Loading...
HomeMy WebLinkAboutCC Resolution 8292 (Miscellaneous Supervisors MOU)RESOLUTION NO. 8292 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN RAFAEL AMENDING RESOLUTION NO. 7838 PERTAINING THE COMPENSATION AND WORKING CONDITIONS FOR MISCELLANEOUS SUPERVISORY 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 November 19, 1990, and consisting of 12 pages and Exhibits A, B, C, D, and E 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 November 19, 1990, as the official document of reference respecting compensation and working conditions for Miscellaneous Supervisory personnel. Section 2. The schedules describing classes of positions and salary ranges attached in Exhibits A, B, C, D and E 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, November 19, 1990, by the following vote, to wit: AYES: COUNCILMEMBERS: Boro, Breiner, Shippey, Thayer & Mayor Mulryan NOES: COUNCILMEMBERS: None ABSENT: COUNCILMEMBERS: None JEA LEONCI I, City Clerk MEMORANDUM OF UNDERSTANDING Supervisory Unit MAPE - SEIU Local 949 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 Supervisory Unit (hereinafter referred to as "Union"), have met and conferred concerning wages, hours, and working conditions; NOW, THEREFORE, IT IS AGREED that, pursuant to the provisions of the Meyer s-Mi1ias-Brown Act, the matters set forth in this Memorandum of Understanding between the City and the Union 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: November 19, 1990. MARIN ASSOCIATION OF PUBLIC EMPLOYEES S.E.I.U. Local 949 By BETH WINTERS Senior Field Representative MAPE/S.E.I.U., Local 949 CITY OF SAN RAFAEL BY 4� (9� SUZA GOLT Assi tant City Manager MEMORANDUM OF UNDERSTANDING (M.O.U.) BETWEEN THE CITY OF SAN RAFAEL AND THE SUPERVISORY UNIT EMPLOYEES I. TERM OF AGREEMENT This Agreement shall be in effect from July 1, 1990 through June 30, 1992. II. SALARY Film go C. D. E. Effective 7/1/90, a three percent (3%) salary increase for all classifications covered by this M.O.U. Effective 7/1/90, salary equity increases as follows: Classification Salary Increase Senior Planner 2% (Note: See Exhibit "A" for salary ranges effective 7/1/90.) Effective 1/1/91, a three percent (3%) salary increase for all classifications covered by this M.O.U. Effective 1/1/91, salary equity increases as follows: Classification Salary Increase Senior Planner 3% Accounting Supervisor 2% Accounting Technician 2% Facility Repair Supervisor 2% Principal Secretary 2% Secretary to the City Manager 2% Senior Secretary 2% Shop and Equipment Supervisor 2% Supervising Inspector 2% Assistant Parks Superintendent 2.1% Assistant Street Maintenance Supervisor 2.1% Street Maintenance Supervisor 2.1% (Note: See Exhibit "B" for salary ranges effective 1/1/91.) Effective 7/1/91, a five percent (5%) salary increase for all classifications covered by this M.O.U. F. Effective 7/1/91, salary equity increases as follows: Classification Senior Planner Salary Increase 4% Accounting Supervisor 1% Accounting Technician 1% Facility Repair Supervisor 1% Principal Secretary 1% Secretary to the City Manager 1% Senior Secretary 1% Shop and Equipment Supervisor 1% (Note: See Exhibit "C" for salary ranges effective 7/1/91.) III. ADDITIONAL SALARY PROVISIONS A. Sewer Differential. The Sewer Maintenance Supervisor shall be paid an hourly salary differential of 8% over his/her base salary. The 8% Sewer differential will be reported as part of salary to the Marin County Retirement System. 1. Effective 7/1/90, the 8% Sewer differential pay, previously a separate pay category, is incorporated into the base salary of the Sewer Maintenance Supervisor classification. B. Bilinqual Pay Differential. 1. Within the Librarian I/II classification, the Library Director shall establish one position eligible to receive $50.00 per month Bilingual Pay Differential. This bilingual pay shall become effective the first payroll period after the designated employee takes and passes an approved proficiency examination. 2. The employee must be certified as sufficiently fluent in a language deemed to be of work value to the Library as determined by the Library Director and approved by the City Manager. 3. Fluency certification may be obtained by either passing a department approved proficiency test or submitting a current (no more than one year old) certificate of satisfactory proficiency/fluency from a department approved agency or school. It is agreed that annual recertification of fluency is required to continue receiving the Bilingual Pay Differential. 4. Fluency in more than one foreign language does not entitle an employee to more than one $50.00/month differential. C. Call -Back Duty Pay. When a supervisory employee who is not assigned to standby is called back to duty, said employee will receive compensation for a minimum of four (4) hours. D. Out -of -Class Compensation. Employees assigned by their supervisor to perform work of a job of higher classification for three (3) consecutive work days or more will be compensated at an hourly rate 5% greater than the employees' current rate or the lowest step of the class within which the duties fall, whichever is greater. The increase will be retroactive to include the first day. IV. ANNIVERSARY DATE The anniversary date for employees promoted on or after 1/1/89 shall remain unchanged. V. INSURANCES A. For the period of 7/1/90 - 9/14/90, 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/month. B. Effective 9/15/90, a base level of $240/month will be established as the City's contribution towards City offered health insurance premiums for both active and retired employees (employees retiring on or after 9/15/90). C. Effective 9/15/90, active employees will have a Flexible Benefits Spending Account equal to $100/month that may be used to pay for health premium costs over the $240 base level mentioned in V.B. and/or the eligible employee's cost(s) to enroll in City -offered group Accident, Life - 3 - and Disability insurance plans. Selection of coverage must include the $5,000 basic group life insurance program and the employee's basic health plan (unless employee can provide proof of other health insurance coverage). D. Effective 7/1/91, the Flexible Benefits Spending Account for active employees will be $135/month. E. The difference between the allotted amount (base level and Flexible Spending Account) and the cost of the City - offered Health, Accident, Life and Disability insurance plans will be paid back to active employees (only) up to a maximum payback of $50/month. F. Any employee who retired between July 1, 1985 and September 14, 1990, is entitled a City contribution towards the health premium cost for membership in a City group plan not to exceed the cost of the two party rate of the mean of the two middle cost medical plans. G. The City will continue to work with the City's computer firm (CMSI) to develop a 125 Plan for excess health premiums with a goal of development by February, 1991. Extensions to this date will be evaluated in 30 day increments. H. Dental Insurance. 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); and an 80% payment of eligible costs associated with crown and cast restoration per patient per calendar year and orthodontic coverage for eligible dependents (50/50). I. State Disability Insurance. The City will make appropriate deductions from employees' paychecks for State Disability Insurance. State Disability Insurance payments are to be integrated with paid sick leave. J. Joint Benefits Committee. 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. - 4 - VI. RETIREMENT A. The City will pay up to a maximum of five percent (5%) 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. B. The current practice, the employee's share of their retirement contribution is deducted with pretax dollars. This practice will continue through the Meet and Confer process or until IRS regulations change. C. The City agrees to have an actuarial study completed to determine the cost of enhancing the Retirement Program. The City is willing to meet and consult on the findings of the study to enable both sides (City and MAPE) to be aware of the cost implications were such a change to be negotiated. The actuarial findings will be provided to MAPE within 30 days of receipt of same. VII. INCENTIVE PROGRAMS A. Sick Leave Incentive. 1. The Sick Leave Incentive Program will be amended as follows: Absence Rate Incentive Pay_ (7/1 to 6/30) None 8 hours of pay 1-16 hours 6 hours of pay 17-24 hours 4 hours of pay B. Safety Holiday Incentive. 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 Safety Holiday will be granted to all employees of that unit with prior Supervisory approval. - 5 - VIII.REIMBURSEMENT PROGRAMS A. Educational Reimbursement Program. 1. The Educational Reimbursement Program is $225 per fiscal year. This reimbursement is available to employees who have satisfactorily (grade of C or better, Pass or Complete) completed a course or courses that are predetermined 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 7/1/90, the Educational Reimbursement Program will accommodate reimbursement of up top $100 per fiscal year for professional membership dues for work-related organizations for employees in the "Administrative", "Professional", or "Library" sections of the Supervisory Bargaining Unit. Prior supervisory approval is necessary to be eligible for reimbursement. The total reimbursable amount remains at $225 per fiscal year. IX. UNIFORM ALLOWANCES A. 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. The Sewer Maintenance Supervisor will receive a uniform jacket cleaning allowance of $60.00 at the completion of each six (6) months of service ending June 30 and December 31. A proration of $10.00/month may be given with the recommendation of the department head and the approval of the City Manager. C. Uniform Allowance. 1. Maintenance employees who must wear uniforms of the Streets, Parks, and Building Maintenance shall receive a uniform allowance in the amount of $157.50 at the completion of each six (6) months of service ending June 30 and December 31. A proration at the rate of $26.25 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 requirements. 2. A safety shoe allowance of $85.00 per year will be provided to all Corporation Yard employees. 3. The allowance for boots and raingear for Sewer and Garage employees (who are not covered by Cl) is $130.00 per year. Payment shall be made on December 31. 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 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). D. Supervisory personnel who cannot take a duty-free lunch, based upon direction from either the department head or division head, will be credited straight compensatory time. Time off shall be subject to the existing policies on compensatory time. XI. LEAVES OF ABSENCE A. Sick Leave. 1. Employees may use earned sick leave during their probationary period. 2. Employees covered by this memorandum of Understanding can accumulate up to One Hundred Sixty -Five (165) days of unused sick leave. This provision does not modify the present policy - 7 - pertaining to a limitation of payment on unused sick leave. 3. Effective 7/1/90, the cap on sick leave accrual is eliminated for accrual purposes only. The cap remains in effect for sick leave separation payoff purposes for those hired before 10/1/79. B. Vacation Leave. Employees will be permitted to take earned vacation after six (6) months 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, relatives who live or have lived in the home to such an extent that they are considered members of the immediate family and/or other individuals who have a legal familial relationship to the employee and reside 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 same to the department head when the leave request is made. D. Personal Leave. Up to two (2) days of Personal Leave per fiscal year shall be granted to Supervisory Unit employees, with prior supervisory approval. Employees must submit leave requests two (2) weeks in advance. Unused Personal Leave does not carry over and cannot be cashed out. XII. GRIEVANCE PROCEDURE A. The Grievance Procedure as applied to Supervisory employees (Personnel Rules, Chapter 16) is 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 Agreement 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. XIII.POSITION RECLASSIFICATION PROCEDURE Effective with the approval of this M.O.U., an Administrative Procedure that relates to the process by which an individual position may be audited to review the appropriateness of its classification (See Exhibit "E") is established by the City. XIV. COMPREHENSIVE M.O.U. The City and MAPE shall work together on the development of a comprehensive M.O.U. which includes all prevailing working conditions. Both parties agree to set a completion date of sixty (60) days after the signing of this current M.O.U., but acknowledge that failure to meet this goal would not be a contract violation. Extensions to the initial sixty days will be evaluated in thirty (30) day increments. XV. USE OF CITY VEHICLES Public Works Supervisors, at the direction of the department head, will be allowed to take a City vehicle home in emergency conditions. XVI. SAFE WORK ENVIRONMENT Both parties agree that all employees are entitled to a safe and healthy work environment. XVII.HAZARDOUS MATERIALS Maintenance employees in the MAPE unit will be provided with the necessary training associated with what is termed first responder awareness level. First responders at this level (awareness only) are those who are likely to witness or discover a hazardous substance release and who have been trained to initiate an emergency response operations level. "Awareness" individuals take no action beyond notifying the designated authorities of the release. The Deputy Fire Marshal is the Hazardous Material Coordinator in San Rafael. It is understood and agreed by both parties that maintenance employees in this MAPE unit do not have any responsibility to clean up, mitigate or otherwise dispose of hazardous materials. The Fire Department personnel and/or contract personnel have the direct responsibility of dealing with hazardous materials. Maintenance employees of this MAPE unit do have direct responsibility to handle (clean up, mitigate, transport, dispose of, etc.) petroleum products such as diesel fuel, gasoline, drain oil, and the like. 9 XVIII.WORK WEEKS It is agreed that during the development of the comprehensive M.O.U., MAPE and the City will develop language that will define the work week. XVIV.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. XX. 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. XXI. EXISTING LAWS, REGULATIONS AND POLICIES This Memorandum is subject to all applicable laws. - 10 - XXII.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. XXIII.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 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. XXIV.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. XXV. PREVAILING RIGHTS 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: November 19, 1990 . MARIN ASSOCIATION OF PUBLIC EMPLOYEES CITY OF SAN RAFAEL S.E.I.U. Local 949 g By BETH WINTERS C SUZANNE/GOLT MAPE/S.E.I.U, Local 949 Assistant City Manager Senior Field Representative By By TERESA GONZALEZ 90BERT P O1,EY Employee Representative Plannin Director By ? C fi By � ` JAMES FORSYTHE DAR L CHANDLER Employee Representative Personnel Officer By 5UO- MA,) d dD SHEILA EDWARDS Employee Representative - 12 - tori E H m H w w >4 'drw r Ln 01N.0m 10 10 coI:rOL-N A MHO A NNCONm NN010Nr �I N 01 r I M r4 Lf 9 O 01 01 Ln Lf Co 01 CO CD M01dr 10 ;TcoNH mmg;:rMLnhi, �i 01 d'l- 10 drCr) NCO qcr v ko MN rq 01 M M N N N N N N M M M M M M N () p fd fn Cod'Co r�0v co 10 d'd'MLf H m N U rNN 0coL,010 NNMmkDwN U . . . . L-d'HO10 mInmMMMd- qcnr-I drfr)CoM01 MM10L-01-ty L�M10 LOMNr-iIP MMct'HHOCo Mf")N NNNNN MMMMMMN >4 H fd A fd U) CoLOco MNcoNLO mLn10L,CoMO A LOML, L, drLOMvMMd•Wmtr-0 84 0MMr--I0L,ko0 Lt r48 011 L1 J ld %0 L, 0 M M Co d' 01 L- L- O N m 0 H lOr-ILO vNH0M :3HHC'M00101L, N O M M N N N N N N V M M M M N N N � 01 O 1 1 •r•I r -I 4J I p •N d'�ri IgHmL`r- ,0 L`L`COr,wr-co o OkoN Ci0H W 0Ol %D W v%DLnLOr� P4 r„I �' 4 ,� �' 9c44k00 V OOOr-Id'014 Id 0)NCA w NM Cod'Co N NN1001N1001 0 MOM Mr-I001N 00Hco00I�Ln MMN I NNNr-IN MMMNNNN fn rj •71 0 r -I al 0 to fd 0 .N t I N O p O U a En ° a w ba ani a i>-r-rl •N> 14 3 o+- � Vfad v 4-)M0ar 00 > -i +� s~ •r., >1 4J •r -I I >~ Cn � a M r 4J U fd a U 1-I 9 U -� a) v] :j ,--I N a) v 0(1)fd 0 -H � U a) In a) o �, a Ln ,,l a) +3 >, o r. m � a U� 0 U 44 Ln•� 10a)pU10 'd afdl~afdpr: m Ln o 41pfd00 09(da)•r-I-rg(Ii a) ,ri a) H En U4-) 4 a N w () 9 0 U fd 9 0 m v p t3) Ln 0 +L -HP (1) 4J (d a U a m 9•-1 a 04-) % a 'd a d d d b w -� voi -H M z• d Q) >-M 0 a) •r., fn fd a -H 4 a Z r_, 4-) 01 A 9 fd +J --I la > a '♦ d -L 0 W -r•I Ln .N 9 a P 4-) U -H I~ a U ,rj to P 3 0 +J U Ln p •r-1 (1) 0 0 •H a) p a) :j ULn 4J a) 4 •r•I fd Ln ,-I (1)o H cn cn a EL m a cn W 0 cn to W U f3 P4 �>4 m N m >z >z Q) ' fd a) O 01 O CO a) l0 10 W Ol 01 01 co Co h Ln N -> d'MM -I 0 r -i r-IHr-q fMMCl) MMMM a) 4-3 fI a �'a a a0 4-4 4-4p WO w z� Ln Ln v a) 41 N N (d a) La N N H a) m NH000N MMr-INNNd- (1) tpfd 000 mm Or HOO 00H0000 p fd r -I M r••I W fd r -i H r•i H N N M N N H N w N U 3U NLON �::U Mf'7MMM 10v ;T IgmNv g '70 o 'n�� N® � 6 o®� 0 6® � � % ' . H � N � # En H r- ¥ 0 3 4� » �+ NLn01 HN -it -oN LnLn%r01—W O •L2 co co CO ❑ O co Ln al ko .T �o 0 W in N �4 Q ri 10 M O 4 t0 01 N 0 0 q:11 10 O N a1 I`I`N M%DOMv- OmLn 0Ln-o-M ri �o co I` Ln Ln M I` W kD r- Ln M M T-4 -- M N N N N N N Cl) i4 to 00I- Lf) --O%Dm qo-d-co N Nr-Ih (1) I` Or, U 0101NO0� d-�-M 01r- m O U 9 4 CU Ln � M ul N r. I- N � rN r: t0 r 00) I-Ln01MN OOI—M Cn 0101 01 in w 10 C M N 1D In In In M ri Q1 M M N N N N N N M M M M M M N t1 >y •r 1 i4 U tT td O f O l01D Id mMON0HN a r` rn oa , Ln M 0) Lo M N 0 G� t� r O M �p M c 1 .� C. O f0 ❑ N M In O M Oct c))d r l y M M O f� Ln "WU M Id M M N N N N N N •� M M M M M N E W C O V F o 1 U C11 w W C iZ M 0) a%r•I In r 3 O N W �4-3 0 gLncn to N a,OMI` ot) ANNLn a% q 0 4 d • •-C' ,0 Lf) m O � P+ Q Or to Vv(n moo) m L - %D -r1 rrielNpOON P4 N N N N N M M M M N N N M M N 4-3 IZs En E m m Id v N i•+ +� U 4 U) O I O U a) to q 4.) -r•I m O )•a U) � L) U W •> p Urn H W O q b a) p -r 1 •r1 ri >~ G14 a) )4 > a) O o 4.) 4-1 En O Glc a) O I— N q 4-) C -H >. +1 ••1 1 :1 Gl 9 to c m o b oro u oU •r+CL) to a z Aq '� a a) 4.) ro o •r♦ s4 U a) to (I) w 0, Ul -� a� 41 >, 0 O m a) c U 4.) r. U N •rl W r, 4) ).c 04 ,� " 0= C 0 w z r♦ 34 !; N U � fa td U U q :5 G: it a) -r 1 •r1 cd a) a)H N U4J0< a 14 En a) G 0 0 0 a X: ri °° o a) a) E Ea -P a) a -r -I w v 4-)b, 4.1 EO 1`4 to In I~ 4J •ri >4 a) .0 (Z G; tP U tP H :. Z 4-) O rl -ri G; >•c r-4 a) -ri C. 0 -rl V U -r I r-1 r--1 -rl GL N •rl id to co N -rl fd Z (0 W a) >r td 0) a) 4J -r♦ U) b 04 -r1 4J ' Gil z, r--4 4-% Z m t; U s4 > M 4-)-H � > r. 4-j La W -r-i r•1 >~ 0 (1) 0 W= a) 0 U O 14 O q a) a) W, r I O m ra •ri a) U ra k O •rl 0 0 O r-1 .P a) (1) 04 >q•r•I 41 ,uJ 4-J C 04 W� 4-) N P 3 04-)U U) r -i 3-I r -I a) z z •r1 a) i4 (L) O U 0 •r1 U) -P a) 4 -4 to to (1) EA mu)G4 E-1 t!)G4Inti) 0 H mmmUwF4 134 O c � m )' 0 0 0 0 z �4 4 p > > t0 (L) O (n O td a) %D %D %D 01 it (1) 0) m co co r Ln N "i M M rl a r1 H r-1 H r -I tT M M M M M M M 41 a) td C it C tff t~ 04 Erl 0 ri) ca co 05 4.4 to 4-4 W �.; 0 W En ai aNil 41 In m In td a) �^ NNr4 a) N NriOODN '1 U) mcnHNNNa- a) 0) 000 mIt 0r-IrI00 to 00 r-10000 j4 td r M r•1 lD fd r -i r•i e-4 H N N .J r -I M N N ri N 10 N U 3Ul NLnN 3U MMMMM $U %•d Tv m N v A W H R O U co ut to Im O r k0 r -I m Gl N d' to 01 tom N N N co co U °o 0o H d'I-kD rnmLO 1` d' N N N N d'I-H H Ln %0 %D N lczr %0 M r -I N N N rntnC%4 I` L ri 4 r' d'NO Ln c%j N N N 6 >1z 0 (1) rn o r1 ty NNrI cd >~ En M a En a) EA (1)En cn --;rLO trcd 000 0 r -I lq;r lqr "r ',3U NNN LL r 4-) a Cn •r• U cn C 4•r U L S- 5- d L Loo U 4- 0 Z Mrnao rnrnrn,-+Ln nnnrnoWw-I %DW0 NmHLnLn vvM0 mww p )-1 p Ln C; O nrnCa ;Co V VNMVNCO a7 Ln %D ID %D ri Ln CO O w %D tr r -I N qcr CO .� Ln COM rnn%DvCA ca CO OIr,mmN d'MN NNNNN MMMMM M M a) is to U) 4I 10OM V-wrnLOw rgH0N 10 CO N 'a' N C W M N N %D U M M O W m M W O fty U ri (3)COU nri c4 4 N r r1; Ln 1O riO i4 �'nN movr-CO 00LnMIn 01,:r E M %D 0p CO 1D Ln M n %D w n in M MH a d'MN NNNNN MMMMM M M # )-L A Gl r�-L >f mj MN01 to Ln 1D, a LnLnMN�nN N n%DLn N�0 w .� OOLnLnLntn d' -01 a C%D0)mai Opp HtDenr-W 41 00 C) ri riton nit-'N%D p Ln Ln Ln Mr-I NO1 U Ln I' M NNN N •3 M M M M M M N m 4n U LLI 0 , U '''LLLI r♦ tL' 4-) ri O L 7 ri M n 10 %D Ln 01 Ln m En H 0 N a nt01DNM d'V 0n�nr-I L) ON0 w N10NCO4 -0 ' Ln Ln Or -j Ln Ln CO 0 4.4 r•1 M M CO i>sl L M M '"L Ln M M q' N p O CO V Q M M In N N N N N 41 M M M M M M N Q M N A m d O a a G H N A D �4 U 14 14 o 0r 0%n A o -I 41 -No0)0 kN w u N> N al w aa) 14>-,I a 0 a) w > a Ki •.-1 N .-q 4 U t 14 V 4 ai a) M 0 • 4J W O a a) J' 0 a4•1 W m O Q 4J >, 0 r � a) O 0 41 �� U 44 M m •,i -H4 a) )-I 0 4 'a CL Ld O C Ld 3-i C • •0 rq -m Id a) N m O U 41 4a) N to 0 = R C .0 n 0 0 0 a) N H E+ 4J (L) 04-r-ICL• 4J -Q a0 a-) Ea o 0 m 9:4J -H W a) 4J On tr a .ro .,., r-1 -rl 0 �, ri a) -ri 0 w -rq tv u -4 r -I a m •ri f.l La U] to •ri La W>,ro 4-)-ar > r> a, w W . a% 0 0$4 4 0 0 0 w za� a) w r•+ -ri (1) 0 r -I 14 O -H a •) 0 O a) a), a >i -rt a.J m O LL w 0 •rl O GL U m W 3 0 4J 0 m a) 0 0 -ri w k a) O U 41 -ri m dJ a) ',C -ri R1 m ria H Mma H Na�tl1� E -L ,�t7�wmuF4rc >' o m r'q ~J 1 �z �z >4z •N O > >id • it O OLIO LtY a) 1D %D%DO1 0 0 mmOCOnLnN .ri0 ri tJ v M M H 0 H HH H r -I tJ M M M M M M M �a �a cn a w w �4 W 0 w En m O }J m N Ell L� a) a) m NNr-I 0 m NHC)coN (1) m MNr-I NNNRT i tyro 000 Mit 0'1'1oo La 00riO0oo -I to r♦ M r -I W 'VLnN LL1 r-1 r -I r-1 H N N fti r -I M M N H N w N U 3U 3U MMMMM U d'IW VIWMNV LL r 4-) a Cn •r• U cn C 4•r U L S- 5- d L Loo U 4- 0 Z r 4' co cn Ce) 0C14 N O �Ocel o 0 O N N N N O N O O d O � N N O U � N _ 0 O N N N N O N O O d N N N 3 r EXHIBIT "D" Q �sl § ECTION 1. Purpose. Dpftnition and Application of Grievance )>rocedure. 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 Seri -ice, 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 pork 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. Steo 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. SICTI,QN 3 (Cont A (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. Sten 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 bead 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 bead 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. SFr'TION 5. Step Three - Appeal to Deaartment 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 of his/her decision within the meeting. -2- inform the employee in writing ten (10) sorking days after c ,SECTION 6. � Four - Appeal to ('1tv Mana¢er (A) If the grievance cannot be successfully resolved at the third step, it mar 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. -3- EXHIBIT "E" ADMINISTRATIVE PROCEDURE No. Rev. Date: City Manager SUBJECT: POSITION CLASSIFICATION I. PURPOSE: This administrative procedure shall establish consistent guidelines for the creation and/or review of a position's job classification. II. POLICY: The City of San Rafael seeks to maintain a classifi- cation system and process whereby all positions are accurately classified on the basis of current and ongoing job responsibilities officially assigned to said position(s). III. PROCEDURE: A. Creation. The Appointing Authority or their designee may during the budget process request the creation of a new job classification by: 1. Completion of prescribed personnel form(s) and a position description questionnaire form. 2. Completed forms shall be submitted to the City of San Rafael's Personnel Office. 3. Personnel Office staff shall within 30 calendar days of receipt of the forms complete a formal audit of the proposed job class and prepare a written report. 4. The written report shall be submitted to the City Manager and the City Council for final approval. 5. Creation of a new job classification shall be effective with the start of the new fiscal year. B. Reclassification. The Appointing Authority or their designee or an incumbent of a position may request, in writing, a classification review.. This classifi- cation review may be requested if the position has not been reviewed within the previous twelve (12) months and either permanent and substantial changes have been made in the duties and responsibilities assigned to the position or there is evidence that the majority (50% or more) of the work being performed is not appropriate for the position's current classification. 1. All requests for reclassification must be submitted to the Personnel Office on prescribed personnel form(s) by the Appointing Authority. Reclassifica- tion requests must be accompanied by a current job description approved by the position's immediate supervisor and Appointing Authority. 2. Employee initiated reclassification requests must first be directed to the employee's Appointing Authority. The Appointing Authority shall forward the employee's request to the Personnel Officer within ten (10) days of receipt. 3. The Personnel Officer shall ensure the review (audit) of the employee's position is completed within sixty (60) days of receipt of the request in the Personnel Office. 4. Based upon the analysis and evaluation of a position, the Personnel Office reviewer may recommend that the position be sustained in its current class or be reclassified (up or down) to the proper classifica- tion based upon the assigned work. The City Manager or their designee shall review all reclassification recommendations made by the Personnel Office. 5. Within ten (10) days of receipt of the written audit decision the affected employee(s) may, in writing, submit a request for review of this decision to the City Manager. This request for review must show sustantial error and/or omission on the part of the auditor. The City Manager may render a decision on the appeal on the basis on the written material or may interview the involved parties to discuss the specific error or omission prior to rendering a decision. 6. The City Manager shall have final decision making authority on all reclassifications. 7. Reclassifications shall be effective the first of the month following final approval of the action. Any changes of pay as a result of the reallocation shall be in accordance with the City's Personnel Rules and Regulations in effect at the time. reclass dgc 11/14/90