R-2019-053 SEIU MOU FY 2020 - 2022 2019-06-18RESOLUTION NO. R-2019-053
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PISMO BEACH
APPROVING A NEW THREE-YEAR SUCCESSOR MEMORANDUM OF
UNDERSTANDING WITH THE SERVICE EMPLOYEES INTERNATIONAL UNION
("SEIU") FOR FISCAL YEARS 2020, 2021, AND 2022, AND APPROPRIATING
FUNDS AS REQUIRED TO COVER COSTS
WHEREAS, the Negotiating Teams representing the City and the Service Employees
International Union (SEIU) member -employees have reached agreement on a new
Memorandum of Understanding (MOU) for the three-year period July 1, 2019 through
June 30, 2022 (Fiscal Years (FY) 2020, FY 2021 and FY 2022) which includes changes
in pay and benefits for SEIU member -employees; and
WHEREAS, the City Council believes that the new MOU is fair to its valued employees
and also serves the community of Pismo Beach well by providing broadly competitive
salaries and benefits to retain and attract quality employees to serve our community
including its residents, businesses and taxpayers.
NOW THEREFORE, BE IT RESOLVED that the City Council of the City of Pismo Beach
hereby approves the new Memorandum of Understanding titled "SEIU MOU FYs 2020-
2022," which is attached hereto as Exhibit A; and which supersedes the previous MOU
which expires on June 30, 2019.
BE IT FURTHER RESOLVED that the City Council of the City of Pismo Beach hereby
appropriates the following amounts in FY 2020 and FY 2021 in the various accounts from
the fund balance as listed below, including any necessary transfers between funds:
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Fund FY 2020 FY 2021
General Fund
Salaries $ 11,573 $ 34,951
Variable Benefits 2,905 13,536
Deferred Comp 30,825 30,825
Motor Vehicle Costs 1,532 3,070
Subtotal $ 46,835 $ 82,382
Water Enterprise Fund
Salaries 2,864 8,650
Variable Benefits 766 2,978
Deferred Comp 7,800 7,800
Motor Vehicle Costs 350 701
Subtotal $ 11,780 $ 20,129
Wastewater Enterprise Fund
Salaries 4,558 13,765
Variable Benefits 1,313 5,698
Deferred Comp 10,875 10,875
Motor Vehicle Costs 555 1,113
Subtotal $ 17,302 $ 31,451
Motor Vehicle Replacement Fund
Salaries 701 2,116
Variable Benefits 236 1,268
Deferred Comp 1,500 1,500
Motor Vehicle Recovery (2,437) (4,884)
Subtotal $ - $
All Funds Total
Salaries 19,696 59,481
Variable Benefits 5,221 23,481
Deferred Comp 51,000 51,000
Total $ 75,916 $ 133,962
UPON MOTION OF Council Member Reiss, seconded by Council Member Guthrie, the
foregoing resolution was adopted by the City Council of the City of Pismo Beach this 18th
day of June 2019, by the following vote:
AYES: 5 Reiss, Guthrie, Blake, Howell, Waage
NOES: 0
ABSENT: 0
ABSTAIN: 0
RECUSED: 0
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Approved:
Ed Waage, Mayor
Attest:
rica IrZderlie �Clerk
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R-2019-053
Exhibit A
SEIU MOU FYs 2020-2022
For Three Fiscal Years FY 20 through FY 22
TABLE OF CONTENTS
PREAMBLE 4
PURPOSE 5
ARTICLE 1 5
REPRESENTATIONAL UNIT 5
ARTICLE 2 5
MANAGEMENT RIGHTS 5
ARTICLE 3 7
NO STRIKE OR LOCKOUT 7
ARTICLE 4 8
MODIFIED LAYOFF POLICY 8
ARTICLE 5 9
RECRUITMENT 9
ARTICLE 6 9
EQUAL OPPORTUNITY EMPLOYMENT 9
ARTICLE 7 9
ADA 9
ARTICLE 8 9
PERFORMANCE EVALUATIONS 9
ARTICLE 9 10
PROBATIONARY PERIOD 10
ARTICLE 10 10
EXISTING CONDITIONS OF EMPLOYMENT 10
ARTICLE 11 11
REPRESENTATION UNION OFFICERS, REPRESENTATIVES AND STEWARDS 11
ARTICLE 12 12
GRIEVANCE PROCEDURE 12
ARTICLE 13 14
SALARY ADJUSTMENT 14
ARTICLE 14 15
PISMO BEACH COMPENSATION PLAN 15
ARTICLE 15 17
DUES DEDUCTIONS 17
ARTICLE 16 17
PERSONNEL FILES 17
ARTICLE 17 19
BULLETIN BOARDS 19
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Exhibit A
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SEIU MOU FYs 2020 through 2022
ARTICLE 18 20
RETIREMENT SYSTEM 20
ARTICLE 19 21
EXTRA COMPENSATION 21
ARTICLE 20 22
PAY PERIODS 22
ARTICLE 21 22
WORK PERIODS, DEFERRED COMPENSATION, OVERTIME & STANDBY TIME 22
ARTICLE 22 26
HEALTH AND WELFARE INSURANCE BENEFITS 26
ARTICLE 23 28
HEALTH COVERAGE FOR RETIRED EMPLOYEES 28
ARTICLE 24 30
VACATION 30
ARTICLE 25 31
HOLIDAYS 31
ARTICLE 26 32
SICK LEAVE BENEFIT 32
ARTICLE 27 35
BEREAVEMENT LEAVE 35
ARTICLE 28 36
UNEMPLOYMENT INSURANCE 36
ARTICLE 29 36
JURY DUTY 36
ARTICLE 30 36
MILEAGE REIMBURSEMENT 36
ARTICLE 31 37
HEALTH AND SAFETY 37
ARTICLE 32 38
UNIFORM ALLOWANCE 38
ARTICLE 33 38
MEET AND CONFER PROCESS, WAIVER 38
ARTICLE 34 39
TUITION ASSISTANCE 39
ARTICLE 35 40
LICENSES AND CERTIFICATES 40
ARTICLE 36 40
CONSISTENT POLICY 40
ARTICLE 37 40
LEAVE WITHOUT PAY 40
ARTICLE 38 41
SEVERABILITY CLAUSE 41
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Exhibit A
SEIU MOU FYs 2020 through 2022
ARTICLE 39 42
MEMORANDUM OF UNDERSTANDING AS BINDING AGREEMENT 42
ARTICLE 40 43
TERM OF AGREEMENT 43
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Exhibit A
LmW
SEIU MOU FYs 2020 through 2022
MEMORANDUM
OF
UNDERSTANDING
BETWEEN
THE CITY OF PISMO BEACH,
CALIFORNIA
(HEREINAFTER CALLED "CITY")
AND
SERVICE EMPLOYEES
INTERNATIONAL UNION
AFL-CIO (SEIU), LOCAL 620
PISMO BEACH CITY EMPLOYEES CHAPTER
(HEREINAFTER CALLED "UNION")
PREAMBLE
WHEREAS, pursuant to California law, the City, acting by and through its Municipal
Employee Relations Officer, appointed by the governing body of said City, and the
representatives of the Union, a recognized employee organization, have met and conferred
in good faith and have fully communicated and exchanged information concerning wages,
hours and other items and conditions of employment for three Fiscal Years FY 20 to FY 22
(July 1, 2019 to June 30, 2022); and
WHEREAS, except as otherwise expressly provided herein, all terms and conditions
of this Agreement shall apply to all employees represented by the Union; and
WHEREAS, Government Code Section 3500 et. seq. (Meyers-Milias-Brown Act) is
incorporated herein by reference; and
WHEREAS, the representatives of the City and the Union desire to reduce their
agreements to writing.
NOW, THEREFORE, this Memorandum of Understanding ("MOU") will become
effective July 1, 2019, and it is agreed as follows:
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Exhibit A
SEIU MOU FYs 2020 through 2022
PURPOSE
This Agreement constitutes the sole and entire existing agreement between the parties,
and supersedes all prior agreements, commitments and practices.
ARTICLE 1
REPRESENTATIONAL UNIT
A. CLASSIFICATIONS
It is recognized, pursuant to the City's employer -employee relations Resolution #R-85-8,
that the Union is the only employee organization entitled to meet and confer in good faith
on matters within the scope of representation on behalf of its member employees in the
General Services unit. Represented classifications as of ratification are: Administrative
Secretary, Administrative Assistant, Office Assistant I / II, Accounting Technician,
Accounting Clerk, Building Inspector/ Plans Examiner, Building Inspector I / II, Engineering
Technician, Maintenance Worker I / II / Lead, Fleet Mechanic, Assistant Mechanic,
Regulatory Compliance Coordinator, Wastewater Plant Operator/ Mechanic, Wastewater
Plant Operator I / II / Lead, Water Systems Operator I / 11 / Lead, Building Permit
Technician, Assistant Planner, Records Technician.
B. NEW CLASSIFICATIONS
During the course of this Agreement, the Union shall be notified in advance by the City of
any contemplated new job classifications which could be considered under this Unit. The
City shall provide the new job description and proposed salary range to the Union before
the City and Union meet and confer over the assignment of the new job classification to the
Unit and over the proposed salary range.
ARTICLE 2
MANAGEMENT RIGHTS
In order to ensure that the City shall continue to carry out its Public Health and Safety
functions, programs, and responsibilities to the public imposed by law, and to maintain
efficient service for the citizens of Pismo Beach, the City continues to reserve and retain
solely and exclusively all management rights, regardless of the frequency of use, including
those rights and responsibilities set forth by law and those City rights set forth in the City's
Personnel Rules and Regulations Resolution and including but not limited to the following
rights:
1. To manage all City Departments and determine policies and procedures and the
right to manage the affairs of those Departments.
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SEIU MOU FYs 2020 through 2022
2. To determine the existence or nonexistence of facts which are the basis of the
management decision in compliance with State law.
3. To determine the necessity, organization, implementation, and termination of any
service or activity conducted by the City or other government jurisdictions, and to
expand or diminish municipal services as needed.
4. To direct, supervise, recruit, select, hire, evaluate, promote, transfer, discipline,
discharge, terminate, demote, reduce, suspend, reprimand, withhold salary
increases and benefits for disciplinary reasons, or otherwise discipline employees in
accordance with City Rules, Regulations and Ordinances.
5. To determine the nature, manner, means, extent, type, time quantity, quality,
technology, standard, and level of municipal services to be provided to the public.
6. To require performance of other health and safety services not specifically stated
herein in the event of emergency or disaster, as deemed necessary by the City.
7. To lay off employees of the City because of lack of work or funds or under
conditions where continued work would be inefficient or nonproductive or not cost
effective, as determined by the City.
8. To determine and/or change the City facilities, methods, technology, equipment,
operations to be performed, organizational structure, and allocate and assign work
by which the City operations and services are to be conducted.
9. To determine method of financing.
10. To plan, determine, and manage the City's budget which includes, but is not limited
to, changes in the number of relocations, and types of operations, processes, and
materials to be used in carrying out all City functions and the right to contract or
subcontract any work or operations of the municipal services.
11. To determine the size and composition of the City's work force, assign work to
employees of the City in accordance with requirements determined by the City and
to establish and require compliance to work hours and changes to work hours, work
schedules, including call back, standby, and overtime, and other work assignments,
except as otherwise limited by this agreement, or subsequent agreements.
12. To establish and modify goals and objectives related to productivity and
performance programs and standards, including but not limited to quality and
quantity, and require compliance therewith.
13. To determine qualifications, skills, abilities, knowledge, selection procedures and
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SEIU MOU FYs 2020 through 2022
standards, job classification, job specifications, and to reallocate and reclassify
employees in accordance with City Rules and Regulations.
14. To determine the issues of public policy and the overall goals and objectives of the
City and to take necessary action to achieve the goals and objectives of the City.
15. To hire, transfer intra or inter Department/Division, promote, reduce in pay grade,
demote, reallocate, terminate, and take other personnel action for non -disciplinary
reasons in accordance with Department and/or City Rules, Regulations and
Ordinances.
16. To determine policies, procedures, and standards for recruiting, selecting, training,
and promoting employees.
17. To establish, implement, and/or modify rules and regulations, policies, and
procedures related to productivity, performance, efficiency, personal appearance
standards, code of ethics and standards of conduct, safety, health, and order, and to
require compliance therewith.
18. To maintain order and efficiency in City facilities and operation.
19. To restrict the activity of an employee organization on City facilities except as set
forth in this agreement.
20. To take any and all necessary steps and actions to carry out the service requirement
and mission of the City in emergencies or any other time deemed necessary by the
City and not specified above.
Authority of Third Party Neutral - Management Rights
All management rights, powers, authority, and functions, whether heretofore or hereinafter
exercised, shall remain vested exclusively with the City. No third party neutral shall have
the authority to diminish any of the management rights which are included in this
Agreement.
ARTICLE 3
NO STRIKE OR LOCKOUT
The City and the Union agree that during the term of this Agreement, the City will not
lockout employees and the Union will not engage in labor practices detrimental to providing
services to the citizens of Pismo Beach or detrimental to the interest of the City nor will the
Union sanction, support, condone, approve, or engage in any strike, sick -in, slowdown,
work stoppage, or speed-up. The City and the Union further agree that all matters of
controversy coming within the scope of this Agreement will be settled by established
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Exhibit A
SEIU MOU FYs 2020 through 2022
grievance procedures. The Union acknowledges that violation of above shall be just cause
for disciplinary action, including termination.
ARTICLE 4
MODIFIED LAYOFF POLICY
The parties agree that any employee whose position is abolished shall be given every
opportunity through promotional examinations, transfers and voluntary demotion, to fill
existing vacant positions. In the event that an employee scheduled to be laid off does not
possess minimum qualifications for vacant positions, opportunity for trainee level
appointment to a vacancy in the bargaining unit will be considered. In no case shall open
competitive recruitment be used to fill a vacancy until it has been determined that no
person as described above has the potential and willingness to meet those qualifications.
Whenever, in the judgment of the City Council, it becomes necessary in the interest of
economy, or because of the necessity for a position to no longer exist, the City Council may
abolish any position or employment in the competitive service, and the employee holding
such position for employment may be laid -off without taking disciplinary action, and without
the right of appeal. In reducing said personnel and laying off any employee through the
abolition of position, the Council shall observe the seniority rule. (i.e., total full-time service
with the City). The name of each employee so laid off shall be placed at the top of the
appropriate eligibility list.
Employees to be laid off shall be given at least 30 days prior notice. The names of regular
and probationary employees laid off, or demoted in lieu of lay-off, shall be placed upon re-
employment lists for one year for those classes requiring basically the same qualifications,
duties and responsibilities of the class from which lay-off, or demotion in lieu of lay-off, was
made.
Persons whose names are placed on re-employment lists in accordance with this Section,
and who are re-employed within the prescribed period, shall be regarded as having been
on leave of absence during this period, and will be without prejudice to status. No annual
leave or sick credit shall accrue during any such leave periods. The actual number of days
absent shall not be counted as days of employed service for anniversary date, longevity,
compensation, benefit accumulation, etc.
Prior to the Council implementing a layoff or salary reduction plan, the City Manager shall
give the Union no less than 15 days notice to meet with the Union to receive advice and
recommendations. This meeting is for communication purposes, and is non -binding upon
the City.
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Exhibit A
SEIU MOU FYs 2020 through 2022
ARTICLE 5
RECRUITMENT
The City agrees to adopt a policy of promoting and hiring from within so that the existing
qualified employees will be hired or promoted prior to filling a vacancy from the outside.
ARTICLE 6
EQUAL OPPORTUNITY EMPLOYMENT
The City and the Union stipulate that the provisions of this Agreement shall be applied
equally to all employees covered herein without favor or discrimination because of age,
race, ancestry, color, religious creed, gender, marital status, sex, medical condition, family
medical history, or genetic information, national origin, physical or mental disability, political
or religious affiliation, sexual orientation, pregnancy, gender identity and gender
expression, or union membership.
ARTICLE 7
ADA
Because the Americans with Disabilities Act requires accommodations for individuals
protected under the Act, and because these accommodations must be determined on an
individual, case -by -case basis, the parties agree that the provisions of this Agreement may
be disregarded in order for the City to avoid discrimination relative to hiring, promotion,
transfer, layoff, reassignment, termination, rehire, rates of pay, job and duty classification,
seniority, leaves, fringe benefits, training opportunities, hours of work or other terms and
privileges of employment.
The Union recognizes that the City has the legal obligation to meet with the individual
employee to be accommodated before any adjustment is made in working conditions.
Except as may be limited by the privacy rights of the Employee as established by the law,
the Union will be notified of these proposed accommodations prior to implementation by the
City.
Any accommodation provided to an individual who is protected by the ADA shall not
establish a past practice, nor shall it be cited or used as evidence of a past practice in the
grievance / arbitration procedure.
ARTICLE 8
PERFORMANCE EVALUATIONS
The City and the Union agree that the City shall provide each employee with a promptly
written performance evaluation, at least annually, to assist the employee in their career
development and promotions, to that end, the evaluation form will be updated to include
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Exhibit A
SEIU MOU FYs 2020 through 2022
employee goals and objectives. Both the City and the employee will receive a copy of the
performance report to verify that said review has taken place between the Employee and
supervisor, but does not constitute agreement by the Employee with the content of the
form.
Performance evaluations are not subject to appeal. An employee may dispute the contents
and evaluation and create their own comments that may be added to their personnel file.
ARTICLE 9
PROBATIONARY PERIOD
1. For employees appointed after the effective date of this agreement, the probationary
period shall be not less than twelve (12) months except for employees appointed
under conditions outlined in the following sections 2 and 3.
2. Employees promoted within series shall have a six (6) month probationary period.
3. Those employees in a flexibly staffed class, who are moved from the entry level to
the journey level in their class, shall have no probationary period at the journey level.
4. Any represented employee whose original probation as a new City employee is
extended in accordance with Rule Twelve, Section 12.02 of the Personnel Rules
and Regulations shall not have his or her probationary period extended more than
90 days beyond the twelve-month probationary period. Such employee shall be
deemed to have successfully completed his or her probationary period unless
notified in writing of probationary rejection prior to the completion of the extended
probationary period.
ARTICLE 10
EXISTING CONDITIONS OF EMPLOYMENT
Except as expressly provided herein, the adoption of this Memorandum of Understanding
shall not change the existing benefits, and terms and conditions of employment, which are
provided for in the various Ordinances and Resolutions of the City of Pismo Beach. Where
conflict exists between City ordinances and Resolutions relating to this M.O.U., this
Memorandum of Understanding will take precedence.
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Exhibit A
SEIU MOU FYs 2020 through 2022
ARTICLE 11
REPRESENTATION UNION OFFICERS, REPRESENTATIVES AND STEWARDS
1. The City and the Union agree that the Union officers and representatives will be
allowed to meet with City management on City time for the purpose of meeting and
conferring in good faith. The Union may designate up to three representatives that
fairly represent the classes of employees pro-rata for negotiations and one alternate
representative.
2. The Union agrees to provide the Personnel Officer with a list of Union Officers and
representatives, with their job classifications, who are authorized to meet and confer
in good faith and the list will be kept up-to-date by the Union.
3. The City agrees that authorized Union staff representatives shall be given access to
work locations during working hours to conduct Union grievance investigations
and/or observe working conditions. Such visits are to be made with the prior
knowledge and approval of the Personnel Officer and Department Head and a
management representative may accompany the staff member on the visit. A staff
representative is defined as a paid full-time or part-time employee of the Union.
4. The City agrees that the Union may designate a Steward and an Alternate Steward
to represent employees in the processing of grievances.
5. The Union shall furnish the City Manager with a written list identifying by name and
work location of the Steward and an Alternate Steward, and the list shall be kept
current by the Union at all times.
6. The Steward is to begin representation of a grievant only after the Employee has
tried to resolve the problem with the Employee's immediate supervisor, and the two
parties have failed to reach a resolution of the problem.
7. One SEIU Steward may receive up to 2 hours release time, with pay, to attend the
monthly SEIU board meetings. The release is contingent on availability and work
schedule to be determined by management. Management will make a reasonable
effort to accommodate the release time. The Steward will provide reasonable notice
to management when requesting release time. Release time under no circumstance
is considered as time worked. If the Steward is on vacation or comp time, no
release time will be needed or granted; attendance will be at the Steward's option.
The City is not responsible for any liability arising from the Steward's release time, or
from other time used to attend SEIU Board meetings. The Steward is not authorized
to use a City vehicle, or receive mileage reimbursement from the City. It is
understood the SEIU Board meetings are in the evenings, and this release time is to
provide the Steward driving time to arrive at the meeting on time.
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Exhibit A
SEIU MOU FYs 2020 through 2022
ARTICLE 12
GRIEVANCE PROCEDURE
The City agrees that the following grievance procedure shall remain in effect during the
term of this agreement. There shall be no repercussions against employees solely for their
proper use of the grievance procedure.
1. The Union agrees that whenever investigation or processing of a grievance is to be
transacted during working hours, only the amount of time necessary to bring about a
prompt disposition of the matter will be utilized. Time spent on investigation and
processing of grievances will be recorded on a form provided by the management.
2. Stewards will be permitted reasonable time off with pay for the investigation and
processing of grievances. Stewards, when conducting such investigation or
processing grievances, shall first obtain permission from the Department Head and
his/her designee and inform him/her of the nature of his/her business. Such
permission will be granted promptly unless such absence would cause an undue
interruption of work.
3. Upon entering a work location, the Steward shall inform the Department Head and
Supervisor of the nature of his/her business. Permission to leave the job will be
granted promptly to the employee involved unless such absence would cause an
undue interruption of work. If the employee cannot be made available, the Steward
will be immediately informed when the employee will be made available.
4. The parties agree that all formal grievances will be processed in accordance with the
City's grievance procedure.
The parties also agree that any grievance over the interpretation of terms and conditions of
this Agreement may be submitted through the grievance procedure for resolution.
PROCEDURE
A. Grievance Procedure
The purpose of this Grievance Procedure is to provide a clearly defined process for
an employee grievance which shall apply to any dispute concerning the
interpretation, application or alleged violation of written Rules and Regulations,
including but not limited to the Personnel Ordinance or this Memorandum of
Understanding. Any employee who has a grievance shall first try to resolve it
through discussion with their immediate supervisor without undue delay. Undue
delay shall be understood to be more than ten (10) working days of such an incident
taking place or of first knowledge of the incident. Every effort shall be made to find
6.110 an acceptable solution at the lowest possible level of supervision. For purposes of
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Exhibit A
SEIU MOU FYs 2020 through 2022
this Grievance Procedure, a "working day" shall be defined as a day when City Hall
is open for regular business.
B. General Conditions
The intent of the time limits set forth in this Rule is to expedite hearing of the
employee's appeal or grievance. The recognized employee representative may
begin investigation of a grievance only after the employee has attempted to resolve
the grievance with their immediate supervisor and the two parties failed to reach
resolution. Time limits may be extended at any level if both parties agree to such an
extension. There shall be no reprisals against employees solely for their proper use
or non-use of the appeal/grievance procedure.
C. Appeal to Immediate Supervisor
Any employee who has a grievance shall first try to resolve it through discussion
with their immediate supervisor. Every effort shall be made to find an acceptable
solution at the lowest possible level of supervision.
D. Formal Appeal to Department Head
If, after discussion as listed above, the employee does not believe the grievance has
been satisfactorily resolved, he or she may file a formal appeal in writing to the
Department Head within ten (10) working days after receiving the informal decision
of the immediate supervisor or within twenty (20) working days of presenting his or
her appeal to the supervisor if a decision was not provided by the supervisor, or
within ten (10) working days of the discussion with the employee. The supervisor
shall have the duty to fully inform the Department Head regarding the grievance any
and all informal discussions and/or determinations by the supervisor, and all
available circumstances regarding said grievance.
The Department Head receiving the formal appeal shall render a written decision
and comment to the employee within ten (10) working days after receiving the
appeal.
E. Mediation
If, within ten (10) working days after receipt of the written decision of the Department
Head, or within twenty (20) working days of presenting his or her appeal to the
Department Head if a written decision was not provided and the employee is still
dissatisfied, by mutual agreement the services of a mediator from the State
Mediation and Conciliation Service (SMCS). Mediation shall begin at the earliest
possible date on which the mediator is available. The mediator will provide a written
decision on the grievance. All mediator decisions are non -binding recommendations
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Exhibit A
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SEIU MOU FYs 2020 through 2022
only.
F. Appeal to the City Manager
After the mediation process has concluded, either party may appeal the decision to
the City Manager. Such appeal may be made by filing a written appeal to the City
Manager within ten (10) working days after receipt of the written mediation service
report.
The City Manager shall review all documentation, including the mediator's report
and render a written decision within twenty (20) working days after the appeal is
made, that shall be final and binding.
ARTICLE 13
SALARY ADJUSTMENT
A. Effective the first full pay period in July 2019, the salary ranges for all affected job
classes shall be set forth on Schedule A, which is attached hereto and by this
reference made a part hereof. Schedule A includes a salary increase for Cost of
Living for all classifications of 1%.
Classifications represented by the Union shall be assigned to the salary ranges on
the attached salary schedule (Schedule "A" as indicated below).
CLASSIFICATION SALARY RANGE
Accounting Clerk 15
Accounting Technician 19
Administrative Assistant 13
Administrative Secretary 19
Assistant Mechanic 13
Assistant Planner 28
Building Inspector I 24
Building Inspector II 28
Building Inspector/Plans Examiner 32
Building Permit Technician 19
Engineering Technician 22
Fleet Mechanic 23
Regulatory Compliance Coordinator 27
Maintenance Worker I 12
Maintenance Worker II 20
Lead Maintenance Worker 23
6...0 Office Assistant I
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SEIU MOU FYs 2020 through 2022
Office Assistant II 9
Records Technician 16
Water Systems Operator I 14
Water Systems Operator II 20
Lead Water Systems Operator 24
Wastewater Plant Operator I 15
Wastewater Plant Operator II 22
Lead Wastewater Plant Operator 26
B. Employees shall receive the following Cost of Living adjustments as set forth on
Schedule B and Schedule C, attached hereto and by this reference made a part
hereof, effective at the start of the first full pay period in the specified month:
a. July 2020 2% (Schedule B)
b. July 2021 1 % (Schedule C)
ARTICLE 14
PISMO BEACH COMPENSATION PLAN
The Compensation Plan shall be maintained by the Personnel Officer. The plan shall show
the classification of positions, the range allocated to each classification, and the minimum
and maximum salary or wage rates and intermediate wage rates. Employees shall be
compensated on the basis of the Compensation Plan. The Compensation Plan shall be a
merit compensation program. Employees shall be compensated on the following basis:
1. The first step is the minimum rate and is normally the hiring rate for the class. In the
case where a person of unusual qualifications is engaged, the Personnel Officer
may authorize hiring at an appropriate step within the established pay range.
2. The second step is an incentive adjustment to encourage an employee to improve
the quality of his/her work. All employees are entitled to this adjustment after
satisfactorily completing a six month probationary period.
3. The third step is awarded to an employee who has proven to be fully qualified,
experienced and conscientious. An employee is eligible for this step after
completing one year of satisfactory service at the preceding step.
4. The fourth step is awarded to an employee whose job performance is clearly above
average. An employee is eligible for this step after completing one year of
satisfactory service at the preceding step.
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SEIU MOU FYs 2020 through 2022
5. The fifth step is awarded to an employee whose job performance clearly meets or
exceeds standard on a sustained basis. An employee is eligible for this step after
one year of satisfactory service at the preceding step.
Step increases are not automatic, and they shall be given only upon recommendation of the
Department Head and the approval of the City Manager. Step increases are given for
meritorious service and not for longevity in a particular position. In order for any step
increase to be granted, a performance evaluation must be submitted to and approved by
the City Manager and by the Department Head.
In the event an employee is away from work on an extended leave of more than twenty
eight (28) consecutive calendar days, the eligibility date for considering a merit step pay
increase for such employee shall be extended by an equal number of days of said leave. In
such instance, credit shall be granted for limited work, which the employee may have
performed at home during such extended leave. Leave is defined as hours not worked by
the employee as part of approved time off for FMLA, CFRA, Workers Compensation, or
approved unpaid leave.
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Exhibit A
SEIU MOU FYs 2020 through 2022
ARTICLE 15
DUES DEDUCTIONS
1. It is agreed that Union dues, insurance premiums and such other deductions as may
be properly requested on one or more forms mutually agreeable to the City and the
Union, and lawfully permitted, shall be deducted from the salary of each employee in
the unit without charge to the employee or the Union.
2. When a person is hired in any of the job classifications represented by Local 620,
the City shall provide written notice to Local 620 and allow the Union a 15-minute
presentation to new represented employees to explain representation services
provided by the Union and to provide them with a copy of the current contract.
3. All Union members who have payroll deductions for payment of Union dues prior to
the effective date of this Agreement, and all members who establish dues payroll
deduction during the term of this Agreement, shall remain members of the Union
throughout the life of this Agreement, provided that Union members on payroll
deduction may terminate their authorization for deduction of the Union dues by
giving written notice to the City's Finance Department during the last ten (10)
working days of the month of June of each year. It shall be the Union's
responsibility to notify the employees of the option to terminate the authorization for
deduction of Union dues. The City shall promptly forward a copy of the letter of
revocation to the Union.
4. The Side Letter Agreement on "Administration of Agency Shop", signed by SEIU and
the City on July 17, 2002, which followed an Agency Shop Election on June 25,
2002, the results and conduct of which were certified by both the City and SEIU, is
attached as Exhibit B, and is hereby made a part of this Agreement.
5. The Union agrees to indemnify, defend and hold the City of Pismo Beach harmless
due to the implementation and enforcement of this provision.
ARTICLE 16
PERSONNEL FILES
A. FILE MAINTENANCE AND CONTENTS
The Personnel Office shall maintain a personnel file for each employee in the service of the
City. Information contained in these files shall include class title, the department to which
assigned, salary, payroll records, changes in employment status, performance evaluations,
disciplinary actions and such other information as may be considered pertinent.
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Exhibit A
Ligml
6.01
SEIU MOU FYs 2020 through 2022
No employee shall have any comment adverse to his/her interest entered into his/her
personnel file, or any other file used for any personnel purposes by the employer, without
the employee having first read and signed the instrument containing the adverse comment
indicating he/she is aware of such comment except that such entry may be made if after
reading such instrument the employee refuses to sign it. Should an employee refuse to
sign the fact shall be noted on that document, and signed or initialed by such employee.
B. PERSONNEL ACTION FORM
Every appointment, transfer, promotion, demotion, change of salary rate, any other
temporary or regular change in status or any personnel action of employees shall be
reported to the Personnel Officer and documented on the prescribed form.
C. EMPLOYEE EXIT RECORD
Employees separating from the Classified or Exempt Service for any reason shall complete
a form stating causes and reasons for separation. The Department Head of such
employee shall also complete the form. Completed reports shall be retained in the
employee's personnel file.
D. EMPLOYEE'S RESPONSIBILITY TO NOTIFY CITY OF CHANGED
INFORMATION
It is the employee's responsibility to notify the City through the Payroll or Benefits
Administrator of change of address, legal name, mailing address or change in family status
that will result in change of Insurance coverage and/or Beneficiary designation. An
employee separating from the Classified or Exempt Service will also be responsible for
notification of any changes as identified above for a minimum of 12 calendar months, to
insure the transfer of information on insurance, retirement and W-2s is complete.
E. MEDICAL INFORMATION
Per the guidelines and requirements of HIPAA and CMIA, all medical information about an
employee or applicant is filed separately from other personnel records and is treated as
confidential.
F. ACCESS TO MEDICAL INFORMATION
Access to employee or applicant medical information shall be strictly limited to only those
with a legitimate need to have such information for City business reasons, or if access is
required by law, subpoena or court order. In the case of an employee with a disability,
managers and supervisors may be informed regarding necessary restrictions on the work
or duties of the employee and necessary accommodations.
G. ACCESS TO PERSONNEL FILES
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Exhibit A
SEIU MOU FYs 2020 through 2022
The contents of an employee's personnel file shall be made available to the employee, or
with the employee's written authorization, to the employee's representative, at reasonable
intervals during the regular business hours of the City. Materials of reference obtained in
confidence or records relating to the investigation of a possible criminal offense shall not be
made available to the employee or the employee's representative except in circumstances
where the Personnel Officer receives a court order to provide such records to a third party.
H. DESTRUCTION OF PERSONNEL FILES
Roster and payroll records shall be retained permanently. All other records relating to
personnel may be destroyed, upon approval of the City Attorney, as prescribed by
California and Federal law and by the City's Retention Schedule.
I. REFERENCE REQUESTS
All requests for employment references will be responded to by the Human Resources
Officer. Authorization to provide a reference must be made by the employee in writing.
In the absence of a written authorization from the employee to provide a reference, the
Human Resources Office will provide only the following information in response to a
reference request:
Dates of Employment
Description of Job Duties
Rates of Pay
ARTICLE 17
BULLETIN BOARDS
The City agrees to furnish bulletin board space of a reasonable size for posting Union
material. The locations of the bulletin boards shall include but not be limited to the following
workstations:
1. City Hall Copy Room on First Floor.
2. Public Works Garage.
The City agrees to allow the Union access to City Council Chambers for Membership
meetings subject to normal City Hall booking process.
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Exhibit A
SEIU MOU FYs 2020 through 2022
ARTICLE 18
RETIREMENT SYSTEM
PERS
A. The City provides unit employees hired before December 17, 2012, retirement
coverage through the Public Employee's Retirement System (PERS) for a
2.5%@55" modified formula, which includes the PERS Benefit Description: "One
Year Final Compensation". Of the 8% Member Contribution, the employee will pay
8% and the City will pay 0%.
B. The City provides unit employees hired after December 17, 2012, who qualify as a
PERS "Classic" member under the new Public Employees' Pension Reform Act
("PEPRA") retirement coverage through the Public Employee's Retirement System
("PERS") for a 2%@60 modified formula. This formula is based upon highest
average full time monthly pay rate for a 3-year period.
Employees with the above retirement benefit (2% @ 60) pay the full 7.0% PERS
employee Member Contribution plus 1.0% of the employer contribution.
C. The City provides unit employees hired after January 1, 2013 who do not qualify for
Pension Reciprocity pursuant to Government Code Section 7522.02(c), the City
shall provide retirement coverage through the PERS retirement formula under
Government Code 7522.20 (2%@62 formula). This formula shall be based upon
highest average full time monthly pay rate for a 3-year period.
Employees in this PEPRA tier shall contribute one-half the normal cost of retirement,
as defined each year by PERS plus one and three quarter percentage point (1.75%)
of the total employer contribution percentage.
D. The City has amended the Retirement Contract with PERS to allow the additional
Cost Sharing contribution by the employees (the amounts contributed by employees
above the Member Contribution) to be credited to the employee's PERS account as
a normal contribution and the additional amount will be tax deferred.
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Exhibit A
SEIU MOU FYs 2020 through 2022
ARTICLE 19
EXTRA COMPENSATION
A. PURPOSE
The purpose of extra compensation is to recognize special duties, on a short-term basis, at
the need of the City, for additional duty assignment not otherwise included in the
employee's position description. As a benchmark, employees assigned to additional duty
MUST hold a degree, certificate, or other special qualifying experience that qualifies the
employee for this assignment.
B. LIMITATION
1. This extra compensation shall be paid only during those periods or portions thereof
when such employees are actually assigned to these special assignments.
2. However, should an employee assigned to a special duty be unable to perform that
function due to a non -job related illness or injury for a period of 15 working days or
more, this assignment compensation shall be suspended for all scheduled work
days not worked in excess of the first 15 working days and until the day he/she
returned to this full -duty assignment.
3. Temporary Assignments: Those assignments as mentioned above are temporary
assignments and not a separate job classification. It is not a property right and may
be revoked at any time for job -related reasons or operational necessity or any other
reason as deemed appropriate by the Department Head or City Manager.
4. When temporarily assigned to a higherjob classification, an employee shall receive
pay at the "A" step of the higher classification to which assigned, or an additional 5%
above the employee's regular rate of pay whichever is higher.
5. Employees are eligible for extra compensation for work in a higherjob classification
beginning on the first day of such assignment and continuing until the termination of
the assignment only when such assignment is made on a formal basis and when the
assignment is for a period of not less than fifteen (15) working days.
6. The extra compensation will terminate at either the end of the assignment, or in the
case of an employee covering for a job classification that is vacant; the
compensation will terminate on or before 14 days from the job classification being
filled.
C. SPECIFIC QUALIFICATIONS AND DESIGNATIONS
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Exhibit A
1
r
SEIU MOU FYs 2020 through 2022
1. Certification Pay
Subject to prior approval by the City Manager, if an employee achieves a Water
or Wastewater certification higher than those required for the current position, the
City shall increase the employee's pay by 2.5%, and shall maintain that 2.5%
increase as long as the employee maintains one or more higher certifications than
required. If an employee obtains and maintains a relevant Pesticide Applicator's
license or certificate the City shall increase the employees pay 2.5% as long as
the employee maintains that license or certification. No more than three eligible
employees shall receive the 2.5% pesticide certification pay.
2. Bilingual Pay
Those City employees (no more than four) who are designated by the City
Manager to assist non-English speaking persons who are having difficulties
conducting business with the City, and who are called upon to provide their
assistance on a periodic basis, shall receive $25 per two -week pay period for
their special work assignment, following their designation by the City Manager.
Such designated employees shall be required to demonstrate their knowledge of
and competence in a specified foreign language to the satisfaction of the City
Manager.
3. Notary Pay
Two positions, as designated by the City Manager, shall be eligible to receive
special pay for performance of notary functions. One position shall be in the
Community Development or Public Works department at City Hall, and one
position shall be at the Police Department. The additional pay for obtaining and
maintaining the necessary certificate and for performing this function shall be $25
per pay period, beginning the pay period following the designation of this duty by
the City Manager.
ARTICLE 20
PAY PERIODS
The City and the Union agree that employees will be paid biweekly with pay to be made on
alternate Fridays for the pay period ending at midnight of the preceding Sunday. If
employees are placed on a work schedule of other than 40 hours per week, the pay period
will be adjusted to conform to the Fair Labor Standards Act.
ARTICLE 21
WORK PERIODS, DEFERRED COMPENSATION, OVERTIME & STANDBY TIME
A. WORK PERIODS
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Exhibit A
SEIU MOU FYs 2020 through 2022
1. Seven -Day Work Period
The work period for unit employees shall be a fixed and regularly recurring period
of time consisting of 40 hours in seven consecutive days.
2. Work Period - Beginning/Ending
The seven (7) day work period shall begin on Monday, 12:00 a.m. and end seven
(7) days later on Sunday night at 11:59 p.m., or shall be such other work period
that conforms to FLSA requirements and accommodates the assigned daily work
period.
3. Daily Work Period
The daily work schedule for unit employees will consist of the normal number of
hours for the assigned function, i.e., 12, 10, 9 or 8 hours, inclusive of breaks,
exclusive of meal breaks. The work schedule may be modified and/or adjusted by
management to alternate work schedules (e.g., 5/8, 4/10, 9/80, 3/12)
4. Work Schedules
As stated in Article 2, Section 11 of this MOU, City management rights include,
"To determine the size and composition of the City's work force, assign work to
employees of the City in accordance with requirements determined by the City
and to establish and require compliance to work hours and changes to work
hours, work schedules". Service requirements in Public Works necessitate work
schedules to include weekend rotations. All employees in Water, Wastewater,
and Maintenance divisions will be required to work a weekend rotation as
assigned.
5. Rest Breaks
As stated in the City Personnel Rules, Except for personnel assigned to
continuous operations, two (2) paid rest periods of ten (10) minutes each shall be
provided all employees during each half of their regular, eight -hour workday.
B. DEFERRED COMPENSATION
1. Deferred Compensation Contribution
The City shall administer a deferred compensation plan(s) on behalf of the
employees by a vendor of the City's sole discretion. Employees shall be able to
make voluntary contributions up to the maximum allowed by the Internal Revenue
Service for said plan.
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Exhibit A
SEIU MOU FYs 2020 through 2022
The City will pay $1,500 per year into each affected employee's deferred
compensation account, payable in 24 equal payments- two each month- at $62.50
per payment.
C. OVERTIME
1. Overtime Definition
The City shall administer all overtime pay provisions consistent with the Fair Labor
Standards Act, including paying the appropriate overtime hourly rate for all hours
worked in excess of 40 hours worked in a 7-day (168 hour) workweek. Only time
worked shall be used to calculate overtime, except that paid holidays shall be counted
as time worked for calculating overtime. Overtime shall accrue in one -quarter hour
minimum periods. The City continues to reserve its Management Right to determine
work schedules, subject to any meet and confer obligations required by law.
2. Compensatory Time Off
Accrual at the discretion of the employee, overtime worked during a pay period shall
be paid at the rate of one and one-half times the employee's regular rate of pay or
added to the employee's accrued compensatory time off balance at the rate of one
and one-half hours accrued for each hour worked, provided that in no event shall
compensatory time off be accrued so as to cause the employee's compensatory time
off balance to exceed 80 hours. Overtime hours worked that would cause the
employee's compensatory time off balance to exceed 80 hours shall be paid at the
time and one-half rate.
Use
An employee may use some or all of the employee's compensatory time off after
approval of the Department Head.
Cash Out of Compensatory Time
Payout of all or part of an employee's Compensatory time off balance may be
requested by the employee and with Department Head approval, shall be paid out,
but limited to no more than once a month in the months of February, April, June,
August, October, and December.
3. Holiday Pay
If an employee is required to work on a holiday, the employee shall be compensated
at the rate of time and one-half for the hours worked, in addition to receiving the
normal eight hours credit for the holiday.
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Exhibit A
SEIU MOU FYs 2020 through 2022
4. Rotation
The City and the Union agree that overtime work will be assigned to the employees
on a rotation basis whenever possible.
5. Call Back Work
Call back work is work time performed by an off -duty unit employee ordered to duty
when:
a. It is deemed necessary or advisable to properly handle an emergency
incident or incidents;
b. To maintain necessary staffing levels.
Travel time to work and returning home shall be counted as work time, portal to
portal, for a maximum of one hour per incident.
Unit employees recalled to work one hour or more prior to the beginning of their shifts
shall be granted a minimum of three hours of overtime. If called back less than one
hour prior to the beginning of the shift the employee will be paid at the regular
overtime rate for actual hours worked. Repeat call back during any three-hour
minimum call back period will be considered time already paid. Time worked beyond
the initial three-hour call back will be considered overtime when it falls within the
definition herein. Any subsequent call back beyond the initial three-hour call back
shall begin a new three-hour period.
6. Extended Shift Work/Beyond Tour of Duty
Extended shift work is work time worked by unit employees beyond their normal
assigned shifts for the completion of work assigned.
7. Special Detail Work
Special detail work is pre -scheduled work time performed by a unit employee during
off -duty hours involving duty at parades and other public or civic events.
8. Time Not Considered as Overtime
The following activities shall not be considered work time for the calculation of
overtime, except as provided for in this Agreement:
a. Meal breaks
b. All travel time to work and returning home in either personal or City vehicle
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Exhibit A
SEIU MOU FYs 2020 through 2022
c. All time paid at standby wages
9. Standby Duty
Standby Duty is defined as that circumstance which requires an employee so
assigned to:
a. Be ready to respond immediately to call for service
b. Be readily available at all hours by telephone or other agreed -upon
communications equipment
The City agrees to pay $50 per day for standby pay to designated personnel while
they are on standby duty. It is understood that standby time will be applicable for non -
duty days during the employee's normally scheduled workweek. It is further
understood that standby pay will be allowed on the same twenty-four (24) hours per
day basis for City holidays. Standby pay will not be applicable during the time when
personnel on standby duty are performing their regularly assigned duties or are acting
in response to a "call out" for which call out pay is being provided. Employees may not
trade partial days for standby duty.
ARTICLE 22
HEALTH AND WELFARE INSURANCE BENEFITS
A. CITY'S CAFETERIA PLAN
1. Effective January 1, 2010 the City implemented a full flex cafeteria plan for active
employees in accordance with IRS Code Section 125. Active employees
participating in the City's full flex cafeteria plan receive a monthly flex dollar
allowance to purchase benefits under the full flex cafeteria plan.
The monthly flex dollar allowance effective January 1, 2010 shall be a dollar amount
equal to the amounts defined below, which includes the California Public
Employees' Medical and Hospital Care Act (PEMHCA) contribution hereby referred
to as the PEMHCA minimum contribution, for an Employee, an Employee & One
Dependent or an Employee & Two or More Dependents.
The monthly flex dollar allowance may be used in accordance with the terms of the
cafeteria plan to purchase benefits such as medical, dental, and vision insurance
coverage, or any other benefits the City may offer from time to time, or may be
converted to taxable income.
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Exhibit A
SEIU MOU FYs 2020 through 2022
2. The Union agrees that the City shall make Medical, Dental and vision care insurance
available for employees, and the Union also agrees to make available an alternative
insurance program, Public Employees Benefit Trust ("PEBT"), to all City employees
who are members of the bargaining unit covered by this MOU, or who are non -
represented employees of the City, including Council and Management employees.
There shall be an open enrollment period once each year prior to the insurance
policy anniversary date to allow for changes in coverage.
3. The City shall continue to provide, for the duration of this Agreement, a term life
insurance policy covering the employee equal in value to $50,000. Said policy shall
also include a double indemnity coverage benefit of $100,000 for accidental death or
dismemberment. The City will pay 100% of the premium cost for employee and
dependent coverage for said insurance.
4. City Flex Dollar Contributions
In each of the contract years, the City's flex dollar allowance will be established
based on the following amounts for health, dental and vision. The amounts include
the PEMHCA minimum contribution.
The current rates for employee only is equal to $947.83; employee plus 1
dependent is equal to $1,589.02; employee plus children is equal to
$2,072.93; and employee plus family is equal to $2,103.93.
In the event that different levels of dependent coverage are selected for dental and
vision care than for medical coverage, the amount of dental and vision coverage shall
be calculated based on the level of benefit selected by the employee and that amount
shall be subtracted from the level of medical coverage selected. For example, if an
employee selects "Employee Plus Family" dental and vision coverage, and
"Employee Only" medical coverage, 100% of the cost of the full family dental and
vision coverage shall be subtracted from the Employee Only maximum coverage level
to determine the employee deduction for total health and welfare coverage. This
same calculation shall be used to determine the amount of Employee Only medical
redirect that may be paid pursuant to Section 5, below.
5. Medical Redirect
If an employee has health, dental and vision insurance coverage through another
eligible source or a former employer and provides proof of other coverage to the
Human Resources Division, the employee may elect to waive the City's health
insurance coverage and elect to use flex dollars, equal to the amount defined for
employee only coverage of health, dental and vision, in accordance with the terms of
the cafeteria plan, or the amount may be converted to taxable income.
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Exhibit A
SEIU MOU FYs 2020 through 2022
See Section 4, above, for the calculation if an employee has selected different levels
of dependent coverage for dental and vision than for medical coverage.
6. Benefit Changes
In the event that any of the medical, dental, vision care or life insurance benefits in
force as of the effective date of this Agreement, and for which the City has control,
are reduced or eliminated as a result of changes in benefit provider, the parties shall
meet and confer for the purpose of replacing any benefits so reduced or eliminated
with, to the maximum extent possible, benefits equivalent to those reduced or
eliminated.
7. Affordable Care Act (ACA)
Parties agree to Meet and Confer during the term of this agreement should language
or benefit changes be required to meet compliance requirements under the ACA.
Additionally, the parties agree to Meet and Confer during the term of this agreement
to explore alternatives to the current health care provider.
ARTICLE 23
HEALTH COVERAGE FOR RETIRED EMPLOYEES
A. RETIREE HEALTH COVERAGE
Employees represented by the Union who retire from the California Public Employees
Retirement System (CaIPERS) within 120 days of leaving their position with the City are
eligible to continue in the City's retiree group health insurance program offered through
Public Employees' Medical and Hospital Care Act (PEMHCA). The City's contribution
towards retiree coverage shall be The PEMHCA minimum contribution as determined by
CaIPERS from time to time.
B. LONGEVITY PAYMENTS
The City shall make a longevity payment to an employee who retires from the City as
described in this Section and who qualifies for and exercises their right through PERS to
receive the City's retiree group health insurance. The City shall make a longevity payment
on a monthly basis to the retiree's Retiree Healthcare Reimbursement trust (Retiree HRA
trust).
The City's monthly contribution to the Retiree HRA trust shall be the difference between the
6., premium cost of coverage for the retiree and retiree's spouse (when applicable) minus the
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Exhibit A
SEIU MOU FYs 2020 through 2022
PEMHCA minimum contribution up to the City's maximum longevity contribution. In no
event shall the City's total contribution to the Retiree HRA exceed the amounts described in
this section. The City's maximum contribution towards a retiree's Retiree HRA Trust
account shall not be subject to change and shall continue for the lifetime of the retiree and
retiree's spouse, in accordance with PEMHCA eligibility provisions for coverage.
1. Existing Employees retiring on or before January 1, 2010 shall receive a longevity
payment not to exceed:
Retiree only/surviving spouse:
Retiree plus one dependent
Retiree plus family:
$270 per month
$428 per month
$529 per month
The City's contribution to a retiree's Retiree HRA will decrease if the retiree
experiences a change in family status, i.e. retiree has retiree plus one coverage
and the spouse passes away, therefore changing to retiree only coverage.
2. Employees employed before July 1, 2009, retiring after January 1, 2010 who satisfy
the criteria outlined below shall receive the longevity payment described in Section
B 1 of Article 23:
i. Employee retires from the City, and
ii. Employee has 10 or more years of service with the City of Pismo Beach at the
time of retirement
3. Employees employed before July 1, 2009, retiring after January 1, 2010 who satisfy
the criteria of this section shall receive the longevity payment described below:
i. Employee is age 50 as of 01/01/2010, and the
ii. Employee has less than 10 years of service at the time of retirement from the
City, the retiree shall receive the longevity payment described in Section B 1 of
Article 23
4. Employees employed before July 1, 2009, with less than 10 years of service who
are not age 50 as of 1/1/2010 who retire from the City shall not be eligible to
receive a longevity payment from the City. The City's contribution towards their
retiree health coverage shall be the PEMHCA minimum contribution as described in
Section A of this Article.
5. Employees hired on or after July 1, 2009, including Department Heads and the City
Manager positions, shall not be eligible to receive a longevity payment from the
City. The City's contribution towards their retiree health coverage shall be the
PEMHCA minimum contribution as described in Section A of this Article.
C. ESTABLISHMENT OF A RETIREE HEALTHCARE TRUST
The City shall make available to the Union a Retiree Healthcare Trust, where
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Exhibit A
SEIU MOU FYs 2020 through 2022
employees shall be provided the opportunity to defer vacation and a specified amount of
annual sick time buy-back, as well as a portion of their salary (if applicable), to prefund
their future retiree health care costs. The trust and contribution requirements shall
comply with the guidelines established by the Internal Revenue Service.
ARTICLE 24
VACATION
The purpose of annual vacation leave is to enable each eligible employee annually to return
to his/her work mentally refreshed. All employees in the Classified Service shall be entitled
to annual vacation leave with pay except the following:
1. Employees who have served less than six (6) months in service of the City.
However, vacation credits for the time may be granted to each such employee who
later receives a regular appointment.
2. Employees who work on a provisional basis, and all employees who are not
regularly employed in a Regular Full -Time position (including Temporary and
Seasonal appointments).
The specific rates at which vacation leave are to be accrued shall be as follows:
1. Each eligible employee shall accrue 6.66 hours per month.
2. Employees completing five (5) years of service, vacation leave will accrue at the rate
of ten (10) hours per month.
3. Employees completing 10 years of service, vacation leave will accrue at the rate
described in subsection (2) above, plus an additional 0.667 hours or one day for
each year of service over ten (10) up to a maximum of 160 hours accrued per year.
Other applicable provisions are as follows:
1. The times during a calendar year at which an employee may take his/her vacation
shall be determined by the Department Head with due regard for the wishes of the
employee and particular regard for the service needs of the City.
2. If the service requirements of the City are such that an employee cannot take part or
all of his/her annual vacation in a particular calendar year, such vacation either shall
be taken during the following calendar year or paid for at the discretion of the
Personnel Officer.
3. An eligible employee, with the consent of the head of his/her department, may defer
a maximum 20 working days of his/her annual vacation to the succeeding calendar
year, subject to the provisions of this Rule. The balance over 20 working days that is
not deferred to the succeeding calendar year will be paid to the employee as
straight -time hours.
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Exhibit A
SEIU MOU FYs 2020 through 2022
4. In the event one or more municipal holidays fall within an annual vacation leave,
such holidays shall not be charged as vacation leave.
5. Employees who terminate employment shall be paid in a lump sum for all accrued
vacation leave earned prior to the effective date or termination.
ARTICLE 25
HOLIDAYS
A. Personal Holidays
The employees represented by the Union will be granted two personal holidays. These
holidays must be taken during the course of the fiscal year at a time mutually agreeable to
the employee and the department head and no compensation will occur for the holidays if
not taken during the fiscal year Employees hired between July 1 and October 31 shall be
granted two personal holidays in the fiscal year in which they are hired. Employees hired
between November 1 and April 30 shall be granted one personal holiday in the fiscal year
in which they are hired. Employees hired between May 1 and June 30 are not eligible for a
personal holiday in the fiscal year in which they are hired.
B. Holidays
The City and the Union agree that the following days shall be paid holidays for all
employees of the unit:
1 New Year's Day
2. Third Monday in January, Martin Luther King Day
3. Third Monday in February, Washington's Birthday
4. Last Monday in May, Memorial Day
5. Independence Day
6. First Monday in September, Labor Day
7. Veteran's Day
8. Fourth Thursday in November, Thanksgiving Day
9. Friday after Thanksgiving
10. Christmas Eve
11. Christmas Day
Should a paid holiday fall on Sunday, the following Monday shall be observed as a holiday.
Should a paid holiday fall on a Saturday, the preceding Friday shall be observed as a
holiday.
C. HOLIDAY CLOSURE
The City will provide (for employees who are not normally required to work on holidays), the
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Exhibit A
SEIU MOU FYs 2020 through 2022
6.0 following paid days off in between Christmas and New Years as follows:
2019:
Thursday December 26
Friday December 27
Monday December 30
Tuesday December 31
2020:
Monday December 28
Tuesday December 29
Wednesday December 30
Thursday December 31
2021:
Monday December 27
Tuesday December 28
Wednesday December 29
Thursday December 30
Following calendar year 2021, this MOU provision will sunset and be eliminated from the
agreement unless specifically agreed to by side letter or subsequent MOU agreement.
ARTICLE 26
SICK LEAVE BENEFIT
A. SICK LEAVE BENEFIT
1. Sick leave is a benefit and not a right and is to be utilized by employees who are
unable to work because of an injury or illness not arising out of the course of their
employment.
2. Employees receiving temporary payments under Worker's Compensation or State
Disability Insurance may use accumulated sick leave in order to maintain but not
exceed his/her regular base income.
3. Employees have the right to use up to half of their annual sick leave accrual to
attend to the illness of child, spouse, domestic partner, or parent.
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Exhibit A
SEIU MOU FYs 2020 through 2022
4. The sick leave benefit protects employees from a loss in wages when they are
unable to work because of an illness or injury and is not intended to be equivalent to
vacation leave,
5. The City considers good attendance to be a very important part of an employee's
overall performance. Absenteeism creates a hardship on City operations and co-
workers, resulting in work schedule disruptions and added costs.
Accrual and use of sick leave shall be governed by the following provisions:
1. Sick leave credit shall be granted to all probationary and regular full-time employees
within the Classified Service.
2. For purposes of computing sick leave, sick leave will be credited at the rate of 3.692
hours per pay period regardless of work schedule for a maximum of twelve (12)
days or 96 hours per year.
3. In order to be compensated for use of sick leave, the immediate supervisor shall be
notified of an employee's request to use sick leave prior to the employee's absence
or within four hours after the time set for the employee to begin work, or at such
other time as may be specified by the head of the department.
4. The employee may be required to file a physician's certificate or personal affidavit
with the Personnel Officer when the absence is more than three workdays, verifying
the need for the absence. However, if the Department Head has reason to believe
that sick leave is being abused, a physician's certificate may be required after any
absence for which sick leave is claimed.
5. An employee receiving temporary disability payments under the Worker's
Compensation laws may use accumulated sick leave in order to continue to maintain
regular income. However, all employees receiving full salaries in lieu of temporary
disability payments pursuant to Section 4850 of the Labor Code are entitled to
accumulate sick leave during such periods of disability.
B. SICK LEAVE PAYBACK OR RETIREMENT CREDIT
An employee will retain the benefit of converting sick leave balance to additional retirement
credit, under the City's contract with the Public Employees Retirement System, if the
employee retires during the term of the contract.
At the end of each Calendar year, the employee will have the choice of the following:
1. Sick Leave Annual Pay-off
33
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R-2019-053
Exhibit A
limo
SEIU MOU FYs 2020 through 2022
a. City will pay the employee one -sixth of the net amount of Employee's sick
leave accumulated (earned minus used) during said calendar year.
b. Once the employee's sick leave balance exceeds 480 hours, the net
amount of sick leave hours accumulated (earned less used) in that
calendar year will be paid in full.
Any sick leave hours paid for will be deducted from the sick leave balance. At no time
will the number of hours paid out for a calendar year under this Section exceed the
annual accrual.
2. Sick Leave Retention
Employees can choose to not receive the Sick Leave Pay-off, and can instead build
up their sick leave balance. There is no cap to the amount of sick leave that can be
accumulated for retirement credit.
If the City's contract with the Public Employees Retirement System so provides„ at
the time of retirement, the Employee's sick leave balance will convert to additional
retirement credit.
This option to convert the unused sick leave at retirement does not change the vesting
of sick leave, and does not entitle the Employee to any rights to the balance at any
separation from City employment other than for retirement credit.
C. MISUSE OF SICK LEAVE, INJURY OR ILLNESS
No employee shall feign or misrepresent any illness or injury or deceive any other
employee, supervisor, or any representative of the City as to their real condition for the
purpose of remaining away from scheduled duty assignments. Misuse of sick leave shall
result in disciplinary action up to and including termination.
D. FAMILY CARE AND MEDICAL LEAVE
The City will grant family care and medical leave in accordance with the requirements of
applicable state (California Family Rights Act) and federal law (Family and Medical Leave
Act) in effect at the time the leave is granted. No greater or lesser leave benefits will be
granted than those set forth in the relevant California or federal law.
E. USE OF ACCRUED PAID LEAVES
Family and medical leave is unpaid, except that an employee is required to first use any
34
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R-2019-053
Exhibit A
SEIU MOU FYs 2020 through 2022
accumulated sick leave, if the leave is for the employee's own serious health condition. The
employee may also use sick leave to care for a parent, spouse or child with a serious
health condition. For any other type of family and medical leave, the employee may use
any paid or unpaid leave time. The paid and unpaid leave runs concurrently with the family
and medical leave.
F. CONCURRENT USE OF FMLA WITH OTHER LEAVES
The City may designate any non -family and medical leave, such as workers' compensation,
sick, or vacation leave, to run concurrently with family and medical leave whenever the non -
family and medical leave is also for a family and medical leave purpose.
The City integrates family and medical leave with workers' compensation leave whenever
an employee is absent from the work place for 30 days or more due to an industrial injury
or illness. As required by law, the City will not run family and medical leave concurrently for
those employees entitled to Labor Code section 4850 leave.
G. BENEFITS DURING LEAVE
An employee may receive any group health insurance coverage that was provided before
the leave on the same terms as if the employee had continued to work during the leave, up
to a maximum of 12 workweeks.
Employee contributions for group health insurance coverage, if any, will be required either
through payroll deduction or by direct payment to the insurance provider. The method of
payment will be established in conjunction with the employee in writing at the beginning of
the leave. The amount of an employee's contribution is subject to any changes in rates
that occur while the employee is on leave.
H. SICK AND VACATION LEAVE ACCRUAL
Sick leave and vacation leave do not accrue while an employee is on unpaid leave.
ARTICLE 27
BEREAVEMENT LEAVE
Bereavement leave shall be defined as whenever any employee has experienced a death
in the immediate family. [Immediate family is defined in the definition section 2.19 of the
City Personnel Rules and Regulations]
A. LEAVE WITH PAY
The employee may be granted bereavement leave with full pay of not to exceed a total of
forty (40) hours per occurrence as approved by management. These days shall not be
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R-2019-053
Exhibit A
SEIU MOU FYs 2020 through 2022
charged against the unit employee's accumulated sick leave.
B. FACTS JUSTIFYING ABSENCE
The employee must submit an approved declaration or other evidence such as a death
certificate or obituaries, acceptable to Department Head, evidencing eligibility for
bereavement leave.
ARTICLE 28
UNEMPLOYMENT INSURANCE
The City will continue to make appropriate contributions for the California Unemployment
Insurance Plan for all employees represented by the Union.
ARTICLE 29
JURY DUTY
No deduction shall be made in the salary of any employee who serves on a jury, if the
employee has waived or remitted the jury fee to the City for such jury duty. If the employee
has not so waived or remitted the jury fee to the City, the employee shall be paid only for
the time actually worked in the City position. An employee accepted for jury duty shall
immediately notify the Finance Department, in writing, whether or not the jury fee will be
waived or remitted to the City. It is understood that the employee may retain any travel pay
granted by the court because of the employee's participation in jury duty.
An employee who is subpoenaed to appear in court as a result of official duties as a City
employee shall be allowed to do so without loss of compensation. Any witness fees paid as
required by law shall be submitted to the City if the employee is required to attend the legal
proceeding in an official capacity. An employee subpoenaed to appear in court in a matter
unrelated to official duties as a City employee may be permitted to use accrued vacation,
holiday, and/or compensatory time off.
Except as provided in an applicable memorandum of understanding, employees shall be
required to return to work for completion of their assigned work shift, where reasonable,
upon release from their daily court duties. "Reasonableness" shall be determined by the
department head, or the Department Head's designated representative.
ARTICLE 30
MILEAGE REIMBURSEMENT
It is agreed that reimbursement shall be based on the maximum allowed by IRS for miles
traveled on City business utilizing the employee's car, with prior approval of the department
36
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R-2019-053
Exhibit A
SEIU MOU FYs 2020 through 2022
head, for using a non -City vehicle.
ARTICLE 31
HEALTH AND SAFETY
1. The City and the Union agree to abide by all provisions of the California Plan
approved in accordance with the provisions of the Federal Occupational Safety and
Health Act of 1970, and any applicable legislation as may be passed by the State of
California to implement that plan.
2. The City agrees that any safety courses employees are required to take will be
provided on City time with pay.
3. Both the City and the Union recognize the need and will strive to reduce the number
of industrial accidents and injuries among employees by forming a joint Safety
Committee.
4. It is the duty of management to make every reasonable effort to provide and maintain
a safe place of employment. The Union will cooperate by encouraging all employees
to perform their work in a safe manner. It is the duty of all employees in the course of
performing their duties to be alert to unsafe practices, and to report any such unsafe
practices or conditions to their immediate supervisor. If such conditions cannot be
satisfactorily remedied by the immediate supervisor, an employee has the right to
take the matter either personally or through the Steward to his/her Department Head
or designated representative. On any matter of safety that is not resolved,
consultation will take place between management and Union representatives.
5. The City agrees to facilitate or to perform directly regular on -site safety inspections
with departmental safety coordinators. It is further agreed that the City shall continue
to maintain vehicles and equipment in a safe operating condition and that no
employee will be penalized for refusing to use vehicles or equipment proven to be
unsafe pursuant to State Law. The City will insure the implementation of a
comprehensive safety program including, but not necessarily limited to, periodic
lectures, safety films, and instruction to all employees about first aid, CPR, and proper
operation of fire extinguishers. No reprisals shall be taken against an employee
solely for reporting unsafe working conditions to management.
6. The City and the Union agree that the City will either provide all safety equipment
required by the City or will reimburse the employee for purchasing the equipment
whenever such equipment has been required by the City as necessary for the job.
Such equipment shall include, but not be limited to, safety shoes, safety goggles,
helmets, hard hats, gloves, boots, jackets, and all related safety items. Both parties
agree that the City shall retain the right to determine the minimum specifications of
the safety equipment, procurement procedures and limitations and exclusions.
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R-2019-053
Exhibit A
SEIU MOU FYs 2020 through 2022
Notwithstanding the above, the parties agree that employees designated by the City are
required to wear steel -toed safety shoes or boots in the performance of their duties. Said
employees shall purchase footwear, based on the current policy.
All City equipment, excepting personal items, i.e., boots, shall be returned to the City upon
the employee leaving such service.
ARTICLE 32
UNIFORM ALLOWANCE
A. The City and the Union agree that when Public Works employees are required by
the City to wear field uniforms, said uniforms shall be maintained and laundered by
the City at no cost to the employee.
B. Clothing allowance for Police Records Clerks/Technicians
For Police Records Clerk/Technician, the City shall go from the present practice of
providing uniforms, to giving a $700 per fiscal year allowance to employees
occupying those positions on a full-time basis, with the employee being responsible
for purchasing the uniforms, cleaning and maintaining them, and being required to
wear them on all work days, except as permission is given by the Police Chief for
other attire on special occasions. The allowance will be given twice a year, in June
and December, as reimbursement for expenses, in increments of $350 each, by
separate check. The first payment shall be commenced for the second pay period
after Council approval of the MOU.
ARTICLE 33
MEET AND CONFER PROCESS, WAIVER
The City and the Union agree that, for the term of this Agreement, each party waives the
right and each agrees that the other party shall not be obligated to meet and confer with
respect to any subject or matter pertaining to or covered by this Agreement, except as to
meeting and conferring over the renewal or continuation of this Agreement, or as otherwise
provided herein.
If during the term of this Agreement a classification and pay study is completed, the parties
agree to meet and confer on the results of such study.
The City and the Union also agree that meeting and conferring over the renewal or
continuation of this Agreement shall be initiated at the request of either party between
January 1, 2019 but not later than April 15, 2019 and that every effort will be made to reach
an agreement prior to the expiration of this Agreement on June 30, 2019.
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R-2019-053
Exhibit A
SEIU MOU FYs 2020 through 2022
It is further agreed that nothing in this Agreement shall in any way diminish the rights of the
employees, the City or Union as established by the Meyers-Milias-Brown Act of the State of
California and all amendments thereto, except as herein provided.
ARTICLE 34
TUITION ASSISTANCE
The City recognizes the importance of continued improvement of its personnel and
encourages all employees to take advantage of those training and development
opportunities that will enable City employees to perform more effectively and productively in
their job responsibilities. Tuition assistance programs are distinguished from courses or
schools mandated or required by the City and when the latter are paid fully by the City.
A. WORK RELATED COURSES
1. The City will reimburse full-time regular employees for the cost of books and tuition
for approved courses, which relate directly and specifically to their present work
assignment, or to degree requirements in a related field, or to enhance career
opportunities within the City service.
2. Employees obtaining tuition assistance shall be required to continue working for the
City for a period of 12 months after completion of the reimbursed classes or repay
the City in the full amount of reimbursement received.
3. Course/class attendance will be on employee's own time. In no case will City time
be authorized for outside education as covered under this tuition assistance
program.
4. Application for tuition assistance must be approved in writing, in advance, by the
Department Head and the City Manager before the class/course work begins; and,
the Department Head will certify that the approved course work meets the criteria
set forth in number one above.
5. Any job related books paid for by the City or as a part of the tuition costs will
become City property if determined to be of value to the City by the employee's
Department Head.
6. Receipts for all tuition and registration fees and books must be submitted to the City
as well as certification that the employee earned a grade of "C" or better or a copy of
the certificate of completion for the class, before reimbursement will be made. All
Reimbursements must be submitted within 60 days, following completion of the
class.
B. REIMBURSEMENT FOR CITY -SPONSORED TRAINING
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R-2019-053
Exhibit A
SEIU MOU FYs 2020 through 2022
The City will provide an amount not to exceed $1000 per fiscal year per employee, toward
Tuition Assistance.
ARTICLE 35
LICENSES AND CERTIFICATES
Employees who are required by the City, State or Federal agencies to be licensed or
certificated shall be reimbursed for the fees, tuition, books and mileage, for such license or
certificate, including licenses required beyond Class 'C' by the Department of Motor
Vehicles for the initial certification attempt and renewal only.
ARTICLE 36
CONSISTENT POLICY
The parties agree that insofar as possible City-wide policies shall be applied consistently
within all Departments within the General Services Bargaining Unit.
ARTICLE 37
LEAVE WITHOUT PAY
Employees of the City, with regular status or with the right to return to such status, may be
granted leave of absence without pay, at the discretion of the Department Head and with
the approval of the Personnel Officer, for a period not to exceed three months. Leave of
absence may be granted for the following reasons:
1. Illness of the employee or his/her immediate family not covered by sick leave.
2. To enable an employee to attend school or otherwise obtain training designed to
improve the quality of his/her service.
3. Pregnancy disability leave beyond that otherwise provided for by law.
4. For any other reason which the Personnel Officer approves as being in the public
interest.
Leaves of absence without pay will not be approved for matters of simple convenience,
such as extended vacations. Approval of leave of absence without pay will be granted only
for reasons clearly permitted as stated above and which are compelling in nature. Denial of
such leave is not subject to grievance or appeal. All requests for leave of absence without
pay will be handled in a timely manner. In the event of illness lasting longer than accrued
sick leave, the employee's vacation time may be approved for use unless the employee
formally requests leave without pay within the pay period. Leave without pay may be
40
PAGE 43 OF 52
R-2019-053
Exhibit A
SEIU MOU FYs 2020 through 2022
authorized even though the employee has unused sick leave and/or vacation time to his/her
credit.
Effect on Health Insurance Premiums
During an approved leave without pay the employee will pay that portion of Health, Dental,
Vision and Life Insurance premiums designated as his/her portion of premiums for
"employee only" and all premiums for dependents one month in advance of the month of
insurance coverage. The City will pay the portion of premiums designated as the City's
share for the employee only for six (6) pay periods or for as long as the employee is
current with payment of his/her share, up to 6 pay periods.
If insurance coverage is upgraded at the employee's request during this time, the employee
shall pay any additional premiums.
Effect on Seniority and Benefits
Time on leave without pay is disregarded in computing merit salary increases, vacation and
sick leave credits, seniority and holidays. Under this unpaid leave policy, leave without pay
is not considered work time for the purposes of crediting any of the above or any other
benefits.
Expiration of Leaves Without Pay
At the expiration of a leave of absence or earlier if the Personnel Officer approves, an
employee on leave shall be returned to his/her former position or to another position which
the Personnel Officer finds has substantially similar duties and responsibilities, qualification
requirements, and the same compensation. The City may refuse to reinstate an employee
if he/she is no longer physically able to perform the duties of the class as determined by a
licensed physician.
ARTICLE 38
SEVERABILITY CLAUSE
If any provision of this agreement, or the application of such provisions should be rendered
or declared invalid by a decree of a court of competent jurisdiction or by reason of any
existing or subsequently enacted legislation, the remaining portions of this Agreement shall
remain in full force and effect.
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R-2019-053
Exhibit A
SEIU MOU FYs 2020 through 2022
ARTICLE 39
MEMORANDUM OF UNDERSTANDING AS BINDING AGREEMENT
It is understood that after its adoption, this Memorandum of Understanding shall be a
binding agreement between the parties. This MOU is not intended to conflict with the
provisions of any rules, regulations or ordinances of the City of Pismo Beach. If the
provisions of this MOU are in conflict with the provisions of any rule, regulation or
resolution, the MOU shall be controlling.
The City and Union agree that during the term of this Memorandum of Understanding no
additional items will be placed under discussion for the purposes of meet and confer unless
mutually agreed upon by both parties.
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R-2019-053
Exhibit A
SEIU MOU FYs 2020 through 2022
ARTICLE 40
TERM OF AGREEMENT
This Memorandum of Understanding shall remain in full force and effect from the date of
ratification by the parties until and through June 30, 2022.
CITY OF PISMO BEACH PISMO BEACH EMPLOYEES' ASSOCIATION
Negotiating Committee SEIU LOCAL 620 Negotiating Committee
Jorge Garcia Lauren Herrick
SEIU Negotiations Team Member
Nadia Feeser Brandon Shea
SEIU Negotiations Team Member
Che Johnson Susan Thomas
SEIU Negotiations Team Member
Bianka Buchanan Robert J. MacLeod
SEIU Negotiations Team Member
Date: Date:
43
PAGE 46 OF 52
R-2019-053
Schedule A
Exhibit A
City of Pismo Beach
Salary Table- SEIU
5% between steps
Effective July 1, 2019 (Revision June 18, 2019
Classification Title
Range tt
Period
Step A
Step B
Step C
Step D
Step E
Office Assistant I
5
Hourly
17.51
18.38
19.30
20.27
21.28
Bi-weekly
1,400.58
1,470.61
1,544.14
1,621.35
1,702.42
Monthly
3,034.59
3,186.32
3,345.64
3,512.92
3,688.57
Annual
36,415.12
38,235.88
40,147.67
42,155.06
44,262.81
Office Assistant II
9
Hourly
19.32
20.29
21.31
22.37
23.49
Bi-weekly
1,545.98
1,623.28
1,704.44
1,789.67
1,879.15
Monthly
3,349.62
3,517.10
3,692.96
3,877.61
4,071.49
Annual
40,195.48
42.205.26
44.315.52
46,531.30
48,857.86
Maintenance Worker I
12
Hourly
20.81
21.85
22.94
24.09
25.30
Bi-weekly
1,664.85
1,748.09
1,835.50
1,927.27
2,023.64
Monthly
3,607.18
3,787.54
3,976.91
4,175.76
4,384.55
Annual
43.286.14
45,450.45
47,722.97
50,109.12
52,614.57
Assistant Mechanic
13
Hourly
21.33
22.40
23.52
24.69
25.93
Administrative Assistant
Bi-weekly
1,706.47
1,791.80
1,881.39
1,975.46
2,074.23
Monthly
3,697.36
3,882.23
4,076.34
4,280.15
4,494.16
Annual
44,368.29
46,586.71
48,916.04
51,361.85
53,929.94
Water Systems Operator I
14
Hourly
21.86
22.96
24.11
25.31
26.58
Bi-weekly
1,749.13
1,836.59
1.928.42
2,024.84
2.126.08
Monthly
3,789.79
3,979.28
4.178.25
4,387.16
4,606.52
Annual
45,477.50
47,751.38
50,138.94
52,645.89
55,278.19
Accounting Clerk
15
Hourly
22.41
23.53
24.71
25.94
27.24
Wastewater Plant Operator I
Bi-weekly
1,792.86
1,882.51
1.976.63
2,075.46
2.179.24
Monthly
3.884.54
4,078.76
4,282.70
4,496.84
4,721.68
Annual
46,614.44
48,945.16
51,392.42
53,962.04
56,660.14
Police Records Technician
16
Hourly
22.97
24.12
25.33
26.59
27.92
Bi-weekly
1,837.68
1.929.57
2,026.05
2,127.35
2,233.72
Monthly
3,981.65
4,180.73
4,389.77
4,609.26
4,839,72
Annual
47,779.80
50,168.79
52,677.23
55,311.09
58,076.64
Accounting Technician
19
Hourly
24.74
25.97
27.27
28.64
30.07
Administrative Secretary
Bi-weekly
1,978.99
2,077.93
2,181.83
2,290.92
2,405.47
Building Permit Technician
Monthly
4,287.80
4,502.19
4,727.30
4,963.67
5,211.85
Annual
51,453.62
54,026.30
56,727.61
59,563.99
62,542.19
Maintenance Worker II
20
Hourly
25.36
26.62
27.95
29.35
30.82
Water Systems Operator II
Bi-weekly
2,028.46
2,129.88
2,236.38
2,348.20
2,465.61
Monthly
4,395.00
4,614.75
4,845.48
5,087.76
5,342.15
Annual
52,739.96
55,376.96
58,145.80
61,053.09
64,105.75
Engineering Technician
22
Hourly
26.64
27.97
29.37
30.84
32.38
Wastewater Plant Operator II
Bi-weekly
2,131.15
2,237.71
2,349.59
2,467.07
2,590.43
Monthly
4,617.49
4,848.37
5,090.79
5,345.33
5,612.59
Annual
55,409.92
58,180.41
61,089.43
64,143.91
67,351.10
Fleet Mechanic
23
Hourly
27.31
28.67
30.10
31.61
33.191
Lead Maintenance Worker
Bi-weekly
2,184.43
2,293.65
2,408.33
2,528.75
2,655.19
Monthly
4,732.93
4,969.58
5,218.06
5,478.96
5,752.91
Annual
56,795.17
59,634.92
62,616.67
65,747.50
69,034.88
Exec Assistant
24
Hourly
27.99
29.39
30.86
32.40
34.02
Lead Water Systems Operator
Bi-weekly
2,239.04
2,350.99
2,468.54
2,591.97
2,721.57
Building Inspector I
Monthly
4,851.25
5,093.82
5,348.51
5,615.93
5,896.73
Tourism Coordinator
Annual
58,215.05
61,125.80
64,182.09
67,391.19
70,760.75
PAGE 47 OF 52
R-2019-053
Schedule A
Exhibit A
City of Pismo Beach
Salary Table- SEIU
5% between steps
Effective July 1, 2019 (Revision June 18, 2019
Crime Analyst
Lead Wastewater Operator
26
Hourly
29.40
30.88
32.42
34.04
35.74
61-weekly
2.352.39
2,470.01
2,593.51
2,723.19
2,859.35
Monthly
5,096.85
5,351.69
5,619.28
5,900.24
6,195.25
Annual
61.162.18
64,220.29
67,431.31
70,802.87
74,343.01
Regulatory Compliance Coordinator
27
Hourly
30.14
31.65
33.23
34.89
36.64
Bi-weekly
2.411.20
2,531.76
2,658.35
2,791.27
2,930.83
Monthly
5,224.27
5.485.48
5,759.76
6,047.75
6,350.13
Annual
62,691.24
65.825.80
69.117.09
72,572.94
76,201.59
Recreation Supervisor
28
Hourly
30.89
32.44
34.06
35.76
37.55
Building Inspector II
Bi-weekly
2,471.48
2,595.06
2,724.81
2,861.05
3,004.10
Monthly
5,354.88
5,622.62
5,903.75
6,198.94
6,508.89
Annual
64,258.52
67,471.44
70,845.02
74,387.27
78,106.63
Management Analyst
29
Hourly
31.67
33.25
34.91
36.66
38.49
Bi-weekly
2,533.27
2,659.93
2,792.93
2,932.57
3.079.20
Monthly
5,488.75
5,763.19
6,051.35
6,353.91
6,671.61
Annual
65.864.98
69,158.23
72,616.14
76,246.95
80,059.30
Parking Operations Supervisor
30
Hourly
32.46
34.08
35.78
37.57
39.45
Bi-weekly
2,596.60
2,726.43
2.862.75
3.005.89
3,156.18
Monthly
5,625.97
5,907.27
6,202.63
6,512.76
6,838.40
Annual
67,511.60
70,887.19
74,431.54
78,153.12
82,060.78
Assistant Engineer
31
Hourly
33.27
34.93
36.68
38.51
40.44
Bi-weekly
2.661.52
2.794.59
2.934.32
3,081.04
3,235.09
Monthly
5.766.62
6.054.95
6.357.69
6,675.58
7,009.36
Annual
69,199.39
72,659.36
76,292.33
80,106.95
84,112.30
Associate Planner
32
Hourly
34.10
35.81
37.60
39.48
41.45
Building Inspector/Plans Examiner
Bi-weekly
2,728.05
2.864.46
3,007.68
3,158.06
3,315.97
Accounting Supervisor
Monthly
5,910.78
6,206.32
6,516.64
6,842.47
7,184.59
Senior Management Analyst
Annual
70,929.38
74,475.85
78,199.64
82,109.62
86,215.10
PAGE 48 OF 52
R-2019-053
Schedule B
Exhibit A
City of Pismo Beach
Salary Table- SEIU
5% between steps
Effective July 1, 2020 (Revision June 18, 2019)
Classification Title
Range #
Period
Step A
Step B
Step C
Step D
Step E
Office Assistant I
Office Assistant 11
Maintenance Worker I
Assistant Mechanic
Administrative Assistant
Water Systems Operator I
Accounting Clerk
Wastewater Plant Operator I
Police Records Technician
Accounting Technician
Administrative Secretary
Building Permit Technician
Maintenance Worker II
Water Systems Operator II
Engineering Technician
Wastewater Plant Operator II
Fleet Mechanic
Lead Maintenance Worker
Exec Assistant
Lead Water Systems Operator
Building Inspector I
Tourism Coordinator
5
9
12
13
14
15
16
19
20
22
23
24
Hourly
Bi-weekly
Monthly
Annual
Hourly
Bi-weekly
Monthly
Annual
Hourly
Bi-weekly
Monthly
Annual
17.86
1,428.59
3,095.29
37,143.43
19.71
1,576.90
3,416.62
40,999.39
21.23
1,698.15
3,679.32
44,151.86
Hourly 21.76
Bi-weekly 1,740.60
Monthly 3,771.30
Annual 45.255.66
Hourly 22.30
Bi-weekly 1,784.12
Monthly 3,865.59
Annual 46,387.05
Hourly 22.86
Bi-weekly 1,828.72
Monthly 3.962.23
Annual 47,546.73
Hourly
Bi-weekly
Monthly
23.43
1,874.44
4,061.28
Annual 48,735.39
Hourly
Bi-weekly
Monthly
Annual
25.23
2,018.56
4,373.56
52,482.69
Hourly 25.86
Bi-weekly 2,069.03
Monthly 4,482.90
Annual 53,794.76
Hourly
Bi-weekly
Monthly
Annual
Hourly
Bi-weekly
Monthly
Annual
Hourly
Bi-weekly
Monthly
Annual
27.17
2,173.77
4,709.84
56,518.12
27.85
2,228.12
4,827.59
57, 931.07
28.55
2,283.82
4,948.28
59, 379.35
18.75 19.69
1,500.02 1,575.02
3,250.05 3,412.55
39,000.60 40,950.63
20.70 21.73
1,655.74 1,738.53
3,587.45 3,766.82
43,049.36 45.201.83
22.29 23.40
1,783.06 1,872.21
3,863.29 4,056.45
46,359.46 48,677.43
22.85 23.99
1,827.63 1.919.01
3.959.87 4.157.86
47,518.44 49,894.36
23.42 24.59
1,873.32 1.966.99
4,058.87 4,261.81
48,706.40 51,141.72
20.67 21.71
1,653.78 1,736.46
3,583.18 3,762.34
42.998.16 45,148.07
22.82 23.96
1,825.46 1,916.73
3,955.16 4,152.92
47,461.92 49,835.02
24.57 25.80
1,965.82 2,064.11
4,259.27 4.472.24
51,111.30 53,666.86
25.19 26.45
2.014.96 2,115.71
4.365.76 4.584.04
52,389.08 55,008.54
25.82 27.11
2.065.34 2,168.61
4.474.90 4,698.65
53,698.81 56,383.75
24.00 25.20 26.46 27.79
1.920.16 2.016.16 2,116.97 2,222.82
4,160.34 4.368.36 4,586.77 4,816.11
49,924.06 52,420.27 55,041.28 57,793.34
24.60 25.83 27.12 28.48
1,968.16 2,066.57 2,169.90 2,278.39
4,264.35 4,477.56 4,701.44 4,936.51
51,172.16 53,730.77 56,417.31 59,238.18
26.49 27.82 29.21 30.67
2.119.49 2,225.47 2,336.74 2,453.58
4,592.24 4,821.85 5,062.94 5,316.09
55,106.82 57,862.17 60,755.27 63,793.04
27.16 28.51 29.94 31.44
2,172.48 2,281.10 2,395.16 2,514.92
4,707.04 4,942.39 5,189.51 5,448.99
56,484.49 59,308.72 62,274.16 65,387.86
28.53 29.96 31.46 33.03
2,282.46 2,396.59 2,516.41 2,642.24
4,945.34 5,192.60 5,452.23 5,724.84
59,344.02 62,311.22 65,426.78 68,698.12
29.24 30.71 32.24 33.85
2,339.52 2,456.50 2,579.33 2,708.29
5,068.97 5,322.42 5,588.54 5,867.96
60,827.62 63,869.00 67,062.45 70,415.58
29.98 31.47 33.05 34.70
2,398.01 2,517.91 2,643.81 2,776.00
5,195.69 5,455.48 5,728.25 6,014.66
62,348.31 65,465.73 68,739.02 72,175.97
PAGE 49 OF 52
R-2019-053
Schedule B
Exhibit A
City of Pismo Beach
Salary Table- SEIU
5% between steps
Effective July 1, 2020 (Revision June 18, 2019
Crime Analyst
Lead Wastewater Operator
26
Hourly
29.99
31.49
33.07
34.72
36.46
Bi-weekly
2,399.44
2,519.41
2,645.38
2,777.65
2,916.53
Monthly
5,198.79
5,458.72
5,731.66
6,018.24
6,319.16
Annual
62,385.43
65,504.70
68,779.93
72,218.93
75,829.87
Regulatory Compliance Coordinator
27
Hourly
30.74
32.28
33.89
35.59
37.37
Bi-weekly
2,459.43
2,582.40
2.711.52
2,847.09
2,989.45
Monthly
5,328.76
5,595.19
5,874.95
6,168.70
6,477.14
Annual
63.945.06
67,142.31
70.499.43
74,024.40
77,725.62
Recreation Supervisor
28
Hourly
31.51
33.09
34.74
36.48
38.30
Building Inspector II
Bi-weekly
2,520.91
2,646.96
2,779.30
2,918.27
3,064.18
Assistant Planner
Monthly
5,461.97
5,735.07
6,021.83
6,322.92
6.639.06
Annual
65,543.69
68.820.87
72,261.92
75,875.01
79,668.76
Management Analyst
29
Hourly
32.30
33.91
35.61
37.39
39.26
Bi-weekly
2,583.93
2.713.13
2,848.79
2,991.23
3,140.79
Monthly
5,598.52
5,878.45
6,172.37
6,480.99
6,805.04
Annual
67,182.28
70,541.39
74,068.46
77,771.89
81,660.48
Parking Operations Supervisor
30
Hourly
33.11
34.76
36.50
38.33
40.24
Bi-weekly
2,648.53
2,780.96
2,920.01
3,066.01
3,219.31
Monthly
5,738.49
6,025.41
6,326.68
6,643.02
6,975.17
Annual
68,861.84
72,304.93
75,920.18
79,716.18
83,701.99
Assistant Engineer
31
Hourly
33.93
35.63
37.41
39.28
41.25
Bi-weekly
2,714.75
2,850.48
2.993.01
3,142.66
3,299.79
Monthly
5.881.95
6,176.05
6,484.85
6,809.09
7.149.55
Annual
70,583.38
74,112.55
77,818.18
81,709.09
85,794.54
Associate Planner
32
Hourly
34.78
36.52
38.35
40.27
42.28
Building Inspector/Plans Examiner
Bi-weekly
2,782.61
2,921.74
3,067.83
3,221.22
3,382.28
Accounting Supervisor
Monthly
6,029.00
6,330.45
6,646.97
6,979.32
7,328.28
Senior Management Analyst
Annual
72,347.97
75,965.37
79,763.63
83,751.82
87,939.41
PAGE 50 OF 52
R-2019-053
Schedule C
Exhibit A
City of Pismo Beach
Salary Table- SEIU
5% between steps
Effective July 1, 2021 (Revision June 18, 2019)
Classification Title
Range #
Period
Step A
Step B
Step C
Step D
Step E
Office Assistant I
Office Assistant II
Maintenance Worker I
Assistant Mechanic
Administrative Assistant
Water Systems Operator I
Accounting Clerk
Wastewater Plant Operator I
Police Records Technician
Accounting Technician
Administrative Secretary
Building Permit Technician
Maintenance Worker II
Water Systems Operator II
Engineering Technician
Wastewater Plant Operator II
Fleet Mechanic
Lead Maintenance Worker
Exec Assistant
Lead Water Systems Operator
Building Inspector I
Tourism Coordinator
5
9
12
13
14
15
16
19
20
22
23
24
Hourly
Bi-weekly
Monthly
Annual
Hourly
Bi-weekly
Monthly
Annual
Hourly
Bi-weekly
Monthly
Annual
Hourly
Bi-weekly
Monthly
Annual
Hourly
Bi-weekly
Monthly
Annual
18.04
1,442.88
3,126.24
37,514.86
19.91
1,592.67
3,450.78
41.409.39
21.44
1,715.13
3,716.12
44.593.38
21.98
1,758.01
3,809.02
45,708.22
22.52
1,801.96
3,904.24
46,850.92
Hourly 23.09
Bi-weekly 1.847.01
Monthly 4.001.85
Annual 48,022.19
Hourly 23.66
Bi-weekly 1.893.18
Monthly 4,101.90
Annual 49,222.75
Hourly 25.48
Bi-weekly 2,038.75
Monthly 4,417.29
Annual 53,007.52
Hourly 26.12
Bi-weekly 2,089.72
Monthly 4,527.73
Annual 54,332.70
Hourly
Bi-weekly
Monthly
Annual
Hourly
Bi-weekly
Monthly
Annual
Hourly
Bi-weekly
Monthly
Annual
27.44
2,195.51
4,756.94
57,083.30
28.13
2,250.40
4,875.87
58,510.38
28.83
2,306.66
4,997.76
59,973.14
18.94 19.88
1,515.02 1,590.77
3,282.55 3,446.68
39.390.60 41.360.13
20.90 21.95
1,672.30 1,755.92
3,623.32 3,804.49
43.479.86 45.653.85
22.51 23.64
1,800.89 1,890.93
3,901.92 4,097.02
46,823.05 49,164.20
23.07 24.23
1.845.91 1.938.20
3,999.47 4.199.44
47,993.63 50,393.31
23.65 24.83
1.892.06 1.986.66
4.099.46 4.304.43
49,193.47 51, 653.14
24.24 25.45
1.939.36 2.036.33
4,201.94 4.412.04
50,423.30 52,944.47
24.85 26.09
1.987.84 2.087.23
4.306.99 4,522.34
51,683.89 54,268.08
26.76 28.10
2,140.69 2.247.72
4,638.16 4,870.07
55,657.89 58,440.79
27.43 28.80
2,194.21 2,303.92
4,754.11 4,991.82
57,049.34 59,901.81
28.82 30.26
2,305.29 2,420.55
4,994.79 5,244.53
59,937.46 62,934.34
29.54 31.01
2,362.92 2,481.07
5,119.66 5,375.64
61,435.90 64,507.69
30.27 31.79
2,421.99 2,543.09
5,247.65 5,510.03
62,971.80 66,120.39
20.88 21.92
1,670.31 1,753.83
3,619.01 3,799.96
43,428.14 45.599.55
23.05 24.20
1,843.71 1,935.90
3,994.71 4,194.45
47,936.54 50,333.37
24.82 26.06
1,985.48 2,084.75
4,301.87 4,516.96
51,622.41 54,203.53
25.44 26.71
2.035.11 2,136.87
4,409.41 4,629.89
52,912.97 55,558.62
26.07 27.38
2.085.99 2.190.29
4,519.65 4,745.63
54,235.80 56,947.59
26.73 28.06
2,138.14 2,245.05
4,632.64 4,864.27
55,591.69 58,371.28
27.39 28.76
2,191.60 2,301.18
4,748.46 4,985.88
56,981.48 59,830.56
29.50 30.98
2,360.11 2.478.11
5,113.57 5,369.25
61,362.83 64,430.97
30.24 31.75
2,419.11 2,540.07
5,241.41 5,503.48
62,896.90 66,041.74
31.77 33.36
2,541.58 2,668.66
5,506.75 5,782.09
66,081.05 69,385.11
32.56 34.19
2,605.12 2,735.37
5,644.42 5,926.64
67, 733.08 71,119.73
33.38 35.05
2,670.25 2,803.76
5,785.53 6,074.81
69,426.41 72,897.73
PAGE 51 OF 52
R-2019-053
Schedule C
Exhibit A
City of Pismo Beach
Salary Table- SEIU
5% between steps
Effective July 1, 2021 (Revision June 18, 2019
Crime Analyst
Lead Wastewater Operator
26
Hourly
30.29
31.81
33.40
35.07
36.82
Bi-weekly
2,423.43
2,544.61
2,671.84
2,805.43
2,945.70
Monthly
5,250.77
5,513.31
5,788.98
6,078.43
6,382.35
Annual
63,009.28
66,159.74
69,467.73
72,941.12
76.588.17
Regulatory Compliance Coordinator
27
Hourly
31.05
32.60
34.23
35.94
37.74
Bi-weekly
2,484.02
2,608.22
2,738.63
2,875.56
3,019.34
Monthly
5.382.04
5,651.14
5,933.70
6,230.39
6,541.91
Annual
64,584.51
67,813.74
71,204.42
74,764.65
78,502.88
Recreation Supervisor
28
Hourly
31.83
33.42
35.09
36.84
38.69
Building Inspector II
Bi-weekly
2.546.12
2,673.43
2,807.10
2,947.45
3,094.82
Assistant Planner
Monthly
5,516.59
5,792.42
6,082.04
6,386.15
6,705.45
Annual
66,199.12
69.509.08
72,984.53
76,633.76
80,465.45
Management Analyst
29
Hourly
32.62
34.25
35.97
37.76
39.65
Bi-weekly
2,609.77
2,740.26
2,877.27
3,021.14
3,172.20
Monthly
5,654.51
5,937.23
6,234.10
6,545.80
6,873.09
Annual
67,854.10
71,246.81
74,809.15
78,549.61
82,477.09
Parking Operations Supervisor
30
Hourly
33.44
35.11
36.87
38.71
40.64
Bi-weekly
2,675.02
2,808.77
2.949.21
3,096.67
3,251.50
Monthly
5,795.87
6,085.66
6,389.95
6,709.45
7,044.92
Annual
69.550.46
73,027.98
76,679.38
80,513.35
84,539.01
Assistant Engineer
31
Hourly
34.27
35.99
37.79
39.68
41.66
Bi-weekly
2,741.89
2,878.99
3,022.94
3.174.08
3,332.79
Monthly
5,940.77
6,237.81
6,549.70
6,877.18
7,221.04
Annual
71,289.22
74.853.68
78,596.36
82,526.18
86,652.49
Associate Planner
32
Hourly
35.13
36.89
38.73
40.67
42.70
Building Inspector/Plans Examiner
Bi-weekly
2.810.44
2,950.96
3,098.51
3,253.44
3,416.11
Accounting Supervisor
Monthly
6.089.29
6.393.75
6,713.44
7,049.11
7,401.57
Senior Management Analyst
Annual
73,071.45
76.725.02
80,561.27
84,589.33
88,818.80
PAGE 52 OF 52
R-2019-053