HomeMy WebLinkAboutR-10753 - Agreement between SLO city and SLO city employees Association for perod 7-1-16 to 6-30-18RESOLUTION NO 10753 (2016 Series)
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS
OBISPO, CALIFORNIA, ADOPTING AND RATIFYING THE
MEMORANDUM OF AGREEMENT BETWEEN THE CITY OF SAN LUIS
OBISPO AND THE SAN LUIS OBISPO CITY EMPLOYEES
ASSOCIATION FOR THE PERIOD OF JULY 1, 2016 THROUGH JUNE 30,
2018.
WHEREAS, the San Luis Obispo City Employees Association (SLOCEA) is committed to
providing high quality service to the community and recognize the City's commitment to fiscal
responsibility; and
WHEREAS, the City Council is committed to providing competitive compensation to
recruit and retain well qualified employees, as provided in the City's adopted Compensation
Philosophy.
NOW, THEREFORE, 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
SLOCEA, attached hereto as Exhibit "A" and incorporated herein by this reference, is hereby
adopted and ratified.
SECTION 2. The Director of Finance shall adjust the appropriate accounts to reflect the
compensation changes in the 2016-2017 and 2017-2018 Fiscal Year Budgets and Five-year
Forecast and other budgetary documents as needed.
SECTION 3. The City Clerk shall furnish a copy of this resolution and a copy of the
executed Memorandum of Agreement approved by it to: Ron Faria, SLOCEA President, and
Monica Irons, Director of Human Resources.
Upon motion of Council Member Christianson seconded by Council Member Ashbaugh and on the
following roll call vote:
AYES: Council Members Ashbaugh, Christianson, Rivoire, and
Mayor Marx
NOES: None
ABSENT: Vice Mayor Carpenter
R 10753
Resolution No. 10753 (2016 Series) Page 2
The foregoing resolution was adopted this 15th day of November 2016.
Mayor Jan Marx
ATTEST:
cm'�'-p 0" Y�'
arrie Gal agher
City Clerk
APPROVED AS TO FORM;
J. stTne D
r"Pty
Attorney
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City
of San Luis Obispo, California, this t5 -4N day of teG&&&Y 'moo
� AM& -t, � Wkt'-
Carrie Gallagher
City Clerk
R 10753
RESOLUTION NO 10753 (2016 Series)
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS
OBISPO, CALIFORNIA, ADOPTING AND RATIFYING THE
MEMORANDUM OF AGREEMENT BETWEEN THE CITY OF SAN LUIS
OBISPO AND THE SAN LUIS OBISPO CITY EMPLOYEES
ASSOCIATION FOR THE PERIOD OF JULY 1, 2016 THROUGH JUNE 30,
2018.
WHEREAS, the San Luis Obispo City Employees Association (SLOCEA) is committed to
providing high quality service to the community and recognize the City's commitment to fiscal
responsibility; and
WHEREAS, the City Council is committed to providing competitive compensation to
recruit and retain well qualified employees, as provided in the City's adopted Compensation
Philosophy.
NOW, THEREFORE, 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
SLOCEA, attached hereto as Exhibit "A" and incorporated herein by this reference, is hereby
adopted and ratified.
SECTION 2. The Director of Finance shall adjust the appropriate accounts to reflect the
compensation changes in the 2016-2017 and 2017-2018 Fiscal Year Budgets and Five-year
Forecast and other budgetary documents as needed.
SECTION 3. The City Clerk shall furnish a copy of this resolution and a copy of the
executed Memorandum of Agreement approved by it to: Ron Faria, SLOCEA President, and
Monica Irons, Director of Human Resources.
Upon motion of Council Member Christianson seconded by Council Member Ashbaugh and on the
following roll call vote:
AYES: Council Members Ashbaugh, Christianson, Rivoire, and
Mayor Marx
NOES: None
ABSENT: Vice Mayor Carpenter
R 10753
Resolution No. 10753 (2016 Series) Page 2
The foregoing resolution was adopted this 15th day of November 2016.
Mayor Jan Marx
ATTEST:
cm''-p 0" Y'
arrie Gal agher
City Clerk
APPROVED AS TO FORM;
J. stTne D
r"Pty Attorney
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City
of San Luis Obispo, California, this t5 -4N day of teG&&&Y 'moo
AM& -t, Wkt'-
Carrie Gallagher
City Clerk
R 10753
MEMORANDUM OF AGREEMENT
BETWEEN
THE CITY OF SAN LUIS OBISPO
AND THE
SAN LUIS OBISPO
CITY EMPLOYEES' ASSOCIATION
JULY 1, 2016
Through
JUNE 30, 2018
i
TABLE OF CONTENTS
ARTICLE 1 - PARTIES TO AGREEMENT .................................................................. 1
ARTICLE 2 - RECOGNITION ..................................................................................... 2
ARTICLE 3 - TERM OF AGREEMENT ....................................................................... 3
ARTICLE 4 - RENEGOTIATION ................................................................................. 4
ARTICLE 5 - SALARY ................................................................................................ 5
ARTICLE 6 - OVERTIME ............................................................................................ 8
ARTICLE 7 - STANDBY ............................................................................................ 10
ARTICLE 8 - CALLBACK .......................................................................................... 11
ARTICLE 9 - WORK OUT-OF-CLASSIFICATION .................................................... 12
ARTICLE 10 - TEMPORARY ASSIGNMENT ........................................................... 13
ARTICLE 11 - BILINGUAL PAY ................................................................................ 14
ARTICLE 12 - INFORMATION TECHNOLOGY CERTIFICATION INCENTIVES ..... 15
ARTICLE 13 - MECHANIC TOOL ALLOWANCE ..................................................... 16
ARTICLE 14 - PAYDAY ............................................................................................ 17
ARTICLE 15 - RETIREMENT ................................................................................... 18
ARTICLE 16 - INSURANCE ..................................................................................... 20
ARTICLE 17 - LONG TERM DISABILITY INSURANCE ........................................... 25
ARTICLE 18 - HOLIDAYS ........................................................................................ 27
ARTICLE 19 - SICK LEAVE ...................................................................................... 29
ARTICLE 20 - BEREAVEMENT LEAVE ................................................................... 32
ARTICLE 21 - FAMILY LEAVE ................................................................................. 33
ARTICLE 22 - VACATION LEAVE ............................................................................ 35
ARTICLE 23 - WORKERS' COMPENSATION LEAVE ............................................. 37
ARTICLE 24 - WORK SCHEDULE ........................................................................... 38
ARTICLE 25 - PROBATION PERIOD ....................................................................... 39
ARTICLE 26 – PERFORMANCE EVALUATIONS .................................................... 40
ARTICLE 27 - AMERICANS WITH DISABILITIES ACT ........................................... 41
ARTICLE 28 - TRANSFER ....................................................................................... 42
ARTICLE 29 - LAYOFFS .......................................................................................... 43
ARTICLE 30 - MODIFIED DUTY ASSIGNMENT ...................................................... 48
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ARTICLE 31 - CLASS "A & B" PHYSICALS ............................................................. 49
ARTICLE 32 - UNIFORM AND UNIFORM ALLOWANCE ........................................ 50
ARTICLE 33 - SAFETY PROGRAM ......................................................................... 51
ARTICLE 34 - EMPLOYEE RIGHTS ........................................................................ 52
ARTICLE 35 - GRIEVANCE PROCEDURE .............................................................. 53
ARTICLE 36 - REPRESENTATIVE ROLE ................................................................ 55
ARTICLE 37 - COMMITTEE REPRESENTATION ................................................... 57
ARTICLE 38 - DUES DEDUCTION/AGENCY SHOP ............................................... 58
ARTICLE 39 - MANAGEMENT RIGHTS .................................................................. 60
ARTICLE 40 - PEACEFUL PERFORMANCE ........................................................... 61
ARTICLE 41 - FULL AGREEMENT .......................................................................... 62
ARTICLE 42 - SAVINGS CLAUSE ........................................................................... 63
ARTICLE 43 - AUTHORIZED AGENTS .................................................................... 64
ARTICLE 44 - SIGNATURES ................................................................................... 65
APPENDIX A - CLASSIFICATIONS ......................................................................... 66
APPENDIX B – SKILLS BASED PAY GUIDANCE DOCUMENT ............................. 68
1
ARTICLE 1 - PARTIES TO AGREEMENT
This Agreement is made and entered into this 15th day of November, 2016, by and between
the City of San Luis Obispo, hereinafter referred to as the City, and the San Luis Obispo
City Employees' Association, hereinafter referred to as the Association.
Nothing in this Agreement between the parties shall invalidate nor be substituted for any
provisions in City Resolution No. 6620 or AB 646 codified in California Government Code
Sections 3505.4, 3505.5 and 3507.7 unless so stipulated to by provision(s) contained herein
and agreed to.
2
ARTICLE 2 - RECOGNITION
Pursuant to Government Code Section 3500 et seq and City Resolution No. 6620, the City
hereby recognizes the San Luis Obispo City Employees' Association as the bargaining
representative for purposes of representing regular and probationary employees, occupying
the position classifications set forth in Appendix A, in the General Unit with respect to their
compensation, hours and other terms and conditions of employment for the duration of the
Agreement.
3
ARTICLE 3 - TERM OF AGREEMENT
This Agreement shall become effective July 1, 2016, except that those provisions which
have specific implementation dates shall be implemented on those dates and shall remain
in full force and effect until midnight June 30, 2018.
4
ARTICLE 4 - RENEGOTIATION
If the Association desires to negotiate a successor Agreement, then the Association shall
serve upon the City its intent to begin negotiations no earlier than 120 days or later than 90
days prior to the expiration of the MOA. Negotiations shall begin within, but no later than,
thirty (30) days from the date of receipt of the notice. Parties may by mutual agreement
modify the date for commencement of negotiations.
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ARTICLE 5 - SALARY
A. RULES GOVERNING STEP CHANGES FOR NON-SKILLS BASED PAY
EMPLOYEES
The following rules shall govern step increases for employees:
(1) The first step is the minimum rate and shall normally be the hiring rate for the
class. In cases where it is difficult to secure qualified personnel, or if a person
of unusual qualifications is hired, the Human Resources Director may authorize
hiring at any step.
(2) The second step is an incentive adjustment to encourage an employee to
improve his/her work. An employee may be advanced to the second step
following the completion of twelve months satisfactory service upon
recommendation by his/her department head and the approval of the Human
Resources Director.
(3) The third step represents the middle value of the salary range and is the rate at
which a fully qualified, experienced and ordinarily conscientious employee may
expect to be paid after a reasonable period of satisfactory service. An
employee may be advanced to the third step after completion of twelve months
service at the second step, provided the advancement is recommended by the
department head and approved by the Human Resources Director.
(4) The fourth and fifth steps are to be awarded only if performance is deemed
competent or above as shown on the last performance evaluation. An
employee may be advanced to the fourth step after completion of one year of
service at the third step provided the advancement is recommended by the
department head and approved by the Human Resources Director. An
employee may be advanced to the fifth step after completion of one-year
service at the fourth step provided the advancement is recommended and
justified in writing by the department head and approved by the Human
Resources Director.
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(5) The above criteria for step increases apply except where other arrangements
are authorized by the City Manager.
(6) In applying the above rules, the next step shall be granted, other conditions
having been met, on the first day of the payroll period within which the
anniversary date occurs.
(7) Should the employee's salary not be increased, it shall be the privilege of the
department head and City Manager to reconsider such increase at any time
during the year.
(8) Each department head shall be authorized to reevaluate employees who reach
Step 5 in their pay range. An employee who is not performing up to standard
for the fifth step shall be notified in writing that the department head intends to
reduce him one step unless his job performance improves to an acceptable
level by the end of 60 days. Prior to the end of 60 days the department head
shall again reevaluate the employee and, as part of that reevaluation, shall
notify the employee if the pay reduction shall then become effective. The fifth
step may be reinstated at any time upon recommendation of the department
head. If the department head deems it necessary to again remove the fifth step
during the same fiscal year, he/she may make the change at any time with three
business days written notice.
B. RULES GOVERNING SKILLS BASED PAY
The guidelines for skills based pay classifications are set forth in Appendix B.
C. "Y" RATING
An employee who is not performing up to established job standards for reasons
including but not limited to transfer, reclassification, and performance issues may be
"Y" rated, freezing his/her salary until such time as standards are met. The department
head shall give 60 days written notice to any employee he/she intends to "Y" rate,
giving the employee an opportunity to correct any deficiencies. A "Y" rated employee
would not receive either step increases or salary increases granted by the City Council
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in a MOA resolution such as across the board cost of living increases, market equity
increases, or other increases to salary. The "Y" rating procedure shall not result (then
or later) in the employee being frozen below the next lower step of the new range. For
example, if an employee is at step 4 when "frozen" his/her salary shall not ever be less
than the current step 3 by this action. The only limited exception to “Y” rating may be
found in Appendix B, Skills Based Pay Guidance document.
D. COMPUTATION OF SALARY RANGE
Each salary range consists of five steps (1 through 5). Steps 1 through 4 equal 95%
of the next highest step, computed to the nearest one dollar.
Step 4 = 95% of Step 5
Step 3 = 95% of Step 4
Step 2 = 95% of Step 3
Step 1 = 95% of Step 2
Each across-the-board % salary increase shall raise step 5 of range 1 by that %. Step
5 of each successive salary range will be 2.63% above step 5 of the next lower range.
After all step 5's of salary ranges have been established, each step 5 shall be rounded
off to the nearest $1.00 and the remaining steps established in accordance with the
above formula.
E. SALARY PROVISION FOR THE TERM OF AGREEMENT
The parties agree to a salary increase as set forth below to be effective on the first
day of the first full payroll period following the date prescribed for all unit members.
• 2% September 1, 2016
• 2% July 1, 2017
8
ARTICLE 6 - OVERTIME
A. DEFINITION
Overtime is defined as all hours preauthorized by management and worked by the
employee in excess of forty (40) hours worked in a work week.
All paid leave hours shall be counted as hours worked for purposes of calculating
overtime to include Vacation, Holiday, Sick Leave and CTO. All overtime shall be
authorized by the department head or designee prior to being compensated.
B. COMPENSATION
All overtime as defined in Section A of this Article shall be paid in cash at one and one
half (1 1/2) the employee's base rate of pay, plus incentives as defined below in
Section D, or in time off (CTO) at the rate of one and one-half (1 1/2) hours for each
hour of overtime worked. All overtime shall be compensated to the nearest five (5)
minutes worked.
Separate and apart from the City's contractual obligation to pay overtime in
accordance with Section A above, the City is obligated to calculate and pay, at a
minimum, FLSA overtime based on the federally defined regular rate of pay applicable
to members of SLOCEA's bargaining unit.
C. COMPENSATORY TIME OFF (CTO)
An employee eligible for overtime compensation as defined in Section B above may
elect compensation in the form of time off (CTO). An employee may not be
compensated in CTO for more than sixty (60) hours of overtime worked in the calendar
year. Accumulated CTO may be taken through December 31st of each calendar year.
Accumulated CTO not taken by midnight December 31st shall be compensated in cash
at straight time. Such compensation shall be paid in January of the following year.
D. PAY INCENTIVES TO BE INCLUDED IN THE BASE RATE FOR OVERTIME
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• Bilingual Pay
• Safety Committee Pay
• Microsoft Certified Engineer (MSCE) or VMware Certified Professional (VCP)
Certifications
• Standby Pay
E. WORK WEEK FOR CALCULATION OF OVERTIME
For all bargaining unit members working a regular 5/40 work schedule or a 4/10
alternative work schedule, the work week for the purpose of calculating overtime as
defined in Sections A & B of this Article shall be seven consecutive days, beginning at
12:00 am Thursday and ending at 11:59 pm Wednesday.
For all bargaining unit members working a 9/80 alternative work schedule, the work
week for the purpose of calculating overtime as defined in Section A and B of this
Article shall be seven consecutive days, beginning exactly four hours into their eight-
hour shift on the day of the week which constitutes their alternative regular day off.
10
ARTICLE 7 - STANDBY
A. Standby duty is defined as that circumstance which requires an employee so assigned
to:
Be ready to respond immediately to a call for service;
Be readily available at all hours by telephone or other agreed-upon
communication equipment; and
Refrain from activities which might impair his/her assigned duties upon call
(including alcohol consumption).
B. Effective the first full pay period following the adoption of this agreement by City
Council, employees will receive forty-five dollars ($45.00) for each week day, and sixty-
five dollars ($65.00) for each weekend day and holiday of such assignment.
C. For return to work as part of a standby assignment, as defined above, the City will
guarantee either two (2) hours of pay in cash at straight time or pay at time and one
half for time actually worked whichever is greater.
D. The parties agree that employees on standby, as defined above, are "waiting to be
engaged."
11
ARTICLE 8 - CALLBACK
A. DEFINITION
Callback is defined as that circumstance which requires an employee to unexpectedly
return to work after the employee has left work at the end of the employee's workshift
or workweek;
Except that, an early call-in of up to two (2) hours prior to the scheduled start or a
workshift shall not be considered a callback.
B. COMPENSATION
For an unexpected return to work, as defined in A above, the City will guarantee either
four (4) hours pay in cash at straight time or pay at time and one-half for time actually
worked, whichever is greater.
If an employee who was called back and has completed his/her assignment and left
work is again called back to work, he/she will not receive another minimum if the return
is within the original minimum.
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ARTICLE 9 - WORK OUT-OF-CLASSIFICATION
A. OUT-OF-CLASS ASSIGNMENT
For the purposes of this article, an out-of-class assignment is the full-time performance
of all the significant duties of an available, funded position in one classification by an
individual in a position in another classification. An employee assigned in writing by
management to work out-of-class in a position that is assigned a higher pay range and
is vacant pending an examination or is vacant due to an extended sick leave, shall
receive five percent (5%), but in no case more than the next higher step of the higher
class, in addition to their regular base rate commencing on the eleventh consecutive
workday on the out-of-class assignment. Employees assigned as project managers
and thereby working out-of-classification shall receive compensation pursuant to this
section.
Work out-of-class compensation will be evaluated after six months. Out-of-class
compensation will be increased to the first step of the higher classification at least five
percent (5%) upon the recommendation of the supervisor and approval of the
department head.
B. SEASONAL SUPERVISION
If, in addition to his/her regularly assigned employees, any employee responsible for
five (5) or more temporary workers for a period exceeding 10 consecutive work days
shall receive additional pay of 5% commencing with the 11th day.
13
ARTICLE 10 - TEMPORARY ASSIGNMENT
An appointing authority may temporarily assign an employee to a different position for a
specific period of time not to exceed 90 days, after which the employee returns to his/her
regular duties and position from which he/she was regularly assigned. Such action shall
have the prior approval of the Human Resources Director. An appointing authority may
assign an employee to a different position for a period of time not to exceed 90 days,
provided the employee has received 24 hours written notice which includes reasons for the
assignment. Employees who are subject to temporary assignment shall be compensated in
accordance to Article 9A.
14
ARTICLE 11 - BILINGUAL PAY
Employees certified as bilingual in Spanish through a testing process and certified as being
required to regularly use their Spanish speaking skills shall receive a bilingual payment of
thirty-five ($35) dollars per pay period. Additional languages may be approved by the City
based upon demonstrated need. Regardless of certification and payment, all employees
shall use any language skills they possess to the best of their ability.
15
ARTICLE 12 - INFORMATION TECHNOLOGY CERTIFICATION INCENTIVES
The following classifications are eligible to receive a $500 monthly stipend for a Microsoft
Certified Engineer (MSCE) or VMWARE Certified Professional Certification (VCP):
• Control Systems Administrator
• Network Administrator
16
ARTICLE 13 - MECHANIC TOOL ALLOWANCE
The following classifications are eligible to receive a tool allowance of $1,000 per year for
tool replacement, tool purchase, and/or tool updates:
• Mechanic Helper
• Heavy Equipment Mechanic
The allowance will be included on the first full pay period in January each calendar year.
Eligible employees hired after the annual tool allowance is provided, will receive a prorated
tool allowance, based on his/her start date.
17
ARTICLE 14 - PAYDAY
Payroll will be disbursed on a bi-weekly schedule. Payday will be every other Thursday.
This disbursement schedule is predicated upon normal working conditions and is subject to
adjustment for cause beyond the City's control. The City will not compel electronic deposits.
18
ARTICLE 15 - RETIREMENT
A. Employees hired before December 6, 2012
The City agrees to provide the Public Employees' Retirement System’s 2.7% at age
55 plan to all eligible employees including the amendments permitting conversion of
unused sick leave to additional retirement credit, the 1959 survivor's benefit (4th level),
one year final compensation, the Military Service Credit option, and the Pre-Retirement
Option 2 Death Benefit.
Effective the first full pay period in January 2014, employees covered by the 2.7% at
55 plan will pay the full eight percent member contribution to PERS.
The employee pays to PERS their contribution; as allowed under Internal Revenue
Service Code Section 414 (h) (2) the contribution is made on a pre-tax basis.
B. “Classic Members” hired on or after December 6, 2012
For “Classic Members” hired on or after December 6, 2012, the City will provide the
PERS 2% at 60 retirement plan using the highest three year average as final
compensation. The second tier formula will include the following amendments:
conversion of unused sick leave to additional retirement credit, the 1959 survivor's
benefit (4th level), the Military Service Credit option, and the Pre-Retirement Option 2
Death Benefit. Employees hired under this plan will pay the full member contribution
required under the plan, presently seven percent (7%). CalPERS determines who is
a “classic member” within the meaning of the California Public Employees’ Pension
Reform Act (PEPRA).
The employee pays to PERS their contribution; as allowed under Internal Revenue
Service Code Section 414 (h) (2) the contribution is made on a pre-tax basis.
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C. New Members
For all employees who CalPERS determines are “new members” within the meaning
of the PEPRA, the City will provide the PERS 2% at 62 retirement plan using the
highest three year average as final compensation.
Effective upon their date of hire, new members will pay 50% of the total normal cost of
the member contribution, as determined by CalPERS.
The employee pays to PERS their contribution; as allowed under Internal Revenue
Service Code Section 414 (h) (2) the contribution is made on a pre-tax basis.
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ARTICLE 16 - INSURANCE
A. HEALTH FLEX ALLOWANCE
Employees electing medical coverage in the City’s plans shall receive a health flex
allowance, as defined by the Affordable Care Act (“ACA”), and shall purchase such
coverage through the City’s Cafeteria Plan. If the health flex allowance is less than
the cost of the medical plan, the employee shall have the opportunity to pay the
difference between the health flex allowance and the premium cost on a pre-tax
basis through the City’s Cafeteria Plan. If the premium cost for medical coverage is
less than the health flex allowance, the employee shall not receive any unused
health flex in the form of cash or purchase additional benefits under the Cafeteria
Plan. Less than full-time employees shall receive a prorated share of the City's
contribution. The 2016 and 2017 monthly health flex allowance amounts are:
Level of Coverage 2016 Rates 2017 Rates
Employee Only $ 517.00 $539.00
Employee Only "Grandfathered"
*with no cash back option $790.00 $790.00
Employee Plus One $1,023.00 $1,066.00
Family $1,383.00 $1,442.00
Employees hired prior to September 1, 2008 that are grandfathered in and elect
employee only medical coverage will receive the health flex allowance listed above for
employee only “grandfathered” coverage. If the premium cost for medical coverage is
less than the health flex allowance, the employee shall not receive any unused health
flex in the form of cash.
Effective December 2017 (for the January 2018 premium), the City’s total health flex
allowance for group medical coverage shall be modified by an amount equal to one-
half of the average percentage increase for family coverage in the PERS health plans
21
available in San Luis Obispo County. For example: if three plans were available and
the year-to-year changes were +10%, +15%, and +20% respectively, the City’s
contribution would be increased by 7.5% (10% + 15% + 20% ÷ 3 = 15% x 1/2). The
employee only grandfathered amount will not adjust.
City agrees to continue its contribution to the health flex allowance for two (2) pay
periods in the event that an employee has exhausted all paid time off due to an
employee's catastrophic illness. That is, the employee shall receive regular City health
flex allowance for the first two pay periods following the pay period in which the
employee's accrued vacation and sick leave balances reach zero (0).
B. PERS HEALTH BENEFIT PROGRAM
The City has elected to participate in the PERS Health Benefit Program. The City
shall contribute an equal amount towards the cost of medical coverage under the
Public Employee’s Medical and Hospital Care Act (PEMHCA) for both active
employees and retirees. The City’s contribution toward coverage under PEMHCA
shall be the statutory minimum contribution amount established by CalPERS on an
annual basis. The City's contribution will come out of that amount the City currently
contributes to employees as part of the City’s Cafeteria Plan. The cost of the City's
participation in PERS will not require the City to expend additional funds toward
health insurance. In summary, this cost and any increases will be borne by the
employees.
Health Insurance Benefits for Domestic Partners
The City has adopted a resolution electing to provide health insurance benefits to
domestic partners (Section 22873 of the PEMHCA).
C. CONDITIONAL OPT OUT
Employees who at initial enrollment or during the annual open enrollment period,
complete an affidavit and provide proof of other minimum essential coverage for
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themselves and their qualified dependents (tax family) that is not a qualified health
plan coverage under an exchange/marketplace or an individual plan, will be allowed
to waive medical coverage for themselves and their qualified dependents (tax family).
The monthly conditional opt-out incentives are:
Opt Out $200
“Grandfathered” Opt Out $790 (hired before September 1, 2008)
The conditional opt-out incentive shall be paid in cash (taxable income) to the
employee. The employee must notify the City within 30 days of the loss of other
minimum essential coverage. The conditional opt-out payment shall no longer be
payable, if the employee and family members cease to be enrolled in other minimum
essential coverage. Employees receiving the conditional opt-out amount will also be
assessed $16.00 per month to be placed in the Retiree Health Insurance Account.
This account will be used to fund the City's contribution toward retiree premiums and
the City's costs for the Public Employee's Contingency Reserve Fund and the
Administrative Costs. However, there is no requirement that these funds be used
exclusively for this purpose nor any guarantee that they will be sufficient to fund
retiree health costs, although they will be used for negotiated employee benefits.
D. DENTAL AND VISION INSURANCE/DEPENDENT COVERAGE
Effective January 1, 2017, employee participation in the City's dental and vision plans
is optional. Employees who elect coverage shall pay the dental and/or eye premium
by payroll deductions on a pre-tax basis through the City’s Cafeteria Plan.
E. LIFE INSURANCE
Employees shall pay for life insurance coverage of Fifty Thousand Dollars ($50,000).
F. MEDICAL PLAN REVIEW COMMITTEE
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The Association shall appoint two voting representatives to serve on a Medical Plan
Review Committee. In addition, the Association may appoint one non-voting
representative to provide a wider range of viewpoint for discussion. The vote of each
voting representative shall be weighted according to the number of employees
represented by the Association.
1. DUTIES AND OBLIGATIONS OF THE MEDICAL PLAN REVIEW COMMITTEE
a. Review and suggest changes for the City's flexible benefits plan and the
insurance plans offered under the MOA;
b. Submit to the City and its employee associations recommendations on
proposed changes for the City's flexible benefits plan and the insurance
plans offered under the MOA;
c. Disseminate information and educate employees about the City's
flexible benefits plan and the insurance plans offered under the MOA;
d. Participate in other related assignments requested by the City and its
employee associations.
2. MISCELLANEOUS
a. The actions of the Medical Plan Review Committee shall not preclude
the Association and the City from meeting and conferring.
b. No recommendation of the Medical Plan Review Committee on matters
within the scope of bargaining shall take effect before
completion of meet and confer requirements between the City and
Association.
c. If changes to the City's flexible benefits plan or Cafeteria Plan, are
subject to meet and confer requirements, the City and the Association
agree to meet and confer in good faith.
d. In performing its duties, the Medical Plan Review Committee may
consult independent outside experts. The City shall pay any fees
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incurred for this consultation, provided that the City has approved the
consultation and fees in advance.
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ARTICLE 17 - LONG TERM DISABILITY INSURANCE
A. COVERAGE
All employees shall be covered by Long Term Disability Insurance (LTD).
B. COST OF LTD
The employee shall pay all costs of the program, which the City shall deduct from
employees' paychecks.
C. ACCUMULATION OF BENEFITS
Time-in-service and other City benefits will only accrue when an employee is on
City-paid time.
D. COORDINATION OF BENEFITS
1. LTD payments shall be coordinated with accumulated paid time so that take
home pay will not exceed regular take home pay. Paid time is defined as
vacation, sick leave, CTO, and holiday.
2. The coordination of payments will be administered by the City. The employee
must take his/her uncashed LTD benefit check to Finance.
a. Determination of the use of paid time for coordination of benefits shall
be made by the City. Employees on disability leave shall be required to
use all accumulated paid time prior to using unpaid time.
b. Employees who receive LTD benefits shall receive credit for a portion of
the paid leave used to cover their absence. To determine the credit, the
amount of their LTD benefit shall be divided by their base hourly rate
multiplied by 1.4. The credit shall be prorated if the employee has any
non-paid time during the pay period. To receive the credit, the employee
must sign his/her LTD benefit check over to the City.
EXAMPLE: Employee uses 80 hours of sick leave.
Employee receives $384 from LTD.
Employee's hourly rate is $9.67.
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1.4 x $9.67 = $13.54
$384 / $13.54 = 28.36 hours.
The employee receives a credit of 28.36 hours.
E. ACCRUAL OF BENEFITS WHILE ON LTD LEAVE
1. If an employee has no paid time at the beginning of a pay period, the employee
shall neither accrue vacation or sick leave, nor shall the employee receive
his/her regular City health payment benefit except as provided in #3 below. To
continue health insurance, the employee must pay the entire cost of his/her
health coverage for that pay period.
2. If an employee has at least sixteen hours of paid time at the beginning of a pay
period, the employee shall receive his/her regular vacation and sick leave
accruals.
3. If an employee has any paid time at the beginning of a pay period, the employee
shall receive his/her regular City health payment benefit for that pay period. For
continuance of medical insurance see Insurance, Article 16, Section A.
F. WITHDRAWAL FROM LTD
If this unit chooses to withdraw from LTD after the required two (2) years membership,
it must present a majority petition indicating such desire.
G. In the event SLOCEA obtains an alternative Long Term Disability provider, the City is
willing to meet and confer on coordination of benefits.
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ARTICLE 18 - HOLIDAYS
The following days of each year are designated as paid holidays:
January 1 - New Year's Day
Third Monday in January - Martin Luther King Jr. Birthday
Third Monday in February - Presidents’ Day
Last Monday in May - Memorial Day
July 4 - Independence Day
First Monday in September - Labor Day
November 11 - Veteran's Day
Fourth Thursday in November - Thanksgiving Day
Friday after Thanksgiving
December 25 - Christmas
One-half day before Christmas
One-half day before New Year's Day
Two Floating Holidays
When a holiday falls on a Saturday, the preceding Friday shall be observed. When a holiday
falls on a Sunday, the following Monday shall be observed. A holiday shall be defined as
eight (8) hours of paid time off for regular full-time employees.
When Christmas or New Year’s Holiday falls on a Tuesday or Thursday, the City reserves
the right to close non-essential City services and offices on Monday or Friday (the day
adjacent to the observed holiday). Essential City services are determined at the discretion
of the Department Head. Employees scheduled to work in non-essential functions on the
days adjacent to the paid holidays would be required to use appropriate personal leave or
take the days as non-pay. The City would notify employees of closure of non-essential City
services and offices no later than October 31st of the same year in order to provide
employees with ample time to plan accordingly.
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Floating holiday accrual: An individual employed on a floating holiday (FH) accrual date
shall be credited with eight (8) hours of additional vacation. Use, carry-over, accumulation,
etc. of such vacation shall be subject to the same rules and procedures that cover all
accrued vacation.
The two floating holidays will be accrued January 1 and July 1.
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ARTICLE 19 - SICK LEAVE
A. Sick leave shall be defined as absence from duty because of illness or off-the-job
injury, or exposure to contagious diseases as evidenced by certification from an
accepted medical authority.
B. Rules governing sick leave:
1. Each incumbent of a line-item position shall accrue sick leave with pay at the
rate of twelve (12) days or the prorated shift equivalent per year of continuous
service.
2. Sick leave may be used after the completion of the month of service in which it
was earned.
3. Sick leave shall begin with the first day of illness.
4. Department heads shall be responsible to the City Manager for the uses of sick
leave in their departments.
5. A department head shall require written proof of illness from an authorized
medical authority at the employee's expense for sick leave use in excess of five
(5) consecutive working days by personnel in his/her department. Such proof
may be required for periods less than five (5) consecutive working days where
there exists an indication of sick leave abuse.
6. Any employee who is absent because of sickness or other physical disability
shall notify his/her immediate supervisor or department head as soon as
possible but in any event during the first day of absence. Any employee who
fails to comply with this provision, without having a valid reason, will be placed
on leave of absence without pay during the unexcused absence and be subject
to disciplinary action.
7. Any employee absent for an extended illness or other physical disability may
be required by the Human Resources Director to have an examination by the
City's medical examiner, at City expense, prior to reinstatement to the City
service.
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8. An appointing authority, subject to approval of the Human Resources Director,
may require any employee to be medically examined where reasonable cause
exists to believe that an employee has a medical condition which impairs
his/her job effectiveness or may endanger the health, safety or welfare of the
employee, other employees, or the public. Employees who are judged to be
physically incapable of meeting normal requirements of their positions may be
placed in a classification of work for which they are suitable when a vacancy
exists, or may be separated for physical disability.
9. In the event that an employee's sick leave benefits become exhausted due to
illness or exposure to contagious disease, the employee shall revert to a status
of leave of absence without pay and be subject to the provisions of the
Personnel Rules unless eligible to participate in the City's Catastrophic Leave
Policy. For continuation of medical insurance see Insurance, Article 16, Section
A.
10. The right to benefits under the sick leave plan shall continue only during the
period that the employee is employed by the City. This plan shall not give any
employee the right to be retained in the services of the City nor any right of
claim to sickness disability benefits after separation from the services of the
City. When an employee receives compensation under the Worker's
Compensation Act of California, such compensation received shall be
considered part of the salary to be paid to the employee eligible for such
payments as required by state law. The amount paid by the City shall be the
difference between the amount received by the employee from the City's
compensation insurance coverage and the eligible employee's regular rate of
pay.
11. Notwithstanding anything contained in this section, no employee shall be
entitled to receive any payment or other compensation from the City while
absent from duty by reason of injuries or disability received as a result of
engaging in employment other than employment by the City for monetary gain
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or other compensation other than business or activity connected with his/her
City employment.
12. Accumulation of sick leave days shall be unlimited.
13. Upon termination of employment by death or retirement, a percentage of the
dollar value of the employee's accumulated sick leave will be paid to the
employee, or the designated beneficiary or beneficiaries according to the
following schedule:
(a) Death - 30%
(b) Retirement and actual commencement of PERS benefits:
(1) After ten years of continuous employment - 10%
(2) After fifteen years of continuous employment - 15%
(3) After twenty years of continuous employment – 20%
(4) After twenty-five years of continuous employment – 25%
(5) After thirty years of continuous employment – 30%
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ARTICLE 20 - BEREAVEMENT LEAVE
At each employee's option, sick leave may be used to be absent from duty due to the death
of an employee’s family member as defined in Article 21, Section C, provided such leave as
defined in this section shall not exceed five (5) working days (40 hours) for each incident.
The employee may be required to submit proof of relative's death before being granted sick
leave pay. False information concerning the death or relationship shall be cause for
discharge.
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ARTICLE 21 - FAMILY LEAVE
A. An employee may take up to six (6) days (48 hours) of sick leave per year if required
to be away from the job to personally care for a member of his/her family.
B. An employee may take up to seven (7) days (56 hours) of sick leave per year if the
family member is part of the employee's household and is hospitalized.
The employee shall submit written verification of such hospitalization.
C. For purposes of this article, family is defined as spouse/domestic partner, child,
brother, sister, parent, parent-in-law, step-parent, step-brother, step-sister,
grandparent, or any other relative as defined by Labor Code 233 and/or Assembly Bill
1522.
D. The amounts shown in A, B, and C above are annual maximums, not maximums per
qualifying family member.
E. In conjunction with existing leave benefits, employees with one year of City service
who have worked at least 1250 hours in the last year, may be eligible for up to 12
weeks of Family/Medical Leave within any 12 month period. Family/Medical Leave
can be used for:
1. A new child through birth, adoption or foster care (maternal or paternal
leave).
2. A seriously ill child, spouse or parent who requires hospitalization or
continuing treatment by a physician.
3. Placement of an employee's child for adoption or foster care.
4. A serious health condition which makes the employee unable to perform
the functions of his or her position.
This leave shall be in addition to leave available to employees under the existing four
month Pregnancy-Disability Leave provided by California law. Paid leave, if used for
family leave purposes or personal illness, will be subtracted from the 12 weeks allowed
by the Family/Medical Leave Program. Employees must use all available vacation,
compensatory time and administrative leave and, if appropriate, sick leave prior to
receiving unpaid Family/Medical Leave.
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Employees on Family/Medical Leave will continue to receive the City's contribution
toward the cost of health insurance premiums. However, employees who receive cash
back under the City's Flexible Benefit Plan will not receive that cash during the
Family/Medical Leave. Only City group health insurance premiums will be paid by the
City.
If an employee does not return to work following Family/Medical leave, the City may
collect from the employee the amount paid for health insurance by the City during the
leave. There are two exceptions to this rule:
1. The continuation of a serious health condition of the employee or a
covered family member prevents the return.
2. Circumstances beyond the employee's control.
Further details on Family/Medical Leaves, are available through the City's "Guide to
Family/Leave Program."
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ARTICLE 22 - VACATION LEAVE
A. Each incumbent of a 40 hour a week line-item position shall accrue vacation leave with
pay at the rate of 12 days (96 hours) per year of continuous service since the benefit
date for the first five years, 15 days (120 hours) per year upon completion of five years,
18 days (144 hours) per year upon completion of ten years, and 20 days (160 hours)
upon completion of twenty years.
B. An incumbent is not eligible to use accrued vacation leave until it has been accrued,
and approved as provided below.
C. A regular employee who leaves the City service shall receive payment for any unused
vacation leave.
D. It is the employee's responsibility to request and use vacation leave in a manner that
neither jeopardizes their vacation balance nor the efficiency of the work unit. Vacation
schedules must be reviewed by management prior to the scheduled vacation.
Vacation schedules will be based upon the needs of the City and then, insofar as
possible, upon the wishes of the employee. Management may not deny an
employee's vacation request if such denial will result in the loss of vacation accrual by
the employee, except that, management may approve a two-month extension of
maximum vacation accrual. In no event shall more than one such extension be
granted in any calendar year.
E. Any employee who is on approved vacation leave and becomes eligible for
sick leave, as defined in Section 2.36.420 of the Municipal Code, may have such time
credited as sick leave under the following conditions:
1. A physician's statement certifying that illness, injury or exposure to
contagious disease has occurred is presented to the supervisor upon
returning to work.
2. The vacation leave immediately ends and the employee reports to work
following the end of sick leave usage. (Ordinance No. 782 - 1978
Series)
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F. Vacation leave shall be accrued as earned through the last pay day in December, up
to a maximum of twice the annual rate.
G. All employees in this unit are eligible, once annually in December, to request payment
for up to forty (40) hours of unused vacation leave provided that an employee's overall
performance and attendance practices are satisfactory. Employees must have eighty
(80) hours of accrued vacation leave to be eligible. Upon request, vacation sellback
payments shall be made by separate check.
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ARTICLE 23 - WORKERS' COMPENSATION LEAVE
Any employee who is absent from duty because of on-the-job injury in accordance with state
workers' compensation law and is not eligible for disability payments under Labor Code
Section 4850 shall be paid the difference between his/her base salary and the amount
provided by workers' compensation during the first 90 business days of such temporary
disability absence. Eligibility for workers' compensation leave requires an open workers'
compensation claim.
For continuation of medical insurance see Insurance, Article 16, Section A.
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ARTICLE 24 - WORK SCHEDULE
Employees shall be scheduled to work on regular work shifts having regular starting and
quitting times. Except for emergencies, employees' work shifts shall not be changed without
reasonable prior written notice to the employee and the Human Resources Director. At least
14 days’ notice will normally be given, but in no event will less than seven days’ notice be
given, for an ordered work shift change. Neither callback nor overtime constitutes a change
in work shift. All references to accrual of vacation, holiday or sick leave in the Agreement
shall be interpreted as one (1) day being equivalent to eight (8) hours.
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ARTICLE 25 - PROBATION PERIOD
All new appointments in line-item positions in the classified service shall be subject to a
probationary period of one year. Promotions or transfers to line-item positions within the
general unit in the classified service shall be subject to a probationary period of six months.
The probationary period may be extended or reinstated if further employee evaluation is
deemed necessary for up to six months upon the written recommendation of the department
head and the written approval of the Human Resources Director.
Employees not successfully passing a promotional or transfer probation or voluntarily
requesting to have the promotion rescinded during the first 90 calendar days of the
probationary period shall be returned to their previously held position without notice or
hearing. If the cause for not passing probation was sufficient grounds for dismissal, the
employee shall be subject to dismissal without reinstatement to the lower position. If no
vacancy exists, the name of the employee may be placed on a Reemployment List per
Article 29, Layoffs, Section B.
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ARTICLE 26 – PERFORMANCE EVALUATIONS
All regular full-time employees shall receive an annual written performance evaluation from
their supervisor within thirty (30) days of the employee’s anniversary date, absent
exceptional circumstances. All regular full-time probationary employees shall receive
quarterly written performance evaluations within (30) days following the due date from their
supervisor, absent exceptional circumstances.
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ARTICLE 27 - AMERICANS WITH DISABILITIES ACT
The City and Association acknowledge the passage of the Americans with Disabilities Act.
It is agreed that the City shall take all necessary actions to comply with the provisions of this
Act. If necessary, sections of this Memorandum of Agreement and/or the City Personnel
Rules may be suspended in order to achieve compliance.
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ARTICLE 28 - TRANSFER
A. TRANSFER PROCESS
Upon proper notice and concurrence by the City Manager, an employee may be
transferred by the appointing authority from one position to another in the same pay
range provided he/she possesses the minimum qualifications as determined by the
Human Resources Director.
If the transfer involves a change from one department to another, both department
heads must consent thereto unless the City Manager orders the transfer for purposes
of economy and efficiency.
The employee shall be given five (5) business days' written notice of the transfer
including the reason for the change.
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ARTICLE 29 - LAYOFFS
LAYOFF PROCEDURE
In accordance with Personnel Rule 2.36.280, the City Council of San Luis Obispo shall
determine when and in what position or classifications layoffs are to occur. The Human
Resources 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 classification within a department 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;
For regular employees, layoffs 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:
Category 1:
Performance that is unsatisfactory, below standard, needs improvement,
unacceptable or does not meet minimum standards. Performance
defined by this category is 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.
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
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with an overall rating that falls within the top two or 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 performance category the City shall use in
determining order of layoffs.
a. In the event two or more employees in the same job classification
are in the same job performance category, the employee with the
least amount of service with the City shall be laid off first.
b. Transfer to another department in lieu of layoff is authorized upon
approval of the department needs, if there is a vacancy and the
employee meets the minimum job requirements.
c. Regular part time employees shall receive prorated seniority
credit.
B. Laid Off Employees on Reemployment List.
The names of employees who have been laid off shall be placed on the
appropriate Reemployment List for one year. The recall of employees will be in
reverse order of layoff, depending upon City requirements.
Reemployment lists shall be used for filling those classes requiring substantially
the same minimum qualifications, duties and responsibilities of the class from
which the layoff was made.
C. Appointment of Laid-Off Employees to Vacant Class.
An appointing authority may, with the approval of the department head and the
Human Resources Director and in agreement with the employee, appoint an
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employee who is to be laid off to a vacancy in a vacant class for which he or
she is qualified.
D. Employee reassignments (bumping procedure):
1. Employees who have been promoted during their service with the City
may bump back one classification in their career series, or to a position
within a classification they formerly held, if there is an employee in the
lower previously held classification with less seniority than the employee
who wants to bump. Seniority for the purpose of this section shall mean
time in the position in the lower classification plus time in other
classifications. For example, (1) an employee attempting to bump to
Accounting Assistant II from Accounting Assistant III would utilize their
combined time as a II and III in determining whether or not they had more
seniority than an individual in the II classification. (2) An employee
attempting to bump to a Parks Worker II from a Street Painter position
would utilize their combined time in each respective position to
determine seniority.
2. Reassignment rights may be exercised only once in connection with any
one layoff, and shall be exercised within seven (7) calendar days from
the date of the notice of the layoff, by written notice from the employee.
3. The bumping right shall be considered exercised by the displacement of
another employee with lesser total service or by the acceptance of a
vacant position in the class with the same or lower salary.
4. Full time and part time regular employees shall have bumping rights for
either full time regular or part time regular positions.
5. Notwithstanding the foregoing, if the City Manager determines that the
public interest will not be served by application of the above criteria, the
City Manager may depart therefrom on the basis of a clearly
demonstrable superiority in performance and/or qualifications.
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6. Employees on layoff shall be offered reemployment 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.
E. Employment programs with special requirements will be administered in
accordance with appropriate Federal or State guidelines and directives.
F. 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 G, below.
G. Notice of Layoff to Employees.
An employee to be laid-off shall be notified in writing of the impending action at
least thirty (30) calendar days in advance of the effective date of the lay-off.
The notice shall include the following information:
1. Reason for lay-off.
2. Effective date of layoff.
3. Employee rights as provided in these rules.
H. Removal of Names from Reemployment Lists.
The Human Resources Director may remove an employee's name from a
reinstatement list if any of the following occur:
1. The individual indicates that he/she will be unable to return to
employment with the City during the life of the list; or
2. The individual cannot be reached after reasonable efforts have been
made to do so. The City shall utilize certified mail when contacting
individuals; or
3. The individual refuses two reemployment offers. Individuals shall have
ten (10) days to respond to the offer of reemployment and an additional
fourteen (14) days to return to work.
K. Employee Rights and Responsibilities.
In addition to rights identified herein, employees affected by these procedures
shall also have the following rights:
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1. Through prior arrangement with his/her immediate supervisor an
employee who has been notified of his/her impending layoff shall be
granted reasonable time off without loss of pay to participate in a
prescheduled interview or test for other employment.
2. 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.
3. 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 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.
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ARTICLE 30 - MODIFIED DUTY ASSIGNMENT
If an employee's medical condition temporarily precludes the performance of his/her normal
duties and management determines modified work is available and necessary to be
performed, he or she may, with medical authorization, be temporarily assigned to such work
for a period not to exceed six months. No change in base pay will result unless the duties
to be performed are substantially greater or lesser than those normally performed by the
employee and the employee's current pay rate is not within the pay range for the temporarily
assigned work. In no event shall any employee's current pay rate be reduced more than
four (4) ranges at the same step.
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ARTICLE 31 - CLASS "A & B" PHYSICALS
The City will pay for costs for physical exams not covered by City insurance policies required
for those employees required by the City to hold valid Class "A or B" California drivers
licenses.
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ARTICLE 32 - UNIFORM AND UNIFORM ALLOWANCE
A. All employees required to wear City uniforms shall be provided clean uniforms. A
uniform includes either one shirt and pants combination or one pair of coveralls.
B. Uniforms and work shoes shall only be used on City business.
C. Employees required to wear City uniforms shall only be permitted to wear other
clothing for medical reasons upon submission of a letter from the city doctor certifying
that the city uniform is injurious to their health. Decisions regarding this paragraph
shall be made by the Human Resources Director on a case-by-case basis.
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ARTICLE 33 - SAFETY PROGRAM
The City shall continue a compensation program for safety representatives on the basis that
each designated safety member shall be compensated at the rate of $10.00 per month. The
description of the duties of a safety committee member shall be designed by the Human
Resources Director or his/her designee. The intent of the safety representatives is to assist
the Human Resources Director and the overall safety program in reducing accidents by
reporting hazardous conditions.
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ARTICLE 34 - EMPLOYEE RIGHTS
Employees of the City shall have the right to form, join and participate in the activities of
employee organizations of their own choosing for the purpose of representation on all
matters of employer-employee relations including but not limited to, wages, hours and other
terms and conditions of employment. Employees of the City also shall have the right to
refuse to join or participate in the activities of employee organizations and shall have the
right to represent themselves individually in their employment relations with the City. No
employee shall be interfered with, intimidated, restrained, coerced or discriminated against
because of the exercise of these rights.
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ARTICLE 35 - GRIEVANCE PROCEDURE
A grievance is defined as an alleged violation, misinterpretation or misapplication of the
employer-employee resolution, the Personnel Rules and Regulations, any Memorandum of
Agreement, excluding disciplinary matters, or any existing written policy or procedure
relating to wages, hours or other terms and conditions of employment excluding disciplinary
matters.
Each grievance shall be handled in the following manner:
A. The employee who is dissatisfied with the response of the immediate supervisor shall
discuss the grievance with the supervisor's immediate superior. The employee shall
have the right to choose a representative to accompany him/her at each step of the
process. If the matter can be resolved at that level to the satisfaction of the employee,
the grievance shall be considered terminated.
B. If still dissatisfied, the employee may submit the grievance in writing to the
department head for consideration, stating the facts on which it was based, including
the provision of the rules, regulations, or agreement said to be violated, and the
proposed remedy. This action must take place within fifteen (15) business days of
the response of the supervisor's immediate superior but in no event later than thirty
(30) calendar days after the occurrence of the event giving rise to the grievance. The
department head shall promptly consider the grievance and render a decision in
writing within fifteen (15) business days of receiving the written grievance. If the
employee accepts the department head's decision, the grievance shall be considered
terminated.
C. If the employee is dissatisfied with the department head's decision, the employee
may immediately submit the grievance in writing to the Human Resources Director
within seven (7) business days of receiving the department head’s decision. The
Human Resources Director shall confer with the employee and the department head
and any other interested parties, and shall conduct such other investigations as may
be advisable.
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D. The results of findings of such conferences and investigations shall be submitted to
the City Manager in writing within fifteen (15) business days of receiving the
employee's written request. The City Manager will meet with the employee if the
employee so desires before rendering a decision with respect to the complaint. The
City Manager's decision and reason if denied shall be in writing and given to the
employee within twenty (20) business days of receiving the Human Resources
Director's results and findings. Such decision shall be final unless employee desires
the Personnel Board to review the decision. If such is the case, the employee will
have ten (10) business days following receipt of the City Manager's decision to submit
a written request to the Personnel Board through the Human Resources Director for
a review of the decision. The Personnel Board within thirty (30) business days shall
review the record and either (1) issue an advisory opinion to the City Manager; or (2)
conduct a hearing on the matter. If a hearing is held, an advisory opinion shall be
rendered by the Board within ten (10) business days of the close of such hearing. If
an opinion signed by at least three (3) members of the Personnel Board recommends
overruling or modifying the City Manager's decision, the City Manager shall comply
or appeal this recommendation to the City Council. Such appeal shall be filed with
the City Clerk within three (3) business days of the Board's action. If appealed, the
City Council shall review the case on the record and render a final decision within
thirty (30) business days of submittal.
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ARTICLE 36 - REPRESENTATIVE ROLE
A. Members of any recognized employee organization may, by a reasonable method,
select not more than seven (7) employee members of such organization to meet and
confer with the Municipal Employee Relations Officer and other management officials
(after written certification of such selection is provided by an authorized official of the
organization) on subjects within the scope of representation during regular duty or
work hours without loss of compensation or other benefits.
The employee organization shall, whenever practicable, submit the name(s) of each
employee representative to the Municipal Employee Relations Officer at least two working
days in advance of such meeting. Provided further:
(1) That no employee representative shall leave his or her duty or work station or
assignment without specific approval of the department head or other
authorized City management official. If employee representatives cannot be
released, date of meeting will be rescheduled in accordance with item 2 below.
(2) That any such meeting is subject to scheduling by City management consistent
with operating needs and work schedules. Nothing provided herein, however, shall limit or
restrict City management from scheduling such meetings before or after regular duty or work
hours.
B. Association members will donate a total of 300 hours per year (inclusive of any
carryover time) of vacation time off to an Association “time bank” under the following
guidelines:
(1) Prior to the first full pay period of July each calendar year, the Association Board
of Directors shall determine the number of hours remaining in the Association time bank.
The Association President shall give notice to Payroll and the number of hours shall be
subtracted from the maximum number of time bank hours of 300 hours. The difference
between the actual number of hours and the 300-hour maximum will be divided by the
number of represented Association employees. Each represented employee shall then
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contribute an equal number of vacation hours to be debited by the City to maintain the 300-
hour time bank.
a. Only Association officers, directors or bargaining team members may draw from
the time bank.
b. Requests to use time from the time bank must be made reasonably in advance of
the use. Approval is subject to the operational necessity of the departments and normal
time off approval processes.
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ARTICLE 37 - COMMITTEE REPRESENTATION
A. If the Human Resources Director establishes a committee to study possible changes
which will affect significant numbers of employees in the unit in subjects within the
scope of representation, and if the Human Resources Director includes unit members
on the committee, such committee members shall be designated by the Human
Resources Director after consultation with the Association.
This unit shall have the same number of committee members as each other unit has.
B. Two representatives of the bargaining unit designated by the Association and two
representatives of management designated by the City shall meet on an as-needed
basis to discuss issues of concern to the parties.
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ARTICLE 38 - DUES DEDUCTION/AGENCY SHOP
DUES DEDUCTION
The City shall deduct dues from City employees and remit said dues to the Association on
a bi-weekly basis for the duration of this Agreement. These dues shall not include
assessments. Bi-weekly dues deduction additions and/or deletions shall be recorded by the
City's Finance and Information Technology Director and a notification of all dues
transactions shall be sent bi-weekly to the Association Treasurer.
AGENCY SHOP
This Agency Shop provision went into effect following certification of the election results by
the State Mediation and Conciliation Services on October 11, 2005. Agency Shop as used
in this article means an organizational security agreement as defined in Government Code
Section 3502.5 and applicable law.
Each employee in this bargaining unit shall be required to choose one of the following
options:
1) become a member in good standing of the Association.
2) pay to the association an agency fee in an amount which does not exceed the
amount that may be lawfully collected under applicable constitutional, statutory
and case law. This amount shall be equal to or less than the monthly dues paid
by members of the Association during the term of this MOA. Such payments shall
be made by payroll deduction. The Association represents that the collection,
administration and use of agency fee funds shall be in conformance with the law.
3) Pursuant to Government Code Section 3502.5 (c), any employee who is a
member of a religious body whose traditional tenets or teachings include
objections to joining or supporting employee organizations shall not be required
to meet the above agency fee obligations, but shall pay by means of mandatory
payroll deduction an amount equal to the agency shop fee to a non-religious, non-
labor charitable organization exempt from taxation under Section 501 (c) 3 of the
Internal Revenue Code, as designated by the employee.
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To qualify for the religious exemption the employee must provide to the
Association, with a copy to the City, a written statement of objection, along with
verifiable evidence of membership as described above.
New employees must make the required choice within 30 days of employment in the unit.
The agency fee shall be automatically deducted for those employees who fail to comply with
the agency shop provision within the time limits prescribed.
The Association shall indemnify, defend and hold harmless the City and its officers,
employees and agents from and against any and all claims, proceedings, settlements and/or
liability regarding the legality of this Article or any action taken or not taken by or on behalf
of the City under this Article. The Association will further indemnify the City against any
unusual costs in implementing these provisions. The Association shall refund to the City
any amount paid to it in error upon presentation of supporting evidence.
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ARTICLE 39 - MANAGEMENT RIGHTS
The rights of the City include, but are not limited to, the exclusive right to determine the
mission of its constituent departments, commissions and boards; set standards of service;
determine the procedures and standards of selection for employment and promotion; direct
its employees; take disciplinary action; relieve its employees from duty because of lack of
work or for other legitimate reasons; maintain the efficiency of governmental operations;
determine the methods, means and personnel by which government operations are to be
conducted; determine the content of job classifications; take all necessary actions to carry
out its mission in emergencies; and exercise complete control and discretion over its
organization and the technology of performing its work.
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ARTICLE 40 - PEACEFUL PERFORMANCE
If an employee participates in a strike or a concerted work stoppage, the City may apply
discipline up to and including discharge. However, nothing herein shall be so construed as
to affect the right of any employee to abandon or to resign his employment.
A. Employee organizations shall not hinder, delay, or interfere, coerce employees
of the City to hinder, delay, or interfere with the peaceful performance of City
services by strike, concerted work stoppage, cessation of work, slow-down,
sit-down, stay-away, or unlawful picketing.
B. In the event that there occurs any strike, concerted work stoppage, or any other
form of interference with or limitation of the peaceful performance of City
services prohibited by this article, the City, in addition to any other lawful
remedies of disciplinary actions, may by action of the Municipal Employee
Relations Officer cancel any or all payroll deductions, prohibit the use of bulletin
boards, prohibit the use of City facilities, and withdraw recognition of the
employee organization or organizations participating in such actions.
C. Employees shall not be locked out or prevented by management officials from
performing their assigned duties when such employees are willing and able to
perform such duties in the customary manner and at a reasonable level of
efficiency, provided there is work to perform.
Any decision made under the provisions of the Article may be appealed to the City Council
by filing a written Notice of Appeal with the City Clerk, accompanied by a complete statement
setting forth all of the facts upon which the appeal is based. Such Notice of Appeal must be
filed within ten (10) working days after the affected employee organization first received
notice of the decision upon which the complaint is based, or it will be considered closed and
not subject to any other appeal.
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ARTICLE 41 - FULL AGREEMENT
It is understood this Agreement represents a complete and final understanding on all
negotiable issues between the City and the Association. The Agreement supersedes all
previous Memoranda of Understanding or Memoranda of Agreement between the City and
the Association except as specifically referred to in this Agreement. The parties, for the term
of this Agreement, voluntarily and unqualifiedly agree to waive the obligation to negotiate
with respect to any practice, subject or matter not specifically referred to or covered in this
Agreement even though such practice, subject or matter may not have been within the
knowledge of the parties at the time this Agreement was negotiated and signed. In the event
any new practice, subject or matter arises during the term of this Agreement and an action
is proposed by the City, the Association shall be afforded notice and shall have the right to
meet and confer upon request.
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ARTICLE 42 - SAVINGS CLAUSE
If any provision of this Agreement should be held invalid by operation of law or by any court
of competent jurisdiction, or if compliance with or enforcement of any provision should be
restrained by any tribunal, the remainder of this Agreement shall not be affected thereby,
and the parties shall enter into a meet and confer session for the sole purpose of arriving at
a mutually satisfactory replacement for such provision within a thirty (30) day work period.
If no agreement has been reached, the parties agree to invoke the provision of impasse
under Section 13 of City Resolution No. 6620.
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ARTICLE 43 - AUTHORIZED AGENTS
For the purpose of administering the terms and provisions of this Agreement:
A. The Association's principal authorized agent shall be the President (address:
PO BOX 15004, San Luis Obispo, California 93406: (805) 781-7196).
B. Management's principal authorized agent shall be the Human Resources
Director or his/her duly authorized representative (address: 990 Palm Street,
San Luis Obispo, CA 93401-3249; telephone: (805) 781-7250).
ARTICLE 44 . SIGNATURES
Classifications covered by this Agreement and included within this unit are shown in
Appendix "4"-
This Agreement becomes effective November 15, 2016, as witnessed hereto by the
following parties:
CITY OF SAN LUIS OBISPO SAN LUIS OBISPO CITY EMPLOYEES'
ASSOCIATION
City
Monica lrons, Human Resources Ron , SLOCEA President
Other Citv Neqotiatinq Team Members
David Athey
Nickole Sutter
Other SLOCEA Neootiatino ïeam Members
AnthonyWhipple
Brian Lindsey
Casey Nance
Pam Ouellette
Randy Stevenson
Rebecca Cox
65
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APPENDIX A - CLASSIFICATIONS
The classifications listed below are those classifications represented by the Association
and are presented alphabetically which does not illustrate job families nor functional
groupings as shown in previous MOA’s.
. Accounting Assistant I
. Accounting Assistant II
. Accounting Assistant III
. Administrative Assistant I
. Administrative Assistant II
. Administrative Assistant III
. Assistant Planner
Associate Planner
. Building Inspector I
. Building Inspector II
. Code Enforcement Officer I
. Code Enforcement Officer II
Code Enforcement Technician I
Code Enforcement Technician II
Control Systems Administrator
Control Systems Technician
Database Administrator
Deputy City Clerk
. Engineer I
. Engineer II
. Engineer III
. Engineering Inspector I
. Engineering Inspector II
. Engineering Inspector III
. Engineering Inspector IV
. Engineering Technician I
. Engineering Technician II
. Engineering Technician III
Environmental Compliance Inspector
Facilities Maintenance Technician SBP
. GIS Specialist I
. GIS Specialist II
Golf Maintenance Crew Coordinator
Heavy Equipment Mechanic
Information Technology Assistant
Laboratory Analyst SBP
. Maintenance Worker I - Parks
. Maintenance Worker II - Parks
67
. Maintenance Worker III - Parks
Mechanic Helper
Network Administrator
Parking Coordinator
Parking Enforcement Officer
Parking Meter Repair Worker
Parks Crew Coordinator
Parks Maintenance Specialist SBP
. Permit Technician I
. Permit Technician II
. Planning Technician
Plans Examiner
Ranger Maintenance Worker
Recreation Coordinator
Signal and Street Lighting Technician
Streets Crew Coordinator
Streets Maintenance Operator SBP
Supervising Administrative Assistant
Supervising Accounting Assistant
Sweeper Operator
Transit Assistant
Transit Coordinator
. Transportation Planner-Engineer I
. Transportation Planner-Engineer II
. Transportation Planner-Engineer III
Underground Utilities Locator
Urban Forester SBP
Utilities Services Technician
Wastewater Collection System Operator SBP
Water Distribution System Operator SBP
Water Resource Recovery Facility Chief Maintenance Technician
Water Resource Recovery Facility Chief Operator
Water Resource Recovery Facility Maintenance Technician SBP
Water Resource Recovery Facility Operator SBP
Water Supply Operator SBP
W ater Treatment Plant Chief Operator
Water Treatment Plant Maintenance Technician SBP
Water Treatment Plant Operator SBP
. Denotes positions within a career series
sfrn[,ursoBrsPo
Skills Based Pay - Guidance Document
Skills Based Pay is a paylclassification system which establishes employee pay and position within a
broad pay scale based on the employee's demonstrated knowledge, skills, and abilities as compared to a
defined criterion for each position. This is a different paylclassification model than the traditional time-
in-grade system.
Benefits of the skills based pay program are:
1. Promotes teamwork and provides incentive for employees to be their best.
2. Allows natural leaders to flourish and individual strengths to surface.
3. Encourages cross-training of employees and sets mandatory skill levels within a classification
to ensure a flexible, highly skilled workforce.
4. Eliminates traditional hierarchy of multiple classifications and in lieu, provides a single broad
pay and classification range, reducing afüftcial barriers to career progression.
5. An employee's step within their range will be based on employee's value to the organization as
measured by demonstrated knowledge, skills, performance and abilities.
6. Employee progression through the steps in a range occurs at a rute commensurate with their
ability.
7. Expectations for personnel are reflected in the Skills Based Pay Criteria.
Employees demonstrating exceptional performance and development, who are able to meet the defined
criteria for progression, can progress at arate faster than one step per year. Conversely, employees unable
to demonstrate the required performance, knowledge, skills, and abilities required to progress to the next
step as defined in the criteria, will not progress.
Classifications Covered Under Program
Step System Skills Based Pay Department Date started SBP
Building Maintenance Worker I
- III &Technician
Facilities Maintenance
Technician
Public Works April9, 2015
Heavy Equipment Mechanic Fleet Maintenance
Technician
Public Works N/A
Parks Maintenance'Worker I -ilI
Parks Maintenance
Specialist
Public Works June 30,2016
Street Maintenance W'orker I-
III & Heavy Equipment
Operator II
Streets Maintenance
Operator
Public Works April9, 2015
TreeTrimmerl-II Urban Forester Public Works April9,20l5
LabAnalystl-II Laboratory Analyst Utilities January 22,2002
Approved City / SLOCEA: October 21, 2016 Page 1 of5
Appendix B -SKILLS BASED PAY GUIDANCE DOCUMENT
68
Skills Based - Guidance Document
Step System Skills Based Pay Department Date started SBP
Utility Worker I - III WWC W'astewater Collectron
System Operator
Utilities January 22,2002
Water Service Worker I - III Water Customer Servrce
Personnel
Utilities January 22,2002
Utility'Worker I - III'Water
Dist.
Water Distribution System
Operator
Utilities January 22,2002
Operator Trainee V/RF
Operatorl-ilV/RF
Water Resource Recovery
Facility Operator
Utilities January 22,2002
Water Service Operator I - III Water Supply Operator Utilities January 22,2002
Operatorl-IIIWTP Water Treatment Plant
Operator
Utilities January 22,2002
Maintenance Technician I - II WRRFAMTP Maintenance
Technician
Utilities January 22,2002
1. Step Criteria
The evaluation criteria for classifications are broken down into 9 separate steps. Employees must meet
all the criteria required of each step, and demonstrate proficiency of each required skill, while continuing
to meet all requirements of previous steps achieved.
Step 1 identifies the evaluation criteria expected of an entry level employee. Step 2 and3 reflect stron$er
and more closely related experience requirements, as well as increasing knowledge and abilities for the
classification. Steps 4 through 6 identify ongoing development and demonstration of skill sets up to the
point of development of a highly skilled and competent individual in the work classification who is able
to lead work and functioning a very independent manner.
Attaining step 6 is mandatory and employees must demonstrate ongoing and consistent progress toward
achieving this step in order to meet expectations. An employee at Step 6 is considered to have reached
full joumey level. By having staff function at a full journey level (Step 6), a department has the maximum
flexibility in the use of its personnel resources to respond effectively, with skilled journey level
employees bringing maximum utility to the organization.
The remaining steps 7 through 9 increasingly incorporate the knowledge, skills, performance and
abilities of a fully developed, advanced journey level employee, with excellent technical, interpersonal,
and professional skills, emphasizing the expectation that all employees be able to function
independently, lead teams on projects, and be actively involved in their profession. Attaining steps 7
through 9 is desirable, but not mandatory.
2. Step Placement
Employees are placed at the step in the criteria, in which they have demonstrated the knowledge, skills,
and abilities, required for that step and below. Step criteria will be available for employees to review at
least fourteen (14) days prior to an Employment Opportunity Program announcement is made or a
section or classification is invited to participate in SBP.
For employees working in a classification to be transitioned to the SBP program, each Supervisor will
review the criteria individually with staff members, and discuss their placement based on the criteria
Approved City / SLOCEA: October 2 I , 201 6 Page 2 of 5
69
Skills Based Pay - Guidance Document
requirements. Supervisors will then make placement recommendations based on the criteria.
Recommendations will be réviewed by the Division Manager prior to final approval by the Department
Director and the Human Resources Director.
New Hires
Newly hired employees shall meet the minimum qualifications as specified in the job description and be
placed in the appropriate step of the criteria based on their knowledge, skills, and abilities ascertained
through the application and interview process. Placement of new employees above step four in the range
requires the approval of the Department Director and the Human Resources Director. Certain City
requirements, as identified in the program criteria, will be waived for hiring, but will be required to be
completed within the first 12 months of employment in order for the employee to remain at their hired
step. Employees failing to meet the requirements may be released from new hire probation, unless there
are extenuating circumstances.
Trønsfers to SBP through the Employment Opportuníty Program (EOP)
Employees transferring into SBP from another SBP or Non-SBP classification through their application
for an open position and selection by an appointing authority shall meet the minimum qualifications as
specified in the job description and shall be placed in the appropriate step of the criteria based on their
knowledge, skills, and abilities. If the employee's current salary exceeds that of the pay step that
corresponds to the skill step at which they have been placed in the SBP criteria, the employee will be
paid the lower salary step based on their SBP step placement. Transfer employees are subject to a
probationary period and reinstatement terms as provided in the SLOCEA MOA. Certain City
requirements, as identified in the program criteria, will be required to be completed within the first 12
months of transfer in order for the employee to remain at their transferred step.
Trønsitíon from Traditionøl Pøy Plan to SBP by Section or Cløssijícation/ReclassiJícation
When an entire Section or Classification transitions to SBP, the supervisor will evaluate the skills of
each employee and assign them to a skill step in the SBP criteria. If an employee's salary immediately
prior to transfer is lower than the salary corresponding to the skill step at which the employee is placed,
the employee's salary will be increased to the appropriate pay step. However, if any affected employee's
current salary exceeds that of the pay step corresponding to the skill step at which they have been placed
in the SBP criteria, the employee will be paid his/her current salary. S/tre may receive their existing
salary for up to two years until they are able to satisfy the appropriate criteriathatmeets or exceeds their
salary. Employees paid above the step criteria to which they are assigned shall be considered Y rated
(not performing up to established job standards due to transfer to SBP). However, these employees shall
be eligible to receive cost of living, equity, or other salary adjustments authorized by Council through
resolution for up to two years from date of transfer into SBP.
3. Training and Certifications
Supervisors will work closely with employees in identifying individual training needs, and providing
work experience and certification programs. Training is a class or activity while certification requires
written or hands-on testing. Supervisors are actively involved in employee training, certification, and
work rotation for certain tasks and processes among staff. The City will pay for required training and
certifications identified in the SBP criteria. Certifications for equipment will be either through available
formal outside programs or standardized internal testing. Employees may seek additional training in
order to facilitate skills development and progression through the SBP criteria. The City may cover costs
for optional training if it is pre-approved.
Approved City / SLOCEA: October 2l, 2016 Page 3 of 5
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Skills Based Pay - Guidance Document
Any equipment and software lists referenced in the SBP criteria, will be updated regularly to reflect
current equipment and software used. When new equipment and software are obtained for the program
which requires training and certification, the Supervisor will identify or develop a plan to achieve
certification and training. Employees will then be given the opportunity to complete a training and
certification program as scheduled by the Supervisor, to maintain their existing step placement or as part
of advancement, or, as in some classifications, to meet Federal and State mandated requirements.
4. Performance Evaluations and Step Adjustments
Employee evaluations with development plans will follow current Personnel Rules and Regulations. At
the tirne of review, Supervisors will discuss with the employee what areas of the SBP criteria have been
achieved during the previous year, what criteria need to be completed to achieve the next steps, and the
status of achieving or maintaining Step 6. This information will be documented in the development plan
of the evaluation along with any information on efforts needed to maintain step status.
Employee evaluations are completed quarterly for probationary employees, and at a minimum,
completed annually for non-probationary employees. Placement adjustments are recommended by the
supervisor and made at the time of the employee's evaluation. Adjustments may include more than one
step at each evaluation, depending upon completion of step criteria.
Employees may receive pay adjustments for meeting all criteria associated with the next step, outside of
the annual review process for those items of the SBP criteria specifically identified as eligible items in
the most recent evaluation development plan, for mid-year adjustment. No additional evaluation is
required; however, any such mid-year adjustment must have been clearly identified in the prior appraisal.
Employees are responsible to provide any documentation needed for the adjustment to their supervisor.
Employees failing to maintain performance and demonstrate competence through their current
placement within a step in a range will be subject to movement to a lower step in accordance with MOA
and Personnel Rules and Regulations.
All recommendations made by supervisors for employee step increases shall be subject to review and
approval by the department head and Human Resources. Employees wishing to appeal their placement
within a step in a range may appeal to the division manager and the department head.
5. Rules and Regulations
All Personnel Rules and Regulations, Memorandum of Agreement (MOA,) and other policies and
guidelines of the City and the department shall remain to govern the appropriate conduct of the employee
and the organization. Nothing in this program of skills based pay shall supersede the City's authority or
the employee's rights under the referenced documents.
6. ProgramParticipation
New classification(s) or section(s) can be identified to transition to Skills Based Pay, by either the City
or SLOCEA. Upon mutual agreement the classification(s) or section(s) will be considered to be under
a pilot program to evaluate effectiveness. Pilot programs are typically one year in duration, but can be
extended to two years at the recommendation of the employees in the affected classif,rcation(s) or
section(s) as communicated to the City by SLOCEA. At the end of the pilot program, SLOCEA will
notify the City that the affected classification(s) or section(s) will either continue in the Skills Based Pay
Program or terminate participation.
Approved City / SLOCEA: October 21, 2016 Page 4 of 5
71
Skills Based - Guidance Document
7. Program Review and Modification
The affected department(s) will assemble a review committee made up of at minimum, a representative
from Human Resources, a representative from each classification, a representative from the SLOCEA
Board, and a manager from the department(s), to review in detail all program components, including
changes made to criteria, appropriateness, equity of the evaluation criteria, issues with implementation,
including perceived inconsistencies, progress in employee development and availability of opportunities,
and noted benefits to the City and its employees.
The Committee will meet, at a minimum, every six months during the pilot phase of the program, and
annually thereafter, with a goal of timely resolution of issues and ongoing consistency. Recommended
changes to the Guidance Document will be subject to the meet and confer process prior to
implementation.
The step criteria for each classification will periodically require updating or modification in order to
adequately represent changing needs of the organization and the demands of the various positions.
Changes in the criteria may be recommended by the affected classification(s), the committee, or
management, and reviewed and approved by the Department Head or his/her designate(s) with
concurrence of the Human Resources Director.
¿
uman
Monica Irons
S
Ron Faria
Date
Approved City / SLOCEA: October 21, 2016 Page 5 of5
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