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HomeMy WebLinkAboutReso 17-1984 RESOLUTION NO. 17-84 CITY COUNCIL, CITY OF SOUTH SAN FRANCISCO, STATE OF CALIFORNIA A RESOLUTION ACCEPTING AND APPROVING A MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SOUTH SAN FRANCISCO AND THE SOUTH SAN FRANCISCO POLICE OFFICERS' ASSOCIATION, NON-SWORN POLICE DEPARTMENT UNIT #7 EMPLOYEES FOR THE PERIOD OF SEPTEMBER 1, 1983, THROUGH DECEMBER 31, 1984. MOU LANGUAGE SUBJECT TO FINAL REVIEW BY CITY ATTORNEY WHEREAS the City of South San Francisco City Council has recognized the South San Francisco Police Officers' Association as the employee organization repre- senting a majority of those employees working in classification in represen- tation Unit #7; and WHEREAS the representative of the City and the representatives of the Police Officers' Association have personally met and conferred and freely exchanged information, opinions and proposals; and WHEREAS the representative of the City and the representatives of the Police Officers' Association have reached agreement on those wages, hours and conditions of employment which are to be in effect during the period September 1, 1983 through December 31, 1984 for employees in representation Unit #7; and WHEREAS the representative of the City and the representatives of the Police Officers' Association have jointly prepared a written Memorandum of Understanding; and WHEREAS the written Memorandum of Understanding has been accepted by the mem- bership of the Police Officers' Association; and WHEREAS the City's representative joins with the Police Officers' Association representatives in recommending that the written Memorandum of Understanding be accepted and approved by the City Council; NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of South San Francisco hereby accepts and approves the Memorandum of Understanding which is attached hereto as Exhibit "A" and incorporated herein by this reference as if set forth verbatim between the City of South San Francisco and the Police Officers' Association which sets forth those wages, hours and conditions of employment to be in effect during the period September 1, 1983 through December 31, 1984 for employees working in classifications in representation Unit #7 and which Memorandum of Understanding shall be binding upon the City, upon the Police Officers' Association and upon the employees covered therein. BE IT FURTHER RESOLVED that the City Clerk be and is hereby authorized to endorse on page i the signature page of said Memorandum of Understanding the fol 1 owing: "Approved by City Council Resolution No. 17-84 adopted February 15, 1984 " ! hereby certify that the foregoing Resolution was regularly introduced and adopted by the City Council of the City of South San Francisco at an adjourned regular meeting held on the 15th day of February , 198¢ by the fol 1 owl ng vote: AYES: NOES: ABSENT: £nunnilm~mh~r.~ Mnrk N_ AddimOo, Fman~mle N. Damonte, Richarm A. Haffey; and Rnhert~ C.~rri T~glix~ NnnP CnlJnci lmP. mh~r Gu~ Nit. rtl npul. n~ ATTEST: "APPROVED BY CITY COUNCIL RESOLUTION NO. 17-84, ADOPTED 2/15/84" MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SOUTH SAN FRANCISCO AND THE SOUTH SAN FRANCISCO POLICE ASSOCIATION FOR THE PERIOD SEPTEMBER 1, 1983 THROUGH DECEMBER 31, 1984 (Language subject to final review by City Attorney) MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SOUTH SAN FRANCISCO AND THE SOUTH SAN FRANCISCO POLICE ASSOCIATION PREAMBLE THIS MEMORANDUM OF UNDERSTANDING is entered into by the City of South San Francisco, hereafter designated as "City" and the South San Francisco Police Association, hereafter designated as "Association" as a mutual agreement of those wages, hours and conditions of employment which are to be in effect during the period September 1, 198~) through December 31, 1984 for those employees working in classifications in the representation unit referred to in Article 1. Section 1 hereof. ARTICLE 1. RECOGNITION The City of South San Francisco recognizes the South San Francisco Police Association as the employee organization' which has been selected by the employees in Non-Sworn Police Unit #7 to represent the employees in meet and confer sessions resulting in this Memorandum of Understanding. Non-Sworn Police Unit #7 consists of all employees in clasSifications listed below as well as all employees in classifications as may be added to Unit #7 by the City during the term of this Memorandum. Parking Enforcement Officer Police Clerk pOlice Service Technician Police Technician Senior Police Clerk ARTICLE 2. WAGES AND COMPENSATION Section 1. Wages Wages shall be as set forth in Appendix A. Section 2. Retirement Benefits A. Retirement Plan- Retirement benefits for employees shall be those established by the Public Employees' Retirement System (PERS) for Miscellaneous Employees 2% at age 60 Plan. B. Cit~/ Contribution' The City shall pay the rate prescribed by the Public Employees' Retirement System for employer contributions to the Public Employees' Retirement System in accordance with the rules and regulations governing such employer contributions. C. Employee's Contribution to Retirement System: Except as otherwise provided in subsection D below, the City shall pay on behalf of each employee five percent (5%) of the rate prescribed by the Public Employees' Retirement System for each employee's contribution to PERS in accordance with the rules and regulations governing such -1- contributions. The remainder of the rate prescribed by PERS for each employee's contribution shall be deducted from the employee's pay by the City and forwarded to PERS in accordance with the rules and regulations governing such contributions. Conversion of City Payment of 5% of Employee's 'Contribution to Employee's Base Wage Rate' An eligible employee shall be permitted to convert the five percent (5%) City payment of employee contribution to PERS to his or her base wage rate. 1. Eligible Employees- a. An employee who is at least forty-seven (47) years of age and who signs a Statement of Intent to Retire Within Three (3) Years is eligible to convert the City's payment of five percent (5%) of his or her contribution to PERS to his or her base wage rate. b. An employee who is eligible for an industrial or a non- industrial disability retirement shall be eligible to convert the City's payment of five percent (5%) of the employee's contribution to PERS to his or her base wage rate. 2. Calculation of Converted Base Wage Rate: An eligible employee who has elected to Convert the City's payment of five (5%) of his or her employee contribution to PERS to his or her base wage rate Shall have his or her base hourly non-converted wage rate changed to his or her base hourly converted wage rate as follows: Employee's Base Hourly Non-Converted Wage Rate (As set forth in Appendix A) X 1.05 : Employee's Base Hourly Converted Wage Rate. In establishing the actual base ~hourly converted wage rate, fractions of one cent with a value of four (4) or less will be discarded and fractions of one cent with a value of five (5) or more shall increase the base hourly converted wage rate by one cent. 3. Effect of Conversion: Once an employee has officially elected to convert the City's five percent (5%) payment of employee PERS contribution to his or her base wage rate, the employee shall not be permitted to reverse the conversion at any time. Upon the effective date of the conversion, the City will dis- continue payment of five percent (5%) of the employee's PERS contributions. 4. Effective Date of Conversion' a. Service Retirement: The conversion of the City's payment 'of five percent (5%) of an eligible employee's PERS contri- bution to the employee's base hourly wage rate shall become effective upon the first day of the pay period immediately following the employee's official election to convert. -2- b. Disability Retirement' The conversion of the City's payment of five percent (5%) of an eligible employee's PERS contribu- tion to the employee's base hourly wage rate for an industrial or non-industrial disability retirement shall become effective as determined by the first-occuring event as follows' 1. The first day of the payperiod immediately folloWing the date upon which the employee applied for a disability retire- ment, and/or 2. The first day of the payperiod immediately following' the date upon which the employee's disability was determined to be permanent and stationary, or 3. One day prior to the actual date of retirement. Section 3. Insurance Benefits Full time regular employees shall be eligible to receive insurance benefits as follows' A. Health Insurance 1. Available Plans: Subject to the terms and conditions of the City's contracts with health insurance carriers, eligible employees shall be permitted to select health insurance cOverage for themselves and their eligible .dependents from one of the following plans: KAISER FOUNDATION'HEALTH PLAN - "S" cOverage BAY PACIFIC HEALTH CARE PLAN BLUE SHIELD OF CALIFORNIA HEALTH'PLAN 2. Payment of Premium Costs The City shall pay the premium costs for eligible employees and their dependents to the insurance carrier for ~the plan selected by each employee in accordance to the requirements prescribed by the contract with each carrier for payment of such premiums. 3. Effective Dates of Coverage: The effective date of coverage for health insurance shall be the first of the month following the month of enrollment of the employee and the employee's dependent(s). Coverage shall terminate on the last day of the month in which an employee separates from employment. Dependent coverage shall terminate on the date prescribed by each health insurance carrier's contract for discontinuance of dependents no longer eligible for coverage. 4. Health Insurance for Employees who Retire: Subject to the terms and conditions of the City's contracts with health insurance carriers, an employee who retires during the term of this Memor- andum on a service or an industrial disability or a non-industrial disability retirement and who has twenty (20) years of service or more with the City shall be provided the opportunity to continue his or her health insurance coverage with one of the -3- City's plans subsequent to the date of his or her retirement. The City shall continue to pay the premium costs for the employee only and' the retireing employee shall bear the premium cost for his or her dependent(s) coverage. B. Life and Accidental Death and Dismemberment Insurances: Subject to the terms and conditions of the City's contract with Standard Insur- ance Company of Portland, Oregon, eligible employees shall be provided the following life and accidental death and dismemberment insurance: TERM LIFE INSURANCE WITH A FACE VALUE OF $5,000.00 ACCIDENTAL DEATH AND DISMEMBERMENT IN THE AMOUNT OF $5,000.00 The City shall pay the premium costs for eligible employees to Standard Insurance Companyof Portland, Oregon in accordance with the requirements prescribed by the contract with the carrier for the payment of such premiums. Coverage shall become effective on the first of the month following enrollment and shall terminate upon the day an employee separates from City employment. C. Vision Insurance- Subject to the terms and conditions of the City's Vision insurance paln, eligible empl-oyees and their dependents shall be provided the following vision insurance' VISION SERVICE PLAN - PLAN'"B" - $10.00 Deductible The vision service plan shall be provided to employees with no premium costs to the employees or their eligible dependents. Coverage shall become effective on the first of the month following enrollment and shall terminate on the last day of the month in which an 'employee separates from City employment. D. Dental Insurance: Subject to the terms and conditons of the City's Dental Insurance' Plan, eligible employees and their eligible depen- dents shall be provided the following dental insurance: CALIFORNIA DENTAL .SERVICE- Progressive Plan The dental insurance plan shall be provided to employees with no premium costs to employee or their eligible dependents. Coverage shall become effective on the first day of the month follOWing six (.6) full months of employment with the City. Only employees hired on the first of any month shall be eligible for coverage six (6) months from the date of hire. Eligible employees must~enrOll in order to become eligible for dental insurance coverage. Coverage shall terminate on the last day of the month in which an employee separates from employment'with theCity. E. Long-Term Disability Insurance' Subject to the terms and conditions of the City's contract with Standard Insurance Company of portland, Oregon, eligible employees shall be provided Long-Term Disability Insurance coverage which provides for~payment of up to two-thirds (2/3) of the baSe salaryof an employee who qualifies for such pay- ment or who qualifies for some lesser payment under the provisions of the plan. The Long-Term Disability Insurance Plan shall be pro- vided to employees with no premium costs to the employees. Coverage shall become effective on the first day of the month following enroll- ment and s. hall terminate on the day an employee separates from City employment. -4= ~Section 4. Deferred Compensation Full time regular employees are eligible, subject to the terms and conditions therof, to participate in the Deferred Compensation Plan made available to City employees. Section 5. Special Compensation A. Acting SuperVisor Compensation: An employee in a classification below the level of a first-line supervisor who is assigned to perform the duties of a first-line supervisor or above shall receive added compensation for all time served in the acting capacity at the rate of pay for which the employee would qualify, were the employee to be promoted to the acting clasSification. B. Temporary Assignment to Higher Level Position: An employee in a first-line supervisory or higher classification who is assigned to perform the duties of a higher classification for a period of thirty (30) calendar days or more shall receive added compensation for all time so served at the rate of pay for which the employee would qualify, were the employee promoted to the higher classifica- tion. An employee in a first-line supervisor classification or higher classification who is assigned to perform the duties of a higher classification for'a period of time less'than thrity (30) calendar days shall not receive any additional compensation for any of the time spent in the performance of such duties. C. Payment of Unused Accumulated Sick Leave Hours for Certain Employees' 1. Eligible Employees: An employee who had accumulated and unused sick leave hours on record under the discontinued sick leave accumulation plan shall be eligible to receive payment under this provisi on. 2. Number of Hours Payable' An eligible employee shall receive payment for fifty percent (50%) of the unused sick leave hours on record, up to a maximum of nine hundred and sixty (960) of such recorded hours (480 maximum payable hours), as of July 1, 1'977. 3. Rate Payable: Payment of unused accumulated sick leave hours for eligible employees shall be made at the wage rate for which the employee otherwise qualifies pursuant to the provisions of Append i x "A". 4. Time of Payment: An employee or an employee's beneficiary shall become eligible to receive payment for unused sick leave hours upon the death or the retirement of the eligible employee Pay- ment may be made at the time of an employee's death or retirement or may be deferred'to the fi'rst payroll period in the calendar year immediately following, at the option of the payee. Section 6. Overtime A. Overtime Defined: Overtime work is ordered' and authorized work in excess of an employee's normal hours of work and work schedule. -5- B. Overtime Records' Records of overtime worked shall be maintained i.n accordance with procedures established by the Police Chief. C. Minimum Overtime' No form of overtime payment shall be made where overtime worked prior to the beginning of an employee's normal work period or following completion of an employee's normal work periOd is less than twelve (12) minutes duration. D. Overtime Compensation Rate' Each employee shall be compensated for overtime worked at the Premium Overtime Hourly Rate or the Hourly R~te, or fractions thereof, for which the employee otherwise qualifies pursuant to the provisions of Appendix "A" as follows: 1. Training Time' An employee who works time in excess of his or her normal hours of work and work schedule as the result of attending training sessions required by the' Police Chief or the Chief's designee shall be compensated at the Hourly Rate for time spent in such training sessions. 2. Usual Overtime: An employee who works time in exceSs of his or her normal hours of work and ~work schedule as the result of a non-training assignment shall be compensated at the Premium Overtime Hourly Rate for time so worked. 3. Court Appearance Time' An employee who is required to appear in court in his or her official employment capacity at a time which is not during the employee's regularly scheduled hours of work shall be compensated at the Premium Overtime Hourly Rate for time spent in such court appearances. a. Court Appearance on Scheduled Work Days: An employee who is required to appear in court in his or her official employment capacity at a time which is not during the employee's regularly scheduled hOurs of work but is on a day that the employee is scheduled or has volunteered to work shall receive a minimum of two (2) hours of overtime compensation for 'such a court appearance. b. Court Appearance on Non-Scheduled Work Days: An emPloyee who is required to appear in court in his or her official employment capacity at a time which is not during the employee's regularly scheduled hours of work nor is on a day that the employee is scheduled or has volunteered to work shall receive a minimum of. three (3) hours of overtime compensation-for such a court appearance. E. Compensatory Time Off In Lieu of Paid Overtime: With the approval of an employee's supervisor, each employee may accumulate a maximum of forty (40) hours' of compensatorytime at anY given time in lieu of pay for overtime worked. Compensatory Time shall be earned at the same rates as prescribed for overtime compensation above. All compensatory time off shall be requested and scheduled in accordance the the rules and regulations prescribed by the Police Chief or the Chief's designee. -6- ARTICLE 3. PAID LEAVES Section 1. Holidays The City shall observe the following holidays' January 1 Third Monday in February Last Monday in May July 4 First Monday in September Second Monday in October November 11 Fourth Thursday in November Fourth Friday in November December 25 New Year's Day Washington's Birthday Observed Memorial Day Observed Independence Day Labor Day Columbus Day Observed Veterans Day Thanksgiving Day Day following Thanksgiving Christmas Day In addition, the City shall observe the following one-half (1/2) day holidays (1300 hours through 1700 hours per day): December 24 December 31 Christmas Eve Day New Year's Eve Day In addition, the City may observe any other day of national mourning or celebration, provided that it has been proclaimed by the City COu~ncil, and provided that the.Council direCts the closure of City offices for public service. Any such holiday shall be granted only to those employees who are regularly scheduled to work on the day for which such holiday is provlaimed by the Council. A. Days of Holiday Observation' Holidays which fall on a Sunday shall be observed on the following Monday. Holidays which fall on a Saturday shall be observed on the preceding Friday. B. Eligibility for Holidays: Full time regular employees who are on paid status the entire day before as well as the entire day after a holiday shall receive compensation for eight (8) hours of holiday time for each full holiday and four (4) hours of holiday time for each one-half (1/2) day holiday, which shall be considered as hours worked. C. Employees Working on a Holiday: An employee who is assigned to work on a day observed as a holiday by the City shall receive eight (8) hours of overtime at the hourly rate for each full holiday so worked and four (4) hours of overtime at the hourly rate for each one-half (1/2) day holiday. D. Discretionary Holiday' Each employee shall be eligible for one full day holiday in addition to the holidays observed by the City. An employee's discretionary holiday may be taken at the discretion of the employee and as approved by the Police Chief or the Chief's designee. An employee must take his or her discretionary holiday each calendar year on or before December 13. An employee who has not used his or her diScretionary holiday by December 13 shall forfeit the receipt of compensated time or pay for such holiday for that calendar year. An employee whose work schedule prohibited the use of his or her discretionary holiday by December 13 of a calendar year may receive payment for the holiday with the approval of the Police Chief or the Chief's designee. -7- E. Holiday Compensation for Employees on Injury or Illness or Family 'Care Leave: An employee who is scheduled to work on the day immediately preceding a holiday and/or on the actual day of a holiday and/or on the day immediately following a holiday and who does not report for duty as scheduled due to personal injury or illness or family care leave shall submit such verification or certification of illness or injury as is satisfactory to the Police Chief or the Chief's designee prior to receiving compensation for the hol i day. Section 2. Vacation Full 't~ime regular' employees shall be eligible to earn and be.~granted vacation leave. A. Vacation Accrual Rates: Each employee shall accrue vacation hours in accordance with the following accrual rate schedule: LENGTH OF SERVICE: ACCRUAL RATE PER BI-WEEKLY PAYPERIOD First through fourth years, inclusive 3.70 hours Fourth through fourteenth years, inclusive 5.54 hours Fifteenth through twenty-fourth years, inclusive6.16 hours Twenty-fifty and succeeding years 7.69 hours B. Vacation Scheduling: The Police Chief or the Chief's designee shall schedule vacation periods during which employees shall take the vacation time for which they are eligible. Vacation scheduling shall be accomplished with due regard for the wishes of the employees and shall provide for meeting the needs of the Police services. A. Deferral of Vacation Period: In the event that the needs of the .Police service are such that an employee is unable to be scheduled to take all of his or her vacation time during a calendar year, the unused and Unscheduled portion of his or her vacation may be deferred to the following calendar year, provided that the Police Chief or the Chief's designee approves such deferral. An employee may request the deferral of up to forty (40)-hours of vacation leave from one calendar, year to the following calen- dar year. The request shall be filed with the POlice Chief and must be approved bY the Police Chief or the Chief's designee and must also be approved by the City Manager prior to the employee being granted-permission for such deferral of vacation leave. No more than thirty (30) working days of vacation time shall be accumulated by any employee for any reason as deferred vacation. Deferred vacation which is not taken by an employee in the calendar year immediately following the year of deferral shall be compensated for in time off or ~n cash payment to the employee. C. Vacation Compensation- An employee who retires or separates from City employment and who has accumulated unused vacation time on record shall be compensated at the base hourly wage rate for which the employee otherwise qualifies pursuant to.the provisions of Appendix "A" for all recorded vacation. -8- ,Section 3. Industrial Injury or Illness Leave: An employee who is absent from work and who is temporarily and/or partially disabled from performing work as the result of an injury or illness which has been determined to be industrially caused, shall be entitled to receive paid leave for all time the employee is normally scheduled to work during a period of ninety (90) calendar days from the commencement of the injury or ~illness necessitating his or her absence from work. An employee on industrial injury or illness.leave shall assign to the Cityall Worker's Compensation insurance proceeds received by the employee during the period the employee is receiving full compen- sation from the City for all absent hours of work. Section 4. Sick Leave An employee who is absent from work and who is temporarily and/or partially disabled from performing work as the result of a personal injury or illness shall be eligible to receive sick leave without loss of salary or benefi ts. A. Amount of Sick Leave: An employee shall be eligible to receive paid sick leave for all time the employee is normally scheduled to work during a period of ninety (90) calendar days from the commencement of a given injury or illness which necessitates his or her absence from work. B. Sick Leave Request: An employee shall prepare and present a request for paid sick leave on each occurrance of sick leave on such forms and in accordance with such policies and prOcedUres established for sick leave requests by the Police Chief or the Chief's designee. C. Approval of Sick Leave Request: The Police Chief or the Chief's designee shall review all sick leave requests and, if approved by the Police Chief or the Chief's designee, the request for paid sick leave for an employee shall be granted. The Police Chief or the Chief's designee shall not~ unreasonably withhold approval of an employee's sick leave request. D. Verification of Injury or Illness- 1. Usual Verification' An employee requesting paid sick leave approVal shall provide such verification of actual injury or illness as is satisfactory to the Police Chief or. the Chief's designee. Usually, such verification shall be in the form of an employee's personal affidavit of injury-or illness. 2. Doctor's Verification of Injury or Illness: A doctor's verifi- cation of actual injury or illness is verification which has been prepared and signed by a doctor and which describes the nature and extent of the injury or illness and confirms that the employee has recovered and is able to return to work. a. An employee shall be required to submit a doctor's verifi- cation when the employee requests approVal of Paid sick leave subsequent to having been absent from work for a period of forty (40) consecutive hours or more. b. An employee shall be required to submit a doctor's v,erifi- cation when .given,prior notice by his or her supervisor of such a requirement. -9- E. Notification of A'bsence from Work- An employee who is going to be absent from work must notify his or her in~nediate supervisor prior to or within tWo (2) hours after the time upon which the employee was scheduled to report for work in order to be eligible for paid. sick leave. F. Medical Appintments Leave: An employee may be granted leave without lo~s of'salary or benefits for the ~purpose of going to appointments with medical doctors or dentists. An employee requesting such paid leave shall receive approval of the Police Chief or the Chief's designee prior to the taking of the leave. Medical appointment leave shall be authorized only for that period'of time necessary to provide reasonable travel time to and from the appointment and the actual time required for the appointment. The emp3'oyee requesting such leave shall submit his or her personal affidavit describing. the nature and need for the appointment. The City reserves the right to confirm or verifY any appointment for which such leave is authorized. Section 5. Family Care Leave An employee may be granted up to a maximum of eight (8) hours of paid leave during each calendar year for the purpose of caring for an injured or ill sopuse, child, mOther, or father and/or any of the following who reside in the employee's home: brother, sister, grandparents, mother-in-law, father-in-law, brother-in-law, sister- in-law, daughter-in-law, or son-in-law, or such other person who resides in the employee's home, if in the opinion of the Police Chief or the Chief's designee, there exists an extraordinarily close familial relationship between the employee and such person. Section 6. Bereavement Leave An employee may be granted leave of absence without loss of salary or benefits upon the death or the funeral of any of the following persons: spouse, child, father, mother, brother, sister, grand- father, grandmother, father-in-law, mother-in-law, brother-in-law, sister-in-law, daughter-in-law and son-in-law. In addition, the Police Chief or the Chief's designee may grant bereavement leave to an employee upon the deathor the funeral of some other person if, in the opinion of the Police Chief or the Chief's designee, there existed an extraordinarily close familial relationship between the employee and such other person. Employees may be granted up to a maximum of forty (40) hours of bereavement leave per Calendar. year for the death or funeral of ~. family member. ARTICLE 4. LONG-TERM DISABILITY A. Application for Benefits' An employee who'is disabled from the performance of the dut'ies of his'or her classification as the result of an injory or illness and who has been granted the maximum amount of paid sick leave for which the employee was eligible, may ,file an application for Long-Term Disability Insurance benefits in accordance with the requirements of the City's Long-Term Disabil- ity Insurance Policy. -10- B. City Determination' Upon an employee qualifying for Long-Term Disability Insurance benefits, the City shall determine' 1. Whether to separate the employee from City service or position in his or her classification, or 2. Whether to grant the employee a leave of absence.,without pay for a period of up to three hundred and sixty-five (.365) calendar days or a reasonable extension thereof. C. Separation SubseqUent to Leave: If the City grants an employee a leave of absence without pay for any period up to three'hundred and sixty-five days or a reasonable extension thereof and the employee is unable to resume work at the expiration of such leave, the City may separate the employee from City service or position in his or her classification or may grant additional leave. D. Accrued Vacation Payment:I Upon becoming el igibl.e for Long-Term Disability Insurance 'benefits and upon being granted a leave of absence without pay by the City, the City will pay, at the request of the employee, any accrued vacation time for which the employee qualifies. E. Insurance Premium Payment: The City will continue to~ pay insurance premiums on behalf of a disabled.employee and his or her dependents pursuant to the provisions for such payments otherwise provided in this Memorandum until the actual date of separation from City employmentof the employee. ARTICLE 5. UNIFORMS Each employee shall be eligible for paYment by the City to a vendor approved by the City, or reimbursement for the purchase price of approved uniform items in accordance .with the following schedule: $200 per fiscal year - Police Clerk, Senior Police Clerk $300 per fiscal' year - Parking Enforcement Officer, Police Service Technician $400 per fiscal year - Police Technician The City will make payment or reimburse an employee for such purchase pr'ice upon presentation by the employee of a proper claim, itemized receipt and upon verification by the employee's immediate supervisor that the employee has received the items. The Police Technician shall be required to purchase and maintain a departmentally-approved bullet proof vest which shall be reimbursible under this program. The Police'Technician shall be required to have the approved vest in his or her person or in his or her ready bag during each duty shift. -!1- ARTICLE 6. LAYOFF A..Whenever, in the judgment of the City Council, it becomes necessary, in 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 emplo~nnent 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 competitive service because of material change in duties or organization, or shortage of work or funds. B Seniority for the purpose of layoff is defined as length of continuous full-time employment within the service of the City, except for service in a provisional and temporary status. Seniority shall be retained, but shall not accrue during any period of leave without pay, except for authorized military leave, granted 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 therein having already been terminated), the order of layoff in the affected department shall be as follows: 1. Probationary employees in inverse order of seniority. 2. Permanent employees in inverse order of seniority. Should two or more employees have identical City service seniority, the 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 Mail, Return Receipt Requested or Personally Served, a minimum of twenty (20) working days prior to the effective date 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 request, 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 con- sideration 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) working days prior to the effective date of layoff. E. Layoff Reemplo~nent/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 1 ist. 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 qualifications and duties and responsibilities as those of the classification from which the layoff occurred, in order of seniority. Vacant positions in such classifications shall be offered to eligibles on be offered to eli- gibles on the reemplo~nnent 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 llst. Individuals not responding to written notification, by Certified Registered Mail~ Return Receipt Requested, forwarded to their last given address, of an opening within ten (10) working days from mailing shall have their names removed from either a reinstatement or reemployment list. Individuals who do not meet current employment standards (i.e., medi- cal, licenses, etc.), shall have their names removed from either a reinstatement or reemployment list. 4. Probationary employees appointed from a reinstatement or reemployment list must serve the remainder of their probationary period in order to attain permanent status. ARTICLE 7 DISCIPLINARY ACTION. All definitions of words, phrases, etc., and the meanings and intent of this Section, shall be in accordance with the City of South San Francisco Personnel Rules and Regulations. A Action by City. The City shall take disciplinary action against a per- manent employee for misconduct including, but not limited to: 1. Chronic absenteeism; incompetence; insubordination; failure to follow work rules; misstatement of fact on an application or other personnel document; falsification of records; unfitness for duty; and absence without authorized leave. 2. Disciplinary action may take the form of a suspension, pay reduc- tion, demotion or discharge. 3. All disciplinary action taken against an employee in the classified service must receive the prior approval of the appointing authority except under 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 who shall review the case and make a deter- mination concerning the appropiateness of the suspension and of further disciplinary action. 4 All actions resulting in salary reductions, shall be subject 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 regular intervals thereafter. Actions resulting in demotions may be reviewed by the appointing authority at his sole discretion. B. 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 action. In all cases, written notice of disciplinary action shall be served on the employee personally or be Certified Registered Mail, with a copy of the notice to be placed in the employee's personnel file. -!3- 1. The type of disciplinary action. 2. The effective date of the action. 3. The reason or cause for the action. 4. That the employee may inspect copies of all materials-upon which the acti on i $ based. 5. That the employee has the right to respond, either orally or in writing, to the authority initially imposing the discipline. Except in instances where disciplinary action must be imposed imme- diately, the notice shall be provided the employee no later than ten {10) 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 notice has been furnished the employees and the employee has been provided no less than ten (10) working days from the receipt ot~ the notice to respond to the authority initially imposing the discipline. Once the proposed disciplinary action 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. ARTICLE 9. GRIEVANCE PROCEDURE The procedures set forth in the City's Employee Grievance Procedure in Rule 14 of the Personnel Rules and Regulations shall be the procedure which shall apply in the resolution of any dispUte over an interpretation of any provision of this Memorandum of Understanding. ARTICLE 10. AGREEMENT, MODIFICATION, WAIVER A. Full and Entire Agreement: This Memorandum of Understanding sets forth the full and entire agreement of the parties regarding the matters set forth herei'n, and any other prior or existing under- standing and agreements over these matters between the parties, whether formal or informal, are hereby superseded or terminated i.n their entirety. In the event that the provisions of this Memorandum are found to be in conflict with a City rule, regulation or resolution, the provisions of this'Memorandum shall prevail over such conflicting rule, regulation or resolution. APPROVED BY CITY COUNC I L RESOLUTION NO. 17-84, ADOPTED 2/15/84 B. Written Modification Required- No'agreement, alteration, under- standing, variation, waiver or modification of any of the terms or provisions contained herein shall in any manner be binding upon the parties hereto unless made and executed in writing by all parties hereto and approved by the City Council. C. Waiver- The waiver of any breach, term or condition of this Memorandum by either party shall not constitute a precedent in the future enforcement of al 1 its terms and provisions. Signed this 15th day of February , 1984 by' cTHE CITY: / ~ FOR THE ASSOCIATION- -14- STEP PLAN TIME IN STEP' Each employee shall complete the following time at each step of the step plan applicable to his or her classification prior to advancing to the next step' B From date of hire to completion of six full months of employment One full year One full year One full year One full year Subsequent to April 1 and upon the completion of the study which is underway to evaluate the actual work performed and compensation paid to employees covered by this Memorandum in-comparison to the actual work performed and compensation received by employees in classifications with similar requirements for education and training and levels of responsibilities, the City and the Association shall meet and conver regarding the implemenation of changes, if any, to the salary rates prescribed for payment pursuant to the provisions of this Memorandum of Understanding. APPEND IX A Page 1 EDUCATIONAL AND LONGEVITY INCENTIVE PROGRAM FOR SENIOR POLICE CLERK CLASSIFICATION An employee who has completed seven (7) full years of employment shall be comPensated at the rate set forth and identified on the wage rate schedule applicable to the employeet's classification, which rate is approximately two and one-half [~6rcent (2½%) above the step rate for which the employee otherwise qualifieS. An employee who has completed three (3) full years of employment and who has an AA degree or60 accredited units,'AsS'6ciate'of Arts Degree, or P.O.S.T. Intermediate Certificate in related education within the scope of Administration of Justice shall be compensated at the rate set forth and identified on the wage rate schedule,.applicable to the employee's classification, which rate is approximately five percent (5%) above the step rate for which the employee otherwise qualifies. An employee who has completed seven (7) full years of employment and who has an AA degree or 60 accredited units , 'Associate of Arts Degree, or P.O.S.T. intermediate Certificate in related education within the' scope of Administration of Justice shall be compensated at the rate set forth and identified on the wage rate schedule applicable to the employee'S classification, which rate is ap.oroximately seven and one-half percent (7½%) above the step rate for which the employee otherwise qualifies. LONGEVITY PAY PROGRAM FOR PARKING ENFORCEMENT~ O~FFICER, POLICE CLERK AND POLICE SERVICE TECHNICIAN CLASSIFICATIONS ~ll employees in the classifications of Parking Enforcement Officer, Police Clerk and Police Service Technician shall !b6 eligible for longevity pay in accordance with the following schedule: LENGTH OF SERVICE MONTHLY LONGEVITY PAY AMOUNT 10 to 14 years, inclusive 15 to 19 years, inclusive 20 to 24 years, inclusive 25 to 29 years, inclusive 30 to 34 years, inclusive 35 to 39 years, inclusive 40+ years $10.00 $15.oo $20.00 $30.00 $40.o0 $50.oo $60.oo APPENDIX A Page .2 EFFECT]~VE AUGIJS~ '"~- 1983 PARKING ENFORCEMENT OFFICER HOURLY RATE WEEKLY RATE BI-WEEKLY RATE APPROXIMATE MONTHLY APPROXIMATE ANNUAL PREMIUM OVERTIME 'HOURLY RATE A B C. ..D 7.53 7.91 8.30. 301.20 316.40 332.00 602.40 .632.80 §§4. Og 'i~05='- '.1371 1439 1566'2 '16452 1_.,72.64 .1_1.]:~0, -]_ 11,87 12,4~ 8.72 348.80 ' .q9,7.,,60 1511 18138 J,~.98. 9.15 366. O0 732 J~q 1586 190'32 ] 3.,73 POLICE CLERK HOURLY RATE WEEKLY' RATE BI-WEEKLY RATE APPROXIMATE MONTHLY APPROXIMATE ANNUAL PREMIUM OVERTIME HOURLY RATE 7.34 7.71 8.09 293.60 308.40 323.60 587,?q_ .616,8n n47.70 1272 1336 1402 5?67 16,j'),'~7 16827 1.O1 1-1.57 .. 12.'14 - - . 8.50 340. O0 6nO, DO _ 1473 17nRQ.. 12.75 8~92 356.80 71~.60 1546 18~54 13.38 POLICE SERVICE TECHNICIAN HOURLY RATE WEEKLY RATE BI-WEEKLY RATE APPROXIMATELY MONTHLY APPROXIMATE ANNUAL PREMIUM OVERTIME' HOURLY RATE 7.87 8.26 8,.68 314.80 330.40 347.20" 629.. 60 660.80 .694.40 ~I364 143:~' 1505 16370 1718l 18054 11.'81 I2.39 13.02 9.11 364.40 '728.80 1579 1894~ _ ' -' ~.3.G7 9.57 382.80 · 765, 1659 ~.,9'906 14.,36 APPENDIX A Page 3 WAGE RATES EFFECTIVE' August 26, 1983 EFFECTIVE FEBRUARY 24, PARKING EN,FO.RCEMENT OFFICER HOURLY RATE WEEKLY RATE BI-WEEKLY RATE APPROXIMATE MONTHLY APPROXIMATE ANNUAL PREMIU~I AVERTIME 'HOURLY RATE A B C · 7 J'72 8.,11" 8.51 308.80 324.40 340.40 617.60 648:80 680.80 i338. 1406 ' -]~475 16058 16869 17701 11.58 12.17 ]~2.77 _ D 8.94 .357.60 715.20 ' -.1550 , .' .18 9.5_..i 13.41 9.38 375.20 750.4O 1626 19510 '14.07 POLICE CLERK HOURLY RATE WEEKLY RATE BI-WEEKLY RATE APPROXIMATE MONTHLY APPROXIMATE ANNUAL PREMIUM OVERTIME HOURLY RATE 7.53 7.91 8.30 8.72 9.15 301.20 316.40 332.00 348.80 366.00 602.40 632.80 664.00 697.60 732~00 1~U5 1~/1 1~9 1511 1586 15662 16453 17264 18138 19037 11.30 11.8i '12.'45 1~.0~ 13.73 .. POLICE"SERVICE TECHNICIAN _ . -- HOURLY RATE WEEKLY RATE B I-WEEKLY RATE _ . APPROXIMATELY MONTHLY APPROXIMATE ANNUAL PREMIUM OVERTIME HOURLY RATE 8.07. 8.47 8.90 · 322.80 338.80 356.00 645.60 677.60 712.00 1399 '" 1468 ~1543 16786 17618 18512 12.11 'i2' 71 '13.35 _ ~ . 9.34 373.60 747.20 ''1619' 19427 1.4.01 9.81 392.40 784.80 1700 20405 14.72 APPENDIX A Page 4 WAGE RATES EFFECTIVE' February 24, 1984 SEN IL I CE CLERK C. ..D E EFFECTI .......~UST 26, 1982 HOURLY RATE WEEKLY RATE BI-WEEKLY RATE APPROXIMATE MONTHLY APPROXIMATE ANNUAL · PREMIUM OVERTIME 'HOURLY RATE EDUCATIONAL & LONGEVITY INCENTIVES _ t . 7.75 310.00 620.00 -"1343" ....... 16120.., 11'63 8.14 325.60 651 .'20 14.11 16931 12~2i 8.54 341.60 683.'20 1480 ,17768 12.'81 8.97 358. ' 7~17..6Q .15551- 18658 13.46 9.42 376.80 7-53.60 . 1633 19594 14.13 . - L +2.5% HOURLY RATE WEEKLY RATE BI-WEEKLY RATE APPROXIMATE MONTHLY APPROXIMATE ANNUAL .PREMIUM OVERTIME HOURLY RATE 7,95 318.00 636.00 Ii/8 16536 11.93 8.35 334. O0 668. O0 ''-.[44/ 17368 ..[2.b3 8.76 350.40 700.80 Ibl8 18221 13.14 9.20 368.00 736.00 lbgb 19136 13.80'-' 9.66 386.40 772.80. 16/4 20093 1~.49 +5.0% HOURLY RATE WEEKLY RATE BI-WEEKLY RATE 'APPROXIMATELY MONTHLY APPROXIMATE ,ANNUA,~ ]~EM~IJlq (}~{ERTIME' HOURLY RAT£ ' - - v 8.14 8.55 325.60 342.00 1411 1482 · . 199, 1 17,784 12.21 12.83 8,97 9.42 358.(D 376.80 ' 753.,6,0 1555 1633 1 6,58 ., J oj94, 13..~6 14.13 9.89 395.60 7ql-20 ._. 1714 · ~P57J 14, B4 .... +7.5% HOURLY RATE WEEKLY RATE BI-WEEKLY RATE APPROXIMATELY MONTHLY APPROXIMATE ANNUAL PREMIUM OVERTIME HOURLY RATE 8.34 8.76 333.60 350.40 667.20 700.80 - 1~'46 -'- i5i8' 17347 18221 12.5I - "13:14, - - 9.19 9.65 367.60 386.00 _735.20 772.00 1593 167-21- 19115 2007z I3./9 -'I4~48 10.14 405.60 811.2O ' - 1768~ 21091 I5.21 . . APPENDIX A Page 5 WAGE RATES EFFECTIVE' August 26, 1983 SE,NI_ lICE CLERK HOURLY RATE WEEKLY RATE BI-WEEKLY RATE APPROXIMATE MONTHLY APPROXIMATE ANNUAL PREMIUM AVERTIME'HOURLY R-ATE -- EDUCATIONAL & LONGEVITY INCENTI.VES +2.5% HOURLY RATE WEEKLY RATE B I-WEEKLY RATE APPROXIMATE MONTHLY APPROXIMATE ANNUAL PREMI. UM OVERTIME HOURLY RATE A J- C D E 7.95 8.36' ' 8 76 '9.20 '9.66 318. OD 334. O0 '350.40 368. O0 386.4:0' 636. O0 .'668. O0 700 ,.80' · 736'. O0 772 ,.80 - '-i3!8- '- 14,47' DJ'si-8 Ib9b , ;16/4 -'16526 17368 18221 't9}36 ..... . .20092 · '11.93 12 ~-b3 13.14' 13". BO'. 114.49' · 8.14 8.55 8.97 325.60 342.00 358.80 651.20 684. O0 . 717,60 .1411 1482 1555 .16931 17784 18658 IZ.Z~ '12.83 '13j46 . . 9.42 9.89 376.80 395.60 753.60 791.20 1633 "- 1 714 19594 20571 14.13 14.84 · m _ EFFECI___ 1 · FEBRUARY 24, 1984 +5 .O% HOURLY RATE WEEKLY RATE · BI-WEEKLY RATE "AP JDROXiMATE'L¥ ' MONTHL~Y' '- APPROXIMATE ANNUAL ,RE J OM OV'.ERTIM' HOU L¥-RA'fE., 8.34 · . 8.76 9.19 333.60 350.40 367.60 667.20 700.80 735.20 1~1(6' .1518 1593 17347 .18221 1911'5 --12.~1" ' 13-.'14 " 13./9 9.65 lO.14 386.00 405.60 7_72.00 811.20 .... - -' 20072 ' 210.91 '14-42 15.21 +7.5% HOURLY RATE WEEKLY RATE BI-WEEKLY RATE APPROXIMATELY MONTHLY- ' APPROXIMATE ANNUAL PREMIUM OVERTIME' HOURLY R-ATE 8.55 8.98, , 9.43 342.00 359.20 377.2~F 684.00 .718.40 . 75~l. 40 '1482 1557 1635 127R4 . 1863~8 10614 9.90 10.39 396.00 415.60 79~.00- -- 831-:20 - 1716 1801 .20902 - ~1611 14.025. - - t5.59 APPENDIX A Page 6 WAGE RATES EFFECTIVE' February 24,. 1984 POLICE TECHNICIAN: The Police Technician sahll receive the same wage rate as would be applicable to the incumbent if the incumbent were classified as a Police Officer II. The Police Technician shall receive wage rates as follows' WAGE RATE EFFECTIVE AUGUST 26, 1983: HOURLY RATE: WEEKLY RATE: BI-WEEKLY RATE APPROXIMATE MONTHLY APPROXIMATE ANNUAL PREMIUM OVERTIME HOURLY RATE 14.87 594.80 1,189.60 2,577 30,930 22.31 WAGE RATE EFFECTIVE FEBRUARY 24, 1984: HOURLY RATE: WEEKLY RATE: BI-WEEKLY RATE: APPROXIMATE MONTHLY APPROXIMATE ANNUAL PREMIUM OVERTIME HOURLY RATE 15.62 624.80 1,249.60 2,707 32,490 23.43 WAGE RATE EFFECTIVE AUGUST 24, 1984: HOURLY RATE: WEEKLY RATE: BI-WEEKLY RATE: APPROXIMATE MONTHLY APPROXIMATE ANNUAL PREMIUM OVERTIME HOURLY RATE 16.01 64O.40 1,280.80 2,775 33,301 24.02 APPENDIX A Page 7.