HomeMy Public PortalAbout89-041RESOLUTION NO. 89-041
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
CARSON APPROVING A MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF CARSON AND THE EMPLOYEES
ASSIGNED TO CLASSIFICATIONS IN THE SUPERVISOR'S
UNIT REPRESENTED BY THE ASSOCIATION OF
SUPERVISORS.
THE CITY COUNCIL OF THE CITY OF CARSON RESOLVES AS FOLLOWS:
Section 1. The representatives of the City of
Carson have met and conferred in good faith with the
representatives of the Association of Supervisors. As a result
of the meet and confer process, the City and the Association
have agreed on matters within the scope of representation that
are set forth in this Memorandum of Understanding.
Section 2. The Memorandum of Understanding is
attached as Exhibit A and is a part of this Resolution.
Section 3. The City Council adopts and approves
this Memorandum of Understanding.
PASSED, APPROVED AND ADOPTED THIS 18th day of April , 1989.
Ma or
ATTEST:
q4 <O
City Clerk
Approved as to form:
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) ss.
CITY OF CARSON )
I, Helen S. Kawagoe, City Clerk of the City of Carson, California, do
hereby certify that the whole number of members of the City Council of said City is
five; that the foregoing resolution, being Resolution No. 89-041 was duly and
regularly adopted by the City Council of said City at a regular meeting of said
Council, duly and regularly held on the 18th day of April, 1989, and that the same
was so passed and adopted by the following vote:
AYES:
COUNCIL
MEMBERS:
Anderson, DeWitt, Muise, Calas, and Mitoma
NOES:
COUNCIL
MEMBERS:
None
ABSTAIN:
COUNCIL
MEMBERS:
None
ABSENT:
COUNCIL
MEMBERS:
None
C y Clerk, City of�Carson California
Memorandum of Understanding
between
The City of Carson
and the
Association of Supervisors
Exhibit A
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890417 jcs A277.CJW 7
PREAMBLE
Pursuant to Chapter 10 (Section 3500 et seq.) of
Division 4, Title 1 of the Government Code and Resolution No.
85-107, the Employer -Employee Relations Resolution of the City of
Carson, the matters within the scope of representation that are
set forth in this Memorandum of Understanding have been
discussed by and between representatives of the City of Carson
(hereinafter "city") and representatives of the Association of
Supervisors (hereinafter "association") and except as otherwise
1rovided herein shall apply to employees assigned to the
assification in the unit as set forth in Appendix A.
The matters within the scope of representation that are
set forth in this Memorandum of Understanding have been discussed
in good faith and agreed to by the city and the association as
constituting an equitable adjustment to present wages, hours, and
other terms and conditions of employment as evidenced by the
signatures of the duly authorized representatives of the city and
the association.
ARTICLE I
DEFINITION OF TERMS
The following terms, whenever used in the Memorandum of
Understanding, shall have the meanings set forth in this Article.
SECTION -1 - ACTING DUTY: The performance of a
temporary assignment by an employee in a classification with a
higher pay range than the employee's usual classification.
SECTION 2 - CLASSIFICATION: A position or positions
a,.Agned to the same job title.
SECTION 3 - DAY: A calendar day.
SECTION 4 - DEPARTMENT DIRECTOR: An individual
assigned to any of the following classifications: city
administrator, deputy city administrator, director of community
development, director of community safety, director of finance &
administration, director of parks and recreation, director of
personnel, and director of public works.
SECTION 5 - EMPLOYEE: An individual compensated
through the city payroll and appointed to one of the
classifications listed in Appendix A.
SECTION 6 - FULL TIME: A period consisting of forty
(40) hours of work per week in increments of eight (8) hours per
shift.
SECTION 7 - LEAVE: An authorized absence from work.
SECTION 8 - MANAGEMENT: An employee assigned to any of
the following classifications: accounting manager, deputy city
administrator, revenue manager, city administrator, community
center manager, community development manager, director of
community development, director of community safety, director of
finance and administration, director of parks and recreation,
director of personnel, director of public works, division
engineer, community planner, public information director,
purchasing manager, redevelopment project manager, senior
building maintenance supervisor, senior park maintenance
supervisor, superintendent of parks maintenance, superintendent
of public works maintenance and superintendent of recreation.
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890417 jcs A277.CJW 7
SECTION 9 - POSITION: The duties and responsibilities
assigned to an employee within a classification.
SECTION 10 - PREVAILING PAY RATE: The basic pay rate
within a pay range paid to an employee for the performance of the
duties of a classification.
SECTION 11 - SUPERVISOR: For the purposes of this
Memorandum of Understanding, shall include those positions found
in Appendix A of this document.
2.2 Employees subject to this Memorandum of
Understanding shall be paid at a wage rate that is at least ten
percent (10%) higher than the highest paid employee under their
direct supervision.
2.3 Employees scheduled to work during the first shift
from 6:30 a.m. to 6:30 p.m. shall not be paid shift differential
pay for any hours worked.
2.4 Employees scheduled to work during the second
shift shall receive shift differential pay calculated as a five
percent (5%) increase in the employee's prevailing pay rate for
any hours worked from 2:00 p.m. to 11:00 P.M.
2.5 Employees scheduled to work during the third shift
shall receive shift differential pay calculated as a ten percent
(10%) increase in the employee's prevailing pay rate for any
hours worked from 11:00 p.m. and 7:00 a.m.
2.6 The City shall be able to establish schedules for
the first, second, and third shifts in accordance with the City's
operational requirements.
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890417 jcs A277.CJu 7
ARTICLE II
COMPENSATION
SECTION 1. The salaries listed
in Section
2 below
shall be increased 4.4%
effective July 1,
1988 for employees
employed by the City on
the date this Memorandum of
Understanding
is adopted.
SECTION 2 - GENERAL PAY RATES:
2.1. MONTHLY WAGE RATES:
Position Title
Pay Range
Monthly
Salary
Accounting Supervisor
S39
$ 2,354
- 31005
Administrative Asst
S40
21383
- 31041
Asst Com. Ctr. Man.
S39
21354
- 31005
Assoc. Civ. Engineer
S51
2,861
- 31651
Bldg. Maint. Supv.
S42
2,471
- 3,154
Central Serv. Supv.
S24
11843
- 2,354
Code Enforcement Supv.
S42
2,471
- 3,154
-immunity Ctr. Supv.
S33
2,134
- 2,725
�,%,stodial Serv. Supv.
S30
21032
- 21595
Equip. Maint. Supv.
S36
2,241
- 21861
Event Supervisor
S33
21134
- 21725
Parks Maint. Supv.
S35
2,187
- 2,793
Pub. Works Maint. Supv.
S36
2,241
- 21861
creation Supervisor
S33
2,134
- 21725
:enabilitation Supv.
S46
2,627
- 3,353
Safety Services Supv.
S42
2,471
- 31154
Sr. Const. Inspector
S35
21187
- 21793
Special Serv. Coord.
S41
21413
- 31079
Warehouse Supervisor
S29
11984
- 21533
2.2 Employees subject to this Memorandum of
Understanding shall be paid at a wage rate that is at least ten
percent (10%) higher than the highest paid employee under their
direct supervision.
2.3 Employees scheduled to work during the first shift
from 6:30 a.m. to 6:30 p.m. shall not be paid shift differential
pay for any hours worked.
2.4 Employees scheduled to work during the second
shift shall receive shift differential pay calculated as a five
percent (5%) increase in the employee's prevailing pay rate for
any hours worked from 2:00 p.m. to 11:00 P.M.
2.5 Employees scheduled to work during the third shift
shall receive shift differential pay calculated as a ten percent
(10%) increase in the employee's prevailing pay rate for any
hours worked from 11:00 p.m. and 7:00 a.m.
2.6 The City shall be able to establish schedules for
the first, second, and third shifts in accordance with the City's
operational requirements.
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890417 jcs A277.CJu 7
SECTION 4 - ACTING DUTY PAY:
4.1 The city administrator may appoint an employee to
acting duty status to perform the duties of a vacated or newly
created classification.
4.2 An employee may serve in acting duty status only
until such time as the city administrator makes a permanent
appointment to the classification, or until such time that the
umbent employee returns to work.
4.3 An acting duty appointment may be effective for a
peaiod of up to ninety (90) days except for unusual circumstances
as defined by the city administrator. The city administrator may
extend an acting duty appointment.
4.4 After satisfying the waiting period established in
subsection 4.7 an employee appointed to acting duty status shall
be paid a pay rate not less than the minimum pay rate in the pay
range for acting duty classification, and such acting duty pay
rate shall be at least five percent (5%) more than the employee's
prevailing pay rate immediately prior to acquiring acting duty
status.
4.5 An employee shall not be paid more than the
maximum pay rate in the pay range for the acting duty
classification.
4.6 while serving in acting duty status, the employee
shall continue to receive any pay adjustments or advancements
granted to the employee's permanent classification.
4.7 An employee appointed to acting duty status shall
ceive acting duty pay only after working for forty (40)
consecutive work hours in the acting duty classification. A paid
holiday shall be considered as time worked to fulfill the forty
(40) hour qualifying period.
4.8 An employee has the right to refuse any acting
duty assignment with justification as determined by the director
of personnel.
4.9. An employee may be removed from acting duty status
for any reason at any time.
4.10 If an employee in a subordinate classification is
appointed to acting duty status in a higher classification and an
employee in a superior classification is bypassed, the employee
in the superior classification may submit a statement of
exception to the appointing authority, through the director of
personnel.
4.11 Department policy for acting appointments shall be
consistent with these guidelines and on file in the personnel
artment.
SECTION 5 - ADVANCEMENT:
5.1 Advancement shall mean a pay rate increase given
to an employee, contingent upon merit, within the pay range
established for the employee's classification. An employee's pay
rate increase shall be effective the first day of the payroll
period closest to the day the employee is granted the
advancement.
5.2 In addition to those conditions provided for in
standard management procedures, employees shall be eligible for
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890417 jcs A277.cJu 7
advancement when the employee's length of service in their
classification satisfies at a minimum the following requirements:
Monthly Monthly Monthly Monthly Monthly Monthly
Rate Rate Rate Rate Rate Rate
A B C D E F
Date of 6 mos. 12 mos. 24 mos. 36 mos. 48 mos.
appt. after after after after after
appt. appt. appt. appt. appt.
SECTION 6 - ALLOWANCE FOR MILEAGE: The city shall
µ:burse employees for use of their personal automobiles for
Q. �cial city business at the rate of $.30 per mile in accordance
with standard management procedures.
SECTION 7 - ALLOWANCE FOR UNIFORMS: The city shall in
its sole discretion determine eligibility standards for uniforms.
SECTION 8 - COMPENSATION FOR HOME CALLS: Employees
receiving work-related calls at home as part of their regular
duties shall be compensated for such calls at the rate of one-
half of their hourly rate of pay. Evidence of said telephone
calls shall be provided by the employee and shall include a
statement from the person making such call indicating the date,
time and purpose of the telephone call.
SECTION 9 - ALLOWANCE FOR SAFETY SHOES AND GLASSES:
The city, in its sole discretion, shall determine eligibility
standards for safety shoes, safety shields, or safety goggles.
ARTICLE III
INSURANCE AND RETIREMENT BENEFITS
SECTION 1 - HEALTH INSURANCE PREMIUM: Effective
July 1, 1988, the city shall pay a maximum of three hundred and
forty dollars and three cents ($340.03) per month for health
insurance, provided by the city, for each employee and eligible
dependents. Employees may use monies remaining from the sum
ovided for health insurance to purchase additional life
--assurance through City sponsored programs, or put the unused
monies into City sponsored deferred compensation programs.
SECTION 2 - DENTAL INSURANCE PREMIUM: Effective
July 1, 1988, and for the duration of this Memorandum of
Understanding, the city shall pay a maximum of forty-three
dollars and sixty-eight cents ($43.68) per month for dental
insurance, provided by the city, for each employee and eligible
dependents.
SECTION 3 - LONG TERM DISABILITY INSURANCE PROGRAM:
The city shall pay the full cost of long term disability
insurance, provided by the city, for each employee. The long
term disability program provided by the city shall require
employees to use their accumulated sick leave during the 30 -day
period before being eligible to receive long term disability
benefits. The association agrees that the long term disability
insurance program may require an employee to be substantially
disabled for thirty (30) calendar days before the employee may
receive long term disability benefits. The long term disability
benefit will be two-thirds of the employee's current salary.
SECTION 4 - LIFE INSURANCE PREMIUM The city shall
provide each member with term life insurance coverage of not less
than twenty-five thousand dollars ($25,000). An employee shall
have the right to purchase additional life insurance and use
monies remaining from the sum provided by the city for the
employee's health insurances.
890417 jcs A277.CJu 7
SECTION 5 PUBLIC EMPLOYEES' RETIREMENT SYSTEM (PERS)
INSURANCE•
5.1 The city shall include eligible employees in the
Public Employees' Retirement System 2% at 60 plan and specified
optional public agency contract provisions.
5.2 The city shall provide the following optional
contract provisions:
a. The optional contract provision relating to
one year final compensation;
b. The optional contract provision relating to
military service credit as public service;
C. The optional contract provision relating to
the 1959 survivors program;
d. The optional contract provision relating to
city payment of the employee's normal member contribution so long
as the normal member contribution as established by the Public
Employees Retirement System does not exceed 7.00% of the
employee's salary. In the event the amount of normal member
contribution exceeds 7.00% of the employee's salary, the employee
shall be personally responsible for making any such additional
member contribution.
SECTION 6--=— PROGRAMS:
The City sha'=1 continue to sponsor deferred
compensation programs. An employee shall have the right to enter
any desired amount of wages and monies remaining from the sum
provided for health insurance into City sponsored deferred
::mpensation programs.
ARTICLE IV
SAFETY
SECTION 1 - SAFETY RESPONSIBILITIES:
1.1 The city shall make a good faith effort to provide
and maintain a safe and healthful place of employment.
1.2 Employees shall perform their assigned duties
safely using the practices, means, methods, operations, and
processes prescribed by any law, occupational safety or health
standard, safety order, or safety rule and regulation. Employees
shall report any unsafe practices,equipment, or hazardous
conditions promptly to their immediate supervisor.
1.3 The city shall not require nor permit any employee
to go nor be in any employment or place of employment not
reasonably safe and healthful.
1.4 The city shall not discipline any employee for
r fusing to perform tasks in the performance of which any law,
occupational safety or health standard, or safety order would be
violated, and if such violation would create a real or apparent
hazard to the employee.
SECTION 2 - SAFETY DEVICES AND SAFEGUARDS: The city
shall furnish and the employee shall use safety devices and
safeguards. The city shall adopt and use practices, means,
methods, operations, and processes which are reasonably adequate
to render city employment safe and healthful.
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890417 jcs A277.CJY 7
SECTION 3 - SAFETY COMMITTEE. The city and the
association shall jointly participate in an advisory safety
committee. The membership of the safety committee shall consist
of two city representatives designated by the city administrator
from the association, two employee representatives designated
from each other recognized employee organization of the city, and
the safety officer. The safety committee shall make a good faith
effort in an advisory capacity to provide and maintain a safe and
healthful place of employment.
ARTICLE V
CITY RIGHTS
SECTION 1 - EXCLUSIVE CITY RIGHTS AND AUTHORITY:
The city retains the exclusive right to manage and
direct the performance of city services and the workforce
performing such services. The city retains the exclusive right
to exercise its right to manage and direct the performance of the
city services and the workforce performing such services. The
following matters shall not be subject to the meet and confer
process, but shall be within the exclusive authority of the city.
The association expressly and specifically agrees that except to
the extent that the city's rights are expressly and specifically
limited by the terms of this agreement, the association has
waived any and all of its rights to meet and confer on any of the
city's rights or the effects of the exercise of any of its
rights.
The consideration of the merits, necessity, or
organization of any service or activity conducted by the city
shall include but not be limited to the city's right to:
a. Determine issues of public policy;
b. Determine and change the facilities, methods,
means, and personnel by which city operations are to be
conducted;
C. Expand or diminish services;
d. Determine and change the number of locations,
relocations, and types of operations and processes and materials
to be employed in carrying out all city functions, including but
not limited to the right to subcontract any work or operation;
e. Determine the size and composition of the
work force, to assign work to employees in accordance with
requirements as determined by the city, and to establish and
change work assignments;
f. Determine job classifications;
g. Appoint, transfer, promote, demote and layoff
employees for lack of work or other appropriate reasons;
h. Initiate disciplinary action for legitimate
reasons;
i. Determine policies, procedures, and standards
for selection, training, and promotion of employees;
j. Establish employee performance standards,
including but not limited to quality and quantity standards;
k. Maintain the efficiency of governmental
operations;
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890417 jcs A277.CJN 7
1. Exercise complete control and discretion over
its organization, and the technology of performing its work and
services;
M. Establish reasonable work and safety rules
and regulations in order to maintain the efficiency and economy
desirable in the performance of city services;
n. Determine any and all necessary actions to
carry out its missions in emergencies.
The exclusive decision making authority of the city on
titters involving city rights and authority shall not be in any
way, directly or indirectly, subject to the grievance procedure.
The employee may grieve the impact of the exercise of exclusive
city rights and authority that directly relate to matters within
the scope of representation.
SECTION 2 - CONCERTED REFUSAL TO WORK:
2.1 If an employee participates in any manner in any
strike, work stoppage, slowdown, sick -in or other concerted
refusal to work or participates in any manner in any picketing
or impediment to work in support of any such strike, work
stoppage, slowdown, sick -in or other concerted refusal to work or
induces other employees of the city to engage in such activities,
such employee shall be subject to discharge by the city.
2.2 In the event the association calls, engages in,
encourages, assists, or condones in any manner, any strike, work
stoppage, slowdown, sick -in or other concerted refusal to work by
employees of the city or any picketing or work impediment in
support thereof, or any other form of interference with or
limitation of the peaceful performance of city services, the
city, in addition to any other lawful remedies or disciplinary
actions available to it, may suspend any and all of the rights
and privileges accorded the association under any ordinance,
resolution, or rules and procedures of the city, including but
not limited to the suspension of recognition of the association,
and the use of the city's bulletin boards and facilities.
2.3 The city agrees not to lock -out employees.
ARTICLE VI
ASSOCIATION SECURITY
SECTION 1 - RECOGNITION:
1.1 Pursuant to City of Carson Resolution No. 85-107
and state law, the city recognizes the association as the
exclusive representative of all employees in the classifications
listed in Appendix A of this Memorandum of Understanding.
1.2 The association recognizes the employer-employee
relations officer as the exclusive representative of the city for
-urposes of entering into this Memorandum of Understanding.
ARTICLE VII
OTHER MATTERS WITHIN THE SCOPE OF REPRESENTATION
SECTION 1 - MEET AND CONFER IN GOOD FAITH - SCOPE: The
city shall not be required to meet and confer in good faith on
any subject preempted by federal or state law.
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890417 jcs A277.CJN 7
SECTION 2 - PERSONNEL RULES:
3.1 The association agrees to abide by the terms of
Rule XI and Rule XII of the Personnel Rules as if such rules and
sections were set forth in full in this Memorandum of
Understanding.
3.2 Rule XII, Section 1 - Vacation leave is provided
as follows:
a. SECTION 1 - VACATION LEAVE: The city shall
orovide employees with vacation leave subject to the following
it ions:
i. The department director has the exclusive
authority to assign vacation leave to an employee. Unless the
employee's use of vacation leave interferes with department
operations, the department director shall permit vacation leave
to be used at the employee's discretion.
ii. Employees shall be credited with vacation
leave at the following rates:
(a) Eight (8) hours for each month of
service or major portion thereof from the date of appointment;
(b) Ten (10) hours for each month of service
or major portion thereof upon the fifth anniversary date; and
(c) Thirteen and thirty-three hundredths
(13.33) hours for each month of service or major portion thereof
upon the tenth anniversary date.
iii. Employees shall not be credited with vacation
leave for leaves of absence without pay exceeding eighty (80)
orking hours in any calendar month.
iv. Employees may use vacation leave only after
completing their initial six (6) months of service. Employees
shall not use less than one (1) hour of vacation leave at any one
time.
V. No member of the association shall carry over
into the next calendar year, more than three hundred sixty (360)
hours of vacation leave. Exceptions to this rule, due to unusual
circumstances, may be approved by the City Administrator.
vi. When an employee separates from the city
service the employee shall be compensated for any accrued
vacation leave. The value of accrued vacation leave shall be
calculated using the employee's prevailing pay rate on the date
of the employee's separation from city service.
3.3 Rule XII, Section 2 - Sick leave is provided as
follows:
a. SECTION 2 - SICK LEAVE: The city shall
provide employees with sick leave subject to the following
conditions:
i. Employees shall be credited with sick
leave at the rate of eight (8) hours of sick leave for each month
of service or major portion thereof. Sick leave shall not be
credited for leaves of absence without pay exceeding eighty (80)
working hours in any calendar month.
ii. Employees failing to satisfactorily
complete their probationary period or who resign during their
probation period must reimburse the city for all utilized sick
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890417 les A277.CJu 7
leave. Sick leave may not be used in increments of less than
one-half (1/1) hour.
iii. Employees may accrue a maximum of six
hundred and twenty-four (624) hours of sick leave as of August 1,
1985.
iv. Employees may elect to be paid for any
amount of sick leave accumulated in excess of five hundred and
seventy-six (576) hours; however, such election must be made
.ior to July 30, 1985. Any excess accumulated sick leave shall
,e paid for at one-half the employee's regular rate of pay.
V. Employees may not use sick leave at
their discretion, but only in cases of actual personal sickness.
Sick leave may also be used for medical and dental appointments,
and pregnancy.
vi. When an employee uses sick leave, the
department may require the employee to present upon return to
work a personal certification stating the reason for such sick
leave. When an employee uses sick leave in excess of twenty-four
(24) consecutive working hours, the employee shall present upon
return to work a medical certification signed by a physician or
licensed medical practitioner stating the reason for such sick
leave.
vii. When an employee wishes to use accrued
sick leave, the employee shall notify the department director
either before, or within one (1) hour after the time set for
beginning the work period, of the intended absence due to
sickness, unless the employee is incapacitated and physically
unable to provide the required notification. Employees on sick
leave shall regularly inform the department director of their
physical condition.
viii. An employee shall be paid one-half
(1/2) of accumulated unused sick leave up to six hundred twenty-
four (624) hours upon termination from the city during the
duration of this Memorandum of Understanding.
3.4 Rule XII, Section 3 - Compensatory leave is provided
as follows:
a. SECTION 3 - COMPENSATORY LEAVE: The city shall
provide employees exempt from the provisions of the Fair Labor
Standards Act with compensatory leave subject to the following
conditions:
i. Employees exempt from the Fair Labor
Standards Act shall request use of compensatory leave in advance
by a written notice submitted to their supervisor. Employees
shall not use less than one (1) hour of compensatory leave at any
one time. Compensatory leave shall only be used at the
discretion of the employee's supervisor. Employees may combine
the use of compensatory leave with other authorized paid leave if
�,proved by the employee's department director.
ii. An employee shall not accrue more than
fifty (50) hours of compensatory leave. An employee may carry
over to the next calendar year up to fifty (50) hours of
compensatory leave.
iii. when an employee separates from the city
service for any reason, the employee shall be compensated for any
accrued compensatory leave. The value of accrued compensatory
leave shall be calculated using the employee's prevailing pay
rate on the date of the employee's separation from city service.
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890417 jcs A277.CJN 7
ARTICLE VIII
MODIFICATION AND DURATION
SECTION I.- MODIFICATION AND WAIVER: The city and the
association agree that this Memorandum of Understanding shall
contain all of the covenants, stipulations, and agreements of the
parties. The city and the association understand that provisions
contained in the municipal code, personnel rules, or standard
management procedures that directly relate to matters within the
scope of representation become a part of this Memorandum of
Understanding. Except as otherwise provided, the city and the
association agree, understand, and reserve the right, upon mutual
agreement, to meet and confer in good faith with respect to any
subject or matter covered in this Memorandum of Understanding.
SECTION 2 - SEVERABILITY: Notwithstanding any other
provisions of this Memorandum of Understanding, in the event that
any article,section or subsection of this Memorandum of
Understanding shall be declared invalid by any court or by any
state or federal law or regulation, or should a decision by any
court or any state or federal law or regulation diminish the
benefits provided by this Memorandum of Understanding, or impose
additional obligations on the city, the city and the association
shall meet and confer on the affected article, section, or
subsection. In such event, all other articles, sections or
subsections of this Memorandum of Understanding not affected
shall continue in full force and effect.
SECTION 3 - DURATI("M.
3.1 This Memorandum of Understanding shall be binding
on the city and the association when approved and adopted by the
City Council.
3.2 This Memorandum of Understanding may be reopened
i�j the association thirty (30) days after its adoption for
purposes of renegotiation, including the submission of proposals
to modify the salary ranges effective July 1, 1988.
3.3 Except as otherwise provided herein, this
Memorandum of Understanding shall be in full force and effect
from July 1, 1988, and shall remain in full force and effect up
to and including June 30, 1989.
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890417 jcs Azrn.cau 7
APPENDIX A
DESIGNATED APPROPRIATE UNIT
SUPERVISORS UNIT
Accounting Supervisor
Administrative Assistant
Assistant Community Center -Manager
Associate Civil Engineer
Building Maintenance Supervisor
Central Services Supervisor
Code Enforcement Supervisor
Community Center Supervisor
Custodial Services Supervisor
Equipment Maintenance Supervisor
Events Supervisor
Parks Maintenance Supervisor
Public Works Maintenance Supervisor
Recreation Supervisor
Rehabilitation Supervisor
Safety Services Supervisor
Senior Construction Inspector
Special Services Coordinator
Warehouse Supervisor
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890417 jcs Azrr.CJW 7
follows:
APPENDIX B
PERSONNEL RULES
The City's Personnel Rules have been amended as
Rule I
Section 1 - Appointing Authority: The City Administrator shall
be appointing authority, except that the City Clerk and the City
Treasurer shall be the appointing authority for their respective
Chief Deputies.
Section 7 - Department Director: An individual assigned to any
of the following classifications: City Administrator, Deputy
City Administrator, Director of Community Development, Director
of Community Safety, Director of Finance and Administration,
Director of Parks and Recreation, Director of Personnel, Director
of Public Works.
Section 18 - Reallocation: A change in the placement of a
position within the classification plan.
Section 19 - Reclassification: The reallocation of an individual
position to a different classification which may be higher,
lower, or at the same level, based upon substantial changes in
the kind, difficulty, or responsibility of the duties of the
position.
Section 20 - Reiection - Renumbered from Section 18.
Section 21 - Salary Range Adjustment - A change in the pay range
_, a classification.
Section 22 - Seniority - Renumbered from Section 19.
Section 23 - Suspension - Renumbered from Section -20.
Section 24 - Termination - Renumbered from Section 21.
Section 25 - Title Change - The reallocation of an individual
position to a different classification which is at the same level
and is, at least in part, similar in kind, difficulty, and
responsibility of duties.
Rule V
Examination Procedures
SECTION 2 - CLOSED PROMOTIONAL EXAMINATIONS: When a vacancy
exists in the competitive service, for a position other than an
entry level position, the Director of Personnel may, with the
approval of the appointing authority, post a notice of the
vacancy at all city facilities and allow a reasonable time for
receipt of applications from employees. A promotional employment
st shall be prepared, after an examination is administered to
employee applicants. A valid promotional employment list shall
contain the name of at least one (1) eligible employee. If an
open examination is conducted an employee who was affected may
request in writing, the reason(s) why the examination was not
closed.
Rule XI
Compensation Procedures
Section 5.- Court Service Compensation: Employees summoned to
any court to perform any service, or to provide testimony
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890417 jos A277.uu 7
regarding events observed in the course and scope of their
employment, or as directed by the department director, shall be
paid their prevailing pay rate during such court service.
Employees will not be compensated for jury services which is
voluntary.
Rule XII
Leave Procedures
';fiction 5 - Holiday Leave: Holidays are as follows:
January 1st;
The third Monday in January;
The third Monday in February;
The last Monday in May;
July 4th;
The first Monday in September;
November 11th;
Thanksgiving Day;
The Friday following Thanksgiving Day;
December 25th;
Three floating holidays;
Every day proclaimed by the president,
mayor of this city as a public holiday.
(The city may declare the third Monday
one of the floating holidays or as one
earned vacation days)
Rule XIV
Disciplinary Procedures
governor or
in January as
of an employee's
Section 1 - Legitimate Reasons for Disciplinary Action - Add:
(q) The use of threats of physical violence against
and in the presence of employees and/or the
general public; self defense is not grounds for
discipline.
(r) Involvement in an altercation/fight while at work.
The recommended disciplinary action for fighting
may be discharge. Employee will retain the right
to appeal the disciplinary action.
Rule XV
APPEAL PROCEDURES
Section 2 - Scheduling of Disciplinary Hearing - The Director of
Personnel shall schedule any disciplinary hearing within a
reasonable time after the filing of the employee's request,
considering the availability of a hearing officer and the
convenience of the employee and witnesses. If the disciplinary
action recommended by the department director is discharge, the
disciplinary appeal hearing shall begin within fifteen (15) days
after the filing of the employee's request, unless a time
extension is agreed to by both the hearing officer and the
affected employee.
etion 4 - Representation at Disciplinary Hearing - At the
disciplinary hearing, the employee may appear personally and may
be represented by counsel or other representative. Employees
whose positions are represented by the Municipal Employees'
Union, Local 809, may appear personally and may be represented by
an employee designated by the union. The employee and the city
shall have the right to produce and confront witnesses, and to
present any relevant oral or documentary evidence.
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8904» dos A277.cau 7
Rule XV
Appeal Procedures
Section 8 - Appeal of Hearing Officers Decision - Delete.
Section 9 - Request for Hearing Appeal - Delete.
Section 10 - Representation at Appeal Hearin ct - Delete.
Section 11 - City Council's Decision - Delete.
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890417 jes A277.CJu 7
EXHIBIT A
TO RESOLUTION NO. 89-041
A MEMORANDUM OF UNDERSTANDING FROM JULY 1,
1988 THROUGH JUNE 30, 1989 BETWEEN THE CITY
OF CARSON AND THE EMPLOYEES ASSIGNED TO
CLASSIFICATIONS IN THE SUPERVISORS' UNIT
REPRESENTED BY THE ASSOCIATION OF SUPERVISORS
SUPERVISORS
vt
Asso iation of Supe I
sors
s ociation of Supervisors
As ociation of Supervisors
Association of Supervisors
890417 jcs A277.CJu 7
CITY OF CARSON
ty Administra
Officer
Employee
I.
ations