HomeMy WebLinkAboutRES-97-5884 (MOU/ADMINISTRATION)1
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RESOLUTION NO. 97-5884
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HERMOSA BEACH,
CALIFORNIA, TO ADOPT MEMORANDA OF UNDERSTANDING WITH THE
PROFESSIONAL AND ADMINISTRATIVE EMPLOYEES GROUP.
WHEREAS, employees of the City of Hermosa Beach, California represented by the
`Professional and Administrative Employees Group, have elected to meet and confer wit the City of I
Hermosa Beach on matters concerning wages, hours, and working conditions; and,
WHEREAS, the above personnel have selected certain individuals to represent them; and,
WHEREAS, Employee and Management representatives have jointly negotiated
1 Memoranda of Understanding which have been ratified by a majority vote of the members of the
I Professional and Administrative Employees Group; and,
WHEREAS, the Employee and Management representatives have mutually agreed to
recommend that the City Council adopt these Memoranda of Understanding.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF HERMOSA
BEACH RESOLVES to enter into Memoranda of Understanding to be effective for the period
July 1, 1997 through and including June 30, 2000.
BE IT FURTHER RESOLVED that the City Clerk shall certify to the passage and
adoption of this resolution; shall cause the same to be entered among the original resolutions of
said City; and shall make a minute of the passage and adoption thereof in the records of the
proceedings of the City Council of said City in the minutes of the meeting at which time same is
passed and adopted.
PASSED, APPROVED and ADOPTED this 16th day of October, 1997.
PRESIDENT of 6/City Council
ATTEST: �}
City Clerk
YYOR of the City of Hermosa Beach, California
TP: D O FORM:
City orney `
-1-
SALARY, BENEFITS AND OTHER CONDITIONS
OF EMPLOYMENT FOR CITY OF HERMOSA BEACH
PROFESSIONAL AND ADMINISTRATIVE EMPLOYEES
JULY 19 1997 - JUNE 309 2000
PROFESSIONAL AND ADMINISTRATIVE EMPLOYEES
TABLE OF CONTENTS
Section/Article
Subiect
Page
ARTICLE 1
PREAMBLE
I
SECTION I.1
Intent and Term
I
ARTICLE 2
MANAGEMENT RIGHTS
I
ARTICLE 3
COMPENSATION
2
SECTION 3.1
Base Monthly Salary
2
SECTION 3.2
Deferred Compensation
3
SECTION 3.3
Premium Pay
3
A. Bilingual Skill Premium
3
B. Special Event Supervision Premium
4
C. Building Division Manager Premium Pay
4
D. Public Works Superintendent Premium Pay
5
SECTION 3.4
Merit Pay
5
SECTION 3.5
Educational Allowance
5
ARTICLE 4
SUPPLEMENTAL BENEFITS
6
SECTION 4.1
Vacation
6
SECTION 4.2
Professional and Administrative Employees Leave
6
SECTION 4.3
Holidays
6
SECTION 4.4
Sick Leave
7
A. Basis of Sick Leave
7
B. Use Of Sick Leave
7
C. Family Sick Leave
7
D. Termination Of Employment Sick Leave
7
SECTION 4.5
Bereavement Leave
7
SECTION 4.6
Retirement
8
SECTION 4.7
Uniforms
9
PROFESSIONAL AND ADMINISTRATIVE EMPLOYEES
TABLE OF CONTENTS
ARTICLE 5
INSURANCE
8
SECTION 5.1
Intent
8
SECTION 5.2
Continuation Of Medical Premium Upon Retirement
8
ARTICLE 6
MISCELLANEOUS PROVISIONS
9
SECTION 6.1
Continuation of Health Benefits
9
SECTION 6.2
Jury Duty
9
SECTION 6.3
Military Leave
9
ARTICLE 7
OTHER PROVISIONS
10
SECTION 7.1
Longevity
10
SECTION 7.2
Layoff
10
SECTION 7.3
Reduction In Lieu Of Layoff
10
SECTION 7.4
Selection Of Industrial Accident Doctor Or Medical
10
Facility and Continuation of Health Benefits
SECTION 7.5
Long Term Disability
10
A. Long Term Disability
10
B. Family and Medical Care Leave
I
ARTICLE 8
GRIEVANCE PROCEDURE
I 1
SECTION 8.1
Intent
I
SECTION 8.2
Procedure
12
ARTICLE 9
GENERAL PROVISIONS
12
SECTION 9.1
Probationary Period
12
SECTION 9.2
Non -Discrimination
12
SECTION 9.3
Modification Reopener
12
SECTION 9.4
Professional and Administrative Employees
12
Purpose and Intent
i
SALARY, BENEFITS AND OTHER CONDITIONS
OF EMPLOYMENT FOR CITY OF HERMOSA BEACH
PROFESSIONAL AND ADMINISTRATIVE EMPLOYEES
ARTICLE 1 - PREAMBLE
SECTION 1.1 Intent and Term
A. The provisions of this agreement have been developed in the interest of promoting and
improving employee relations between the City of Hermosa Beach, California and Professional
and Administrative Employees who are represented by Hermosa Beach Professional and
Administrative Employees (P&AE).
B. The term of this Agreement is for three (3) years, from July 1, 1997 - June 30, 2000.
Retroactivity applies only to persons actively employed on the date this Agreement is approved by
the City Council.
ARTICLE 2 - MANAGEMENT RIGHTS
A. It is agreed that during the tern of this agreement herein the exercise of the following
powers, rights, authority, duties and responsibilities by the City, the adoption of policies, rules,
regulations and practices in furtherance thereof, and the use of judgement and the discretion in
connection therewith, shall be limited only by the specific and express terms of this agreement,
City Personnel Ordinance, Personnel Rules and Regulations, and other statutory law.
B. Except in emergencies, or where the City is required to make changes in its operations
because of the requirements of law, whenever the exercise of management's rights shall impact on
P&AE employees, the City agrees to meet and confer with Representatives of the P&AE,
regarding the impact of the exercise of such rights unless the matter of the exercise of such rights
is provided for in this agreement.
C. Management Rights
1. Manage the City.
2. Schedule working hours.
3. Establish, modify or change work schedules or standards.
4. Institute changes in procedures.
5. Direct the work force, including the right to hire, promote, demote, transfer,
suspend, discipline or discharge any employee.
6. Determine the location of any new facilities, building, departments, divisions, or
subdivisions thereof, and the relocation, sale, leasing or closing of facilities,
departments, divisions, or subdivisions thereof.
7. Determine services to be rendered.
8. Determine the layout of buildings and equipment and materials to be used herein.
9. Determine processes, techniques, methods and means of performing services.
10. Determine the size, character and use of inventories.
11. Determine the financial policy including accounting procedures.
12. Determine the administrative organization of the system.
13. Determine selection, promotion, or transfer of employees.
14. Determine the size and characteristics of the work force.
15. Determine the allocation and assignment of work to employees.
16. Determine policy affecting the selection of new employees.
17. Determine the establishment of quality and quantity standards and the judgment of
quality and quantity of work required.
18, Determine administration of discipline.
19. Determine control and use of City property, materials and equipment.
20, Schedule work periods and determine the number and duration of work periods.
21. Establish, modify, eliminate or enforce rules and regulations.
22. Place work with outside firms.
23. Determine the kinds and numbers of personnel necessary.
24. Determine the methods and means by which operations are to be conducted.
25. Require employees, where necessary, to take in-service training courses during
working hours.
26. Determine duties to be included in any job classifications.
2T Determine the necessity of overtime and the amount of overtime required.
28. Take any and all necessary action to carry out the mission of the City in cases of an
emergency.
ARTICLE 3 - COMPENSATION
SECTION 3.1 Base Monthly Salary
A. The City agrees to hire and appropriately compensate capable Professional and
Administrative Employees. They will be professional, adequately trained, meet standards required
for such positions, and the Council reaffirms that compensation will include such items as salary,
contribution for P.E.R. S., deferred compensation, health insurance, compensation, merit and
retirement.
B. 1) Effective July 1, 1997 the base monthly salaries of the Professional and
Administrative Employees (P&AE) positions shall reflect a monthly salary increase of three and
one-half percent (3.5%), as follows: Note: These salary ranges reflect the merging of Premium
Pay into the monthly salary base for the classifications of Secretary to the City Manager,
Secretary to Department Director, Administrative Aide and Deputy City Clerk.
Steps 1-5 are at one year increments.
1
2
3
4
5
A01 City Planner
4008
4207
4417
4639
4871
A02 Assistant Engineer
3485
3660
3843
4034
4235
A03 Senior Building Inspector
3485
3660
3843
4034
4235
A05 Plarining Associate
3485
3660
3843
4034
4235
A07 Public Works Superintendent
3485
3660
3843
4034
4235
A09 Police Rec. Admin/S stem Mana er
3468
3642
3824
4016
4217
A10 Accounting Supervisor
3125
3281
3446
3617
3798
All Citation Records Administrator
3125
3281
3446
3617
3798
A13 Secretary to the City Manager
3111
3267
3430
3601
3780
A14 Personnel Aide
3014
3162
3324
3489
3664
A15 Recreation Supervisor
2877
3021
3172
3331
3496
A17 Secretary to Dept. Director
2898
3043
3196
3355
1 3523
A19 Administrative Aide
2898
3043
3196
3355
3523
A21 DeputyDeptity City Clerk
2898
3043
3196
3355
3523
2) Effective July 1, 1998 base monthly salaries shall be increased three and one-half
percent (3.5%).
3) Effective July 1, 1999 base monthly salaries shall be increased three and one-half
percent (3.5%).
SECTION 3.2 Deferred Compensation
Each employee, individually, may elect to participate in any deferred compensation plan
offered by the City.
SECTION 3.3 Premium Pay
A. Bilingual Skill Premium
1) City agrees to pay a 5% premium above base salary per month to full time
employees, who have demonstrated proficiency/fluency in a second language which has been
demonstrated to be of value to the City in providing customer service.
2) An employee receiving bilingual skill premium will be called upon to assist in any
department within the City on an "as needed basis" to provide interpretation services. Individuals
receiving a bilingual skill premium may periodically be subject to call -out or be required to work
in excess of their regular schedule. In the event of call out or overtime, compensation shall be in
accordance with the appropriate provisions of this agreement.
3) Employees with bilingual ability will be tested for oral skill in the designated
language by the Personnel Director. Applicants must successfully pass the examination to be
eligible for bilingual premium. Periodic evaluation of incumbents receiving bilingual skill premium
will be required.
4) Should there be more than three (3) applicants for bilingual premium, the City
reserves the right to select the applicant who best meets the need of the City. Factors to be
considered in selection include, but are not limited to, proficiency in both speaking and writing as
well as the ability to provide multiple shift coverage.
B. Special Event Supervision Premium
1) Any Recreation Supervisor assigned responsibility for coordination of resources,
emergency response, oversight, and on -call availability for large-scale commercial special events
scheduled during other than regularly scheduled work hours may receive a two hundred dollar
($200) per event day premium.
2) An individual so assigned by the Community Resources Director may receive said
premium in lieu of any accrual of administrative time. In no case shall an employee receive
administrative time and premium concurrently, but will receive one or the other. Administrative
time may only be accrued in lieu of premium with prior approval of the Community Resources
Director.
3) The City agrees that individuals in classifications other than Recreation Supervisor
may be assigned the responsibilities described in SECTION 2.3 B. 1. above if they are designated
as qualified by the Community Resources Director.
4) No more than one individual per event day shall be eligible to be assigned as
Special Event Supervisor and receive this pay.
C. Building Division Manager Premium Pay
1) An employee classified as Senior Building Inspector may be eligible for Division
Manager Premium Pay in an amount up to 10% above base salary as determined by the
Community Development Director and approved by the City Manager.
2) To be eligible for Division Manager Premium Pay the Senior Building Inspector
must possess I.C.B.O. Certification as a Certified Plans Examiner and be assigned, and
demonstrate superior performance, as Division Manager for the Building & Safety Division of the
Community Development Department.
3) Division Manager responsibilities include, but are not limited to: supervision of
professional and clerical staff; preparation of Building Division reports; completion of special
projects as assigned; management of code enforcement activities; preparation and presentation of
Planning Commission and City Council reports; preparation and monitoring of the division's
budget; training and evaluation of personnel; and, review of projects for conformance with
building code, zoning ordinance and municipal code standards.
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4) Eligibility for premium pay may be rescinded (or reduced) by the Community
Development Director for failure to perform Division Manager duties in a superior manner or
failure to maintain required I.C.B.O. Certification.
D. Public Works Superintendent Premium Pay
1) An employee classified as the Public Works Superintendent shall be eligible to
receive a ten percent (10%) monthly premium above salary base for duties performed in
maintaining an emergency "call out" program for the Public Works Department. The duties shall
include: responding to emergency after-hours calls from Dispatch or other appropriate
Departments, and coordinating work crews to respond to the emergency.
2) This premium is compensation for all nonscheduled after-hours duties.
SECTION 3.4 Merit Pay
A. The following P&AE employees will be eligible to receive merit pay: City Planner,
Assistant Engineer, Senior Building Inspector, Planning Associate, Public Works Superintendent,
Police Rec. Admin/System Manager, Citation Records Administrator, Recreation Supervisor, and
Accounting Supervisor. Said merit pay will range from -5% to +5% of base monthly pay, payable
for three month increments. The standard to be considered in the performance evaluation will be
timely response to those goals and objectives established between the employee and department
director at the commencement of the evaluation period.
B. For salary comparison purposes, base salary shall be increased by 3.75% (75% of
maximum merit pay) to adjust for merit pay eligibility for those classes eligible.
SECTION 3.5 Educational Allowance
A. City agrees that Professional and Administrative Employees who desire to enroll in
training and/or academic courses at a State of California approved and/or recognized college or
university that may provide the employee with general or specific skills and/or knowledge that
contributes to their ability to perform their current position or enhances promotional opportunities
shall have their course fees, books and tuition (up to CSU rates) paid by the City in advance
subject to the approval of the City Manager. The employee will reimburse the City for all
expenses incurred for any class or classes the employee fails or does not complete; or if the
employee voluntarily leaves City employment during the period they are enrolled and received
payment.
B. Reimbursement of tuition shall be on a "Pro -rated" basis depending upon the number of
hours an employee covered by this agreement is normally scheduled to work (i.e. full time @
100% reimbursement, up to CSU rates; half time @ 50% reimbursement, etc.).
ARTICLE 4 - SUPPLEMENTAL BENEFITS
SECTION 4.1 Vacation
A. Upon employment, Professional and Administrative Employees shall accrue vacation at
the following rates:
Years of Service
Accrued Per Year
*Probation Period
1st Year
*48 hour award
Commencing with:
2nd Year
80 hours
Commencing with:
4th Year
96 hours
Commencing with:
6th Year
112 hours
Commencing with:
loth Year
128 hours
Commencing with
14th Year
144 hours
Commending with
18th Year
160 hours
B. *Employee may request (subject to Department Director's approval) one (1) week of
vacation six (6) months after hire date (after halfway point of probationary period).
C. Vacation may be accrued up to a thirty (30) month accrual level, with an automatic cash -
out of hours in excess of that amount.
D. Employees shall be reimbursed for 100% unused vacation days accrued upon resignation,
retirement or imposed termination from their employment with the City.
SECTION 4.2 Professional and Administrative Employees Leave
A. It is agreed that the City shall give all employees covered by this agreement
"Administrative Time" off at the rate of straight time for all hours worked in excess of their
regularly scheduled work shift. Said "Administrative Time" may be accrued up to fifty (50)
hours. No additional hours in excess of fifty (50) shall be accrued. Should an employee's accrual
reach fifty (50) hours, the accrual shall be frozen at that amount until such time as the accrual
balance falls below fifty (50) hours. There shall be no monetary value for "Administrative Time."
B. Accumulation and use of "Administrative Time" shall be immediately annotated on an
exception slip and processed through the appropriate department as part of the payroll process.
SECTION 4.3 Holidays
A. All employees covered by this agreement shall receive 90 hours per year for the following
holidays off with pay: New Year's Day; Martin Luther King, Jr.'s Birthday; President's Day;
Memorial Day; Independence Day, Labor Day; Veterans Day; Thanksgiving Day; Christmas Day.
B. When a holiday falls on a normal day off, employees shall receive holiday compensation
time. Employees covered by this agreement may accrue up to 100 hours of holiday compensatory
time for those holidays in which compensatory time is earned.
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SECTION 4.4 Sick Leave
A. Basis Of Sick Leave.
Accrual shall be at six (6) hours per month. After 176 hours are accrued, the accrual shall
be at eight (8) hours per month. After 176 hours are accrued, member may cash in the excess
annually at 100% rate. Any excess will be automatically cashed in at 100% rate. This to be paid
with the first paycheck of December each year. Provided however, in lieu of cash out, employees
may convert 100% of their sick time, in excess of one -hundred seventy-six (176) hours, to
vacation time.
B. Use Of Sick Leave
Sick leave shall be used only in case of sickness or disability of the employee or for family
sick leave. Misuse of sick leave shall be grounds for disciplinary action.
C. Family Sick Leave
1) In case of serious illness of a member of the immediate family, the employee may
utilize sick leave.
2) Immediate family for the purpose of this Section shall be defined as; spouse, child,
stepchild, parent, stepparent, parent -in-law, brother, sister, grandparents, grandchildren, any
relative not previously listed living in the same household as the employee and in addition, a
domestic partner of the employee.
3) Any Employee claiming a domestic partner, for purposes of this agreement shall
complete a confidential affidavit to be filed in the personnel Office, which shall be signed by the
employee only, declaring the existence of a domestic partnership with a named domestic partner.
By extending to a domestic partner employee the specific benefits defined by this agreement, the
City does not intend to confer or imply any other unspecified benefits to such employee, or to any
other person who may hold the status of domestic partner.
D. Employees covered by this agreement shall, upon resignation, retirement, or imposed
termination from their employment with the City be reimbursed for 100% unused sick days
accrued at their current rate.
SECTION 4.5 Bereavement Leave
Each employee covered by this agreement shall receive a maximum of three (3) shifts per
calendar year to be utilized for Bereavement Leave because of a death in their immediate family
(as defined in SECTION 4.4 C. 2. above). Said time will not be cumulative from one twelve
month period to another nor will pay in lieu of unused leave be provided. The Department
Director shall, if possible, grant approval of two (2) additional shifts in the event of a death which
requires extended travel.
SECTION 4.6 Retirement
A. The City shall pay the employees full retirement share of P.E.R. S.
B. Effective November 1, 1995, the City shall commence reporting to P.E.R.S. the value of
the Employer Paid Member Contribution (EPMC) pursuant to the authority of Government Code.
SECTION 4.7 Uniforms
The Police Records Admin/Systems Manager and Public Works Superintendent shall have
uniforms provided as per past practice and/or negotiated with their respective Department
Directors.
ARTICLE 5 - INSURANCE
SECTION 5.1 Intent
A. The City will have full responsibility for all Health and Welfare programs enacted or
enforced as of September 1, 1997.
B. Current Health, Dental, Long Term Disability, Vision, Psychological Health, or their
equivalent, to remain in force during the life of this Agreement. City shall meet and confer should
there be a change in providers or a change in benefit level.
C. City shall provide a life insurance policy for each employee, payable in the amount of
$40,000 upon such employee's death.
D. The City will pay for employee's Long Term Disability and Life Insurance, the employee
and one dependent for health insurance, and full family coverage for dental and mental health
care. The full cost of the Vision Plan shall be borne by the employee.
E. The City and P&AE mutually recognize the need to maintain existing health insurance
cost -containment measures and to continue to control health insurance costs. Toward that end,
the City and P&AE agree to establish an "insurance review" committee which shall meet prior to
each benefit renewal year to evaluate and recommend renewal coverage.
SECTION 5.2 Continuation Of Medical Premium Upon Retirement
Employees who retire after July 1, 1997 shall be eligible, upon service retirement from the
City, for a medical premium supplement. Said supplement shall be in the following amount:
1) For service retirement at age fifty-five (55) with a minimum of ten (10) years
continuous service with the City, a forty dollar ($40.00) per month (or cost of policy, whichever
is less) insurance supplement.
2) For service retirement at age fifty-five (55) with a minimum of twenty (20) years
continuous service an sixty dollar ($60.00) per month (or cost of policy, whichever is less)
insurance supplement.
3) Said supplement shall commence with the first month following the employees
service retirement in which the employee is responsible for payment of the insurance premium.
4) In order to be eligible for medical supplemental payments, an employee must either
remain on a medical insurance plan offered by the City or provide proof of coverage on a self
procured medical insurance plan.
5) Any payments made by the City shall be made directly to a medical insurance
provider. In no case will payments be made directly to an individual.
6) If an employee who has taken a service retirement, and is receiving a benefit under
this section, later applies for and receives a disability retirement, all payments advanced under this
section shall be reimbursed to the City and no further payments shall be made.
7) Any employee receiving a benefit under this section agrees to apply for, and enroll
in, and Federal and/or State medical insurance plan (e.g., MediCare, Medicaid) for which they
become eligible.
ARTICLE 6 - MISCELLANEOUS PROVISIONS
SECTION 6.1 Continuation of Health Benefits
A. An employee who suffers an injury -on -duty will continue to have payment of the City's
portion of all Health Insurance premiums paid for a period of seven (7) full months commencing
with the month in which the injury occurred.
B. Nothing herein shall prevent an employee from utilizing their accrued time in lieu of
receiving temporary disability payments under the provisions of the Workers' Compensation laws
of the State of California.
SECTION 6.2 Jury Duty
Employees covered by the Agreement shall not be eligible for base salary pay while
serving on Jury Duty.
SECTION 6.3 Military Leave
All employees covered by this agreement shall be entitled to Military Leave as afforded by
Federal and State law but shall not receive any base salary pay while on such Leave.
ARTICLE 7 - OTHER PROVISIONS
SECTION 7.1 Longevity
Those employees hired prior to 8/1/83 who at the current time receive longevity pay, will
continue to receive longevity pay.
SECTION 7.2 Layoff
A. It is mutually agreed that whenever, in the judgment of the City Council, it becomes
necessary to abolish a position in the interest of economy or because the necessity for the position
no longer exists, the City Council may abolish any position or employment in the competitive
service and the personnel officer shall layoff, demote or transfer employees thereby affected.
B. The criterion used in determining the order of separation shall be seniority, pursuant to the
Municipal Code, Chapter 2.76 - Civil Service.
C. The City will endeavor to provide each affected employee as much notice as possible, with
the minimum thirty (30) day advance notice to each affected employee.
SECTION 7.3 Reduction In Lieu Of Layoff
It is mutually agreed that an employee whose position is abolished shall be governed by
Municipal Code 2.76.200 - Civil Service.
SECTION 7.4 Selection Of Industrial Accident Doctor Or Medical Facility and
Continuation of Health Benefits
A. It is understood that the City will provide medical facilities to be used for industrial
accidents or illness. However, in the event an employee covered by this Agreement wishes to
grieve the City's selection, the City will give due consideration to the facts presented and may
select a new facility.
B. An employee who suffers an injury -on -duty on or after that date will continue to have
payment of the City's portion of all Health Insurance premiums paid for a period of seven (7) full
months commencing with the month in which the injury occurred.
C. Nothing herein shall prevent an employee from utilizing their accrued time in lieu of
receiving temporary disability payments under the provisions of the Workers' Compensation laws
of the State of California.
SECTION 7.5 Long Term Disability
A. An employee utilizing the Long Term Disability Plan shall not accrue vacation, sick leave,
holiday pay or allowances after the 30th calendar day after disability.
10
B. Family and Medical Care Leave
I)As required by State and Federal law, the City will provide family and medical care
leave for eligible employees. The following provisions set forth employees' rights and obligations
with respect to such leave. Rights and obligations which are not specifically set forth below are
set forth in the Department of Labor regulations implementing the Federal Family and Medical
Leave Act of 1993 "FMLA"), and the regulations of the California Fair Employment and Housing
Commission implementing the California Family Rights Act ("CFRA") (Government
Code § 12945.2). Unless otherwise provided by this article, "Leave" under this article shall
mean leave pursuant to the FMLA and CFRA.
2) Eligible employees are entitled to a total of 12 weeks of leave during any 12-month
period. An employee's entitlement to leave for the birth or placement of a child for adoption or
foster care with the employee expires 12 months after the birth or placement.
3) The 12-month period for calculating leave entitlement will be a "rolling period"
measured backward from the date leave is taken and continues with each additional leave day
taken. Thus, whenever a member requests leave, the City will look back over the previous 12-
month period to determine how much leave has been used in determining how much leave a
member is entitled to.
4) If an employee uses leave for any reason permitted under the law, he/she may
concurrently utilize all other accrued leaves in connection with the leave. The utilization of other
accrued leaves will run concurrently with the leave.
5) Employees must fill out the following applicable forms in connection with leave
under this article:
"Request for Family or Medical Leave"
"Certification of Physician or Practitioner"
"Fitness for Duty to Return from Leave"
6) The provision of ARTICLE 3 shall apply regarding the accrual of vacation, sick
leave, holiday pay and allowances with the exception that seniority shall continue to accrue during
the period of FMLA leave.
ARTICLE 8 - GRIEVANCE PROCEDURE
SECTION 8.1 Intent
This grievance procedure shall be used to resolve disputes arising from any allegation by
Professional and Administrative Employees that the City has violated the terms of this resolution.
11
SECTION 8.2 Procedure
A. The complaint shall be presented in writing to the Department Director. The Director
shall have five (5) working days of receipt of the complaint to resolve the issue or respond to it in
writing stating the reasons for the failure to resolve it.
B. If not resolved, the complaint shall be presented in writing to the City Manager. The City
Manager shall have five (5) working days of receipt of the complaint to resolve the issue or
respond to it in writing stating the reasons for the failure to resolve it. This exhausts all
administrative remedies for anything except: disciplinary actions of dismissals, suspensions,
reduction in pay, etc.
C. If disciplinary actions concerning dismissals, suspensions, reduction in pay, etc. are not
resolved, further action is pursuant to Municipal Code, Section 2.76 - Civil Service.
ARTICLE 9 - GENERAL PROVISIONS
SECTION 9.1 Probationary Period
There shall be a one (1) year probationary period for all appointments to the Professional
and Administrative Employee classes as described in this Resolution.
SECTION 9.2 Non -Discrimination
Both parties to this agreement agree not to discriminate against any employee or applicant
because of age, gender, race, national origin, religion, color, ancestry, marital status, sexual
orientation, physical or mental disability, medical condition, and/or Association membership or
activity. Additionally, the City expects and requires all employees to treat one another with
dignity and respect. Harassment of fellow employees is a violation of law. No employment
decision may be made based upon an employee's submission to or rejection of such conduct. It is
the responsibility of any employee, who believes that they are the victim of such harassment,
whether sexual, racial, ethnic or religious, to report the conduct to their Supervisor, Department
Head, Personnel Director or the City Manager in a timely manner.
SECTION 9.3 Modification Reopener
Association members and City can meet and confer on mutually desirable changes as
needed.
SECTION 9.4 Professional and Administrative Employees Purpose and Intent
A. The City is cognizant of the crucial role that the Professional and Administrative
Employees (P&AE) have in implementing and enforcing the City's policies, practices and
procedures. The P&AE wholeheartedly accept these responsibilities and are committed to the
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success of City goals. The P&AE agrees to encourage employees in an attitude of excellence of
job performance and increased productivity.
B. Both the City and the P&AE must positively support these concepts and mutually promote
a cooperative alliance for carrying out these provisions. The P&AE is a vital component in the
current and future growth of the City and endeavors to act as a valued liaison to communicate
City mandates to employees. This attention to the pursuit of obtaining the most efficient and
effective level of professionalism position the P&AE as an outstanding management support team.
IN WITNESS WHEREOF, the parties hereto cause this Agreement to be executed this
16th day of OCTOBER 1997.
PROFESSIONAL AND ADMINISTRATIVE
EMPLOYEES OF HERMOSA BEACH
MichaA K. Flaherty
Negotiating Committee Chairperson
en A. Robertson
Negotiating Committee Member
Barbara S. Conklin
Negotiating Committee Member
CITY OF HERMOSA BEACH
r
St len . Burrell
City Manager
Viki Copeland
Finance Director
13
GENERAL & SUPERVISORY BARGAINING UNIT
EFFECTIVE JULY 1, 1999 THROUGH JUNE 30, 2000
GRADE
KEY
TITLE
1
2
3
4
5
G01
BUILDING INSPECTOR
3366
3536
3710
3896
4091
G03
BUSINESS LICENSE INSPECTOR
3189
3348
3516
3693
3876
G05
PUBLIC WORKS INSPECTOR
3189
3348
3516
3693
3876
G07
INFORMATION SYSTEMS TECHNICIAN
2821
2962
3110
3266
3429
G13
POLICE SERVICE OFFICER
2725
2861
3006
3156
3313
G15
PUBLIC SAFETY DISPATCHER
2725
2861
3006
3156
3313
G17
COURT LIAISON OFFICER
2725
2861
3006
3156
3313
G19
CRIME SCENE INVESTIGATOR
2944
3091
3246
3408
3578
G21
SECRETARY
2668
2802
2943
3089
3244
G23
SENIOR ACCOUNT CLERK
2668
2802
2943
3089
3244
G25
EQUIPMENT MECHANIC
2540
2667
2800
2941
3087
G29
MAINTENANCE II
2422
2544
2670
2806
2945
G31
COMMUNITY SERVICES OFFICER
2422
2544
2670
2806
2945
G33
ACCOUNT CLERK
2422
2544
2670
2806
2945
G35
PARKING METER MAINTENANCE TECH
2422
2544
2670
2806
2945
G37
POLICE RECORDS CLERK
2282
2395
2514
2640
2774
G39
CLERK TYPIST
2175
2284
2397
2516
2642
G41
MAINTENANCE 1
2175
2284
2397
2516
2642
G43
CUSTODIAN
1987
2087
2191
2300
2415
SUPERVISORY CLASSIFICATIONS
1
2
3
4
5
S01
PUBLIC WORKS CREWLEADER
3049
3202
3362
3528
3705
S03
SENIOR EQUIPMENT MECHANIC
3049
3202
3362
3528
3705
S05
PARKING METER SPECIALIST
2951
3100
3254
3418
3587
S07
COMMUNITY SERVICES FIELD SUPERVISOR
2951
3100
3254
3418
3587
PROFESSIONAL & ADMINISTRATIVE EMPLOYEE'S GROUP
EFFECTIVE JULY 1, 1999 THROUGH JUNE 30, 2000
1
2
3
4
5
A01
CITY PLANNER
4293
4506
4732
4969
5217
A02
ASSOCIATE ENGINEER
3733
3921
4117
4321
4536
A03
SENIOR BUILDING INSPECTOR
3733
3921
4117
4321
4536
A04
ASSISTANT ENGINEER
3234
3396
3566
3744
3931
A05
PLANNING ASSOCIATE
3733
3921
4117
4302
4536
A06
PLANNING ASSISTANT
3068
3221
3382
3551
3729
A07
PUBLIC WORKS SUPERINTENDENT
3733
3921
4117
4302
4536
A09
POLICE REC. ADMIN/SYSTEM MANAGER
3715
3901
4097
4302
4518
A10
ACCOUNTING SUPERVISOR
3347
3515
3692
3875
4069
A11
CITATION RECORDS ADMINISTRATOR
3347
3515
3692
3875
4069
A13
SECRETARY TO THE CITY MANAGER
3333
3499
3674
3857
4049
A14
PERSONNEL ASSISTANT
3228
3388
3560
3737
3925
A15
RECREATION SUPERVISOR
3082
3236
3398
3569
3745
A17
SECRETARY TO DEPT. DIRECTOR
3104
3260
3424
3594
3774
A19
ADMINISTRATIVE ASSISTANT
3104
3260
3424
3594
3774
A21
DEPUTY CITY CLERK
3104
3260
3424
3594
3774
ELECTED
GRADE
KEY
TITLE
E02
CITY COUNCIL
E03
CITY CLERK
E04
CITY PROSECUTOR
E05
CITY TREASURER
300
Month
1823
Month Effective 7-1-99
4600
Month
1567
Month (actual @ $1325.50)
MANAGEMENT
EFFECTIVE JULY 1, 1999 THROUGH JUNE 30, 2000
1
2
3
4
M01
PERSONNEL & RISK MANAGEMENT DIR.
5550
5829
6120
6427
M05
COMMUNITY RESOURCES DIRECTOR
6090
6393
6714
7050
M20
COMMUNITY DEVELOPMENT DIRECTOR
6481
6806
7145
7503
M25
FINANCE DIRECTOR
6481
6806
7145
7503
M35
PUBLIC WORKS DIRECTOR
6821
7162
7520
7897
M37
FIRE CHIEF
6821
7162
7520
7897
M40
POLICE CHIEF
7489
7864
8257
8670
M45
CITY MANAGER
9833
CONTRACT
1
C3
ADMINISTRATIVE REVIEW INVESTIGATOR
3157
SWORN FIRE
EFFECTIVE JULY 1, 1999 THROUGH JUNE 30, 2000
1
2
3
4
5
6 7
F01
FIRE CAPTAIN
4605
4836
5079
5332
5598
5878
F05
ENGINEER
3852
4045
4247
4460
4682
4916
F10
PARAMEDIC
3722
3910
4104
4310
4525
4750 4916
F15
FIREFIGHTER
3219
3380
3548
3727
3913
4108
SWORN POLICE
EFFECTIVE JULY 1,
1999 THROUGH JUNE 30, 2000
1
2
3
4
5
P01
POLICE CAPTAIN
6857
7200
7561
7938
P03
POLICE LIEUTENANT
6412
6733
7070
7423
P05
POLICE SERGEANT
4587
4817
5058
5312
P10
POLICE OFFICER
3815
4006
4206
4416
09/20/99
STATE OF CALIFORNIA
COUNTY OF LOS ANGELES
CITY OF HERMOSA BEACH
I, Naoma Valdes, Deputy City Clerk of the City Council of the
City of Hermosa Beach, California, do hereby certify that the foregoing
Resolution No. 97-5884 was duly and regularly passed, approved and adopted
by the City Council of the City of Hermosa Beach at an Adjourned Regular
Meeting of said Council at the regular place thereof on October 16, 1997.
The vote was as follows:
AYES:
Benz, Bowler, Edgerton, Oakes, Mayor Reviczky
NOES:
None
ABSTAIN:
None
ABSENT:
None
DATED: October 20, 1997
Deputy City Clerk