HomeMy WebLinkAbout1996-03-12; City Council; 13543; MEMORANDUM OF UNDERSTANDING WITH CARLSBAD CITY EMPLOYEES' ASSOCIATIONMEMORANDUM OF UNDERSTANDING WITH
ECOMMENDED ACTION:
Adopt Resolution No. yb-@f approving a Memorandum of Understanding
with the Carlsbad City Employees' Association.
ITEM EXPLANATION:
Representatives of the City and the Carlsbad City Employees' Association
(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 (MOU) is one year, from January 1, 1996 through
December 31 , 1996, and shall include the following:
The MOU specifies that all CCEA represented employees will receive
a two percent (2%) salary increase effective January 1, 1996.
increase will be retroactive to January 1, 1996.
For the term of the contract, the employee contribution rate for
health insurance coverage will remain the same as in calendar year
This
0 Prior to June 1, 1996, at least four (4) representatives from CCEA
will participate in a health insurance focus group. The focus group
will be tasked with:
1) Reviewing cost containment strategies as proposed by the
City's health benefits consultant, Towers Perrin, and providing
input on any proposed changes to the City's health insurance
program; and
Discussing areas of agreement or consensus across the various
employee groups represented.
2)
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- PAGE 2 OF AB # /3i5Lf-7
0 The parties also agreed to reopen negotiations within 90 days of
adoption of the contract for the sole purpose of meeting and
conferring in good faith on the following issues only:
1) Contract term: The term of the contract may be extended
pursuant to Article 50 of the MOU.
2) Article 35: Insurance - Possible revisions to the health
insurance benefits design, cost containment strategies, and
cost sharing strategies, solely in the context of a multi-year
contract extension.
3) Article 38: Retirement - Possible revisions to the Public
Employees’ Retirement System (PERS) for 2% at 55 benefit,
solely in the context of a multi-year contract extension.
4) Article 14: Salary - Possible additional salary adjustments,
solely in the context of a multi-year contract extension.
FISCAL IMPACT:
For FY 199996, the increased cost to the City for the salary adjustment
is estimated at $85,000.
General Fund Contingency Account to cover the salary increase for General
Fund employees, leaving a remaining account balance of $1.3 million.
Funding will be transferred from fund balances for employees paid from
other funds. For FY 1996/97, an additional $170,000 will be needed to
cover the salary adjustments in the second half of the contract. These
increases will be included in the FY 1996/97 Operating Budget.
EXHIBITS:
Funds will be transferred from the Council’s
1. Resolution No. 415 -8y adopting the Memorandum of Understanding
between the City of Carlsbad and the Carlsbad City Employees’
Association.
Memorandum of Understanding including the Classification and
Salary Range Schedule for General Employees.
2.
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RESOLUTION NO. 9 6 - 8 4
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
CARLSBAD, CALIFORNIA, ADOPTING A MEMORANDUM OF
UNDERSTANDING BETWEEN REPRESENTATIVES OF
MANAGEMENT AND THE CARLSBAD CITY EMPLOYEES
ASSOC I AT1 ON.
WHEREAS, representatives of management and the Carlsbad
City Employees' Association have met and conferred in good faith
from November 1995 to February 1996 pursuant to the Meyers-
Millias-Brown Act regarding wages and other terms and conditions
of employment; and
WHEREAS, said representatives have reached agreement which
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 2 and incorporated by
reference herein;
I
NOW, THEREFORE, BE IT RESOLVED by the City Council for the
City of Carlsbad, California, as follows:
1.
2.
That the above recitations are true and correct.
That an estimated $85,000 in funds will be transferred
from the CCEA employees' respective contingency fund and fund
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balances to cover the expense of a two percent (2%) salary
adjustment effective January 1, 1996. That the Classification and
Salary Range Schedule for General Employees as set out in
Attachment A of the MOU be adopted.
3. 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 the
Carlsbad City Council held on the 12th day of MARCH
1996; by the following vote, to wit:
,
AYES: Council Members Lewis, Finnila, Hall
NOES: None
ABSENT: Council Members Nyga
ATTEST:
A 41
ALETHA L. RAUTENKRANZ, city cZZ
(SEAL)
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Exhibit 2
MEMORANDUM OF UNDERSTANDING
between the
City of Carlsbad
and the
Carlsbad City Employees’ Association
Effective January 1, 1996, through December 31, 1996
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MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
Foreword .......................................... Page 1
Preamble .......................................... Page 1
Article 1 Recognition ............................ Page 1
Article 2 Implementation ......................... Page 1
Article 3 Term .................................. Page 2
Article 5 Effective Dates ......................... Page 2
Article 6 Authorized Agents ...................... 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 14 Compensation Adjustments .............. Page 6
Article 15 Overtime ............................... Page 6
Article 16 Working Out of Class .................... Page 10
Article 17 Injured on Duty ......................... Page 11
Article 18 Bilingual Pay ........................... Page i i
Article 19 Uniforms and Equipment ................. Page 12
Article 20 Tool Reimbursement ..................... Page 13
Article 21 Longevity Pay .......................... Page 14
Article 22 Vacation .............................. Page 14
Article 23 Holidays ............................... Page 16
Article 24 Sick Leave ............................. Page 18
Article 25 Bereavement Leave ...................... Page 1 9
Article 26 Leave of Absence ....................... Page 20
Article 27 Military Leave .......................... Page 22
Article 28
Article 29 Rest Periods ........................... Page 22
Article 30 Latestarts ............................. Page 22
Article 3 1 Flexible Classifications ................. Page 22
Article 32 Flexible Start Hours ..................... Page 23
Article 33 Flexible Work Schedules ................. Page 23
Article 34
Article 4 Renegotiation .......................... Page 2
Article 13 Distribution of Paychecks ................ Page 6
Jury Duty .............................. Page 22
Flexible Job Sharing ..................... Page 24
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Memo rand u m of Understanding
Table of Contents
Page 2
Article 35 Health Insurance ........................ Page 24
Article 36 State Disability Insurance ... 1 I I I I I n n I n t . Page 25
Article 37 Long Term Disability .................... Page 25
Article 38 Retirement ............................. Page 25
Article 39 Deferred Compensation .................. Page 25
Article 40 Health Insurance for Retirees ............ Page 26
Art icl e 4 1 Grievance Procedure ..................... Page 2 6
Article 42 Disciplinary Procedures ................. Page 3 1
Article 43 Alcohol and Drug Policy .................. Page 37 Article 44 Air Pollution Control District ............ Page 40
Article 45 Access to Information ................... Page 40
Article 46 Communications ........................ Page 41
Article 47 Legal Representation ....................Page 41
Article 48 Layoff ................................. Page 42 Article 49 Carlsbad Municipal Water District ........ Page 44
Article 50 Full Understanding, Modification & Waiver . PaQe 45
Article 51 Provisions of Law ....................... Page 46
Article 52 Retention of Benefits .................... Page 46 Article 53 Non-discrimination Clause ............... Page 46
Article 54 Employer-Employee Organization Relations
Resolution ............................. Page 46
Article 55 Americans With Disabilities Act .......... Page 47
Family Leave Act ....................... Page 47 Article 56
Attachment A Salary Schedule - General Employees
Attachment B Benefits Retained by CMWD Employees
Attachment C
Attachment D Employer-Employee Relations Resolution
CMWD Salary Schedule and Job Classification
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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 to
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 covered
under this Memorandum, as shown on Attachment A and Attachment C; to provide an orderly and
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 Recoanition
A
equitable means of resolving any misunderstandings or differences which may arise under this
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, in
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 of
the management compensation plan.
B.
Article 2 Implementation
This Memorandurn constitutes a recommendation to be submitted to the City Council subsequent
to the ratification meeting by the membership of CCEA. It is agreed that this Memorandum shall
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.
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Article 3 Term
The .term of this Memorandum of Understanding shall be from January 1, 1996, through
December 31, 1996.
Article 4
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. At
such meeting, the parties will decide on a date for the mutual exchange of the issues each wishes
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
Re neaot iat ion
AS of January 1, 1996, the terms of this Memorandum of Understanding will supersede the
provisions of Resolution No. 95-157 adopted by the City Council of the City of Carlsbad on
June 20, 1995.
Article 6 Authorized Aaents
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 authorized representative
(Olins, Foerster & Hayes, Attention Doug Olins, 2214 Second Avenue, San Diego,
California 921 01, (61 9) 238-1 601).
B.
Article 7 No Strike and No Lockout
A No Strike. During the life of this agreement, neither the Association 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 so
doing.
penaltv. Any employee engaging in activity prohibited by Article 7, A., or who instigates
or gives leadership to such activity, shall be subject to disciplinary action.
B.
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- c. No LOC koui. During the term of this agreement, the City will not instigate a lockout over
a dispute with the employees so long as there is no breach of Section 7, A.
D. h n i ili . 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
Association agrees to inform its members of their obligations under this agreement and
to direct them to return to work.
Article 8 Citv Riahts
The rights of the City include, but are not limited to the exclusive right to determine mission of
its constituent departments, commissions, boards; set standards of service; determine
procedures and standards of selection for employment and promotions; direct its empbyees;
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 emergencies;
and exercise complete control and discretion over its organization and the technology of
performing its work.
1 Article
A Employees of the City shall have the right to form, join and participate in the activities
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 of
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 discriminated
against by the City, CCEA or other employee organization(s) because of the exercise of
his/her 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 meetings.
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 packet
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
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Sheet” shall be borne by CCEA. CCEA agrees to indemnify and hold the City harmless for
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 exclusive
use by CCEA shall be provided at City Hall, Las Palmas and the main Library). Material
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, 11) 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 bulletin
boards furnished by the City for the exclusive use by CCEA.
Twice annually, within thirty (30) days of written request from CCEA, the City agrees
to provide CCEA with a listing of names, departments, and classifications of employees in
classifications represented by CCEA. Names, departments, and classifications provided
will reflect the most current data on file with the Human Resources Department as of the
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 any
work location without the consent of the Department Head or hidher designee or the City
Manager or hidher designee. The Department Head or his/her 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 of
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 and
presenting materials for the above-listed procedures. The employee representative so
designated shall be allowed reasonable release time from regularly scheduled duties for
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.
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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 overtime
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-
employee relations.
Designated employee representatives requesting time off under this article shall direct
such request to his/her immediate supervisor in writing within a reasonable time
period to the date requested, in order to assure that the department meets its staff needs
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 loss
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 authorized
City management official.
That any such meeting is subject to scheduling by City management in a manner
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 appropriate
circumstances.
Article 11 Confidential EmDlovees
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 hold
office 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.
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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 Deduct ions
The City shall withhold deductions in amounts designated by CCEA members providing changes do
not occur more frequently than once each fiscal year.
Article 13 D istribution of Pavchec ks
For CCEA represented employees the City shall continue to distribute employee pay checks in
sealed and windowed envelopes.
Article 14 Compensation Adiustments
Employees in the bargaining unit shall receive a general salary increase equal to two percent
(2%) of salary, effective January 1, 1996.
Article 15 0 vertim e
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 time
and one-half his/her 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 in
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 activities.
There shall be no pyramiding of overtime. Hours worked by an employee in any workday
or workweek on which premium rates have once been allowed shall not be used again in
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.
2. Call Back Pav
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
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his/her prior shift or is working prior to hidher 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. ComDensatorv Time
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-half
basis. No employee shall accrue more than 80 hours of such compensatory time. Should
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 the
department.
On December 1 of each year, an employee may elect to “cash out” any portion of his/her
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 election
to “cash out” a portion of hidher accrued compensatory time. This “cash out” shall be
paid during the first pay period in December.
4. Overtime Authorization
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 overtime
request.
5. Clothes Cha naing
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 for
storage and changing purposes at hidher own discretion.
Nothing herein prevents an employee from wearing hidher uniform to and/or from
his/her residence to work.
Nothing herein prevents an employee from wearing his/her 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.
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6. Trainina Time
Training time outside normally scheduled work hours shall be compensated pursuant to
Code of Federal Regulations (CFR), Section 785.27, d. &g.
Travel time outside normally scheduled work hours shall be compensated pursuant to
CFR Section 785.33, el. u.
When feasible, the Department will adjust the employee’s work schedule to minimize the
impact of travel and training time.
7. Citv 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. Court Pav
When an employee is physically called to court, while off duty, he/she shall be credited
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 shall
not be considered hours worked and shall not be cornpensated in any manner whatsoever.
9. standbv Pav
“Standby assignment” requires an employee to:
a Review and confirm receipt of the standby assignment schedule within the
deadlines established by the applicable department;
Wear a City-provided pager and carry a City-provided cellular phone during
standby assignment;
Respond to a page by telephone promptly without delay. If an employee has
arranged for another employee to respond, the employee must notify the
supervisor, the department, and dispatch of the name of the substitute employee
who will respond. Thereafter, callback shall be handled in accordance with each
b.
c.
department’s standbylcallback policy;
d. Each department‘s standby/callback policy shall be developed and submitted to
-Association representatives for meeting and conferring which shall be completed
within sixty (60) days of the final approval of this agreement. In addition, the
City shall provide training for the supervisors and managers responsible for
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administering departmental standby/callback policies and shall also provide
orientation for all employees subject to the standby/callback policies;
Abide by the City’s Alcohol and Drug Policy as specified in Article 43 of this
agreement during standby assignment:
Wear appropriate clothing, safety equipment, and any other form of City
identification as defined by the department when making a callback response from
standby assignment;
Accept $20.00 per day (or $14.29 for former CMWD employees) for each day
on standby assignment.
Acknowledge and agree that time on standby assignment is not considered to be
compensable work time for purposes of the Fair Labor Standards Act (FLSA);
provided, however, (1) individuals have not waived any rights they may have
outside of this contract under the FLSA; and (2) neither the fact of these
negotiations nor the changes negotiated in this agreement shall be used by either
party or by any individual to the prejudice of the other party in any grievance or
complaint outstanding as of the time of this agreement.
e.
f.
g.
h.
10. Shift Trada
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 hidher
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 the
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 trade.
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 any
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 who
was “traded in” will be listed as absent without leave and may be subject to disciplinary
action.
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11. Farlv Relief
The practice of early shift relief shall be voluntary on behalf of each employee involved
in the relief and must be approved in advance by the department. The employee
providing the early relief shall not have his/her compensable hours increased as a
result of the early relief; nor shall the employee relieved early have hidher
compensable hours decreased as a result of the early relief. “Paybacks” of early relief
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 the
department be obligated for any further compensation whatsoever to any of the involved
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 Workina Out of Classification
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 more
than fifteen ’(15) consecutive working days or more than forty-five (45) cumulative working
days within a fiscal year, the employee shall receive the salary rate of the higher class in which
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 his/her current position, but in no case
shall such salary exceed the top salary step of the higher classification. The higher salary rate
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 the
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 hisher
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 a
higher classification, which consent shall clearly state that it is understood that a reduction in
salary shall be effected to hidher original salary rate upon the expiration of the need for the
performance of the duties of the higher classification.
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Article 17 lniured on 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 forty-five (45) calendar days 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 not
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 forty-five (45) calendar days.
The City reserves the right to determine whether occupational sick leave will be granted.
Granting of occupational sick leave will be subject to the same procedures and standards
(including predesignated physicians, resolution of disputes over benefits, use of Agreed Medical
Examiners, etc.) as used in workers’ compensation matters.
An employee that is still temporarily disabled after the forty-five (45) calendar days have
been exhausted will be paid at the rate established by the California Labor Code for such
disabilities. 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 employee’s accrued leave has been exhausted, the employee will be compensated at the
State rate 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 injury
or illness will continue to accrue sick leave and vacation leave for the period of incapacitation
that does not exceed forty-five (45) calendar days. However, once the maximum occupational
sick leave benefit has been exhausted [forty-five (45) calendar days] the employee will no
longer accrue sick or vacation leave for the duration of hidher absence.
Article 18 Bilinaual Pav
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.
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Article 19 Uniforms a nd Ea . u i pme nt
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.
Except for reasonable travel time to and from work, uniforms shall not be worn outside
the context of performing maintenance functions while on duty or as otherwise acting as
an agent of the City.
The City shall continue to purchase safety boots or safety shoes for classifications as
determined by the City. The City shall establish, subject to consultation with the
affected employees, a voucher system to purchase safety footwear from City-approved
vendors. Individual acquisitions made outside the voucher system must be pre-approved
for reimbursement after review by the employee’s supervisors.
Acquisition of safety footwear shall be limited to a maximum of two (2) times per year
not to exceed a cost of $125 per acquisition. In special circumstances as determined and
pre-approved by the employee’s supervisor, safety footwear acquisition requiring an
expenditure over $125 may be made one (1) time per year, not to exceed a cost of
$1 75.
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 of prescription lenses for such glasses andlor goggles, subject to the following conditions:
1.
2.
B.
C.
D.
E.
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
Glasses and/or goggles for which the City has provided reimbursement shall only
be used while performing work for the City.
3.
4.
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Article 20 Tool Reimbursement
This article applies only to eligible employees in the following job classifications who furnish
Workers.
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
their own tools as a condition of employment: Equipment Mechanics and Equipment Service
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 of
the City facility or some other catastrophe or accident not due to the employee’s negligence or
fault. Tools and tool boxes will not be replaced due to employee negligence. An inventory of all
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 request
that a specialized tool(s) not be kept in the employee’s inventory.
The City will reimburse the employees in the above classifications up to four hundred dollars
($400) in a fiscal year for the cost of tools, subject to the following conditions:
1 )
2 )
The employee must present an appropriate original receipt;
Such reimbursement will be paid only once during the fiscal year, by September 30, and
cannot be accumulated from year to year.
In addition, the employee will be reimbursed via the necessary payable documents for tool
expenses up to four hundred dollars ($400) per year. Those expenses not documented by an
original receipt, up to the four hundred dollar ($400) maximum, will be incorporated into the
employee’s regular payroll check and treated as taxable income.
It is the responsibility of the Equipment Maintenance Superintendent to direct the
administration of the tool reimbursement and:
A Provide a list of “essential tools” which define the full inventory of tools required for
employees to be eligible for tool reimbursement.
Recommend revisions to the “essential tools” and to meet the requirements of current
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 reimbursement shall allow inspection of personal tool box by
supervisor 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
reimbursement being withheld from the individual until such time as the employee comes into
possession of all “essential tools.”
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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 for
the tool listed on the “essential tools” list on an item-by-item basis.
In September of each year, the Superintendent shall prepare the necessary payable documents to
provide for payment of the tool reimbursement to eligible employees.
Article 21 Lonaevitv Pav
1 e Salary step 11 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, may
credit this service toward the service requirement for movement to Salary Step L1. In
any case where an 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 lowest step in such higher range which will provide a five percent (5%)
salary increase.
Salary Step L2 shall apply to any range in the Salary Plan to provide for a two and one-
half percent (2-1/2) increase of basic salary for those miscellaneous employees who,
on or after July 1, 1976, have attained ten (1 0) continuous years of service in the City
of Carlsbad at the “E Step of the same salary range in the Salary Plan. Eligibility for
Salary Step L2 is contingent upon the employee being recommended for such salary step
by the employee’s Department Head and such recommendation being approved by the City
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 Board.
Employees who have accrued all or part of ten (10) 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 an
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 lowest
step in such higher range which will provide a five percent (5%) salary increase.
2.
3.
Article 22 Vacation
A Basis of Acc ru al
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.
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0 Beginning with the first (1st) working day through the completion of five (5)
full calendar years of continuous service - 80 hourslyear (3.08 hours
biweekly).
Beginning the sixth (6th) year of employment through the completion of ten e
(IO) full calendar years of continuous service - 120 hours/year (4.62 hours
biweekly).
0 Beginning the eleventh (1 1 th) 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 (5.23
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 (5.54
hours biweekly).
0 Beginning the fourteenth (14th) year of employment through the completion of
fifteen (15) full calendar years of continuous service - 152 hours/year (5.84
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 year
of continuous employment thereafter (6.1 5 hours biweekly).
B. -tion 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 grant
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 his/her accumulated vacation
because of scheduling problems within the individual department.
Effects of Ho lidav on Vacation Leave
In the event one or more authorized municipal holidays fall within a vacation leave, such
holiday shall not be charged as vacation leave, but shall be credited as a holiday.
C.
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D. Effect of Leave of Absence on Accrual of Vacation Leave
An employee’s accumulation of vacation leave will cease after the completion of two (2)
full scheduled pay periods in which the employee has not 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 employee has returned to work.
Compensation for Citv 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 his/her paid
vacation leave from City service. This clause shall not limit the City’s right to recall an
employee from vacation in the event of an emergency and place him/her on regular pay
status.
E
F. Schedulina Vacat ions
An employee may take hidher annual vacation leave at any time during the year,
contingent upon determination by his/her Department Head that such absence will not
materially affect the department. Each employee must consider the needs of the service
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 provide as much advance notice as possible considering the particular circumstances.
G Terminal Vacat ion 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 credit
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 Authorized 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; and
nine (9) scheduled holidays plus two (2) floating holidays for employees assigned to
ten-hours-per-day-four-days-per-week workweeks. The floating holiday may be used
at 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. If/when local government employers are required to commemorate MLK on a
designated date, this floating holiday will convert to a scheduled holiday.
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The scheduled paid holidays that will be official City holidays for the term of this
agreement shall be as follows:
New ’fear’s Day Veteran’s Day
Lincoln’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 Holidav Falls on Satu rdav - o r Sundav
For those employees whose normal work week is Monday through Friday, when a holiday
falls on a Saturday, the preceding Friday shall be observed as a holiday. When a holiday
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 daysm which the above holidays will be observed as official City holidays and
week workweeks.
Emdovees Reauired to Work on HolidavS
1 .
which days will not be observed for employees on ten-hours-per-day-four-day-per-
C.
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 (8),
nine (9), or ten (IO) hours of holiday pay as applicable. All employees who are
entitled to be absent on any holiday, and who in fact are absent, shall receive full
compensation therefore at the straight time rate.
Those employees whose work schedules and assignment of duties require him/her
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 at
which he/she is employed, in addition to his/her normal pay for the time worked.
If a holiday occurs on a day which is the employee’s regular day off he/she shall
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. Emriovees o n Industrial Leave
Employees on Worker’s Compensation Leave pursuant to Article 17 shall not be entitled
to additional pay and/or additional time off for holidays which occur during the time an
employee is on industrial leave.
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-E Effect of S ick Leave on Holidav 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 (9), or ten (10) hours as applicable of holiday pay and shall also be charged for
the appropriate use of sick leave.
Article 24 S ick Leave
A Accrual
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
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.
accruals shall be cumulative, An employee shall not receive payment for unused sick
In the case of actual illness or disability that is not job related.
Exposure to contagious disease that would jeopardize the health of others. When
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 by
the employee’s direct supervisor.
Because illness of a member of the immediate family requires constant care and
no other care is available andor financially feasible except that of the employee.
Immediate family is defined in Article 25, Bereavement. Effective on the date of
adoption of this contract, the use of sick leave for illness of a family member is
applicable to all former CMWD employees. All leave provisions will be
administered consistent with state and federal laws.
3.
4.
B. Proof of Illness
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/or
when sick leave use is in excess of three (3) consecutive work days. The Department
Head may also designate a licensed physician to conduct a physical examination, and such
examination shall be conducted at City expense. Employees shall be required to account
for all hours they are requesting as sick leave by filling out a leave of absence request
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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.
Effect of Leave o f Absence
An employee’s accumulation of sick leave will cease after the completion of two (2) full
scheduled pay periods in which the employee has not received compensation due to a leave
of absence without pay. Accrual will be reinstituted beginning the first day of the first
C.
full pay period after the employee has returned to work.
D. Plood Do nations
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 absence
is approved in advance by the supervisor.
E ect of Holidavs
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 days
per one (1) day of vacation. The sick leave conversion option will be provided during
vacation if they are already above the allowed vacation accrual maximum of 240 hours,
or if such conversion would put them over the vacation accrual maximum.
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 extended
service.
the first week of each fiscal year. Employees will not be allowed to convert sick leave to
Article 25 Bereavement Leave
A An employee may use up to three work shifts of paid leave if required to be absent from
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 treated
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 person
over which the employee acts as legal guardian, or a verifiable current member
of the immediate household.
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B. The employee may be required to submit proof of relative’s death before final approval
of leave with pay is granted.
Article 26 Leave of Absence
1. Leave of Absence Without Pav
A General Policv
Any employee may be granted a leave of absence without pay pursuant to the
recommendation of his/her 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 on
’return to his/her position in the City service.
For personal reasons acceptable to the City Manager and Department Head. 3.
6. Who rization Procedu re
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 Extension
A leave of absence without pay may be made for a period not to exceed six months, unless otherwise approved by the City Manager. The procedure for granting
extensions shall be the same as that in granting the original leave provided that
the request for extension is made no later than fourteen (14) calendar days prior
to the expiration of the original leave.
C.
D. Peturn From Lea ve
When an employee intends to return from an authorized leave of absence without
pay either before or upon the expiration of such leave, he/she shall contact
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hislher Department Head at least fourteen (14) calendar days prior to the day
he/she plans to return. The Department Head shall promptly notify the City
Manager of the employee’s intention. The employee shall return at a rate of pay
not less than the rate at the time the leave of absence began.
E Effect of Leave Without Pav
An employee shall utilize all his/her compensatory time off, vacation, and/or
sick leave (if applicable) prior to taking an authorized leave of absence without
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 leave
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 the
completion of two (2) full scheduled pay periods in which the employee has not
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 employee
has returned to work.
I eave W ithout Pav - Insurance Pavments and Privileaes
An employee on leave without pay may continue his/her City insurance benefits
by reimbursing the City for the costs of insurance on a monthly basis during the
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 on
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 Lea V?
An employee disabled by pregnancy shall be allowed to utilize a combination of accrued
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.
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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 the
leave.
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
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 hidher 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 Pe riods
All CCEA represented employees shall receive, at the direction of the respective department, two
(2) fifteen (15) minute rest periods, one each approximately at the mid-point of each one-half
shift. Employees working in the field shall take, at the direction of the department, rest periods
beyond the half scheduled work day within which the break period occurs.
Article 30 Late Starts
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 Flexible Classifications
An employee hired into one of the listed entry level positions shall be reclassified to the journey
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.
notice, shall be entitled to hislher regular compensation, Employees released early from jury
at or nearby the work site or return to their department for rest. Rest time is not cumulative
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Entry Level Pos ition
Account Clerk I
Technician I Building Technician II
Engineering Technician I
Library Assistant I
Maintenance Worker I
Maintenance Worker I
Meter Services Worker I
Police Records Specialist I
Tree Trimmer I Tree Trimmer I1
Journev Le vel Position
Account Clerk II
Engineering Technician II
Library Assistant II
Park Maintenance Worker II
Street Maintenance Worker I1
Meter Services Worker II
Police Records Specialist II
Maintenance Worker I
Planning Technician I
Utility Maintenance Worker II
Planning Technician II
An employee hired into one of the listed entry level positions shall be reclassified to the journey
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.
try Le vel Pos ition
Building Inspector I
Code Enforcement Officer I
Construction Inspector I
Equipment Mechanic I
Librarian I Librarian II
Journev Le vel Position
Building Inspector II
Code Enforcement Officer II
Construction Inspector II
Equipment Mechanic I1
Article 32 Flexible Start Hours
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 article
is not subject to the grievance procedure.
Article 33 F lexible 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 schedule
changed at the sole discretion of the department. Such changes include, but are not limited to, a)
number of days/hours to be worked on a daily basis and in a payroll period; b) normal days off;
and c) starting/ending times of assigned shifts. This article shall not be subject to the
grievance procedure.
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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
confening is reflected in the City of Carlsbad’s Administrative Order No. 57, by which
fhe parfies will control implementation of the 9180 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 Fle xible Job S haring
Two or more employees may, with the express written approval of the City Manager, the Human
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 Insurance
The City agrees to contribute the following dollar amounts towards employee health insurance
from January 1, 1996 through December 31, 1996.
MONTHLY
Citv Co ntribution Gateaonr Nwestern Kaiser
Employee Only 237.10 141.28
Employee + 1 Dep. 523.50 282.58
Employee w/2 Dep. 679.24 399.84
The employee contribution for the term of this contract will remain the same rate as in calendar
year 1995. This guarantee shall expire on December 31, 1996.
The parties agree that prior to June 1, 1996, five (5) representatives from CCEA will
participate in a health insurance focus group. The focus group will be tasked with:
1 ) Reviewing cost containment strategies as proposed by the City’s health benefits
consultant, Towers Perrin, and providing input on any proposed changes to the City’s
health insurance program; and
Discuss areas of agreement or consensus across the various employee groups
represented. 2 )
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The parties agree that the outcome of the health benefits focus group shall not be binding upon
the meet and confer process.
The parties further agree that the City and CCEA will meet and confer regarding any potential
changes to the health insurance benefits which impact employees
Article 36 State Disa bil i tv Insurance
A 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
B.
Disability Insurance payments exceed the employee’s pre-disability salary.
Article 37 Lona Term Disabilitv
During the term of this memorandurn, City agrees to continue to provide long term disability
insurance. Said insurance shall provide for a ninety (90) day waiting period prior to payment
eligibility. In all other respects, said insurance shall continue unchanged.
Article 38 Retirement
A For CCEA represented employees the City shall continue to pay 100% of the employee’s
seven percent (7%) contributions to PERS. Further, the City will continue to pay for
single highest year provision and survivors benefit plan. Effective within a reasonable
period after final approval of this agreement, the City will take steps to amend its
contract with PERS to provide the third level of 1959 Survivors’ Benefits.
The City shall continue to contract with PERS for the military service credit option. The
cost of this option is borne entirely by the employee. 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 Deferred Co m Densa t ion
The City shall provide for a Deferred Compensation Plan which may be utilized by any employee
on an optional basis. The City reserves the right to accept or reject any particular plan and to
impose specific conditions upon the use of any plan. Such plan shall be implemented without
cost to the City.
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firticle 40 Health Insurance for Retirees
Employees who retire from the City, either service or disability, shall be eligible to continue to
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 City
service and be a minimum of fifty (50) years of age.
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 not choose continued coverage upon retirement, or drops coverage, is not
eligible to return to the City’s health insurance program.
Article 41 Grievance Procedure
Definition
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 provisions
of the Memorandum of Understanding andlor provisions of the Personnel Rules and Regulations.
The City’s exercise of management rights is not reviewable under this procedure unless such
exercise also violates other provision(s) of the MOU and/or the Personnel Rules and
Regulations. A grievance is not reviewable if it 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 )
Procedu re
1.
Appeals from formal disciplinary proceeding.
Appeals from work performance evaluations.
Informal Reso lution: Every effort shall be made to resolve a grievance through
discussion between the employee and hidher immediate supervisor. It is the spirit and
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 a
grievance. Every effort should be made to find an acceptable solution at the lowest level
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 be
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.
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2. Formal Reso lution: 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 answer
from the division manager, request, in writing, and be granted an interview with the
Department Head.
The Department Head shall render his/her decision in writing within twenty (20)
arrive at a satisfactory solution, the employee may, within twenty (20) calendar days
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 (20)
calendar days of receiving the appeal. If the Assistant City Manager and the employee are
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
follows:
A
calendar days of receiving the appeal. If the Department Head and employee are unable to
Where practicable, the date for a hearing shall not be less than 20 calendar days,
nor more than 60 calendar days, from the date of the filing of the appeal with the
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 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 of such hearing. After the commencement of such hearing,
subpoenas shall be issued only at the discretion of the Personnel Board.
B.
C.
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D. The hearing need not be conducted in accordance with technical rules relating to
evidence and witnesses. Any relevant evidence shall be admitted if the Personnel
Board so determines, regardless of common law or statutory rules which might
limit the admissibility of such evidence in court actions. Hearsay evidence is
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 admission
admissible, but may not be the sole support for any finding. Irrelevant and
or exclusion of evidence.
E. Each party shall have these rights: To be represented by legal counsel or other
person of his/her choice; to call and examine witnesses; to introduce evidence; to
cross-examine opposing witnesses on any matter relevant to the issues even
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, for
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 hidher 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 permitted
at the discretion of the Personnel Board.
4.
5.
6.
The Personnel Board shall determine relevancy, weight, and credibility of G
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
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photographs, moving pictures, or television pictures shall be taken in the
hearing chamber during a hearing. The Personnel Board, prior to or during a
reaching a fair and proper decision. The Personnel Board shall render its
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 City
Manager, with a copy sent to the Grievant, and the Human Resources Director and
shall set forth its findings and recommendations.
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 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 option. The City
Manager shall not conduct a de novo hearing. The City Manager may, at his/her
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 and
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, including
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 party
responsible for the cancellation or postponement shall be solely responsible for
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
hearing, may grant a continuance for any reason it believes to be important to
judgement as soon after the conclusion of the hearing as possible and in no event
H.
I.
J.
K.
applicable to proceedings under this section.
L. Neither the fact of these negotiations nor the changes negotiated in this agreement
shall be used by either party or by any individual to the prejudice of the other
party in any grievance or complaint outstanding as of the time of this agreement.
General Gu idelines fo r Grievance Procedu re: If the time limits for employees’ appeals at
any step should elapse, the grievance shall be considered withdrawn. Time limits may be
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 the
3.
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next step. If the City Manager fails to respond within the prescribed time limit, the
exhausted his/her 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/she
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 hidher representative may use a reasonable amount of work time
as determined by the appropriate supervisor or Department Head in presenting the
appeal. However, no employee shall absent himself/herself without first being excused
by his/her supervisor.
No employee shall be required to be represented by an employee organization in
processing a grievance.
Employees shall be assured freedom from reprisal for using the grievance procedures by
grievance will be deemed to have been denied and the employee will be deemed to have
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.
Within twenty (20) working days after authorized representatives of the employee
organization knew of or by reasonable diligence should have known of a condition giving
rise to a grievance, employees may file a group grievance with the Human Resources
Department. The group of employees must file one (1) grievance form which all
members of the group have read and signed. Members of the group will be limited to
those who have read and signed the initial grievance form.
Upon receipt of the grievance form, the Human Resources Department will determine
whether the grievance should be classified as a group grievance, taking into account
whether one (1) set of circumstances or occurrences affects more than one (1)
employee in the same manner or to the same extent. The department may also determine,
in its discretion, that individual grievances should be consolidated into a group
grievance.
After approval of the grievance as a group grievance by the Human Resources
Department as specified above, group grievances shall proceed through all normal
grievance processes and be subject to all applicable time limitations and other
provisions as set forth above. However, the City may determine that a group grievance
shall be commenced directly at the City Manager level. The resolution of a group
grievance may not be consistent among all employees in the group grievance due to
differences in the circumstances or occurrences that brought about the grievance.
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A group grievance affecting all members of an employee organization may be brought by
the organization itself.
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 Manager.
Article 42 Disci DI i narv Proced u res
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 include
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, while
on duty.
C.
D. Absence without leave.
E
F.
G
H. Abuse of sick leave.
I. Unauthorized outside employment.
J.
K.
L.
Criminal conviction having some relevance to the job.
Intentionally being discourteous to the public.
Unauthorized use of or neglect of City property.
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 any
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.
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Tvpes o f Discitdine
The following procedures shall be fQllQWed 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 warnings/reprimands, the Department Head or hidher designee shall advise
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, is
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 receive
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 through
alternative actions that increase in severity, if the problem persists. The choice of alternative
disciplinary actions will vary in accordance with the severity of the performance problem, and
will not necessarily follow the sequence as outlined herein.
1.
prior written notice of proposed disciplinary action. The Human Resources Director must be
Qral Warning/Rep rimand: When a performance or behavioral problem is first
identified, the problem should be discussed with the employee, along with the steps that
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.
2. Written Warnina/ReDrimand: If the warningheprimand is in writing, the Department
Head shall give the employee a copy and forward a copy to the Human Resources Director
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.
SusPensiop: 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 authority
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
3.
andlor to respond in writing within a reasonable time frame to the charges, and notice of
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maximum period of suspension shall be thirty (30) calendar days. These procedures
are pre-disciplinary in nature.
4. D emotion or Reduct i o n i n P av : 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 Resources
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 with 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 time
frame to the charges, and notice of further action in the event a change by the employee
does not occur. These procedures are pre-disciplinary in nature.
Dismiss& A Department Head shall advise the Human Resources Director in writing of
hidher intention to dismiss an employee prior to taking such action. In dismissing an
employee, the Department Head shall make a written notice and shall give a copy of said
notice of dismissal to the employee and forward a copy to the Human Resources 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 dismissal, a statement of
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
charges. These procedures are pre-disciplinary in nature.
5.
appointing authority and/or respond in writing within a reasonable time frame to the
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 sent
by registered mail.
Emplovee’s Resm nse
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
proposal. An employee may elect not to respond, thereby waiving any further pre-disciplinary
response.
The appointing authority, or hidher 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
doubts as to the accuracy of the Department Head’s information leading to the discipline
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deadline for response, a decision will be transmitted in writing to the employee. Service of the
decision will be in person or by registered mail.
Pppea I Procedu res
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 may
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 (1 0) calendar
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 good
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 employee
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, nor
more than 60 calendar days, from the date of the filing of the appeal with the 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 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 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 to evidence
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 shall
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
B.
C.
0.
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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 of
hidher choice; to call and examine witnesses; to introduce evidence; to cross-examine
opposing witnesses on any matter relevant to the issues even 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, for special
reason, otherwise directs:
1,
2.
3.
E.
F.
The party imposing discipline shall be permitted to make an opening statement;
The appealing party shall then be permitted to make an opening statement:
The party imposing disciplinary action shall produce the evidence on hidher
part; the City bears the burden of proof and burden of producing evidence;
The party appealing from such disciplinary action may then open his/her defense
and offer his/her 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.
4.
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 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 event later than 30 days after
conducting the hearing. The decision shall set forth which charges, if any, are sustained
and the reasons therefore. The opinion shall set forth findings of fact and conclusions.
The opinion shall be advisory only.
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H. 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 Board
may not recornmend discipline more stringent than issued by the appointing authority.
The Personnel Board’s opinion and recommendation shall be filed with the City Manager,
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 is
not the Personnel Board’s recommendation, 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 disciplinary
act ion.
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 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 option.
The City Manager shall not conduct a de novo hearing. The City Manager may, at his/her
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 and conclusive. Copies
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 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 party responsible for the cancellation or
postponement shall be solely responsible for payment of that fee. This process shall not
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 the
City Manager, the time of such suspension, demotion or dismissal shall be effective from
the first day after such delivery of said decision or shall relate back to and be effective
as of the date the employee was disciplined from duty pending hearing before and decision
by the City Manager, whichever is applicable. If discipline imposed resulted in loss of
pay, and the decision results in reduction or elimination of loss of pay, the pay loss shall
be restored to the employee based on the number of standard work hours lost computed at
his/her 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 Manager.
I.
J.
K.
L.
M.
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Article 43 A lcohol and Drua Policv
I. poucy
It is the policy of the City of Carlsbad to provide, for its employees, a work environment
free from the effects of drugs and alcohol consistent with the directives of the Drug Free
Workplace Act. The City of Carlsbad agrees to use a clinical laboratory which is
certified by the National Institute on Drug Abuse (NIDA), now known as the Substance
Abuse & Mental Health Services Administration (SAMHSA). All procedures and protocols for collection, chain of custody and testing will be conducted consistent with standards
required under SAMHSA certification. This policy is intended to accomplish that
objective I
A Definitions - As Used in This Policv:
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 derivatives,
IP.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 time
the reaft e r .
“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.
2.
3.
B. Fmplovee Responsibilities
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;
b.
c. 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;
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(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. 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.
2.
3, Off-duty involvement with any controlled substance including, but not
limited to manufacture, distribution, dispensing, possession, use or any
conviction under a criminal drug statute whose scope and employment are
relevant to City employment may result in disciplinary action up to and
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.
C. Emplover Searches
For the purpose of enforcing this policy and maintaining a drug-free workplace,
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 joint
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 under
full or joint City control since such work areas may be subject to investigation
and/or search under this policy.
Employer searches shall occur when there is a determination of “reasonable
suspicion” as defined herein. Such searches shall be conducted by persons having
supervisory and/or other legal authority to conduct 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.
Conseaue nces of Violation of Policv
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 satisfactorily participate in an
approved alcohol or substance abuse assistance or rehabilitation program.
2.
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m
11. DRUG AND ALCOHO L ANALYSIS
A pre-emplovment D rua 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, or
blood analysis.
Persons whose results are positive for either drugs or alcohol will be 2.
rejected for City employment.
B. Dlovee nrua and Alcohol Analvsis
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.
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.
c.
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-responsive,
unusual for that employee or otherwise inappropriate to the
workplace situation;
attributable possession of alcohol or drugs;
d.
e.
f.
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L
g. 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 drugs.
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 grounds
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 the
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.
City agrees to take steps to protect the chain of custody of any drug test
3.
4.
5.
6.
sample.
I I I. EMPLOYEE ASSISTANCE PROGRAM
A The City has a well established voluntary Employee Assistance Program (EAP) to
assist employees who seek help for substance abuse problems. The EAP is
available for assessment, referral to treatment, and follow-up. Any employee of
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 EAP
program is provided by National Resource Consultants (NRC) and can be reached
by calling l(800) 999-7222.
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.
B.
C. Participation in the employee assistance program will not replace normal
disciplinary procedures for unsatisfactory job performance or for violation of
any City policy.
Article 44 Air Pol lution Co ntrol D istrict
During the term of this Memorandum, the parties will meet and confer on requirements imposed
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 Information
The City will make available to CCEA such nonconfidential information pertaining to employment
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.
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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 reasonable
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 or
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 business
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 )
Article 46 Co mmunications
The parties 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 Leaal 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 hidher employment as an employee of the
City.
Nothing herein shall be deemed to require the provision of such defense where the discretion to
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 to
those provided in the said Government Code.
41
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Article 48 Lavo ff
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 intended
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. If
certified as having given satisfactory service, the name of the employee laid off shall be placed
on the appropriate reemployment list as provided by these rules.
Reduct ion in Force Procedu res: The following procedures will apply to all probationary and
permanent employees in the event of a reduction in the City work force.
(a) Definitions: The following definitions apply to these procedures:
( 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 of
appointment to that classification.
( 2 )
(b) Beduction 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 the
greatest length of continuous City service has previously served and is determined to be
currently qualified. An employee may refuse to accept a demotion and accept layoff
without jeopardizing reemployment rights otherwise provided for in this procedure.
Reduct ion in Force-Lavoff: Whenever there is a reduction in the work force, the City (c) shall secondly layoff employees within a classification according to continuous service
seniority. Employees with the least continuous City service shall be laid off first.
Notification: 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.
peterminina I enath of Senioritv: In determining continuous City service seniority, all
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 or
CETA employee, shall be counted as continuous City service seniority.
(dl
.. (e)
42
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(f) Order of Reduct ion 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 in
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 further
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 reverse
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 sen io r it y .
(9) Determ inina Order o f Lavoff and Demot ion for EmDlovees With Identical Senioritv:
Should two or more employees have identical seniority, the order of layoff and demotion
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 may
qualify.
Order and Method of Demot ion Pursua nt to a Reduct ion in Force--BumDing: When
required due to a reduction in force, employees shall be demoted in the following manner:
( 1 )
( h )
(i)
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 probationary
employee in such lower class, but may not bump regular City employees already
in that lower classification.
( 2 )
(j) Reinstateme nt of Emplovees Demoted as a Result of a Reduct ion 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 on
this list.
Reemp lovme nt of Emplovees La id Off as a Result of a Reduct ion in Force: Employees who
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.
(k)
(1) Purat'on I of Re instate ment and ReemPlovment Lists: The eligibility of individuals on the
reinstatement and reemployment list shall extend for a period of two years from the date
of demotion or layoff. Eligibles not responding to written notification of an opening after
43
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ten working days shall have their names removed from either the reemployment or
reinstatement list.
Pest0 ration of Benefits Up0 n ReemDlovment Followina a Reduct ion in Force: Upon
reemployment following a reduction in force, an individual will have the following
benefits restored:
( m)
( 1 ) Prior sick leave accruals.
( 2 ) Seniority at time of layoff for purposes of determining merit increases, vacation
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 time
of reemployment.
Payoff of Acc ruals Upon Lavoff: Laid off employees are to be paid for all accrued holiday,
vacation, compensation time and overtime when separated as a result of a layoff. The
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.
( 3 )
(n)
(0)
Article 49 Carlsbad Municipal Water District
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 rules
and operations rules of the City.
2.
3.
44
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4. 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 the
same as those for City employees in the appropriate bargaining units as of February 17,
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 not
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.
5.
6.
7.
8.
9.
10.
Article 50 Full Understandina. Modification. & 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 hereby
superseded or terminated in their entirety.
The parties agree to reopen negotiations within 90 days of adoption of this contract for the sole
purpose of meeting and conferring in good faith on the following issues only: . Contract Term: The term of this contract may be extended pursuant to Article 50.
Article 35: Insurance - Possible revisions to the health insurance benefits design, cost
containment strategies, and cost sharing strategies solely in the context of a multi-year
contract extension.
Article 38:
System (PERSJ for 2% at 55 benefit solely in the context of a multi-year contract
extension.
Article 14:
multi-year contract extension.
Retirement - Possible revisions to the Public Employees’ Retirement
0 Salary - Possible additional salary adjustments solely in the context of a
Except as specifically provided herein, it is agreed and understood that CCEA and the City hereto
voluntarily and unqualifiedly waive their rights, and agree that the City and CCEA shall not be
required to negotiate with respect to any subject or matter except as specified above during the
term of this agreement.
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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 the
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.
If after reopening of negotiations the parties fail to reach a multi-year agreement, either party
may conclude negotiations at any time it deems appropriate. The City agrees not to deciare an
impasse or to unilaterally implement changes in wages, hours, or other terms and conditions of
employment during the term of this agreement.
Article 51 Prov isions of Law
It is understood and agreed that this Memorandum of Understanding is subject to all current and
future applicable federal and state laws, federal and state regulations. If any part or provision
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 tribunal
or competent jurisdiction, such part or provision shall be suspended and superseded by such
applicable law or regulations, and the remainder of this Memorandum of Understanding shall not
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 employee’s
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.
Article 54 Emdover-EmDlovee 0 raanization Relations Resolution
The Employer-Employee Organization Relations Resolution, attached and incorporated as
Attachment D, shall be adopted at a future date by the City.
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Article 55 Arne ricans W ith Disabilities 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.
Prticle 56 Family Leave Act
The parties acknowledge the applicability of the Family Leave Act (Act) and intend to apply and
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.
47
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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.
3-14 -qd,
Date
30 /3 .- 76.
Date
L.
RONALD R. BALL, City Attorney
Carlsbad City Employees’ Association
3,L/,%
Date
48
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Attachment A
SALARY SCHEDULE - GENERAL EMPLOYEES
CLASSIPICATION RANGE - RANGE
ACCOUNT CLERK I 7 MAINTENANCE WORKER I 12
ACCOUNT CLERK I1 15 MESSENGER 1
ACCOUNTANT 58 METER SERVICES WORKER L 18
ACCOUNTING SUPERVISOR 44 METER SERVICES WORKER I1 27
ACCOUNTING TECHNICIAN 30 METER SERVICES WORKER I11 38
ADMINISTRATIVE SECRETARY 35 MINUTES CLERK 32
AQUATICS SPECIALIST 30 NETWORK SPECIALIST I 55
ASSISTANT ENGINEER 74 NETWORK SPECIALIST I1 70
ASSISTANT PLANNER 64 OFFICE SPECIALIST I 3
ASSISTANT TO THE TREASURER 58 OFFICE SPECIALIST I1 9
ASSOCIATE ENGINEER 91 PARK MAINTENANCE SPECIALIST 39
ASSOCIATE PLANNER 78 PARK MAINTENANCE WORKER I1 20
BUILDING INSPECTOR I 55 PARK MAINTENANCE WORKER I11 38
BUILDING INSPECTOR I1 70 PARK DEVELOPMENT COORDINATOR 84
BUILDING MAINTENANCE WORKER I 27 PLANNING TECHNICIAN I 35
BUILDING MAINTENANCE WORKER I1 39 PLANNING TECHNICIAN I1 50
BUILDING TECHNICIAN I1 50 POLICE RECORDS SPECIALIST I 15
BUYER 42 POLICE RECORDS SPECIALIST I1 20
CIRCULATION SUPERVISOR 35 PROGRAMMER/ANALYST 75
CODE ENFORCEMENT OFFICER I1 55 PUBLIC SAFETY SYSTEMS SPECIALIST 73
COMMUNITY LIBRARY SERVICES SUPERVISOR 50 RECREATION ASSISTANT 10
COMPENSATION TECHNICIAN 53 RECREATION SPECIALIST 37
CONSTRUCTION INSPECTOR I 55 RECREATION SUPERVISOR I 49
CONSTRUCTION INSPECTOR I1 70 RECREATION SUPERVISOR I1 56
CRIME PREVENTION TECHNICIAN 31 SECRETARY 27
CROSS CONNECTION CONTROL TECHNICIAN 38 SENIOR BUILDING INSPECTOR 85
CUSTODIAN 1 SENIOR BUILDING MAINTENANCE WORKER 44
CUSTODIAN I1 12 SENIOR CIRCULATION SUPERVISOR 48
ELECTRICIAN 38 SENIOR CONSTRUCTION INSPECTOR 85
ENGINEERING TECHNICIAN I 35 SENIOR ELECTRICIAN 44
ENGINEERING TECHNICIAN I1 50 SENIOR LIBRARIAN 68
EQUIPMENT MECHANIC I 34 SENIOR OFFICE SPECIALIST 17
EQUIPMENT MECHANIC I1 40 SENIOR PLANNER 91
EQUIPMENT MECHANIC LEADWORKER 52 SITE MANAGER 4
EVIDENCE AND PROPERTY TECHNICIAN 11 STOREKEEPER 13
GRAPHIC ARTIST 24 STREET MAINTENANCE WORKER I1 21
GRAPHICS TECHNICIAN 24 STREET MAINTENANCE WORKER I11 38
HOUSING ASSISTANT 20 SYSTEMS ANALYST 85
HOUSING SPECIALIST I 46 TECHNICIAN I 35
HOUSING SPECIALIST I1 61 TREE TRIMMER I 16
JUVENILE JUSTICE PROGRAM COORDINATOR 54 TREE TRIMMER I1 24
LIBRARIAN I 38 TREE TRIMMER LEADWORKER 40
LIBRARIAN I1 53 UTILITY MAINTENANCE WORKER I1 27
LIBRARY ASSISTANT I 24 UTILITY MAINTENANCE WORKER 111 38
LIBRARY ASSISTANT 11 35 UTILITY SYSTEMS OPERATOR I1 31
LIBRARY CLERK I 1 UTILITY SYSTEMS OPERATOR I11 36
LIBRARY CLERK I1 4 VALVE MAINTENANCE WORKER 38
CODE ENFORCEMENT OFFICER I 43 PROGRAMMER/OPERATOR 68
3-12-96
ATTACHMENT A 0
THE CITY OF CARLSBAD
Effective January 1,1996
a
GENERAL EMPLOYEE BIWEEKLY SALARY SCHEDULE
STEPE RANGE RANGE STEPA STEP B STEP C STEP D
1 $742. I 2 $779.23 $81 8.1 9 $859.1 0 $902.05 i
2 $749.54 $787,01 $826,37 $867,69 $91 1,07 2
3 $757.04 $794.89 $834.63 $876.36 $920.1 8 3
4 $764.61 $802.84 $842.98 $885.1 3 $929.38 4
5 $772.25 $81 0.87 $851.41 $893.98 $938.68 5
6 $779.98 $81 8.97 $859.92 $902.92 $948.07 6
7 $787.78 $827.1 6 $868.52 $91 1.95 $957.55 7
8 $795.65 $835.44 $877.21 $921.07 $967.1 2 8
9 $803.61 $843.79 $885.98 $930.28 $976.79 9
10 $81 1.65 $852.23 $894.84 $939.58 $986.56 10
11 $81 9.76 $860.75 $903.79 $948.98 $996.42 11
$91 2.83 $958.46 $1,006.39 12 12 $827.96 $869.36
13 $836.24 $878.05 $921.95 $968.05 $1,016.45 13
14 $844.60 $886.83 $931.1 7 $977.73 $1,026.62 14
15 $853.05 $895.70 $940.49 $987.51 $1,036.88 15
17 $870.1 9 $91 3.71 $959.39 $1,007.36 $1,057.72 17
18 $878.89 $922.84 $968.98 $1,017.43 $1,068.31 18
20 $896.56 $941.39 $988.46 $1,037.88 $1,089.77 20
21 $905.53 $950.80 $998.34 $1,048.26 $1,100.68 21
22 $91 4.58 $960.31 $1,008.32 $1,058.74 $1,111.68 22
23 $923.73 $969.91 $1,018.41 $1,069.33 $1,122.80 23
24 $932.96 $979.61 $1,028.59 $1,080.02 $1,134.03 24
25 $942.29 $989.41 $1,038.88 $1,090.83 $1,145.36 25
26 $951.72 $999.31 $1,049.27 $1,101.73 $1,156.82 26
27 $961.24 $1,009.30 $1,059.76 $1,112.75 $1,168.39 27
28 $970.85 $1,019.39 $1,070.36 $1,123.88 $1,180.07 28
29 $980.56 $1,029.59 $1,081.06 $1,135.12 $1,191.87 29
30 $990.36 $1,039.88 $1,091.87 $1,146.46 $1,203.79 30
31 $1,000.27 $1,050.28 $1,102.79 $1,157.93 $1,215.83 31
32 $1,010.27 $1,060.78 $1,113.82 $1,169.51 $1,227.98 32
33 $1,020.37 $1,071.39 $1,124.96 $1,181.21 $1,240.26 33
34 $1,030.57 $1,082.10 $1,136.21 $1,193.02 $1,252.67 34
35 $1,040.88 $1,092.93 $1,147.57 $1,204.95 $1,265.1 9 35
36 $1,051.29 $1,103.86 $1,159.04 $1,217.00 $1,277.85 36
37 $1,061.80 $1,114.89 $1,170.64 $1,229.17 $1,290.62 37
38 $1,072.42 $1,126.04 $1,182.34 $1,241.46 $1,303.53 38
39 $1,083.14 $1,137.30 $1,194.17 $1,253.87 $1,316.57 39
40 $1,093.97 $1,148.67 $1,206.11 $1,266.41 $1,329.73 40
41 $1,104.91 $1,160.16 $1,218.17 $1,279.08 $1,343.03 41
42 $1,115.96 $1,171.76 $1,230.35 $1,291.87 $1,356.46 42
43 $1,127.12 $1,183.48 $1,242.65 $1,304.79 $1,370.03 43
44 $1,138.40 $1,195.32 $1,255.08 $1,317.83 $1,383.72 44
45 $1,149.78 $1,207.27 $1,267.63 $1,331.01 $1,397.56 45
16 $861.58 $904.65 $949,89 $997,39 $1,04726 16
19 $887.69 $932.07 $978.67 $1,027.61 $1,078.98 19
_- ,
ATTACHMENT A e
THE CITY OF CARLSBAD
Effective January 1,1996
e
GENERAL EMPLOYEE BmEKLY SALARY SCHEDULE
RANGE STEPA STEP B STEP C STEP D STEPE RANGE
46 $1,161.27 $1,219.34 $1,280.31 $1,344.32 $1,411.54 46
47 $7,7 72.89 $1,231.53 $1,293.1 1 $1,357.77 $1,425.66 47
48 $1,184.62 $1,243.85 $1,306.04 $1,371.35 $1,439.91 48
49 $1,196.47 $1,256.29 $1,319.1 0 $1,385.06 $1,454.31 49
50 $1,208.43 $1,268.85 $1,332.29 $1,398.91 $1,468.85 50
51 $1,220.51 $1,281.54 $1,345.62 $1,412.90 $1,483.54 51
52 $1,232.72 $1,294.35 $1,359.07 $1,427.03 $1,498.38 52
53 $1,245.05 $1,307.30 $1,372.66 $1,441 29 $1,513.36 53
54 $1,257.49 $1,320.37 $1,386.39 $1,455.71 $1,528.50 54
55 $1,270.07 $1,333.58 $1,400.25 $1,457.81 $1,543.78 55
56 $1,292.00 $1,346.91 $1,414.25 $1,484.97 $1,559.22 56
57 $1,295.60 $1,360.38 $1,428.40 $1,499.82 $1,574.81 57
58 $1,308.55 $1,373.98 $1,442.68 $1,51 4.82 $1,590-56 58
59 $1,321.64 $1,387.72 $1,457.11 $1,529.97 $1,606.47 59
60 $1,334.86 $1,401.60 $1,471.68 $1,545.26 $1,622.53 60
61 $1,348.21 $1,415.62 $1,486.40 $1,560.72 $1,638.75 61
63 $1,375.31 $1,444.07 $1,516.27 $1,592.08 $1,671.69 63
64 $1,389.06 $1,458.51 $1,531.44 $1,608.01 $1,688.41 64
65 $1,402.95 $1,473.09 $1,546.75 $1,624.09 $1,705.30 65
67 $1,431.15 $1,502.70 $1,577.84 $1,656.73 $1,739.57 67
68 $1,445.46 $1,517.73 $1,593.62 $1,673.30 $1,756.96 68
69 $1,459.91 $1,532.91 $1,609.55 $1,690.03 $1,774.53 69
70 $1,474.51 $1,548.24 $1,625.65 $1,706.93 $1,792.28 70
71 $1,489.26 $1,563.72 $1,641.91 $1,724.00 $1,810.20 71
72 $1,504.15 $1,579.36 $1,658.33 $1,741.24 $1,828.31 72
73 $1,519.19 $1,595.15 $1,674.91 $1,758.66 $1,846.59 73
74 $1,534.38 $1,611.1 1 $1,691.66 $1,776.24 $1,865.06 74
75 $1,549.73 $1,627.22 $1,708.57 $1,794.01 $1,883.70 75
76 $1,565.22 $1,643.49 $1,725.66 $1,811.95 $1,902.54 76
77 $1,580.88 $1,659.92 $1,742.92 $1,830.07 $1,921 -57 77
78 $1,596.69 $1,676.52 $1,760.35 $1,848.36 $1,940.78 78
79 $1,612.65 $1,693.29 $1,777.95 $1,866.85 $1,960.19 79
80 $1,628.78 $1,710.22 $1,795.73 $1,885.51 $1,979.79 80
81 $1,645.06 $1,727.32 $1,813.69 $1,904.37 $1,999.59 81
83 $1,678.13 $1,762.04 $1,850.1 4 $1,942.65 $2,039.78 83
84 $1,694.91 $1,779.66 $1,868.64 $1,962.07 $2,060-1 8 84
85 $1,711.86 $1,797.46 $1,887.33 $1,981.70 $2,080.78 85
86 $1,728.98 $1,815.43 $1,906.20 $2,001.51 $2,101.59 86
87 $1,746.27 $1,833.59 $1,925.26 $2,021.53 $2,122-60 87
88 $1,763.74 $1,851.92 $1,944.52 $2,041.74 $2,143.83 88
89 $1,781.37 $1,870.44 $1,963.96 $2,062.16 $2,165.27 89
90 $1,799.19 $1,889.15 $1,983.60 $2,082.78 $2,186.92 90
91 $1,817.18 $1,908.03 $2,003.44 $2,103.61 $2,208.79 91
62 $1,361.69 $1,429.77 $1,501.26 $1,576.33 $1,655.14 62
66 $1,416.98 $1,487.83 $1,562.22 $1,640.33 $1,722.35 66
82 $1,661.52 $1,744.60 $1,831.82 $1,923.41 $2,019.58 82
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ATTACHMENT B
BENEFITS RETAINED BY CMWD EMPLOYEES
A. Health Insurance
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.
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).
If an employee elects to enroll in the City’s health, dental
B. Health Insurance for Retirees
The City will pay, after retirement of an employee, premiums for
existing medical coverage provided the employee has met the
following require men ts:
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 of service.
2.
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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 and
state law, and will thereby be reduced when the spouse qualifies for
those benefits.
Upon death of the Retiree, health insurance coverage for the spouse
and dependents will be continued, provided the spouse keeps the City
informed of hidher 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 me n t .
If the Retiree divorces, neither hidher new spouse nor hislher
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 Insurance
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 C are Plan
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 Attachment B
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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 mpensation
The City has established a Deferred Compensation Plan which
employees may voluntarily participate in. The City shall match
employee contributions up to a maximum of 7.5% of an employee’s bi-weekly earnings.
G. Overtime
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.
H. Standbv
Two employees shall be on standby at all times. Each such employee
shall remain on standby for a one week period and shall receive $100
per week for the standby period. The employee shall be compensated
in the normal manner for any work performed. Standby shall not be
regarded as call back work.
3 Attachment B
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I. Vacation
1. Earninas Rates
After completion of one year of employment, an employee will
be granted vacation time of 80 hours. An employee then begins
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 years
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 Unused Vacation 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
2.
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.
J. Sick Leave Buvback
1. An employee has the option of selling back to the City 100% of
any accumulated sick leave in excess of 250 hours.
4 Attachment B
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2. The City, at its discretion, may purchase any accumulated sick
leave from an employee.
K. Sick Leave at Termination
1. Retirement
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 of
250 hours shall be reimbursable at 100%.
2. Death
Upon an employee’s death, while stili employed, all
compensation due an employee will be paid to hidher
designated beneficiary.
vacation time, 50% of all sick leave up to 250 hours, and 100%
of sick leave in excess of 250 hours shall also be made.
Compensation for all accumulated
3. D isc h arae
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 all
accumulated vacation time due. If employed at least one year,
an employee will receive 50% of all accumulated sick leave up
to 250 hours and 100% of any sick leave in excess of 250
hours.
4. Lav Off
Layoffs may be required due to lack of work, a decrease in or
loss of funds, or changing position requirements. Should
layoffs be required, they will be implemented by considering
5 Attachment B
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an employee’s proficiency, productivity, length of employment,
attendance, and reliability. Such employees shall receive two
weeks written notice of layoff. When layoff is anticipated to
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. Res ia nation
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 leave
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 sick
leave in excess of 250 hours shall be reimbursable at 100%.
L. Lona-Term Disability
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. Lonaevitv Pav
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 any other regular pay, Le. C,O.L.A., that an employee
is entitled to. An employee will then be placed at the L1 step.
After an additional five (5) years an employee will be entitled
6 Attachment B
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to a 2-1/2% increase in 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. Special Merit for Education
The City will continue a special merit award system to
mutually benefit employees and the City by stimulating and
rewarding employees for educational accomplishments.
program recognizes accomplishments in terms of operator
certification according to the following:
Grade Amount
One $ 150
Two $ 300
Three $ 500
This
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 Union
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 San Diego County Employees’ Credit Union.
P. Special Housina Facilities
The City maintains a residence at Squires Dam. The purpose of
this residence is to provide security for CMWD facilities. The
7 Attachment B
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following conditions apply to employee assignment as
car et a ke r :
1. Emdovee Status
The employee assigned as caretaker at Squires Dam shall
be a full-time permanent employee.
2. Prioritv o f Assia n men&
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.
3. Sole Place of Residence
The crew member assigned as caretaker shall maintain
the residence as his/her sole place of residence.
4. 1 in
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. BesDonsi bi lities
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 during 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 situations to include the
8 Attachment B
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chlorination facility, the hydroelectric facility and the
mobile chlorination equipment. The employee shall make
a visual inspection of the entire site at least weekly and
shall repair any minor fence breaks. The employee shall
drive a City vehicle. No more than three private vehicles
supplemental compensation shall be paid for these
duties.
shall be kept at the residence. No overtime or
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 the residence and the City employee
shall be responsible for the balance of the utilities.
Upon change of resident, the City shall have the propane
tank filled and bill the outgoing resident.
7. Firearms
The employee shall not carry any firearms in the
performance 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 and any pets shall remain within the fenced portion
9 Attachment B
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of the property provided for this purpose. The employee
may not keep pets known to be vicious.
10. Term
The City maintains the right to change the assignment of
the caretaker responsibility based solely on
determination of the City.
provision to create an at-will tenancy. There shall be an
annual review of the caretaker’s performance with the
Superintendent and General Manager
It is the intent of this
Q. Non-Eliaibilitv
An employee shall not be eligible for the following benefits
provided by the City:
Compensatory time off accrual as set forth in Article 15,
Section 2 of the MOU with CCEA. An employee shall be eligible
to accrue no more than 40 hours of such compensatory time.
State disability insurance as provided by the State of
California, Article 36 of the MOU with CCEA.
1.
2.
10 Attachment B
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ATTACHMENT C
CARLSBAD MUNICIPAL WATER DISTRICT
Salary Schedule and Job Classification
Effective Januarv 1. 1996
CLASSIFICATION RANGE
Accountant 51
Accounting Office Assistant 31
Construction & Maintenance Worker I 29
Construction & Maintenance Worker II 32
Engineering Office Assistant II 23
Associate Engineer 57
Engineering Secretary 35
Engineering Technician II 39
Engineering Technician Ill 43
Equipment Operator 35 Faci I i ty Main ten ance Lead wo r ker
Senior Engineering Inspector 53
35
Senior Construction & Maintenance Worker 38
Senior Systems Operator 40
Service Coordinator 38
Storekeeper 38
System Operator I 31
System Operator II 37
Water Conservation Specialist 33
A~~ACHMENT c 0 a
L CARLSBAD MUNICIPAL WATER DISTRICT
BIWEEKLY SALARY SCHEDULE
- Effective January 1,1996
RANGE STEPA STEPB STEP G STEP D STEPE STEPL1 STEPL2
15 $737.1 0 $766.52 $797.62 $831 -23 $869.06 $91 2.51 $934.24
16 $751.39 $782.49 $81 4.43 $849.73 $884.1 9 $928.39 $950.50
17 $766.52 $797.62 $831.23 $869.06 $904.36 $949.57 $972.18
18 $782.49 $81 4.43 $849.73 $884.1 9 $923.69 $969.87 $992.96
19 $797.62 $831.23 $869.06 $904.36 $943.86 $991.05 $1,014.65
20 $81 4.43 $849.73 $884.1 9 $923.69 $966.55 $1,014.88 $1,039.04
21 $831.23 $869.06 $904.36 $943.86 $990.09 $1,039.59 $1,064.34
22 $849.73 $884.1 9 $923.69 $966.55 $1,011.1 0 $1,061.65 $1,086.93
23 $869.0 6 $904.36 $943.86 $990.09 $1,032.1 1 $1,083.71 $1,109.52
24 $884.1 9 $923.69 $966.55 $1,011.10 $1,052.28 $1,104.89 $1,13120
25 $904.36 $943.86 $990.09 $1,032.1 1 $1,076.65 $1,130.49 $1,157.40
26 $923.69 $966.55 $1,011.10 $1,052.28 $1,101.03 $1,156.08 $1,183.61
27 $943.86 $990.09 $1,032.1 1 $1,076.65 $1,124.56 $1,180.79 $1,208.90
28 $966.55 $1,011.10 $1,052.28 $1,101.03 $1,149.78 $1,207.27 $1,236.01
29 $990.09 $1,032.11 $1,076.65 $1,124.56 $1,174.99 $1,233.74 $1,263.12
30 $1,011.10 $1,052.28 $1,101.03 $1,149.78 $1,200.21 $1,260.22 $1,290.22
32 $1,052.28 $1,101.03 $1,149.78 $1,200.21 $1,254.84 $1,317.58 $1,348.95
33 $1,076.65 $1,124.56 $1,174.99 $1,229.62 $1,283.41 $1,347.58 $1,379.67
34 $1 ,I 01.03 $1,149.78 $1,200.21 $1,254.84 $1,315.35 $1,381 .I2 $1,414.00
35 $1,124.56 $1,174.99 $1,229.62 $1,283.41 $1,343.93 $1,411.12 $1,444.72
36 $1,149.78 $1,200.21 $1,254.84 $1,315.35 $1,373.34 $1,442.01 $1,476.35
37 $1,174.99 $1,229.62 $1,283.41 $1,343.93 $1,406.12 $1,476.43 $1,511.58
38 $1,200.21 $1,254.84 $1,315.35 $1,373.34 $1,436.38 $1,508.20 $1,544.1 1
39 $1,229.62 $1,283.41 $1,343.93 $1,406.12 $1,469.37 $1,542.84 $1,579.57
40 $1,254.84 $1,315.35 $1,373.34 $1,436.38 $1,506.98 $1,582.33 $1,620.00
42 $1,315.35 $1,373.34 $1,436.38 $1,506.98 $1,559.09 $1,637.04 $1,676-02
43 $1,343.93 $1,406.1 2 $1,469.37 $1,529.67 $1,593.55 $1,673.23 8,713.07
44 $1,373.34 $1,436.38 $1,506.98 $1,559.09 $1,622.97 $1,704.12 $1,744.69
31 $1,032.11 $1,076.65 $1,124.56 $1,174.99 $1,229.62 $1,291.10 $1,321.84
41 $1,283.41 $1,343.93 $1,406.12 $1,469.37 $1,529.67 $1,606.1 6 $1 $644.40
ATTACHMENT c e e
- CARLSBAD MUNICIPAL WATER DISTRICT
- Effective January I, 1996
BWEEKLY SALARY SCHEDULE
STEP L1 STEP L2
45 $1,406.12 $1,469.37 $1,529.67 $1,593.55 $1,657.43 $1,740.30 $1,781.73
46 $1,436.38 $1,477.43 $1,528.52 $1,591 .I4 $1,656.24 $1,739.05 $1,780.46
47 $1,469.37 $1,499.68 $1,562.30 $1,624.93 $1,689.20 $1,773.66 $1,815.89
48 $1,506.98 $1,528.52 $1,591.14 $1,656.24 $1,722.16 $1,808.27 $1,851.32
49 $1,529.67 $1,562.30 $1,624.93 $1,689.20 $1,757.59 $1,845.47 $1,889.41
50 $1,559.09 $1,622.97 $1,689.36 $1,756.60 $1,828.88 $1,920.33 $1,966.05
51 $1,593.55 $1,657.43 $1,722.98 $1,792.74 $1,865.87 $1,959.1 6 $2,005.81
52 $1,622.97 $1,689.36 $1,756.60 $1,828.88 $1,903.69 $1,998.87 $2,046.46
53 $1,657.43 $1,722.98 $1,792.74 $1,865.87 $1,940.67 $2,037.70 $2,086.22
54 $1,689.36 $1,756.60 $1,828.88 $1,903.69 $1,983.53 $2,082.71 $2,132.30
55 $1,722.98 $1,792.74 $1,865.87 $1,940.67 $2,017.99 $2,118.89 $2,169.34
56 $1,756.60 $1,828.88 $1,903.69 $1,983.53 $2,060.86 $2,163.90 $2,215.42
57 $1,792.74 $1,865.87 $1,940.67 $2,017.99 $2,102.04 $2,207.1 4 $2,259-69
58 $1,828.88 $1,903.69 $1,983.53 $2,060.86 $2,143.22 $2,250.39 $2,303.97
59 $1,865.87 $1,940.67 $2,017.99 $2,102.04 $2,184.41 $2,293.63 $2,348.24
60 $1,903.69 $1,983.53 $2,060.86 $2,143.22 $2,228.1 1 $2,339.52 $2,395.22
$1,940.67 $2,017.99 $2,102.04 $2,184.41 $2,274.34 $2,388.06 $2,444.91 61
62 $1,983.53 $2,060.86 $2,143.22 $2,228.11 $2,318.04 $2,433.95 $2,491.90
63 $2,017.99 $2,102.04 $2,184.41 $2,274.34 $2,365.1 1 $2,483.37 $2,542.49
64 $2,060.86 $2,143.22 $2,228.1 1 $23 8.04 $2,412.1 8 $2,532.79 $2,593.09
~~ SEm SEE€ SEED SEfX
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ATTACHMENT D
EMPLOYER-EMPLOYEE ORGANIZATION RELATIONS RESOLUTION
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF CARLSBAD:
Article I - - General Provisions
Sec. 1. Statement of Purpose.
This Resolution implements Chapter 10, Division 4, Title 1 of the
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 law,
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. This Resolution is intended,
instead, to strengthen merit, civil service and other methods of
administering employer-employee relations through the establishment of
uniform and orderly methods of communications between employees,
employee organizations and the City.
Government Code of the State of California (Sections 3500 et seq.)
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 involve
the wages, hours and other terms and conditions of employment of
employees in appropriate units and that are not preempted by Federal or
State law.
legal or inherent exclusive City rights with respect to matters of general
legislative or managerial policy, which include among others: The
exclusive right to determine the mission of its constituent departments,
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 and
personnel by which governmental operations are to be conducted; take all
However, nothing herein shall be construed to restrict any
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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. Definitions,
As used in this Resolution, the following terms shall have the
meanings indicated:
a. “Appropriate Unit” means a unit of employee classes or
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 City
representative as herein defined.
l
C. “Confidential Employee” means an employee who, in the
course of his or her duties, has access to confidential information
relating to the City’s administration of employer-employee relations.
d. “ConsulVConsultation 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 the
form of a Memorandum of Understanding, nor is it subject to Article IV
hereof.
e. “Day” means calendar day unless expressly stated
otherwise.
f. “Employee Relations Officer” means the City Manager or
hidher duly authorized representative.
g. ‘‘Impasse” means that the representatives of the City
and a Recognized Employee Organization have reached a point in their
2 Attachment D
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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 to
the following positions:
Adm in i st rative aide;
Administrative analyst - water district;
Ad mi n istrative assistant I ;
Administrative assistant II;
Assistant city attorney;
Assistant city manager;
Assistant finance director;
Assistant general manager - water district;
Building and planning director;
Central services director;
City attorney;
City engineer;
City manager;
Community 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 su pe ri n tend en t ;
Police captain;
Police chief;
Assistant library director:
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Police lieutenant;
Principal civil engineer;
Principal planner:
Pu rc hasing officer ;
Research and analysis manager;
Recreation superintendent;
Street maintenance superintendent;
Superintendent - water district;
Uti I ities director;
Utilities maintenance superintendent.
I. “Proof of Employee Support” means (1 ) an authorization
card recently signed and personally dated by an employee, or (2) a verified
authorization petition or petitions recently signed and personally dated by
an employee, or (3) employee dues deduction authorization, using the
payroll register for the period immediately prior to the date a petition is
filed hereunder, except that dues deduction authorizations for more than
one employee organization for the account of any one employee shall not
be considered as proof of employee support for any employee organization.
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.
j. “Exclusively Recognized Employee Organization” means
an employee organization which has been formally acknowledged by the
City as the sole employee organization representing the employees in an
appropriate representation unit pursuant to Article II hereof, having the
exclusive right to meet and confer in good faith concerning statutorily
required subjects pertaining to unit employees, and thereby assuming the
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 off,
recall, promote, discharge, assign, reward, or discipline other employees,
or responsibly to direct them, or to adjust their grievances, or effectively
to recommend such action if, in connection with the foregoing, the
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exercise of such authority is not of a merely routine or clerical nature,
but requires the use of independent judgement.
Article II -- Representation Proceed inas
Filina of Recoanition Petition by Employee Oraanization. Sec. 3.
An employee organization that seeks to be formally acknowledged as
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 documentation:
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 its
primary purposes, the responsibility of representing employees in their
employment relations with the City.
e. A statement whether the employee organization is a chapter
of, or affiliated directly or indirectly in any manner, with a local,
regional, state, national or international organization, and, if so, the name
and address of each such other organization.
f . Certified copies of the employee organization’s constitution
and bylaws.
g. A designation of those persons, not exceeding two in number,
and their addresses, to whom notice sent by regular United States mail
will be deemed sufficient notice on the employee organization for any
purpose.
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h. A statement that the employee organization has no restriction
on membership based on race, color, creed, sex, national origin, age,
physical disability, religious belief, marital status, political opinions or
affiliations.
i. The job classifications or position titles of employees in the
unit claimed to be appropriate and the approximate number of member
employees therein.
j. A statement that the employee organization has in its
possession proof of employee support as herein defined to establish that a
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 the
employee organization executing it.
Sec. 4.
Upon receipt of the Petition, the Employee Relations Officer shall
Citv Response to Recoanition Petition.
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.
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If an affirmative determination is made by the Employee Relations
Officer on the foregoing two matters, helshe 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.
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 competing
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
otherwise in the same form and manner as set forth in Sec. 3 of this
Article II. If such challenging petition seeks establishment of an
overlapping unit, the Employee Relations Officer shall call for a hearing on
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 standards
in Sec. 8 of this Article II. The petitioning employee organizations shall
have fifteen (15) days from the date notice of such unit determination is
communicated to them by the Employee Relations Officer to amend their
petitions to conform to such determination or to appeal such
determination pursuant to Sec. 11 of this Article II.
Open Period for Filina Challenaina Petition.
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Sec. 6. Election 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.
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 shall
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 work
during such period because of illness, vacation or other authorized leaves
of absence; and who are employed by the City in the same unit on the date
of the election. An employee organization shall be formally acknowledged
as the Exclusively Recognized Employee Organization for the designated
appropriate unit following an election or run-off election if it received a
numerical majority of all valid votes cast in the election. In an election
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 cast;
the rules governing an initial election being applicable to a run-off
election.
All
There shall be no more than one valid election under this Resolution
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 party to
conduct an election, the election shall be conducted by the State
Conciliation Service.
Costs of conducting elections shall be borne in equal shares by the
City and by each employee organization appearing on the ballot.
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Sec. 7. Procedure for Decertification of Exclusivelv Recoa nized
Emp lovee Oraa nization.
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 (1 20) days prior to the termination
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 of
perjury to be true, correct and complete.
a. The name, address and telephone number of the petitioner and a
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 employees
in the appropriate unit, and any other relevant and material facts relating
thereto,
d. Proof of employee support that at least thirty (30) percent of
the employees in the established appropriate unit no longer desire to be
represented by the incumbent Exclusively Recognized Employee
Organization.
Employee Relations Officer or to a mutually agreed upon disinterested
third party within the time limits specified in the first paragraph of this
Section.
Such proof shall be submitted for confirmation to the
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An employee organization may, in satisfaction of the Decertification
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 information
required under paragraph (c.) of this Section 7, and otherwise conforms to
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 of
this Article II. 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 thereafter
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 appeal
such determination in accordance with Sec. 10 of this Article II. If the
determination of the Employee Relations Officer is in the affirmative, or
if hidher negative determination is reversed on appeal, he/she shall give
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 secret
ballot election to be held on or about fifteen (15) days after such notice to
determine the wishes of unit employees as to the question of
decertification and, if a Recognition Petition was duly filed hereunder, the
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 Sec.
7, the Employee Relations Officer may on hidher own motion, when
he/she has reason to believe that a majority of unit employees no longer
wish to be represented by the incumbent Exclusively Recognized Employee
Organization, give notice to that organization and all unit employees that
he/she will arrange for an election to determine that issue. In such event
any other employee organization may within fifteen (15) days of such
notice file a Recognition Petition in accordance with this Sec. 7, which
the Employee Relations Officer shall act on in accordance with this Sec. 7.
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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 a nd St andards for Determination of ADcmmriate
Unlts.
The policy objectives in determining the appropriateness of units
shall be the effect of a proposed unit on (1) the efficient operations of the
City and its compatibility with the primary responsibility of the City and
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 be
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 employment;
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 unit
have organized.
c. Consistency with the organizational patterns of the City.
d. Number of employees and classifications, and the effect on the
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.
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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 any
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.
Proced u re for Mod if icat io n of Es ta b I ish ed Appropriate Sec. 9.
Units.
Requests by employee organizations for modifications of established
appropriate units may be considered by the Employee Relations Officer
only during the period specified in Sec. 7 of this Article II.
shall be submitted in the form of a Recognition Petition and, in addition to
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 in
Sec. 8 hereof. The Employee Relations Officer shall process such petitions
as other Recognition Petitions under this Article II.
The Employee Relations Officer may on his/her own motion propose during
the period specified in Sec. 7 of this Article that an established unit be
modified. The Employee Relations Officer shall give written notice of the
proposed modification(s) to any affected employee organization and shall
hold a meeting concerning the proposed modification(s), at which time all
affected employee organizations shall be heard. Thereafter the Employee
Relations Officer shall determine the composition of the appropriate unit
or units in accordance with Sec. 8 of this Article II, and shall give written
notice of such determination to the affected employee organizations. The
Employee Relations Officer’s determination may be appealed as provided
Such requests
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in Section 11 of this Article. If a unit is modified pursuant to the motion
of the Employee Relations Officer hereunder, employee organizations may
Recognized Employee Organization for such new appropriate unit or units
pursuant to Sec. 3 hereof.
thereafter file Recognition Petitions seeking to become the Exclusively
Sec. IO. Procedure for Affiliation Qr Disaffiliation of Established
ADpropriate U nits.
Requests by employee organizations for affiliation or disaffiliation
of established appropriate units may be considered by the Employee
Relations Officer only during the period specified in Sec. 7 or this Article
II. Such requests shall be submitted in the form of a Recognition Petition.
The Employee Relations Officer shall process such petitions as other
Recognition Petitions under this Article II.
Sec. 11. /4\ppeals,
An employee organization aggrieved by an appropriate unit
determination of the Employee Relations Officer under this Article II may,
within ten (IO) 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 appeal
such determination to the City Council for final decision within fifteen
(1 5) days of notice of the Employee Relations Officer’s determination or
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):
Chalienging Petition (Sec. 5); Decertification of Recognition Petition
(Sec. 7) or Affiliation or Disaffiliation Petition (Sec. 10) -- or employees
aggrieved by a determination of the Employee Relations Officer that a
Decertification Petition (Sec. 7) -- has not been filed in compliance with
the applicable provisions of this Article may, within fifteen (15) days of
notice of such determination, appeal the determination to the City Council
for final decision.
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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.
Article 111 -- Administration.
Sec. 12. Submission of Current Information bv Recoanized
Dlovee Oraani7ations,
All changes in the information filed with the City by an Exclusively
Recognized Employee Organization under items (a.) through (h.) of its
Recognition Petition under Sec. 3 of this Resolution shall be submitted in
writing to the Employee Relations Officer within fourteen (14) days of
such change.
Sec. 13.
Upon formal acknowledgement by the City of an Exclusively
Pavroll Deductions on Behalf of EmDlovee Oraanizations.
Recognized Employee Organization under this Resolution, only such
Recognized Employee Organization may be provided payroll deductions of
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 forms
provided therefor by the City. The providing of such service 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.
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See. 14. Emplovee Oraanization 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 meetings
and elections, and shall not interfere with the efficiency, safety and
security of City operations.
Sec. 15. -Administrative Rules and Procedures.
The City Manager is hereby authorized to establish such rules and
procedures as appropriate to implement and administer the provisions of
this Resolution after consultation with affected employee organizations.
Article IV -- Impasse Procedures
Sec. 16. Initiation of ImDasse Procedures.
If the meet and confer process has reached impasse as defined in
this Resolution, either party may initiate the impasse procedures by filing
with the other party a written request for an impasse meeting, together
with a statement of its position on all issues. An impasse meeting shall
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 reach
agreement on a Memorandum of Understanding; and
b. If the impasse is not resolved, to discuss arrangements for the
utilization of the impasse procedures provided herein.
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See. 17. Impasse Procedures.
Impasse procedures are as follows:
am 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 shall
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 mediation
or fail to agree on the selection of a mediator, or fail to resolve the
dispute through mediation within fifteen (1 5) days after the mediator
commenced meeting with the parties, the parties may agree to submit the
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 or
more fact-finders, a fact-finding panel of three (3) shall be appointed in
the following manner: One member of the panel shall be appointed by the
Employee Relations Officer, one member shall be appointed by the
Exclusively Recognized Employee Organization, and those two shall name a
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 more
lists of seven (7) names of individuals having fact-finding experience in
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 arriving
at their findings and recommendations:
16 Attachment D
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[a) First, as relevant to the issues in dispute, the fact-finders
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.
shall compare the total compensation, hours and conditions of employment
(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
qualified personnel.
(i i) Maintaining compensation relationships between job
classifications and positions within the City.
(iii) The pattern of change that has occurred in the total
compensation of the employees in the unit at impasse as compared to the
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 resources
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 on
agency resources, i.e., budgetary priorities as established by the governing
body; and
17 Attachment D
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(i i) Allowance for equitable compensation increases for
other employees and employee groups for the corresponding fiscal
period(s); and
(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 use
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 shall
be presented in terms of the criteria, adjustments, and limitations
specified above. Any member of a fact-finding panel shall be accorded the
right to file dissenting written findings of fact and recommendations.
The fact-finder or chairperson of the fact-finding panel shall serve such
findings and recommendations on the Employee Relations Officer and the
designated representative of the Exclusively Recognized Employee
Organization. If these parties have not resolved the impasse within ten
(IO) 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 the-
City Council in connection with the Council’s legislative consideration of
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 the
public interest. Any legislative action by the City Council on the impasse
shall be final and binding.
Sec. 18.
The costs for the services of a mediator and fact-finder or
Costs of Impasse Procedures.
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Y 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 other
separately incurred costs, shall be borne by such party.
Article V -- Miscellaneous Provisions
Sec. 19. Construction.
This Resolution shall be administered and construed as follows:
(a) Nothing in the Resolution shall be construed to deny to any
person, employee, organization, the City, or any authorized officer, body or
other representative of the City, the rights, powers and authority granted
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 employee
organizations the right to participate in, support, cooperate or encourage,
stoppage or slowdown of work. In consideration of and as a condition of
initial and continued employment by the City, employees recognize that
any such actions by them are in violation of their conditions or
employment except as expressly otherwise provided by legally preemptive
State or contrary local law. In the event employees engage in such
actions, they shall subject themselves to discipline up to and including
termination, and may be permanently replaced, to the extent such actions
are not prohibited by preemptive law; and employee organizations may
thereby forfeit any rights accorded them under City law or contract.*
directly or indirectly, any strike, sickout or other total or partial
19 Attachment D
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* Sec. 20. Severabilitv.
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 Attachment D