HomeMy Public PortalAbout14-100City of Carson
s Report to Mayor and City Council
��'=•° October 21, 2014
Ute, New Business Consent
SUBJECT: ADOPTION OF RESOLUTION NO. 14-100 RESCINDING AND REPLACING
RESOLUTION NO. 14-017 APPROVING THE MEMORANDUM OF
UNDERSTANDING (MOU) BETWEEN THE CITY OF CARSON AND THE
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES
UNION (AFSCME), COUNCIL 36, LOCAL 809, FOR THE PERIOD JULY 1, 2013
THROUGH JUNE 30, 2016; AND ADOPTION OF RESOLUTION NO. 14-101
RESCINDING AND REPLACING RESOLUTION NO. 14-015 APPROVING THE
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF CARSON AND
THE CARSON PROFESSIONALS AND SUPERVISORS ASSOCIATION (CPSA) AND
E AS
THS ION OF MANAGEMENT EMPLOYEES (AME) FOR THE PERIOD
F Y 1, 2 THROUGH JUNE 30, 2015
bmitted byecil Rhambo Approved by Nelson Hernandez
istant Ci Manager City Manager
I. SUMMARY
At the March 18, 2014, City Council meeting, the Memoranda of Understanding
(MOU) for the Carson Professionals and Supervisors Association (CPSA) and the
association of Management Employees (AME) for the period of July 1, 2013
through June 30, 2015; and the American Federation of State, County, and
Municipal Employees (AFSCME), Council 36, Local 809, for the period of July
1, 2013, through June 30, 2016, were respectively approved by Resolution Nos.
14-015 and 14-017. Staff is requesting approval of Resolution Nos. 14-100
(Exhibit No. 1) and 14-101 (Exhibit No. 2) which are the restated MOUS
rescinding and replacing the prior ones to reflect some minor clerical corrections,
omitted language, and the finalized salary tables.
II. RECOMMENDATION
TAKE the following actions:
1. WAIVE further reading and ADOPT Resolution No. 14-100, "A
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CARSON,
CALIFORNIA, and RESCINDING AND REPLACING RESOLUTION NO.
14-017 APPROVING A MEMORANDUM OF UNDERSTANDING (MOU)
BETWEEN THE CITY OF CARSON AND THE AMERICAN
FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES
UNION (AFSCME), COUNCIL 36, LOCAL 809, FOR THE PERIOD JULY
1, 2013 THROUGH JUNE 30,2016."
2. WAIVE further reading and
ADOPT
Resolution No.
14-101, "A
RESOLUTION OF THE CITY
COUNCIL
OF THE CITY
OF CARSON,
City of Carson Report to Mayor and City Council
October 21, 2014
CALIFORNIA, RESCINDING AND REPLACING RESOLUTION NO. 14-
015 APPROVING THE MEMORANDUM OF UNDERSTANDING (MOU)
BETWEEN THE CITY OF CARSON AND THE CARSON
PROFESSIONALS AND SUPERVISORS ASSOCIATION (CPSA) AND
THE ASSOCIATION OF MANAGEMENT EMPLOYEES (AME) FOR THE
PERIOD OF JULY 1, 2013 THROUGH JUNE 30,2015."
III. ALTERNATIVES
None. These MOUS were successfully negotiated at the direction of the City
Council.
IV. BACKGROUND
At the March 18, 2014 City Council meeting, staff presented the Memoranda of
Understanding (MOU) for the AFSCME, CPSA and AME employee bargaining
groups for Council approval. After the City Council approval of the MOUS, staff
has identified and made some corrections to these MOUs. The corrections made
include language that was unintentionally omitted as well as some typographical
errors. Also, the AFSCME, CPSA and AME MOUs did not include the respective
salary tables as they were in the process of being finalized. Lastly, the AFSCME
MOU did not include the Table of Contents nor did it include the Designated
Appropriate Units and the Occupational Groupings appendices. These corrections
made to the MOUs do not amend the original agreements reached with the
bargaining units; they only correct the identified oversights.
The MOUs being presented tonight include the corrections to the oversights stated
above and are now comprehensive. Upon City Council approval, these restated
and comprehensive MOUs will rescind and replace the previous MOUS adopted
by the City Council on March 18, 2014. These MOUS were previously ratified by
the bargaining units and the bargaining unit board members were given the
opportunity to review these restated MOUs and are in agreement with the
corrections made by staff.
V. FISCAL IMPACT
None, the funding for employee salary and benefits as stipulated by the current
Memoranda of Understanding has been included in the FY 2014/15 budget.
VI. EXHIBITS
1. Resolution No. 14-100, Restated AFSCME MOU covering the period July 1,
2013 through June 30, 2016. (pgs. 4-75)
2. Resolution No. 14-101, Restated CPSA/AME MOU covering the period of
July 1, 2013 through June 30, 2015. (pgs. 76-137)
0j,
City of Carson Report to Mayor and
Prepared by: Therese K. Foisia, Division Secretary
Documen12 Elvia Parra, Sr. Human Resources Analyst
TO. Rev09-25-2014
Reviewed by:
City Clerk
Administrative Services
Community Development
City Treasurer
Public Works
Community Services
Action taken by City Council
Date Action
City Council
October 21, 2014
3
Resolution No. 14-100
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF CARSON
AND
THE AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES UNION (AFSCME),
COUNCIL 369 LOCAL 809
JULY 19 2013 THROUGH JUNE 309 2016
RESOLUTION NO. 14-100
(RESCINDS AND REPLACES RESOLUTION NO. 14-017)
APPROVED OCTOBER 21, 2014
Resolution No. 14-100
ARTICLE IV -BENEFITSPage
........................................................................................................ 15
SECTION 1 - HEALTH INSURANCE BENEFITS: ..................................................... 15
SECTION 2 - DENTAL INSURANCE BENEFITS: ....................................................... 16
SECTION 3 - LONG TERM DISABILITY INSURANCE: ................................. ** ....... 18
SECTION 4 - LIFE INSURANCE COVERAGE: ................................................. ...... 20
SECTION 5 - CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT
SYSTEM(CALPERS):............................................................................ 20
SECTION 6 - DEFERRED COMPENSATION PROGRAMS: .................................... 21
SECTION 7 - VISION CARE PROGRAM: .................................................................. 22
SECTION 8 - SECTION 125 PLAN: ............................................................................. 22
SECTION 9 - COMPUTER LOAN PROGRAM: .......................................................... 22
ARTICLEV - LEAVES............................................................................................................ 22
SECTION 1 - ANNUAL LEAVE: .................................................................................. 22
SECTION2 - SICK LEAVE: .......................................................................................... 23
SECTION 3 - SICK LEAVE INCENTIVE PLAN: ........................................................ 24
SECTION 4 - SICK LEAVE BANK: ............................................................................. 25
SECTION 5 - COMPENSATORY LEAVE: .................................................................. 25
SECTION 6 - BEREAVEMENT LEAVE: ..................................................................... 25
SECTION 7 - REDEMPTION OF ACCUMULATED LEAVE: ................................... 25
SECTION 8 - HOLIDAY LEAVE: ................................................................................. 26
SECTION 9 - WORKERS' COMPENSATION LEAVE: .............................................. 27
SECTION 10 - MILITARY LEAVE: ............................................................................. 27
SECTION 11 - LEAVE OF ABSENCE WITHOUT PAY: ............................................ 28
SECTION 12 - FLEX SCHEDULES: ............................................................................. 28
SECTION 13 - TIME OFF FOR VOTING: .................................................................... 28
SECTION 14 - LUNCH PERIOD: .................................................................................. 29
SECTION 15 - REST PERIOD: ...................................................................................... 29
SECTION 16 - LEAVE FOR CLASSIFIED PART -UNIT MEMBERS: ....................... 29
ARTICLEVI - LAYOFF........................................................................................................... 30
SECTION 1 - PREREQUISITE FOR LAYOFF: ............................................................ 30
SECTION 2 - ORDER OF LAYOFF: ............................................................................. 31
SECTION 3 - VOLUNTARY DEMOTION: .................................................................. 31
SECTION4 - RECALL: ................................................................................................. 31
SECTION 5 - LAYOFF FROM OTHER REPRESENTATIONAL UNITS: ................. 32
SECTION 6 - SEVERANCE PACKAGE: ...................................................................... 32
ARTICLE VII - NON-DISCRIMINATION.............................................................................. 32
ARTICLE VIII - HEALTH AND SAFETY.............................................................................. 32
SECTION 1 - SAFETY RESPONSIBILITIES: .............................................................. 32
SECTION 2 - SAFETY COMMITTEE: ......................................................................... 33
SECTION 3 - SAFETY DEVICES AND SAFEGUARDS: ........................................... 33
SECTION 4 - PESTICIDE SAFETY: ............................................................................ 33
SECTION 5 - USE OF VETERANS SPORTSCOMPLEX:........................................... 33
SECTION 6 - CLASS "A" AND `B" DRIVERS LICENSE REQUIREMENT:........... 33
SECTION 7 - FIRST AID AND CPR: ............................................................................ 34
ii
Resolution No. 14-100
Page
ARTICLE IX - DISCIPLINE AND DISCHARGE................................................................... 34
SECTION 1 - JUST CAUSE: ....................................................................................
...... 34
SECTION 2 - REPRESENTATION: ........................................................................... 34
ARTICLE X - GRIEVANCE PROCEDURE............................................................................ 34
SECTION 1 - GRIEVANCE DEFINED: ........................................................................ 34
SECTION 2 - INFORMAL DISCUSSION OF GRIEVANCE: ..................................... 34
SECTION 3 - FORMAL GRIEVANCE PROCEDURE: ............................................... 35
SECTION 4 - NON -DEPARTMENTAL GRIEVANCES: ............................................. 36
SECTION5 - REPRISALS: ..................................................................................... ... 37
ARTICLE XI - APPEAL PROCEDURES................................................................................ 38
SECTION 1 - REQUEST FOR DISCIPLINARY HEARING: ...................................... 38
SECTION 2 - SCHEDULING OF DISCIPLINARY HEARING: .................................. 38
SECTION 3 - HEARING OFFICER: .............................................................................. 38
SECTION 4 - REPRESENTATION AT DISCIPLINARY HEARING: ........................ 39
SECTION 5 - BURDEN OF PROOF AND EVIDENCE: .............................................. 39
SECTION 6 - CONDUCT OF DISCIPLINARY HEARING: ........................................ 39
SECTION 7 - HEARING OFFICER'S DECISION: ...................................................... 39
ARTICLE XII - CITY RIGHTS................................................................................................ 39
SECTION 1 - EXCLUSIVE CITY RIGHTS AND AUTHORITY: ............................... 39
SECTION 2 - CONCERTED REFUSAL TO WORK: ................................................... 40
ARTCLE XIII - UNION RIGHTS............................................................................................. 41
SECTION 1 - EXCLUSIVE REPRESENTATION:....................................................... 41
SECTION 2 - BULLETIN BOARD: .............................................................................. 41
SECTION 3 - E-MAIL ACCESS: ................................................................................... 41
SECTION 4 - NEGOTIATIONS: ................................................................................... 41
SECTION 5 - UNION OFFICERS: ................................................................................ 41
SECTION 6 - POLITICAL ACTION FUND: ................................................................ 42
SECTION 7 - RELEASE TIME: ..................................................................................... 42
SECTION 8 - BIDDING ON IN-HOUSE SERVICES: .................................................. 43
SECTION 9 - PERSONNEL FILES: .............................................................................. 43
ARTICLE XIV - UNION SECURITY...................................................................................... 43
SECTION 1 - DUES DEDUCTION: .............................................................................. 43
SECTION 2 - MAINTENANCE OF MEMBERSHIP: ................................................... 43
SECTION 3 - AGENCY SHOP: ..................................................................................... 44
ARTICLE XV - CLASSIFIED PART-TIME UNIT MEMBERS ............................................. 44
SECTION 1 - CLASSIFIED PART-TIME CLASSES DEFINED: ................................ 44
ARTICLE XVI - OTHER MATTERS WITHIN THE SCOPE OF
REPRESENTATION...................................................................................... 45
SECTION 1 - STATUS OF GRANT -FUNDED UNIT MEMBERS: ............................ 45
SECTION 2 - UNION MANAGEMENT MEETINGS: ................................................ 45
SECTION 3 - PROMOTIONAL OPPORTUNITIES: ................................................... 45
iii
Resolution No. 14-100
Paye
SECTION 4 - LATERAL TRANSFERS: ...................................................................... 45
SECTION 5 - TYPING CERTIFICATES: ..................................................................... 45
SECTION 6 - PERSONNEL SUBCOMMITTEE: ......................................................... 45
ARTICLE XVII - MODIFICATION AND DURATION......................................................... 46
SECTION 1 - SEVERABILITY: .................................................................................... 46
SECTION2 - DURATION: ........................................................................................... 46
SECTION 3 - REOPENERS:......................................................................................... 46
APPENDIX A - DESIGNATED APPROPRIATE UNITS - CLERICAL AND
TECHNICALUNIT........................................................................................ 50
APPENDIX A - DESIGNATED APPROPRIATE UNITS - CRAFTS AND TRADES
UNIT................................................................................................................ 51
APPENDIX A - DESIGNATED APPROPRIATE UNITS - PROFESSIONAL/
MIDDLE MANAGEMENT UNIT.................................................................. 52
APPENDIX B - OCCUPATIONAL GROUPINGS.................................................................. 53
APPENDIX C - SALARY SCHEDULE — 2.5% COLA -
EFFECTIVE JUNE 22, 2013.......................................................................... 56
APPENDIX D - SALARY SCHEDULE — 6% SALARY INCREASE -
EFFECTIVE MARCH 15, 2014.................................................................... 59
APPENDIX E - SALARY SCHEDULE — 2.5% COLA -
EFFECTIVE JUNE 21, 2014......................................................................... 62
APPENDIX F - SALARY SCHEDULE — 2.5% COLA -
EFFECTIVE JUNE 20, 2015......................................................................... 65
iv
Resolution No. 14-100
ARTICLE I
RECOGNITION
The City of Carson (hereinafter the "City") recognizes the American Federation of State, County and
Municipal Employees Union, Council 36, Local 809 (hereinafter the "Union" or "AFSCME") as the sole
exclusive employee organization and bargaining agent for employees in the Clerical and Technical Unit,
the Crafts and Trades Unit, and the Professional/Middle Management Unit (hereinafter the "Unit
members") in all matters concerning wages, hours and working conditions. The designated appropriate
units and their represented classifications are attached hereto as Appendix A. The list of Occupational
Groupings for use with this Memorandum of Understanding (hereinafter the "MOU") is attached hereto
as Appendix B. Any reference hereinafter to "Unit member(s)" means those Unit members represented
by AFSCME and thereby covered under this MOU.
It is agreed that this MOU was negotiated pursuant to Chapter 10 (Section 3500 et. seq.) of Division 4,
Title 1 of the Government Code and pursuant to Resolution No. 85-107, the Employer -Employee
Relations Resolution of the City of Carson. The Union recognizes the City Manager, his/her designee
and/or the City's Employee Relations Officer, as the exclusive representatives of the City for purposes
of entering into this MOU. The City and the Union agree to make a good faith effort to ensure that all
rules, policies and procedures are uniformly and consistently applied throughout the City service.
ARTICLE II
DEFINITION OF TERMS
The following terms, whenever used in this MOU, shall have the meanings set forth in this Article.
SECTION 1- ACTING DUTY:
On a temporary basis, the performance by a Unit member of the duties of a higher classification with a
higher pay range than the pay range of the Unit member's assigned classification.
SECTION 2 - CLASSIFICATION:
A position or group of positions sufficiently similar in respect to authority, duties and responsibilities
such that the same descriptive title is assigned.
SECTION 3 - CLASSIFIED PART-TIME UNIT MEMBER:
A Unit member occupying a position in specified classifications listed in Article XV and Appendix A in
which the Unit member is paid on an hourly basis, and in which the Unit member shall not work more
than one thousand five hundred sixty (1,560) hours per year.
SECTION 4 - DAY:
A calendar day.
AFSCME Full -Time MOU 2013-2016
Resolution No. 14-100
SECTION 5 - DEPARTMENT:
Any one of the five organizational departments of the City's organizational structure managed by a
Department Director or the City Manager.
SECTION 6 - DEPARTMENT DIRECTOR:
An individual assigned to any of the following classifications: Director of Administrative Services,
Director of Public Works/City Engineer, Director of Community Development or Director of
Community Services.
SECTION 7 - DOMESTIC PARTNERSHIP:
As defined in the California Family Code Section 297, two adults who have chosen to share one
another's lives in an intimate and committed relationship of mutual caring and that meet the conditions
and/or requirements of Section 297 and related statutes defining such relationships.
SECTION 8 - FULL-TIME:
A period of forty (40) hours of work time per workweek in increments of eight (8), nine (9) or ten (10)
hours per shift.
SECTION 9 - IMMEDIATE FAMILY:
A Unit member's spouse, domestic partner, child, grandchild, son-in-law, daughter-in-law, parent,
grandparent, parent -in-law, brother, sister, brother-in-law, and sister-in-law. "Child" shall also include a
biological, foster, or adopted child, a stepchild, a legal ward, a child of a domestic partner, or a child of a
person standing in loco parentis. "Parent" shall include a biological, foster, or adoptive parent, a
stepparent, or a legal guardian.
SECTION 10 - LEAVE:
An absence from work.
SECTION 11- MANAGEMENT:
An employee assigned to any of the following classifications:
City Manager, Director of Administrative Services, Director of Public Works/City Engineer, Director of
Community Development, Director of Community Services, Finance Officer, Human Resources Officer,
Planning Officer, Accounting Manager, Business Development Manager, Chief Deputy City Clerk,
Chief Deputy City Treasurer, Community Center Manager, GIS Administrator, Information Technology
Manager, Landscape & Building Maintenance Superintendent, Principal Civil Engineer, Public Safety &
Community Services Manager, Public Safety Services Manager, Public Works Operations Manager,
Purchasing Manager, Recreation Superintendent, Redevelopment Manager, Revenue Manager, Storm
Water Quality Programs Manager, or Traffic Engineer.
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AFSCME Full -Time MOU 2013-2016
Resolution No. 14-100
SECTION 12 - POSITION:
Authority, duties and responsibilities assigned by the City which constitute the services to be performed
by a City employee.
SECTION 13 - PREVAILING PAY RATE:
The basic pay rate within a pay range paid to a Unit member for the performance of the duties of a
classification.
SECTION 14 - SENIORITY:
A status acquired by a Unit member based upon the Unit member's period of total actual service in a
specific job classification.
SECTION 15 - TENURE:
A status acquired by a Unit member based upon the Unit member's period of total actual service with
the City.
SECTION 16 - UNIT MEMBER:
An individual compensated through the City payroll and appointed to one of the classifications listed in
Appendix A.
SECTION 17 - WORKDAY:
A workday is an individual 24-hour period within a seven consecutive day (168 -hour) workweek.
SECTION 18 - WORKWEEK:
A workweek is a fixed and regularly recurring period of 168 hours - seven consecutive 24-hour periods
(workdays) - which begins at 12:01 a.m. on Saturday and end at 12:00 a.m. on Friday.
SECTION 19 - WORK SCHEDULE:
A full-time work schedule is a forty (40) hour per workweek schedule consisting of:
19.1 Eight (8) hours in a workday for five (5) consecutive workdays within a workweek; or
19.2 Ten (10) hours in a workday for four (4) consecutive workdays within a workweek.
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AFSCME Full -Time MOU 2013-2016
ARTICLE III
COMPENSATION
SECTION 1 - SALARY:
Resolution No. 14-100
FY 2013/14: 2.5% cost of living adjustment (COLA) increase to Unit members' prevailing pay rate,
retroactive to June 22, 2013, for all Unit members who remain employed by the City.at
the time the MOU is formally adopted by the City Council.
FY 2013/14: 6% increase to Unit members' prevailing pay rate in exchange for the elimination of all
Employer Paid Member Contributions (EPMC), effective the pay period beginning
March 15, 2014.
FY 2013/14: 1% lump sum based upon each Unit member's prevailing pay rate to be paid after City
Council adoption of MOU and after factoring all salary increases due for FY 2013/14, for
all Unit members who remain employed by the City at the time the MOU is formally
adopted by the City Council. This payment shall be paid on or before April 17th
FY 2014/15: $400.00 increase to each Unit member's annual prevailing pay rate, effective June 21,
2014, in exchange for the elimination of the Professional Development Allowance.
FY 2014/15: 2.5% cost of living adjustment (COLA) increase to prevailing pay rate, effective June 21,
2014.
FY 2015/16: 2.5% cost of living adjustment (COLA) increase to prevailing pay rate, effective June 20,
2015.
SECTION 2 - CLASS A/B LICENSE PAY:
The City agrees to pay Unit members who are required to possess and use during the course of work a
Class A or B California Driver's License, an additional 5% per month. To qualify for such
compensation, the Class A or B Driver's License must be required to perform the duties of Unit
member's assigned classification.
SECTION 3 - PROFESSIONAL DEVELOPMENT ALLOWANCE:
The parties agree to eliminate the $350 annual Professional Development Allowance beginning FY
2014/15 in exchange for the $400 salary increase referenced in Article III, Section I - Salary for all
represented members employed as of the effective date of June 21, 2014.
The parties have also agreed to a "me too" based on the percentage increase in the annual Professional
Development Allowance given to other represented bargaining units in FY 2014/15 and/or FY 2015/16.
The "me too" will not apply to any increase in the annual Professional Development Allowance given to
other represented bargaining units as an incentive to convert the Professional Development Allowance
to a Professional Development Reimbursement, but will apply to either: 1) any increase in the annual
Professional Development Allowance, or 2) to any increase in the annual Professional Development
Allowance given as an incentive to eliminate the annual Professional Development Allowance and
replace it with a salary increase.
4
AFSCME Full -Time MOU 2013-2016
Resolution No. 14-100
SECTION 4 - LONGEVITY PAY:
4.1 The City agrees to pay Unit members 2'/2% of their prevailing pay rate as longevity pay
commencing after they have attained fifteen (15) years of service credit.
4.2 The City agrees to pay Unit members an additional 2`/2% of their prevailing pay rate as
longevity pay commencing after they have attained twenty (20) years of service credit.
4.3 Effective FY 2012/13, the City agrees to pay Unit members an additional 2%2% of their
prevailing pay rate as longevity pay commencing after they have attained twenty-five years (25)
years of service credit. [This 2%2% at 25 years replaced the previous benefit of 2%2% at 30 years.]
SECTION 5 - JOB SERIES:
5.1 The City has established a Job Series Program to include selected AFSCME classifications. The
purpose of the Job Series is to provide upward mobility for classifications which achieve
increased skill and knowledge after specific time in grade. In order for Unit members to promote
through job series classifications, they must pass the required test and have a current
performance evaluation on file with a "meets job requirements" or higher overall performance
rating (issued within the last twelve months).
5.2 Job Series promotions shall be effective after meeting the guidelines above in the following
order:
Required Test:
a. The City shall develop the test material for job series promotions within the next 12
months after adoption of this MOU.
b. After a Unit member meets the required time in grade within a job series classification,
the job series test to promote to the next level of the job series shall be administered upon
the Unit member's written request as follows:
1) If a test is currently available, it shall be administered within 30 -days from the
Unit member's written request to be tested. The effective date of the job series
promotion will be the date the test is passed.
2) If a test is not currently available, it shall be developed and administered within
90 days from the date of the Unit member's written request to take it. Once the
job series test has been successfully passed and a current qualifying performance
evaluation is on file, the Unit member shall receive the job series promotion and
pay retroactive to the date of the written request.
3) In the unfortunate situation that a test is still not available after 90 days, the Unit
member can be promoted to the next level of the job series if the Unit member's
immediate supervisor and the department director certify in writing that the Unit
member is qualified to be promoted to the next level. If the job series promotion
AFSCME Full -Time MOU 2013-2016 5
5.3
Resolution No. 14-100
is effectuated as a result of departmental certification, the effective date of the job
series promotion shall be the date of the Unit member's written request, provided
that a current qualifying performance evaluation is on file.
Current Performance Evaluation:
a. After a Unit member meets the required time in grade within a job series classification,
and has made a written request to take the job series test, the requirement to have a
current performance evaluation on file with a "meets job requirements" or higher overall
performance rating (issued within the last twelve months) will be handled as follows:
1) If there is no current performance evaluation on file at the time Human Resources
receives a written request to be tested for a job series promotion, Human
Resources will notify the Unit member's supervisor that a performance evaluation
needs to be completed for such Unit member.
2) If the performance evaluation is not completed within 60 days from the date of the
Unit member's written request to test for a job series promotion, the Unit member
shall automatically promote to the next level of the job series, provided the Unit
member has successfully passed the job series test. The effective date of the job
series promotion will be the date the test is passed.
3) If a Unit member does not successfully pass the test given for a job series
promotion, the Unit member will be eligible to be re -tested in 30 days. If a Unit
member does not successfully pass the second test, the Unit member will not be
eligible to be re -tested until six months from the date of the second test.
The following positions are included in the job series:
Accounts Payable Specialist I Accounts Payable Specialist II
Salary Range 334 Salary Range 336
Adult Sports Coordinator I
Salary Range 341
Assistant Events Coordinator
Salary Range 331
Assistant Groundsworker
Salary Range 325
Asst. Facilities Maint. Tech
Salary Range 327
Adult Sports Coordinator II
Salary Range 343
Events Coordinator
Salary Range 337
Groundsworker I
Salary Range 327
Facilities Maintenance Tech I
Salary Range 329
Assistant Maintenance Worker Maintenance Worker I
Salary Range 324 Salary Range 326
AFSCME Full -Time MOU 2013-2016 6
Groundsworker II
Salary Range 331
Facilities Maint. Tech II
Salary Range 335
Maintenance Worker II
Salary Range 331
Assistant Tree Trimmer
Salary Range 325
Business License Specialist I
Salary Range 334
Code Enforcement Aide
Salary Range 333
Community Services Coord. I
Salary Range 341
Equipment Service Worker
Salary Range 331
Event Services Worker I
Salary Range 324
Graphic Designer I
Salary Range 335
Office Clerk
Salary Range 322
Payroll Specialist I
Salary Range 334
Planning Technician I
Salary Range 339
Purchasing Specialist I
Salary Range 334
Recreation Center Supv. I
Salary Range 343
Recreation Permits Coord. I
Salary Range 341
Senior Account Clerk I
Salary Range 334
Seniors Assisted Living
Coordinator I
Salary Range 341
AFSCME Full -Time MOU 2013-2016
Tree Trimmer I
Salary Range 327
Business License Specialist II
Salary Range 336
Code Enforcement Officer
Salary Range 342
Community Services Coord. II
Salary Range 343
Equipment Mechanic I
Salary Range 335
Event Services Worker II
Salary Range 326
Graphic Designer II
Salary Range 337
Typist Clerk I
Salary Range 324
Payroll Specialist II
Salary Range 336
Planning Technician II
Salary Range 341
Purchasing Specialist II
Salary Range 336
Recreation Center Supv. II
Salary Range 346
Recreation Permits Coord. II
Salary Range 343
Senior Account Clerk II
Salary Range 336
Seniors Assisted Living
Coordinator II
Salary Range 343
Resolution No. 14-100
Tree Trimmer II
Salary Range 333
Equipment Mechanic II
Salary Range 338
Event Services Worker III
Salary Range 331
Typist Clerk II
Salary Range 326
Seniors Recreation Program
Coordinator I
Salary Range 341
Seniors Services Coord. I
Salary Range 341
Special Needs Recreation
Coordinator I
Salary Range 341
Transportation Coordinator I
Salary Range 341
Youth Sports Coordinator I
Salary Range 341
Seniors Recreation Program
Coordinator II
Salary Range 343
Seniors Services Coord. II
Salary Range 343
Special Needs Recreation
Coordinator II
Salary Range 343
Transportation Coordinator II
Salary Range 343
Youth Sports Coordinator II
Salary Range 343
Resolution No. 14-100
SECTION 6 - DIFFERENTIAL PAY FOR CERTAIN "SENIOR" CLASSIFICATIONS:
The following classifications will be assigned a salary range that is at least 7.5% higher at step F than
step F of the salary range of their highest paid subordinate classification:
Plumber
Painter
Lead Facilities Maintenance Technician
Locksmith
Senior Maintenance Worker I
Senior Tree Trimmer
Senior Groundsworker
Senior Custodian
SECTION 7 - SHIFT DIFFERENTIAL PAY:
7.1 Unit members 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.
7.2 Unit members scheduled to work during the second shift shall receive shift differential pay
calculated as a five percent (5%) increase in the Unit member's prevailing pay rate for any hours
worked from 2:00 p.m. to 11:00 p.m.
7.3 Unit members scheduled to work during the third shift shall receive shift differential pay
calculated as a ten percent (10%) increase in the Unit member's prevailing pay rate for any hours
worked from 11:00 p.m. to 8:00 a.m.
7.4 Unit members scheduled to work a split -shift between the first and second shifts will receive the
5% differential for those hours worked in the second shift, provided that more than half the Unit
member's scheduled hours are in the second shift.
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AFSCME Full -Time MOU 2013-2016
Resolution No. 14-100
7.5 Management shall be able to establish schedules for the first, second and third shifts in
accordance with the City's operational requirements.
7.6 Shift differential shall continue to be received when the Unit member is on vacation, sick,
holidays, jury duty or other paid leave, excluding workers' compensation and long-term
disability.
SECTION 8 - ACTING DUTY PAY:
8.1 The Department Director may appoint a Unit member to acting duty status to perform the duties
of a higher classification that is vacant or has been recently created, if the vacancy exceeds 3
workdays.
8.2 A Unit member may serve in acting duty status only until such time as the City makes a regular
appointment to the classification or until such time that the incumbent Unit member returns to
work.
8.3 An acting duty appointment may be effective for a period of up to thirty (30) days except for
unusual circumstances as defined by the City Manager. The City Manager may extend an acting
duty appointment.
8.4 A Unit member appointed to acting duty status shall be paid a pay rate not less than the
minimum pay rate in the pay range for the acting duty classification, and such acting duty pay
rate shall be at least five percent (5%) more than the Unit member's prevailing pay rate
immediately prior to acquiring acting duty status. Effective upon the first day of the pay period
immediately following the adoption of this MOU, a Unit member appointed to acting duty status
shall be paid a pay rate not less than the minimum pay rate in the pay range for the acting duty
classification, and such acting duty pay rate shall be at least ten percent (10%) more than the
Unit member's prevailing pay rate immediately prior to acquiring acting duty status.
8.5 A Unit member shall not be paid more than the maximum pay rate in the pay range for the acting
duty classification.
8.6 While serving in acting duty status, the Unit member shall continue to be eligible to receive any
pay adjustments or advancements granted to the Unit member's permanent classification.
8.7 A Unit member appointed to acting duty status shall receive acting duty pay immediately upon
assuming the acting duty position, provided the assignment is for at least a scheduled work shift.
8.8 A Unit member has the right to refuse any acting duty assignment, in writing, with justification.
8.9 A Unit member appointed to acting duty status can discontinue the acting duty assignment by
notifying the immediate supervisor in writing one (1) week in advance of the Unit member's
intention to return to regular status.
8.10 A Unit member may be removed from acting duty status after serving in the acting assignment
for one (1) work week, at any time, at the discretion of the Department Director. Before
removing the Unit member from acting duty appointment, the reasons for the removal shall be
discussed with the Unit member and documented in writing. If the Unit member is not available
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to discuss the reasons for removal, they shall be discussed after removal or upon the Unit
members return to work.
8.11 If a Unit member in a subordinate classification is appointed to acting duty status in a higher
classification while a Unit member in a superior classification is bypassed, the Unit member in
the superior classification may submit a statement of exception to the appointing authority
through the Human Resources Officer. This subsection shall not apply if an eligibility list under
subsection 9.13 of this article was properly utilized.
8.12 If a Union represented Unit member is temporarily appointed to acting duty status to a position
not represented by AFSCME, the Unit member shall continue to receive the same fringe benefits
at the same levels and rates as that Unit member received prior to the temporary assignment.
8.13 The City shall continue a citywide policy of rotating acting duty appointments based on the
following order:
1) From the current employment eligibility list.
2) From a list of employees, within the respective division, in the immediately subordinate
classification(s) of the vacant position, ranked by seniority, and if there is a tie in
seniority, then by tenure.
3) From a list of employees, within the respective department, in the immediately
subordinate classification(s) of the vacant position, ranked by seniority, and if there is a
tie in seniority, then by tenure.
4) From a list of employees, from outside the respective department, in the immediate
subordinate classification(s) of the vacant position, ranked by seniority, and if there is a
tie in seniority, then by tenure. An acting appointment from outside the department can
only be made upon the approval of the department directors of the two affected
departments.
The rotation of acting appointments should be used for all periods exceeding 30 calendar days,
unless extended by the City Manager or his/her designee. If a Unit member is placed into acting
for a period of less than 30 days, the Unit member will not be moved down on the rotation list
until the Unit member has completed 30 days of acting duty (even if not consecutive). Upon
completion of 30 days of acting duty, the Unit member shall be placed at the bottom of the acting
rotation list. For a Unit member that was previously not eligible for acting duty but subsequently
becomes eligible, their name will be added to the rotation list in seniority order, and if there is a
tie in seniority, then by tenure.
Unit members may submit a statement of exception to the City Manager, or his/her designee, if
the rotation of acting duty appointments as stated within this subsection 9.13 is not followed.
A rotation list for acting duty will be established and posted within each specific division for
each vacant position and copies of acting duty rotation lists should be provided to both Human
Resources and Payroll.
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AFSCME Full -Time MOU 2013-2016
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8.14 If a Unit member has served in an acting capacity long enough to satisfy the normal probation
period, and if that Unit member is promoted into the position that he/she has been acting in, the
probationary period shall be reduced to ninety (90) days.
8.15 The City will not employ temporary Unit members in any vacant budgeted position where an
acting appointment may be offered to a full-time Unit member.
8.16 A Unit member in an acting duty appointment for sixty (60) days or longer, shall receive leave
and holiday pay, at the acting rate for all such subsequent approved leaves and holidays that fall
after the sixtieth (60th) day, provided that the position is not backfilled with another acting
appointment.
SECTION 9 - SALARY ADVANCEMENT:
9.1 Salary advancement shall mean a pay rate increase given to a Unit member contingent upon a
satisfactory or better performance evaluation within the pay range established for the Unit
member's classification. A Unit member's pay rate increase shall be effective on the Unit
member's merit date. If a work group has not turned in a performance evaluation by the Unit
members' merit date, any pay increase shall be automatically processed by Human Resources.
9.2 The City shall retain the flexibility to hire Unit members with exceptional skills, experience or
qualifications at a pay rate above the A -step.
9.3 The City's full time pay ranges consist of six (6) merit pay steps (A -F). The first two (2) pay
steps (A -B) shall require at least six (6) months before eligibility for a merit increase to the next
step. The last four (4) pay steps (C -F) shall require at least twelve (12) months before eligibility
for a merit increase to the next step through the final step (F).
9.4 Classified Part -Time Unit members:
Hourly Rate
Hourly Rate
Hourly Rate
Hourly Rate
Hourly Rate
Hourly Rate
Step "A"
Step "B"
Step "C"
Step "D"
Step ""E"
Step "F"
Date of
1040 Hours
1040 Hours
2080 Hours
2080 Hours
2080 Hours
Appointment
Paid at "A"
Paid at "B"
Paid at "C"
Paid at "D"
Paid at "E"
SECTION 10 - ALLOWANCE FOR MILEAGE:
10.1 The City shall reimburse Unit members for use of their personal automobile for official City
business at the current IRS rate, as adjusted from time to time, in accordance with Standard
Management Procedures.
10.2 Reimbursement for mileage and related fees shall be made through submission of a petty cash
reimbursement form and mileage reimbursement form to the City Treasurer's office. Such
reimbursements may not exceed seventy-five dollars ($75.00). Reimbursements exceeding
seventy-five dollars ($75.00) must be reimbursed through the City's demand register process.
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SECTION 11 - BILINGUAL USAGE PAY:
11.1 The City Manager or Human Resources Officer shall grant compensation to a Unit member for
using bilingual skills in the course of work. A Unit member shall not receive bilingual pay unless
such Unit member is required by his/her supervisor or the nature of his/her job and job duties to
use his/her bilingual skills in assisting members of the public in obtaining City services or
information.
11.2 Unit members required to use bilingual skills while working may petition for bilingual usage pay
by submitting written justification, approved by the Unit member's Department Director, to the
City Manager or Human Resources Officer.
11.3 Bilingual usage pay shall be fifty dollars ($50.00) per month.
11.4 The City may, at its discretion, test Unit members for proficiency in a second language in order
for such Unit members to receive bilingual pay.
SECTION 12 - ALLOWANCE FOR UNIFORMS:
12.1 The City shall pay, to an approved vendor, the full cost to provide, maintain and clean, seven (7)
shirts, seven (7) pants or five (5) pants and two (2) Bermuda shorts and one (1) jacket for Unit
members occupying classifications in the crafts and trades unit required by management to wear
uniforms and for the Offset Press Operator and Senior Offset Press Operator; seven (7) shirts and
seven (7) pants or five (5) pants and two (2) Bermuda shorts for Unit members in the
classifications of Sr. Storekeeper and Storekeeper; seven (7) shirts, five (5) pants or skirts, two
(2) Bermuda shorts, one (1) jacket and ties, if required, to Unit members in the classification of
Code Enforcement Officer. The City shall replace uniforms as required if such replacement is
necessary due to normal wear as determined by management.
12.2 Early Childhood Instructors shall not be eligible to receive uniforms
SECTION 13 - COURT SERVICE COMPENSATION:
13.1 Unit members summoned to a court to (a) perform jury service, or (b) to provide testimony when
called on behalf of the City or (c) as directed by a Department Director or the City Manager,
shall be paid their prevailing pay rate during such court service.
13.2 Pay for jury duty shall be limited to ten (10) working days in any one calendar year. Unit
members shall receive shift differential pay if it is regularly received during their normal work
shift.
SECTION 14 - PAY AND PAYCHECK DISTRIBUTION:
14.1 Payday shall be bi-weekly on Thursday.
14.2 Paychecks shall be dated and distributed bi-weekly on the Thursday payday.
14.3 If any pay date falls on a holiday, the pay date shall be the preceding Wednesday.
14.4 The City does not permit payroll check advances.
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SECTION 15 - OVERPAYMENT REMEDY:
Permanent Unit members covered herein shall reimburse the City for any overpayment of wages or
benefits. Said reimbursement shall not be required until the City notifies the affected Unit member in
writing. Reimbursement may be accomplished by lump -sum deduction made on the next subsequent
Unit member payroll warrant following overpayment notification, or by other reasonable re -payment
method acceptable to the Unit member and the City, except that the lump -sum deduction shall be
required if the next subsequent Unit member payroll warrant is the final or termination warrant issued to
the affected Unit member. Human Resources shall not unreasonably withhold approval of payroll
deductions to recover the overpayment.
SECTION 16 - OVERTIME POLICY:
Unit members are eligible to receive overtime pay or compensatory time, but they shall not work
overtime unless authorized in advance to do so by the Department Director. No overtime pay may be
authorized unless funds are allocated and available in the work group's current fiscal budget for
overtime work. Department Directors shall be responsible for keeping accurate records for all overtime
worked by their Unit members. The City absolutely shall not permit any overtime off the books.
SECTION 17 - WORKDAY:
For purposes of determining overtime, a workday is the twenty-four (24) hour period consisting of the
eight (8) hours prior to the start of the work shift and the sixteen (16) hours after the start of the work
shift. For example, if a scheduled work shift is 8 a.m. to 5 p.m. the workday is midnight to midnight of
the next day. Overtime shall not be paid for hours worked during the scheduled work shift.
SECTION 18 - OVERTIME COMPENSATION:
The City shall provide Unit members with overtime compensation subject to the following conditions:
18.1 Unit members shall receive either pay, calculated at one and one-half (1 %2) times their prevailing
pay rate, or compensatory leave, credited at one and one half (1 %2) hours for each hour of
overtime work performed.
a. Work performed in excess of eight (8) hours in a workday in a five (5) day work week
work performed in excess of ten (10) hours in a four (4) day work week.
b. Work performed in excess of forty (40) hours in a workweek;
C. Work performed on the first, second or third scheduled days of rest.
d. For purposes of this section, hours paid shall count as work performed.
18.2 For purposes of determining a Unit member's eligibility for overtime compensation only,
authorized paid leave shall be considered as hours of work.
18.3 When the City Manager or a Department Director decides that an emergency exists and requires
that Unit members not on a scheduled shift work more than four (4) hours between midnight and
8 a.m., such Unit members shall receive, at the discretion of the City Manager or Department
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Director, either pay, calculated at two and one-half (2'/2) times their prevailing pay rate, or
compensatory leave, credited at two and one-half (2%2) hours, for each hour of emergency work.
When the City Manager or Department Director requires that Unit members work more than
eight (8) hours during an emergency, such Unit members shall not return to work for at least
eight (8) hours following completion of their emergency work. The City will comply with the
Fair Labor Standards Act for FLSA-covered Unit members.
18.4 When an Unit member is called back to work after leaving work or is called to work on a day
when the Unit member would normally be off-duty, the City shall pay the Unit member for a
minimum of three (3) hours of work (at the appropriate rate) even though the Unit member
works less than three (3) hours. This provision shall not apply if the extra work is scheduled at
least twenty four (24) hours in advance, or if the Unit member is merely extending his/her
workday.
18.5 Supervisors shall not be called out to work in place of the Unit members covered by this
agreement.
18.6 If the City, State, or Federal government declares an emergency, the City shall provide meals for
Unit members working said emergency. (Per FEMA guidelines for reimbursement.)
18.7 The City absolutely shall not permit any overtime "off the books".
SECTION 19 - OPPORTUNITY TO WORK OVERTIME:
Unless there is an emergency, the opportunity to work overtime shall be rotated according to direct order
of seniority within the classifications and crews, within the department, which usually perform the work
during the normal work shift. If a Unit member does perform the overtime work in an emergency, then
he or she shall go to the bottom of the list as if he or she had worked the overtime in the normal rotation.
If an Unit member is not accessible, he or she retains the previous position on the list.
SECTION 20 - HOLIDAY COMPENSATION:
20.1 Full time Unit members shall be allowed time off with pay at the Unit member's straight time
hourly rate for any holiday provided in this MOU unless required by the Department Director to
work in order to maintain City services. Unit members required to work shall also be paid
according to section 21.2 below.
20.2 Unit members required to work on a holiday shall receive, at the discretion of the Department
Director, either pay, calculated at one and one-half (1%2) times their prevailing pay rate or
compensatory leave, credited at one and one-half (11/2) hours for each hour worked on the
holiday.
SECTION 21 - ADDITIONAL COMPENSATION FOR CERTIFICATES/LICENSES:
21.1 The Human Resources Officer may authorize five percent (5%) additional compensation to Unit
members who possess the specialized licenses or certifications that are not required of their
classification but are recognized and used in the course of their duties by the City to provide
needed services.
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21.2 In order for the Unit member to qualify for the additional compensation, the work group will
provide Human Resources with a written justification for the use of a Unit member's licenses or
certifications in providing City services.
21.3 Unit members receiving additional compensation shall submit copies of current valid licenses or
certifications to Human Resources for verification and inclusion in their personnel files.
ARTICLE IV
BENEFITS
SECTION 1 - HEALTH INSURANCE BENEFITS:
1.1 Effective January 1, 2013, the City shall pay up to, but not exceed, the amount of one thousand
three hundred eight -five dollars ($1,385.00) for each Unit member and eligible dependents, with
a cafeteria cap on the use of excess monies of one hundred fifty-five dollars ($155.00) per month
for employee -only coverage and one hundred forty-four dollars ($144.00) per month for
employee -plus -one coverage.
Effective January 1, 2014, the City shall pay up to, but not exceed, the amount of one thousand
four hundred thirty-five dollars ($1,435.00) for each Unit member and eligible dependents.
Effective in the second month following adoption of this MOU, the cafeteria cap on the use of
excess monies shall be one hundred fifty-five dollars ($155.00) per month.
Effective January 1, 2015, the City shall pay the highest full family HMO premium for the Los
Angeles region up to a cap of seven and one-half percent (7.5%) over the January 1, 2014
allowance, with a cafeteria cap on the use of excess monies of one hundred fifty-five dollars
($155.00) per month.
Effective January 1, 2016, the City shall pay the highest full family HMO premium for the Los
Angeles region up to a cap of seven and one-half percent (7.5%) plus any cap percentage left
over from the prior year not to exceed fifteen percent (15%) total, with a cafeteria cap on the use
of excess monies of one hundred fifty-five dollars ($155.00) per month.
In the event that the health care premium rate exceeds the cap in any of the contract years, the
City and AFSCME will reopen discussions regarding the monthly medical insurance allowance.
1.2 Full-time and Classified Part -Time (hereafter "CPT") Unit members covered by this section shall
have their choice of plans provided by CaIPERS and available in this service area.
1.3 Spouse and dependent coverage shall continue to be available as provided through CalPERS. A
Unit member's spouse and dependent children under age twenty-six (26), as well as children
over age twenty-six (26) who are incapable of supporting themselves due to physical or mental
disabilities existing prior to obtaining age twenty-six (26) are currently eligible to be enrolled in
CaIPERS health plans. This section will be in effect for the duration of this MOU, subject to any
contract changes imposed by CaIPERS. To the extent that California law requires that domestic
partners are entitled to health insurance coverage, the term "dependent" shall include domestic
partners. The term "domestic partner" shall have the meaning set forth in Division 2.5, Parts 1
through 5, of the California Family Code, commencing with Division Family Code Section 597.
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1.4 Retired Unit members shall be covered by the health insurance premium provided by the City
according to the rules established by CalPERS. For Unit members hired prior to January 1,
2014, the effective date of the CalPERS contract amendment providing for a two-tiered retiree
health insurance program, the City shall pay the monthly health insurance premium up to the
maximum afforded in Section 1.1 above for retired Unit members' health insurance for the term
of this MOU. For Unit members hired on or after January 1, 2014, the effective date of the
CalPERS contract amendment providing for a two-tiered retiree health insurance program, the
City shall pay a monthly health insurance premium for retired Unit members' health insurance in
accordance with the following schedule:
Full -Time service with Carson
at time of retirement
0 - 4.99 years
5 years
6 years
7 years
8 years
9 years
10 years
% of difference between the
required minimum contribution
and the amount the City pays
for active Unit members
0%
50%
60%
70%
80%
90%
100%
1.5 Unit members shall have the right to use monies remaining from the sums provided for health
insurance to purchase additional term life insurance through the City -sponsored life insurance
program, purchase City -sponsored family eye -care, or purchase long-term care insurance.
1.6 Unit members may elect to discontinue or not elect health insurance coverage provided that they
submit written proof of equivalent health insurance coverage. Unit members electing to
discontinue or not electing health insurance coverage shall receive either fifty percent (50%) of
the amount previously paid on the premium or fifty percent (50%) of the lowest 2 -party
premium, whichever is greater, to be put into a City -sponsored deferred compensation plan
credited to the Unit member. Effective the month following the adoption of the MOU, Unit
members electing to discontinue or not electing health insurance coverage shall receive seventy-
five percent (75%) of the lowest 2 -party premium to be put into a City -sponsored deferred
compensation plan credited to the Unit member. Unit members currently receiving a higher
amount than seventy-five percent (75%) of the lowest 2 -party premium shall continue to receive
the same amount to be placed into a City sponsored deferred compensation plan credited to the
Unit member. Unit members may elect to resume health coverage during any open enrollment
period, as a result of any change in status, or any other period of time authorized by the policies
and requirements of the City -sponsored health coverage plans.
SECTION 2 - DENTAL INSURANCE BENEFITS:
2.1 During the length of this contract, the City shall pay the total sum of eighty-seven dollars
($87.00) per month for dental insurance provided by the City for each Full -Time Unit member
and his/her eligible dependents.
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2.2 Two dental plans are available to Full -Time City Unit members and CPT Unit members:
a. Under the Indemnity Plan: A Unit member may select any dentist; there is an annual
deductible; claim forms must be submitted to the insurance company for payment;
preventive maintenance is covered in full; eighty percent (80%) of basic maintenance is
covered; and fifty percent (50%) of major maintenance is covered.
b. Under the Maintenance Plan: Unit members must select a Maintenance Plan dental
provider; there are no claim forms; there are no deductibles; however there are co-
payments for some services provided.
2.3 The City shall pay three quarters (3/4) of the premium up to, but not to exceed, the amount of
sixty-five dollars and twenty-five cents ($65.25) per month for dental insurance, provided by the
City for each CPT Unit member and eligible dependents, subject to any contract restrictions that
may be imposed by the City's insurance carriers.
2.4 The City shall continue to self -fund the dental plan and shall:
a. Set up an account for this program within the General Fund.
b. Post all dental insurance benefits monies for AFSCME Unit members on a monthly basis
to designated account.
2.5 The City shall provide AFSCME with quarterly reports of actual costs for AFSCME represented
Unit members enrolled in the City's self-insured dental plan.
2.6 Each year AFSCME will be provided with the City's master dental policy and plan which
includes rates paid.
2.7 Without cost to the City, the City shall provide to retirees the opportunity to purchase the same
dental insurance current Unit members receive at the same cost to the retiree as the City pays for
Unit members. This section applies only to retirees who retire after the adoption of Resolution
No. 94-043.
2.8 Usual and customary fees shall be based upon dentist fees paid within a twenty-five (25) mile
radius of City Hall. The maximum annual per person coverage shall be fifteen hundred dollars
($1,500.00). First and/or secondary fees shall be paid when two dental plans are available to Unit
member.
2.9 Unit members may elect to discontinue or not enroll in the dental insurance program provided
that they submit written proof of equivalent coverage. Unit members electing to discontinue or
not enroll in the dental insurance program shall receive fifty percent (50%) or forty-three dollars
and fifty cents ($43.50) to be placed into a City -sponsored deferred compensation plan credited
to the Unit member. Effective the month immediately following the adoption of this MOU, Unit
members electing to discontinue or not enroll in the dental insurance program shall receive
seventy-five percent (75%) or sixty-five dollars and twenty-five cents ($65.25) to be placed into
a City -sponsored deferred compensation plan credited to the Unit member. Unit members may
elect to resume dental coverage during any open enrollment period, as a result of any change in
status, or any other period of time authorized by the policies and requirements of the City -
sponsored dental coverage plans.
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SECTION 3 - LONG TERM DISABILITY INSURANCE:
3.1 The City shall provide long term disability insurance (or "LTD") benefits for each full time Unit
member ("covered Unit member") as follows:
a. The City shall provide a LTD insurance plan for each covered Unit member under the
terms, requirements and conditions set forth in the policy underwritten by a licensed
insurance company contracted by the City. b. The City's existing Self -Funded
Disability Plan dated September 1988 ("Self Funded Plan") shall cease for all covered
Unit members effective May 1, 2003, and thereafter all covered Unit members shall be
covered by a LTD plan provided by a licensed insurance company contracted by the City,
except for Unit members with approved claims under the Self -Funded Plan existing prior
to that date ("existing LTD claimants"). As to such existing LTD claimants, the City has
contracted with a licensed insurance company to provide claims administration services.
The administration of the LTD claims for existing LTD claimants shall thereupon be
handled by the licensed insurance company under the same terms as those in effect on the
date the existing LTD claimant became disabled, and the City's role shall be limited to
payment of LTD benefits as and when directed by the licensed insurance company.
3.2 The City shall provide short term disability insurance (or "STD") benefits for each Full Time
Unit member ("covered Unit member") as follows:
a. Solely in order to provide a maximum 60 -day waiting period, the City shall provide an
STD insurance plan for each covered Unit member under the terms, requirements and
conditions set forth in the policy underwritten by a licensed insurance company
contracted by the City. Nothing herein shall bind the City to provide STD insurance
coverage if an alternate LTD policy is available at a cost that is acceptable to the City
with a 60 -day waiting period.
3.3 The parties acknowledge that AFSCME's acceptance of the combined STD Plan and LTD Plan
is conditioned upon inclusion of the following benefits to be provided by a licensed insurance
company contracted by the City:
After a maximum of a 60 -day waiting period
(1) A Unit member who has been employed with the City for five (5) or more years, and who
is disabled from his or her own occupation, shall be entitled to 66 2/3% of his or her base
pay rate, plus Longevity Pay, A/B License Pay, Certification Pay, uniform costs,
Bilingual Pay and Shift Differential Pay, to a maximum pay rate of $7,500.00 per month
at the commencement of disability leave up to age 65; and
(2) A Unit member who has been employed with the City for fewer than five (5) years and
who is disabled from his or her own occupation shall be entitled to 66 2/3% of his or her
base pay rate, plus Longevity Pay, A/B License Pay, Certification Pay, uniform costs,
Bilingual Pay and Shift Differential Pay, to a maximum pay rate of $7,500.00 per month
at the commencement of disability leave for 24 months. A Unit member who has been
employed with the City for fewer than five (5) years and who is disabled from all
occupations shall be entitled to 66 2/3% of his or her base pay rate, plus Longevity Pay,
A/B License Pay, Certification Pay, uniform costs, Bilingual Pay and Shift Differential
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Pay, to a maximum pay rate of $7,500.00 per month at the commencement of disability
leave up to age 65.
(3) There shall be no reduction of LTD or STD benefits for a workers' compensation award.
(4) There shall be no exclusion for "soft tissue injuries", including but not limited to
musculoskeletal and connective tissue disorders, strains and sprains of the cervical,
thoracic and lumbosacral spine.
(5) The only allowable offsets are those listed in the LTD and STD Insurance policies.
3.4 The parties acknowledge that the City's acceptance of the combined STD and LTD Insurance
Plans, including the additional benefits that were not previously provided under the City's Self -
Funded Plan and/or prior MOUs, has been entered into in order to settle a lawsuit and is
conditioned upon the following:
(1) The City shall not self -fund LTD or STD benefits, including but not limited to, if any of
the events set forth in 3.5, below, were to occur;
(2) The continued availability of insurance coverage for LTD and/or STD at a comparable
cost as set in the LTD and STD policies, subject only to increases in premium not to
exceed applicable increases in the Consumer Price Index for each year for the LTD and
STD Plans underwritten by the licensed insurance company contracted by the City.
(3) Eligibility for and administration of benefits under the STD Plan and the LTD Plan and
eligibility and administration of benefits for existing LTD claimants, including but not
limited to the determination whether a Unit member is disabled from his or her own
occupation, shall be determined by the licensed insurance company contracted by the
City, not by the City.
3.5 In the event the existing insurance carrier were to (1) cease doing business in the State of
California, (2) cancel or cease to offer the STD Plan and/or the LTD Plan to the City, or (3)
increase the premiums for LTD and/or STD coverage beyond the guaranteed rates set forth in the
current LTD and STD policies, or a minor increase not to exceed applicable increases in the
Consumer Price Index, whichever is greater, and if the City cannot find a different insurance
carrier that provides the same terms, requirements and conditions at a comparable cost, the City
shall provide AFSCME with the information it requires to seek alternate proposals for such
coverage. Thereafter, the City shall meet and confer with AFSCME to reach agreement on
benefits under a replacement LTD and/or STD insurance policy with a different insurance
carrier. Except as to the existing LTD claimants discussed in 3.1-b, above, the City is not
required to provide LTD and/or STD coverage or benefits on a self-funded basis, now or in the
future.
3.6 For injuries and other disabilities covered under California workers' compensation laws, Unit
members shall be paid their regular pay rate for up to seventeen (17) weeks from the date of such
disability ("workers' compensation leave") or until the City's workers' compensation
administrator terminates workers' compensation leave either due to payment of a "compromise
and release" settlement, a disability and/or service retirement, the Unit member returns to work,
or a refusal by the Unit member to return to work following a determination by a physician that
the Unit member is no longer temporarily disabled, whichever comes first. In the event of a
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dispute between the treating physician and another physician as to the Unit member's temporary
disability status, such dispute shall be resolved in accordance with applicable California
Workers' Compensation laws. If a Unit member is approved for workers' compensation leave,
the Unit member shall not be eligible for STD or LTD benefits during the period of such
workers' compensation leave. LTD eligibility for Unit members who are still disabled after
seventeen (17) weeks shall be determined by the terms of the LTD insurance plan described in
section 3. 1, above.
3.7 Unit members may use annual leave, sick leave and compensatory leave, for the additional one-
third (1/3) of his/her salary, such leave to be paid through the payroll system biweekly, using
twenty-six and three quarters (263/4 ) hours for such pay. There shall be no offset of LTD benefits
for using this benefit.
SECTION 4 - LIFE INSURANCE COVERAGE:
The City agrees to provide each Full -Time Unit member and CPT Unit member with term life insurance
coverage of one hundred thousand dollars ($100,000.00) subject to the requirements of the insurance
carrier. A Unit member shall have the right to purchase supplemental term life insurance, using monies
remaining from the sum originally provided by the City for the Unit member's health insurance with any
balance to be paid at the Unit member's expense, up to whatever amount the insurance company
provides, subject to any requirements of the insurance carrier. The City shall continue to offer additional
life insurance programs already offered for Unit member purchase.
SECTION 5 - CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM (CALPERS):
5.1 For those Unit members hired before the effective date of the CalPERS contract amendment
providing for a tiered retirement benefit, the City shall include such Unit members in the
CalPERS "3% at 60" Plan with the following optional public agency contract provisions:
a. The optional contract provisions relating to one (1) 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 at the level four
benefits;
d. The optional contract provision relating to two years additional service credit;
e. The optional contract provision relating to the ability to purchase part-time service credit,
but solely at the Unit member's own cost;
f. The optional contract provision relating to the Pre -Retirement Option 2W Death Benefit.
5.2 Unit members shall pay the full percentage of the member contributions on a pre-tax basis.
5.3 For those Unit members hired on or after the effective date of the CalPERS contract amendment
providing for a tiered retirement benefit, the City shall include such Unit members in the
CalPERS "2% @ 55" Plan with the following optional public agency contract provisions.
a. The optional contract provisions relating to one (1) year final compensation;
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b. The optional contract provision relating to military service credit as public service;
C. The optional contract provision relating to the 1959 Survivors Program at the level four
benefits;
d. The optional contract provision relating to two years additional service credit;
e. The optional contract provision relating to the ability to purchase part-time service credit,
but solely at the Unit member's own cost;
f. The optional contract provision relating to the Pre -Retirement Option 2W Death Benefit.
5.4 Unit Members shall pay the full percentage of the member contributions on a pre-tax basis.
5.5 In conjunction with the implementation of this two-tiered retirement system, the City will agree
to create a secure account where the City will deposit fifty percent (50%) of the savings resulting
from the two tiered retirement system. This secure account will not be accessible to the City for
anything other than post-retirement medical benefits and will not be co -mingled with the City's
general bank account.
5.6 For those Unit members hired on or after January 1, 2013, defined by Assembly Bill 340 —
Pension Reform, as "New Members", the City shall include such Unit members in the Ca1PERS
"2% at 62" Plan with a three year final compensation period, and with the following optional
contract provisions:
a. The optional contract provision relating to military service credit as public service;
b. The optional contract provision relating to the 1959 Survivors Program at the level four
benefits;
C. The optional contract provision relating to two years additional service credit;
d. The optional contract provision relating to the ability to purchase part-time service credit,
but solely at the Unit member's own cost;
e. The optional contract provision relating to the Pre -Retirement Option 2W Death Benefit.
5.7 "New Members" shall pay the full percentage of the member contributions on a pre-tax basis.
SECTION 6 - DEFERRED COMPENSATION PROGRAMS:
The City shall continue deferred compensation programs already offered by the City and any others'
agreed to by the parties.
a. Within 30 days of the adoption of this MOU, the City agrees to match the amount, dollar for
dollar, up to two hundred fifty dollars ($250.00), contributed to the Unit member's deferred
compensation account in calendar year 2014.
b. Effective January 1, 2015, the City agrees to match the amount, dollar for dollar, up to five
hundred dollars ($500.00), contributed to the Unit member's deferred compensation account.
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SECTION 7 - VISION CARE PROGRAM:
The City shall continue to sponsor a vision care program. Full -Time eligible Unit members and CPT
Unit members may purchase vision care through payroll deduction from wages and/or with monies
remaining from the sum provided for health insurance.
SECTION 8 - SECTION 125 PLAN:
The City shall provide a Section 125 Tax Code plan in order to allow Unit members to deduct excess
insurance premiums, unreimbursed medical expenses, and childcare payments before taxes.
SECTION 9 - COMPUTER LOAN PROGRAM:
The City has established a citywide Computer Loan Program, the implementation of which shall be
governed by SMP No. 3.46, with the exception that the City shall allow AFSCME, Local 809, to have
access to the City's "Computer Loan Program" to purchase one computer for official union use,
provided that the loan is repaid within thirty-six (36) months. The loan shall carry no interest and shall
be repaid from union dues within thirty-six (36) months. The City shall receive repayment of this loan
by subtracting thirty-six (36) equal payments from the union dues prior to sending the dues to AFSCME.
ARTICLE V
LEAVES
SECTION 1 - ANNUAL LEAVE:
The City shall provide Unit members with annual leave subject to the following conditions:
1.1 Annual leave is a period of approved absence with pay from regularly scheduled work which is
not properly chargeable to some other category of leave. Annual leave is the combination of the
previous leaves of vacation leave, the three days of floating holiday and sixteen (16) hours of the
forty (40) hours of personal leave.
1.2 Unless the Unit member's use of annual leave interferes with work group operations, the
Department Director shall permit Unit members to use annual leave at the Unit member's
discretion.
1.3 Unit members shall be credited with annual leave at the following rates:
a. Eleven and thirty-three hundredth (11.33) hours for each month of service or major
portion thereof from the date of appointment;
b. Thirteen and thirty-three hundredth (13.33) hours for each month of service or major
portion thereof upon the fifth anniversary date; and
C. Sixteen and sixty-six hundredth (16.66) hours for each month of service or major portion
thereof upon the tenth anniversary date.
d. Upon the twentieth anniversary date Unit members will be credited with ten (10) hours of
annual leave in additional to the credit under Section 1.3c.
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e. Upon the twenty-first anniversary date Unit members will be credited with ten (10) hours
of annual leave, in addition to the credit under Sections 1.3c and 1.3d.
f. Upon the twenty-second anniversary date Unit members will be credited with ten (10)
hours of annual leave, in addition to the credit under Sections 1.3c, 1.3d and 1.3e.
g. Upon the twenty-third anniversary date and each anniversary date thereafter, Unit
members will be credited with ten (10) hours of annual leave, in addition to the credit
under Sections 1.3c, 1.3d, 1.3e, and 1.3f.
1.4 Unit members shall not be credited with annual leave for leave of absence without pay exceeding
eighty (80) working hours in any calendar month.
1.5 Unit members may use annual leave only after completing their initial six (6) months of service.
Unit members shall not use less than one (1) hour of annual leave at any one time.
1.6 Unit members may not accrue more than five hundred (500) hours of annual leave.
1.7 When employment terminates, the Unit member shall be compensated for any annual leave. The
value of accrued annual leave shall be calculated using the Unit member's prevailing pay rate,
plus longevity pay on the date of the Unit member's separation from City service.
SECTION 2 - SICK LEAVE:
The City shall provide Unit members with sick leave subject to the following conditions:
2.1 Unit members shall be credited with sick leave at the rate of ten (10) 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.
2.2 Unit members may accrue a maximum of one thousand two hundred (1,200) hours of sick leave.
The maximum amount of sick leave shall remain seven hundred sixty (760) hours for cash -out
upon separation from the City pursuant to Section 2.6 listed below. Unit members may use
accrued sick leave only after completing their initial one (1) month of service.
2.3 Unit members may not use sick leave at their discretion, but only in cases of actual illness,
sickness, and/or quarantine, of the Unit member, or of the Unit member's immediate family, and
(to the extent required by California law) to the domestic partner and/or children of the Unit
member's domestic partner where the Unit member must provide care to the immediate family
member, domestic partner, and/or children of the domestic partner, or for bereavement. Sick
leave may also be used for personal medical, dental, and optical appointments and pregnancy,
and for any other appointments for the purpose of obtaining professional diagnosis or
examinations for a medical or mental health condition, of the Unit member, his/her immediate
family, and (to the extent required by California law) of the domestic partner and/or children of
his/her domestic partner. Unit members may also use any accrued sick leave for any leave
necessitated as a result of pregnancy disability under California Government Code Section
12945.2 and 12945.3 (the Moore -Brown -Roberti Family Rights Act). As used in this Section 2,
the term "domestic partner" shall mean any person who has qualified as a member of a domestic
partnership with said Unit member pursuant to Division 2.5, Parts 1 through 5, of the California
Family Code, commencing with Family Code Section 297.
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2.4 When an Unit member uses sick leave, the Department Director may require the Unit member to
present upon return to work a personal certification (not a doctor's slip) stating the reason for the
sick leave. In administering this section, the City will at all times, respect to the maximum extent
possible, the privacy of the Unit member. When a Unit member uses sick leave in excess of
thirty (30) consecutive working hours, the Unit member shall present upon return to work a
medical certification signed by a physician or licensed medical practitioner verifying the Unit
member's need to be off work.
2.5 When a Unit member wishes to use accrued sick leave, the Unit member shall notify his/her
immediate supervisor by phone, either directly or by leaving a time -stamped voice mail message,
beginning the work period, unless the Unit member is incapacitated
of the intended absence due to sickness, either before, or within one (1) hour after the time set for
and physically unable to
provide the required notification. Unit members on sick leave shall regularly inform their
immediate supervisor of their physical condition.
2.6 When employment terminates, the Unit member shall be compensated for one-half (1/2) the
value of accrued sick leave up to 760 hours provided the Unit member has 1,825 calendar days
(5 years) of service. For purposes of this subsection, "service" shall mean the length of
employment with the City since the most recent date of hire, with no credit for time spent on
leaves of absence without pay beyond the initial two (2) weeks of any such leave of absence. The
value of accrued sick leave shall be calculated using the Unit member's prevailing pay rate, plus
longevity pay, on the date of the Unit member's separation from City service.
2.7 Upon retirement or separation, unit members may elect to deposit any cashed out accrued sick
leave into a City -sponsored deferred compensation account up to the annual plan maximum.
SECTION 3 - SICK LEAVE INCENTIVE PLAN:
Each eligible Unit member who has used fifty (50) hours or less of sick leave during the preceding
calendar year may elect to receive pay for fifty percent (50%) of the sick leave earned (at one hour pay
for one hour converted) during the preceding calendar year, less the amount of sick leave used during
the same period.
3.1 At the Unit member's election, the payment for unused sick leave may be converted to
equivalent annual leave.
3.2 The Unit member shall indicate election by written request to the Finance Officer on the City
leave request form on or before January 15 of the succeeding calendar year. Payment for unused
sick leave or the posting of annual leave shall be done on or before February 15 of each
succeeding year as indicated above.
3.3 When a Unit member elects to receive payment in cash or annual leave, such Unit member's sick
leave balance shall be reduced by the amount paid off in cash or converted to annual leave credit.
Sick leave not converted as provided herein to cash or annual leave will accumulate as sick leave
credit.
3.4 To be eligible for this provision, a Unit member must have been a full-time regular Unit member
for two full years prior to the calendar year during which the sick leave to be converted is earned.
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The Unit member must have a minimum of two hundred forty (240) hours of sick leave credits
on December 31 of each year in order to qualify for the conversion benefit.
SECTION 4 - SICK LEAVE BANK:
The City and AFSCME have agreed to amend the current leave bank policy to include language that will
allow an AFSCME member to donate up to 25% of any combination of their accrued sick and/or annual
leave hours, provided the donation leaves the Unit member with at least a combined balance of one
hundred (100) hours of sick leave, annual leave and/or compensatory time. These donated hours, as
approved by the City, shall accrue directly to the sick leave balance of any designated active Full -Time
Unit member of the City. The City will continue to amend the leave bank policy to address how unused
donated sick leave hours might be returned to donors.
SECTION 5 - COMPENSATORY LEAVE:
The City shall provide Unit members with compensatory leave subject to the following conditions:
5.1 Reasonable requests for use of compensatory leave shall not be denied. Unit members shall not
use less than (1) hour of compensatory leave at any one time. Unit members may use
compensatory leave along with any other authorized paid leave with approval of the Department
Director. The City shall not require a Unit member to use compensatory time within the same
pay period in which it was earned. The City shall not mandate flex -time in order to avoid any
overtime liability. Unit members shall make a good faith effort to reduce compensatory leave
accrual balances below the eighty (80) hour maximum accrual level.
5.2 A Unit member shall not accrue more than eighty (80) hours of compensatory leave. A Unit
member may carry over to the next calendar year up to eighty (80) hours of compensatory leave.
5.3 When a Unit member separates from the City service for any reason, the Unit member shall be
compensated for any accrued compensatory leave. The value of accrued compensatory leave
shall be calculated using the Unit member's prevailing pay rate, plus longevity pay, on the date
of the Unit member's separation from City service.
SECTION 6 - BEREAVEMENT LEAVE:
A Unit member will be allowed to use up to twenty (20) consecutive hours of paid bereavement leave
per calendar year in the event of the death of the Unit member's spouse, domestic partner, child, step
child, foster child, parent, step parent, brother, sister, grandparent, or grandchild. Bereavement leave
does not accrue, nor can it be cashed out if not used by the Unit member.
SECTION 7 - REDEMPTION OF ACCUMULATED LEAVE:
7.1 In addition to the current sick leave incentive program, AFSCME members covered by this
MOU may redeem up to seventy-five (75) hours of any accumulated leave. The redemption shall
be subject to the following conditions:
a. Sick leave will be paid at a rate of one (1) hour of pay for each two (2) hours of sick
leave redeemed.
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Resolution No. 14-100
b. All other types of leave will be paid at the rate of one (1) hour of pay for each hour of
leave redeemed.
SECTION 8 - HOLIDAY LEAVE:
The City shall provide Unit members with the following holidays with pay subject to subsections 8.2
through 8.6 below:
8.1 The following days will be recognized holidays for Union Unit members:
January 1 (New Year's Day)
The third Monday in January (Dr. Martin Luther King Jr. Day)
The third Monday in February (President's Day)
March 31 (Cesar E. Chavez Day)
The last Monday in May (Memorial Day)
July Fourth (Independence Day)
The first Monday in September (Labor Day)
November 11 (Veteran's Day)
The fourth Thursday in November (Thanksgiving Day)
December 25 (Christmas)
Every day proclaimed by the President, Governor or Mayor of this City as a public
holiday.
8.2 When any day granted as a holiday falls on a Friday or Saturday, the ten hours of holiday leave
will be converted to annual leave and added to the Unit members' annual leave balance. In order
to get this leave conversion, the Unit member must work the full scheduled work period
immediately before and immediately after the holiday unless the Unit member is absent from any
portion or all of the scheduled work period immediately before and after a holiday on authorized
paid leave. A Unit member shall not receive pay for a holiday if any leave without pay (except
furlough leave) was used by the Unit member during his or her work period immediately
preceding or following the holiday.
8.3 When any day granted as a holiday falls on a Sunday, the following Monday shall be considered
the holiday. In order to be paid for a holiday, the Unit member must work the full scheduled
work period immediately before and after the holiday unless the Unit member is absent from any
portion or all of the scheduled work period immediately before and after a holiday on authorized
paid leave. A Unit member shall not receive pay for a holiday if any leave without pay (except
furlough leave) was used by the Unit member during his or her work period immediately
preceding or following the holiday.
8.4 In the event that the Mayor or the City Council declares a portion of the day before Christmas
(December 24th) or a portion of the day before New Year's Day (December 31 st) to be a
holiday, the Unit member must use such additional holiday leave when granted, and such leave
cannot be accrued. Unit members absent on other paid leave when such additional holiday leave
is granted shall not receive compensatory leave or additional pay because of their absence. A
Unit member shall not receive holiday pay for this half-day holiday if any leave without pay
(except furlough leave) was used by the Unit member during his or her work period immediately
preceding or immediately following the half-day holiday.
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Resolution No. 14-100
8.5 All designated holidays shall be compensated in 10 -hour increments, for a total of one hundred
(100) hours annually regardless of a Unit member's work schedule.
8.6 When a Unit member is assigned to a 5/40 or 9/80 schedule, excess holiday hours may be
accumulated up to twenty (20) hours for use as other paid leave credits. It is agreed that a Unit
member can carry a negative holiday leave balance which may come about as a result of assuring
that this agreement does not result in a need to utilize regular hours for the Friday following
Thanksgiving.
8.7 Should the City abandon the closure of City Hall on Fridays, the day after Thanksgiving will be
reinstated as a holiday, and holiday hours will be renegotiated to ensure that all AFSCME Unit
members accrue the same number of holiday hours.
SECTION 9 - WORKERS' COMPENSATION LEAVE:
The City will provide workers' compensation coverage and leave for City Unit members in accordance
with California workers' compensation law.
9.1 Except as otherwise provided, Unit members disabled by bodily injury or sickness in the course
and scope of employment shall be paid their regular pay rate for up to seventeen (17) weeks from
the date of disability or until the City's workers' compensation administrator terminates workers'
compensation leave due to payment of a "compromise and release" settlement, a disability and/or
service retirement, the Unit member returning to work, or a refusal by the Unit member to return
to work following a determination by a physician that the Unit member is no longer temporarily
disabled, whichever comes first. In the event of a dispute between the treating physician and
another physician as to the Unit member's temporary disability status, such dispute shall be
resolved in accordance with applicable California Workers' Compensation laws. During the time
the Unit member is disabled, the Unit member shall continue to accrue annual leave, sick leave,
and seniority for purposes of pay adjustments or advancements.
9.2 Unit members who are still disabled after seventeen (17) weeks, may apply for long term
disability insurance and long term disability benefits in accordance with Article IV, Section 3.
9.3 The City shall make all reasonable efforts to provide Unit members with light duty assignments
when the Unit member is still disabled after seventeen (17) weeks from the date of disability.
9.4 As used in this Section 9, the term "disabled" or "disability" shall have that meaning set forth in
California Workers' Compensation law.
SECTION 10 - MILITARY LEAVE:
The City shall grant military leave to Unit members as provided in the California Military and Veterans
Code Sections 389 through 395.4. Unit members on ordered military leave shall be paid their prevailing
pay rate in addition to their military pay for periods not to exceed a total of thirty (30) days each fiscal
year as provided by State Codes.
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SECTION 11 - LEAVE OF ABSENCE WITHOUT PAY:
11.1 The City has the authority to grant or deny a Unit member's request for leave of absence from
work without pay, except that the City shall not unreasonably deny a request for unpaid leave
due to the medical disability of the Unit member or a member of his/her immediate family.
11.2 The City shall not grant an unpaid leave in excess of one (1) year for Unit members with five (5)
years or less seniority, in excess of two (2) years for Unit members with more than five (5) years
seniority, or in excess of three (3) years for Unit members with more than ten (10) years
seniority.
11.3 A Unit member on an unpaid leave for 61 days or more shall not accrue seniority for that portion
of the leave over 60 days.
11.4 After the expiration of the unpaid leave, the Unit member shall be assigned to his/her former
classification. Probationary Unit members are not eligible for unpaid leaves of absence, except as
required by law.
11.5 The Unit member requesting the leave shall state in writing the reasons for the request.
11.6 The continuation of City paid benefits for Unit members on leave without pay for medical
reasons shall be ninety (90) days or longer as applicable with the Family Medical Leave Act
(FMLA), California Family Rights Act (CFRA) and Pregnancy Disability Leave (PDL). Those
Unit members not covered by FMLA, CFRA, and/or PDL, shall not be eligible for the
continuation of City paid benefits, but will be eligible for Cobra benefits at their expense.
SECTION 12 - FLEX SCHEDULES:
The City will work with Unit members to achieve flexibility in work schedules to accommodate special
needs in areas such as childcare, eldercare or education. These accommodations can be made whenever
they can be done without causing hardship on the work unit. The allowable work schedule flexibility
shall be restricted to those that can be made within the workday, such as modifying starting or ending
time by thirty (30) minutes, and/or reducing the meal period to thirty (30) minutes. Flexibility may also
include other modifications which would require the use of leave hours or reductions in pay.
SECTION 13 - TIME OFF FOR VOTING:
The City shall provide Unit members with time off for voting subject to the following conditions:
13.1 When a Unit member claims not to have sufficient time outside of working hours to vote at a
statewide election, the Unit member may, without loss of pay, with the approval of the Human
Resources Officer, take off enough working hours which when added to the voting hours
available outside of working hours will enable the Unit member to vote. The Human Resources
Officer may not authorize a Unit member to take off more than two (2) hours from work for
voting with pay. The time off authorized for voting shall be only at the beginning or end of the
work period, whichever allows the Unit member the most time for voting and the least time off
from work.
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13.2 If the Unit member knows or has reason to believe that time off for voting will be necessary on
election day, the Unit member shall notify the Human Resources Officer of that fact at least two
(2) workdays in advance. At least ten (10) days before every statewide election, the Human
Resources Officer shall post the provisions of this section conspicuously at the civic center or
elsewhere so that the notice may be seen as Unit members come to their place of work.
SECTION 14 - LUNCH PERIOD:
An uninterrupted, uncompensated lunch period of thirty (30) minutes or one (1) hour will be afforded to
Unit members. The lunch period may not be combined with the rest periods or used to compensate for a
late arrival or early departure from work unless approved by the Unit member's supervisor. The time,
not the length, of lunch periods may be modified to accommodate childcare pickup and delivery to
provider, with the approval of the Department Director.
SECTION 15 - REST PERIOD:
The City shall provide Unit members with a compensated rest period of fifteen (15) minutes for each
half work period. Unit members may not use the rest period to compensate for a late arrival to or early
departure from work. Rest periods shall have no monetary value and shall be forfeited if not used during
the work period.
SECTION 16 - LEAVE FOR CLASSIFIED PART-TIME UNIT MEMBERS:
16.1 Except as otherwise provided, Classified Part -Time ("CPT") Unit members shall not be granted
the leave benefits granted to Full -Time Unit members. The City shall provide CPT Unit
members with a pro rata percentage of annual leave, sick leave and release time leave,
considering the number of working hours of a CPT Unit member as compared to the working
hours of a Full -Time Unit member.
16.2 For the purpose of this rule the pro rata percentage of annual leave or sick leave shall be
calculated as eight (8) hours for each month of service or major portion thereof served in the
CPT position from the date of appointment for both annual leave and sick leave.
16.3 CPT Unit members may use annual leave only after completing their initial six months of
service. Unit members shall not use less than one (1) hour of annual leave at any one time.
16.4 CPT Unit members may not accrue more than three hundred (300) hours of annual leave.
16.5 When employment terminates, the Unit member shall be compensated for any accrued annual
leave. The value of accrued annual leave shall be calculated using the Unit member's prevailing
pay rate on the date of the Unit member's separation from City service.
16.6 CPT Unit members may accrue a maximum of three hundred thirty-six (336) hours of sick leave.
Unit members may use accrued sick leave only after completing their initial one (1) month of
service.
16.7 CPT Unit members may not use sick leave at their discretion, but only in cases of actual illness,
sickness, and/or quarantine, of the Unit member, or of the Unit member's immediate family, and
(to the extent required by California law) to the domestic partner and/or children of the Unit
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member's domestic partner where the Unit member must provide care to the immediate family
member, domestic partner, and/or children of the domestic partner, or for bereavement. Sick
leave may also be used for personal medical, dental, and optical appointments and pregnancy,
and for any other appointments for the purpose of obtaining professional diagnosis or
examinations for a medical or mental health condition, of the Unit member, his/her immediate
family, and (to the extent required by California law) of the domestic partner and/or children of
his/her domestic partner. Unit members may also use any accrued sick leave for any leave
necessitated as a result of pregnancy disability under California Government Code Section
12945.2 and 12945.3 (the Moore -Brown -Roberti Family Rights Act). As used in this Section 2,
the term "domestic partner" shall mean any person who has qualified as a member of a domestic
partnership with said Unit member pursuant to Division 2.5, Parts 1 through 5, of the California
Family Code, commencing with Family Code Section 297.
16.8 When a Unit member wishes to use accrued sick leave, the Unit member shall notify his/her
immediate supervisor by phone, either directly or by leaving a time -stamped voice mail message,
of the intended absence due to sickness, either before, or within one (1) hour after the time set for
beginning the work period, unless the Unit member is incapacitated and physically unable to
provide the required notification. Unit members on sick leave shall regularly inform their
immediate supervisor of their physical condition.
16.9 When an Unit member uses sick leave, the Department Director may require the Unit member to
present upon return to work a personal certification (not a doctor's slip) stating the reason for
such sick leave. In administering this section, the City will at all times, respect to the maximum
extent possible the privacy of the Unit members. When a Unit member uses sick leave in excess
of three (3) consecutive workdays, the Unit member shall present upon return to work a medical
certification signed by a physician or licensed medical practitioner verifying the Unit member's
need to be off work.
ARTICLE VI
LAYOFF
SECTION 1 - PREREQUISITE FOR LAYOFF:
When as a result of a cutback in personnel it becomes necessary to initiate a layoff of Unit members in
any representation unit covered by this MOU, the following shall be the prerequisite to such a layoff.
1.1
1.2
1.3
1.4
All non -classified part-timers, temporary, seasonal and/or recurrent and probationary Unit
members working in the class have been released from the class.
Unit members in the class have been given the opportunity to seek lateral transfers to existing
vacant positions. Such transfer requests shall not be denied except for just cause.
Management will meet and consult with the representatives of AFSCME, Local 809 over
alternative courses of action to avoid such layoff.
Notice of actual layoff shall be given no less than forty-five (45) calendar days before the date of
implementation. Such notice shall include:
a. Classification where layoff is to occur;
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b. Seniority list by total continuous City tenure of Unit members in the affected class;
C. List of current permanent vacancies in all classes represented by AFSCME, Local 809;
d. Separate notice to any Unit member in the class who has two (2) or more below -standard
evaluations within the preceding three (3) years.
SECTION 2 - ORDER OF LAYOFF:
2.1 Unit members who have two (2) or more below -standard annual evaluations within the preceding
three (3) years shall be laid off first.
2.2 Next layoff shall occur on the basis of City-wide tenure, the least senior Unit member based on
total continuous employment shall be laid off first and any subsequent layoff shall proceed to the
next least senior.
2.3 Ties in tenure — Where the total and continuous employment of two (2) Unit members are of the
same length, seniority shall be decided by the drawing of lots.
SECTION 3 - VOLUNTARY DEMOTION:
A Unit member so laid off may choose voluntary demotion so as to avoid layoff.
3.1 Such voluntary demotion can be to a lower or equal class of previous standing or to a lower or
equal class in the same occupational grouping. Occupational groupings are attached as Exhibit B.
3.2 If the voluntary demotion causes a layoff in the lower or equal class, such layoff shall follow the
provisions of this article. However, in no event can a Unit member displace someone with more
Citywide seniority except as permitted by Section 2.1 of this article.
SECTION 4 - RECALL:
Unit members who laterally transfer, take a voluntary demotion or are laid off pursuant to the provisions
of this article shall have their names entered onto a recall list for the classification of original standing.
4.1 Such a list shall be inverse order of layoff, lateral transfer or demotion.
4.2 The recall list shall be kept by Human Resources and shall be used in order when any vacancy
for that class is to be filled.
4.3 The list shall be maintained until all names have been offered an opportunity for recall or at the
end of three (3) years, whichever occurs first.
4.4 The appointing authority shall offer appointment to the first name on said list, if the individual
accepts, and he or she shall be appointed after sixty (60) days from the date of layoff, the Unit
member may be required to take a medical examination so as to ensure the Unit member is
medically and mentally capable of performing the duties of the class. The individual shall still be
required to meet the minimum standards of the class.
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Resolution No. 14-100
SECTION 5 - LAYOFF FROM OTHER REPRESENTATIONAL UNITS:
In the case of a layoff in a classification not covered by this agreement, a Unit member who had
previous employment in a classification covered by this agreement shall have the same rights as listed in
Section 3 "Voluntary Demotion" provided, however, that such an Unit member's seniority shall be
based solely upon total employment in classifications covered by this agreement.
SECTION 6 - SEVERANCE PACKAGE:
The City shall provide laid off Unit members a severance package in exchange for release of all claims
as follows:
6.1 Severance pay calculated at thirty (30) hours for each year of service with a minimum benefit of
173.33 hours pay and a maximum benefit of 520 hours pay.
6.2 Medical and dental benefits will be provided through the regular insurance and/or COBRA
reimbursement for the time period equivalent to the number of days as the severance pay.
ARTICLE VII
NON-DISCRIMINATION
The City will not discriminate in the treatment of a Unit member on the basis of race, color, religion,
sex, political party or activity, national origin, sexual preference, age, marital status, medical condition
(cancer related), pregnancy, or pregnancy related conditions, physical or mental disability, union activity
or union membership.
ARTICLE VIII
HEALTH AND SAFETY
SECTION 1 - SAFETY RESPONSIBILITIES:
1.1 The City and AFSCME shall make a good faith effort to provide and maintain a safe and
healthful place of employment.
1.2 Unit members 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. Unit members shall report any unsafe practices, equipment
or hazardous conditions promptly to their immediate supervisor.
1.3 The City shall not require nor permit any Unit member to go or be in any employment not
reasonably safe and healthful.
1.4 The City shall not discipline any Unit member for refusing 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 hazard to the Unit member.
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Resolution No. 14-100
SECTION 2 - SAFETY COMMITTEE:
The City and AFSCME shall jointly participate in an advisory safety committee. The membership of the
safety committee shall consist of two (2) City representatives designated by the City Manager from the
union, two (2) Unit member representatives designated from and by each other recognized Unit member
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. The safety
committee shall meet on a monthly basis or other agreed schedule.
SECTION 3 - SAFETY DEVICES AND SAFEGUARDS:
The City shall furnish and the Unit member 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.
3.1 The City shall provide safety shoes to eligible Unit members based upon the recommendation of
the safety committee as to the type best suited to the work performed. The City shall pay the full
cost of safety shoes without limitation as to style, brand or number of pairs.
a. Management shall have the exclusive authority to determine eligibility standards of
replacement safety shoes. A Unit member's request for replacement of safety shoes shall
not be approved unless the need for such new safety shoes is based on normal wear as
determined by management.
b. If deemed necessary by management, the installation of new insoles could be permitted in
lieu of purchasing new shoes.
SECTION 4 - PESTICIDE SAFETY:
A Unit member shall not use Class I pesticides without proper authorization. The City shall comply with
laws, regulations, standards and orders governing the use of pesticides.
SECTION 5 - USE OF VETERANS SPORTSCOMPLEX:
All City Unit members and their families shall be entitled to use all facilities and programs at Veterans
Sports Complex at the rates below:
Unit member - One hundred dollars ($100.00) per year.
Unit member and family - One hundred fifty dollars ($150.00) per year.
Unit members who renew memberships shall receive the same percentage discount on the above prices
as the general public receives at time of renewal.
For the purposes of this section, family shall mean those family members eligible for coverage under the
Cal PERS Health Insurance provided by the City.
SECTION 6 - CLASS "A" AND "B" DRIVERS LICENSE REQUIREMENT:
6.1 The City shall pay the license fee for Class A and B Driver's Licenses.
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Resolution No. 14-100
6.2 The City shall pay for medical examinations required for Class A and B Driver's Licenses.
SECTION 7 - FIRST AID AND CPR:
Provided that the subject training can be provided by certified in-house staff, on a voluntary basis, the
City will provide First Aid training and certification and Cardio -Pulmonary Resuscitation (CPR) training
and certification to all unit members within the Crafts and Trades Unit who work out in the field, at no
cost to the unit members. Training for new unit members within the Crafts and Trades Unit who work
out in the field shall be offered at least annually and re -certification trainings will be offered in
conformance with the required recertification dates of the American Red Cross.
ARTICLE IX
DISCIPLINE AND DISCHARGE
SECTION 1 - JUST CAUSE:
A Unit member covered by this MOU may be suspended without pay, demoted or discharged for just
cause. A Unit member's suspension without pay may be achieved through a temporary decrease in step
without any loss of work by the Unit member; the step decrease shall not exceed the period of time
necessary to achieve the loss of pay equivalent to a stated suspension; and it shall not affect the Unit
member's step anniversary date. Unit members, other than probationary, shall have the right of appeal.
SECTION 2 - REPRESENTATION:
2.1 Unit members may be represented by a Union representative or legal counsel at predisciplinary
conferences and/or post -disciplinary appeal hearings.
2.2 Advocates of the Union who are City Unit members shall at all times be treated with respect by
the City.
ARTICLE X
GRIEVANCE PROCEDURE
SECTION 1 - GRIEVANCE DEFINED:
A grievance is a complaint that there has been a violation of this MOU. The Unit member and/or the
Unit member's designated representative bringing such a claim shall state how the violation affects their
wages, hours, working conditions, or job security as provided for in this MOU.
SECTION 2 - INFORMAL DISCUSSION OF GRIEVANCE:
When a Unit member has a complaint, the Unit member and/or the Unit member's designated
representative shall first informally discuss the matter with the Unit member's immediate supervisor
within twelve (12) working days from the incident or decision generating the grievance. If after the
discussion with the immediate supervisor, the complaint has not been satisfactorily resolved, the Unit
member and/or Unit member's designated representative shall have the right to informally discuss the
complaint with the supervisor's immediate superior. If after such a discussion, the complaint has not
been satisfactorily resolved, the Unit member shall have the right to file a formal grievance.
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Resolution No. 14-100
SECTION 3 - FORMAL GRIEVANCE PROCEDURE:
The formal grievance shall be used to resolve a Unit member's complaint not satisfactorily resolved by
informal discussion.
3.1 A Unit member shall have the right to present a formal grievance, in writing, within twelve (12)
working days after the discussion of the grievance with the immediate supervisor and the
immediate supervisor's superior. All formal grievances shall state the violation of this MOU and
how it affects the Unit member's wages, hours, working conditions or job security, and the Unit
member's suggested solution.
3.2 The formal grievance shall be presented to the Division Manager. The Division Manager shall
discuss the grievance with the Unit member and/or the Unit member's designated representative.
Within twelve (12) working days after receipt of the formal grievance, the Division Manager
shall render a written decision regarding its merits. If the Division Manager's decision does not
satisfactorily resolve the complaint, the Unit member and/or Unit member's designated
representative may present the formal grievance to the Department Director of the work group.
The grievance shall be considered resolved and no further review of the subject matter of the
grievance shall be permitted under this article when the Unit member does not seek further
review of the grievance within twelve (12) working days after the receipt of the decision of the
Division Manager. Failure of the Division Manager to render a written decision on the grievance
within twelve (12) working days constitutes a decision denying the grievance.
3.3 When the Unit member presents a formal grievance to the Department Director, the Department
Director shall discuss the grievance with the Unit member and/or the Unit member's designated
representative. Within twelve (12) working days after receipt of the formal grievance, the
Department Director shall render a written decision regarding its merits. If the Department
Director's decision does not satisfactorily resolve the complaint, the Unit member and/or Unit
member's representative may present the formal grievance to the City Manager. The grievance
shall be considered resolved and no further review of the subject matter of the grievance shall be
permitted under this article when the Unit member does not seek further review of the grievance
within twelve (12) working days after the receipt of the decision of the Department Director.
Failure of the Department Director to render a written decision on the grievance within twelve
(12) working days constitutes a decision denying the grievance.
3.4 When the Unit member presents a formal grievance to the City Manager, the City Manager shall
discuss the grievance with the Unit member and/or the Unit member's designated representative.
Within twelve (12) working days after receipt of the formal grievance, the City Manager shall
render a written decision regarding its merits. The decision of the City Manager shall resolve the
grievance and no further review of the subject matter of the grievance shall be permitted within
the City's administrative process. Should the City Manager fail to render a written decision
within twelve (12) working days, the Unit member may consider the administrative procedures
completed and sue for redress of the grievance.
3.5 If the decision of the City Manager does not resolve the grievance to the Unit member's
satisfaction, the Unit member, and/or the Union, may sue for redress of grievance.
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Resolution No. 14-100
SECTION 4 - NON -DEPARTMENTAL GRIEVANCES:
4.1 Grievances resulting from decisions or actions outside the departmental chain -of -command
shall be initiated by the Unit member and/or the Unit member's representative with the
Department Director of the work group from which a complaint generates. The Unit member
and/or the Unit member's designated representative shall first informally discuss the matter with
the Department Director (or Assistant City Manager, if the complaint is the result of decisions or
actions generated by the City Manager's work group) within twelve (12) working days from
the incident or decision generating the grievance. If the informal discussion does not
satisfactorily resolve the grievance, the Unit member shall have the right to file a formal
grievance, in writing, with the Department Director (or Assistant City Manager, if applicable),
within twelve (12) working days after the informal discussion of the grievance with the
Department Director (or Assistant City Manager, if applicable). The formal grievance shall state
the violation of this MOU and how it affects the Unit member's wages, hours, working
conditions or job security, and the Unit member's suggested solution.
4.2 When the Unit member presents a formal grievance to the Department Director (or Assistant
City Manager, if applicable), the Department Director (or Assistant City Manager, if applicable)
shall discuss the grievance with the Unit member and/or the Unit member's designated
representative. Within twelve (12) working days after receipt of the formal grievance, the
Department Director (or Assistant City Manager, if applicable) shall render a written decision
regarding its merits. If the Department Director's (or Assistant City Manager's, if applicable)
decision does not satisfactorily resolve the complaint, the Unit member and/or Unit member's
representative may present the formal grievance to the City Manager. The grievance shall be
considered resolved and no further review of the subject matter of the grievance shall be
permitted under this article when the Unit member does not seek further review of the grievance
within twelve (12) working days after the receipt of the decision of the Department Director (or
Assistant City Manager, if applicable). Failure of the Department Director (or Assistant City
Manager, if applicable) to render a written decision on the grievance within twelve (12) working
days constitutes a decision denying the grievance.
4.3 When the Unit member presents a formal grievance to the City Manager, the City Manager shall
discuss the grievance with the Unit member and/or the Unit member's designated representative.
Within twelve (12) working days after receipt of the formal grievance, the City Manager shall
render a written decision regarding its merits. The decision of the City Manager shall resolve the
grievance and no further review of the subject matter of the grievance shall be permitted within
the City's administrative process. Should the City Manager fail to render a written decision
within twelve (12) working days, the Unit member may consider the administrative procedures
completed and sue for redress of the grievance.
4.4 If the decision of the City Manager does not resolve the grievance to the Unit member's
satisfaction, the Unit member, and/or the Union, may sue for redress of grievance.
4.5 Grievances resulting from decisions or actions of the Human Resources Officer shall be initiated
by the Unit member and/or the Unit member's representative with the Human Resources Officer.
The Unit member and/or the Unit member's designated representative shall first informally
discuss the matter with the Human Resources Officer within twelve (12) working days from the
incident or decision generating the grievance. If the informal discussion does not satisfactorily
resolve the grievance, the Unit member shall have the right to file a formal grievance, in writing,
AFSCME Full -Time MOU 2013-2016 36
Resolution No. 14-100
with the Human Resources Officer, within twelve (12) working days after the informal
discussion of the grievance with the Human Resources Officer. The formal grievance shall state
the violation of this MOU and how it affects the Unit member's wages, hours, working
conditions or job security, and the Unit member's suggested solution.
4.6 When the Unit member presents a formal grievance to the Human Resources Officer, the Human
Resources Officer shall discuss the grievance with the Unit member and/or the Unit member's
designated representative. Within twelve (12) working days after receipt of the formal grievance,
the Human Resources Officer shall render a written decision regarding its merits. If the Human
Resources Officer's decision does not satisfactorily resolve the complaint, the Unit member
and/or Unit member's representative may present the formal grievance to the Administrative
Services Department Director. The grievance shall be considered resolved and no further review
of the subject matter of the grievance shall be permitted under this article when the Unit member
does not seek further review of the grievance within twelve (12) working days after the receipt of
the decision of the Human Resources Officer. Failure of the Human Resources Officer to render
a written decision on the grievance within twelve (12) working days constitutes a decision
denying the grievance.
4.7 When the Unit member presents a formal grievance to the Administrative Services Department
Director, the Administrative Services Department Director shall discuss the grievance with the
Unit member and/or the Unit member's designated representative. Within twelve (12) working
days after the receipt of the formal grievance, the Administrative Services Department Director
shall render a written decision regarding its merits. If the Administrative Services Department
Director's decision does not satisfactorily resolve the complaint, the Unit member and/or the
Unit member's designated representative may present the formal grievance to the City Manager.
The grievance shall be considered resolved and no further review of the subject matter of the
grievance shall be permitted under this article when the Unit member does not seek further
review of the grievance within twelve (12) working days after receipt of the decision of the
Administrative Services Department Director. Failure of the Administrative Services Department
Director to render a written decision on the grievance within twelve (12) working days
constitutes a decision denying the grievance.
4.8 When the Unit member presents a formal grievance to the City Manager, the City Manager shall
discuss the grievance with the Unit member and/or the Unit member's designated representative.
Within twelve (12) working days after receipt of the formal grievance, the City Manager shall
render a written decision regarding its merits. The decision of the City Manager shall resolve the
grievance and no further review of the subject matter of the grievance shall be permitted within
the City's administrative process. Should the City Manager fail to render a written decision
within twelve (12) working days, the Unit member may consider the administrative procedures
completed and sue for redress of the grievance.
4.9 If the decision of the City Manager does not resolve the grievance to the Unit member's
satisfaction, the Unit member, and/or the Union, may sue for redress of grievance.
SECTION 5 - REPRISALS:
The City shall not institute any reprisals against any Unit member or designated representative resulting
from the use of the grievance procedure.
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Resolution No. 14-100
ARTICLE XI
APPEAL PROCEDURES
SECTION 1 - REQUEST FOR DISCIPLINARY HEARING:
A non -probationary Unit member, or a Unit member who is on a promotional probationary period who
is disciplined for other than failure to pass probation, who believes he or she has been suspended, or
demoted without alleged just cause shall have the right to appeal the imposition of that disciplinary
action. When a Unit member and/or the Unit member's designated representative or the Unit member's
legal counsel, requests a disciplinary hearing, the request shall be in writing, signed by the Unit member,
and presented to the Human Resources Officer within twelve (12) working days after the notification
date of the imposition of the disciplinary action. Any such request shall be addressed to the Human
Resources Officer and shall identify the subject matter of the appeal, the grounds for the appeal, and the
relief desired by the Unit member. All disciplinary hearings shall be conducted in private, under no
circumstances shall the hearing be open to the public. If the Unit member fails to request a disciplinary
hearing within the prescribed time, the Unit member shall have waived the right to a hearing and all
rights to further appeal of the disciplinary action.
SECTION 2 - SCHEDULING OF DISCIPLINARY HEARING:
The City shall schedule any disciplinary hearing within a reasonable time after the filing of the Unit
member's request, considering the availability of a hearing officer and the convenience of the Unit
member and the witnesses.
SECTION 3 - HEARING OFFICER:
3.1 The City Manager or his/her designee shall be the hearing officer for disciplinary hearings that
do not involve suspensions of more than forty (40) hours, demotions or terminations, or where
the Union does not participate in the appeal and pay half of all hearing costs.
3.2 The hearing officer shall be a neutral third party for all disciplinary appeals involving
suspension of more than forty hours or termination.
a. The hearing officer shall be selected from a list of seven (7) names submitted by an
outside source mutually agreed upon by the City and the Union. For the purpose of this
section, the outside source shall be the American Arbitration Association, unless
otherwise mutually agreed upon in writing between the Union and the City. This
provision supersedes any and all side letters previously entered into between the City and
the Union with respect to the selection of hearing officers for disciplinary appeals.
b. The selection process shall consist of the City and Union alternately striking a name from
the list until one name remains which will be the appointed hearing officer. A coin toss
will determine which side begins the above mentioned process.
C. The cost for the hearing officer shall be shared equally by the City and the Union.
AFSCME Full -Time MOU 2013-2016 38
SECTION 4 - REPRESENTATION AT DISCIPLINARY HEARING: Resolution No. 14-100
At the disciplinary hearing, the Unit member may appear personally, and shall have the right to be
represented by the Union or by legal counsel. The Unit member and the City shall have the right to
produce and confront witnesses, and to present any relevant oral or documentary evidence.
SECTION 5 - BURDEN OF PROOF AND EVIDENCE:
The City shall have the burden of proof at the disciplinary hearing and shall be required to prove the
charges against the Unit member by a preponderance of the evidence. The disciplinary hearing shall not
be conducted according to the technical rules of evidence.
SECTION 6 - CONDUCT OF DISCIPLINARY HEARING:
The conduct of the disciplinary hearing shall be under the control of the hearing officer with due regard
for the rights and privileges of the parties. During the examination of a witness, the hearing officer may
exclude from the hearing, any and all other witnesses. The hearing officer shall have the power to issue
subpoenas to compel the attendance of witnesses or the production of documents. Disciplinary hearings
shall be tape-recorded.
SECTION 7 - HEARING OFFICER'S DECISION:
Within thirty (30) calendar days after conclusion of the evidentiary and argument portions of the
disciplinary hearing, the hearing officer shall issue a written decision containing findings of the fact and
conclusions of law. The hearing officer shall have the authority to affirm, revoke or reduce the
disciplinary action imposed against the Unit member. The hearing officer's decision constitutes a final
and binding resolution of any disciplinary action and no further appeal shall be permitted.
ARTICLE XII
CITY RIGHTS
SECTION 1 - EXCLUSIVE CITY RIGHTS AND AUTHORITY:
The City retains the exclusive right to manage and direct the performance of City d the work
services an
force performing such services. The following matters shall be within the exclusive authority of the
City.
1.1 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:
1.2 Determine issues of public policy;
1.3 Determine and change the facilities, methods, means, and personnel by which City operations are
to be conducted;
1.4 Expand or diminish services;
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Resolution No. 14-100
1.5 Determine and change the number of locations, relocations, and types of operations and the
processes and materials to be employed in carrying out all City functions, including but not
limited to the right to contract out any work or operation;
1.6 Determine the size and composition of the work force, to assign work to Unit members in
accordance with requirements as determined by the City, and to establish and change work
assignments;
1.7 Determine job classifications;
1.8 Appoint, transfer, promote, demote, and lay off Unit members for lack of work or other
appropriate reasons;
1.9 Initiate disciplinary action;
1.10 Determine policies, procedures, and standards for selection, training and promotion of Unit
members;
1.11 Establish Unit member performance standards, including but not limited to quality and quantity
standards;
1.12 Maintain the efficiency of governmental operations;
1.13 Exercise complete control and discretion over its organization, and the technology of performing
its work and services;
1.14 Establish reasonable work and safety rules and regulations in order to maintain the efficiency and
economy desirable in the performance of City services; and
1.15 Determine any and all necessary actions to carry out its mission in emergencies.
1.16 The exclusive decision making authority of the City and the management on matters involving
the City rights and authority shall not be in any way, directly or indirectly, subject to the
grievance procedure. The Unit member 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 Unit member participates in any manner in any strike, sympathy strike, work stoppage,
slowdown, sick -in or other concerted refusal to work or participates in any manner in 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 Unit members of the City to engage in such activities,
such Unit member shall be subject to discharge by the City.
2.2 In the event the Union calls, engages in, encourages, assists, or condones in any manner, any
strike, sympathy strike, work stoppage, slowdown, sick -in, or other concerted refusal to work by
Unit members of the City or any picketing or work impediment in support thereof, or any 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 Union under any ordinance, resolution, rules or
AFSCME Full -Time MOU 2013-2016 40
Resolution No. 14-100
procedures of the City, including but not limited to the suspension of recognition of the Union,
and the use of the City's bulletin boards and facilities.
2.3 The City shall not lock out Unit members.
ARTICLE XIII
UNION RIGHTS
SECTION 1 - EXCLUSIVE REPRESENTATION:
1.1 It is agreed by and between the Union and the City that AFSCME, Local 809 is the exclusive
representative of Unit members covered by this agreement. As such, the Union shall be the only
agent providing representation for grievances and disciplinary hearings and for all terms and
conditions of employment. At the disciplinary hearing, the Unit member may appear personally,
may be represented by the Union or by legal counsel. If a Unit member requests representation
for grievances, it shall be through the Union.
1.2 All new Classified Part -Time Unit members shall be exclusively represented by AFSCME, Local
809.
SECTION 2 - BULLETIN BOARD:
The City will provide the Union ample space on four (4) bulletin boards. These boards shall be located
at City Hall, adjacent to the City Clerk's office, at the parks maintenance yard, and the public works
maintenance yard. Where the City does not have an existing bulletin board, the Union shall supply it.
SECTION 3 - E-MAIL ACCESS:
The City will set up e-mail addresses for all Full -Time AFSCME-represented Unit members in the
City's e-mail system.
SECTION 4 - NEGOTIATIONS:
The City and the Union agree that negotiations on a successor contract shall begin in March of 2016.
The Union will submit a list of requests to the City no later than February 18, 2016, and the City will
submit its list of requests to the union no later than March 10, 2016. The number of negotiating members
for the Union shall be no more than two (2) members from each of the three units represented by
AFSCME, Local 809 including the President of the local, and an AFSCME Union representative. The
City and the Union shall reach agreement on ground rules for negotiations at the first scheduled meet
and confer session in March, 2016.
SECTION 5 - UNION OFFICERS:
5.1 Union officers shall continue to receive release .time leave as described in this MOU to perform
official Union duties, with the understanding that their Union duties shall not interfere with the
effective and efficient performance of their assigned job responsibilities, or interfere with the
efficiency, safety and security of City operations.
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Resolution No. 14-100
5.2 The Union will provide the City a current list of all officers, stewards and representatives on a
quarterly basis.
SECTION 6 - POLITICAL ACTION FUND:
The City will provide payroll deduction for political action fund "PEOPLE" and remit same to
AFSCME.
SECTION 7 - RELEASE TIME:
The City shall provide Unit members with release time leave subject to the following conditions:
7.1 Upon advance notice and unless the Unit member's or designated representative's use of release
time interferes with departmental operations, the immediate supervisor shall permit a Unit
member and one designated representative to use release time as time off work with pay in order
to prepare a formal grievance or to appeal a disciplinary action.
7.2 The immediate supervisor shall approve release time requests for up to one (1) hour for both the
mm
Unit member and one (1) designated representative for each formal grievance. The iediatenary conference or disciplinary hearing
supervisor shall approve release time requests for up to two (2) hours for both the Unit member
and one (1) designated representative for each prediscipli
unless it interferes with departmental operations. Additional requests for release time to prepare
for a formal grievance or to appeal a disciplinary action must be approved in advance by the
appointing authority which includes inspection of Unit members personnel file for disciplinary
appeals.
7.3 A Unit member's designated representative may use release time to be present at the presentation
of a grievance, a predisciplinary conference, or disciplinary hearing.
7.4 Representatives and officers of recognized employee organizations will be permitted to use
release time to attend labor contract negotiations sessions scheduled by the City. The number of
the labor contract negotiating committee members for the union shall be no more than two (2)
members from each of the three units represented by AFSCME, Local 809 including the
president of the local, and an AFSCME union representative. Up to four representatives of the
recognized Unit member organization will be permitted to use release time to attend meet -and -
confer sessions scheduled by the City, three representatives may attend labor/management
meetings, and two representatives may attend Personnel Subcommittee meetings.
7.5 AFSCME shall be permitted monthly paid release time for executive board meetings; such
meetings shall not exceed two work hours.
7.6 Unit member organizations may request release time from the employer-employee relations
officer for a special meeting not covered in this provision. Such requests shall be in writing
stating the reasons for such request.
7.7 Unit members who use release time pursuant to the provisions of this section shall record all
such hours on their payroll job ticket each payroll period.
7.8 The AFSCME, Local 809 President shall have eight (8) hours per month paid release time,
approved in advance quarterly by his or her immediate supervisor.
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Resolution No. 14-100
7.9 Release time is to be used to cover labor relations activities that occur during a Unit member's
normal work hours. It does not add to a Unit member's normal work schedule nor create any
overtime obligation. Any hours expended outside normal work hours shall not count as release
time, shall be uncompensated by the City, and are the personal responsibility of the Unit member
and/or the Union. However, the City Manager, the Director of Administrative Services, or the
Human Resources Officer may pre -authorize overtime for labor relations related purposes.
7.10 Release time is not available for labor relations related administrative or legal procedures, except
that the Union may have one representative at administrative proceedings who shall be entitled to
the use of release time and all represented members that may be called as witnesses at any
administrative proceeding shall be entitled to use release time to cover any required attendance at
such proceeding that occurs during the Unit member's normally scheduled work hours. Unit
members that are to be called as witnesses at such proceedings shall be placed "on call" with at
least one-hour notice of the need for their attendance and allowed to use release time for any
time spent that occurs during the Unit member's normally scheduled work hours. Examples of
administrative proceedings include, but are not limited to, PERB, EEOC, DFEH, Labor
Commissioner, etc.
7.11 AFSCME Unit members shall be permitted one (1) hour of paid release time per month to attend
AFSCME membership meetings. AFSCME will keep sign -in sheets and provide same to Human
Resources to prove attendance at the membership meetings.
SECTION 8 - BIDDING ON IN-HOUSE SERVICES:
Prior to the City initiating the official bid process, the Union shall have the opportunity to present to the
City a bid to keep services in-house. This opportunity shall be part of the required meet and confer
process. If the request is reasonable, the City will provide the Union with information not normally
available to the Union.
SECTION 9 - PERSONNEL FILES:
There shall be one official personnel file for each Unit member and it shall be kept at City Hall in
Human Resources.
ARTICLE XIV
UNION SECURITY
SECTION 1 - DUES DEDUCTION:
The American Federation of State, County and Municipal Employees, Local 809 may continue to collect
membership dues through the City's payroll deductions, upon the written authorization of Unit members
working in job classifications subject to this MOU.
SECTION 2 - MAINTENANCE OF MEMBERSHIP:
All Unit members who are currently members of the Union and all current Unit members who may
become members, shall as a condition of their continued City employment, maintain their membership
in the Union for the duration of this MOU.
AFSCME Full -Time MOU 2013-2016 43
Resolution No. 14-100
SECTION 3 - AGENCY SHOP:
3.1 All members of the bargaining unit shall, as a condition of continued City employment after July
1, 1991, either (1) become a member of the Union on or before July 1, 1991, or within thirty
days from date of hire, whichever is later, or (2) pay a fee to the Union in an amount determined
by the Union to be equal to representative costs, effective July 1, 1991.
3.2 A unit member may either pay such fee directly to the Union or may authorize in writing the City
to pay such fee through payroll deductions. If a unit member does not pay the fee directly to the
Union or authorize the City to pay such fee through payroll deduction, the City shall, upon
written notice from the Union, withhold such fee without authorization and pay such fee to the
Union.
3.3 Any Union member who is a member of a bona -fide religion which has historically held
conscientious objections to joining or financially supporting Unions shall not be required to pay
the fee described in Section 3.2 above as a condition of employment, but shall be required to pay
a sum equal to such fee to one of the following non -religious, non -labor organizations, qualified
as tax-exempt under Section 501(3) of Title 26 of the Internal Revenue Code:
a. Girl Scouts Carson Branch.
b. Boy Scouts Carson Branch.
Carson High School Boosters.
Written proof of payment and a written statement of religious objection shall be provided to the
City by July 1 of each year as a condition of continued exemption from the provisions of
Sections 3.2 and 3.3 above.
3.4 The Union agrees to cooperate with the City in furnishing the City any information needed to
enforce this section.
3.5 The Union agrees to defend, indemnify and hold harmless the City against legal action by any
Unit member challenging the legality of any action taken by the City in compliance with this
section.
ARTICLE XV
CLASSIFIED PART-TIME UNIT MEMBERS
SECTION 1 - CLASSIFIED PART-TIME CLASSES DEFINED:
Unit members already employed in the following classes will continue to be Classified Part -Time Unit
members within the City service. The following Classified Part -Time position is included in this
memorandum of understanding:
a. Early Childhood Instructor/C.P.T.
AFSCME Full -Time MOU 2013-2016 44
Resolution No. 14-100
ARTICLE XVI
OTHER MATTERS WITHIN THE SCOPE OF REPRESENTATION
SECTION 1 - STATUS OF GRANT -FUNDED UNIT MEMBERS:
Full -Time grant funded Unit members shall be considered City Unit members and will receive all
benefits and rights conferred by this agreement.
SECTION 2 - UNION MANAGEMENT MEETINGS:
The City and the Union agree to meet on at least a quarterly basis for the duration of this agreement to
discuss matters of mutual concern and establish a system of communication between Unit members and
management for the purpose of improving even further delivery of services, efficiency of operations and
Unit member morale.
SECTION 3 - PROMOTIONAL OPPORTUNITIES:
3.1 The City will make a good faith effort to promote and transfer from within.
3.2 The City will recruit for and establish eligibility lists for all vacant budgeted positions unless
formally frozen by Council.
SECTION 4 - LATERAL TRANSFERS:
4.1 Unit members who wish to be considered for lateral transfer must complete a lateral transfer
form and place it on file with the Human Resources Division. When the Human Resources
Division receives an approved requisition for a position where a Unit member has filed a lateral
transfer form, the Human Resources Division will notify that Unit member of the recruitment
during the promotional recruitment period, and provide the Unit member with a recruitment
flyer. Testing requirements will be waived if the candidate meets the minimum requirements of
the open position.
4.2 Lateral transfer candidates shall advance directly to an interview with the hiring authority, at a
time that is to be determined by the hiring authority. The selection decision shall be at the
discretion of the hiring authority; lateral transfer candidates shall not have superior rights to the
open position over the rights of the promotional candidates.
SECTION 5 - TYPING CERTIFICATES:
Typing certificates verifying typing speeds of sixty-five (65) words per minute or greater shall be
considered to be valid for thirty-six (36) months from the date of issuance.
SECTION 6 - PERSONNEL SUBCOMMITTEE:
The City agrees to inform the Union of any issues going before the Personnel Subcommittee and City
Council concerning the Union and that the Union will be given this information and the right to attend
said meetings on release time, limited to one or two members as appropriate.
AFSCME Full -Time MOU 2013-2016 45
Resolution No. 14-100
ARTICLE XVII
MODIFICATION AND DURATION
SECTION 1 - SEVERABILITY:
Notwithstanding any other provisions of this MOU, in the event that any article, section, or subsection
of this MOU 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
MOU, or impose additional obligations on the City, the City and the Union shall meet and confer on the
affected article, section, or subsection. In such event, all other articles, sections or subsections of this
MOU not affected shall continue in full force and effect.
SECTION 2 - DURATION:
2.1 This MOU shall be binding on the City and AFSCME when approved and adopted by the City
Council.
2.2 Except as otherwise provided herein this MOU shall be in full force and effect from the 1st day
of July, 2013 and shall remain in full force and effect up to and including the 30th day of June,
2016; provided, however, that the salary levels, benefits and other money items, specified herein
shall become effective as indicated.
SECTION 3 - REOPENERS:
The parties do specifically agree to reopen the meet and confer process during the term of this MOU
only as regards to the following issues. These reopeners are not contingent upon the execution of any
successor MOU and no successor MOU is contingent upon agreement on these reopeners:
a. Changes and/or revisions to the City's Personnel Rules and Regulations, including related
SNIPS;
b. Changes and/or revisions to the City's EERR; and
C. Changes to Sick Leave Bank policies and procedures.
d. Corrections and/or changes to inconsistent or ambiguous language or sections of this
MOU.
e. Rewriting the section on LTD and STD insurance.
46
AFSCME Full -Time MOU 2013-2016
Resolution No. 14-100
A MEMORANDUM OF UNDERSTANDING FOR
THE PERIOD JULY 1, 2013 THROUGH JUNE 30, 2016
BETWEEN THE CITY OF CARSON AND
EMPLOYEES ASSIGNED TO CLASSIFIED POSITIONS REPRESENTED BY
THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL
EMPLOYEES UNION (AFSCME), COUNCIL 36, LOCAL 809
PASSED, APPROVED AND ADOPTED THIS 21s' DAY OF OCTOBER 2014
AFSCME, LOCAL 809
! ' e
De Nize Hunt
President
Brent Severtson
Vice President
�b
Nancy Rusas
Recording Secretary
Alicia Tapia
Treasurer
Tim Grierson
Board Member
Bob Adams
Business Agent, Council 36
AFSCME Full -Time MOU 2013-2016 47
CITY OF CARSON
Nelson Hernandez
Citv Manager
4_� 60�.�
Elvia Parra
Senior Human Resources Analyst
Colin Ta7aner
Deputy City Attorney
Resolution No. 14-100
MAYOR JIM DEAR
A. S'1:
CITY CLEPUK DONES A L. GAUSE, CMC
APPROVED AS TO FORM:
CITY ATTORNEY LLIAM WYNDER
48
AFSCME Full -Time MOU 2013-2016
Resolution No. 14-100
STATE OF CALIFORNIA
COUNTY OF LOS ANGELES ) ss.
CITY OF CARSON
I, Donesia L. Gause, City Clerk of the City of Carson, California, do hereby certify that the whole
number of members of the City Council is five; that the foregoing resolution, being Resolution
No. 14-100 was duly and regularly adopted by said Council at a regular meeting duly and
regularly held on the 21 st day of October 2014, and that the same was passed and adopted by the
following vote:
AYES: COUNCIL MEMBERS: Mayor Dear, Santarina, Gipson, Davis -Holmes and
Robles
NOES: COUNCIL MEMBERS: None
ABSTAIN: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
Ity LAM Uonesia L. Gause
49
AFSCME Full -Time MOU 2013-2016
Resolution No. 14-100
APPENDIX A
DESIGNATED APPROPRIATE UNITS
CLERICAL AND TECHNICAL UNIT
Account Clerk
Accounts Payable Specialist I (Job Series)
Accounts Payable Specialist II (Job Series)
Administrative Secretary
Business License Specialist I (Job Series)
Business License Specialist II (Job Series)
Central Services Clerk
Code Enforcement Aide (Job Series)
Code Enforcement and Collections Officer
Code Enforcement Officer (Job Series)
Construction Inspector
Coordinator, Records Management
Division Secretary
Division Secretary -Information Technology
Employment & Business Development Assistant
Employment Specialist
Engineering Technician
Graphic Designer I (Job Series)
Graphic Designer Il (Job Series)
Office Clerk (Job Series)
Offset Press Operator
Payroll Specialist I (Job Series)
Payroll Specialist Il (Job Series)
Planning Secretary
Planning Technician I (Job Series)
Planning Technician II (Job Series)
Purchasing Specialist I (Job Series)
Purchasing Specialist II (Job Series)
Resource Center Technician
Revenue Inspector
Senior Account Clerk I (Job Series)
Senior Account Clerk II (Job Series)
Senior Clerk
Senior Construction Inspector
Senior Offset Press Operator
Senior Storekeeper
Seniors Services Coordinator I (Job Series)
Seniors Services Coordinator II (Job Series)
Storekeeper
Typist Clerk I (Job Series)
Typist Clerk II (Job Series)
Youth Services Officer
50
AFSCME Full -Time MOU 2013-2016
Resolution No. 14-100
APPENDIX A (CONT.)
DESIGNATED APPROPRIATE UNITS
CRAFTS AND TRADES UNIT
Assistant Facilities Maintenance Technician (Job Series)
Assistant Groundsworker (Job Series)
Assistant Maintenance Worker (Job Series)
Assistant Tree Trimmer (Job Series)
Bus Driver
Custodian
Electrician
Equipment Mechanic I (Job Series)
Equipment Mechanic II (Job Series)
Equipment Service Worker (Job Series)
Event Services Worker I (Job Series)
Event Services Worker II (Job Series)
Event Services Worker III (Job Series)
Facilities Maintenance Technician I (Job Series)
Facilities Maintenance Technician II (Job Series)
Groundsworker I (Job Series)
Groundsworker II (Job Series)
Heavy Equipment Operator
HVAC Technician
Irrigation Technician
Lead Facilities Maintenance Technician
Locksmith
Maintenance Worker I (Job Series)
Maintenance Worker II (Job Series)
Painter
Plumber
Pool Maintenance Specialist
Senior Bus Driver
Senior Bus Driver (CPT)
Senior Custodian
Senior Equipment Mechanic
Senior Groundsworker
Senior Maintenance Worker I
Senior Maintenance Worker II
Senior Tree Trimmer
Tree Trimmer I (Job Series)
Tree Trimmer II (Job Series)
AFSCME Full -Time MOU 2013-2016 51
Resolution No. 14-100
APPENDIX A (CONT.)
DESIGNATED APPROPRIATE UNITS
PROFESSIONAL/MIDDLE MANAGEMENT UNIT
Adult Sports Coordinator I (Job Series)
Adult Sports Coordinator II (Job Series)
Aquatics Program Supervisor
Assistant Events Coordinator (Job Series)
Assistant Recreation Coordinator
Buyer
Community Services Coordinator I (Job Series)
Community Services Coordinator II (Job Series)
Coordinator, Recreation
Early Childhood Instructor
Early Childhood Instructor (Classified Part -Time)
Early Childhood Program Supervisor
Events Coordinator (Job Series)
Kids Club Site Director
Recreation Center Supervisor I (Job Series)
Recreation Center Supervisor II (Job Series)
Recreation Permits Coordinator I (Job Series)
Recreation Permits Coordinator II (Job Series)
Recreation Program Supervisor
Senior Code Compliance Specialist
Senior Recreation Center Supervisor
Seniors Assisted Living Coordinator I (Job Series)
Seniors Assisted Living Coordinator II (Job Series)
Seniors Recreation Program Coordinator I (Job Series)
Seniors Recreation Program Coordinator II (Job Series)
Seniors Services Coordinator I (Job Series)
Seniors Services Coordinator II (Job Series)
Special Needs Recreation Coordinator I (Job Series)
Special Needs Recreation Coordinator II (Job Series)
Transportation Coordinator I (Job Series)
Transportation Coordinator II (Job Series)
Youth Sports Coordinator I (Job Series)
Youth Sports Coordinator II (Job Series)
AFSCME Full -Time MOU 2013-2016 52
1)
Resolution No. 14-100
APPENDIX B
OCCUPATIONAL GROUPINGS
Salary Range No.
Senior Code Compliance Specialist................................................................................. 346
Code Enforcement and Collection Officer..................................................................... 345
RevenueInspector .................................................... ....................................................... 343
Code Enforcement Officer (Job Series)...........................................................................342
YouthServices Officer ..................................................... .............................................. 341
:
Business License Specialist II* (Job Series) .
Business License Specialist I* (Job Series).................................................................... 336
Code Enforcement Aide (Job Series)............................................................................... 334
.................................................................. 333
2) Senior Construction Inspector......................................................................................... 345
ConstructionInspector..................................................................................................... 339
3) Senior Offset Press Operator........................................................................................... 334
OffsetPress Operator....................................................................................................... 330
4) Graphic Designer II (Job Series)..................................................................................... 337
Graphic Designer I (Job Series)....................................................................................... 335
5) Employment Specialist.................................................................................................... 341
6) Administrative Secretary................................................................................................. 338
PlanningSecretary........................................................... ............................................. 337
Business License Specialist II* (Job Series) .
Division Secretary/Resource Center Technici.................................................................. 336
Division Secretary -Information Technology. an............................................................. 335
Business License Specialist I* (Job Series).................................................................... 335
..............................
Senior Clerk/Employment & Business Development Assistant . ...................................... 334
.................................... 33
Typist Clerk II (Job Series)..........................................................0
.................................... 3 0
TCentral Services Clerk..................................................................................................... 326
Offypist Clerk I (Job Series)............................................................................................... 324
ice Clerk (Job Series)............................................................................................ ..
322
7) Buyer* .......
.................................
............................... ...
Accounts Payable Specialist II (Job Series)/Purchasing Specialist II (Job Series)/ "' 344
Payroll Specialist II (Job Series)/Senior Account Clerk II* (Job Series) ........................ 336
Accounts Payable Specialist I (Job Series)/Purchasing Specialist I (Job Series)/
Payroll Specialist I (Job Series)/Senior Account Clerk I* (Job Series) ........................... 334
AccountClerk.................................................................................................................. 332
(* Denotes minimum qualifications required.)
AFSCME Full -Time MOU 2013-2016 53
Resolution No. 14-100
APPENDIX B (CONT.)
OCCUPATIONAL GROUPINGS
Salary Range No.
8) Planning Technician II (Job Series)................................................................................ 341
Planning Technician I (Job Series).................................................................................. 339
9) Senior Equipment Mechanic........................................................................................... 341
Equipment Mechanic II (Job Series)............................................................................... 338
Equipment Mechanic I (Job Series)................................................................................. 335
Equipment Service Worker (Job Series).......................................................................... 331
10) HVAC Technician...........................................................................................................
Electrician 345........................................................................................................................ 343
Plumber................................................................................................................. 340
...........
Pool Maintenance Specialist ................ 337
•....338
Lead Facilities Maintenance Technician.........................................................................
Painter..............................................................................................................................
Locksmith 338
....................
..................................................................................................
Facilities Maintenance Technician II (Job Series)........................................................... 338 335
Facilities Maintenance Technician I (Job Series)............................................................ 329
Senior Custodian ............... 328
................................
....................... 327
Assistant Facilities Maintenance Technician (Job Series) ...............................................
Custodian......................................................................................................................... 325
11) Senior Tree Trimmer....................................................................................................... 340
Irrigation Technician ....................................................................................................... 335
Senior Groundsworker......................................................
............................................... 334
Tree Trimmer II (Job Series)........................................................................................... 333
Groundsworker II (Job Series)......................................................................................... 331
Senior Custodian ..................
................ .....................
Groundsworker I (Job Series)/Tree Trimmer I (Job Series).. ...... 328
....................................
327
Assistant Groundsworker (Job Series)/Assistant Tree Trimmer (Job Series) ................. 325
Custodian......................................................................................................................... 325
12) Senior Maintenance Worker II........................................................................................ 341
Senior Maintenance Worker I ........................
..........................................................
Lead Facilities Maintenance Technician 39
......................................................................... 338
Heavy Equipment Operator ..............
............................................................................... 337
Facilities Maintenance Technician II (Job Series)
Maintenance Worker II (Job Series)..................................................................... 335
Facilities Maintenance Technician I (Job ..........
Series)........................................................... 331
Senior Custodian............................................................................................................... 329
........................................................... 328
Maintenance Worker I (Job Series)................................................................................ 326
Custodian ..............
.......................................................................................................... 325
Assistant Maintenance Worker (Job Series).................................................................... 324
AFSCME Full -Time MOU 2013-2016 54
Resolution No. 14-100
APPENDIX B (CONT.)
OCCUPATIONAL GROUPINGS
Salary Range No.
13) Senior Recreation Center Supervisor.............................................................................. 349
Aquatics Program Supervisor..............
.............................................
Recreation Center Supervisor II (Job Series)/Recreation Program Supervisor ............... 346
Adult Sports Coordinator II (Job Series)/Community Services Coordinator II (Job
Series)/Recreation Center Supervisor I (Job Series)/Recreation Permits Coordinator II (Job
Series)/Seniors Assisted Living Coordinator II (Job Series)/ Seniors Recreation
Program Coordinator II (Job Series)/Seniors Services Coordinator II (Job Series)/Special Needs
Recreation Coordinator II (Job Series)/Transportation Coordinator II (Job Series)/Youth Sports
Coordinator II (Job Series) ...........
Adults Sports Coordinator I (Job Series)/Community Services Coordinator I (Job Series) /
Coordinator, Recreation/Recreation Permits Coordinator I (Job Series)/Seniors Assisted Living
Coordinator I (Job Series)/Seniors Recreation Program Coordinator I (Job Series)/Seniors
Services Coordinator I (Job Series)/Special Needs Recreation Coordinator I (Job
Series)/Transportation Coordinator I (Job Series)/Youth Sports Coordinator I (Job Series)341
Coordinator, Events (Job Series)..................................................................................... 337
Assistant Recreation Coordinator ........................ ................. 335
...........................................
Assistant Events Coordinator (Job Series)...................................................................... 331
14) Early Childhood Program Supervisor.............................................................................. 346
Early Childhood Instructor.............................................................................................. 330
Kids Club Site Director .............................. 330
....................................................
.................
Early Childhood Instructor (Classified Part-Time)......................................................... 330
{State certification may be required in future.}
15)
Senior Storekeeper...........................................................................................................
Storekeeper......................................................................................................................
334
330
16)
Engineering Technician...................................................................................................
340
17)
Senior Bus Driver/Senior Bus Driver (CPT)
...................................................................
BusDriver........................................................................................................................
332
330
18)
Coordinator, Records Management
.................................................................................
339
19)
Event Services Worker III (Job Series) .......
Event Services Worker II (Job Series)
331
............................................................................
....................................................................
Event Services Worker I
326
(Job Series).............................................................................
324
AFSCME Full -Time MOU 2013-2016 55
Appendix C
City of Carson
Monthly Salary Schedule
AFSCME
All Non -Exempt Classifications
Effective June 22, 2013 (2.5% COLA)
TITLE
Account Clerk
Accounts Payable Specialist I
Accounts Payable Specialist II
Administrative Secretary
Aquatics Program Supervisor
Assistant Events Coordinator
Assistant Facilities Maintenance Technician
Assistant Groundsworker
Assistant Maintenance Worker
Assistant Recreation Coordinator
Assistant Tree Trimmer
Bus Driver
Business License Specialist I
Business License Specialist II
Central Services Clerk
Code Enforcement & Collections Officer
Code Enforcement Aide
Code Enforcement Officer
Construction Inspector
Coord, Adult Sports I
Coord, Adult Sports II
Coord, Community Services I
Coord, Community Services II
Coord, Events
Coord, Records Management
Coord, Recreation
Coord, Recreation Permits I
Coord, Recreation Permits II
Coord, Seniors Assisted Living I
Coord, Seniors Assisted Living II
Coord, Seniors Recreation Program 1
Coord, Seniors Recreation Program II
Coord, Seniors Services I
Coord, Seniors Services II
Coord, Special Needs Recreation I
Coord, Special Needs Recreation II
Coord, Transportation I
Coord, Transportation II
Coord, Youth Sports I
Coord, Youth Sports II
Custodian
Division Secretary
Division Secretary (Information Technoloo
Resolution No. 14-100
RANGE
STEP A
STEP B
STEP C
STEP D
STEP E
STEP F
332
3,476
3,650
3,832
4,024
4,225
4,436
334
3,652
3,835
4,026
4,227
4,438
4,660
336
3,839
4,030
4,232
4,443
4,666
4,899
338
4,031
4,233
4,444
4,667
4,901
5,145
346
4,912
5,158
-3,563
5,416
5,687
5,971
6,269
331
3,394
4,131
3,741
1,9_28
4,124
4,330
327
3,075
3,229
3,390
3,559
3,737
3,924
325
2,926
3,073
3,227
3,388
3,557
3,734
324
2,856
2,998
3,148
3,305
3,470
3,643
335
3,744
3,932
4,129
4,335
4,551
4,779
325
2,926
3,073
3,227
3,388
3,557
3,734
330
3,311
3,476
3,649
3,831
4,023
4,224
334
3,652
1835
4,026
4,227
4,438
4,660
336
3,839
4,030
4,232
4,443
4,666
4,899
344
4,677
4,911
5,156
5,413
5,684
5,968
326
3,000
3,150
3,308
3,473
3,646
3,828
345
4,792
5,032
5,283
5,547
5,824
6,115
333
3,564
3 742
3 930
4 12
5,545
5,822
342
4,451
4,673
4,907
7
5,152
-+,000
5,409
4,549
5,680
339
4,135
4,342
4,559
4,787
5,026
5,277
341
4,343
4,560
4,788
5,027
5,278
5,541
343
4,562
4,790
5,030
5,281
5,545
5,822
341
4,343
4,560
4,788
5,027
5,278
5,541
343
4,562
4,790
5,030
5,281
5,545
5,822
337
3,934
4,131
4,337
4,553
4,781
5,019
339
4,135
4,342
4,559
4,787
5,026
5,277
341
4,343
4,560
4,788
5,027
5,278
5,541
341
4,343
4,560
4,788
5,027
5,278
5,541
343
4,562
4,790
5,030
5,281
5,545
5,822
341
4,343
4,560
4,788
5,027
5,278
5,541
343
4,562
4,790
5,030
5,281
5,545
5,822
341
4,343
4,560
4,788
5,027
5,278
5,541
343
4,562
4,790
5,030
5,281
5,545
5,822
341
4,343
4,560
4,788
5,027
5,278
5,541
343
4,562
4,790
5,030
5,281
5,545
5,822
341
4,343
4,560
4,788
5,027
5,278
5,541
343
4,562
4,790
5,030
5,281
5,545
5,822
341
4,343
4,560
4,788
5,027
5,278
5,541
343
4,562
4,790
5,030
5,281
5,545
5,822
341
4,343
4,560
4,788
5,027
5,278
5,541
343
4,562
4,790
5,030
5,281
5,545
5,822
325
2,926
3,073
3,227
3,388
3,557
3,734
335
3,744
3,932
41129
-4,1291
41335
4,551
4,779
335
3,744
3,932
4,335
4,551
4,779
Salary Schedule -Resolution No. 14-100 56
Appendix C
City of Carson
Monthly Salary Schedule
AFSCME
All Non -Exempt Classifications
Effective June 22, 2013 (2.5% COLA)
Resolution No. 14-100
TITLE
RANGE
STEP A
STEP B
STEP C
STEP D I
STEP E
STEP F
Early Childhood Instructor
330
3,311
3,476
3,649
3,8311
4,023
4,224
Early Childhood Instructor (CPT)
330
19.10
20.05
21.05
22.101
23.21
24.37
Early Childhood Program Supervisor
346
4,912
5,158
5,416
5,687
5,971
6,269
Electrician
343
4,5621
4,790
5,030
5,281
5,545
5,822
Employment & Business Development Asst.
330
3,311
3,476
3,649
3,831
4,0231
4,224
Employment Specialist
341
4,343
4,560
4,788
5,027
5,278
5,541
Engineering Technician
340
4,237
4,450
4,672
4,906
5,151
5,408
Equipment Mechanic 1
335
3,744
3,932
4,129
4,335
4,551
4,779
Equipment Mechanic II
338
4,0311
4,233
4,444
4,667
4,901
5,145
Equipment Service Worker
331
3,394
3,563
3,741
3,928
4,124
4,330
Event Services Worker 1
324
2,856
2,998
3,148
3,305
3,470
3,643
Event Services Worker II
326
3,000
3,150
3,308
3,473
3,646
3,828
Event Services Worker III
331
3,394
3,563
3,741
3,928
4,124
4,330
Facilities Maintenance Technician 1
329
3,230
3,391
3,560
3,7381
3,925
4,120
Facilities Maintenance Technician II
335
3,744
3,932
4,129
4,3351
4,551
4,779
Graphic Designer 1
335
3,744
3,932
4,129
4,335 F
4,551
4,779
Graphic Designer II
337
3,934
4,131
4,337
4,5531
4,781
5,019
Groundsworker 1
327
3,075
3,229
3,390
3,5591
3,737
3,924
Groundsworker II
331
3,394
3,563
3,741
3,9281
4,124
4,330
Heavy Equipment Operator
337
3,934
4,131
4,337
4,553
4,781
5,019
HVAC Technician
345
4,792
5,032
5,283
5,547
5,824
6,115
Irrigation Technician
335
3,744
3,932
4,129
4,335
4,551
4,779
Rids Club Site Director
330
3,311
3,476
3,649
3,831
4,023
4,224
Lead Facilities Maintenance Technician
338
4,031
4,233
4,444
4,667
4,901
5,145
Locksmith
338
4,031
4,233
4,444
4,6671
4,901
5,145
Maintenance Worker 1
326
3,000
3,150
3,308
3,4731
3,646
3,828
Maintenance Worker II
331
3,394
3,563
3,741
3,9281
4,124
4,330
Office Clerk
322
2,717
2,853
2,995
3,1451
3,302
3,467
Offset Press Operator
330
3,311
3,476
3,649
3,831
4,023
4,224
Painter
338
4,031
4,233
4,444
4,667
4,901
5,145
Payroll Specialist 1
334
3,652
3,835
4,026
4,227
4,438
4,660
Payroll Specialist II
336
3,839
4,030
4,232
4,443
4,666
4,899
Planning Secretary
337
3,934
4,131
4,337
4,553
4,781
5,019
Planning Technician 1
339
4,135
4,342
4,559
4,7871
5,026
5,277
Planning Technician If
341
4,343
4,560
4,788
5,0271
5,278
5,541
Plumber
340
4,237
4,450
4,672
4,9061
5,151
5,408
Pool Maintenance Specialist
337
3,934
4,131
4,337
4,5531
4,781
5,019
Purchasing Specialist 1
334
3,652
3,835
4,026
4,2271
4,438
4,660
Purchasing Specialist II
336
3,839
4,030
4,232
4,4431
4,666
4,899
Recreation Center Supervisor 1
343
4,562
4,790
5,030
5,2811
5,545
5,822
Recreation Center Supervisor II
346
4,912
5,158
5,416
5,6871
5,971
6,269
Recreation Program Supervisor
346
4,912
5,158
5,416
5,687
5,971
6,269
Resource Center Technician
335
3,744
3,932
4,129
4,335
4,5511
4,779
Revenue Inspector
343
4,562
4,790
5,030
5,281
5,5451
5,822
Salary Schedule -Resolution No. 14-100 57
Appendix C Resolution No. 14-100
City of Carson
Monthly Salary Schedule
AFSCME
All Non -Exempt Classifications
Effective June 22, 2013 (2.5% COLA)
TITLE
Senior Account Clerk 1
RANGE
STEP A
STEP B
STEP C
STEP D
STEP E
STEP F
Senior Account Clerk II
334
336 1
3,652
3,835
4,026
4,227
4,438
4,660
Senior Bus Driver
3,839
4,030
4,232
4,443
4,666
4,899
Senior Bus Driver (CPT)
332
3,476
3,650
3,832
4,024
4,225
4,436
Senior Clerk
332
20.05
21.06
22.11
23.221
24.38
25.59
Senior Code Compliance Specialist
330
346
3,311
3,476
3,649
3,831
4,023
4,224
Senior Construction Inspector
345
4,912
4,792
5,158
5,032
5,416
5,283
5,687
5,547
5,971
5,824
6,269
Senior Custodian
328
3,149
3,307
3,472
3,645
3,827
6,115
4,019
Senior Equipment Mechanic
341
4,3431
4,560
4,788
5,027
5,278
5,541
Senior Groundsworker
334
3,6521
3,835
4,026
4,227
4,438
4,660
Senior Maintenance Worker 1
339
4,135
4,342
4,559
4,787
5,026
5,277
Senior Maintenance Worker II
341
4,343
4,560
4,788
5,027
5,278
5,541
Senior Offset Press Operator
334
3,652
3,835
4,026
4,227
4,438
4,660
Senior Rec Center Supervisor
349
5,289
5,553
5,831
6,122
6,429
6,750
Senior Storekeeper
334
3,652
3,835
4,026
4,227
4,438
4,660
Senior Tree Trimmer
340
4,237
4,450
4,672
4,906
5,151
5,408
Storekeeper
330
3,311
3,476
3,649
3,831
4,023
4,224
Tree Trimmer 1
327 1
3,075
3,229
3,390
3,559
3,737
3,924
Tree Trimmer II
333
3,564
3,742
3,930
4,127
4,333
4,549
Typist Clerk I
324
2,856
2,998
3,148
3,305
3,470
3,643
Typist Clerk II
326
3,000
3,150
3,308
3,473
3,646
3,828
Youth Services Officer
341
4,343
4,560
4,788
5,027
5,278
5,541
Salary Schedule -Resolution No. 14-100 58
Appendix D Resolution No. 14-100
City of Carson
Monthly Salary Schedule
AFSCME
All Non -Exempt Classifications
Effective March 15, 2014 (6% Salary Increase in lieu of elimination of EPMC)
TITLE
Account Clerk
RANGE
STEP A
STEP B
STEP C
STEP D
STEP E
STEP F
Accounts Payable Specialist 1
332
334
3,684
3,871
3,869
4,065
4,062
4,268
4,266
4,481
4,479
4,705
4,702
Accounts Payable Specialist II
336
4,069
4,272
4,486
4,710
4,946
4,939
5,193
Administrative Secretary
338
4,273
4,487
4,711
4,947
5,1951
5,454
Aquatics Program Supervisor
346
5,207
5,467
5,741
6,028
6,3291
6,645
Assistant Events Coordinator
331
3,5971
3,777
3,966
4,163
4,371
4,589
Assistant Facilities Maintenance Technician
327
3,260
3,422
3,593
3,772
3,961
4,159
Assistant Groundsworker
325
3,1021
3,257
3,420
3,591
3,770
3,958
Assistant Maintenance Worker
324
3,0271
3,178
3,337
3,5031
3,678
3,861
Assistant Recreation Coordinator
335
3,9691
4,168
4,376
4,5951
4,824
5,065
Assistant Tree Trimmer
325
3,1021
3,257
3,420
3,591 F
3,770
3,958
Bus Driver
330
3,509
3,684
3,868
4,061
4,265
4,477
Business License Specialist 1
334
3,871
4,065
4,268
4,4811
4,705
4,939
Business License Specialist II
336
4,069
4,272
4,486
4,710
4,946
5,193
Buyer
344
4,958
5,205
5,465
5,738
6,025
6,326
Central Services Clerk
326
3,180
3,339
3,506
3,681
3,865
4,058
Code Enforcement & Collections Officer
345
5,079
5,334
5,600
5,880
6,173
6,482
Code Enforcement Aide
333
3,778
3,967
4,166
4,374
4,593
4,822
Code Enforcement Officer
342
4,718
4,953
5,201
5,461
5,733
6,020
Construction Inspector
339
4,383
4,602
4,833
5,074
5,327
5,593
Coord, Adult Sports 1
341
4,603
4,834
5,075
5,328
5,594
5,874
Coord, Adult Sports II
343
4,836
5,077
5,331
5,5981
5,878
6,171
Coord, Community Services 1
341
4,603
4,834
5,075
5,3281
5,594
5,874
Coord, Community Services II
343
4,8361
5,077
5,331
5,5981
5,878
6,171
Coord, Events
337
4,1701
4,379
4,597
4,8261
5,067
5,321
Coord, Records Management
339
4,3831
4,602
4,833
5,0741
5,327
5,593
Coord, Recreation
341
4,6031
4,834
5,075
5,3281
5,594
5,874
Coord, Recreation Permits 1
341
4,6031
4,834
5,075
5,3281
5,594
5,874
Coord, Recreation Permits II
343
4,8361
5,077
5,331
5,598
5,878
6,171
Coord, Seniors Assisted Living 1
341
4,603
4,834
51075
5,328
5,594
5,874
Coord, Seniors Assisted Living II
343
4,836
5,077
5,331
5,598
5,878
6,171
Coord, Seniors Recreation Program I
341
4,603
4,834
5,075
5,328
5,594
5,874
Coord, Seniors Recreation Program II
343
4,836
5,077
5,331
5,598
5,878
6,171
Coord, Seniors Services 1
341
4,6031
4,834
5,075
5,328
5,594
5,874
Coord, Seniors Services II
343
4,836
5,077
5,331
5,598
5,878
6,171
Coord, Special Needs Recreation 1
341
4,603
4,834
5,075
5,328
5,594
5,874
Coord, Special Needs Recreation II
343
4,836
5,077
5,331
5,598
5,878
6,171
Coord, Transportation 1
341
4,603
4,834
5,075
5,328
5,594
5,874
Coord, Transportation II
343
4,836
5,077
5,331
5,5981
5,878
6,171
Coord, Youth Sports 1
341
4,6031
4,834
5,075
5,3281
5,594
5,874
Coord, Youth Sports 11
343
4,836
5,077
5,331
5,5981
5,878
6,171
Custodian
325
3,102
3,257
3,420
3,591
3,770
3,958
Division Secretary
335
3,969
4,168
4,376
4,595
4,8241
5,065
Division Secretary (information Technology)
335
3,969
4,168
4,376
4,59.51
4,824
5,065
Salary Schedule -Resolution No. 14-100 59
Salary Schedule -Resolution No. 14-100 60
Appendix D
Resolution No. 14-100
City of Carson
Monthly
Salary Schedule
AFSCME
All Non -Exempt
Classifications
Effective March 15, 2014
(6% Salary
Increase in lieu of
elimination of EPMC)
TITLE
Early Childhood Instructor
RANGE STEP A
STEP F
STEP B
STEP C
STEP D
STEP E
Early Childhood Instructor (CPT)
330
3,509
3,684
3,868
4,061
4,265
4,477
Early Childhood Program Supervisor
330
20.25
21.26
22.32
23.43
24.60
25.83
Electrician
346
5,207
5,467
5,741
6,028
6,329
6,645
Employment & Business Development Asst.
343
4,836
5,077
5,331
5,598
5,878
6,171
Employment Specialist
330
3 ,509
3,684
3,868
4,061
4,265
4,477
Engineering Technician
341
4,603
4,834
5,075
5,328
5,594
5,874
Equipment Mechanic 1
340
4,492
4,716
4,952
5,200
5,460
5,732
Equipment Mechanic II
335
3,969
4,168
4,376
4,595
4,824
5,065
Equipment Service Worker
338
4,273
4,487
4,711
4,947
5,195
5,454
Event Services Worker 1
331
3,597
3,777
3,966
4,163
4,371
4,589
Event Services Worker II
324
3,027
3,178
3,337
3,503
3,678
3,861
Event Services Worker III
326
3,180
3,339
3,506
3,681
3,865
4,058
Facilities Maintenance Technician 1
331
3,597
3,777
3,966
4,163
4,371
4,589
Facilities Maintenance Technician 11
329
3,424
3,594
3,773
3,962
4,160
4,368
Graphic Designer I
335
3,969
4,168
4,376
4,595
4,824
5,065
Graphic Designer II
335
3,969
4,168
4,376
4,595
4,824
5,065
Groundsworker I
337
4,170
4,379
4,597
4826
,
5067
,
5,321327
Groundsworker II
3,260
3,422
3,593
3,772
3,961
4,159
Heavy Equipment Operator
331
3,597
3,777
3,966
4,163
4,371
4,589
HVAC Technician
337
4,170
4,379
4,597
4,826
5,067
5,321
Irrigation Technician
345
5,079
5,334
5,600
5,880
6,173
6,482
Kids Club Site Director
335
3,969
4,168
4,376
4,595
4,824
5,065
Lead Facilities Maintenance Technician
330
3,509
3,684
3,868
4,061
4,265
4,477
Locksmith
338
4,273
4,487
4,711
4,947
5,195
5,454
Maintenance Worker 1
338
4,273
4,487
4,711
4,947
5,195
5,454
Maintenance Worker II
326
3,180
3,339
3,506
3,681
3,865
4,058
Office Clerk
331
3,597
3,777
3,966
4,163
4,371
4,589
Offset Press Operator
322
2,880
3,024
3,175
3,333
3,500
3,675
Painter
330
3,509
3,684
3,868
4,061
4,265
4,477
Payroll Specialist I
338
4,273
4,487
4,711
4,947
5,195
5,454
Payroll Specialist
334
3,871
4,065
4,268
4,481
4,705
4,939
Planning Secreta ry
y
336
4,069
4,272
4,486
4,710
4,946
5,193
Planning Technician I
337
4,170
4,379
4,597
4,826
5,067
5,321
Planning Technician 11
339
4,383
4,602
4,833
5,074
5,327
5,593
Plumber
341
4,603
4,834
5,075
5,328
5,594
5,874
Pool Maintenance Specialist
340
4,492
4,716
4,952
5,200
5,460
5,732
Purchasing Specialist 1
337
4,170
4,379
4,597
4,826
5,067
5,321
Purchasing Specialist II
334
3,871
4,065
4,268
4,481
4,705
4,939
Recreation Center Supervisor I
336
4,069
4,272
4,486
4,710
4,946
5,193
Recreation Center Supervisor II
343
346
4,836
5,077
5,331
5,598
5,878
6,171
Recreation Program Supervisor
346
5,207
5,467
5,741
6,028
6,329
6,645
Resource Center Technician
5,207
5,467
5,741
6,028
6,329
6,645
Revenue Inspector
335
3,969
4,168
4,376
4,595
4,824
5,065
343
4,836
5,077
5,331
5,598
5,878
6,171
Salary Schedule -Resolution No. 14-100 60
Appendix D Resolution No. 14-100
City of Carson
Monthly Salary Schedule
AFSCME
All Non -Exempt Classifications
Effective March 15, 2014 (6% Salary Increase in lieu of elimination of EPMC)
Salary Schedule -Resolution No. 14-100 61
Appendix E Resolution No. 14-100
City of Carson
Monthly Salary Schedule
AFSCME
All Non -Exempt Classifications
Effective June 21, 2014 (2.5% COLA and Professional Development Pay)
TITLE
Account Clerk
RANGE STEP A STEP B STEP C I STEP D STEP E STEP F
Accounts Payable Specialist 1
332
334
3,810
3,999
4,197
4,406
4,624
4,853
Accounts Payable Specialist II
336
4,001
4,204
4,200
4,412
4,408
4,632
4,626
4,861
4,855
5,103
5,096
5,357
Administrative Secretary
338
4,413
4,633
4,862
5,104
5,358
5,624
Aquatics Program Supervisor
346
5,370
5,637
5,918
6,212
6,520
6,844
Assistant Events Coordinator
331
3,721
3,904
4,098
4,301
4,514
4,737
Assistant Facilities Maintenance Technician
327
3,374
3,541
3,716
3,900
4,094
4,296
Assistant Groundsworker
325
37213
3,372
3,539
3,714
3,898
4,090
Assistant Maintenance Worker
324
3,136
13,291
3,453
3,624
13,803
3,991
Assistant Recreation Coordinator
335
4,102
4,305
4,519
4,743
14,9T87
5,225
Assistant Tree Trimmer
325
3,213
3,372
3,539
3,714
3,898
4,090
Bus Driver
330
3,630
3,810
3,998
4,196
4,404
4,623
Business License Specialist 1
334
4,001
4,200
4,408
4,626
4,855
5,096
Business License Specialist II
336
4,204
4,412
4,632
4,861
5,103
5,357
Buyer
Central Services Clerk
344
5,115
5,369
5,635
5,915
6209,
6,517
Code Enforcement & Collections Officer
326
345
3,293
5,240
3,456
5,500
3,627
5,773
3,806
6,060
3,995
6,361
4,193
Code Enforcement Aide
333
3,906
4,099
4,303
4,517
4,741
6,677
4,976
Code Enforcement Officer
342
4,869
5,111
5,364
5,631
5,910
6,204
Construction Inspector
339
4,526
4,751
4,987
5,234
5,494
5,766
Coord, Adult Sports I
341
4,752
14,988
5,235
5,495
5,768
6,054
Coord, Adult Sports II
343
4,990
15,237
5,498
5,771
6,058
6,359
Coord, Community Services 1
341
4,752
4,988
5,235
5,495
5,768
6,054
Coord, Community Services II
343
4,990
5,237
5,498
5,771
6,058
6,359
Coord, Events
337
4,308
4,521
4,745
4,980
5,227
5,487
Coord, Records Management
339
4,526
4,751
4,987
5,234
5,494
5,766
Coord, Recreation
341
4,752
4,988
5,235
5,495
5,768
6,054
Coord, Recreation Permits 1
341
4,752
4,988
5,235
5,495
5,768
6,054
Coord, Recreation Permits II
343
4,990
5,237
5,498
5,771
6,058
16,359
Coord, Seniors Assisted Living 1
341
4,752
4,988
5,235
5,495
5,768
6,054
Coord, Seniors Assisted Living II
343
4,990
5,237
5,498
5,771
6,058
6,359
Coord, Seniors Recreation Program I
341
4,752
4,988
5,235
5,495
5,768
6,054
Coord, Seniors Recreation Program II
343
4,990
15,237
5,498
5,771
6,058
6,359
Coord, Seniors Services 1
341
4,752
14,988
5,235
5,495
15,768
6,054
Coord, Seniors Services II
343
4,990
15,237
5,498
5,771
16,058
6,359
Coord, Special Needs Recreation 1
341
4,752
4,988
5,235
5,495
5,768
6,054
Coord, Special Needs Recreation II
343
4,990
5,237
5,498
5,771
6,058
6,359
Coord, Transportation 1
341
4,752
4,988
5,235
5,495
5,768
6,054
Coord, Transportation II
343
4,990
5,237
5,498
5,771
6,058
6,359
Coord, Youth Sports 1
341
4,752
4,988
5,235
5,495
5,768
6,054
Coord, Youth Sports II
343
4,990
15,237
5,498
5,771
16,058
6,359
Custodian
325
3,213
3,372
3,539
3,714
3,898
4,090
Division Secretary
335
4,102
4,305
4,519
4,743
4,978
5,225
Division Secretary (Information Technology)
335
4,102
4,305
4,519
4,743
4,978
15,225
Salary Schedule -Resolution No.] 4-100 f2
Appendix E Resolution No. 14-100
City of Carson
Monthly Salary Schedule
AFSCME
All Non -Exempt Classifications
Effective June 21, 2014 (2.5% COLA and Professional Development Pay)
TITLE
RANGE
STEP A
STEP B
STEP C
STEP D
I STEP E
STEP F
Early Childhood Instructor
330
3,630
3,810
3,998
4,196
14,404
4,623
Early Childhood Instructor (CPT)
330
20.75
21.79
22.87
24.02
25.22
26.48
Early Childhood Program Supervisor
346
5,370
5,637
5,918
6,212
6,520
6,844
Electrician
343
4,990
5,237
5,498
5,771
6,058
6,359
Employment & Business Development Asst.
330
3,630
3,810
3,998
4,196
4,404
4,623
Employment Specialist
341
4,752
4,988
5,235
5,495
5,768
6,054
Engineering Technician
340
4,637
4,868
5,109
5,363
5,629
5,909
Equipment Mechanic 1
335
4,102
4,305
4,519
4,743
4,978
15,225
Equipment Mechanic II
338
4,413
14,633
4,862
5,104
5,358
5,624
Equipment Service Worker
331
3,721
13,904
4,098
4,301
4,514
4,737
Event Services Worker 1
324
3,136
13,291
3,453
3,624
3,803
3,991
Event Services Worker II
326
3,293
13,456
3,627
3,806
3,995
4,193
Event Services Worker III
331
3,721
13,904
4,098
4,301
14,514
4,737
Facilities Maintenance Technician 1
329
3,542
13,717
3,901
4,095
14,298
4,510
Facilities Maintenance Technician II
335
4,102
14,305
4,519
4,743
14,978
5,225
Graphic Designer 1
335
4,102
14,305
4,519
4,743
4,978
5,225
Graphic Designer II
337
4,308
4,521
4,745
4,980
5,227
5,487
Groundsworker 1
327
3,374
3,541
3,716
3,900
4,094
4,296
Groundsworker II
331
3,721
3,904
4,098
4,301
4,514
4,737
Heavy Equipment Operator
337
4,308
4,521
4,745
4,980
5,227
5,487
HVAC Technician
345
5,240
5,500
5,773
6,060
6,361
6,677
Irrigation Technician
335
4,102
4,305
4,519
4,743
4,978
5,225
Kids Club Site Director
330
3,630
3,810
3,998
4,196
4,404
14,623
Lead Facilities Maintenance Technician
338
4,413
4,633
4,862
5,104
5,358
5,624
Locksmith
338
4,413
4,633
4,862
5,104
5,358
5,624
Maintenance Worker 1
326
3,293
3,456
3,627
3,806
3,995
4,193
Maintenance Worker II
331
3,721
3,904
4,098
4,301
4,514
4,737
Office Clerk
322
2,986
3,133
3,287
3,450
3,620
3,800
Offset Press Operator
330
3,630
3,810
3,998
4,196
4,404
4,623
Painter
338
4,413
4,633
4,862
5,104
5,358
5,624
Payroll Specialist 1
334
4,001
4,200
4,408
4,626
4,855
5,096
Payroll Specialist II
336
4,204
4,412
4,632
4,861
5,103
5,357
Planning Secretary
337
4,308
4,521
4,745
4,980
5,227
5,487
Planning Technician 1
339
4,526
4,751
4,987
5,234
5,494
5,766
Planning Technician II
341
4,752
4,988
5,235
5,495
5,768
6,054
Plumber
340
4,637 14,868
5,109
5,363
5,629
5,909
Pool Maintenance Specialist
337
4,308 14,521
4,745
4,980
5,227
5,487
Purchasing Specialist 1
334
4,001 14,200
4,408
4,626
4,855
5,096
Purchasing Specialist II
336
4,204 14,412
4,632
4,861
5,103
5,357
Recreation Center Supervisor 1
343
4,990 15,237
5,498
5,771
6,058
6,359
Recreation Center Supervisor II
346
5,370
5,637
5,918
6,212
6,520
6,844
Recreation Program Supervisor
346
5,370
5,637
5,918
6,212
6,520
6,844
Resource Center Technician
335
4,102
4,305
4,519
4,743
4,978
5,225
Revenue Inspector
343
4,990
5,237
5,498
5,771
6,058
6,359
Salary Schedule -Resolution No. 14-100 63
Appendix E Resolution No. 14-100
City of Carson
Monthly Salary Schedule
AFSCME
All Non -Exempt Classifications
Effective June 21, 2014 (2.5% COLA and Professional Development Pay)
TITLE
Senior Account Clerk 1
RANGE
STEP A
STEP B
STEP C
STEP D
I STEP E
STEP F
Senior Account Clerk II
334
4,001
4,200
4,408
4,626
4,855
5,096
Senior Bus Driver
336
4,204
4,412
4,632
4,861
5,103
5,357
Senior Bus Driver (CPT)
332
3,810
3,999
4,197
4,406
4,624
4,853
Senior Clerk
332
21.79
22.88
24.02
25.22
26.48
27.81
Senior Code Compliance Specialist
330
346
3,630
5,370
3,810
5,637
3,998
5,918
4,196
6,212
4,404
16,520
4,623
6,844
Senior Construction Inspector
345
5,2405,500
5,773
6,060
6,361
6,677
Senior Custodian
328
3,455
3,626
3,805
3,994
4,192
4,400
Senior Equipment Mechanic
341
4,752
4,988
5,235
5,495
5,768
6,054
Senior Groundsworker
334
4,001
14,200
4,408
4,626
4,855
5,096
Senior Maintenance Worker 1
339
4,526
14,751
4,987
5,234
5,494
5,766
Senior Maintenance Worker II
341
4,752
14,988
5,235
5,495
51768
6,054
Senior Offset Press Operator
334
4,001
4,200
4,408
4,626
4,855
5,096
Senior Rec Center Supervisor
349
5,780
6,067
6,369
6,685
7,018
7,367
Senior Storekeeper
334
4,001
4,200
4,408
4,626
4,855
5,096
Senior Tree Trimmer
340
4,637
4,868
5,109
5,363
5,629
5,909
Storekeeper
330
3,630
3,810
3,998
4,196
4,404
4,623
Tree Trimmer 1
327
3,374
3,541
3,716
3,900
4,094
4,296
Tree Trimmer II
333
3,906
4,099
4,303
4,517
4,741
4,976
Typist Clerk 1
324
3,136
3,291
3,453
3,624
3,803
3,991
Typist Clerk II
326
3,293
3,456
3,627
3,806 13,995
4,193
Youth Services Officer
1 341 14,752
14,988
5,235
5,495 15,768
6,054
Salary Schedule -Resolution No. 14-100 64
Appendix F Resolution No. 14-100
City of Carson
Monthly Salary Schedule
AFSCME
All Non -Exempt Classifications
Effective June 20, 2015 (2.5% COLA)
TITLE
Account Clerk
RANGE
STEP A
STEP B
STEP C
STEP D
STEP E
STEP F
Accounts Payable Specialist 1
332
334
3,905
4,099
4,302
4,516
4,739
4,975
Accounts Payable Specialist II
336
4,101
4,305
4,518
4,742
4,977
5,223
Administrative Secretary
338
4,309
4,523
4,747
4,983
5,230
5,491
Aquatics Program Supervisor
346
4,524
4,749
4,984
5,231
5,492
5,765
Assistant Events Coordinator331
5,504
5,778
6,066
6,367
6,683
7,016
Assistant Facilities Maintenance Technician
327
3,814
4,002
4,201
4,408
4,626
4,856
Assistant Groundsworker
325
3,459
3,630
3,809
3,997
4,196
4,404
Assistant Maintenance Worker
324
3,293
3,456
3,628
3,807
3,995
4,193
Assistant Recreation Coordinator
335
3,214
3,373
3,540
3,714
3,898
4,091
Assistant Tree Trimmer
325
4,204
4,413
4,632
4,862
5,102
5,356
Bus Driver
3,293
3,456
3,628
3,807
3,995
4,193
Business License Specialist 1
330
334
3,721
3,905
4,098
4,301
4,515
4,738
Business License Specialist II
336
4,101
4,305
4,518
4,742
4,977
5,223
Buyer
4,309
4,523
4,747
4,9831
5,230
5,491
Central Services Clerk
344
5,243
5,503
5,776
6,062
6,364
6,680
Code Enforcement & Collections Officer
326
345
3,375
3,542
3,718
3,902
4,095
4,298
Code EnforcementAide
333
5,371
5,638
5,917
6,212
6,520
6,844
Code Enforcement Officer
342
4,003
4,202
4,411
4,630
4,859
5,100
Construction Inspector
4,991
5,238
5,499
5,771
6,058
6,359
Coord, Adult Sports I
339
4,639
4,870
5,112
5,365
5,631
5,911
Coord, Adult Sports II
341
4,871
5,113
5,366
5,632
5,912
6,205
Coord, Community Services 1
343
341
5,115
5,368
5,636
5,915
6,210
6,518
Coord, Community Services II
343
4,871
5,113
5,366
5,632
5,912
6,205
Coord, Events
5,115
5,368
5,636
5,9151-6,210
6,518
Coord, Records Management
337
339
4,4151
4,634
4,864
5,1051
5,358
5,624
Coord, Recreation
4,6391
4,870
5,112
5,3651
5,631
5,911
Coord, Recreation Permits 1
341
341
4,871
5,113
5,366
5,632
5,912
6,205
Coord, Recreation Permits II
343
4,871
5,113
5,366
5,632
5,912
6,205
Coord, Seniors Assisted Living 1
341
5,115
5,368
5,636
5,915
6,210
6,518
Coord, Seniors Assisted Living II
343
4,871
5,113
5,366
5,632
5,912
6,205
Coord, Seniors Recreation Program 1
341
5,115
4,871
5,368
5,113
5,636
5,366
5,915
6,210
6,518
Coord, Seniors Recreation Program II
343
5,115
5,368
5,636
5,6321
5,9151
5,912
6,210
6,205
6,518
Coord, Seniors Services 1
341
4,871
5,113
5,366
5,632
5,912
6,205
Coord, Seniors Services II
343
5, 1151
5,368
5,636
5,915
6,210
6,518
Coord, Special Needs Recreation I
341
4,871
5,113
5,366
5,632
5,912
6,205
Coord, Special Needs Recreation II
343
5,1151
5,368
5,636
5,915
6,2101
6,518
Coord, Transportation I
341
4,871
5,113
5,366
5,632
5,912
6,205
Coord, Transportation II
343
5,115
5,368
5,636
5,915
6,210
6,518
Coord, Youth Sports 1
341
4,871
5,113
5,366
5,632
5,912
6,205
Coord, Youth Sports II
343
5,115
5,368
5,636
5,915
6,210
6,518
Custodian
Division Secretary
325
3,293
3,456
3,628
3,807
3,995
4,193
Division Secretary (Information Technology)
335
335
4,204
4,204
4,413
4,413
4,632
4,862
5,102
5,356
4,632
4,862
5,102
5,356
Salary Schedule -Resolution No.14-100 65
Appendix F
City of Carson
Monthly Salary Schedule
AFSCME
All Non -Exempt Classifications
Effective June 20, 2015 (2.5% COLA)
TITLE
RANGE
STEP A
STEP B
STEP C
STEP D
STEP E
STEP F
Early Childhood Instructor
330
3,721
3,905
4,098
4,301
4,515
4,738
Early Childhood Instructor (CPT)
330
21.27
22.33
23.44
24.62
25.85
27.14
Early Childhood Program Supervisor
346
5,504
5,778
6,066
6,367
6,683
7,016
Electrician
343
5,115
5,368
5,636
5,9151
6,210
6,518
Employment & Business Development Asst.
330
3,721
3,905
4,098
4,301
4,515
4,738
Employment Specialist
341
4,871
5,113
5,366
5,632
5,912
61205
Engineering Technician
340
4,753
4,989
5,237
5,497
5,770
6,057
Equipment Mechanic 1
335
4,204
4,413
4,632
4,862
5,102
5,356
Equipment Mechanic II
338
4,5241
4,749
4,984
5,231
5,492
5,765
Equipment Service Worker
331
3,8141
4,002
4,201
4,408
4,626
4,856
Event Services Worker 1
324
3,2141
3,373
3,540
3,714
3,898
4,091
Event Services Worker II
326
3,375
3,542
3,718
3,902
4,095
4,298
Event Services Worker III
331
3,814
4,002
4,201
4,408
4,626
4,856
Facilities Maintenance Technician 1
329
3,631
3,810
3,999
4,197
4,405
4,623
Facilities Maintenance Technician II
335
4,204
4,413
4,632
4,862
5,102
5,356
Graphic Designer 1
335
4,204
4,413
4,632
4,862
5,102
5,356
Graphic Designer II
337
4,415
4,634
4,864
5,105
5,358
57624
Groundsworker 1
327
3,459
3,630
3,809
3,997
4,196
4,404
Groundsworker II
331
3,814
4,002
4,201
4,408
4,626
4,856
Heavy Equipment Operator
337
4,415
4,634
4,864
5,105
5,358
5,624
HVAC Technician
345
5,371
5,638
5,917
6,212
6,520
6,844
Irrigation Technician
335
4,204
4,413
4,632
4,862
5,1021
5,356
Rids Club Site Director
330
3,721
3,905
4,098
4,301
4,515
4,738
Lead Facilities Maintenance Technician
338
4,524
4,749
4,984
5,231
5,492
5,765
Locksmith
338
4,5241
4,749
4,984
5,231
5,492
5,765
Maintenance Worker 1
326
3,375
3,542
3,718
3,902
4,095
4,298
Maintenance Worker II
331
3,814
4,002
4,201
4,408
4,626
4,856
Office Clerk
322
3,060
3,211
3,370
3,536
3,711
3,895
Offset Press Operator
330
3,721
3,905
4,098
4,301
4,515
4,738
Painter
338
4,524
4,749
4,984
5,231
5,492
5,765
Payroll Specialist 1
334
4,1011
4,305
4,518
4,742
4,977
5,223
Payroll Specialist II
336
4,309
4,523
4,747
4,9831
5,230
5,491
Planning Secretary
337
4,415
4,634
4,864
5,1051
5,358
5,624
Planning Technician 1
339
4,639
4,870
5,112
5,3651
5,631
5,911
Planning Technician II
341
4,871
5,113
5,366
5,6321
5,912
6,205
Plumber
340
4,753
4,989
5,237
5,497
5,770
6,057
Pool Maintenance Specialist
337
4,415
4,634
4,864
5,105
5,358
5,624
Purchasing Specialist 1
334
4,1011
4,305
4,518
4,742
4,977
5,223
Purchasing Specialist II
336
4,309
4,523
4,747
4,983
5,230
5,491
Recreation Center Supervisor 1
343
5,115
5,368
5,636
5,915
6,210
6,518
Recreation Center Supervisor II
346
5,504
5,778
6,066
6,367
6,683
7,016
Recreation Program Supervisor
346
5,504
5,778
6,066
6,367
6,683
7,016
Resource Center Technician
335
4,204
4,413
4,632
4,862
5,102
5,356
Revenue Inspector
343
5,115
5,368
5,6361
5,915
6,2101
6,518
Salary Schedule -Resolution No. 14-100 66
Appendix F
City of Carson
Monthly Salary Schedule
AFSCME
All Non -Exempt Classifications
Effective June 20, 2015 (2.5% COLA)
TITLE
RANGE
STEP A
STEP B
STEP C
STEP D
STEP E
STEP F
Senior Account Clerk 1
334
4,101
4,305
4,518
4,742
4,977
5,223
Senior Account Clerk II
336
4,309
4,523
4,747
4,983
5,230
5,491
Senior Bus Driver
332
3,905
4,099
4,302
4,516
4,739
4,975
Senior Bus Driver (CPT)
322
22.33
23.45
24.62
25.86
27.15
28.50
Senior Clerk
330
3,721
3,905
4,098
4,301
4,515
4,738
Senior Code Compliance Specialist
346
5,504
5,778
6,066
6,367
6,683
7,016
Senior Construction Inspector
345
5,371
5,638
5,917
6,212
6,520
6,844
Senior Custodian
328
3,541
3,717
3,900
4,093
4,297
4,510
Senior Equipment Mechanic
341
4,871
5,113
5,366
5,632
5,912
6,205
Senior Groundsworker
334
4,1011
4,305
4,518
4,742
4,977
5,223
Senior Maintenance Worker 1
339
4,639
4,870
5,112
5,365
5,631
5,911
Senior Maintenance Worker II
341
4,871
5,113
5,366
5,632
5,912
6,205
Senior Offset Press Operator
334
4,101
4,305
4,518
4,742
4,977
5,223
Senior Rec Center Supervisor
349
5,924
6,219
6,528
6,852
7,194
7,551
Senior Storekeeper
334
4,101
4,305
4,518
4,742
4,977
5,223
Senior Tree Trimmer
340
4,753
4,989
5,237
5,497
5,770
6,057
Storekeeper
330
3,721
3,905
4,098
4,301
4,515
4,738
Tree Trimmer 1
327
3,459
3,630
3,809
3,997
4,196
4,404
Tree Trimmer II
333
4,003
4,202
4,411
4,630
4,859
5,100
Typist Clerk 1
324
3,214
3,373
3,540
3,714
3,898
4,091
Typist Clerk II
326
3,375
3,5421
3,718
3,902
4,095
4,298
Youth Services Officer
341
4,871
5,1131
5,3661
5,6321
5,912
6,205
Salary Schedule -Resolution No. 14-100 67