Salary Schedule and Job Classificatlon e Effective: February 2, 1993 IU-Weeklv Salaries RAN!3.EsmIu slm3 SEl3 SLELR SIEu SWLus 15 $701.60 $729.60 $759.20 $79 1.20 $827.20 $868.80 9 16 $715.20 $744.80 $775.20 $808.80 $841.60 $884.00 $ 17 $729.60 $759.20 $79 1.20 $827.5, $860.80 $904.00 : 18 $744.80 $775.20 $808.80 $841.60 $879.20 $923.20 4 19 $759.20 $791.20 $827.20 $860.80 $898.40 $943.20 ! 20 $775.20 $808.80 $841.60 $879.20 $920.00 $966.40 21 $791.20 $827.20 $860.80 $898.40 $942.40 $989.60 3 22 $808.80 $841.60 $879.20 $920.00 $9 62.40 $1 0 10.40 9 23 $827.20 $860.80 $898.40 $942.40 $982.40 $1 031.20 9 24 $841.60 $879.20 $920.00 $962.40 $100 1.60 $1052.00 3 t 25 $860.80 $8 98.40 $942.40 $982.40 $1024.80 $1 076.00 26 $879.20 $920.00 $962.40 $1001.60 $1048 .OO $1 100.80 27 $898.40 $942.40 $982.40 $1024.80 $1070.40 $1 124.00 28 $920.00 $962.40 $100 1.60 $1 048.00 $1094.40 $1 148.80 29 $942.40 $982.40 $1024.8 0 $1070.40 $1 1 18.40 $1 174.40 30 $962.40 $1001.60 $1 048.00 $1094.40 $1 142.40 $1 199.20 31 $982.40 $1024.80 $1070.40 $1 11 8.40 $1170.40 $1228.80 32 $1001.60 $1048.00 $1094.40 $1142.40 $1194.40 $1254.40 33 $1024.80 $1070.40 $1118.40 $1 170.40 $1221.60 $1282.40 34 $1 048.00 $1094.40 $1 142.40 $1 194.40 $1252.00 $13 14.40 35 $1070.40 $1 1 18.40 $1 170.40 $1221.60 $1279.20 $1 343.20 36 $1094.40 $1 142.40 $1 194.40 $1252.00 $1307.20 $1372.80 $1221.60 $1279.20 $133 8.40 $1405.60 37 $1 118.40 $1 170.40 38 $1142.40 $1 194.40 $1252.00 $13 07.20 $13 67.20 $1435.20 39 $11 70.40 $1221.60 $1279.20 $1338.40 $1398.60 $1468.80 $1506.40 40 $1194.40 $1252.00 $1307.20 $1367.20 $1434.40 41 $1221.60 $1 279.20 $1338.40 $1398.60 $1456.00 $1 528.80 $1367.20 $1434.40 $1484.00 $1 55 8.40 42 $1252.00 $1307.20 $133 8.40 $1398.60 $1456.00 $1516.80 $1592.80 43 $1279.20 44 $1307.20 $1367.20 $1434.40 $1484.00 $1544.80 $1 622.40 . ATTACHMEN~ CARLSBAD MUNICIPAL ER DISTRICT Salary Schedule and Job Classiflcation Effective: February 2, 1993 0 SpIprlCs RANGE SmLi SmLR srmx SELR sws SulLLl 45 $1338.40 $1398.60 $145 6 -00 $15 16.80 $1577.60 $1656.80 46 $1367.20 $1434.40 $1484 .OO $ 1544.8 0 $1608.00 S 168 8.80 $1398.60 $1456.00 $1516.80 $1577.60 $1640.00 $1722.40 47 48 $1434.40 $1484.00 $1544.80 $1608 .OO $1672.00 S 175 5.20 49 $1456.00 $15 16.80 $1577.60 $1 640.00 $1706.40 $1792.00 50 $1484.00 $1 5 44.80 $1608.00 $1 672.00 $1740.80 $1828.00 51 $15 16.80 $ 1577.60 $1640.00 $1706.40 $1 776.00 $ 1864.80 $1902.40 52 $1544.80 $1 608.00 $ 1672.00 $1740.80 $18 12.00 53 $1 577.60 $1640.00 $1706.40 $1776.00 $1847.20 $ 1939.20 54 3 1608 .OO $1672.00 $1740.80 $18 12.00 $18 88.00 $1982.40 55 $1640.00 $ 1706.40 $1776.00 $1847.20 $1920.80 $2016.80 56 $1 672.00 $1740.80 $181 2.00 $1888.00 $1961.60 $2060.00 57 $1 706.40 $17 76 .OO $1 847.20 $1920.80 $2000.80 $2100.80 58 $1740.80 $1 8 1 2.00 $1888.00 $1961.60 $2040.00 $2142.40 59 $1 776.00 31847.20 $1920.80 $2000.80 S2079.20 $2183.20 60 $1 8 12.00 S 18 88 .OO $196 1.60 $2040.00 $2120.80 $2227.20 61 $1847.20 $1920.80 $2000.80 $2079.20 $2164.80 $227 2.80 62 $ 1888 .OO $1961.60 $2040.00 $2120.80 $2206.40 $231 6.80 63 $1920.80 $2000.80 $2079.20 $2164.80 $2251.20 . $2364.00 64 $1 961.60 $2040.00 $2120.80 $2206.40 $2296.00 $241 1.20 0 0 ATTACHMENT D EMPLOYER-EMPLOYEE ORGANIZATION RELATIONS RESOLUTION BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF CARLSBAD: de I -- neral Provisions .. see. 1. - This Resolution implements Chapter 10, Division 4, Title 1 of the Government Code of the State of California (Sections 3500 et seq.) captioned “Local Public Employee Organizations,” by providing orderly procedures for the administration of employer-employee relations between the City and its employee organizations. However, nothing contained herein shall be deemed to supersede the provisions of State I; City ordinances, resolutions and rules which establish and regulate the merit and civil service system, or which provide for other methods of administering employer-employee relations. instead, to strengthen merit, civil service and other methods of administering employer-employee relations through the establishment uniform and orderly methods of communications between employees, employee organizations and the City. This Resolution is intendet It is the purpose of this Resolution to provide procedures for meeting and conferring in good faith with Recognized Employee Organizations regarding matters that directly affect and primarily invc the wages, hours and other terms and conditions of employment of employees in appropriate units and that are not preempted by Federal c State law. However, nothing herein shall be construed to restrict any legal or inherent exclusive City rights with respect to matters of gene legislative or managerial policy, which include among others: The exclusive right to determine the mission of its constituent departmen commissions and boards; set standards of service; determine the procedures and standards of selection for employment; direct its employees; take disciplinary action; relieve its employees from duty because of lack of work or for other lawful reasons; maintain the efficiency of governmental operations; determine the methods, means personnel by which governmental operations are to be conducted; takc 1 e 0 necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology of performing its work. Sec. 2. AS used in this Resolution, the following terms shall have thr rn ea n i ng s indicated : a "Appropriate Unit" means a unit of employee classes 01 positions, established pursuant to Article II hereof. b. "City" means the City of Carlsbad, and, where appropriate herein, refers to the City Council or any duly authorized Cit! representative as herein defined. C. "Confidential Employee" means an employee who, in th course of his or her duties, has access to confidential information relating to the City's administration of employer-employee relations. d. "Consult/Consultation in Good Faith" means to communicate orally or in writing for the purpose of presenting and obtaining views or advising of intended actions; and, as distinguished from meeting and conferring in good faith regarding matters within the required scope of such meet and confer process, does not involve an exchange of proposals and counterproposals with an exclusively recognized employee organization in an endeavor to reach agreement in form of a Memorandum of Understanding, nor is it subject to Article IV hereof. 9. "Day" means calendar day unless expressly stated otherwise. f. "Employee Relations Officer" means the City Manage hidher duly authorized representative. g. "Impasse" means that the representatives of the Cit and a Recognized Employee Organization have reached a point in their 2 0 0 meeting and conferring in good faith where their differences on matters to be included in a Memorandum of Understanding, and concerning which they are required to meet and confer, remain so substantial and prolonged that further meeting and conferring would be futile. h. “Management Employee” means an employee having responsibility for formulating, administering or managing the implementation of City policies and programs, including but not limited t the following positions: Administrative aide; Administrative analyst - water district; Administrative assistant I; Ad mi n is trative ass is tan t I I ; Assistant city attorney; Assistant city manager; Ass is tan t finance director; Assistant general manager - water district; Assistant library director ; Building and planning director; Central services director; City attorney; City engineer: City manager; Co mmuni ty redevelopment manager; District engineer - water district; Executive assistant; Fire battalion chief; Fire chief; General manager - water district; Human resources director; Land use planning manager; Library director; Maintenance director; Parks and recreation director; Parks superintendent; Police captain; Police chief; 3 Attachme a 0 Police lieutenant; Principal civil engineer; Principal planner; Purchasing officer; Research and analysis manager; Recreation superintendent; Street maintenance superintendent; Superintendent - water district; Utilities director; Utilities maintenance superintendent. I. “Proof of Employee Support” means (1) an authorizatioi card recently signed and personally dated by an employee, or (2) a verific authorization petition or petitions recently signed and personally dated an employee, or (3) employee dues deduction authorization, using the payroll register for the period immediately prior to the date a petition I filed hereunder, except that dues deduction authorizations for more thar one employee organization for the account of any one employee shall noi be considered as proof of employee support for any employee organizatic The only authorization which shall be. considered as proof of employee support hereunder shall be the authorization last signed by an employee. The words “recently signed” shall mean within one hundred eighty (180 days prior to the filing of a petition. L “Exclusively Recognized Employee Organization” mean an employee organization which has been formally acknowledged by the City as the sole employee organization representing the employees in i appropriate representation unit pursuant to Article II hereof, having th exclusive right to meet and confer in good faith concerning statutorily required subjects pertaining to unit employees, and thereby assuming 1 corresponding obligation of fairly representing such employees. k. “Supervisory Employee” means any employee having authority, in the interest of the City, to hire, transfer, suspend, lay 01 recall, promote, discharge, assign, reward, or discipline other employ( or responsibly to direct them, or to adjust their grievances, or effeci to recommend such action if, in connection with the foregoing, the 4 e 0 exercise of such authority is not of a merely routine or clerical nature, but requires the use of independent judgement. le II -- resewon ProceedingS .. .. .. Sec. 3. ha - of Recoanition - Petition bv Fmolovee Oraanization An employee organization that seeks to be formally acknowledged i the Exclusively Recognized Employee Organization representing the employees in an appropriate unit shall file a petition with the Employee Relations Officer containing the following information and documentatic a. b. Names and titles of its officers. c. Name and address of the employee organization. Names of employee organization representatives who are authorized to speak on behalf of the organization. d. A statement that the employee organization has, as one of i primary purposes, the responsibility of representing employees in their employment relations with the City. e. A statement whether the employee organization is a chapte of, or affiliated directly or indirectly in any manner, with a local, regional, state, national or international organization, and, if so, the na and address of each such other organization. f . and bylaws. g. Certified copies of the employee organization’s constitutio A designation of those persons, not exceeding two in numbt and their addresses, to whom notice sent by regular United States mai will be deemed sufficient notice on the employee organization for any purpose. 5 Attachme a e h. A statement that the employee organization has no restrictior on membership based on race, color, creed, sex, national origin, age, physical disability, religious belief, marital status, political opinions or aff i I iatio ns. i. I The job classifications or position titles of employees in the unit claimed to be appropriate and the approximate number of member e m p Io yees there i n . j. A statement that the employee organization has in its possession proof of employee support as herein defined to establish that majority of the employees in the unit claimed to be appropriate have designated the employee organization to represent them in their employment relations with the City. Such written proof shall be submitted for confirmation to the Employee Relations Officer or to a mutually agreed upon disinterested third party. k. A request that the Employee Relations Officer formally acknowledge the petitioner as the Exclusively Recognized Employee Organization representing the employees in the unit claimed to be appropriate for the purpose of meeting and conferring in good faith. The Petition, including the proof of employee support and all accompanying documentation, shall be declared to be true, correct and complete, under penalty of perjury, by the duly authorized officer(s) of employee organization executing it. City ReSponse to Recogmbon Petltlon. .. .. Sec. 4. Upon receipt of the Petition, the Employee Relations Officer sha determine whether: a There has been compliance with the requirements of the Recognition Petition, and b. The proposed representation unit is an appropriate unit in accordance with Sec. 8 of this Article II. 6 0 0 If an affirmative determination is made by the Employee Relations Officer on the foregoing two matters, he/she shall so inform the petitioning employee organization, shall give written notice of such request for recognition to the employees in the unit and shall take no action on said request for thirty (30) days thereafter. If either of the foregoing matters are not affirmatively determined, the Employee Relations Officer shall offer to consult thereon with such petitioning employee organization and, if such determination thereafter remains unchanged, shall inform that organization of the reasons therefor in writing. The petitioning employee organization may appeal such determination in accordance with Section 11 of this Resolution. .. .. Sec. 5. en Period for FU Chwa - Petition, Within thirty (30) days of the date written notice was given to affected employees that a valid recognition petition for an appropriate unit has been filed, any other employee organization may file a competin request to be formally acknowledged as the exclusively recognized employee organization of the employees in the same or in an overlapping unit (one which corresponds with respect to some but not all the classifications or positions set forth in the recognition petition being challenged), by filing a petition evidencing proof of employee support in the unit claimed to be appropriate of at least thirty (30) percent and othewise in the same form and manner as set forth in Sec. 3 of this Article II. overlapping unit, the Employee Relations Officer shall call for a hearing such overlapping petitions for the purpose of ascertaining the more appropriate unit, at which time the petitioning employee organizations shall be heard. Thereafter, the Employee Relations Officer shall determine the appropriate unit or units in accordance with the standarc in Sec. 8 of this Article II. The petitioning employee organizations sh; have fifteen (15) days from the date notice of such unit determination communicated to them by the Employee Relations Officer to amend the petitions to conform to such determination or to appeal such determination pursuant to Sec. 11 of this Article il. If such challenging petition seeks establishment of an 7 Attachme 0 0 Sec. 6. tion Procedure, The Employee Relations Officer shall arrange for a secret ballot election to be conducted by a party agreed to by the Employee Relations Officer and the concerned employee organization(s), in accordance with its rules and procedures subject to the provisions of this Resolution. AI' employee organizations who have duly submitted petitions which have been determined to be in conformance with this Article II shall be included on the ballot. The ballot shall also reserve to employees the choice of representing themselves individually in their employment relations with the City. Employees entitled to vote in such election shal be those persons employed in regular permanent positions within the designated appropriate unit who were employed during the pay period immediately prior to the date which ended at least fifteen (15) days before the date the election commences, including those who did not wa during such period because of illness, vacation or other authorized leavg of absence; and who are employed by the City in the same unit on the d: of the election. An employee organization shall be formally acknowledg as the Exclusively Recognized Employee Organization for the designated appropriate unit following an election or run-off election if it received numerical majority of all valid votes cast in the election. In an electio involving three or more choices, where none of the choices receives a majority of the valid votes cast, a run-off election shall be conducted between the two choices receiving the largest number of valid votes ca the rules governing an initial election being applicable to a run-off election. There shall be no more than one valid election under this Resolut pursuant to any petition in a 12-month period affecting the same unit. In the event that the parties are unable to agree on a third paw conduct an election, the election shall be conducted by the State Conciliation Service. Costs of conducting elections shall be borne in equal shares by t City and by each employee organization appearing on the ballot. 8 c 0 0 Procedure for Decertification of Exclusivelv Recognized .. . Sec. 7. A Decertification Petition alleging that the incumbent Exclusively Recognized Employee Organization no longer represents a majority of the employees in an established appropriate unit may be filed with the Employee Relations Officer only during the month of March of any year following the first full year of recognition or during the thirty (30) day period commencing one hundred twenty (120) days prior to the terminat' date of a Memorandum of Understanding then having been in effect less than three (3) years, whichever occurs later. A Decertification Petition may be filed by two or more employees or their representative, or an employee organization, and shall contain the following information and documentation declared by the duly authorized signatory under penalty f perjury to be true, correct and complete. a. The name, address and telephone number of the petitioner an designated representative authorized to receive notices or requests for further information. b. The name of the established appropriate unit and of the incumbent Exclusively Recognized Employee Organization sought to be decertified as the representative of that unit. c. An allegation that the incumbent Exclusively Recognized Employee Organization no longer represents a majority of the employet in the appropriate unit, and any other relevant and material facts relal thereto. d. Proof of employee support that at least thirty (30) percent the employees in the established appropriate unit no longer desire to t: represented by the incumbent Exclusively Recognized Employee Organization. Such proof shall be submitted for confirmation to the Employee Relations Officer or to a mutually agreed upon disinterested third party within the time limits specified in the first paragraph of Section. 9 Attach m e c 0 0 An employee organization may, in satisfaction of the Decertificatic Petition requirements hereunder, file a Petition under this section in the form of a Recognition Petition that evidences proof of employee support of at least thirty (30) percent that includes the allegation and informatif required under paragraph (c.) of this Section 7, and otherwise conforms 1 the requirements of Section 3 of this Article. The Employee Relations Officer shall initially determine whether the Petition has been filed in compliance with the applicable provisions this Article 11. If hidher determination is in the negative, he/she shall offer to consult thereon with the representative(s) of such petitioning employees or employee organization and, if such determination thereafl remains unchanged, shall return such Petition to the employees or employee organization with a statement of the reasons therefor in writing. The petitioning employees or employee organization may appe; such determination in accordance with Sec. 10 of this Article 11. If the determination of the Employee Relations Officer is in the affirmative, ( if hidher negative determination is reversed on appeal, he/she shall gi written notice of such Decertification or Recognition Petition to the incumbent Exclusively Recognized Employee Organization and to unit employees . The Employee Relations Officer shall thereupon arrange for a sec ballot election to be held on or about fifteen (15) days after such notici determine the wishes of unit employees as to the question of decertification and, if a Recognition Petition was duly filed hereunder, question of representation. Such election shall be conducted in conformance with Sec. 6 of this Article II. During the "open period" specified in the first paragraph of this 1 7, the Employee Relations Officer may on hidher own motion, when he/she has mason to believe that a majority of unit employees no long wish to be represented by the incumbent Exclusively Recognized Emplo Organization, give notice to that organization and all unit employees t he/she will arrange for an election to determine that issue. In such e any other employee organization may within fifteen (15) days of such notice file a Recognition Petition in accordance with this Sec. 7, whic the Employee Relations Officer shall act on in accordance with this Se 10 0 0 If, pursuant to this Sec. 7, a different employee organization is formally acknowledged as the Exclusively Recognized Employee Organization, such organization shall be bound by all the terms and conditions of any Memorandum of Understanding then in effect for its remaining term. Sec. 8. Policy and Standards for Determination of Appropriate Unrts. The policy objectives in determining the appropriateness of units shall be the effect of a proposed unit on (1) the efficient operations of tt City and its compatibility with the primary responsibility of the City an( its employees to effectively and economically serve the public, and (2) providing employees with effective representation based on recognized community of interest considerations. These policy objectives require that the appropriate unit shall be the broadest feasible grouping of positions that share an identifiable community of interest. considered shall be: Factors to bl a. Similarity of the general kinds of work performed, types of qualifications required, and the general working conditions. b. History of representation in the City and similar employmenl except however, that no unit shall be deemed to be an appropriate unit solely on the basis of the extent to which employees in the proposed ur have organized. c. d. Consistency with the organizational patterns of the City. Number of employees and classifications, and the effect on administration of employer-employee relations created by the fragmentation of classifications and proliferation of units. e. Effect on the classification structure and impact on the stability of the employer-employee relationship of dividing a single or related classifications among two or more units. 11 Attac hm e1 0 0 Notwithstanding the foregoing provisions of this Section, managerial, supervisory and confidential responsibilities, as defined in Sec. 2 of this Resolution, are determining factors in establishing appropriate units hereunder, and therefore managerial, supervisory and confidential employees may only be included in a unit consisting solely of managerial, supervisory or confidential employees respectively. Managerial, supervisory and confidential employees may not represent an; employee organization which represents other employees. The Employee Relations Officer shall, after notice to and consultation with affected employee organizations, allocate new classifications or positions, delete eliminated classifications or positions, and retain, reallocate or delete modified classifications or positions from units in accordance with the provisions of this Section. Procedure for Modlflcatlon of FWlished ApproDrU a. . Sec. 9. Units. Requests by employee organizations for modifications of establish appropriate units may be considered by the Employee Relations Officer only during the period specified in Sec. 7 of this Article II. Such reques shall be submitted in the form of a Recognition Petition and, in addition the requirements set forth in Sec. 3 of this Article, shall contain a complete statement of all relevant facts and citations in support of the proposed modified unit in terms of the policies and standards set forth Sec. 8 hereof. The Employee Relations Officer shall process such petitil as other Recognition Petitions under this Article II. The Employee Relations Officer may on hidher own motion propose dur the period specified in Sec. 7 of this Article that an established unit be modified. The Employee Relations Officer shall give written notice of proposed modification(s) to any affected employee organization and sh hold a meeting concerning the proposed modification(s), at which time affected employee organizations shall be heard. Thereafter the Emploj Relations Officer shall determine the composition of the appropriate L or units in accordance with Sec. 8 of this Article II, and shall give wr notice of such determination to the affected employee organizations. . Employee Relations Officer’s determination may be appealed as providc 12 0 0 in Section 11 of this Article. If a unit is modified pursuant to the motion of the Employee Relations Officer hereunder, employee organizations may thereafter file Recognition Petitions seeking to become the Exclusively Recognized Employee Organization for such new appropriate unit or units pursuant to Sec. 3 hereof. Procedure for Affiliation or Disaffiliation of Fstablisha .. . .. . Sec. 10. e urn Requests by employee organizations for affiliation or disaff iliatior of established appropriate units may be considered by the Employee Relations Officer only during the period specified in Sec. 7 or this Articl II. Such requests shall be submitted in the form of a Recognition Petitio1 The Employee Relations Officer shall process such petitions as other Recognition Petitions under this Article 11. Sec. 11. ADr>eals. An employee organization aggrieved by an appropriate unit determination of the Employee Relations Officer under this Article I1 m' within ten (10) days of notice thereof, request the intervention of the California State Conciliation Service pursuant to Government Code Sections 3507.1 and 3507.3, or may, in lieu thereof or thereafter appea such determination to the City Council for final decision within fifteen (15) days of notice of the Employee Relations Officer's determination c the termination of proceedings pursuant to Government Code Sections 3507.1 and 3507.3, whichever is later. An employee organization aggrieved by a determination of the Employee Relations Officer that a Recognition Petition (Sec. 3); Challenging Petition (Sec. 5); Decertification of Recognition Petition (Sec. 7) or Affiliation or Disaffiliation Petition (Sec. 10) -- or employc aggrieved by a determination of the Employee Relations Officer that a Decertification Petition (Sec. 7) -- has not been filed in compliance v the applicable provisions of this Article may, within fifteen (15) days notice of such determination, appeal the determination to the City COI for final decision. 13 Attach me 0 0 Appeals to the City Council shall be filed in writing with the City Clerk, and a COPY thereof served on the Employee Relations Officer. The City Council shall commence to consider the matter within thirty (30) days of the filing of the appeal. The City Council may, in its discretion, refer the dispute to a third party hearing process. Any decision of the City Council on the use of such procedure, and/or any decision of the City Council determining the substance of the dispute shall be final and binding. le 111 -- ministr&on. Submlsslon of Current Information bv Recognized .. a. Sec. 12. All changes in the information filed with the City by an Exclusiveb Recognized Employee Organization under items (a.) through (h.) of its Recognition Petition under Sec. 3 of this Resolution shall be submitted i writing to the Employee Relations Officer within fourteen (14) days of such change. Sec. 13. Upon formal acknowledgement by the City of an Exclusively Recognized Employee Organization under this Resolution, only such Recognized Employee Organization may be provided payroll deductions o membership dues and insurance premiums for plans sponsored by such organization upon the written authorization of employees in the unit represented by the Exclusively Recognized Employee Organization on fo provided therefor by the City. The providing of such sewice to the Exclusively Recognized Employee Organization by the City shall be contingent upon and in accordance with the provisions of Memoranda of Understanding and/or applicable administrative procedures. oll Deductions on Rehalf of mplovee- 14 0 0 I e. . .. See. 14. vee Oramion - Activities -- Use of Citv Resources, Access to City work locations and the use of City paid time, facilities, equipment and other resources by employee organizations and those representing them shall be authorized only to the extent provided for in Memoranda of Understanding and/or administrative procedures, shall be limited to lawful activities consistent with the provisions of this Resolution that pertain directly to the employer-employee relationship and not such internal employee organization business as soliciting membership, campaigning for office, and organization meeting and elections, and shall not interfere with the efficiency, safety and security of City operations. Admlnlstrative Rules and Procedures, .. Sec. 15. The City Manager is hereby authorized to establish such rules and procedures as appropriate to implement and administer the provisions o this Resolution after consultation with affected employee organization4 le IV -- Dwse Procedures Sec. 16. of Imoase Procedures, If the meet and confer process has reached impasse as defined in this Resolution, either party may initiate the impasse procedures by fi with the other party a written request for an impasse meeting, togethe with a statement of its position on all issues. An impasse meeting sh; then be scheduled promptly by the Employee Relations Officer. The purpose of such meeting shall be: a. To review the position of the parties in a final effort to re; agreement on a Memorandum of Understanding; and b. If the impasse is not resolved, to discuss arrangements for utilization of the impasse procedures provided herein. 15 Attach me * e 0 Sec. 17. se Procedure% Impasse procedures are as follows: a. If the parties agree to submit the dispute to mediation, and agree on the selection of a mediator, the dispute shall be submitted to mediation. All mediation proceedings shall be private. The mediator Shi make no public recommendation, nor take any public position at any time concerning the issues. b. If the parties fail to agree to submit the dispute to mediatio or fail to agree on the selection of a mediator, or fail to resolve the dispute through mediation within fifteen (15) days after the mediator commenced meeting with the parties, the parties may agree to submit tt impasse to fact-finding. c. If the parties agree on fact-finding, they may agree on the appointment of one or more fact-finders. If they fail to so agree on one more fact-finders, a fact-finding panel of three (3) shall be appointed i the following manner: One member of the panel shall be appointed by th Employee Relations Officer, one member shall be appointed by the Exclusively Recognized Employee Organization, and those two shall namc third, who shall be the chairperson. If they are unable to agree upon a third, they shall select by agreement the third member from one or mor lists of seven (7) names of individuals having fact-finding experience i the municipal sector to be provided by the State Conciliation Service. The following constitute the jurisdictional and procedural requirements for fact-finding: (1) The fact-finders shall consider and be guided by applicable Federal and State laws. (2) Subject to the stipulations of the parties, the fact-finders shall determine and apply the following measures and criteria in arriv at their findings and recommendations: 16 * . e a (a) First, as relevant to the issues in dispute, the fact-finders shall compare the total compensation, hours and conditions of employment of the employees involved in the fact-finding proceeding with the total compensation, hours, and conditions of employment of other employees performing similar services in public and private employment in the same and comparable communities. “Total compensation” shall mean all wage compensation, including but not limited to premium, incentive, minimum, standby, out-of-class and deferred pay; all paid leave time; all allowances, including but not limited to educational and uniform benefits and employer payments for all health, welfare and pension benefits. (b) The fact-finders shall then adjust the results of the above comparisons based on the following factors: (i) The compensation necessary to recruit and retain qual if ied personnel. ( i i) Maintaining compensation relationships between job classifications and positions within the City. (i i i) The pattern of change that has occurred in the total compensation of the employees in the unit at impasse as compared to thl pattern of change in the average “consumer price index” for goods and services, and the pattern of change in wages and compensation of other wage earners. (c) The fact-finder(s) shall then determine preliminary recommendations based on the comparisons as adjusted above which, however, shall be reduced as appropriate based on the financial resourc of the City to implement them. In assessing the City’s financial resources, the fact-finder(s) shall be bound by the following: (i) Other legislatively determined and projected demands agency resources, i.e., budgetary priorities as established by the goveri body; and 17 Attachme 8 e 0 P (i i) other employees and employee groups for the corresponding fiscal period(s); and Allowance for equitable compensation increases for (i i i) Revenue projections not to exceed currently authorized tax and fee rates for the relevant fiscal year(s); and (iv) Assurance of sufficient and sound budgetary reserves; and (v) Constitutional, statutory limitations on the level and u of revenues and expenditures. (3) The fact-finder(s) shall make written findings of fact and recommendations for the resolutions of the issues in dispute, which Shi be presented in terms of the criteria, adjustments, and limitations specified above. Any member of a fact-finding panel shall be accorded ' right to file dissenting written findings of fact and recommendations. The fact-finder or chairperson of the fact-finding panel shall serve SUC findings and recommendations on the Employee Relations Officer and thc designated representative of the Exclusively Recognized Employee Organization. If these parties have not resolved the impasse within ter (10) days after service of the findings and recommendations upon them the fact-finder or the chairperson of the fact-finding panel shall make them public by submitting them to the City Clerk for consideration by t City Council in connection with the Council's legislative consideration the impasse. If the parties did not agree on mediation or the selection of a mediator and did not agree on fact-finding, or having so agreed, the impasse has not been resolved, the City Council may take such action regarding the impasse as it in its discretion deems appropriate as in tl public interest. Any legislative action by the City Council on the impa shall be final and binding. Sec. 18. Costs of 1w.s The costs for the services of a mediator and fact-finder or 18 * e 0 .* c chairperson of a fact-finding panel utilized by the parties, and other mutually incurred costs of mediation and fact-finding, shall be borne equally by the City and the Exclusively Recognized Employee Organization The cost for a fact-finding panel member selected by each party, and 0th separately incurred costs, shall be borne by such party. Article V .. -- scellanequs P r ov i s io n s Sec. 19. This Resolution shall be administered and construed as follows: (a) Nothing in the Resolution shall be construed to deny to any C o n s t r u ct i o n, person, employee, organization, the City, or any authorized officer, body other representative of the City, the rights, powers and authority grant6 by Federal or State law. (b) This Resolution shall be interpreted so as to carry out its purposes as set forth in Article 1. (c) Nothing in this Resolution shall be construed as making the provisions of California Labor Code Section 923 applicable to City employees or employee organizations, or of giving employees or employ organizations the right to participate in, support, cooperate or encoura( directly or indirectly, any strike, sickout or other total or partial stoppage or slowdown of work. In consideration of and as a condition c initial and continued employment by the City, employees recognize thai any such actions by them are in violation of their conditions or employment except as expressly otherwise provided by legally preemp State or contrary local law. In the event employees engage in such actions, they shall subject themselves to discipline up to and includin termination, and may be permanently replaced, to the extent such actic are not prohibited by preemptive law; and employee organizations ma) thereby forfeit any rights accorded them under City law or contract.* 19 Attach m e c -1 d. @ Severabl Iltv, .. Sec. 20. If any provision of this Resolution, or the application of such provision to any persons or circumstance, shall be held invalid, the remainder of this Resolution, or the application of such provisions to persons or circumstances other than those as to which it is held invalid, shall not be affected thereby. 20 e * ATTACmENT A AGREEMENT WITH THE CARLSBAD CITY EMPLOYEES’ ASSOCIATION Article 14 of the current Memorandum of Understanding (MOU) states tha’ the parties “will meet and confer on the subject of a salary adjustment beginning December 1993. Upon mutual agreement, the parties may reopen discussions at either an earlier or a later date. The effectic date sf the adjustment will be a subject of meeting and conferring. Bn December 1993, both parties agreed to postpone reopening discussions on the subject sf a salary adjustment until May of 1994. It has been mutually agreed that no adjustment to the salary schedule or individual salaries will be made at this time. However, the parties have agreed that each full time employee represented by the Carlsbad City Employees’ Association will receive a one time cash compensation payment in the amount of one thousand two hundred dollars ($12001, to b paid by separate check on OF before July 1, 1994. Such cash compensatio payment will be treated as a part of salary and, as such, will be subject all withholdings as required by law. Furthermore, the parties agree tha this cash payment does not in any way limit the scope of options that ms be negotiated between the parties in future negotiations. Except as expressly stated here, the terms and conditions of employmen contained in the Memorandum of Understanding dated January 1, 1993 shall continue in effect until the expiration of the MQU on December 31, 1994. Ju*ez~, /99g Dated - UL For the City of @arkbad (4/2 5yP5f Dated