HomeMy WebLinkAboutReso 116-1981____ - RESOLUTION NO. 116-81
~Y COUNCIL, CITY OF SOUTH SAN FRANCISCO, STATE OF CALIFORNIA
CTm
A RESOLI~ION ACCEPTING AMD APPROVING
MEMORANDUM OF UNDERSTANDING, UNIT "#7
NON-SWO~.~ POLICE DEPARTMENT EMPLOYEES,
Jply 1, 1981 - JUNE 30, 1982.
BE IT RESOLVED by the City Council of the City of South San Francisco
that the Memorandum of Understanding with Unit #7, Non-Sworn Police
Department Employees, for the period of July 1, 1981 - June 30, 1982, a
copy of which is attached as Exhibit "A" and incorporated herein by this
reference as if set forth verbatim, is hereby accepted and approved.
BE IT FURTHER RESOLVED that the City Clerk be and is hereby authorized
to endorse on Page I and Signature Page of said Memorandum of Understanding
the foilowing: ~
"Approved ~ City Council Resolution No
September 30, 1981 , 198i."
11 6-81 adopted
! hereby certify that the foregoing Resolution was regularly introduced
a~d adopted by tke City Council of the City of South San Francisco at a
spec i al -~e~ ' 30th September
~ .... t~ng held on the day of
Cou.c~lmembers Mark N Add,ego Emanuele N Damo.te, ~us N~colopulos;
and Roberta Cerri Teglia
NOES- None
ABSENT'
Councilman Ronald G. Acosta
City Clerk
"EXHIBIT "A" TO RESOLUTION
NO. 116-81, adopted 9/30/81"
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF sOUTH SAN FRANCISCO
AND
UNIT 7 - NON SWORN
POLICE DEPARTMENT EMPLOYEES
JULY 1, 1981 - JUNE 30, 1982
SECTION
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5.
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10.
11.
12.
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15.
16.
!7.
18.
20.
2i.
TABLE'OF'CONTENTS
Preamble
Term
Salary
Overtime
Like Work for Like Pay
Variation
Sick Leave
Medical Appointments
Emergency Family Leave
Insurance
Retirement
Holidays
Longevity Pay Plan
Education Incentive Pay
Uni form Reimbursement
Layoff
Discipi inary Actions
Deferred Compensation
Overtime Pay for Court Appearances
-Employees Covered
Modi fi cati on
Dispute
EXHIB IT "A"
EXHIB IT "B"
- Pay Range
- Education
Numbers
Incentive Pay
Plan
PAGE NUMBER
10
10
12
12
12
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17
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"Approved by City Council Resolution No. 116-81 adopted
September 30, 1981"
PREAMBLE
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THE CIT¥'OF~SOUTH SAN. FRANCISCO (hereinafter, City) and Unit 7, Non-
Sworn Police Department Employees (.hereinafter, Unit 7)'acknowle. d§e and
affirm that they have met and conferred in good faith, excha, nged proposals
and counter proposals and in all respect fulfilled their obl.igations under
law to meet and confer in good faith. .
CITY and Unit 7 Representatives acknowledge that [1) prior to July 1,
1~8!, the parties commenced negotiations for' salary increases and benefits
for fiscal year 1981-82, (2) retroactive pay and benefits and the effective
date thereof were included in Unit 7 demands, (3) upon expiration of the
Memorandum of Understanding effective for fiscal years 1979-80 and 1980-81,
members of.. Unit 7 continued to work during the negotiated period in absence
of any contract with the understandi.ng that the effective date of the nego-
tiated salaries and benefits would be determined in the final negotiated
agreement and, '(4) negotiations have been completed and members of Unit ?
have .agreed to accept the negotiated wages and benefits hereinafter set forth
for fiscal year 1981-82 and the effective dates as therein provided.
THIS ~EMORANDUM OF UNDERSTANDING is the product of the above-described
meet and confer process. Representatives of the City have agreed to present
this Memorandum to the City Council. for determination and Representatives of
U~it 7 have agreed to present this Memorandum to their membership for acceptance
and appr. o~,at.
!. Term. The term of this Memorandum of Understanding shall be from
July !, 1981 to June 30, 1982, at which time all agreements, understandings,
provisions and conditions contained herein shall terminate.
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2, ' ' Salary_-
a) Commenci.ng with the pay period which includes July 1, 1981, there
shall be an increase of ten percent (_10%) in the base salary of each class-
ification of Unit 7 except for Police Technician. The salary ranges listed
in Exhibit "A" (attached), reflect the increase.
b) For Police Technician, the salary adjustment shall be as follows:
i) Eight percent (8%) commenci.ng with the pay period which includes
July 1, 1981. The range number listed in Exhibit "A" reflects
the increase.
ii) Commencing with the pay period which includes January 1, 1982,
the City .agrees to assume payment of seven percent (7%) of the
" Police Technician's base salary to PERS in lieu of the employee's
contribution. For clarification, the employee's contribution to
PERS will be reduced by the City from seven percent (7%) to zero
percent (0%). The City's assumption of the employee's payment to
PERS shall be under the authority of this Memorandum of Understanding
and any applicable Government Code provisions which permit this
payment without amending the' retirement contract with' PERS.
iii)~7+ is understood that employees who are, or will, retire with a
service or disability retirement shall be allowed to make a one-time,
irrevocable conversion of the City's contribution, being made on
their behalf, to base salary. The conversion shall be to the range
number specified in Exhibit "A" (as attached) under the column entitled
Retirement Range.
Employees who wish to exercise this one-time, irrevocable conversion
must meet the following requirements:
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1. SERVICE RETIREMENT; Minimum forty-seven {47) years of age,
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and wi. ll be reti. ri.ng no later than three (3)' years from date
of conversion..
2. "DISABILITY 'RETIREMENT' (.Industrial or Non-Industrial)'
Eligible for disability retirement with conversion to take
place one day prior to the'actual date of retirement, or
the date upon which an employee is determined to be permanent
and stationary and an application for disability retirement
is .made, whichever occurs first.
iv) Employees who, under (c) above, have converted the City payment of
the employee's contribution to PERS and do not retire on the date
specified to the City at the time of conversion, shall owe to the
City the increased costs includi.ng, but not limited to, benefit
contributions, overtime, holiday pay, and City contributions to
PERS.
The costs owed to the City will be from the time of conversion to
the actual date of retirement.
3. Overtime. Authorized work performed by employees, in excess of their
:~neduled ..... ~k ~" ,
,~. , ~a~ or work week shall constitute overtime except as otherwise
provided. Employees required to work (excludi.ng training) in excess of their
.s~:~:_duled heurs of work shall be compensated for each overtime hour so worked
at the rate of one and one-half (1½) times the employee's base rate of pay.
· '-Z~loyees required to attend traini.ng sessions, in excess of their scheduled'
hours of work, shall be compensated for each hour at straight time.
Employees may, with the supervisor's approval, receive pay at the
appropriate rate for each overtime hour; or accumulate compensatory time in
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accordance with .departmental policies. All compensable time off must be
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taken in accordance w~th departmental policies.
4. 'Like'Work'_fOr'Like'Pa~_~. Effective upon date of execution of this
agreement, an employee assigned to 'the duties of a first-line supervisor or
above shall be paid the salary of the position he performs. First-line
supervisory employees and above assigned to the duties of a higher classifica-
tion shall not be paid the salary of that higher classification unless they
serve in that capacity for thirty days or more, in which event, they shall
receive the pay of the higher classification commencing with the first day
of said thirty-day service.
5. Vacation Leave.
5~1 Accrual. Regular full-time employees shall'accrue vacation leave
as follows'
Length of
Continuous Service
First full four years
After 4th year
After 14th year
After 24th year
Vacation Hours Accrued
Bi,Weekly'
..
3.08
4.62
6.16
7.69
'Annual ' EqUi val ent
10 Days
15 Days
20 Days
25 Days
5.2 Deferral. An employee may, with the approval of the Department Head
~ -~o' (1) work week of his vacation leave to the succeeding
and City ~',anc~_r, defer one
calsndar year. The employee shall file written request to defer with the Depart-
memt Head. ~f the requirements of the service are such that an.employee cannot
~:?.e all of his vacation to which he is entitled in a calendar year, he may defer,
'~-~i~h the approval of the Department Head, the unused portion to the following
year, provided that no more than thirty (30) working days of vacation can be
accumulated. Deferred vacation which is not taken during the calendar year
immediately ,following the calendar year in which the vacation leave is deferred
shall be compensated for.
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5.3 'Scheduling. The times, duri.ng the year at ~.~hi.'ch an employee shall
take vacation shall be determined by the Department Head with due regard for
the wishes of the employee and particular r. egard for the needs of the service.
5.4 ~Pay'Dpon'Ter.mi_n,ation. Employees separating from the City service
shall be paid at their current hourly salary rate for all unused accured vacation
hours. No such payment shall be made for vacation hours accumulated contrary to
the provisions of these sections.
6. -Sick Leave.
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a) All permanent and probationary employees in Unit 7, except those
who work less than full-time, shall be entitled to receive base salary for a
period of ninety (90) calendar days from the commencement ~ of a given illness
for disability as compensation for sick leave. Said compensation is in lieu
of any amounts employee is entitled to receive from Workers' Compensation or
othe-r income supplement sources existing by reason of the employee's employ-
ment by City. In consideration of receiving said base salary for said period,
employee assigns to City all rights to receive Workers' Compensation or other
income supplements arising by reason of employee's employment by City.
In addition, duri.ng said ninety (90) calendar days, City will provide
previously agreed upon health, dental and life insurance. The City will also'
.~re~,,ide long-term disability insurance for said employee which insurance shall
pro'¥ti de ,. subject to terms and conditions contained therein, for the payment of
up to two-thirds (2/3) of base salary after the expiration of ninety (90) calendar
days described above.
b) After the expiration of ninety (90) calendar days from the commence-
ment of a given disability or illnesS, the City will pay the employee, at the
employee's option, any accrued vacation time. The City will also continue to
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pay previously agreed upon premi, ums for such employee on all health, dental
and life insurance until the date of separation.
c) At any time after the expiration of ninety (90) calendar days
and before the expiration of three hundred sixty-five (365) calendar days
from the commencement of a given disability or illness, the City has the
ri§nv to review the case of the individual employee and either separate the
employee from the Ci.ty's service or extend coverage beyond three hundred
· sixty-five (365) calendar days.
d) After the expiration of three hundred sixty-five (365) calendar
days,or extensions thereof, from the commencement of a gi'ven disability or
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illness, the employee will be separated from the City's service. Nothing
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contained herein shall be construed so as'to limit the employee's right to
receive long-term disability benefits under the lo. rig-term disability policy
beyond the three hundred sixty-five (365) calendar day period.
e) The compensation for sick leave actually taken, described in the
precedi.ng subparagraphs, is the only compensation for sick leave actually taken
whiCh the City will pay beginning with the pay period which includes July 1, 1977.~
To be entitled to receive that compensation, the employee must satisfy all of the
following conditions'
~i)' The employee must notify his or her immeidate supervisor prior
to or within two (2) hours after the commencement of the daily
work period for which compensated 'sick leave is sought; provided,
that police employees serving on shift assignments must notify
supervisors prior to the shift, in accordance with departmental
pol icy.
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(2) Each employee on sick leave must produce evidence, satisfactory
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to the Ci. ty~ describi,.ng the' nature of the illness and such
evidence may be in the form.of a personal affidavit or shall
be in the form of a certifi, cation by a medical doctor if re-
quested by a supervisor with prior notice to the employee;
provided that the City reserves the right to take such action
it deems necessary to confirm or verify actual illness or
disability; provided further, that. in the event that the employee
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is ill or disabled for more'than thirty-nine (39) worki.n§ hours,
then the employee shall present to' th~. City, before returni.ng to
work, a certification by a medical doctor describing the nature
and extent of the illness or disability and confirmi.ng that the
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employee has recovered and is able to perform assigned work.
f) "Sick Leave," as used herein, is defined as a period of time during
which the employee suffers actual personal illness or disability which necessitates
his absence from employment. Sick leave is not a right or privilege to' be used
at the discretion of the employee.
g) Beginning with the pay period which includes July 1, 1977, employees
shall not: b~"~' ~ . ,
~n~itled .to acEumulate u~u~6d-s~Ck-~leave.. In ac~-ordan~e wi~h] City s
?~rsonnel Rules and Regulations in effect as of July 1, 1977, each employee will
be entitled to payment at his or her salary existing at time of separation of
~-'; ~f~y ~n~'~ ....... (50%) of the days accumulated sick leave, which accumulated days
ef sick leave shall not exceed one hundred twenty (120) days. Compensation
for accumulated sick leave shall be payable at t'he time of separation or at a
later date so elected by the employee, .but within one year of such s aration.
Said right to payment is deemed a property right which shall not be taken from
the employee without mutually agreed-upon consideration. If state or federal
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legi_slation is enacted into law mandating a percentage other than fifty percent.
(50%) described herein, then such mandated percentage shall supersede the per-
centage described herein.
~h) In the event a disabled or ill employee is entitled to receive full
pay pursuant to state or federal, law for more than ninety (90) days from the
com~..enCement of illness or disability, then City has no obligation to provide
the base' salary described in subpar, agraph Ia) hereinabove
7. Medical Appointments. Employees shall be entitled to receive author-
ization for leave without loss of pay for appointments with medical doctors and
dentists. Such leave shall be authorized .only for the actual time necessary
for the appointment and for traveli.ng to and from the~appointment. Employees
shall be required to submit a personal affidavit describing the nature and need
of such visits. The City reserves the right to confirm or verify any appointment
for which su?_h leave is authorized.
8 Eme. ~ncy Famiis Leave.
a) Each employee may take leave without loss of pay up to 'four (4)
workdays per calendar year for emergency situations where an immediate family
(relatives as defined in subsection (b)) member must receive immediate medical
a~ent~on due to a sudden, serious or actual sickness or disability (excluding
......~.~.~'ne'or scheduled doctor's appointments).. Employees shall be required to
s~it a doctor's certification.
b) Each employee may take leave without loss of pay for up to five
(5) workingdays per calendar year in the case of death of any of the following
relatives' Parents, spouse, brothers, sisters, grandpanents, child, mother-
in law, father-in-law, brother-in-law, sister-in-law, daughter-in-law, or
son-in-law. In addition, the City Mana§er may grant the above-described leave
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in the event of. the illness or disabi, lity or funeral of someone other than
those persons des. ignated, if, in the City Manager's opinion, there exists
an extraordinarily close relationship between the employee and such person.
9. InsuranCe.
a) Health. The City shall provide a fully paid health insurance plan
for permanent full-time employees and their eligible dependents with the option
available to the employee to select the plan known as the Kaiser "S" Plan or the
Bay Pacifi~ Health Plan.
b)' Dental. The self-insured program of denta1 care benefits existi.ng
as of July 1, 1979, shall be continued duri.ng the term of this Memorandum of
Understanding.
c) Vision Care'Plan. The City shall provide for permanent full-time
employees 'and their eligible dependents the Group Vision Care Plan, dated
January, 1975, designated VSP Plan B, Employee and Dependent, with a ten dollar
($!0) deductible.
d) Life'Insurance. The term life insurance, includi.ng, accidental
death and dismemberment, in the amount of five thousand dollars [$5,000) per
employee, shall be continued during the term of the Memorandum of Understanding.
e. Long-Term .Disability InsuranCe. A long-term disability insurance
plan which, subject to the terms and conditions thereof, shall provide for payment
of up t~) two-thirds (2/3) of base salary duri.ng disability and shall be continued
a~ the Current benefit levels during the term of this Memorandum of Understanding.
· f) Retiree Health Insu~r~ance'Plan. Effective July 1, 1981, e loyees
who retire after July 1, 1981, on a disability retirement or a service retire-
ment with twenty (20) years service, shall be eligible for the City payment of
eighty-five percent (85%) of the premium for health plan coverage for the retiree
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only. City wil! conti, nue contributi.ng to said health plan in the. amount
described above until the employee, reaches .age sixty-five (.65)_ or becomes
gainfully employed as hereinafter defined, whichever comes fi, rst, "Gainfully
employed" as used herein is defined as emplOyment or self-emPloymentWhich
produces gross income for the individual in an amount in exCess of twenty-five
percent (25%) of the base salary then being paid for the position said employee
last held with the City, or for a comparable position if the employee's last
position has been abolished. Once coverage has been terminated because of .age
or employment, ,.employee forfeits any further right to cover, age. EmPloyee must
elect coverage immediately prior to retirement.
10. Retirement. The benefit contract commonly referred to as the 2% at
~Age 60 Formula in effect between the City and the Public Employees' Reitrement
System (PERS) in behalf of eligible permanent full-time employees of this Unit
as of April 1, 1979, shall be continued duri.ng the term of this Memorandum of
Understandi~ng.
11. Holidays.
11.1 Authorized Holidays. The followi.ng are the authorized holidays'
(!) January 1
(2) Third Monday in February
(3) Last Monday in May
(4) Ju y 4
(5) First Monday in September
(6) SeCond Monday in October
(7) November 11
(8) Fourth Thursday in November
(9) Fourth Friday in November
(New Year's Day)
(~ashington' s Bi rthday)
(Memori al Day)
( Independence Day)
(Labor Day)
(Columbus Day)
(Veterans Day)
(Thanksgiving Day)
(Day following Thanksgiving)'
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(10') December 24 ~four hours)
(11) December 25
(12) December 31 (four hours)
(13) One Discretionary Holiday*
(Four hours of workday
preceding Christmas Day)
(Christmas Day)
(Four hour of workday
preceding New Year's Day)
*Each employee shall be entitled to one paid holiday each calendar
year, which holiday, may be taken at the discretion of the employee, subject
to prior approval.of the DePartment Head. Employees shall be entitled to. be
compensated for said discretionary holiday but shall not accumulate discretionary
holiday.
11.2 Holi~day'Pay. Employees who, by nature of their assignment, are
unable to observe City holidays shall be compensated for authorized holidays as
follows: Eight (8) h'ours of straight-time overtime for the holiday and straight
time for the hours worked. Personnel scheduled to work on a City holiday, but
are unable to do so due to a job-related injury, shall remain eligible for payment
in accordance with the provisions as long as he is not'receiving compensation from
other sources. An employee unable to work a 'holiday due to illness or to an
injury unrelated to the job shall also be compensated for the holiday pursuant
te this provision provided that he submit to the Department Head a doctor's certi-
ficate verifying the illness or injury or file a certification made by his Depart-
~e~]t F,'ead so verifying. If an employee is off work because of siCkness on a
renu!ar werkday which immediately follows or precedes a holiday, he shall file
with the Department Head a doctor's certification verifying that he was unable
to.work because of sickness or file a certificate made by his Department Head so
verifying.'
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11.3 'Floating Holi. day. In lieu of the observance ~of Washington's
Birthday, personnel assigned to a 'shift that normally has a six '(6) day work
week, shall have the option of scheduling a floating holiday as a vacation day
at the time of the annual vacation sign-up.
12.~ Longevi_ty' Pay '.Plan. Permanent full-time employees~ except for Police
Technician(s) and Police Matron(s), shall be eligible for lo. ngevity pay in
accordance.with the following schedule:
Length of'Service
Ten to fourteen years, inlcusiVe
Fifteen to nineteen years, inclusive
Twenty to twenty-four years, inclusive
.,
Twenty-five to twenty-nine years, inclusive
Thirty to thirty-four years, inclusive
Thirty-five to thirty-nine years, inclusive
Forty years or more
Longevity'Pax/Monthly
$10
$15
$2O
$3O
$40
$5O
$60.
13. Education Incentive Pay. Permanent full-time employees within the
classifications of Police Technicians and police Clerk Matrons shall be entitled
%o continue participating in the existing Education Incentive Pay Program, as
set forth in Exhibit "B."
!4. 'Uniform Reimbursement. Each employee in Unit 7 shall be eligible each
fiscal year for reimbursement of the purchase price of approved uniform items,
~Sject to the following amounts and conditions:
a) S200 per year: Police Clerk; Senior Police Clerk
$300 per year: Parking Enforcement Officer; Police Service Technician
$400 per year: Police Technician
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b) Claims for reimbursement of the purchase of ap.proved uniform
items can only be submi, tted during the months of September,' January and May. -
Extraordinary circumstances requiring reimbursement at other times of the
year may be premitted by the Chief of Police.
c) The Police Technician shall be required to purchase a departmental
approved bullet proof vest.~ This purchase is reimbursable under the uniform reim-
bursement ,pr. ogram whether purchase occurred previously or under this Agreement.
The Police Technician shall be required to have the approved vest on his person
or in his ready bag during each duty shift.
15..Layoff.
a) ~henever, in the ju. dgment of the City CoUncil, it becomes
necessary ~n the.interest of economy or because of necessity for the position
or employment involved no longer exists, the City Council may abolish any·
position or employment in the competitive service and layoff, reassign, demote,
or transfer an employee holding such position or employment without filing written
charges. The appointing authority may likewise layoff an employee in the competi-
tive service because of material change in duties or organization, or shortage of
,~u~.~ or fund~.
b) Seniority for the purpose of layoff is defined as length of
c~]ntinuous full-time employment within the service of the City, except for service
in a provi'sional and temporary status. Seniority shall be retained, but shall not
ac~r.,Je during any period of leave without pay, except for authorized military leave,
~,:~ed pursuant to State Military and Veteran's-Code.
c) Order of Layoff. When one or more employees performing in the same
.
class in a City department are to be laid off (provisionals and temporaries there-
in, having already been terminated), the order ot~ layoff in the affected depart-
ment shall be as follows'
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1. Probationary employees in inverse order by seniority.
. .
2. Permanent employees in 'inverse order of seniority.
Should two or more employees have identical City service seniority,
t,,~_ order of layoff will be determined by classification seniority. Whenever
two or more employees have identical Classification seniority, the order of layoff
shall be determined by an established departmental seniority policy (badge numbers
in Safety Departments) or in the absence or dispute thereof, random selection.
.
'd) 'Notice~Of'LaYOff. Employees'shall be forwarded written notice,
including reasons therefor, by Certified Registered ~.tail, Return Receipt Requested
or Personally Served, a minimum of twenty (20) worki.ng days prior to the effective
da~ of layoff An employee receiving said notice may respond, in writing to the
City Manager. The employee's representative shall receive'concurrent notice, and
upon reque'st, shall be afforded an opportunity to meet with the City to discuss
the circumstances requiring the layoff and any~proposed alternatives which do not
include the consideration of the merits, necessity or organization of any service
or activity. The provisions of subsection (e), must be requested by the employee,
in writing, fifteen (15) worki.ng days prior to the effective date of layoff.
e) Layoff Reemployment/Reinstatement Lists.'
1. Probationary and permanent employees who are reclassified
and/or demoted as a result of a reduction in force, shall
have their names placed on a classification reinstatement
list in order of their seniority. Vacant positions within
the classification shall first be offered to employees on
this list.
2. Employees who are laid off shall have their names placed on
a reemployment list for classifications which, in the opinion
of the Personnel Officer, requires basically the same quali-
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fications and duti. es~ and responsibilities as those of the
classi, ficati, on from which the layoff occurred, in order of
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seniority. Vacant positions in such classifications shall
· ~ be offered to eligibles on the reemployment list who qualify
for such vacancies prior to' an open or promotional recruitment.
3. No name shall be carried on a reinstatement or reemployment
list for a period longer than two (2) years. Refusal to accept
the first'offer of reinstatement or reemPloyment within the same
classification shall cause the name to be dropped from the list.
Individuals not respondi.ng to written notification, by Ceritfied
Registered Mail, Return Receipt Requested, forwarded to their
last given address, of an opening within ten (10) worki.ng days
from maili.ng shall have their names removed from either a rein-
statement or reemployment list. Individuals who do not meet
current employment standards [i.e., medical, licenses, etc.),
shall have their names removed from either a reinstatement or
reemployment list.
4. Probationary employees appointed from a reinstatement or re-
employment list must serve the remainder of their probationary
·
period in order to attain permanent status.
~. Disc~'Dlinary. Actions.
16.1 Action By City. The City shall .take disciplinary action against
a ?ermanent employee for misconduct including, but not limited to: chronic
absenteeism; incompetence; insubordination; failure to follow work rules; mis-
statement of fact on an application or other personnel document; falsification of
records;.unfi'tness for duty; and absence without authorized leave.
Di. sci.plinary action may take the form of a suspension, pay reduction,
demotion or dis~cbarge.
All disciplinary action taken .against an employee in the classified
service must receive the prior approval of the appointing authority except uno, er
emergency circumstances which dictate immediate suspension of the employee by
the department head or subordinate supervisor. In such cases, the employee's
'department head shall immediately report the action taken to 'the appointing
authority ~h° shall review 'the case and make a determination concerning the
appropriateness of the suspension and of further-disciplinary action.
All actions resulting in salary reductions, shall be subje~ to review
by the appointing authority and the department head involved within thirty (30)
·
days following the effective date of the initial action and at r. egular intervals
thereafter. Actions resulting in demotions may be reviewed by the appointing
authority at his sole discretion.
16.2 Notice of Disciplinary Action. The City shall provide the
affected employee with written notice prior to taking diSciplinary action, except
where circumstances dictate the City taking immediate action to remove the employee
from the work place. In such cases, written notice, as set forth below, shall be
provided the employee within two (2) working days from the date of the act'ion.
In ali cases, written notice of disciplinary action shall be served on
~he employee personally or by Certified Registered Mail, with a copy of the notice
~ ~._ placed in the employee s personnel file
a) The type of disciplinary action.
b) The effective date of the action.
c) The reason or cause for the action.
d) That the employee may inspect copies of all materials
upon which the action is based.
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e) That the employee has the r. ight to respond, either orally
or in writing, to th'e authority initially imposi.ng the
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discipline.
Except in instances where disciplinary action must be imposed immediately,
the notice shall be provided the employee no'later than ten.(lO) working days
before the disciplinary action is to be effective. Where immediate disciplinary
action has. been imposed, such action will not become final until the aforementioned
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notice has been furnished the employees and the employee has ~be~n provided no less
than ten (10) working days from the receipt of the notice to respond to the
authority initially imposi.ng the discipline.
Once the proposed disciplinary acti. on has been imposed, the affected
employee shall have the right of appeal. Such appeals shall be filed directly
at the fourth step of the grievance procedure set forth in Rule 14 of the
Personnel Rules and Regulations.
17. Deferred Compensation. All permanent full-time employees are eligible,
subject to the terms and conditions thereof, to participate in the City of South
San Francisco Deferred Compensation Plan.
18. Overtime Pay for Court Appea_ranCes. Employees who are required in the
course and scope of their official employment to' appear in court, other than duri.ng
;n~r regular tour of duty or shift hours, shall receive overtime pay at the rate
c.f one and one-half (1½) times the regular rate of pay. An employee shall receive
a ~inimum of two (2) hours overtime pay for such court appearances which occur on
scheduled work dates (including voluntary overtime shift assignments) and a minimum
of three (3) hours overtime pay for such court appearances which occur on non-
scheduled work dates.
..
-17-
19. Employees Covered. Provi. sions of.tbi, s Memorandum apply only to the
employees represented by Unit 7 -.(iNon Sworn Police Department EmployeeS).
20. Modification. This Memorandum does not modify any provison of the
Personnel Rules of the City except as expressly provided herein. Except as
expressly provided herein, all w. ages and benefits remain the same as they are
currently bei.ng provided or administered.
2!..DiSpute. Any dispute over an interpretation of this Memorandum
shall be' processed in accordance With the proCedures set forth, in the City's
Employee Grievance Procedure.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding in the City of South San Francisco on' the x~ day of
"Approved by City Council Resolution No. 116-81
adopted September 30, 1981"
-18-
EXttIBIT "A"
UNIT NO. 7
PAY RANGE NUMBERS
Pol i ce' Techni ci an
·
2.5%
5.O%
7.5%
· ·
"7/'1/81
1015
1041
1066
1092
Retirement Range
111/82
1086
1114
1141
1168
Police Service Technician
Senior Police Clerk
2.5%
5.0%
7.5%
741
730
749
767
785
Parking Enforcement Officer
709
Police clerk
691
EXtllBIT "B"
CITY OF SOUTH.SAN FRANCISCO
EDUCATIO?I INCENTIVE PAY PLAN
CO~,~PRO~.II SE..
POLICE DEPARTHENT -'
1. Three years minimum service and 60
accr.d. ~_. units, .'Associate' Arts
Degree, or P.O.S.T, Intermediate
Certificate in relationed education
within the scope o'~ Administration
- Plus 5% -
o
2. Completion of seven years of service
~?ith the City of South San Francisco
Pol ice Department
FIRE DEpART~.EN~ -
-.
1. Three years minimum service an~
~0 accredited units of-A§soci--~-e'
· Arts Degree ~n related education
~,zithin the scope Of Fire Science
or Fire Technology '
-.
- Plus
2. Completion of seven years of servTce'
.~vith the City of South San' Francisco
Fire Department
omgletion o'F seven years of service
_nd 60 accredited units, Associate
Arts Degree, or P.O.S.T. Intermediate
Certificate in related education
~,~ithin the scope of the Administration
Ju~ '~! C~_.
- Plus 2~% -
Completion of seven years of service
and a,O accredited units, or an '
~,ssociate Arts Degree in related
education ~,fithin the scope of
Fi re Sci epce or Fi re '[echnolo~¥
-.
- Plus 7½% --
4. Cor,:?leti~n of fourteen years of service
~.~ith +~-~-:,.= City of Sou%h $~n Francisco
'Pol ice Department
Completion of fourteen years of
service with the City of South San
Francisco Fire Department.
.
. .
Pl us ~ o,
'Emplyees -' "-' :' '-'
~rt~-~, ~:o,~n depart..?,ents have froni their third year to their fourteenth.year tO
(iualiT~/ for ~, 5% for -', .'
~._ e~cation If, by their 'Four~ee~th year, they have not dona so~
- ~ ~ ~'~
~ ...., ~n~t o,. at the completio, oF their fourteenth year.
tlowever ste~ I~,o A ~.:ill only ~pply to those , m'
, . cn.~ loyees presently ~.iith' the Polico
Fire be~ac~ents, ~nd not for~ any employee hired ~:fter the
u ~, ~ ~/ve ~ ~.= of this p! an.
Exhi b'i t "B"' to Unit 7 l, lemorandum of
Understanding for July 1, 1981 -
June 30, 1982.
EXHIBIT "B"
CITY OF' SOUTH SAN FRANCISCO
EDUCATION INCENTIVE PAY PLAN
.......... COMPROMISE ......
This compromi se '.agreement was reached on August 3, 1969 and is mutually
.agreeable to both the Police Department and the Fire Department.
Those eligible for the above-described plan are the Police Technician and
Senior Police Clerk. Excluded from the plan are Police Clerks, Parki.ng
Enforcement Officer and Police Service Technician.
All those eligible for the plan are no longer eligible for the'previously
adopted longevity pay program, i.e., $5.00 per month extra after fifteen
(15) years, etc.
Effective date- July 1, 1969.
EXHIBIT "B" TO UNIT 7 NEMORANDUM OF
UNDERSTANDING FOR JULY 1, 1981 -
JUNE 30, 1982