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23-116 -APPROVING THE UPDATED SUCCESSOR MOU BETWEEN THE CITY OF CARSON AND THE AMERICAN FEDERATION OF STATE, COUNTY,AND MUNICIPAL EMPLOYEES UNION (AFSCME), LOCAL 809 FOR THE PERIOD OF JULY 1,2021 THROUGH JUNE 30, 2024
RESOLUTION NO. 23-116 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CARSON, CALIFORNIA, APPROVING THE UPDATED SUCCESSOR MEMORANDUM OF UNDERSTANDING (WITH UPDATED SALARY TABLE) BETWEEN THE CITY OF CARSON AND THE AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES UNION (AFSCME), LOCAL 809 FOR THE PERIOD OF JULY 1, 2021 THROUGH JUNE 30, 2024 WHEREAS, the City of Carson (<City=) has and continues to recognize the American Federation of State, County and Municipal Employees Union (<AFSCME=), Council 36, Local 809 as the sole exclusive bargaining agent for those City employees designated as being in the Clerical and Technical Unit, the Crafts and Trades Unit, and the Professional/Middle Management Unit for all matters concerning wages, hours and working conditions; and WHEREAS, the most current Memorandum of Understanding (<MOU=) between the City and AFSCME expired on June 30, 2021; and WHEREAS, the City9s labor relations representatives and AFSCME representatives successfully met and conferred to negotiate a successor MOU between the parties pursuant to both the Meyers- Milias-Brown Act, Government Code Sections 3500 et seq., and the City9s Employer-Employee Relations Resolution No. 85-107 (<EERR=), and jointly prepared and executed a Tentative Agreement dated October 18, 2022 for a successor memorandum of understanding (Tentative Agreement), which was approved by City Council9s adoption of Resolution No. 22-216 on October 18, 2022; and WHEREAS, on November 1, 2022 the City Council adopted Resolution No. 22-224, approving the successor memorandum of understanding between the City and AFSCME 809 for the period July 1, 2021 through June 30, 2024 (<AFSCME 809 MOU=); and WHEREAS, the City has recently updated the salary table for the AFSCME 809 MOU and has also updated a few sections of the AFSCME 809 MOU (collectively, <Updated AFSCME 809 MOU=), such that the salary tables will be effective retroactively from the effective date of the CPSA MOU from July 1, 2021; and WHEREAS, AFSCME 809 ratified the Updated AFSCME 809 MOU by a vote of its membership, and the AFSCME 809 representatives have executed the same, such that the Updated AFSCME 809 MOU can be considered by the City Council; and WHEREAS, the City Council now desires to approve the Updated AFSCME 809 MOU. NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CARSON, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS: Section 1. The foregoing recitals are true and correct and are incorporated by reference herein. Section 2. The City Council approves the Updated AFSCME 809 MOU, a copy of which is attached hereto as Attachment 1 and authorizes the City Manager to execute the same. 01007.0004/899540.1 Section 3. The City Clerk shall certify to the passage and adoption of this Resolution and enter it into the book of original resolutions. Section 4. This Resolution shall be effective immediately upon its passage and adoption. PASSED, APPROVED, AND ADOPTED this 19" day of September 2023. APPROVED AS TO FORM: CITY OF CARSON: Sunny K. Soltani, City Attorney Ala Davis-Holmes, Mayor ATTEST: d Poodal aur Dr. Khaleah K. Bradshaw, City Clerk STATE OF CALIFORNIA ) COUNTY OF LOS ANGELES ) ss. CITY OF CARSON |, Dr. Khaleah K. Bradshaw, City Clerk of the City of Carson, California, hereby attest to and certify that the foregoing resolution, being Resolution No. 23-116 adopted by the City of Carson City Council at its | meeting held on September 19, 2023, by the following vote: AYES: COUNCIL MEMBERS: Davis-Holmes, Hilton, Dear, Hicks, Rojas NOES: COUNCIL MEMBERS: None ABSTAIN: COUNCIL MEMBERS: None ABSENT: COUNCIL MEMBERS: None K Prodalaur Dr. Khaleah K. Bradshaw, City Clerk 01007.0004/899540.1 RESOLUTION NO. 23-116 Page 2 of 2 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF CARSON AND THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES UNION (AFSCME), COUNCIL 36, LOCAL 809 JULY 1, 2021 THROUGH JUNE 30, 2024 ADOPTED BY RESOLUTION NO. 23-116 (RESCINDS AND REPLACES RESOLUTION NO. 22-224) APPROVED JULY 5, 2023 AFSCME 809 (FT) MOU_2021-2024 Table of Contents ARTICLE I RECOGNITION ou... cccecceceeeeecceceeeeseseeeecnecaeeaeeneeecesecseceeneseecaeeecaeeaeceseecareaeeaeeeeeeeets 1 ARTICLE II DEFINITION OF TERMS occ eceeceeeeececeseeecseceeeaeeecseceeceeneceeeeecaecaeeeeeeeeteeeeeeeeaees 1 SECTION 1 - ACTING DUTY? oo. ccceceecceeeeseneescneeeesenecseseceesenecseeesseeeceesesecaeeecaceenees 1 SECTION 2 - CLASSIFICATION: 0.0.0... .ccecececseseseesceseseeeeecseesesesecacsenseecsecaeteeeeseeaeeesecaeaeaees 1 SECTION 3 - DAY? oo. ccccceceseesenesseeeeecscesenevacsecaeseaesesaeeesaeneeasaeeeseesecaeeeereaeuesaseeceeaeeeeenees 1 SECTION 4 - DEPARTMENT)... ccecccccccesseeeseeeeseeceeeseeeseseeseeesaesesesaeeaeaeeeeacaeeeeaeeesaseeteeees 1 SECTION 5 - DEPARTMENT DIRECTOR: .......eccccccccceeeeseeeeeeeseeseeeeeeeeeeseneeseeaeeateateaseeeees 2 SEGTION 6 = DOMESTIC. PARTNERSHIP) jcsssssnisusansaanssnactanckcansninstns tassatas sanensatokeantntiates 2 SECTION 7 = PULDU-TIMES sssssssvsssasseusseveu sa couivnauemnesasausansnnsawensasaanketek case salsonasaenaiweora incest 2 SECTION § = IMMEDIATE EAMIL Ye ccnsenctsssosacanspenuronuressocenneansnn is massunesnnnommmennercmnanee 2 SECTION 9 - LEAVE: 0.0... ccccccccecesenessceseseeesseeeecsesecsevsesecaceecaesesaeesasaeseeneecaeereaeesaeeeseneers z SECTION 10 - MANAGEMENT?» 000... ccceececcsseseeseseeeeseecseseeseseeecsederseneeaeaeeesaeeesaeeeeaeerseees 2 SECTION 11 - POSITION: oo... cecccecceceeeceeeeeceeeeseeeecsecaeesecsenecseceesseeeeesaecaeeeseeenecsesereeeens 3 SECTION 12 - PREVAILING PAY RATE: .0...cccccecceecesceeesseneeeeceeeeeeeceecseeecseseecaeeeeeaeeensnens 3 SECTION 13 - SENIORITY? o...ecccscecceceseeeesceessceeeecsceseeeesesececaeeeseeeeseesaeaeeseseeesaeeesaenentens 3 SECTION 14 - TENURED oo... ce ccceccseeeeccesceeeeceeeeceesseeesaceeaeseeseecaseeeeeeeseeeenetaeeesaeerseeeeeaneass 3 SECTION 15 - UNIT MEMBER... ceeceecceceeeeeeteeeeeeecseeaeeseseesecaesaseassaeeecieeaeeeeneseeeeeaeecees 3 BEG TION 16 = WORKDAY ! oss sscccsasss.coansasasnsinctenansniinnssninte oe cesmeomisinnendianbsnntininakin snbiie ts ibnbeias 3 BECTION [7 = WORKOWEER ccs sasssarsssccossantsatnsnsnsktaacins thas saaeient dtdentaiheanksiventiaste ioc shales 3 SECTION 18: = WORK. SCHEDULRE ssnuncnnsscasnamenesensnsensernmnivermnmmmeneenennnem a mneneuene 3 ABTICLE IT COMPENSATION ccnssnncrmenccanesun annem rraminmianrnaecmauss omen mmmmeatien 4 SECTION 1 - SALARY: oo. ccccccccceececeeeenecesseeeceeeneeecaesaesaeeaeeeseeeseenesaeseceesaeeaeeeseeseaeetaeess 4 SECTION 2 - CLASS A/B LICENSE PAY? .0..cecccccceseeeeceeeeseeeeeeeeeeeaeeaeeeseeeeeeeeeeeeeeneeeieees 4 SECTION 4 - JOB SERIES: oo... eccecceeceeeeeseeeeeeceecsecsecsecaesaeeacseesecseeaesaeeecesseeaeseeeeseeaeeeees 4 SECTION 5 - DIFFERENTIAL PAY FOR CERTAIN <SENIOR= CLASSIFICATIONS: 00... .ccecceceseeseeceseereaceeeeceseeeecaeeeseeececeecacesaeecaesesasarseseeeesenees 8 SECTION 6 - SHIFT DIFFERENTIAL PAY: ........c:cccscosssssiersntnseseceansensssanenosstaned stsienenes 8 SECTION 7 = ACTING DUTY PAY? sisutcccsscssocssentssiatenessinenttan sensi ininte asacaaneacacteitannaitiencs 8 SECTION 8 = SALARY ADVANCEMENT ? ssssscacunuvevenncummnsssnsseseeusss ea veremaevevenanensanese 10 SECTION 9 ~ ALLOWANCE FOR MILEAGE? ses: cssnsnensassevese aveeaneunncem mrermanenanesexcnsnwasnen 11 SECTION 10 - BILINGUAL USAGE PAY: oo... ccececcecceeeeeeeeeneceeeeeeaeeecereaeseeneeneeseentenees 11 SECTION 11 - ALLOWANCE FOR UNIFORM DISTRIBUTION: «00... ee eects 11 SECTION 12 - COURT SERVICE COMPENSATION: .........ccceecececcseeeeeseeseseeeeeetentenees 12 SECTION 13 - PAY AND PAYCHECK DISTRIBUTION: 0.0.0... ceceeeeseeeeeeeeeeeeeetens 12 SECTION 14 - OVERPAYMENT REMEDY: .......cccceccseessceeesreeeeeeeeseeneeeseeeteeeesseeeaeaes 12 SECTION 15 - OVERTIME POLICY: 00... ccccccceceseeseceeeneeecnseneceeeaeeeeeesnetseeseeaeeeeaeeaeeeees 13 SECTION 16 + WORKDAY # i cascsctsncccmar neni nua aacnncn canara mea me 13 SECTION 17 ~ OVERTIME COMPENSATION: osssissssssssssossneusonessesverscensssesnavsnavsns stanuruas 13 SECTION 18 ~QPPORTUNITY TO WORK. OVERTIME csccsrcoce sexs cenmsnnesacsaeumeunennaen 14 SECTION 19 - HOLIDAY COMPENSATION ® opa¢ ccesusancennnmennsarerecereseneraysennreremnniensans 14 SECTIONO - ADDITIONAL COMPENSATION FOR CERTIFICATES/LICENSES: 000... ccccsecceeseceeeseeeeeeeeeseeeeceeeaeesereceeeeessecseeateeseaeass 14 SECTION 21 4 HOME TELEPHONE CALLS: .0....ccceceececcesceeceeeeeeneeeeecereseeaeeeeeeeeeeees 15 ARTICLE IV BENEFITS 00... cceccseeseeesesceeecenecseseeccecaeesseeecnessenesscseeeesevecaceecsesesaseesaeneeeeseseeess 15 SECTION 1 - HEALTH INSURANCE BENEFITS: ...00.. ce ceececcscceeeeeeeeneceeeneseeneeeeaeeateees 15 SECTION 2 - DENTAL INSURANCE BENEFITS: 0... ceeccceceeseeeeeeeeeeseeeeereneeseeaeeaeeeeaes 16 SECTION 3 - LONG TERM DISABILITY INSURANCE 0.0.0... ecececescereneneneeseeseneeaes 17 SECTION 4 + LIFE INSURANCE COVERAGE: sccccssassnwnnssensonss nansvsruncavaueaseeveuvevauens 20 SECTION 5 - CALIFORNIA PUBLIC EMPLOYEES9 RETIREMENT SYSTEM 01007.0004/830517.1 AFSCME 809 (FT) MOU_2021-2024 (CALPERS):.....csssssssssessssssssscsssssssvesssesssevessssesseveseansusssesssssusesessssssuesessssssaeeesesense 20 SECTION 6 - DEFERRED COMPENSATION PROGRAMS: ....cccsssecsccsssesesecsssessesesseee 21 SECTION 7 - VISION CARE PROGRAM? .....cssccsssssssecsssssecsesssseesessssssessssecsessssiessssseeeee 21 SECTION 8 - SECTION 125 PLANS ..vscecccscsssecessecessevecsessssssesscesssssseesssssssevssecssssueesseesesse 22 SECTION 9 - COMPUTER LOAN PROGRAML ....cecccccsssssesssssssssseesesssseseseseessssieeesesesssn 22 SECTION 10 4 EDUCATION/TUITION REIMBURSEMENT: .....ssssssesesssesssseessesesseeen 22 ARTICLE V LEAVES ....scsssssssssssssssvssssssessvesevsssssvecescasseveceessuuseeeesssussesessssasuesessansssesesssstuseeseeesssee 23 SECTION 1 - ANNUAL LEAVE? ....ssscccssssssssessessssssssesssessssscssscsssssessseesssiessseesseneeeeeeesssen 23 SECTION 2 - SICK LEAVES w.ssccssssssssccsssssssssvesssssssssvsesecsssseesceesssnsessesssiseessesssusnvesseenssnn 24 SECTION 3 - SICK LEAVE INCENTIVE PLAN?...ccsccsssesssssssesesecsssessessssessessssesseesseveee 25 SECTION 4 - SICK LEAVE BANK2 ..ccsscccsssssessssssseseccesssesssssessssssesessssssecssessssieessessssseeen 25 SECTION 5 - COMPENSATORY LEAVE! ..ccccecccssssssccsssssessessssssesssesssseieessersseesesseesnenen 26 SECTION 6 - BEREAVEMENT LEAVE)? ...cccsscccsssssecsssssssececssssssessesssssessessnsseseesessssesesen 26 SECTION 7 - REDEMPTION OF ACCUMULATED LEAVE: o.csscsccssssesesssssssessesseeeeeee 26 SECTION 8 - HOLIDAY LEAVES ...ccsscssssssscsssssssssssssssssssssessessssssvessessreseceesssssrssesenseeenee 27 SECTION 9 - WORKERS9 COMPENSATION LEAVE: ...cccssssscsssssssseesesssssseseeenseseeeee 28 SECTION 10 - MILITARY LEAVES? ...cccccssscssssscsssessecsssssssssessesssssceseessssveceessssseesssensneeseee 29 SECTION 11 - LEAVE OF ABSENCE WITHOUT PAY? .cccscccscsssssessesessssesesesenssssseee 29 SECTION 12 - FLEX SCHEDULES: .....cssccccsssccsssssessesssssceesesssssicseseassneeseesarensessesnnsseeeee 29 SECTION 13 - TIME OFF FOR VOTING: ...c.cccsssccssscossesecsessssuceecensstsesscecssssvesecensseeeese 29 SECTION 14 - LUNCH PERIODS .......cccsssecssssscsssessesessssevevescssseseesesssssessessssunveseeeanseeeese 30 SECTION 15 - REST PERIODS .....ccscccscsccssssssesecssssevssseessessvsssssssseesesssuseceseesssssseeseesneneeeee 30 ARTICLE VI LAYOFF ou..cccccssssssscsesssssssseessssssssvesesecssssesessrssseceesssasecsessasssuessessnusveseessaneesesesaneenee 30 SECTION 1 - PREREQUISITE FOR LAYOFF? .....cccssssssssssssssssessssssseceseessssessseessssseeeeeees 30 SECTION 2 - ORDER OF LAYOFF? ....ccssssecccsccsssssvessssssssesescssssssessessesaeesecssussesesenssseeeee 31 SECTION 3 - VOLUNTARY DEMOTION: .....cccccccscsssssssssssssesssessssecssssssssvessesasasseseeesees 31 SECTION 4 - RECALL? vicsessssccsssssssssssssssssssssssssssssevesssesssssecessssivesesssnssvcsesassssvesecessseseeceeee 31 SECTION 5 - LAYOFF FROM OTHER REPRESENTATIONAL UNITS: ....ccsseceeeesee 32 ARTICLE VII NON-DISCRIMINATION ....ccccsccsssssssscsssssevessecesssssessecsssssessessssueseseansseeseseensseeee 32 ARTICLE VII HEALTH AND SAFETY ....ccccscssssssssscsssssessscessssseesessssesscsssasssvesecessssvecesensseeveee 32 SECTION 1 - SAFETY RESPONSIBILITIES: ........cscsssecsssssesescessecssssseeesecseseeserseeeesesnsn 32 SECTION 2 - SAFETY COMMITTEE? ....sceccssscssecesssscssssessssssessecesssssseeseessssneesesansseveeeeeees 33 SECTION 3 - SAFETY DEVICES AND SAFEGUARDS: ...scsscssssseesssccsssesecssessseseeseseeees 33 SECTION 4 - PESTICIDE SAFETY: ...cccccccsscssscesecsecsssesescesrssusesecsssusesscessssseesesssseveeseesnses 33 SECTION 5 - USE OF VETERANS SPORTSCOMPLEX: ...cecscsssssssssssssssseesesssssseeseseees 33 SECTION 6 - CLASS <A= AND <B= DRIVERS LICENSE REQUIREMENT 0 34 SECTION 7 - FIRST AID AND CPR: ...ssccssscsssvecesscsssseessesssesessssssussesestssnsvecessseseveeesessses 34 ARTICLE IX DISCIPLINE AND DISCHARGE ...scecsscsssscessscsssesecsessssssssessssvesecesssessesecarsseveeeee 34 SECTION 1 - JUST CAUSE: vocccccccsecssscsssssssseccssssesvessesssessesecssssevesestiseseeesssuveeseessnaneceeeee 34 SECTION 2 - REPRESENTATION? ...cccssecccssscsssecesesssseseessesssssvescesssssesesessenvesssearaneceseeeees 34 ARTICLE X GRIEVANCE PROCEDURE o..sssccsssssssscssssssecsssssesevsseesssesessesssenseceessseseceesssenseeeees 34 SECTION 1 - GRIEVANCE DEFINED: ......-ccssccsssscssssesecsessssseesecssssveecsssssseceesessussesecesees 34 SECTION 2 - INFORMAL DISCUSSION OF GRIEVANCE} .....sssccscsssecesesecssssesseceessees 35 SECTION 3 - FORMAL GRIEVANCE PROCEDURE: ...cssscssssscsssesecssessesecsesesssseeeesesees 35 SECTION 4 - NON-DEPARTMENTAL GRIEVANCES: w.vceccssssssssssssssssssesesssssssveseseseses 36 SECTION 5 - REPRISALS: ....cccssscssssssssssssssscssssvevecsesssseseseessssseessessuseeseussusseseesssneeeeseesssn 37 ARTICLE XI APPEAL PROCEDURES. ....ssccccsssssssesscssssvessecsssesucsessssssecesesssuvceestussesesesssssecseeeee 38 SECTION 1 - REQUEST FOR DISCIPLINARY HEARING) .....ccccccsssesessseecssseeesseeesseen 38 SECTION 2 - SCHEDULING OF DISCIPLINARY HEARING: ....ccscssssssssesseesseeseesseen 38 SECTION 3 - HEARING OFFICER: ....sccsscssssssesssscsssevssssssssevcssesssseseseesseevsesesssenseessessesen 38 01007.0004/830517.1 AFSCME 809 (FT) MOU _2021-2024 SECTION 4 - REPRESENTATION AT DISCIPLINARY HEARING... cece 39 SECTION 5 - BURDEN OF PROOF AND EVIDENCE: .......c:cccccceceeceeeeeeeeeeeeetteeeeeeeeees 39 SECTION 6 - CONDUCT OF DISCIPLINARY HEARING: ..........cceccecceseececeeseeeeseeeeeees 39 SECTION 7 - HEARING OFFICER'S DECISION ? ssssuannscsarcnas ve sa crcrvannccssenmnvaneasinenenany 39 APCTICLE, AIDCIE YT FRIGELG rrrescicaxas acnsunens eesmanann scaanenuacunearenasnenieas eomnsennnene sccaesiawsrarmnenmerenneanse 29 SECTION 1 - EXCLUSIVE CITY RIGHTS AND AUTHORITY :%....... cc eececesceteeereeees 39 SECTION 2 - CONCERTED REFUSAL TO WORK: .......ceccccccssessetsesteeneeeeseeeeaeeeeneesees 40 ARTICLE XIII UNION RIGHTS 20... ccccccceccecceseeeceeeseeseeececeeececeeeecseeseeseeeeeecseseeeeenesneceecaeeeeeeeeeees 41 SECTION 1 - EXCLUSIVE REPRESENTATION: ...00...ccceeceecccseeeeeeeeeseeereeeeceeeaeeeeeaeeaees 4] SECTION 2 - BULLETIN BOARD: 00. ececcec ccc cseeeseeceeeceeseceecaeeeeeeeeeseeaeeaeteeeeeeeaeeaeeets 41 SECTION 3 - E-MAIL ACCESS: 00... cceececceececseseseeseeeaeeeeseceecaeseeeeceecaeeeesaesaeeeseseeseeeaeeens 41 SECHON44RESERVED A icc eececcececcnsceseeseeeeevcesneeneeeresieccresesneenresnecnesntenseneeerens 41 SECTION 5 - UNION OFFICERS: ...0.....eceessessesseeseeseeseesteaeeseeeeeeneeneceeeaeecaevereeeteaeeaeveneates 41 SECTION 6 - POLITICAL ACTION FUND: ....0..0cecccccceeseseeseesceeeeeeeeeaeeeenecsetseeaeeseeeneeane 42 SECTION 7 = RELEASE, TIMES scscssssasansssnawancnasuasacnns iavecennusanenncsvinrnranavacensusunue couasenunnenet 42 SECTION 8 - BIDDING ON IN-HOUSE SERVICES: svcsccssssssevesssosscevesevecevsnsssssseenavereees 43 SECTION 9 - PERSONNEL FILES: .......ccecccececssesesseeneceteeeeeseceeeaeesenaeeaeeeaeeaecereereneeeteees 43 SECTION 10 - Unien- meetings UNION MEETINGS: ARTICLE XIV UNION SECURITY .u...ccceccccceceseeseeseeseeseeeeseeaeresseenecaeeeseeceeseeneesesaeeseneseseeeaeeaseens SECTION 1 - UNION MEMBERSHIP AND DUES DEDUCTION: ........ eens 4 SECTION 2 - MAINTENAN CE OF MEMBERSHIP: ececeesevaeeeesesaeeeeenecretesaeeaeeeeneeess 44 SECTION 3 - aH MA TIONS cocsessssscssssessssesssosessssiessssiessssrcssssiestarsessssissssisessssiesssieessveeeesesen 44 ARTICLE XV OTHER MATTERS WITHIN THE SCOPE OF REPRESENTATION .......... 45 SECTION 1 - STATUS OF GRANT-FUNDED UNIT MEMBERS. .........:-:scsssseessseseee 45 SECTION 2 - UNION MANAGEMENT MEETINGS :........:sscssssssesssssesssseesessesesseeesseeen 45 SECTION 3 - PROMOTIONAL OPPORTUNITIES:.....ssscsssssesssssesssssescessesessteesssseseeesven 45 SECTION 4 - LATERAL TRANSFERS: .......:+scsssssessssessssesssseessssesseesasiesssieessessseeessseeenen 45 SECTION 5 - TYPING CERTIFICATES: 0.0......csssscsssseessssesssessssessssesansessssesanseessecessnesees 46 SECTION 6 - PERSONNEL SUBCOMMITTEE: .......s-sssssssssesssssiessssessssiecesssseanivecsssecee 46 ARTICLE XVI MODIFICATION AND DURATION ......cssssssssssseesssssessssessssieesssseceanieceenieeessin 46 SECTION 1 - SEVERABILITY? o.....cccsscsseesssseessssessessivesssiseesssecsesssessssecessieeeestesseseeeeesien 46 SECTION 2 - DURATION?:.....cssseessssessssssesssssessssssesosssecssnsessssseceassesesssecsssseesssuceessneeessnesees 46 SECTION 3 4 RESERVED} ME TOO CLAUSE ........cscccsssscssssssecssssesssssesesssesessseccssseee 46 SECTION 4 4 SUCCESSOR MOU LANGUAGE UPDATES: ......ssscssssssssssseessoseeesesseee 47 SECTION 5 4 CIVIL SERVICE COMMISSION .......s::sssessssesssessseesssessssessssecssstesssesesn 47 APPENDIX A DESIGNATED APPROPRIATE UNITS CLERICAL AND TECHNICAL UNIT... ssssessssssesssseessssessssiesessseesssiessssiessessissesiesssssesssniessarseseaseesesnecansueceane 49 APPENDIX B OCCUPATIONAL GROUPINGS ......:scssssssssossesssssessssseeesssecessieessseceaneessieeesnsnn 53 APPENDIX C JOB SERIES POSITIONS. ...0.....csssscssssessssessseessssseessesasseesssecssesssesesseessseesseeeene 57 APPENDIX D DIFFERENTIAL PAY FOR CERTAIN 8SENIOR9 CLASSIFICATIONS ....... 59 01007.0004/830517.1 AFSCME 809 (FT) MOU_ 2021-2024 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 City9s 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 tules, 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 member9s 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 - DAY: A calendar day. SECTION 4 - DEPARTMENT: Any one of the five organizational departments of the City9s organizational structure managed by a Department Director or the City Manager. AFSCME 809 (FT) MOU_2021-2024 SECTION 5 - DEPARTMENT DIRECTOR: An individual assigned to any of the following classifications: Director of Public Works, Director of Finance, Director of Human Resources, Director of Community Development, Director of Community ServicesParks & Recreation, Director of Information Technology & Security, or any other Director position created during the term of this MOU. SECTION 6 - DOMESTIC PARTNERSHIP: As defined in the California Family Code Section 297, two adults who have chosen to share one another9s 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 7 - 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 8 - IMMEDIATE FAMILY: A Unit member9s 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 (which means to assume the duties and responsibilities of a parent; in the place of a parent). <Parent= shall include a biological, foster, or adoptive parent, a stepparent, or a legal guardian. SECTION 9 - LEAVE: An absence from work. SECTION 10 - MANAGEMENT: An employee assigned to any of the following classifications: City Manager, Assistant City Manager, Deputy City Manager, Director of Public Works, Director of Community Development, Director of Community Services/Park & Recreation, Director of Finance, Director of Human Resources, Accounting Manager, Chief Deputy City Clerk, Chief Deputy City Treasurer, GIS Administrator, Director of Information Technology & Security, Information Technology Manager, Landscape & Building Maintenance Superintendent, Principal Civil Engineer/City Engineer, Public Information Manager, Public Safety Services Manager, Purchasing Manager, Recreation Superintendent, Community Services Superintendent, Revenue Manager, Sustainability & Innovation Manager, Traffic Engineer, Right of Way OPS Superintendent, Emergency Services Manager, or any City employee appointed to a classification designated by the City Manager as managerial. ARTICLE II DEFINITION OF TERMS Page 2 AFSCME 809 (FT) MOU_2021-2024 SECTION 11 -4 PAY PERIOD: A pay period consists of two (2) consecutive workweeks established to provide twenty-six (26) pay periods each calendar year. 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 and responsibilities of a classification. SECTION 14 - SENIORITY: A status acquired by ar ee based upon the employee9s period of total actual service in a specific job classification. SECTION 15 - TENURE: A status acquired by an employee based upon the employee9s period of total actual service with the City. SECTION 16 - UNIT MEMBER: An individual compensated through the City payroll, 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: e Eight (8) hours in a workday for five (5) consecutive workdays within a workweek; or e Ten (10) hours in a workday for four (4) consecutive workdays within a workweek. ARTICLE II DEFINITION OF TERMS Page 3 AFSCME 809 (FT) MOU_ 2021-2024 ARTICLE I COMPENSATION SECTION 1 - SALARY: a. FY 2021/2022 7.5% Cost-of-living-adjustment (COLA) (effective Retro to July 1, 2021) b. FY 2022/2023 5.0% COLA (effective Retro to July 1, 2022) c. FY 2023/2024 5.0% COLA (effective July 1, 2023) 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 Driver9s License, an additional 5% per month. To qualify for such compensation, the Class A or B Driver9s License must be required to perform the duties of the Unit member9s assigned classification. SECTION 3 - LONGEVITY PAY: 3.1 3.2 3.3 The City agrees to pay Unit members two and one-half percent (2.5 %) of their prevailing pay rate as longevity pay, commencing after they have attained fifteen (15) years of service credit. In addition to the longevity pay in Section 3.1 above, the City agrees to pay Unit members an additional two and one-half percent (2.5%) of their prevailing pay rate as longevity pay, commencing after they have attained twenty (20) years of service credit. In addition to the longevity pay in Sections 3.1 and 3.2 above, the City agrees to pay Unit members an additional two and one-half percent (2.5%) of their prevailing pay rate as longevity pay, commencing after they have attained twenty-five years (25) years of service credit. SECTION 4 - JOB SERIES: 4.1 4.2 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). 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. ARTICLE I COMPENSATION Page 4 AFSCME 809 (FT) MOU_2021-2024 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 member9s written request as follows: 1) 2) 3) If a test is currently available, it shall be administered within 30-days from the Unit member9s written request to be tested. The effective date of the job series promotion will be the date the test is passed. If a test is not currently available, it shall be developed and administered within 90 days from the date of the Unit member9s 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. 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 member9s 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 is effectuated as a result of departmental certification, the effective date of the job series promotion shall be the date of the Unit member9s 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) 2) 3) ARTICLE III COMPENSATION 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 member9s supervisor that a performance evaluation needs to be completed for such Unit member. If the performance evaluation is not completed within 60 days from the date of the Unit member9s 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. 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. Page 5 4.3 The following positions are included in the job series: LEVEL 1 Accounts Payable Specialist I Salary Range 334 Adult Sports Coordinator I Salary Range 341 Assistant Events Coordinator Salary Range 331 Assistant Fac. Maint. Tech. Salary Range 327 Assistant Groundsworker Salary Range 325 Assistant Maintenance Worker Salary Range 324 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 Coordinator I Salary Range 341 Event Services Worker I Salary Range 324 Graphic Designer I Salary Range 335 Kids Club Coordinator I Salary Range 341 ARTICLE III COMPENSATION LEVEL 2 Accounts Payable Specialist II Salary Range 336 Adult Sports Coordinator II Salary Range 343 Events Coordinator Salary Range 337 Facilities Maint. Tech. I Salary Range 329 Groundsworker I Salary Range 327 Maintenance Worker I Salary Range 326 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 Coordinator II Salary Range 343 Event Services Worker II Salary Range 326 Graphic Designer II Salary Range 337 Kids Club Coordinator II Salary Range 343 AFSCME 809 (FT) MOU_2021-2024 LEVEL 3 Facilities Maint. Tech. II Salary Range 335 Groundsworker II Salary Range 331 Maintenance Worker II Salary Range 331 Tree Trimmer II Salary Range 333 Equipment Mechanic II Salary Range 338 Event Services Worker III Salary Range 331 Page 6 4.4 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 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 Typist Clerk I Salary Range 324 Payroll Specialist I 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 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 AFSCME 809 (FT) MOU_ 2021-2024 Typist Clerk II Salary Range 326 Within 120 days after approval of this MOU by the City Council, the parties agree to meet and confer regarding the job series advancement and promotions herein. ARTICLE II COMPENSATION Page 7 AFSCME 809 (FT) MOU 2021-2024 SECTION 5 - 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 (see Appendix D) 4 Electrician HVAC Technician Irrigation Technician Lead Facilities Maintenance Technician Locksmith Painter Plumber Senior Custodian Senior Groundsworker 10. Senior Maintenance Worker I 11. Senior Maintenance Worker II 12 Senior Tree Trimmer S I D A A W N E © SECTION 6 - SHIFT DIFFERENTIAL PAY: 6.1 6.2 6.3 6.4 6.5 6.6 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. Unit members scheduled to work during the second shift shall receive shift differential pay calculated as a five percent (5%) increase in the Unit member9s prevailing pay rate for any hours worked from 2:00 p.m. to 11:00 p.m. Unit members scheduled to work during the third shift shall receive shift differential pay calculated as a 10% increase in the Unit member9s prevailing pay rate for any hours worked from 11:00 p.m. to 8:00 a.m. 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 member9s scheduled hours are in the second shift. Management shall be able to establish schedules for the first, second and third shifts in accordance with the City9s operational requirements. Shift differential shall continue to be received when the Unit member is on vacation, sick, holidays, jury duty or other paid leave, excluding workers9 compensation and long-term disability. SECTION 7 - ACTING DUTY PAY: 7.1. The Department Director may request, through the City Manager or his/her designee, to appoint a Unit member to acting duty status to perform the duties of a higher classification that is vacant or has been recently created. ARTICLE I COMPENSATION Page 8 72 Teo 7.4 Te 7.6 7.7 7.8 7.9 7.10 711 7.12 7.13 AFSCME 809 (FT) MOU 2021-2024 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 An acting duty appointment may be effective for a period of up to thirty (30) days except for special circumstances as defined by the City Manager or his/her designee. The City Manager, or his/her designee, may extend an acting duty appointment. 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 member9s prevailing pay rate immediately prior to acquiring acting duty status. A Unit member shall not be paid more than the maximum pay rate in the pay range for the acting duty classification. 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 member9s permanent classification. 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. A Unit member has the right to refuse any acting duty assignment, in writing, with justification. 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 member9s intention to return to regular status. 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 to discuss the reasons for removal, they shall be discussed after removal or upon the Unit members return to work. 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 Director of Human Resources. This subsection shall not apply if an eligibility list under subsection 7.13 of this article was properly utilized. 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. The City shall continue a citywide policy of rotating acting duty appointments based on the following order: ARTICLE III COMPENSATION Page 9 7.14 7.15 7.16 AFSCME 809 (FT) MOU_2021-2024 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 7.13 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. 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. 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. 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 8 - SALARY ADVANCEMENT: 8.1 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 ARTICLE II COMPENSATION Page 10 8.2 8.3 AFSCME 809 (FT) MOU_2021-2024 member9s classification. A Unit member9s pay rate increase shall be effective on the Unit member9s merit date. If a work group has not turned in a performance evaluation by the Unit members9 merit date, any pay increase shall be automatically processed by Human Resources. The City shall retain the flexibility to hire Unit members with exceptional skills, experience or qualifications at a pay rate above the A-step. The City9s 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). SECTION 9 - ALLOWANCE FOR MILEAGE: 9.1 9.2 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. Reimbursement for mileage and related fees shall be made through submission of a petty cash reimbursement form and mileage reimbursement form to the City Treasurer9s office. Such reimbursements may not exceed seventy-five dollars ($75.00). Reimbursements exceeding seventy-five dollars ($75.00) must be reimbursed through the City9s demand register process. SECTION 10 - BILINGUAL USAGE PAY: 10.1 10.2 10.3 10.4 The City Manager or Director of Human Resources 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. Unit members required to use bilingual skills while working may petition for bilingual usage pay by submitting written justification, approved by the Unit member9s Department Director, to the City Manager or Director of Human Resources & Risk Management. Bilingual usage pay shall be one hundred dollars ($100.00) per month. 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 11 - UNIFORM DISTRIBUTION: 11.1 The City shall pay, to an approved vendor, the full cost to provide, maintain and clean eight (8) shirts, eight (8) pants or six (6) 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 Central Services Technician and Senior Central Services Technician. Seven (7) shirts and seven (7) pants or five (5) pants and two (two) Bermuda shorts for Unit members in the classification of Sr. Storekeeper and Storekeeper. Seven (7) shirts, five (5) pants or skirts, two ARTICLE III COMPENSATION Page 11 11.2 AFSCME 809 (FT) MOU 2021-2024 (2) Bermuda shorts, one (1) jacket and ties, if required, to Unit members in the classification of Code Enforcement Officer, Animal Control Officer, Parking Enforcement Officer, and Public Safety Engagement Officer. The City shall replace uniforms as required if such replacement is necessary due to normal wear as determined by management. The City shall furnish and fund the cost of uniforms for Community Services Department employees who are required to engage the public in the course of daily work, including but not limited to: Recreation/Community Services Supervisors, Coordinators, Assistant Coordinators, Bus Drivers, Early Childhood Education Instructors, etc. Uniform Provision shall include four (4) polo shirts, three (3) t-shirts, and one (1) jacket/sweater. All Unit members must comply with the City personnel rules and adopted uniform policy. Selection of specific uniform attire to be worn by Unit members is contingent upon work task, event, or occasion and is to be assigned and designated by the Department Director. SECTION 12 - COURT SERVICE COMPENSATION: 12.1 12.2 12.3 Unit members summoned to a court to (a) to provide testimony when called on behalf of the City or (b) as directed by a Department Director or the City Manager, shall be paid their prevailing pay rate during such court service. The City shall reimburse Unit members for any reasonable costs associated with having to attend court and provide testimony on behalf of City, including mileage, transportation and/or parking fees. 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. Unit members summoned to court on their normal day off pursuant to 12.1 above shall be entitled to overtime compensation at one and one-half times the employee's regular rate of pay for all hours worked over 40 in a workweek. The employee may also elect to receive compensatory time in lieu of pay. In calculating actual court time, travel to and from the courthouse is not included, but time allowed for rest or meal breaks shall be included as long as employee is required to report back to court after the break. SECTION 13 - PAY AND PAYCHECK DISTRIBUTION: 13.1 13.2 13.3 13.4 Payday shall be bi-weekly on Thursday. Paychecks shall be dated and distributed bi-weekly on the Thursday payday. If any pay date falls on a holiday, the pay date shall be the preceding Wednesday. The City does not permit payroll check advances. SECTION 14 - 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 ARTICLE I COMPENSATION Page 12 AFSCME 809 (FT) MOU _ 2021-2024 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 15 - 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 group9s 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 16 - 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 17 - OVERTIME COMPENSATION: The City shall provide Unit members with overtime compensation subject to the following conditions: 17.1. Unit members shall receive either pay, calculated at one and one-half (1.5) times their prevailing pay rate, or compensatory leave, credited at one and one half (1.5) hours for each hour of overtime work performed. The one and one-half (1.5) time overtime pay rate shall apply to hours worked after the Unit members9 end of regular work shift through/until 12:00 a.m. on the same day. a. Work performed in excess of eight (8) hours in a workday in a five (5) day work week or 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; é. 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. 17.2 For purposes of determining a Unit member9s eligibility for overtime compensation only, authorized paid leave shall be considered as hours of work. 17.3. 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 Director, either pay, calculated at two and one-half (2%) times their prevailing pay rate, or compensatory leave, credited at two and one-half (2%) hours, for each hour of emergency work. ARTICLE I COMPENSATION Page 13 AFSCME 809 (FT) MOU_ 2021-2024 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. 17.4 When a 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. 17.5 Supervisors shall not be called out to work in place of the Unit members covered by this agreement. 17.6 Ifthe City, State, or Federal government declares an emergency, the City shall provide meals for Unit members working said emergency. (Per FEMA guidelines for reimbursement.) 17.7 The City absolutely shall not permit any overtime <off the books=. SECTION 18 - OPPORTUNITY TO WORK OVERTIME: 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, 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 a Unit member is not accessible, he or she retains the previous position on the list. Overtime lists shall be updated on a daily basis and posted in a highly accessible area. SECTION 19 - HOLIDAY COMPENSATION: 19.1 Full time Unit members shall be allowed time off with pay at the Unit member9s 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 19.2 below. 19.2 Unit members required to work on a holiday shall receive, at the discretion of the Department Director, either pay, calculated at two and one-half (24) times their regular rate of pay or compensatory leave, credited at two and one-half (2%) hours for each hour worked on the holiday. SECTION 20 - ADDITIONAL COMPENSATION FOR CERTIFICATES/LICENSES: 20.1 At the discretion of the Department Director and Human Resources Director, the City may authorize five percent (5%) additional compensation to Unit members who possess/secure the specialized that are not already required of their classification but are recognized and used in the course of their duties by the City to provide needed services. ARTICLE II COMPENSATION Page 14 AFSCME 809 (FT) MOU_2021-2024 20.2. In order for the Unit member to qualify for the additional compensation, the Department Director will provide to the Human Resources Director, written justification for the use of a Unit members licenses or certifications in providing City services. 20.3 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. 20.4 The City will reimburse Unit members for any administrative or clerical out of pocket costs incurred for the renewal of their specialized certificates or licenses which are recognized by the City. SECTION 21 -HOME TELEPHONE CALLS: Employees shall receive compensation for telephone calls received off duty for time actually worked receiving and responding to such calls. Employees shall log the time spent on each call and submit the signed log with their timesheets/payroll records. The parties understand and acknowledge that there is expected to be a more accurate time reporting system in place once the new Tyler Munis system goes into effect. ARTICLE IV BENEFITS SECTION 1 - HEALTH INSURANCE BENEFITS: 1.1 Effective January 1, 2023, the City will pay the full family HMO premium from Kaiser Permanente in the Los Angeles Region for each Unit member and eligible dependents with a cafeteria cap on the use of excess monies of two hundred ($200) dollars per month. 1.2. Full-time Unit members covered by this section shall have their choice of plans provided by CalPERS and available in this service area. 1.3 Spouse and dependent coverage shall continue to be available as provided through CalPERS. A Unit member9s 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 CalPERS health plans. This section will be in effect for the duration of this MOU, subject to any contract changes imposed by CalPERS. 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. 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 members9 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 ARTICLE IV BENEFITS Page 15 1.5 1.6 AFSCME 809 (FT) MOU_2021-2024 City shall pay a monthly health insurance premium for retired Unit members9 health insurance in accordance with the following schedule: % of difference between the required minimum contribution Full-Time service with Carson and the amount the City pays at time of retirement for active Unit members 0 - 4.99 years 0% 5 years 50% 6 years 60% 7 years 70% 8 years 80% 9 years 90% 10 years 100% Unit members shall have the right to use monies remaining from the sums provided for health insurance to apply towards premiums for any other insurance options available for employees to purchase. 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 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. 2.2 Two dental plans are available to 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. ARTICLE IV BENEFITS Page 16 2.3 2.4 2.5 2.6 2.7 2.8 AFSCME 809 (FT) MOU_2021-2024 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. The City shall provide AFSCME with quarterly reports of actual costs for AFSCME represented Unit members enrolled in the City9s self-insured dental plan. Each year AFSCME will be provided with the City9s master dental policy and plan which includes rates paid. 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. 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. 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 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. SECTION 3 - LONG TERM DISABILITY INSURANCE: 3.1 The City shall provide long-term disability insurance (or 8<<LTD=9) 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 City9s existing Self-Funded Disability Plan dated September 1988 (<Self-Funded Plan9) 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 ARTICLE IV BENEFITS Page 17 AFSCME 809 (FT) MOU_2021-2024 same terms as those in effect on the date the existing LTD claimant became disabled, and the City9s 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 <STD99) 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 AFSCME9s 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 prevailing 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 prevailing 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 prevailing 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. (3) Except as required by applicable law, there shall be no reduction of LTD or STD benefits for a workers9 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 City9s acceptance of the combined STD and LTD Insurance Plans, including the additional benefits that were not previously provided under the City9s Self- ARTICLE IV BENEFITS Page 18 3.5 3.6 3.7 AFSCME 809 (FT) MOU_ 2021-2024 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. 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. For injuries and other disabilities covered under California workers9 compensation laws, Unit members shall be paid their regular pay rate for up to seventeen (17) weeks from the date of such disability (<workers9 compensation leave=) or until the City9s workers9 compensation administrator terminates workers9 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 dispute between the treating physician and another physician as to the Unit member9s temporary disability status, such dispute shall be resolved in accordance with applicable California Workers9 Compensation laws. If a Unit member is approved for workers9 compensation leave, the Unit member shall not be eligible for STD or LTD benefits during the period of such workers9 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. 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 ARTICLE IV BENEFITS Page 19 AFSCME 809 (FT) MOU_2021-2024 twenty-six and three quarters (26% ) 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 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 member9s health insurance with any balance to be paid at the Unit member9s 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 EMPLOYEES9 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. b. f. The optional contract provisions relating to one (1) year final compensation; The optional contract provision relating to military service credit as public service; The optional contract provision relating to the 1959 Survivors Program at the level four benefits; The optional contract provision relating to two years additional service credit; The optional contract provision relating to the ability to purchase part-time service credit, but solely at the Unit member9s own cost; 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. b. ARTICLE IV BENEFITS The optional contract provisions relating to one (1) year final compensation; The optional contract provision relating to military service credit as public service; The optional contract provision relating to the 1959 Survivors Program at the level four benefits; The optional contract provision relating to two years additional service credit; Page 20 AFSCME 809 (FT) MOU_2021-2024 e. The optional contract provision relating to the ability to purchase part-time service credit, but solely at the Unit member9s 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 City9s general bank account. 5.6 | For those Unit members hired on or after January 1, 2013, defined by Assembly Bill 340 4 Pension Reform, as <New Members=, the City shall include such Unit members in the CalPERS <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; @. 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 member9s 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: a. The City shall continue deferred compensation programs already offered by the City and any others9 agreed to by the parties. b. The City agrees to match the amount, dollar for dollar, up to five hundred dollars ($500.00), contributed to the Unit member9s deferred compensation account. SECTION 7 - VISION CARE PROGRAM: The City shall continue to sponsor a vision care program. Eligible Unit members may purchase vision care through payroll deduction from wages and/or with monies remaining from the sum provided for health insurance. ARTICLE IV BENEFITS Page 21 AFSCME 809 (FT) MOU _ 2021-2024 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 City9s <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. SECTION 10 4- EDUCATION/TUITION REIMBURSEMENT: City will reimburse a Unit member up to the California State University in-state rate (per semester, quarter, or academic year: https://www.calstate.edu/attend/paying-for-college/tuition-by-year) for continuing education through an accredited program that either offers growth in an area related to the Unit member9s current position or that may lead to promotional opportunities, as determined by the Human Resources Director. This education may include college courses, continuing education units, adult education classes, certification examination fees, and job-related workshops/seminars/conferences not already paid for by the City on behalf of the employee. The Unit member must take the course on the member9s own time. City time may not be used to attend educational opportunities covered by this program. If a course is only offered during regularly scheduled work hours, the Unit member9s supervisor and Department Director may make reasonable efforts to adjust work schedules to accommodate the scheduling conflict. A Unit member must secure a passing grade of "C" or its equivalent or obtain a certification to receive any reimbursement. Expenses must be validated by receipts and a copy of the final grade or certification received. Full-time, regular Unit members who have completed six-months of employment are eligible. The deadline for submitting Education Reimbursement Forms for any expenses of the prior Fiscal Year is the end of the second full pay period of July. California State University Dominguez Hills Incentive Unit members who are students enrolled in course work at California State University Dominguez Hills shall be eligible for additional reimbursement of parking permits (excluding violation fees and citations) and required reading materials/textbooks, to be confirmed by instructor/school issued course syllabi or other official university documentation. The Education Tuition Reimbursement program may be revoked or suspended by the City Council at anytime and at the City Council9s discretion, without requirement for meet and confer. Should the City Council decide to revoke or suspend the program, Unit members currently enrolled in course work will be permitted to complete and submit reimbursement requests for the current active term (quarter or semester). ARTICLE IV BENEFITS Page 22 AFSCME 809 (FT) MOU_2021-2024 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 member9s use of annual leave interferes with work group operations, the Department Director shall permit Unit members to use annual leave at the Unit member9s 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; Thirteen and thirty-three hundredth (13.33) hours for each month of service or major portion thereof upon the fifth anniversary date; and Sixteen and sixty-six hundredth (16.66) hours for each month of service or major portion thereof upon the tenth anniversary date. 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. 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. 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. 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. ARTICLE V LEAVES Page 23 1.7 AFSCME 809 (FT) MOU_2021-2024 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 member9s prevailing pay rate, plus longevity pay on the date of the Unit member9s separation from City service. SECTION 2 - SICK LEAVE: The City shall provide Unit members with sick leave subject to the following conditions: 2.1 2.2 2.3 2.4 2.5 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. 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. 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 member9s immediate family, and (to the extent required by California law) to the domestic partner and/or children of the Unit member9s 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, family medical leave under California Government Code Sections 12945.2 and 12945.3 (the Moore-Brown-Roberti Family Rights Act), 42 U.S.C. Section 2601, et seq. (the federal Family Medical Leave Act), or leave under the Americans with Disabilities Act or California Fair Employment and Housing Act. When a Unit member uses sick leave in excess of three (3) consecutive working days, the Department Director may require the Unit member to present upon return to work a personal certification (not a doctor9s 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 member9s need to be off work. 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. ARTICLE V LEAVES Page 24 AFSCME 809 (FT) MOU_ 2021-2024 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 member9s prevailing pay rate, plus longevity pay, on the date of the Unit member9s 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 member9s 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 member9s 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. 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. ARTICLE V LEAVES Page 25 AFSCME 809 (FT) MOU_2021-2024 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 time. 5.2. Unit members may accrue a maximum of 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. A Unit member shall request use of compensatory leave in advance by a written notice submitted to their supervisor. Use of compensatory time shall require the prior written 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. The Department Director shall permit compensatory leave to be used at the discretion of the Unit member, unless the Department Director determines, in his/her sole discretion, that the Unit member9s use of compensatory leave on the date and/or times requested interferes with work group operations. A Unit member may combine the use of compensatory leave with other authorized paid leave if approved by the Department Director. 5.4 | 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 member9s prevailing pay rate, plus longevity pay, on the date of the Unit member9s separation from City service. Comp time hours cashed at separation are not eligible for the City9s match under the City9s deferred compensation program. SECTION 6 - BEREAVEMENT LEAVE: A Unit member will be allowed to use up to thirty (30) consecutive hours of paid bereavement leave per occurrence in the event of the death of the Unit member9s spouse, domestic partner, child, step child, foster child, parent, step parent, brother, sister, grandparent, grandchild, parents-in-law, brothers-in-law, sisters-in-law, sons-in-law and daughters-in-law. Bereavement leave does not accrue, nor can it be cashed out if not used by the Unit member. SECTION 7 - REDEMPTION OF ACCUMULATED LEAVE: 71 In addition to the current sick leave incentive program, AFSCME members covered by this MOU may redeem up to one hundred-twenty (120) hours of any accumulated leave, OR equal to amount negotiated by any other bargaining uni per fiscal year. 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. b. All other types of leave will be paid at the rate of one (1) hour of pay for each hour of leave redeemed. ARTICLE V LEAVES Page 26 AFSCME 809 (FT) MOU _ 2021-2024 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 Year9s Day) The third Monday in January (Dr. Martin Luther King Jr. Day) January 30 (Fred T. Korematsu Day) The third Monday in February (President9s Day) March 8 (International Women9s/Rosa Parks Day) March 31 (Cesar E. Chavez Day) The last Monday in May (Memorial Day) June 19 (Juneteenth) July Fourth (Independence Day) The first Monday in September (Labor Day) October 25 (Larry D. Itliong Day) November 11 (Veteran9s 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 members9 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. For Unit members that do not work a Monday-Thursday schedule the following will apply: When any day designated as a holiday falls on the Unit member9s regular day off, the Unit member shall have the option to take the So day prior to or r the work day after the holiday off in observance of the holiday, or be 1 wit S ual leave, upon approval of Department Director. 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. ARTICLE V LEAVES Page 27 8.4 8.5 8.6 8.7 AFSCME 809 (FT) MOU_2021-2024 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 Year9s Day (December 31st) 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. All designated holidays shall be compensated in 10-hour increments, for a total of one hundred forty (140) hours annually regardless of a Unit member9s work schedule. When a Unit member is assigned to a 5/40 or 9/80 schedule, excess holiday hours may be accumulated up to twenty-six (26) 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. 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 - WORKERS9 COMPENSATION LEAVE: The City will provide workers9 compensation coverage and leave for City Unit members in accordance with California workers9 compensation law. 9.1 9.2 9.3 9.4 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 City9s workers9 compensation administrator terminates workers9 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 member9s temporary disability status, such dispute shall be resolved in accordance with applicable California Workers9 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. 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. 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. As used in this Section 9, the term <disabled= or <disability= shall have that meaning set forth in California Workers9 Compensation law. ARTICLE V LEAVES Page 28 AFSCME 809 (FT) MOU_2021-2024 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. SECTION 11 - LEAVE OF ABSENCE WITHOUT PAY: 11.1. The City has the authority to grant or deny a Unit member9s 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 Director ARTICLE V LEAVES Page 29 AFSCME 809 (FT) MOU_2021-2024 of Human Resources, 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 Director of Human Resources 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. 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 Director of Human Resources of that fact at least two (2) workdays in advance. At least ten (10) days before every statewide election, the Director of Human Resources 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 member9s 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. 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. ~All non-classified part-timers, temporary, seasonal and/or recurrent and probationary Unit members working in the class have been released from the class. 1.2 | 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. 1.3. Management will meet and consult with the representatives of AFSCME, Local 809 over alternative courses of action to avoid such layoff. 1.4 Notice of actual layoff shall be given no less than forty-five (45) calendar days before the date of implementation. Such notice shall include: OARTICLE VI LAYOFF Page 30 AFSCME 809 (FT) MOU_2021-2024 a. Classification where layoff is to occur; b. Seniority list by total continuous City tenure of Unit members in the affected class; G 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 22 2.3 Unit members who have two (2) or more below-standard annual evaluations within the preceding three (3) years shall be laid off first. 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. Ties in tenure 4 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 3.2 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. 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 OARTICLE VI LAYOFF Page 31 AFSCME 809 (FT) MOU 2021-2024 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. 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 Unit member9s 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, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, pregnancy, pregnancy related conditions, union activity, union membership, or military and veteran status of any person. 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. OARTICLE VII NON-DISCRIMINATION Page 32 AFSCME 809 (FT) MOU _ 2021-2024 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. 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 member9s 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. 3.2 The City will provide one (1) Class 3 Reflective Safety Jacket for safety related positions, replaced as needed; up to three (3) jackets total per Unit member, per contract term. 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 SPORTS COMPLEX: 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. OARTICLE VII HEALTH AND SAFETY Page 33 AFSCME 809 (FT) MOU_ 2021-2024 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 CalPERS 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 Driver9s Licenses. 6.2 The City shall pay for medical examinations required for Class A and B Driver9s 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 member9s 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 member9s 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 member9s 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. OARTICLE IX DISCIPLINE AND DISCHARGE Page 34 AFSCME 809 (FT) MOU_2021-2024 SECTION 2 - INFORMAL DISCUSSION OF GRIEVANCE: When a Unit member has a complaint, the Unit member and/or the Unit member9s designated representative shall first informally discuss the matter with the Unit member9s 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 member9s designated representative shall have the right to informally discuss the complaint with the supervisor9s 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. SECTION 3 - FORMAL GRIEVANCE PROCEDURE: The formal grievance shall be used to resolve a Unit member9s 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 supervisor9s superior. All formal grievances shall state the violation of this MOU and how it affects the Unit member9s wages, hours, working conditions or job security, and the Unit member9s 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 member9s 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 Manager9s decision does not satisfactorily resolve the complaint, the Unit member and/or Unit member9s 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 member9s 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 Director9s decision does not satisfactorily resolve the complaint, the Unit member and/or Unit member9s 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 member9s designated representative. OARTICLE X GRIEVANCE PROCEDURE Page 35 Fs) AFSCME 809 (FT) MOU_2021-2024 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 City9s 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. If the decision of the City Manager does not resolve the grievance to the Unit member9s satisfaction, the Unit member, and/or the Union, may sue for redress of grievance. SECTION 4 - NON-DEPARTMENTAL GRIEVANCES: 4.1 4.2 4.3 Grievances resulting from decisions or actions outside the departmental chain-of-command shall be initiated by the Unit member and/or the Unit member9s representative with the Department Director of the work group from which a complaint generates. The Unit member and/or the Unit member9s 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 Manager9s 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 member9s wages, hours, working conditions or job security, and the Unit member9s suggested solution. 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 member9s 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 Director9s (or Assistant City Manager9s, if applicable) decision does not satisfactorily resolve the complaint, the Unit member and/or Unit member9s 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. 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 member9s 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 City9s administrative process. Should the City Manager fail to render a written decision OARTICLE X GRIEVANCE PROCEDURE Page 36 4.4 4.5 4.6 4.7 4.8 AFSCME 809 (FT) MOU_2021-2024 within twelve (12) working days, the Unit member may consider the administrative procedures completed and sue for redress of the grievance. If the decision of the City Manager does not resolve the grievance to the Unit member9s satisfaction, the Unit member, and/or the Union, may sue for redress of grievance. Grievances resulting from decisions or actions of the Director of Human Resources shall be initiated by the Unit member and/or the Unit member9s representative with the Director of Human Resources & Risk Management. The Unit member and/or the Unit member9s designated representative shall first informally discuss the matter with the Director of Human Resources 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 Director of Human Resources, within twelve (12) working days after the informal discussion of the grievance with the Director of Human Resources & Risk Management. The formal grievance shall state the violation of this MOU and how it affects the Unit member9s wages, hours, working conditions or job security, and the Unit member9s suggested solution. When the Unit member presents a formal grievance to the Director of Human Resources, the Director of Human Resources shall discuss the grievance with the Unit member and/or the Unit member9s designated representative. Within twelve (12) working days after receipt of the formal grievance, the Director of Human Resources shall render a written decision regarding its merits. If the Director of Human Resources9 decision does not satisfactorily resolve the complaint, the Unit member and/or Unit member9s 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 Director of Human Resources & Risk Management. Failure of the Director of Human Resources to render a written decision on the grievance within twelve (12) working days constitutes a decision denying the grievance. 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 member9s 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 City9s 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. If the decision of the City Manager does not resolve the grievance to the Unit member9s 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. OARTICLE X GRIEVANCE PROCEDURE Page 37 AFSCME 809 (FT) MOU_2021-2024 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 member9s designated representative or the Unit member9s legal counsel, requests a disciplinary hearing, the request shall be in writing, signed by the Unit member, and presented to the Director of Human Resources within twelve (12) working days after the notification date of the imposition of the disciplinary action. Any such request shall be addressed to the Director of Human Resources 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 member9s 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. OARTICLE XI APPEAL PROCEDURES Page 38 AFSCME 809 (FT) MOU 2021-2024 SECTION 4 - REPRESENTATION AT DISCIPLINARY HEARING: 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 OFFICER9S 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 officer9s 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 services and the work 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 City9s 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; OARTICLE XII CITY RIGHTS Page 39 1.5 1.6 1.7 1.8 1.9 1.10 1.11 1.12 1.13 1.14 1.15 1.16 AFSCME 809 (FT) MOU_ 2021-2024 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; 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; Determine job classifications; Appoint, transfer, promote, demote, and lay off Unit members for lack of work or other appropriate reasons; Initiate disciplinary action; Determine policies, procedures, and standards for selection, training and promotion of Unit members; Establish Unit member performance standards, including but not limited to quality and quantity standards; Maintain the efficiency of governmental operations; Exercise complete control and discretion over its organization, and the technology of performing its work and services; Establish reasonable work and safety rules and regulations in order to maintain the efficiency and economy desirable in the performance of City services; and Determine any and all necessary actions to carry out its mission in emergencies. 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 2.2 If a 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. 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 OARTICLE XI CITY RIGHTS Page 40 AFSCME 809 (FT) MOU_2021-2024 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 procedures of the City, including but not limited to the suspension of recognition of the Union, and the use of the City9s bulletin boards and facilities. 2.3 The City shall not lock out Unit members. ARTICLE XIII UNION RIGHTS SECTION 1 - EXCLUSIVE REPRESENTATION: 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. SECTION 2 - BULLETIN BOARD: The City will provide the Union ample space on five (5) bulletin boards located at City Hall, adjacent to the City Clerk9s office, and/or at the City9s Corporate Yard. Two bulletin boards for display of Union announcements and notices will be provided in accessible areas at the City9s Corporate Yard and Community Center. 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 City9s e-mail system. Additionally, new Unit members shall be added to the <ALL AFSCME= email group. SECTION-4 - [RESERVED] SECTION 4 - UNION OFFICERS: 4.1. 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. 4.2 The Union will provide the City a current list of all officers, stewards and representatives on a quarterly basis. OARTICLE XII UNION RIGHTS Page 41 AFSCME 809 (FT) MOU _ 2021-2024 SECTION 5 - POLITICAL ACTION FUND: The City will provide payroll deduction for political action fund <PEOPLE= and remit same to AFSCME. SECTION 6 - RELEASE TIME: The City shall provide Unit members with release time leave subject to the following conditions: 6.1 6.2 6.3 6.4 6.5 6.6 6.7 6.8 Upon advance notice and unless the Unit member9s or designated representative9s 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. The immediate supervisor shall approve release time requests for up to one (1) hour for both the Unit member and one (1) designated representative for each formal grievance. The immediate supervisor shall approve release time requests for up to two (2) hours for both the Unit member and one (1) designated representative for each predisciplinary conference or disciplinary hearing 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. A Unit member9s designated representative may use release time to be present at the presentation of a grievance, a predisciplinary conference, or disciplinary hearing. 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. AFSCME shall be permitted monthly paid release time for executive board meetings; such meetings shall not exceed two work hours. 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. 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. While it is anticipated that the President and Vice President will utilize release time in accordance with this section, the AFSCME , Local 809 Vice President shall have ten (10) hours per month paid release time, approved in advance quarterly by his or her immediate supervisor. OARTICLE XIII UNION RIGHTS Page 42 AFSCME 809 (FT) MOU 2021-2024 The AFSCME , Local 809 President shall have one day (10) hours per week paid release time, approved in advance quarterly by his or her immediate supervisor. 6.9 Release time is to be used to cover labor relations activities that occur during a Unit member9s normal work hours. It does not add to a Unit member9s 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 or the Director of Human Resources may pre- authorize overtime for labor relations related purposes. 6.10 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 member9s 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 member9s normally scheduled work hours. Examples of administrative proceedings include, but are not limited to, PERB, EEOC, DFEH, Labor Commissioner, etc. 6.11 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. 6.12 The City Manager or designee, or the Human Resources Director may grant additional release time on any matters considered not covered in this section. SECTION 7 - 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 8 - PERSONNEL FILES: There shall be one official personnel file for each Unit member and it shall be kept at City Hall in Human Resources. SECTION 9 - UNION MEETINGS: 9.1 The City shall provide free of cost to AF SCME, the use of City facilities to conduct Union meetings related to the City of Carson representation, no more than twice per month. This free use of City facilities is restricted to AFSCME Local 809 and shall not be used by any other organization or affiliates. OARTICLE XU UNION RIGHTS Page 43 AFSCME 809 (FT) MOU 2021-2024 9.2 AFSCME will be permitted to bring food and refreshments from outside entities to said meetings. ARTICLE XIV UNION SECURITY SECTION 1 - UNION MEMBERSHIP AND DUES DEDUCTION: 1.1 Union may request that the City deduct membership dues, initiation fees, and general assessments, as well as payment of any other membership benefit program sponsored by the Union, from the wages and salaries of Union members. Union hereby certifies that Union has and shall maintain all such deduction authorizations signed by the individual from whose salary or wages the deduction is to be made and shall not be required to provide a copy of an individual authorization to the City unless a dispute arises about the existence or terms of the authorization. Accordingly, Union membership dues shall be deducted each pay period in accordance with the City procedures and provisions of applicable law from the salary of each employee whose name is provided by the Union. Remittance of the aggregate amount of all such monies shall be made by the City to the Union at the conclusion of each month payroll period in which said dues were deducted. Union shall defend, indemnify and hold the City harmless against any liability arising from any claims, demands, or other action relating to the City9s compliance with this section. 1.2 Changes to the payroll deduction shall commence on the pay period after the authorization or written notification is received by the City. SECTION 2 - MAINTENANCE OF MEMBERSHIP: Any represented employees who have authorized Union dues deductions on the effective date of 10/23/18, which is when City Council adopted the provision in the Tentative Agreement which forms the basis for this provision in this MOU, or at any time subsequent to the effective date of such Tentative Agreement, shall continue to have such dues deduction made by the City; provided, however, that any requests to revoke or change Union membership deductions must be referred to the Union. Union shall defend, indemnify and hold the City harmless against any liability arising from any claims, demands, or other action relating to the City9s compliance with this section. SECTION 3 - UNION ACCESS TO NEW EMPLOYEE ORIENTATIONS AND INFORMATION: 3.1 Pursuant to AB 119, the City agrees to provide, when practical, no less than 10-days9 notice in advance of any new employee orientations and provide the Union access to the orientation(s). Orientation refers to any onboarding process, whether in person, online or through other means. Access shall be determined by the Union, which could mean representational attendance or correspondence. The Union shall advise the City reasonably in advance as to the type of access requested. The City agrees to provide such reasonable notice of current employees that have changed position status (i.e. part-time to full time, promotional). 3.2 The City agrees, pursuant to AB 119, to provide the Union with the name, job title, department, work location, and work telephone number of newly hired employees within thirty (30) days of the date of hire. The City also agrees to provide the Union with the name, job title, department, OARTICLE XIV UNION SECURITY Page 44 AFSCME 809 (FT) MOU _ 2021-2024 work location, work, home and personal cellular telephone numbers, personal email addresses and home address of all bargaining unit employees once a quarter. 3.3. Notwithstanding the foregoing, pursuant to AB 119, the City will not provide the Union with the home address or any phone number on file with the City of any employee performing law enforcement-related functions, and the City will not provide the Union with any home address, home telephone number, personal cellular telephone number, or personal email address of any employee who has made a written request to the City regarding non-disclosure of said information. Upon receipt of a written request for non-disclosure of employee information, the City will provide the Union with a copy of that request. ARTICLE XV 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. 3.3 Employees that promote outside of the Unit shall not be considered as new hires in relation to the transfer of benefits. 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 Department. When the Director of Human Resources, or designee, receives an approved requisition for a position where a Unit member has filed a lateral transfer form, the Human Resources Department 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 OARTICLE XV OTHER MATTERS WITHIN THE SCOPE OF REPRESENTATION Page 45 AFSCME 809 (FT) MOU _ 2021-2024 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. ARTICLE XVI 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 covers a three (3) year contract term from July 1, 2021 to June 30, 2024 and shall be in full force and effect from the Ist day of July, 2021 and shall remain in full force and effect up to and including the 30th day of June, 2024; 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. Opportunity to Work Overtime: The parties agree to a reopener during the term of this MOU to meet and confer over this Art. III, Section 18 provision. b. Workers Compensation Leave: The parties agree to a reopener during the term of this MOU to discuss the City9s proposal to not offset workers9 compensation/temporary disability payments against long-term OARTICLE XVI MODIFICATION AND DURATION Page 46 AFSCME 809 (FT) MOU _ 2021-2024 disability and that employees shall not be allowed to transition from workers9 compensation/temporary disability to long term disability while still suffering from an occupational injury. om Short and Long Term Disability Insurance: The parties agree to a reopener during the term of this MOU to discuss the City9s proposal to change the short and long-term disability benefit on base salary only, not including special compensation. d. Biometric Timekeeping: The parties agree to a reopener during the term of this MOU to discuss the City9s proposal to implement biometric timekeeping. é; Medical Premiums: The parties agree to a reopener on or about July 2019 for the purposes of discussing the 2020 medical premiums rates and the City9s contributions thereto. SECTION 4 4 SUCCESSOR MOU LANGUAGE UPDATES: After City Council adoption of the Tentative Agreement and direction given to the parties to prepare a successor AFSCME MOU, the parties agree that said successor AFSCME MOU shall be reviewed and language updated with any proposed changes not mentioned within the Tentative Agreement requiring mutual agreement by City and AFSCME. SECTION 5 4- CIVIL SERVICE COMMISSION Within the first quarter of 2023, the City and Union agree to begin the meet and confer process to establish a Civil Service Commission, per the City Charter. [SIGNATURES ON NEXT PAGE] OARTICLE XVI MODIFICATION AND DURATION Page 47 AFSCME 809 (FT) MOU 2021-2024 A MEMORANDUM OF UNDERSTANDING FOR THE PERIOD JULY ee | HR GH INE 30 2024 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 _ DAY OF 20 AFSCME LOCAL 809 CITY OF CARSON Tony Rodriguez, President David C. Roberts Jr., City Manager Bob Adams, Business Representative Pam Lee, Deputy City Attorney Limasene Tuu9u, Vice President Mary E. Garcia, Treasurer Nancy Rusas, Secretary Cesar Sicairos, Board Member Anthony B. Rockhold, Board Member Joshua K. Otineru, Board Member OARTICLE XVI MODIFICATION AND DURATION Page 48 OAPPENDIX A AFSCME 809 (FT) MOU_2021-2024 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 A = ~ te] ( t+ o Business License Specialist I (Job Series) Business License Specialist II (Job Series) Central Services Technician Code Enforcement Aide (Job Series) Code Enforcement and Collections Officer Code Enforcement Officer (Job Series) Construction Inspector Coordinator, Records Management Division Secreta Employment Specialist Engineering Technician Graphic Designer I (Job Series) Graphic Designer II (Job Series) Office Clerk (Job Series) Parking Control Officer Payroll Specialist I (Job Series) Payroll Specialist II (Job Series) Planning Secretary Planning Technician I (Job Series) Planning Technician II (Job Series) Purchasing Specialist Id ob Series) Purchasing Specialist II (Job Series) Resource Center Technician Revenue ie Senior Account Clerk I (Job Series) Senior Account Clerk II (Job Series) Senior Central Services Technician Senior Clerk Senior Construction Inspector Senior Storekeeper Storekeeper Systems Coordinator DESIGNATED APPROPRIATE UNITS CLERICAL AND TECHNICAL UNIT Page 49 Typist Clerk I (Job Series) Typist Clerk II (Job Series) Youth Services Officer OAPPENDIX A DESIGNATED APPROPRIATE UNITS CLERICAL AND TECHNICAL UNIT AFSCME 809 (FT) MOU_2021-2024 Page 50 OAPPENDIX A AFSCME 809 (FT) MOU 2021-2024 ° 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 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) DESIGNATED APPROPRIATE UNITS CLERICAL AND TECHNICAL UNIT Page 51 AFSCME 809 (FT) MOU_2021-2024 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) Early Childhood Instructor Early Childhood Program Supervisor Events Coordinator (Job Series) Event Services Coordinator I (Job Series) Event Services Coordinator II (Job Series) Kids Club Coordinator I (Job Series) Kids Club Coordinator II (Job Series) Recreation Center Supervisor I (Job Series) Recreation Center Supervisor II (Job Series) Recreation Coordinator 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) OAPPENDIX A DESIGNATED APPROPRIATE UNITS CLERICAL AND TECHNICAL UNIT Page 52 AFSCME 809 (FT) MOU _ 2021-2024 APPENDIX B OCCUPATIONAL GROUPINGS Salary Range No. 1) Senior Code Compliance Specialist...........c..ccccccccesessecsceecscescsesseesccscsecseessesssecssvesseesessees 346 Code Enforcement and Collection Officer .......c..ccccccccsescsesseseeseseescseeeescseescscescsceeecseesess 345 REVONUG INS POQUOS se reccsnenesscncaessanesenesvteds «ited sstsnimnoemenrens exrmameentsnmmneneane cinaianenemonaneoeonenes 343 Code Enforcement Officer (Job Series) / Sanitation Officer ...............:.sccesscesesseesseees 342 Youth Services Off Cer 2... ec ececcecescecesesseseseeseseeseseesesecsesesacsecsesscsesevassevasseeasateeacaceeeatenes Business License Specialist II* (Job Series)............ccccccccsscssessessesecsesecscestescescsressenssesseees Business License Specialist I* (Job Series) / Sanitation Se oordinator Code Enforcement Pride (JOD Ser 2S ) sex ccsacosanceessnunurse rune exssasss tana cites ar ecceos naan csnanueoraeh Parking Control Off CET ....cccccvcssssnstesrniseisitutitititiiittisisnee corn 2) Construction Inspector .........cccceceesecscseseseescseseeseesessescesecstesecsessecscsecsacsessecaseeeseeaseateesaes 339 Senior Construction Inspector ...........ccccccccessssesseeseseesesecseceeesecseeaesacsessessccseeatersstesssessaeeees 713 3) Senior Central Servings Tech Clg seccsiz san scesmncresccavecsssenesnicasate is ch saskthiadhshiacdaneanthahation 334 Central Services Technician ..........ccccccccccscsescssccsscsseseesescsecsecseesesasesssacsessecsteateressessseesees 328 4) Graphic Designer II (Job Series) ..........cccccccesccscessseseescescessceseescesecsecsscesecsueeccseesseseeesess 337 Graphic Designer I (Job Series) ..........ccccccssesssseseeeseseessseseesesscsesecsceesatssesesacseesesesseasseaeaes 335 5) Employment Specialist.......0..ccccccccsccccsssssesccseesecsesscsscsseseeseeseesevaesacsecsecsesaeeecsesscsareaceaess 341 6) Administrative Secretary .........ccccccccecsssessssessseseeseuseseseesesesseseseesacsesassesessesecstacseeeaeseeaeees 338 Planning Secretary ......... sc sceecssceseseeeseeseeseeeeseesesseseseesesscesessesssseseessessecseecsecsecateaesacseesees 337 Business License Specialist II* (Job Series).............ccccccccccsceesccseessessceseessceeeesecsteseesecaees 336 Division Secretary/Resource Center Technician .........0..c.ccceccccesseseeseesceecsecseesenscseesecseeees 335 Resourod Center TeCHmi cia cxcccssius sccanas asascnticsnaasisnntnnsionsanisath Washeasase sakase naonnentabindadanantaiies 335 Systems Coordimator.........cccceccescescssseesessseecseessessecsecssecsecsseeseesecseeeseeaessaesaecateaeesaesaeeeceaee 335 Business License Specialist I* (Job Series) .0.......:.sccccesecceseceseeseeeescseeeeseeecseeesseseeseneeeeaeers 334 Senior Clerk/Employiment-& BusinessDevelopm ova < Business 330 Typist Clerk II (Job Series) .........ccccccesecsesssesseseecseseesesecscseeseseacsesaesevseseesenessesesseseeeeseaeens 326 Typist Clerk I (Job Series) ......ccccccccccccsccssssecscssesecsecseescsecsecsecsccscescsssaeeessesareaceseassreaseseees 324 Office Clerk (Job Series) ..........cccccccccsescescsscsecseeseesesecsecseesecsessccassacsecsesstcateucsecatesevetsataces 322 Ir ( rmatl a ec) ve Systems "00 Inatc 29994 7) BUYER= scssnsseamneeaanancensuseensncnsctsnnensabataiadhdantonee ceveaneinenanmrensoncsannccominrnesimeinsiasannanes vnanneseasusnny 344 Accounts Payable Specialist II (Job Series)/Purchasing Specialist II (Job Series)/ Payroll Specialist II (Job Series)/Senior Account Clerk II* (Job Series) .............0:0000 336 Accounts Payable Specialist I (Job Series)/Purchasing Specialist I (Job Series)/ OAPPENDIX B OCCUPATIONAL GROUPINGS Page 53 AFSCME 809 (FT) MOU_2021-2024 Payroll Specialist I (Job Series)/Senior Account Clerk I* (Job Series).........:cccccceeees 334 Account Clerk 0... ccc cccccecceseseeseeneesecseescecsecsecseesseesessessecsssecsecseseesacsessecsesseeacsesaeeseaeseeats 332 (* Denotes minimum qualifications required.) Salary Range No. 8) Planning Technician IT (Job Series) ...........ccccccsesscssesseseesenecseeseecseesecsecseeacrcseeseesctacsnenes 341 Planning Technician I (Job Series) ........ccccccceccecssssseesesseecstesesscsecsecsecsecsecaeseeseenesseeeeseeaes 339 9) Senior Equipment Mechanic ............ccccecsessssssscescccecsecessecscecsecesccsaeccseccssceseeecesseesacesseaes 341 Equipment Mechanic II (Job Series).........ccceceeesseseeseeseeeeseeseeeeseeseeseesecsesseeecsecsesseseeseess 338 Equipment Mechanic I (Job Series) ..........ccccesssssessessesessesesesscsesecsesacsesacsesacsceacseeecseaeaes 335 Equipment Service Worker (Job Series) .........cccccccccccccssssescsscsesecsecseeseesesecsecseeacesseseteesteas 331 10) HVAC Techrniciaty eee cccccceceeseeseesesesssecsessesecaeeseesecseassacseceesassecsessecsessesasseeasaeeaees 345 FSO STE asesisccsisins enancaie sins 6a.08 i sa steanemrenmnaanneemnacoeneaennieanctomcentermesoonn te tno emeseocemnmastenmntnessenen 343 PTT WCE ssccssanseceonnss wwe cess sone eins nsenaneetacieaninisstaiiske saindchsiad9 anaiidad oie shi daanavsnsdinedadad Wade Sako 340 Poel Mainiananie Stel lis brcccusexsusecsnenecnenemeaassaunm 0s 6.s0 canetRehancanie aisindtaniaanmanieura Sasied 337 Lead Facilities Maintenance Technician ............ccccccsseseeseeseeseseeseeseeseeccsecsesseeseesesssseeaees 338 PaImterr oo... eee eeceesececceeeesevsseseesecsessseeaecaeesecssesseseessessesseesaccsucsesssessecssecareaecaeesaesaesseeseeasens 338 LOCKSMIth oo... cceceecececeeseeseeeseeseeneesaecseesaessecaecsserscsaessecsecsessecsesaeesaceassecssesaeeseesareateatens 338 Facilities Maintenance Technician IT (Job Series) ............ccecccceseeseeseeseeseneeseesenseneeseeseeeens 335 Facilities Maintenance Technician I (Job Series) ...........cccccescescesseesceseeseenseeseeseenseeaeenees 329 Senior Custodian... ccecceccecssseesseseeseessseeseeseeseeeeessecsessessenecsesseeseneeeesecaeeaeeseseeeecseeecaeees 328 Assistant Facilities Maintenance Technician (Job Series) ..........cccccececceseeseeseneeeeeneesenees 327 CHSTOUI ED cas scsscsscnassemninna cesanssmsseiaannsit-dauannce ve xe <nrnsiosntamiineniieinsinntnsnsrnenssanannesanmusenenanenenmemecuet 325 11) Senator [res Trt sees saws excocsn ce savas saan an cocaaweaneaanaxenesenenunsncsiarwena esa se a sannseesnannaeentanncces 340 Irrigation Technnician............ccccccccccccccsscessccsscessccseesseessecssecsseseasesseesseesssecseenseesecrsecesteutens 335 Senior Groundsworker ........ccccccceccesssssecssesscesecscesecsecssecsecsecssccaeesecssesseesaesaesaeeaeeaeeceeneeaes 334 Tree Trimmer II (Job Series) 2.0... eceeceeceeseeseeeseeseeseeseeeeeesecseesececeeecseeeseeaeseeneeeaeeaeeeeeees 333 Groundsworker II (Job Series) ........:..ccccceccecesseseeseeseseeseesesseseesecseeeeeessecenecaeeseeeeeeeseeneeaees 331 Semior Custodian... cccccecscessessecsseeseeseessceseesecseeeaesseesecssecaesaeseeesaesaeeseeeeesseeneeeaeeeeneseatees 328 Groundsworker I (Job Series)/Tree Trimmer I (Job Series) ............cccccccccsecsseescecseeeeens 327 Assistant Groundsworker (Job Series)/Assistant Tree Trimmer (Job Series) ................ 325 CUSIOUIAT scacsssninisa.cicistinsnnsmnnenaceenvacenneroeneenseneeanunnnraennunnatanusiakes tanemeannenanaennaens wresnesmenestt 325 12) Senior Maintenance Worker [vcsiccsinisssicnccnennncesacatasdstcaatsinienesedniasniaieeaante inte rannannsansdarsisin 341 penior Maintenance Worker Uses ccccsunueserssewis mim enacamncnncmanemmurnew a tam anannacerenes 339 Lead Facilities Maintenance Technician ..............cccccccsseesecsseseesecsecssesaueeeseceeeesseeseeseenees 338 Heavy Equipment Operator ............ccccccccscesseeseeseceecesseeeaecsseesaecsecesseeeseeeaeesseseaeenseenseenees 337 Facilities Maintenance Technician II (Job Series)...........cccccccccscsscceseessscesesseesseeeseenseeaes 335 Maintenance Worker II (Job Series) .........cccccccsccssecssccessesseeseceseesseeeseecsecssessneseseeesseeneeenes 331 Facilities Maintenance Technician I (Job Series) ...........cccccecescesseeecesseesceeessseseeeaeeseenees 329 Semior Custodian... eececccccecessececesseceeeeseceeeeeecseseeceeeceecaeseesevseeceeseseeesessseseeeeaeeeeeneeneeees 328 OAPPENDIX B OCCUPATIONAL GROUPINGS Page 54 AFSCME 809 (FT) MOU 2021-2024 Maintenance Worker I (Job Series) ........cccecccccccccscscsscesesscssescescacsssesesevecesevecsevaceasusaeceees 326 Custodian... eceececesseeesesecsssessesscsesesacsevecsessesevsceasscsecacsceussssecacausevaceccecsececatersaceevaceesenses 325 Assistant Maintenance Worker (Job Series) .........0.cccccccccscsesseseseseesescseescacsececeesavseeecueeeees 324 OAPPENDIX B OCCUPATIONAL GROUPINGS Page 55 AFSCME 809 (FT) MOU _2021-2024 Salary Range No. 13) Senior Recreation Center Supervisor ..........cccccccccccsssesseecsessecescesssecsescsevsvseesssecavscereavaceess 349 Aquatics Program Supervisor .........c.cccccsccssssessescsesecsceecscseescsessceeecsecstsecavacsucacereavscesvaseees 346 Recreation Center Supervisor II (Job Series)/Recreation Program Supervisor.............. 346 Adult Sports Coordinator II (Job Series)/Community Services Coordinator II (Job Series)/Event Services Coordinator II (Job Series)/Kids Club 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 IT (Job Series)/Youth Sports Coordinator II (Job Series) ..........cccccccccce 343 Adults Sports Coordinator I (Job Series)/Community Services Coordinator I (Job Series) Coordinator, Recreation/ Event Services Coordinator I (Job Series)/Kids Club Coordinator II (Job Series)/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) .......0...cccccccscsesesesceseseesscscsssseseevsvaceeveese 341 Events Coordinator (Job Series) .iscs.cccssssessccsseetasessseseceneesssensessssnneesaneneetsseareoeenscansenseens 337 Assistant Recreation Coordimator ...........ccccccsescccssesceseseseescserecsesecseccscseesenseseesessueevsceeees 335 Assistant Events Coordinator (Job Series) ........0.cccccccccccscsssseseeseseesescsscscesesesessssesesevseseats 331 14) Early Childhood Program Supervisor..........ccccccccccceccessesceseeseseesessceccsssecesessecassevaceaceeeeeees 346 Early Childhood Instructor .0..0.....0..cccccscesesscsseseescescsscucsscscessesceeeessessersassacsecsesauensceeeaeeess 330 15) 4 Senior Storekeeper... cece ecccssesesessesseccsesscsesecscsevseesscsassevsvecsecscsuevacsucsevecseacsecseeceveces 334 Storekeeper oo... ceececcesesseeseesssessssessesesscsesscsevasseseesacsesevesscescseescssecaccesaevacsecaeaesaceueseaseees 330 16) Engineering Technician 20.0.0... ccecccssesssssseescecsesesssacscsesesevacsesevsesesesecscscseseeevscsteereeeseaes 340 LZ) «4-4- Senior Bus Driver sisccsscesssscsacesastecnceesecenencesnnenen eoetsessenerssnnvetanasenarecuaeneneaccunanes touesenuencevses 332 BOS! DEV CP ssanssnsnaseverssessnenvaswtawntasandsnnnesnksie dasatainer maenonenrens asvannenaxannetenennanennsmmnerenennsxenvenen 330 18) Coordinator, Records Management ..............ccccccccsesccsssscscscescstecseescseecesesecsesscscescseneessaees 339 19) Event Services Worker IIT (Job Series) ..0.......cccccccccccesecscesessesscseeseescsecsecsceseseeesecsessevens 331 Event Services Worker II (Job Series) ...........ccccccsssesccsscsecsecscescsecsecsecseesescesecsecstcscsaearees 326 Event Services Worker I (Job Series)........cccccccescccessesscssssesseseerscsecseesesecsecsecseestesscaseesees 324 OAPPENDIX B OCCUPATIONAL GROUPINGS Page 56 AFSCME 809 (FT) MOU 2021-2024 APPENDIX C JOB SERIES POSITIONS Article III, Section 4 LEVEL 1 LEVEL 2 LEVEL 3 # Classification Salary Classification Salary Classification salary Range Range Range 1 Accounts Payable 334 Accounts Payable 336 N/A N/A Specialist I Specialist IT Adult Sports Adult Sports . Coordinator I 34] Coordinator IT 343 NA N/A 4 | Assistant Events 331 | Events Coordinator 397 N/A N/A Coordinator Assistant Facilities Facilities Maint Facilities 4 | Maintenance 327 Tesoro an r intenance 329 | Maintenance 335 Technician + : Technician II g | assistant 325 | Groundsworker I 327 | Groundsworker II 331 Groundsworker 6 Assistant Maintenance 324 | Maintenance Worker I 326 Maintenance Worker 33] Worker II p | ASsistalt Eres: 325 | Tree Trimmer I 327 | Tree Trimmer II 333 Trimmer Business License Business License . Specialist I a34 Specialist II ia N/A N/A Code Enforcement Code Enforcement 9 Aide 333 Officer 342 N/A N/A Community Services Community Services oi Coordinator I al Coordinator II 348 Bia. N/A 11 Equipment Service 331 | Equipment Mechaniol | 335 Equipment Mechanic 338 Worker II Event Services Event Services 2 Coordinator I a4 Coordinator II ate ia Ne Event Services Worker Event Services Worker Event Services B I la Il 326 Worker III aol 14 | Graphic Designer I 335 | Graphic Designer II 337 N/A N/A 15 mids Club Coordinator 34] ns Club Coordinator 343 N/A N/A 16 | Office Clerk 322 | Typist Clerk I 324 | Typist Clerk II 326 17 | Payroll Specialist I 334 | Payroll Specialist II 336 N/A N/A 18 | Planning Technician I 339 | Planning Technician II | 341 N/A N/A 19 | Purchasing Specialist | 334 amelie Specialist | 394 N/A N/A 20 Recreation Center 343 Recreation Center 346 NA N/A Supervisor I Supervisor II OAPPENDIX B OCCUPATIONAL GROUPINGS Page 57 Recreation Permits Recreation Permits AFSCME 809 (FT) MOU_2021-2024 al Coordinator I ait Coordinator II 343 NA N/A . Senior Account Clerk 22 | Senior Account Clerk I | 334 Il 336 N/A N/A Seniors Assisted Seniors Assisted 23 Living Coordinator I 341 Living Coordinator II 343 NIA ici Seniors Recreation Seniors Recreation 24 : 341 | Program Coordinator 343 N/A N/A Program Coordinator I Il Seniors Services Seniors Services a Coordinator I 341 Coordinator II 343 NEA NiA Special Needs Special Needs 26 | Recreation 341 | Recreation 343 N/A N/A Coordinator I Coordinator II Transportation Transportation a7 Coordinator I atl Coordinator II ai NEA ine Youth Sports Youth Sports 28 Coordinator I 341 Coordinator II ane NEA vaiia OAPPENDIX B OCCUPATIONAL GROUPINGS Page 58 DIFFERENTIAL PAY FOR CERTAIN 8SENIOR9 CLASSIFICATIONS AFSCME 809 (FT) MOU_2021-2024 APPENDIX D Article III, Section 6 #t Senior Classification Salary Highest Subordinate Salary Range Range .. Facilities Maintenance 1 | HVAC Technician 345 Technician II 335 .. Facilities Maintenance 2 | Electrician 343 Teshnigien TI 335 3 | Senior Maintenance Worker II 341 | Heavy Equipment Operator 337 4 | Senior Tree Trimmer 340 | Heavy Equipment Operator 337 5 | Plumber 340 | Pool Maintenance Specialist 337 6 | Senior Maintenance Worker I 339 | Maintenance Worker II 331 7 Lead Facilities Maintenance 338 Facilities Maintenance 335 Technician Technician II . Facilities Maintenance 8 | Locksmith 338 Technician II 335 . Facilities Maintenance 9 | Painter 338 Technician II 335 10 | Irrigation Technician 335 | Groundsworker II 331 11 | Senior Groundsworker 334 | Groundsworker II 331 12 | Senior Custodian 328 | Custodian 325 OAPPENDIX D DIFFERENTIAL PAY FOR CERTAIN 8SENIOR9 CLASSIFICATIONS Page 59