HomeMy Public PortalAboutCity Council_Resolution No. 22-5616_MOU with TCEARESOLUTION NO. 22-5616
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TEMPLE
CITY, CALIFORNIA APPROVING THE MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF TEMPLE CITY AND THE
TEMPLE CITY EMPLOYEES ASSOCIATION (TCEA) FOR TCEA-
REPRESENTED POSITIONS FOR JULY 20, 2022 TO JUNE 30, 2025
WHEREAS, the Fiscal Year 2020-2022 memorandum of understanding (MOU)
between the City and TCEA expired on June 30, 2022.
WHEREAS, on numerous occasions between approximately February 9, 2021 and
July 6, 2022, the City met and conferred in good faith with TCEA over a successor MOU.
WHEREAS, in accordance with the Meyers-Milias-Brown Act, the City continued
the same terms and conditions that had been in effect under the expired MOU, while
the City and TCEA negotiated a new MOU.
WHEREAS, on July 12, 2022, the TCEA membership voted to ratify the City's offer
that was presented to the TCEA negotiating team on July 6, 2022 and which is
memorialized in the attached MOU.
NOW THEREFORE, THE CITY COUNCIL OF THE CITY OF TEMPLE CITY DOES
HEREBY RESOLVE, DETERMINE AND ORDER AS FOLLOWS:
Section 1. The City Council hereby approves the MOU between the City and TCEA
for July 20, 2022 through June 30, 2025 (Exhibit "1"); and
Section 2. The City Clerk shall certify to the adoption of this Resolution.
PASSED, APPROVED AND ADOPTED on this 19th day of July 2022.
ATTEST:
Peggy Kuo, City Clerk
Cynth a Sternquist, Mayor
APPRO ED AS T ORM:
reg rphy, City rney
hereby certify that the foregoing resolution, Resolution No. 22-5616, was duly
passed, approved and adopted by the City Council of the City of Temple City at a regular
meeting held on the 19'" day of July 2022, by the following vote:
AYES: Councilmember: Chavez, Vizcarra, Yu, Man, Sternquist
NOES: Councilmember: None
ABSENT: Councilmember: None
ABSTAIN: Councilmember: None
Peggy Ku , ity lerk
EXHIBIT 1
MOU between the City and TCEA for July 20, 2022 through June 30, 2025
Exhibit 1
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF TEMPLE CITY
AND
THE TEMPLE CITY EMPLOYEE ASSOCIATION
(July 20, 2022 through June 30, 2025)
We the undersigned, duly appointed representatives of the City of Temple City ("City") and of the
Temple City Employee Association ("Association"), a recognized employee organization, having
met and conferred in good faith in accordance with the Meyers-Milias-Brown Act, have reached an
Agreement which is to be submitted to the City Council of the City of Temple City for approval,
jointly prepare and execute, the following written Memorandum of Understanding ("MOU" or
"Agreement" or "Contract").
ARTICLE 1: GENERAL PROVISIONS
1.1
Term of MOU. The term of this MOU shall commence on July 20, 2022, and shall expire at
midnight on June 30, 2025. The terms of this MOU shall be effective on the first business
day following the adoption of this MOU by the Temple City City Council, except as
otherwise provided by specific sections of this MOU. No provisions of this MOU shall have
retroactive effect.
1.2 Recognition. The City confirms its recognition of the Association as the recognized
employee organization for full-time employees in the General and Confidential bargaining
units ("unit members" or "employees") pursuant to the City's Employer -Employee
Relations Resolution No. 95-3430. The General Unit and Confidential Unit consist of the
following full-time positions, respectively:
A. General Unit.
(1) Accounting Technician
(2) Administrative Coordinator
(3) Associate Planner
(4) Building & Code Inspector I, II, III
(5) Building/Housing Assistant
(6) Community Preservation Officer
(7) Community Services Specialist
(8) Deputy City Clerk
(9) Maintenance Lead Worker
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(10) Maintenance Worker
(11) Management Analyst
(12) Office Assistant I, II
(13) Park and Recreation Coordinator
(14) Park Maintenance Lead Worker
(15) Park Maintenance Worker
(16) Parking Control Officer
(17) Secretary
(18) Senior Community Preservation Officer
(19) Tree Trimmer
(20) Tree Trimmer Lead Worker
B. Confidential Unit.
(1) Accountant
(2) Personnel Analyst
1.3 Distribution of MOU. The City will provide a copy of this MOU to all new employees who
are hired into positions in the bargaining units represented by the Association. The
Association will provide an electronic copy of this MOU to all current employees who are in
positions in the bargaining units represented by the Association.
1.4 Management Rights.
A. Retention of Rights. The Association recognizes that the City has, and will continue
to retain in all respects, whether exercised or not, the unilateral and exclusive right
to operate, administer, and manage its public services and its work force performing
those services.
B. Exclusive Rights. The exclusive rights of the City shall include, but not be limited to,
the right to determine the organization of City government and the purpose and
mission of its constituent departments, commissions, and boards; to set standards
and levels of service to be offered to the public, and through its management
officials, to exercise control and discretion over its organization and operations; to
establish and enforce administrative regulations and work rules in addition to and
not inconsistent with the specific provisions of this MOU; to direct its employees; to
take disciplinary action; to lay off its employees; to determine the procedures and
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standards of selection for employment and promotions; to determine whether
goods or services shall be purchased or contracted for; to determine the methods,
means and personnel by which the City's services are to be provided, purchased or
contracted including the right to schedule and assign work and overtime; and to
otherwise act in the interest of efficient service to the City and the public, except as
expressly modified or restricted by a specific provision of this MOU or by law. The
City retains its rights to assign and place volunteers in accordance with City policy.
To the extent required by law, the City agrees to meet and confer on the impact of
the exercise of any such rights upon represented employees prior to
implementation.
Actions subject to Management's exclusive rights shall not be subject to any
grievance procedure.
C. Contracting -Out. Temple City is a contract city. The City agrees to meet and confer,
upon request of the Association, over the impact to employees of any decision by the
City to contract -out significant bargaining unit work to a non -City enterprise or
agency. The decision to contract -out such work shall not be subject to meet and
confer.
1.5 Non -Discrimination. Unit members shall have the right to form, join, and participate in the
activities of employee organizations of their own choosing for the purpose of
representation on all matters of employer- employee relations pertaining to wages, hours,
and other terms and conditions of employment. Unit members shall have the right to
refuse to join or participate in the activities of the Association and shall have the right to
represent themselves individually in their employment relations with the City. No
employee shall be interfered with, intimidated, restrained, coerced, or discriminated
against by the City of Temple City or by any employee organization because of the exercise
of these rights.
1.6 Concerted Activities.
A. Strikes. Work -Stoppages. Slow -Downs. It is agreed and understood that there will be
no strike, work -stoppage, slow -down, sick -ins, or refusal or failure to fully and
faithfully perform job functions and responsibilities by the Association or by its
officers, agents, or members during the term of this Agreement, including requests
of other labor organizations to engage in such activity. Any employees engaging in
activity prohibited by this Article may be subject to disciplinary action, including
termination. The City will not engage in any lock out or concerted activities during
the term of this Agreement.
B. Association's Commitment to City. The Association recognizes the duty and
obligations of its representatives to comply with the provisions of this Agreement
and to make every effort toward inducing all unit members to do so. In the event of
a strike, work stoppage, slow -down, or sick -in, by unit members, the Association
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agrees in good faith to take all necessary steps to attempt to cause those unit
members to cease such action.
1.7 Non -Precedence. The waiver of any breach, term, or condition of this MOU by either party
shall not constitute a precedent in the future enforcement of all its terms and provisions.
ARTICLE 2: COMPENSATION. OVERTIME AND SCHEDULES
2.1 Salaries. Base rate of pay for unit members during the term of this MOU shall be the
amounts reflected in Appendix "A."
A. Effective July 20, 2022, the base rate of pay for all positions, except positions that remain
Y -rated as of that date, shall be increased by 5%. No base increase shall apply to Y -rated
positions during the 2022-2023 fiscal year.
(1) To determine whether a position that is Y -rated as of July 19, 2022, will remain
Y -rated for the 2022-2023 fiscal year, the City shall determine whether the P-
rated salary will remain higher than the resulting top step of the standard range for
the classification after applying the 5% increase. If the current salary in the P-
rated range is equal to or higher than the top step of the usual standard range, then
the position will remain Y -rated for the 2022-2023 fiscal year. If the current
salary in the Y -rated range is lower than the resulting top step of the standard
range, then the Y -rated position will move to the top step of the standard range
and receive an increase equal to the difference between the current Y -rated salary
and the increased top step of the standard range.
B. Effective with the pay period containing June 30, 2023, the base rate of pay for all
positions except positions that remain Y -rated as of that date, shall be increased by 3.0%,
No base increase shall apply to Y -rated positions during the 2023-2024 fiscal year.
(1) To determine whether a position that is Y -rated as of June 2023, will remain P-
rated for the 2023-2024 fiscal year, the City shall determine whether the Y -rated
salary will remain higher than the top step of the standard range for the
classification after applying the 3% increase. If the top step of the Y -rated range is
equal to or higher than the resulting top step of the standard range, then the
position will remain Y -rated for the 2023-2024 fiscal year. If the current salary in
the Y -rated range is lower than the resulting top step of the standard range, then
the Y -rated position will move to the top step of the standard range and receive an
increase equal to the difference between the current Y -rated salary and the
increased top step of the standard range.
C. Effective with the pay period containing June 30, 2024, the base rate of pay for all
positions except positions that remain Y -rated as of that date, shall be increased by 3.0%,
No base increase shall apply to Y -rated positions during the 2024-2025 fiscal year.
�.. (1) To determine whether a position that is Y -rated as of June 2024, will remain Y -
rated for the 2024-2025 fiscal year, the City shall determine whether the Y -rated
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salary will remain higher than the top step of the standard range for the
classification after applying the 3% increase. If the top step of the Y -rated range
is equal to or higher than the resulting top step of the standard range, then the
position will remain Y -rated for the 2024-2025 fiscal year. If the current salary in
the Y -rated range is lower than the resulting top step of the standard range, then
the Y -rated position will move to the top step of the standard range and receive an
increase equal to the difference between the current Y -rated salary and the
increased top step of the standard range.
D. With the exception of merit increases, and as otherwise agreed upon in this
Agreement, employees shall otherwise be ineligible for increases to base salary
during the term of this MOU.
2.2 Ratification Incentive. On the first pay day following approval of this MOU by the City
Council, the City will issue a one-time, lump sum payment in the amount of $1,000.00 to
each person who was employed in a full-time unit position, as identified in Section 1.2 of
the MOU, as of July 12, 2022, and was eligible to participate in the vote to ratify this MOU.
The parties agree that this one-time payment is intended to be a ratification incentive and
as such, will not be reported to Ca1PERS as "compensation earnable" or "pensionable
compensation" (collectively, "PERSable.") The one-time payment will be provided on a
check separate from the employee's normal paycheck and will be subject to standard
withholdings.
A. To the extent permitted by law, should Ca1PERS determine that the one-time
payment is PERSable, the City will cover any additional resulting contribution or
administrative penalty that an employee may incur.
2.3 Workweek and Work Schedules.
A. In General. Department Heads have the discretion to assign employees to work any
one of the following three schedules. Except in the case of an emergency,
Department Heads must provide employees with at least 30 days' notice before
changing an employee's work schedule. If the needs of the City require that a
position be assigned to work a different work schedule or have a different
workweek than the three set forth in this Section, the City Manager, in consultation
with the Department Head, may designate the work schedule and workweek for
employees in that position in writing.
(1) 4/10 Work Schedule and Workweek.
(a) The City Council has adopted a 4/10 work schedule for most
employees in which employees work Monday through Thursday, 7:30
a.m. to 6:00 p.m. with Fridays off. Alternatively, some employees will
work Tuesday through Friday, 7:30 a.m. to 6:00 p.m. with Mondays
off. At the direction of the City Manager, some employees may be
required to work a different schedule due to the requirements of their
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job classifications or department responsibilities. Any such variation
to the standard 4/10 work schedule must be memorialized in writing.
(b) The workweek for employees on the 4/10 work schedule shall be
seven consecutive days, starting at 12:01 a.m. on Monday and ending
at midnight on the following Sunday. Time worked by non-exempt
employees in excess of 40 hours in a workweek shall constitute
overtime.
(2) 9/80 Work Schedule and Workweek.
(a) Employees who are assigned to work a 9/80 work schedule will work
Monday through Thursday, 7:30 a.m. to 5:00 p.m. Employees will
work from 7:30 a.m. to 4:00 p.m. on every other Friday, and will take
the other Friday off. At the direction of the City Manager, some
employees may be required to work a different schedule due to the
requirements of their job classifications or department
responsibilities. Any such variation to the standard 9/80 work
schedule must be memorialized in writing,
(b) The workweek for employees on the 9/80 work schedule shall start
Friday at 12:00 p.m., and end the following Friday at 11:59 a.m.
(3) Standard Work Schedule and Workweek.
(a) Employees who are assigned to work a standard work schedule will
work Monday through Friday, 8:00 a.m. to 5:00 p.m. At the direction
of the City Manager, some employees may be required to work a
different schedule due to the requirements of their job classifications
or department responsibilities. Any such variation to the standard
work schedule must be memorialized in writing.
(b) The workweek for employees on the standard work schedule shall be
seven consecutive days, starting at 12:01 a.m. on Monday and ending
at midnight on the following Sunday. Time worked by non-exempt
employees in excess of 40 hours in a workweek shall constitute
overtime.
2.4 Compensatory Time Off. Compensatory time off, like overtime, is earned at time and one
half for each hour worked in excess of 40 hours in a workweek by a non-exempt employee.
Accumulation of compensatory time shall be limited to a maximum of 80 hours. Employees
who request to use compensatory time off shall be permitted to use the compensatory time
within a reasonable period after making the request if the use of compensatory time does
not unduly disrupt the operations of the City as determined by the Department Head.
Employees who have reached the maximum of 80 hours shall be paid overtime
compensation for any additional overtime hours worked.
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2.5 Standby and Call Back Policy and Procedures
A. Standby List
(1) A standby list shall be prepared by the Administrative Services Director
showing all the employees who can be assigned to standby duty. The
following positions will be eligible for Standby: Maintenance Lead Worker,
Maintenance Worker, Park Maintenance Lead Worker, Park Maintenance
Worker, Lead Tree Trimmer, and Tree Trimmer. Standby is on a volunteer
basis. To be eligible for Standby, an employee must have regular
employment status with the City. Further, the employee must be able to
return to the worksite within 1 hour.
(2) Eligibility/Removal
(a) The Department Directors shall determine in his/her discretion,
which employees are eligible to'be assigned to standby duty, with
input from the Lead Workers.
(b) The Department Directors may remove employees from the standby
list if the employee is no longer available or qualified (i.e., medical
condition that would keep the employee from performing their
required duties; loss of required certification, etc.) to be assigned to
standby duty or upon the request of the employee.
(3) Employees listed on the standby list will rotate standby duty on a weekly
basis, beginning on Tuesday at 6:00 am and ending the following Tuesday at
5:59 am.
(4) Assignment, distribution, and rotation of standby duty will be made equally
among the employees who have been previously qualified for standby duty.
(5) An employee wishing to exchange standby duty weeks is responsible for
obtaining coverage for the week that standby duty is assigned and
requesting approval in advance of the start of the standby week. Except in
the case of illness or other circumstance in which an employee cannot finish
his/her assigned duty, any change or substitution to the standby list must be
made for an entire week of standby.
(a) In case of illness or other circumstance in which an employee cannot
finish his/her assigned duty, the employee on standby duty shall
contact their Lead Worker or Supervisor and the next person who is
on the Standby rotation, who has the responsibility to provide
coverage for the standby duty. If that next person on standby is not
able to provide coverage, he/she needs to notify the Lead Worker or
Supervisor and it is the Lead Worker's or Supervisor's responsibility
to appoint an employee on the approved standby list to be on standby.
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All employees on standby will have access to contact information for
all employees on the standby lists.
(b) In the case of illness or other circumstance in which the employee
cannot finish his/her assigned duty, another employee can be
substituted in and will receive a prorated amount of standby
compensation for the portion of the week the employee was on
standby. Likewise, the employee who was unable to complete the
entire week of standby will also have his/her standby compensation
prorated.
B. Standby Premium Pay
(1) Standby premium pay is set at $125/week. Standby Pay/Time is not to be
construed as hours worked.
C. Standby Duties
(1) Employees assigned to standby duty shall be provided with a City -issued
standby telephone, and the employee is expected to keep the standby
telephone charged and with him/her at all times during standby duty. The
employee on standby will also be provided with a full set of keys to all City
facilities. The standby telephone and keys will be transferred every Tuesday
morning from the employee leaving standby duty to the employee beginning
standby duty.
(2) An employee assigned standby duty shall be free to utilize his/her time as
desired, but must refrain from activities which might impair the employee's
ability to perform assigned duties, including, but not limited to, drinking
alcohol.
(3)
If the person initiating the standby call gets the voice mail of the employee
on standby, the employee on standby shall provide a telephone response
back to the person initiating the standby call within five minutes of the
initial call to the employee.
(4) Answering telephone calls and responding to phone inquiries is considered
part of the standby assignment and is compensated within the standby
premium pay.
(5) Employees on standby are called upon to use their professional judgment
and discretion as to whether the situation can wait to be addressed during
regular work hours, referred to another authority or agency, and/or
requires that an employee be called back to work.
(a) If the employee on standby duty is qualified to respond to the
situation on his/her own, the employee is required to do so. Only if
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the employee on standby cannot remedy the situation is it acceptable
for the employee to contact another employee to be called back to
duty to respond to the situation.
(b) The standby employee responding to an incident may call or email
their Lead Worker or Supervisor. The employees on standby are
called upon to use their professional judgment and discretion as to
when and in what manner they should contact their Lead Worker or
Supervisor.
(c) If a Lead Worker takes a telephone call from the employee on
Standby, that Lead Worker will be entitled to compensation in 15
minute intervals. Only actual time worked by the Lead Worker will
count as hours worked for purposes of determining whether he/she is
entitled to overtime pay.
D. Call Back Pay
(1) Call Back List - All unit members will be subject to Call Back.
(2) When an employee is released from work following a normal shift, leaves
the work site, and is called to return to duty, the employee shall receive
premium time/pay that is equal to two hours of the employee's base hourly
rate.
(a) When the employee is required to return to the work site, or when
travel is otherwise required, reasonable travel time to and from the
work site shall be included in determining total hours worked.
(b) An employee called back to work shall record his/her actual time
worked on his/her timesheet. Only time actually worked shall be
counted toward the employee's total hours worked for purposes of
determining whether the employee is entitled to overtime. While the
call back premium pay is calculated on the employee's hourly rate, it
has no impact on the employee's entitlement to overtime.
(c) If the employee works more than two hours during a call back, all
time worked after the first two hours shall be paid at the employee's
base hourly rate, or if any time worked exceeds 40 hours in a
workweek, at the employee's overtime rate.
(3)
An employee who is called back to work must report in City uniform and
with all proper safety clothing and equipment.
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ARTICLE 3: LEAVES OF ABSENCE
3.1 Leaves of Absence. Employees will be provided leaves of absence, including, but not
limited to, sick leave, bereavement leave, and vacation, as set forth in Article 22 of the City's
Personnel Rules.
A. Vacation Accrual. Article 22, Section 5.A of the City's Personnel Rules shall not apply
to unit members, and this section will be applied in its place.
Each full-time employee shall begin accruing vacation leave immediately upon
employment and shall accrue vacation leave according to the following rates:
Year of Service
1 through 5
6 through 10
11 through 15
16 years and more
Vacation Accrual
80 hours per year
120 hours per year
136 hours per year
160 hours
Full-time employees who are in a less than full pay status shall earn vacation leave
on a prorated basis.
B. Cap on Accrual of Vacation. Article 22, Section 5.B of the City's Personnel Rules shall
not apply to unit members, and this section will be applied in its place.
Unused vacation time may be accumulated to a maximum of 320 hours per
employee at any one time. When the 320 -hour vacation accrual limit is reached, an
employee will not accrue any additional vacation leave beyond 320 hours until his
or her vacation leave balance falls below 320 hours. The City Manager may approve
a higher accrual on an individual basis due to staffing requirements imposed by the
City that reasonably prevent use of vacation time.
3.2 Merit Leave Bank
A. Eligibility. Each Unit member who has completed at least one full year in a full-time
Association position and receives an overall rating of "Commendable" or
"Exceptional" on his/her annual performance evaluation shall receive a bank of
merit leave in accordance with the schedule set forth in Section 3.2.B. of this MOU.
(1) Bargaining unit members will be evaluated according to Article 13 of the
Personnel Rules, using the evaluation form mutually agreed to by the City
and the Association.
B. Amount. On July 1St of each year, eligible employees will receive a bank of merit
leave corresponding to the number of full years of full-time employment that they
have completed in an Association position as of that date, as follows:
Number of completed years of
Amount of merit leave bank
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full-time employment
hours
1-5 years
10 hours
6-10 years
20 hours
11-15 years
30 hours
16-20 years
40 hours
21 years or more
50 hours
C. Use. Employees may use merit leave at any time between July 1 and June 30 of the
fiscal year in which it is received, with advance written approval from their
Department Director.
D. Cash -Out of Unused Merit Leave.
(1) On June 30 of each year, the City will automatically cash out any unused
merit leave hours at the employee's current base hourly rate.
(2) Employees who separate from City employment prior to June 30 will receive
compensation at their base hourly rate for any unused merit leave hours.
ARTICLE 4: HOLIDAYS
4.1 Holidays. With the exception of Section 1.A of Article 23 of the City's Personnel Rules,
which shall be inapplicable to employees covered by this Agreement, the provisions of
Article 23 of the City's Personnel Rules establishes the procedures for holidays. The
following holidays shall be observed:
HOLIDAY
DAY OBSERVED
New Year's Day
January 1St
Martin Luther King, Jr. Day
3rd Monday in January
Presidents' Day
3rd Monday in February
Memorial Day
Last Monday in May
Independence Day
July 4th
Labor Day
1st Monday in September
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Veterans' Day
November 11th
Thanksgiving Day
4th Thursday in November
Day After Thanksgiving
4th Friday in November
Christmas Eve
December 24th
Christmas Day
December 25th
ARTICLE 5: HEALTH BENEFITS
5.1 Summary of Benefits. The City offers employees and retirees certain health benefits.
Information provided here is a summary of the benefits that are fully set forth in the City's
contract with Ca1PERS, in the plan documents with insurance providers, and in previously
adopted resolutions of the Temple City City Council, and in the case of a conflict between
this summary and those documents, then those documents will control.
5.2 Employee Medical Insurance. Each Unit member will be provided with medical insurance
coverage through the Ca1PERS system as pursuant to the Public Employees' Medical and
Hospital Care Act ("PEMHCA"). A variety of plan options are available to employees to
select. In accordance with Resolution No. 78-1747, the City will contribute 100% of the
cost of the employee's coverage and 50% of the cost of the employee's dependents.
Employees will pay any excess premium cost through a payroll deduction.
A. As set forth in Section 9.2, during the term of this MOU, the City will take steps to
establish a cafeteria plan for current employees and Health Reimbursement Account
(HRA). The City will also take steps under Government Code 7507 and the PEMHCA
to modify the City's current Resolution No. 78-1747. The parties agree to a target
implementation date prior to the start of Open Enrollment in fall 2023, to be
effective with the 2024 plan year. The parties further agree to meet and confer
regarding negotiable details of the intended changes, with the intent that current
employees receive a benefit of reasonably equivalent value during employment and
in retirement, with a reduced level of benefits provided for future hires during their
employment and retirement.
5.3 Dental Insurance. Each Unit member will be provided with dental insurance through their
choice of dental insurance plans selected by the City. The City will contribute 100% of the
cost of the employee's coverage and, as of the effective date of this Agreement, 75% of the
cost of the employee's dependents. Employees will pay any excess premium cost through a
payroll deduction.
5.4 Vision Insurance. Each Unit member will be provided with vision insurance through their
choice of vision insurance plans selected by the City. The City will contribute 100% of the
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cost of the employee's coverage, not including dependents. Employees will pay any excess
premium cost through a payroll deduction.
5.5 Employee Opt Out. Employees who opt out of medical, coverage provided by the City are
required to show proof of other medical, insurance coverage. Upon such a showing, the
City will provide the employee with an "opt -out" stipend of $600.00/month in lieu of health
insurance coverage. The monthly "opt -out" is subject to all applicable state and federal
withholdings and deductions. Employees electing to opt out of health insurance coverage
are required to provide proof of other health insurance coverage during the City's open
enrollment period each year.
5.6 Optional Benefit.
A. This Section 5.6 shall exclusively govern the terms for City's provision of optional
benefits to unit members during the term of this MOU, unless and until modified in
accordance with the intended changes described in Section 5.2.A., above. In the
meantime, no other City resolution or policy regarding optional benefits shall apply
to unit members.
B. The City will provide an optional benefit to employees in an amount of up to
$822.00/fiscal year.
(1)
Employees who were hired into Association positions before July 1, 2016
will receive a full amount of $822.00/fiscal year, which employees may
apply towards qualifying benefits, such as health insurance premiums on a
pre-tax basis.
(2) Employees who are hired into Association positions on or after July 1, 2016
may receive up to $822.00/year, for the sole purpose of payment of health
insurance premiums.
C. The City will provide up to an additional $922.00/fiscal year to employees who have
used the full $822.00/fiscal year provided under Section 5.6.B. of this MOU for
payment of health insurance premiums. The City's contribution under this section
shall be used for the sole purpose of payment of any additional health insurance
premiums in excess of the $822.00/fiscal year provided under Section 5.6.B. of this
MOU.
D. The maximum optional benefit payment for an employee shall not exceed
$1,744.00/fiscal year.
5.7 Retiree Health Insurance.
A. Applicability of Section during MOU Term. The provisions in this Section 5.7 shall
remain in effect for employees who retire during the term of this MOU, unless and
until modified in accordance with the intended changes described in Section 5.2.A.,
above.
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B. Medical Insurance. The City provides retirement health benefits through CalPERS
pursuant to the Public Employees' Medical and Hospital Care Act ("PEMHCA"). In
accordance with Resolution No. 78-1747, the City contributes 100% of the cost of
the eligible retiree's coverage and 50% of the cost of the dependent coverage. The
retiree is responsible for paying any excess premium costs.
C. Dental Insurance. In accordance with Resolution No. 00-3822, the City will
contribute 100% of the cost of the retiree's coverage, not including dependents. The
retiree will pay any excess premium cost directly to the City, upon receipt of a bill
from the City.
D. Vision Insurance. In accordance with Resolution No. 00-3822, the City will
contribute 100% of the cost of the retiree's coverage, not including dependents. The
retiree will pay any excess premium cost directly to the City, upon receipt of a bill
from the City.
ARTICLE 6: RETIREMENT
6.1 Summary of Defined Benefits. The City offers a defined retirement benefit plan through the
California Public Employees' Retirement System (CalPERS). An employee may be eligible
for one of two benefit tiers pursuant to the City's contract with CalPERS. Information
provided here is a summary of the benefits that are fully set forth in the City's contract with
Ca1PERS, and in the case of a conflict, the contract with CalPERS will control.
6.2 Tier 1- Classic Members of CalPERS.
A. Application. This section shall apply to unit members who are or become members
of CalPERS and who are not "new members" as defined by Government Code Section
7522.04(f) and related CalPERS membership requirements.
B. Pension Formula. The CalPERS 2.5% at 55 pension formula shall be available to all
employees covered by this section.
C. Final Compensation Based On Single Highest Year. For purposes of determining a
retirement benefit, final compensation for employees covered by this section shall
be based on the employee's highest average annual pensionable compensation
earned during a period of 12 consecutive months.
D. Elimination of Employer Paid Member Contribution. Effective with the pay period
containing July 1, 2016, the City has eliminated payment of the 1.0% employee
contribution established by CalPERS for those unit members who had been
previously been eligible to receive it. Accordingly, no unit members will receive
employer paid member contributions ("EPMC") in any amount, and each Unit
member is responsible for all of his or her own normal employee -member
contributions, currently at 8%.
6.3 New Members of CalPERS.
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A. Application. In accordance with the definition of "new member" set forth by
Government Code Section 7522.04 and related Ca1PERS membership requirements,
this section shall apply to any of the following:
(1) A Unit member who becomes a member of Ca1PERS for the first time on or
after January 1, 2013 and who was not a member of any other public
retirement system prior to that date.
(2) A Unit member who becomes a member of Ca1PERS for the first time on or
after January 1, 2013, and who was a member of another public retirement
system prior to that date, but who was not subject to reciprocity under
Government Code Section 7522.02(c) and related Ca1PERS reciprocity
requirements.
(3)
A Unit member, who was an active member in Ca1PERS with another
employer and who, after a break in service of more than six months, returns
to active membership in Ca1PERS with the City.
B. Pension Formula. The 2% at 62 pension formula shall be available to all employees
covered by this section.
C. Final Compensation Based on Three Year Average. For purposes of determining a
retirement benefit, final compensation for employees covered by this section shall
be based on the employee's highest average annual pensionable compensation
during a period of at least 36 consecutive months.
D. Required Employee Contribution. Members covered by this section will contribute
the employee member contribution amount established by Ca1PERS for the 2% at 62
pension formula, currently 6.25%.
6.4 Deferred Compensation. Each month, the City will match an employee's contribution to
the City -offered 457 plan, up to a maximum of 1.5% of the employee's base salary.
ARTICLE 7: MISCELLANEOUS BENEFITS
7.1 Education Reimbursement Program. The City's Education Reimbursement Program is set
forth in Administrative Policy 4.12. However, unit members will be entitled to
reimbursement under that policy if the employee completes the course with a "C" or higher,
or with a pass grade in a course taken on a pass/fail basis. In addition, unit members who
separate from City employment sooner than 24 months from the date of reimbursement
must repay the reimbursed amount in a pro -rated basis, measured on pro -rated, monthly
basis. For example, an employee who received a $240 reimbursement on June 1, 2022 and
left City employment before June 1, 2024, would be required to repay $10 for each month
remaining until June 1, 2024.
7.2 Bilingual Pay.
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A. Eligibility. Employees who are certified as bilingual by the City in accordance with
these provisions and who are designated to provide bilingual services as required
shall receive bilingual pay. A Department Head can require that an employee seek
certification to provide bilingual services when the needs of the City necessitate
translation for the public. An employee may also request to become bilingual
certified by submitting a verbal or written request to the Administrative Services
Director. Only employees who have advance approval from the Administrative
Services Director may seek to become bilingual certified and eligible for bilingual
pay. Only employees who have become bilingual certified and are eligible for
bilingual pay may be required to provide translation services.
B. Certification.
(1) The City will offer certification for bilingual pay for only the following
languages: Spanish, Mandarin, Cantonese, and Vietnamese.
(2) The certification process will be administered through a bilingual
examination conducted by the Los Angeles Unified School District (LAUSD).
Employees wishing to be certified as bilingual must make a request to the
City's Administrative Services Director. Upon such request, the
Administrative Services Director will evaluate the need for bilingual
services, and if the City determines that such services are needed, the
Administrative Services Department will schedule a telephone and/or in -
person bilingual examination with a LAUSD representative and the
employee. The Administrative Services Department will administer
requested bilingual examinations as soon as practicable, but on no less than
a quarterly basis.
(3)
The bilingual examination will be scored by LAUSD on a pass/fail basis.
Examination scores are final and non -appealable. Employees who fail the
examination, or who fail to appear for a scheduled examination, may not
take another bilingual examination in the same language for a minimum of
six months following the failed or missed examination. Employees who pass
the examination will be certified as bilingual by the City. Employees who
are certified as bilingual by the City are not required to be re -tested. New
employees will be notified of the bilingual pay program during orientation.
C. Amount_ An eligible employee certified as bilingual by the City and who provides
bilingual services as required shall be paid $100.00 per month, in addition to
his/her base rate of pay, beginning on the first pay period after certification.
Employees certified by the City as bilingual in two or more languages shall not
receive more than $100.00 per month.
D. Workload Concerns. Any employee certified as bilingual who is concerned that the
providing of bilingual translation services is impacting his/her ability to complete
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assigned work, should address those concerns with his/her immediate supervisor,
Department Head, or Administrative Services Director.
7.3 Education Incentive Pay.
A. Eligibility. Unit members who are not required to possess a Bachelor's or Master's
degree or doctorate. as a minimum qualification for their position yet have earned a
Bachelor's or Master's degree or doctorate all of the criteria set forth herein are
eligible to receive education incentive pay under this Section.
B. Criteria.
(1) The degree must be issued by a college or university that has been
accredited by the Accrediting Commission for Senior Colleges and
Universities for the Western Association of Schools and Colleges or by
another regional accrediting body recognized by the United States
Department of Education;
(2) The degree must be in a field that the Administrative Services Director
determines is reasonably related to the employee's current duties or
otherwise enhances the employee's City service;
(3)
The employee must provide an official transcript to Administrative Services
documenting the type of degree received and the date of receipt.
C. Amount. Starting with the first full pay period following the Administrative Services
Director's determination that the employee has satisfied all of the criteria in Section
7.3.B., employees shall receive education incentive pay, as follows:
(1) For employees in positions for which neither a Bachelor's degree nor a
higher degree is a minimum qualification:
(a) A stipend equal to 2% of base pay for a Bachelor's degree.
(b) A stipend equal to 4% of base pay for a Master's degree or higher.
(2) For employees in positions for which a Bachelor's degree is a minimum
qualification:
(a) A stipend equal to 2% of base pay for a Master's degree.
(b) A stipend equal to 4% of base pay for a doctorate.
(3) No employee shall receive a stipend amount greater than 4% of base pay
regardless of the number or types of degrees or doctorates possessed.
7.4 Reclassification Desk Audit Procedure. The provisions of Article 5, Section 5.A. and
Section.A(5) of the City Personnel Rules requiring concurrence of a Department Head shall
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not apply to TCEA employees. Employees may initiate the process by submitting a request
directly to the Personnel Officer. The Personnel Officer will consult with the Department
Head in determining whether reclassification of the position is approved. The parties
further agree that the decision of the Personnel Officer and shall not be subject to grievance
or other internal administrative review. However, this provision shall not preclude use of
the City's grievance process to raise .concerns related to working -out -of -class or affect the
right to seek remedy from an external administrative agency (e.g. PERB).
7.5 Timing of Merit Increase Adjustments for New Hires. The timing set forth in Section 3.A(1)
of the City's Personnel Rules shall not apply to employees hired into TCEA positions
(including via promotion or reclassification) on or after July 20, 2022, and employees who
as of July 20, 2022, have not been receiving performance reviews on the June cycle set forth
in Section 3.A. Such employees shall instead be eligible for a merit increase effective on
their anniversary date.
7.6 Safety Boot Reimbursement/Direct Vendor Purchase. Each year, employees in Tree,
Maintenance, Code Enforcement, Building Inspector, and Parking Enforcement positions
will receive either reimbursement or an opportunity for direct City vendor purchase in the
amounts set forth below for boots meeting safety standards designated by the City:
A. $300 for Maintenance Lead Workers, Maintenance Workers, Park Maintenance Lead
Workers, Park Maintenance Workers, Tree Trimmers, and Tree Trimmer Lead
Workers.
B. $200 for Building & Code Inspectors I, II, III; Parking Control Officers, Senior
Community Preservation Officers, and Community Preservation Officers.
ARTICLE 8: ASSOCIATION OPERATIONS
8.1 Stewards. The Association may designate up to three persons to act as stewards. The
names of the designated stewards shall be provided in writing to the City on July 1st of
each year, or any time there is change in the designated stewards.
8.2 Submission of Current Information. The Association acknowledges that it is required to
notify the City in writing within 30 days when there has been a change in any of the
information that was submitted by the Association with its Recognition Petition, as set
forth in Article III, Section 11 of Resolution No. 95-3430. The Association will provide such
updates to the City.
8.3 Release Time for Association Board Members. Association board members shall be entitled
to take up to four hours of release time to attend to Association business each month. Prior
to participating in such business, the board member shall first obtain authorization from
his/her immediate supervisor. The immediate supervisor may deny such request if it is
deemed that such a request would unduly interfere with the efficiency, safety, or security of
City operations. If the request is denied, the immediate supervisor shall establish an
alternate time convenient to the parties when the board member can be released from
his/her work assignment.
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8.4 Dues Deduction
A. The Association will maintain records of employee authorizations for dues
deductions and will provide the City with information regarding the amount of dues
and the list of Unit employees who have authorized dues deductions. The City will
rely upon the information provided by the Association in processing dues
deductions for unit members.
B. No deduction of dues shall be made during any pay period in which an employee's
earnings, after all other deductions are made, are insufficient to cover the full
amount of the dues.
(1) When an employee is in a non -pay status for an entire pay period, no
deduction will be made to cover the pay period from future earnings.
(2) In the case of an employee who is in a non -pay status during less than an
entire pay period and whose earnings, after all other deductions are made,
are insufficient to cover the full amount of the dues or service fee, no
deduction shall be made from future earnings to cover the pay period.
(3)
The Association shall provide written notice to the City at least 14 calendar
days before a change in the amount of dues and identify the changed
amounts.
C. Records. The Association shall keep an adequate itemized record of its financial
transactions and shall make available annually upon request, to the City, and to the
employees who are members of the organization, within 60 days after the end of its
fiscal year, a detailed written financial report thereof in the form of a balance sheet
and an operating statement, certified as to accuracy by its president and treasurer
or corresponding principal officer, or by a certified public accountant.
D. Indemnification. The Association shall indemnify, defend, and hold the City
harmless against any liability arising in any forum, whether judicial, administrative,
or otherwise, from any claims, demands, or other action relating to the City's
compliance with any obligations imposed under this Agreement including but not
limited to deduction of membership dues and the Association's use of monies
collected under these provisions.
8.5 Use of City Facilities.
A. The Association shall be allowed the use of areas normally used for meeting
purposes for meetings of unit members when:
(1) Such space is available;
(2) There is no additional cost to the City (with the exception of incidental costs
such as those for heat and light);
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(3) It does not interfere with normal, safe, efficient or secure City operations;
(4) Employees in attendance are either not scheduled for duty or are on duty
and leave the meeting promptly when duty calls; and
(5)
The meeting is for the purpose of an Association Board meeting, member
representation, or for a General Membership meeting, except as prohibited
below.
B. The Association may use City facilities for purposes of conducting an Association
Board meeting as reasonably necessary. Association Board meetings conducted at
City facilities shall be concluded as expeditiously as reasonably possible without
interfering with normal duties.
C. The Association may use City facilities for purposes of conducting a General
Membership meeting as needed and will be reserved as any other City or Public
Organization would have to do. General Membership meetings conducted at City
facilities shall be reserved and concluded in the time reserved for the meeting.
D. The use of City equipment and/or supplies (other than items normally used in the
conduct of business meetings, such as desks, chairs, blackboards and
projection/sound equipment) is prohibited, even though such equipment and/or
supplies may be present in the meeting area.
E. The Association shall maintain proper order during any meeting held at a City
facility and ensure that the space is left in a clean and orderly condition. The City
reserves the right to revoke permission to use City facilities for meetings if the
Association fails to maintain order during a meeting or if facilities are not left in a
clean and orderly condition.
8.6 Bulletin Boards:
A. The Association shall have access to City bulletin boards located in those buildings
in which bargaining unit members are assigned to work for the purpose of posting
the following types of notices (these are examples only and not intended to be a
complete list):
(1) Notice of recreational and social affairs sponsored by the Association;
(2) Notice of Association meetings;
(3) Notice of Association elections;
(4) Reports from Association committees;
(5) Rulings on Association policies; and
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(6) Association newsletters.
B. All posted material must be legibly signed or initialed and dated by the Association's
President or designated representative. No notice or announcement which contains
defamatory statements about the City, including any City Department, any City
official, or any City employee(s) shall be posted on City bulletin boards. Any
violation of this section shall entitle the City to immediately cancel the provisions of
this section and revoke the Association's privilege to use bulletin boards pursuant to
this section. In the event non- authorized material is posted, it shall be promptly
removed by the Association or its representative on notification by the Department.
The City reserves the right to remove material that contains defamatory statements
before providing notification to the Association; if such action is taken the City shall
notify the Association as soon as possible.
8.7 Electronic Mail (E -Mail) and Computer Usage. The Association recognizes that the City's
Administrative Policy No. 3.01 regulates the use of, and that the City has the right to access
and inspect City computers, including but not limited to viewing any messages sent or
received through the City's e-mail system or any temporary or permanent files stored on
the City's electronic systems and/or equipment. The Association and unit members are
reminded that communications sent via the City's e-mail system or documents maintained
on any City -provided electronic storage or devices are not confidential and can be viewed
by the City.
The City and the Association agree that the Association may be permitted to use City e-mail
for the purposes described in this section. Notices which may be sent through the City's e-
mail system are limited to those types of notices which may be posted on bulletin boards,
as described in section 8.6, above. No notice or announcement which contains defamatory
statements about the City, including any City Department, any City official, or any City
employee(s) shall be sent through the City's e-mail system. The City reserves the right to
refuse to allow notices to be sent through the City's e-mail system that interfere with the
Department's operational needs, workflow, or mission.
Any violation of this section shall entitle the City to immediately cancel the provisions of
this section and revoke the Association's privilege to use the City's e-mail system pursuant
to this section. It is expected that once the Association Board is aware of any such
violations, they would be afforded the opportunity to rectify the situation.
8.8 New Employee Orientation and List of Unit Employees (A.B. 119)
A. The City agrees to provide a minimum of 10 days' notice to the Association of
scheduled orientation for a new hire into a Unit position, when practical, and to
provide an opportunity for access to the orientation by the Association.
(1) "Orientation" refers to any onboarding process, whether conducted in
person, online, or through other means.
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(2) The Association will have discretion to determine for each orientation
whether access will consist of attendance in person by an Association
representative for up to 10 minutes, or correspondence from the
Association that will be provided to the new hire during orientation.
B. The City agrees to provide the Association with the following information for each
new hire into a Unit position within 30 days of the hire date, unless the employee
declines to provide such information to the Association:
(1) Employee's name, job title, department, and work location;
(2) Employee's work, home, and personal cellular telephone numbers;
(3) Employee's home address;
(4) Employee's work and personal e-mail addresses.
C. At least one per year, or more frequently upon request, the City agrees to provide
the Association with the information in Section 8.8.B. for all current Unit employees.
ARTICLE 9: JOINT LABOR-MANAGEMENT COMMITTEE ("AMC") MEETINGS
9.1 Standing JLMC:
A. The City and the Association agree to maintain a standing JLMC that will be made up
of representatives of the Association and the City. This standing JLMC shall meet at
least quarterly, upon request by either party, and may meet more frequently, if both
parties agree.
B. The meeting schedule will be set in advance and the dates agreed to by both sides.
Up to four designated unit members plus a CEA representative will participate on
behalf of the Association. Up to four City representatives plus a legal representative
will participate on behalf of the City. Each party may bring additional employees or
experts as needed for relevant subject matter. Prior notification to the other side
shall be provided, and failure to provide advance notification may result in the
additional employee or expert being excluded from the meeting. Any meeting
cancellations should be made known to the other party at least 24 hours in advance
of scheduled meetings or as soon as possible.
C. Anticipated topics include. but are not limited to:
(1) Prospect of remote work/telework
(2) Safety issues, including, but not limited to, development of minimum
standards for boots purchased pursuant to Section 7.6 of this MOU.
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(3) Revision/update of personnel rules and policies, including, but not limited
to, the City's personnel rule regarding reclassification of positions.
9.2 Specific JLMC regarding Restructure of Employee and Retiree Benefits
As described in Section 5.2, the parties agree to address the negotiable aspects of the City's
restructure of contributions to and towards health, dental, and vision benefits for current
employees, future hires, and future retirees (both currently employed and future hires) through a
JLMC established for this purpose. The schedule of meetings for this JLMC shall be established
consistent with the intent to reach agreement on changes in time for Open Enrollment in Fall 2023
and for intended implementation starting in January 2024.
9.3 Limited Re -Opener. If necessary, the parties agree to a reopener to discuss and implement
the results of a JLMC. The reopener will be limited to the minimum amount of the contract
necessary to effectuate any such results.
ARTICLE 10: COMPLETION OF NEGOTIATIONS
10.1 Complete Understanding. The terms and conditions set forth in this MOU represent the full
and complete understanding between the parties. This MOU terminates and supersedes
those past practices, procedures, understandings, traditions, agreements, or rules and
regulations inconsistent with any matters covered in this MOU.
10.2 Modification. Except as expressly provided in this Agreement the terms and conditions in
this MOU may be altered, changed, added to, deleted, or modified, only through the
voluntary mutual consent of the parties in a written agreement, executed by both parties
and, if required, approved by the City Council.
10.3 Waiver. Except as expressly provided in this Agreement, the parties agree that, during the
term of this MOU, neither party shall be required to meet and negotiate with regard to any
subject within the scope of bargaining, whether or not referred to or covered in this MOU.
Nothing shall prevent the parties from mutually agreeing to negotiate on any topic.
10.4 Revisions to Resolution No. 95-3430. The parties agree to consult in good faith over any
proposed changes to Resolution No. 95-3430, in accordance with Government Code section
3507.
ARTICLE 11: SEVERABILITY AND SAVINGS
This MOU is subject to all current and future applicable federal, state and local laws, regulations
and the Temple City Charter. Provided, however, no local law which is enacted in contravention of
the provisions of the Meyers-Milias-Brown Act ("MMBA") shall affect the provisions of this MOU.
11.1 Savings., Should any article, section, paragraph or provision of this Agreement be declared
or adjudicated unlawful, void, inoperative, or unenforceable by a court of competent
jurisdiction, all remaining articles, sections, paragraphs, and provisions shall remain in full
force and effect, to the extent permitted by law. As soon as both parties become aware of
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the decision, they shall meet to discuss the impact of the decision on the contract. Unless
mutually agreed otherwise, the parties agree to meet and confer within 30 days for the
purpose of agreeing to a mutually satisfactory replacement provision.
11.2 Statutory Changes. In the event of statutory or regulatory changes that affect the terms and
conditions of this Agreement, the parties agree, upon the request of either party, to meet
and negotiate the subjects of the statutory or regulatory changes.
ARTICLE 12: COMMENCEMENT OF NEGOTIATIONS FOR A SUCCESSOR MOU
Either party shall serve upon the other party its written demand to commence negotiations for a
successor MOU. Negotiations shall commence by January 30, 2025, unless the parties mutually
agree otherwise. If the demand is served after January 30, 2025, then the parties will commence
negotiations on a mutually agreed time and date.
*** Signatures Appear on Next Page ***
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IN WITNESS WHEREOF, the PARTIES have executed this MOU as of the latter
date written below.
THE CITY OF TEMPLE CITY:
Cy
Bryan Cook, City Manager
TEMPLE CITY EMPI,LIYEE ASSOCIATION:
ndrew Coyne
am
nsy
Viet Tran
APPROVED AS TO FORM:
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Katy A. duttorp, B tlrke, Williams & Sorensen, LLP Date
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Mary LaPlante, City Employees Associates Date
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APPENDIX A SALARY SCHEDULES
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ATTACHMENT B
SALARY SCHEDULE
Full -Time and Part -Time Classifications
July 20, 2022 through June 30, 2025
1 of 6
1
CITY Of I tMltE CITY
SALARY SCHEDULE - FULL-TIME CLASSIFICATIONS
EFFECTIVE JULY 20, 2022
ATTAC H M E
1
FULL TIME CLASSIFICATIONS
BENEFIT
GROUP
STEPS
1
2
3
4
5
6
7
Accountant
TCEA
$ 5,893
$ 6,129
$ 6,375
$ 6,630
$ 6,895
$ 7,170
$ 7,457
Accountant/Y-Rated
TCEA
$ 8,052
Accounting Technician
TCEA
$ 4,584
$ 4,767
$ 4,957
$ 5,156
$ 5,362
$ 5,577
$ 5,800
Administrative Assistant to the City Council and City Manager
NREP
$ 4,696
$ 5,943
Administrative Services Director
NREP
$ 11,682
$ 14,781
Associate Planner
TCEA
$ 6,682
$ 6,949
$ 7,226
$ 7,515
$ 7,816
$ 8,129
$ 8,455
Building and Code Inspector I
TCEA
$ 4,841
$ 5,035
$ 5,236
$ 5,445
$ 5,664
$ 5,890
$ 6,125
Building and Code Inspector III
TCEA
$ 5,911
$ 6,147
$ 6,393
$ 6,650
$ 6,915
$ 7,192
$ 7,479
Building/Housing Assistant
TCEA
$ 4,669
$ 4,857
$ 5,051
$ 5,252
$ 5,462
$ 5,680
$ 5,908
Building/Housing Assistant/Y-Rated
TCEA
$ 6,125
City Clerk
NREP
$ 8,161
$ 10,327
Community Development Director
NREP
$ 11,706
$ 14,813
Deputy City Clerk
TCEA
$ 5,081
$ 5,283
$ 5,495
$ 5,715
$ 5,943
$ 6,180
$ 6,428
Maintenance Worker
TCEA
$ 4,082
$ 4,246
$ 4,415
$ 4,592
$ 4,776
$ 4,966
$ 5,165
Maintenance Lead Worker
TCEA
$ 4,572
$ 4,755
$ 4,944
$ 5,143
$ 5,348
$ 5,562
_
$ 5,785
Management Analyst
TCEA
$ 5,827
$ 6,060
$ 6,301
$ 6,554
$ 6,816
$ 7,089
$ 7,372
Office Assistant 1
TCEA
$ 3,673
$ 3,821
$ 3,974
$ 4,133
$ 4,298
$ 4,470
$ 4,649
Office Assistant II
TCEA
$ 4,042
$ 4,203
$ 4,371
$ 4,546
$ 4,728
$ 4,916
$ 5,114
Park Maintenance Lead Worker
TCEA
$ 4,539
$ 4,721
$ 4,910
$ 5,106
$ 5,310
$ 5,523
$ 5,744
Park Maintenance Lead Worker/Y-Rated
TCEA
$ 5,661
Park Maintenance Worker
TCEA
$ 4,053
$ 4,216
$ 4,384
$ 4,559
$ 4,741
$ 4,931
$ 5,128
Park Maintenance Worker/Y-Rated
TCEA
$ 5,115
Parking Control Officer
TCEA
$ 4,296
$ 4,467
$ 4,646
$ 4,831
$ 5,025
$ 5,226
$ 5,435
Parks and Recreation Coordinator
TCEA
$ 4,352
$ 4,526
$ 4,707
$ 4,895
$ 5,092
$ 5,295
$ 5,506
Parks and Recreation Director
NREP
$ 10,853
$ 13,731
Personnel Analyst
TCEA
$ 5,667
$ 5,894
$ 6,131
$ 6,376
$ 6,631
$ 6,896
$ 7,172
Public Safety Supervisor
NREP
$ 7,504
$ 9,496
Secretary
TCEA
$ 4,474
$ 4,653
$ 4,839
$ 5,032
$ 5,234
$ 5,443
$ 5,660
Secretary/Y-Rated
TCEA
$ 5,887
$ 6,125
Senior Community Preservation Officer
TCEA
$ 5,422
$ 5,639
$ 5,864
$ 6,100
$ 6,343
$ 6,597
$ 6,861
Senior Community Preservation Officer/Y-Rated
TCEA
$ 7,314
Tree Trimmer
TCEA
$ 3,977
$ 4,136
$ 4,301
$ 4,474
$ 4,653
$ 4,839
$ 5,032
Tree Trimmer Lead Worker
TCEA
$ 4,454
$ 4,633
$ 4,818
$ 5,010
$ 5,210
$ 5,419
$ 5,636
2 of 6
ATTACHMENT B
CITY OF TEMPLE CITY
SALARY SCHEDULE - FULL-TIME CLASSIFICATIONS
EFFECTIVE JULY 1, 2023
FULL TIME CLASSIFICATIONS
BENEFIT
GROUP
STEPS
1
2
3
4
5
6
7
Accountant
TCEA
$ 6,070
$ 6,313
$ 6,566
$ 6,828
$ 7,101
$ 7,385
$ 7,680
Accountant/Y-Rated
TCEA
$ 8,052
Accounting Technician
TCEA
$ 4,721
$ 4,910
$ 5,106
$ 5,311
$ 5,523
$ 5,745
$ 5,974
Administrative Assistant to the City Council and City Manager
NREP
$ 4,837
$ 6,121
Administrative Services Director
NREP
$ 12,033
$ 15,225
Associate Planner
TCEA
$ 6,882
$ 7,157
$ 7,443
$ 7,741
$ 8,050
$8,373
$8,708
Building and Code Inspector I
TCEA
$ 4,986
$ 5,186
$ 5,393
$ 5,609
$ 5,834
$ 6,067
$ 6,309
Building and Code Inspector III
TCEA
$ 6,088
$ 6,332
$ 6,585
$ 6,849
$ 7,122
$ 7,407
$ 7,703
Building/Housing Assistant
TCEA
$ 4,809
$ 5,002
$ 5,202
$ 5,410
$ 5,626
$ 5,851
$ 6,085
Building/Housing Assistant/Y-Rated
TCEA
$ 6,125
City Clerk
NREP
$ 8,406
$ 10,637
Community Development Director
NREP
$ 12,057
$ 15,257
Deputy City Clerk
TCEA
$ 5,233
$ 5,442
$ 5,660
$ 5,886
$ 6,121
$ 6,366
$ 6,621
Maintenance Worker
TCEA
$ 4,204
$ 4,373
$ 4,548
$ 4,729
$ 4,919
$ 5,115
$ 5,320
Maintenance Lead Worker
TCEA
$ 4,709
$ 4,897
$ 5,092
$ 5,297
$ 5,508
$ 5,729
$ 5,958
Management Analyst
TCEA
$ 6,002
$ 6,241
$ 6,490
$ 6,751
$ 7,020
$ 7,301
$ 7,594
Office Assistant I
TCEA
$ 3,784
$ 3,936
$ 4,093
$ 4,256
$ 4,427
$ 4,604
$ 4,789
Office Assistant II
TCEA
$ 4,163
$ 4,330
$ 4,502
$ 4,682
$ 4,870
$ 5,064
$ 5,267
Park Maintenance Lead Worker
TCEA
$ 4,676
$ 4,863
$ 5,057
$ 5,259
$ 5,469
$ 5,689
$ 5,916
Park Maintenance Lead Worker/Y-Rated
TCEA
$ 5,661
Park Maintenance Worker
TCEA
$ 4,174
$ 4,342
$ 4,516
$ 4,696
$ 4,883
$ 5,079
$ 5,282
Park Maintenance Worker/Y-Rated
TCEA
$ 5,115
Parking Control Officer
TCEA
$ 4,424
$ 4,601
$ 4,785
$ 4,976
$ 5,176
$ 5,383
$ 5,598
Parks and Recreation Coordinator
TCEA
$ 4,483
$ 4,662
$ 4,848
$ 5,042
$ 5,244
$ 5,453
$ 5,672
Parks and Recreation Director
NREP
$ 11,179
$ 14,143
Personnel Analyst
TCEA
$ 5,837
$ 6,071
$ 6,315
$ 6,567
$ 6,830
$ 7,103
$ 7,387
Public Safety Supervisor
NREP
$ 7,730
$ 9,781
Secretary
TCEA
$ 4,608
$ 4,792
$ 4,984
$ 5,183
$ 5,391
$ 5,606
$ 5,830
Secretary/Y-Rated
TCEA
$ 5,887
$ 6,125
Senior Community Preservation Officer
TCEA
$ 5,585
$ 5,809
$ 6,040
$ 6,283
$ 6,534
$ 6,795
$ 7,067
Senior Community Preservation Officer/Y-Rated
TCEA
$ 7,314
Tree Trimmer
TCEA
$ 4,097
$ 4,260
$ 4,430
$ 4,608
$ 4,792
$ 4,984
$ 5,183
Tree Trimmer Lead Worker
TCEA
$ 4,588
$ 4,772
$ 4,962
$ 5,160
$ 5,367
$ 5,581
$ 5,805
ATTAC H M E
l
CITY Or rtivi E CITY
SALARY SCHEDULE - FULL-TIME CLASSIFICATIONS
EFFECTIVE JULY 1, 2024
1
FULL TIME CLASSIFICATIONS
BENEFIT
GROUP
STEPS
1
2
3
4
5
6
7
Accountant
TCEA
$ 6,252
$ 6,503
$ 6,763
$ 7,033
$ 7,314
$ 7,606
$ 7,911
Accountant/Y-Rated
TCEA
$ 8,052
Accounting Technician
TCEA
$ 4,863
$ 5,057
$ 5,259
$ 5,470
$ 5,689
$ 5,917
$ 6,153
Administrative Assistant to the City Council and City Manager
NREP
$ 4,982
$ 6,305
Administrative Services Director
NREP
$ 12,394
$ 15,682
Associate Planner
TCEA
$ 7,089
$ 7,372
$ 7,666
$ 7,973
$ 8,292
$ 8,624 .
$ 8,970
Building and Code Inspector 1
TCEA
$ 5,136
$ 5,342
$ 5,555
$ 5,777
$ 6,009
$ 6,249
$ 6,498
Building and Code Inspector 111
TCEA
$ 6,271
$ 6,522
$ 6,783
$ 7,054
$ 7,336
$ 7,630'
$ 7,934
Building/Housing Assistant
TCEA
$ 4,954
$ 5,152
$ 5,358
$ 5,572
$ 5,795
$ 6,026
$ 6,268
Building/Housing Assistant/Y-Rated
TCEA
$ 6,125
City Clerk
NREP
$ 8,658
$ 10,956
Community' Development Director
NREP
$12,419
$15,715
Deputy City Clerk
TCEA
$ 5,390
$ 5,605
$ 5,830
$ 6,063
$ 6,305
$ 6,557
$ 6,819
Maintenance Worker
TCEA
$ 4,330
$;4,504
4,684
$ 4,871
$ 5,066
$ 5,269
$ 5,479
Maintenance Lead Worker
TCEA
$ 4,850
$ 5,044
$ 5,245
$ 5,456
$ 5,673
$ 5,900
$ 6,137
Management Analyst
TCEA
$ 6,182
$ 6,429
$ 6,685
$ 6,953
$ 7,231
$ 7,520
$ 7,821
Office Assistant 1
TCEA
$ 3,897
$ 4,054
$ 4,216
$ 4,384
$ 4,559
$ 4,742
$ 4,932
Office Assistant 11
TCEA
$ 4,288
$ 4,459
$ 4,637
$ 4,823
$ 5,016
$ 5,216
$ 5,425
Park Maintenance Lead Worker
TCEA
$ 4,816
$ 5,009
$ 5,209
$ 5,417
$ 5,633
$ 5,859
$ 6,093
Park Maintenance Lead Worker/Y-Rated
TCEA
$ 5,661
Park Maintenance Worker
TCEA
$ 4,299
$ 4,472
$ 4,651
$ 4,837
$ 5,030
$ 5,231
$ 5,441
Park Maintenance Worker/Y-Rated
TCEA
$ 5,115
Parking Control Officer
TCEA
$ 4,557
$ 4,739
$ 4,929
$ 5,125
$ 5,331
$ 5,544
$ 5,766
Parks and Recreation Coordinator
TCEA
$ 4,617
$ ,4,802'
$ 4,994
$ 5,194
$ 5,402
$ 5,617
$ 5,842
Parks and Recreation Director
NREP
$ 11,514
$ 14,568
Personnel Analyst
TCEA
$ 6,012
$,'6,253
$ 6,504
$ 6,764
; $ 7,034
$ 7,316
$ 7,609
Public Safety Supervisor
NREP
$ 7,961
$ 10,074
Secretary
TCEA
$ 4,747
$ 4,936
$ 5,134
$ 5,338
$ 5,552
$ 5,775 '
$ 6,005
Secretary/Y-Rated
TCEA
$ 5,887
$ 6,125
Senior Community Preservation Officer
TCEA
$ 5,752 '
$ 5,983
$ 6,222
$ 6,471
$ 6,730
$ 6,999
$ 7,279
Senior Community Preservation Officer/Y-Rated
TCEA
$ 7,314
Tree Trimmer
TCEA
$ 4,220
$ 4,388
$ 4,563
$ 4,747
$ 4,936
$ 5,134
$ 5,338
Tree Trimmer Lead Worker
TCEA
$ 4,725
$ 4,915
$ 5,111
$ 5,315
$ 5,528
$ 5,749
$ 5,979
4 of 6
ATTACHMENT B
CITY OF TEMPLE CITY
PART-TIME HOURLY SALARY RANGES
EFFECTIVE ON JULY 20, 2022
STEPS
PART-TIME CLASSIFICATIONS 1 2 3 4 5 6 7
Maintenance Worker
$23.55
$24.49
$25.47
$26.49
$27.55
$28.65
$29.80
Office Assistant I
$21.19
$22.04
$22.93
$23.84
$24.79
$25.79
$26.82
Park Maintenance Worker
$23.38
$24.32
$25.29
$26.30
$27.35
$28.45
$29.59
Park Patrol Officer
$22.35
$23.24
$24.17
$25.14 _
$26.15
$27.19
$28.28
Park Patrol Officer/Y-Rated
$31.88
Parking Control Officer
$24.78
$25.77
$26.80
$27.87
$28.99
$30.15
$31.36
Recreation Leader
$15.00
_
$15.30
$15.61
$15.92
$16.24
$16.56
$16.89
Senior Recreation Leader
$17.57
$17.92
$18.28
$18.64
$19.02
$19.40
$19.78
Tree Trimmer
$22.95
$23.86
$24.81
$25.81
$26.84
$27.92
$29.03
CITY OF TEMPLE CITY
PART-TIME HOURLY SALARY RANGES
EFFECTIVE ON JULY 1, 2023
STEPS
PART-TIME CLASSIFICATIONS 1 2 3 4 5 6 7
Maintenance Worker
$24.25
$25.23
$26.24
$27.28
$28.38
$29.51
$30.69
Office Assistant I
$21.83
$22.71
$23.61
$24.56
$25.54
$26.56
$27.63
Park Maintenance Worker
$24.08
$25.05
$26.05
$27.09
$28.17
$29.30
$30.47
Park Patrol Officer
$22.35
$23.24
$24.17
$25.14
$26.15
$27.19
$28.28
Park Patrol Officer/Y-Rated
$31.88
Parking Control Officer
$25.53
$26.55
$27.61
$28.71
$29.86
$31.05
$32.30
Recreation Leader
$15.00
$15.30
$15.61
$15.92
$16.24
$16.56
$16.89
Senior Recreation Leader
$17.57
$17.92
$18.28
$18.64
$19.02
$19.40
$19.78
Tree Trimmer
$23.63
$24.58
$25.56
$26.59
$27.65
$28.75
$29.90
1
1
ATTACHME 1
CITY OF TEMPLE CITY
PART-TIME HOURLY SALARY RANGES
EFFECTIVE ON JULY 1, 2024
STEPS
PART-TIME CLASSIFICATIONS 1 2 3 4 5 6 7
Maintenance Worker
$24.98
$25.99
$27.02
$28.10
$29.23
$30.40
$31.61
Office Assistant I
$22.48
$23.39
$24.32
$25.29
$26.30
$27.36
$28.46
Park Maintenance Worker
$24.80
$25.80
$26.83
$27.91
$29.02
$30.18
$31.39
Park Patrol Officer
$22.35
$23.24
$24.17
$25.14
$26.15
$27.19
$28.28
Park Patrol Officer/Y-Rated
$31.88
Parking Control Officer
$26.29
$27.34
$28.44
$29.57
$30.76
$31.98
$33.27
Recreation Leader
$15.00
$15.30
$15.61
$15.92
$16.24
$16.56
$16.89
Senior Recreation Leader
$17.57
$17.92
$18.28
$18.64
$19.02
$19.40
$19.78
Tree Trimmer
$24.34
$25.31
$26.32
$27.38
$28.48
$29.62
$30.80
6 of 6