HomeMy WebLinkAbout08/03/1993, C-14 - MEMORANDUM OF AGREEMENT BETWEEN THE CITY OF SAN LUIS OBISPO AND THE SAN LUIS OBISPO STAFF OFFICERS' ASSOCIATION (SLOPSOA) FOR THE PERIOD 7/1/93 - 6/31/94 III�nI��II�IIIIInIII�II1l�llll � r MEETING DATE:
C' o san t. .s o��spo ITEM NUMBER:
WN COUNCIL AGENDA REPORT C�/
FROM: Ann Slate, Personnel Director �'•
SUBJECT: Memorandum of Agreement between the City of San Luis Obispo
and the San Luis Obispo Staff Officers' Association (SLOPSOA)
for the period 7/11/93 - 6/31/94
CAO RECOMMENDATION:
Adopt Resolution Approving the Memorandum of Agreement
BACKGROUND:
The Memorandum of Agreement (MOA) between the City of San Luis Obispo and the
San Luis Obispo's Police Officers' Association (SLOPSOA) expired on June 30 1993
after a term of five years. As provided for in that agreement, the City entered into
negotiations with SLOPSOA in April 1993 to develop a successor agreement. The
City Council in closed session was briefed on April 20, 1993 on the various issues of
mutual concern and.economic considerations. The City's chief negotiator, Personnel
Director Ann Slate, and Ken Hampian, Assistant City Administrative Officer, met for
several sessions with the Association's negotiating team, Captain Cliff Chelquist,
Lieutenant Tony Costa and Sergeant Jim English.
A closed session was held with Council again on July 20, 1993 where they reviewed
an updated status report and Council authorized a tentative agreement.
The agreement reflects and strengthens the continued cooperation between the
Association and the City to address issues of mutual concern in a productive manner.
Following is a summary of the significant changes and cost items included in the
agreement. The agreement is within the economic guidelines previously discussed
with Council.
The Significant Issues:
■ TERM - One year
■ SALARY - No salary increases
■ INSURANCE CONTRIBUTION - Effective the first full pay period in July, 1993,
an increase of $25.00 per month, from $350 to $375 per month, to be applied
toward health insurance premiums and an additional $25.00 per month,
effective the first full pay period in January, 1994, making the total benefit
amount $400.00.
■ POLICY ISSUES - Professional Development Fund to be $150.00 per year per
employee, with modifications to language: "The City shall provide an amount
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COUNCIL AGENDA REPORT Page 2
not to exceed $150.00 per year for each member of the unit to partially offset
expenses incurred in the professional development of knowledge, abilities, and
skills desirable in managers and leaders. Eligible program expenses shall be
limited to training courses, classes, seminars, professional association
memberships, and materials (e.g. books, subscriptions, audio or video tapes)
that directly relate to the job. All management development program
expenditures shall be pre-approved by the Chief of Police."
It should be noted that represents a substantial decrease from the amount of
professional development program funding in the previous MOA. The program
was previously funded at $750 per employee annually.
FISCAL IMPACT:
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Estimated costs in this agreement are approximately $6,300. However, these costs
are covered through the reductions in the professional development program fund.
Due to the minor changes to the prior agreement, the Association and the City have
decided not to reprint an entire MOA. Therefore, the normal printing costs associated
with a new agreement will be avoided.
ALTERNATIVES:
(1) Do not approve the resolution and direct staff to negotiate a different successor
agreement. This is not recommended as the agreement as presented is
consistent with the Council's previous direction and the City's employer-
employee relations policies.
(2) Defer adoption of the resolution. Likewise, this is not recommended since the
current agreement has expired.
AS:slt
Attachment: Resolution
Exhibit A
-14I on
RESOLUTION NO. (1993 SERIES)
A RESOLUTION OF THE COUNCIL OF THE CITY OF SAN LUIS OBISPO
ADOPTING AND RATIFYING THE MEMORANDUM OF AGREEMENT
BETWEEN THE CITY OF SAN LUIS OBISPO AND THE SAN LUIS OBISPO
POLICE STAFF OFFICERS' ASSOCIATION FOR THE PERIOD OF JULY 1,
1993 - JUNE 30, 1994.
BE IT RESOLVED by the Council of the City of San Luis Obispo as follows:
Section 1 . The Memorandum of Agreement between the City of San Luis
Obispo and the San Luis Obispo Police Staff Officers' Association, attached hereto as
Exhibit "A" and incorporated herein by this reference, is hereby adopted and ratified.
Section 2. The Finance Director shall increase the Personnel Services
appropriation accounts to reflect the negotiated compensation changes.
Section 3. The City Clerk shall furnish a copy of the resolution and a copy of
the executed Memorandum of agreement approved by it to: Tony Costa, President
SLOPSOA; Ann Slate, Personnel Director; William Statler, Finance Director.
On motion of , seconded by ,
and on the following roll call vote:
AYES:
NOES:
ABSENT:
the foregoing Resolution was passed and adopted this day of August, 1993.
Mayor Peg Pinard
ATTEST:
APPROVED AS TO FORM:
Diane Gladwell, Cit Clerk
City l , ., Clu-j C$.
Je ey d.Jorg'Ween C(�,.„owl
City Attomey
CA/3
EXHIBIT "A"
MEMORANDUM OF AGREEMENT
BETWEEN
THE CITY OF SAN LUIS OBISPO
AND THE
SAN LUIS OBISPO POLICE STAFF OFFICER' ASSOCIATION
JULY 1 , 1993 - JUNE 30, 1994
This agreement is made and entered into this 22nd day of July, 1993, by and
between the City of San Luis Obispo, hereinafter referred to as the City, and the San
Luis Obispo Police Staff Officers' Association, hereinafter referred to as Association,
as follows:
1) The term of the agreement shall be one year, July 1 , 1993 - June 30,
1994.
2) There will be no salary increases.
3) The Communications Supervisor shall retain sixty-four (64) hours of
Administrative Leave.
4) Professional Development Fund to be $150.00 per year per employee,
with modifications to language: The City shall provide an amount not to
exceed $150.00 per year for each member of the unit to partially offset
expenses incurred in the professional development of knowledge,
abilities, and skills desirable in managers and leaders. Eligible program
expenses shall be limited to training courses, classes, seminars,
professional association memberships, and materials (e.g. books,
subscriptions, audio or video tapes) that directly relate to the job. All
management development program expenditures shall be pre-approved
by the Chief of Police.
5) City's Cafeteria Plan contribution to be increased by $25.00 per month,
effective the first full pay period in July, 1993 and by $25.00 per
month, the first full pay period in January, 1994.
6) Lay-off Procedure, Attachment "1 ", shall be a part of this agreement.
7) All other terms and conditions provided in the Memorandum of
Agreement between the City and the Association, July 1 , 1988 - June
30, 1993, shall continue in full force and effect until expiration at mid-
night, June 30, 1994.
This Agreement was executed on July 22, 1993 by the following parties:
CITY OF SAN LUIS OBISPO SAN LUIS OBISPO POLICE
STAFF OFFICERS' ASSOCIATION
7/z z�5
Ann Slate, Personnel Director Tony tosta, President, SLOPSOA
(21
Ke�n H mpian, Asistant CAO Cliff Chelquist, SLOP A
APPROVED AS TO FORM:
v im English, S PSOA
J rey .Jo ensen
City Attomey
Attachment "1" - Layoff Procedure
C�l�-S
ATTACHMENT 111"
LAYOFFPROCEDURE
In accordance with Personnel Rule 2.36.280, the City Council of San Luis Obi_,i
shall determine when and in what position classificationslayoffs are to occur. The
Personnel Director shall be responsible for the implementation of a layoff order of
the City Council in accordance with the procedures outlined below:
A. After determining which job position within the bargaining unit shall
be laid off, the order of layoffs shall be as follows:
1. Temporary and contract employees, in the order to be
determined by the appointing authority;
2. Probationary employees (promotional probation excluded), in
the order to be determined by the appointing authority;
3. Regular employees in the order determined as provir' '
below.
B. In accordance with Personnel Rule 2.36.280, layoffs of regular
employees shall be governed by job performance and seniority in
service within a particular department and job classification. For the
purpose of implementing this provision, job performance categories
shall be defined as follows:
1 . Cateoory 1:
■ Performance that is unsatisfactory, below
standard, needs improvement, unacceptable or
does not meet minimum standards.
■ Performance defined by this category
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evidenced by the employee's two most recent
performance evaluations with an overall rating
that falls within the lowest two categories of the
performance appraisal report.
2. Category 2:
■ Performance that is competent, superior, meets
expectations, meets. performance standards,
exceeds performance standards and expectations,
or is outstanding.
■ Performance defined by this category is
evidenced by an employee's two most recent
performance evaluations with an overall rating
that falls within the top two to three performance
categories of the performance appraisal.
A regular employee being laid off shall be that employee with the
least seniority in the particular job classification concerned and in the
department involved who is in the lowest job performance category.
Employees in Category 1 with the lowest seniority will be laid off
first, followed by employees in Category 2. Should the two
performance evaluations contain overall ratings that are in the two
different Categories as defined above, the third most recent
evaluation overall rating shall be used to determine which
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performance category the City shall use in determining order of
layoffs.
C. Laid Off Employees on Reemployment List.
The name of employees who have been laid off shall be placed
on the appropriate Reemployment List for three years. The
recall of employees will be in reverse order of layoff.
Reemployment lists shall be used for filling openings in the
classes held by employees prior to being reassigned.
Should positions become available at any time in the future for
a classification that reassigned employees have formerly held,
no written testing shall be required of them for considerate
for promotion.
D. Appointment of Laid-Off Employees to Other Classes.
Employees in this unit who are laid-off shall be guaranteed a
position in a. class they held prior. No employee shall be
reduced more than one classification as long as there are
employees in that class that have not been laid off. Employees
who have been reemployed into a classification previously held
shall be returned to the seniority ranking they held at the time
they were promoted.
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E. Employees on layoff shall be reemployed in the inverse order of
layoff, provided no intervening factors have occurred which
essentially change the ability of the employee to perform the offered
employment.
F. Employment programs with special requirements will be administered
in accordance with appropriate Federal or State guidelines and
directives.
G. The City will notify recognized employee organizations of the
effective date of any reduction in force concurrent with the notice to
the affected employee(s) pursuant to H, below and will meet and
confer as to the impacts of the layoffs.
H. Notice of Layoff to Employees. An employee to be laid off shall be
notified in writing of the impending action at least sixt calendar
days in advance of the effective date of the layoff. The notice shall
include the following information:
1. Reason of lay off.
2. Effective date of layoff.
3. Employee rights as provided in these rules.
I. Employee Rights And Responsibilities.
In addition to others identified herein, employees affected by these
procedures shall have the following rights:
1. Through prior arrangement with his/her immediate supervisor
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an employee who has been notified of his/her impending lax•-`f
shall be granted reasonable time off without loss of pay to
participate in a prescheduled interview or test for other
employment.
2. With the mutual consent of the employee and department head
an employee who has been notified of his/her impending layoff
can separate from City service prior to the expiration of the
sixty (60) day notice and receive payment for the remaining
days.
3. An employee who has been laid off shall be paid in full for
his/her unused accrued vacation leave on the effective date of
the layoff.
4. An employee who has been laid off shall receive an additional
month's Cafeteria Plan contribution and three (3) months
additional membership in the City's Employee Assistance
Program following date of layoff.
5. When an individual is reemployed he/she shall be entitled to:
a. Retain his/her seniority date.
b. Accrue vacation leave at the same rate at which it was
accrued at the time of the layoff.
C. Have any unused sick leave reinstated.
An individual reemployed into the job classification from which he/she
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was laid off shall be assigned to the same salary range and step
he/she held at the time of the layoff. An individual reemployed into
a job classification other than the classification from which he/she
was laid off shall be assigned to the salary range of the new
classification at the amount closest to the salary he/she earned at the
time of the layoff. An individual reemployed into the classification
from which he/she was laid off while still a probationary employee
shall complete, upon return to the job, the remaining portion of
his/her probationary period, if any, in effect at the time of the layoff.
Similarly, an individual who is reemployed shall complete upon return
to the job the same work time he/she would have had to work at the
time of the layoff to attain a higher vacation leave accrual rate or to
become eligible for a salary step increase, if such changes are
possible.
SBalepJry
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