HomeMy WebLinkAbout2020-01-14 - AGENDA REPORTS - MOU BETWEEN THE CITY OF SC AND THE SERVICE EMPLOYE (2)Agenda Item: 5
DATE: January 14, 2020
SUBJECT: MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF
SANTA CLARITA AND THE SERVICE EMPLOYEES
INTERNATIONAL UNION (SEN) LOCAL 721
DEPARTMENT: City Manager's Office
PRESENTER: Kristi Hobrecker
RECOMMENDED ACTION
City Council:
1. Approve the draft Memorandum of Understanding that has been negotiated between the City
of Santa Clarita and the Service Employees International Union, Local 721.
2. Adopt a resolution providing for compensation of Service Employees International Union
represented employees of the City of Santa Clarita.
3. Adopt a resolution of the City Council of the the City of Santa Clarita, California, between
the Board of Administration California Public Employees' Retirement System and the City
of Santa Clarita for Employer Paid Member Contributions.
4. Authorize the City Manager to finalize, sign, and accept the Memorandum of Understanding
on behalf of the City of Santa Clarita.
BACKGROUND
Service Employees International Union (SEN) Local 721, CTW, CLC is the exclusive
bargaining agent for approximately 80 positions in the field and maintenance classifications. The
current contract between the City of Santa Clarita (City) and SEN expired on June 30, 2019. In
March 2019, the City and SEN began negotiations for a new contract. The revised and new
articles have been incorporated into a Memorandum of Understanding (MOU).
The SEN met on December 19, 2019, and approved the three-year MOU in its current form for
the period of July 1, 2019, through June 30, 2022. This three-year MOU is attached for
Page 1
reference.
ALTERNATIVE ACTIONS
1. Not accept the MOU and direct staff to continue negotiations.
2. Other action as determined by Council.
FISCAL IMPACT
The recommended action results in an annual budget increase of $206,331 per year for the cost -
of -living adjustment and $32,280 for certificate and license pay benefits. The MOU includes a
3.5 percent cost -of -living adjustment with the 1 percent additional employee paid member
contribution to CalPERS, which is consistent with what was approved in July 2019 for
unrepresented employees.
ATTACHMENTS
Resolution Providing for Compensation of the Represented Employees of the City
Memorandum of Understanding between the City of Santa Clarita and the Service Employees
International Union Local 721
Resolution between the Board of Administration California Public Employees' Retirement
System and the City of Santa Clarita for Employer Paid Member Contributions
Page 2
RESOLUTION 20-
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF SANTA CLARITA, CALIFORNIA,
PROVIDING FOR COMPENSATION OF THE REPRESENTED EMPLOYEES OF THE CITY
WHEREAS, Section 37206 of the Government Code requires the City Council to
prescribe the time and method of paying salaries, wages, and benefits for employees of the City;
and
WHEREAS, the City Council has authorized and directed, under provisions of the
Municipal Code of the City of Santa Clarita, Section 2.080.060, the City Manager to prepare a
proposed salary plan for all employees of the City.
NOW, THEREFORE, BE IT RESOLVED, by the City Council of the City of Santa
Clarita as follows:
SECTION 1. Pursuant to the Memorandum of Understanding (MOU) between the City
and Service Employees International Union (SEIU), Local 721, effective January 25, 2020, all
SEIU represented employees will receive a 3.5% Cost of Living Adjustment (COLA), as reflected
on the attached January 2020 Salary Schedule for Represented Employees.
SECTION 2. All prior resolutions and parts of resolutions in conflict with this resolution
are hereby rescinded.
SECTION 3. The City Clerk shall certify to the adoption of this Resolution.
PASSED, APPROVED, AND ADOPTED this 14th day of January 2020.
ATTEST:
CITY CLERK
DATE:
Page 1 of 2
MAYOR
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STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) ss.
CITY OF SANTA CLARITA )
I, Mary Cusick, City Clerk of the City of Santa Clarita, do hereby certify that the
foregoing Resolution 20- was duly adopted by the City Council of the City of Santa Clarita at
a regular meeting thereof, held on the 14th day of January 2020, by the following vote:
AYES: COUNCIL,MEMBERS:
NOES: COUNCIL,MEMBERS:
ABSENT: COUNCIL,MEMBERS:
Page 2 of 2
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2
Memorandum of Understanding
City of Santa Clarita and SEIU Local 721
July 1, 2019 through June 30, 2022
TABLE OF CONTENTS
Article1 Recognition............................................................................................................................3
Article2 Non-Discrimination..........................................................................................................3
Article3 Prevailing Rights................................................................................................................3
Article4 Management Rights..........................................................................................................4
Article5 Union Rights.........................................................................................................................4
Article 6 Grievance Procedure........................................................................................................7
Article7 Probation................................................................................................................................9
Article8 Disciplinary Appeals......................................................................................................11
Article9 Leaves....................................................................................................................................11
Article 10 Health, Dental, and Vision Plans..............................................................................17
Article 11 Retiree Health Insurance..............................................................................................19
Article12 Retirement...........................................................................................................................20
Article13 Life Insurance.....................................................................................................................21
Article 14 Miscellaneous Provisions.............................................................................................21
Article15 Stand-by Duty....................................................................................................................25
Article16 Compensation....................................................................................................................27
Article17 Written Reprimands........................................................................................................34
Article 18 Performance Evaluations..............................................................................................35
Article 19 Contracting Out Unit Work.........................................................................................35
Article20 Severability..........................................................................................................................35
Article21 Full Understanding.........................................................................................................35
Article22 Contract Term....................................................................................................................37
ATTACHMENTA........................................................................................................................................38
ATTACHMENTB.........................................................................................................................................39
2
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MEMORANDUM OF UNDERSTANDING
between
THE CITY OF SANTA CLARITA, CALIFORNIA
and
SERVICE EMPLOYEES' INTERNATIONAL UNION, Local 721, CTW, CLC
The Service Employees International Union Local 721 (SEIU 721 or Union) and the City of
Santa Clarita (City) having met and conferred in good faith enter into this Memorandum
of Understanding for the contract period of July 12019 through June 30, 2022.
Article 1 Recognition
On October 3, 2001 Service Employees International Union Local 721, CTW, CLC
(formerly Local 347, AFL-CIO), was certified by the State of California, Department of
Industrial Relations Mediation and Conciliation Service as the exclusive bargaining agent
for the classifications listed in Attachment "A" in accordance with the Meyers-Milias-
Brown Act Government Code Section 3500, et seq. and City Resolution Number 94-105, as
the majority representative (herein after referred to as the Unit). Accordingly, the City
recognizes the Service Employees International Union Local 721, CTW, CLC, (herein after
referred to as the Union) as the exclusive representative of the employees in said Unit for
the purpose of meeting its obligation under the Meyers-Milias-Brown Act, Government
Code Section 3500, et seq. and the Employment Relations Resolution or laws affecting
wages, hours or other terms and conditions of employment are amended or changed.
Article 2 Non -Discrimination
The parties shall treat all employees in employment matters without regard to race, color,
religion, sex, age, national origin, disability, sexual orientation, Union activity or any other
protected classes under the California Fair Employment and Housing Act (FEHA) or
applicable law.
Article 3 Prevailing Rights
To the extent that they are not expressly or by necessary interpretation and application
covered by the purpose, intent, and language of this Agreement, compensation, employee
benefits and terms of employment within the scope of representation in effect shall
continue for the term of this Agreement unless the City has given notice to the Union and,
upon request, met and conferred.
3
Article 4 Management Rights
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2
The City reserves all rights with respect to matters of general legislative and managerial
policy including, among others, the exclusive rights to determine the mission of its
constituent departments, commissions and boards; set standards of selection for
employment; direct its employees; take disciplinary action for cause; relieve its employees
of duties because of lack of work or for other legitimate reasons; maintain efficiency of
governmental operations; determine the methods, means and personnel by which
governmental operations are to be conducted; take all necessary actions to carry out its
mission in emergencies; and exercise full control and discretion over its organization and
the technology of performing its work. These rights shall be limited only as specified in
this Agreement. Should the City's exercise of its rights substantively affect matters within
the scope of representation, it will give notice to the Union and, upon request, meet and
confer on the impact/effect of its decision.
Article 5 Union Rights
A. Dues Deduction
Each month the City shall send to the Union in an excel spreadsheet, to
dues@seiu721.org, a list of all employees in the bargaining unit including: each
employee's last and first name (alphabetized); employee number; amount collected
(per pay period for the month); Exception Status (new hire, terminated, leave of
absence, return from leave of absence, promoted out of Union position, return to
Union position, transferred to Union position, terminated Union membership); and
Address List Roster (employee number, last name, first name, street address, city,
state, zip, job class title).
The City shall make the dues and other applicable deductions from the employees'
paychecks and remit such itemized deductions to the Union via direct deposit and
include deductions for the first and second pay periods of the month. Payment is
sent no later than the end of the following month.
B. Maintenance of Dues Payroll Deduction
Employees in this unit who have authorized Union dues deductions on the effective
date of this Memorandum of Understanding or at any time subsequent to the
effective date of this Memorandum of Understanding shall continue to have such
dues deductions made by the City during the term of this Memorandum of
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Understanding; provided, however, that any employee in the Unit may revoke the g
dues deductions during the twenty-one day period preceding the employee's date N
of hire anniversary within the last twelve months of this Memorandum of ti
7E
Understanding, by notifying the Union of their revocation of Union dues J
deductions. Such notification shall be in writing and contain the following r_
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information: employee name, employee identification number, job classification, _
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department name, bargaining unit name or number and the name of the employer
from which such deductions are to be cancelled. The union will inform the member
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of his/her dues deduction revocation upon request. The Union will provide the L
employer with the appropriate documentation to process these dues deduction
revocations within ten (10) business days after the close of the withdrawal period.
C. Committee on Political Education (COPE)
Employees may make voluntary contributions to the Uniori s registered political
action committees. The City shall make the deduction of the voluntary
contributions in the same manner as the dues deduction process.
Every pay period the Union will notify the employer with a list of employees and
the appropriate deduction amount on the "authorized deduction report" of the
employees who have signed an authorization for the COPE deduction.
Employees may discontinue voluntary political deductions by providing notice of
cancellation to the Union and the Union shall transmit such notice of cancellation to
the City by the next full pay period cycle.
D. Indemnification
Service Employees International Union Local 721 shall indemnify and hold the City,
its officers and employees, harmless from any and all claims, demands, suits, or any
other action arising from the provisions herein.
E. Use of City Facilities
With the approval of the Human Resources Division, the City agrees that the Union
may use city facilities to conduct meetings provided that such use does not interfere
with the normal business operations of the City.
5
F. Union Access
Upon prior notice to the Human Resource Division, a Union representative shall be
admitted to City facilities or work sites during working hours to assist employees in
adjusting their grievances, or to investigate complaints concerning working
conditions. Such access shall not interfere with the employees work duties.
G. Bulletin Boards
The Union shall be provided reasonable designated space on City bulletin boards
which does not interfere with the City's official use of the bulletin board. With the
prior approval of the City, the Union may install and maintain separate bulletin
boards in the employee rest areas. Informational material only may be posted. No
derogatory, inflammatory, or political materials (with the exception of meeting
notices) may be posted.
H. Union Stewards
The Union may designate a reasonable number of stewards (not to exceed 10) who
must be members of the unit. A steward may represent a grievant at all levels of the
grievance procedure. A steward may represent an employee in pre -disciplinary
hearings (Skelly) or interviews where there is a reasonable expectation that
disciplinary action may follow. An employee and his/her steward shall have a
reasonable amount of paid time off for the above listed activities to include
preparation time.
Union Stewards must inform their supervisor of the date and time they need to be
released from work and for which above listed matter they are representing an
employee.
The Union shall provide the City with the names of Union Stewards within thirty
(30) days of the execution of this Memorandum of Understanding and within thirty
(30) days of any changes in the designated Stewards.
I. Unit Information
The City shall provide the Union with the name, job title, department, home phone
number (if available), work phone number (if available), work email (if available),
and home address (if available) of any newly hired employee. The membership
information identified in this section shall be provided to the Union regardless of
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whether the newly hired public employee was previously employed by the public g
employer. All of the above membership information shall be sent along with the N
dues report information to the Union electronically at duesCseiu721.org on a "-
monthly basis.
New Employee Orientation
The City shall provide the Union written notice to the Worksite Organizer (WSO)
and to membership@seiu721.org of Employer -wide new employee orientations, no
matter how few participants, and whether in person or online, at least ten (10)
business days prior to the event.
Representatives of the Union shall be permitted to make a presentation of up to
thirty (30) minutes, and present written materials, during a portion of the
orientation for which attendance by the new hires is mandatory. No representative
of management shall be present during the Union's presentation. Release time shall
be granted for stewards to participate in the new employee orientations. "New
hires" shall be defined to include any employee new to SEIU 721.
The City shall include in their new hire packet and distribute at the new employee
orientations: the current Union membership and COPE forms, a copy of the
Memorandum of Understanding (MOU) and the contact information of the Union
Representative.
J. Membership Meetings
A total of one hour of city time will be provided every other month for membership
meetings. This time is inclusive of travel time and may be combined with
employee's unpaid lunch periods.
Article 6 Grievance Procedure
Grievances may be filed by individual employees, or by the Union or by groups of
employees. Employees have the right to a representative of their choice at the beginning of
Step 2 of the Grievance Procedure.
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Sec 1 Purpose of Grievance Procedure: The grievance procedure shall be used to resolve g_
employee complaints regarding:
a. An alleged violation of the Memorandum of Understanding.
b. An alleged violation of the City's Personnel Ordinance or Rules.
Specifically excluded from the grievance procedure are:
a. Performance evaluations including deferral of merit increases. (See Article 18
Performance Evaluations)
b. Written reprimands.
C. Policy decisions of the City Council.
d. Matters for which there is a separate appeal, including disciplinary action
Sec 2 Informal Discussion of Grievance: When an employee has a complaint, the
employee shall first informally discuss the matter with the employee's immediate
supervisor within fifteen (15) calendar days from the date of the incident or decision
generating the grievance. If, after discussion, the complaint has not been
satisfactorily resolved, the employee shall have the right to file a formal grievance.
Sec 3 Formal Grievance Procedure: The formal grievance procedure shall be used to
resolve an employee's complaint not satisfactorily resolved by informal discussion.
Step 1
a. An employee shall have the right to present a formal grievance, in writing, to
the Director, within fifteen (15) calendar days after the informal discussion of
the grievance with the immediate supervisor. All formal grievances shall state
the reasons for the complaint and the employee's suggested solution.
b. Once the formal grievance is presented to the Director, the Director shall
discuss the grievance with the employee and/or the employee's representative.
Within fifteen (15) calendar days after receipt of the formal grievance, the
Director shall render a written decision regarding its merits. If the Director's
decision does not satisfactorily resolve the complaint, the employee may, within
fifteen (15) calendar days present the formal grievance to the City Manager or
his/her designee.
Step 2
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C. Mediation: Prior to submitting the grievance to the City Manager or his/her
designee, either the City or the employee may, within fifteen (15) calendar days
after a decision by the Director, request the matter be referred to mediation and
the matter shall proceed to mediation. The Mediator shall be obtained from the
State Mediation and Conciliation Service. The Mediator shall attempt to
mediate a mutually acceptable resolution to the grievance. A confidential
written Mediator's recommendation shall be presented to the City Manager or
his/her designee and the Union. If the employee/Union is not satisfied with the
Mediator's recommendation or the matter is not settled, the employee has
fifteen (15) calendar days from receiving the mediator's recommendation to
present the final grievance to the City Manager. The mediation process shall be
confidential and shall not be used in any formal stage of the grievance
procedure except as provided herein.
Step 3
d. If Step 2, Mediation, does not occur within fifteen (15) calendar days of
receiving the written decision from the Director, or if no decision is received,
the employee may present a formal grievance to the City Manager or his/her
designee. The City Manager or his/her designee shall discuss the grievance with
the employee and the employee's representative. Within twenty (20) calendar
days after meeting with the employee and the employee's representative, the
City Manager or his/her designee shall render a written decision regarding its
merits. The decision of the City Manager or his/her designee shall resolve the
grievance and no further review of the subject matter of the grievance shall be
permitted within the City's administrative process.
e. The City shall not institute any reprisals against any employee or any
representative resulting from the use of the grievance procedure.
Article 7 Probation
Sec 1 Regular appointment shall be subject to a probationary period of not less than one
(1) year actual service. Promotional appointments shall be subject to a probationary
period of not less than six (6) months including: 1) Promotional (Title -Change)
Transfer means the movement of an employee from one job classification to a
different job classification having the same pay grade but different essential
functions and 2) Promotion means the movement of an employee from one job
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classification to a different job classification having a higher pay grade. g
The appointing authority may extend such probationary period for up to six (6)
additional months with reason, including but not limited to medical and other
approved leaves, to allow an employee additional time to be trained, or when more
time is needed to evaluate the employee's performance. The reason for the
extension shall be provided to the employee in writing.
Prior to the end of the probationary period, the appointing authority shall notify
the Personnel Officer whether the probationary employee has performed
satisfactorily and whether retention of such employee is desired. This notification
shall be made in conjunction with the completion of the probationary employee's
performance evaluation. If retention is not desired, the probationer will be rejected
in accordance with the City's Personnel Rules.
Lateral transfers defined as the movement of an employee to another work area to
perform the same or similar job functions while maintaining the same job
classification and same pay grade do not serve a probationary period.
Sec 2 Objective of Probationary Period: The probationary period shall be regarded as a
part of the selection process and shall be utilized for closely observing the
employee's work and for securing the most effective adjustment of a new
employee to his position.
Sec 3 Rejection of Probationer: During the probationary period, an employee may be
rejected at any time by the appointing authority without cause and without the
right of appeal. Notification of rejection by the appointing authority shall be
served on the probationer and shall occur prior to the end of the probationary
period.
Sec 4 Rejection Following Promotion: Any employee rejected during or at the
conclusion of the probationary period following a promotional appointment shall
be reinstated to the position from which the employee was promoted.
Sec 5 Extension of a Probationary Period while on a Leave of Absence: An employee's
probationary period may be extended by the same period of time the employee
was on leave when the employee takes one or more leaves of absence that total
more than 14 days.
10
Article 8 Disciplinary Appeals g
At the option of the employee and/or the City, Article 6, Section 3 (c) Mediation of the
Grievance Procedure may be utilized prior to the final step of the disciplinary appeals
process. All discipline involving suspensions, demotions and terminations shall be subject
to the City's disciplinary appeals process found in the Personnel Rules, Rule XII,
Disciplinary Appeal Procedures. The City shall give written notice of these disciplinary
appeal rights to all disciplined employees.
Article 9 Leaves
A. Vacations
Employees begin to earn vacation time on the first day of probationary
employment. Vacation time is credited on a bi-weekly basis. All bargaining Unit
Members earn vacation at the following rates:
Length of Service
Hours Accrued Per Pay Period
Total Days Per Year
0 - 4 ears
3.0768 hours
10 da s
5 - 9 years
4.6152 hours
............................................. 15...dad'.s.........................................................................
10 ears
4.9231hours
16 days
ll ears
5.2308 hours
17da s
12 ears
5.5385hours
18da s
13 -14 years
5.8462 hours
19 da s
15+ years
6.1538hours
20 days
Vacation will accrue from year to year to a maximum of two -hundred hours (200),
or three (3) times the annual accrual whichever is greater. Any amount in excess of
the maximum accruals will be paid out to affected employees at his or her
applicable rates each August. Finance/Payroll will notify eligible employees of the
payout date and excess hours to be cashed out. Employees who wish to keep the
excess vacation hours in lieu of receiving cash may submit a written request to the
City Manager who has sole discretion to approve or deny the request.
Vacation will accrue during a workers' compensation leave proportionate to the
amount of City -paid compensation.
11
B. Holidays
The organization recognizes the importance of leisure time in achieving greater
productivity and provides regular and probationary employees with the following
thirteen (13) paid holidays during the calendar year.
New Year's Day
January 1
Martin Luther King Day
Third Monday in January
President's Day
Third Monday in February
Memorial Day
Last Monday in May
Independence Day
July 4
LaborDay
First Monday in September
Veteran's Day
November 11
Thanksgiving Day
Fourth Thursday in November
Day after Thanksgiving
Friday following Thanksgiving
Christmas Eve
Half day December 24
Christmas Day
December25
New Year's Eve
Half day December 31
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If a holiday should fall on a Saturday, it will be celebrated the preceding Friday. If a g_
holiday should fall on a Sunday, it will be celebrated the following Monday. In
It-
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addition to the scheduled holidays identified above, employees receive one (1) n'
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floating holiday granted on January 1. This is a "free" day, which may be used at o
J
any time before the end of the calendar year with prior approval of the Director or =
0
Division Manager. Any employee who accrues floating holiday hours from January _
through October, but does not use the floating holiday by December of that same E
year, will be compensated at the employee's current rate of pay in the first o
paycheck the employee receives in February of the following year. Any employee =
L
who accrues floating holiday in November and December will have until June of
the following year to use the leave. Any unused floating holiday earned in
November or December will be compensated at the employee's current rate of pay o
in the first paycheck in August.
C. Sick Leave
Employees begin to earn sick leave on the first day of probationary employment.
Sick leave time is credited on a bi-weekly basis.
Sick leave is earned at approximately (one) 1 day per month (3.6920 hrs. per pay
period) for a total of (twelve) 12 days per year. Sick leave shall be allowed for
personal illness, injury either job or non -job related, medical, dental or eye
appointment, hospitalization of a member of the immediate family or other family
illness if approved by the Director. Any extended absences from work due to an
employee's illness or illness of an immediate family member should be requested in
writing.
Qualifying leaves may also fall under the guidelines of the Family and Medical
Leave Act or other statutory leave laws established by State and/or Federal law.
Unacceptable reasons for sick leave requests are, in part, an inability to work
because of intemperance, ordinary tiredness, restlessness and muscle fatigue.
Sick leave will accrue from year to year indefinitely, unless you qualify for and
choose to participate in the City's Sick Leave Incentive Plan.
Sick time will accrue during a workers' compensation leave proportionate to the
amount of City paid compensation.
13
Sick Leave Incentive Program
Employees who have minimal sick leave usage between January 1 and the end of
November of each calendar year or have large balances of sick leave may be eligible
to participate in the City's Sick Leave Incentive Program. This program allows
employees to convert sick time to cash or vacation each December based on the
following schedule:
No sick leave usage = 5 days of conversion eligibility
Up to 1 day sick leave usage = 3 days conversion eligibility
Up to 2 days sick leave usage = 2 days conversion eligibility
Up to 3 days sick leave =1 day conversion eligibility
In the alternative, employees who have a sick leave balance of 201 hours as of the
end of November of any calendar year are eligible to convert up to 10% of their sick
leave balance to cash or vacation in the last paycheck in December of the same
calendar year with a maximum payout of 96 hours. Employees who attain
eligibility for both types of conversion options as described shall utilize the option
that provides the most benefit to employees. A schedule will be provided to eligible
employees each November.
D. Bereavement Leave
Up to five working days for Bereavement Leave may be granted by a Director for
employee absence without loss of pay from duty as a result of a death in the
employee's immediate family, which includes spouse; natural, step, or legal
children; parents; including parents -in-law; brothers or sisters; including brothers-
in-law and sisters-in-law; grandparents; grandchildren; grandparents -in-law; aunts;
uncles; State of California registered domestic partners; and children of State of
California registered domestic partners.
E. Medical Leave
The City grants leaves in accordance with the Family Medical Leave Act, California
Family Rights Act, any other Federal and State regulations and established City
policies and procedures for the administration of such laws. Employees should
direct all questions regarding medical leave of absences for themselves or for the
care of family members to the Human Resources office.
14
D
Leaves of Absence with Supplemental Wage Replacement Compensation g
If an employee on an approved medical leave of absence is also receiving wage
replacement through an alternate source (e.g., workers' compensation, State
Disability Insurance, Paid Family Leave), the employee and the City may mutually
agree to coordinate the employee's accrued paid leave banks with the amount
received from the wage replacement plan up to an amount equal to the employee's
regular salary. A minimum of one hour of leave per week must be used in order to
continue to be in active pay status. Requests to use less than the full coordinated
amount must be in writing (including emails), can be made at any time to be
applicable the next pay period, and will be reviewed by Human Resources.
In the event Human Resources does not receive a written request or email detailing
how the employee on leave wants to be paid, the City will fully coordinate the
employee's accrued leave banks with the alternative pay to pay the employee up to
his or her regular salary.
Unless specifically requested in writing, the City will use the leave banks in the
following order: (1) sick leave, (2) compensatory time off, (3) floating holiday, and
(4) vacation leave.
Leaves of Absence with No Supplemental Wage Replacement Compensation
Employees who do not qualify for, who exhaust their eligibility for, or who choose
not to coordinate their leave banks with an alternative wage replacement source as
described above may use up to 40 hours per week of their available leave bank
balance toward their regular work schedule during their leave of absence.
Leaves of Absence without Pay
Employees on leave having exhausted all of their accrued leave balances will be
considered in unpaid status and are not eligible for cafeteria dollars, taxable cash,
supplemental benefit dollars, holiday pay, or any other type of compensation or
benefit. The employee will be required to make payments to the City for any City -
provided benefits such as health insurance, life insurance and long-term disability in
order for these to continue during their leave, unless the law provides otherwise.
Failure to make timely payments within 30 days of the due date will result in the
cancellation of the benefit(s) until such time as the employee returns to work. In
addition, the employee may be offered COBRA coverage for dental and vision, and
Ca1PERS Direct Pay for health coverage.
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F. Military Leave
Military leave shall be granted in accordance with the provisions of federal, state,
and local law. During active military campaigns, unit members who are called to
serve shall be entitled to continuation of their City pay, offset by military pay for a
total of 180 days for the period of an active duty. The 180 days provided by the City
runs concurrently with any federal, state, or local military leave laws. If the unit
member is entitled to benefits under the provisions of federal or state law, the offset
City pay shall be reduced by such federal or state mandated benefits.
During the initial 30 calendar day leave period in any fiscal year, the employee is
entitled to his or her full City salary. Between days 31 and 180, the City will
coordinate the employee's salary with his or her military pay, so that the employee
receives the equivalent of his/her full salary.
All unit members entitled to military leave shall, within the limits of military
regulations, provide the City with a copy of his or her military orders in order to
verify eligibility. The City shall advise employees and grant eligible employees
military -related leaves under the Family and Medical Leave Act (FMLA).
G. Personal Leave (Without Pay)
Leaves of absence without pay may be granted for up to three (3) calendar months
upon the approval of the City Manager. After three months a leave of absence may
be extended if so authorized by the City Manager. While on any unpaid leave
status, vacation and sick benefits do not accrue. The employee is required to pay the
entire monthly premium for health insurance coverage if they desire to remain
covered during the leave. The employee, upon their return from authorized
personal leave (without pay), will be returned to his or her former position.
H. Jury Duty and Subpoenas
Employees summoned for jury duty or subpoena by court as a witness on City
related business on a scheduled workday receive compensation from the City equal
to their regular rate of pay. At the completion of jury duty, employees are required
to reimburse the City the amount they were paid by the court for the jury service.
Employees must obtain a form from the court that certifies the times and dates
served as jurors. Employees subpoenaed by a court for non -work -related matters
must use appropriate accrued leave such as vacation, floating holidays, or
compensatory time off, to cover their absence from work.
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I. Training Leave
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The City may, on a case by case basis, approve paid time off for Union -sponsored
and/or job related training. Any denial of an employee's written request for training
shall be provided timely and with a verbal explanation of the reasons for the denial.
Article 10 Health, Dental, and Vision Plans
Upon probationary appointments, Unit Members are eligible for group health insurance.
New Unit Members enroll in health insurance during the orientation process, and coverage
becomes effective on the first day of the month following their employment date.
Employees have 60 days from their date of hire to enroll in health insurance and 30 days
from their date of hire to enroll in dental and vision plans. Employees who do not enroll in
insurance during these timeframes will be enrolled in the lowest cost health plan unless
they show proof of enrollment in another health insurance plan. Employees not enrolled in
a City health plan must wait until the fall open enrollment period to enroll, and insurance
effective dates will be January 1 of the next calendar year, unless there is a qualifying event
allowing the employee to opt -in at any time.
Unit Members have the choice of several health plans (currently through Ca1PERS) offered
by the City. Employees may also enroll in dental and vision plans. The cost of health,
dental, and vision coverage will depend on the types of plans selected by the Unit Member
and the number of dependents enrolled. The particulars of these plans are outlined in the
brochures presented at orientation or can be obtained from Human Resources.
The City will give notice to the Union and upon request meet and confer if it becomes
necessary to change the basic benefit structure of or contributions towards its medical
insurance plans.
Benefit Allowance
A. Effective January 1, 2018, there are two tiers for City -Paid benefit allowances:
1. Tier 1 includes employees hired into regular, benefitted positions before
January 1, 2018.
2. Tier 2 includes employees hired or re -hired after a break in service into regular,
benefitted positions on or after January 1, 2018. Break in service is defined as
when the employee voluntarily or involuntarily separates from city service and
is later rehired.
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B. Tier 1 Benefit Allowance
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1. For Tier 1 active employees hired before January 1, 2018, who enroll in a City -
provided health insurance plan, the maximum monthly benefit allowance will
be based on the level of medical coverage selected (i.e., employee only,
employee plus one, or family) and will be frozen and based on the 2018 benefit
allowances up to the amounts as shown below:
- Employee Only Coverage: Up to $1,426.12 to spend on medical, dental,
and vision premiums.
- Employees Plus One Coverage: Up to $1,426.12 to spend on medical,
dental, and vision premiums.
- Employee Family Coverage: Up to $1,546.98 to spend on medical, dental,
and vision premiums.
C. Tier 2 Benefit Allowance
1. For Tier 2 active employees hired or re -hired after a break in service on or after
January 1, 2018, who enroll in a City -provided health insurance plan, the
maximum monthly benefit allowance will be based on the level of medical
coverage selected (i.e., employee only, employee plus one, or family). For 2020,
the maximum monthly allowance is frozen at the 2018 lowest -cost plan
premiums (PERS Select PPO, California Dental Network, EyeMed) up to the
amounts as shown below:
Employee Only Coverage: Up to $594.78 to spend on medical, dental, and
vision premiums.
- Employees Plus One Coverage: Up to $1,185.22 to spend on medical,
dental, and vision premiums.
- Employee Family Coverage: Up to $1,546.98 to spend on medical, dental,
and vision premiums.
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Taxable Cash
A. Active employees hired before January 1, 2011, will receive a monthly taxable cash
amount of $1,016.58 less any applicable health, dental, and vision premiums.
B. Active employees hired or re -hired after a break in service on or after January 1, 2011,
who are not enrolled in a City -provided health insurance plan, will receive a monthly
taxable cash amount of $217.88 less any applicable dental and vision premiums. This
amount is equal to half of the employee only rate for the lowest cost Ca1PERS' health
insurance plan available in Santa Clarita. For 2020, this plan is PERS Select PPO.
Benefit allowances and taxable cash will be pro -rated for part-time, benefitted, regular
employees based on their work hours and leave accrual hours used per pay period
consistent with the Affordable Care Act and other applicable laws.
Future maximum benefit allowances and taxable cash amounts will match the allowances
provided to unrepresented employees. Changes to future benefit contributions for active
employees will be subject to City Council approval and the meet and confer process.
Flexible Spending Accounts
Unit employees may elect to participate in the Healthcare and/or Dependent Care Flexible
Spending Account programs subject to the maximum allowed per calendar year by the
Patient Protection and Affordable Care Act and the IRS. The calendar year maximum for
Healthcare FSA in 2020 is two -thousand seven hundred and fifty dollars ($2,750) and the
maximum for Dependent Care FSA is five thousand dollars ($5,000) or as otherwise
allowed by the IRS or applicable law.
Article 11 Retiree Health Insurance
A. Employees hired on or after January 1, 2008, shall receive PERS minimum health
care contribution upon retirement from the City and eligibility for PERS retiree
health coverage.
B. Employees hired before January 1, 2008, who retire on or after January 1, 2014, will
be eligible for the maximum monthly retiree medical benefit described above
(employee plus one dependent rate for the lowest cost health insurance plan), but it
will be pro -rated based on years of service as a regular employee following this
schedule:
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• 50% upon completing 5 years of service with the City of Santa Clarita
• 75% upon completing 10 years of service with the City of Santa Clarita
• 100% upon completing 15 years of service with the City of Santa Clarita or retiring at
age 65 or older from the City under a regular service retirement with PERS
The retiree health benefit listed above is based upon reaching the 5, 10, and 15 year marks
for full-time employees. For example, an employee with six to nine years of service would
be eligible for 50% of the lowest cost health plan for employee plus one dependent.
The vesting schedule is pro -rated for part-time employees in proportion to the hours
worked. Five years of City service equals to 10,400 hours worked; 10 years of City service
equals to 20,800 hours worked; 15 years of City service equals to 31,200 hours worked. For
example, an employee who works 40 hours a pay period (instead of 80) would need to
work for ten years to reach the 50% benefit level.
Article 12 Retirement
The City of Santa Clarita is a contracting agency of the California Public Employees'
Retirement System (Ca1PERS).
Tier 1: Employees hired prior to April 9, 2011 are enrolled in the 2.7% at 55 pension formula
with final compensation based on the last or highest thirty six (36) consecutive months of
Ca1PERS membership.
Tier 2: Employees hired on or after April 9, 2011, are enrolled in the 2% at 60 PERS formula
with final compensation based on the last or highest thirty six (36) consecutive months.
This group of employees is responsible for paying the entire seven (7%) member pension
contribution.
Tier 3: Employees hired on or after January 1, 2013, will be enrolled in the 2% at 62 (through
2.5% at 67) retirement formula with final compensation based on the last or highest thirty six
(36) consecutive months. Employees are responsible for paying the entire member pension
contribution established and updated by Ca1PERS. As of July 1, 2019 this contribution
amount is six and one -quarter percent (6.25%).
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Other Retirement Benefits:
1. Military Service Credit as Public Service (purchased by employee)
2. Credit for Service Prior to Membership (purchased by employee)
3. Pre -retirement Death Benefit/Remarriage
4. Section 21574.5 Indexed Level 1959 Survivor Benefit
Article 13 Life Insurance
The City of Santa Clarita carries a group life insurance plan paid for by the City. The
policy contains a one times annual salary life insurance benefit and includes accidental
death or dismemberment. Employees also have the option of purchasing supplemental life
insurance for themselves, their spouses, and their children through the same carrier,
which provides the group life insurance plan. The documentation distributed at
orientation describes these plans in greater detail. Employees may apply for supplemental
insurance within (30) days of hire into a benefitted position at the City, during the City's
annual open enrollment period, or upon experiencing an eligible qualifying event.
Coverage is based upon approval by the City's insurance carrier.
Article 14 Miscellaneous Provisions
A. Deferred Compensation Program
A deferred compensation program is offered to all Unit Members. The program
offers a choice of several quality investment options. Each Unit Member is eligible
for an individually designed deferred compensation plan. Further information
regarding this program can be obtained by contacting Human Resources. Upon
request, the City will meet and confer with the Union on the reallocation of any
across the board increases provided pursuant to Article 16 Compensation to
deferred compensation.
B. Educational Assistance
The Educational Assistance Program shall be offered to all Unit Members. Tuition,
application, registration and book fees will be reimbursed at the rate of seventy-five
(75%) percent of the actual cost up to a maximum of one thousand five hundred
dollars ($1,500.00) per fiscal year for study toward an Associate's degree, up to two
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thousand dollars ($2,000.00) per fiscal year for study toward a Bachelor's degree, 2
and up to two thousand five hundred dollars ($2,500.00) per fiscal year for study
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toward a Master's or Doctoral degree. Refer to the City's Education Assistance ~
Program policy for additional information.
Training Reimbursement
The City shall also reimburse employees for certificates and licenses related to an
employee's current and/or future job duties as a City employee. The expense must
be approved by the employee's supervisor and department director prior to taking
the class. However, lack of pre -approval will not, in and of itself, result in a class
being denied. In order to be eligible for reimbursement, an employee is required to
submit to Human Resources a completed approval form, receipts, and verification
of certificate or license to substantiate the expense. The total combined expense for
both educational assistance as well as training reimbursement shall not exceed
$2,500 per fiscal year.
C. Issues Committee
The City and Union agree to maintain the Issues Committee made up of Unit and
Management Members. The Committee shall meet three times a year and have an
established agenda. Either the Union or the City may request additional Issues
Committee meetings.
The purpose of this committee will be to regularly discuss issues of concern to both
the Union and the City.
The meeting schedule will be set in advance and the dates agreed to by both sides.
Any agenda items from the City or Union will be submitted to the Human
Resources Manager one week prior to the scheduled meeting, and an agenda will be
distributed to all parties prior to the meeting.
Three SEIU 721 members plus the Union representative will participate, as will four
employees representing City management. Each side can bring additional
employees or experts as needed for relevant subject matter. Prior notification to the
other side will be provided, and failure to provide advance notification may result
in the additional employee or expert being excluded from the meeting. Any meeting
cancellations should be made known to the other party at least 24 hours in advance
of scheduled meetings or as soon as possible.
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D. Personnel Files
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a) Upon request, a Unit Member shall be entitled to review the contents
of his/her Personnel file.
b) No documents shall be placed in a Unit Members Personnel file without
providing the Unit Member a copy.
c) See also Article 17 Written Reprimands for additional information regarding
removal of written reprimands in the personnel file.
E. Evaluations
Management shall issue evaluations in a timely manner. If an evaluation has not
been completed within thirty (30) calendar days after an employee's annual
anniversary due date, they will be advanced to the next step in the salary schedule
not to exceed the top step of the range.
Evaluations shall be excluded from consideration in determining layoff order.
F. Boot Allowance / Uniform Reimbursement / Tool Reimbursement
Boot Allowance
The City allowance shall be two hundred and seventy five ($275.00) dollars per
calendar year. The allowance will be paid in two lump -sum payments of one
hundred and thirty seven dollars and fifty cents ($137.50) the first in February and
second in August. Boot allowance must be used to purchase footwear that meets the
safety specifications for the employee's position. Products directly related to the
care of boots may be purchased by the employee using boot allowance money.
Employees are responsible for replacing approved boots as necessary.
Employees hired in any month other than February or August, shall receive a lump
sum payment of one hundred and thirty seven dollars and fifty cents ($137.50)
during the month he/she was hired or the following month, depending on hire date,
and thereafter he/she shall receive the next regularly scheduled payments.
Employees on leave of absence at the time of the regular payments in February or
August will have their boot checks held until such time as they return to work.
Employees on a leave of absence that lasts more than ninety (90) days in a six (6)
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month period will receive a prorated boot allowance check. g
Uniform Reimbursement
The City shall give notice and meet and confer with the Union regarding any
proposed uniform reimbursement/allowance policy.
Tool Reimbursement
The City shall reimburse an employee up to one thousand ($1,000) per fiscal year for
purchasing employee -owned tools to use in the performance of his/her current job
functions at the City, based on the following requirements. Only the following two
job classifications are eligible for tool reimbursement: Vehicle Maintenance
Technician and Vehicle Maintenance Mechanic. The expense must be for City -
required tools and must be approved by the employee's division manager prior to
the employee purchasing the tools. In order to be eligible for reimbursement, an
employee is required to submit a completed approval form, followed by a check
request form and receipts to Accounts Payable to substantiate the expense.
G. Rest Periods / Meal Periods
Every employee shall be granted a minimum of fifteen minutes rest period in each
full (five hours for alternative schedules) four hour period; however, no such rest
period shall be taken during the first or last hour of an employee's working day nor
in excess of fifteen minutes without the express consent of the designated
supervisor. To prevent the break from occurring in the last hour of the work day,
break schedules may vary, as determined by the supervisor, on the shortened work
day for employees on a 9/80 schedule, such as the employee's Friday on where they
work 8 hours instead of 9.
Management reserves the right to suspend any rest period or any portion thereof
only during an emergency. Any rest period so suspended or not taken at the time
permitted shall not be accumulated or carried over from one day to any subsequent
day nor compensated for in any form.
All non-exempt employees who work more than five hours in a workday are
required to take at least a 30-minute unpaid meal period. The designation of the
meal period shall be determined by the employee's supervisor to ensure
appropriate coverage, but generally should occur mid -way through the scheduled
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workday. Employees are expected to take a meal break and cannot skip meal g_
breaks in order to shorten their scheduled work hours except upon the supervisor's
approval. Meal periods taken in accordance with this Section shall not constitute
hours worked.
During this meal period, the employee is completely relieved from duty and
should not be permitted or required to perform any work. All employees and
supervisors shall take reasonable measures wherever feasible to avoid the need for
work to be performed during meal periods. Where required, time spent on such
work shall be kept to a minimum and may only occur with the prior authorization
of a supervisor. If an employee is asked to perform work during his or her lunch
period, the time worked can be added to the end of their lunch period or paid as
time worked.
H. Safety
Management will make every reasonable effort to provide safe working conditions,
and the Union will encourage all employees in this Unit to perform their duties in a
safe manner. Up to two (2) bargaining unit members per department shall be
members of the Safety Committee and attend all such meetings.
Article 15 Stand-by Duty
When determined necessary by the Director or Division Manager, employees will be
assigned stand-by duty. It shall be the responsibility of this employee to receive calls
outside of his or her regular work hours, to be the initial responder to after -hour calls and
have the responsibility to assess the needs of the situation and respond accordingly.
Only employees with necessary training and experience in emergency field response, as
determined by the Director and/or Division Manager, may serve stand-by duty.
1. Stand -By List
A stand-by list shall be prepared not less than quarterly, depending on
departmental needs, showing all of the individuals assigned to stand-by
duty. The duration of stand-by assignments may be daily or weekly
depending on departmental needs. Whenever possible, volunteers will be
utilized for stand-by duty.
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2. Call -Back List
A call-back list shall be created on a monthly basis and consist solely of
volunteers. This list shall be referred to in order to aid the stand-by employee
in knowing which other employees may be available to be called into work
in the event additional employees are needed to respond to a situation. This
list allows employees the opportunity to express their interest in working
overtime for that month but gives them the flexibility to decline working
overtime if they are not available or no longer interested in working it at the
time they are contacted by the City. Supervisory approval is required prior to
calling any additional employees into work.
An employee shall not be placed on the stand-by or call-back list during the
duration of any approved vacation or other approved leaves.
Role of Stand -By ploee
The stand-by employee shall be responsible for analyzing the situation,
determining the resources needed to handle the situation, and for acquiring
those resources. The employee will also be responsible for notifying his or
her supervisor of the situation.
The employee will use his or her experience and discretion when allocating
resources and notifying supervisory personnel.
The stand-by employee shall be assigned a City vehicle and cell phone to be
carried with the employee at all times while on stand-by and used in the
performance of assigned duties.
Availability, Response Time, Use of City Vehicle, and Conduct
It is essential for the stand-by employee to be reachable at all times and to
remain within the required 45 minute response time to the City. Stand-by
duty employees, upon being called to a work site, shall, at all times respond
using the City vehicle, in uniform, and with the proper safety clothing and
equipment.
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The employee on stand-by duty is prohibited from personal use of the g_
assigned City vehicle with the exception of commuting to and from the work
site or for de minimus personal use (such as stopping for a personal errand
within the 45 minute response area). However, at no time shall any person
not employed by the City operate or ride in the City vehicle. Off -duty City
employees may operate or ride in a City vehicle only for the purpose of
transferring the stand-by duty vehicle.
At all times the employee on stand-by duty is to behave in a manner that
reflects favorably upon the City and community they represent. Employees
assigned stand-by duty shall refrain from use of alcohol or any other activity
which would impair their ability to perform necessary job duties.
Should the employee assigned to stand-by be unable to complete his or her
stand-by duty at any time during the assignment, the employee shall
immediately notify his or her supervisor or Division Manager. A minimum
24-hour notification is required whenever possible. In this situation, the
stand-by duty will be removed effective when the employee is no longer able
to serve on stand-by. Stand-by duty may resume at their next regularly
scheduled stand-by assignment or when they return to work at the
determination of the Supervisor or Division Manager.
Employees legitimately using sick leave for other than their own illness while
on stand-by status may continue to remain on stand-by status.
For more information on stand-by compensation, see Article 16 C.
Article 16 Compensation
A. Salary
Effective the first full pay period after ratification of the MOU, represented employees
will receive a three and one half percent (3.5%) across the board cost of living
adjustment (COLA).
Within thirty (30) days following ratification of the MOU, represented employees will
receive a one-time bonus of one thousand dollars ($1000.00) either in cash or to be
placed in an employee's deferred compensation account at the employee's discretion.
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To be eligible to receive this one-time bonus, employees must be active on the date the g_
MOU is ratified by City Council.
During the term of this Agreement, if City Council approves additional COLAs for
unrepresented employees the City shall pay the additional amount to bargaining unit
employees covered by this Agreement.
Effective the first full pay period after ratification represented employees who are
"Classic" Ca1PERS (Tier 1) employees will contribute one percent (1%) into Ca1PERS
for a total of eight percent (8%) in conjunction with the minimum cost of living
adjustment of three and one half percent (3.5%).
B. Overtime
1. Definition of Overtime
Employees shall receive overtime compensation at the rate of time and one-half
for all hours worked in excess of 40 hours during their assigned workweek.
This includes overtime worked for emergency purposes including situations
such as floods, fires and earthquakes. Paid time off shall be considered time
worked for overtime purposes. The basic form of compensation for earned
overtime will be cash.
Once the new financial system is fully implemented, the City shall immediately
notify the Union and agrees to meet and confer with the union regarding
implementing a double overtime policy for hours worked after twelve (12)
within a 24 hour period. The Union is not waiving its rights to meet and confer
over other aspects of the new financial system to the extent it affects matters
within the scope of representation.
2. Compensatory Time Off
Unit employees may request, and the Director or Division Manager may
approve or disapprove, requests that overtime be compensated in
compensatory time off at the rate of one and one half (1.5) the hours worked.
The maximum accrual of compensatory time shall be eighty (80) hours for any
employee. Once the eighty (80) hour limit is reached, all overtime will be
compensated in cash. Employees may request to use compensatory time off
subject to the same rules for approval of vacation.
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Any unused compensatory time off in excess of 1.0 hour as of December 31 of g
any year shall be paid in cash, unless the employee requests that it be carried
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over to the next calendar year. Compensatory time off of 1.0 hours or less will "_
be carried over.
3. Pre -scheduled Overtime
Opportunities to sign-up for pre -scheduled overtime will be posted and
emailed to all full-time eligible employees at least three (3) working days in
advance of the need for the overtime. The posting and email of the notice will
be done on the same calendar day.
A list of employees initially awarded the pre -scheduled overtime shall be
emailed to all eligible full-time employees and posted at the end of the third
day of the notice period. This posted list will only include those initially
selected to work the pre -scheduled overtime. If employees initially selected to
work overtime are subsequently unable to work the overtime then the City will
select employees in the order of the list based on immediate availability. No
additional notifications will be posted in these situations where those initially
selected to work the overtime are unable to do so and other employees are
subsequently selected.
Pre -scheduled overtime shall be compensated for the additional time actually
worked. Should the time spent working this pre -scheduled overtime cause the
employee's total weekly reported hours to exceed 40, the additional time will
be compensated at the rate of one and one half (1.5) times the employee's
regular rate of pay.
If the pre -scheduled overtime starts between the hours of 10:00 p.m. and
2:00 a.m., the employee will be paid for a minimum of four (4) hours of time
worked or the actual time worked, whichever is greater.
The City will initially select employees to work prescheduled overtime in the
order of the employees who have worked the least amount of overtime hours
as tracked starting in January of each year. Employees selected to work the pre -
scheduled overtime must have demonstrated the ability to perform the
overtime functions relating to the overtime assignment. As noted above, if
employees initially selected to work the pre -scheduled overtime are unable to
do so, the City will select other employees in the order of the list based on
immediate availability.
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4. Definition of Contiguous
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Contiguous is defined as call-back hours that run up to two (2) hours before the
beginning of an employee's regularly assigned work hours or occur before an
employee has left work, however, if an employee is called back between the
hours of 10:00 P.M. and 2:00 A.M., the employee will be paid for a minimum of
four (4) hours of time worked or the actual time worked, whichever is greater.
C. Stand-by Compensation
Employees on stand-by duty shall be compensated at an hourly rate of four dollars
($4.00) upon the ratification of this MOU for each hour outside the normal workday
for the period they are on stand-by status. Stand-by pay is not considered time worked
and shall not be used in the calculation of overtime pay.
D. Call -Back Compensation
Unless contiguous to the regular work schedule the employee on stand-by who is
called back to work shall receive a minimum of two (2) hours pay for time worked or
the actual time worked whichever is greater. The call back pay begins from the time
the stand-by employee receives the phone call to report to work and ends when the
employee returns home.
Unless contiguous, the employee on off -duty status shall receive a minimum of four
(4) hours of pay for time worked or the actual time worked whichever is greater. The
call back pay begins from the time the employee receives the phone call to report back
to work and ends when the employee returns home.
Call-back calls that are contiguous to the employee's regular work schedule will be
compensated for the actual time worked.
Multiple Calls
While the employee is receiving call-back pay for the minimum two-hour pay or four-
hour period, as appropriate, he/she is considered to be working even if the employee
has completed the work and/or returned home.
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Any additional emergency calls received while the employee is still responding to the g_
initial call or during the two-hour or four-hour minimum pay period, as described
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above, are considered part of the initial call and do not result in being paid for a I '
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second two- or four- hour period. If the second or third calls extend beyond the initial o
two-hour or four-hour time period, the employee will be paid for the additional time
worked.
E. Shift Differential
Effective upon the ratification of this agreement, employees whose regular work
schedule includes Saturday or Sunday shifts or both shall receive an additional two
and one-half percent (2.5%) of base pay. Upon moving to a position that does not
include a Saturday and/or Sunday shift or upon changing to work schedule that does
not include a Saturday and/or Sunday shift, the 2.5% shift differential will be removed
effective with the date of the change.
F. Out -of -Class Pay
With the approval of the City Manager, regular or probationary employees may be
assigned to a higher level classification and performing a majority of higher -level
duties, in the case of unusual extended leaves and/or vacancies of 15 consecutive
calendar days or more as a professional growth and development opportunity.
Assignment must last for a minimum of 15 consecutive calendar days to a maximum
of six consecutive months. The City Manager may approve extending the length of an
assignment. Employees appointed to an Out -of -Class Assignment will be
compensated, at City Manager discretion, at not less than a 5% increase over their
current salary, to a maximum of E step of the higher level classification. Benefit levels
will remain unchanged for the duration of the Out -of -Class Assignment.
Compensation changes will be effective with the first day of the Out -of -Class
Assignment and continue through the end of the assignment.
G. Certificate/License Pay
The City and SEIU Local 721 have agreed to continue the Certification/License Pay
program based on a philosophy where by unit members are encouraged and provided
incentives to gain education and certifications that are beyond the minimum
qualifications for their respective jobs while providing growth and development
opportunities for the member and at the same time benefiting the City by increasing
efficiency and effectiveness of job performance.
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The Certificate/License Pa program is funded b the City beginning in January 2020 2
Yp g Y Y g� g T Y � 2
and continuing through the end of the contract. Funding is used to cover all approved
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certificates/licenses for members and not limited to the funding received from a "-
specific division or area.
Certificate/license pay compensation will be provided at the rate of $40.00 per
certificate/license per month ($20 per pay period) with the exception of Class A and B
Commercial Driver Licenses and Building Inspector ICC Certificate Pay for which the
compensation rate is $80.00 per month ($40 per pay period). Payments are made 24
times a year. Payment for City approved certificates will be limited as set forth below.
Building Inspection — Building Inspectors
• 2 Accessibility Inspector/Plans Examiner
• 4 Building Inspection ICC Certifications (A maximum of 1 certificate pay per
employee will be granted. More than 1 certificate pay may be granted to an employee if
there are remaining certificates to be allocated. However, as additional employees become
eligible for this pay, employees with more than 1 certificate pay will lose their additional
certificate pay so that it can be re -allocated to other employees who have become eligible.)
Code Enforcement
• 2 Property Maintenance and Housing Inspectors
• 2 Zoning Inspectors
• 1 Combo Building Inspector Certification
Parks Maintenance — Grounds and Facilities positions
• 3 Pesticide Applicator Licenses and/or Advisor (Groundskeeper classes only)
• 4 Commercial Drivers Licenses (Class A)
• 3 Confined Space Certificates (all job classes are eligible)
• 3 Playground Inspector Certificates
• 2 HVAC
• 2 Certified Pool Operators
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• 1 Licensed Electrician
• 1 Licensed Plumber
Aquatics Specialist
• 2 Hazwoper Certificates
• 2 Confined Space Certificates
• 2 Certified Pool Maintenance Certificates
Public Works Inspector — Public Works Inspectors
• 4 Public Works Certificates (Level 1, 2 or 3) from a community college or
approved professional organization (maximum of 1 of these certificates per
employee) for example American Public Works Association (APWA)
General Services - Street Maintenance
• 18 Commercial Driver Licenses (Class A)
• 3 Pesticide Applicators Licenses
• 6 Signs and Markings Certificates
• 8 Confined Space Certificates
• 8 Hazwoper Certificates
General Services - Facilities
• 1 Playground Inspector Certificate
Urban Forestry —Tree Trimmers
• 1 Commercial Driver License (Class A or B)
• 2 Certified Arborists
• 1 Pesticide Applicator License
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Vehicle Maintenance Mechanics
• 4 Commercial Driver Licenses (Class A)
• 2 SIT Inspectors
Initially, each member may receive pay only for one certificate or license. Additional
certificate/license pay may be granted. If more than the allowable number of
employees is seeking a given certificate, the department will designate the individual
to receive the pay based on the most direct job related need. If the need is equal, the
employee with the greatest length of City service as a regular employee will receive
the certificate/license pay. Eligible employees will be permitted to attend training and
examinations on City time with supervisory approval.
Any issues/problems with the implementation of this program will be referred to the
Issues Committee.
The City to pay the cost for employees to successfully pass and obtain required Class
A license up to three thousand dollars ($3,000).
The City shall reimburse the employee for the costs of the listed license/certifications
or any license/certification required for the job upon successful completion and
obtaining the license/certification.
Article 17 Written Reprimands
After receipt of written reprimand, the employee may request a review of the reprimand
to the issuing authority within five (5) working days. Said review may include an oral
response and/or a written response. The issuing authority's decision may be to rescind the
document, to modify the document or to attach the employee's written response to the
document with no change in content. The employee shall be notified, in writing, of the
decision of the issuing authority. The employee may request that said decision be
reviewed by the Director, if applicable, within five (5) days after said notification. The
same review process shall be conducted as stated above. The employee may request the
above decision be reviewed by the Human Resources Manager, within five (5) days after
said notification. The same review process shall be conducted as stated above.
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Employees may also request, in the absence of any further disciplinary or performance g_
issues of a similar nature for a period of three (3) years that a written reprimand be
removed from their personnel file.
Article 18 Performance Evaluations
After receipt of performance evaluation, the employee may request a review of the
evaluation to the issuing authority within five (5) working days. Said review shall include
a written response. The issuing authority's decision may be to rescind the evaluation, to
modify the document or to attach the employee's written response to the evaluation with
no change in content. The employee shall be notified, in writing, of the decision of the
issuing authority. Employees may request that the Human Resources Manager review
their evaluation with the employee's Director within five (5) days after said notification.
The same review process shall be conducted as stated above. The decision of the Director
shall be final with no further review of the evaluation.
Article 19 Contracting Out Unit Work
The City agrees that no bargaining Unit work will be contracted out if it would result in
the displacement of Unit employees during the term of this Agreement, unless the City
has given prior notice to the Union prior to the formal solicitation of bids and met and
conferred on the impact of the contracting out.
Article 20 Severability
In the event that a court finds any provision(s) of this MOU to be invalid, the parties agree
that the remaining provisions remain in effect and the parties agree to meet and confer
over any changes that may need to be made to the MOU as a result of the decision.
Article 21 Full Understanding
It is understood this Agreement represents the complete and final understanding on all
negotiable issues between the City and the Union. This Agreement supersedes all
previous Memoranda of Understanding or Memoranda of Agreement between the City
and the Union, except as specifically referred to in this Agreement. All ordinances or
resolutions not specifically referred to in this Agreement shall not be superseded,
modified or repealed by implication or otherwise by the provisions hereof. The parties for
the term of this Agreement, voluntarily and unqualifiedly agree to waive the obligation to
negotiate with respect to any practice, subject or matter which may not have been within
the knowledge of the parties at the time this Agreement was negotiated and signed. In the
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event any new practice, subject or matter arises during the term of this Agreement and g
any action is proposed by the City, the Union shall be afforded notice and shall have a N
right to meet and confer upon their request. "-
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Article 22 Contract Term
The term of this contract shall be for a period of three years beginning July 1, 2019 through
June 30, 2022.
CITY OF SANTA CLARITA
Kenneth W. Striplin
City Manager
Frank Oviedo
Assistant City Manager / Personnel Officer
Kristi Hobrecker
Human Resources Manager
Robert Newman
Director of Public Works
Carmen Magana
Director of Administrative Services
Kelli Ganley
Senior Human Resources Analyst
37
SERVICE EMPLOYEES INTERNATIONAL
UNION (Local 721)
Paul Santana, President
Street Maintenance Worker
Michael Doroginsky, Member -at -Large
Street Maintenance Worker
Francisco Vargas, Member -at -Large
Street Maintenance Worker
Larry Leach, Member -at -Large
General Maintenance Worker
Approved as to Form:
Jody Klipple, Negotiator
SEIU Local 721
Job Classifications
Aquatics Specialist
Building Inspector I & II
Code Enforcement Officer I & II
Groundskeeper I & II
General Maintenance Specialist
General Maintenance Worker
Public Works Inspector
Street Maintenance Worker
Tree Trimmer
Vehicle Maintenance Mechanic
Vehicle Maintenance Technician
ATTACHMENT A
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ATTACHMENT B
Classification Plan and Salary Schedule - Effective January 25, 2020
Pay
Grade
12
Classificaticni Title
General Maintenance Worker
$24.23
Hourly Salaries
$25.44 $26.72
$28.05
$29.46
124
Growidskeep, er 1
$24.23
$25.44
$26.72
$28.05
$29.46
124
Vehicle, Mairitenance Tecl-mician
$24.23
$25.44
$26.72
$28.05
$29.46
127
Aquatics Specialist
$26.10
$27.40
$28.77
$30.21
$31.72
127
General Maintenance Specialist
$26.10
$27.40
$28.77
$30.21
$31.72
127
Growidskeep, er U
$26.10
$27.40
$28.77
$30.21
$31.72
127
Street Maintenance Worker
$26.10
$27.40
$28.77
$30.21
$31.72
127
Tree Trimmer
$26.10
$27.40
$28.77
$30.21
$31.72
133
Building 1risp e,ctor 1
$30.26
$31.78
$33.37
$35.03
$36.79
133
Code Enforcement Officer 1
$30.26
$31.7S
$33.37
$35.03
$36.79
137
Vehicle Maintenance Mechanic
$33.41
$35.08
$36.83
$38.6,7
$40.6,0
138
Building, 1risp e,ctor 11
$34.24
$35.95
$37.75
$39.64
$41.62
13S
Code Enforcernent Officer If
$34.24
$35.95
$37.75
$39.6,4
$41.6,2
13S
Public Works Inspector
$34.24
$35.95
$37.75
$39.6,4
$41.62
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RESOLUTION 20-
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA CLARITA,
CALIFORNIA, BETWEEN THE BOARD OF ADMINISTRATION CALIFORNIA PUBLIC
EMPLOYEES' RETIREMENT SYSTEM AND THE CITY OF SANTA CLARITA FOR
EMPLOYER PAID MEMBER CONTRIBUTIONS
WHEREAS, the governing body of the City of Santa Clarita has the authority to
implement Government Code 20691;
WHEREAS, one of the steps in the procedures to implement or change Section 20691
is the adoption by the governing body of the City of Santa Clarita of a Resolution regarding said
Employer Paid Member Contributions (EPMC); and
WHEREAS, the governing body of the City of Santa Clarita has identified the
following conditions and purpose related to EPMC:
• All represented employees in group 002, Service Employees International Union
Local 721 (SEIU), in 2.7% at 55 hired prior to April 9, 2011, shall receive 0 percent
EPMC. The effective date of this change shall be January 25, 2020.
• All unrepresented, miscellaneous employees in group 001 in 2.7% at 55 hired prior to
April 9, 2011, shall continue to receive 0 percent EPMC.
• All unrepresented, miscellaneous employees and all represented employees in 2.0% at
60 hired on or after April 9, 2011, shall continue to receive 0 percent EPMC.
• All unrepresented, miscellaneous employees and all represented employees in 2.0% at
62 hired on or after January 1, 2013, shall continue to receive 0 percent EPMC.
NOW, THEREFORE, the City Council of the City of Santa Clarita, California, does
hereby resolve as follows:
SECTION 1. The City of Santa Clarita elects to provide EPMC as set forth above.
SECTION 2. The City Clerk shall certify to the adoption of this Resolution.
Page 1 of 2
PASSED, APPROVED, AND ADOPTED this 14th day of January 2020.
MAYOR
ATTEST:
CITY CLERK
DATE:
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) ss.
CITY OF SANTA CLARITA )
I, Mary Cusick, City Clerk of the City of Santa Clarita, do hereby certify that the
foregoing Resolution 20- was duly adopted by the City Council of the City of Santa Clarita at a
regular meeting thereof, held on the 141h day of January 2020, by the following vote:
AYES: COUNCIL,MEMBERS:
NOES: COUNCIL,MEMBERS:
ABSENT: COUNCIL,MEMBERS:
CITY CLERK
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