HomeMy WebLinkAboutCC Resolution 9987 (Public Employees MOU)RESOLUTION NO. 9987
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN
RAFAEL AMENDING RESOLUTION NO 9296 PERTAINING TO
THE COMPENSATION AND WORKING CONDITIONS FOR
MARIN ASSOCIATION OF PUBLIC EMPLOYEES/SEIU 949,
Child Care Unit.
(1 year agreement from November 1, 1997 through October 31, 1998).
WHEREAS, the City of San Rafael and the Marin Association of Public
Employees, SEIU 949, herein known as MAPE, have met and conferred with
regard to wages, hours and working conditions in accordance with the provisions
of the Meyers-Milias-Brown Act; and
WHEREAS, a Memorandum of Understanding dated November 25, 1997,
and consisting pages and exhibits has been executed by duly authorized
representatives for both parties;
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of
San Rafael as follows:
Section 1: From and after the date of adoption of this Resolution, the
City of San Rafael and MAPE , shall utilize the Memorandum of
Understanding dated November 25, 1996 as the official document of
reference respecting compensation and working conditions;
Section 2: The schedules describing classes of positions and salary
ranges attached as Exhibit A, B, C and D, to said Memorandum of
Understanding, together with the Memorandum of Understanding itself are
hereby adopted and both shall be attached hereto and incorporated in full.
00
quD�ts
I, JEANNE M. LEONCINI, Clerk of the City of San Rafael, hereby certify
that the foregoing resolution was duly and regularly introduced and adopted at a
regular meeting of the Council of said City on Mondav, the 1 st day of December,
1997 by the following vote, to wit:
AYES: COUNCILMEMBERS: Cohen, Heller, Miller & Mayor Boro
NOES: COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: Phillips
JEANE M. LEONCI �CICLERK
MEMORANDUM OF UNDERSTANDING
between
CITY OF SAN RAFAEL
and
MARIN ASSOCIATION OF PUBLIC EMPLOYEES
CHILD CARE UNIT
SEW, LOCAL 949, AFL-CIO
November 1, 1997 through October 31, 1998
TABLE OF CONTENTS
MARIN ASSOCIATION OF PUBLIC EMPLOYEES
CHILD CARE UNIT
SEIU, LOCAL 949, AFL-CIO
CHAPTER 1. GENERAL PROVISIONS
Article 1.1. Introduction
1.1.1. Scope of Agreement
1.1.2. Term
Article 1.2. Recognition
1.2.1. Bargaining Unit.
1.2.2. Notice to Employees.
Article 1.3. Discrimination
1.3.1. In General.
1.3.2. Union Discrimination.
Article 1.4. Inspection of Memorandum of Understanding
Article 1.5. Existing Laws, Regulations and Policies
Article 1.6. Strikes and Lockouts
Article 1.7. Severability
Article 1.8. Prevailing Rights
Article 1.9. Full Understanding, Modification, Waiver
1.9.1. Understanding.
1.9.2. Waiver & Modification.
CHAPTER 2. WAGES
Article 2.1. General Wage Class Increase
Article 2.2. Step Increases
Article 2.3. Merit Performance Award
Article 2.4. Salary Range Differentials
Article 2.5. Split Shift Premium Pay
CHAPTER 3. INSURANCES
Article 3.1. Health Insurance
Article 3.2. Dental Plan
Article 3.3. State Disability Insurance (SDI)
CHAPTER 4. PAID LEAVE
Article 4.1. Sick Leave
4.1.1. Eligibility:
I
1
1
l
1
1
1
1
1
1
2
2
2
2
2
2
2
2
3
3
3
3
3
3
3
3
4
4
4
4
4
S
5
5
4.1.2. Accumulation:
6
4.1.3. Use of Sick Leave:
6
4.1.4. Advance of Sick Leave:
6
4.1.5. Compensation For Unused Portion.
6
Article 4.2. Annual Vacation Leave
7
4.2.1. Eligibility.
7
4.2.2. Administration of Vacation Leave.
7
4.2.3. Rate of Accrual
7
Article 4.3. Other Leaves
8
4.3.1. Military Leave.
8
4.3.2. Leave of Absence Without Pay.
8
4.3.3. Industrial Injury Leave.
8
4.3.4. Jury Duty.
8
4.3.5. Family Medical Leave
8
4.3.6. Voluntary Time Off
9
4.3.7 Holidays
9
4.3.8. Catastrophic Leave
10
CHAPTER 5. TERMS AND CONDITIONS
IO
Article 5.1. Work Week
10
Article 5.2. Overtime
11
Article 53. Compensatory Time Policy
11
5.3.1. Accrual Limit
11
5.3.2. Overtime Rate
11
5.3.3. Use & Carryover.
11
Article 5.4. Staff Development/Preparation Days
11
Article 5.5. PROBATION
11
Article 5.6. TEMPORARY PROMOTIONS
11
CHAPTER 6. PROCEDURES
12
Article 6.1. Disciplinary Action
12
6.1.1. Right to Discipline and Discharge.
12
6.1.2. Preliminary Notice.
12
6.1.3. Disciplinary Action and Appeal
13
6.1.4. Sexual/Racial Harassment.
13
Article 6.2 Grievance Procedure
13
6.2.1. Definitions.
13
6.2.2. Procedure.
14
6.2.3. Arbitration.
15
6.2.4. General Provisions.
15
CHAPTER 7. RETIREMENT
16
CHAPTER 8. UNION RIGHTS
16
Article 8.1. Employee Representatives
16
8.1.1. Designation.
16
8.1.2. Bulletin Boards.
17
Article 8.2. Dues Deduction
17
8.2.1. Dues Collection.
17
8.2.2. Dues Collection During Separation from Employment.
17
CHAPTER 9. MANAGEMENT RIGHTS
18
CHAPTER 10. REDUCTION IN FORCE
19
Article 10.1. Authority
19
Article 10.2. Notice
19
Article 10.3. Order of Layoff
19
Article 10.4. Seniority
19
Article 10.5. Bumping Rights
19
Article 10.6. Transfer Rights
20
Article 10.7. Re-employment
20
10.7.1. General Guidelines.
20
10.7.2. Right to Re-employment.
20
10.7.3. Time Limits.
20
10.7.4. Availability.
20
10.7.5. Probationary Status.
20
10.7.6. Restoration of Benefits.
20
CHAPTER 11. MISCELLANEOUS
21
Article 11.1. Classification Specification
21
Article 11.2. Employee Orientation Letter
21
Article 11.3. CPR/First Aid Training
21
Article 11.4. Deferred Compensation Plan
21
Article 11.5. Educational Reimbursement Program
21
Article 11.6. Drug Free Work Place
21
Article 11.7. Agency Shop Election
22
Memorandum of Understanc
Child Care Unit
November 1, 1997 through October 31, 1998
MEMORANDUM OF UNDERSTANDING between the CITY OF SAN RAFAEL and
the CHILD CARE UNIT SEIU, LOCAL 949, AFL-CIO
November 1, 1997 through October 31, 1998
This Memorandum of Understanding is entered into pursuant to the provisions of
Section 3500, et seq of the Government Code of the State of California.
The parties have met and conferred in good faith regarding wages, hours and other
terms and conditions of employment for the employees in said representation unit, and
have freely exchanged information, opinions and proposals and have reached
agreement on all matters relating to the employment conditions and employer-
employee relations of such employees.
This Memorandum of Understanding shall be presented to the City Council of the City
of San Rafael as the joint recommendation of the undersigned parties for salary and
employee benefit adjustments for the period commencing November 1, 1997 and
ending October 31, 1998.
CHAPTER 1.GENERAL PROVISIONS
Article 1.1. Introduction
1.1.1. Scope of Agreement
The salaries, hours, fringe benefits and working conditions set forth have been mutually
agree upon by the designated bargaining representatives of the City of San Rafael
(herein -after called "CITY") and the Marin Association of Public Employees, SEIU Local
949 (herein -after called ("UNION") and shall apply to all employees of the City working
in the classifications and bargaining unit set forth herein.
1.1.2. Term
This agreement shall be in effect from November 1, 1997 through October 31, 1998.
Article 1.2. Recognition
1.2.1. Bargaining Unit.
City hereby recognizes Union as bargaining representative for purpose of establishing
salaries, hours, fringe benefits and working conditions for all employees within the
Child Care Bargaining Unit.(As referenced in Exhibit "A" attached).
1.2.2. Notice to Employees.
Whenever a person is hired in any of the job classifications set forth herein, City shall
notify such person that the Union is the recognized bargaining representative for
employees in that classification.
Page 1
Memorandum of Understanc
Child Care Unit
November 1, 1997 through October 31, 1998
Article 1.3. Discrimination
1.3.1. In General.
The parties to this contract agree that they shall not, in any manner, discriminate
against any person whatsoever because of race, color, age, religion, ancestry, national
origin, sex, sexual preference, marital status, medical condition or handicap.
1.3.2. Union Discrimination.
No member, official, or representative of the Union shall, in any way suffer any type of
discrimination in connection with continued employment, promotion, or otherwise by
virtue of membership in or representation of Union.
Article 1.4. Inspection of Memorandum of Understanding
Both the City and the Union agree to keep duplicate originals of this Memorandum on
file in a readily accessible location available for inspection by any employee or member
of the public upon request.
Article 1.5. Existing Laws, Regulations and Policies
This agreement is subject to all applicable laws of the State of California, ordinances,
regulations, and policies of the City of San Rafael.
Article 1.6. Strikes and Lockouts
During the term of this Memorandum, the City agrees that it will not lock out employees,
and the Union agrees that it will not agree to, encourage or approve any strike or
slowdown growing out of any dispute relating to the terms of this Agreement. The
Union will take whatever lawful steps are necessary to prevent any interruption of work
in violation of this Agreement, recognizing with the City that all matters of controversy
within the scope of this Agreement shall be settled by established procedures set forth
in the City's charter, ordinances, and regulations, as may be amended from time to
time.
Article 1.7. Severability
If any article, paragraph or section of this Memorandum shall be held to be invalid by
operation of law, or by any tribunal of competent jurisdiction, or if compliance with or
any enforcement of any provision hereof be restrained by such tribunal, the remainder
of this Memorandum shall not be affected thereby, and the parties shall, if possible,
enter into meet -and -confer sessions for the sole purpose of arriving at a mutually
satisfactory replacement for such article, paragraph or section.
Article 1.8. Prevailing Rights
All matters within the scope of meeting and conferring which have previously been
adopted through rules, regulation, ordinance or resolution, which are not specifically
superseded by this Memorandum of Understanding shall remain in full force and effect
throughout the term of this Agreement.
Page 2
Memorandum of UnderstanL ,
Child Care Unit
November 1, 1997 through October 31, 1998
Article 1.9. Full Understanding, Modification, Waiver
1.9.1. Understanding.
The parties jointly represent to the City Council that this Memorandum of
Understanding set forth the full and entire understanding of the parties regarding the
matters set forth herein.
1.9.2. Waiver & Modification.
Except as specifically otherwise provided herein, it is agreed and understood that each
party hereto voluntarily and unqualifiedly waives its right, and agrees that the other
shall not be required to meet and confer with respect to any subject or matter covered
herein, nor as to wages or fringe benefits during the period of the term of this
Memorandum.
The foregoing shall not preclude the parties hereto from meeting and conferring at any
time during the term of this Agreement with respect to any subject matter within the
scope of meeting and conferring by mutual agreement.
CHAPTER 2.WAGES
Article 2.1. General Wage Class Increase
Effective November 1, 1997 a 4.30% salary increase for all represented job classes (See
Exhibit "A:').
Article 2.2. Step Increases
Except as provided below, when considering a step increase for Child Care Program
employees, he/she must have at least one year of satisfactory service and have worked a
minimum of 700 hours during the preceding year and receive a positive evaluation from
his/her supervisor. If said employee does not qualify for a step increase after each year of
service, he/she will be considered for that increase upon the completion of the minimum
700 hour requirement.
Article 2.3. Merit Performance Award
Employees at the maximum step of their salary range may be granted a merit performance
award of five percent (5%) above and beyond their salary range. A merit performance
award may be effective for up to one (1) year. A merit performance award may be
withdrawn and is not a disciplinary action and is not appealable.
Article 2.4. Salary Range Differentials
A 12.5% salary range differential between top step Instructor II and beginning step of
Director and create an 11 % salary range differential between top step Instructor I and
beginning step of Instructor II.
Page 3
Memorandum of Understant
Child Care Unit
November 1, 1997 through October 31, 1998
Article 2.5. Split Shift Premium Pay
Child Care workers covered by this MOU who have a two hour or more break in shifts
during the same day will receive a .5 hour premium pay for that day.
CHAPTER 3.INSURANCES
Article 3.1. Health Insurance
The City shall contribute towards health insurance premium cost up to $150 per month, on
behalf of Child Care Directors, Child Care Instructor II's, and Child Care Instructor I's who
are scheduled to work 35 hours or more.
Part time employees whose employment contract provides that they work at least thirty
hours per week (85.71 % FTE) will receive an equivalent prorated share of the City's
contribution towards their group health insurance premium cost.
The City will continue to offer at 125 plan for excess health premiums.
Article 3.2. Dental Plan
The City will provide a dental insurance program for the employees in the classification of
Child Care Center Director. The City will pay the total premium for the dental insurance
program for these eligible Child Care Center Director positions.
The City will provide a dental insurance program for eligible employees in the classification
of Child Care Center Instructor II. (Must be regularly scheduled to work at least 35 hours
per week).
All employees enrolled in the dental insurance program will be enrolled in the subgroup that
provides $1,000 maximum benefit for one Dental Expense Period for all covered dental
expenses, for all eligible enrollees, except for Orthodontic Treatment which has an
aggregate maximum benefit (lifetime) of $1,000 and is limited to eligible dependent
children. Effective January 1, 1998 the annual (calendar year) benefit level maximum shall
be increased from $1,000 to $1,500 (see policy booklet for specific coverage and other
benefit limitations).
Article 3.3. State Disability Insurance (SDI)
Employees will have the full premium cost for SDI coverage automatically deducted
from their pay check and no City contribution will be made toward participation in the
plan.
It is incumbent upon the employee to keep the City advised of their medical status and
eligibility for SDI With this notification, SDI benefits, as determined by the State, shall
be integrated with accrued sick and vacation leave in the following manner:
Page 4
Memorandum of UnderstanL
Child Care Unit
November 1, 1997 through October 31, 1998
1. Employee notifies supervisor of disability and need for time off. At the same
time employee files for SDI through the State Office.
2. Supervisor verifies from leave records the employee's accrual balances and
projects whether or not employee would, under normal circumstances, be placed
in a leave without pay status during the time off period.
3. Personnel Action Form (PAF) is completed by the supervisor to document
request and approval of extended leave.
4. Human Resources Department, on receipt of PAF, contacts employee and
supervisor to discuss availability of coordination of SDI with leave benefits.
5. Employee's time off is recorded as sick leave and if necessary then vacation
leave on time cards submitted by the supervisor to the Payroll Office.
6. On receipt of the SDI checks employee endorses the checks over to the City of
San Rafael.
7. Based upon employee's hourly rate of pay the Payroll Office computes how
much used sick and/or vacation leave time the employee may buy back and
credits the employee with those hours. NOTE: The employee may not buy back
more than accrued at or during the time of the disability.
8. The Human Resources Department, after notification from Payroll, notifies the
employee when they have used all accrued sick and/or vacation time and when
leave without pay status (LWOP) begins. Once the employee is on LWOP they
would keep any SDI checks received and would be fully responsible for the
monthly health, dental and life insurance premiums if they chose to remain in the
group plans.
CHAPTER 4. PAID LEAVE
Article 4.1. Sick Leave
4.1.1. Eligibility:
Sick leave with pay shall be granted to each eligible employee. Sick leave does not
accrue to those working on temporary, part-time, intermittent or seasonal basis. Sick
leave shall not be considered as a privilege which an employee may use at employee's
discretion, but shall be allowed only in case of necessity and actual sickness or
disability. The employee is required to notify employee's immediate supervisor or
Department Head according to department rules and regulations at the beginning of
his/her daily duties. Every employee who is absent from his/her daily duties for two (2)
or more consecutive days may be requested by the supervisor for a physician's
Page 5
Memorandum of Understan
Child Care Unit
November 1, 1997 through October 31, 1998
certificate. The inability or refusal by said employee to furnish the requested
information, as herein required, shall constitute good and sufficient cause for
disciplinary action, including dismissal.
4.1.2. Accumulation:
Eligible employees shall earn sick leave credits at the rate of one (1) working day per
month commencing with the date of employment (based on the daily hours an eligible
employee has contracted to work).
4.1.3. Use of Sick Leave:
An employee may use accrued sick leave during their probationary period. An
employee eligible for sick leave with pay shall be granted such leave for the following
reasons:
1. Personal illness or illness within the immediate family (as defined by the
CAL -PERS health insurance regulations), or physical incapacity resulting
from causes beyond the employee's control; or
2. Enforced quarantine of the employee in accordance with community health
regulations; or
3. Medical appointments shall be charged to sick leave or,
4. Death or critical illness in the immediate family. An employee eligible for sick
leave may, upon the necessity of employee's absence being shown and with
the consent of the Department Head, be allowed to use up to three (3) days
of sick leave in the case of death or critical illness in the immediate family
(defined in this section as employee's spouse, children, parents, brothers, or
sisters) within the State, or five (5) days for out-of-state absence where death
appears imminent. Where such death or critical illness has occurred, the
employee shall furnish satisfactory evidence of such death or critical illness
to the Department Head. If, in the preceding six (6) months, leave of
absence for the critical illness of that same relative has been granted, the
Department Head may choose not to allow the use of sick leave.
4.1.4. Advance of Sick Leave:
Whenever circumstances require, and with the approval of the City Manager, sick leave
may be taken in advance of accrual up to a maximum determined by the City Manager,
provided that any employee separated from the service who has been granted sick
leave that is unaccrued at the time of such separation shall reimburse the City of all
salary paid in connection with such unaccrued leave.
4.1.5. Compensation For Unused Portion.
Upon termination of employment by retirement (must retire within 120 days of leaving
their City position, i.e., age and service eligible for retirement. Minimum 50 years old
and 10 years of continuous service) or death, an eligible employee who leaves the City
service in good standing and who was employed in the Child Care unit before October
Page 6
Memorandum of Understar,
Child Care Unit
November 1, 1997 through October 31, 1998
1, 1979, shall receive compensation for all accumulated unused sick leave based upon
the rate of three percent (3%) for each year of service, to a maximum of fifty percent
(50%). The maximum accrual for payoff purposes is 150 days (based on employee's
contracted work hours per day.
Article 4.2. Annual Vacation Leave
4.2.1. Eligibility.
Annual vacation with pay shall be granted to eligible employees. Vacation leave does
not accrue to those working on temporary, part-time, intermittent or seasonal basis.
Vacation benefits may betaken as accrued and provided in 4.2.2. below. Probationary
employees may take accrued vacation if authorized by the Department Head and
approved by the City Manager.
4.2.2. Administration of Vacation Leave.
The City Manager, upon the recommendation of the department head, may advance
vacation credits to any eligible employee. The time at which an employee may use his
accrued vacation leave and the amount to be taken at any one time shall be
determined by the employee's Department Head with particular regard for the needs of
the City but also, insofar as possible, considering, the wishes of the employee.
In the event that one or more City holidays fall within an annual vacation leave, such
holidays shall not be charged as vacation leave and the vacation leave shall be
extended accordingly.
Employees who resign from City service shall be paid in a lump sum for all accrued
vacation leave earned prior to the effective date of termination.
Effective January 1, 1998 a vacation accrual cap is established for members of this
bargaining unit. No employee may annually carry forward in excess of five (5) days of
his/her annual earned vacation and in no case may he/she have accumulated at the
close of any calendar year (December 31) total accumulated days in excess of thirty
(30). Pursuant to current City policy, employee's may petition, once per year, for
conversion of vacation days to cash (maximum of seven days).
4.2.3. Rate of Accrual
Vacation and sick leave benefits shall accrue during the probationary period; however,
use of accrued benefits shall not be allowed until the successful completion of the
probationary period, unless specifically authorized by the Department Head and City
Manager. Eligible employees shall commence to accrue vacation at the following rate
for continuous service:
1. The first three (3) years of continuous employment shall earn ten (10)
working days of vacation per year.
Page 7
Memorandum of Understar, g
Child Care Unit
November 1, 1997 through October 31, 1998
2. From the beginning of the fourth (4th) year of service through the end of the
tenth (10th) year of service, fifteen (15) working days of vacation per year.
3. From the beginning of the eleventh (11th) year of service through the
fifteenth (15th) year, twenty (20) working days of vacation per year.
4. From the beginning of the sixteenth (16th) year of service and beyond,
twenty-five (25) working days of vacation per year.
Note: Vacation and sick leave accrual rates shall be based on the daily hours an
employee has contracted to work. If the employee's work day is six (6) hours, the
employee will accrue ten six hour vacation days.
Article 4.3. Other Leaves
4.3.1. Military Leave.
Military leave shall be granted in accordance with the State of California Military and
Veteran's Code as amended from time to time. All employees entitled to military leave
shall give the appointing authority and the department head an opportunity, within the
limits of military regulations, to determine when such leave shall be taken.
4.3.2. Leave of Absence Without Pay.
Leave of absence without pay may be granted by the City Manager upon the written
request of the employee and the recommendation of the Child Care Program Manager.
Accrued vacation leave and if applicable, accrued sick leave, must be exhausted prior
to the granting of leave without pay.
4.3.3. Industrial Injury Leave.
For benefits under Workers Compensation, an employee should report any on the job
injury to his/her supervisor as soon as possible, preferably within twenty-four (24)
hours. The City Manager's office coordinates benefits for Worker's Compensation
claims. Employees shall be entitled to such compensation as may be allowed them by
the Worker's Compensation Insurance and Safety Act of the State of California. For
further information, see the Industrial Accidents and Injuries section of the City's Injury
and Illness Prevention Program.
4.3.4. Jury Duty.
Employees required to report to jury duty shall be granted a leave of absence with pay
from their assigned duties until released by the court, provided that the employee
provides advance notice to the Appointing Authority and remits to the City all per diem
service fees except mileage or subsistence allowance within thirty days from the
termination of such duty.
4.3.5. Family Medical Leave
Family leave shall be granted in accordance with the federal Family and Medical Leave
Act of 1993 and the California Family Rights Act of 1991. Requests for Family Care
Page 8
Memorandum of Understai g
Child Care Unit
November 1, 1997 through October 31, 1998
Leave are submitted to the employee's department head for approval and reviewed by
the Human Resources Director for consistency with the law prior to approval.
Employees approved for this type of leave must use appropriate accrued and unused
vacation leave and/or compensatory time before going on leave without pay status.
Accrued and unused sick leave may be used if appropriate and requested. Sick leave
usage is to be consistent with sick leave provisions of the M.O.U. To be eligible for this
family leave benefit, an employee must have worked continuously for the City of San
Rafael for at least 12 months.
An eligible employee may use family medical leave:
For the birth or placement of a child for adoption or foster care;
To care for an immediate family member (spouse, child or parent) with a serious
health condition; or,
To take medical leave when the employee is unable to work because of a
serious health condition.
An employee shall be entitled to twelve (12) weeks of leave of absence which need not
be consecutive, subject to the conditions indicated herein and the law.
If the employee's spouse is employed by the City, the total time allowed for family
medical leave shall be twelve (12) weeks in any one calendar year.
The City shall continue to provide paid coverage of health benefits for the duration of
the approved leave of absence.
4.3.6. Voluntary Time Off
During the week between Christmas and New Year's, a Child Care Division employee
may, through normal leave approval procedures, request leave without pay time during
this specific week, without the need to first use all applicable paid leave.
4.3.7 Holidays
Employees shall be granted the following holidays:
January 1
Third Monday in January
Third Monday in February
Last Monday in May
July 4
First Monday in September
November 11
Thanksgiving Day
Day After Thanksgiving
December 25
Page 9
Memorandum of Understar.
Child Care Unit
November 1, 1997 through October 31, 1998
At the discretion of the Child Care Program Manager, the celebrated City holidays, noted
above, will be coordinated with the public schools served by the Child Care Centers.
4.3.8. Catastrophic Leave
Employees may donate accrued leave to other employees suffering from a catastrophic
illness or injury either to themselves, a spouse, a parent or to a dependent minor child.
Catastrophic leave is a paid leave of absence due to a life threatening verifiable long-
term illness or injury such as, but not limited to, cancer or heart attack which clearly
disables the individual. Employees who have successfully completed 1,950 hours one
year of employment in a paid status shall be eligible for catastrophic leave due to their
own serious, life threatening, illness or injury or due to the serious, life threatening,
illness or injury to their spouse, parent or dependent minor child.
The employee must first exhaust all applicable accrued sick leave, vacation leave, and
compensatory time before qualifying for catastrophic leave. Catastrophic leave shall
be additional paid leave available from vacation and/or sick leave (if appropriate) hours
donated by other employees in the bargaining unit to a specific qualified employee.
Employees donating vacation and/or sick leave hours must donate in increments of
whole hours. The donating employee must have a vacation leave balance of at least
40 hours after the donation of vacation leave. The donating employee may not donate
more than one-half of their accrued sick leave, and must be left with a balance of at
least 80 hours of accrued sick leave after the donation.
An employee requesting catastrophic leave must receive the recommendation of the
Department Head and the approval of the City Manager. Such leave may initially be
approved for up to a maximum of 325 donated hours. If the catastrophic illness or
injury continues, up to an additional 325 donated hours may be recommended and
approved. The Human Resources Department and the Administrative Services
Department shall account for the donation and disbursement of the catastrophic leave
hours. All time donated will be credited on an hour to hour basis regardless of hourly
pay differentials between the donating employee and recipient.
Catastrophic leave shall not be used in conjunction with any long or short term
disability benefits or Workers' Compensation Leave. While an employee is on
catastrophic leave, using donated hours, the employee shall not accrue any vacation or
sick leave.
CHAPTER 5.TERMS AND CONDITIONS
Article 5.1. Work Week
The work week for Child Care Center Directors shall be 37.5 hours per week and 35.0
hours per week for Child Care Instructors I and II.
Page 10
Memorandum of Understar. I
Child Care Unit
November 1, 1997 through October 31, 1998
Article 5.2. Overtime
Shall mean actual time worked beyond thirty-seven and one-half hours per week. A
work or duty week shall be defined as seven (7) consecutive calendar days. Overtime
is compensable to the nearest half-hour, and must have prior authorization and
approval of the Department Head.
Article 5.3. Compensatory Time Policy
With the department head's approval, compensatory time, in lieu of overtime pay, may
be taken subject to the following rules:
5.3.1. Accrual Limit
Upon accrual of time, five (5) days or forty (40) hours of compensatory time, employee
shall be paid overtime at a rate of time and one-half of their base salary rate for hours
worked and may not accrue additional compensatory time.
5.3.2. Overtime Rate
Employees who work overtime may be paid for it at the rate of time and one-half or may
accrue compensatory time at a rate of time and one-half subject to the limitations in
5.3.1. Employees who elect compensatory time must take the time off, preferably
within the quarter during which it was earned, and shall not be paid for it.
5.3.3. Use & Carryover.
All compensatory time earned during the fiscal year must be used by June 30th of that
year with one exception. Upon the recommendation of the supervisor and approval of
the department head, employees may carry over up to forty (40) hours of compensatory
time provided it is taken within the following quarter (7-1 to 9-30).
Article 5.4. Staff Development/Preparation Days
Effective July 1, 1995, four (4) days of staff development/preparation will be provided
per fiscal year. The scheduling of these days during the fiscal year will be
accomplished through the recommendation of the Child Care Center Directors and
approval of the Child Care Program Manager.
Article 5.5. PROBATION
All employees hired on or after January 16, 1986, shall be required to serve a probationary
period of one (1) year.
Article 5.6. TEMPORARY PROMOTIONS
Employees assigned to work out of class and perform the work of a Child Care Center
Director for a period of three consecutive days or longer, will be compensated at an hourly
rate of five percent (5%) greater than the employee's current rate, or at the lowest step of
the Child Care Center Director's salary range, whichever is greater. The increase shall be
retroactive to include the first day.
Page 11
Vemorandum of Understanca
Child Care Unit
November 1, 1997 through October 31, 1998
CHAPTER &PROCEDURES
Article 6.1. Disciplinary Action
6.1.1. Right to Discipline and Discharge.
Upon completion of the designated probationary period, an employee shall be
designated as a non -probationary employee and the City shall have the right to
discharge or discipline any such employee for dishonesty, insubordination,
drunkenness, incompetence, negligence, failure to perform work as required or to
observe the Department's safety rules and regulations or for engaging during the term
of this Memorandum of Understanding, in strikes, individual or group slowdowns or
work stoppages, or for violating or ordering the violation of the Memorandum of
Understanding. The City shall use progressive disciplinary steps (i.e., reprimand,
suspension, demotion, discharge) unless the violation is such as to justify termination.
Disciplinary action shall mean discharge/dismissal, demotion, reduction in salary, and
suspension resulting in loss of pay.
In addition, the City may discipline or discharge an employee for the following: Fraud
in securing appointment; negligence of duty; violation of safety rules; unacceptable
attendance record including tardiness, overstaying lunch or break periods; possession,
distribution or under the influence of alcoholic beverages, non-prescription or
unauthorized narcotics or dangerous drugs during working hours; inability,
unwillingness, refusal or failure to perform work as assigned, required or directed;
unauthorized soliciting on City property or time; conviction of a felony or conviction of a
misdemeanor involving moral turpitude; unacceptable behavior toward (mistreatment or
discourteousness to) the general public or fellow employees or officers of the City;
falsifying employment application materials, time reports, records, or payroll documents
or other City records; misuse of City property; violation of any of the provisions of these
working rules and regulations or departmental rules and regulations; disorderly
conduct, participation in fights, horseplay or brawls; dishonesty or theft; establishment
of a pattern of violations of any City policy or rules and regulations over an extended
period of time in which a specific incident in and of itself would not warrant disciplinary
action, however, the cumulative effect would warrant such action; failure to perform to
an acceptable level of work quality and quantity; insubordination; other acts inimicable
to the public service; inability or refusal to provide medical statement on cause of
illness or disability.
6.1.2. Preliminary Notice.
A non -probationary employee shall receive a preliminary written notice from the Child
Care Program Manager of any proposed disciplinary action that involves the loss of
pay. The notice must contain a specific statement of charges or grounds upon which
the proposed disciplinary action is based and the date the disciplinary action will be
effective.
Page 12
Memorandum of Understanc
Child Care Unit
November 1, 1997 through October 31, 1998
Any known written materials, reports or documents upon which the disciplinary action is
based must be attached to the notice.
Upon the receipt of the notice, the non -probationary employee shall have five (5) days
to appeal the matter in writing to Step 2 of the Grievance Procedure. If a written appeal
is filed, no disciplinary action shall be imposed until the Department Head has
conducted a hearing with the employee and employee's representative present and
having heard the response of the employee. If no written appeal is filed within five (5)
days, the employee shall be deemed to have waived his right to proceed to Step 4 of
the Grievance Procedure.
6.1.3. Disciplinary Action and Appeal
After hearing the response of the employee the Department Head may order that the
proposed disciplinary action or modification thereof be imposed. Thereafter, the
employee shall notify the City within ten (10) days that the matter is appealed to Step 4
(Arbitration) of the Grievance Procedure. The matter shall then proceed in accordance
with the Grievance Procedure.
6.1.4. Sexual/Racial Harassment.
Sexual/Racial harassment of one employee by another is cause for disciplinary action
including the possibility of immediate discharge.
Sexual harassment is defined as including but not limited to unwelcome sexual
advances, requests for sexual favors, and other verbal, or physical conduct of a sexual
nature, when such conduct has the purpose or effect of affecting employment decisions
concerning an individual, or unreasonably interfering with an individual's work
performance, or creating an intimidating and hostile working environment.
Racial harassment is defined as including but not limited to verbal, or physical conduct
of a racial nature, when such conduct has the purpose or effect of affecting
employment decisions concerning an individual, or unreasonably interfering with an
individual's work performance, or creating an intimidating and hostile working
environment.
Article 6.2 Grievance Procedure
6.2.1. Definitions.
1. Grievance is a dispute which involves the interpretation or application of any
provision of this Memorandum of Understanding. All ordinances, resolutions,
rules and regulations, which are not specifically covered by the provisions of this
Memorandum shall not be subject to the Grievance Procedure.
2. Day shall mean any that the City Office is open for business, excluding
Saturdays, Sundays and the holidays recognized by the City.
Page 13
Memorandum of Understanc,
Child Care Unit
November 1, 1997 through October 31, 1998
3. Grievant may be an individual employee or a group of employees or the Union
on the behalf of a group of employees or the Union on its own behalf on matters
involving the City and Union relationship.
4. Time limits begin with the day following the event causing the grievance or the
day following receipt of a grievance decision.
6.2.2. Procedure.
Step 1.
Within seven (7) days of when the grievant knew or should have known of the act or
omission causing the grievance the grievant shall present either in writing or verbally a
clear and concise statement of the grievance to the immediate supervisor.
Within five (5) days thereafter the immediate supervisor shall investigate and respond
to the allegations of the grievant.
Step 2.
If the grievant is not satisfied with the resolution at Step 1 the grievant must reduce the
grievance to writing and present it to the Department Head within five (5) days.
The written grievance shall contain a statement of facts about the nature of the
grievance, and shall identify the specific provisions of this Memorandum of
Understanding alleged to be violated, applicable times, places and names of those
involved, the remedy or relief requested, and shall be signed by the grievant.
The Department Head shall confer with the grievant and within ten (10) days respond
to the allegations in writing.
Step 3.
If the grievant is not satisfied with the resolution at Step 2, the grievant shall within five
(5) days appeal the matter to the City Manager.
The City Manager shall investigate the matter, conduct a hearing if the City Manager
deems it appropriate and within ten (10) days, thereafter, respond to the allegations in
writing.
Step 4.
If the grievance remains unresolved after Step 3, the Union may, by written notice to
the City Human Resources Department within ten (10) days after the receipt of the
response in Step 3, notify the City that the Union wishes to appeal the grievance to
final and binding arbitration. The parties shall attempt to agree upon an arbitrator. If
no agreement is reached, they shall request a list from the State Conciliation Service of
nine (9) names.
Page 14
Memorandum of Understanc
Child Care Unit
November 1, 1997 through October 31, 1998
Each party shall then alternately strike a name until only one (1) name remains, said
person to be the arbitrator. The order of striking shall be determined by the flip of a
coin.
6.2.3. Arbitration.
The arbitrator shall be empowered to conduct a hearing and to hear and receive
evidence presented by the parties. The hearing shall be informal and need not be
conducted according to technical rules of evidence. Repetitious evidence may be
excluded and oral evidence shall be taken only under oath. The arbitrator shall
determine what evidence is relevant and pertinent, as well as any procedural matters,
and he/she may call, recall and examine witnesses as he/she deems proper.
The burden of proof shall be upon the Union in grievance matters and upon the City in
disciplinary/discharge matters.
After the conclusion of any hearing and the submission of any post hearing evidence or
briefs agreed upon by the parties, the arbitrator shall render a written decision which
shall be final and binding upon the City, the Union and any employee(s) involved in the
grievance or disciplinary matter.
The arbitrator shall not be empowered to add to, subtract from, or in any way modify or
alter any provision of this Memorandum of Understanding. The arbitrator shall only
determine whether a grievance exists in the manner alleged by the grievant, and what
the proper remedy, if any, shall be, or in the case of disciplinary/discharge matter
whether the City allegations are accurate and the appropriateness of the disciplinary
penalty.
The fees and expenses of the arbitrator shall be shared equally by the Union and the
City. All other expenses shall be borne by the party incurring them. The cost of the
services of court reporter shall be borne by the requesting party unless there is a
mutual agreement to share the cost or unless the arbitrator so requests. Then the
costs will be shared equally.
6.2.4. General Provisions.
1. Employees who participate in the Grievance Procedure, by filing a grievance or
acting as a witness on the behalf of either party shall be free from discrimination
by either the Union or the City.
2. A grievant has the right to be represented at each stage of the procedure, to
cross examine witnesses, and have access to all information regarding the basis
of the grievance upon which the City relies in making its determinations.
Page 15
Memorandum of Understanc
Child Care Unit
November 1, 1997 through October 31, 1998
3. If the City management -fails to respond within the specified time limits, the
grievance shall, at the request of the Union, automatically be moved to the next
step of the procedure. If the Union or a grievant fails to process or appeal a
grievance within the specified time limits, the matter shall be deemed settled.
The parties may by mutual agreement waive the steps in the procedure.
4. If a hearing is held during work hours of employee witnesses, such employees
shall be released from duties without loss of pay or benefits to appear at the
hearing. Witnesses requested by the parties shall be compelled to attend said
hearings.
5. The Human Resources Department shall act as the central repository for all
grievances.
6. Time limits contained herein may be extended by mutual agreement of the
parties. Absence for bona fide reasons by a grievant, the Union Executive
Secretary or any management official involved in responding to the grievance
shall automatically extend the time limits by the same number of days of
absence.
CHAPTER 7.RETIREMENT
All employees in the classification of Child Care Director who are contracted to work 37.5 or
more hours per week, shall be members of the Marin County Retirement Association.
Employee rates shall be based upon the age of employees as of January 1, 1991 or age at
nearest birthday from the date employee becomes eligible for enrollment if after January 1,
1991.
The employee's share of their contribution shall be paid by the employee through automatic
payroll deductions. The City will pay up to a maximum of five (5%) of an employee's salary
or fifty percent (50%) of the employee's contribution rate, whichever is less to the Marin
County Retirement System.
All other employees (except those noted above) shall be enrolled in the Public Agency
Retirement System (PARS) as long as that remains an approved alternative to Social
Security.
CHAPTER &UNION RIGHTS
Article 8.1. Employee Representatives
8.1.1. Designation.
The Union shall by written notice to the City Manager, designate certain of its members
as Employee Representatives. Employee Representatives shall be permitted
reasonable time for Union activities including grievance representation. In all cases,
Page 16
Memorandum of Understand
Child Care Unit
November 1, 1997 through October 31, 1998
the Representative shall secure permission from the Representative's supervisor
before leaving a work assignment. Such permission shall not be unreasonably
withheld.
Employee Representatives for salary discussions shall be in accordance with Meyers-
Milias-Brown (MMB) Act.
8.1.2. Bulletin Boards.
Authorized representatives of the Union shall be allowed to post Union notices on
specified bulletin boards maintained on City premises.
Article 8.2. Dues Deduction
8.2.1. Dues Collection.
City agrees, upon written consent of the employee involved, to deduct dues, as
established by the Union, from the salaries of its members. The sums so withheld shall
be remitted by City, without delay, along with a list of employees who have had said
dues deducted.
The employee's earnings must be regularly sufficient after other legal and required
deductions are made to cover the amount of the dues or service fees check off
authorized. When an employee is in a non -pay status for an entire pay period, no
withholding will be made to cover the pay period from future earnings. In the case of
an employee who is in a non -pay status during only part of the pay period, and the
salary is not sufficient to cover the full withholding, no deduction shall be made. In this
connection, all other legal and required deductions have priority over Union dues.
The Union shall notify the City in writing as to the amount of such dues uniformly
required of all members of the Union.
Moneys withheld by the City shall be transmitted to the Treasurer of the Union at the
address specified. The Union shall indemnify, defend, and hold the City harmless
against any claims made, and against any suit instituted against the City on account of
check off of employee organization dues or service fees. In addition, the Union shall
refund to the City any amount paid to it in error upon presentation of supporting
evidence.
8.2.2. Dues Collection During Separation from Employment.
The provisions specified above (8.2.1.) shall not apply during periods of separation
from the representation Unit by any such employee, but shall reapply to such employee
commencing with the next full pay period following the return of the employee to the
representation Unit. The term separation includes transfer out of the Unit, layoff, and
leave without pay absences with a duration of more than five (5) working days.
Page 17
Memorandum of Understanc
Child Care Unit
November 1, 1997 through October 31, 1998
CHAPTER 9.MANAGEMENT RIGHTS
The City reserves, retains, and is vested with, solely and excessively, all rights of
management which have not been expressly abridged by specific provision of this
Memorandum of Understanding or by law to manage the City, as such rights existed
prior to the execution of this Memorandum of Understanding. The sole and exclusive
rights of management, as they are not abridged by this Agreement or by law, shall
include, but not be limited to, the following rights: To manage the City generally and to
determine the issues of policy; To determine the existence of facts which are the basis
of the management decision; To determine the necessity of any organization or any
service or activity conducted by the City and expand or diminish services; To determine
the nature, manner, means, technology and extent of services to be provided to the
public; Methods of financing; Types of equipment or technology to be used; To
determine and/or change the facilities, methods, technology, means and size of the
work force by which the City operations are to be conducted; To determine and change
the number of locations, re -locations and types of operations, processes and materials
to be used in carrying out all City functions including, but not limited to, the right (after
effect bargaining) to contract for or subcontract any work or operation of the City; To
assign work to and schedule employees in accordance with requirements as
determined by the City, and to establish and change work schedules and assignments;
To relieve employees from duties for lack of work or other legitimate reasons; To
discharge, suspend, demote or otherwise discipline employees for proper cause in
accordance with the provisions and procedures set forth in City Personnel Rules and
Regulations and this M.O.U; To determine job classifications and to reclassify
employees; To hire, transfer, promote and demote employees in accordance with this
Memorandum of Understanding and the City's Rules and Regulations; To determine
policies, procedures and standards for selection, training and promotion of employees;
To establish and modify employee and organizational performance and productivity
standards and programs including but not limited to, quality and quantity standards;
and to require compliance therewith; To maintain order and efficiency in its facilities
and operations; To establish and promulgate and/or modify rules and
regulations to maintain order and safety in the City which are not in contravention with
this Agreement; To take any and all necessary action to carry out the mission of the
City in emergencies.
The City and MAPE agree and understand that if, in the exercise of any of the rights set
forth above, the effect of said exercise of rights by the City impacts an area within the
scope of representation as set forth in the Meyers/Milias/Brown Act, case law
interpreting said acts, and/or Federal law, the City shall have the duty to meet and
confer with MAPE regarding the impact of its decision/exercise of rights.
Page 18
Memorandum of Understanca
Child Care Unit
November 1, 1997 through October 31, 1998
CHAPTER 10. REDUCTION IN FORCE
Article 10.1. Authority
The Appointing Authority may lay off, without prejudice, any employee covered by this
M.O.U. because of lack of work or funds, or organizational alterations, or for reasons of
economy or organizational efficiency.
Article 10.2. Notice
Employees covered by this M.O.U. designated for layoff or demotion shall be notified in
writing at least fifteen (15) calendar days prior to the anticipated date of termination or
demotion. The employee organization shall also be notified.
Article 10.3 Order of Layoff
Layoffs and/or reductions in force shall be made by classification, consistent with the
licensing requirements of the California Department of Social Services. A classification
is defined as a position or number of positions having the same title, job description
and salary. Extra hire employees shall be laid off before permanent employees in the
affected classification. In effecting the preceding order, a part-time permanent
employee with more seniority can displace a full time permanent employee.
Article 10.4. Seniority
If two or more employees within a classification have achieved permanent status, such
employees will be laid off or reduced on the following basis:
Seniority within the affected classification will be determinative. Such seniority
shall include time served in higher classifications (s). The computation of
seniority for part-time employees will be credited on a pro rata basis to full time
service. Time spent on a City Manager approved leave of absence without pay
does not count toward seniority.
2. If the seniority of two or more employees in the affected classification or higher
class ifications(s) is equal, departmental seniority shall be determinative.
3. If all of the above factors are equal, the date regular status in City service is
achieved shall be determinative.
4. If all of the above are equal, date of certification for appointment shall be
determinative.
Article 10.5. Bumping Rights
An employee designated to be laid off may bump into a class at the same salary level,
or into the next lower classification in which such employee has previously held regular
status. An employee who is bumped, shall be laid off in the same manner as an
employee whose position is abolished.
Page 19
Memorandum of Understand
Child Care Unit
November 1, 1997 through October 31, 1998
Article 10.6. Transfer Rights.
The Human Resources Director will make every effort to transfer an employee who is to
be affected by a reduction in force to another vacant position for which such employee
may qualify. The length of eligibility for such transfer will be the period of notification
as provided in 10.2, but no longer than the effective date of such layoff or reduction.
Article 10.7. Re-employment
10.7.1. General Guidelines.
Individuals who have been laid off or demoted shall be offered re -appointment to the
same classification in which they held status in the order of seniority in the
classification. Individuals demoted in lieu of reduction in force shall be offered
restoration to the highest class in which they held status and in which there is a
vacancy prior to the appointment of individuals who have been laid off.
10.7.2. Right to Re-employment.
Each person who has been laid off or demoted in lieu of a layoff from a position the
person held, shall, in writing, be offered re -appointment in the same classification
should a vacancy occur in the classification within two years after the layoff or
demotion. Prior to being re-employed, the employee must pass a physical exam
administered by a City appointed physician and must pass the background check
administered by the City.
10.7.3. Time Limits.
Should the person not accept the re -appointment within seven (7) calendar days after
the date of the offer, or should the person decline or be unable to begin work within two
weeks after the date of acceptance of the offer, the person shall be considered
unavailable for employment, shall forfeit the right to re-employment and be removed
from the re-employment list.
10.7.4. Availability.
Whenever a person is unavailable for re-employment, the next senior person who is
eligible on the re-employment list shall be offered re-employment.
10.7.5. Probationary Status.
Employees re -appointed under the provisions above will not be required to complete a
new probationary period if they had previously held permanent status in the
classification. Employees who had not completed their probationary period shall serve
the remainder of the probationary period upon re -appointment.
10.7.6. Restoration of Benefits.
Employees restored to previously held positions shall be deemed to have returned from
a leave of absence for the purpose of all rights and benefits legally permissible. Time
not on the payroll will not count as time worked for the purposes of seniority accrual.
Page 20
Memorandum of Understand.
Child Care Unit
November 1, 1997 through October 31, 1998
CHAPTER 11. MISCELLANEOUS
Article 11.1. Classification Specification
The City and the Union agree that the classification specifications developed as a part of
this meet and confer process, and dated January 1988, accurately describe the job classes
covered by this Memorandum of Understanding.
Article 11.2. Employee Orientation Letter
The bargaining unit shall provide to the City a supply of Union Orientation letters. The City
shall distribute said letter to all new employees covered by this Memorandum of
Understanding during its formal New Employee Orientation Process.
Article 11.3. CPR/First Aid Training
An annual program for cardiopulmonary resuscitation (CPR) and First Aid certification will
be provided for persons working as Child Care Directors and Instructors II.
Article 11.4. Deferred Compensation Plan
Child Care Unit employees who are contracted to work 35 hours or more each week, are
eligible to participate in the City's Deferred Compensation Plan.
Article 11.5. Educational Reimbursement Program
An Educational Reimbursement Program is available to employees for courses that are:
job related, assist the employee in meeting State licensing requirements and/or
prepare the employee for career advancement in the child care field.
The reimbursement may not exceed 75% for the cost of the course, up to $100 per
fiscal year maximum. The Educational Reimbursement Program also includes an
additional reimbursement of up to $50 per fiscal year for professional membership dues
for work-related organizations for employees in the Director or Instructor II
classification.
To be eligible to receive reimbursement under this program the employee must:
a. submit a written request and receive prior approval from the Child Care Program
Manager
b. be regularly scheduled to work 20 hours or more per week
c. have completed initial probation before reimbursement is received; and
d. satisfactorily complete the course.
Article 11.6. Drug Free Work Place
The employees covered by this bargaining agreement agree to abide, as a condition of
employment, by the terms of the City's Drug Free Work Place Policy.
Page 21
K4emorandum of Understand
Child Care Unit
November 1, 1997 through October 31, 1998
Article 11.7. Agency Shop Election
Between January 1, 1998 and July 1, 1998 an election will be conducted among the
employees covered by this Memorandum of Understanding to decide whether to accept
the following issue, which would modify Article 8.2. of this MOU:
The parties hereto recognize that membership in the Union is not compulsory, that
employees have the right to join, not join, maintain, or drop their membership in the
Union and that neither party shall exert any pressure on or discriminate against an
employee regarding such matters. The Union agrees it is obligated to represent all of
the employees in the Unit fairly and equally, without regard to whether or not an
employee is a member of the Union.
Therefore, effective July 1, 1998, any employee of the City as of July 1, 1998, who is a
member of the Union on July 1, 1998, or who subsequently joins, and all employees in
the Unit hired on or after that date shall, as a condition of continued employment, either
be required to belong to the Union or to pay to the Union an amount equal to 90% of
that which would be paid by an employee who decides to become a member of the
Union at the time of employment.
The employee's earnings must be regularly sufficient after other legal and required
deductions are made to cover the amount of the dues or service fees check -off
authorized. When an employee is in a non -pay status for an entire pay period, no
withholding will be made to cover the pay period from future earnings. In the case of
an employee who is in a non -pay status during only part of the pay period, and the
salary is not sufficient to cover the full withholding, no deduction shall be made. In this
connection, all other legal and required deductions have priority over Union dues.
The Association shall notify the City in writing as to the amount of such dues uniformly
required of all members of the Union.
Monies withheld by the City shall be transmitted to the Treasurer of the Union at the
address specified. The Union shall indemnify, defend, and hold the City harmless
against any claims made, and against any suit instituted against the City on account of
check -off of employee organization dues or service fees. In addition, the Union shall
refund to the City any amount paid to it in error upon presentation of supporting
evidence.
Page 22
MARIN ASSOCIATION OF PUBLIC
EMPLOYEES
PAT ORR
FIELD REPRESENTATIVE
CITY OF SAN RAFAEL
DARYL G. CHANDLER
HUMAN RESOURCES DIRECTOR
WILLIAM SCHARF
CHILD CARE PROGRAM MANAGER
KENNETH NORDHOFF
ADMINISTRATIVE SERVICES DIRECTOR
DATE DATE
MAPE/SEN 949
CHU CARE UNIT MEMORANDUM OF UNDERSTANDING
Exhibit "A"
Effective November 1, 1997, the following classes of positions and salary ranges are
hereby created for the Child Care Unit
Section 1A - Child Care Program, Part-time
Wage
Class
Class
Title Step A
Step B
Step C
Step D
9356
Director $14.94
$15.70
$16.49
$17.29
9358
Instructor II $11.49
$12.06
$12.67
$13.29
9357
Instructor 1 $8.95
$9.39
$9.87
$10.36
Section 2A - Child Care Program, Full-time
Wage
Class
Title Step A Step B
Step C
Step D
9352
Director $2428.76 $2550.79
$2679.60
$2789.76
9350
Instructor II $1743.24 $1827.08
$1921.99
$2013.74
9351
Instructor 1 $1357.26 $1423.70
$1498.04
$1570.81
dgc/worddata/salaries/CCSalary ScheduleW.doc