HomeMy WebLinkAbout2022-09-27 - AGENDA REPORTS - SEIU MOUAgenda Item: 10
1. CITY OF SANTA CLARITA
AGENDA REPORT
CONSENT CALENDAR
CITY MANAGER APPROVAL: A,1
DATE: September 27, 2022
SUBJECT: MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF
SANTA CLARITA AND THE SERVICE EMPLOYEES
INTERNATIONAL UNION LOCAL 721
DEPARTMENT: Human Resources and Library Services
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. 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 (SEIU) Local 721, CTW, CLC is the exclusive
bargaining agent for approximately 90 positions in the field and maintenance classifications. The
current contract between the City of Santa Clarita (City) and SEIU expired on June 30, 2022. In
April 2022, 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 City and SEIU negotiated topics related to SEIU represented employee compensation and
benefits. The new MOU includes provisions for SEIU represented employees in alignment with
benefits recently approved for unrepresented employees.
The SEIU met on September 15, 2022, and approved the three-year MOU in its current form for
the period of July 1, 2022, through June 30, 2025. This three-year MOU is attached for
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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 $476,299 per year, of which
$316,020 is for a cost -of -living adjustment, $51,600 for certificate and license pay benefits, and
$108,679 for employee wellness reimbursement, deferred compensation match, sick leave
incentive payout, boot allowance, and tool allowance. The MOU includes a 4 percent cost -of -
living adjustment, which is consistent with what was approved in July 2022 for unrepresented
employees. The MOU also includes a cost -of -living adjustment in 2023 and 2024.
ATTACHMENTS
Memorandum of Understanding 2022-2025
Resolution - Providing for Compensation and Benefits Program for Represented Employees
Classification Plan and Salaries - October 1, 2022
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Memorandum of Understanding 0
City of Santa Clarita and SEIU Local 721
July 1, 2049-2022 through June 30, 20222025
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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........................................................................................................9
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Article7
Probation..............................................................................................................................11
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Article8
Disciplinary Appeals......................................................................................................12
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Article9
Leaves....................................................................................................................................12
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Article 10
Health, Dental, and Vision Plans..............................................................................18
Article 11
Retiree Health Insurance..............................................................................................21
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Article12
Retirement...........................................................................................................................22
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Article13
Life Insurance.....................................................................................................................22
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Article 14
Miscellaneous Provisions.............................................................................................23
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Article15
Stand-by Duty....................................................................................................................27
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Article16
Compensation....................................................................................................................31
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Article 17
Written Reprimands........................................................................................................39
Article 18
Performance Evaluations..............................................................................................39
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Article 19
Contracting Out Unit Work.........................................................................................40
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Article20
Severability..........................................................................................................................40
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Article21
Full Understanding.........................................................................................................40
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Article22
Contract Term....................................................................................................................41
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ATTACHMENTA
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ATTACHMENTB.........................................................................................................................................44 Q
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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 1 �9-2022 through June 30, 20222025.
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.
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Article 4 Management Rights
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 N
mission in emergencies; and exercise full control and discretion over its organization and M
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the technology of performing its work. These rights shall be limited only as specified in this 0
Agreement. Should the City's exercise of its rights substantively affect matters within the 2
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scope of representation, it will give notice to the Union and, upon request, meet and confer
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on the impact/effect of its decision.
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Article 5 Union Rights E
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A. Dues Deduction N
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 twice a month.
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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
dues deductions during the twenty-one day period preceding the employee's date of
hire anniversary within the last twelve months of this Memorandum of
Understanding, by notifying the Union of their revocation of Union dues deductions.
Such notification shall be in writing and contain the following information: employee
name, employee identification number, job classification, 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 of their
dues deduction revocation upon request. The Union will provide the employer with N
the appropriate documentation to process these dues deduction revocations within CE
ten (10) business days after the close of the withdrawal period. �
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Committee on Political Education (COPE)
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Employees may make voluntary contributions to the Union's registered political =O
action committees. The City shall make the deduction of the voluntary contributions E
in the same manner as the dues deduction process. o
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.
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.
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.
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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.
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 o
prior approval of the City, the Union may install and maintain separate bulletin J
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boards in the employee rest areas. Informational material only may be posted. No
derogatory, inflammatory, or political materials (with the exception of meeting r
notices) may be posted.
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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 theirs 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. Union stewards shall receive paid City time to attend Union Steward Training
provided by the Union of up to 10 hours peryear (cumulative). For example, 1 union steward
would be authorized for up to 10 hours of training12er year or 5 union stewards would be
authorized for up to 2 hours of training per year. At least a week's notice, prior to the training
date, must be provided by the union steward to their supervisor.
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.
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x.Unit infermati&n
name,K. The City shall provide the Union with the department, home phone
job title,
number (if i rk i il (if i
and -
home address (if available) of any newly hired employee. The member -ship infor-mati -
identified in this seetion shall be provided to the Union regardless of whether- the new1y-
hired publie employee was previously employed by the publie employer-. All of the above
member -ship information shall be sent along with the does report information to the
Union eleEtroniEally at dues@seia721.or-g on a monthly basis.
M-. I. 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.
New hires shall be defined to include any employee new to SEIU 721, including, but not
limited to, through accretion or promotion/demotion. The City will notify the union of
unrepresented employees being promoted into the union, and the union can contact the union
employees directly and conduct their own orientation regarding union benefits.
N-. J. Membership Meetings
A total of two hours of city time will be provided every other month for
membership meetings. This two-hour time is inclusive of travel time and an unpaid
30-minute lunch period.
K Organizational Leave
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A. Union Representative Leave of Absence. Pursuant to Government Code section 3558.8, the City
shall grant to employ, e�presentatives, upon written request of the Union, reasonable leaves of
absence without loss of compensation or other benefits for the purpose of enabling employ
to serve as stewards or representatives or officers of the exclusive representative, or of any
statewide or national employeeganization with which the Union is affiliated.
1. The Union shall reimburse the City for all compensation paid to the employee on leave.
Reimbursement by the Union shall be made on or before thirty (30) days after receipt of
the City's certification of payment of compensation to the employee.
2. At the conclusion or termination of leave granted under this section, the employee shall
have a right of reinstatement to the same position and work location held prior to the
leave, or, if not feasible, a substantially similar position without loss of seniority, rank,
or classification.
3. The Union has no obligation to use leave under this section for an employee and may
terminate that leave at any time, for any reason. The City reserves the right to recall any
employee on leave pursuant to these sections due to an emergency.
4. Compensation - Compensation for release time shall not exceed the employee
representative's standard schedule of hours per day and shall not include compensation
for overtime. Compensation shall include retirement fund contributions required of the
City as an employer. The employee shall earn full -service credit during the leave of
absence and shall oav their member contributions. The leave of absence without loss of
compensation or other benefits provided for by this section is in addition to the release
time without loss of compensation or other benefits granted to representatives of the
Union under applicable laws or this MOU.
5. Written Notice - Pursuant to Government Code sections 3505.3 and 3558.5, for leave
requests for three (3) consecutive days or less, the Union shall submit a written request
to the employ, e�presentative's Department Head at least seven (7) days in advance of
the requested leave of absence. For leave requests of greater than three (3) consecutive
days, the Union shall submit their written request at least thirty (30) calendar days in
advance of the requested leave of absence. The written request shall include the purpose,
dates, and duration of the requested leave.
6. Approval or Denial of Leave - A request for leave of absence may be granted on a full-
time, part-time, periodic, or intermittent basis and will be approved if it does not
substantially interfere with the performance of City's services and operations. If leave
is denied, the Department Head shall provide the Union with written notification of the
reasons why the requested leave is denied. If granting the requested leave would create
an operational hardship for the City, the parties agree to meet and confer regarding the
requested leave in order to identify mutuallX acceptable alternative dates or amount of
leave.
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7. Reporting - The Union or the employee shall be required to execute any_payroll forms,
certifications of time, or other documents as required by the City to ensure that the time
reporting is accurate, and that the employ, e�performing the duties of a steward or
officer or representative of the Union during all reported working hours.
8. Indemnification - The City shall not be liable for an act or omission of, or an injury
suffered by, an employee of the City if that act, omission, or injury occurs during the
course and scope of the employee's leave under this section to work for the Union. If the
City is held liable for such an act, omission, or injury, the Union shall indemnify and
hold harmless the City.
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 Union representative of their choice at the
beginning of Step 2 of the Grievance Procedure.
Sec 1 Purpose of Grievance Procedure: The grievance procedure shall be used to resolve
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
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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 '';their
designee.
Step 2
C. Mediation: Prior to submitting the grievance to the City Manager or 4is{hertheir
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 iertheir 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{#e-Ftheir designee. The
City Manager or hisfkertheir 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 4s{keftheir designee shall render a written decision regarding its
merits. The decision of the City Manager or ', their designee shall resolve
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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
classification to a different job classification having a higher pay grade.
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
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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 at the ea l,,sio
of -the probationary period following a promotional appointment shall be reinstated
or may choose to be reinstated to the position from which the employee was
promoted for a period of four months. Employees rejected after the first four
months of the promotional probationary period, will have the option of being
offered a similar vacant job for which they meet the minimum qualifications and are
qualified. If no vacancies exist, the employee will be placed on a re-employment list.
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.
Article 8 Disciplinary Appeals
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 years
3.0768 hours
10 days
5 - 9 years
4.6152 hours
15 days
10 years
4.9231hours
16 days
11 ears
5.2308 hours
17da s
12 years
5.5385hours
18da s
13 -14 years
5.8462 hours
19 days
15+ years
6.1538hours
20 days
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B.
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
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Holidays
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The organization recognizes the importance of leisure time in achieving greater
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productivity and provides regular and probationary employees with the following
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thirteen (13) paid holidays during the calendar year.
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New Year's Day
Martin Luther King Day
President's Day
Memorial Day
luneteenth
Independence Day
LaborDay
Columbus/Indigenous People's
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve
Christmas Day
New Year's Eve
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January 1
Third Monday in January
Third Monday in February
Last Monday in May
Tune 19
July 4
First Monday in September
Second Monday in October
November 11
Fourth Thursday in November
Friday following Thanksgiving
Half day December 24
December 25
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
holiday should fall on a Sunday, it will be celebrated the following Monday. In
addition to the scheduled holidays identified above, employees receive one (1)
floating holiday granted on January 1. This is a "free" day, which may be used at any
time before the end of the calendar year with prior approval of the Director or
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
year, will be compensated at the employee's current rate of pay in the first paycheck
the employee receives in February of the following year. Any employee who accrues
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floating holiday in November and December will have until June of the following
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year to use the leave. Any unused floating holiday earned in November or December o
will be compensated at the employee's current rate of pay in the first paycheck in
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Employees who are normally scheduled to work on a weekend day where a Ci , holiday
on a working Saturday or Sunday, will have the holiday moved to coincide with the actual 0
date the holiday is recognized (i.e., Saturday or SundaX). Example 1, if an emploe e� L,
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normally scheduled to work on Saturday and a holiday falls on Saturday, the holiday will be o
observed on Saturday, not the preceding Friday. The employee will receive holiday leave on N
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Saturday instead of the preceding Friday. Example 2, if an employee is normally scheduled N
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to work on Sunday and a holiday falls on Sunday, the holiday will be observed on Sunday, S
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not the following Monday. The employee will receive holiday leave on Sunday instead of the C
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following Monday. If an employee is asked to work on the Saturday or Sunday holiday, they
will receive overtime pay. c
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.
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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.
Sick Leave Incentive Program
Employees who have minimal sick leave usage between January 1 and the last pay
period in 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. The
program provides two options to participate and allows employees to
convert sick time to cash or vacation each December based o the following sc4edtile
as follows:
Option 1:
• No sick leave usage = 5 days (40 hours maximum) of conversion eligibility
• Up to 1-day sick leave usage = 3 days conversion eligibility
• Up to 2 days sick leave usage = 2-day conversion eligibility
• Up to 3 days sick leave usage =1-day conversion eligibility
Option 2:
in flge .,4effi tiv Employees who have a sick leave balance of at least 201 hours as
ofNovember 30 are eligible to convert e--9°�a
percentage of their sick leave balance to cash or vacation ' in
December of the same calendar year, The amount of sick
leave converted mqy be to a percentage of a sick leave balance of 960 hours or the
employee's sick leave balance at the time of processing, whichever is less, and shall
be based on their longevity with the Citv as of December 31 of the calendar vear as
follows:
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• Less than 5 Years of Service
Up
to 10% conversion eligibility
• 5 - 9 Years of Service
Up
to 15% conversion eli
ibility
• 10 -19 Years of Service
Up
to 20% conversion eligibility
• 20 or More Years of Service
Up
to 25% conversion eligibility
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 for each eli ig ble
family member who passes awa�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.
Leaves of Absence with Supplemental Wage Replacement Compensation
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 ,...;r;,...,,m of o r,ou-F of leap re-F week must be used i a-Fd ,,. to
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
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F.
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 Pav
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
CalPERS Direct Pay for health coverage.
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 4isAwfLheir full salary.
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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,
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vacation and sick benefits do not accrue. The employee is required to pay the entire
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monthly premium for health insurance coverage if they desire to remain covered
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during the leave. The employee, upon their return from authorized personal leave
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(without pay), will be returned to his or her former position.
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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.
I. Training Leave
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
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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
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presented at orientation or can be obtained from Human Resources.
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The City will give notice to the Union and upon request meet and confer if it becomes
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necessary to change the basic benefit structure of or contributions towards its medical
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insurance plans.
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Benefit Allowance
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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.
B. Tier 1 Benefit Allowance
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 w4dare currently bee rro, r „-"base-' on the 2018 b ne fi
alloiva-nees up to the amotmts as S14own as follows for calendar year 2022:
- Employee Only Coverare: Up to $1,426.12 to spend on medical, dental, and
vision premiums.
- Employees Plus One Coverage: Up to $1,502.004-264-2 to spend on medical,
dental, and vision premiums.
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- Employee Family Coverage: Up to $1,647.00546.98 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) and are
currently as follows for calendar year 2022�o-F2020,
allowanee is r-e'."
e. M-EMM.E. E► .��.
- Employee Only Coverage: Up to $633.O05Q..78-to spend on medical, dental,
and vision premiums.
- Employees Plus One Coverage: Up to $1,261.00499.22 to spend on medical,
dental, and vision premiums.
- Employee Family Coverage: Up to $1,647.00546.98 to spend on medical,
dental, and vision premiums.
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
ametmt is equal to half of the employee only rate for the lowest cost CalPERS' health
insurance plan available in Santa Clarita. The current amount is $287.78. Far 2020t>,;
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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.
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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 N
Healthcare FSA in 20220 is two -thousand se n- iI ht hundred and fifty dollars ($2,;850) and CE
the maximum for Dependent Care FSA is five thousand dollars ($5,000) or as otherwise �
allowed by the IRS or applicable law. w
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Article 11 Retiree Health Insurance
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A. Employees hired on or after January 1, 2008, shall receive PERS minimum health care E
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:
• 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
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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 (CalPERS).
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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 o
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Ca1PERS membership.
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Tier 2: Employees hired on or after April 9, 2011, are enrolled in the 2% at 60 PERS formula r
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 E_
contribution. n
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 jialy , 2019 t4is _ntr4b„tio _ - „+
is s4;6 ,-.a- ofie quar-te-F pe-Feeat (6 'CFO/_\
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
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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
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A deferred compensation program is offered to all Unit Members. The program offers
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a choice of several quality investment options. Each Unit Member is eligible for an
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individually designed deferred compensation plan. Further information regarding
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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. E
Longevity Based Deferred Compensation City Contribution Match
Eligible employees may receive a City contribution match to their 457 deferred compensation
plans based on their longevity with the City as of December 31 of the calendar year as follows:
• 5 Years of Service Up
to
$500 per
calendar 3 ear
• 10 Years of Service Up
to
$1,000
per calendar
• 15 Years of Service Up
to
$1,500
per calendar
• 20 Years of Service Up
to
$2,000
,year
per calendar year
• 25 Years of Service Up
to
$2,500
per calendar
• 30 Years of Service Up
to
$3,000
per calendar
Employees must have at least five years of service, be enrolled in the City -sponsored 457 Plan,
and make active employee contributions in order to receive the City contribution match. The
City shall annually review employee contributions made lanuary 1 through December 31 and
provide an equivalent lump -sum match the following Februaryup to the longevity -schedule
above. Employees retiring from the City may receive the City match upon their final check if
they meet the eligibility criteria above.
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 effe two thousand c:_.,, 4„rdf a
dollars ($42 5000.00) per fiscal year for study toward an Associate's degree, up to two
four thousand dollars ($24j000.00) per fiscal year for study toward a Bachelor's
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degree, and up to two -five thousand five h+m -ea dollars ($25 5000.00) per fiscal year
for study 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
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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 o
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to Human Resources a completed approval form, receipts, and verification of
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certificate or license to substantiate the expense. The total combined expense for both (nn
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educational assistance as well as training reimbursement shall not exceed $2,500 per
fiscal year, which includes travel, per diem and lodging. The benefit amount for training
is deducted from anv educational reimbursement eligibility and vice versa. Class attendance E
and class preparation must be scheduled outside the employee's regular working hours. N
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
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cancellations should be made known to the other party at least 24 hours in advance
of scheduled meetings or as soon as possible.
Personnel Files
a) Upon request, a Unit Member shall be entitled to review the contents of
his74he-Ftheir 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.
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.
Boot Allowance / Uniform Reimbursement / Tool Reimbursement
Boot Allowance
The City allowance shall be #tee -three hundred and fif ($275350.00)
dollars per calendar year, with half paid in February and the other half paid in Au ugust. The
allowance will be paid in two lump -sum payments of one hundred and seventy
:five dollars a— a f;# e ($4474-59175.00) 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 seven _five dollars and fifty e
($4-175.k00) during the month 44e,44e-LheyjNwere hired or the following month,
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depending on hire date, and thereafter he,-k hev 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)
month period will receive a prorated boot allowance check.
Uniform Reimbursement
The City shall give notice and meet and confer with the Union regarding any
proposed uniform reimbursement/allowance policy.
Tool Re mbur-sen+eMAllowance
The City shall allow a taxable allowance of up to one
thousand and two hundred dollars ($1,_998200) per fiscal year for purchasing
employee -owned tools to use in the performance of their current job functions
at the City, based on the following requirements. Half of the allowance to be paid in
March and the other half paid in September. Only the following two job classifications are
eligible for tool -Fee r,r.,,,,,.,,, entallowance: Vehicle Maintenance Technician and
Vehicle Maintenance Mechanic. Ter se Est '^^ f^r Gity r a + , ,i� ra
to A 12a�le to the .
-Feeeipts nts substantiate p n -
Prescription Safety Glasses
The City will reimburse the cost of prescription safet3� e)�e protection not to exceed $350 per
employee per calendar year. Employee must submit a reimbursement form, prescription
documentation, and receipts to Human Resources for reimbursement.
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.
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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 workday.
Employees are expected to take a meal break and cannot skip meal 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.
I. Wellness Reimbursement Program
Employees may request reimbursement of up to Four Hundred Dollars ($400) per plan year for
participation in activities or the purchase of health -related eligible equipment that promotes
personal health and wellness.
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Eligible expenses must be incurred while actively employed and includes:
• Gym, fitness center/studio, health club, swim & tennis club memberships and fees
• Fitness and nutrition counseling
• Fitness and sports classes/lessons
• Personal trainer sessions
• Martial arts instruction
• Sports league or team fees/race fees
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• Weight loss and smoking cessation programs, including memberships
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• Yoga, Pilates, and meditation classes J
• Home exercise equipment, including footwear (excluding golf and non -aerobic
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equipment)
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• Fitness videos/wellness apps
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Expenses not eligible for reimbursement include but are not limited to a112arel, vitamins, E
proteins, supplements, and salon/spa memberships. All reimbursement requests are subject N
to Human Resources a112roval. N
The Plan Year for the wellness reimbursement will be paid for expenses purchased from
November of the previous year through October of the current year. All reimbursement
requests must be submitted to Human Resources between the first and last business day of
October each year request period). Costs above the annual maximum of $400 will be
the sole responsibility of the employee. No carryover is allowed of any unused funds.
Employee must submit the Wellness Reimbursement Request Form to Human Resources
during the annual request period. Employee must attach all itemized receipts/proof of
purchase for qualified purchases to the request form. Human Resources may request
additional information to determine eligibility for reimbursement. Employees must be active
on the payout date in order to receive reimbursement.
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.
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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.
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 Employee
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.
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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.
The employee on stand-by duty is prohibited from personal use of the N
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 0
within the 45 minute response area). However, at no time shall any person not M
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employed by the City operate or ride in the City vehicle. Off -duty City
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employees may operate or ride in a City vehicle only for the purpose of 3:
transferring the stand-by duty vehicle. p
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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.
Emplovees on stand-bv who call in sick must notifv their supervisor before the start
of their shift whether or not they are available to report for after-hours standby work.
If they are available to report for after-hours standby work, they will continue to
receive standbypay for that day. If they do not notify their supervisor that they are
available to report for after-hours standbv work prior to the start of their shift. thev
will not receive standbypay for that day. Employees legitimately using sick leave
for other than their own illness while on stand-by status may continue to
remain on stand-by status.
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Article 16
M
Salary
For more information on stand-by compensation, see Article 16 C.
Compensation
Effective the —€mot€ October 1, 2022,
represented employees will receive a th-Fee and one 44a! four percent (454%) across the N
board cost of living adjustment (COLA). Represented employees will also receive a lump ~
sum payment of $823.00. Represented employees will receive a minimum of 2% COLA for year J
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During the term of this Agreement, if City Council approves additional COLAs for
unrepresented employees the City shall pay the additional amount in excess of 2% in
years 2 and 3, to bargaining unit employees covered by this Agreement.
WE
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Overtime
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.
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Onee the new Ananeial system is fully implemented, the City shall imfnediat4y
within a 24 hatirpe-Fied. q 4ke Union ; of N ai - g it rights to meet and eonfer-
evef ,.the f aspeets of the w finaneial system to the )Ete t it a f fe ,+. matte...
"thi the � r of r r-Fes ,rta r The City shall implement a double time policy for
-- - --- _-- -------------
hours worked after 12 within a 24 hour period.
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.
Any unused compensatory time off in excess of 1.0 hour as of December 31 of
any year shall be paid in cash, unless the employee requests that it be carried
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.
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C
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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. N
The City will initially select employees to work prescheduled overtime in the o
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 r
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 E
will select other employees in the order of the list based on immediate N
availability. V�V,
4. Definition of Contiguous
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.
Stand-by Compensation
Employees on stand-by duty shall be compensated at an hourly rate of four- five dollars
($54.00) 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.
Call -Sack 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
33
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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.
0
Multiple Calls _J
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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 3
has completed the work and/or returned home. O
E
Any additional emergency calls received while the employee is still responding to the
initial call or during the two-hour or four-hour minimum pay period, as described
above, are considered part of the initial call and do not result in being paid for a second
two- or four- hour period. If the second or third calls extend beyond the initial 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 or desi _ghee , 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 4-5-10consecutive
calendar days or more as a professional growth and development opportunity.
Assignment must last for a minimum of 4-5-10 consecutive calendar days to a maximum
of six consecutive months. The City Manager or desi _ghee may approve extending the
34
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length of an assignment. Employees appointed to an Out -of -Class Assignment will be
compensated, at City Manager or designee 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.
The Certificate/License Pay program is funded by the City ,
r64 r*-;r,,j++g fl+F t+g4+, free era taf free -Q*-4:-R-c4 Funding is used to cover all approved
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 $4960.00 per
certificate/license per month ($320 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 $&9120.00 per month ($640 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
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• 2 Zoning Inspectors
• 1 Combo Building Inspector Certification
Environmental Services — Street Maintenance Worker
• 6 Commercial Drivers Licenses (Class A)
• 6 Tanker Endorsements (must also have Class A)
Parks Maintena p — Groundskeepers
• 49 Pesticide Applicator Licenses and/or certificates 4 dvisov (Gfo ,RdskeepeF
• 4-3 Commercial Drivers Licenses (Class A)
• 3 Tanker Endorsements (must also have Class A)
• 2 Irrigation Auditor
Facilities Maintenance —Facilities positions
• 2 Commercial Drivers Licenses (Class A)
• 2 Tanker Endorsements (must also have Class A)
• 3 Confined Space Certificates (all job classes are eli ig bled
• 6 Certified Playground Inspector Certificates
• 2 HVAC
• 2 Certified Pool Operators
• 1 Licensed Electrician
• 1 Licensed Plumber
Parks Planning and Open Space — Groundskeepers
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• 1 Commercial Drivers Licenses (Class A)
• 1 Tanker Endorsements (must also have Class A)
• 1 Pesticide Applicator Licenses and/or certificates
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
• 1249 Commercial Driver Licenses (Class A)
• 3 Tanker Endorsements (must also have Class Al
• 3 Pesticide Applicators Licenses and/or certificates
• 6 Signs and Markings Certificates
• 8 Confined Space Certificates
• 8 Hazwoper Certificates
Urban Forestry —Tree Trimmers
37
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• 32 Certified Arborists
• 1 Pesticide Applicator License and/or certificates
Vehicle Maintenance Mechanics
• 4 Commercial Driver Licenses (Class A)
• 3 Tanker Endorsements (must also have Class A)
• 2 BIT 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.
All employees requesting certificate/license pay related to a class A driver's license, as
detailed above, will be eligible to receive certificate pay for having a class A driver's
license regardless of whether or not it was a minimum requirement of their position as
longas s they meet all the following criteria:
• They have an active class A driver's license
• They are required to drive a commercial vehicle for the City as part of their
current job functions
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• They agree to participate in the DOT drug and alcohol testing as provided for in
the Cie 's Drug -Free Workplace Policy for Drivers of Commercial Vehicles
H. Vehicle Maintenance Technician Compensation
Step 1 of the salary schedule for the classification of vehicle maintenance technicians
shall align with twice minimum wage per the Industrial Welfare Commission Order
No. 4-2001. Each additional step will be 5% higher up to step 5.
Article 17 Written Reprimands
The City will evaluate preventable accidents on a case by case basis and will not discipline based on
one accident unless there are extenuating circumstances, including but not limited to, failing to report
it, falsifying ing a report, extreme negligence, or pattern of similar accidents.
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.
Employees may also request, in the absence of any further disciplinary or performance
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.
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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 event any new
practice, subject or matter arises during the term of this Agreement and any action is
proposed by the City, the Union shall be afforded notice and shall have a 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, 291-9-2022
through June 30, 20222025.
CITY OF SANTA CLARITA
Kenneth W. Striplin
City Manager
Frank Oviedo
Assistant City Manager / Personnel Officer
Kristi Hobrecker
Director of Human Resources and Library
ServicesManagef
Raber-t Newman
Mike Hennawy
Director of Public Works
Carmen Magana
Director of Administrative Services
Kelli Andrew Banh
Senior Human Resources Analyst
41
SERVICE EMPLOYEES INTERNATIONAL
UNION (Local 721)
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Paul Santana, President
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Michael Per-oginsky, Member- Lar-ge
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Eddie Ryan, Vice President
Street Maintenance Worker
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Fr^r^^^ V^r-�aOmar Monarrez, Member-
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T ^ r, T ^ �'Taime Mendoza, Member -at-
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A112roved as to Form:
Aram Agdaian, Chief
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SEIU Local 721
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job Classifications
Aquatics Specialist
Building Inspector I & II
Code Enforcement Officer I & 11
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 T.,.....,ry 25 202OOctober 1, 2022
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Draft 1
Pad
Grade
Positions
flassiii€atiun litle
Step 1 Step 2 Step = Step 1 Step 5
124
General Maintenance Worker
$27.00
$29.35
$29.76
$31.25
$32.81
124
Groundskeeper I
$27.00
$28.35
$29.76
$31.25
$32.81
127
Aquatics Specialist
$29.07
$30.53
$32.05
$33.65
$35.34
127
General Maintenance Specialist
$29.07
$30.53
$32.05
$33.65
$35.34
127
Groundskeeper II
$29.07
$30.53
$32.05
$33.65
$35.34
127
Street Maintenance Worker
$29.07
$30.53
$32.05
$33.65
$35.34
127
ITree Ti * ner
$29.07
$30.53
$32.05
$33.65
$35.34
133
Building Inspector I
$33.71
$35.40
$37.17
$39.03
$40.98
133
Code Enforcement Officer I
$33.71
$35.40
$37.17
$39.03
$40.98
137
Vehicle Maintenance Mechanic
$37.21
$39.08
$41.03
$43.08
$45.23
138
Building Inspector II
$38.15
$40.05
$42.06
$44.16
$46.37
138
1 Cade Enforcement Officer 11
$38.15
$40.05
1 $42.06
$44.16
1 $46.37
138
Public Works Inspector
$38.15
$40.05
$42.06
$44.16
$46.37
VMT
Vehicle Maintenance Tedirrician
$30.00
$31.50
$33.08
$34.73
$36.47
Grade
Classification Title
Step 1
Hourly
Step 2
Salaries
Step 3
Step
Step 5
124
General Maintenance Worker
$24.23
$25.44
$26.72
$28.05
$29.46
124
Groundskeeper 1
$24.23
$25.44
$26.72
$28.05
$29.46
124
Vehicle Maintenance Technician
$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
Groundskeeper 11
$26.10
$27.40
$29.77
$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 Inspector 1
$30.26
$31.78
$33.37
$35.03
$36.79
133
Code Enforcement of fiver 1
$30'.26
$31.78
$33.37
$35.03
$36.79
137
Vehicle Maintenance Mechanic
$33.41
$35.08
$36.83
$38.67
$40.60
138
Building Inspector H
$34.24
$35.95
$37.75
$39.64
$41.62
138
Code Enforcement Officer 11
$34.24
$35.95
$37.75
$39.64
$41.62
138
Public Works Inspector
$34.24
$35.95
$37.75
$39.64
$41.62
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RESOLUTION NO. 22-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA CLARITA,
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CALIFORNIA, AMENDING THE CITY' S CLASSIFICATION PLAN AND SALARY
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SCHEDULE, PROVIDING FOR COMPENSATION OF THE REPRESENTED
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EMPLOYEES OF THE CITY, AND AMENDING THE CITY' S BENEFIT
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PROGRAM FOR THE REPRESENTED EMPLOYEES OF THE CITY
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WHEREAS, Section 37206 of the Government Code requires the City Council to prescribe
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the time and method of paying salaries, wages, and benefits for employees of the City; and
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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 o
proposed salary plan for all employees of the City.
NOW, THEREFORE, BE IT RESOLVED, by the City Council of the City of Santa
Clarita, California, as follows:
SECTION 1. Pursuant to the Memorandum of Understanding (MOU) between the City
and Service Employees International Union (SEIU), Local 721, the City's Classification and
Salary Schedule is hereby amended effective October 1, 2022, as follows:
(A) The classification of Vehicle Maintenance Technician (salary grade 124), shall be
eliminated and a new classification of Vehicle Maintenance Technician (salary
grade VMT) shall be established. Step 1 of the VMT salary grade shall be at least
two times minimum wage and will require future adjustments in consideration of
changes made to minimum wage pursuant to Department of Industrial Relations
Industrial Welfare Commission wage order.
SECTION 2. Pursuant to the MOU between the City and SEIU, Local 721, all SEIU
represented employees will receive a 4 percent Cost of Living Adjustment (COLA), as reflected
on the attached October 1, 2022 Salary Schedule for Represented Employees.
SECTION 3. Pursuant to the MOU between the City and SEIU, Local 721, the benefit
enhancements listed below that were provided to unrepresented employees per Resolution 22-45
are hereby extended to SEIU represented employees:
• Additional Juneteenth and Columbus/Indigenous People's Day holidays
• Employee Wellness Reimbursement Program
• Education Assistance Program
• Sick Leave Incentive Program
• Longevity Based Deferred Compensation City Contribution Match
The provisions of these enhancements are outlined in the MOU.
SECTION 4. All prior resolutions and parts of resolutions in conflict with this resolution
are hereby rescinded.
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SECTION 5. The City Clerk shall certify to the adoption of this Resolution. N
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PASSED, APPROVED, AND ADOPTED this 271h day of September 2022. 0
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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 No. 22- was duly adopted by the City Council of the City of Santa
Clarita at a regular meeting thereof, held on the 271h day of September 2022, by the following
vote:
AYES: COUNCIL,MEMBERS:
NOES: COUNCIL,MEMBERS:
ABSENT: COUNCIL,MEMBERS:
Page 2 of 2
CITY CLERK
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City of Santa Clarita
Classification Plan and Salary Schedule
Effective October 1, 2022
Pay
Grade
Classifications and Salaries
Classification Title
- •
•
Step 1
•. •d
Step 2
Positions
Hourly Salaries
Step 3
Step 4 Step 5
18
Office Assistant
$23.28
$24.44
$25.67
$26.95
$28.30
18
Mail Clerk
$23.28
$24.44
$25.67
$26.95
$28.30
18
Preschool Teacher
$23.28
$24.44
$25.67
$26.95
$28.30
22
Office Specialist
$25.70
$26.98
$28.33
$29.75
$31.23
23
Account Clerk
$26.34
$27.65
$29.04
$30.49
$32.01
23
Library Assistant
$26.34
$27.65
$29.04
$30.49
$32.01
23
Program Specialist
$26.34
$27.65
$29.04
$30.49
$32.01
24
Graffiti Worker
$27.00
$28.35
$29.76
$31.25
$32.81
26
Administrative Assistant
$28.36
$29.78
$31.27
$32.83
$34.48
27
Graffiti Specialist
$29.07
$30.53
$32.05
$33.65
$35.34
27
Mail Services Specialist
$29.07
$30.53
$32.05
$33.65
$35.34
28
Permit Specialist
$29.80
$31.29
$32.85
$34.50
$36.22
28
Planning Technician
$29.80
$31.29
$32.85
$34.50
$36.22
29
General Accounting Specialist
$30.54
$32.07
$33.67
$35.36
$37.13
32
Buyer
$32.89
$34.54
$36.26
$38.08
$39.98
32
Executive Administrative Assistant
$32.89
$34.54
$36.26
$38.08
$39.98
32
Human Resources Technician
$32.89
$34.54
$36.26
$38.08
$39.98
32
Payroll Technician
$32.89
$34.54
$36.26
$38.08
$39.98
32
Project Technician
$32.89
$34.54
$36.26
$38.08
$39.98
34
Arts and Special Events Coordinator
$34.56
$36.29
$38.10
$40.00
$42.01
34
Graffiti Coordinator
$34.56
$36.29
$38.10
$40.00
$42.01
Packet Pg. 238
10.c
Grade
Classifications and Salaries - Regular, Unrepresented Positions
Classification Title
Step 1 Step 2 Step 3
Step 4
Step 5
34
Recreation and Community Services Coordinator
$34.56
$36.29
$38.10
$40.00
$42.01
36
Assistant Planner I
$36.31
$38.12
$40.03
$42.03
$44.13
36
Deputy City Clerk
$36.31
$38.12
$40.03
$42.03
$44.13
36
Engineering Technician
$36.31
$38.12
$40.03
$42.03
$44.13
36
Executive Office Administrator
$36.31
$38.12
$40.03
$42.03
$44.13
36
Graphic Artist
$36.31
$38.12
$40.03
$42.03
$44.13
36
Librarian
$36.31
$38.12
$40.03
$42.03
$44.13
36
Traffic Signal Technician
$36.31
$38.12
$40.03
$42.03
$44.13
38
Environmental Field Specialist
$38.15
$40.05
$42.06
$44.16
$46.37
38
Information Technology Specialist
$38.15
$40.05
$42.06
$44.16
$46.37
38
Landscape Maintenance Specialist
$38.15
$40.05
$42.06
$44.16
$46.37
38
Supervisor
$38.15
$40.05
$42.06
$44.16
$46.37
39
Administrative Analyst
$39.10
$41.05
$43.11
$45.26
$47.52
39
Communications Specialist
$39.10
$41.05
$43.11
$45.26
$47.52
39
Tree Specialist
$39.10
$41.05
$43.11
$45.26
$47.52
40
GIS Technician
$40.08
$42.08
$44.18
$46.39
$48.71
42
Arts and Special Events Supervisor
$42.11
$44.21
$46.42
$48.74
$51.18
42
Assistant Planner II
$42.11
$44.21
$46.42
$48.74
$51.18
42
Financial Analyst
$42.11
$44.21
$46.42
$48.74
$51.18
42
Project Development Coordinator
$42.11
$44.21
$46.42
$48.74
$51.18
42
Recreation and Community Services Supervisor
$42.11
$44.21
$46.42
$48.74
$51.18
42
Senior Building Inspector
$42.11
$44.21
$46.42
$48.74
$51.18
42
Senior Code Enforcement Officer
$42.11
$44.21
$46.42
$48.74
$51.18
42
1 Senior Librarian
$42.11
$44.21
$46.42
$48.74
$51.18
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10.c
Grade
Classifications and Salaries - Regular, Unrepresented Positions
Classification Title
Step 1 Step 2 Step 3
Step 4
Step 5
42
Supervising Public Works Inspector
$42.11
$44.21
$46.42
$48.74
$51.18
42
Supervising Vehicle Maintenance Mechanic
$42.11
$44.21
$46.42
$48.74
$51.18
42
Traffic Signal Specialist
$42.11
$44.21
$46.42
$48.74
$51.18
45
Acquisition Analyst
$45.34
$47.61
$49.99
$52.49
$55.11
45
Administrator
$45.34
$47.61
$49.99
$52.49
$55.11
45
Arts and Special Events Administrator
$45.34
$47.61
$49.99
$52.49
$55.11
45
Assistant Engineer
$45.34
$47.61
$49.99
$52.49
$55.11
45
Human Resources Analyst
$45.34
$47.61
$49.99
$52.49
$55.11
45
Information Technology Analyst
$45.34
$47.61
$49.99
$52.49
$55.11
45
Landscape Maintenance Administrator
$45.34
$47.61
$49.99
$52.49
$55.11
45
Library Administrator
$45.34
$47.61
$49.99
$52.49
$55.11
45
Management Analyst
$45.34
$47.61
$49.99
$52.49
$55.11
45
Parks Administrator
$45.34
$47.61
$49.99
$52.49
$55.11
45
Project Manager
$45.34
$47.61
$49.99
$52.49
$55.11
45
Purchasing and Contracts Administrator
$45.34
$47.61
$49.99
$52.49
$55.11
45
Recreation and Community Services Administrator
$45.34
$47.61
$49.99
$52.49
$55.11
45
Supervising Building Inspector
$45.34
$47.61
$49.99
$52.49
$55.11
45
Transportation Planning Analyst
$45.34
$47.61
$49.99
$52.49
$55.11
45
Urban Forestry Administrator
$45.34
$47.61
$49.99
$52.49
$55.11
47
Associate Planner
$47.64
$50.02
$52.52
$55.15
$57.90
47
Economic Development Associate
$47.64
$50.02
$52.52
$55.15
$57.90
47
Senior Financial Analyst
$47.64
$50.02
$52.52
$55.15
$57.90
49
Payroll Administrator
$50.05
$52.55
1 $55.18
$57.94
$60.84
49
Senior Management Analyst
$50.05
$52.55
1 $55.18
$57.94
$60.84
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Packet Pg. 240
10.c
Grade
Classifications and Salaries - Regular, Unrepresented Positions
Classification Title
Step 1 Step 2 Step 3
Step 4
Step 5
49
Transit Coordinator
$50.05
$52.55
$55.18
$57.94
$60.84
50
Associate Engineer
$51.30
$53.87
$56.56
$59.39
$62.36
50
Senior Project Manager
$51.30
$53.87
$56.56
$59.39
$62.36
50
Senior Information Technology Analyst
$51.30
$53.87
$56.56
$59.39
$62.36
51
City Clerk
$52.58
$55.21
$57.97
$60.87
$63.92
51
Senior Human Resources Analyst
$52.58
$55.21
$57.97
$60.87
$63.92
51
Senior Planner
$52.58
$55.21
$57.97
$60.87
$63.92
51
Stormwater Compliance Administrator
$52.58
$55.21
$57.97
$60.87
$63.92
52
Engineer
$53.90
$56.59
$59.42
$62.39
$65.51
53
Environmental Administrator
$55.25
$58.01
$60.91
$63.95
$67.15
53
Finance Administrator
$55.25
$58.01
$60.91
$63.95
$67.15
55
Employee & Labor Relations Administrator
$58.04
$60.94
$63.99
$67.19
$70.55
56
Senior Engineer
$59.49
$62.47
$65.59
$68.87
$72.31
56
Senior Traffic Engineer
$59.49
$62.47
$65.59
$68.87
$72.31
56
Traffic Signal System Administrator
$59.49
$62.47
$65.59
$68.87
$72.31
57
Intergovernmental Relations Officer
$60.98
$64.03
$67.23
$70.59
$74.12
61
Arts and Special Events Manager
$67.31
$70.68
$74.21
$77.92
$81.82
61
Communications Manager
$67.31
$70.68
$74.21
$77.92
$81.82
61
Community Preservation Manager
$67.31
$70.68
$74.21
$77.92
$81.82
61
Environmental Services Manager
$67.31
$70.68
$74.21
$77.92
$81.82
61
Finance Manager
$67.31
$70.68
$74.21
$77.92
$81.82
61
General Services Manager
$67.31
$70.68
$74.21
$77.92
$81.82
61
Parks Manager
$67.31
$70.68
$74.21
$77.92
$81.82
61
Parks Planning and Open Space Manager
$67.31
$70.68
$74.21
$77.92
$81.82
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Packet Pg. 241
10.c
Grade
Classifications and Salaries - Regular, Unrepresented Positions
Classification Title
Step 1 Step 2 Step 3
Step 4
Step 5
61
Planning Manager
$67.31
$70.68
$74.21
$77.92
$81.82
61
Recreation and Community Services Manager
$67.31
$70.68
$74.21
$77.92
$81.82
65
Information Services Manager
$74.30
$78.01
$81.92
$86.01
$90.31
61
Transit Manager
$67.31
$70.68
$74.21
$77.92
$81.82
62
Assistant City Engineer
$68.99
$72.44
$76.07
$79.87
$83.86
62
City Building Official
$68.99
$72.44
$76.07
$79.87
$83.86
63
Assistant to the City Manager
$70.72
$74.26
$77.97
$81.87
$85.96
63
City Librarian
$70.72
$74.26
$77.97
$81.87
$85.96
63
Human Resources Manager
$70.72
$74.26
$77.97
$81.87
$85.96
63
Special Districts Manager
$70.72
$74.26
$77.97
$81.87
$85.96
70
City Engineer
$84.06
$88.27
$92.68
$97.31
$102.18
74
Director of Administrative Services
$92.79
$97.43
$102.30
$107.42
$112.79
74
Director of Community Development
$92.79
$97.43
$102.30
$107.42
$112.79
74
Director of Economic Development
$92.79
$97.43
$102.30
$107.42
$112.79
74
Director of Human Resources and Library Services
$92.79
$97.43
$102.30
$107.42
$112.79
74
Director of Neighborhood Services
$92.79
$97.43
$102.30
$107.42
$112.79
74
Director of Recreation and Community Services
$92.79
$97.43
$102.30
$107.42
$112.79
78
Director of Public Works
$102.42
$107.54
$112.92
$118.57
$124.50
79
Assistant City Manager
$104.98
$110.23
$115.74
$121.53
$127.61
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Packet Pg. 242
10.c
Pay
Grade
Classifications Positions
�Wr _
Classification Title -
Step 1 Step 2 Step 3
Step 4 Step 5
124
General Maintenance Worker
$27.00
$28.35
$29.76
$31.25
$32.81
124
1 Groundskeeper I
$27.00
$28.35
$29.76
$31.25
$32.81
127
Aquatics Specialist
$29.07
$30.53
$32.05
$33.65
$35.34
127
General Maintenance Specialist
$29.07
$30.53
$32.05
$33.65
$35.34
127
Groundskeeper II
$29.07
$30.53
$32.05
$33.65
$35.34
127
Street Maintenance Worker
$29.07
$30.53
$32.05
$33.65
$35.34
127
Tree Trimmer
$29.07
$30.53
$32.05
$33.65
$35.34
133
Building Inspector I
$33.71
$35.40
$37.17
$39.03
$40.98
133
Code Enforcement Officer I
$33.71
$35.40
$37.17
$39.03
$40.98
137
Vehicle Maintenance Mechanic
$37.21
$39.08
$41.03
$43.08
$45.23
138
Building Inspector II
$38.15
$40.05
$42.06
$44.16
$46.37
138
Code Enforcement Officer II
$38.15
$40.05
$42.06
$44.16
$46.37
138
Public Works Inspector
$38.15
$40.05
$42.06
$44.16
$46.37
VMT
Vehicle Maintenance Technician
$30.00
$31.50
$33.08
$34.73
$36.47
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Packet Pg. 243
Class
Code
ClassificationsandTemporary,•nal (PTS) Positions
folk .. .t0; O .
Classification Title
Step 1 Step 2
Step 3
AP01
PTS Assistant Pool Manager
$22.18
$22.85
n/a
CA07
PTS Camp Assistant Director
$17.27
$17.79
$18.32
CC08
PTS Camp Counselor
$15.60
n/a
n/a
CD09
PTS Camp Director
$19.25
$19.82
$20.42
CG18
PTS Crossing Guard
$20.80
n/a
n/a
CG19
PTS Crossing Guard Lead
$22.36
n/a
n/a
IA10
PTS Inclusion Aide I
$16.07
$16.55
$17.05
IA11
PTS Inclusion Aide II
$17.27
$17.79
$18.32
IA12
PTS Inclusion Aide III
$19.25
$19.82
$20.42
IN20
PTS Intern - Graduate Level
Range from $23.83 to $28.59
IN21
PTS Intern - Undergrad Level
Range from $17.86 to $22.62
LA01
PTS Library Aide I
$16.07
$16.55
$17.05
LA02
PTS Library Aide II
$17.27
$17.79
$18.32
LG02
PTS Lifeguard I
$17.51
$18.04
n/a
LG03
PTS Lifeguard II
$18.68
$19.24
n/a
LG04
PTS Lifeguard III
$21.02
$21.65
n/a
RO06
PTS Lifeguard Candidate
$15.00
n/a
n/a
MW22
PTS Maintenance Worker I
$16.93
n/a
n/a
MW23
PTS Maintenance Worker II
$19.83
n/a
n/a
OA24
PTS Office / Administrative Support
Range from $18.82 to $50.02
OC28
PTS Office Clerk
Range from $15.00 to $18.68
PM05
PTS Pool Manager
$25.69
$26.46
n/a
PT13
PTS Preschool Teacher
$22.13
$22.80
$23.48
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Packet Pg. 244
Code
ClassificationsandTemporary,•nal (PTS) Positions
Classification Title
Step 1 Step 2
Step 3
PT14
PTS Preschool Teacher's Aide
$16.07
$16.55
$17.05
RL15
PTS Recreation Leader I
$16.07
$16.55
$17.05
RL16
PTS Recreation Leader II
$17.27
$17.79
$18.32
RL17
PTS Recreation Leader III
$19.25
$19.82
$20.42
SA27
PTS Sports Attendant
$15.60
n/a
n/a
SU26
PTS Youth Employment Services
$15.60
n/a
n/a
10.c
a
Packet Pg. 245