HomeMy WebLinkAboutCC RES 18-57RESOLUTION NO. 18-57
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TUSTIN,
CALIFORNIA, AMENDING THE CLASSIFICATION AND COMPENSATION
PLANS FOR THE CITY OF TUSTIN AND APPROVING THE MEMORANDUM
OF UNDERSTANDING BETWEEN THE CITY OF TUSTIN AND THE TUSTIN
MUNICIPAL EMPLOYEES ASSOCIATION, CONCERNING WAGES, HOURS,
AND TERMS AND CONDITIONS OF EMPLOYMENT
WHEREAS, the City Council of the City of Tustin, California (the "City") has
authorized and directed, under the provisions of the City's Personnel Rules, Resolution
No. 15-50, the preparation of a Classification and Compensation Plan for all employees
in the City service; and
WHEREAS, Resolution No. 15-50 requires that amendments or revisions to the
Classification and Compensation Plan be approved by resolution of the City Council;
and
WHEREAS, the City and the Tustin
have met and conferred in good faith in
Meyers-Milias-Brown Act; and
Municipal Employees Association (TMEA)
accordance with the requirements of the
WHEREAS, the City and TMEA have reached agreement on wages, hours, and
terms and conditions of employment effective July 1, 2018 through June 30, 2021, as
more particularly set forth in the attached Memorandum of Understanding:
NOW, THEREFORE, BE IT RESOLVED:
The Memorandum of Understanding between the City and TMEA, effective July
1, 2018, is hereby approved and incorporated herein by reference as though fully
set forth herein and staff is authorized to amend the City's Classification and
Compensation Plans accordingly.
II. This Resolution shall become effective on July 1, 2018, and all Resolutions and
parts of Resolutions in conflict herewith are hereby rescinded.
Resolution 18-57
Page 1 of 2
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Tustin
held on the 11th day of August 2018.
WWA. MURRAY,
Mayor
ATTEST:
ERICA N. YASILIDA,
City Clerk
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) SS
CITY OF TUSTIN )
I, Erica N. Yasuda, City Clerk and. ex -officio Clerk of the City Council of the City of Tustin,
California, do hereby certify that the whole number of the members of the City Council of
the City of Tustin is five; that the above and foregoing Resolution No. 18-57 was duly
passed and adopted at a regular meeting of the Tustin City Council, held on the 11th day of
August 2018, by the following vote:
COUNCILMEMBER AYES: Murray, Gomez, Bernstein, Puckett, Clark (5)
COUNCILMEMBER NOES: (0)
COUNCILMEMBER ABSTAINED: (0)
COUNCILMEMBER ABSENT:
2 -
ERICA N. YASIJDA,
City Clerk
Resolution 18-57
Page 2 of 2
MEMORANDUM OF UNDERSTANDING
CITY OF TUSTIN
and
TUSTIN MUNICIPAL EMPLOYEES ASSOCIATION
TERM:
July 1, 2018 to June 30, 2021
TMEA MOU 2018-21
TABLE OF CONTENTS
CHAPTER 1—GENERAL PROVISIONS.............................................................................................................3 .ter
Article1. Recognition................................................................................................................................3
Article 2. Represented Classes..................................................................................................................3
Article3. Entire Agreement.......................................................................................................................4
Article4. Reopener....................................................................................................................................5
Article5. Severability.................................................................................................................................5
Article6. Binding on Successors................................................................................................................5
Article7. Amendments..............................................................................................................................5
Article8. Contract Bar...............................................................................................................................5
Article9. Notices.......................................................................................................................................5
Article 10. Association Dues......................................................................................................................6
Article 11. Payroll Deductions...................................................................................................................6
CHAPTER 2 — COMPENSATION......................................................................................................................6
Article12. Salary ........................................................................................................................................6
ON
Article13. Overtime Compensation..........................................................................................................7
Article14. Paid Overtime Meal.................................................................................................................7
600
Article 15. Bilingual Compensation...........................................................................................................7
Article16. Certification Pay.......................................................................................................................7
Article17. Standby Duty............................................................................................................................9
Article18. Shift Differential Pay................................................................................................................9
Article19. Call Back Duty........................................................................................................................10
Article20. Acting Pay...............................................................................................................................10
Article21. Reclassification......................................................................................................................10
CHAPTER3 — BENEFITS................................................................................................................................11
Article22. Flexible Benefits Plan.............................................................................................................11
Article23. Retirement.............................................................................................................................12
Article 24. Employee Life Insurance........................................................................................................14
Article 25. Short -Term / Long -Term Disability Insurance........................................................................14
Article26. Tuition Reimbursement.........................................................................................................15
Article27. Cell Phones.............................................................................................................................16
Article 28. Retiree Medical Insurance.....................................................................................................16
TMEA MOU 2018-21
Article 29. Retiree Health Savings Plan...................................................................................................17
CHAPTER 4 — LEAVES OF ABSENCE..............................................................................................................17
Article30. General Leave........................................................................................................................17
Article31. Compensatory Time Off.........................................................................................................18
Article32. Holidays..................................................................................................................................19
Article33. Holiday Closure......................................................................................................................19
Article 34. Bereavement Leave...............................................................................................................19
CHAPTER5 —WORKING CONDITIONS.........................................................................................................20
Article 35. Workweek & Work Schedules...............................................................................................20
Article36. Rest Periods...........................................................................................................................20
Article37. Lunch Break............................................................................................................................20
Article38. Uniforms................................................................................................................................21
Article 39. Commercial Driver's License..................................................................................................22
CHAPTER 6 — EMPLOYER / EMPLOYEE RELATIONS.....................................................................................22
Article 40. Appeals Procedure.................................................................................................................22
Article 41. Grievance Procedure.............................................................................................................25
Article 42. Performance Evaluations.......................................................................................................27
Article43. Meetings................................................................................................................................27
Article 44. No Strike/Job Action..............................................................................................................28
Article45. Management Rights...............................................................................................................28
Article46. Layoffs....................................................................................................................................29
APPENDIX A— HOURLY SALARY RANGES....................................................................................................34
TMEA MOU 2018-21
MEMORANDUM OF UNDERSTANDING
CITY OF TUSTIN
AND
TUSTIN MUNICIPAL EMPLOYEES ASSOCIATION
WHEREAS, in accordance with the provisions of California Government Code Sections 3500 et seq. and
Section 17 (Employer -Employee Organization Relations) of the Personnel Rules 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 (hereinafter sometimes referred to as TMEA) pertaining to the
subject of wages, benefits and conditions of employment; 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 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
represented classes.
WITNESSETH
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Tustin authorizes staff to
implement the provisions of this Memorandum of Understanding (MOU) and modify the City's
Classification and Compensation Plans to reflect the changes approved in this MOU, and that the wages,
hours and conditions of employment be adopted and set forth as follows:
CHAPTER 1— GENERAL PROVISIONS
Article 1. Recognition
The Tustin Municipal Employees Association is the majority representative of employees in the
hereinafter listed classes for the purpose of representation on issues of wages, hours, and other terms
and conditions of employment and as such majority representative, the Tustin Municipal Employees
Association is empowered to act on behalf of employees in the General Employees Representation Unit,
whether or not they are individually members of the Tustin Municipal Employees Association.
Article 2. Represented Classes
A. The Tustin Municipal Employees Association represents the following full-time (and part-time
employees subject to paragraph B of this Article) classifications which are covered by this
agreement:
Accounting Specialist
Accountant
Administrative Assistant
Assistant Engineer
Assistant Planner
Associate Engineer
Associate Planner
Building Inspector
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TMEA MOU 2018-21
Building Permit Technician
Code Enforcement Officer
Equipment Mechanic
Equipment Operator
Executive Assistant
Information Technology Specialist
Maintenance Leadworker
Maintenance Worker
Management Analyst I
Management Assistant
Public Works Inspector
Recreation Facilities Leadworker
Recreation Program Specialist
Senior Accounting Specialist
Senior Building Inspector
Senior Maintenance Worker
Senior Management Assistant
Senior Public Works Inspector
Transportation Coordinator
Water Distribution Leadworker
Water Distribution Operator 1/II
Water Equipment Operator
Water Meter Reader
Water Treatment Operator 1/11
B. Part-time regular classifications, designated pursuant to the City budget, are those
classifications/positions that are anticipated to have work scheduled on a regular year-round basis,
for an average of twenty or more hours per week, and the position is anticipated to continue for a
period in excess of twelve months. Such classifications shall be designated as half-time (20-29
hours per week) or three-quarter time (30-39 hours per week).
The City shall budget annually for all positions on a half (%) time, three quarter (%) time or full time
basis. Only those classifications designated as a regular allocated position shall be included for
representation in this unit.
Article 3. Entire Agreement
This MOU supersedes all prior agreements, whether written or oral, unless expressly stated to the
contrary herein, and constitutes the complete and entire agreement between the parties, and concludes
collective bargaining for its term unless otherwise expressly provided herein.
The City and the Association, for the duration of this MOU, each voluntarily and unqualifiedly waives the
right, and each agrees that the other shall not be obligated, to bargain collectively with respect to any
subject or matter covered in this MOU, including the impact of the City's exercise of its rights as set
forth herein on wages, hours or terms and conditions of employment. This paragraph does not waive
the right to bargain over any subject or matter not covered in this MOU which is a mandatory subject of
bargaining and concerning which the City is considering changing during the term of this MOU.
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TMEA MOU 2018-21
Article 4. Reopener
A. Prior to January 1, 2020 either side may request to meet and confer for the purpose of effecting
changes to this MOU to go into effect on January 1, 2020 or later. °'
B. The parties recognize that certain state and federal laws, programs, and regulations, including the
Affordable Care Act, may impact future medical plan offerings. In the event reform measures alter
healthcare coverage options, cost, or other elements of healthcare services that materially alter the
provisions of this MOU, either party may request to re -open the article of the MOU regarding
medical insurance for the purpose of discussing alternative approaches and proposals to providing
healthcare coverage and the City will not unilaterally implement any changes with regard to this
article. In addition, should state or federal laws concerning taxation of healthcare benefits change,
the parties agree to meet and discuss the impact of such change.
C. Prior to formally notifying the Association of a decision to lay off a position, the City will notify the
Association two work days (48 hours) in advance of the decision, in an effort to provide an
opportunity for the Association to provide feedback, suggestions and/or to ask questions regarding
the impending decision.
Article 5. Severability
If any part of this MOU is rendered or declared invalid by reason of any existing or subsequently -enacted
legislation, governmental regulation or order or decree of court, the invalidation of such part of this
MOU shall not render invalid the remaining parts hereof.
Article 6. Binding on Successors
This MOU 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 7. Amendments
This MOU can be altered or amended only by written agreement between the parties hereto.
Article 8. Contract Bar
The recognition rights of the Tustin Municipal Employees Association shall not be subject to challenge
for a period of not less than twelve (12) months following the date of recognition or until the expiration
of this MOU, 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 MOU and
that no MOU shall be construed to be a bar for a period of more than three (3) years. Existing
Memoranda 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 9. Notices
Notices hereunder shall be in writing, and if to the Tustin Municipal Employees Association, shall be
mailed to Tustin Municipal Employees Association, c/o President, 300 Centennial Way, Tustin, CA
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TMEA MOU 2018-21
92780; and, if to the City, shall be mailed to City Manager, City of Tustin, 300 Centennial Way, Tustin, CA
92780.
Article 10. Association Dues
Consistent with current practice, the City shall continue to deduct Association dues from member
paychecks and forward the dues to the Association.
Article 11. Payroll Deductions
A. Deductions of authorized amounts may be made from an employee's pay for the following
purposes:
1. Withholding tax.
2. Contributions to retirement benefits.
3. Contribution to survivor benefits.
4. Payment of life insurance and accidental death and dismemberment insurance premiums.
5. Payment of non -industrial disability insurance premium.
6. Payment of hospitalization and major medical insurance premium.
7. Payment to a City dependent care or medical care reimbursement account pursuant to IRC
Section 125.
8. Payment of supplemental insurance premium.
9. Payment to or savings in a credit union or bank.
10. Contributions to United Way, Community Health Charities or other designated charity
organizations.
11. Payment of membership dues to TM EA.
12. Payment for non -return of uniforms and/or equipment issued.
13. Other purposes as may be authorized by the City and the employee.
B. In the event of a federally recognized natural disaster, employees may voluntarily elect to cash out
accrued General Leave or Compensatory Time Off hours for the purpose of donating the cash value
of the accrued leave to the relief fund of the employee's choice.
CHAPTER 2 — COMPENSATION
Article 12. Salary
A. Salary ranges for represented classifications are listed in Appendix A.
B. Effective the pay period which includes July 1, 2018, employees in the bargaining unit shall receive a
three percent (3.0%) base salary increase.
C. Effective the pay period which includes July 1, 2019, employees in the bargaining unit shall receive a
three percent (3.0%) base salary increase.
D. Effective the pay period which includes July 1, 2020, employees in the bargaining unit shall receive a
three percent (3.0%) base salary increase.
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TMEA MOU 2018-21
Article 13. Overtime Compensation
All unit employees shall receive overtime compensation at a rate of time and one-half for all approved
overtime hours worked in excess of forty (40) hours worked in a seven (7) day work period. Effective
the first pay period following adoption of this MOU, General Leave, Compensatory Time Off and Holiday,
Leave hours shall be counted as hours worked for purposes of determining overtime eligibility.
Overtime paid by this MOU in excess of the requirements of the FLSA (when an employee actually works
in excess of 40 hours in their defined FLSA workweek) is paid at 1.5 times the employee's base hourly
rate of pay.
Overtime paid per the requirements of the FLSA includes base pay plus any additional forms of pay
which are provided to employees and required to be included in the FLSA regular rate (i.e., overtime
rate).
Article 14. Paid Overtime Meal
The City will provide a meal, or provide reimbursement for a meal, in an amount not to exceed $15 for
unit employees who are required to work unscheduled overtime provided the work situation requiring
the overtime is such that the employee is held over, called in early, or called in on his/her day off,
without prior notice, so that the combined regular shift and overtime assignment totals a minimum of
four hours over the employee's regular work shift.
Article 15. Bilingual Compensation
The City shall pay one hundred dollars ($100) per month ($46.15 paid biweekly) to employees in City -
designated positions who demonstrate 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. Management will determine where and when the need is greatest, and management will
devise and administer a testing vehicle to determine degrees of proficiency.
In compliance with the California Public Employees' Retirement System regulations and definition of
Special Compensation (2 CCR §571), the monetary value of bilingual pay shall be reported to CalPERS as
Special Compensation. The parties agree that this pay is described in Title 2 CCR, Section 571(a)(4) and
571.1(b)(3) as a "special assignment pay' — a type of reportable special compensation. However, it is
ultimately CalPERS who determines whether any form of pay is reportable special compensation.
Article 16. Certification Pay
The City believes it is beneficial for the City and its employees when an employee enhances his/her skill
set in a manner that adds useful education and/or additional skills to the City service beyond the
minimum requirements of an employee's classification.
A. One -Time Incentive Cash Payment
Eligible certifications must be obtained by testing (certifications issued by virtue of grandfathering
do not apply). It is the expectation that the employee participates in the training and/or classroom
instruction necessary to achieve certification on the employee's own time and at the employee's
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TMEA MOU 2018-21
own expense (classes may be eligible for reimbursement through the tuition reimbursement
program).
Eligible certifications must be obtained after employment (or after promotion), and be directly job-
related and specifically applicable to an employee's job assignment. Certification Pay may be
granted in an amount not to exceed a one-time incentive cash payment of up to $500 per
certification for non -probationary unit employees. Employees receiving Water Division Certification
Pay as described below are not eligible for the One -Time Incentive Cash Payment.
Administration, granting and amounts of Certification Pay are at the sole discretion of City
management.
The cash incentive payment, less applicable taxes, will be made payable to the employee the first
pay period after approval and submission of documentation suitable to the Director of Human
Resources. The amount of the award and tax deducted will be included on the W-2 form issued to
the employee.
Required certifications currently are as follows:
Associate Engineer
Building Inspector
Plan Checker
Senior Building Inspector
Water Distribution Leadworker
Water Distribution Operator I
Water Distribution Operator II
Water Equipment Operator
Water Treatment Operator I
Water Treatment Operator II
CA Professional Engineer Registration
ICC*/ICBO** — Building Inspection Certification
ICC*/ICBO** — Licensed Plans Examiner
ICC*/ICBO** — Building Inspection Certification
CA DHS*** —Grade D2
CA DHS*** —Grade D1
CA DHS*** —Grade D2
CA DHS*** —Grade D2
CA DHS*** — Grade D1 & T1
CA DHS*** —Grade D2 & T2
*ICC— International Code Council
**ICBO — International Conference of Building Officials
***CA DHS — California Department of Health Services
B. Water Division Certification Pay
The following classifications will be eligible to receive one level of certification pay which will be paid
monthly for possessing certification above the level required for their position. Advancement to the
next level can only be reached progressively as follows:
LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4
D2 D3 D4 T1 &
above
Water Distribution Leadworker
n/a
$50
$75
$100
Water Distribution Operator 1
$50
n/a
n/a
n/a
Water Distribution Operator II
n/a
$50
$75
$100
Water Equipment Operator
n/a
$50
$75
$100
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TMEA MOU 2018-21
LEVEL 1
LEVEL 2
LEVEL 3
LEVEL 4
LEVELS
T2
D2
T3
D3
D4
Water Treatment Operator 1 $50
$75
n/a
n/a
n/a
Water Treatment Operator II n/a
n/a
$50
$75
$100
In compliance with the California Public Employees' Retirement System regulations and definition of
Special Compensation (2 CCR §571), the monetary value of the water division certification pays shall
be reported to CalPERS as Special Compensation. The parties agree that this pay is described in
Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as a "special assignment pay, water certification
premium" — a type of reportable special compensation. However, it is ultimately CaIPERS who
determines whether any form of pay is reportable special compensation.
C. Backflow Certification Pay
Individuals in the classifications of Water Distribution Leadworker, Water Distribution Operator 1/II,
Water Equipment Operator, or Water Treatment Operator 1/II who possess a Backflow certification
are also eligible to receive Backflow Certification Pay of $50 per month. This certification pay shall
be in addition to the Water Division Certification Pay listed above.
In compliance with the California Public Employees' Retirement System regulations and definition of
Special Compensation (2 CCR §571), the monetary value of backflow certification pay shall be
reported to. CalPERS as Special Compensation. The parties agree that this pay is described in Title 2
CCR, Section 571(a)(4) and 571.1(b)(3) as a "special assignment pay, water certification premium" —
a type of reportable special compensation. However, it is ultimately CalPERS who determines
whether any form of pay is reportable special compensation.
Article 17. Standby Duty
Employees assigned to Standby Duty 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 (including the
holiday closure) shall be at the rate of two (2) hours of straight -time compensation for each eight (8)
hours of Standby Duty. Additionally, an employee who is standing by and is required to log on to the
SCADA System shall be credited with a minimum of one-half (1/2) hour of work time or the actual time
spent in system operation, whichever is greater. Said minimum will apply to each log -in provided that
only one minimum will be credited during any thirty minute period.
Article 18. Shift Differential Pay
Any unit employee assigned on a regular basis (ten or more continuous working days) to a shift that
includes at least eight hours between 2:30 p.m. and 3:00 a.m. shall receive Shift Differential Pay of
twenty-five dollars ($25) 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 reassignment shall not be subject
to the grievance and/or discipline appeals process.
In compliance with the California Public Employees' Retirement System regulations and definition of
Special Compensation (2 CCR §571), the monetary value of shift differential shall be reported to CalPERS
as Special Compensation. The parties agree that shift differential is described in Title 2 CCR, Section
571(a)(4) and 571.1(b)(3) as a "special assignment pay" — a type of reportable special compensation.
However, it is ultimately CalPERS who determines whether any form of pay is reportable special
compensation.
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TMEA MOU 2018-21
Article 19. Call Back Duty
Employees shall receive a minimum of two (2) hours of overtime compensation (time and one-half) for
any call (fifteen (15) or more minutes beyond the end of their shift) which requires them to return to
duty. Call Back Pay begins when an employee returns to work and does not include travel time. Call
Back Pay does not apply to regular or pre -scheduled work.
Article 20. Acting Pay
A. An employee assigned to temporarily work in a higher classification will receive Acting Pay of 5% of
base pay. This rate will be paid after the employee has been in the assignment for nine (9)
consecutive calendar days. Acting Pay shall only be provided if the employee is performing the full
scope and functions of the higher-level classification. An employee's base salary combined with
Acting Pay can never exceed the salary range of the acting classification.
In compliance with the California Public Employees' Retirement System regulations and definition of
Special Compensation (2 CCR §571), the monetary value of acting pay shall be reported to CalPERS
as Special Compensation for classic members as defined under the Public Employees' Pension
Reform Act (PEPRA) of 2013. The parties agree that acting pay ("Temporary Upgrade Pay") is
described in Title 2 CCR, Section 571(a)(3) as a "premium pay" — a type of reportable special
compensation. This pay is not reportable as special compensation for employees defined as "new
members" under PEPRA. However, it is ultimately CalPERS who determines whether any form of
pay is reportable special compensation.
B. The City will provide Acting Pay for one (1) Maintenance Worker or Senior Maintenance Worker
performing street sweeper operations in a "fill-in" capacity for no more than fifty-two (52)
occurrences in a calendar year. The hourly rate of pay shall be at Step F of Equipment Operator.
Article 21. Reclassification
A. Water Distribution Operator I
Employees in the classification of Water Distribution Operator I become eligible to be reclassified to
the classification of Water Distribution Operator II upon recommendation of the Director of Public
Works after meeting the following requirements: 1) successful completion of the probationary
period as a Water Distribution Operator I, 2) possession of a valid Class A or Class B California
commercial driver's license, and 3) possession of a valid Water Distribution Operator II certificate.
The effective date of the reclassification is the beginning of the pay period after the Human
Resources Department receives and approves the reclassification request form. Upon
reclassification, the employee will be placed at the salary step of Water Distribution Operator II that
is closest to the employee's current salary. A reclassified employee will not be required to serve a
new probationary period and the employee's dates for performance evaluations and merit increases
will remain on the same schedule.
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TMEA MOU 2018-21
B. Maintenance Worker
Employees in the classification of Maintenance Worker become eligible to be reclassified to Senior
Maintenance Worker upon recommendation of the department and successfully meeting the
following requirements: 1) successfully completed their probationary period as Maintenance
Worker, 2) possess a commercial driver's license (class A or B) with tank endorsement, and 3)
demonstrate that they can perform the full range of skilled and technical duties of a Maintenance
Worker which includes a "meet expectations" on the two most recent performance evaluations.
The effective date of the reclassification is the beginning of the pay period after the Human
Resources Department receives and approves the reclassification request form. Upon
reclassification, the employee will be placed at the salary step of Senior Maintenance Worker that is
closest to the employee's current salary. A reclassified employee will not be required to serve a new
probationary period and the employee's dates for performance evaluations and merit increases will
remain on the same schedule.
CHAPTER 3 — BENEFITS
Article 22. Flexible Benefits Plan
A. The City contracts with the California Public Employees' Retirement System (CalPERS) for the
provision of medical insurance. All employees in the bargaining unit shall receive the minimum
amount required under the Public Employees' Medical and Hospital Care Act (PEMHCA), $133 for
calendar year 2018 and a yet to be determined amount for subsequent calendar years, as well as an
additional amount which is provided under a Section 125 Flexible Benefits program. The amounts
below include the minimum amount under PEMHCA.
B. Effective the pay period that includes July 1, 2018, the Flexible Benefits contribution per month per
eligible employee are as follows:
Employee Only Employee + 1 Employee + 2
Dependent or More Dependents
$950 $1,200 $1,400
C. Effective the pay period that includes July 1, 2019, the Flexible Benefits contribution per month per
eligible employee will be increased to the following amounts:
Employee Only Employee + 1 Employee + 2
Dependent or More Dependents
$1,050 $1,300 $1,500
D. Effective the pay period that includes July 1, 2020, the Flexible Benefits contribution per month per
eligible employee will be increased to the following amounts:
Employee Only Employee + 1 Employee + 2
Dependent or More Dependents
$1,150 $1,400 $1,600
TMEA MOU 2018-21
Designated part-time regular employees shall be eligible for the Flexible Benefits contribution on a
pro -rata share based upon position allocation (i.e., a % time employee shall receive a 50%
contribution; a % time employee shall receive a 75% contribution).
E. Employees who do not take medical insurance through the program offered by the City shall receive
$450 per month as the Flexible Benefits Opt -Out contribution. As a condition of receiving such
amount, the employee must provide evidence, satisfactory to the City, that he/she has medical
insurance coverage comparable to coverage available through the City program. For medical
coverage, if an employee elects to opt out of coverage offered by the City, he/she must provide proof of
"minimum essential coverage" (as defined by the Affordable Care Act) through another source (other
than coverage in the individual market, whether or not obtained through Covered California).
Designated part-time regular employees shall be eligible for the Flexible Benefits Opt -Out
contribution on a pro -rata share based upon position allocation (i.e., a %2 time employee shall
receive a 50% contribution; a % time employee shall receive a 75% contribution).
F. The Flexible Benefits contribution consists of mandatory and discretionary allocations which may be
applied to City -sponsored programs, including required payment towards employee medical
insurance under the Public Employees' Medical and Hospital Care Act (PEMHCA). Employees may
allocate the remaining amount among the following City -sponsored programs:
1. Medical insurance
2. Dental insurance
3. Additional life insurance
4. Vision insurance
5. Section 125 Flexible Spending
reimbursement programs)
6. Eligible catastrophic care programs
7. Cash
Account programs (medical and/or dependent care
Discretionary allocations are to be made in accordance with program/City requirements, including
restrictions as to the time when changes may be made in allocations to the respective programs.
G. The Section 125 Flexible Benefits program will be continued in full force and effect for the duration
of this MOU unless changed by mutual agreement of the City and Association. The City retains the
right to change administrators.
Participation in the Section 125 medical and/or dependent care reimbursement programs is
voluntary and employee -funded.
Article 23. Retirement
A. Employees covered under this MOU shall be members of the California Public Employees'
Retirement System (CaIPERS) and are subject to all applicable provisions of the City's contract with
CaIPERS.
B. Miscellaneous members employed by the City by December 31, 2011 shall be enrolled in the
CaIPERS 2% @ 55 plan in accordance with Government Code Section 21354 for Local Miscellaneous
members. The plan includes both an employer and employee contribution.
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TMEA MOU 2018-21
1. These employees are responsible for paying the employee contribution of seven percent (7%) of
the employee's wages through a pre-tax payroll deduction. The City has adopted the CaIPERS Me
resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee
contribution is made on a pre-tax. The plan has been amended to include Section 21573 (Third oftew
Level of 1959 Survivor Benefits), Section 20042 (One -Year Final Compensation), and Section
21024 (Military Service Credit as Public Service). The employee is responsible for paying the
employee portion of the 1959 Survivor benefit premium.
2. These employees are also responsible for paying an additional pension contribution of three
percent (3%) as cost sharing in accordance with Government Code section 20516(f), for a total
employee pension contribution of ten percent (10%). If, at any time in the future, the
Association informs the City that it no longer agrees to this cost sharing agreement, effective on
the date of the elimination of the cost sharing (which would need to coincide with the expiration
date of the MOU) these employees' base salary would be reduced by three percent (3%).
C. Miscellaneous members employed by the City on or after January 1, 2012 who are "classic
members" as defined by the Public Employees' Pension Reform Act (PEPRA) of 2013 shall be
enrolled in the CalPERS 2% @ 60 plan for Local Miscellaneous members. The plan includes both an
employer and employee contribution.
1. These employees are responsible for paying the employee contribution of 7% of the employee's
wages through a payroll deduction. The City has adopted the CalPERS resolution in accordance
with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax
basis. This plan provides retirement benefits based on the highest annual average compensation
earnable during the three consecutive years of employment immediately preceding the
effective date of his or her retirement or as designated by the employee in accordance with
Government Code Section 20037. The plan provides for 3" level of 1959 Survivor benefits with
the employee paying the employee portion of the premium.
2. These employees are also responsible for paying an additional pension contribution of three
percent (3%) as cost sharing in accordance with Government Code section 20516(f), for a total
employee pension contribution of ten percent (10%). If, at any time in the future, the
Association informs the City that it no longer agrees to this cost sharing agreement, effective on
the date of the elimination of the cost sharing (which would need to coincide with the expiration
date of the MOU) these employees' base salary would be reduced by three percent (3%).
D. Individuals first employed by the City on or after January 1, 2013 who are defined as "new
members" by the Public Employees' Pension Reform Act (PEPRA) of 2013, shall be enrolled in the
CaIPERS 2% @ 62 plan for Local Miscellaneous members.
1. The employee is responsible for paying the employee contribution of one-half of the total
normal cost of the plan, as defined by CalPERS, through a payroll deduction. Effective the pay
period including July 1, 2018, the employee contribution is 5.75%. This amount will be
determined by CalPERS in the future. The City has adopted the CalPERS resolution in accordance
with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax
basis.
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2. This plan provides retirement benefits based on the highest annual average compensation
earnable during the three consecutive years of employment immediately preceding the
effective date of his or her retirement or as designated by the employee in accordance with
Government Code Section 7522.32(a). The plan provides for 3rd level of 1959 Survivor benefits
with the employee paying the employee portion of the premium.
E. Designated part-time regular employees shall be eligible for participation in CaIPERS in the same
manner as regular full-time employees.
Article 24. Employee Life Insurance
The City will provide life insurance for each unit employee and pay the required premiums. The death
benefit of said policy for employees shall be equal to one hundred thousand dollars ($100,000). The City
will also provide $1,000 per dependent of dependent life insurance.
Article 25. Short -Term / Long -Term Disability Insurance
A. The City shall maintain a short-term / long-term disability (STD/LTD) insurance program for non-
industrial illnesses or injuries. Eligibility for benefits is subject to the requirements and approval of
the STD/LTD insurance carrier.
B. An employee who is receiving STD benefits under the City's program will be granted a leave of
absence for the duration of his/her non -industrial disability subject to a maximum period of six (6)
months. Such leave of absence may be extended for an additional six (6) months under LTD, upon
approval of the City Manager.
C. All unit employees are required to participate in the program. Premiums are deducted from the
employee's pay on an after-tax basis.
D. In the event a non -industrial illness or injury is anticipated to exceed 30 days, the employee is first
required to use 80 consecutive hours of his/her accrued leave (General Leave or Compensatory Time
Off) during the 30 day period beginning with the first day of the leave. In the event no leave time is
available, the employee shall be on leave without pay for 80 consecutive hours.
E. After the first 80 hours of leave, and for the remainder of the 30 day elimination period, the
employee shall be compensated by the City at the rate of 60% of the employee's pre -disability base
salary. This City payment is taxable income. The employee may supplement this City payment with
accrued leave to enable him/her to receive an amount equivalent to no more than 100% of his/her
pre -disability earnings.
F. In the event the employee is eligible for FMLA/CFRA leave, STD/LTD leave shall run concurrently
with FMLA/CFRA leave.
G. For a new employee who has worked for the City for less than 12 consecutive months, and is
therefore not eligible for FMLA/CFRA leave, the City will nevertheless provide the employee with the
same Flexible Benefits contribution as was provided at the time of the non -industrial injury, for a
period not to exceed 90 days. Should an employee receive 90 days of City -paid Flexible Benefits
within the 12 month period prior to being eligible for this benefit pursuant to the FMLA/CFRA, and is
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TMEA MOU 2018-21
subsequently eligible to receive this benefit pursuant to the FMLA/CFRA, the employee shall
reimburse the City for his/her previous contribution.
H. Once the employee is on leave without pay, or the first 80 hours of leave has passed (whichever
occurs first), no paid leave shall accrue to the employee.
I. After the 30 day elimination period, the STD/LTD carrier will provide the employee with a benefit of
60% of pre -disability base salary. The employee may supplement the STD/LTD carrier's payment
with accrued paid leave to enable him/her to receive an amount equivalent to no more than 100%
of his/her pre -disability earnings.
The employee is responsible for all benefit elections and payments during his/her leave unless
he/she is eligible to opt out of such elections and chooses to do so. In the event the employee
chooses to continue his/her benefit elections, the employee is required to make timely payment to
the City for such elections (including the cost of the STD/LTD program). In the event timely payment
is not made, the City is authorized to reduce the employee's accrued paid leave accounts, in an
amount equivalent to the premiums owed by the employee. In the event no paid leave is available,
the City is authorized to cancel the employee's coverage.
K. An employee is only eligible for the City's 60% STD/LTD salary continuation benefit once in any
rolling 12 -month period.
Article 26. Tuition Reimbursement
Lam]
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 and designated part-time regular employees ••w
shall be eligible for tuition reimbursement on a pro -rata share based upon position allocation (i.e., a %2
time employee shall receive a 50% allocation; a 3% time employee shall receive a 75% allocation).
Employees will be eligible for reimbursement of eligible expenses by the City for professional and
technical courses subject to the following conditions:
1. Reimbursement shall be for tuition fees, textbooks, lab fees, or required supplies upon
completion of the course with a satisfactory grade and after completion of the initial
probationary period. Requests to enroll in courses may be granted prior to the completion of
probation; however, payment will not be made until the employee has completed the
probationary period and attained regular status.
2. Tuition reimbursement shall not be made if the employee is drawing veteran's education
benefits or any other reimbursement for the same courses.
3. Employees may be reimbursed for up to $4,000 per calendar year in covered expenses for
attending graduate school, a four-year college or university, or a job-related program through
University of California or California State University extended education programs and $2,000
per year for attendance at a California Community College. This reimbursement benefit maybe
used for other job-related educational programs administered by other professional
organizations with the express approval of the City Manager. If an employee separates from
City service within one calendar year of receiving this Tuition Reimbursement benefit, the
employee is responsible for refunding the City the full amount of the benefit that was paid.
Funds will be deducted from the employee's final paycheck to cover the re -payment of the
tuition reimbursement.
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4. The City has set up procedures that allow for expedient reimbursement for classes taken and
fees paid. Employees may request reimbursement in the calendar year that the class is taken
and completed. Failure to request reimbursement in a timely manner and/or classes taken in
excess of the allowable reimbursement level cannot be carried over to a future year
reimbursement period.
5. Approval from the department head, Director of Human Resources, and City Manager (when
required) should be obtained prior to enrollment in the course or program to ensure the City
will approve the reimbursement request.
Article 27. Cell Phones
A. Employees who are required by the City to use a cell phone for work for more than nominal usage
(as determined by the employee's Department Head) will be provided (at each employee's choice)
with a cell phone or a cell phone stipend as addressed below.
B. If a cell phone stipend is chosen, employees will receive $12 per pay period ($26 per month), which
is taxable income. The stipend is designed to contribute to an employee's cell phone plan. It is not
designed to fully pay for the plan. Any additional charges an employee incurs are his/her own
responsibility and those additional charges are not eligible for reimbursement.
Article 28. Retiree Medical Insurance
A. The City will reimburse eligible unit employees up to a maximum of $250 per month for the
payment of CaIPERS retiree medical insurance premiums. This amount includes the minimum
contribution towards retiree medical insurance required under the PEMHCA program ($133 for
calendar year 2018 and a yet to be determined amount for subsequent calendar years).
B. A unit employee hired by the City prior to July 1, 2011 is eligible for this benefit provided that
he/she has been continuously employed by the City for five (5) full years, retires from the City and
CaIPERS, and enrolls in a CaIPERS medical insurance plan immediately after retirement. Eligible
employees, who suffer a disability, are unable to return to work, and take a disability retirement
from CaIPERS may satisfy the five (5) year continuous service requirement using a combination of
service with the City and service with any public agency with a reciprocal retirement system.
C. A unit employee hired by the City on or after July 1, 2011 is eligible for this benefit provided that
he/she has been continuously employed by the City for ten (10) full years, retires from the City and
CaIPERS, and enrolls in a CaIPERS medical insurance plan immediately after retirement. Eligible
employees, who suffer a disability, are unable to return to work, and take a disability retirement
from CalPERS may satisfy the ten (10) year continuous service requirement using a combination of
service with the City and service with any public agency with a reciprocal retirement system.
D. Reimbursement shall not be made until an employee appears on the City's CaIPERS insurance billing.
In order to maintain the retiree medical insurance stipend throughout retirement, an employee
must maintain coverage in a CaIPERS medical insurance plan; once coverage is dropped,
reimbursement will cease and will not be reinstated.
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TMEA MOU 2018-21
Article 29. Retiree Health Savings Plan
Effective January 1, 2019, employees in the unit will have the option to make a payroll deduction and
contribute to a retiree health savings plan which will be set up by the City. Contributions are voluntary
by employees and the City will not make a contribution to the plan.
CHAPTER 4 — LEAVES OF ABSENCE
Article 30. General Leave
A. Paid General Leave shall be granted to each full-time employee at the rates listed below per year,
prorated on a biweekly basis for each biweekly pay period in which the employee is in paid status
for at least 40 hours of the pay period. If the employee is in paid status between 40-80 hours of a
pay period, his/her General Leave will be earned on a prorated basis for the pay period.
Periods of Service General Leave Maximum Accrual
Hours Per Year
0-5 years
160 hours
320 hours
6-10 years
208 hours
416 hours
Over 10 years
248 hours
496 hours
B. Designated part-time regular employees shall be eligible for General Leave on a pro -rata share
based upon position allocation (i.e., a %2 time employee shall receive a 50% allocation; a % time
employee shall receive a 75% allocation).
C. At any time, employees may accumulate General Leave to a maximum of two times the employee's
annual entitlement. Upon reaching the maximum, accrual will cease until leave is used to reduce
the accrual below the maximum. Upon separation from City service the employee will be paid for
unused Leave, not to exceed the maximum of two years entitlement, at the employee's then current
base salary rate.
D. General Leave Cash Out:
Employees in the unit are permitted to cash out General Leave as follows:
1. Until December 7, 2018:
Each employee may request that he/she be paid for a maximum of twenty (20) hours of accrued
General Leave.
In addition, each employee may request that he/she be paid for accrued General Leave based
on years of service as follows:
0-5 years 40 additional hours per year
6-10 years 50 additional hours per year
Over 10 years 60 additional hours per year
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TMEA MOU 2018-21
Requests for cash out must be received no later than two weeks prior to the paycheck date
when the cash out is requested.
2. After December 7, 2018 and for Each Year Thereafter:
Starting in 2018 (for payment in 2019), on or before the pay period which includes December 15
of each calendar year, an employee may make an irrevocable election to cash out up the
following amount of General Leave which will be earned in the following calendar year at the
employee's base rate of pay:
a. Up to twenty (20) hours of accrued General Leave; and
b. Up to an additional amount of accrued General Leave based on years of service as follows:
0-5 years
40 additional hours per year
6-10 years
50 additional hours per year
Over 10 years
60 additional hours per year
The employee can request that the cash out (of both 2 a and b above) be processed on any
paycheck beginning July 1 of the following calendar year through the end of that calendar year,
as long as the employee has accrued the number of hours they elected to cash out during the
calendar year of the cash out. However, if the employee's General Leave balance is less than
the amount the employee elected to cash out (in the prior calendar year) the employee will
receive cash for the amount of leave the employee has accrued at the time of the cash out. The
employee may request to be paid all at once or choose to be paid on two different paychecks.
E. Each calendar year, employees in the classifications of Accountant, Accounting Specialist, and Senior
Accounting Specialist are required to take off a minimum of five (5) consecutive work days that the
employee is regularly scheduled to work. Employees may satisfy this requirement with any
approved time off. Employees are exempt from this requirement during their first calendar year of
employment as a full-time employee with the City of Tustin.
Article 31. Compensatory Time Off
A. Employees working overtime will be eligible to accrue Compensatory Time Off in lieu of receiving
overtime compensation at the rate of one and one-half (1 %) hours for each hour of overtime
worked. Employees may accrue up to ninety (90) hours of Compensatory Time Off. Employees will
be paid for all Compensatory Time Off in January of each year provided that an employee may retain
a maximum of forty (40) hours in his/her account if notice of such desired retention is submitted to
the City.
B. An employee wishing to use his/her accrued Compensatory Time Off shall provide the City with
reasonable notice of such request. "Reasonable notice" is defined as at least two weeks' notice. If
reasonable notice is provided, the employee's request will not be denied unless it would be unduly
disruptive to the department to grant the request. A request to use Compensatory Time Off with
less than two weeks' notice may still be granted within the discretion of the supervisor or manager
responsible for considering the request.
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TMEA MOU 2018-21
C. When an employee separates from City service or remains employed by the City, but moves to a
position no longer represented by TMEA, an employee shall be compensated for all accrued
Compensatory Time Off at his/her regular rate of pay.
Article 32. Holidays
The following days shall be holidays for which all employees will receive compensation either in pay or
paid time off:
January 1
Third Monday in January
Third Monday in February
Last Monday in May
July 4
First Monday in September
November 11
Thanksgiving Day
Day following Thanksgiving Day
December 24
December 25
December 31
New Year's Day
Martin Luther King Jr. Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Eve
Christmas Day
New Year's Eve
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. If a holiday falls on a day that is also
a bargaining unit member's regular day off, the employee will accrue nine (9) hours to his/her General
Leave bank for the holiday. If a holiday falls on an employee's regularly scheduled working Friday, the
employee will receive eight (8) hours of holiday pay and accrue one (1) hour to his/her General Leave
bank.
Employees working a 4/10 work schedule will not need to use any General Leave time to cover the
holiday.
Designated part-time regular employees shall be eligible for holidays on a pro -rata share based upon
position allocation (i.e. a Y2 time employee shall receive a 50% allocation; a % time employee shall
receive a 75% allocation).
Article 33. Holiday Closure
City Hall will be closed on the days between Christmas Day and New Year's Eve. An employee regularly
assigned to work on one or more days during this time period shall use accrued paid leave for his/her
regularly scheduled hours for each day he/she would otherwise have been scheduled to work.
Article 34. Bereavement Leave
The City will allow up to five (5) days of paid leave for the purpose of Bereavement Leave in the event of
a death in the immediate family. For purposes of this section, "immediate family" shall be defined as
including spouse, registered domestic partner, mother, stepmother, father, stepfather, brother, step
brother, sister, step sister, child, stepchild, grandparent, step grandparent, grandchild and step
grandchild of the employee or the employee's spouse/registered domestic partner. Designated part -
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TMEA MOU 2018-21
time regular employees shall be eligible for Bereavement Leave on a pro -rata share based upon position
allocation (i.e. a % time employee shall receive a 50% allocation; a % time employee shall receive a 75%
allocation).
CHAPTER 5 — WORKING CONDITIONS
Article 35. Workweek & Work Schedules
A. The workweek for all members of the unit shall be 168 regularly recurring hours. For employees
working a schedule other than the 9/80 work schedule, the workweek shall begin on Sunday at
12:00 a.m. and end at 11:59 p.m. the following Saturday. For employees working the 9/80 work
schedule, each employee's designated FLSA workweek (168 hours in length) shall begin exactly four
(4) hours after the start time of his/her eight (8) hour shift on the day of the week that corresponds
with the employee's alternating regular day off.
B. Field Services employees (and effective the first pay period following City Council adoption of this
MOU, Water Services employees) shall work a 4/10 work schedule. Employees shall be assigned to a
Monday through Thursday shift or a Tuesday through Friday shift.
C. Any employee's work schedule may be temporarily changed to accommodate training assignments
which are eight (8) or more hours in duration.
D. The City will provide a seven (7) day notice to affected employees prior to modifications to an
employee's regular work schedule.
Individuals wishing to flex hours or modify their work schedule from one day to another (for
example, work 8 hours on Tuesday and 10 hours on Thursday) must receive advance authorization
from their supervisor. An employee's request to modify a work schedule or flex his/her schedule is
not intended, nor shall it be allowed, to enable an overtime liability to the City pursuant to the MOU
or the FLSA.
Article 36. Rest Periods
During each work shift of at least eight (8) hours, two (2) fifteen (15) minute rest periods will be
scheduled. The scheduling of rest periods shall be at the discretion of the employee's supervisor and no
additional compensation will be provided for rest periods not taken.
Article 37. Lunch Break
The City has agreed to Field Services and Water Services employees taking a one-half hour lunch in the
field. This is in recognition of the fact that the City anticipates increased efficiency, because, as a
general rule, employees will not return to the Corporation Yard for the lunch break.
Unit employees (other than Field Services and Water Services employees) are scheduled to take a one
(1) hour lunch period. Individuals wishing to flex a portion of their lunch hour (for example — reduce
lunch to % hour and leave % hour early for the day) must receive advance authorization from their
supervisor.
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TMEA MOU 2018-21
Article 38. Uniforms
A. The City will make raingear and overalls available for use by Building Inspectors, Senior Building
Inspectors and Public Works Inspectors.
B. The City will provide eleven (11) sets of pants/shorts and shirts for each Field and Water Services
division employee, ten sets of pants/shirts for Custodians and Water Meter Readers, and two shirts
for the Transportation Coordinator required to wear a uniform and the City will pay the cost of
renting and cleaning the standard -issue employee uniforms. Each employee may designate a
combination of pants and shorts for the term of the contract with the uniform vendor. This
combination may not be changed during the term of the contract with the uniform vendor. Field
and Water Service division employees may substitute one pants/shirt set with a pair of coveralls.
Each employee must have long pants immediately available for wear on a daily basis. Additional
uniforms, laundering, or special services shall be at the employee's expense.
C. Unit employees who separate from City service shall be responsible for the return of all uniforms
and equipment issued and/or purchased on behalf of the employee. Failure to return uniforms
and/or equipment issued will result in a reduction equivalent to the dollar value of the cost of those
items not returned from the employee's final paycheck.
D. The City shall provide safety boots/shoes to employees in the unit who need them to effectively
perform their job. Classifications required to wear safety boots/shoes include the following:
Equipment Mechanic, Equipment Operator, Maintenance Leadworker, Maintenance Worker, and
Senior Maintenance Worker in the Field Services Division; Water Distribution Leadworker, Water we
Distribution Operator 1/11, Water Equipment Operator, and Water Treatment Operator 1/II in the
Water Services Division; Public Works Inspector and Senior Public Works Inspector in the "No
Engineering Division; Building Inspector, Senior Building Inspector, and Code Enforcement Officer in
the Community Development Department; Water Meter Reader in the Finance Department,
Recreation Facilities Lead in the Parks and Recreation Department, and any other classification to
which the parties agree. The City shall replace safety boots/shoes one time each twelve (12)
months if necessary and re-heel/re-sole the safety boots/shoes one time each six (6) months if
necessary. Employees may also request a new insole for their boots/shoes in lieu of a new pair of
boots/shoes or a re-heel/re-sole of boots/shoes. Unit employees who separate from City service
with less than six (6) months of service shall return safety shoes or the City shall deduct a pro -rata
share of the purchase price of the shoes from the employees' final paycheck.
E. The City shall use appropriate documents for employees to sign to enable the City to take any
necessary payroll deductions should the employee not return his/her uniforms.
F. In compliance with the California Public Employees' Retirement System regulations and definition of
Special Compensation (2 CCR §571), for "classic members" as defined by the Public Employees'
Pension Reform Act of 2013, the monetary value of the rental and maintenance of the required
uniforms shall be reported to CAPERS as Special Compensation. The parties agree that this pay is
described in Title 2 CCR, Section 571(a)(5) as a "statutory item" — a type of reportable special
compensation. However, it is ultimately CaIPERS who determines whether any form of pay is
reportable special compensation.
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TMEA MOU 2018-21
Article 39. Commercial Driver's License
A. Employees who have a Commercial Driver's License (whether voluntarily or due to job
requirements) will be reimbursed for the difference between the cost of the license and a regular
non-commercial driver's license. Additionally, the City will provide training and pay for physical
examinations necessary to obtain and maintain the Commercial Driver's License for incumbent non -
probationary employees.
B. The classifications required to maintain a California Class A or Class B license include (but are not
limited to) Equipment Mechanic, Equipment Operator, Maintenance Leadworker, Senior
Maintenance Worker, Transportation Coordinator, Water Distribution Leadworker, Water
Distribution Operator 1/I1, Water Equipment Operator, and Water Treatment Operator 1/11.
C. Pursuant to State and/or Federal law, in the event an employee is unable to obtain and/or maintain
the license required of his or her classification, the City will attempt to make appropriate
accommodations as required under the law if possible.
CHAPTER 6 — EMPLOYER / EMPLOYEE RELATIONS
Article 40. Appeals Procedure
A. Pre -Disciplinary Meeting and Disciplinary Appeals
1. Pre -Disciplinary Meeting
An employee who has attained a regular appointment shall have the right to a pre -disciplinary
meeting before his/her department head or designee whenever the employee may be subject
to a demotion, non -emergency suspension, or non -emergency dismissal. In the event of an
emergency suspension or dismissal a meeting will be conducted by the department head or
designee as soon as practicable after the action has been taken.
2. Procedure for Pre -Disciplinary Meetings
Notice of a proposed disciplinary action shall be provided to the employee including a statement
of the proposed action, the reasons therefore, and a copy of the charges and materials upon
which the action is based. The employee shall have ten (10) days to respond orally, in writing, or
both to the charges. Within ten (10) days of the employee's response, he/she will be advised in
writing of the City's decision. If the disciplinary action is upheld, the employee will receive a
Notice of Disciplinary Action stating the action taken, the reasons therefore, and the employee's
right to appeal.
3. Post -Discipline Appeal
Within ten (10) days after receiving the Notice of Disciplinary Action the employee may appeal
the action in writing to the Director of Human Resources.
4. Effective Date of Disciplinary Action
The availability of appeal rights or the filing of an appeal shall not be interpreted as staying the
effective date of a disciplinary action stated in the Notice of Disciplinary Action. In the event of a
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termination, the employee shall cease to be an employee of the City on the effective date of the
termination.
5. Calendar Days
Unless otherwise indicated, "day" or "days" when used in this section shall be calendar day(s).
B. Appeals Procedure
1. If a timely appeal is filed as provided in the Grievance Procedure (Article 41) or the Pre -
Disciplinary Hearings and Disciplinary Appeals section (Article 40, Section A) the City Manager
may hear the appeal or appoint any City management/supervisory employee or arbiter who has
not been personally involved in the actions giving rise to the discipline to hear the appeal.
2. An "arbiter" is a person with experience acting as a hearing officer on public employment issues.
Any hearing conducted by an arbiter shall not be considered an "arbitration" as defined in Code
of Civil Procedure Section 1281.6.
3. In the event that the employee requests that an arbiter hear the appeal, such a request will be
honored provided the request is made within twenty (20) days of the receipt of the department
head's decision. The arbiter shall be chosen from a panel of seven (7) arbiters from a list
provided either by the American Arbitration Association or the State Mediation and Conciliation
Service. The parties shall alternately strike names until one arbiter remains.
4. If the appeal is heard by anyone other than the City Manager, the hearing officer shall submit a
written report outlining his/her findings, conclusions, and recommendations to the City
Manager.
Within twenty (20) days of the receipt of the hearing officer's report, or the conclusion of the
hearing if it was conducted by the City Manager or his/her City appointee, the City Manager
shall provide his/her written decision to the employee.
C. Hearings
1. Where practicable, the date of the hearing shall not be less than twenty (20) days, nor more
than sixty (60) days, from the date of the filing of the appeal with the City Manager provided
that the parties may agree to a longer or shorter period of time.
2. All hearings involving disciplinary action against an employee shall be closed to the public unless
the affected employee requests that the hearing be open to the public.
3. The hearing need not be conducted in accordance with technical rules relating to evidence and
witnesses. Any relevant evidence shall be admitted if it is the sort of evidence on which
reasonable persons are accustomed to rely in the conduct of serious affairs, regardless of the
existence of any common law or statutory rule, which might make improper admission of such
evidence over objection in civil actions. Hearsay evidence may be used for the purpose of
supplementing or explaining any direct evidence but shall not be sufficient in itself to support a
finding unless it would be admissible over objection in civil actions. The rules of privilege shall
be effective to the same extent that they are now or hereafter may be recognized in civil and
criminal actions, and irrelevant and unduly repetitious evidence shall be excluded. The hearing
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officer shall not be bound by technical rules of evidence. The hearing officer shall rule on the
admission and exclusion of evidence.
4. Each party shall have these rights: to be represented by legal counsel or other person of his/her
choice; to call and examine witnesses; to introduce evidence; to cross-examine opposing
witnesses; to impeach any witness regardless of which party first called him/her to testify; and
to rebut the evidence against him/her. If the respondent does not testify on her/his own behalf,
he/she may be called and examined as if under cross-examination. Oral evidence shall be taken
only on oath or affirmation. A court reporter will be engaged to record the hearing. The cost of
the reporter will be split between the City and TM EA.
5. The hearing shall proceed in the following order, unless the hearing officer, for special reasons,
otherwise directs:
a. Opening statements shall be permitted with the City proceeding first.
b. The City shall proceed first in the hearing. If witnesses are called, the opposing party
shall have the right to cross-examine the witnesses on any matter relevant to the issues,
even though that matter was not covered on direct examination.
c. The parties may then, in order, respectively offer rebutting evidence only, unless the
hearing officer for good reason permits them to offer evidence upon their original case.
d. Closing arguments and written briefs shall be permitted.
e. The hearing officer shall determine the relevancy, weight, and credibility of testimony
and evidence. He/she shall base his/her findings on the preponderance of evidence.
During the examination of a witness, all other witnesses, except the parties, shall be
excluded from the hearing unless the hearing officer, for good cause, otherwise directs.
No still photographs, moving pictures, or television pictures shall be taken in the hearing
chamber during a hearing. The hearing officer, prior to or during a hearing, may grant a
continuance for any reason he/she believes to be important to reaching a fair and
proper decision.
f. The hearing officer shall have no authority to amend, alter, or modify the Memorandum
of Understanding or any sections of the City's Personnel Rules and shall limit his/her
recommendations to the interpretation and application of the Memorandum of
Understanding, agreement at issue and/or the City's Personnel Rules.
The hearing officer may recommend sustaining or rejecting or modifying the disciplinary
action.
6. The hearing officer's findings, conclusion and recommendations shall be filed with the Director
of Human Resources, who will forward them to the City Manager. The City Manager, in his/her
sole discretion, may hear limited oral arguments and/or request written statements from either
party on the hearing officer's findings, conclusions, and recommendations. The City Manager
shall inform the appellant of his/her decision regarding the appeal within ten (10) days of the
conclusion of the hearing or if the appeal is heard by a hearing officer other than the City
Manager, within ten (10) days of the receipt of the hearing officer's report. However, the City
Manager may extend the time to issue his/her decision beyond the ten day period if he/she
[24]
TMEA MOU 2018-21
believes it is necessary. The decision of the City Manager regarding the appeal shall be the final
step in the administrative appeal process. However, any disciplinary action is deemed final as of
the effective date. Copies of the City Manager's decision, including the hearing officer's report
shall be filed where appropriate, including the employee's personnel file. The City Manager's
decision is subject to review by a superior court pursuant to Code of Civil Procedure Section
1094.6.
7. If the City Manager chooses to have the appeal heard by an arbiter, the City shall bear the cost
of the hearing up to a maximum of $1,000; any excess cost will be shared equally by the City and
TMEA. If the employee organization requested that an arbiter be appointed to hear the appeal
the organization shall pay the cost of the hearing up to a maximum of $1,000; any excess cost
will be shared equally by the City and TMEA. If either party orders a transcript for their review,
the requesting party shall bear the cost of the transcript. If either party unilaterally cancels or
postpones a scheduled hearing thereby resulting in a fee charged by the arbiter or court
reporter, the party responsible for the cancellation or postponement shall be solely responsible
for payment of the fee. The arbiter shall submit his/her bills for services to the party which is
obligated to pay them pursuant to this section.
8. Subpoenas and subpoenas duces tecum pertaining to the hearing shall be issued at the request
of either party, not less than ten (10) days prior to the commencement of the hearing; after
commencement, subpoenas shall be issued only at the discretion of the hearing officer.
9. The time limits specified at any step in this procedure may be extended or reduced by written
agreement of the grievant and an authorized management representative.
Article 41. Grievance Procedure
These procedures are established to provide for the resolution of grievances of unit employees.
A. Limitations
The procedures set forth in this section shall apply to all grievances involving unit employees.
Excluded from this procedure are grievances related to:
1. The amendment or change of City Council resolutions, ordinances or minute orders, which
do not involve provisions of a Memorandum of Understanding (MOU), the Personnel Rules,
or other agreements between the City and the employee organization.
2. Position classification.
B. Definitions
1. Grievance: An expressed claim that there has been a violation, misinterpretation, or
misapplication of a provision of the Personnel Rules or this MOU.
2. Grievant: An employee who is alleging a violation, misinterpretation or misapplication of a
provision of the Personnel Rules, an agreement between the City and the employee
organization, the MOU or violation or potential violation of state or federal law.
[25)
TMEA MOU 2018-21
3. Grievance Procedure: The process by which the validity of a grievance is determined and
resolution effected.
4. Day: Unless otherwise indicated, "day" or "days" when used in this section shall be calendar
day(s).
C. Procedure
1. Step 1
The grievant shall file his/her grievance within ten (10) days after the grievant knew, or in the
exercise of reasonable diligence should have known, of the events giving rise to the grievance.
The grievant shall state the facts necessary to an understanding of the issues involved; refrain
from including any unrelated charges; cite the sections of the City resolutions, agreement,
memorandum of understanding or rules alleged to have been violated and the remedy sought.
The grievant shall submit the grievance form to his/her immediate supervisor, provided that if
the employee suspects or has proof that a federal or state law is being violated or is about to be
violated he may file the grievance at Step 2 of this procedure. Within ten (10) days of receipt of
the form, the supervisor shall inform the grievant of his/her decision. Grievances submitted by
employee organization representatives that involve issues potentially impacting the
organization's rights or membership as a whole shall be filed at Step 3.
2. Step 2
If the grievance is not satisfactorily resolved in Step 1, the grievant may, within ten (10) calendar
days after receipt of the supervisor's response, submit the grievance to his/her department
head. After receipt of the grievance, the department head will meet with the grievant and make
such investigation as is required. Within ten (10) days of his/her meeting with the grievant, the
department head shall inform the grievant of his/her decision.
3. Step 3
If the grievance is not satisfactorily resolved in Step 2, or in the case of employee organization
grievances, the grievant may submit the grievance to the City Manager. Employee grievances
are to be submitted within ten (10) days of receipt of the department head's decision. Such
submittal shall include the original of the grievance form and a written statement of any issues
that are in dispute. The City Manager has the sole discretion to hear the grievance him/herself
or appoint any City management/supervisory employee (except the employee's department
head), or an arbiter, to hear the grievance and submit a recommendation as to resolution of the
grievance. At the hearing, the grievant has the burden of proof and will present his/her case
f rst.
D. General Provisions
Prior to filing a grievance, the potential grievant shall discuss the issues of concern with the
person or organization representative suspected as having violated provisions of the Personnel
Rules or this MOU. Upon a showing of good cause to the Director of Human Resources, such
discussion may be waived between an employee and his/her immediate supervisor. Cause shall
include, but not be limited to, situations wherein alleged inappropriate actions of the supervisor
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TMEA MOU 2018-21
form the basis for the grievance and the employee has reasonable cause to believe that the
supervisor would not be objective.
2. An employee may obtain a grievance form from his/her supervisor or the Human Resources
department. All documents, communications, and records dealing with the processing of
grievances shall be filed separately from personnel files.
3. No retribution or prejudice shall be suffered by employees making use of the grievance
procedure by reason of such use.
4. Failure by management at any step of this procedure to communicate their decision on the
grievance within the specified time limits shall permit the grievant to proceed to the next step.
5. A grievant shall be entitled to be present at all steps of the procedure.
6. Failure by the grievant to appeal a decision on a grievance within the specified time limits shall
be deemed acceptance of the decision rendered.
7. The time limits specified at any step in this procedure may be extended or reduced by written
agreement of the grievant and an authorized management representative.
E. Employee Representation
1. An employee may represent him/herself or be represented by a representative of the employee
organization.
2. If an employee chooses not to be represented by the employee organization and the subject of
the grievance involves MOU or other provisions which have been negotiated between the City
and the employee organization, the organization may have staff representatives present
beginning with Step 3, and shall have the right to present the organization's interpretation of
the provisions at issue. Such presentation shall not include comments regarding the merits of
the grievance.
Article 42. Performance Evaluations
An employee may not appeal or grieve a performance evaluation unless said evaluation results in the
denial of a merit increase. Nothing herein shall restrict an employee from having a written rebuttal
attached to a performance evaluation with which the employee disagrees.
An employee may appeal his/her performance evaluation to his/her department head (or another
department head if the employee's department head prepared the evaluation).
Article 43. Meetings
A. TMEA shall be entitled to four (4) City-wide membership meetings each calendar year. These
meetings are in addition to the MOU ratification meeting allowed TMEA. TMEA 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.
[27)
TMEA MOU 2018-21
B. Employees who are invited by the City to attend meetings during working hours that are designed to
promote effective communication and cooperation between the City and TMEA shall receive paid
release time for their attendance.
C. In addition to release time for negotiations, team members shall be permitted thirty (30) minutes
before and thirty (30) minutes after negotiations for preparation and consultation.
D. Members of the Association Board are permitted to attend one Board meeting per month during
lunch. If the meeting occurs during a Board member's work hours, he/she will be permitted to
attend on release time (i.e., will be paid for the time without having to use other leave or make up
the time) unless releasing the employee from work would be unduly disruptive to the departments'
operations. A Board member must provide reasonable advance notice to his/her supervisor if
he/she plans to attend a Board meeting.
E. If the Association President or Board member of the Association needs to attend a meeting not
addressed above, he/she must request permission in advance and the discretion to grant permission
to attend remains with the employee's supervisor. Permission to attend will not be unreasonably
denied.
Article 44. No Strike/Job Action
A. The Association, its officers, agents, representatives, and/or members agree on behalf of themselves
and the employees in the bargaining unit that they will not cause or condone any strike, walkout,
work stoppage, job action, slowdown, sick out, or refusal to faithfully perform assigned duties and
responsibilities, withholding of services or other interference with City operations, including
compliance with the request of other employees and/or labor organizations to engage in any or all
of the preceding activities (including sympathy slowdowns and/or sympathy strikes).
B. Any employee who participates in any of the conduct prohibited above shall be subject to discipline
up to and including termination.
C. In the event of such activities, the Association shall immediately instruct any person engaging in
such conduct that they are violating the Agreement and that they are engaging in unauthorized
conduct and should resume full and faithful performance of their job duties.
Article 45. Management Rights
The City has the exclusive right to establish Personnel Rules and department regulations, including
subsequent amendments and revisions. In addition, except as otherwise specified in this MOU, the City
has the exclusive right to:
1. Contractor subcontract construction, services, maintenance, distribution or any other work with
outside public or private entities;
2. 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;
3. Determine staffing and direct the work force, including the right to hire, promote, demote,
evaluate, transfer, lay off or discharge any employee;
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TMEA MOU 2018-21
4. 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;
5. Modify the performance evaluation form; and
6. Modify and update class specifications.
Article 46. Layoffs
A. Authority to Lay Off
The City Manager may lay off employees at any time for lack of work, budgetary reasons,
technological changes or other City actions that necessitate a reduction in the work force.
B. Definitions
1. Original probationary period — an employee's first probation period during continuous City
employment.
2. Promotional probationary period — the probationary period served upon promotion from one
City position to another.
3. Seniority — length of continuous paid service with the City from date of hire into any bargaining
unit position. For purposes of this section, time served on a military leave of absence and a leave
of absence due to a workers' compensation injury shall be considered City service. An employee
shall continue to accrue seniority during any unpaid leave of absence of 30 days or less taken for
any purpose; however, seniority will cease to accrue after 30 days of unpaid leave.
C. Designation of Positions for Layoff
When it becomes necessary to reduce the work force, the City Manager shall designate the
position(s) or classification(s), and division(s), department(s), or other organizational unit(s) in which
positions are to be eliminated. Contract, provisional, and temporary employees in the same
classification as the positions proposed for elimination within the affected organizational unit shall
be laid off first. Probationary promotional employees who are laid off shall be returned to the
position held prior to their promotion.
D. Order of Layoff
1. The names of all original probationary employees occupying positions in the affected class shall
be listed in alphabetical order. The City Manager or his/her designee shall select from this list
one employee, regardless of his/her place on the list, to be laid off for each position to be
abolished.
2. If the positions to be abolished exceed the number of employees available for layoff after layoff we
of original probationary employees as described above, a "Subject to Layoff List" shall be
prepared. The list shall be composed of all regular and promotional probationary employees in
the class from which a position is to be abolished. Names of the employees shall be listed in
[29]
TMEA MOU 2018-21
reverse order of their lengths of City service; i.e., those having the least seniority will be listed
first.
3. In selecting employees to be laid off, those employees at the top of the list shall be laid off first.
When employees have equal seniority, the City Manager will select the employee to be laid off
with consideration given to the employee's past performance and in consultation with the
concerned department head.
4. The names of laid off employees shall be listed on a re-employment list in the reverse order of
their dates of layoff.
E. Bumping Rights
Any employee subject to layoff who has held regular status in a position in a lower classification in
the class series from which he/she is to be laid off may request placement in the lower classification.
The City has identified the following class series for unit classifications (listed from lower level to
higher level):
1. Accounting Specialist, Senior Accounting Specialist
2. Management Assistant, Senior Management Assistant, Management Analyst
3. Assistant Engineer, Associate Engineer
4. Assistant Planner, Associate Planner
5. Building Inspector, Senior Building Inspector
6. Maintenance Worker, Senior Maintenance Worker, Equipment Operator, Maintenance
Leadworker
7. Administrative Assistant, Executive Assistant
8. Public Works Inspector, Senior Public Works Inspector
9. Water Distribution Operator I, Water Distribution Operator II, Water Equipment Operator,
Water Distribution Leadworker
10. Water Treatment Operator I, Water Treatment Operator II
An employee who has been involuntarily transferred to a class from which a layoff is to be made
shall have automatic bumping rights to his/her previous classification for up to one (1) year from the
effective date of the transfer.
F. Severance Assistance
1. Severance Pay
Severance pay of one (1) week per year of service, up to a maximum of four (4) weeks of pay,
will be provided to an employee who is laid off and not offered employment through an
agreement between a contractor and the City. This provision only applies to employees who
actually lose employment with the City, not employees who are placed in another position as a
result of bumping rights.
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TMEA MOU 2018-21
2. Flexible Benefits Contributions
An employee who is laid off shall have his/her Flexible Benefits contribution continued for an
additional two (2) months following the month in which the employee was laid off if he/she is WWO
not covered by another medical plan at the time.
3. Letters of Recommendation
Letters of recommendation will be provided for an employee whose performance was
satisfactory as of the date of his/her layoff.
4. Employment Assistance
Reasonable assistance in locating alternative employment will be provided for an employee who
is laid off.
G. Re -Employment List
The name of every regular employee who is laid off or demoted in lieu of layoff shall be placed on a
re-employment list in reverse order of their dates of layoff.
Names may be removed from a re-employment list for any of the following reasons:
1. The expiration of eighteen (18) months from the date of placement on the list.
2. Re-employment in any permanent full-time position, regardless of department or
classification level.
3. Failure to respond within twenty-one (21) calendar days of mailing of a letter sent via
Certified Mail regarding availability of employment.
4. Failure to report to work within fourteen (14) calendar days of mailing of a registered letter
containing a notice of re-employment, absent mitigating circumstances.
5. An individual requests in writing that his/her name be removed from the list.
H. Re -Employment
Vacancies to be filled within a department shall be offered first to individuals on the re-employment
list who held a position in the same classification as the vacancy to be filled.
A regular employee who has been laid off and is re-employed in a permanent position within
eighteen (18) months from the effective date of his/her layoff shall be entitled to:
1. Buy back and restoration of all General Leave credited to the employee's account on the
effective date of layoff at the same rate as it was paid off. This restoration must be
requested in writing within 30 days of returning to work and must be fully paid back within
six (6) months of the return to work.
2. Restoration of seniority accrued prior to layoff and during layoff.
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TMEA MOU 2018-21
3. The same General Leave accrual rate that was in effect prior to layoff.
4. Placement in the salary range at the same step held prior to layoff if the employee is
reinstated to the same job classification from which he/she was laid off.
If the person who is re-employed had not satisfactorily completed the required probationary period
in the department of appointment prior to layoff, he/she shall serve a probationary period upon re-
employment.
I. Notices
At least two (2) weeks' notice (14 calendar days) shall be given to any employee who is to be laid off.
All notices and requested actions referenced in this section shall be in writing and sent by Certified
Mail or delivered personally to the addressee. All notices to the City shall be addressed to the City
Manager. The employee shall be responsible for notifying the City of any address change and any
such notice shall be served in accordance with this paragraph.
J. Displacement of Part -Time Employee
In the event a reduction in force is necessary, a part-time employee may not displace a full-time
employee. However, a full-time employee may displace a less senior part-time employee provided
he/she is otherwise eligible to displace the less senior employee.
K. No Appeal
Employees do not have any right to appeal their layoff from employment.
[32j
TMEA MOU 2018-21
IN WITNESS WHEREOF, the parties hereto have executed this document this 111h day of August 2018.
FOR THE CITY OF TUSTIN
Jeffrey C. Parker, City Manager
FOR THE TUSTIN MUNICIPAL EMPLOYEES
ASSOCIATION
Frank Apuron, President
Derick Yasuda, Director of Human Resources Leo Stiles, Vice President
Matthew West, Assistant City Manager
Karyn Roznos, Senior Management Analyst
Peter Brown, Liebert Cassidy Whitmore
[33]
Katy Lee, Secretary
Adrianne DiLeva-Johnson, Treasurer
Mike Arionus, Board Member
Samantha Beier, Board Member
Didier Rodriguez, Board Member
Brad Steen, Board Member
Bo Gutierrez, UELA General Manager
t
TMEA MOU 2018-21
APPENDIX A- HOURLY SALARY RANGES
Effective the Pay Period that includes July 1, 2018
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Accountant
29.48
30.99
32.58
34.24
36.00
37.80
Accounting Specialist
20.83
21.90
23.02
24.20
25.44
26.71
Administrative Assistant-TMEA
23.08
24.26
25.51
26.81
28.18
29.59
Assistant Engineer
35.46
37.28
39.19
41.19
43.30
45.47
Assistant Planner
29.48
30.99
32.58
34.24
36.00
37.80
Associate Engineer
40.28
42.34
44.51
46.79
49.18
51.64
Associate Planner
32.66
34.33
36.09
37.94
39.88
41.87
Building Inspector
30.15
31.69
33.32
35.02
36.82
38.66
Building Permit Technician
22.46
23.61
24.81
26.08
27.42
28.79
Code Enforcement Officer
28.97
30.45
32.01
33.65
35.37
37.14
Equipment Mechanic
25.89
27.22
28.61
30.07
31.61
33.20
Equipment Operator
24.81
26.08
27.42
28.82
30.30
31.82
Executive Assista nt-TM EA
26.81
28.18
29.63
31.14
32.74
34.38
Information Tech Specialist
30.91
32.49
34.16
35.91
37.75
39.63
Maintenance Leadworker
27.08
28.47
29.92
31.46
33.07
34.72
Maintenance Worker
21.26
22.34
23.49
24.69
25.95
27.25
Management Analyst I-TMEA
33.32
35.02
36.82
38.70
40.68
42.72
Management Assistant-TMEA
26.35
27.70
29.11
30.60
32.17
33.78
Public Works Inspector
30.30
31.85
33.48
35.20
37.00
38.85
Recreation Facilities Lead
21.96
23.08
24.26
25.51
26.81
28.15
Recreation Program Specialist
20.78
21.85
22.97
24.14
25.38
26.65
Senior Accounting Spec
25.38
26.68
28.04
29.48
30.99
32.54
Senior Building Inspector
35.46
37.28
39.19
41.19
43.30
45.47
Senior Maintenance Worker
23.37
24.57
25.83
27.15
28.54
29.96
Senior Management Ast-TMEA
30.60
32.17
33.82
35.55
37.37
39.24
Senior Public Works Inspector
35.46
37.28
39.19
41.19
43.30
45.47
Transportation Coordinator
17.71
18.62
19.57
20.58
21.63
28.84
Water Distribution Leadworker
29.48
30.99
32.58
34.24
36.00
37.80
Water Distribution Oper 1
22.01
23.14
24.32
25.57
26.88
28.22
Water Distribution Oper II
24.57
25.83
27.15
28.54
30.00
31.50
Water Equipment Operator
26.61
27.97
29.41
30.91
32.49
34.12
Water Meter Reader
24.57
1 25.83
27.15
28.54
1 30.00
31.50
Water Treatment Operator 1
27.90
29.33
30.83
32.41
34.07
35.78
Water Treatment Operator II
30.00
31.54
33.15
34.85
36.63
38.46
[34]
TMEA MOU 2018-21
Effective the Pay Period that includes July 1, 2019
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Accountant
30.36
31.92
33.55
35.27
37.08
38.93
Accounting Specialist
21.46
22.56
23.71
24.93
26.20
27.51
Administrative Assistant-TMEA
23.77
24.99
26.27
27.62
29.03
30.48
Assistant Engineer
36.53
38.40
40.36
42.43
44.60
46.83
Assistant Planner
30.36
31.92
33.55
35.27
37.08
38.93
Associate Engineer
41.49
43.61
45.84
48.19
50.66
53.19
Associate Planner
33.64
35.36
37.17
39.07
41.07
43.13
Building Inspector
31.05
32.64
34.32
36.07
37.92
39.82
Building Permit Technician
23.13
24.31
25.56
26.87
28.24
29.66
Code Enforcement Officer
29.84
31.37
32.97
34.66
36.43
38.26
Equipment Mechanic
26.67
28.03
29.47
30.98
32.56
34.19
Equipment Operator
25.56
26.87
28.24
29.69
31.21
32.77
Executive Assistant-TMEA
27.62
29.03
30.52
32.08
33.72
35.41
Information Tech Specialist
31.84
33.47
35.18
36.98
38.88
40.82
Maintenance Leadworker
27.89
29.32
30.82
32.40
34.06
35.76
Maintenance Worker
21.89
23.01
24.19
25.43
26.73
28.07
Management Analyst I-TMEA
34.32
36.07
37.92
39.86
41.90
44.00
Management Assistant-TMEA
27.14
28.53
29.99
31.52
33.14
34.79
Public Works Inspector
31.21
32.81
34.49
36.25
38.11
40.02
Recreation Facilities Lead
22.62
23.77
24.99
26.27
27.62
29.00
Recreation Program Specialist
21.41
22.50
23.65
24.87
26.14
27.45
Senior Accounting Spec
26.14
27.48
28.88
30.36
31.92
33.51
Senior Building Inspector
36.53
38.40
40.36
42.43
44.60
46.83
Senior Maintenance Worker
24.07
25.30
26.60
27.96
29.39
30.86
Senior Management Ast-TMEA
31.52
33.14
34.83
36.62
38.49
40.42
Senior Public Works Inspector
36.53
38.40
40.36
42.43
44.60
46.83
Transportation Coordinator
18.24
19.18
20.16
21.19
22.28
29.71
Water Distribution Leadworker
30.36
31.92
33.55
35.27
37.08
38.93
Water Distribution Oper 1
22.67
23.83
25.05
26.34
27.68
29.07
Water Distribution Oper II
25.30
26.60
27.96
29.39
30.90
32.44
Water Equipment Operator
27.41
28.81
30.29
31.84
33.47
35.14
Water Meter Reader
25.30
26.60
27.96
29.39
30.90
32.44
Water Treatment Operator 1
28.74
30.21
1 31.76
33.39
35.10
36.85
Water Treatment Operator II
30.90
32.48
1 34.14
35.89
37.73
39.62
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TMEA MOU 2018-21
Effective the Pay Period that includes July 1, 2020
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Accountant
31.27
32.88
34.56
36.33
38.19
40.10
Accounting Specialist
22.10
23.24
24.43
25.68
26.99
28.34
Administrative Assistant-TMEA
24.49
25.74
27.06
28.44
29.90
31.40
Assistant Engineer
37.62
39.55
41.57
43.70
45.94
48.24
Assistant Planner
31.27
32.88
34.56
36.33
38.19
40.10
Associate Engineer
42.73
44.92
47.22
49.64
52.18
54.79
Associate Planner
34.65
36.42
38.29
40.25
42.31
44.42
Building Inspector
31.99
33.62
35.35
37.16
39.06
41.01
Building Permit Technician
23.82
25.04
26.33
27.67
29.09
30.54
Code Enforcement Officer
30.73
32.31
33.96
35.70
37.53
39.40
Equipment Mechanic
27.47
28.87
30.35
31.91
33.54
35.22
Equipment Operator
26.33
27.67
29.09
30.58
32.15
33.75
Executive Assistant-TMEA
28.44
29.90
31.43
33.04
34.73
36.47
Information Tech Specialist
32.79
34.47
36.24
38.09
40.05
42.05
Maintenance Leadworker
28.73
30.20
31.75
33.37
35.08
36.84
Maintenance Worker
22.55
23.70
24.92
26.19
27.54
28.91
Management Analyst I-TMEA
35.35
37.16
39.06
41.06
43.16
45.32
Management Assistant-TMEA
27.95
29.38
30.89
32.47
34.13
35.84
Public Works Inspector
32.15
33.79
35.52
37.34
39.25
41.22
Recreation Facilities Lead
23.29
24.49
25.74
27.06
28.44
29.87
Recreation Program Specialist
22.05
23.18
24.36
25.61
26.92
28.27
Senior Accounting Spec
26.92
28.30
29.75
31.27
32.88
34.52
Senior Building Inspector
37.62
39.55
41.57
43.70
45.94
48.24
Senior Maintenance Worker
24.79
26.06
27.40
28.80
30.28
31.79
Senior Management Ast-TMEA
32.47
34.13
35.88
37.72
39.65
41.63
Senior Public Works Inspector
37.62
39.55
41.57
43.70
45.94
48.24
Transportation Coordinator
18.79
19.75
20.77
21.83
22.95
30.60
Water Distribution Leadworker
31.27
32.88
34.56
36.33
38.19
40.10
Water Distribution Oper 1
23.35
24.55
25.80
27.13
28.52
29.94
Water Distribution Oper II
26.06
27.40
28.80
30.28
31.83
33.42
Water Equipment Operator
28.23
29.68
31.20
32.79
34.47
36.20
Water Meter Reader
26.06
27.40
28.80
30.28
31.83
33.42
Water Treatment Operator 1
29.60
31.12
32.71
34.39
36.15
37.96
Water Treatment Operator II
31.83
33.46
35.17
1 36.97
38.86
40.81
[36]