HomeMy WebLinkAboutCC 12 TMEA MOU 01-15-90;a f`
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DATE:
TO:
FROM:
January 10, 1990
William A. Huston, City Manager
Administrative Services Department
CONSE T CALENDAR NO. 12
1-15- 0
Inter - Com
SUBJECT: APPROVAL OF MEMORANDUM OF UNDERSTANDING WITH TUSTIN MUNICIPAL
EMPLOYEES' ASSOCIATION
RECOMMENDATION:
To direct the City Manager to execute the attached Memorandum of
Understanding with the Tustin Municipal Employees' Association.
BACKGROUND:
Representatives of the City have been meeting and conferring with
representatives of the Tustin Municipal Employees' Association
(T.M.E.A.) in order to come to a three-year agreement regarding
wages, benefits, and other working conditions. Staff is pleased
to report that an agreement has been reached and ratified by the
T.M.E.A. membership. At this time it is appropriate to direct the
City Manager to execute said Memorandum of Understanding (M.O.U.)
in order that staff can proceed with the logistics of the
agreement.
Royleen A. White, Director
Community and Administrative Services
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Attachment: Memorandum of Understanding
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MEMORANDUM OF UNDERSTANDING
CITY OF TUSTIN AND TUSTIN MUNICIPAL EMPLOYEES ASSOCIATION
WHEREAS, in accordance with the provisions of the California Government
Code Sections 3500 et.seq. and Section 17 of the Personnel Rules and
Regulations of the City of Tustin, the City's employee representatives
have met and conferred in good faith with the representatives of the Tustin
Municipal Employees Association pertaining to the subject of wages,
benefits and conditions of employees of city; and WHEREAS, the meetings
between the Tustin Municipal Employees Association and the City
representatives have resulted in an agreement and understanding to
recommend that the terms and conditions as set forth herein and that the
- ty representatives have resulted in an agreement and understanding to
recommend that the employees represented by the Tustin Municipal Employees
Association accept all of the terms and conditions as set forth herein and
that the City representatives recommend to the City Council that it adopt
by resolution or resolutions the changes and additions to the wages, hours,
and conditions of employment for the non -administrative and non -management
general employees of City.
W I T N E S S E T H
WHEREAS, the Tustin Municipal Employees Association has now become the
majority representative of all non -administrative and non -management
general employees of the City of Tustin for the purpose of representation
on issues of wages, hours, and other terms and conditions of employment and
as such majority representative Tustin Municipal Employees Association is
powered to act on behalf of all non -administrative, non -confidential and
non -management general employees of City, whether or not they are
individually members of Tustin Municipal Employees Association.
Page 2
Article 1. Represented Classes. All non -administrative, non -management
and non -confidential general employee classifications are represented under
the scope of this agreement. The classifications covered by this agreement
are:
Administrative Assistant II
Maintenance Leadworker
Administrative Assistant I
Maintenance Worker
Account Clerk
Mechanics Helper
Associate Civil Engineer
Meter Reader
Assistant Civil Engineer
Non -Sworn Investigator
Assistant Planner
Parking Control Officer
Associate Planner
Plan Checker
Building Technician
Planning Technician
Building Inspector
Property Aide
Clerk Typist
Property Officer
Communications Officer
Public Works Inspector
Community Services Officer
Recreation Coordinator
Custodian
Records Clerk
Department Clerk
Reproduction Operator
Deputy City Clerk
Secretary
Division Secretary
Senior Account Clerk
Draftsperson
Switchboard Operator
Engineering Aide
Transportation Engineer
Equipment Mechanic
Tree Trimmer
Equipment Operator
Water Services Engineer
Intermediate Clerk Typist
Water Treatment Plant Operator
Junior Civil Engineer
Page 3
Article 2. Salary Increase.
1. Effective January 1, 1990, employees represented by T.M.E.A. shall
receive a salary increase to bring employees to the median "total
compensation." Median total compensation shall be determined using
October 1, 1989, data, from the League of California Cities, (Orange
County Division), Salary and Benefits Survey. Every employee
represented by T.M.E.A. shall receive a minimum of a five percent ( 5%)
increase in base salary.
2. Effective July 1, 1990, employees represented by T.M.E.A. shall
receive a one percent (1%) increase in base salary. In lieu of a
salary increase, T.M.E.A. may elect to increase the maximum monthly
medical contribution to $450.00. T.M.E.A. shall notify the City no
later than June 15, 1990, of its decision.
3. Effective March 1, 1991, employees represented by T.M.E.A. shall
receive a salary increase to bring employees to the median "total
compensation." Median total compensation shall be determined using
January 1, 1991 data, from the League of California Cities, (Orange
County Division), Salary and Benefits Survey. Total compensation
shall be determined using the same methodology and survey cities as
the parties utilized in arriving at the total compensation median for
the January 1, 1990, salary increase, (attached as Exhibit 1 and
incorporated by reference as the agreed-upon format and methodology).
Every employee represented by T.M.E.A. shall receive a minimum of a
four percent (4%) increase in base salary.
Page 4
The equivalent of two percent (2%) salary may, on a unit wide basis,
be subtracted from the salary increase and applied to medical
insurance and/or salary effective July 1, 1991. As of July 1, 1991,
the two percent (2%) which had been set aside shall have an enhanced
value of two and one half percent (2.50). By way of example, if two
percent (2%) is equivalent to $60.00 per month per employee, that
amount will have an enhanced value of $75.00 effective July 1, 1991.
T.M.E.A. may apply any amount up to $75-00 to the then -maximum monthly
medical contribution. Any amount not applied to medical insurance
shall be applied to salary. T.M.E.A. shall notify the City no later
than June 15, 1991, how the two and one half percent (2.5%) is to be
allocated.
4. Effective March 1, 1992, employees represented by T.M.E.A. shall
receive a salary increase to bring employees to the median "total
compensation." Median total compensation shall be determined using
January 11 1992 data, from the League of California Cities, (Orange
County Division), Salary and Benefits Survey. Total compensation
shall be determined using the same methodology and survey cities as
the parties utilized in arriving at the total compensation median for
the January 11 1990 salary increase, (attached as Exhibit 1 and
incorporated by reference as the agreed upon format and methodology.)
Every employee represented by T.M.E.A. shall receive a minimum of a
four percent (4%) increase in base salary.
The equivalent of two percent (2%) salary may, on a unit wide basis,
be subtracted from the salary increase and applied to medical
insurance and/or salary effective July 1, 1992. As of July 1, 1992,
Page 5
the two percent (2%) which had been set aside shall have an enhanced
value of two and one half percent (2.50) . By way of example, if two
percent (2%) is equivalent to $60.00 per month per employee, that
amount will have an enhanced value of $75.00 effective July 1, 1992.
T . M . E . A . may apply any amount up to $75.00 to the then -maximum monthly
medical contribution. Any amount not applied to medical insurance
shall be applied to salary. T.M.E.A. shall notify the City no later
than June 15, 1992, how the two and one half percent (2.5%) is to be
allocated.
Article 3. Uniform Maintenance Allowance. The City will provide a uniform
Lntenance allowance of two -hundred and fifty dollars ($250.00) annually
for those employees required by the City to wear uniforms full time who are
not in the maintenance service. An employee who wears a uniform half-time
shall be compensated at fifty percent, an annual amount of one hundred and
twenty-five dollars ($125.00)
Article 4. Bilingual Compensation. Effective January 4, 1988, City shall
pay seventy-five dollars ($75.00) per month for one employee designated in
City Hall and one employee designated in the Police Department who can
demonstrate a skill in Spanish at the conversational level, or in another
language which the City Manager has approved as being needed for City
business. Should a conflict arise regarding designation of an employee for
compensation, proficiency and need shall determine who is eligible.
nagement will determine where and when the need is greatest, and
management will devise and administer a testing vehicle to determine
degrees of proficiency.
Page 6
Article S. Retirement. Effective December 24, 1984, City shall pay seven
(1%) of the employee's portion of the Public Employees' Retirement System
(PERS) contribution. Effective December 31, 1992, the City shall amend
its contract with the Public Employees' Retirement System to provide
"single highest year." During the term of this M.O.U. the City and
T.M.E.A. shall form a Committee to examine retirement related concerns.
This Committee is advisory only.
Article 6. Overtime Compensation. City shall pay all non -administrative,
non -confidential and non -management general employees premium pay of time
and one-half for all approved overtime hours worked in excess of eight (8)
yrs per shift or forty ( 4 0 ) hours per week. General Leave and Holiday
hours shall be included within the above hours for eligibility, provided
however, that standby time shall not be considered in determining
entitlement to premium pay.
Article 7. Employee Life Insurance. City will provide life insurance on
each life of each regular, permanent full-time, non -administrative, non -
confidential, non -management general employee of the City and pay the
premiums thereof. The death benefit of said policy shall be one hundred
percent (100%) of the employee's base annual salary to the nearest multiple
of $1,000.00.
Article 8. Medical and Dental Insurance. Effective January 1, 1990, the
ty shall contribute a maximum $423.90 per month per employee toward
health insurance coverage. Any employee in a health insurance plan and
category which has a total monthly premium less than $423.90 shall not pay
for health insurance. Any further increases in health insurance premiums
Page 7
shall be pursuant to Paragraphs 2, 3, and/or 4 of the salary provision.
(Article 2.)
Article 9. Maintenance Uniforms. City will provide eleven (11) sets of
pants/shorts and shirts for each maintenance employee required to wear a
uniform and City will pay the cost of renting and cleaning the standard -
issue maintenance employee uniforms. Effective April 28, 1990, each
employee may designate a "mix" of pants and shorts for the term of the
contract with the uniform vendor. This "mix" may not be changed during the
term of the contract with the uniform vendor. Each employee must have long
pants immediately available for wear on a daily basis. Additional
'.forms, laundering, or special services shall be at the employee's
expense.
Article 10. Bereavement Leave. City will allow up to three (3) days with
pay for the purpose of bereavement leave for all non -administrative, non -
confidential, and non -management general employees of City in the event of
a death in the immediate family. "Immediate Family" shall be defined as
including spouse, mother, father, brother, sister, child, grandparent, and
grandchild of the employee or the employee's spouse.
Article 11. Holidays. The following nine (9) full and two (2) half (1/2)
days shall be observed as paid holidays by all full-time regular and
probationary employees in permanent positions, except Police personnel, as
)wn below:
January 1
Third Monday in February
Last Monday in May
New Year's Day
Washington's Birthday
Memorial Day
Page 8
July 4 Independence Day
First Monday in September Labor Day
November 11 Veteran's Day
The Thursday in November
designated by the President or
Governor as Thanksgiving Day. Thanksgiving
The day following the Thursday
in November designated as Day after Thanksgiving Day
Thanksgiving Day
Afternoon before the Christmas
Day Holiday Christmas Eve Holiday
December 25 Christmas Day
Afternoon before the New Year's
Day Holiday New Year's Eve Holiday
When a holiday occurs on a Sunday, the following Monday will be observed
instead. When a holiday occurs on a Saturday, the preceding Friday will
be observed instead. For each designated holiday, full-time regular and
probationary personnel on shifts will receive an extra day of vacation or
equivalent pay, whichever, in the judgement of the Personnel Director, best
serves the interest of the City.
Article 12. General Leave. General leave with pay shall be granted to each
full-time regular and probationary employee at the rate listed below per
ir, prorated on a bi-weekly basis for each bi-weekly pay period in which
the employee works more than half time.
Page 9
Effective January 1, 1990, General Leave shall be accrued as follows:
Years of Service
0-5
6-10
Over 10
General Leave Days Per Year
21
KV
31
Article 13. Stand-by Duty. Stand-by duty in classes designated by the City
Manager shall be compensated at the rate of one (1) hour of straight -time
compensation for each eight (8) hours of such duty. Such compensation on
Holidays shall be at the rate of two (2) hours of straight -time
mpensation for each eight (8) hours of stand-by duty.
Article 14. Call Back Duty. In addition to stand-by compensation, if any,
employees in classes designated by the City Manager shall receive a minimum
of two (2) hours overtime compensation (time and one-half) for any call
which requires them to return to duty.
Article 15. Educational Incentive Pay. Only those employees receiving
educational incentive pay as of July 1, 1989, shall thereafter be eligible
for educational incentive pay as set forth in Article 17 of the previous
M.O.U. executed March 31, 1987. The continuing education requirement
remains the same; however, no employee shall be able to increase..his or
her amount of educational incentive pay after July 1, 1989. No employees
ter July 1, 1989, shall be eligible for educational
incentive pay. Any employee who becomes ineligible for educational
incentive pay shall not be able to requalify.
Page 10
Article 16. Tuition Reimbursement. Employees shall be encouraged to
further their academic education and training in those areas of benefit
both to the employee and to the City. Full-time employees will be eligible
for reimbursement by the City of tuition for professional and technical
courses subject to the following conditions and related Council Policy
statements:
1. Department Head and City Manager approval must be obtained before
enrollment in the course.
2. Reimbursement shall be of tuition fees, textbooks, lab fees, or
required supplies upon completion of the course with a satisfactory
grade and after the completion of the initial probationary period.
3. Tuition reimbursement shall not be made if the employee is drawing
veteran's education benefits or any other reimbursement for the same
courses.
4. Reimbursement for up to one hundred and seventy-five dollars ($175.00)
per semester for two (2) semesters in any calendar year will be paid
upon receipt by the Personnel Department of proof of successful
completion of the course and proof that payment of fees has been made.
Article 17. Management Rights Clause. Except as otherwise specifically
Dvided in this resolution, the Personnel Rules & Regulation and
Department Regulations, and amendments and revisions thereto, will remain
in force and effect, whether exercised or not, and they are the sole and
Page 11
exclusive rights and functions of management, including, but not limited
to:
The right to contract or subcontract construction, services,
maintenance distribution or any other work with outside public or
private entities. The right to suspend provisions of this agreement
in the event of, and for the duration of, an emergency as determined
by the City Council, and/or by County, State or Federal action upon
notification to the association regarding the nature and expected
duration of the emergency.
The right to determine staffing and to direct the work force,
including the right to hire, promote, demote, evaluate, transfer, lay-
off or discharge any employee.
The right to take such further action as may be necessary to organize
and operate the City in the most efficient and economical manner to
serve the public interest.
thing contained herein shall be construed as a waiver by the Tustin
Municipal Employees Association of any right to meet and confer and/or
represent its members pursuant to the Meyer-Milias-Brown Act or any other
applicable State or Federal law.
Article 18. Scope of Renegotiation at Conclusion of Contract. All the
provisions of this agreement and other conditions of employment appropriate
to the meet and confer process shall be subject to renegotiation at the
conclusion of the term of this agreement, but not before, and may
thereafter be included in the meet and confer process at the request of
either party.
Article 19. Administrative Regulations. City Manager may issue written
ninistrative personnel regulations designed to augment or clarify the
provision of this memorandum.
Page 12
Article 20. Effective Date. All provisions set forth herein shall be
effective as to non -administrative, non -confidential and non -management
general employees of the City of Tustin as of January 1, 1990, unless
specified otherwise.
Article 21. Application of Agreement. The parties agree that the term
"employee" whenever used herein, whether singular or plural, means and
applies only to those employees of the City included within the
representative unit, represented by Tustin Municipal Employees Association,
and that this Memorandum covers only said employees. It is not solely
limited to the members of the Tustin Municipal Employees Association.
Article 22. Gender. Words used in this memorandum in the singular include
the plural, and the plural include the singular. Words appearing in the
male gender include the female gender and the female gender include the
male gender.
Article 23. Cost Containment Committee. The City and T.M.E.A. agree to
meet and discuss cost-containment alternatives for the self-insured health
plan.
Article 24. Severability. If any part of this Memorandum is rendered or
declared invalid by reason of any existing or subsequently -enacted
legislation, governmental regulation or order or decree of court, the
validation of such part of this Memorandum shall not render invalid the
remaining parts hereof.
Page 13
Article 25. Binding on Successors. This Memorandum shall be binding on
the successors and assigns of the parties hereto and no provisions, terms
or obligations herein contained shall be affected or changed in any way
whatsoever by the consolidation, merger, transfer or assignment of either
party hereto.
Article 26. Ratification. This memorandum contains all the terms and
conditions agreed to between the parties. The memorandum shall be of no
force or effect unless and until duly approved, adopted, ratified, and
agreed to by the City Council of City, or in alternative, that all of the
substantive provisions contained herein are adopted by Resolution of the
ty Council.
Article 27. Amendments. This memorandum can be altered or amended only
by written agreement between the parties hereto.
Article 28. Notices. Notices hereunder shall be in writing, and if to
Tustin Municipal Employees Association, shall be mailed to Tustin Municipal
Employees Association, c/o Terrie Richardson, 300 Centennial Way, Tustin,
CA 92680; and, if the City, shall be mailed to City Manager, City of
Tustin, 300 Centennial Way, Tustin, CA 92680.
Article 29. Subject to State Law. Any provisions contained in this
agreement to the contrary notwithstanding, the parties expressly understand
I agree that City shall not be required to provide any compensation,
fringe, or other benefits to employees which are contrary to any provisions
of State law and/or which will or may result in any limitation, disability
or restriction upon the right of City to receive funds, share in funds,
Page 14
and/or receive other benefits from the United States of America, State of
California, or any subdivision or agency of either of them or any other
political subdivision or entity.
Article 30. LTD Plan. T.M.E.A. has reviewed and approved the revised LTD
plan as outlined in Attachment "B." Both parties agree that this revised
plan will be in full force and effect as soon as possible after the first
pay period of 1987, and that the attached is a summary of the plan, not the
plan document itself.
Article 31. One -Half Hour Lunch: Field Services Employees. The City has
-,reed to Field Services employees taking a one-half hour lunch on the job
site. This is in recognition of the fact that the City anticipated
increased efficiency, because, as a general rule, employees will not return
to the Corporation Yard for the lunch break.
Article 32. Term of Agreement. The term of this agreement shall be from
the date of its execution to and including December 31, 1992.
Article 33. Conclusion of Agreement. This Agreement shall contain all of
the convenants, stipulations and the provisions agreed upon by the parties.
It is understood that all items relating to employee wages, hours and other
terms and conditions of employment not covered in this Agreement are
covered by existing Ordinances, Resolutions, policies and practices of City
well as the Personnel Rules and Regulations presently in effect.
Therefore, for the life of this Agreement, City or T.M.E.A. shall not be
compelled to meet and confer concerning any mandatory bargaining or meet
and confer issue, whether specifically met and conferred upon prior to the
Page 15
conclusion of this Agreement or which may have been omitted in the meeting
and conferring which led up to the conclusion of this Agreement, except by
mutual agreement of parties.
Article 34. No Change of Benefits. During the term of this agreement
there shall be no change of benefits or privileges contained in existing
resolutions and rules not specifically revised by the provisions of this
agreement, except after compliance with applicable laws.
Article 35. Contract Bar. The recognition rights of Tustin municipal
Employees Association shall not be subject to challenge for a period of not
ss than twelve (12) months following the date of recognition or until
the expiration of this Memorandum of Understanding, whichever is later;
provided that recognition rights may be challenged between one hundred and
twenty (120) and one hundred and fifty (150) days prior to the expiration
of the Memorandum of Understanding and that no Memorandum of Understanding
shall be construed to be a bar for a period of more than three (3) years.
Existing Memorandums of Understanding shall remain in effect even when the
recognition rights of employee organizations are changed in accordance with
the provisions of this section.
Article 36. Shift Differential. Effective January 1, 1990, any Custodian,
Communications Officer, Community Services Officer, Non -Sworn Investigator,
or Records Clerk assigned on a regular basis (ten or more continuous
eking days) to a shift commencing between 3:00 p.m. and 3:00 a.m. shall
receive a shift differential of twenty-five dollars ($25.00) per pay
period. The right to assign and/or reassign an individual to a particular
shift is the sole prerogative of the City. Any such assignment and/or
Page 16
reassignment shall not be subject to the grievance and/or discipline
appeals process.
Article 37. Modified Work Schedule. The City agrees to conduct a
feasibility study with respect to the implementation of a modified work
schedule. The selection of the person(s) to conduct the study shall be
made by the City; any cost incurred shall be borne by the City. The study
shall be commenced no later than February 11 1991.
On completion of the study, the City shall make the study available to
T.M.E.A. Upon request of T.M.E.A., the City will meet and discuss the
results and recommendations of the study. These meetings are not to be
—\ -iracterized as "meet and confer" or "meet and consult" within the meaning
of Government Code Sections 3500 et. seq.
The decision to implement any modified work schedule is at the sole
discretion of the City. If implemented, the modified work schedule may be
revoked at any time by the City as long as thirty (30) calendar days notice
of revocation is given to T.M.E.A. Any modified work schedule shall not
be considered a vested right or benefit and the City has no obligation to
"meet and confer" or "meet and consult" prior to revocation. Any
revocation shall not be subject to any internal grievance or appeal process
or court action.
Article 38. Classification and Compensation Study,
conduct a classification and compensation study
issif ications :
1. Property Aide
2. Property Officer
The City agrees to
for the following
Page 17
3. Department Clerk
4. Non -Sworn Investigator
The selection of the person(s) to conduct the study shall be made by the
City; any cost incurred shall be borne by the City.
on completion of the study, the City shall make the study available to
T.M.E.A. Upon request of T.M.E.A., the City will meet and discuss the
results and recommendations of the study. These meetings are not to be
characterized as "meet and confer" or "meet and consult" within the meaning
of Government Code Sections 3500 et. seq.
le decision to implement any changes as a result of the study is at the
sole discretion of the City.
Article 39. Performance Evaluations. Effective March 20, 1989, an
employee may not appeal or grieve a performance evaluation unless said
evaluation results in the denial of a merit increase.
Article 40. section 125 Benefits. During calendar year 1990 the parties
will review Internal Revenue Code Section 125 and its potential application
to the City of Tustin.
Article 41. Membership Meetings. T.M.E.A. shall be entitled to two (2)
Citywide membership meetings each calendar year. During the term of this
7.U., T.M.E.A shall be allowed an additional meeting each spring for
purposes of health insurance discussion. These meetings are in addition
to the Memorandum of Understanding ratification meeting allowed T.M.E.A.
Page 18
T.M.E.A. shall provide a minimum of two (2) weeks advance notice to the
City of such meetings. Employees will be allowed up to one (1) hour of
release time to attend each such meeting.
IN WITNESS WHEREOF, the parties hereto have executed this document thi
day of •
CITY OF TUSTIN
BY
WILLIAM A. HUSTON
City Manager
TUSTIN MUNICIPAL EMPLOYEES ASSOCIATION
BY
PRESIDENT
A:MOUTMEA.90
LABOR MARKET SURVEY
BENCHMARK POSITION
ACCOUNT CLERK
ASSISTANT CIVIL ENGINEER
ASSISTANT PLANNER
ASSOCIATE CIVIL ENGINEER
BUILDING INSPECTOR
CLERK TYPIST
COMMUNICATIONS OFFICER
COMMUNITY SERVICES OFFICER
CUSTODIAN
EQUIPMENT OPERATOR
MAINTENANCE LEADWORKER
MAINTENANCE WORKER
MECHANIC
METER READER
POLICE OFFICER
POLICE RECORDS CLERK
PUBLIC WORKS INSPECTOR
SECRETARY
TREE TRIMMER
WATER TREATMENT PLANT OPERATOR
RAW:LABORMKT.wp
EXHIBIT 1
DIFFERENCE FROM MEDIAN
3.40%
Below
2.90%
Below
6.00%
Below
7.40%
Below
6.70%
Below
0.50%
Above
8.90%
Below
0.30%
Below
2.80%
Below
5.30%
Below
8.80%
Below
2.80%
Below
4.30%
Below
0.80%
Below
7.01%
Below
4.00%
Above
0.80%
Below
5.50%
Below
5.30%
Below
4.00%
Above
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CLASSIFICATION LIST
ENGINEERING SERIES:
Engineering Aide/Draftsperson
Junior Civil Engineer
Assistant Civil Engineer*
Associate Civil Engineer*
(Water Engineer tied to Assoc.Civil)
BUILDING SERIES:
Building Inspector*
Plan Checker
ACCOUNTING SERIES:
Account Clerk*
Senior Account Clerk
CLERICAL/TECHNICAL SERIES:
Property Aide
Clerk Typist*/Switchboard
& Repro. Operator
Intermediate Clerk Typist
Records Clerk*
Department Clerk
Building Technician
Secretary
Division Secretary
Deputy City Clerk
RECREATION COORDINATOR:
PUBLIC WORKS INSPECTOR*
PLANNING SERIES:
Planning Technician
Assistant Planner*
Associate Planner
MECHANIC SERIES:
Mechanic's Helper
Equipment Mechanic*
MAINTENANCE SERIES:
Custodian*
Maintenance Worker*/Meter
Reader*
Equipment Operator*
Maintenance Leadworker*
TREE TRIMMER*
NON -SWORN OFFICER SERIES:
Parking Control Officer
CSO/NSI*
Communications Officer*
Property Officer
Moves with Recreation Supervisor Benchmark
WATER TREATMENT PLANT OPERATOR*
* = League Benchmark
RAW:CLASSLIS.wp
Attachment "B"
PROPOSED LTD PLAN SUMMARY
1. Increase elination period from 5 days to 30 days.
II. Increase maximum benefit for non -management to $2500. per month.
III. Two year occupational disability reduced to one-year.
IV. Age limits of 55 (safety) and 60 (misc.) will be increased to
60 and 65 respectively.*
V. "Bank" of hours created to assist with funding elimination period.
VI. In Summary:
Employees
give 5 extra days
general leave
give .2 hours general
leave to "Bank" per
pay period
City
give one-time contribution
to "Bank" equal to 8 hours
per employee
give 30 extra days health
benefits during LTD
* City has no mandatory retirement age; however, LTD benefits will be
cut off at age 60 and 65 respectively.
LTD PROPOSAL
1. General Leave elimination will be increased from 5 days to 10 days.
2. Af ter General Leave el i mi na ti on and thro ugh day 30, a "ban k" wi 11 be
created. This will be created through the City contributing, one time only,
for each employee, 8 hours (in addition to existing General Leave
benefits) . Each employee, each paycheck, will automatically have deducted
.20 hours of their General Leave; this will be credited into the bank. It
is acknowledged that periodic adjustments may have to be made if there is
either an excess or an unusually low drain on the bank.
3. It is acknowledged that a minimum and a maximum number of hours would be
agreed upon for the bank. The minimum number of hours would be
approximately 1,000 hours and the maximum number of hours would be
approximately 3,000. Upon annual review, if the maximum of 3,000 hours is
reached, the .20 contribution would cease for a period of one year.
Likewise, if accumulation drops below the 1,000 minimum,, the .20
contribution would be reinstated automatically.
4. Those
employees
with "old
sick leave"
in the amount of at
least 12
working
days
would not
contribute
to the bank,
nor draw from the
bank until
all "old
sick leave" is utilized. All "old sick leave" must be used before receiving
any LTD benefits. (Those employees with less than 12 working days (96
hours) "old sick 1 eave" must contribute to the bank.)
5. The maximum benefit for non -management employees will be increased to
$2500. per month.
- 6. The City will increase the term of medical coverage and other employee
benefits from 60 to 90 days.
7. While drawing from the bank, employees will be paid their full salary.
LTD benefits from day 31 through .day 365 will remain the same; that i s :
66 2/3% of salary, tax-free.
9. The current age limit of 55 years for public safety employees and 60 years
for all other employees will be extended to 60 years and 65 years
respectively. All employees who have exceeded the new age limits at the
time the plan is amended will be "grandfathered" into the plan for a
one-year grace period. At the end of the year, these employees will no
longer be covered by the LTD program and their salary deduction will stop.
SUMMARY
1. Employee would give 5 additional General Leave days, and .20 hours per
paycheck.
2. City would contribute to the bank 8 hours per employee (one time), and an
increase in employee benefit coverage from 60 to 90 days.
--------------------------------------------------------------------------------
Revised 1/6/87
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