HomeMy WebLinkAbout1988-10-25; City Council; Resolution 88-3754
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RESOLUTION NO. 88-375
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF CARLSBAD, CALIFORNIA, ADOPTING A
MEMORANDUM OF UNDERSTANDING BETWEEN
REPRESENTATIVES OF MANAGEMENT AND THE
CARLSBAD POLICE OFFICERS' ASSOCIATION AND
ADOPT THE SALARY PLAN FOR EMPLOYEES
REPRESENTED BY THE CARLSBAD POLICE OFFICERS'
ASSOCIATION FOR FISCAL YEAR 1988-89.
7 WHEREAS, representatives of management and the Carlsbad Police Of
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Brown Act, regarding wages and other terms and conditions of employmen 9
Association have been conducting negotiations pursuant to the Meyers-M
10 the period July 1, 1988, through June 30, 1990; and
11 WHEREAS, said representatives have reached agreement which they dc
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WHEREAS, the Memorandum of Understanding calls for certain salary 16
marked Exhibit A and incorporated by reference herein; and 15
to accept such an agreement in the form of a Memorandum of Understandi: 14
WHEREAS, the City Council has determined it to be in the public i: 13
to submit to the City Council for approval; and
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adjustments by amending the salary plan. 18
adjustments and it is now appropriate for the City Council to implemen
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California, as follows: 20
NOW, THEREFORE, BE IT RESOLVED by the City Council for the City 0:
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1. That the above recitations are true and correct.
2. That the Memorandum of Understanding between the Carlsbad Pol
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4. The 4.2% salary increase will be retroactive to July 1, 1988. 28
made a part hereof, are hereby adopted. 27
Personnel for Fiscal Year 1988-89 as set out in Exhibit By attached he1 26
3. That the Classification and Salary Range Schedules for Police 25
Exhibit A. 24
Officers' Association and representatives is hereby accepted, and mark
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1 5. That the positions of Communications Operator I and 11, Commu
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the 10% salary increase. 3
Shift Supervisor, and Communications and Records Supervisor shall be g
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as shown in Exhibit Cy attached hereto and made a part thereof. 6
Recruit, Range 90, which is a biweekly salary of $912.01, is hereby am1 5
6. That the Miscellaneous Employee Salary Schedule for Police Of:
7 7. That $188,419 is hereby appropriated from the contingency fun
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adjustments beginning July 1, 1988. 9
Police Department salary and benefit accounts to implement the salary
LO PASSED, APPROVED, AND ADOPTED at a regular meeting of the Carlsba
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AYES: Council Members Kulchin, Pettine, Mamaux and Larson 13
to wit: 12
Council held on the 25th day of October , 1988, by the following vc
ABSENT: Council Member Lewis 15
NOES: None
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18 ATTEST:
jA CLAUDE A. @&IS, Mayor
ANN J. KULCHIN, Mayor Pro-Te
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I v 0 0 'esolution No. 88-375
,xhibit A
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MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding is made and entered into as of the date formal approval hereof by the City Council of the City of Carlsbad, by between designated management representatives of the City of Carls (hereinafter referred to as the "City") and the designated representatives the Carlsbad Police Officers' Association (hereinafter referred to as "CPOA
PREAMBLE
It is the purpose of the Memorandum of Understanding (hereinafter referred as "Memorandum") to promote and provide for harmonious relations, cooperat. and understanding between the City management representatives and the loc safety police employees covered under this Memorandum; to provide an orderly i equitable means of resolving any misunderstandings or differences which I arise under this Memorandum; and to set forth the agreement of the part, reached as a result of good faith negotiations regarding wages, hours and otl terms and conditions of employment of the employees covered under tl Memorandum, which agreement the parties intend jointly to submit and recommc for City Council approval and implementation.
ARTICLE 1. IMPLEMENTATION
This Memorandum constitutes a mutual recommendation to be jointly submitted the City Council following ratification of the Memorandum by the membership CPOA. It is agreed that the City will act in a timely manner to make the cham in City ordinances, resol utions, rules, pol i cies and procedures and those of ' Police Department necessary to implement this Memorandum.
ARTICLE 2. TERM AND RENEGOTIATION
2.1 The term of this Memorandum of Understanding shall commence upon forr approval of this document by the City Council of the City of Carl st and shall continue until June 30, 1990. The parties hereto agree w' the concept of having the terms of future Memoranda of Understand- corresponding to City pay periods.
2.2 The parties agree that negotiations for a successor Memorandum Understanding shall begin by the exchange of written proposals by Mal 1, 1990. Meeting and conferring sessions shall begin by April 10, l! and shall continue until agreement is reached or until May 20, 19! whichever occurs first. If a mediator will be used to assist ' parties, then the mediator will be utilized by May 20, 1990. - parties agree that meeting and conferring shall conclude by June 1 1990. If no agreement is reached by said date, then the City Counc may act to resolve the impasse in accordance with the Employer-Emploj Re1 ations Ordinance (No. 1181) and corresponding Resolution (No. 366t
2.3 Unless the CPOA serves upon City full entire written proposals amend, add to, delete or otherwise change any of the provisions of tt Memorandum prior to March 1, 1990, this Memorandum shall consti t[ CPOA's full proposal for a successor agreement. Unless the City sen upon CPOA full entire written proposals to amend, add to, delete otherwise change any of the provisions of this Memorandum prior
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April 10, 1990, this Memorandum shall constitute City's full propo for a successor agreement. Notwithstanding the above, if federal state governments take action that has direct effect upon areas wh fall within meet and confer, the City and the Association may sub proposals concerning these areas at 1 ater dates.
2.4 If neither party requests a reopening for the purpose of renegotiati all conditions of this Memorandum remain in full force and effect one year from the date it would have terminated.
ARTICLE 3. RETENTION OF BENEFITS
Existing benefits contained in this Memorandum of Understanding shall not changed during the term of this agreement without the mutual consent of parties hereto. Existing benefits not set forth in this Memorandum which f within the scope of representation shall not be changed by the City witt advance notice and an opportunity to meet and confer regarding such change. parties recognize and accept the concept of past practices as to matter wit the scope of representation and agree to meet and confer regarding a changc any such practices.
ARTICLE 4. AUTHORIZED AGENTS
For the purpose of administering the terms and provisions of this Memorandun Understanding:
4.1 City's principal authorized agent shall be the City manager or a c authorized representative (Address: 1200 Elm Avenue, Carl st Cal ifornia 92008; Telephone: (619) 438-5561) except when particular representative is specifically designated in connection v the performance of a specific function or obligation set forth her(
4.2 CPOA's principal authorized agent shall be its President or ( authorized representative (Address: P.O. Box 1392, Carlst California 92008; Telephone (619) 931-2144 and Law Offices of Ca! & Krause, 3890 Eleventh Street, Suite 104, Riverside, CA 92! telephone (714) 684-1991).
ARTICLE 5. RECOGNITION
The City recognizes CPOA as the majority representation of the bargaining I that includes the classifications of Police Recruit, Police Officer, Ser Police Officer, Police Sergeant, Communications Operator I, Communicat. Operator 11, Communications Shift Supervisor and Communications and Recc Supervisor.
ARTICLE 6. SAVINGS CLAUSE
6.1 If any articles of this Memorandum of Understanding should be fc inval id, unlawful or unenforceable by reason of existing or subseql enacted legislation or by judicial authority, all other articles sections of this Memorandum of Understanding shall remain in full fc and effect for the duration of this Memorandum of Understanding.
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6.2 In the event of invalidation of any article or section, the City i the Association agree to meet within thirty (30) days for the purpc of renegotiating said article or section.
ARTICLE 7. NONDISCRIMINATION CLAUSE
7.1 As a result of this Memorandum of Understanding, no person shall any way be favored or discriminated against, by either the City or . Association, to the extent prohibited by law because of political religious opinions or affiliations, or because of racial or natiol origin, or because of age or sex or physical handicap.
7.2 Neither City nor Association shall interfere with, intimida. restrain, coerce, or discriminate against employees covered by ti Memorandum of Understanding because of exercise of rights to eng, or not engage in Association activity or because of the exercise any right provided to the employees by this Memorandum Understanding.
ARTICLE 8. COMPENSATION ADJUSTMENTS
8.1 The parties agree to recommend the City Council amend the existing C sal ary plan adopted by Resolution No. to provide for sal increases in the amounts and effective on the dates shown below:
8.1.1 Ten percent (10%) salary increases for Communicat Operators I, CommunicationOperators 11, Communication Sh Supervisor and Communications and Records Supervi s effective July 1, 1988.
8.2 For the purpose of determining the salary increase effective July 1988, the parties agree to conduct a survey of salaries in the cit of Chula Vista, Coronado, Escondido, El Cajon, La Mesa, San Die National City and Oceanside and the County of San Diego (Sherif Office), subject to the following conditions:
8.2.1 The survey will be conducted during the month of Septemb 1988.
8.2.2 The survey will be conducted jointly.
8.2.3 The survey will determine the top merit step salary in above jurisdictions for the classifications of pol officer.
8.2.4 If any of the above agencies has not concluded negotiation process by September 1, 1988 and has not salary rates for the ensuing fiscal year, then that agc shall be excl uded from the survey.
8.2.5 The City of Carl sbad shall not be included in the SUI or in any of the averaging discussed below.
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8.3 Once the above survey has been conducted, salary adjustments will made based on the following provisions:
8.3.1 The agency with the highest salary in the sur classification and the agency with the lowest shall el imi nated .
8.3.2 The salary schedule of the classifications of Police Offi shall be adjusted such that the top salary step shall equivalent to the average of the top merit steps of corresponding classification in the survey conduc pursuant to the provisions above. Following each adjustmj of the top step other steps shall be adjusted so as maintain the pre-existing separation between steps.
8.3.3 The classifications of Police Recruit, Senior Pol Officer, Police Sergeant and Communications Operator Communications Operator 11, Communications Shift Supervi and Communi cations and Records Supervisor shall rece salary adjustments so as to maintain their prior separat in ranks between their classifications and that of Pol Officer.
8.3.4 In no event will any employee suffer a decrease in sal on account of application of the survey formula set fo herein.
8.3.5 In the event that the salary adjustments for G classification are 1 ess than one percent (1%) of salary wI the survey formul a is appl ied hereunder, the City shall I be under any obligation to adjust salary for tl classification.
8.4 The above described survey and adjustment process shall be uti1 i. on September 1, 1989 to determine sal ary increases which will effective as of July 1, 1989.
8.5 Employees shall be paid at the Police facility in the customary weekly schedule. Paychecks may not be withheld except for just cau
ARTICLE 9. MANAGEMENT'S RIGHTS
The rights of the City including but not limited to the exclusive right determine mission of its constituent departments, commissions, and boards; : standards of service; determine procedures and standards of selection . employment and promotion; direct its employees, take disciplinary action; relieve employees from duty because of lack of work or other legitimate reasol to transfer empl oyees among vari ous department act i vi ties and organi zat i 01 maintain the efficiency of government operations; determine the methods, meal and personnel by which government operations are to be conducted; determine ' contents of job classifications; take all necessary actions to carry out mission in emergencies; and exercise complete control and discretion over organization and technology of performing its work. In exercising these righ the City shall comply with all appl icable provisions of this Memorandum
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Understanding. Nothing herein shall require the City to meet and confer o1 its exercise of rights hereunder.
ARTICLE 10. GRIEVANCE PROCEDURE
10.1 PurDose. The purpose and objectives of the Grievance Procedure of
10.1.1 To promote improved empl oyer-empl oyee re1 ati ons
City of Carlsbad are:
establishing grievance procedures on matters for wh appeal or hearing is not provided by other regulations
10.1.2 To assure fair and equitable treatment of a1 1 employees promote harmoni ous re1 at i ons among empl oyees, supervi s and management.
10.1.3 To encourage the settlement of disagreements informal 1) the employee-supervi sor level and provide an orde procedure to handle grievances throughout the seve supervi sory 1 eve1 s where necessary.
10.1.4 To provide that appeals shall be conducted as informa as possi bl e.
10.1.5 To resolve grievances as quickly as possible and corre if possible, the cause of grievances, thereby reducing number of grievances and future similar complaints.
10.1.6 This grievance procedure is applicable to a1 1 empl c cl assi fi cations represented by the CPOA in the Pol Department of the City of Carl sbad.
10.2 Definitions. For the purpose of this grievance procedure the foll o\ definitions shall apply:
10.2.1 City Manaser: The City Manager.
10.2.2 Assistant City Manaqer: An Assistant City Manager.
10.2.3 DeDartment: An office, department or institution of City.
10.2.4 DeDartment Head or Head of a Department: The cI executive officer of a department.
10.2.5 Personnel Officer: The Personnel Officer or his author representative.
10.2.6 EmDl oyee or Ci ty EmDl oyee: Any officer or employee of City, except an elected official.
10.2.7 EmDlovee Rewesentative: An individual who appear5 behalf of the employee.
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10.2.8 Grievance: A complaint of an employee or a group employees arising out of an application or interpretat' of existing rules, regulations or policies which come unc the control of a Department Head.
10.2.9 Immediate Supervisor: The individual who assigns, revic or directs the work of an employee.
10.2.10 Interested Party: An individual having pertinent and, immediate knowledge of the circumstances out of which ' grievance arose.
10.2.11 Supervisor: The individual to whom an immediate supervi reports.
10.3 Reviewable and Non-Reviewable Grievances
10.3.1 To be reviewable under this procedure a grievance must
(a) Concern matters or incidents that have occurred.
(b) Result from an act or omission by management regard working conditions or other aspects of employ employee relations over which the head of department has control.
(c) Arise out of a specific situation, act or a considered as being unfair which result in inequ or damage to the employee.
(d) Arise out of an interpretation and application Personnel System Rul es and Regul at i ons .
10.3.2 A grievance is not reviewable under this procedure:
(a) If it is a matter which would require a modificat of a pol icy establ ished by City Council or by 1 a
(b) Is reviewable under some other administrat procedure and/or rules of the City of Carl sbad (S e.g., Article 25 hereunder), such as:
(1) Applications for changes in title, classification or salary.
(2) Appeals from formal di scipl inary proceedi r
(3) Appeals from work performance evaluations.
10.4 SDecial Grievance Procedure Provisions: The following spec provisions apply to the grievance procedure.
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Procedure for Presentation: In presenting his grievar the employee shall follow the sequence and the procedi out1 ined in Section 5 of this procedure.
Prompt Presentation: The employee shall discuss i grievance with an immediate supervisor promptly after (wl grievant knew or should have known) the act or omission management caused the grievance.
Prescribed Form: The written grievance shall be submit on a form prescribed by the Personnel Officer for t purpose.
Statement of Grievance: The grievance shall contair statement of:
(a) The specific situation, act or acts considered to unfair.
(b) The inequity or damage suffered by the employee.
(c) The re1 ief sought.
EmDlovee ReDresentative: The employee may choose some as a representative at any step in the procedure. No per hearing a grievance need recognize more than representative for any one time, unless he so desires.
Interested Parties: There shall be no 1 imit placed u the number of interested parties which may prov information during the hearing of a grievance at any s of the grievance procedure.
Handled Durinq Workinq Hours: Whenever possible, grievan will be hand1 ed during the regularly scheduled working ha of the parties involved.
Extension of Time: The time limits within which action n be taken or a decision made as specified in this procec may be extended by mutual written consent of the part involved. A statement of the duration of such extens of time must be signed by both parties involved at the s to be extended.
Consolidation of Grievances: If the grievance involve group of employees or if a number of employees file separ grievances on the same matter, the grievances shall handled as a sing1 e grievance.
Settlement: Any grievance shall be considered settle( the completion of any step if the grievant is satisfiec if the grievant does not present the matter to a hi! authority within the prescribed time.
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10.4.11 ReDrisal: The grievance procedure is intended to assure a grieving employee the right to present a grievance without fear of disciplinary action or reprisal by the supervisor, superintendent, or department head, provided the provisions of the grievance procedure are observed. Copies of grievance forms wi 11 not be placed in employee personnel records but will. be maintained in separate files in the Personnel Department.
10.5 Grievance Procedure Stem: The following procedure shall be followed by an employee submitting a grievance for consideration and action.
10.5.1 Discussion with SuDervisor: The employee shall discuss his grievance with his immediate supervisor informally. Within seven (7) calendar days, the supervisor shall give a decision to the employee verbally.
10.5.2 SteD 1 : If the employee an'd supervisor cannot reach an agreement as to a solution of the grievance, the employee may within seven (7) calendar days present the grievance in writing to his supervisor who shall endorse his comments thereon and present it to his supervisor within seven (7) calendar days. The supervisor shall hear the grievance and shall give a written decision to the employee within seven (7) calendar days after receiving the grievance.
10.5.3 'SteD 2: If the employee and supervisor cannot reach an agreement as to a solution of the grievance, the employee may within seven (7) calendar days present the grievance in writing to the department head. The department head shall hear the grievance and shall give the written decision to the employee within seven (7) calendar days after receiving the grievance.
10.5.4 SteD 3: If the employee and department head cannot reach an agreement as to the solution of the grievance, the employee within seven (7) calendar days may present his grievance in writing to the Personnel Board. A copy of said grievance shall also be presented to the Assistant City Manager who may conduct a meeting with the grievant and/or CPOA representatives to identify and clarify disputed issues and attempt to resolve the grievance prior to presentation of the grievance to the Personnel Board.
10.5.5 Step 4: If the matter is not otherwise resolved, the
+ Personnel Board shall, within thirty (30) calendar days after receipt of the appeal, hear the appeal and render an advisory opinion to the City Manager. The City Manager shall, within fourteen (14) calendar days advise the employee of the final action.
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ARTICLE 11. STAND-BY TIME PAY
Due to staff limitations, it may be necessary for the Chief of Police to sched employees to be on stand-by, to handle overtime work which may arise during ot than normal working hours. Stand-by is defined as time in which an employee required, by the Chief of Police or designee, to remain at his/her residence be at a place where said employee can be reached by phone and be within thi minutes response capability so that he/she may immediately respond to any ca received. An employee will be compensated for stand-by time at the rate of. Dollars ($10.00) per 24 hours or fraction thereof. Employees on stand-by, cal' to perform work, will be compensated for all actual hours worked in accordal with overtime and call-back rules.
ARTICLE 12, BILINGUAL PAY
Any employee annually certified, as the Chief of Police may direct, as qualified translator-interpreter of the Spanish language shall receive thi dol 1 ars ($30) per pay period, commencing no 1 ater than January 1, 1989.
ARTICLE 13. BASIC WORK WEEK/WORK DAY
13.1 The official work week shall begin on each Sunday at 11:Ol p.m. i shall end on Sunday of the following week at 11:OO p.m. Except may be otherwise provided, an employee who occupies a full-t. permanent position shall work forty (40) hours in each week includ. meals and rest breaks.
13.2 Employees working a five day 40 hour week (designated 5/8) shall w( eight hours per day for five days in any work week and shall rece. two consecutive days off within that work week.
13.3 In accordance with existing practice all full-time shift employc shall be given two (2) fifteen-minute rest periods and a one-half hc lunch break per shift without loss of pay.
ARTICLE 14. COURT PAY
14.1 Off-duty personnel who appear in court pursuant to an offici a1 requc from a legally constituted body regarding matters arising out of, associated with, their employment shall be compensated at the overti pay rate, with the following minimum hour guarantees.
Four (4) hours - Appearances in San Di ego area courts. Appearances in North County courts by personr while regularly scheduled to work gravey: shift.
Three (3) hours - Appearances in North County courts.
14.2 When personnel are required to appear in San Diego area courts, a held over during the normal lunch break for further appearance aft lunch, they shall be entitled to credit for the 1 unch break as ti worked.
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14.3 When avail ab1 e, Carl sbad Pol ice Department vehicles shall be used 1 empl oyee transportation. If not avai 1 ab1 e, employees shall reimbursed for mi 1 eage expenses as set out in Council Pol icy Statemc of the City of Carl sbad titled "Travel Pol icy" with an effective di of 2/2/83, including any subsequent changes to this policy.
ARTICLE 15. SICK LEAVE
15.1 Sick leave with pay shall be granted to all probationary and perman employees within the merit system at the rate of one work day for e calendar month of service. Any such 1 eave accrued but unused in year shall be cumulative for succeeding years.
15.2 Sick leave shall be considered as a privilege which an employee use at his discretion, but shall be allowed only in case of necess and actual sickness or disability. Any abuse of sick leave is ca for disciplinary action by the appointing power. Employees eligil for sick leave shall be granted such leave when they are incapacit; for performance of their duties by sickness, injury or for medic; dental or optical examination or treatment, or when a member of . immediate family of the employee is affl icted with an i 11 ness i requires the care and attendance of the employee, or when, throl exposure to contagious disease, the presence of the employee at I post of duty would jeopardize the health of others.
15.3 The term "contagious disease" means disease or illness subject quarantine or required isolation or restriction of movement of ' patient for a particular period in accordance with regulatil prescribed by the local health authorities having jurisdiction. no definite time period is specified by the regulations, the per shall be determined by the attending physician. When sick leave granted under these circumstances, an explanatory medical certific from the physician is required.
15.4 An employee who is absent on account of sickness must notify supervisor as early as practicable on the first day of such absen or as soon thereafter as possible. Requests for sick leave or medic dental or optical examinations must be approved in advance by supervisor. Any grant of sick leave in excess of three (3) consecut. work days must be supported by a medical certificate. When the per. of absence is for three (3) consecutive work days or less, i Personnel Office shall accept the employee's certification as to j reason for absence. Nothing herein shall preclude the City from tak. appropriate action in the event of abuse of sick 1 eave.
15.5 Written applications for sick leave must be filed with the supervi: within the pay period in which the employee returns to duty.
15.6 Any eligible employee who is absent from work by reason of attenda, upon members of the employee's or spouse's immediate family wh illness requires the care of such employee, or a death in the immedi family of the employee, or employee's spouse's family shall be allow Immediate family shall include husband, wife, child, stepchi brother, stepbrother, sister, stepsister, parent, stepparent, or
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person serving as a parent, or who has served as a parent, grandmothc grandfather, or any other person living in the same household as . employee or the employee's spouse's immediate family. In the case death of an employee's or employee's spouse's immediate family, employee shall be a1 1 owed up to a maximum of five (5) work days 0' except the City may, under extreme circumstances, grant additional t off, which shall be considered as sick leave.
15.7 An employee who is required to take a physical examination connection with induction or enlistment in the Armed Forces is charged leave for the time necessary to complete the examinatii Members of the military reserve who are recalled to active duty i
placed on pay status with the branch of the Armed Forces for the t required to take the physical examination and, therefore, must charged leave or leave without pay for that purpose. Employees mak a donation of blood without charge will be given reasonable time ( for that purpose. No charge will be made against annual or sick 1 e, when such absence is approved in advance by the supervisor. Sick le, entitlement to medical and dental call s during working hours shall authorized. For the purposes of computing sick leave, employment sh, be considered to have commenced on the first day of the first fl calendar month of employment .
Holidays occurring during sick leave shall not be counted as s leave. Sick leave shall not be taken as vacation time, nor compensa for in cash at any time, except as defined in this article.
15.8 Notwithstanding anything in this section to the contrary, local safc employees are not entitled to sick leave for any job related illne: injury or other occurrence which entitles the employee to benef. under Section 4850 of the Labor Code (hereinafter "4850 benefits' The City Manager may authorize the use of sick leave after 41 benefits are exhausted for job-related illness or injury if he/: determines that:
15.8.1 The injury is not permanent and stationary.
15.8.2 The use of sick leave will not extend the effective di of the employee's retirement.
15.8.3 The employee is physically unable to work and there i! reasonable probability he/she may return to work.
15.9 Allowance for Occupational Sick Leave. Leave with pay for injurl sustained in the line of duty shall be granted as follows:
15.9.1 A non-sworn employee absent because of injury received line of duty is charge either sick or annual leave if 1 period of incapacitation exceeds ninety (90) calendar d; and receives no credit for either annual or sick leave I the period of incapacitation that exceeds ninety (! calendar days. The City will supply the difference betwt the a1 lowance granted by the insurance and the amount 1 employee would ordinarily receive for the period
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incapacitation not to exceed ninety (90) calendar daq Thereafter during such absence he/she may elect to ap prorated accrued sick or annual leave to such absence to receive compensation therefore in the amount equal the difference between the compensation to which he entitled under the Workers’ Compensation Act and his regu pay, not to exceed the amount of his earned sick or ann leave. In figuring the benefits paid by insurance, w benefits alone shall be considered and medical and hospi benefits shall be excluded.
15.9.2 A local safety member shall be entitled to the benefits Section 4850 of the Labor Code. Upon expi ration of the year contempl ated by Section 4850, if the member has been retired, the City Manager shall determine the membe eligibility for using sick leave, vacation or other lea as provided by Section 15.8 hereof. Except as expres approved under this article, a local safety member sh not be entitled to such leave in lieu of or in addition the leave of absence with pay authorized by Section 48 nor for any job related injury or other occurrence wh entitles the employee to benefits under Section 4850. City will supply the difference between the allowa granted by the insurance and the amount the employee wo ordinarily receive for the period of incapacitation not exceed one full calendar year under Section 4850.
15.10 Sick Leave Conversion. Any permanent employee who has accrued maintains a minimum of one hundred sixty (160) hours of sick le shall be permitted to convert up to fifteen (15) days of accumula uncompensated sick leave to vacation at a ratio of three (3) sick d per one (1) day of vacation. The sick leave conversion option w be provided during the first week of each fiscal year.
15.11 Any permanent employee applying for retirement with the Pub Employers’ Retirement System may convert accrued and unused sick le time to extend service time in the system at the ratio of twenty-f (25) days of accrued sick leave to one month of extended service.
ARTICLE 16. ASSOCIATION RIGHTS
16.1 The City recognizes the right of the Association to govern its inter affairs.
16.2 The parties to this Memorandum of Understanding fully support concept of the Public Safety Officers’ Procedural Bill of Rights A Sections 3300, et seq., of the Government Code, attached hereto Exhibit A.
16.3 Upon the receipt of a written request and authorization from employee for deduction of Association dues and other 1 awfully permit deductions, the City shall withhold such dues and deductions from salary of the employee and remit the withholdings to the Associati The City shall continue to withhold such deductions unless the emplo
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files a statement with the City withdrawing authorization for 1 continued withholding of the deductions during the month of March any year covered by the term of this Memorandum of Understanding. - effective date of withholding, time of remitting withholdings to 1 Association, and a1 1 procedural matters shall be determined accordance with the Rules and Regulations of the City.
16.4 The Association shall provide and maintain with the City a current 1% of the names and all authorized representatives of the Associati( An authorized representative shall not enter any work 1 ocation wi thc the consent of the chief of Police or his designee or the City Mana! or his designee. The Chief of Police or his designee shall have . right to make arrangements for a contact location removed from the wc area of the employee.
16.5 The Association shall be allowed to designate employee representatil to assist employees in:
16.5.1 Preparing and processing grievances;
16.5.2 Preparing and presenting materi a1 for Di scipl inary Appe hearings;
16.5.3 Preparing and presenting material for any matter for wh representation is granted pursuant to the provisions California Government Code Sections 3300, et seq., kn as the Public Safety Officers' Procedure Bill of Rights A
16.6 The Association may designate one employee representative to ass an employee in preparing and presenting materials for the above-1 is procedures. The employee representative so designated shall be all0 reasonable release time from regularly scheduled duties for the purp of investigating and preparing materials for such procedures. Emplo representatives who investigate, prepare or present materials dur off-duty time shall do so on their own time. Employee representati and employees who attend Personnel Board or City Council heari during the off-duty time shall do so on their own time; providi however, that employees who are ordered or subpoenaed to attend s hearings shall be compensated in accordance with the overt provisions of this Memorandum of Understanding.
16.7 Designated employee representatives shall be a1 1 owed reasonable re1 e time from regularly scheduled duties to attend meetings relative other matters of empl oyer-empl oyee re1 ations.
16.8 Designated employee representatives requesting time off under t Article shall direct such request to his/her immediate supervisor writing within a reasonable time period to the date requested, in or to assure that the Department meets it staff needs and to as: sufficient coverage of departmental assignments.
16.9 The City will continue to furnish the bulletin board space in Police Department for the exclusive use of the Association. Mate) placed on said bulletin boards shall be at the discretion of
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Association and shall be removed by management only in the event 1 material is obviously offensive to good taste, defamatory, and sh; be removed only on prior notification to an Association representati\
The Association shall be responsible for maintaining bulletin boar exclusively used by the Association in an orderly condition and shi promptly remove outdated materi a1 s.
16.10 Use of Citv Facilities
16.10.1 The Association may, with the prior approval of the C Manager, be granted the use of the City facilities for o duty meetings of the Police Department employees provic space is available. All such requests will be in writ to the City Manager.
16.10.2 The Association may, with the prior approval of the Ch of Police, be granted the use of Pol ice facilities for o duty meetings of the Pol ice Department employees, provil space is available. All such requests will be in writ to the Chief of Police. In the event the Chief of Pol denies use of Police Department facilities, an appeal be made to the City Manager.
16.10.3 The use of City equipment other than items normally u in the conduct of business meetings, such as desks, chai ash trays and blackboards, is strictly prohibited, presence of such equipment in approved City faci 1 it notwithstanding.
ARTICLE 17. OVERTIME PAY
17.1 An employee working a five 8 hour day (40 hour week) and required work overtime shall be compensated at an overtime pay rate of time one-ha1 f for a1 1 hours worked in excess of forty (40) in any work we Said employees shall have the option of taking comp time in lieu overtime pay up to the existing maximum of eighty (80) hours of c time on the books, after which the employees shall be required accept pay for overtime.
17.2 If an employee is required to work on the employee’s regularly sched day off , and working this day would cause the employee to exceed forty hour work week, he/she shall receive overtime pay or comp ti at the employee’s option, subject to the comp time limitation descri in Section 17.1.
ARTICLE 18. CALL BACK PAY
If an employee is required to return to hi s/her place of employment after he/ has completed a normal work day, he/she shall receive overtime pay for a mini of two (2) hours at time and one-half (three [3] hours pay) or the actual nun of hours worked, whichever is greater. Said employee shall have the optior taking comp time in lieu of call-back pay.
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ARTICLE 19. SENIORITY
19.1 The seniority of an employee shall be based upon the number of calenc months of continuous service in the Carlsbad Police Department. employee who is dismissed for cause shall lose all seniority credii to him/her prior thereto, and subsequent re-employment of the emplo: shall not restore the seniority so lost. Any employee laid off afi acquiring permanent status shall, after reinstatement, regain i seniority credit he/she possessed at the time of layoff if Si employment is within twenty-four (24) months.
19.2 Leaves of absence in excess of thirty (30) continuous days shall I be credited to continuous service.
ARTICLE 20. LEGAL REPRESENTATION
20.1 Upon request of an employee and subject to any limitations provil by law, the City will provide for the defense of any civil action proceeding initiated against the employee by a person or entity otl than the City in a court of competent jurisdiction, on account of act or omission occurring within the course and scope of his employml
as an employee of the City.
20.2 Nothing herein shall be deemed to require the provision of such defe where the discretion to provide or not provide such defense is ves in the City pursuant to the provision of the California Governm Code, or where the act or omission was not within the scope of employee's employment, or the employee acted or failed to act beca of actual fraud, corruption or actual mal ice, or where the provi s of such defense would create a conflict of interest between the C and the employee.
20.3. Nothing herein shall be construed to grant to any employee any ri or privilege in addition to those provided in the said Government Co
ARTICLE 21. PEACEFUL PERFORMANCE OF CITY SERVICES
21.1 During the term of the agreement, the CPOA, its representatives, members shall not engage in, cause, instigate, encourage or cond a strike or work stoppage of any kind against the City of Carlsba
21.2 During the term of this Agreement, the City will not instigat lockout over a dispute with the employees.
21.3 As used in this section, "strike or work stoppage" means the concer failure to report for duty, the willful absence from one's positi the stoppage of work, or the abstinence in whole or in part from full, faithful performance of the duties of employment for the purr of inducing, influencing or coercing a change in the conditions compensation, or the rights, privileges or obligations of employmc
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ARTICLE 22. DISCIPLINE OF AN EMPLOYEE
22.1 The City may only discipline permanent employees for just cause. the case of disciplinary action involving suspension, demotion discharge, the employee shall be given notice of the action to taken, the evidence or materials upon which the action is based, i an opportunity to respond to the City Manager or designee either ora' or in writing within seven (7) calendar days of the notice of 1 action. The above process will occur prior to the imposition of 1 discipline.
22.2 All employees have the right to appeal their discipline according . appeal procedure as set out hereafter. Written notice of discipl
shall inform and remind the disciplined employee of this right.
22.3 Once discipline has been imposed, the Chief of Police or his desig shall specify the period of time, from one to four years, that s discipline will remain in the affected employee's personnel recor At the end of said designated period of time, the disciplinary act shall be removed from the employee's personnel file. It is responsi bil ity of the employee to initiate a request for removal disciplinary action from the employee's personnel file. Nothing her shall prevent the evidence of such disciplinary action from be maintained in any file other than the employee's personnel fi Nothing herein shall prevent the use in later proceedings of evide of such prior di scipl inary action when there has been 1 ater di scipl imposed for similar performance or misconduct or there has b cumulative activity conduct reflecting a pattern of similar performa or misconduct.
22.4 Nothing herein shall be construed to require "cause" or "just cau for the rejection of a probationary employee prior to the expirat of the probationary period. A probationary employee rejected dur the probationary period shall not be entitled to appeal such reject to the Personnel Board, but shall be entitled to an administrat appeal under Section 3304( b) of the Government Code. 5 administrative appeal shall consist of the procedure described Section 22.1 hereof.
22.5 Riaht of Appeal. Any employee in the competitive service shall, wit seven (7) calendar days, have the right to appeal to the Persor Board any di sci pl i nary action, i nterpretat i on or a1 1 eged vi ol at i 01 the Personnel ordinance, except in instances where the right of apF is specifically prohibited by the Personnel ordinance or this Artic
22.6 Method of Appeal. Appeals shall be in writing, subscribed by appellant, and filed with the Personnel Officer, who shall, within (10) calendar days after receipt of the appeal, inform each membel the action desired by the appellant, with his reasons therefore. formality of a legal pleading is not required.
22.7 Notice. Upon the filing of an appeal, the Personnel Officer shall a date for the hearing on the appeal not less than ten (10) calel days nor more than thirty (30) calendar days from the date of fil
e *
The Personnel Officer shall notify all interested parties of the dal time and place of the hearing at such places as the Personnel Bo; shall prescribe.
22.8 Hearinqs. The appell ant shall appear personally unless physica' unable to do so, before the Personnel Board at the time and place the hearings. He may be represented by any person or attorney as may select and may at the hearing produce on his behalf re1 evant 01 or documentary evidence. The City shall state its case first and, the conclusion, appellant may then present evidence. Rebuttal mat not repetitive may be allowed in the discretion of the Personnel Boa Cross-examination of witnesses shall be permitted. The conduct decorum of the hearing shall be under the control of the Person Board by its chairman, with due regard to the rights and privilem of the parties appearing before it. Hearings need not be conduc according to technical rules re1 ating to evidence and witness Hearings shall be closed unless the appellant, in writing, reque and open hearing.
22.9 Findinqs and Recommendations. The Personnel Board shall, within
(10) calendar days after the conclusion of the hearing, certify findings and decisions in writing to the City Council and to appellant. The City Council shall review the findings recommendations of the Personnel Board and may then affirm, revoke modify the action taken as, on its judgement, seems warranted, and action taken shall be final. Any member of the Personnel Board submit a minority or supplemental finding and recommendation. In ca of suspension, discharge or demotion the appointing power sh reinstate any employee to his former status if proof is made that action was for discriminatory reasons.
ARTICLE 23. PROBATIONARY PERIOD
23.1 For sworn personnel, the entry level probationary period shall be year from the date the employee is sworn as an officer. For non-sk personnel, the entry level probationary period shall be one year f the date of hire. The probationary period will permit both supervisor and the employee to become acquainted and to determine the adaptabil i ty and the fitness of the employee of the assigned wc The employee will find this period helpful in evaluation of the Ci his duties, his work and other satisfaction.
23.2 All personnel promoted within the Department shall be on probatior the promotional position for a period of one year from the date promotion.
ARTICLE 24. RETIREMENT BENEFITS
24.1 The City agrees to continue to pay the employer's contribution 1 required by the Public Employee's Retirement system to maintain current level of benefits for employees covered by this Memorandul Understanding during the term of this Memorandum of Understandinc
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24.2 The City will continue to pay on behalf of a1 1 sworn represented saf6 employees the nine percent (9%) the employee’s retirement contributi to PERS.
24.3 The City will continue to pay on behalf of a1 1 represenl miscellaneous employees the seven percent (7%) employee’s retiremc contribution to PERS.
24.4 The City shall initiate timely action to implement the provisions Section 2002.4.2 of the Retirement Law, One Year Final Compensat For Local Safety Members on June 30, 1990.
ARTICLE 25. HEALTH INSURANCE
25.1 For the period July 1, 1988 to January 1, 1990 represented employ wi 11 pay for an increase in medical insurance premi ums up to following maximum monthly amounts:
(a) $10 per employee for employee only coverage.
(b) $15 per employee for employee plus one (1) dependent.
(c) $20 per employee for employee plus two (2) dependents.
25.2 On January 1, 1990, health, dental, and optical insurance represented employees shall be provided by a Pub1 ic Employe Retirement System/Pol ice Officers Research Association of Cal ifor plan. The City in cooperation with the Association shall initi timely action to ensure the continuity of insurance protection represented individuals during the transition from City plans PERS/PORAC plans.
25.3 On January 1, 1990, the City shall stop present health, dental, optical insurance premium payments for represented employees. The C shall implement procedures to effect individual payments shown be for health, dental and optical premium payments of the PERS/PC pl an.
(a) A maximum of $150 per month for employee only coveragc
(b) A maximum of $225 per month for employee plus one
(c) A maximum of $300 per month for employee plus two
dependent.
dependents.
25.4 Effective July 1, 1988, the City agrees to contribute $16 per mc toward medical insurance premiums for each Police safety employee has received a service retirement and continued the City med. i nsurance coverage into ret i red.
25.5 Effective January 1, 1990, the City agrees to contribute $16 per mc toward medical insurance premiums for each formerly represented ret
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employee who participates in a Public Employees’ Retirement Sysl Heal th Insurance P1 an.
ARTICLE 26. UNIFORM REIMBURSEMENT
26.1 For the period July 1, 1988 to July 1, 1989, reimbursement represented employees for the cost of purchasing and maintenal required, uniforms shall be $425 per year. The method and date payment shall continue unchanged.
26.2 From July 1, 1989 continuing for the term of this agreemel reimbursement to represented employees for the cost of purchasing maintenance of required uniforms shall be $450.00 per year.
26.3 It is expressly understood and agreed that payments hereunl constitute reimbursement for expenses actually incurred by represen employees wearing and maintaining the uniforms they are requested wear and/or maintain.
ARTICLE 27. EDUCATION INCENTIVE
27.1 Educational Incentive Compensation. As of July 1, 1977, the be described Educational Incentive Program shall be effective.
27.1.1 Step 1: Appl icabl e to a1 1 employees represented by Carlsbad Police Officer’s Association.
(a) Reauirements: Present proof to the Training Offic Carlsbad Pol ice Department, of the following:
(1) Two years of consecutive service as a mem of the Pol ice Department of the City Carlsbad. The two years of service must h been completed immediately prior to the t the application for Educational Incent Compensation is submitted.
(2) Successful completion of the prescribed cu of study which awards a Certificate Competency in Police Service or a simi program by a State of Cal iforni a Commun Coll ege. Or
(3) Submit proof of completion of courses bel i e to be equivalent to those required for the ah of a Certificate of Competency in Pol ice Sci E if a certificate has not been awarded. Or
(4) Submit a POST Basic Certificate, list of coll credits granted by the certificate and pr of successful completion of additional couv from the core or elective subject lists c community coll ege Pol ice Science, Crim‘
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Justice or similar program of study which to1 the hours needed for program completion.
In any case which does not clearly meet the ab( requirements, the Training Officer shall request 1 Pol ice Chief seek authority to convene a commit1 consisting of a representative of the City Managf CPOA, and Police Chief to review and evaluate 1 case. If approved, the applicant will be authori; Step 1, Educational Incentive Compensation, in 1 same manner as other el igi ble employees. If petit. is not approved, the applicant will be providec written statement indicating what additiol requirements must be met for eligibility for Step Education Incentive Compensation.
(b) Comoensation: Satisfactory fulfillment of the ab1 requirement shall be compensated at the rate twenty-five dollars ($25) paid bi-weekly for twen six bi-weekly pay periods per fiscal year.
27.1.2 Steo 2: Applicable to all Peace Officers represented.
(a) Reaui rements: Present evidence to the Train Officer, Carlsbad Police Department of the award an Intermediate Certificate issued by the State California Commission on Peace Officers Standard Training and Eligibility for Step 1.
(b) Comoensation: Satisfactory fulfillment of the ab requirement shall be compensated at the rate of for five dollars ($45) paid bi-weekly for twenty-six weekly pay periods per fiscal year. Such compensat to be in lieu of any previous Educational Incent compensation payments which had been received.
27.1.3 Steo 3: Applicable only to non-sworn personnel represent
(a) Reauirements: Present evidence to the Train Officer, Carl sbad Pol ice Department, of having the State of California Commission and Peace Offic Standards and Training requirements for Intermediate Certificate as determined and agree( be representatives of the City Manager and Carlsbad Pol ice Officer Association president. is understood no certificate can be awarded to r sworn personnel.
(b) Comoensation: Satisfactory fulfillment of the at requirement shall be compensated at the rate of fol five dollars ($45) paid bi-weekly for twenty-six weekly pay periods per fiscal year. Such compensal to be in lieu of any previous Educational Inceni Compensation payments which had been received.
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27.1.4 Step 3: Applicable to Peace Officers represented:
(a) Reauirements: Present evidence to the Train' Officer, Carlsbad Police Department, of the award an Advanced Certificate issued by the State Cal ifornia Commission on Peace Officers Standards i Training and eligibility for Steps 1 and 2.
(b) Compensation: Satisfactory fulfillment of the abc requirement shall be compensated at the rate of six' five dollars ($65) paid bi-weekly for twenty-six I weekly pay periods per fiscal year. Such compensat to be in lieu of any previous Educational Incent Compensation payments which had been received.
27.1.5 SteD 3: Applicable only to non-sworn personnel represent(
(a) Reauirements: Present evidence to the Train Officer, Carl sbad Pol ice Department, of having I the State of California Commission and Peace Officl Standards and Training Requirements for an advan Certificate as determined and agreed to representatives of the City Manager and the Carls Pol ice Officers Association President. It understood no certificate can be awarded to non-sw personnel.
(b) ComDensation: Satisfactory fulfillment of the ab requirement shall be compensated at the rate of six five dollars ($65) paid bi-weekly for twenty-six weekly pay periods per fiscal year. Such compensat to be in lieu of any previous Educational Incent Compensation payments which had been received.
27.1.6 Proqram Review: Parties further agree to recommend t the above program be reviewed jointly by the City Carlsbad Pol ice Officers' Association semi -annually dur January and July of each succeeding year to evaluate effectiveness and currency of the program.
27.1.7 Procedure: The Training Officer, Carlsbad Pol Department, upon receipt of proof of el igi bil i ty Educational Incentive Compensation, shall cert eligibility to the Chief of Police. The Chief of Pol upon approving such eligibility, shall forward his apprc to the City Manager for authority to commence appropriate compensation, Educational Incent Compensation shall commence at the beginning of the r pay period following receipt of authorization by the C Manager of the approval by the Chief of Police.
27.1.8 It is understood that an eligible represented employee st receive said incentive pay from the date of certificati
$1. 0 a
notwithstanding any delay in notification that the emploj has been certified.
ARTICLE 28. FIELD TRAINING OFFICER
For any pay period in which a represented employee is assigned and acts as field training officer, and actually performs field training officer activitic said employee shall be entitled to receive $25 additional salary for that F period .
ARTICLE 29. VEHICLES FOR INVESTIGATIONS
Each represented employee who is working in the assignment of detective, Shi be assigned a designated vehicle and shall be entitled to use the vehicle e; on duty shift; provided? however, such assignment of a designated vehicle expressly conditioned on the avai 1 abi 1 i ty of vehicles and does not extend to i detectives assigned in addition to the number assigned as of the date of t Memorandum.
ARTICLE 30. LONG TERM DISABILITY
During the term of this Memorandum, City agrees to continue to provide long t disability insurance. Said insurance shall provide for a thirty (30) day wait period prior to payment eligibility. In all other respects? said insurance sh continue unchanged.
ARTICLE 31. DISABILITY RETIREMENT
If the disability retirement of an employee is contested, then the affec employee shall be entitled to an evidentiary hearing to determine whether s retirement shall be granted. Such a hearing shall be conducted by Administrative Law Judge appointed by the California Office of Administrat Hearings. The Administrative Law Judge shall make findings and recommendati to the City Manager, who shall have the final determination as to the disabil retirement. Nothing herein shall affect the jurisdiction of the Work€ Compensation Appeals Board to determine whether a disability is or is industrial. An employee may waive his/her right to an evidentiary hearing.
ARTICLE 32. VACATION
32.2 All eligible miscellaneous and uniformed pol ice employees shall entitled to a vacation according to the number of continuous i calendar years of employment based on the foll owing scale:
1 through 5 full calendar years of continuous service
6 through 15 full calendar years of continuous service 10 working days
15 working days
20 working days 16 and over full calendar years of continuous service
32.2 Starting July 1, 1989 the following change in vacation leave for eligible miscellaneous and uniformed employees shall be effectiv,
* I, 4 e 0
1 through 5 full calendar years of continuous service
6 through 10 full calendar years of continuous service
10 through 11 full calendar years of continuous service
11 through 12 full calendar years of continuous service
12 through 13 full calendar years of continuous service
13 through 14 full calendar years of continuous service
14 through 15 full calendar years of continuous service
16 and over full calendar years of continuous service
10 working days
15 working days
16 working days
17 working days
18 working days
19 worki ng days
19 working days
20 working days
ARTICLE 33. HOLIDAYS
33.1 The City agrees to observe eleven (11) scheduled paid hol idays p one (1) floating holiday per year. The floating holiday to be ta at the discretion of the individual employee with the approval of Department Head. The hol iday schedule shall not interfere wi influence or otherwise change the scheduling of shift employees by Department.
33.2 The holiday schedule for the term of this agreement is as follows
1988 1989
Independence Day Monday, July 4 Tuesday, July 4
Labor Day Monday, September 5 Monday, September
Columbus Day Monday, October 10 Friday, October 1
Veterans’ Day Friday, November 11 Friday, November
Thanksgiving Day Thursday, November 24 Thursday, Novembe:
Thanksgiving Friday Friday, November 25 Friday , December
Christmas Day Monday December 26 Monday, December
1989 1990
New Years Day Monday, January 2 Monday, January 1
Lincoln’s Birthday Monday, February 13 Monday, February
Washington’s Birthday Monday, February 20 Friday, February
Memori a1 Day Monday, May 29 Monday, May 28
33.3 Members of the Pol ice Department who are required to work a no1 eight hour day (8:OO a.m. to 5:OO p.m., Monday through Friday) st receive holiday overtime at the rate of one and one-half times employee’s regular hourly rate of pay for each of the twelve schedl holidays worked in a forty hour work week, and having worked a min. of six of the twelve scheduled hol idays in any calendar year SI
4 ,, -1 e a
receive holiday overtime pay for twelve holidays. Payment shall made during the pay period wherein the overtime is worked and duri the final month of the fiscal year because of fulfillment of 1
"M~~I~MUM of six" requirement.
IN WITNESS WHEREOF, the parties hereto have caused their duly authori; representatives to execute this Memorandum of Understanding to be effective stated herein.
CITY OF CARLSBAD
(CITY)
CARLSBAD POLICE OFFICERS ASSOCIATI (CPOA)
APPROVED AS TO FORM
*I -4 e . 0 Exhibit B
Resolution No. -
POLICE DEPARTMENT SALARY SCHEDULE
EFFECTIVE JULY 1, 1988
RANGE A B C D E
.................................
20 847.72 889.22 934.50 981.03 1030.08
22 889.22 934.50 981.03 1030.08 1081.66
23 - 1057.76
28 1030.08 1081.58 1135.66 1192.44 1252.06
36 1074.15 1128.10 1184.32 1244.00 1305.97
38 1128.10 1184.32 1244.00 1305.97 1371.38
40 1177.24 1236.36 1297.98 1363.38 1431.30
42 1371.38 1439.09 1511.38 1587.13 1666.31
- - -
RANGE 20
RANGE 22
RANGE 23
RANGE 28 RANGE 36
RANGE 36
RANGE 38
RANGE 42
COMMUNICATIONS OPERATOR I
COMMUNICATIONS OPERATOR I1
COMMUMICATIONS OPERATOR I1
COMMUNICATIONS SHIFT SUPERVISOR
COMMUNICATIONS AND RECORDS SUPERVISOR
POLICE OFFICER
SENIOR POLICE OFFICER
POLICE SERGEANT
1 .. <, 1.' 0 m
4
Exhibit C
Resolution No. __"" -
TITLE LIST -- EMPLOYEES REPRESENTED BY CCEA ___ -___ "
CLASSIFICATION - " - "_ - _. -" RANGE CLASSIFICATION RANGE . - " -. - - ""
ACCOUNT CLERK I 18
ACCOUNT CLERK I1 24
ACCOUNTANT 60
ACCOUNTING SUPERVISOR 49
ACCOUNTING TECHNICIAN 29
ASSISTANT CIVIL ENGINEER 66
ASSISTANT PLANNER 61
ASSOCIATE CIVIL ENGINEER 71
ASSOCIATE PLANNER 68
BUILDING INSPECTOR I 45
BUILDING INSPECTOR I1 62
BUILDING INSPECTOR I11 67
BUILDING MAINTENANCE CARPENTER 46
BUILDING TECHNICIAN I1 57
BUYER 47
CLERK TYPIST I 15
CLERK TYPIST I1 17
CODE ENFORCEMENT OFFICER 56
COMPENSATION TECHNICIAN 55
CONSTRUCTION INSPECTOR 62
CRIME PREVENTION TECHNICIAN 38
CUSTODIAN 16
CUSTODIAN I1 24
DEPUTY CITY CLERK 36
DEVELOP. PROCESS. COORDINATOR 37
ENGINEERING TECHNICIAN I 42
ENGINEERING TECHNICIAN I1 57
EQUIPMENT MECHANIC I 41
EQUIPMENT MECHANIC I1 48
EQUIPMENT MECHANIC LEADWORKER 58
EQUIPMENT SERVICE WORKER 26
EVIDENCE AND PROPERTY TECHNICIAN 23
FIRE PREVENTION OFFICER I 45
FIRE PREVENTION OFFICER I1 62
FIRE PREVENTION OFFICER 111 67
GRAPHIC ARTIST 34
GRAPHICS TECHNICIAN 34
HOUSING SPECIALIST I 52
LIBRARIAN I 43
LIBRARIAN I1 57
LIBRARIAN I1 I 63
LIBRARY ASSISTANT I 31
LIBRARY ASSISTANT I1 40
LIBRARY ASSISTANT 111 51
MAINTENANCE ELECTRICIAN I 41
MAINTENANCE ELECTRICIAN I1 46
MAINTENANCE WORKER I 22
METER READER/REQAIRER I 26
METER READER/REPAIRER I1 35
MESSENGER 15
MINUTES CLERK 32
PARK MAINTENANCE WORKER I1 28
PARK MAINTENANCE WORKER I11 46
PARK PLANNER 64
PERMIT CLERK 20
PLANNING TECHNICIAN I 34
PLANNING TECHNICIAN I1 50
POLICE OFFICER RECRUIT 90
POLICE RECORDS CLERK I 20
POLICE RECORDS CLERK I1 22
POLICE SERVICES AIDE 15
PROGRAMMER/OPERATOR 63
RECEPTIONIST CASHIER 15
RECREATION SPECIALIST 32
RECREATION SUPERVISOR I 37
RECREATION SUPERVISOR I1 53
SECRETARY I 27
SECRETARY I1 32
SECRETARY/BOOKKEEPER 30
SECRETARY TO CITY ATTORNEY 39
SECRETARY TO CITY MANAGER 39
SENIOR CONSTRUCTION INSPECTOR 65
SENIOR PLANNER 69
SENIOR RECEPTIONIST CASHIER 17
SITE. MANAGER 18
STENO CLERK I 19
STENO CLERK I1 21
STOREKEEPER 23
STREET MAINTENANCE WORKER I1 28
STREET MAINTENANCE WORKER I11 46
SWEEPER OPERATOR 37
SYSTEMS ANALYST 70
TECHNICIAN I 42
TRANSPORTATION ENGINEER 72
TRANSPORTATION PLANNER 73
TREE TRIMMER I 25
TREE TRIMMER I1 33
TREE TRIMMER LEADWORKER 48
UTILITY MAINTENANCE WORKER I1 35
UTILITY MAINTENANCE WORKER I11 46
UTILITY SYSTEMS OPERATOR I1 38
UTILITY SYSTEMS OPERATOR I11 44
WORD PROCESSING OPERATOR I 20
WORD PROCESSING OPERATOR I1 22
r
L <;, .4 e a
CITY OF CARLSBAD
BIWEEKLY SALARIES MISCELLANEOUS EMPLOYEES SALARY SCHEDULE
EFFECTIVE July 1, 1988
RANGE STEP A STEP B STEP C STEP D STEP E RA
~~""""~~~~"~""""~""""""""""""""""""~
15 581.21 606.53 631.82 659.03 688.05 16 593.41 618.69 645.92 673.07 703.08 17 606.53 631.82 659.03 688.05 718.07 18 622.30 648.24 676.17 705.95 736.74 19 630.80 657.09 685.40 715.58 746.80
20 631.82 659.03 688.05 718.07 749.01 21 657.09 685.40 715.58 746.80 778.96 22 659.03 688.05 718.07 749.01 782,76 23 662.71 690.57 721.36 752.14 785.78 24 676.17 705.95 736.74 768.48 803. il:
25 688.05 718.07 749.01 782.76 817.46
26 707.14 738.29 770.49 803.68 839.91 27 710.07 741.05 772.98 807.82 843.61 28 718.07 749.01 782.76 817.46 853.07 29 721.36 752.14 785.78 820.42 856.97
30 725.58 756.54 790.38 825.22 861.99 31 726.29 757.27 791.14 826.01 862.82 32 741.05 772.98 807.82 843.61 880.37 33 749.01 . 782.76 817.46 853.07 891.49 34 765.87 799.63 835.25 872.76 911.17
35 770.49 803.68 839.91 877.13 915.35 36 780.55 814.17 850.87 888.57 927.29 37 782.76 817.46 853.07 891.49 931.81 38 803.68 839.91 877.13 915.35 956.57 39 807.82 843.61 880.37 920.02 961.63
40 808.59 844.43 881.22 920.91 962.57 41 821.78 858.00 896.23 936.47 977.69 42 832.15 869.65 908.20 947.76 990.44 43 834.27 871.44 910.58 950.64 993.69 44 839.91 877.13 915.35 956.57 999.83
45 847.82 885.19 924.63 966.15 1,008.66
47 875.25 914.68 956.04 999.31 1,044.51
49 880.39 919.61 960.91 1,003.20 1,048.64
46 858.00 896.23 936.47 977.69 1,021.97
48 877.13 915.35 956.57 999.83 1,045.08
50 891.49 931.81 973.98 1,018.04 1,064.92 51 920.91 962.57 1,006.12 1,051.64 1,100.06 52 927.97 969.63 1,012.31 1,058.16 1,106.04 53 931.81 973.98 1,018.04 1,064.92 1,113.64 54 950.64 993.69 1,038.67 1,086.59 1,136.47
A
i A 1- I, L1
4
55
56
57
58
59
60
61
62 63 64
65
66 67
68 69
0 *
960.91
966.15
969.63
977.69 993.69
1,003.
1,034.
1,078.
1,122.
1,129.
20
18 19 06
56
1,152.90 1,180.71
1,232.81
1,236.11
1,302.24
1,048.
1,080.
1,126.
1,173. 1,182.
I 64
96 97
40
15
1,205.82
1,234.74
1,289.87
1,293.05
1,361.98
1,048.64 - 1,054.35
1,058.16 1,068.21 1,086.59-
1,096,
1,129.
1,178.
1,227.
1,236.
,08
89
87
71 11
1,260.81 1,291.90 1,349.04 1,353.08 1,425.87
1,003.20
1,008.66
1,012.31
1,021.97 1,038.67
1,096.08 1,102.06 1,106.04
1,117.49 1,136.47
1,146.65
1,152.90
1,157.07
1,168.79
1,188.33
1,146.65
1,181.91
1,232.81
1,284.03 1,293.27
1,318.93
1,351.15
1,412.31 1,416.12 1,491.88
1,199.29 1,235.98 1,289.87
1,344.26 1,353.09
1,380.17 1,414.53 1,477.71
1,482.27
1,561.01
70 1,313.67 1,374.87 1,439.09 1,506.23 1,576.33 71 1,382.34 1,446.74 1,514.32 1,584.95 1,658.74 72 1,386.80 1,451.01 1,518.25 1,589.52 1,664.92 73 1,623.30 1,704.47 1,789.67 1,879.16 1,973.12
90 912.01