HomeMy WebLinkAboutCC Resolution 7839 (Misc. Personnel Compensation)RESOLUTION NO. 7839
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
SAN RAFAEL AMENDING RESOLUTION NOS. 6360, 6454,
6690, 7220 AND 7408 PERTAINING TO THE COMPENSA-
TION AND WORKING CONDITIONS FOR MISCELLANEOUS
PERSONNEL
WHEREAS, the City of San Rafael and Marin Association of
Public Employees/S.E.I.U., Local 949 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 September 29,
1988, and consisting of 10 pages and Exhibits A, B and C 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 the Marin Association of
Public Employees shall utilize the Memorandum of Understanding dated
September 29, 1988 as the official document of reference respecting
compensation and working conditions for Miscellaneous personnel.
Section 2. The schedules describing classes of positions
and salary ranges attached in Exhibits A, B and C 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.
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 Monday, the third day of October, 1988, by the following
vote, to wit:
AYES: COUNCILMEMBERS: Boro, Frugoli, Thayer & Vice -Mayor Breiner
NOES: COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: Mayor Mulryan
JEAN(;<4
LEONCIN City Clerk
MEMORANDUM OF UNDERSTANDING
Miscellaneous Employee Unit
WHEREAS, authorized representatives of the City of SAN
RAFAEL, a chartered city (hereinafter referred to as "City"), and
authorized representatives of the MARIN ASSOCIATION OF PUBLIC
EMPLOYEES/S.E.I.U., Local 949, the recognized employee organization
for classified Miscellaneous employees belonging to the Miscellaneous
Unit (hereinafter referred to as "Union"), have met and conferred
concerned wages, hours, and working conditions;
NOW, THEREFORE, IT IS AGREED that, pursuant to the
provisions of the Meyers-Milias-Brown Act, the matters set forth in
this Memorandum of Understanding between the City and the Union and
shall apply to all employees represented by the Union.
IT IS FURTHER AGREED that this Memorandum of Understanding
is subject to the approval of the San Rafael City Council.
DATED: September 29, 1988
MARIN ASSOCIATION OF PUBLIC EMPLOYEES CITY OF SAN RAFAEL
S.E.I.U. Local 949
By rtLx ��j L%/vvccn
BETH WINTERS
Senior Field Representative
MAPE/S.E.I.U, Local 949
By
SUZAWE GOLT
Asst. to the City Manager
C 0 P- -y
I.
low
HEMORANDUh .,F UNDERSTANDING (b .O. U . ) B.- - 4EEN THE
CITY OF SAN RAFAEL ARID THE MISC'ELANEOUS EMPLOYEES
TERM OF AGREEMENT
This Agreement shall be in effect from July 1, 1988 through
June 30, 1990.
SALARY
A. Effective 7/1/88, a three percent (38) salary increase for
all classifications covered by this M.O.U.
B. Effective 7/1/88, salary equity increases as follows:
Classification Salary Increase
Secretary
4%
Deputy City Clerk
4g*
Legal Secretary
4%*
Typist Clerk I/II
2%
Senior Typist Clerk
2%*
Vehicle/Equipment Mechanic I/II
2%
Account Clerk I/II
2%
Accounting Technician
2%*
(See Exhibit "A" for salary ranges effective 7/1/88.)
C. Effective 1/1/89, a two percent (28) salary increase for
all classifications covered by this M.O.U.
D. Effective 1/1/89, salary equity increases as follows:
Classification
Secretary
Deputy City Clerk
Legal Secretary
Typist Clerk I/II
Senior Typist Clerk
Salary Increase
(See Exhibit "B" for salary ranges effective 1/1/89.)
E. Effective 7/1/89, a five percent (5%) salary increase for
all classifications covered by this M.O.U.
F. Effective 7/1/89, salary equity increases as follows:
Classification
Secretary
Deputy City Clerk
Legal Secretary
Associate Planner
Facility Worker I/II
Salary Increase
3%
3%*
3%*
2%
28
(See Exhibi- °C" for salary ranges effe._ive 7/1/89.)
*Note: Equity adjustments for these classifications may
vary slightly based upon maintenance of internal salary
relationships with benchmark classifications.
III. ADDITIONAL SALARY PROVISIONS
A. Sewer Differential.
1. Employees assigned to work in the Sewer section will
be paid an hourly salary differential of 88 above
their base salary for those hours they are assigned by
their supervisor to Sewer duty.
2. Effective 10/16/88, the 88 Sewer differential
applicable to employees of the Sewer work unit will be
reported as part of their salary to the Marin County
Retirement System.
B. Standbv or Call -Back Duty.
1. Miscellaneous employees assigned standby duty on
Saturday, Sunday or a day designated as an authorized
holiday by the City Council shall be compensated at
the rate of six (6) hours of their base salary for
each day of standby duty.
2. Employees called out and required to work beyond the
standby duty (6 hours) shall be paid a minimum of two
(2) hours at the rate of time and one half.
3. When an employee not assigned to standby duty is
called back to duty, the employee shall receive
compensation for a minimum of four (4) hours.
4. Standby Residency and Pagers. The residency
reouirement for standby personnel shall include those
individuals who live within a thirty (30) minute
travel distance from the Corporation yard. Pagers
shall be provided to those persons on standby.
C. Out -of -Class Compensation
Employees assigned by their supervisor to perform work of
a higher classification for three (3) consecutive work
days or longer shall be compensated at a rate 5% greater
than the employee's current base salary or the lowest step
of classification within which the duties fall, whichever
is greater. The out -of -class increase shall be
retroactive to the first day of the assignment.
IV. ANNIVERSARY DATE
Effective 1/1/89, the anniversary date for employees.promoted
on or after this date shall remain unchanged.
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�'. INSURANCES
A. Effective 12/1/88, a maximum amount of $260/month will be
paid by the City towards the cost of each eligible
employee's Health, Accident, Life and Disability Group
Insurances. Selection of coverage must include the
employee's basic health plan and the $5,000 basic group
life insurance program offered by the City. The
difference between the allotted amount ($260) and the cost
of the employee's Health, Life, Accident and Disability
insurances will be paid to the employee up to a maximum
payback of $50 per month.
B. Effective 12/1/88, the Health Plan of the,Redwoods will be
made available to employees during the November open
enrollment period. Implementation date 1/1/89 for Health
Plan of the Redwoods.
C. Effective 12/1/89, a maximum amount of $275/month will be
paid by the City towards the cost of each eligible
employee's Health, Accident, Life and Disability group
insurances. Selection of coverage must include the
employee's basic health plan and the $5,000 basic group
life insurance program. The difference between the
allotted amount ($275) and the cost of the Health,
Accident, Life and Disability insurances will be paid back
to the employee up to a maximum payback of $50 per month.
D. Retiree's Health Insurance.
Any employee who retires after July 1, 1985, is entitled
to a medical benefit. The City's contribution to such
coverage will not exceed the cost of the two party rate of
the mean of the two middle cost medical plans.
E. Dental Insurance.
1. The City will provide a dental insurance program which
offers 100% coverage for diagnostic and preventative
care, $25.00 deductible on corrective care (80/20) per
patient per calendar year and orthodontic coverage
(50/50).
2. Effective 1/1/89, the group dental plan will be
enhanced by the addition of Program I which provides
for an 80% payment of eligible costs associated with
crown and cast restorations.
F. Both parties agree to continue to utilize the Joint
Benefits Committee for ongoing review• of benefit programs,
cost containment and cost savings options. The Committee
shall be made up of representatives of the Miscellaneous,
Supervisory, Police, Fire and Management employees.
.] -
VI. RETIREMENT
The City will pay up to a maximum of five percent (58) of an
employee's salary or fifty percent (50%) of the employee's
retirement contribution rate, whichever is less, to the Marin
County Retirement System.
VII. INCENTIVE PROGRAMS
A. Sick Leave Incentive.
1. Employees who currently have twenty-four (24) days of
accumulated sick leave and who earn an additional
twelve (12) days from 7/1/88 through 6/30/89 will
receive either their birthday or a floating holiday,
with supervisory approval, as a paid day off.
2. Effective 7/1/89, the Sick Leave Incentive Program
will be amended as follows:
Absence Rate Incentive Pay
(7/1/89 to 6/30/90)
None 8 hours of pay
1-16 hours 6 hours of pay
17-24 hours 4 hours of pay
The bank" of twenty-four (24) days of accrued sick
leave no longer applies as of 7/1/89.
3. Safety Holiday Incentive.
Effective 7/1/88, a Safety Holiday Incentive Program
is established for maintenance employees. Employees
will be placed in one of three units. The units are:
(1) Parks; (2) Streets; and (3) Sewers, Garage,
Building Maintenance, and Recreation Custodians.
Prorated for part-time employees in these units, who
are eligible for benefits.
If all employees of a designated unit complete six (6)
months without a work-related injury or illness
resulting in one full day of lost time, a Safetv
Holiday will be granted to all employees of that unit
with prior Supervisory approval. The six month
intervals that apply to this incentive are: 7/1/88
throuqh 12/31/88; 1/1/89 through 6/30/89; 7/1/89
through 12/31/89; and 1/1/90 through 6/30/90.
VIII. REIMBURSEMENT PROGRAMS
A. Educational Reimbursement Program.
1. Effective 7/1/88, the Educational Reimbursement will
be increased to $100 per semester or $200 per fiscal
year, maximum, with the City's payment not to exceed
75% of the cost. Educational reimbursement is
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avai ile to employees who satis_ .torily (grade of C
or better, Pass or Complete) complete a course or
courses that are pre -determined to be job related
and/or that will assist the employee to prepare for
career advancement in his/her field. To be eligible,
employees must have completed probation at the time of
the reimbursement which is made at the end of the
semester.
2. Effective 7/1/89, the Educational Reimbursement
Program will be extended to include reimbursement of
up to $50 per fiscal year for professional membership
dues for work-related organizations for employees in
the "Administrative" or "Professional° sections of the
Miscellaneous Bargaining Unit. Prior supervisory
approval is necessary to be eligible for
reimbursement. The total reimbursable amount remains
at $200 per fiscal year.
B. Mechanic Tool Reimbursement.
Effective 7/1/88, the City will provide up to $50 per
fiscal year tool reimbursement to Vehicle/Equipment
Mechanics for tools purchased for use in the course of
City work. Employees must submit proof of payment for
purchase prior to reimbursement.
IX. UNIFORM ALLOWANCES.
A. Sewer and Garage Employees Uniform Maintenance Program.
Uniform shirts, pants and coveralls will be provided and
laundered for the maintenance employees of the Sewer and
Garage work units.
B. Uniform Jacket Cleaning Allowance.
Effective 7/1/88, maintenance employees of the Sewer work
unit will receive a work jacket cleaning allowance of
$60.00 at the completion of each six (6) months of service
ending June 30th and December 31st. A proration of
$10.00/month may be given with the recommendation of the
department head and approval of the City Manager.
C. Uniform Allowance.
1. Maintenance employees in Parks, Streets, Building
Maintenance, and Recreation who must wear uniforms
shall receive a uniform allowance in the amount of
$150.00 at the completion of each six (6) months of
service ending June 30 and December 31. A proration
at the rate of $25.00 per month may be given with the
recommendation of the department head and the approval
of the City Manager. The uniform allowance includes
foul weather gear. Uniforms and gear must be in
accordance with the departmental dress code and safety
requirements.
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2. A saft_,_y shoe allowance of $70.00 rar year will be
provided to City Hall employees who have field
assignments in or about construction sites or have
related activities and to all Corporation Yard
maintenance employees and Custodians. Effective
7/1/89, the safety shoe allowance is increased to
$85.00 per year.
3. Effective 7/1/89, the Uniform Allowance for uniformed
maintenance employees of Parks, Streets, Building
Maintenance and Recreation Custodians increases to
$157.50 each six months. Conditions outlined in
number 1 apply. Prorated payments as outlined in
number 1 of this section are based on $26.25/month.
4. Effective 7/1/89, the allowance for boots and raingear
for Sewers and Garage maintenance employees shall be
$130.00 per year. Payment shall be made on
December 31st.
X. COMPENSATORY TIME POLICY.
With the department head's approval, compensatory time, in
lieu of overtime pay, may be taken subject to the following
rules:
A. Upon accrual of five (5) days or forty (40) hours of
compensatory time, employees 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.
B. 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
Section XA. 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.
C. All compensatory time earned durinq 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).
X1. LEAVES OF ABSENCE
A. Sick Leave.
Employee may use accrued sick leave during their
probationary period.
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XII.
B. Vacation __ave.
Employees will be permitted to use accrued vacation leave
after six (6) months of employment subject to the approval
of the department head.
C. Bereavement Leave.
In the event of an employee's spouse, child, parent,
brother, sister, in-laws, relative who lives or has lived
in the home of the employee to such an extent that the
relative was considered a member of the immediate family
and/or another individual who has a legal familial
relationship to the employee and resided in the employee's
household, up to three (3) days within the State and up to
five (5) days out-of-state will be granted for bereavement
leave.
In those cases where the death involves an individual who
had such a relationship with the employee, as defined
above, the employee shall sign a simple affidavit
describing the relationship and submit this to the
department head as part of the request for bereavement
leave.
TRAINING
Forty (40) hours of job-related training including operation
of equipment and safety procedures shall be provided to the
employees of the Streets work unit in the period of 7/1/88 to
6/30/89.
XIII. GRIEVANCE PROCEDURE
A. The Grievance Procedure as applied to Miscellaneous
employees (Personnel Rules, Chapter 16) is amended as
presented in Exhibit "D".
B. The City's grievance procedure and appeal process is
revised to provide on a trial basis for term of this
Aqreement a three person Board, one member to be selected
by the City, one member to be selected by the Union and a
third member to be selected by the other two members.
This Board will hear grievances and appeals as the last
step in procedure and make recommendations to the City
Council, whose decision is final.
XIV. POSITION RECLASSIFICATION PROCEDURE
Both parties agree in concept that a formal procedure shall be
established to identify the procedure/s to follow in
requesting a classification review of a position. The
procedure shall provide steps to be followed for employees
and/or supervisors. The procedure, once developed, will be
provided to the Union for review and comment.
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XV. COMPREHENSIVE .-.O.U.
Both parties agree to continue working together to develop a
comprehensive Memorandum of Understanding which includes all
prevailing working conditions.
XVI. SAFE WORK ENVIRONMENT
Both parties agree that all employees are entitled to a safe
and healthy work environment.
XVII. MAINTENANCE OF MEMBERSHIP
Employees in the bargaining unit who are members of the Union
on the date this Memorandum of Understanding is executed shall
remain members during the period covered by this Agreement,
except that such employees may withdraw during a period not
less than sixty (60) days nor more than ninety (90) days prior
to the expiration of this Agreement, pursuant to Section B -
Revocation.
A. Security Clause.
An employee in any of the classes represented by the
Union, hired on or after December 5, 1983, shall become a
member, in good standing in the Union, except that said
employee may, within the first thirty (30) days of
employment, apply in writing to the City, with a copy of
the Union, for exemption, and such employee shall be so
exempted.
B. Revocation.
An employee currently a member or who becomes a member who
desires to revoke his/her authorization for Union
membership shall notify the Personnel Officer by mail of
such revocation during a period not less than sixty (60)
nor more than ninety (90) days prior to the expiration of
this Agreement.
It is understood that if an employee does not revoke
his/her authorization for Union membership during the
period specified above, dues shall continue to be deducted
from the employee's earnings for the remaining term of
this Agreement, without further right to revocation.
XVIII. INSPECTION OF MEMORANDUM OF UNDERSTANDINS
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.
XVIV. EXISTING LAWS, REGULATIONS AND POLICIES
This Memorandum is subject to all applicable laws.
8
XX. STRIKES AND L��KOUTS
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.
XXI. FULL UNDERSTANDING, MODIFICATION, WAIVER.
A. The parties jointly represent to the City Council that
this Memorandum of Understanding sets forth the full and
entire understanding of the parties regarding the matters
set forth herein.
B. 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.
XXII. 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.
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XXIII. PREVAILING R ITS
All matters within the scope of meeting and conferring which
have previously been adopted through rules, regulations,
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.
Dated: September 29, 1988
MARIN ASSOCIATION OF PUBLIC EMPLOYEES
S.E.I.U. Local 949
By
BETH WINTERS
MAPE/SEIU, Local 949
Senior Field Representative
BY
ROBERT H. McEACHERN
President
By Employee Representatives:
SYJSAN,'SOUTWD
J NILSEN
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ONT I NE I
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M. C
kHN COCHRANE
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CITY OF SAN RAFAEL
By
SZANN GOLT
Asst. to the City Manager
By
CDBERNARDI
Public Works Director
BY ���5 Ctv --,&--
DARY9
CHANDLER
Personnel Officer
EXHIBIT "D"
GRIEVANCE PROCEDURE
SECTION 1. Purpose, Definition and Application of Grievance
Procedure.
The Grievance procedure is intended to provide a uniform
method available to all City employees to seek adjustment
of grievances arising out of their employment relations.
A grievance is a claimed violation, misinterpretation,
inequitable applicaton, or non-compliance with provisions
of a memorandum of understanding, or of City ordinances,
resolutions, rules, regulations, or existing practices
affecting the status or working conditions of City employees,
except that individual disciplinary actions within the
purview of the City of San Rafael Code are not grievances
within the meaning of this policy and will be processed
under the appeal procedure as outlined in Chapter 12,
Disciplinary Action.
A grievance may be filed by an employee in his/her own
behalf, or jointly by any group of employees, or by an
employee organization.
It is intended that all opportunities for resolving such
problems at the departmental level are utilized before
the matter is brought before the City Manager.
SECTION 2. Definition of Terms.
(A) Grievance - Refer to Section 1 above.
(B) Employee - Any full time employee in the Classified
Service, with the exception of Management, Confidential,
and Unclassified positions listed in the salary resolution.
(C) Immediate Supervisor - The employee's closest superior
who assigns, reviews, or directs the work of an employee.
(D) Superior - The person to whom an immediate supervisor
reports.
(E) Representative - A person who appears on behalf of
employee.
(F) Waiver - Any time limit specified in the grievance
procedure may be waived or extened only by mutual agreement
in writing.
SECTION 3. Step One - Informal Procedure
(A) If an employee feels he/she has a grievance, that employee
should contact his/her immediate supervisor within
ten (10) working days to informally discuss the matter.
SECTION 3. (Cont'd)
(B) The supervisor shall discuss the grievance with the
employee, endeavoring to reach a mutual understanding
of the matter. The employee's immediate supervisor
should make the employee aware of the City's grievance
procedure, providing employee with a copy of the procedure
if the employee determines to initiate a formal grievance.
(C) If an employee's grievance concerns employee's immediate
supervisor and cannot be resolved through informal
discussion, the employee may request an informal meeting
with the next level of supervision.
SECTION 4. Step Two - Formal Procedure
(A) If an employee's grievance cannot be satisfactorily
answered through informal discussion, the employee
shall submit, within ten (10) working days after completing
the informal procedure to the division head or department
head, a written statement which shall set forth in
detail:
(1) The exact condition or conditions as to which the
grievance is made; and
(2) The action requested by the employee.
(B) The divison head and/or department head shall, within
five (5) working days, meet with the aggrieved party.
(C) The division head and/or department head shall inform
the employee in writing within five (5) working days
after the meeting. The division head and/or department
head shall include findings relating to the conditions
as to which the inquiry is made and the action taken
or which shall be taken in regard to such conditions
or the reasons for refusal to act.
SECTION 5. Step Three - Appeal to Department Head
(A) If the grievance cannot be satisfactorily concluded
at the second step, then upon written request of the
employee, the department head will meet with the employee
within five (5) working days of the request unless
the meeting is postponed to a mutually acceptable date.
In those cases where Step Two is directly to the department
head, this step is not applicable.
(B) The department head shall inform the employee in writing
of his/her decision within ten (10) working days after
the meeting.
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SECTION 6. SteD Four - ADDeal to City Manager
(A) If the grievance cannot be successfully resolved at
the third step, it may be forwarded in writing to the
City Manager within ten (10) working days. In this
instance, both the department head and the employee
or employee's representative may make any written pre-
sentation to supplement his/her case.
(B) The City Manager shall inform the employee within ten
(10) working days as to the final disposition of this
grievance.
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