HomeMy WebLinkAboutContracts & Agreements_143-2000_CCv0001.pdf Memorandum Of Understanding
between
City Of Redland
and
Redlands Association of Safety Management Employees
September 1, 2000—June 30,2005
ARUC',LE f _TERM OF AGREEMENT
T
Except where expressly stated otherwise herein, the City and Association agree that the
provisions ofthis Memorandum of Understanding (M.C>.U.) shall become effective on
September 1, 2000 and shall expire on June 30, `005.
ARTI C I E 2,- PREAMBLE
It is the intent and;purpose of this M.O.U. to set ;forth the understanding of the parties
reached as a result of meeting and confer-ink; in good faith regarding, but not limited to
matters relating to the wages, hours, and tears and conditions of employment between
the City of Redlands (hereinafter referred to as "City") and the Redlands Association of
Safety Management Employees(hereinafter referred to "Association").
RTICI,E 3 -RECOGNITION
GNITION
The Association is the recognized employee organization for the personnel employed in
the Fire. Department and Police Department occupying the classifications of lire
Battalion Chief, Communications Coordinator, Deputy Fire Chief, fire Chief, Police
Lieutenant, Police Captain, Deputy Police Chief and hie of police.
ARTICLE 2 - SALARIES
I a RQLICE AND FIRE WAE IR-,ASIS
NK_—L
a. EOUCE - YEAR I
i. Effective the First full pay period following September 1, 2000, for
the term of this agreement, the salary ranges for unit classifications
will be set to the closest range that ensures that a minimum salary
differential between unit classifications as follows:
Between Sergeant and Lieutenant 30%
Between Lieutenant and Captain 10%
Between Captain and Deputy Chief 10%
Between Deputy Chief and Chief 10%
u Effective the first full pay period following September 1, 2000.,
base salary shall be increased by 5% in exchange for reducing
Advanced Certificate Pay from 12.5% of base salary to 7.5% of
base salary. As a result of the conversion, there shall be no cost to
the employee. This conversion shall not increase the length of
time required to reach the top of the salary range.
bFIRE ---YEAR 1
Effective the first full pay period following September 1, 2000, implement the
updated September 2000 compensation study, over three (3) years, to 7.5%
less than the median of surveyed cities. Additiorially, for the term of this
agreement, the salary ranges for unit classifications will be set to the closest
range that ensures that a minimum salary differential between unit
classifications as follows:
Between Captain and Battalion Chief 15%
Between Battalion Chief and Deputy Chief 21%
Between Deputy Chief and Chief 13%
c. POLICE AND FIRE - YEA—R 2
Effective the first full pay period following July 1, 2001, all Unit members
shall.receive a 2.5% (two and one-hal f percent) wage increase
d. EQLMI:1011
SID EIRE -AYEAR 3
Effective the first full pay period following July 1, 2002, all Ulnit members
shall receive a 2.5% (two and one-half percent) wage increase.
1,4,SA417 AfO U 2000-200 3
e, MUCE AND F 2L --YEAR.4
Effective the first full pay period following July 1, 2003, all Unit members
shall receive a_10(ten percent)wage increase.
f. I-C3LICE - EAI 5
Effective the first full pay period following July 1, 2004, and for the
remaining tern of the agreement, atter the Sergeant classification
compensation study is completed and implemented, the salary ranges for unit
classifications will be set to the closet range that ensures that a mininrurn
salary differential between unit classifications as follows
Between Sergeant and Lieutenant 30%
Between Lieutenant and Captain 10
Between,Captain and Deputy Chief 10
Between Deputy Chief and Chief 1.0%
EI E - ) EAR
Effective the first full pay period following July 1, 2004, and for the
remaining term of the agreement, after the Captain classification
compensation study is completed and implemented, the salary ranges for unit
classifications will be set to the closest range that ensures that a minimum
salary differential between unit classifications as follows:
Between Captain and Battalion Chief 15%
Between Battalion Chief and,Deputy Chief 2
Between Deputy Chief and Chief 13%
. P LI .E AND FIDE WAGE INCREASEIMPLEMETNTAIION PLAN
a NEW SALARY RANGES To implement wage increases, employees
shall be placed into their new range. The placement into the new range
shall be at the closest step in the new range that erasures that the
employee's salary is not reduced,
b� DATE OF° PLACEMENT These placements shall be retroactive to the
first full pay period. following the expiration elate of the agreement
(September 1, 2000). Employees shall advance within their new salary
range in accordance with the City's personnel Mules and Regulations,
which means that they shall be eligible for a merit increase at the time of
their next scheduled annual performance evaluation;.
"he City of Redlands offers its Satety Management employees membership in the
California Public Employees Retirement SystemC"aalFERS), °i> 50 torrnula. The
City pays both the employer contribution and the employee contribution of 9% of salary.
The Redlands Safety Management employees are eligible for the single highest year
option with PERS.
1. P l l - RETj,1EM,E---NTj 3% 5 0
Effective on January 1, 2005, the City shall take all necessary action to amend
its contract with PERS to implement the 3% 50 retirement formula set forth
in Government Code Section 21362.2. The, City and the Association shall
split equally the added cost resulting from the change in the City's employer
contribution rate attributable to the 3% 50 formula. The employees' half-
share shall be paid through a reduction in the City's Employer Paid Member
Contribution (EPMC). The City and the Association agree, however, that the
eiriployces' half-share share shall not exceed 5.87% and that any excess shall
be paid by the City:
i. EXAMPLE #l: Assume that the implementation of the 3% Ct�' 50
formula causes the City's employer contribution in fiscal year 2004-
2005 to increase from 7,5% to 12,9%. The City shall decrease its
EPIC from 9% to 6.3% due to splitting the 5.4% increase of the
employer's rate attributable to the 3% @(! 50 fortnula.
ii. EXAMPLE #2: Assuming that the implementation of the 3�, (4� 50
formula causes the City's employer contribution in fiscal year 2004-
2005 to increase from 2% to 16%. The City shall decrease its EPMC
from 9% to 3.13% due to the employees' half-share being capped at
5.87%.
2, FIRE RETI.RLMENT - 3Y cel 50
q&
Effective January 1, 2005, the City shall implement the enhanced retirement benefit
of EITHERa��ce,,5 OR aljHCl; depending upon the settlement with the RPFA,
however the employees shall be responsible for up to one half (1/2) of all costs
associated with implementing and maintaining the enhanced benefit, to a maximum
employee cost of 7.25%. Upon settlement with RPFA, the City will meet and discuss
iinplementation of either plan with FIRE AS E..
A—RTl(',',[,E INSURAN.—CL
Al—ed i c aL&i Lt vin mtn-cf
The City pays the entire premium for medical insurance for the ineiribers of RASME and
all eligible dependents under the PERS health insurance program. Police members of
RASME may choose either the health insurance offered to the members of the, RPO A or
the health insurance offered to Management employees-
RAS,WE,VOU'2000-2005 5
Reimburseinent QfAl
I
.L-,&Ca1 Insurance :EanicL, itv aLid L) y eL yetib&?s
L_ _ _
If the Police members of RASME select the health insurance plan which is offered to the
members of the RPOA, they are eligible, for reimbursement of medical insurance co-
payments and deductibles payable in the same Trianner as it is paid to the members of the
RPOA� If the Police members of RASME select the medical insurance which is offered
to the Management employees, they are eligible foi-the insurance adjustment to offset co-
pays and deductibles, (currently $150 per year), which is offered to the Management
employees. Fire members of RASIDE will receive the annual $150 Insurance
Adjustment.
A—fedical Insynazacg SUPatdd
The City offers a monthly stipend in the amount of$150 in exchange for lion-clection of
City paid medical insurance benefits, for those RASME members who can offer proof of
alternative coverage.
Dental Insurance
The City pays the entire premium for dental insurance for the members of RASME and
all eligible dependents. RASME members may choose between two dental plans; an
indemnity plan which is self-funded and administered by Affordable Benefit
Administrators (ABA), and Denticare. The Police members of RAS 1E may also select
the dental plan which is offered to the members of the RPOA.
Life lum—rance,
The City provides RASME employees with $25,000 of life insurance. Employees may
also purchase additional increments of life insurance at the City's group rate.
Li_sionPlan
The City shall. reimburse RASME Fire employees Lip to 5200.00 every two years
(beginning in July, 1997) for the purchase of prescription frames and lenses and/or
contact lenses. Police members of RYNSME receive a vision insurance plan (in lieu of the
5200 reimbursement) as long as it is offered to members of the RPOA,
The City shall pay the premium for CPOA legal defense insurance for Police members of
RASME.
RAS,MEAJOU 2000-2005 6
Retirement Sick Leavv 13 zra7clLif time AAdacrc1 ln,jtrrfxrrcc
RASME employees taking a Cal/PEPS scrv� ce retirement from the City ofRedlands may
elect to have all sick leave accrued at the time of retirement converted to cash value and
apply said cash value to applicable premiums payable under the City's medical insurance
program, until said cash value is:exhausted.
When RASME employees retire from the City of Redlands with a Cal/PERS service
retirement after fifteen (15) years of service to the City of Redlands;, in lien of the sick
leave bank, they are eligible for'lifetime medical insurance. This means that the City will
pay the premium for medical insurance, for life, for the RA ME employee and eligible
dependents under the City's current health insurance program as described under
Medical Insurance".
ARTICLE 5,- I)El4E I) +1�OMPEN ATI t
Each April; the City of Redlands shall make an annual contribution to deferred
compensation on behalf of each RASME employee in the amount of 800 per year + lel
of gross annual salary.
ARTICLE 6- POST CERTIFICATION PAY
The Police members of RASME shall receive POT certificate pay in the amount of
12.5% of base salary for an Advanced POT certificate; In addition.,. the Police
Lieutenants shall receive POST Supervisory certificate pay in the arnount of 9% of base
salary. In addition to Advanced POST certificate pay, the Police Captain and the Deputy`
Police Chief shall receive POST`Management certificate pay in the amount of 8.5%.
:Effective with the full ratification of the agreement, Supervisory/Management certificate
pay for lieutenants shall; be increased one percent (l%) and one and one-half percent
{1.5%) for Captain, Deputy Chief and Chief classifications, resulting in the following
rafter conversion of five percent(5%) ofPOST certification pay to base salary as stated in
Article 2, Wages)
The Police members of RASME shall receive POST certificate pay in the amount of
7.5% of base salary for an advanced POST certificate;
Additionally; Police ntenrbers of RA MEshall also receive POST Supervisory or
Management certificate pay in the amount of 101%) of base salary.
The maximum amount any member of Police RASME shall receive in certificate- pay,
shall be 17.5% of base salary.
ARUCLE I -EDUCATIONAL INCENIPVT
Fire members of RASME are eligible for an educational incentive in the following
amounts, 7.5% of base salary for an Associates degree and 10% ofbase salary for
Bachelors degree,
A►.RTICLE UNIFORM AILt?'eAV SUE
The Police mernbers of RASME shall receive a uniform allowance in the amount of 5900'
per year. Fire members of RASME shall receive a Unifonn allowance in the amount of
$150 per year.
ARTICLE 9 - LON E 1TY PAY
—
Effective with the Full ratification of the agreement, Police and Fire RASME employees"
who have twenty (20) Fears of continuous service with the City of Redlands shall
advance to Step "F" on the salary resolution for their classification. This increase will be
effective at the beginning of the pay period closest to the first day of their twenty-first,
(2 1 st) year of service.
In the event that an employee is not at"E" step when he/she is eligible for the F step, at
the completion of twenty(20) years of service, the employee will advance to the next step;
n their salary range, and continue to advance based on merit until the employee reaches
"F".step..:
ARTICLE 10- SIfIFT DIFF TIAL PAY FOR FIRE MEMBERS
The Deputy Fire Chief and the Eire Battalion Chiefs who are assigned to a forty ( 0) hour
workweek (or 9180 schedule) shall be compensated at seven and one half percent (7.5`3°s)
times the base hourly rate for Shift Differential Pay(forrnerly entitled Standby Pay). This
benefit does not apply to Battalion Chiefs who are assigned to the twenty-four (24) hour
shift work schedule.
ARTICLE 11 - PAGER PAST:
The Police members of RASME are eligible to receive Pager Pay in the amount of S l OO
per month in addition to their regularbase pay, All employees receiving this incentive
are required to carry a pager at all times.
i—IM1i 11 E 12 - TI.1111 RFlrl`VIBLRSE I N'T
For Police members of RASME, the City agrees to pay 100%) reimbursement for the
actual costs of fees, including tuition and books, charged for the same or similar course at
the university of Califom.ia, Riverside. Eligibility deterrinnation shall be made by the
Chief of Police. To be eligible for reimbursement tinder this Section, the employee must
RASM :HOU2000-20th.
submit evidence of actual expenses incurred and satisfactory completion of course work
with a grade of"C" or better if a letter grade is offered. If the course does not offer a
letter grade, the employee must provide proof of satisfactory completion.
ARTICLE 13 - HOLIDAYS
The City of Redlands currently observes the hollowing holidays, established by
Resolution-.
New Year's Day (January 1)
Mai-tin Luther King, Jr. Day(Third Monday in January)
President's Day (Third Monday in February)
Memorial Day (Last Monday in May)
Independence Day(July 4")
Labor Day (First Monday in September)
Columbus Day (Second Monday in October)
Veteran's Day (November I I')
Thanksgiving Day
The Friday after Thanksgiving Day
Christmas Day (December 25"')
Christmas Eve Day shall be observed as a holiday when Christmas Day falls on Tuesday,
Wednesday, Thursday, or Friday.
In lieu of the above, Shift Battalion Chiefs shall be compensated with fourteen 12-hour
holidays per year. This compensation shall be based on 5.54 hours per 14-day payperiod.
Police members of RASME and forty (40) hour per week Fire members of RASME may
"bank" these holidays and be paid for them in January of the year Collowing when they
were accrued if they choose to do so.
ARTICLE 14 - FLOATING HOLIDAYS
RASME employees shall receive two (2) floating holidays (8 hours, each) annually (Fire
Battalion Chiefs assigned to twenty-four (24) hour schedule will receive two (2) twelve
(l 2)hour floating holidays).
Floating holidays accrued but not taken are paid off during January of the year following
the year in whichthe holidays were accrued.
R,,IS.4�,,ff,',1,10t,,"2000-2005 9
. RTIC LE 15 - SICK LEAVII
Members ofE shall receive eight (8) hours of sick leave per month.
Lick Lctme ffia.!-Rack Pro."rc Ln
R,ASME members may accumulate sick leave from calendar year to calendar year to all
unlimited amount, or participate in the City's Sick Leave Buy Back program. In order to
participate in the buy-back, the employee must have a minimum of 96 hours of sick leave
onthe looks: In November of each year, the RASME mernbers may elect to be paid cash
at their current hourly rate in accordance with the schedule below, less any sick leave
hours used during that period.
POLICE AND FIRE ADMINISTRATIVE PERSONNEL
Years of Set-V MaximLLm Buy-Back Per Year
2-6 48 hours
7 56 hours
8 64 hours
9 72 hours
10 80 hours
11 88 hours
12 96 hours
FIRE SHIFT RSR SEL
Ycarsof_Service Maximurn Bu -Back Per Y—ear
2-7 24 hours
8 48 hours
9 72 hours
10 96 hours
11 120 hours
12 + 144 hours
RASME XfOU 2000-2005 10
Vacation shall accrue for Felice and Fire Administration members of RA SME on the
following schedule;
1 - 5 years of service 80 hours
6 - 7 years of service 124 hours
- 9 years of service, 128 lours
1.41 - 11 years of service 136 hours
12 - 15 years of service 144 hours
14 - 15 years of service 152 hours
16 - 20 years of set-vice 160 hours
21 years of service 168 hours
22 years of set-vice 176 hours
23 years of set-vice 184 hours
24 years of service 192 hours
25 years of service 2041 hours
Vacation shall accrue for 24-hour shift Fire members of RASME on the following
schedule:
l - 5 years of service 5 shifts
6 - 7 years of service 6 shifts
- 9 years of service 7 shifts
10 - 13 years of service 8 shifts
14 - 15 years of service 9 shifts
16 + years of service 141 shifts
ART1!EEE 17- BEREAVEMENT I SAVE-
In the event of the death in the immediate family, R SME, members shall be
compensated with two (2) days Paid leave. In addition, eligible employees may be
allowed to use accrued sick leave with full pais not to exceed three(3) days:
ARTICLE 1 - PERSONAL LEAVE
A RASME employee may use up to a maximum of eight (le) hours of accrued sick leave
per year for personal leave, subject to advance approval by his/her supervisor.
ARRC ,E 1 - E FCUT1VE LEAVE
Police members of RASME shall receive one hundred (100) hoar, of executive leave
annually. Effective with the full ratification of this'agreement, Fire members of RASME
with the exception of the shift£ . :'.'s who are ineligible for executive: leave) shall receive
one hundred (1 00)4) hour°s of executive leave annually. This type of leave must be used
within the calendar year, or it will be removed from the books as of'December 31" of
each vear.
ARTICLE 20 - COMPEl' ,SA.TQKY
�Y-IME OFF AND 'E Il"
Police members of RASME, the Deputy Fire Chief, the Fire Chief and the Emergency
Preparedness B.C. are exempt from the requirements of the FLSA and therefore ineligible
to accrue compensatory tithe off or earn overtime pay at 1 �,2 times their hourly rate. Fire
Battalion Chiefs shall cam overtime at time and one half for those hours worked in excess
of fifty-three (53) in one week.
Effective with the full ratification of the agreement, for those Fire classifications eligible
to receive Compensatory Time accrual, increase compensatory time accrual maximum to
two hundred-forty (240) hours.
Members of RASME who are ineligible to receive overtime compensation may receive
overtime pay at time and one half of salary in certain situations ONLY if the hours are
reimbursed by a third party, such as reimbursable mutual aid calls or billable contracts.
ART CLE ZI - W-QRKWEEK
Police members of RASME shall have a normal workweek consisting of four ten-hour
days followed by three consecutive days off unless a five (5) day forty-hour (40) week is
scheduled by mutual consent of the employee and department head.
Fire members of RASME At the discretion of the Chief, a Eire RASME employee may
be eligible to work a 4/10 schedule.
ARTICLE 22 - VIRF_ BATTALION C-fliffiE STA ELFING
Effective with the full ratification of the agreement, the City agrees that a minimum of
one(1) Battalion Chief shall be on staff per twrenty-four(24) shift.
RTICLE - POLICE YEHICUALSEAGE
Effective with the full ratification of the agreement, upon approval by the Police Chief,
Unit employee's use of department vehicles shall be authorized for personal, use.
:SRT RLE
24- NO S'I'RjKF._PR0YISjDNS
The Association agrees that it will not authorize, instigate, aid, condone, or engage in any
strike which will interrupt or interfere with the operation of the City. The City ])faces the
Association on notice of its intention and right to terminate any employee who instigates
or engages in any strike or work stoppage which interrupts or interferes with the
operation of the City.
RASAIL A10t,12000-2005 12
Except as provided herein, all wages, hours and other ten-ns and conditions of
employment presently enjoyed by employees in the unit shall remain in fall force and
effect during the to of this M.O.U., unless mutually agreed to by both parties.
AR.TICLE -,SA—VJNGS SLAVSE
Should any provision of this agreement or the application of such provision, be rendered
or declared invalid by any court action or by reason of any existing, or subsequently
enacted legislation, the City and Association shall meet and confer inimediately upon
what constitutes an equivalent benefit to that which was determined to be unlawftfl. Such
equivalent benefit will be implemented retroactive to the date the old benefit ceased. The
remaining parts or portions of the Agreement shall remain in full force and effect.
RASAIEMOIJI 2000-2005 13
CITY QF II EDLANDS
December19, 2000
Pat Gilbreath, Mavor Date
ATTEST:
L�r—ri�'�Oyzer, C(
,�y Oerk
REDLANDS ASSCILIATION QF SAFETA.M—ANAGEMFN EMLPLOYE U,
I
Cletus R Hyman, Presid Ant ,SMF Date
"41
Jc.Iin Habant, Vice President, RASME Date
RAMIENIOU"2000-2005 14
SIDE LETTER
Between
City Of Redlands
and
Redlands Association Of Safety Management Employees
DROPPROGRAM
Should the DROPP rogram become available, upon the request of RASME, the City
agrees to meet regarding the possible implementation oft e program.
RASAIL"MOU 2000-2005 15
the City of Redlands' Emergency Services Academy for the 2000-20001 school
year.
Development Impact Fees - Annual Report - On motion of CouncIlmernber
George, seconded by Councilmernber Haws, the City Council Unanimously
accepted the annual report of development impact fees for the year ended
June 30, 2000, in accordance with Califomia Government code Section 66006.
Contract Award - Great Neigh
borhoods Street Improvements - Bids were
opened and publicly declared on November 30, 2000, by tile City Clerk for file
construction of the Great Neighborhoods Street Improvements Project which
will con-iplete curb, gutter, sidewalk, driveway aiid street tree installations and
resurface Webster Avenue, Alta Street, and Sixth Street in the area bounded by
Lugonia Av=enue on the north, Tribune Street on the cast, Brockton Avenue on
the south, and Orange Street oil the west-, a bid opening report is oil File in the
Office of the City Clerk. It was the recommendation of the Public Works
Department that the responsible bidder submitting the bid for said project which
will result in the lowest cost for the City was C unn ingham-Davis Corporation,
Calimesa, in the amount of$158,753.02, and it would be in the best interest of
the City that this contract be awarded to said firrit. On, motion of
Councilmernber George, seconded by Counellmertiber Ha',vs, this
recommendation was unanimously approved and the Mayor and City Clerk
were authorized to sign the contract on behalf of the City.
Multl-SpeciesHgbitat Conservation Plan - Cin motion of Councilmember
George, seconded by Councilmember Has the City Council unanimously
approved a memorandum of understanding by and between the U. S. Fish and
Wildlife Set-vice, the California Department of Fish and Garne, the County of
San Bernardino, 15 affected cities in southwestern San Bernardino County, and
additional participating agencies, and to approve the first amendment to the
Memorandum of Understanding regarding the San Bernardino Valley Multi-
Species Habitat Conservation Plan, and authorized the Mayor and. City Clerk to
sign the document oil behalf of the City,
Aereement - Cornmuni1y Senior Center - Cyn motion of Councilmember George,
seconded by COUTicilinember Haws, the City Council unaniMOUSly authorized
an independent contractor agreement with Estella Santacruz for the purpose of'
conducting computer classes for seniors at the Community Senior Center and
authorized the Ma'yor and City Clerk to sign the agreement <on behalf of the
City
,1ylOL,1 - RA ill - On motion of Councilinember George, seconded by
COUTICilmember Haws, the City Council unanimously ratified the new
I -moraridurn of Understanding with the Redlands Association of Safety
Management Employees and authorized the Mayor and City Clerk to sign the
agreement on be hall"of the City.
1)eceniber 19,2000
Page 4