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Redlands Association of Management Employees —MOU 2009-2012
TABLE OF CONTENTS
Article 1. Terra of Memorandum of Understanding. . ....... .......... ............................. .........
Article2. Preamble .. .......».,... ................ ............... ... ....................
Article3_.- Recognition....... .... ............................ .... :. ............................................ ..........
Article4., Salaries...................................................................,............................................3
ArticleS. Retirement........... ....... ....... ............. ...........> ........................... ............. ....... ,.
Article6.; Longevity (gay........................................................................................................4
Article 7. Tuition Reimbursement—.....................................................................................5
Article8. Bilingual Pay...............................................................-................. .........,... ......,....5'
Article9. Death of Employee......:.........................,......................................... ........ ... .......6
Article 10. Health Insurance., ............................... ............,.. .....,.......... ............. ...........—...6
Article11. Dental Insurance........... ................... ................. ................................. ..............6
Article12. Vision Care. ..................» ...,...,........... .............,.. ....................... ......................... '
Article:13. Life Insurance................ ....... ............... .............. ................................... .......,...7
Article 14. State Disability Insurance (SDI). .............. .... 7
Article15. Vacation .......... ... .......... ........................... .................. .................... ..................7
Article16. Sick Leave ...» .................. ................. ...............::........... ................. ..., .................7
Article17. Deferred Compensation.... ... ........ : ....... .................. ....................... ...............8
Article18. 4011 A Plan.. .................. ................ ........:....... .......... ... ......................... ........ ..
Article 19`.. Vehicle Allowance......... ..........................: ....................,.. ............... ...,........... ...8
Article 20. Bereavement Leave.................... ......................... ....... . .......,.....#,.............. ..........8
Article 2 .. Leave of Absence Without Pay . ... ............ .., , .9
;Article 22. Personal Leave. ................... ......... ....,........._, .. ... .9
Article 23. Executive Leave................... .. ..................... .............. .......... .... ............ ....... ...
Article24. Holidays.............. ................... ...................... ............... ...... ................,.». ...........9
Article 2S. Probation... ....... ........ : ....... ......... ............ ...................... 10
:Article 26. Review/Evaluation bate......,.,................... >........:.... ............. ............................... 10
Article 27. Performance Evaluations ....... ......................... .......... .........................< ,.....,.. 10
Article 28. Disciplinary Procedure .......... ...... ..................... ........., ...... .. . ...... .. 11
Article 29. Grievance Procedure.......................................................................................... 15
Article 30. Demotion/Non-Disciplinary .......... ............ ............... .......... ..................... ...... 1
Article 31. Layoff Procedure.. .......;...................................... ».............. .. .. 1
Article 32. Prevailing Benefits ....... ..... ............» .. ....., .. 21
Article 33. Savings Clause..»................... ......... ..........................................®....................A...21
Redlands Association of Management Employees—MOU 2009-2012
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF REDLANDS
AND
REDLANDS ASSOCIATION OF MANAGEMENT EMPLOYEES
JuIV 1, 2.009—June 30, 2012
Article 1. TERM OF MEMORANDUM OF UNDERSTANDING
Except where expressly stated otherwise herein, the City and Redlands Association of Management
Employees agree that the provisions of this Memorandum of Understanding (!'SOU) shall become
effective on July 1, 2009 and shall expire on June 30, 2012,
Article 2. PREAM13LE
It is the intent and purpose of this MOU to set forth the understanding of the parties reached as a
result of meeting and conferring in good faith regarding, but not limited to, matters relating to the
wages, hours, and terms and conditions of employment between the City of Redlands (hereinafter
referred to as "City") and the Redlands Association of Management Employees (hereinafter referred to
as "Unit").
Article 3. RECOGNITION
The classifications which shall be included in the unit of representation are:
CLASSIFICATION TITLES
Arch ivist/Curator Assistant Utilities Director
Assistant City Attorney I/li Executive Assistant to the City Manager
Assistant Community Development Director Human Resources Manager
Assistant Finance Director Public Information Officer
Assistant Engineering Director Risk Manager
.............. ......
Assistant Quality of Life Director
Article 4. SALARIES
X During the term of this MMU there shall be no cost of living adjustments to salaries.
BCompaction: A minimum salary differential of twenty percent (20%) shall be maintained between
Management Unit classifications and Mid-Management Unit classifications. In the event there are
increases to salaries in mid-management classifications that result in a differential less than twenty
percent (20%) between mid-management unit classifications and the management unit they report
to, all management classifications shall be adjusted upward until the differential is maintained. The
existing salary differentials within the management unit shall be maintained.
C. All Management Unit employees are responsible for the employee contribution to Social Security
and Medicare.
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Redlands Association-cif Management-Employees—r1✓OU 2009-20112
Dl luring fiscal year 2010/2011 all employees shall provide the equivalent of eighty ( 0) hours of
furlough time, touring the period of March 1, 2010 to April 30, 2010 the parties shall meet and
confer on the "value" of the eighty ( 0) hours and the manner in which the eighty ( 0) hours will be
provided;(for instance the Unit may agree, at its option, to forfeit all, or a portion of, the floating
holiday time set forth in Article 2 ), Absent mutual agreement by the parties on the manner in
which the equivalent of eighty ( 0) hours by each employee will be provided, the parties will
"default"to eighty ( 0) hours of furlough time.
E. During fiscal year 2011/2012 all employees shall provide the equivalent of eighty ( 0) hours of
furlough time. During the period of March 1, 2011 to April 30, 2011 the parties shall meet and
confer on the "value" of the eighty (80) hours and the manner in which the eighty ( 0) hears will be
provided (for instance the Unit may agree, at its option to forfeit all or a portion of the floating
holiday time set forth in Article 2 ). Absent mutual agreement by the parties on the manner in
which the equivalent of eighty (80) hours by each employee will be provided, the parties will
"default" to eighty (80) hours of furlough time,
R If no savings alternative equivalent is agreed upon, the City will deduct and bank from each unit`
member's paycheck, 4 hours of pay each pay period'`beginning the first full pay period of each Fiscal
Year for twenty (20) consecutive pay periods for the terra of this agreement. The banked furlough
time will be taken off at the employee's discretion considering individual department's operational
needs.
Article 5.; RETIREMENT`
A. For Unitmembers hired prior to Larch 11 2010, the City shall continue to pay to the Public
Employees` Retirement System CalPERS on behalf of each employee covered by this agreement, the
required employer contribution and an amount equal to the required employee contribution to
that system provided the contribution will not exceed a total of seven percent (7%)` of regular
compensation. These contributions shall, at the time of termination, belong to the employee.
B. Employees hired on or after March 11, 2010 shall pay five-sevenths (5/7) (i.e. five percent (5%)] of
the required seven percent (7%) contribution on behalf of the employee to CalPERS. These
contributions shall, at the time of termination, belong to the employee,
C. The City shall continue to include in its contract with CalPEI S, the following provisions-:
HIGHEST SINGLE YEAR
SURVIVOR CONTINUANCE
2% @ 55 RETIREMENT T`FCS I"v'I LA
Article 6. LONGEVITY PAY
A, Employees hired prior to March 11, 2010, with fifteen (15) years cumulative .service with the City,
shall advance to the Step "F" on the salary resolution effective with the beginning of the pay period
beginning closest to the first day of thein 16th year of service,
Employees hired on or after March 11, 2010 shall not be eligible for "I "" step longevity pay;
, to the event that an employee is not at the E step when he/she is eligible for the F step, at the
completion of fifteen (15) years of service, the employee will advance to the next step it the salary
range, and continue to advance based on merit until the employee r ea hes the F step.
Redlands Association of Management Employees—MOU 2009-2012
Article 7 TUITION REIMBURSEMENT
A. Employees shall be reimbursed up to the dollar amount charged for the same number of units per
terra by the University of California, riverside. An employee shall not receive reimbursement in
excess of five thousand dollars ($5,000)) in any one fiscal year; The difference between the City's
maximum obligation during any fiscal year and the amount of any actual reimbursement received
by the employee during that fiscal year shall not be carried over or be available to use by the
employee in any subsequent fiscal year:
B. Employees hired after March 11 2810 shall be reimbursed up to the dollar amount charged for the
same number of units per terra by the University of California, riverside. An employee shall not
receive reimbursement in excess of two thousand five hundred dollars ($2,500) in any one fiscal
year. The difference between the City's maximum obligation during any fiscal year and the amount
of any actual reimbursement received by the employee during that fiscal year shall not be carried
over or be available to use by the employee in any subsequent fiscal year.
C. The course must be satisfactorily completed with a minimum grade of "C" or equivalent to qualify
for reimbursement.
Article 8 BILINGUAL PAY
A. Eligible employees will be compensated $65.00 per month for the performance of bi-lingual shills
beginning the first pay period following certification by successful completion of a competency
exam administered through the Human resources Department or third party selected by the City.
B. Recommendation by the Department Head ,arra final approval by the City Manager.
C. The determination of the number of employees designated to receive bi-lingualpay is at the sole
discretion of the City.
Bilingual pay shall apply regardless of the frequency or total time required to perform translation
duties.
E. In the event that a department head's bilingual employees are not available and a bilingual need
occurs, that department head may request that another department head loan a bilingual
employee to that department to handle the bilingual need for the duration of the assignment.
E� In the event that an employee which is approved for bilingual pay receives a change in assignment,
classification, job duties or is transferred or promoted, a determination may be made by the
employee's department bead that bilingual skills are not longer required for use on the job and this
benefit will be removed from the employee with not right of appeal...
C. In the event that there are more bilingual employees in a department or location than are required
but the City to provide this service, the City will determine a method whereby qualified employees
can receive this compensation on a rotational basis.
I-1. The City reserves the right to determine the languages for which testing will be conducted.
L The City reserves the right to determine where the use of employee bilingual skills would be best
served.
.Ie The City may require employees to keep a log demonstrating that bilingual skills are being utilized.
K. An employee's continuation in the bilingual program is subject to periodic evaluation and retesting.
L Only employees granted bilingual pay shall be required to spear the designated language:.
Redlands Association of Management Employees MOU 2009-2012
Article 9. DEATH of EMPLOYEE
W The eligible dependents of deceased employees shall be entitled to benefits as follow s-.
1. Sick leave accruals, lifetime medical insurance and other applicable benefits shall be calculated
and/or compensated according to the eligibility requirements stated in the current MOU.
2. In the event the deceased employee qualified for a service retirement (i.e. age 50 and with a
minimum of five (5) years of service with the City), the City shall calculate and/or compensate
benefits in the same manner as an employee service retirement.
Article 10. HEALTH INSURANCE
A. For employees hired prior to March 11, 2010 the City shall continue to pay the monthly premium
for employees in the unit and their eligible dependents in the same manner as set forth in the
2004-2009 MOU,
B� Employees hired prior to March 11, 2010 who are currently in a recognized bargaining unit other
than DAME, and are promoted at a later date to a position in the RAME bargaining unit, are not
eligible for this benefit in paragraph A.; such employees shall "carry over" their then existing
health benefit(s)to their new position represented by RAMS.
CFor employees hired on or after March 11, 2010, the City will contribute a maximurn monthly
health insurance contribution of three hundred and ninety-seven dollars ($397.00) per month
pursuant to Resolution No, 4572, adopted by the City Council on September 5, 1989. Additionally,
the City will contribute on a monthly basis two hundred and three dollars ($203,00) as a flexible
benefit allotment to be utilized by the employee to purchase/contribute toward medical insurance
premiums. Any amount of the flexible benefit allotment not utilized by the employee to purchase
medical insurance will be placed in an individual Health Retirement Account ("HRA").
D� The City agrees to provide a stipend of $350, on a monthly basis, for those employees with
alternative medical coverage who opt for the stipend in lieu of the medical insurance benefit.
E. Insurance Adjustment: in July of each year, the City shall pay each Management Unit employee a
cash payment in the amount of one hundred and fifty dollars ($150) to offset the co-payments and
deductibles for medical insurance plans.
F. Lifetime Medical:
L Upon service retirement and completion of fifteen (15) or more cumulative years of service with
the City, and in lieu of any sick leave buyback or conversion, an employee hired prior to March
11, 2010, may elect fully paid lifetime medical insurance (excludes dental and vision coverage)
for the employee and eligible dependents, under the City's medical insurance program.
2. Employees hired on or after March 11, 2010 are not eligible for this benefit in F:1,
G, During the term of the MOU the>parties agree to "reopen" the MOO to discuss alternatives to the
current CaIPERS health insurance plans.
Article 11. DENTALINSURANCE
The City agrees to pay the full monthly premium for dental insurance under the Principal Financial
dental plan or its equivalent for each employee in the unit and all eligible dependents,
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Redlands Association of Management Employees ---MOU 2009-2012
Article 12. VISION CART:
The City agrees to reimburse each employee in the unit up to two hundredtwenty five dollars ( 25)
every fiscal year for the purchase of frames and lenses or contact lenses and the cost of eye
examinations for the employee and/or his/her dependent.
Article 13. LIFE INSURANCE
The City shall contribute the monthly premium for term life insurance in the amount of twenty-five
thousand dollars ($25,000) for all employees in the unit. Employees may also purchase additional
increments of life insurance at the City's group rate at their ow n expense.
Article 14. STATE DISABILITY INSURANCE (SDI)
Unit employees shall be required to participate in State Disability Insurance at employees' expense.
Article 15. VACATION
A The vacation accrual for employees in the unit shall be as follows:
YEARS OF SERVICE ACCRUAL RATE—HOURS
6-7 120
136
1� 15 152
21
169
3 1$4
200
Article 1 . SICK LEAVE
A. ACCRUAL.: Unit employees shall receive eight (S) hours of sick leave per month.
B. USE; Employees may use up to half of their annual sick leave accrual, forty-eight (4 8) hours, to care
for ill family members.
C BUY BACK: In November of each calendar year, each employee in the unit may elect to be paid at
his/her current hourly rate for each sick leave day accumulated during the preceding calendar year
in excess of six (f) sick leave days. A total of one ('l) year's accumulation, ninety-six ( 6) hours,
must be on the books prior to any compensation being paid. Employees in the unit may also
choose to accumulate all sick leave days, from calendar year to calendar year, to an unlimited
amount.
D CONVERSION TO CASK: Upon separation of service with the City, employees with ten (10) years or
more of continuous service shall be eligible to cash in unused sick leave at the following formula:
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Redlands Association of Management Employees—MCU 2009-201
'YEAR OF SERVICE
CONVERSION
PERCENTAGE
10- is 25%
16- 19 35
p+ 5t1 "ii
E. AT SEPARATION OF SERVICE: Unit employees will have the option of converting one hundred
percent (100%) of individual sick leave accruals to service credit.
F. UPON SERVICE RETIREMENT In lieu of the benefit D and upon service retirement under the PERS
retirement plan, employees in the unit may elect to have all remaining sick leave accrued at the
time of retirement converted to cash value at their final rate of pay, and apply such cash value to
applicable premiums payable under the City's medical insurance program for the employee and the
employee's eligible dependents until the cash value is exhausted.. In the event that the employee
dies prior to exhaustion of the cash value of said benefits, the remaining cash value may be applied
toward the premiums of covered dependents until exhausted, subject to the conditions and
limitations of the applicable insurance policy.
Article 17. DEFERRED COMPENSATION
In January of each year, the City of Redlands makes an annual contribution to deferred compensation
on behalf of each Management Unit employee in the amount of$1125 per year + % of salary.
Article 18. 401 A PLAN
The City shall pay the casts to administer a 401(a) Retirement Plan. Participation by unit employees is
optional and all other costs shall be borne by plata participants.
Article 19. VEHICLE ALLOWANCE=
The City agrees to provide vehicles and/or allowances as follows:
Assistant Utilities Director City vehicle provided
Article 20. BEREAVEMENT LEA's
In the event of a death in the immediate family, an eligible employee will be compensated with four )
days paid leave. In addition, eligible employees may be allowed to use accrued sick leave with full pay
not to exceed three (3) days. Immediate family shall be defined as the following relatives to either the
employee or spouse: spouse, child (including foster child or ward of the court), parent, grandparent,
brother, sister, niece, nephew, step-children, and grandchildren. The definition of immediate family
will also include the aunt and uncle of the employee only. Bereavement leave may also be used for the
significant other of the employee provided the employee shows proof of cohabitation.
8 ;
Redlands Association of Management Employees –MOV 2009-201
Article 21. LEAVE DE ,ABSENCE WITHOUT PAY
If an employee takes more than five (5) accumulated days of leave without pay in a calendar year,
commencing at the beginning of the sixth (6th) day of leave without pay and any day of leave without
pay thereafter during the calendar year; sick leave and vacation accruals will be adjusted
proportionately to eliminate benefit accruals for any day an employee is on heave without pay status.
Article 22. PERSONAL LEAVE
Management Unit employees may use up to a maximums of eight ( ) hours of accrued sick leave per
year for personal leave, subject to advanced ;approval by his/her supervisor:
Article 23. EXECUTIVE LEAVE
Unit employees shall receive one hundred ten (110) hours of Executive Leave annually_ Executive leave
shall be used 'within the calendar year or it will be removed from the books as of December 31St of each
year.
Article 24. HOLIDAYS
A. The holidays which will be honored for employees in the unit will include the following, along with
any additional day as designated by action of the City Council:
HOLIDAY DAY OBSERVED
{
2
1 Martin Luther King Day Third Monday in January I
Air& by
.w
Memorial Day LostMMonday in May
Labor Day First Monday in September
111-11-1-11111--
Veteran's Day. i November 1 i
Friday after Thanksgiving dray Friday after Thanksgiving Clay
.0December 2 . .w
B If the holiday fells on Saturday, Friday shall be designated as the holiday and if the holiday falls on
Sunday, Monday shall be designated as the holiday. Christmas Eve Day shall be observed as a
holiday when Christmas Cray falls on Tuesday, Wednesday, Thursday, or Friday.
C. If a scheduled holiday falls on an employee's regular day gaff, the employee shall be compensated
for one day of holiday compensation at straight time. Employees should not be scheduled to work
both the designated holiday;and the actual holiday.
D. Holiday pay shall be compensated in accordance w ith the employee's standard work schedule.
E. Employees hired prior to March 11, 2010 are entitled to receive: two ( } floating, holidays annually.
Floating holidays accrued but not taken are paid off during January of the year following the year in
91 .. ,w-
Redlands Association of Management Employees—MOU 2009-2012
which the holidays were accrued. Employees hired on or after March 1.1, 2010 will not be entitled
to this benefit.
F The AX Smiley public Library will be closed on the Saturday following Thanksgiving Day.
Article 25. PROBATION
A. Employees hired on or after March 11, 2010 shall serve a probationary period of twelve (12)
months..
B. Employees who are promoted shallserve a probationary period of six (6) months.
C. Probationary periods maybe extended asset forth in the City's Personnel Rules and Regulations.
Article 2.6 REVIEI /EVALUATION ®ATE
For all unit employees the "review/evaluation date" shall be the day of the month in which the
employee completes six (6) months of employment. When an employee receives a promotion,the new
review/evaluation date shall be the day of the month in which the employee completes six (6) months
of employment in the new classification. When a.salary increase is ,granted, it shall be effective on the
beginning of the pay period falling closest to the day of the month the employee was hired or
promoted,
Article 27. PERFORMANCE EVALUATIONS
S
In cases where a performance evaluation has not been received by an employee within 30 days of the
eligibility date, the employee should contact the supervisor, who must complete and file the evaluation
within ten (1 0) working days:
Article 28. DISCIPLINARY PROCEDURE
A. The Investigatory Interview process
Prior to any investigatory interview or consultation between an employee and the Department
Head or City Manager,that could reasonably be construed to result in disciplinary action against the
employee; the employee shall be given notice of the interview or consultation as soon as
reasonably practical, and shall be advised of his or her right to representation under this section;
and upon request shall be afforded an opportunity to contact and consult privately with a
representative of the Unit, If requested, the employee may have Unit representative present
during any such investigatory interview or consultation, and, to the extent practicable, such
interviews or consultations shall be conducted during an employee's working fours. Only those
persons reasonably necessary to the conduct of the interview shall be present.
The employee or the City may elect to record any such investigatory interview or consultation,
unless the parties mutually agree not to record such interview or consultation; however, in the
event the City elects to record such an interview or consultation, it shall upon request provide the
employee with a copy of said recording. The cost of providing a copy of the recording to the
employee shall be borne by the employee:.
B. Disciplinary Procedures
10l
Redlands Association of Management Employees—MOU 2009-2012
.................
No employee shall be disciplined without cause. Disciplinary action shall be defined to include-. oral
warnings, written reprimands, suspensions, demotions (non-probationary), reduction in pay and
discharge, Oral and written reprimands may be initiated at the supervisor/Division Manager level.
Disciplinary action more serious than a written reprimand must be initiated at the Department
Head level.
1. Notice of Proposed Action
Whenever an employee is to be discharged, suspended (for more than five (5) working days)
demoted (non-probationary), or reduced in step, for disciplinary purposes, written notice of at
least five (5)1 days of the proposed disciplinary action shall be given before such action is to be
taken and must include:
a. Notice of proposed action;
b. Reasons for proposed action;
c. A copy of charges stating specific incidents or specific courses of conduct, e.g. as evidenced
by work performance evaluations, and a copy of the written materials upon which the
decision to take proposed disciplinary action is based; and
d. A notice to the employee of the right to respond in writing or orally within the five (5) day
period.
In the case of a suspension of five (5) working days or less, the foregoing procedures shall be
afforded the employee either before or during the suspension, or within a reasonable time
thereafter,
2. Limitations and Exceptions
a. Oral notice is insufficient as full notice to an employee and may be given only as the initial
notice in extraordinary circumstances which call for immediate action.
b. Prior written notice is required in each case, unless provided otherwise herein, regardless of
seriousness unless extraordinary circumstances are involved.
c. Employees may be suspended without prior written notice in extraordinary circumstances
when it is essential to avert harm to the public, other employees, or to avert serious
disruption of governmental business. The appointing authority may schedule an employee
for vacation or holiday leave as the circumstances may warrant. Extraordinary
circumstances include but are not limited to situations involving misappropriation of public
funds or property; working while under the influence of alcohol or intoxicating drugs; open
insubordination; commission of a crime involving moral turpitude punishable by
imprisonment for six (6) months or more; and disruption of City business through willful
misconduct (altercations, etc.)
d, Oral notice is insufficient as full notice for proposed disciplinary action. In extraordinary
circumstances when immediate suspension, dernotion, removal, or reduction in step is
warranted, initial notice may be given orally. The employee should be told when the initial
action is taken what the reasons for the actions are and, in addition, the employee will have
an opportunity to respond in writing and/or orally to those charges. The written charges in
Unless specifically noted to be "working days," any reference to days is calendar days.
Redlands Association of Management Employees—MOU 2009-2012
the case of an immediate disciplinary action must be prepared as soon as possible and
normally within a day or two (2) of the initial oral notice.
3. Employee's Response to Proposed Discipline
a, An employee receiving a Notice of Proposed action shall have the right to respond to the
Department Head. An employee's opportunity to respond to the Department Head is not
intended to be an adversary hearing. An employee has the right to have a representative of
his/her own choosing at the meeting. The employee shall not be accorded the opportunity
to cross-examine a department's witnesses, nor to present a formal case in opposition to
the proposed discipline. However, the limited nature of this response does not obviate the
Department Head's responsibility to initiate further investigation if the employee's version
of the facts raises doubts as to the accuracy of the Department Head's information leading
to the discipline proposal. An employee may elect not to respond, thereby waiving any
further pre-disciplinary response.
b. The Department Head will evaluate the proposed discipline in light of the employee's
response, if any. Within ten (10) days of the employee's response, or deadline for response,
a decision will be transmitted in writing to the employee. Service of the decision will be in
person or by mail.
4. City Manager Level Appeal
a. Any permanent employee shall have the right to appeal any termination, suspension,
reduction in salary, or non-probationary demotion. The appeal process shall not be
applicable to those positions which may be deemed exempt or to probationary employees.
The appeal process shall not be applicable to verbal and written reprimands, probationary
demotions, performance evaluations and denial of performance increases. An employee
desiring to appeal the Department Head's decision shall have ten (10) days after receipt of
the response to file an appeal. The employee's request for appeal must be addressed to the
City Manager and received in the City Manager's office so that same is date stamped by the
City Manager's office within the ten (10) day period.
b. If, within the 10-day appeal period, the employee involved does not file said appeal, unless
good cause for the failure is shown, the action of the Department Head shall be considered
conclusive and shall take effect as prescribed. If within the ten (10) day appeal period, the
employee involved files such notice of appeal by giving written notice of appeal to the City
Manager, an appeal meeting shall be scheduled.
c. The meeting with the City Manager shall be conducted in the same manner as the Response
to Proposed Discipline set forth in paragraph 2(C) above.
d. The City Manager will evaluate the discipline in light of the employee's response, if any.
Within ten (10) days of the employee's response a decision will be transmitted in writing to
the employee. Service of the decision will be in person or by mail.
5. Advisory Arbitration
a. An employee desiring to appeal the City Manager's decision shall have ten (10) days after
receipt of the response to file an appeal, The employee's request for appeal must be
12
Redlands Association of Management nt Errsploy s—MOU 2009-2012
addressed to the ,
City Manager and received in the City Manager's office so that same is date
stamped by the City Manager's office within the ten 10) day period.
b, If, within the 10-day appeal period, the employee involved does not file said appeal, unless
good cause for the failure is shown, the action of the City Manager shall be considered
conclusive and shall tape effect as prescribed. If within the ten (1 0) day appeal period, the
employee involved files such notice of appeal by giving written notice of appeal to the City
Manager, an appeal hearing shall be established as follows-
i.
ollowsis The California Mate Mediation and Conciliation Service shall be requested to submit a
list of seven (7) persons qualified to act as hearing officers to the City and the employee;
Within ten (10) days fallowing receipt of the list of;hearing officers, the parties shall'
confer to select the hearing <officer. The parties shall alternately strike one .) name
from the list of hearing officers (the right to strike the first name to be determined by
lead until one (1) name remains, and that person shall be the hearing officer.
ii. Where practicable, the date for a hearing shall not be less than twenty (20) clays, nor
more than sixty (60) days, from the date of the filing of the 'appeal with the City
Manager, The parties may stipulate to a longer or shorter period of time in which to
hear the appeal. All interested parties shall be notified in writing of the elate, time, and
place of hearing.
iii. All hearings shall be private provided, however, that the hearing officer shall, at the
request of the employee, open the hearing to the public.
iv. Subpoenas and subpoenas duces tecum pertaining to a hearing shall be issued at the
request of either party, not less than seven (7) days, prior to the commencement of such
hearing. After the commencement of such hearing, subpoenas shall be issued only at
the discretion of the hearing officer.
v. The hearing need not be conducted in accordance with technical rules relating= to
evidence and witnesses. Any relevant evidence shall be admitted if it is the sort of
evidence on which reasonable persons are accustomed to rely in the conduct of serious
affairs, regardless of the existence of any common law or statutory rules which might
male improper admission of such evidence over objection in civil actions. Hearsay
evidence may be used for the purpose of supplementing or explaining any direct
evidence but shall not be sufficient in itself to support a finding unless it 'would be
admissible over abjection in civil actions.. The rules of privilege shall be effective to the
same extent that they are now or hereafter may be recognized in civil actions, and
irrelevant and unduly repetitious evidence shall be excluded. The hearing officer shall
not be bound by technical rules of evidence. The hearing officer shall role on the-
admission or exclusion of evidence:
vi Each party shall have these rights: To be represented by legal counsel or other person of
his/her choice; to call and examine witnesses; to introduce evidenced to cross-examine
opposing witnesses on any matter relevant to the issues even though that matter was;
not covered in the direct examination, to impeach any witness regardless of which party
first called him/her to testify; and to rebut the evidence against him/her, If the
employee does not testify in leis/her own behalf, he/she may be called and examined as
if under cross-examination. Oral evidence shall be taken only on oath or affirmation.
131
Redlands Association of Management Employees--MOU 2009-2012
court reporter will be engaged to record the hearing, unless the parties (city, hearing
officer; employee/employee representative) mutually agree that same is not necessary.
vii, The hearing shall proceed in the following order, unless the hearing officer, for special
reason, otherwise directs:
The party imposing discipline shall be permitted to make an opening statement,
. The appealing party shall then be permitted to mals e an opening statement;
3. The party imposing disciplinary action shall produce the evidence on his./her part; the
City bears the burden of proof and b urden of producing evidence;
4. The party appealing from such disciplinary action may then open his/her defense and;
offer his/'her evidence in support thereof, the employee ;bears the burden of proof
and the burden of producing evidence for any affirmative defenses asserted;
The parties may then„ in order, respectively offer rebutting evidence only, unless the
hearing officer for good reason, permits therm to offer evidence upon their original'
case;
. Closing arguments shall be permitted and written briefs may be permitted at the
discretion of the hearing officer.
L- The hearing officer shall determine relevancy, weight, and credibility of testimony and
evidence. lie/she shall base his/her findings on the preponderance of evidence. (wring
the examination of a witness, all other witnesses, except the parties, shell be excluded
from the hearing unless the hearing officer, in his/her discretion, for good cause,
otherwise directs. No still photographs, moving; pictures, or television pictures shall be
taker( in the hearing chamber during a hearing, The hearing officer, prior to or during a
hearing, may grant a continuance for any reason he/she believes to be important to
reaching a fair and proper decision. The hearing officer shall render his/her judgment as
soon after the conclusion of the hearing as possible and in no event later than thirty i3j
days after conducting the hearing. His/her decision shall set forth which charges, if any,
are sustained and the reasons therefore. The opinion shall set forth findings of fact and
conclusions.
ii. The hearing officer may recommend sustaining or rejecting any or all of the charges filed
against the employee. He/she may recommend sustaining, rejecting, or modifying the
disciplinary action involved against the employee. He/she may not recommend discipline
more stringent than that issued by the City Manager.
iii. The hearing officer's opinion and recommendation shall be filed with the pity Council,
with a copy sent to the charged employee, and shall setforth his/her findings and
recommendations. If it is a dismissal hearing and a dismissal is not the hearing officer's
recommendation, the opinion shall set forth the date the employee is recommended to
be reinstated and/or other recommended action; The remstaternent date, if
appropriate, may be any time on or after the date of disciplinary action,
iv. Within sixty (60) days of the,receipt of the hearing officer's-findings, recommendation,-
and transcript, the City Council shall adopt, amend, modify or reject the recommended
findings, conclusions, acid/or opinions of the hearing officer. Prior to making a decision
which modifies or rejects the recommendation of the hearing officer, the City Council
shall order and read the transcript of the hearing. Prior to making a decision which
supports the hearing officer, the City Council may order and read the transcript, at its
Redlands Association of Management Employees—MOU 2009-2012
... ...a ..
option. The City Council shall not conduct a de novo hearing. The City Council may, at
its option, allow limited ural arguments anti/or may request and review written
statements from either side. The decision of the City Council shall be final and
conclusive; Copies of the City Council's decision, including the hearing officer's
recommenclation(s), shall be filed where appropriate, including the employee's
personnel file, unless no discipline is upheld by the City Council.
v Each party shall equally bear the cost and fees of the hearing officer, the cost of
facilities, the court reporter and transcripts. Each party shall bear its oven witness and
attorney fees. If either party unilaterally cancels or postpones a scheduled hearing;
thereby resulting in a fee charged by the hearing officer or court reporter, then the party
responsible for the cancellation or postponement shall be solely responsible for
payment of that fee. This process shall not apply to mutual settlements by the parties
which result in a hearing officer fee.
vi In the case of suspension, demotion, reduction in salary, or dismissal prescribed by the
City Council, the time of such suspension, demotion or dismissal small be effective from
the first day after such delivery of said decision or shall relate back to and be effective as
of the date the employee was disciplined penning hearing before and decision by the
City Council, whichever is applicable. If discipline imposed resulted in loss of pay, and
the decision results in reduction or elimination of boss of pay, the pay loss shall be
restored to the employee based on the number of standard work hours lost computed
at his/her then base hourly rate:
vii. The provisions of Section 10194,6 of the Code of Civil Procedure ;shall be applicable to
proceedings under this Section.
Article 29 GRIEVANCE PROCEDURE
A. Definition
A "grievance"' is a formal, written allegation by a grievant that he/she has been adversely affected
by an existing violation, misinterpretation or misapplication of the specific provisions of the
Memorandum of Understanding, provisions of the Personnel Rules and Regulations, and/'or written
City Policy. Ether matters for which a special method of review is provided by law, ordinance,
resolution, or by administrative regulations and procedures of the City, are not within the scope of
this procedure. This procedure is not to be used in lieu of the Disciplinary Appeal Procedure set
forte in Article 27.
B. Procedure
1. Every effort shall be made to resolve a grievance through discussion'between'the employee and
his/her immediate supervisor. It is the spirit and intent of this procedure that all grievances are
settled quickly and fairly without subsequent discrimination against employees who may seek to
adjust a grievance. Every effort should be made to find an acceptable solution at the lowest
level of supervision, Within fifteen (15) days after a grievant knew, or by reasonable diligence
should have known, of the condition upon which a grievance: may be based, the grievant shall
attempt to resolve it by an informal conference with the grievant's immediate supervisor. A-
{days refer to calendar days:.
l Y .
Redlands Association of Management Employees —M 200-9-2012
supervisor shall render a verbal<decision within seven (7) days of the conclusion of the informal
conference.
I If the problem cannot be resolved between the employee and the supervisor, the employee
may, within seven (7) days from the date of receiving the answer from his/her supervisor, file a
written grievance and request a meeting with the Division Manager, if one exists, in order to
discuss the grievance. The written grievance shall contain the following information:
a, Name of grievant and job title;
b. Department/Section;
c. Clear and concise statement of the nature of the grievance including the circumstances and
dates involved;
d, The specific provision(s) of the M.O.U., City Policy or Personnel rules alleged to have been
violated;
e. Requested remedy;
f. Name of the grievant's Labor Representative, if any; and
g. Date and signature of the grievant or Labor Representative.
1 The Division Manager shall render a decision and comments in writing and return them to the
grievant within ten (10) days after receiving the written grievance.
4. If the Division Manager and employee cannot reach a solution to the grievance (or if a Division
Manager does not exist), the employee may, within seven (7) days from the date of receiving
the answer from the Division Manager, request, in writing, a meeting with the Department
Head.
5. The Department Head shall render his/her decision in writing within fifteen (15)< days of
receiving the appeal. If the Department Head and employee are unable to arrive at a
satisfactory solution, the employee may, within ten (10) days from the date of the decision by
the Department Head, submit a written appeal to the Human Resources Director.
6. The City Manager shall review the grievance and respond to the employee within twenty (20)
days of receiving the appeal. The response<shall be in writing.
7. An employee desiring to appeal the City Manager's decision shall have ten (10) days after
receipt of the response to file an appeal. The employee's request for appeal must be addressed
to the Human Resources Director and received in the Human Resources office so that same is
date stamped by the Human Resources office within the ten (10) day period.
R. If, within the 10-day appeal period, the employee involved does not file said appeal, unless
good cause for the failure is shown, the grievance shall be considered conclusive as set forth in
the City Manager's decision and shall take effect as prescribed. If within the ten (10) day appeal
period, the employee involved files such notice of appeal by giving written notice of appeal to
the Human Resources Director, an appeal hearing shall be established as follows:
a. The California State Mediation and Conciliation Service shall be requested to submit a list of
seven (7) persons qualified to act as hearing officers to the City and the employee. Within
ten (10) days following receipt of the list of hearing officers, the parties shall confer to select
the hearing officer, The parties shall alternately strike one (1) name from the list of hearing
officers (the right to strike the first name to be determined by lot) until one (1) name
remains, and that person shall be the hearing officer.
16
Redlands Association of Management Employees—MOU 2009-2012
. There practicable, the date for a hearing shall not be less than twenty (2 ) days, nor more
than sixty (60) days, from the date of the filing of the appeal with the Human resources
Director. The partiesmay stipulate to a longer or shorter period of time in which to hear the
appeal. All interested parties shall be notified in writing of the date, time, and place o
hearing.
c. All hearings shall be private provided, however, that the hearing officer shall', at the request
of the grievant, open the hearing to the public.
d. Subpoenas and subpoenas duces tecum pertaining to a hearing shall be issued at the
request of either party, not less than seven (7) days, prior to the commencement of such
hearing. After the commencement of such hearing, subpoenas shall be issued only at the
discretion of the hearing officer.
e. The hearing need not be conducted in accordance with technical rules relating to evidence
and witnesses. Any relevant evidence shall be admitted if it is the sort of evidence on which
reasonable persons are accustomed to rely in the conduct of serious affairs, regardless of
the existence of any common law or statutory rules which might mare improper admission
of such evidence over objection in civil actions. Hearsay evidence may be used for the
purpose of supplementing or explaining any direct evidence but shell not be sufficient in
itself to support a finding unless it would be admissible over objection in civil actions. The
riles of privilege shall be effective to the same extent that they are now or hereafter may be
recognized in civil actions, and irrelevant and unduly repetitious evidence shall be excluded:
The hearing officer shall not be bound by technical rules of evidence. The hearing officer
shall rule on the admission or exclusion of evidence,
f. Each party shall have these rights: To be represented by legal' counsel or other person of
his/her choice; to call and examine witnesses; to introduce evidence; to cross-examine
opposing, witnesses on any matter relevant to the issues even though that matter was not>
covered in the direct examination; to impeach any witness regardless of which party first
called him/her to testify; and to rebut the evidence against hire/her, If the grievant does
not testify in his/her own behalf, he/she may be called and examined as if under cross-
examination. ural evidence shall be taken only on oath or affirmation. A court reporter will
be engaged to record the hearing, unless the parties (City, hearing officer,
employee/employee representative) mutually agree that same is not necessary;.
g. The hearing shall proceed in the following order, unless the hearing officer, for special
reason, otherwise directs.:
iu The grievant shall be permitted to make an opening statement;
ii, The City shall then be permitted to make an opening statement;
iii. The grievant shall produce the evidence on his/her part, the grievant bears the burden
of proof and burden of producing evidence;
iv. The City may thea open its defense and offer its evidence in support thereof; the City
bears the burden of proof and the burden of producing evidence for any affirmative
defenses asserted;
v. The parties may then, in order, respectively offer rebutting evidence only, unless the
hearing officer for good reason, permits th ern to offer evidence upon their original case;
vi. Closing arguments shall be permitted and written briefs may be permitted at the
discretion of the hearing officer.
Redlands Association of Manogement Employees—MOU 2009-2012
h. The hearing officer shall determine relevancy, weight, and credibility of testimony and
evidence. He/she shall base his/her findings on the preponderance of evidence. During the
examination of a witness, all other witnesses, except the parties, shall be excluded from the
hearing unless the hearing officer, in his/her discretion, for good cause, otherwise directs_
No still photographs, moving pictures, or television pictures shall be taken in the hearing
chamber:during a hearing. The hearing officer, prior to or during a hearing, may grant
continuance for any reason he/she believes to be important to reaching a fair and proper'
decision. The hearing officer shall render his/her judgment as soon after the conclusion of
the hearing as possible and in no event later than thirty (3 ) days after conducting the
hearing. The opinion shall set forth findings of fact and conclusions:
i. The hearing officer may recommend sustaining or rejecting any or all of the grievance.
j; The hearing officer's opinion and recommendation shall be filed with the Human resources
Director, with; a copy sent to the grievant, and shall set forth his/her findings and
recommendations.
k. Within sixty (60) days of the receipt of the hearing officer's findings recommendation, and
transcript, the City Council shall adopt, amend, modify or reject the recommended findings,
conclusions, and/or opinions of the hearing officer, prior to making a decision which
modifies or rejects the recommendation of the hearing officer, the City Council shall order'
and react the transcript of the hearing. Prior to making a decision which supports the
hearing officer, the City Council may order and read the transcript, atits option. The City
Council shall not conduct a de novo hearing. The City Council may, at its option, allow
limited oral arguments and/or may request and review written statements from either side;
The decision of the City Council shall be final and conclusive. Copies of the City Council's
decision, including the hearing officer`s recommendation(s) shall be filed where appropriate,
including the grievant's personnel file.
1. Each party shall bear equally the cost of facilities, fees and expenses of the hearing officer,
including the court reporter and transcripts. Each party shall bear its own witness and
attorney fees. If either party unilaterally cancels or postpones a scheduled hearing; thereby
resulting in a fee charged by the hearing officer or court reporter, then the party responsible
for the cancellation or postponement shall be solely responsible for payment of that fee.
This process shall not apply to mutual settlements by the parties which result in an
arbitration fee.
m. The provisions of Section 1094.6 of the Cade of Civil procedure shall be applicable to
proceedings under this Section.
g If the time limits for employees' appeals at any step should elapse, the grievance; shall be
considered withdrawn; Time limits may be extendedby mutual consent. If the City fails to
respond within the prescribed time limits, the grievance will be deemed to have been denied
and the employee may go to the next step. If the City Manager fails to respond within the
prescribed time limit, the ,grievance will be deemed to Have been denied and the employee will
be deemed to have exhausted his/her administrative remedy..
10 The employee may request the assistance of another person of his/her own choosing in
preparing and presenting his/her grievance at any level of review, in the event the employee
desires the presence of a representative who is an employee of the City, he/she shall make such
18
Redlands Association of Management Employees—M U 2009-201
request through the supervisor and the supervisor shall make the necessary arrangements for
the employee representative-to be present.
11. The employee and/or his/her representative may use a reasonable amount of work time as
determined by the appropriate supervisor or Department Head in presenting the grievance,
However, no employee shall absent himself/herself without first Eyeingexcused by his/her
supervisor:
12. leo employee shall be required to be represented by an employee organization in processing a
grievance.
1 « Employees shall be assured freedom from reprisal for using the grievance procedures by both
the City and the employee organization:
1 . The settlement terms of a grievance which is processed by an employee individually or by a
recognized employee organization shall; not conflict with the express provisions of a
Memorandum of Understanding between the City and the formally recognized employee
organization for such unit.
15. A group grievance may be filed when one (1) set of circumstances or occurrences affects more
than one (1) employee in the same manner or to the ,same extent. The group may file one (1)
document which all members of the group have read and signed. Members of the group shall
be limited to those who have signed the grievance The resolution of a group grievance may not
be consistent among all employees in the group grievance due to differences in the
circumstances or occurrences that brought about the grievance.
1 . A group grievance affecting all members of an employee organization may be brought by the
employee organization itself. In such case the procedure shall be commenced directly at the
City Manager level within fifteen (15) days after authorized representatives of the employee
organization knew, or by reasonable diligence should have known, of the condition giving rise to
the grievance and shall be subject to all applicable time limitations and the provisions set forth
above.
Article 30. DEPOOTION NON-Di aPLINARY
Regular employees who are demoted dice to layoff or other non-disciplinary reasons will be required to
serve a new probationary period in the lower: classification, provided they have not held regular status
in the lower classification previously. While serving this new probationary period, the employee will
retain dare process rights and cannot be disciplined or terminated from City service without clue
process.
Article 31. LAYOFF PROCEDURE
A. Should the City Manager determine reductions' in force to be necessary due to lack of work or for
financial reasons, he/she may initiate Layoffs.. Classifications to be affected and the number of
employees included will be determined by the City'.
R. In determining the order of Layoffs, a combination of factors shall be considered, including, but not
limited to qualifications, productivity, general performance, seniority with the City of Redlands,
seniority in job classification, and needs of the City. Variations from the order of Layoffs and recall
from Layoff may occur when the City deems such variations appropriate under the circumstances.
The factors the City, in its discretion, may use to determine include but are not 'limited to the
following:
Redlands Association of Management Employees--MOU 2009-201;
, An employee's last four performance evaluations, if any;
2. Any history of employee commendations, awards, etc.,
3. Any history of employee disciplinary action;
4. Attendance record, including tardiness and unexcused absences;
5. Safety record, including personal injury and damage to city property;
B. probationary and temporary employees shall be laid off before a regular employee in the same
classification,
2. Between two regular appointees in the same classifications with the same .shills, abilities,
qualifications, merit and/or record, the employee with lesser seniority in the classification may
e laid off first;
B. Between two regular appointees in the same classification the employee with lesser skills,
abilities, qualifications, merit and\or record than may be laid off first, without regard to
seniority;
. Memoranda of understanding("MOU")") between the City and effected bargaining units.
0. BUMPING
L "`Bumping" means the displacement of an employee from his/her position by an employee in a
higher classification who formerly held the same position, or a position in the same job family;
within that employee's department.
. inhere two or more employees are laid off from the same position, the employee with the
greatest seniority :in that classification shall have the first opportunity to bump as set Barth
below,
laid-off employee shall be entitled to bump an employee in the same position previously held
by the laid off employee;;or a position in the same job family (set forth in the applicable MOU),
in accordance with the criteria specified in paragraph C ofthis pule, in that employee's
department, Alternatively, an employee may "bump" into a position in a different department'
which he/she held within the prior five ( ) years. The laid off employee must be able to
perform the essential job functions of the former position and possess the minimum
qualifications of the position as specified by the job classification specification. A laid-off
employee shall not bump an employee with greater skills, abilities, qualifications, merit and/or
record. Employees roust utilize the option that places them in the highest available position.
4. The City will notify"laid-off employees of any positions available for bumping,. B umping shall only
e available in the laid-off employee's Department. Following such notification, the employee
must notify the human Resources Director in writing of his/her Intent to exercise the bumping
rights within seven (7) calendar days, and the position and classification in to which he/she
intends to bump. Failure to provide such notification will be deemed a waiver of bumping rights
by the employee.
Where there is more than one employee in a position available for bumping, the factors it
paragraph C of this. Rule, or the conditions set forth in an approved Memorandum of
Understanding,will be used to determine which employee, if any, will be bumped.
& The process will be repeated at the next classification level where an employee bumps in and
creates an overage in that classification.
0
Redlands Association of Management Employees—MOU 2009-2012
7. Any displaced employee shall be considered as laid-off for the same reason as the person who
displaced them and shall in the same manner be eligible to displace another employee based on
the criteria specified in paragraph C of this Rule.
E. REINSTATEMENT FROM LAYOFF
1. The names of probationary and regular employees who have been laid off shall be placed on
appropriate reemployment lists. Such names shall remain thereon for a period of one year
unless such persons are sooner reemployed.
2. When a reemployment list is to be used to fill vacancies, the Human Resources Director shall
certify from such lists the number of names equal to the number of vacancies, An employee
who is reemployed shall receive credit for former service for purposes of seniority, benefit
compensation, and salary advancement.
3. Employees who, following layoff from a position or layoff from City employment may be
reinstated upon the recommendation of the Department Head and with the approval of the
Human Resources Director, to the position from which they were laid off based on their
qualifications, availability, and the needs of the organization pursuant to this paragraph.
Article 32. PREVAILING BENEFITS
All benefits, privileges, and working conditions enjoyed by Unit employees at the present time, which
are not included in this agreement, shall remain in full force, unchanged and unaffected in any manner,
during the term of this agreement unless changed by mutual consent.
Article 33. SAVINGS CLAUSE
If any provision of this MOU, or the application of any provision, should be rendered invalid by court or
legislative action, the remaining portions of this Agreement shall remain in full force and effect.
2 1
Redlands Association of Management Employees—the OU 2009-2012
REDLANDS AssocwioN OF MANAGEMENT
QTY OF REDLANDS
EMPLOYEES• RIM
s
PAT GILBREATH MAYOR _. �?N MOUE PRESIOENT DATE
{
ADOPTED,SIGNED AND APPROVED TH(SA DAY
F 20111;
ATTEST:
Srn !ru%iin, City derk
7 }w
{
22 1
Bernardino Superior Court was presented. Under the terms of the agreement,
Dr. Sbabahang shall pay the City of Redlands Eleven 11ousand. Seven Hundred
Dollars ($11,700). Upon receipt of funds, the City of Redlands will file a
dismissal of the lawsuit with prejudice. Each Part), shall bear its own attorneys"
fees and costs incurred in connection with the lawsuit and preparation of the
agreement.
Surveillance Prpject Contract - On motion of Councilmember Gallagher,
seconded by Mayor Pro Tem, Bean, the City Council unanimously approved the
third amendment to the Leverage Integrated Surveillance System agreement to
implement the aerial phase of the Police Department surveillance camera
project.
Employment Agreements — CibL Manap-er/C:xly Attorney - On motion of
Councilmember Aguilar, seconded by Councilmember Harrison, the City
Council voted to approve the First Amendment to the Employment
Agreement for the City Manager's Employment Contract and the Eighth
Amendment to the Employment Agreement for the City Attorney's
Employment Contract. The amendments restate the City Manager's and
City Attorney's fringe benefits to ensure their consistency with those
granted by City Council to City Department Directors and Redlands
Association of Management Employees (RADE) employees. Mayor Pro
Tem Bean and Councilmember Gallagher moved to continue the item, to
allow a rewrite of the amendments to remove all reference to RAME and to
look at those and possibly other amendments to the contracts. Withthe
motion to continue defeated by a vote of three to two,Mayor Pro Tem Bean
and Councilmember Gallagher voted against the original motion in the
form presented. Mayor Gilbreath pointed out that the City Manager, the
City Attorney and all Department Directors are participating fully in the
furlough program to reduce costs. The City Manager pointed out that the
City Council members are also helping by forgoing a portion of their
stipend entitlement.
Tree Trimmin', Contra - Carr motion of Councilmember Harrison, seconded by
Councilmember Gallagher, the City Council unanimously approved an
agreement between the City of Redlands and West Coast Arborists, Inc. for
annual tree trimming and arboricultural services for a five-year term.
Councilmernber Harrison asked that West Coast Arborists consider
subcontracting with local businesses for disposal of the larger pieces of tree
trimmings too big for their chipper/shredder.
COMMUNICATIONS:
Home Depot Grant -- Tabetha Johnson, City of Redlands Volunteer Resource
Coordinator, described the work project planned for Saturday, May 8, 2010,
involving over 500 members of the Latter Day Saints Church, Renovations and
May 4,2010
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