HomeMy WebLinkAboutCC Resolution 11208 (MOU Supervisory)RESOLUTION NO. 11208
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN RAFAEL AMENDING
RESOLUTION NO 10492 and 10493 PERTAINING TO THE COMPENSATION AND WORKING
CONDITIONS FOR SEIU 949, MARIN ASSOCIATION OF PUBLIC EMPLOYEES,
SUPERVISORY AND MISCELLANEOUS UNITS.
(4 year agreement from July 1, 2002 through June 30, 2006).
WHEREAS, the City of San Rafael and SEIU 949, Marin Association of Public Employees, herein
known as Union, 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 26, 2002, and consisting of
50 pages and Exhibits has been executed by duly authorized representatives for both parties;
follows:
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of San Rafael as
Section 1: From and after the date of adoption of this Resolution, the City of San
Rafael and the Union, shall utilize the Memorandum of Understanding for the period
beginning July 1, 2002, as the official document of reference respecting compensation and
working conditions for personnel in the Supervisory and Miscellaneous Units represented
by MAPE;
Section 2: The schedules describing classes of positions and salary ranges attached
as Exhibit A, B, C, D as well as, Exhibit E, F and G attached to said Memorandum of
Understanding, together with the Memorandum of Understanding itself are hereby adopted
and 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 2nd day of December, 2002 by the following vote, to wit:
AYES: COUNCILMEMBERS: Cohen, Heller, Miller, Phillips & Mayor Boro
NOES: COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: None
JEA I,M. LEONCII"1 , CITY CLERK
MEMORANDUM OF UNDERSTANDING
SEW 949, MARIN ASSOCIATION OF PUBLIC
EMPLOYEES — SUPERVISORY AND
MISCELLANEOUS UNITS
July 1, 2002 through June 30, 2006
CHAPTER 1. GENERAL PROVISIONS 3
ARTICLE 1.1. INTRODUCTION
3
1.1.1. Scope of Agreement.
3
1.1.2. Term.
3
ARTICLE 1.2. RECOGNITION
3
1.2.1. Bargaining Unit.
3
1.2.2. Notice to Employees.
3
ARTICLE 1.3. DISCRINUNATION.
4
1.3.1. In General.
4
1.3.2. Union Discrimination.
4
ARTICLE 1.4 INSPECTION OF MEMORANDUM OF UNDERSTANDING
4
ARTICLE 1.5. EXISTING LAWS, REGULATIONS AND POLICIES
4
ARTICLE 1.6. STRIKES AND LOCKOUTS
4
ARTICLE 1.7. SEVERABILITY
4
ARTICLE 1.8. PREVAILING RIGHTS
5
ARTICLE 1.9. FULL UNDERSTANDING, MODIFICATION, WAIVER
5
1.9.1. Understanding.
5
1.9.2. Waiver & Modification.
5
CHAPTER 2. UNION RIGHTS
S
ARTICLE 2.1. UNION STEWARDS
5
2.1.1. Designation.
5
2.1.2. Bulletin Boards.
6
ARTICLE 2.2. DUES DEDUCTION
6
2.2.1. Collection of Dues and Voluntary Union Deductions
6
2.2.2. Dues Collection During Separation from Employment.
6
2.2.3. Agency Shop.
6
2.2.4. Indemnification.
7
CHAPTER 3. WAGES
7
ARTICLE 3.1. General Wages
7
3.1.1. Goal and Compensation Definitions.
7
3.1.2. Compensation Surveys
8
3.1.3. Salary Increases And Revenue Sharing Calculations
8
3.1.3.a. Fiscal Year 2002-2003 Increase
9
3.1.3.b. Fiscal Year 2003-2004 Increase
10
3.1.3.c Fiscal Year 2004-2005 Increase
11
3.1.3.d. Fiscal Year 2005-2006 Increase
11
ARTICLE 3.2. Step Increase
12
3.2.1. Entry Level Step.
12
3.2.2. Consideration for Step Increase.
12
3.2.3. Merit Increases.
12
3.2.4. Anniversary Date.
13
3.2.5. Promotions.
13
3.2.6. Performance Evaluation.
13
ARTICLE 3.3. SALARY CHANGE ON RECLASSIFICATION
13
3.3.1. To a lower classification.
13
3.3.2. To a different classification with the same salary range.
13
3.3.3. To a higher classification.
14
ARTICLE 3.4. COMPENSATION PLAN.
14
ARTICLE 3.5. PAY DATES
14
ARTICLE 3.6. PROBATIONARY PERIOD
15
3.6.1. Purpose of Probation.
15
3.6.2. Length of Probationary Period.
15
3.6.3. Rejection During Probation.
15
3.6.4. Notification of Rejection.
15
3.6.5. Extension of Probationary Period.
15
3.6.6. Regular Status.
15
3.6.7. Promotion of Probationary Employee.
15
3.6.8. Unsuccessful Passage of Promotional Probation.
16
3.6.9. Lateral Transfer Probation.
16
ARTICLE 3.7. SPECIFIED WAGE ADJUSTMENTS / DIFFERENTIALS
16
3.7.1. Out-of-Class Compensation.
16
3.7.2. Shift Differential Pay -
16
3.7.3. Bilingual Pay Incentive — Miscellaneous Employees
17
3.7.4. Bilingual Pay Incentive — Supervisory Unit
17
CHAPTER 4. BENEFITS
18
ARTICLE 4.1. HEALTH AND WELFARE
18
4.1.1. City Contribution.
18
4.1.2. Pay Back Provision.
18
4.1.3. Health Insurance.
19
4.1.4. Retirees Health Insurance.
19
4.1.5. 125 Plan.
19
4.1.6. Pro Rata Benefit Rules.
20
ARTICLE 4.2. DENTAL INSURANCE
20
ARTICLE 4.3. JOINT BENEFIT COMMITTEE ARTICLE
20
ARTICLE 4.4. STATE DISABILITY INSURANCE (SDI)
20
ARTICLE 4.5. RETIREMENT
21
4.5.1 City Paid Employee Retirement
21
4.5.2 Retirement Plans
22
4.5.3. Member Cost of Living Rates
22
4.5.4. Service Credit for Sick Leave
22
ARTICLE 4.6. SICK LEAVE
22
4.6.1. Eligibility.
22
4.6.2. Accumulation.
23
4.6.3. Use of Sick Leave.
23
4.6.4. Advance of Sick Leave.
23
4.6.5. Compensation For Unused Portion. 24
ARTICLE 4.7. VACATION LEAVE
24
4.7.1. Eligibility.
24
4.7.2. Rate of Accrual.
24
4.7.3. Administration of Vacation Leave.
25
4.7.4. Vacation Cash In.
25
ARTICLE 4.8. HOLIDAYS
25
4.8.1. Paid Holidays.
25
ARTICLE 4.9. OTHER LEAVES
26
4.9.1. Bereavement Leave.
26
4.9.2. Military Leave.
26
4.9.3. Leave of Absence Without Pay.
27
4.9.4. Industrial Injury Leave.
27
4.9.5. Jury Duty.
27
4.9.6. Safety Holiday.
28
4.9.7. Family Medical Leave.
28
4.9.8. Personal Leave — Supervisory Unit
29
4.9.9. Catastrophic Leave
29
CHAPTER S. TERMS AND CONDITIONS
30
ARTICLE 5.1. WORKWEEK
30
ARTICLE 5.2. OVERTIME
30
ARTICLE 5.3. COMPENSATORY TIME POLICY
30
5.3.1. Accrual Limit.
30
5.3.2. Overtime Rate.
30
ARTICLE 5.4. STANDBY OR CALL-BACK DUTY
31
5.4.1. Compensation When Assigned to Standby Duty.
31
5.4.2. Minimum Payment for Call Out.
31
5.4.3. Compensation When Not Assigned to Call Back Duty.
31
5.4.4. Standby Residency and Pagers.
31
ARTICLE 5.5. TRANSFERS / REASSIGNMENTS
32
5.5.1. Types of Transfers.
32
5.5.2. Minimum Qualifications.
32
5.5.3. Transfer Procedures.
33
ARTICLE 5.6. EDUCATION REIMBURSEMENT PROGRAM
33
5.6.1. Educational Reimbursement Program — Miscellaneous Unit
33
5.6.2. Educational Reimbursement Program — Supervisory Unit
33
ARTICLE 5.7. MECHANIC TOOL REIMBURSEMENT
34
ARTICLE 5.8. UNIFORM ALLOWANCE
34
5.8.1. Sewer and Garage Employees Uniform Maintenance Program.
34
5.8.2. Uniform Allowance.
34
5.8.3. Uniform Jacket Cleaning Allowance.
35
ARTICLE 5.9. SAFETY
35
5.9.1. Hazardous Materials.
35
ARTICLE 5.10. MISCELLANEOUS
35
5.10.1.
Confidential Nature of Personnel Records.
35
5.10.2.
Confidential Nature of Medical Records.
36
5.10.3.
Outside Employment.
36
5.10.4.
Gratuities/Solicitation of Contributions.
36
5.10.5.
Return of City Equipment.
36
5.10.6.
Political Activity.
36
5.10.7.
Employment of Relatives.
36
5.10.8.
Use of City Vehicles.
36
5.10.9.
Labor/Management Meetings.
36
5.10.10.
Contract Orientation Work Sessions.
37
5.10.11.
Personnel Rules and Regulations.
37
CHAPTER
6. PROCEDURES
37
ARTICLE 6.1. DEMOTION AND SUSPENSION
37
6.1.1.
Demotion.
37
6.1.2.
Suspension.
38
ARTICLE 6.2. TERMINATION OF EMPLOYMENT
38
6.2.1.
Resignation.
38
6.2.2.
Termination Layoff.
38
6.2.3.
Termination - Disciplinary Action.
38
6.2.4.
Retirement.
38
6.2.5.
Rejection During Probation.
39
ARTICLE 6.3. DISCIPLINARY ACTION
39
6.3.1.
Right to Discipline and Discharge.
39
6.3.2.
Preliminary Notice.
40
6.3.3.
Disciplinary Action and Appeal.
40
6.3.4.
Sexual/Racial Harassment.
40
ARTICLE 6.4. GRIEVANCE PROCEDURE.
41
6.4.1.
Definitions.
41
6.4.2.
Procedure.
41
6.4.3.
Arbitration.
42
6.4.4.
General Provisions.
43
ARTICLE 6.5. POSITION RECLASSIFICATION PROCEDURE
43
6.5.1.
Purpose.
43
6.5.2.
Policy.
43
6.5.3.
Creation of New Position.
44
6.5.4.
Reclassification.
44
ARTICLE 6.6. FURLOUGH PROGRAM
45
6.6.1.
Voluntary Time Off (VTO).
45
6.6.2.
Mandatory Time Off (MTO).
46
CHAPTER 7. MANAGEMENT RIGHTS 47
CHAPTER 8. RED UCTION IN FORCE 48
ARTICLE 8.1. AUTHORITY 48
ARTICLE 8.2. NOTICE 48
ARTICLE 8.3.
ORDER OF LAYOFF
ARTICLE 8.4.
SENIORITY
ARTICLE 8.5.
BUMPING RIGHTS
ARTICLE 8.6.
TRANSFER RIGHTS
ARTICLE 8.7. RE-EMPLOYMENT
8.7.1.
General Guidelines.
8.7.2.
Right to Re-employment.
8.7.3.
Time Limits.
8.7.4.
Availability.
8.7.5.
Probationary Status.
8.7.6.
Restoration of Benefits.
48
48
49
49
49
49
49
49
50
50
50
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 July 1, 2002
and ending June 30, 2006.
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 SEIU 949, Marin Association of Public
Employees (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 July 1, 2002 through June 30, 2006.
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 Miscellaneous and Supervisory Bargaining Units. (As
referenced in Exhibit "A" and "E" 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 3
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 orientation, marital status, medical condition or
disability. Any employee alleging such discrimination should use the internal,
administrative process explained in the City of San Rafael's Harassment Policy to
redress the situation. Such employees shall be entitled to Union representation
but are not entitled to seek redress using the grievance procedure of this MOU.
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
Page 4
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.
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. UNION RIGHTS
ARTICLE 2.1. UNION STEWARDS
2.1.1. Designation.
The Union shall by written notice to the City Manager, designate certain of its
members as Union Stewards. Union Stewards shall be permitted reasonable time
for Union activities including grievance representation. In all cases, the Stewards
shall secure permission from the Steward's supervisor before leaving a work
assignment. Such permission shall not be unreasonably withheld.
Union Stewards for salary discussions shall be in accordance with Meyers-Milias-
Brown (MMB) Act.
Page 5
2.1.2. Bulletin Boards.
Authorized representatives of the Union shall be allowed to post Union notices on
specified bulletin boards maintained on City premises.
ARTICLE 2.2. DUES DEDUCTION
2.2.1. Collection of Dues and Voluntary Union Deductions
City agrees, upon written consent of the employee involved, to deduct dues and
effective July 1, 2003 the City agrees, upon written consent of the employee
involved, to deduct voluntary union deductions selected by members, 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 and their
respective dues and voluntary deductions. Union bears responsibility for
allocating dues and voluntary deductions pursuant to employees' requests.
2.2.2. Dues Collection During Separation from Employment.
The provisions specified above (2.2.1.) 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.
2.2.3. Agency Shop.
The parties hereto recognize that within the Agency shop provisions of this
agreement, unit employees may opt to join the union or register as a fee payer
during the first thirty (30) days of their employment. Neither the City or the Union
will discriminate against any employee because of the exercise of their statutory
rights. The Union agrees to its obligation to represent all of the employees in the
unit fairly and equally, without regard to their membership in the Union.
Therefore, effective August 1, 1992, any employee of the City as of August 1,
1992, who is a member of the Union on August 1, 1992, 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 a fair share percentage of that which would be paid
by an employee who decides to become a member of the Union at the time of
employment. Note: The Union is obligated to annually inform the City of the fair
share amount.
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
Page 6
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.
2.2.4. Indemnification.
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.
CHAPTER 3. WAGES
ARTICLE 3.1. General Wages
3.1.1. Goal and Compensation Definitions.
It is the goal of the City Council to try to achieve a total compensation package for
all employees in the Miscellaneous and Supervisory bargaining units represented
by the Union total compensation in an amount equal to the following:
1. The average plus one dollar to the total compensation paid to the
same or similar classifications in the following ten (10) cities:
Fairfield, Vallejo, Hayward, San Leandro, South San Francisco,
Alameda, Napa, Novato, Santa Rosa and Sausalito; and,
2. The highest total compensation paid to the same or similar
classifications in the following agencies in Marin County: Belvedere,
Corte Madera, Fairfax, Larkspur, Marin County, Mill Valley, Novato,
Ross, San Anselmo, Sausalito, Tiburon.
Total Compensation for survey purposes shall be defined as: Top step salary
(excluding longevity pay steps), educational incentive pay, holiday pay, uniform
allowance, employer paid deferred compensation (except for such portion that
may be part of employee cafeteria plan), employer's contribution towards
employees' share of retirement, employer's retirement contribution (to be included
Page 7
for total compensation survey beginning July 1, 2004), employer paid
contributions toward insurance premiums for health, life, long term disability,
dental and vision plans, and employer paid cafeteria/flexible spending accounts.
3.1.2. Compensation Surveys
To measure progress towards the above -stated goal, the City and the Union will
jointly survey the identified benchmark positions, which are identified in the SEIU
949 MAPE Represented Benchmarks and Internal Relationships Table attached
as Exhibit "E" and included as part of this M.O.U. The City and the Union shall
review the benchmark and related survey data for accuracy and completeness.
Identified benchmark positions from other agencies include positions that are filled
as well as those that may be unfilled, so long as the benchmark position is
identified by the survey agency as being on the salary schedule and having a job
class description. Other city/agency positions are established as benchmark
positions in San Rafael's compensation survey based upon similar work and
similar job requirements.
To measure whether the goal has been reached, a survey of total compensation
for top step benchmark positions will be conducted annually during the month of
July of each year of the contract. Survey data will include all salary and benefit
increases, as defined in 'total compensation', in place or to be effective no later
than September 1 of that same year, for the purpose of applying the excess
General Tax Revenues, if any, described in this chapter. If such General Tax
Revenues are to be applied to a salary increase, there will be a wage increase
retroactive to September 1 for the year under survey for all affected job
classifications. Retroactive pay increases shall apply to all current and retired
(employees who did not resign or were terminated) employees represented by this
contract during the retroactive period.
In no event will total compensation increases available through the revenue
sharing provisions of this contract and provided for bargaining unit employees
cause the benchmark positions to exceed the stated 'total compensation' goal. All
related classifications shall receive the same increases as those received by their
assigned benchmark position (as defined in the SEIU 949 MAPE Represented
Benchmarks and Internal Salary Relationships table included as part of this
M.O.U.).
3.1.3. Salary Increases And Revenue Sharing Calculations
General Tax Revenues shall be defined for this Chapter of the Memorandum of
Understanding to include the following taxes: Sales Tax, Property Tax (Secured,
Unsecured and Unitary), Motor Vehicle License Fees, Property Transfer Tax,
Page 8
Hotel Occupancy Tax, Business License Tax and Franchise Fees. No other
revenue sources of the City will be included in this definition.
If excess General Tax Revenues are available to be applied based on the
surveying of total compensation for the benchmark positions to a salary increase,
the classifications GIS Analyst and Network Analyst will receive an additional
2.5% salary increase each September 1" when such increases are awarded,
added to any increase warranted by the survey results (This shall be done prior to
the implementation of any other equity increases.) If excess General Tax
Revenues are not available for salary increases based on the survey, the
additional 2.5% salary increase for these classifications will be added to the 2.5%
salary increase scheduled for the following year. The goal is to increase the
salary of these classifications by 2.5% each year of the agreement for a total of
10%. As an example, excess General Tax Revenues are not available in fiscal
year 2002/03, so the 2.5% salary increase will not be granted but added to next
year's 2.5% salary increase. Next year, either a 5% salary increase will be
granted, or the 5% salary increase will be added to the following year's 2.5%
salary increase, depending on the availability of excess General Tax Revenues.
During each year of this contract, if there are any remaining General Tax
Revenues, after all benchmark positions have achieved the 'total compensation'
goal outlined above, then these excess General Tax Revenues can be used to
provide additional salary or benefit increases. The excess General Tax Revenues
are limited to 1 % of total compensation as calculated by the survey results
completed in each year of this contract (as outlined in Section 3.1.3). The City
and the Union shall meet to review the General Tax Revenue calculations and
agree on how the excess 1 % General Tax Revenues, if available, are
implemented. If no excess General Tax Revenues are available in any particular
year (after 'total compensation' goal is reached), there is no obligation by the City
to provide for this 1 % excess General Tax Revenues sharing in subsequent years
(language specifically refers to no carry-over clause in this provision).
3.1.3.a. Fiscal Year 2002-2003 Increase
Effective July 1, 2002, bargaining unit employees shall receive an increase of
1.75% in base salary. Beginning the second full pay period following adoption by
the City Council of this M.O.U., bargaining unit employees shall receive an
increase of 1.0% in base salary (to coincide with 1.0% reduction in employee paid
retirement contributions for this fiscal year as identified in Section 4.5.1). See
Exhibit "A" for a salary table. If, after the above-described increase, the total
compensation of the top step benchmark positions has not reached the stated
goal, then bargaining unit employees shall be entitled to the following possible
salary increases:
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a. If General Tax Revenues of the City for fiscal year 2001-2002 exceed
General Tax Revenues of the City for fiscal year 2000-2001 as adjusted by
75% of the total compensation increases provided for fiscal year 2001-
2002, then the members of the bargaining unit shall be entitled to apply
30.1 % of one-half (1/2) of the excess of fiscal year 2001-2002 General Tax
Revenues over fiscal year 2000-2001 General Tax Revenues adjusted for
75% of the total compensation increases provided to members in fiscal
year 2001-2002, for a salary increase.
b. Such application of the excess General Tax Revenues, as described
above, for a salary increase shall be based on the surveying of total
compensation for the benchmark positions identified on "Exhibit P
attached to this MOU. All related bargaining unit classifications will receive
the same percentage increase as received by their assigned benchmark
positions, but if the increase would cause the benchmark position total
compensation to exceed the stated goal, then only that percentage needed
to reach the goal for the benchmark position will be applied to all related
classifications.
3.1.3.b. Fiscal Year 2003-2004 Increase
Effective July 1, 2003, bargaining unit employees shall receive an increase of
4.4% in base salary (to coincide with 1.0% reduction in employee paid retirement
contributions for this fiscal year as identified in Section 4.5.1). See Exhibit "B" for
salary table. If, after the above-described increase, the total compensation of the
top step benchmark positions has not reached the stated goal, then bargaining
unit employees shall be entitled to the following possible salary increases:
a. If General Tax Revenues of the City for fiscal year 2002-2003 exceed
General Tax Revenues of the City for fiscal year 2001-2002 as adjusted by
75% of the total compensation increases provided for fiscal year 2002-
2003, then the members of the bargaining unit shall be entitled to apply
30.1% of one-half (1/2) of the excess of fiscal year 2002-2003 General Tax
Revenues over fiscal year 2001-2002 General Tax Revenues adjusted for
75% of the total compensation increases provided to members in fiscal
year 2002-2003, for a salary increase.
b. Such application of the excess General Tax Revenues, as described
above, for a salary increase shall be based on the surveying of total
compensation for the benchmark positions identified on "Exhibit E"
attached to this MOU. All related bargaining unit classifications will receive
the same percentage increase as received by their assigned benchmark
Page 10
positions, but if the increase would cause the benchmark position total
compensation to exceed the stated goal, then only that percentage needed
to reach the goal for the benchmark position will be applied to all related
classifications.
3.1.3.c Fiscal Year 2004-2005 Increase
Effective July 1, 2004, bargaining unit employees shall receive an increase of
3.0% in base salary (to coincide with 1.5% reduction in employee paid retirement
contributions for this fiscal year as identified in Section 4.5.1 and 4.5.3.). See
Exhibit "C" for salary table. If, after the above-described increase, the total
compensation of the top step benchmark positions has not reached the stated
goal, then bargaining unit employees shall be entitled to the following possible
salary increases:
a. If General Tax Revenues of the City for fiscal year 2003-2004 exceed
General Tax Revenues of the City for fiscal year 2002-2003 as adjusted by
75% of the total compensation increases provided for fiscal year 2003-
2004, then the members of the bargaining unit shall be entitled to apply
30.1 % of one-half (1/2) of the excess of fiscal year 2003-2004 General Tax
Revenues over fiscal year 2002-2003 General Tax Revenues adjusted for
75% of the total compensation increases provided to members in fiscal
year 2003-2004, for a salary increase.
b. Such application of the excess General Tax Revenues, as described
above, for a salary increase shall be based on the surveying of total
compensation for the benchmark positions identified on "Exhibit E"
attached to this MOU. All related bargaining unit classifications will receive
the same percentage increase as received by their assigned benchmark
positions, but if the increase would cause the benchmark position total
compensation to exceed the stated goal, then only that percentage needed
to reach the goal for the benchmark position will be applied to all related
classifications.
3.1.3.d. Fiscal Year 2005-2006 Increase
Effective July 1, 2005, bargaining unit employees shall receive an increase of
3.0% in base salary (to coincide with 1.5% reduction in employee paid retirement
contributions for this fiscal year as identified in Section 4.5.1). See Exhibit "D" for
salary table. If, after the above-described increase, the total compensation of the
top step benchmark positions has not reached the stated goal, then bargaining
unit employees shall be entitled to the following possible salary increases:
Page 11
a. If General Tax Revenues of the City for fiscal year 2004-2005 exceed
General Tax Revenues of the City for fiscal year 2003-2004 as adjusted by
75% of the total compensation increases provided for fiscal year 2004-
2005, then the members of the bargaining unit shall be entitled to apply
30.1% of one-half (1/2) of the excess of fiscal year 2004-2005 General Tax
Revenues over fiscal year 2003-2004 General Tax Revenues adjusted for
75% of the total compensation increases provided to members in fiscal
year 2004-2005, for a salary increase.
b. Such application of the excess General Tax Revenues, as described
above, for a salary increase shall be based on the surveying of total
compensation for the benchmark positions identified on "Exhibit E"
attached to this MOU. All related bargaining unit classifications will receive
the same percentage increase as received by their assigned benchmark
positions, but if the increase would cause the benchmark position total
compensation to exceed the stated goal, then only that percentage needed
to reach the goal for the benchmark position will be applied to all related
classifications.
ARTICLE 3.2. Step Increase
3.2.1. Entry Level Step.
All initial employment shall be at the first step of the salary range, provided that
the City Manager may make an appointment to a position at an appropriate higher
salary when, in his/her opinion, it is necessary to obtain qualified personnel, or
when it appears that the education or experience of a proposed employee is
substantially superior to the minimum requirements of the class and justifies a
beginning salary in excess of the first step.
3.2.2. Consideration for Step Increase.
An employee may be considered for a salary step increase in accordance with the
time interval established in the salary plan, as referenced in Exhibit "A". Which,
unless otherwise noted, salary step increases within established salary ranges are
scheduled at yearly intervals. Advancement to a higher salary step within an
established salary range is granted for continued improvements and efficient and
effective work by the employee in the performance of his/her duties.
3.2.3. Merit Increases.
Accelerated merit performance step increases of five percent (5%) may be
granted an employee based upon the recommendation of the Department Head
and approved by the City Manager. Employees at the maximum step of their
salary range may be granted a merit performance step increase of five percent
Page 12
(5%) above and beyond their salary range. A merit step increase may be effective
for up to one (1) year. A merit step increase may be withdrawn and is not a
disciplinary action and is not appealable.
3.2.4. Anniversary Date.
Effective 1-1-89, the anniversary date for employees promoted on or after this
date shall remain unchanged. Based upon job performance, as measured by a
Performance Evaluation, employees may receive consideration for a step increase
within their salary range on their anniversary date.
3.2.5. Promotions.
Employees promoted to higher-level positions shall be placed at the step in the
new salary range that will provide, at a minimum, a five (5%) increase (unless that
would exceed the top step in the salary range).
3.2.6. Performance Evaluation.
Prior to the completion of the probationary period, a minimum of one performance
evaluation report shall be reviewed with the employee.
Upon completion of the probationary period, a performance report shall be
prepared and reviewed yearly thereafter for each employee in the Classified
Service, as a means of determining whether in -grade salary increases are
merited, and/or as a means of improving employee performance and
communication between supervisors and subordinates.
ARTICLE 3.3. SALARY CHANGE ON RECLASSIFICATION
If an occupied position is reclassified the incumbent shall be affected as outlined
below:
3.3.1. To a lower classification.
When a position is re -allocated to a lower classification. The incumbent is either:
1. Transferred to a vacant position in the former classification; or
2. If the incumbent's current salary is greater than the top step of the lower
classification, Y -rated at the current salary until the salary of the lower
classification is at or above the Y -rate.
3.3.2. To a different classification with the same salary range.
When a position is reallocated to a different classification with the same salary
range, the incumbent shall be granted the same status in the new classification, in
which he/she shall be paid at the same step of the range and shall maintain the
same salary rights.
Page 13
3.3.3. To a higher classification.
When a position is reclassified to a classification with a higher salary range, the
incumbent is moved into the higher classification with the position, except in the
circumstances prescribed below. Placement in the salary range shall be in
accordance with the appropriate memorandum of understanding.
If the duties upon which the reclassification are based could have been assigned
to any of a number of employees in that classification within the division or
department, then a promotional exam is held for the reclassified position. Such an
exam is a departmental only recruitment limited to employees within that
classification. If the incumbent is not successful in this competitive process,
she/he is assigned to the position vacated by the promotion.
ARTICLE 3.4. COMPENSATION PLAN.
The Compensation Plan adopted by the City Council shall provide for salary
schedules, rates, ranges, steps and any other special circumstances or items
related to the total compensation paid employees.
Each position within the classified services shall be allocated to its appropriate
class in the classification plan on the basis of duties and responsibilities. Each
class shall be assigned a salary range or a rate established in the salary plan. All
persons entering the classified service shall be compensated in accordance with
the salary plan then in effect.
All initial employments shall be at the first step of the salary range. The City
Manager or his/her designee may authorize, upon the recommendation of the
Appointing Authority, a position at an appropriate higher salary when, in his/her
opinion, it is necessary to obtaining) qualified personnel or when it appears that
the education or experience of a proposed employee is substantially superior to
the minimum requirements of the class and justifies a beginning salary in excess
of the first step.
ARTICLE 3.5. PAY DATES
City employees are paid twice per month on the 15th and the last working day of
the month. When a holiday falls on a payday, the payday will be transferred to the
following day of regular business unless Finance is able to complete the payroll by
the previous workday. The method of the distributing payroll shall be established
by the Director of Management Services.
Page 14
ARTICLE 3.6. PROBATIONARY PERIOD
3.6.1. Purpose of Probation.
After passing an examination and accepting appointment, each employee shall
serve a period of probation beginning on the date of appointment. Such period
shall be for the purpose of determining the employee's ability to perform
satisfactorily the duties prescribed for the position.
3.6.2. Length of Probationary Period.
The probationary period on original and promotional appointment shall be for
one(1) year.
3.6.3. Rejection During Probation.
During the probationary period an employee may be rejected at any time by the
Appointing Authority without the right of appeal.
3.6.4. Notification of Rejection.
On determining that a probationary employee's work is not satisfactory, the
Appointing Authority shall notify the Personnel Director in writing of his/her
intention to terminate the employee. After discussion with the Personnel Director,
the Appointing Authority shall notify employee in writing of his/her rejection.
3.6.5. Extension of Probationary Period.
The probationary period shall not be extended except in the case of extended
illness or injury or compelling personal situation during which time the employee
was unable to work. In such cases, the probationary period may be extended for
the length of time the ill or injured employee was unable to work.
3.6.6. Regular Status.
Regular status shall commence with the day following the expiration date of the
probationary period.
3.6.7. Promotion of Probationary Employee.
An employee serving a probationary period may be promoted to a position in a
higher position classification provided he/she is certified from the appropriate
Eligible List. The employee promoted in this manner shall serve a new
probationary period for the position to which employee is promoted and the new
probationary period and promotional appointment shall be effective the same
date.
Page 15
3.6.8. Unsuccessful Passage of Promotional Probation.
An employee who does not successfully pass his/her promotional probationary
period shall be reinstated to the position in which the employee held regular status
prior to his/her promotion. Provided, however, that if the cause for not passing the
promotional probationary period was sufficient grounds for dismissal, the
employee shall be subject to dismissal without reinstatement to the lower position.
3.6.9. Lateral Transfer Probation.
Voluntary transfers to another job classification, within the same salary range,
shall require a six (6) month probationary period. In the event of unsuccessful
passage of this period refer to 3.6.8.
ARTICLE 3.7. SPECIFIED WAGE ADJUSTMENTS / DIFFERENTIALS
3.7.1. Out -of -Class Compensation.
Employees assigned in writing by their supervisor to perform work in a higher paid
classification, shall be compensated at a rate 5% greater than the employee's
current base salary. The out -of -class increase shall be retroactive to the first day
of the assignment. If the assignment extends beyond four consecutive weeks,
then the employee shall be compensated at the lower step of the classification
within which the duties fall if that is greater.
3.7.2. Shift Differential Pay -
• A three percent (3%) shift differential shall be paid for all employees in
these represented bargaining groups who are regularly scheduled to work
fifty percent (50%) or more of their shift between the hours of 5:00 p.m. and
11:00 P.M.
• A five percent (5%) shift differential shall be paid for all employees in these
represented bargaining groups who are regularly scheduled to work fifty
percent (50%) or more of their shift between the hours of 11:00 p.m. and
7:00 a.m.
• Employees in job classes not identified in this section who are assigned to
work the swing or graveyard shift time periods on a temporary basis and/or
on an overtime basis are excluded from shift differential pay for those time
periods.
• Shift differential shall not be considered an additional percentage on salary
for personnel involved, but shall apply only to hours actually worked; e.g.,
differential does not apply to sick leave, vacation or compensatory time, but
Page 16
does include overtime for employees regularly assigned to the swing or
graveyard shifts.
3.7.3. Bilingual Pay Incentive — Miscellaneous Employees
Within the job classifications represented by the Union provisions are hereby
established whereby an employee may receive bilingual pay for full fluency in a
foreign language.
Full fluency is defined as a skill level that will allow the employee to fully assist
someone else who does not speak English in coping with situations or problems
by translating for, conversing with and/or reading or writing written material.
An employee can petition to his/her department head for this bilingual pay
incentive. With the department head's recommendation and on review by the
Personnel Director and approval of the City Manager the employee may begin to
receive this bilingual pay incentive.
Criteria for approval of the bilingual pay incentive by the City Manager includes:
a. Certification by a recognized school of the appropriate skill level;
and/or
b. Demonstrated ability of the proficiency level on the job; and
C. Department head's recommendation and statement that the bilingual
skill of the employee can be of value to the department and the
employee in the completion of their regular work assignments.
An employee approved for the bilingual pay incentive shall receive an additional
$150.00 per month above their base salary.
This bilingual pay incentive shall be reviewed annually and as long as the
employee demonstrates (by work experience or re -testing, as determined by the
City of San Rafael) the full fluency skill level; and as long as the Department Head
indicates the value of this skill to the department and the employee in the
completion of their regular work assignments.
Removal of the bilingual pay incentive would be considered a non -disciplinary
action and as such would not be subject to any appeal/grievance procedure.
3.7.4. Bilingual Pay Incentive — Supervisory Unit
Within the Librarian 1/II classification, the Library Director shall establish one
position eligible to receive $50.00 per month Bilingual Pay Differential. This
Page 17
bilingual pay shall become effective the first payroll period after the designated
employee takes and passes an approved proficiency examination.
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. 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 re -certification of fluency is required to
continue receiving the Bilingual Pay Differential. Fluency in more than one foreign
language does not entitle an employee to more than one $50.00 per month
differential.
CHAPTER 4. BENEFITS
ARTICLE 4.1. HEALTH AND WELFARE
4.1.1. City Contribution.
A base level of $250/month is established as the City's contribution toward City
offered health insurance premiums for both active and retired employees
(employees retiring on or after 9-15-90). Effective with the paycheck date of
December 15, 2002 the base level will be increased to $335 per month.
Effective with the paycheck date of December 15'h of subsequent years, the base
level will be increased by an amount equal to any increase in the Kaiser 2 -Party
premium rate.
Active employees will have a Flexible Spending Account equal to $234/month,
that may be used to pay for excessive, over the base level above, employee
cost(s) to enroll in City offered group Accident, Life 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).
4.1.2. Pay Back Provision.
For active employees, 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 the employee up to a maximum
$84/month. Effective with the paycheck date of December 15, 2002, the maximum
pay back is established at $54 per month. Pay back is pro rated for part time
employees covered by this Agreement.
Page 18
4.1.3. Health Insurance.
The City shall have the option, after meeting and consulting with representatives
of MAPE Stewards' Council, of either contracting with the Public Employees
Retirement System (PERS) Health Benefits Division for health insurance or
contracting directly with some or all of the providers of health insurance under the
PERS program; provided, however, contracting directly with the providers shall not
cause any material reduction in insurance benefits from those benefits available
under the PERS program.
4.1.4. Retirees Health Insurance.
Employees retiring from the City of San Rafael and within 120 days of leaving City
employment, shall receive a $250 per month contribution toward the cost of the
health insurance plan they are enrolled in through the City. Effective with the
paycheck date of 12/15/02 this amount will increase from $250 per month to $335
per month. Additional increases shall be made pursuant to 4.1.1. There are no
pay back provisions for retirees.
4.1.5. 125 Plan.
City will offer a 125 Plan as long as such a plan is desired by the Union and
available pursuant to the IRS Code. 125 Plans offered by the City include:
a. Out-of-pocket medical expenses that qualify under the IRS Code effective
January 1, 2003 at IRS Code limit, not to exceed $5,000. Employees are
responsible to pay the monthly administrative fee and any increase established
by the third party administrator. Employees must have passed initial probation
period on or before the December 31" prior to each enrollment calendar year
(example: employee must have successfully completed this probation by
12/31/02 in order to enroll for calendar year 2003). Employees separating
from City service prior to re -payment of City advanced medical expense
reimbursement shall have said amount deducted from final check.
b. Dependent care expenses that qualify under the IRS Code at the IRS Code
limit (currently $5,000 for calendar year 2002). Employees are responsible to
pay the monthly administrative fee and any increase established by the third
party administrator.
c. Excess Medical premiums shall be deducted from employee's pay with pre-tax
dollars as long as such deduction is allowable under the applicable IRS Code.
City shall establish annual enrollment period and each employee must re -enroll
annually for either plan noted in a. and/or b. City shall have the authority to
implement changes to the 125 Programs to comply with changes in applicable IRS
laws without having to go through the meet and confer process.
Page 19
4.1.6. Pro Rata Benefit Rules.
Employees covered by this Agreement who work less than full time but more than
twenty (20) hours per week on a regular basis shall be eligible to receive: a) pro
rated leave benefits; b) a pro rated share of the monthly dollar contribution made
by the city to be used for enrollment in city offered group health, life, and long term
disability insurance plans which the employee may be eligible for based upon the
regular hours the employee works, and c) pro rated share shall be equivalent to
the part time employee position's ratio of hours worked to full time equivalency.
ARTICLE 4.2. 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). The dental provider will provide payments for covered services at the
percentage indicated in the plan booklet up to a maximum of $1,500 for each
enrollee in each calendar year.
Effective January 1, 2002 dental insurance enrollment will be available to part
time, permanent employees working at least 20 hours per week (FTE level of
position). The City's contribution towards the monthly dental insurance premium
will be prorated based on the FTE level of the part time employee.
ARTICLE 4.3. JOINT BENEFIT COMMITTEE ARTICLE
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.
ARTICLE 4.4. STATE DISABILITY INSURANCE (SDI)
Employees will have the full premium cost for SDI coverage automatically
deducted from their paycheck 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:
1. Employee notifies supervisor of disability and need for time off. At the
same time employee files for SDI through the State Office.
Page 20
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. Personnel 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 Personnel 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.
ARTICLE 4.5. RETIREMENT
4.5.1 City Paid Employee Retirement
On July 1, 2002, the City will pay the full share of the employee's contribution, not to
exceed five percent (5%) of salary, to the Marin County Retirement System. If the
full amount of the employee's contribution is less than five percent (5%) of salary,
then only the full share shall be paid.
Beginning the second full pay period following adoption by the City Council of this
M.O.U., the City will pay the full share of the employee's contribution, not to exceed
four percent (4%) of salary, to the Marin County Retirement System. If the full
amount of the employee's contribution is less than four percent (4%) of salary, then
only the full share shall be paid.
On July 1, 2003, the City will pay the full share of the employee's contribution, not to
exceed three percent (3%) of salary, to the Marin County Retirement System. If the
full amount of the employee's contribution is less than three percent (3%) of salary,
then only the full share shall be paid.
Page 21
On July 1, 2004, the City will pay the full share of the employee's contribution, not to
exceed one and one half percent (1.5%) of salary, to the Marin County Retirement
System. If the full amount of the employee's contribution is less than one and one-
half percent (1.5%) of salary, then only the full share shall be paid.
On July 1, 2005, bargaining unit members shall pay the full share of the employee's
contribution to the Marin County Retirement System.
The City of San Rafael acknowledges that under its current practice, the
employee's share of their retirement contribution is deducted with pretax dollars.
This practice will continue until changed through the Meet and Confer process or
until IRS regulations change.
4.5.2 Retirement Plans
On July 1, 2004, the City shall provide the Marin County Employee Retirement
Association 2.7% at 55 -retirement program to all miscellaneous members, as
defined under the 1937 Act Government Code Section 31676, subject to Marin
County Employee Retirement Association procedures and regulations and
applicable 1937 Act laws that govern such plans.
4.5.3. Member Cost of Living Rates
Effective July 1, 2003, bargaining unit members who are eligible to participate in
the Marin County Employee Retirement Association will pay their full share of
members' cost of living rates as allowed under Articles 6 and 6.8 of the 1937
Retirement Act. Miscellaneous and safety member contribution rates include both
the basic and COLA portions (50% of COLA is charged to members as defined in
the 1937 Act).
4.5.4. Service Credit for Sick Leave
Employees who retire from the City of San Rafael within 120 days of leaving City
employment (excludes deferred retirements) shall receive employment service
credit for retirement purposes only, for all hours of accrued, unused sick leave
(exclusive of any sick leave hours they are eligible to receive and they elect to
receive in compensation for at the time of retirement (see 4.6.5.).
ARTICLE 4.6. SICK LEAVE
4.6.1. Eligibility.
Sick leave with pay shall be granted to each eligible employee. Sick leave may
not be used at an 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
Page 22
Rules and Regulations at the beginning of his/her daily duties. Every employee
who is absent from his/her duties for two (2) consecutive workdays shall file with
the Personnel Director, a physician's certificate or the employee's personal
affidavit stating the cause of the illness or disability.
4.6.2. Accumulation.
All eligible full time employees shall earn sick leave credits at the rate of one (1)
working day per month commencing with the date of employment. Unused sick
leave may be accumulated to any amount but a cap exists for payoff purposes
(see 4.6.5.). The sick leave accrual rate is prorated for eligible part time
employees.
4.6.3. 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 of the employee or illness within the immediate family
(family member means an employee's spouse, and any unmarried child,
including adopted child, a stepchild, or recognized natural child who
lives with the employee in a regular parent-child relationship), or
physical incapacity of the employee 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 that cannot be scheduled during non -working
hours shall be charged to sick leave.
4. Personal illness of an employee's parent (excludes in-laws) that require
the employee to attend to their care.
Note: Except that in 1. And 2.above an employee may not use sick leave
for a work related injury and/or illness once said employee has been
determined permanent and stationary and unable to return to their position
with or without reasonable accommodation.
4.6.4. 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 un -accrued at the time of such separation shall
reimburse the City of all salary paid in connection with such un -accrued leave.
Page 23
4.6.5. Compensation For Unused Portion.
Upon termination of employment by resignation, retirement or death, a regular
employee who leaves the City service in good standing shall receive
compensation for all accumulated unused sick leave based upon the following
formula: a rate of three percent (3%) for each year of service (i.e., 3% times
number of employment service years). The maximum number of accumulated,
unused sick leave an employee may be compensated for upon termination of
employment is 600 hours. See 4.5.4. regarding service credit option for
accumulated, unused sick leave that the employee is not compensated for upon
termination.
ARTICLE 4.7. VACATION LEAVE
4.7.1. Eligibility.
Annual vacation with pay shall be granted each eligible employee. Vacation leave
accrued shall be prorated for those employees working less than full time.
Employees will be permitted to use accrued vacation leave after six (6) months of
employment subject to the approval of the department head.
4.7.2. Rate of Accrual.
Vacation benefits shall accrue during the probationary period. Each regular full
time employee shall commence to accrue vacation at the following rate for
continuous service:
Service
Annual Hours
Hours Per Month
Year
1
75.000 hours
6.2500
2
75.000 hours
6.2500
3
75.000 hours
6.2500
4
112.500 hours
9.3750
5
117.867 hours
9.8222
6
123.234 hours
10.2695
7
128.601 hours
10.7167
8
133.968 hours
11.1640
9
139.335 hours
11.6110
10
144.702 hours
12.0580
11
150.000 hours
12.5000
12
157.500 hours
13.1250
13
165.000 hours
13.7500
14
172.500 hours
14.3750
15
180.000 hours
15.0000
16 plus
187.500 hours
15.6250
Page 24
4.7.3. Administration of Vacation Leave.
The City Manager, upon the recommendation of the department head, may
advance vacation credits to any eligible employee. Vacation days may be carried
forward only after approval has been secured from the department head and the
City Manager. The amount carried forward shall not exceed the annual vacation
allotment for the individual.
No employee may annually carry forward from one calendar year to the next more
than 225 hours (30 days) of accumulated vacation leave, unless their accrued
balance was higher than this cap at the time of implementation of this provision of
vacation leave. However, on certain occasions, for the convenience of a
department, the City Manager may extend said accrued vacation leave at City
Manager's discretion.
The time at which an employee may use his/her accrued vacation leave and the
amount to be taken at any one time, shall be determined by 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 terminate their employment shall be paid in a lump sum for all
accrued vacation leave earned prior to the effective date of termination.
4.7.4. Vacation Cash In.
An employee, who has taken at least ten (10) days vacation in the preceding
twelve (12) months, may request in any fiscal year that accrued vacation, not to
exceed seven (7) days, be converted to cash payments and the request may be
granted at the discretion of the City Manager. Employees cannot cash in more
than seven (7) days of vacation in any one twelve (12) month period.
ARTICLE 4.8. HOLIDAYS
4.8.1. Paid Holidays.
All employees who are required to work on a day designated as an authorized
holiday, other than a day on which an election is held throughout the state, shall
be paid at the applicable rate of pay for the number of hours actually worked.
When a holiday falls on Saturday or Sunday, the Friday preceding a Saturday
holiday or the Monday following a Sunday holiday shall be deemed to be a holiday
in lieu of the day observed.
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The following holidays will be observed:
January 1 st:
The third Monday in January:
The third Monday in February:
March 31"
The last Monday in May:
July 4th:
The first Monday in September:
November 11:
The fourth Thursday of November:
The fourth Friday of November:
December 25th:
New Year's Day
Martin Luther King Day
Washington's Birthday
Cesar Chavez Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
In addition to designated holidays, employees in this Unit receive two (2) floating
holidays. Floating holidays not used are added to employee's vacation balance.
ARTICLE 4.9. OTHER LEAVES
4.9.1. Bereavement Leave.
In the event of the death 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 may 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.
4.9.2. 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.
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4.9.3. Leave of Absence Without Pay.
Leave of absence without pay may be granted by the City Manager upon the
written request of the employee. Accrued vacation leave must be exhausted prior
to the granting of leave without pay.
4.9.4. 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. For further information, see the Industrial Accidents and
Injuries section of the City's Injury and Illness Prevention Program.
All regular, full time employees of the City who have suffered any disability arising
out of and in the course of their employment as defined by the Worker's
Compensation Insurance and Safety Act of the State of California, and who are
receiving or shall receive compensation from the insurance carrier for such
disability, and during the first seven (7) days after such disability when
compensation is not paid by the insurance carrier, shall be entitled to remain
absent from duty with pay until such time as they are able to return to duty or
some other final disposition is made of their case; provided, however,
compensation leave payments shall not exceed the following limitations:
Compensation leave payments shall not exceed the employee's regular full
pay for the first three 3) calendar months and three-fourths (3/4) of the
regular full pay for the following six (6) calendar months. Worker's
compensation checks due the employee will be made payable to the City of
San Rafael and the employee. After said check is properly endorsed, it
shall be deposited with the City Treasurer.
All other 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.
Note: Refer to 4.6.3. for qualifications regarding use of accrued sick leave.
4.9.5. 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.
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4.9.6. Safety Holiday.
A Safety Holiday Incentive Program is established for maintenance employees.
Employees will be placed in one of the following units. The units are: (1) Park
Division; (2) Street Division; (3) Sewer Division; (4) Garage Division; (5) Building
Maintenance Division; or (6) Community Services Custodians. For part-time
employees in these units who are eligible for benefits, any safety holiday will be
pro -rated. 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 specific time off granted with prior
Supervisory approval. Note: Long term, consecutive days of lost time shall be
considered as one incident (long term for this purpose shall be defined as 14 days
or more).
4.9.7. 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 Leave are submitted to the employee's department head for approval
and reviewed by the Personnel 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.
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4.9.8. Personal Leave — Supervisory Unit
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.
4.9.9. 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 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 or one year in paid status shall be eligible for
catastrophic leave due to their own serious illness or injury or serious illness or
injury to spouse, parent, or dependent minor child.
The employee must first exhaust all accrued sick leave, vacation leave, and
compensatory time before qualifying for catastrophic leave. Catastrophic leave
shall be additional paid leave available from vacation, sick leave, or administrative
leave hours donated by other employees to a specific qualified employee.
Employees donating vacation, sick leave, or administrative leave 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 eighty (80) hours of accrued sick leave after
the donation. Employees may donate all of their administrative leave.
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 340 donated hours. If the
catastrophic illness or injury continues, up to an additional 340 donated hours may
be recommended and approved. The Personnel Department and the Finance
Department shall account for the donation and disbursement of 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 or Workers' Compensation Leave. While an employee is on catastrophic
leave, using donated hours, the employee shall not accrue any vacation or sick
leave.
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CHAPTER 5. TERMS AND CONDITIONS
ARTICLE 5.1. WORK WEEK
The WORK WEEK will reflect a thirty-seven and one-half (37 1/2) hour work week
and a work day of seven and one-half (7 1/2) hours for all represented job classes
in this Agreement and all accruals and usages in the contract will reflect a seven
and one-half (7 1/2) hour work day. Nothing herein will prevent a Department
Head, in his/her discretion, from adopting a flexible schedule or variable workweek
by either meeting or conferring with the Union or the consent of the affected
employee(s).
ARTICLE 5.2. OVERTIME
Shall mean actual time authorized and worked beyond the regular workweek or
workday. 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.
Each Department Head shall have the authority to designate certain job
classifications for mandatory overtime in emergencies. In the event the
Department Head determines that there is a staffing need during an emergency,
the Department Head shall first make a reasonable effort to seek qualified
volunteers to work overtime during the emergency. If the Department Head
determines that there are an insufficient number of volunteers, or if time
constraints prevent the soliciting of volunteers, the Department Head may order
employees in the designated classifications (may vary depending on the
emergency but primarily relates to job classifications in the Street Division of
Public Works) to report to work in overtime status to address the emergency.
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.
Employees may accrue up to 115 hours of compensatory time after which said
employee must accept overtime pay in lieu of accruing 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
Page 30
off, preferably within the quarter during which it was earned, and shall not be paid
for it.
ARTICLE 5.4. STANDBY OR CALL-BACK DUTY
5.4.1. Compensation When Assigned to Standby Duty.
Miscellaneous and Supervisory 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. To identify employee eligible for standby covering holidays, the City and
Union acknowledge standby eligibility shall rotate at 12:00 a.m. (midnight) on each
Wednesday of the week.
Weekend duty will start at 12:00 midnight on Friday, and will end 12:00 a.m. on
Monday. On holidays during the week, duty will start at 12:00 a.m. on the
designed holiday and will end at 12:00 a.m. on the next regular work day, or the
employee will receive compensatory time off on a straight time basis. At the time
of accrual, the employee will designate either salary or compensatory time.
Compensatory time off must be approved in accordance with normal leave
request procedures.
5.4.2. Minimum Payment for Call Out.
Employees on standby duty who are called out and required to work, shall be paid
a minimum of two (2) hours at the rate of time and one half, for each time they are
called out.
5.4.3. Compensation When Not Assigned to Call Back Duty.
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.
5.4.4. Standby Residency and Pagers.
The residency requirement 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.
A Miscellaneous or Supervisory Unit employee within the residency area shall be
considered eligible for standby duty from 12:00 midnight Wednesday to the
following Wednesday at 12:00 midnight. This includes all holidays that may fall
within that period. At the end of this one-week period, the standby is then
assigned to the next employee on the list. The following is the standby list
selection:
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As an employee's turn comes up through regular rotation, the employee
must observe the following rules:
a. If the employee is sick, or has scheduled time off, standby will move
to the next person on the list.
b. The employee scheduled for standby must pick up the beeper and
keys from the Street Maintenance Supervisor at 3:00 p.m. on the
day before the standby study begins.
It is noted this list was originally established by lottery; new employees are
placed at the bottom of the list.
ARTICLE 5.5. TRANSFERS / REASSIGNMENTS
5.5.1. Types of Transfers.
Transfers may be within the same department (intra -departmental) or between
departments (inter -departmental). The requirements for each are as follows:
a. Intra -departmental transfers.
The Appointing Authority shall have the authority to transfer an
employee from a position in one division of a department to a
position in the same or similar classification with the same salary
range, in the same division or to another division of the same
department. (at any time and for any duration).
b. Inter -departmental transfers.
An employee may transfer from a position in one (1) department to a
position in the same or similar classification in another department,
provided the consent of the two Appointing Authorities and the City
Manager is obtained.
C. Voluntary Transfers.
An employee may make a written request for transfer to the
Personnel Director to a position in the same or similar classification
with the same salary range. Such a transfer may be made on the
recommendation of the affected Department Head(s) and the
approval of the City Manager.
5.5.2. Minimum Qualifications.
Any persons transferred to a different position shall possess the minimum
qualifications for the position.
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5.5.3. Transfer Procedures.
The City Manager may authorize the transfer of an employee from one position to
another of the same or comparable class of work and where the same general
type of examination is given for entrance to such a position.
Transfers from one department to another department having a different
jurisdiction or different function shall be done only with the consent of the
Department Heads, involved, unless such a transfer is ordered by the City
Manager for purpose of economy or efficiency.
Any person transferred to a different position shall possess the minimum
qualifications for the position.
Employees who have completed their initial probation may seek voluntary
transfers to positions within the same job class, and/or lower level job classes as
long as the employee meets the minimum qualifications for the position.
Employees seeking transfer should submit a completed application to the
Personnel Department. As vacancies occur, transfer candidates may receive
consideration along with those on the eligibility list.
ARTICLE 5.6. EDUCATION REIMBURSEMENT PROGRAM
5.6.1. Educational Reimbursement Program — Miscellaneous Unit
The Educational Reimbursement is $200/fiscal year, maximum, with the City's
payment not to exceed 75% of the cost. Educational Reimbursement is available
to employees who satisfactorily (grade of C or better, Pass of 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.
The Educational Reimbursement Program will include reimbursement 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/fiscal year.
5.6.2. Educational Reimbursement Program — Supervisory Unit
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
Page 33
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.
The Educational Reimbursement Program will accommodate reimbursement of up
to $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.
ARTICLE 5.7. MECHANIC TOOL REIMBURSEMENT
The City will provide up to $200/fiscal year tool reimbursement to Vehicle
Equipment Mechanics, the Equipment Service Attendant, and the Shop and
Equipment Supervisor for tools purchased for use in the course of City work.
Employees must submit proof of payment for purchase prior to reimbursement.
ARTICLE 5.8. UNIFORM ALLOWANCE
5.8.1. 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.
5.8.2. Uniform Allowance.
Maintenance employees in Parks, Streets, Building Maintenance and Community
Services who must wear uniforms shall receive a uniform allowance in the amount
off $157.50 at the completion of each six (6) months of service ending June 30th
and December 31St. A pro -ration at the rate of $26.25/month may be given with
the recommendation of the department head and the approval of the City
Manager. Uniforms and gear must be in accordance with the departmental dress
code and safety requirements.
Note: While the 6 month periods end June 30th and December 31St the actual
payments of the uniform allowance are provided on the first paycheck in June and
the first paycheck in December.
A safety shoe allowance of $130.00/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.
The allowance for boots for Sewers and Garage maintenance employees shall be
$130.00/year. Payment shall be made on the first paycheck in December.
Page 34
5.8.3. Uniform Jacket Cleaning Allowance.
Maintenance employees of the Sewer work unit, including the Sewer Maintenance
Supervisor 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 pro -ration of $10.00/month may be given with the recommendation of the
department head and the approval of the City Manager.
Note: While the 6 month periods end June 30" and December 31St the actual
payments of the uniform jacket cleaning allowance are provided on the first
paycheck in June and the first paycheck in December.
ARTICLE 5.9. SAFETY
The City of San Rafael is committed to providing a safe and healthy place to work.
The City shall furnish safety devices and safeguards, and shall adopt and use
methods and processes adequate to ensure that the work place is safe and
healthy. Employees are expected to obey safety rules and make proper use of
safety gear and equipment. The City's safety policies and procedures shall
comply with all applicable state laws related to a safe work environment.
5.9.1. Hazardous Materials.
Maintenance employees in the Union 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
Union 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 Union 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.
ARTICLE 5.10. MISCELLANEOUS
5.10.1. Confidential Nature of Personnel Records.
All personnel records and files and examination materials are confidential. The
Personnel Director shall take all necessary steps to protect the confidentiality of
those materials. Disclosure of such records shall be governed by the Public
Page 35
Records Act, Government Code Sections 6250, et. seq. Individual employees
may review their official personnel file maintained by the Personnel Office and/or
respective appointing authority. With the written consent of the employee, the
authorized representative of the recognized employee organization may also
review that personnel file.
5.10.2. Confidential Nature of Medical Records.
All medical records and files are the property of the City of San Rafael. These
confidential records and files are to be maintained in a file separate from the
employee's personnel file in the Personnel Department. Disclosure of such
records shall be governed by the Public Records Act, Government Code, Section
6250, et. seq.
5.10.3. Outside Employment.
All regular employees are prohibited from employment outside of their City
positions without prior notice to the Appointment Authority. Approval may be
denied by the Appointment Authority when there is sufficient documented
reason(s) to believe a conflict exists and after consultation with the Union and the
affected employee(s).
5.10.4. Gratuities/Solicitation of Contributions.
Shall be governed by the City's Personnel Rules and Regulations.
5.10.5. Return of City Equipment.
Upon termination of employment, all tools, equipment, and other City property
assigned to an employee shall be returned.
5.10.6. Political Activity.
The political activity of City employees shall comply with pertinent provisions of
State and Federal Law.
5.10.7. Employment of Relatives.
Shall be governed by the City's Personnel Rules and Regulations.
5.10.8. 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.
5.10.9. Labor/Management Meetings.
During the term of the Agreement, the City and the Union agree that consultation
meetings may contribute to improved employer-employee relations. Issues
relating to the usage of volunteers and temporary/part-time/seasonal employees,
Page 36
promotional opportunities and the implementation of safety programs will serve as
a basis for initial agenda items to be discussed and acted upon.
The committee shall be comprised of three (3) representatives from the
Miscellaneous and Supervisory Units and three (3) from City Management as well
as the MAPE/SEIU Field Representative and the Director of Personnel. The
parties agree that committee members may change depending on the subject
matter.
Meetings may be requested by either party. The party requesting the meeting
shall submit a proposed agenda and the receiving party shall acknowledge and
confirm the date, time and location of the requested meeting. It is intended that
the subject matter will not include issues subject to Article 6.4 Grievance
Procedures.
5.10.10. Contract Orientation Work Sessions.
The City and the Union agree that the individuals having responsibility for the
enforcement of the Agreement, Union Stewards and Department
Heads/Supervisors shall participate in an Annual Contract Orientation Work
Session for the purpose of obtaining a better understanding of the provisions of
the contract. These work sessions shall be held on City time and facilities.
5.10.11. Personnel Rules and Regulations.
The Union agrees to accept the revision to the City's Personnel Rules and
Regulations dated April 20, 1991.
5.10.12. Drug and Alcohol Policy (Non -DOT)
The City and the Union agree to the general drug and alcohol policy outlined and
presented as an exhibit to this Memorandum of Understanding (Safety sensitive
job classes should refer to the DOT Drug and Alcohol Policy previous agreed to by
the parties for the specifics of that policy).
CHAPTER 6. PROCEDURES
ARTICLE 6.1. DEMOTION AND SUSPENSION
6.1.1. Demotion.
The Appointing Authority may demote an employee when the following occurs:
(a) The employee FAILS to perform his/her required duties.
(b) An employee requests such a demotion. No employee shall be
demoted to a classification for which he/she does not possess the
Page 37
minimum qualifications. When the action is initiated by the
Appointing Authority, written notice of demotion shall be provided to
an employee at least ten (10) working days before the effective date
of the demotion, and a copy filed with the Personnel Department.
Withholding a salary step increase, or withdrawing a merit step increase within or
above the salary range of the employee's position shall not be deemed a
demotion.
Disciplinary demotion action shall be in accordance with Article 6.3, "Disciplinary
Action."
6.1.2. Suspension.
The Appointing Authority may suspend an employee from a position at any time
for a disciplinary purpose. Intended suspension action shall be reported
immediately to the Personnel Director, and shall be taken in accordance with
Article 6.3, "Disciplinary Action".
ARTICLE 6.2. TERMINATION OF EMPLOYMENT
6.2.1. Resignation.
An employee wishing to leave the City service in good standing shall file with
his/her immediate supervisor, at least fourteen (14) days before leaving the
service, a written resignation stating the effective date and reason for leaving. A
copy of the resignation shall be forwarded to the Appointing Authority and
Personnel Department.
6.2.2. Termination Layoff.
The Appointing Authority may terminate an employee because of changes in
duties or organization, abolishment of position, shortage of work or funds, or
completion of work for which employment was made.
6.2.3. Termination - Disciplinary Action.
An employee may be terminated at any time for disciplinary action, as provided in
Article 6.3, "Disciplinary Action."
6.2.4. Retirement.
Retirement from the City services shall, except as otherwise provided, be subject
to the terms and conditions of the City's contract as amended from time to time,
with the Marin County Retirement System.
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6.2.5. Rejection During Probation.
An employee may be terminated from their position during the probationary period
of their initial appointment to the City's classified service without Right of Appeal.
ARTICLE 6.3. DISCIPLINARY ACTION
6.3.1. 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 of 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.
Page 39
6.3.2. Preliminary Notice.
A non -probationary employee shall receive a preliminary written notice from the
employee's Supervisor 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.
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 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.
6.3.3. 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.
6.3.4. 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.
Page 40
ARTICLE 6.4. GRIEVANCE PROCEDURE.
6.4.1. 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.
(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.
6.4.2. 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.
Page 41
Step 4.
If the grievance remains unresolved after Step 3, the Union may, by written
notice to the City Personnel 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. The
selection process will include a review of the arbitrator's availability for the
hearing.
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.
6.4.3. Arbitration.
The arbitrator shall be empowered to conduct a hearing and to hear and receive
evidence presented by the parties. The hearing should be held within 60 calendar
days of the selection of the arbitrator. 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
Page 42
there is a mutual agreement to share the cost or unless the arbitrator so requests.
Then the costs will be shared equally.
6.4.4. 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.
(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 Personnel 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
Director or any management official involved in responding to the grievance
shall automatically extend the time limits by the same number of days of
absence.
ARTICLE 6.5. POSITION RECLASSIFICATION PROCEDURE
The process by which an individual position may be audited to review the
appropriateness of its classification is provided in this Article.
6.5.1. Purpose.
This administrative procedure shall establish consistent guidelines for the creation
and/or review of a position's job classification.
6.5.2. Policy.
The City of San Rafael seeks to maintain a classification system and process
whereby all positions are accurately classified on the basis of current and ongoing
job responsibilities officially assigned to said position(s).
Page 43
6.5.3. Creation of New Position.
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 Department.
3. Personnel Department staff shall within 60 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.
6.5.4. Reclassification.
The Appointing Authority or their designee or an incumbent of a position or the
Union on behalf of an employee may request, in writing, a classification review.
This classification 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
Department on prescribed personnel form(s) by the appointing
authority. Reclassification 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 Director within ten
(10) days of receipt.
3. The Personnel Director shall ensure the review (audit) of the
employee's position is completed within sixty (60) calendar days of
receipt of the request in the Personnel Department.
4. Based upon the analysis and evaluation of a position, the Personnel
Department reviewer may recommend that the position be sustained
in its current class or be reclassified (up or down) to the proper
classification based upon the assigned work. The City Manager or
Page 44
their designee shall review all reclassification recommendations
made by the Personnel Department.
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 substantial error and/or omission on the part of the auditor.
The City Manager may render a decision on the appeal on the basis
of 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.
ARTICLE 6.6. FURLOUGH PROGRAM
Both the City of San Rafael and M.A.P.E. recognize the current economic
condition of the State of California and the City of San Rafael. Through this
recognition and in a cooperative spirit the City of San Rafael and M.A.P.E. have
worked expeditiously on the development of a Furlough Program. This
Agreement does not mean the City will necessarily implement furloughs; but in the
event it is necessary to implement due to continued economic problems in the City
of San Rafael the procedures for this Furlough Program shall provide for both
Voluntary Time Off (herein described as VTO) and Mandatory Time Off (herein
described as MTO).
6.6.1. Voluntary Time Off (VTO).
The needs of the City and the respective departments (as determined by the
Department Head and City Manager) will need to be considered in the actual
granting of VTO. Any VTO time granted and the resulting savings will have a
corresponding impact on the time needed through MTO.
1. An employee's VTO time would count in determining how many
hours of MTO an employee needed to take during the fiscal year.
2. An employee selecting VTO would receive one half hour of furlough
induced Personal Leave time off for every hour of VTO taken not to
exceed the number of furlough induced Personal Leave time off an
employee scheduled for MTO would receive (establishes a
maximum cap of 5%). This furlough induced Personal Leave time is
to be taken as described in 5.6.2. (4.b.).
Page 45
3. Employees who take VTO at a time other than when MTO is taken
by other employees will have to take vacation leave, compensatory
time off or leave without pay if the MTO results in the closure of the
department.
6.6.2. Mandatory Time Off (MTO).
MTO will be taken by the employee during the MTO period when feasible in their
respective department (as determined by the Department Head and City
Manager) and after consultation with the union. The City will attempt to schedule
MTO time in blocks of days (between Xmas and New Years) or individual days
next to scheduled holidays and/or weekends.
1. Employees may not take paid vacation time in lieu of designated
MTO time.
2. MTO time shall be considered time in pay status for the accrual of
leave and eligibility for holidays. MTO time will not impact health,
dental and life insurance benefits. At this time MTO time will impact
Marin County retirement contributions; but if the Marin County
Retirement System changes its policy on this, the City will, effective
the first of the month following notice from the Marin County
Retirement System, make the necessary change in the program's
administration to correspond with the change in the policy. Any
employee who notifies the City no later than 07-30-93 of their
retirement date, and retires from the Marin County Retirement
System during FY 93-94, shall be exempted from the MTO
requirements. If said employee did not retire during FY 93-94 as
stated, said employee would be docked in pay an amount equivalent
to the number of MTO hours taken by other represented employees.
3. MTO time shall apply toward time in service for step increases,
completion of probation, and related service credit.
4. Other Terms and Conditions:
a. The MTO program shall be limited to a maximum five percent
(5%) reduction in work hours/pay for the fiscal year. For each
MTO hour deducted, the involved employee shall be credited
with a one half hour added to a furlough induced Personal
Leave balance.
b. Personal Leave accrued through the MTO Program may be
taken beginning July 1, following fiscal year, with supervisory
approval. Furlough induced Personal Leave has no cash
value upon termination of employment. If an employee is laid
off before having the opportunity to take unused furlough
induced Personal Leave, said employee would be eligible to
Page 46
take the unused furlough induced Personal leave during the
thirty -day layoff notice period.
C. Should the City of San Rafael experience a financial windfall
during the fiscal year that furloughs are implemented, the City
and M.A.P.E. agree to re -open negotiations on this Furlough
Plan.
CHAPTER 7. 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.
Page 47
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.
CHAPTER 8. REDUCTION IN FORCE
ARTICLE 8.1. AUTHORITY
The Appointing Authority may lay off, without prejudice, any regular employee
because of lack of work or funds, or organizational alterations, or for reasons of
economy or organizational efficiency.
ARTICLE 8.2. NOTICE
Regular employees designated for layoff or demotion shall be notified in writing at
least thirty (30) calendar days prior to the anticipated date of termination or
demotion. The employee organization shall also be no notified.
ARTICLE 8.3. ORDER OF LAYOFF
Layoffs and/or reductions in force shall be made by classification. 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 8.4. 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:
a. Seniority within the affected classification will be determinative.
Such seniority shall include time served in higher classification(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.
b. If the seniority of two or more employees in the affected
classification or higher classifications) is equal, departmental
seniority shall be determinative.
C. If all of the above factors are equal, the date regular status in City
service is achieved shall be determinative.
Page 48
d. If all of the above are equal, date of certification for appointment
shall be determinative.
ARTICLE 8.5. 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.
ARTICLE 8.6. TRANSFER RIGHTS
The Personnel 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 8.2, but no longer than the effective date of such
layoff or reduction.
ARTICLE 8.7. RE-EMPLOYMENT
8.7.1. 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.
8.7.2. 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.
8.7.3. 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.
Page 49
8.7.4. 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.
8.7.5. 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.
8.7.6. 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 50
iz/o216z
Dated
MARIN ASSOCIATION OF PUBLIC
EMPLOYEES
S.E.I.U. Local 949
Kri's O rga�
Executive Director
Employee Representatives:
4-x`10
Steve E99gr
Victor Gasser
J Forsythe
Vicki Dennis
Steve Reese
Dave Sliney
Bill Tui
Diane Decicio
C'arolyn I h n
CITY OF SAN RAFAEL
4
Da?yl handler
Lead Negotiator
Ke ordhoff
Assista'ht City Manager
L Ro o /
Ass' t to the City Manager
MAPE/SEIU Miscellaneous & Supervisory
Units - MOU Exhibits
July 1, 2002 through June 30, 2006
Exhibit "Al":
Exhibit "A2"
Exhibit "B"
Exhibit "C"
Exhibit "D"
Exhibit "E"
Exhibit "F"
Exhibit "G"
July 1, 2002
2nd Pay period
following adoption
July 1, 2003
July 1, 2004
July 1, 2005
Salary Schedule
Salary Schedule
Salary Schedule
Salary Schedule
Salary Schedule
Job Class Benchmark Linkage
Drug & Alcohol Policy - Non DOT
Parking Enforcement Officer side letter
Exhibit "A1"
July 1, 2002
1.75% Salary
•rease
Description
A
B
C
D
E
ACCOUNTANT I
$3,821
$4,012
$4,212
$4,423
$4,644
ACCOUNTANT II
$4,015
$4,216
$4,427
$4,648
$4,880
ACCOUNTING ASSISTANT I
$2,772
$2,910
$3,056
$3,208
$3,368
ACCOUNTING ASSISTANT II
$3,057
$3,209
$3,370
$3,539
$3,715
ADMIN ANALYST
$3,813
$4,003
$4,203
$4,413
$4,634
ADMIN ASSISTANT I
$3,016
$3,166
$3,325
$3,491
$3,665
ADMIN ASSISTANT II
$3,327
$3,493
$3,668
$3,851
$4,044
ADMIN ASSISTANT III
$3,584
$3,764
$3,951
$4,149
$4,356
ADMIN ASSISTANT IV
$3,767
$3,955
$4,152
$4,360
$4,578
ADMIN ASSISTANT TO THE CC
$3,584
$3,764
$3,951
$4,149
$4,356
ADMIN ASSISTANT TO THE CM
$4,058
$4,261
$4,474
$4,698
$4,932
ASSISTANT ENGINEER
$4,142
$4,350
$4,567
$4,795
$5,035
ASSISTANT PLANNER
$4,313
$4,529
$4,755
$4,993
$5,242
ASSOCIATE ENGINEER
$5,176
$5,435
$5,707
$5,992
$6,291
ASSOCIATE PLANNER
$4,761
$4,999
$5,249
$5,512
$5,787
BUILDING INSPECTOR I
$3,907
$4,103
$4,308
$4,524
$4,750
BUILDING INSPECTOR II
$4,313
$4,529
$4,755
$4,993
$5,242
BUILDING TECHNICIAN I
$3,370
$3,538
$3,715
$3,901
$4,095
BUSINESS LICENSE EXAMINER
$3,212
$3,373
$3,542
$3,7191
$3,904
CHILD CARE BOOKKEEPER I
$2,772
$2,910
$3,056
$3,2081
$3,368
CHILD CARE BOOKKEEPER II
$3,057
$3,209
$3,370
$3,5391
$3,715
CODE ENFORCEMENT OFFICIAL I
$3,129
$3,286
$3,449
$3,6221
$3,803
CODE ENFORCEMENT OFFICIAL II
$3,453
$3,626
$3,807
$3,9981
$4,198
CODE ENFORCEMENT OFFICIAL III
$3,907
$4,103
$4,308
$4,5241
$4,750
CUSTODIAN
$2,847
$2,989
$3,138
$3,2961
$3,460
CUSTOMER SERVICE CLERK
$2,772
$2,910
$3,056
$3,2081
$3,368
DEPUTY CITY CLERK
$3,674
$3,858
$4,051
$4,253
$4,466
ENGINEER, CIVIL
$5,715
$6,001
$6,301
$6,616
$6,946
ENGINEER, TRAFFIC
$5,715
$6,001
$6,301
$6,6161
$6,946
ENGINEERING TECHNICIAN I
$3,664
$3,847
$4,039
$4,2411
$4,453
ENGINEERING TECHNICIAN II
$4,142
$4,350
$4,567
$4,7951
$5,035
EQUIPMENT SERVICE ATTENDANT
$3,140
$3,298
$3,463
$3,6361
$3,817
FACILITY REPAIR SUPERVISOR
$4,541
$4,768
$5,006
$5,2561
$5,519
FACILITY REPAIR WORKER I
$3,218
$3,379
$3,548
$3,7251
$3,911
FACILITY REPAIR WORKER II
$3,551
$3,728
$3,914
$4,111
$4,315
GIS ANALYST
$4,005
$4,205
$4,416
$4,637
$4,869
GIS TECHNICIAN
$3,207
$3,368
$3,536
$3,713
$3,898
GROUNDS WORKER
$2,989
$3,139
$3,2971
$3,461
$3,633
GROUNDS WORKER II
$3,299
$3,464
$3,6371
$3,819
$4,009
GROUNDS WORKER III
$3,640
$3,822
$4,0121
$4,2121
$4,423
GROUNDS SUPERVISOR
$4,322
$4,538
$4,7651
$5,0041
$5,253
HUMAN RESOURCES ANALYST
$4,161
$4,368
$4,5871
$4,8161
$5,056
HUMAN RESOURCES TECHNICIAN
$3,767
$3,955
$4,1521
$4,3601
$4,578
LEGAL ASSISTANT
$4,058
$4,261
$4,4741
$4,698
$4,932
LEGAL SECRETARY
$3,861
$4,055
$4,2571
$4,470
$4,693
LIBRARIAN I
$3,719
$3,905
$4,1011
$4,305
$4,521
LIBRARIAN II
$3,907
$4,103
$4,3081
$4,526
$4,750
LIBRARY ASSISTANT I
$2,444
$2,567
$2,6951
$2,830
$2,971
LIBRARY ASSISTANT II
$2,766
$2,904
$3,0491
$3,201
$3,362
LIBRARY CIRCULATION SUPERVISOR
$3,540
$3,717
$3,9031
$4,098
$4,303
MAIL AND STORES CLERK
$2,604
$2,734
$2,8701
$3,0141
$3,164
MANAGEMENT ANALYST
$4,421
$4,642
$4,8741
$5,118
$5,373
NETWORK ANALYST
$4,005
$4,205
$4,4161
$4,637
$4,869
NETWORK SUPPORT TECHNICIAN
$3,370
$3,538
$3,7151
$3,901
$4,095
OFFICE ASSISTANT I
$2,480
$2,603
$2,7331
$2,869
$3,013
OFFICE ASSISTANT II
$2,802
$2,943
$3,0891
$3,244
$3,406
PARK EQUIPMENT MECHANIC
$3,730
$3,916
$4,1121
$4,317
$4,533
PARKING ENFORCEMENT OFFICER
$3,617
$3,782
$3,9581
$4,131
$4,325
PARKING LOT ATTENDANT
$1,412
$1,482
$1,557
$1,634
$1,716
PARKING METER REPAIR TECH
$3,299
$3,464
$3,637
$3,819
$4,009
�xhiblt "Al"
�.75%
July 1, 2002
Salary
rease
Description
A
B
c
D
E
PARKS AND GRAFFITI WORKER
$2,989
$3,139
$3,297
$3,461
$3,633
PAYROLL TECHNICIAN
$3,917
$4,113
$4,318
$4,535
$4,761
PLANNING TECHNICIAN
$3,370
$3,538
$3,715
$3,901
$4,095
PRINT SHOP SUPERVISOR
$3,958
$4,156
$4,364
$4,582
$4,811
PRINTING PRESS OPERATOR
$3,247
$3,409
$3,580
$3,759
$3,946
PROGRAMMER ANALYST I
$4,005
$4,205
$4,416
$4,637
$4,869
PROGRAMMER ANALYST II
$4,421
$4,642
$4,874
$5,118
$5,373
PUBLIC WORKS INSPECTOR
$4,142
$4,350
$4,567
$4,795
$5,035
RECREATION CENTER SUPERVISOR
$3,540
$3,717
$3,903
$4,098
$4,303
REVENUE SUPERVISOR
$4,544
$4,771
$5,010
$5,260
$5,523
SENIOR ASSOCIATE ENGINEER
$5,440
$5,711
$5,996
$6,296
$6,611
SENIOR BUILDING TECHNICIAN
$3,907
$4,103
$4,308
$4,524
$4,750
SENIOR LIBRARY ASSISTANT
$2,906
$3,050
$3,203
$3,3641
$3,532
SENIOR PLANNER
$5,3871
$5,656
$5,938
$6,2351
$6,548
SEWER MAINTENANCE WORKER
$3,3811
$3,5501
$3,727
$3,9131
$4,109
SEWER MAINTENANCE WORKER II
$3,6401
$3,8221
$4,0121
$4,2121
$4,423
SEWER MAINTENANCE WORKER III
$4,0161
$4,2171
$4,4281
$4,6491
$4,881
SEWERS SUPERVISOR
$4,5411
$4,7681
$5,006
$5,2561
$5,519
SHOP & EQUIPMENT SUPERVISOR
$4,4301
$4,6521
$4,8841
$5,1281
$5,385
STREET MAINTENANCE SUPERVISOR
$4,541
$4,7681
$5,0061
$5,2561
$5,519
STREET MAINTENANCE WORKER I
$3,140'
$3,2981
$3,4631
$3,6361
$3,817
STREET MAINTENANCE WORKER II
$3,2991
$3,4641
$3,6371
$3,8191
$4,009
STREET MAINTENANCE WORKER III
$3,6401
$3,8221
$4,0121
$4,2121
$4,423
SUPERVISING BUILDING INSPECTOR
$4,532
$4,7581
$4,9961
$5,2461
$5,508
SUPERVISING LIBRARIAN
$4,313
$4,5291
$4,7551
$4,9931
$5,242
SUPERVISING PARKING ENF OFF
$4,0691
$4,255
$4,453
$4,648
$4,866
SUPERVISING STREET MAINT WRKR
$3,8231
$4,014
$4,214'
$4,425
$4,646
SUPERVISING VEHICLE EQUIP MECH
$4,0161
$4,2171
$4,4281
$4,649
$4,881
SWEEPER OPERATOR
$3,4651
$3,638
$3,8201
$4,0101
$4,210
TRAFFIC TECHNICIAN I
$3,6641
$3,847
$4,0391
$4,2411
$4,453
TRAFFIC TECHNICIAN II
$4,1421
$4,3501
$4,5671
$4,7951
$5,035
TRAINING SPECIALIST
$4,5321
$4,7581
$4,9961
$5,2461
$5,508
VEHICLE EQUIPMENT MECHANIC I
$3,381
$3,5501
$3,727
$3,913
$4,109
VEHICLE EQUIPMENT MECHANIC II
$3,730
$3,916
$4,112
$4,317
$4,533
VOLUNTEER PROGRAM COORDINATOR
$3,288
$3,451
$3,624
$3,8051
$3,996
YARD CLERK/DISPATCHER
$3,2181
$3,3791
$3,548'
$3,7251
$3,911
Exhibit "A2"
2nd Full Pay Period Following Adoption 1.00% Increase
Description
A
B
C
D
E
ACCOUNTANT I
$
3,859
$
4,052 $
4,255 $
4,467 $
4,690
ACCOUNTANT H
$
4,055
$
4,258 $
4,471 $
4,694 $
4,929
ACCOUNTING ASSISTANT I
$
2,799
$
2,939 $
3,086 $
3,240 $
3,402
ACCOUNTING ASSISTANT II
$
3,087
$
3,241 $
3,404 $
3,574 $
3,752
ADMIN ANALYST
$
3,851
$
4,043 $
4,245 $
4,457 $
4,680
ADMIN ASSISTANT I
$
3,046
$
3,198 $
3,358 $
3,526 $
3,702
ADMIN ASSISTANT II
$
3,360
$
3,528 $
3,705 $
3,890 $
4,084
ADMIN ASSISTANT III
$
3,619
$
3,801 $
3,990 $
4,191 $
4,399
ADMIN ASSISTANT IV
$
3,804
$
3,995 $
4,194 $
4,404 $
4,624
ADMIN ASSISTANT TO THE CC
$
3,619
$
3,801 $
3,990 $
4,191 $
4,399
ADMIN ASSISTANT TO THE CM
$
4,098
$
4,304 $
4,519 $
4,745 $
4,981
ASSISTANT ENGINEER
$
4,184
$
4,393 $
4,612 $
4,843 $
5,085
ASSISTANT PLANNER
$
4,356
$
4,574 $
4,802 $
5,043 $
5,295
JASSOCIATE ENGINEER
$
5,228
$
5,490 $
5,764 $
6,052 $
6,354
ASSOCIATE PLANNER
$
4,808
$
5,049 $
5,302 $
5,567 $
5,844
BUILDING INSPECTOR I
$
3,946
$
4,144 1 $
4,351 $
4,569 $
4,797
BUILDING INSPECTOR II
$
4,356
$
4,5741$
4,802 $
5,043 $
5,295
BUILDING TECHNICIAN I
$
3,404
$
3,573 1 $
3,752 $
3,940 $
4,136
BUSINESS LICENSE EXAMINER
$
3,244
$
3,407 $
3,577 $
3,756 $
3,943
CHILD CARE BOOKKEEPER I
$
2,799
$
2,939 $
3,086 $
3,240 $
J
3,402
CHILD CARE BOOKKEEPER II
$
3,087
$
3,241 1$
3,404 1$
3,574 1 $
3,752
CODE ENFORCEMENT OFFICIAL I
$
3,160
$
3,318 1$
3,484 1 $
3,659 1 $
3,841
CODE ENFORCEMENT OFFICIAL II
$
3,488
$
3,663 $
3,846 1$
4,038 $
4,240
CODE ENFORCEMENT OFFICIAL III
$
3,946
$
4,144 $
4,351 1$
4,569 $
4,797
CUSTODIAN
$
2,8751$
3,019 $
3,169 $
3,329 $
3,494
CUSTOMER SERVICE CLERK
$
2,799 1 $
2,939 1 $
3,086 $
3,240 $
3,402
DEPUTY CITY CLERK
$
3,711 $
3,8971 $
4,091 $
4,296 $
1
4,510
ENGINEER, CML
$
5,7721 $
6,061 1$
6,364 $
6,682 1 $
7,016
ENGINEER, TRAFFIC
$
5,7721 $
6,061 1 $
6,364 $
6,682 1$
7,016
ENGINEERING TECHNICIAN I
$
3,701 1 $
3,886 1 $
4,080 $
4,283 1$
4,497
ENGINEERING TECHNICIAN II
$
4,184 1$
4,393 1 $
4,612 1 $
4,843 1$
5,085
EQUIPMENT SERVICE ATTENDANT
$
3,171 1$
3,331 1 $
3,497 1 $
3,672 1 $
3,855
FACILITY REPAIR SUPERVISOR
$
4,5871$
4,816 1 $
5,056 1$
5,309 1$
5,574
FACILITY REPAIR WORKER I
$
3,251 1$
3,413 1 $
3,584 $
3,762 $
3,950
FACILITY REPAIR WORKER II
$
3,587 1 $
3,765 1 $
3,953 $
4,152 $
4,358
GIS ANALYST
$
4,045
$
4,247 $
4,460 $
4,683 $
4,917
GIS TECHNICIAN
$
3,239
$
3,402 $
3,571 $
3,750 $
3,937
GROUNDS WORKER I
$
3,019
$
3,170 $
3,330 $
3,495 $
3,670
GROUNDS WORKER H
$
3,332
$
3,498 $
3,673 ($
3,857 1 $
4,049
GROUNDS WORKER III
$
3,676
$
3,860 $
4,052 1 $
4,255 1 $
4,467
GROUNDS SUPERVISOR
$
4,366
$
4,583 1 $
4,813 1$
5,054 1 $
5,306
HUMAN RESOURCES ANALYST
$
4,276
$
4,489 $
4,714 $
4,949 $
5,196
HUMAN RESOURCES TECHNICIAN
$
3,871
$
4,064 $
4,267 $
4,481 $
4,705
ILEGALASSISTANT
$
4,098
$
4,304 $
4,519 1 $
4,745 1$
4,981
LEGAL SECRETARY
$
3,900
$
4,095 $
4,300 1 $
4,515 1$
4,740
LIBRARIAN I
$
3,756
$
3,944 $
4,142 1 $
4,348 1 $
4,566
LIBRARIAN II
$
3,946
$
4,1441$
4,351 1$
4,571 1$
4,797
LIBRARY ASSISTANT I
$
2,468
$
2,593 1 $
2,722 1 $
2,858 1 $
3,001
LIBRARY ASSISTANT II
$
2,793
$
2,933 $
3,080 1 $
3,233 1$
3,395
(LIBRARY CIRCULATION SUPERVISOR
$
3,575
$
3,754 $
3,942 1 $
4,139 1 $
4,346
Exhibit "A2"
2nd Full Pay Period Following Adoption 1.00% Increase
Description
A
B
C
D
E
MAIL AND STORES CLERK
$
2,630 $
2,761 $
2,899 $
3,044 $
3,196
MANAGEMENT ANALYST
$
4,465 $
4,688 $
4,923 $
5,169 $
5,427
NETWORK ANALYST
$
4,045 $
4,247 $
4,460 $
4,683 $
4,917
NETWORK SUPPORT TECHNICIAN
$
3,404 $
3,573 $
3,752 $
3,940 $
4,136
OFFICE ASSISTANT I
$
2,504 $
2,629 $
2,760 $
2,898 $
3,043
OFFICE ASSISTANT II
$
2,830 $
2,972 $
3,120 $
3,276 $
3,440
PARK EQUIPMENT MECHANIC
$
3,767 $
3,956 $
4,153 $
4,360 $
4,578
PARKING ENFORCEMENT OFFICER
$
3,653 $
3,820 $
3,998 $
4,172 $
4,369
PARKING LOT ATTENDANT
$
1,426 $
1,497 $
1,572 $
1,650 $
1,733
PARKING METER REPAIR TECH
$
3,332 $
3,498 $
3,673 $
3,857 $
4,049
PARKS AND GRAFFITI WORKER
$
3,019 $
3,170 $
3,330 $
3,495 $
3,670
PAYROLL TECHNICIAN
$
3,957 $
4,154 $
4,361 $
4,580 $
4,808
PLANNING TECHNICIAN
$
3,404 $
3,573 $
3,752 $
3,940 ($
4,136
PRINT SHOP SUPERVISOR
$
3,998 $
4,198 $
4,408 $
4,628 $
4,859
PRINTING PRESS OPERATOR
$
3,279 $
3,443 $
3,615 $
3,796 $
3,985
PROGRAMMER ANALYST I
$
4,045 $
4,247 $
4,460 $
4,683 $
4,917
PROGRAMMER ANALYST II
$
4,465 $
4,688 1$
4,923 $
5,169 $
5,427
PUBLIC WORKS INSPECTOR
$
4,184 $
4,393 1 $
4,612 $
4,843 $
5,085
RECREATION CENTER SUPERVISOR
$
3,575 1 $
3,7541 $
3,942 1 $
4,139 $
4,346
REVENUE SUPERVISOR
$
4,590 1 $
4,8191$
5,060 1 $
5,313 1 $
5,578
SENIOR ASSOCIATE ENGINEER
1 $
5,4941$
5,768 1$
6,056 1 $
6,359 1 $
6,677
1 SENIOR BUILDING TECHNICIAN
1 $
3,946 1 $
4,144 1$
4,351 1 $
4,569 1 $
4,797
SENIOR LIBRARY ASSISTANT
$
2,935 1 $
3,081 1 $
3,235 1 $
3,397 1 $
3,567
SENIOR PLANNER
$
5,441 1$
5,7131 $
5,998 1 $
6,298 1 $
6,613
SEWER MAINTENANCE WORKER I
$
3,4151$
3,586 1 $
3,764 $
3,952 ( $
4,150
SEWER MAINTENANCE WORKER II
$
3,676 1 $
3,860 1 $
4,052 $
4,2551$
4,467
SEWER MAINTENANCE WORKER III
$
4,056 1 $
4,259 1$
4,472 $
4,695 1 $
4,930
1SEWERS SUPERVISOR
$
4,587 $
4,8161$
5,056 1 $
5,309 $
5,574
SHOP & EQUIPMENT SUPERVISOR
J $
4,474 $
1
4,6991 $
4,933 1 $
5,179 $
5,438
STREET MAINTENANCE SUPERVISOR
$
4,587 $
4,8161 $
5,056 ( $
5,309 $
5,574
STREET MAINTENANCE WORKER I
1 $
3,171 $
3,331 1 $
3,497 $
3,672 $
3,855
STREET MAINTENANCE WORKER II
$
3,332 $
3,498 $
3,673 $
3,857 $
4,049
STREET MAINTENANCE WORKER III
$
3,676 $
3,860 $
4,052 $
4,255 $
4,467
SUPERVISING BUILDING INSPECTOR
$
4,5771$
4,8051$
5,046 $
5,299 $
5,563
(SUPERVISING LIBRARIAN
$
4,356 1 $
4,5741$
4,802 1$
5,043 1 $
5,295
SUPERVISING PARKING ENF OFF
$
4,110 1$
4,298 1 $
4,497 1 $
4,694 1 $
4,914
SUPERVISING STREET MAINT WRKR
$
3,861 $
4,054 $
4,257 $
4,469 1$
4,692
SUPERVISING VEHICLE EQUIP MECH
$
4,056 $
4,259 $
4,472 $
4,695 $
4,930
SWEEPER OPERATOR
$
3,499 $
3,674 $
3,858 $
4,050 $
4,253
TRAFFIC TECHNICIAN I
$
3,701 $
3,886 $
4,080 $
4,283 $
4,497
TRAFFIC TECHNICIAN II
$
4,1841 $
4,393 1 $
4,612 $
4,843 $
5,085
TRAINING SPECIALIST
1 $
4,5771$
4,8051 $
5,046 $
1
5,299 $
5,563
VEHICLE EQUIPMENT MECHANIC I
$
3,415 $
3,586 $
3,764 $
3,952 $
4,150
VEHICLE EQUIPMENT MECHANIC II
$
3,767 $
3,956 $
4,153 $
4,360 $
4,578
VOLUNTEER PROGRAM COORDINATOR
$
3,320 $
3,486 $
3,661 $
3,844 $
4,036
YARD CLERKIDISPATCHER
$
3,251 1$
3,413 1 $
3,584 $
3,762 $
3,950
Exhibit "B"
July 1, 2003
4.40% Salary Increase
I Description
A
B
C
D
E
JACCOUNTANT I
$
4,029 $
4,230 $
4,442 $
4,664 $
4,897
ACCOUNTANTII
$
4,234 $
4,445 $
4,668 $
4,901 $
5,146
ACCOUNTING ASSISTANT I
$
2,923 $
3,068 $
3,222 $
3,383 $
3,551
ACCOUNTING ASSISTANT II
$
3,223 $
3,384 $
3,553 $
3,732 $
3,917
ADMIN ANALYST
$
4,020 $
4,221 $
4,432 $
4,653 $
4,886
ADMIN ASSISTANT I
$
3,180 $
3,339 $
3,506 $
3,681 $
3,865
ADMIN ASSISTANT H
$
3,508 $
3,683 $
3,868 $
4,061 $
4,264
JADMIN ASSISTANT III
$
3,779 $
3,969 $
4,166 $
4,375 $
4,593
ADMIN ASSISTANT IV
$
3,972 $
4,170 $
4,378 $
4,597 1 $
4,827
ADMIN ASSISTANT TO THE CC
$
3,779 $
3,969 $
4,166 $
4,375 $
4,593
ADMIN ASSISTANT TO THE CM
$
4,279 $
4,493 $
4,718 $
4,954' $
5,200
ASSISTANT ENGINEER
$
4,368 $
4,587 1$
4,815 $
5,057 $
5,309
ASSISTANT PLANNER
$
4,548 $
4,7751$
5,014 1$
5,265 $
5,528
JASSOCIATE ENGINEER
$
5,458 $
5,731 1$
6,018 1 $
6,318 $
6,634
ASSOCIATE PLANNER
$
5,020 $
5,271 1$
5,535 1 $
5,812 $
6,102
BUILDING INSPECTOR I
$
4,120 $
4,326 1$
4,543 $
4,770 $
5,008
BUILDING INSPECTOR II
$
4,548 $
4,775 $
5,014 1$
5,265 1 $
5,528
BUILDING TECHNICIAN I
$
3,553 1 $
3,730 $
3,917 1 $
4,1131$
4,318
BUSINESS LICENSE EXAMINER
1$
3,387 1 $
3,557 1$
3,735 $
3,921 $
4,117
CHILD CARE BOOKKEEPER I
1$
2,923 1$
3,068 $
3,222 $
3,383 ( $
3,551
CHILD CARE BOOKKEEPER III
$
3,223 1 $
3,384 1$
3,553 1 $
3,732 $
3,917
CODE ENFORCEMENT OFFICIAL I
1 $
3,299 $
3,464 1$
3,637 1 $
3,819 1$
4,010
CODE ENFORCEMENT OFFICIAL II
1$
3,641 $
3,824 1$
4,015 $
4,215 $
4,427
CODE ENFORCEMENT OFFICIAL III
($
4,120 $
4,326 1$
4,543 $
4,770 $
5,008
CUSTODIAN
1 $
3,002 1 $
3,152 $
3,309 1$
3,475 ( $
3,648
CUSTOMER SERVICE CLERK
$
2,923 ($
3,068 $
3,2221$
3,383 1 $
3,551
DEPUTY CITY CLERK
1$
3,874 1 $
4,068 1$
4,2711$ $
4,485 $
4,709
ENGINEER, CIVIL
1$
6,026 $
6,328 1$
6,644 $
6,976 $
7,325
ENGINEER, TRAFFIC
1$
6,026 $
1
6,328 1$
6,6441$
6,976 1 $
7,325
ENGINEERING TECHNICIAN I
$
3,863 $
4,0571$
4,2591$
4,4721 $
4,695
ENGINEERING TECHNICIAN II
$
4,368 1 $
4,587 1$
4,815 $
5,057 $
5,309
EQUIPMENT SERVICE ATTENDANT
$
3,311 $
3,4771$
3,651 $
3,833$
4,024
FACILITY REPAIR SUPERVISOR
$
4,788 $
5,028 $
5,279 $
5,543' $
5,819
FACILITY REPAIR WORKER I
$
3,394 $
3,563 1 $
3,741 1$
3,928 ( $
4,124
FACILITY REPAIR WORKER II
$
3,744 $
3,931 $
4,127 1 $
4,334 1 $
4,550
GIS ANALYST
$
4,223 1 $
4,434 1$
4,656 1$
4,889 1 $
5,134
GIS TECHNICIAN
$
3,382 1 $
3,551 1$
3,728 1$
3,915 1 $
4,110
GROUNDS WORKER I
$
3,1521$
3,310 1 $
3,4761$
3,649 $
3,831
GROUNDS WORKER II
1$
3,478 $
3,652 1 $
3,835 1$
4,0271 $
4,227
GROUNDS WORKER III
1$
3,838 $
4,030 1 $
4,2301$
4,442 1 $
4,664
GROUNDS SUPERVISOR
1$
4,558 $
4,785 1 $
5,024 $
5,276$
5,539
HUMAN RESOURCES ANALYST
$
4,387 1 $
4,606 $
4,837 $
5,078' $
5,331
HUMAN RESOURCES TECHNICIAN
1$
3,972 1 $
4,170 $
4,378 $
4,597 $
4,827
LEGAL ASSISTANT
1$
4,279 1 $
4,493 1$
4,7181$
4,9541 $
5,200
LEGAL SECRETARY
1$
4,072 1 $
4,275 1 $
4,489 1$
4,713 1 $
4,948
LIBRARIAN I
1$
3,921 1 $
4,118 1$
4,324 1$
4,539 1 $
4,767
LIBRARIAN II
1 $
4,120 1$
4,326 $
4,543 $
4,772 $
5,008
LIBRARY ASSISTANT I
1$
2,577 1 $
2,707' $
2,842 $
2,984 $
3,133
LIBRARY ASSISTANT II
1$
2,916 $
3,062 1$
3,215 $
3,375 $
3,545
LIBRARY CIRCULATION SUPERVISOR
1$
3,733' $
3,919 1$
4,116 $
4,3221 $
4,537
Exhibit "B"
July 1, 2003
4.40% Salary Increase
Description
A
B
C
D
E
MAIL AND STORES CLERK
$
2,746 $
2,883 $
3,027 $
3,178 $
3,337
MANAGEMENT ANALYST
$
4,662 $
4,895 $
5,139 $
5,397 $
5,666
NETWORK ANALYST
$
4,223 $
4,434 $
4,656 $
4,889 $
5,134
NETWORK SUPPORT TECHNICIAN
$
3,553 $
3,730 $
3,917 $
4,113 $
4,318
OFFICE ASSISTANT I
$
2,615 $
2,744 $
2,882 $
3,026 $
3,177
OFFICE ASSISTANT II
$
2,955 $
3,103 $
3,257 $
3,420 $
3,591
PARK EQUIPMENT MECHANIC
$
3,933 $
4,130 $
4,336 $
4,552 $
4,780
PARKING ENFORCEMENT OFFICER
$
3,814 $
3,988 $
4,174 $
4,356 $
4,561
PARKING LOT ATTENDANT
$
1,489 $
1,563 $
1,642 $
1,723 $
1,809
PARKING METER REPAIR TECH
$
3,478 $
3,652 $
3,835 $
4,027 $
4,227
PARKS AND GRAFFITI WORKER
$
3,152 $
3,310 $
3,476 $
3,649 $
3,831
PAYROLL TECHNICIAN
$
4,131 $
4,337 $
4,553 1 $
4,782 $
5,020
PLANNING TECHNICIAN
$
3,553 $
3,730 $
3,917 1 $
4,113 1$
4,318
PRINT SHOP SUPERVISOR
$
4,174 $
4,383 $
4,602 1 $
4,831 $
5,073
PRINTING PRESS OPERATOR
$
3,424 $
3,594 $
3,774 $
3,963 $
4,161
PROGRAMMER ANALYST I
$
4,223 1$
4,4341$
4,656 1 $
4,889 $
5,134
PROGRAMMER ANALYST II
$
4,662 $
4,895 $
5,139 1 $
5,397 $
5,666
PUBLIC WORKS INSPECTOR
$
4,368 $
4,587' $
4,815 1 $
5,057 $
5,309
RECREATION CENTER SUPERVISOR
$
3,733 $
3,919 1 $
4,116 1$
4,322 1 $
4,537
REVENUE SUPERVISOR
$
4,792 $
5,031 1$
5,283 1 $
5,547 1 $
5,824
SENIOR ASSOCIATE ENGINEER
$
5,736 1 $
6,0221$
6,323 $
6,639 1 $
6,971
SENIOR BUILDING TECHNICIAN
$
4,120 1$
4,326 $
4,543 $
4,770 $
5,008
SENIOR LIBRARY ASSISTANT
$
3,064 1 $
3,217 1 $
3,377 1 $
3,547 1 $
3,724
SENIOR PLANNER
1 $
5,680 1 $
5,964 $
6,261 1$
6,575 1 $
6,904
SEWER MAINTENANCE WORKER
$
3,565 $
3,743 $
3,930 1 $
4,126 $
4,332
SEWER MAINTENANCE WORKER II
$
3,838 $
4,030 $
4,2301$
4,442 $
4,664
SEWER MAINTENANCE WORKER III
$
4,235 $
4,446 1$
4,669 1 $
4,902 $
1
5,147
SEWERS SUPERVISOR
$
4,788 $
5,028 1$
5,279 1$
5,543 $
5,819
SHOP & EQUIPMENT SUPERVISOR
$
4,671 $
4,905 1 $
5,150 1$
5,407 $
5,678
STREET MAINTENANCE SUPERVISOR
$
4,788 $
5,028 1 $
5,279 1 $
5,543 $
5,819
STREET MAINTENANCE WORKER I
$
3,311 $
3,477 1$
3,651 1$
3,833 1 $
4,024
STREET MAINTENANCE WORKER II
$
3,478 $
3,652 1 $
3,835 1$
4,027 1 $
4,227
STREET MAINTENANCE WORKER III
$
3,838 $
4,030 1 $
4,230 $
4,4421$
4,664
SUPERVISING BUILDING INSPECTOR
$
4,779 $
5,017 1 $
5,268 $
5,532 ( $
5,808
SUPERVISING LIBRARIAN
$
4,548 $
4,7751$
5,014 1 $
5,265 1 $
5,528
SUPERVISING PARKING ENF OFF
1 $
4,290 $
4,4871$
4,695 1 $
4,901 1 $
5,131
SUPERVISING STREET MAINT WRKR
1 $
4,031 ($
4,233 1$
4,4441$
4,666 1 $
4,899
SUPERVISING VEHICLE EQUIP MECH
1 $
4,235 1$
4,446 1$
4,669 1 $
4,902 1 $
5,147
SWEEPER OPERATOR
$
3,653 $
3,836 1 $
4,028 1$
4,228 1 $
4,440
TRAFFIC TECHNICIAN I
$
3,863 $
4,0571$
4,259 1$
4,4721$
4,695
TRAFFIC TECHNICIAN II
$
4,368 $
4,5871$
4,815 $
5,057 $
1
5,309
TRAINING SPECIALIST
$
4,779 1$
5,017 1 $
5,268 $
5,532 ($
5,808
VEHICLE EQUIPMENT MECHANIC I
$
3,565 1 $
3,7431$
3,930 $
4,126 $
4,332
VEHICLE EQUIPMENT MECHANIC II
$
3,933 $
4,130 $
4,336 $
4,552 $
4,780
�VOLUNTEER PROGRAM COORDINATOR
$
3,467 $
3,639 $
3,822 $
4,013 $
4,213
YARD CLERK/DISPATCHER
$
3,394 $
3,563 1 $
3,741 $
3,928 $
4,124
Exhibit "C"
July 1, 2004
3.00% Salary
Increase
Description
A
B
C
D
E
ACCOUNTANT I
$
4,150 $
4,357 $
4,575 $
4,804 $
5,044
ACCOUNTANT H
$
4,361 $
4,578 $
4,808 $
5,048 $
5,300
ACCOUNTING ASSISTANT I
$
3,010 $
3,161 $
3,319 $
3,484 $
3,658
ACCOUNTING ASSISTANT II
$
3,320 $
3,485 $
3,660 $
3,843 $
4,035
ADMIN ANALYST
$
4,141 $
4,347 $
4,565 $
4,793 $
5,033
ADMIN ASSISTANT I
$
3,275 $
3,439 $
3,611 $
3,792 $
3,980
ADMIN ASSISTANT II
$
3,614 $
3,794 $
3,984 $
4,183 $
4,392
ADMIN ASSISTANT III
$
3,892 $
4,088 $
4,291 $
4,507 $
4,731
ADMIN ASSISTANT IV
$
4,091 $
4,295 $
4,510 $
4,735 $
4,972
ADMIN ASSISTANT TO THE CC
$
3,892 $
4,088 $
4,291 $
4,507 $
4,731
ADMIN ASSISTANT TO THE CM
$
4,407 $
4,628 $
4,859 $
5,102 $
5,356
ASSISTANT ENGINEER
$
4,499 $
4,724 $
4,960 $
5,208 $
5,468
ASSISTANT PLANNER
$
4,684 $
4,919 $
5,164 $
5,423 $
5,693
ASSOCIATE ENGINEER
$
5,622 $
5,903 $
6,198 $
6,508 $
6,833
ASSOCIATE PLANNER
$
5,171 $
5,429 $
5,701 $
5,986 $
6,285
BUILDING INSPECTOR
$
4,244 $
4,456 $
4,679 $
4,913 1$
5,159
BUILDING INSPECTOR II
$
4,684 $
4,919 1$
5,164 $
1
5,423 1 $
5,693
BUILDING TECHNICIAN I
$
3,660 $
3,8421$
4,035 $
4,237 $
4,448
BUSINESS LICENSE EXAMINER
$
3,489 $
3,663 1 $
3,847 1$
4,039 1$
4,240
CHILD CARE BOOKKEEPER I
$
3,010 $
3,161 1$
3,319 1 $
3,484 1$
3,658
CHILD CARE BOOKKEEPER II
$
3,320 $
3,4851$
3,660 $
3,843 $
4,035
CODE ENFORCEMENT OFFICIAL I
$
3,398 $
3,568 $
1
3,746 $
3,934 1 $
4,131
CODE ENFORCEMENT OFFICIAL II
$
3,751 $
3,939 $
4,135 1 $
4,3421$
4,560
CODE ENFORCEMENT OFFICIAL III
$
4,2441$
4,456 1$
4,679 1 $
4,913 1$
5,159
CUSTODIAN
$
3,092 $
3,247 1 $
3,408 1 $
3,579 1 $
3,757
CUSTOMER SERVICE CLERK
$
3,010' $
3,161 1$
3,319 1 $
3,484 1 $
3,658
DEPUTY CITY CLERK
$
3,990 1 $
4,190 1$
4,399 1$
4,619 1 $
4,850
ENGINEER, CIVIL
1$
6,207 $
6,518 1 $
6,844 $
7,185 1$
7,544
ENGINEER, TRAFFIC
1$
6,207 1 $
6,518 $
6,844 $
7,185 1 $
7,544
ENGINEERING TECHNICIAN I
1$
3,979 1 $
4,178 1$
4,387 1 $
4,606 1 $
4,836
ENGINEERING TECHNICIAN II
$
4,499 1 $
4,7241$
4,960 $
5,208 $
5,468
EQUIPMENT SERVICE ATTENDANT
$
3,410 1$
3,582 1 $
3,761 $
3,948 $
4,145
FACILITY REPAIR SUPERVISOR
$
1$
4,9321$
5,178 1 $
5,437 $
5,709 1$
5,994
FACILITY REPAIR WORKER I
3,495 1$
3,670 1$
3,853 $
4,046 1$
4,248
FACILITY REPAIR WORKER II
1$
3,857 1$
4,049 1 $
4,251 $
4,465 $
4,687
GIS ANALYST
1$
4,350 1$
4,567 $
4,796 $
5,036 $
5,288
GIS TECHNICIAN
$
3,483 $
3,658 $
3,840 1$
4,0321$
4,234
GROUNDS WORKER I
$
3,2471$
3,409 $
3,580 $
3,758 1$
3,946
GROUNDS WORKER II
$
3,583 1$
3,762 $
3,950 $
4,147 1 $
4,354
GROUNDS WORKER III
$
3,953 1$
4,151 $
4,3571$
4,575 1 $
4,804
GROUNDS SUPERVISOR
$
4,694 1$
4,929 $
5,175 $
5,435 1 $
5,706
HUMAN RESOURCES ANALYST
1$
4,5191$
4,744 $
4,982 $
5,230 1 $
5,491
HUMAN RESOURCES TECHNICIAN
1$
4,091 1 $
4,295 $
4,510 $
4,735 $
4,972
LEGAL ASSISTANT
1$
4,407 $
4,628 $
4,859 $
1
5,102 $
5,356
LEGAL SECRETARY
$
4,194 1 $
4,4041$
4,624 $
4,855 $
5,097
1LIBRARIAN I
1$
4,0391 $
4,241 1$
4,453 1$
4,676 1$
4,910
LIBRARIAN II
$
4,2441$
4,456 1$
4,679 1 $
4,915 1$
5,159
LIBRARY ASSISTANT I
$
2,6541$
2,788 1$
2,927 1$
3,073 1$
3,227
LIBRARY ASSISTANT II
1$
3,004 1 $
3,1541$
3,312 1 $
3,477 1 $
3,651
LIBRARY CIRCULATION SUPERVISOR
$
3,845 1 $
4,0371$
4,239 1 $
4,451 1$
4,673
Exhibit "C"
July 1, 2004
3.00% Salary Increase
Description
A
B
C
D
E
MAIL AND STORES CLERK
$
2,828 $
2,969 $
3,117 $
3,273 $
3,437
MANAGEMENT ANALYST
$
4,802 $
5,041 $
5,293 $
5,559 $
5,836
NETWORK ANALYST
$
4,350 $
4,567 $
4,796 $
5,036 $
5,288
NETWORK SUPPORT TECHNICIAN
$
3,660 $
3,842 $
4,035 $
4,237 $
4,448
OFFICE ASSISTANT I
$
2,693 $
2,827 $
2,968 $
3,116 $
3,272
OFFICE ASSISTANT II
$
3,043 $
3,196 $
3,355 $
3,523 $
3,699
PARK EQUIPMENT MECHANIC
$
4,051 $
4,253 $
4,466 $
4,689 $
4,923
PARKING ENFORCEMENT OFFICER
$
3,929 $
4,108 $
4,299 $
4,487 $
4,698
PARKING LOT ATTENDANT
$
1,534 $
1,610 $
1,691 $
1,775 $
1,863
PARKING METER REPAIR TECH
$
3,583 $
3,762 $
3,950 $
4,147 $
4,354
PARKS AND GRAFFITI WORKER
$
3,247 $
3,409 $
3,580 $
3,758 $
3,946
PAYROLL TECHNICIAN
$
4,255 $
4,467 $
4,690 $
4,925 $
5,171
PLANNING TECHNICIAN
$
3,660 $
3,842 $
4,0351$
4,2371$
4,448
PRINT SHOP SUPERVISOR
$
4,299 $
4,514 $
4,740 $
4,976 $
5,225
PRINTING PRESS OPERATOR
$
3,526 $
3,702 $
3,888 $
4,082 $
4,285
PROGRAMMER ANALYST I
$
4,350 $
4,567 $
4,796 $
5,036 $
5,288
PROGRAMMER ANALYST II
$
4,802 1 $
5,041 $
5,293 $
5,559 $
5,836
PUBLIC WORKS INSPECTOR
$
4,499 1 $
4,7241$
4,960 1 $
5,208 1$
5,468
RECREATION CENTER SUPERVISOR
$
3,845 1$
4,0371 $
4,239 $
4,451 $
4,673
REVENUE SUPERVISOR
$
4,935 1$
5,1821$
5,441 $
1
5,713 $
5,998
SENIOR ASSOCIATE ENGINEER
$
5,908 $
6,203 $
6,5121$
6,838 1 $
7,180
SENIOR BUILDING TECHNICIAN
$
4,244 $
4,456 $
4,679 1 $
4,913 1 $
5,159
SENIOR LIBRARY ASSISTANT
$
3,156 $
3,313 $
3,4791$
3,653 $
3,836
SENIOR PLANNER
$
5,850 $
6,143 $
6,449 1 $
6,772' $
7,111
SEWER MAINTENANCE WORKER I
$
3,672 $
3,856 1 $
4,048 1$
4,2501$
4,462
1 SEWER MAINTENANCE WORKER H
' $
3,953 1 $
4,151 1$
4,3571 $
4,5751$
4,804
1SEWER MAINTENANCE WORKER III
1 $
4,362 $
4,579 $
4,809 $
5,049 1 $
5,301
SEWERS SUPERVISOR
( $
4,9321$
5,178 1$
5,437 1 $
5,709 1 $
5,994
SHOP & EQUIPMENT SUPERVISOR
$
4,812 $
5,0521$
5,304 $
5,5701$
5,848
STREET MAINTENANCE SUPERVISOR
$
4,932 $
5,178 1 $
5,437 $
5,709 1 $
5,994
�STREET MAINTENANCE WORKER I
$
3,410 1$
3,582 1 $
3,761 $
3,948 1$
4,145
�STREET MAINTENANCE WORKER II
$
3,583 1$
3,762 1 $
3,950 1 $
4,147 1 $
4,354
STREET MAINTENANCE WORKER III
$
3,953 $
4,151 1 $
4,357 1 $
4,5751$
4,804
SUPERVISING BUILDING INSPECTOR
$
4,922 $
5,167 $
5,426 $
5,698 $
5,982
SUPERVISING LIBRARIAN
$
4,684 1 $
4,919 $
5,164 $
5,423 $
5,693
SUPERVISING PARKING ENF OFF
$
4,4191$
4,621 $
4,836 $
5,0481$
5,284
SUPERVISING STREET MAINT WRKR
$
4,152 $
4,360 $
4,577 $
4,806 $
5,046
SUPERVISING VEHICLE EQUIP MECH
$
4,362 $
4,579 $
4,809 $
5,049 $
5,301
SWEEPER OPERATOR
$
3,763 $
3,951 $
4,148 $
4,355 $
4,573
TRAFFIC TECHNICIAN I
$
3,979 $
4,178 1 $
4,387 $
4,606 $
4,836
TRAFFIC TECHNICIAN II
$
4,499 1 $
4,724 1$
4,960 $
5,208 $
5,468
TRAINING SPECIALIST
$
4,922 1 $
5,167 1$
5,426 $
5,698 $
5,982
VEHICLE EQUIPMENT MECHANIC I
$
3,672 1 $
3,856 1 $
4,048 1$
4,250 1$
4,462
VEHICLE EQUIPMENT MECHANIC II
$
4,051 1 $
4,253 1$
4,466 $
4,689 1$
4,923
VOLUNTEER PROGRAM COORDINATOR
$
3,571 $
3,748 $
3,936 $
4,133 $
4,340
YARD CLERK/DISPATCHER
$
3,495 $
3,670 $
3,853 $
4,046 $
4,248
Exhibit "D"
July 1, 2005 3.00% Salary Increase
Description
A
B
C
D
E
ACCOUNTANT I
$
4,274 $
4,488 $
4,712 $
4,948 1$
5,195
ACCOUNTANT II
$
4,491 $
4,716 $
4,952 $
5,199 1$
5,459
ACCOUNTING ASSISTANT I
$
3,101 $
3,255 $
3,418 $
3,589 $
3,768
ACCOUNTING ASSISTANT II
$
3,419 $
3,590 $
3,770 $
3,959 $
4,156
'ADMIN ANALYST
$
4,265 $
4,478 $
4,702 $
4,937 $
5,184
ADMIN ASSISTANT I
$
3,374 $
3,542 $
3,720 $
3,905 $
4,100
(ADMIN ASSISTANT II
$
3,722 $
3,908 $
4,103 $
4,308 $
4,523
f ADMIN ASSISTANT III
$
4,009 $
4,210 $
4,420 $
4,642 $
4,873
ADMIN ASSISTANT IV
$
4,214 $
4,424 $
4,645 $
4,877 $
5,121
ADMIN ASSISTANT TO THE CC
$
4,009 $
4,210 $
4,420 $
4,642 1$
4,873
ADMIN ASSISTANT TO THE CM
$
4,539 $
4,767 $
5,005 $
5,255 1$
5,517
ASSISTANT ENGINEER
$
4,634 $
4,866 $
5,108 $
5,364! $
5,632
ASSISTANT PLANNER
$
4,825 $
5,066 $
5,319 $
5,585 1 $
5,864
ASSOCIATE ENGINEER
$
5,790 $
6,080 1 $
6,384 1$
6,703 1$
7,038
JASSOCIATE PLANNER
$
5,326 1 $
5,592 1 $
5,872 $
6,166 $
6,473
BUILDING INSPECTOR I
$
4,371 ($
4,5891$
4,819 $
5,061 1$
5,313
BUILDING INSPECTOR II
$
4,825 1 $
5,066 1 $
5,319 $
5,585 1$
5,864
BUILDING TECHNICIAN I
$
3,770 1 $
3,958 1 $
4,156 1$
4,364 $
4,581
BUSINESS LICENSE EXAMINER
$
3,593 1 $
3,773 1 $
3,962 $
4,160 $
4,367
CHILD CARE BOOKKEEPER I
1$
3,101 $
3,255 1 $
3,418 $
3,589 1 $
3,768
CHILD CARE BOOKKEEPER II
$
3,419 $
3,590 1 $
3,770 1$
3,959 1$
4,156
CODE ENFORCEMENT OFFICIAL I
$
3,500 $
3,675! $
3,859 1$
4,052 1 $
4,255
CODE ENFORCEMENT OFFICIAL II
$
3,863 $
4,057 1 $
4,259 ! $
4,472 1$
4,696
CODE ENFORCEMENT OFFICIAL III
$
4,371 1$
4,589 1 $
4,819 I $
5,061 1$
5,313
CUSTODIAN
$
3,185 $
3,3441$
3,510 1$
3,687 1 $
3,870
CUSTOMER SERVICE CLERK
$
3,101 $
3,2551$
3,418 $
3,589 1 $
3,768
DEPUTY CITY CLERK
1$
4,110 1 $
4,316 $
4,531 $
4,758 1$
4,996
ENGINEER, CML
1$
6,393 $
6,713 $
7,049 $
7,401 1$
7,771
ENGINEER, TRAFFIC
1$
6,393 $
6,713 1 $
7,049 1$
7,401 1$
7,771
ENGINEERING TECHNICIAN I
1$
4,099 1 $
4,304 1$
4,519 1 $
4,744 1 $
4,981
ENGINEERING TECHNICIAN II
$
4,634 $
1
4,866 $
5,108 1 $
5,364 1$
5,632
EQUIPMENT SERVICE ATTENDANT
1$
3,513 $
3,689 $
3,873 1 $
4,067 $
4,270
FACILITY REPAIR SUPERVISOR
1$
5,080 1 $
5,334 1 $
5,600 1 $
5,880 $
6,174
FACILITY REPAIR WORKER I
1$
3,600 1 $
3,780 1 $
3,969 1$
4,167 1$
4,375
FACILITY REPAIR WORKER II
1$
3,972 1 $
4,170 1 $
4,379 1 $
4,598 1 $
4,827
GIS ANALYST
$
4,480 $
4,704 1$
4,940 1 $
5,187 $
5,446
GIS TECHNICIAN
$
3,588 $
3,768 1 $
3,955 1 $
4,153 $
4,361
GROUNDS WORKER I
$
3,344 $
3,511 1$
3,688 1 $
3,871 1$
4,065
GROUNDS WORKER II
$
3,690 $
3,875 1$
4,068 1 $
4,272 $
4,485
GROUNDS WORKER III
$
4,071 $
4,275 1$
4,488 1 $
4,712 $
4,948
GROUNDS SUPERVISOR
$
4,835 $
5,077 $
5,330 1 $
5,598 $
5,877
HUMAN RESOURCES ANLAYST
$
4,654 $
4,886 $
5,131 $
5,387 $
5,656
HUMAN RESOURCES TECHNICIAN
$
4,214 1 $
4,424 1$
4,645 1 $
4,877 $
5,121
LEGAL ASSISTANT
1$
4,539 1 $
4,767 1 $
5,005 $
5,255 $
5,517
LEGAL SECRETARY
$
4,320 1 $
4,536 1 $
4,762 1 $
5,000 1$
5,250
LIBRARIAN I
1$
4,160 $
4,369 1$
4,587 1$
4,816 1$
5,057
LIBRARIAN II
1$
4,371 $
4,589 1 $
4,819 1 $
5,063 $
5,313
(LIBRARY ASSISTANT I
1$
2,734 $
2,872 1$
3,015 1 $
3,165 $
3,324
LIBRARY ASSISTANT II
$
3,094 $
3,249 $
3,411 1$
3,581 1$
3,761
LIBRARY CIRCULATION SUPERVISOR
1$
3,960 $
4,158 1$
4,366 1 $
4,585 1 $
4,814
Exhibit "D"
July 1, 2005 3.00% Salary Increase
Description
A
B
C
D
E
MAIL AND STORES CLERK
$
2,913 $
3,058 $
3,211 $
3,371 $
3,540
MANAGEMENT ANALYST
$
4,946 $
5,193 $
5,452 $
5,725 $
6,011
NETWORK ANALYST
$
4,480 $
4,704 $
4,940 $
5,187 $
5,446
NETWORK SUPPORT TECHNICIAN
$
3,770 $
3,958 $
4,156 $
4,364 $
4,581
OFFICE ASSISTANT I
$
2,774 $
2,912 $
3,057 $
3,210 $
3,370
OFFICE ASSISTANT H
$
3,135 $
3,292 $
3,456 $
3,629 $
3,810
PARK EQUIPMENT MECHANIC
$
4,173 $
4,381 $
4,600 $
4,830 $
5,071
PARKING ENFORCEMENT OFFICER
$
4,046 $
4,231 $
4,428 $
4,621 $
4,839
PARKING LOT ATTENDANT
$
1,580 $
1,658 $
1,741 $
1,828 $
1,919
PARKING METER REPAIR TECH
$
3,690 $
3,875 $
4,068 $
4,272 $
4,485
PARKS AND GRAFFITI WORKER
$
3,344 $
3,511 $
3,688 $
3,871 $
4,065
PAYROLL TECHNICIAN
$
4,382 $
4,601 $
4,831 $
5,073 $
5,326
PLANNING TECHNICIAN
$
3,770 $
3,958 $
4,156 $
4,364 1$
4,581
PRINT SHOP SUPERVISOR
$
4,428 $
4,6501 $
4,882 1 $
5,125 $
5,382
PRINTING PRESS OPERATOR
$
3,632 1 $
3,813 1 $
4,0041$
4,205' $
4,414
PROGRAMMER ANALYST I
$
4,4801$
4,7041$
4,940 1$
5,187 $
5,446
PROGRAMMER ANALYST II
1 $
4,946 $
5,193 1 $
5,452 1 $
5,725 $
6,011
PUBLIC WORKS INSPECTOR
$
4,634 1 $
4,866 1 $
5,108 1 $
5,364 1 $
5,632
RECREATION CENTER SUPERVISOR
+ $
3,960 1 $
4,158 1$
4,366 1 $
4,585 1$
4,814
REVENUE SUPERVISOR
$
5,083 1$
5,337 1 $
5,605 1$
5,885 ($
6,178
SENIOR ASSOCIATE ENGINEER
$
6,0851$
6,389 1 $
6,708 1$
7,043 $
7,395
SENIOR BUILDING TECHNICIAN
$
4,371 $
4,589 $
4,819 $
5,061' $
5,313
SENIOR LIBRARY ASSISTANT
$
3,251 $
3,412' $
3,583' $
3,763 $
3,951
SENIOR PLANNER
$
6,026 $
6,327 1 $
6,643 $
6,975 $
7,325
SEWER MAINTENANCE WORKER I
$
3,782 $
3,971 1 $
4,169 1 $
4,378 $
4,596
SEWER MAINTENANCE WORKER II
$
4,071 $
4,2751$
4,488 $
4,712 $
4,948
SEWER MAINTENANCE WORKER III
$
4,493 $
4,717 $
4, 954 $
5,201 $
5,460
SEWERS SUPERVISOR
$
5,080 $
5,334 $
5,600 $
1
5,880 $
6,174
SHOP & EQUIPMENT SUPERVISOR
$
4,956 $
5,204 1$
5,4641$
5,737' $
6,024
STREET MAINTENANCE SUPERVISOR
$
5,080' $
5,334 1 $
5,600 1 $
5,880 1 $
6,174
STREET MAINTENANCE WORKER I
1 $
3,513 ($
3,689 1$
3,873 1 $
4,067 $
4,270
STREET MAINTENANCE WORKER II
$
3,690 1 $
3,875 1$
4,068 1 $
4,272 1$
4,485
STREET MAINTENANCE WORKER III
$
4,071 $
4,2751$
4,488 1 $
4,712 1$
4,948
SUPERVISING BUILDING INSPECTOR
$
5,070 $
1
5,322 $
5,589 1 $
5,869 1 $
6,161
SUPERVISING LIBRARIAN
$
4,8251$
5,066 1 $
5,319 1 $
5,585 $
5,864
(SUPERVISING PARKING ENF OFF
$
4,552 1 $
4,7601$
4,981 $
5,199 $
5,443
f SUPERVISING STREET MAINT WRKR
$
4,276 ( $
4,490 1$
4,715 $
4,950 1 $
5,197
SUPERVISING VEHICLE EQUIP MECH
$
4,493 $
4,717 $
4,954 1$
5,201 1$
5,460
SWEEPER OPERATOR
$
3,876 $
4,069 $
4,2731$
4,486 1 $
4,710
TRAFFIC TECHNICIAN I
$
4,099 $
4,3041$
4,5191$
4,744 1 $
4,981
TRAFFIC TECHNICIAN II
$
4,634 $
4,866 $
5,108 $
5,364 $
5,632
TRAINING SPECIALIST
$
5,070 $
5,322 $
5,589 $
1
5,869 $
6,161
VEHICLE EQUIPMENT MECHANIC I
$
3,782 $
3,971 $
4,169 1$
4,378 1$
4,596
VEHICLE EQUIPMENT MECHANIC II
$
4,173 $
4,381 1 $
4,600 1$
4,830 1 $
5,071
VOLUNTEER PROGRAM COORDINATOR
$
3,678 $
3,861 1 $
4,054 1$
4,257 1 $
4,470
YARD CLERK/DISPATCHER
$
3,600 $
3,780 1 $
3,969 1 $
4,167 1 $
4,375
City of San Rafael
SEIU 949, MAPE Classification/Compensation Summary: Benchmark Linkages
MOU Exhibit "E"
Current Benchmark
A Accounting
Assistant II
B. Associate Planner
C
Assistant
Engineer
D Parking Enforcement
Officer
I
E. I Library Assistant II
Linkage
Title I Grade Levels from Benchmark
Supervisor— Revenue 1
+16
Accountant II 1
+11
Payroll Technician 1
+10
Accountant 1
+9
Business License Examiner 1
+2
Accounting Assistant II 1
0
1 Child Care Bookkeeper II
0
Accounting Assistant I 1
-4
Child Care Bookkeeper I
-4
I Customer Service Clerk
-4
I 1
1 Senior Planner 1
+5
1 Associate Planner 1
0
1 Training Specialist
-2
1 Supervising Inspector 1
-2
1 Management Analyst
-3
Programmer Analyst II
-3
Assistant Planner 1
-4
Building Inspector II 1
-4
Programmer Analyst I 1
-7
1 Network Analyst
-7
1 GIS Analyst 1
-7
1 Building Inspector I I
-8
Code Enforcement Official III 1
-8
Senior Building Technician 1
-8
1 Administrative Analyst I
-9
1 Recreation Center Supervisor
-12
Code Enforcement Official II '
-13
1 Planning Technician 1
-14
1 Network Support Technician 1
-14
1 Building Technician I 1
-14
1 Volunteer Program Coordinator 1
-15
I GIS Technician 1
-16
1 Code Enforcement Official I 1
-17
I I
1 Civil Engineer
+13
1 Traffic Engineer '
+13
1 Senior Associate Engineer
+11
1 Associate Engineer 1
+9
1 Assistant Engineer I
0
1 Public Works Inspector 1
0
Engineering Technician II 1
0
Traffic Technician II 1
0
1 Engineering Technician I 1
-5
Traffic Technician I 1
-5
I
Supervising Parking Enforcement Officer
+12.5
Parking Enforcement Officer 1
0
Supervising Librarian 1
+18
Librarian II 1
+14
Librarian I 1
+12
Library Circulation Supervisor 1
+10
Senior Library Assistant 1
+2
Library Assistant II 1
0
Library Assistant I 1
I
-5
Current Benchmark
Title
F. Secretary or Human Resources Analyst
Administrative
Assistant II
Administrative Assistant to the City Manager
Legal Assistant
I Supervisor— Print Shop
Legal Secretary
Administrative Assistant IV
Human Resources Technician
I Deputy City Clerk
Administrative Assistant to the Police Chief
I I Administrative Assistant to the City Clerk
I I Administrative Assistant III
Administrative Assistant II
I Printing Press Operator
Administrative Assistant I
I I Office Assistant II
Mail and Stores Clerk
I Office Assistant I
I Parking Lot Attendant
G IStreet Maintenance Supervisor— Street Maintenance
Supervisor
I I Supervisor—Sewers
I Supervisor—Facility Repair
f I I Shop and Equipment Supervisor
Supervisor—Grounds
Supervising Vehicle/Equipment Mechanic
Sewer Maintenance Worker III
I I I Supervising Street Maintenance Worker
I f I Vehicle/Equipment Mechanic II
Park Equipment Mechanic
Street Maintenance Worker III
Grounds Worker III
Sewer Maintenance Worker II
Facility Repair Worker II
I Sweeper Operator
Vehicle/Equipment Mechanic I
Sewer Maintenance Worker I
Grounds Worker II
Parking Meter Repair Technician
Street Maintenance Worker II
Facility Repair Worker I
I Yard Clerk/Dispatcher
I Equipment Service Attendant
I Street Maintenance Worker I
I Park & Graffiti Worker
I Grounds Worker I
I I Custodian
"Bold Print for job class titles represents job classes in the Supervisory Unit.
Linkage
Grade Levels from Benchmark
+9
+8
+8
+7
+6
+5
+5
+4
+3
+3
+3
0
-1
-4
-7
-10
-12
-35
0
0
0
-1
-2
-5
-5
-7
-8
-8
-9
-9
-9
-10
-11
-12
-12
-13
-13
-13
-14
-14
-15
-15
-17
-17
-19
W:\Management Services- WorkFile\HR- WorkFile\Human Resources\MOU's 2002\MAPE\MOU Exhibit Benchmark Linkages
Verl.doc
City of San Rafael and MAPE/SEIU Miscellaneous and Supervisory Units
Drug and Alcohol Policy — Non DOT
Exhibit "F"
It is the policy of the City of San Rafael to provide a safe, drug-free and alcohol -free work environment for our employees.
Being under the influence of drugs and/or alcohol on the job poses serious risks to employee health and safety. This policy
sets forth the rights and obligations of covered employees. If you are a covered employee under this policy you should
familiarize yourself with the provisions of this policy BECAUSE COMPLIANCE WITH THIS POLICY IS A
CONDITION OF YOUR EMPLOYMENT.
A. EMPLOYEE QUESTIONS:
An employee shall refer any questions regarding his/her rights and obligations under the policy to the Manager of
the Human Resources Division.
B. COVERED EMPLOYEES:
All employees are covered by this policy.
C. ACCIDENT
An accident occurs when as a result of an occurrence:
an individual dies, or;
a covered employee receives a citation for a moving violation arising from an accident, and:
a. an individual sustains bodily injuries requiring immediate medical treatment away from the
accident scene, or:
b. one or more vehicles is disabled (excluding mechanical failure) and must be towed from the
site
D. PROMBITIONS
Covered employees shall not be under the influence or in possession of controlled substances or alcohol during
work hours. The following conduct is prohibited and may result in termination:
Reporting for duty or remaining on duty while having an alcohol concentration level of .02 or greater;
Performing any function or activity which presents a demonstrable danger to the safety of the employee
or the safety of others, including but not limited to operating motorized or air powered equipment or
motorized vehicles and working with hazardous materials within four hours of using alcohol.
3. Being on duty or operating a City of San Rafael vehicle while possessing alcohol and/or controlled
substances;
Using alcohol while on duty;
Drug and Alcohol Policy 2
5. Reporting for duty or remaining on duty when the employee used any controlled substance, except if the
use is pursuant to the instructions of a physician who has advised the employee that the substance does
not adversely affect the employee's ability to perform his/her job;
6. Reporting for duty or remaining on duty if the employee tests positive for controlled substances;
7. Refusing to submit to any alcohol or controlled substances test required by this Policy. A covered
employee who refuses to submit to a required drug/alcohol test will be treated in the same manner as an
employee who tested 0.04 or greater on an alcohol test or tested positively on a controlled substances
test.
Refusal to submit to an alcohol or controlled substances test required by the Policy includes but is not limited to:
a. A refusal to provide a urine sample for a drug test, or a breath sample for an alcohol test;
b. An inability to provide an adequate breath or urine sample without a valid medical explanation;
C. A refusal to complete and sign the breath alcohol testing or drug testing form, or otherwise to
cooperate with the testing process in a way that prevents the completion of the test;
d. Tampering with or attempting to adulterate or substitute the urine specimen or collection
procedure;
Not reporting to the collection site in the time allotted by the supervisor or manager who directs
the employee to be tested;
Leaving the scene of an accident without a valid reason as to why authorization from a
supervisor or manager who shall determine whether to send the employee for a post -accident
drug and/or alcohol test was not obtained;
g. Consuming alcohol during the eight hours immediately following an accident, unless the
employee has been informed that his/her actions have been discounted as a contributing factor,
or if the employee has been tested.
Additionally, an employee shall report any conviction for any drug-related activity to the Human Resources Manager
within five (5) days after he/she receives notice of the conviction or as soon thereafter as practicable. An employee is not
required to report a misdemeanor marijuana conviction that is more than two (2) years old. All employees covered by this
Policy have previously been provided with a copy of the City's Drug Free Workplace Statement, and have signed an
acknowledgment that they have read the Statement and agree to comply with it.
E. CIRCUMSTANCES UNDER WHICH DRUG AND ALCOHOL TESTING WILL BE IMPOSED ON
COVERED EMPLOYEES:
Post -Accident Testing:
Post -Accident drug and alcohol testing will be conducted on employees following an accident where the
employee's performance cannot be discounted as a contributing factor.
The decision as to whether or not to test the employee will be left to a supervisory or management employee. The
presumption is for testing. The only reason an employee will not be tested following an accident is if a
determination is made that the employee's performance could not have been a contributing factor. If a fatality
occurs, the employee will be tested irrespective of whether his/her involvement may be discounted.
Drug and Alcohol Policy 3
Post -accident alcohol tests will be administered within two hours following an accident and no test may be
administered after eight hours. A post -accident drug test shall be conducted within 32 hours following the
accident.
2. Reasonable Suspicion Testing:
Covered employees are also required to submit to an alcohol or drug test when a trained supervisor has reasonable
suspicion to believe the employee may be under the influence of alcohol or controlled substances. The
observation must be based on short-term indicators, but not limited to, blurry eyes, slurring of speech, or the smell
of alcohol on the breath. The supervisor may not rely on long-term signs, such as absenteeism or tardiness alone,
to support the need for a reasonable suspicion test. Although only one trained supervisor is needed to determine
reasonable suspicion, when practicable another trained supervisor may be called upon by the suspecting
supervisor to observe the indicator(s).
The reasonable suspicion alcohol test will be administered within two hours of the observation. If not, the
employer must provide written documentation as to why the test was not promptly conducted. No test may be
administered after eight hours following the observation.
To ensure the supervisors are trained to make reasonable suspicion determinations, supervisors vested with the
authority to demand a reasonable suspicion drug and alcohol test will attend at least one hour of training on
alcohol misuse and at least one hour of training on controlled substances use. The training will cover the physical,
behavioral, speech, and performance indicators of probable alcohol misuse and use of controlled substances.
3. Return to Duty/Follow-up Testing:
A covered employee who has violated any of the prohibitions of this policy (See Section D) must submit to a
return to duty test before he/she may be returned to his/her position. The test result must indicate an alcohol
concentration of less than 0.02 or a verified negative result on a controlled substances test. In addition, because
studies have shown that the relapse rate is highest during the first year of recovery, the employee will be subject to
follow-up testing. The employee will be subject to up to six unannounced drug/alcohol tests during the first year
back to duty following the violation.
F. PROCEDURES TO BE USED FOR DETECTION OF DRUGS AND ALCOHOL
Alcohol Testing:
Alcohol testing will be conducted by using an evidential breath testing device (EBT) approved by the National
Highway Traffic safety administration.
A screening test will be conducted first. If the result is an alcohol concentration level less than 0.02, the test is
considered a negative test. If the alcohol concentration level is 0.02 or more, a second confirmation test will be
conducted.
The procedures that will be utilized for collection and testing of the specimen are attached hereto as Attachment
A.
Drug Testing:
Drug testing will be conducted pursuant to the procedures set forth in
Attachment
Drug and Alcohol Policy
G. REFUSAL TO SUBMIT TO AN ALCOHOL AND/OR DRUG TEST:
0
A covered employee who refuses to submit to any required drug/alcohol testing will be treated in the same manner
as an employee who tested 0.04 or greater on an alcohol test or tested positively on a controlled substances test.
H. CONSEQUENCES FOR EMPLOYEES FOUND TO HAVE ALCOHOL CONCENTRATION LEVELS
OF 0.02 OR GREATER BUT LESS THAN 0.04:
An employee whose test indicates an alcohol concentration level between 0.02 and 0.04 will be removed from his
or her job duties for at least 24 hours. Such an employee may be subject to discipline up to and including
termination for any such positive test. City of San Rafael will then retest the employee. Before the employee may
be returned to his/her job duties, the employee's alcohol concentration must indicate a concentration below 0.02.
I. CONSEQUENCES OF FAILING AN ALCOHOL AND/OR DRUG TEST:
A positive result from a drug test will be cause for discipline up to and including termination. An alcohol test
showing an alcohol concentration over .04 may result in disciplinary action, up to and including termination.
If a covered employee is not terminated, the employee:
1. must be removed from his/her work duties for at least 24 hours;
2. must submit to an examination by a substance abuse professional. Upon a determination by the
substance abuse professional, the employee may be required to undergo treatment for his/her alcohol or
drug abuse. City of San Rafael is not required to pay for the treatment;
3. may not be returned to his/her work duties until the employee submits to a return -to -duty controlled
substance and/or alcohol test (depending on which test the employee failed) which indicates an alcohol
concentration level of less than 0.02 or a negative result on a controlled substance test;
will be required to submit to unannounced follow-up testing after he/she has been returned to his/her
position. See section F(4) above.
J. INFORMATION CONCERNING THE EFFECTS OF ALCOHOL AND CONTROLLED SUBSTANCES
AND AVAILABLE METHODS OF INTERVENTION
Attached to this Policy as Attachment B are Fact Sheets published by the Federal Transit Administration,
addressing the effects of alcohol and the various controlled substances which are tested for under this Policy.
K. CITY OF SAN RAFAEL EAP PROGRAM
Employees should be aware that the City of San Rafael has established an Employee Assistance Program (EAP)
to help employees who need assistance with alcohol and controlled substances abuse.
W:\Management Services- WorkFile\HR- WorkFile\Human Resources\MOU's 2002`MAPE\MOU Exhibit Non -DOT Drug and Alcohol
Policy.doc
Exhibit "G"
C'ry C7,imoo
n.
CITY OF SAN RAFAEL
SAN RAFAEL POLICE ASSOCIATION
M. 0. U. Side Letter
Whereas the City of San Rafael has determine a need to change the organization by establishing a
Parking Services Division within the Management Services Department that shall include positions
currently assigned to the Police Department.
Whereas the City of San Rafael and the San Rafael Police Association have been in negotiations
regarding the impact of such a change on the employees in the Parking Enforcement Officer job
classification.
and
Whereas the City of San Rafael and the San Rafael Police Association have concluded these negotiations
regarding the impact of this change.
Now therefore this side letter agreement made by the City of San Rafael and the San Rafael Police
Association shall outline the effective date of this organizational change and the agreed to changes to the
employees in the Parking Enforcement Officers affected by this organizational change.
1.2.1
Bargaining Unit
3.1. General Wages
The Parking Enforcement Officer job class would be assigned to
the MAPE/SEN Miscellaneous Unit effective July 1, 2002.
Agency Shop provisions would require membership in the Union,
either as a full or associate member.
Effective July 1, 2002 the wage range for the Parking
Enforcement Officer job class shall be increased by five and one-
half percent (5.5%), in addition to any wage increase granted
through the bargaining unit negotiation process. The job class of
Parking Enforcement Officer will be retained as a benchmark for
total compensation survey purposes.
Human Resources, City of San Rafael
1400 Fifth Aveniie, P. O. Box 151560, San Rafael, CA 94915-1560
Phone: (415) 485-3063 T.D. D: (415) 485-3198 24 -Hour Job Hotline: (415) 485-3433 EEO
E::hi
3.7.1.
3.7.3.
4.1
4.5
M
the effective date of this change shall be twelve months, instead
of the current eighteen months.
Out -of -Class In the event a Parking Enforcement Officer is assigned "field
Compensation training" duties the City shall consider this as "out -of -class"
work and the assigned Parking Enforcement Officer will receive
5% of their current pay as compensation for the hours worked in
this assignment.
Bilingual Pay Shall be $150 per month for qualified employees instead of a
Incentive percent of base pay.
Health and Welfare The City's maximum month contribution will be increased to
Benefits $484 per month.
Cash back provision shall be limited to $84 per month.
The City's contribution towards a retiree's health insurance
premium is currently capped at $250 per month for eligible
retirees represented by MAPE/SEN.
The dental insurance benefit will be increased from $1,000 to
$1,500 per calendar year.
The employee may continue enrollment in the vision plan
pursuant to COBRA eligibility.
Employees are enrolled in State Disability Insurance — a short-
term disability insurance program. Employee pays the
premium.
Retirement The City's contribution toward the employees' enrollment in the
Marin County Retirement System shall be adjusted to be
equivalent to one-half of the employee's share, not to exceed
five percent (5%).
An employee represented by MAPE/SEN and retiring from the
City (within 120 days of leaving their position) may receive
additional service credit for unused sick leave.
Vacation Leave Accrual for an employee represented by MAPE/SEN is
equivalent to ten days of vacation annually for the first three
years of employment and then increases annually thereafter, to a
maximum of 25 days per year. PEO employees will carry
forward their accrued balance and accrual rate will be
established using the MAPE/SEN incremental accrual schedule
based on employee' years of service (in some cases this will
increase the employee's monthly accrual rate).
Human Resources, City of San Rafael
1400 Fifth Avenue, P. O. Box 151560, San Rafael, CA 94915-1560
Phone: (415) 485-3063 T.D.D: (415) 485-3198 24 -Hour Job Hotline: (415) 485-3433 EEO
Exhibit "G"
5.1
5.4
5.6.
5.8
8.4.
New
noted change that in MADE/SEIU 2 holidays are "floating" and
are therefore added to the employees' vacation balance as they
are earned.
Work Week The work week shall be 37.5 hours per week (excludes lunch
time break) and the employees' hourly rate (for overtime
purposes) will therefore reflect a change from 2080 hours per
year to 1950 hours per year (this will increase the hourly rate).
Call -Back Duty Employee shall receive compensation for a minimum of four
hours if called back to duty, subject to the Overtime provisions
of Section 5.2 of the MAPE/SEIU San Rafael MOU.
Education Employees represented by MAPE/SEN are eligible to receive
Reimbursement an education reimbursement on an annual basis, to a maximum
Program of $200 per fiscal year.
Uniform Allowance The uniform allowance for the Parking Enforcement Officer
will be changed July 1, 2002 to include a specified amount in
the MAPE/SEIU MOU for the annual uniform allowance (total
is $445/year). Allowance will be $445 per annum and paid in
two installments in June and December, consistent with other
MAPE employee allowances.
Parking Enforcement Officers shall continue to have utility and
rain gear provided by the City.
The City agrees that any uniform expense incurred (patches,
shirts, pants or other clothing), as a result of this transition in
July 2002, will be borne by the City of San Rafael. If new shirts
or pants are required the City will pay for the cost of two (2)
articles of clothing.
Seniority Seniority will be determined by consecutive service time within
the job class of Parking Enforcement Officer.
Court Pay Parking Enforcement Officers who are required, in the course
and scope of their official employment, to appear in court or
other official hearings other than during his/her work week
schedule, shall receive a minimum of four hours pay if that
appearance is on a scheduled day off. If a court appearance is
required on a scheduled work day, and such appearance
commences one half (1/2) hour after completion of the
employee's shift, then the employee shall be compensated at the
overtime rate for actual time spent, beginning at the conclusion
of the regular shift hours and ending upon his/her release from
the court or hearing officer.
Human Resources, City of San Rafael
1400 Fifth Avenue, P. O. Box 151560, San Rafael, CA 94915-1560
Phone: (415) 485-3063 T.D.D: (415) 485-3198 24 -Hour Job Hotline: (415) 485-3433 EEO
11
Exhib is side letter shall be efft-... z as of April 23, 2002, with the actual da of organizational change being
Iuly 1, 2002. After July 1, 2002 the side letter shall remain in effect until such time as the MAPE/SEN
Memorandum of Understanding for the Miscellaneous Unit is renewed and the aforementioned language
is incorporated into the MOU.
SAN LPO ICE SSOCIATION
Dan Hanlon, Association President
Date
CITY F SAN RAFAEL
AA
Ke-nNQ> dhoff, Assistant City a#r
1�;Q
Date
U:\KenNUabor\police assn\Police Association side letter PEO final.doc
Human Resources, City of San Rafael
1400 Fifth Avenue; P. O. Box 151560, San Rafael, CA 94915-1560
Phone: (415) 485-3063 T D.D. (415) 485-3198 24 -Hour Job Hotline: (415) 485-3433 EEO