HomeMy WebLinkAbout24967RESOLUTION NO. 24967
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PALM
SPRINGS, CALIFORNIA, APPROVING A MEMORANDUM OF
UNDERSTANDING RELATIVE TO WAGES, HOURS, AND
OTHER TERMS AND CONDITIONS OF EMPLOYMENT FOR
EMPLOYEES IN THE PALM SPRINGS FIREFIGHTERS
ASSOCATION AND THE MANAGEMENT ASSOCIATION OF
PALM SPRINGS FOR THE PERIOD JULY 1, 2021, THROUGH
JUNE 30, 2023, SUBJECT TO ASSOCIATIONS EXECUTING THE
MEMORANDUMS OF UNDERSTANDING.
WHEREAS, Resolution 16438 designates the City Manager (acting personally or through
a delegee) with authority to meet and confer in good faith on matters within the scope of
representation including wages, hours, and other terms and conditions of employment; and
WHEREAS, the City Negotiation Team has met and conferred in good faith on wages,
hours, terms and other conditions of employment with the Palm Springs Firefighters
Association ("PSFA") and the Management Association of Palm Springs ("MAPS"); and
WHEREAS, as a result of such good faith negotiations, the City Negotiation Team have
reached agreement with PSFA and MAPS on the terms and conditions of a Memorandum of
Understanding ("MOU") governing employees of the City of Palm Springs within such
Associations; and
WHEREAS, PSFA, MAPS and the City Negotiation Team jointly recommend adoption
of such MOUs by the City Council;
THE CITY COUNCIL OF THE CITY OF PALM SPRINGS DOES HEREBY RESOLVE
AS FOLLOWS:
SECTION 1. That the Memorandum of Understandings between PSFA and the City, for
the period July 1, 2021 through June 30, 2023, on file with the City Clerk and incorporated
herein by this reference, is hereby approved upon execution of said Memorandum of
Understanding.
SECTION 2. That the Memorandum of Understandings between MAPS and the City,
for the period July 1, 2021 through June 30, 2023, on file with the City Clerk and incorporated
herein by this reference, is hereby approved upon execution of said Memorandum of
Understanding.
SECTION 3. The City Manager is authorized and directed to fulfill any meet and confer
process(es) in accordance with these changes and execute documents necessary to
effectuate the above actions in a form acceptable to the City Attorney.
Resolution No. 24967
Page 2
PASSED, APPROVED AND ADOPTED BY THE PALM SPRINGS CITY
COUNCIL THIS 13th DAY OF January, 2022.
'I
JUSTIN tLIFTON, CIV MANAGER
CERTIFICATION
STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE ) ss.
CITY OF PALM SPRINGS)
I, ANTHONY J. MEJIA, City Clerk of the City of Palm Springs, hereby certify that
Resolution No. 24967 is a full, true, and correct copy, and was duly adopted at a regular
meeting of the City Council of the City of Palm Springs on January 13, 2022, by the following
vote:
AYES: Councilmembers Holstege, Kors, Woods, Mayor Pro Tem Garner, and Mayor
Middleton
NOES: None
ABSENT: None
ABSTAIN: None
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City
of Palm Springs, California, this 10n day of
ythony J. Meji MM Clerk
ty of Palm Spriggs, Calif rnia
Resolution No. 24967
Page 3
PALM SPRINGS
FIREFIGHTERS
ASSOCIATION
(PSFA)
�0 QALM S�
\ Ali
U to
* C'41
/FOR��P*
MEMORANDUM OF
UNDERSTANDING
July 1, 2021 - June 30, 2023
Resolution No. 24967
Page 4
The Palm Springs Firefighters Association
Memorandum of Understanding
July 1, 2021 - June 30, 2023
GENERAL PROVISIONS.......................................................................................................................................1
ARTICLE1, TERM..................................................................................................................................... 1
ARTICLE 2, RECOGNITION...................................................................................................................... 1
ARTICLE 3, PRACTICES........................................................................................................................... 1
ARTICLE 4, FEDERAL AND STATE LAWS............................................................................................... 1
ARTICLE 5, MAINTENANCE OF BENEFITS............................................................................................. 2
COMPENSATION/OTHER PAY............................................................................................................................. 3
ARTICLE 6, BASE SALARIES................................................................................................................... 3
ARTICLE 7, OTHER COMPENSATION..................................................................................................... 3
ARTICLE8, OVERTIME............................................................................................................................. 9
ARTICLE 9, PAYROLL CHANGES..........................................................................................................11
ARTICLE10, UNIFORMS........................................................................................................................11
ARTICLE 11, MILEAGE REIMBURSEMENT ........................................... ERROR! BOOKMARK NOT DEFINED.
BENEFITS.............................................................................................................................................................13
ARTICLE 12, HEALTH, DENTAL, VISION AND OTHER INSURANCE ................................................... 13
ARTICLE 13, HEALTH INSURANCE FOR RETIREES............................................................................ 15
ARTICLE 14, RETIREMENT....................................................................................................................16
ARTICLE 15, IRS 125 PLAN....................................................................................................................17
ARTICLE 16, EDUCATIONAL REIMBURSEMENT.................................................................................17
WORKHOURS/ LEAVE.......................................................................................................................................18
ARTICLE17, LEAVE................................................................................................................................ 18
ARTICLE 18, PAYMENT IN LIEU OF HOLIDAYS.................................................................................... 20
ARTICLE 19, SICK LEAVE....................................................................................................................... 20
ARTICLE 20, FORTY HOUR CONVERSION........................................................................................... 21
ARTICLE 21, SHIFT TRADING................................................................................................................ 21
ARTICLE 22, VACATION RELIEF............................................................ ERROR! BOOKMARK NOT DEFINED.
ARTICLE 23, STAFFING.......................................................................................................................... 21
EMPLOYER/EMPLOYEE RELATIONS............................................................................................................... 22
ARTICLE 24, NON -TOBACCO USE REQUIREMENT............................................................................. 22
ARTICLE 25, CERTIFICATION................................................................................................................ 22
ARTICLE 26, DMV PHYSICALS.............................................................................................................. 22
ARTICLE 27, BOMB SEARCH................................................................................................................. 22
ARTICLE 28, SIDA BADGES................................................................... ERROR! BOOKMARK NOT DEFINED.
ARTICLE 29, ELECTRONIC COMMUNICATION GUIDELINES ............. ERROR! BOOKMARK NOT DEFINED.
ARTICLE 30, STRIKES AND WORK STOPPAGES................................................................................ 22
ARTICLE 31, LAYOFF AND RECALL...................................................................................................... 23
ARTICLE 32, GRIEVANCE PROCEDURE.............................................................................................. 23
ARTICLE 33, DISCIPLINARY APPEALS PROCESS............................................................................... 25
ARTICLE 34, ASSOCIATION BUSINESS BANK..................................................................................... 30
ARTICLE 35, NO REQUEST FOR CHANGES DURING TERM............................................................... 30
ARTICLE 36, REQUIREMENT TO LIVE WITHIN 75 MILES OF THE CITY LIMITS ................................. 30
ARTICLE 37, JOINT LABOR MANAGEMENT COMMITTEE................................................................... 31
Resolution No. 24967
Page 5
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF PALM SPRINGS
AND
THE PALM SPRINGS FIREFIGHTERS ASSOCIATION
JULY 1, 2021 — JUNE 30, 2023
GENERAL PROVISIONS
ARTICLE 1, TERM
The PALM SPRINGS FIREFIGHTERS ASSOCIATION and the CITY OF PALM
SPRINGS (hereinafter referred to as the "City") agree as follows:
A. This Memorandum of Understanding (hereinafter referred to as "MOU") shall be
for the period of July 1, 2021, through June 30, 2023 provided, however, that
specific sections of this MOU shall have later effective dates as specified herein.
ARTICLE 2, RECOGNITION
This MOU is entered into with reference to the following facts:
B. Pursuant to the provisions of the Meyers-Milias-Brown Act, Government Code
Section 3500, et. seq., the City of Palm Springs (hereinafter referred to as the
"City") continues to recognize the Palm Springs Firefighters Association
(hereinafter referred to as the "Association") as the exclusively recognized
employee organization for employees in the following classifications: Firefighter,
Firefighter/Paramedic, Fire Engineer, Fire Engineer/Paramedic, Fire Captain and
Fire Captain/ Paramedic
C. The Association and the City have met and conferred in good faith on wages,
hours, and other terms and conditions of employment and have reached
agreements which are set forth in this MOU.
ARTICLE 3, PRACTICES
It is understood that existing ordinances, resolutions, and policies of the City cover
matters pertaining to employer -employee relations including, but not limited to, wages,
salaries, benefits, hours, and other terms and conditions of employment.
ARTICLE 4, FEDERAL AND STATE LAWS
It is understood and agreed that this MOU is subject to all present and future applicable
Federal and State laws and regulations and the provisions hereof shall be effective and
implemented only to the extent permitted by such laws and regulations. If any part of this
MOU is in conflict or inconsistent with such applicable provisions of Federal or State laws
or regulations, or otherwise held to be invalid or unenforceable by any tribunal of
competent jurisdiction, such part or provisions shall be suspended and superseded by
Resolution No. 24967
Page 6
such applicable laws and regulations and the remainder of this MOU shall not be affected
thereby and shall remain in full force and effect.
ARTICLE 5, MAINTENANCE OF BENEFITS
The status of all existing benefits and conditions of employment now enjoyed by employees
represented by the Association shall not be deemed affected by this MOU, except as
specifically modified by provisions hereof or by actions taken in implementation hereof.
2
Resolution No. 24967
Page 7
COMPENSATION/OTHER PAY
ARTICLE 6, BASE SALARIES
Effective the pay period following Council approval of this MOU, unit members in the
classifications of Firefighter and Firefighter/Paramedic shall receive a two percent (2.0%)
salary increase.
Effective June 5, 2022, unit members in the classifications of Firefighter and
Firefighter/Paramedic shall receive a two and one half percent (2.5%) salary increase.
Unit members in the classifications of Fire Engineer, Fire Engineer/Paramedic, Fire
Captain Fire Captain/Paramedic shall receive a two percent (2.0%) salary increase.
In addition to the above, each member of the bargaining unit employed on the day that
the City Council approves this 2021-2023 MOU shall receive a lump sum payment of four
thousand dollars ($4,000.00) which will be paid on the pay day for the pay period following
City Council approval of this MOU.
For each classification represented by the Association, there is one range on the salary
schedule.
ARTICLE 7, OTHER COMPENSATION
7.1 Administrative Captain Assignment Pay
Employees at the rank of Fire Captain who are assigned as an Administrative Captain
shall receive assignment pay at the rate of seven percent (7%).
The parties agree that to the extent permitted by law, Administrative Captain Assignment
Pay is special compensation and shall be reported as such pursuant to Title 2 CCR,
Section 571(a)(4) Special Assignment Pay.
7.1.1 Assignment to Administrative Captain
The parties agree that Fire Prevention Captain is an assignment in the classification of
Fire Captain subject to the following:
A. Employees in the assignment work 40 hours per calendar week and receive
overtime compensation per this MOU for hours worked in excess of their regular
scheduled hours in the calendar week.
B. Employees in the assignment are still subject to the 24-day FLSA work period
pursuant to the Section 7(k) partial overtime exemption provided for in Article 8.
C. The Fire Prevention Captain may work overtime shifts in suppression (full or partial
as needed) as long as the overtime does not interfere with the Fire Prevention
Captain's regular assigned duties, special assigned overtime duties or shifts. Pay
for work on such shifts is at the 56-hour rate for the classification at which the
employee works.
Resolution No. 24967
Page 8
D. Employees at the rank of Fire Captain shall be selected for the assignment of
Fire Prevention Captain following the provision of interest cards to the Deputy
Chief. If no one is selected based on the provision of interest cards or if no
employees submit interest cards for the assignment, the Fire Chief may assign
an employee to the assignment. If that occurs the non -probationary Fire Captain
with the least seniority will be selected for the assignment.
E. Employees who enter the assignment of Administrative Captain (either by being
selected following the provision of interest cards or by being assigned) will be
required to stay in the assignment for a minimum of two (2) years from the date of
entry into the assignment. If, after two (2) years, no other Fire Captain has
expressed interest in the assignment, and if the incumbent in the assignment
wants to stay in the assignment, the incumbent may stay in the assignment until
another Fire Captain expresses interest in the assignment and is selected.
However, if, after serving in the assignment for two years, the employee no longer
wants to remain in the assignment, there will be a new selection process and
another employee will be selected using the selection process described above
paragraph D.
F. Any Fire Captain in the assignment of Administrative Captain is not precluded at
any time from seeking a promotion while in the assignment. If the employee is
promoted while in the assignment, the employee will leave the assignment upon
promotion.
7.2 Bilingual Pay
The City agrees to provide bilingual pay to up to six (6) employees per shift who are
bilingual and who possess bilingual skills as set forth in this section
Employees hired prior to July 1, 2018, who become eligible for bilingual pay shall be
eligible to receive up to five percent (5%) for bilingual pay. As each employee recertifies
for eligibility for bilingual pay, employees will be required to take both a speaking and
listening and a writing bilingual proficiency examination. Employees shall receive two
and one half percent (2.5%) for passing the speaking and listening portion of the
bilingual proficiency exam and an additional two and one half percent (2.5%) for passing
the writing portion of the bilingual proficiency exam for up to a maximum of five percent
(5%) of base salary.
Employees hired after July 1, 2018, who become eligible for bilingual pay shall be
eligible to receive up to two hundred and fifty dollars ($250) per month for bilingual pay.
As each employee recertifies for eligibility for bilingual pay, employees will be required
to take both a speaking and listening and a writing bilingual proficiency examination.
Employees shall receive one hundred and twenty-five dollars ($125) per month for
passing the speaking and listening portion of the bilingual proficiency exam and an
additional one hundred and twenty-five dollars ($125) per month for passing the writing
portion of the bilingual proficiency exam for up to a maximum of two hundred and fifty
dollars ($250) per month.
4
Resolution No. 24967
Page 9
Employees who possess bilingual skills in American Sign Language will receive the full
pay of two hundred and fifty dollars ($250) per month for bilingual pay by passing the
examination, but there will not be the same examination as for other languages (i.e., a
speaking and listening and a writing bilingual proficiency examination). Such
employees are subject to the same recertification requirements provided in this section.
The examinations shall be developed and administered by the City to demonstrate
fluency in writing and speaking and listening the desired second language. If the City
decides to make any changes in the examinations, it will first inform the Association who
may raise any impacts related to the changes. All employees receiving bilingual pay
must pass the prescribed examinations for each skill (one for speaking and listening
and the other for writing) every two years to continue to receive bilingual pay for each
skill. The City will notify employees when they are required to re -test. An employee
who passes one of the tests but not the other, will still be eligible to receive their
respective bilingual pay (2.5% or $125 per month for the skill passed. In addition, the
employee may take a recertification examination after waiting at least three (3) months
after taking the recertification examination to which the employee did not pass. If the
employee does not pass that recertification examination, the employee shall not be
permitted to take the recertification examination for that skill until their two-year cycle to
recertify has passed. The City will notify employees when they are required to re -test.
An employee receiving the pay who does not pass both recertification examinations is
not qualified to receive bilingual pay. If this occurs, the employee may be replaced by
another employee who has passed either examination. If there are no other employees
who are certified to receive bilingual pay for either skill, the employee may take the
recertification examinations in both skills after waiting at least three (3) months after
taking the initial recertification examinations to which the employee did not pass. If the
employee passes one of the two examinations, they shall the respective incentive pay
(2.5% or $125 per month) for bilingual pay. If the employee does not pass either or both
of those subsequent recertification examinations, the employee shall not be permitted
to take the recertification examination(s) for that skill until their two-year cycle to recertify
has passed. The Human Resources Department will coordinate the recertification
examination for each employee receiving bilingual pay.
The parties agree that to the extent permitted by law, Bilingual pay is special
compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4)
Bilingual Premium.
7.3 Training Officer Pay
Employees except for Fire Captains who have specialized training which qualify them to
teach other members of the department during sanctioned or scheduled training events
will be compensated five percent (5%) of base pay (for the entire 24-hour shift) for each
day they teach. Secondary instructors may also be compensated 5% of base pay (for the
entire 24-hour shift) for teaching with the primary instructor.
On or off duty class preparation time does not qualify for Training Officer Pay, and the
Battalion Chief has the authority to determine who receives the training officer pay.
5
Resolution No. 24967
Page 10
Courses and instructors must be identified prior to the class and must be approved by the
Battalion Chief. Employees must receive advanced approval to from their supervisor to
prepare for class off duty.
Classes approved for Training Officer Pay are:
• Swift Water Rescue
• Trench Rescue
• Confined Space Rescue
• High and Low Angle Rescue
• Fire Control III
• Haz Mat Decon
• Haz Mat FRO
Additional classes may be authorized with the approval of the Fire Chief.
The parties agree that to the extent permitted by law, this pay is special compensation and
shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) Training Premium.
7.4 Scott Air Pak Technician
One Firefighter or Fire Engineer from each shift (three maximum) shall be designated as
an approved department ScottTM Self Contained Breathing Apparatus (SCBA) Technician
and receive five percent (5%) of base pay as incentive pay. The technicians are required
to obtain their ScottTM SCBA repair training, initial certification, and recertification at the
department's expense in order to receiving incentive pay.
Each certified technician must maintain ScottTM training and certification per ScottTM
requirements and meet the requirement of the department's supervising Fire Captain in
order to stay in the program.
Each technician shall be assigned at the discretion of the Fire Chief. The Battalion Chief
has the ability to temporarily transfer the technician to other stations as needed for staffing
and training purposes.
After six (6) years as a technician receiving incentive pay, other employees on that shift
may request to enter the program and become a certified ScottTM technician. If a new
employee is selected, the existing technician will no longer receive incentive pay once the
new person has received their certification.
If the existing technician requests to remain in the program and another employee wishes
to become a technician, the position will be given to the new candidate provided they
have been recommended by the ScottTM supervising Captain and the shift Battalion Chief.
If no other member on the shift wants to become a technician, the existing technician may
stay in the program for another six -year term.
Existing ScottTM technician's must notify the SCBA Captain and the shift Battalion Chief
six (6) months before their 2-year ScottTM certification expires if they wish to drop out of
the program prior to completing the full six -year term.
1.1
Resolution No. 24967
Page 11
The department will make every effort to keep ScottTM technicians assigned to their
respective shifts however that cannot be guaranteed. If two (2) or more technicians are
assigned to the same shift, the department may require the transferring technician to
forfeit their incentive pay upon the next recertification, so that another shift can have a
technician assigned.
In order to enter the program, a member must submit a memo in writing to the shift
Battalion Chief stating the reasons why they would be a good Scott TM technician.
Applications will be reviewed by the SCBA supervising Captain, and the shift Battalion
Chief. An oral interview may also be required. A final recommendation will be given to
the Fire Chief who will make the decision.
7.5 Emergency Callback Pay
Employees called back to work to respond to an emergency will receive a minimum of
four (4) hours callback pay. Employees shall be compensated for their travel time to
respond to the emergency up to a maximum of one (1) hour. This pay for travel time pay
is part of the minimum of four hours. 'Emergency' shall be defined as engaging or
combating fires, floods, accidents, or involvement in other disaster operations, but shall
not include coverage for minimum staffing or regularly scheduled or prescheduled, non -
emergency work or duty time.
The employee must take this compensation as pay, not compensatory time off. When
employees work to respond to an emergency, the time shall be compensated at time and
one half their regular rate of pay. For non -emergency worktime, employees shall be paid
overtime if they qualify for overtime per Article 8 of this MOU.
Employees who are called back to work to cover for another employee who is absent
(generally employees called back through Telestaff) are not entitled to travel time back to
the City. However, if an employee is called back to address an emergency (defined as
engaging or combating fires, floods, accidents, or involvement in other disaster
operations, but shall not include coverage for staffing per Article 23 or regularly scheduled
or prescheduled, non -emergency work or duty time) shall receive up to a maximum of
one hour (1) of travel time to return to the City for the emergency. There is no travel time
to return home. Travel that occurs once at work (i.e., during the workday) is compensable.
7.6 Shift Fire Investigator Pay
Upon completion of the certification requirements of the California Office of the State Fire
Marshal certification program for fire investigators, unit members assigned as a Shift Fire
Investigator shall receive five percent (5%) of base pay. The Fire Chief retains discretion
to assign qualified employees to this assignment. A maximum of two (2) employees on
each shift (for a total of six (6)) may qualify for this assignment.
The following prerequisites are to be completed in order to receive Shift Fire Investigator
pay:
7
Resolution No. 24967
Page 12
1. Complete Shift Fire Investigator interview and assignment process as outlined by
the Fire Chief.
2. Complete the CA State Fire Training Prerequisites for Fire Investigator:
a) Basic Electricity
b) Ethics and the Fire Investigator
c) Introduction to Evidence
d) Motive, Means, and Opportunity: Determining Responsibility in an Arson
Case
e) Interview and Interrogation course #31445 (40 hours) (POST)
f) PC 832 Arrest #80102 (40 hours) (POST)
The parties agree that to the extent permitted by law, the pay in this article is special
compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4)
Fire Investigator Premium.
7.7 Actinal Pa
Employees who are required to work in higher classification for a period in excess of two
(2) hours in any workday shall receive acting pay as follows:
If the employee works two (2) through twelve (12) hours, the employee shall receive
pay equivalent to five percent (5%) for 12 hours at the employee's regular hourly rate of
pay. The parties agree that to the extent permitted by law, acting pay is special
compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(3)
temporary upgrade pay.
If the employee works more than twelve and up to twenty-four hours, the employee shall
receive five percent (5%) for 24 hours at the employee's regular hourly rate of pay.
Unit members elected to work out of classification as Fire Engineers, Fire Captains or
Fire Battalion Chiefs are those members who have successfully passed the examination
for promotion to the position of Fire Engineer, Fire Captain, or Fire Battalion Chief. Those
individuals who have successfully completed their task book for the position of Fire
Engineer, Fire Captain or Fire Battalion Chief are also eligible to work out of classification
if a member who has successfully passed the examination for promotion is unavailable
to work out of class. Firefighters, Fire Engineers and Captains are required to act as Fire
Engineers, Fire Captains and Fire Battalions Chiefs when called upon to do so.
7.8 Education Incentive Pa
7.8.1 Educational Degrees
City agrees to compensate Firefighters and Fire Engineers an additional 5% of base pay
for an Associate's Degree, 7.5% of base pay for a Bachelor's Degree, or 10% of base pay
for a Master's degree from a college or university accredited by either or both the Council
for Higher Education Accreditation ("CHEA") and/or the U.S. Department of Education
H1.
Resolution No. 24967
Page 13
("USDE"). Fire Captains receive 2.5% for a Bachelor's Degree, or 5% of base pay for a
Master's Degree. The pays for earning a degree are not are not cumulative. An employee
can only receive one level of pay for a degree.
7.8.2 Educational Certifications
City agrees to compensate Firefighters and Fire Engineers 2.5% of base pay for a State
Fire Officer's Certificate. This 2.5% pay will also be provided if a Firefighter or Fire
Engineer has completed the mandatory course work to obtain the California Office of
State Fire Marshal (OSFM) Company Officer Task Book, currently Company Officer 2A,
2B, 2C, 2D, 2E, and Instructor 1 courses.
City agrees to compensate Fire Captains 2.5% of base pay for a State Chief Fire Officer's
Certificate. The 2.5% pay will also be provided if a Fire Captain has completed the
mandatory course work to obtain the California Office of State Fire Marshal (OSFM) Chief
Fire Officer Task Book, currently Chief Fire Officer 3A, 313, 3C, 3D and ICS-300.
The parties agree that to the extent permitted by law, the pays in this article are special
compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2)
Educational Pay.
7.9 Longevity Pay:
Effective on the first day of the pay period following City Council approval of this MOU,
employees in this bargaining unit shall receive longevity pay based on their years of
service in a classification represented by this bargaining unit as an employee of the City
of Palm Springs (time served in another agency does not count) as follows:
10 years —11 years and 364 days — 2.5%
12 years —13 years and 364 days — 3.5%
14 years —15 years and 364 days — 4.5%
16 years —17 years and 364 days — 6.0%
18 years —19 years and 364 days — 7.5%
20 years or more — 10%
These pays are not cumulative. Once an employee becomes eligible for the next level of
longevity pay, they shall qualify for that level and no longer receive the prior level.
The parties agree that to the extent permitted by
compensation and shall be reported as such pursuant to
Longevity Pay.
ARTICLE 8, OVERTIME
8.1 Work Period
law, longevity pay is special
Title 2 CCR, Section 571(a)(1)
The employees in the unit work a 24-day FLSA work period in accordance with Section
Resolution No. 24967
Page 14
7(k) of the Fair Labor Standards Act (FLSA). Per the 24-day work period, overtime shall
be compensated at time and one-half for the work performed in excess of one hundred
and eighty two (182) hours in the work period.
8.2 "48/96" WORK SCHEDULE
Fire suppression personnel work a "48/96" work schedule. The "48/96" work schedule
shall consist of two 24-hour shifts (for a total of 48 consecutive hours) of scheduled work
followed by four consecutive days (for a total of 96 consecutive hours) off -duty.
8.3 Hours Worked
For employees hired on or before December 31, 2012, all compensated time off shall be
counted as time worked for purposes of computing overtime. For employees hired after
January 1, 2013, sick leave does not count as hours worked for purposes of computing
overtime. In calculating hours worked where sick leave has been used, the City will look
at each 14-day pay period separately to determine if overtime is owed. However, other
forms of compensated time off shall be counted as hours worked for purposes of
computing overtime.
8.4 TeleStaffTM
The Fire Department will continue to use TeleStaffTM, an automated staff scheduling
software system to administer overtime whenever more than twelve (12) overtime hours
are available. The Association shall be represented on the Fire Department "TeleStaffTM
Software Committee" to assist in the design, implementation, and resolution of issues
related to the program's use. Telestaff shall follow rules outlined in the Palm Spring Fire
Department's policies and procedures manual.
8.5 Declining an Overtime Assignment
Employees who are offered an overtime assignment may decline that overtime
assignment without losing their position on the overtime assignment list.
8.6 Contract Overtime
Contract overtime (i.e., special detail work for another employer that is arranged by and
contracted through the City) shall be paid rather than accrued as compensatory time off.
8.7 Compensatory Time Off
Employees assigned to shift duty shall not accumulate compensatory time off (CTO) in
excess of one hundred and ninety two (192) hours. Upon separation, all unpaid accrued
CTO will be paid at the employee's regular rate of pay.
By December 15 of each year, employees may make an irrevocable election to cash out
up to 192 hours of CTO that they may earn in the following calendar year. In the following
year, the employee can receive the cash for CTO they irrevocably elected to cash out in
10
Resolution No. 24967
Page 15
either two (2) separate increments of up to 96 hours or one (1) increment of 192 hours.
The employee would be paid one half of what they irrevocably elected to cash out hours
on both the second pay day in July and the first pay day on December (assuming they
have earned it) or the employee can elect to be paid their full amount they elected to cash
out on the first pay day in December. However, if the employee's CTO balance is less
than the amount the employee elected to cash out (in the prior calendar year) the
employee will receive cash for the amount off CTO the employee has earned at the time
of the cash out.
If an employee makes an irrevocable election to cash out CTO in the following calendar
year and uses CTO in that subsequent year, the CTO used will come from annual leave
the employee had earned prior to January 1 of the year the employee has elected to cash
out annual leave. This is to ensure that assuming an employee had a CTO balance prior
to January 1, the CTO used will not result in a reduction in the amount of CTO the
employee will be eligible to cash out.
Employees with compensatory time off banks of 192 hours must use compensatory time
off to lower the time in their bank below 192 hours to be able to accrue additional
compensatory time off.
Requests to use more than twelve (12) hours of compensatory time will be granted if
reasonable notice is given as long as granting the leave is not unduly disruptive to the
Department. Unduly disruptive is defined by Department of Labor regulation 29 CFR
section 553.25(d).
ARTICLE 9, PAYROLL CHANGES
The Department will not process payroll changes that are less than a full 24-hour shift for
members after the shift is complete at 8:00 a.m. on payroll Friday. Payroll changes will
be made for individuals who have full 24-hour shifts to be debited or credited. All other
payroll adjustments will be carried forward to the following pay period including
emergency callback.
Employees who work overtime must determine by 8:00 p.m. on the shift whether they
want to receive the overtime as pay or compensatory time off for the shift and must
communicate their decision to the shift Battalion Chief on duty. Changes in such
determination by the employee will not be accepted after 8:00 p.m. on the shift.
ARTICLE 10, UNIFORMS
10.1 Uniform Allowance
City agrees to pay a uniform allowance of $125.00/month to each employee as a
reimbursement for expenses incurred for acquisition and maintenance of uniforms.
The parties agree that to the extent permitted by law, uniform allowance shall be reported to
CaIPERS as such pursuant to Title 2, CCR 571(a)(5) and the City will report as special
11
Resolution No. 24967
Page 16
compensation, the value of the uniforms for a unit member employed on or before December
31, 2012. "New members" as defined under the Public Employees' Pension Reform Act of
2013 will not have the value of the uniforms reported as special compensation.
10.2 Class "A" Dress Uniforms
All employees are required to purchase and possess an approved "Class A" dress uniform
upon completion of their first year of probation as a full time member of the Palm Springs
Fire Department.
Thirty (30) days after the employee has completed probation, they are to submit a receipt
to their supervisor to be forwarded to the Fire Chief verifying that the uniform has been
ordered and purchased.
Employees wishing to have the City pay the initial cost of the uniform shall order the
uniform from an approved supplier. The approved supplier will then invoice the City for
the full cost of the uniform and the employee will then pay back the City for the full cost
of the uniform in twelve (12) equal installments deducted from their pay check.
Only one City sponsored purchase can be made for the uniform. If the employee wishes
to purchase additional uniform accessories at a later time, or from another supplier, they
must pay for those items without City assistance.
12
Resolution No. 24967
Page 17
BENEFITS
ARTICLE 11, HEALTH, DENTAL, VISION AND OTHER INSURANCE
This article sets forth various insurance benefits available to Unit members. The amounts
provided by the City for health, dental and vision insurance for 2021 are set forth below.
In the event that the premium charges for the health, dental or vision benefits exceed the
total premium costs for the prior year by four percent (4%) or more, the amount of the
excess shall be paid by the Unit member through a payroll deduction. Each calendar year,
the City will pay up to a four percent (4%) increase above the prior year's premium rates.
The Association acknowledges that the City's agreement to pay up to four percent (4%) of
the increases for health, dental and vision insurance is a valuable benefit. The Association
agrees that each year, once the increase in the costs of health, dental and vision is known,
the amount that will be paid for by the City will be calculated based on the then current
number of employees in the bargaining unit. The City will then inform the Association as
to what those increased costs will be so that the Association is aware of how much more
the City will be spending on these benefits in the following calendar year. The City will
consider these increased costs in evaluating its positions in collective bargaining.
The above explanation of the health, vision and dental contributions are described with
the following example involving the 2019-2022 rates:
A. In 2019, the Blue Shield single party rate was $1051.17.
B. In 2020, the rate increased by 3.90% to $1092.17.
C. In 2020, the City paid the 3.90% increase = $41.00 increase and the employee
paid the remainder. Thus, in 2020, the premium rate was $1092.17 and the City
paid $966.68 + $41.00 = $1007.68 and the employee paid $84.49.
D. In 2021, that same rate went down to $1077.72. This was a 1.32% decrease over
the 2020 rate. The parties agree that it was the City's responsibility to pay the first
4% of the 2021 increase on top of the 2020 premium. Since the 2020 rate was
$1092.17, and 1.32% of that amount $14.45, the City's decrease for 2021 is $14.45
which is subtracted from what it was paying in 2020. $1007.68 -14.45 = $993.23.
The employee pays no increase for 2021 as the premium amount did not exceed
the 4% that the City contributes.
E. For 2022, the City will pay the amount of any increase in the health insurance up
to 4% over the 2021 premium of $1077.72. That increase (if any) will be added to
the City's 2021 contribution of $993.23.
Vision and Dental Insurance are calculated exactly the same way as described above for
health insurance.
13
Resolution No. 24967
Page 18
11.1 Health, Dental and Vision Insurance
Employees shall remain in the City's medical plan for Police and Fire Employees, which
is currently Blue Shield of California, and shall not be eligible for any other City insurance
plan for the duration of this MOU.
The City agrees to contribute up to the amounts below for calendar year 2021 for
employees toward health (including hospitalization and drug coverage), dental and
vision insurance. Employees will sign verification of dependent eligibility annually at
open enrollment.
City Contribution for 2020
Type of Coverage
Health
Dental
Vision
Single Party
$1.007.68
$37.07
$13.42
Two -Party
$1.934.22
$53.47
$13.42
Family
$2.049.65
1$79.52
1 $13.42
City Contribution for 2021
Type of Coverage
Health
Dental
Vision
Single Party
$993.23
$37.07
$13.42
Two -Party
$1906.49
$53.47
$13.42
Family
$2020.26
$79.52
$13.42
City Contribution for 2022
Type of Coverage
Health
Dental
Vision
Single Party
$1.025.56
$38.37
$13.42
Two -Party
$1968.55
$56.20
$13.42
Family
$2086.02
$84.36
$13.42
The City of Palm Springs provides Domestic Partner Coverage to the current health,
dental and vision insurance. The enrollee must provide a copy of the Declaration of
Domestic Partnership, Proof of Domestic Partner Relationship as issued by a
governmental agency, Statement of Financial Liability for Domestic Partnership,
Statement of Financial Liability for Domestic Partner Health Benefits and Affidavit of
Eligibility for Economically Dependent Children to the City. The City will use the same
enrollment policies for domestic partnerships as are currently used for traditional
marriages or as provided by the requirements of the insurance carrier.
For medical coverage, if an employee elects to opt out of coverage offered by the City,
they must provide proof of "minimum essential coverage" (as defined by the Affordable
14
Resolution No. 24967
Page 19
Care Act) through another source (other than coverage in the individual market, whether
or not obtained through Covered California).
11.2 Term Life Insurance
The City agrees to provide Term Life Insurance coverage at no cost to employees in the
amount of fifty thousand dollars ($50,000).
ARTICLE 12, HEALTH INSURANCE FOR RETIREES
A. Tier I" — Applicable to All Employees Hired Before November 1, 2006
For an employee who retires from the City after 20 years of continuous service,
the City shall pay 75% of the cost of "retirees" health premium plan being covered
at the time of retirement.
For an employee who retires from the City after 25 years of continuous service,
the City shall pay 100% of the cost of "retirees" health premium plan being covered
at the time of retirement.
The City will pay up to family coverage.
A Tier 1 employee who retires from active service as a Palm Springs employee who
has not completed 20 years of City service shall be entitled to participate at their own
cost in the medical, hospitalization, and prescription drug coverage plan provided in
Article 11.
All employees eligible for retiree medical benefits who become eligible to
receive Medicare must enroll in Medicare Part A and B to remain eligible to
receive the above contributions.
B. "Tier II" —Applicable to All Employees Hired on or After November 1, 2006
For all employees hired after November 1, 2006, there will be no City contribution
for retiree health benefits. The City will contribute $100.00 per month (which is
increased to $150 per month effective on the first day of the month following City
Council approval of this 2021-2023 MOU) for each such employee to a Retiree
Health Savings Plan (during employment). The City will pay the administrative
costs of this Plan.
A Tier 2 employee who retires from active service as a Palm Springs employee,
shall be entitled to participate at their own cost in the medical, hospitalization,
and prescription drug coverage plan.
15
Resolution No. 24967
Page 20
ARTICLE 13, RETIREMENT
13.1 Retirement Formula
Employees (and not "new members" as defined by the Public Employees' Pension
Reform Act of 2013 - PEPRA) hired prior to December 17, 2011 are covered by the 3%
@ 50 formula provided for by the Public Employees' Retirement Law at Government
Code section 21362.2. These employees' retirement will be calculated pursuant to the
optional benefit (in the City's contract with CalPERS) of single highest twelve month
period.
Employees (and not "new members" as defined by the Public Employees' Pension Reform
Act of 2013 - PEPRA) hired on or after December 17, 2011 are covered by the 3% @ 55
formula provided for by the Public Employees' Retirement Law at Government Code
section 21363.1. These employees' retirement will be calculated pursuant to the optional
benefit (in the City's contract with CalPERS) of single highest twelve month period.
Employees who are defined as "new members" under the PEPRA, are covered by the
2.7% @ 57 formula provided for by the PEPRA at Government Code section 7522.25(d).
These employees' retirement will be calculated per the three year average final
compensation as provided for by the PEPRA per Government Code section 7522.32(a).
13.2 Employee Contributions to the Retirement System
A. Employees subject to the 3% @ 50 and 3% @ 55 formula:
Employees shall pay their nine percent (9%) member contribution.
These employees shall also pay three percent (3%) compensation earnable for
cost sharing in accordance with Government Code section 20516(a).
B. Employees subject to the 2.7% @ 57 Formula — "New Members" as defined by
PEPRA:
These employees shall pay the statutorily mandated employee contribution rate of
one half of the total normal cost as determined by CalPERS in their annual
valuation.
13.3 Adoption of IRS Code Section 414(h)(2) Resolution
The City has adopted the CalPERS resolution in accordance with and as permitted by
IRS Code section 414(h)(2) to ensure that the employees' payment (i.e., "pick up" as that
term is used in section 414(h)(2)) of their employee contribution and cost share is made
on a pre-tax basis.
13.4 Optional Benefits
The City contracts with CalPERS for the following optional benefits:
16
Resolution No. 24967
Page 21
A. Pre -retirement death benefits to continue after remarriage of survivor —
Government Code section 21551
B, Death Benefit — Government Code section 21620
C. Post Retirement Survivor Allowance — Government Code sections 21624/26/28
and 21635
D. 1959 Survivor Benefit Level 4— Government Code section 21574 Employees pay
the employee premium for this benefit.
E. Military Relocation Credit - Government Code section 21024
F. Sick Leave Credit - Government Code section 20965
G. Final Compensation Period One Year - Government Code section 20042 for
classic members
H. 2% Cost of Living Allowance - Government Code section 21329
I. Prior Service - Government Code section 20055
ARTICLE 14, IRS 125 PLAN
The City agrees to provide an IRS 125 health care and dependent care reimbursement
Plan for employees. Employees who subscribe to the plan shall pay the Plan
Administrator's fees.
ARTICLE 15, EDUCATIONAL REIMBURSEMENT
Employees shall be entitled to receive up to $2,000 per fiscal year for courses either
approved through the Tuition Reimbursement Program or for other work -related courses
approved in advance at the discretion of the Fire Chief and the Human Resources Director.
However, the City shall budget for the Tuition Reimbursement Program and once the funds
in the budget for the Program have been exhausted by employees accessing the funds, no
additional funds for tuition reimbursement are required to be paid.
17
Resolution No. 24967
Page 22
WORK HOURS/ LEAVE
ARTICLE 16, VACATION
16.1 Accrual and Vestinq
Employees shall accrue vacation annually on the anniversary of the individual's most
recent hire date, with the first accrual being made after one (1) year of continuous
service. There shall be no monthly prorating. After one (1) year of continuous service,
said accrual shall be made monthly in accordance with the appropriate vacation accrual
schedule.
16.2 Accrual Rates for 56-hour Workweek Shift Employees
Firefighters and Fire Engineers assigned a fifty-six (56) hour shift workweek shall accrue
vacation at the following rates:
Completion of Continuous
Years of Service
Shift Hours Accrued For
Each Full Month
1 Through 5
12
6 Through 10
16
11 Through 15
20
16 and after
22
Fire Captains assigned a fifty-six (56) hour shift workweek shall accrue vacation at the
followinq rates:
Completion of Continuous
Years of Service
Shift Hours Accrued For
Each Full Month
0 Through 5
16.8
6 Through 10
19.6
11 and after
22.5
16.3 Accrual Rates for 40-hour workweek Employees
Firefighters and Fire Engineers assigned a forty (40) hour workweek shall accrue vacation
at the following rates:
Completion of Continuous
Years of Service
Hours Accrued For Each
Full Month Worked
1 Through 5
8.57
6 Through 10
11.43
11 Through 15
14.29
16 and after
15.71
18
Resolution No. 24967
Page 23
Fire Captains assigned a forty (40) hour workweek shall accrue vacation at the following
rates:
Completion of Continuous
Years of Service
Hours Accrued For Each
Full Month Worked
0 Through 5
12
6 Through 10
14
11 and after
16
16.4 Maximum Accrual of Vacation
Employees assigned a fifty-six (56) hour shift workweek shall not accrue vacation hours
beyond the maximum of four hundred fifty-six (456) hours. Employees assigned to a forty
(40) hour workweek shall not accrue vacation hours beyond the maximum of three
hundred twenty-five and seventy-one hundredths (325.71) hours.
An employee who has accrued the maximum hours of vacation will not continue to accrue
vacation hours until they use vacation to reduce their accrual below the maximum accrual.
An employee cannot accrue vacation hours above the specified maximum accrual.
16.5 Vacation Cash -Out
By December 15 of each year, employees may make an irrevocable election to cash out
up to the maximum number of hours of vacation that they can accrue per year which will
be earned in the following calendar year at the employee's base rate of pay. In the
following year, the employee can receive the cash for the vacation they irrevocably
elected to cash out in either two (2) separate increments of up to half their annual accrual
cap (i.e., for those who accrue 16 hours per month — 192 hours per year, 96 hours each)
or one (1) increment of up the maximum they can accrue in a year.
The employee would be paid one half of what they irrevocably elect to cash out hours on
both the second pay day in July and the first pay day in December or the employee can
elect to be paid their full amount they elected to cash out on the first pay day in December.
However, if the employee's vacation balance is less than the amount the employee
elected to cash out (in the prior calendar year) the employee will receive cash for the
amount of vacation the employee has accrued at the time of the cash out.
If an employee makes an irrevocable election to cash out vacation in the following calendar
year and uses vacation in that subsequent year, the vacation used will come from vacation
the employee had earned prior to January 1 of the year the employee has elected to cash
out vacation. This is to ensure that assuming an employee had a vacation balance prior to
January 1, the vacation used will not result in a reduction in the amount of vacation the
employee will be eligible to cash out.
16.6 Vacation While on Occupational Iniury Leave or Sick Leave
Employees who are on an occupational injury leave or sick leave and reach the maximum
19
Resolution No. 24967
Page 24
vacation accrual may request a temporary lifting of the maximum four hundred fifty-six
(456) hours accrual by giving written notice to the Chief. In such cases, the member shall
be permitted to continue to accrue vacation over four hundred fifty-six (456) hours from
the time such notice is given until the next regular vacation cash out date. On the next
regular vacation cash out date, the employee must cash out at least all vacation in excess
of four hundred fifty-six (456) hours or the employee will lose such excess hours. The
employee will not be entitled to accrue vacation in excess of four hundred fifty-six (456)
hours on and after the date of the next regular vacation cash out date. Members on
occupational injury leave or sick leave may cash out their vacation pursuant to Article
16.5. This paragraph shall apply on a per injury basis.
16.7 Vacation Usa-ge
A maximum of five suppression personnel with a maximum of three per rank shall be
permitted to use vacation per shift.
16.8 Disposition of Accrued & Vested Vacation Upon Termination
Upon termination, all accrued and vested annual leave will be paid at the employee's
current hourly rate. All accrued and vested vacation of deceased members shall be paid
to the estate of said deceased except as otherwise provided by law.
ARTICLE 17, PAYMENT IN LIEU OF HOLIDAYS
In lieu of all City recognized holidays, employees shall be paid 5.14 hours (for employees
working the suppression shift of an average of 56 hours per week) and 3.67 (for
employees working a 40-hour per week assignment) per pay period (the 24 pay periods
when holiday in lieu pay is paid to employees) at their straight time hourly rate.
The parties agree that to the extent permitted by law, the compensation in this section is
special compensation for those employees who are normally required to work on an
approved holiday because they work in positions that require scheduled staffing without
regard to holidays and shall be reported as such pursuant to Title 2 CCR, Section
571(a)(5) holiday pay.
ARTICLE 18, SICK LEAVE
18.1 Accrual Rates
Employees shall accrue sick leave as follows:
• 56-hour rate (suppression rate) at 12 hours per month.
• 40-hour rate for employees assigned to a 40 hour per week schedule — 8.57 hours
per month.
18.2 Sick Leave Maximum Accrual
Sick leave shall accrue to a maximum of three (3) months or seven hundred and twenty
20
Resolution No. 24967
Page 25
(720) hours (514.29 hours for employees on a 40-hour shift). Notwithstanding the
preceding sentence, if an employee's accrued sick leave reaches 720 hours, (514.29
hours for employees on a 40-hour shift) they will continue to accrue sick leave in that
calendar year subject to the following: An employee may cash out any accrued sick
leave above 720 hours (514.29 hours for employees on a 40-hour shift) in the last pay
period in July, if an employee still has sick leave on the books in excess of 720 hours
(514.29 hours for employees on a 40-hour shift) by the pay day for the first pay period of
December, the unused sick leave above 720 hours (514.29 hours for employees on a
40-hour shift) shall be compensated by a cash payment on the pay day for the last pay
period in December in an amount equal to the member's straight time hourly rate of pay
for those unused accumulated sick leave hours.
18.3 Sick Leave Cash Out at Retirement
Employees shall be paid for all accrued, vested and unused sick leave upon a public
safety service or disability retirement. Per Article 13.4, employees also have the option
to convert unused sick leave to credit.
ARTICLE 19, FORTY HOUR CONVERSION
Employee leave benefits (vacation, compensatory time and sick leave) shall be converted
to accommodate those members who work an average of forty (40) hours per week (shift
hours/1.4 = 40 hour conversion).
Fire Captains who convert from a 56-hour per week suppression shift assignment to
a 40-hour per week assignment shall have their leave accruals divided by 1.4 when
entering that assignment. Fire Captains who convert from a 40-hour per week
assignment to a 56 hour per week suppression shift assignment shall have their leave
accruals multiplied by 1.4 when entering that assignment.
ARTICLE 20, SHIFT TRADING
Shift trades are provided per Fire Department Policy.
There is no limit on the number of shift trades an employee may enter into, but employees
shall notify management no later than 24 hours prior to the exchange taking place.
ARTICLE 21, STAFFING
The station safety shift staffing shall be not less than 20 per day City-wide.
The parties agree that either party may reopen negotiations during the term of the MOU
regarding this Article.
21
Resolution No. 24967
Page 26
EMPLOYER/EMPLOYEE RELATIONS
ARTICLE 22, NON -TOBACCO USE REQUIREMENT
All employees shall not use tobacco products on or off duty throughout the term of their
employment. This includes, but is not limited to, all e-cigarettes.
ARTICLE 23, CERTIFICATION REQUIREMENTS
As a condition to participation in an examination for promotion to Fire Engineer, an
employee must continue to be certified on an aerial unit, a triple combination pumper, and
an ARFF unit prior to the examination application closing date.
All Fire Engineers must continue to be certified on all apparatus before the end of their
probationary period.
ARTICLE 24, DMV PHYSICALS
The City does not pay for medical exams that were formerly required by the Department
of Motor Vehicles. Should the Department of Motor Vehicles reinstate that requirement
for Fire Engineers, then City will resume payment for those medical exams, provided the
affected employees utilize the physician(s) designated by the City.
ARTICLE 25, BOMB SEARCH
Employees will not be required to perform bomb searches. Upon receipt of a bomb threat,
employees shall be asked to stand by should a rescue or suppression become necessary.
ARTICLE 26, STRIKES AND WORK STOPPAGES
26.1 Prohibited Conduct
The PSFA, its officers, agents, representatives and/or employees agree that, they will not
cause or condone any strike, sympathy strike, walkout, slowdown, sick out, or any other
unlawful and/or concerted job action by withholding or refusing to perform services.
26.2
Any employees who participate in any conduct prohibited in 26.1 above shall be subject
to suspension, demotion, or dismissal by the City.
26.3
In addition to any other lawful remedies or disciplinary actions available to the City, if the
Unit fails, in good faith, to perform all responsibilities listed below in 26.4 - The Association
Responsibility, the City may suspend any and all rights and privileges accorded to the
Association in this MOU, including but not limited to suspension of the Grievance Review
irx
Resolution No. 24967
Page 27
Procedure and Dues Deduction.
26.4 The Association Responsibility
In the event that the Association, its officers, agents, representatives, or employees
engage in any of the conduct prohibited in 26.1 - Prohibited Conduct, the Association
shall immediately instruct any such persons engaging in such conduct that their conduct
is in violation of this MOU and unlawful, and they must immediately cease engaging in
conduct prohibited in said Section 26.1 and return to work.
ARTICLE 27, LAYOFF AND RECALL
The Association agrees to Personnel Rule 13.3 Layoff and Recall, except as modified
herein. If an employee bumps to a lower classification as a result of layoffs, the
employee's "Classification Seniority" in the lower position will be defined as all of the time
in any of the classifications in the Association. Layoff of any employees shall be made in
the following order: Employees shall be laid off by classification in the reverse order of
seniority in that classification. In the event that two (2) or more employees in the same
classification have the same classification seniority, then layoff shall be made on the basis
of final ranking on the eligibility list for the position, then departmental seniority, then City
seniority.
27.1 Seniority
, "Seniority" shall mean "the length of the employee's continuous unbroken service with
the City.
An employee who separates from the City for any length of time and for any reason but
who returns to employment with the City shall have the calculation of seniority based on
the most recent date of hire. Any prior service for the City prior to separation shall not be
considered.
ARTICLE 28, GRIEVANCE PROCEDURE
28.1 Definition of Grievance
A. A "Grievance" is a dispute of one or more employees or a dispute between one or
more employees involving the interpretation, application or enforcement of the
provisions of the MOU, or of the Personnel Rules and Regulations that are within
the statutory scope of representation, and for which there is no specific method of
review provided by federal, state or local law. A grievance may also be filed by the
Association.
B. Reviews of allocations or reallocations of positions as described Personnel Rule
4.3.3 or reviews of examination ratings as described Personnel Rule 7.7 are
excluded from the grievance procedure. Allegations of harassment, discrimination
or retaliation are also excluded from the grievance procedure as they are
addressed by a separate procedure.
23
Resolution No. 24967
Page 28
C. Release or lay-off of employees during an initial probationary period after hire,
reinstatement, or reemployment is not subject to the grievance procedure.
28.2 Time Limits and Waivers
D. Working Days - For purposes of the Grievance Procedure, working days, further
referred to as "days", are defined as the period from 8 a.m. to 6 p.m. City Hall
working days, currently Monday -Thursday, excluding holidays.
E. Initiation - An employee must initiate the grievance within fifteen (15) days of the
occurrence of the event giving rise to the grievance or within fifteen (15) days after
the grievant should, with reasonable diligence, have had knowledge of such
occurrence, whichever is later.
F. Management Reply - Failure by management to reply to the employee's grievance
within the time limits specified under the grievance procedure shall automatically
grant the employee the right to process the grievance to the next level of review.
G. Failure to Submit to Next Level - If an employee fails to submit from one level to
the next level within the time limits and in the manner provided under the grievance
procedure, the grievance shall not be subject to further consideration and will be
deemed resolved.
H. Waiver by Mutual Agreement - Any level of review or any time limits established in
the procedure may be waived or extended by mutual agreement between the
employee and management, which must be confirmed in writing.
Outside of Authority - If the supervisor, manager, or department head
designated by the grievance procedure below to receive the grievance
determines that they do not have the authority to resolve it, that supervisor,
manager, or department head, shall so inform the grievant and forward the
grievance to the next higher level of supervision with authority to resolve it, if
applicable, or advise the grievant in writing they may continue to the next level
in the process.
28.3 Informal Resolution
A. The responsibility of an employee with a grievance of employment is to promptly
inform and discuss the grievance with the department supervisor or designee in
order to, in good faith, endeavor to resolve the matter expeditiously and informally.
If the grievance is filed by the Association, it does not need to follow the informal
resolution process. It can file a written grievance per Article 28.4 with a supervisor
who works in the department to which the grievance relates.
B. If such informal discussion does not resolve the grievance to the employee's
satisfaction, such employee may file a formal grievance in accordance with the
procedure set forth in this section.
24
Resolution No. 24967
Page 29
28.4 Procedure
A. The employee shall provide the grievance in writing, with signature and date,
and submit it to their immediate supervisor within fifteen (15) days of the initial
commencement of the occurrence being grieved. The supervisor shall further
consider and discuss the grievance with the employee and such employee's
designated representative as deemed appropriate, and shall, within fifteen (15)
days of having received the written grievance, submit a response thereto in
writing to the employee and the employee's representative, if applicable.
B. If the written response of the immediate supervisor does not result in a
resolution of the grievance, the employee may further submit the grievance, by
presenting a written request, with date and signature, to the employee's
department head within seven (7) days of the employee's receipt of the
supervisor's response. The department head may investigate the grievance and
may set a meeting with the employee, employee's designated representative,
and other persons as deemed appropriate to consider the grievance. Within
thirty (30) days of receipt of the grievance by the department head, the
department head shall submit a response to the grievance to the employee and
employee's representative, if applicable.
C. If the response by the department director, does not result in a resolution of the
grievance, the employee may further submit the grievance, by presenting a
written request, with date and signature to the Human Resources Director, for
submission to the City Manager, within seven (7) days of the unit employee's
receipt of the department head's response. The City Manager or designated
representative may set a meeting with the employee, employee's designated
representative, and other persons as deemed appropriate, to consider the
grievance. Within thirty (30) days of receipt of the grievance the City Manager
or designated representative shall submit a response to the employee and
employee's representative, if applicable. The decision of the City Manager is
final and binding.
D. This grievance procedure is the sole and exclusive method for alleging a violation,
misinterpretation or misapplication of any provision of this MOU or Personnel Rules.
ARTICLE 29, DISCIPLINE
A. Disciplinary actions defined:
1. Oral/Written Warning
The use of an oral or written warning shall be used as a tool by supervisors to
address performance problems or minor instances of misconduct and may be
initiated at any time. If it qualifies as punitive action under the Firefighter
Procedural Bill of Rights Act, the employee shall be entitled to an administrative
appeal per the informal process below. The supervisor or manager will review
25
Resolution No. 24967
Page 30
with the employee both the specific deficiencies in question and the City's
standards. The cause(s) of the deficiency will be identified along with specific
improvement needed. The employee should be advised of the action that will
be taken should they fail to achieve the improvement outlined within the time
period specified. Any written warnings will be kept in the supervisory file, not
the official personnel file, and a copy given to the employee. The supervisory
file is intended to be a temporary file to record performance, both positive and
negative, throughout the performance year. Once the performance evaluation
is completed for the year, all items in the file should be referenced in the
performance evaluation if appropriate, and discarded at the end of the
performance year.
2. Written Reprimand
A Written Reprimand generally is appropriate to correct instances of more
serious circumstances or employee misconduct which do not warrant
suspension or discharge, repeated instances of minor misconduct or identified
performance problems. The purpose of a Written Reprimand is to put the
employee on notice that the City will take other disciplinary action unless
immediate, real and consistent improvement in performance is demonstrated.
Any decision to issue a Written Reprimand should be reviewed by the Human
Resources Department. The supervisor or manager issuing the Written
Reprimand shall meet with the employee to discuss specific improvements
required within a defined time period to avoid further disciplinary action. A copy
of the Written Reprimand will be placed in the employee's official personnel file.
3. Suspension
Suspension is the temporary removal of employees from their duties without pay.
4. Reduction in Pay
A Reduction in Pay is a reduction in hourly salary for a limited and defined
period of time, and does not result in any classification change. The employee
continues to report to work for the duration of the Reduction in Pay.
5. Demotion
Demotion is the movement of an employee from the current classification to a
new classification having a lower salary range.
6. Discharge
An employee may be discharged for cause.
B. Pre -Disciplinary Procedure
If an employee is to be suspended, receive a reduction in pay, be demoted or
discharged, the employee shall:
26
Resolution No. 24967
Page 31
1. Receive written notice of the intended action at least seven (7) calendar days
before the date it is intended to become effective, stating the specific grounds
and the particular facts upon which the action is based.
2. Receive copies of any known materials, reports or other documents upon which
the intended action is based.
3. Be accorded the right to respond in writing within a reasonable period of time
to the intended charges.
4. Be accorded the right to meet within a reasonable period of time with the Fire
Chief or designee who has the authority to modify or eliminate the intended
disciplinary action.
5. Be given the written decision of the Fire Chief or designee prior to the effective
date of the disciplinary action.
C. Appeal Process
The following appeals procedures are adopted by the parties pursuant to
Government Code § 3254.5 of the Firefighters Procedural Bill of Rights Act.
1. Definitions
a. The term "firefighter" means an employee who is considered a firefighter
under Government Code § 3251(a) as well as any firefighter who is a peace
officer pursuant to Penal Code § 830.37. This includes all employees who
are in this Unit.
b. The term "punitive action" means any action defined by Government Code
§ 3251(c), i.e., "any action that may lead to dismissal, demotion,
suspension, reduction in salary, written reprimand, or transfer for purposes
of punishment."
2. Formal Appeals Procedures — For Punitive Action Causing a Loss of Pay Not
Covered by the Informal Hearing Process
a. A firefighter shall be entitled to an appeal hearing before an Administrative
Law Judge assigned from the Office of Administrative Hearings which shall
be conducted in accordance with Chapter 5 (commencing with § 11500) of
Part 1 of Division 3 of Title 2 of the California Government Code.
b. Notice of Discipline as Accusation - The final notice of discipline which may
be issued at the conclusion of the pre -disciplinary procedures shall serve as
the Accusation as described in Government Code §§ 11500, et seq.
(1) Pursuant to Government Code § 3254(f), the discipline shall not be
effective sooner than 48 hours of issuance of the final notice of discipline.
27
Resolution No. 24967
Page 32
(2) The notice shall be prepared and served in conformity with the
requirements of Government Code §§11500, et seq. A copy of Chapter
5 (commencing with Section 11500) of Part 1 of Division 3 of Title 2 of
the California Government Code shall be provided to the firefighter
concurrently with the notice of discipline.
c. Administrative Law Judge - Pursuant to Government Code § 11512, the
appeal will be heard by an administrative law judge
d. Time and Place of Hearing- Pursuant to Government Code § 11508, unless
otherwise decided by the administrative law judge, a hearing shall be
conducted at City Hall or in another City facility at a time to be determined
by administrative law judge with the input of the representatives of both the
City and employee.
e. Notice of the Hearing- A notice of the hearing shall be provided to the parties
pursuant to Government Code § 11509.
f. The burdens of proof and production of evidence shall be borne by the City.
The standard of proof shall be by a preponderance of the evidence.
g. The proposed decision of the administrative law judge shall be in writing.
Copies of the proposed decision shall be delivered to the parties by
registered mail and accompanied by a proof of service
h. Following receipt of the proposed decision, the City Council, or any designee
(e.g., the City Manager) to the extent authorized by law, may take any of the
actions set forth in Government Code § 11517(c)(2) A through E.
3. Appeals Procedures Informal Process
The Informal Hearing Procedure, as opposed to the formal procedures, will be
used for disciplinary action imposed on an employee that does not involve
termination from employment, demotion, suspension without pay for more than
two (2) shifts for employees working a 56-hour suppression schedule or three
(3) working days for employees working a 40-hour administrative schedule, or
where the practical financial effect of the discipline equates to a two shift
suspension or less for employees working a 56-hour suppression schedule or
three (3) working days or less for employees working a 40-hour administrative
schedule.
a. Appeal to the Fire Chief or Designee
(1) A firefighter who receives notice of a punitive action shall be entitled to
appeal the action to the Fire Chief prior to the effective date of the
punitive action. The appeal is an opportunity for the firefighter to present
written material and arguments why a punitive action should not occur
or offer alternatives to the action.
Resolution No. 24967
Page 33
(2) Notice of Appeal: Within seven (7) calendar days of receipt by a
firefighter of notification of a punitive action, the firefighter shall notify the
Fire Chief in writing that they intend to appeal the punitive action. The
notice of appeal shall specify the action being appealed and the
substantive and procedural grounds for the appeal. Nothing in this
section shall limit the right of the Department to institute disciplinary
action, notwithstanding that an appeal may be pending.
(3) Hearing Officer: The Fire Chief or designee shall act as the hearing
officer. If the Fire Chief cannot serve as the hearing officer because of
actual bias, prejudice or interest as defined by Government Code
§11425.40, then the City Manager or designee shall serve as the
hearing officer. The hearing shall take place within thirty (30) calendar
days of the date the firefighter was notified about the punitive action
(e.g., received a written reprimand) or such other time as may be
agreeable by the parties.
b. Burden of Proof: The City shall bear the burden of proof at the hearing.
The Department shall have the burden of proving by a preponderance of
the evidence the facts which form the basis for the charge(s) and that
punitive action was reasonable under the circumstances.
c. Conduct of Hearing:
(1) The formal rules of evidence do not apply, although the Hearing Officer
shall have discretion to exclude evidence which is incompetent, not
relevant or cumulative, or the presentation of which will otherwise
consume undue time. The rules of privilege shall be observed.
(2) The parties may present arguments through documents and statements.
(3) If the punitive action being appealed is a written reprimand, the parties
will not be entitled to confront and cross-examine witnesses.
(4) Following the presentation of written material and statements, the
involved parties may submit closing arguments orally or in writing for
consideration by the hearing officer.
(5) Representation: The firefighter may be represented by an association
representative or attorney of choice.
d. Decision:
After the hearing, a decision will be submitted in writing within thirty (30)
calendar days and provided to the employee. The decision shall advise the
firefighter that the time within which judicial review of the decision may be
sought is governed by Code of Civil Procedure § 1094.5.
29
Resolution No. 24967
Page 34
e. Decision to Impose Discipline:
If, after the hearing, a decision is rendered which imposes discipline,
pursuant to Government Code § 3254(f), the discipline shall not be effective
sooner than 48 hours of issuance of the final notice of discipline.
ARTICLE 30, ASSOCIATION BUSINESS BANK
The City will provide a bank of one hundred twenty (120) hours per year to be allocated
by the Association as directed by the Association's Board of Directors for use by
Association Officers or members.
In addition to these 120 hours, each year, in the second pay period of January (starting
in 2022) the City will deduct six (6) hours from the vacation bank of each unit member
with at least six (6) hours of accrued vacation. Those hours will be placed in a separate
bank to be used as directed by the Association's Board of Directors for use by Association
Officers or members. The maximum number of hours that may exist in this bank is six
hundred (600) hours. If, in any January, the deduction of vacation hours from unit
members will cause this bank to exceed 600, the City will deduct an equal amount of
vacation less than six (6) hours from each member of the unit to bring the bank to 600
hours. Prior to the second pay period in January of any year, the Association President
can (once per year) advise the City to not deduct any vacation hours from unit members.
The Association President will be responsible for notifying the City's Director of Human
Resources of the use of such hours when those hours are used. The use of the banked
time must be approved by the employee's immediate supervisor and the City agrees that
the use of the time will not be unreasonably denied. In addition, the Association will
provide a report to the Human Resources Department upon request (up to twice a year)
of the use of these hours in the previous year.
ARTICLE 31, NO REQUEST FOR CHANGES DURING TERM
The terms agreed upon by this MOU shall take effect at the times specified herein upon
approval by resolution by the City Council and shall remain in full force and effect until
midnight, June 30, 2023. The parties agree that either side may request to start
negotiations for a successor MOU no later than April 1, 2023.
The PSFA hereby expressly waives any right to demand any improvements or any
changes in the wages, hours, or other conditions of employment of employees covered
by this MOU, and the City shall not be required to meet and confer as to any such demand
or request.
ARTICLE 32, REQUIREMENT TO LIVE WITHIN 150 MILES OF THE CITY LIMITS
Employees hired on or after 8:00 a.m. on October 11, 2015 must live within 150 miles of
the City limits. Prior to February 1, 2020, the 150 miles could be measured by using a
linear calculation. For any employees hired on or after February 1, 2020, the calculation
of the 150 miles shall be made by using Google Maps driving directions. Employees hired
30
Resolution No. 24967
Page 35
after January 13, 2022 are exempt from this provision during their first thirteen (13)
months of their employment. Effective no later than the first day of their fourteenth (14th)
month of employment, these employees must live within 150 driving miles of the City
limits.
ARTICLE 33, JOINT LABOR MANAGEMENT COMMITTEE
If necessary, the parties agree to meet to discuss labor relations issues of interest to
either of them (e.g., employees donating vacation to the Association Business Bank or
modifications to testing procedures). Such meetings are not labor negotiations, but
rather, discussions of issues to which either side has an expressed interest. Once a year,
either party can request to convene a meeting and the other party will agree to meet within
a reasonable period time. If the parties mutually agree to meet more frequently, they can
agree to do so.
ARTICLE 34, DRUG AND ALCOHOL POLICY
The parties have negotiated and agreed upon a drug and alcohol policy that is contained
in the department's Lexipol Policy Manual.
31
Resolution No. 24967
Page 36
Date:
By:
A
PALM SPRINGS FIREFIGHTERS ASSOCIATION REPRESENTATIVE
PSFA President
Signature
PSFA Member at Large Signature
Date:
By:
City Manager
Attest:
By:
City Clerk
Approved to form:
By:
City Attorney
CITY OF PALM SPRINGS
30
LIM
Labor Attorney
Director of Human Resources
Council Approval:
32
Resolution No. 24967
Page 37
MANAGEMENT
ASSOCIATION OF PALM
SPRINGS (MAPS)
h O� ?ALAI S�
U en
* yC�'PPORAiED
\q�
�I/FORN�P
MEMORANDUM OF
UNDERSTANDING
JULY 11 2021 - JUNE 303 2023
Resolution No. 24967
Page 38
Management Association of Palm Springs (MAPS)
Memorandum of Understanding
July 1, 2021 - June 30, 2023
GENERALPROVISIONS...............................................................................................1
ARTICLE1, TERM............................................................................................................1
ARTICLE2, RECOGNITION.............................................................................................1
ARTICLE 3, PRACTICES..................................................................................................1
ARTICLE 4, FEDERAL AND STATE LAWS......................................................................1
ARTICLE 5, MAINTENANCE OF BENEFITS....................................................................2
COMPENSATION / OTHER PAY...................................................................................3
ARTICLE6, SALARIES.....................................................................................................3
ARTICLE 7, SALARY ADVANCEMENT ELIGIBILITY.......................................................3
ARTICLE 8, OVERTIME AND STANDBY PAY.................................................................3
ARTICLE 9, ACTING OUT OF CLASSIFICATION............................................................4
ARTICLE 10, SPECIAL COMPENSATION.......................................................................5
ARTICLE 11, UNIFORM ALLOWANCE............................................................................6
ARTICLE12, MILEAGE....................................................................................................7
BENEFITS......................................................................................................................8
ARTICLE 13, HEALTH INSURANCE................................................................................8
ARTICLE 14, HEALTH INSURANCE FOR RETIREES...................................................11
ARTICLE 15, RETIREMENT...........................................................................................13
ARTICLE 16, EDUCATION REIMBURSEMENT.............................................................14
ARTICLE 17, EMPLOYEE SERVICE AWARDS.............................................................14
ARTICLE 18, CELL PHONES.........................................................................................14
WORKHOURS / LEAVE..............................................................................................15
ARTICLE 19, WORK SCHEDULE...................................................................................15
ARTICLE 20, ANNUAL LEAVE.......................................................................................15
ARTICLE 21, FLOATING HOLIDAYS.............................................................................17
ARTICLE 22, BEREAVEMENT LEAVE...........................................................................19
ARTICLE 23, DISPOSITION OF LEAVE AND PAY UPON SEPARATION .............ERROR!
BOOKMARK NOT DEFINED.
EMPLOYER / EMPLOYEE REALATIONS...................................................................19
ARTICLE 24, DRUG POLICY/DRUG SCREENING........................................................19
ARTICLE 25, REDUCTION IN FORCE...........................................................................19
ARTICLE 26, PAYROLL DEDUCTION - ASSOCIATION MEMBERSHIP .......................19
ARTICLE 27, MEETINGS................................................................................................19
ARTICLE 28, ASSOCIATION TIME BANK......................................................................19
ARTICLE 29, STRIKES AND WORK STOPPAGES........................................................20
ARTICLE 30, GRIEVANCE PROCEDURE.....................................................................20
ARTICLE 31, DISCIPLINARY APPEALS PROCESS......................................................22
ARTICLE 32, WAIVER OF FURTHER BARGAINING.....................................................26
APPENDIX A - DRUG AND ALCOHOL POLICY............................................................27
APPENDIX B- MAPS CLASSIFICATIONS AND FLSA EXEMPTION STATUS.............29
Resolution No. 24967
Page 39
MEMORANDUM OF UNDERSTANDING (MOU)
BETWEEN THE CITY OF PALM SPRINGS)
AND THE MANAGEMENT ASSOCIATION OF PALM SPRINGS (MAPS)
REPRESENTING THE PROFESSIONAL & MANAGEMENT UNIT
JULY 1, 2021 — JUNE 30, 2023
GENERAL PROVISIONS
ARTICLE 1, TERM
MAPS AND CITY agrees as follows:
This MOU shall be for the period commencing July 1, 2021, and terminating at 11:59
p.m. on, June 30, 2023.
ARTICLE 2, RECOGNITION
This Memorandum of Understanding is entered into with reference to the following facts:
A. The Management Association of Palm Springs (hereinafter referred to as "MAPS")
is the exclusive recognized employee organization for members it represents
employed by the City in the Professional and Management Unit ("Unit") as defined
in Appendix B of this MOU.
B. MAPS and the City have met and conferred in good faith on wages, hours and other
terms and conditions of employment for the employees represented by MAPS and
have reached agreements which are set forth in this Memorandum of Understanding
(hereinafter referred to as the "MOU")
ARTICLE 3, PRACTICES
It is understood that existing ordinances, resolutions, and policies of City cover matters
pertaining to employer -employee relations including, but not limited to, wages, salaries,
benefits, hours and other terms and conditions of employment.
ARTICLE 4, FEDERAL AND STATE LAWS
It is understood and agreed that this MOU is subject to all present and future applicable
Federal and State laws and regulations and the provisions hereof shall be effective and
implemented only to the extent permitted by such laws and regulations. If any part of this
MOU is in conflict or inconsistent with such applicable provisions of Federal or State laws
or regulations, or otherwise held to be invalid or unenforceable by any tribunal of
competent jurisdiction, such part or provisions shall be suspended and superseded by
Resolution No. 24967
Page 40
such applicable laws and regulations and the remainder of this MOU shall not be affected
thereby and shall remain in full force and effect.
ARTICLE 5, MAINTENANCE OF BENEFITS
The status of all existing benefits and conditions of employment now enjoyed by the
members of the Unit as represented by MAPS (referred to as "unit members" in this
MOU) shall not be deemed affected by this MOU, except as specifically modified by
provisions hereof or by actions taken in implementation hereof.
2
Resolution No. 24967
Page 41
COMPENSATION / OTHER PAY
ARTICLE 6, SALARIES
Effective the pay period following Council approval of this MOU, unit members shall
receive a three and one -quarter percent (3.25%) salary increase.
Effective the pay period which includes July 1, 2022, unit members shall receive a three
percent and one -quarter (3.25%) salary increase.
In addition to the above, each member of the bargaining unit employed on the day that
the City Council approves this 2021-2023 MOU shall receive a lump sum payment of two
thousand five hundred dollars ($2,500.00) which will be paid on the pay day for the pay
period following City Council approval of this MOU.
For each classification represented by the Association, there is one range on the salary
schedule.
Employees who promote into the unit will be placed at a step on the salary schedule at
least five percent (5%) above (unless five percent (5%) would cause the employee's
salary range to be above top step for the classification hired into) the step from which they
were at in their prior job classification with the City.
Employees who are promoted within the unit will be placed at the lowest step in their new
classification which will ensure that they receive at least a five percent (5%) increase from
their current salary.
ARTICLE 7, SALARY ADVANCEMENT ELIGIBILITY
Unit members shall be advanced one-step on the salary schedule effective on each
member's anniversary date, provided the member's service has been continuous and
they have at least a "meets expectations" or higher service rating on their most recent
performance evaluation. Such consideration for a salary advancement shall only be given
effective on each anniversary date until the member reaches the top step of the range.
Any unpaid leave of absence in excess of twenty (20) consecutive days will extend a
member's anniversary date by the length of such leave.
ARTICLE 8, OVERTIME AND STANDBY PAY
8.1
The bargaining unit is made up of employees who are both exempt and non-exempt from
overtime per the Fair Labor Standards Act (FLSA). The parties agree that each of the
classifications represented by the Association along with their designation as either exempt
or non-exempt is set forth in Appendix B to this MOU. For purposes of this MOU, overtime
or compensatory time off provided to employees (as provided in the paragraph below) who
occupy classifications designated as exempt will be provided to employees pursuant to this
3
Resolution No. 24967
Page 42
MOU, not because these employees are entitled to overtime per the FLSA. Non-exempt
employees are entitled to overtime or compensatory time off as provided below in
accordance with the FLSA.
The City agrees that if a Unit member is asked to work more than 40 hours in a week, such
member will be eligible to receive overtime or compensatory time off, either MOU
overtime/compensatory time off for exempt employees or FLSA overtime/compensatory
time off for non-exempt employees. If the employee accrues compensatory time off, all
requests to use that time will be honored if the employee provides reasonable notice unless
it would be unduly disruptive to do so. The maximum compensatory time off accumulation
is one hundred (100) hours.
Unit members shall be required to log time in and time out. Employees may be allowed to
flex hours within a workweek, if approved in advance by the Department Head.
8.2 Standby Pay
Unit members shall be paid for two (2) hours per day for standby pay at the employee's
regular hourly rate and not subject to overtime premium. Department Heads, Managers
and Supervisors placing employees on standby are encouraged to provide unit members
with advanced notice (when possible) of placement on standby.
Unit members on standby shall receive a cell phone from the City and will be required to
respond to the call or text as quickly as possible. Upon responding, the member will be
instructed as to whether they are required to return to work and will be informed of the
location to which they must respond. Response time will generally be one hour and any
additional minimal time necessary to get ready to return to work. Standby lists shall be
created monthly, at least one week in advance of any standby shift. Members will be
permitted to trade stand-by shifts with their colleagues.
ARTICLE 9, ACTING OUT OF CLASSIFICATION
9.1 Employees Who Are Assigned to Another Classification On An Acting Basis
On the second consecutive workday that a Unit member is assigned to an acting
assignment such member shall be entitled to additional compensation equal to the lowest
step on the range of the higher classification which will provide an increase in pay of 5%,
but not to exceed the top step of the classification for which such member is performing
acting out of class duties ("acting pay"). Such acting pay shall be prospective only,
commencing the second consecutive workday the member is acting out of class and
continuing thereafter until such member ceases performing acting out of class duties.
9.2 Employees Who Are Not Assigned to Another Classification, But Who Are
Required To Perform Duties Not Covered By Their Classification
On the second consecutive workday that a Unit member is required to perform the majority
of the duties of a higher classification ("acting out of class") such member shall be entitled
4
Resolution No. 24967
Page 43
to additional compensation equal to the lowest step on the range of the higher classification
which will provide an increase in pay of 5%, but not to exceed the top step of the
classification for which such member is performing acting out of class duties ("acting pay").
Such acting pay shall be prospective only, commencing the second (2) consecutive day the
member is performing the majority of the duties of the higher classification and continuing
thereafter until such member ceases performing those duties.
ARTICLE 10, SPECIAL COMPENSATION
Per this article, unit members may only receive one of the following certification premiums
(set forth in Articles 10.1 — 10.3): Master's Degree, professional certification, notary
certification or bilingual certification.
10.1 Education Incentive Pay
Unit members will be eligible to receive an additional 5.0% of their base salary for a Master's
Degree from a college or university accredited by either the Council for Higher Education
Accreditation ("CHEA") or the U.S. Department of Education ("USDE"), or for maintaining a
professional certification related to their job that require Continuing Education Hours or
require testing or coursework to be recertified. Any employees who have previously
received certification pay from the City for certifications which do not require Continuing
Education Hours or require testing or coursework to be recertified, will continue to receive
that pay. However, effective July 1, 2014 certification pay for professional certifications will
only be provided to employees who maintain certifications related to their job which require
Continuing Education Hours or require testing or coursework to be recertified. Each
Department must approve the certification pay and determine if it is a certification necessary
for the department.
10.2 Notary Pay
Unit members designated by the City Manager may be eligible to receive an additional
5.0% Notary Certification Pay for being a licensed Notary Public. Designations for "Notary
Certification Pay" for Unit members shall be entirely at the City Manager's discretion.
Employees hired on or after October 4, 2018, will receive one hundred dollars ($100) per
month for Notary Certification Pay.
10.3 Bilingual Pay
Unit members are eligible for Bilingual Pay as provided in this section. The City Manager
shall determine the language needs as well as the number of members eligible for Bilingual
Pay. In order to be eligible for Bilingual Pay, a member must pass an examination (and as
set forth below, must recertify) demonstrating fluency in listening, writing and speaking the
desired second language.
Unit members hired before October 4, 2018 are eligible to receive five percent (5%) of base
salary in compensation for Bilingual Pay if their position is selected to receive Bilingual Pay
and they pass the required examinations. Members will be required to take both a
�i
Resolution No. 24967
Page 44
speaking and listening and a writing bilingual proficiency examination. These members
shall receive two and one half percent (2.5%) for passing the speaking and listening
portion of the bilingual proficiency exam and an additional two and one half percent
(2.5%) for passing the writing portion of the bilingual proficiency exam for up to a
maximum of five percent (5%) of base salary.
Members hired on or after October 4, 2018who become eligible for bilingual pay shall
receive two hundred and fifty dollars ($250) per month for Bilingual Pay. Members will be
required to take both a speaking and listening and a writing bilingual proficiency
examination. Members shall receive one hundred and twenty-five dollars ($125) per
month for passing the speaking and listening portion of the bilingual proficiency exam
and an additional one hundred and twenty-five dollars ($125) per month for passing the
writing portion of the bilingual proficiency exam for up to a maximum of two hundred
and fifty dollars ($250) per month.
The examinations shall be developed and administered by the City to demonstrate
fluency in writing and speaking and listening the desired second language. All members
receiving bilingual pay must pass the prescribed examinations for each skill (one for
speaking and listening and the other for writing) every two years to continue to receive
bilingual pay for each skill. The City will notify members when they are required to re-
test. A member who passes one of the tests but not the other, will still be eligible to
receive their respective bilingual pay (2.5% or $125 per month for the skill passed. In
addition, the member may take a recertification examination after waiting at least three
(3) months after taking the recertification examination to which the employee did not
pass. If the member does not pass that recertification examination, they shall not be
permitted to take the recertification examination for that skill until their two-year cycle to
recertify has passed. The City will notify members when they are required to re -test.
If the member passes one of the two examinations they shall the respective incentive
pay (2.5% or $125 per month) for Bilingual Pay. If the member does not pass either or
both of those subsequent recertification examinations, they shall not be permitted to
take the recertification examination(s) for that skill until their two-year cycle to recertify
has passed. The Human Resources Department will coordinate the recertification
examination for each employee receiving bilingual pay.
For any members who receive Bilingual Pay, they must sign up to be present at and
prepared to use their bilingual skills at one City Council meeting per year. On the day of
the Council meeting for which the employee signs up, they shall adjust their work schedule
that day by starting four hours later than their regular start time so that they can be present
at the Council meeting to utilize their bilingual skills.
ARTICLE 11, UNIFORM ALLOWANCE AND SAFETY BOOTS
City agrees to continue to pay a monthly uniform allowance of one hundred twenty-five
dollars ($125.00) to the Emergency Management Coordinator and the Fire Marshal and
eighty-five dollars ($85.00) to the Police Services Supervisor as a reimbursement for
expenses incurred for acquisition and maintenance of uniforms.
9
Resolution No. 24967
Page 45
Each fiscal year the City will provide four (4) shirts, four (4) pants and a jacket for Airport
Operations Supervisors. The City will provide thirty dollars ($30.00) per month as
reimbursement for cleaning uniforms for the Airport Operations Supervisors, and effective
on the first day of the month following City Council approval of this MOU, the Code
Compliance Supervisor and the Maintenance Supervisor.
Effective January 1, 2022, the City shall reimburse employees in the following
classifications up to one hundred and fifty dollars ($150.00) per year for the purchase of
safety boots: Maintenance Supervisor, Fleet Manager, Streets Manager, and
Maintenance Superintendent.
ARTICLE 12, MILEAGE
Reimbursement for personal vehicle use shall be at prevailing IRS rate. Where extensive
vehicle travel is required, a City vehicle may be provided instead.
7
Resolution No. 24967
Page 46
BENEFITS
ARTICLE 13, HEALTH INSURANCE
13.1 Cafeteria Plan
City agrees to continue to enroll with and subscribe to the Public Employees' Retirement
Health Care Plan pursuant to the Public Employees' Hospital and Medical Care Act
(PEHMCA), Government Code Sections 22751 etsep., for the provision of health insurance
for members of the unit. The health insurance benefit provided through PEHMCA shall be
part of a cafeteria plan in accordance with IRS Code section 125 ("the Plan") which also
includes:
A. Dental Insurance as addressed below in Section 13.3; and
B. Vision Insurance as addressed below in Section 13.5
The City will pay the CalPERS statutory minimum to comply with the Public Employees'
Hospital and Medical Care Act on behalf of all employees and retirees ($143 for 2021, and
a yet undetermined amount for beyond 2021. In addition, the maximum City contribution
to the Plan (i.e., health, dental and vision insurance) shall be determined annually based
on the formula that has been used by City which is inclusive of the PERS statutory
minimum. The formula involves taking the rate increase for each benefit as listed above,
and combining them to develop a single rate increase to the maximum contribution to the
categories listed below (i.e., single, two-party, and family).
The current cafeteria plan rates effective January 1, 2021, are:
Category
Maximum Contribution
Employee Only
$792/month
Employee + 1
$1,597/month
Family
$2,094/month
The cafeteria plan rates effective January 1, 2022, are:
Category
Maximum Contribution
Employee Only
$821/month
Employee + 1
$1,655/month
Family
$2,165/month
Since the actual amounts above also include the PERS statutory minimum, the actual
amounts provided to employees through the cafeteria plan are the above amounts minus
the PERS statutory minimum for each applicable calendar year.
1
Resolution No. 24967
Page 47
In the event that the premium changes for health, dental and vision insurance (i.e., the Plan
benefits) exceed the City's maximum rate of contribution by five percent (5%), the amount
of the excess shall be paid by unit members through a payroll deduction.
The maximum City monthly contribution for the Plan shall be determined by the health plan
selected (i.e., single, two-party, or family). Should an employee decline health coverage,
but elect either dental or vision coverage, there will be no Plan excess dollars paid to the
employee. The City will, however, pay the premiums for the dental and/or vision coverage/s
selected.
The Association acknowledges that the City's agreement to pay up to five percent (5%)
of the increases for health, dental and vision insurance is a valuable benefit. The
Association agrees that each year, once the increase in the costs of health, dental and
vision is known (CaIPERS generally publishes the increases for health insurance for the
following calendar year in July), the amount that will be paid for by the City will be
calculated based on the then current number of employees in the bargaining unit. The
City will then inform the Association as to what those increased costs will be so that the
Association is aware of how much more the City will be spending on these benefits in the
following calendar year. The City will consider these increased costs in evaluating its
positions in collective bargaining.
In the event a Unit member selects a health plan which does not require the City to make
a maximum contribution, then such unit member shall receive the remainder of the City
contribution (up to the maximum of $150.00 per pay period up to two pay periods per month
— twenty four (24) pay periods per year) as taxable wages.
13.2 Unit Members Who Opt Out of the Health Care Benefit Contribution
Unit members who choose to opt out of receiving the Heath Care Benefit Contribution
(i.e., receiving any portion of the total City contribution for any of the three benefits —
Medical, Dental and Vision) and who satisfy the Eligible Opt -Out Arrangement rules below
shall receive one hundred and fifty dollars ($150) (as taxable wages) per pay period (up
to two (2) pay periods per month - 24 pay periods per year).
Pursuant to the Affordable Care Act (ACA) Employer Mandate "affordability"
determination, an Eligible Opt -Out Arrangement requires the following for employees who
opt -out of employer -provided health coverage and receive cash in lieu:
A. Employee must provide reasonable evidence that the employee and each member
of the employee's expected tax family (individuals the employee expects to claim
personal exemption deduction) have or will have minimum essential coverage
(other than coverage in the individual market, whether or not obtained through
Covered California) during the period of coverage to which the opt -out
arrangement applies;
B. The opt -out payment may not be made if the employer knows or has reason to
know that the employee or any other member of the employee's expected tax
family does not have or will not have the alternative coverage;
X
Resolution No. 24967
Page 48
1. The evidence of alternative coverage must be provided every plan year to
which the eligible opt -out arrangement applies; and
2. The reasonable evidence will be an attestation signed by the employee,
attesting to the above, and must be provided no earlier than a reasonable
period of time before each plan year begins.
13.3 Dental Benefits
City agrees to continue dental benefits at level(s) existing under the current Plans.
Although it is possible that the carriers could change, the levels of benefits through new
carriers will be equivalent.
13.4 Life Insurance
Unit Members will receive $50,000.00 term life insurance coverage and $50,000
accidental death and dismemberment (AD&D) coverage.
13.5 Vision Benefits
City agrees to provide Vision Coverage at the benefit level(s) existing as of the date this
MOU is executed. Although it is possible that the carriers could change, the levels of
benefits through new carriers will be equivalent.
13.6 Domestic Partner Covera
Domestic partners may register with the Secretary of State and be eligible to enroll in a
CalPERS health plan. The law requires the following actions for a domestic partner to be
enrolled in a CalPERS health benefits plan: First, the Secretary must register the
domestic partnership, and provide a Declaration of Domestic Partnership to the domestic
partners.
The CalPERS enrollee must provide a copy of the Declaration of Domestic Partnership
and a signed Statement of Financial Liability (PERS form) to City. CalPERS will use the
same enrollment policies for domestic partnerships as currently used for traditional
marriages.
Domestic partner enrollment documents submitted within 60 days of the domestic partner
registration will provide health benefit coverage effective on the first day of the month
following the month in which the employer received the enrollment document.
13.7 Short Term Disability
Employees are required to enroll in the short-term disability insurance plan and pay for
the benefit by making premium payments through a payroll deduction.
13.8 Long Term Disability
10
Resolution No. 24967
Page 49
Long Term Disability shall continue to be provided by the City at the benefit level(s)
existing as of the date this MOU is executed. Although it is possible that the carriers could
change, the levels of benefits through new carriers will be equivalent.
ARTICLE 14, HEALTH INSURANCE FOR RETIREES
Retiree medical insurance is provided through CalPERS pursuant to PEMHCA.
The City has two tiers (including three qualifying levels within Tier 1) for the provision of
retiree medical insurance., The provision of retiree medical insurance is provided by
providing all retired annuitants (i.e., retirees under PEMHCA) a benefit equal to that
received by covered unit members (the CalPERS statutory minimum).
For unit members, (as addressed above in Article 13) the provision of additional money
for medical insurance (i.e., in addition to the statutory minimum) is provided through a
cafeteria plan, which the parties have called the "Health Care Benefit Plan." For Tier I
retirees with at least twenty (20) years of continuous service with the City, in addition to
the CalPERS statutory minimum, additional money for retiree medical insurance will be
provided pursuant to a Health Reimbursement Account (HRA) which has been
established by the City through a third party vendor who administers the Account. The
members pay for their chosen retiree medical insurance through a deduction from their
retirement payment from CalPERS. The third party vendor then disburses the below
described HRA benefit to each retiree as the retiree directs. The benefits provided by the
HRA are as follows:
A. Tier I — Level 1 — Retirees Who Were First Employed Before September 7, 2005
And Who Have At Least 25 Years of Continuous Service With the City:
These individuals will receive a dollar amount through the HRA which will equal
the City's contribution for medical insurance up to two-party coverage (i.e., a single
party will only be provided single party coverage) as described above under the
provision of retiree medical insurance (i.e., the member's maximum benefit is tied
to the plan chosen by the member at the time the member leaves active service
unless the member chooses a less costly plan in retirement and then it is tied to
that plan because the employee cannot be reimbursed for more than 100% of the
cost of the plan) for employees minus the particular calendar year's CalPERS
statutory minimum amount. If a member chooses a more costly plan as a retiree,
they will have additional out-of-pocket medical expenses.
If a member chooses a more costly health plan prior to retirement, they must have
chosen the plan at least one year prior to retirement or the health plan used for
determining the maximum benefit under the HRA will be the plan previously
chosen.
B. Tier I — Level 2 — Retirees Who Were First Employed Before September 7, 2005
And Who Have At Least 20 Years Of Continuous Service With the City:
11
Resolution No. 24967
Page 50
These individuals will receive a dollar amount through the HRA which will equal
seventy-five percent (75%) of the City's contribution for medical insurance up to
two-party coverage (i.e., a single party will only be provided single party coverage)
as described above under the provision of retiree medical insurance (i.e., the
member's maximum benefit is tied to the plan at the time the member leaves active
service unless the member chooses a less costly plan in retirement and then it is
tied to that plan because the employee cannot be reimbursed for more than 100%
of the cost of the plan) for members minus the particular calendar year's CalPERS
statutory minimum amount. If a member chooses a more costly plan as a retiree,
they will have additional out-of-pocket medical expenses.
If a member chooses a more costly health plan prior to retirement, they must have
chosen the plan at least one year prior to retirement or the health plan used for
determining the maximum benefit under the HRA will be the plan previously
chosen.
C. Tier I — Level 3 — Retirees Who Were First Employed Before September 7, 2005
But Who Have Less than 20 Years Of Continuous Service With the City:
These individuals will not receive any additional contribution through the HRA.
They will receive the CaIPERS statutory minimum amount towards their chosen
retiree medical benefit.
Service Credit for Health Insurance For Retirees in Tier 1
Members in Tier 1 shall be eligible for two years of service credit for the
purpose of being eligible for retiree health insurance (e.g., an employee with
18 years of continuous service will be eligible for the benefits available to
those with 20 years of continuous service) if in the month of June (starting
in 2019) the member makes an irrevocable offer to retire (which will be
immediately accepted by the City) by no earlier than ninety (90) days from
the date of notice or later than December 31 of that same calendar year.
D. Tier II — Members First Hired on September 7, 2005 Or Later:
In addition to being provided the CaIPERS statutory minimum for retiree medical
insurance once retiring, these individuals, while employed, will receive one -
hundred dollars ($100.00) per month (placed into a retiree health savings (RHS)
account by the City. The City will pay the administrative costs of this account.
All Retirees will be required to comply with any of the requirements of CaIPERS as
provided by PEMHCA. This may include, but not be limited to, enrolling in Medicare when
age appropriate and becoming eligible to receive Medicare. The City will not pay for the
cost of Medicare enrollment, as it will continue to pay the CalPERS statutory minimum for
all retired annuitants.
12
Resolution No. 24967
Page 51
ARTICLE 15, RETIREMENT
15.1 Retirement Formula
Unit members (and not "new members as defined by the Public Employees' Pension
Reform Act of 2013 - PEPRA) hired prior to December 24, 2012 are covered by the 2.7%
@ 55 formula provided for by the Public Employees' Retirement Law at Government Code
section 21354.5. These employees' retirement will be calculated pursuant to the optional
benefit (in the City's contract with CalPERS) of single highest twelve month period.
Unit members (and not "new members as defined by the Public Employees' Pension
Reform Act of 2013 - PEPRA) hired after December 24, 2012 are covered by the 2% @
60 formula provided for by the Public Employees' Retirement Law at Government Code
section 21353.3. These employees' retirement will be calculated per the three year
average final compensation per Government Code 20037.
Unit members who are defined as "new members" under the PEPRA, are covered by the
2% @ 62 formula provided for by the PEPRA at Government Code section 7522.20(a).
These employees' retirement will be calculated per the three year average final
compensation as provided for by the PEPRA per Government Code section 7522.32(a).
15.2 Employee Contributions to the Retirement System
Employees subject to the 2.7%(a)-55 Formula:
These Unit members shall pay their eight percent (8%) member contribution.
Employees subject to the 2% Ca)_ 60 Formula:
These employees pay the seven percent (7%) member contribution.
Employees subiect to the 2% a- 62 Formula — "New Members" as defined by PEPRA:
These employees shall pay the statutorily mandated employee contribution rate of one
half of the total normal cost as determined by CaIPERS in their annual valuation.
15.3 Adoption of IRS Code Section 414(h)(2) Resolution
The City has adopted the CaIPERS resolution in accordance with and as permitted by
IRS Code section 414(h)(2) to ensure that the employees' payment (i.e., "pick up" as that
term is used in section 414(h)(2)) of their employee contribution is made on a pre-tax
basis.
15.4 Optional Benefits
A. The City contracts with CalPERS for the following optional benefits:
13
Resolution No. 24967
Page 52
B. Pre -retirement death benefits to continue after remarriage of survivor— Government
Code section 21551
C. Death Benefit — Government Code section 21620
D. Post Retirement Survivor Allowance —Government Code sections 21624/26/28 and
21635
E. 1959 Survivor Benefit Level 4— Government Code section 21574. Employees pay
the employee premium for this benefit.
F. Military Reallocation Credit - Government Code section 21024
G. Final Compensation Period One Year - Government Code section 20042 for classic
members
H. 2% Cost of Living Allowance - Government Code section 21329
I. Prior Service - Government Code section 20055
ARTICLE 16, EDUCATION REIMBURSEMENT
No Unit member shall receive more than $1,500/fiscal year through the Educational
Reimbursement Program. The details of the Program are set forth in Personnel Rule
18.2.
ARTICLE 17, EMPLOYEE SERVICE AWARDS
The Service Awards program will be continued for Unit members.
ARTICLE 18, CELL PHONES
A. The decision as to which employees in MAPS need to have/use a cell phone for
work shall remain within the discretion of the City Manager.
B. The City retains the discretion to remove the cell phone at any time if it determines
the employee does not need to use a cell phone for the position.
14
Resolution No. 24967
Page 53
WORK HOURS / LEAVE
ARTICLE 19, WORK SCHEDULE
All unit members shall be assigned to work a 4/10 work schedule; four consecutive work
days followed by three consecutive days off. If an employee in Recreation or the Library
is working a 4/10 schedule and the City desires to change the work schedule to a different
work schedule, including 5/8 work schedule, the City will request to meet and confer with
the Association who agrees will promptly meet and confer with the City.
A unit member scheduled to work a 4/10 work schedule may request to work a four day
— nine hour work schedule (4/9). Such a request is subject to Department Head approval
and once granted, may be revoked at any time. A decision to deny a request for such a
work schedule is not subject to challenge or grievance. The Department Head has total
discretion as to whether to grant a request for such work schedule and whether the
schedule should continue. The parties agree that City Hall will remain closed on Fridays.
If the Executive Director of the Palm Springs International Airport desires to change a
member's schedule due to changes in flight schedules, the Association agrees that it will
meet with the City as soon as possible to address the issue.
ARTICLE 20, ANNUAL LEAVE
20.1 Conversion and Definition
Annual leave shall be defined as any approved absence with pay from regularly
scheduled work for any purpose that are not properly chargeable to some other category
of leave. Annual leave shall substitute for either vacation or sick leave.
20.2 Maximum Accrual and Minimum Usage
There shall be a maximum accrual of 712 annual leave hours for employees.
20.3 Annual Leave Cash -Out
By December 15 of each year, unit members may make an irrevocable election to cash
out up to the maximum number of hours of annual leave which they can accrue per year
which will be earned in the following calendar year at the employee's base rate of pay. In
the following year, the employee can receive the cash for the annual leave they
irrevocably elected to cash out in either two (2) separate increments of up to half their
annual accrual cap (i.e., for those who accrue 20.67 hours per month - 248 hours per
year, 124 hours each) or one (1) increment of up the maximum they can accrue in a year.
The member would be paid one half of what they irrevocably elect to cash out hours on
both the second pay day in July and the first pay day on December or the employee can
elect to be paid their full amount they elected to cash out on the first pay day in December.
However, if the member's annual leave balance is less than the amount the employee
15
Resolution No. 24967
Page 54
elected to cash out (in the prior calendar year) the member will receive cash for the
amount of leave the member has accrued at the time of the cash out.
If a member makes an irrevocable election to cash out annual leave in the following
calendar year and uses annual leave in that subsequent year, the annual leave used will
come from annual leave the member had earned prior to January 1 of the year the
employee has elected to cash out annual leave. This is to ensure that assuming an
member had an annual leave balance prior to January 1, the annual leave used will not
result in a reduction in the amount of annual leave the member will be eligible to cash out.
In addition to the above, a member shall have the option of converting accrued and vested
annual leave to their deferred compensation account on both the second pay day in July
and the first pay day in December.
20.4 Cash Out of Annual Leave at Separation
Upon separation, an employee shall be paid for their accrued and vested annual leave at
their current salary rate as well as those pays set forth in Article 10 that an employee may
receive (i.e., Education, Notary and/or Bilingual Pay). The payment of the annual leave
shall be paid at the next regularly scheduled pay-day after separation.
All unpaid accrued and vested annual leave of deceased employees shall be paid to the
estate of said deceased except as otherwise provided by law.
20.5 Eligible To Use
Unit members shall be eligible to use annual leave as it is accrued.
20.6. Accrual Rates
Unit members shall accrue and vest annual leave on a monthly basis in accordance with
the following schedule:
Years of Service
Hours Accrued & Vested Monthly
0 through 5
16
6 through 10
18
11 and after
20.67
Annual leave shall begin to accrue on the first day of the month following employment
with the City.
20.7 Less than full-time employees
Less than full-time employees will accrue and vest annual leave on a pro -rated basis
based on their allocated full time equivalent.
16
Resolution No. 24967
Page 55
ARTICLE 21, HOLIDAYS
21.1 City Holidays
Employees shall be entitled to the following paid holidays if they were in paid status for
the entire day the day before and the day after the holiday, (i.e., either the employee
worked or was absent using paid leave for the entire day on such workdays):
New Year's Day
Martin Luther King Day
Presidents' Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve
Christmas Day
January 1
3rd Monday in January
3rd Monday in February
Last Monday in May
June 19
July 4
1st Monday in September
November 11
Fourth Thursday in November
Day After Fourth Thursday in November
December 24
December 25
In addition, as addressed in Section 21.4, employees earn one floating holiday per year.
21.2 Hours Earned For Each Holiday
Employees regularly scheduled to work ten (10) hours per day earn ten (10) hours for
each holiday.
Employees regularly scheduled to work eight (8) hours per day earn eight (8) hours for
each holiday. These employees will also accrue two (2) hours of Annual Leave (for a
total of twenty-four (24) hours per calendar year) for each holiday including when the
floating holiday is used.
21.3 How City Holidays Are Observed By Employees
Employees either work the "Observed Schedule" (full-time employees who work in the
same work group Monday through Thursday), or the "Calendar Schedule" (all other
employee schedules). The City shall determine whether an employee works either the
Observed or Calendar schedule.
21.3.1 Employees who work the Observed Schedule
If a holiday occurs on one of their workdays, they shall be entitled to the day off with pay
if they were in paid status for the entire day the day before and the day after the holiday,
(i.e., either the employee worked or was absent using paid leave for the entire day on
such workdays).
17
Resolution No. 24967
Page 56
For holidays occurring on a Friday or Saturday (i.e., years when July 4, Veterans' Day,
Christmas Eve, Christmas Day or New Year's Day fall on a Friday or Saturday and every
year for the day after Thanksgiving) they will not move to the prior open business day (e.g.,
the Thursday before or the Wednesday before Thanksgiving). Rather, for each one of
those days, employees (who would be off duty on the Friday or Saturday) will accrue a
floating holiday based on the following: 1.0 allocated FTE = 10 hours, .75 allocated FTE =
7.5 hours, .5 allocated FTE = 5.0 hours and any other allocated FTE percentage shall
accrue a pro-rata number of hours based on a factor of one hour for each .1 allocated FTE.
If July 4, Veterans' Day, Christmas Eve, Christmas Day or New Year's Day fall on a
Sunday, the holiday will be observed as a day off on the following Monday.
21.3.2 Employees who work the Calendar Schedule
For employees who work the Calendar Schedule, all holidays occur on the actual date of
the holiday and do not move to another date.
If these employees take the day off on a regular workday, they shall be paid for the day if
they were in paid status for the entire day the day before and the day after the holiday,
(i.e., either the employee worked or was absent using paid leave for the entire day on
such workdays).
If the holiday occurs on an off -day, these employees have the option of placing the holiday
into their floating holiday bank, Annual leave bank, or may choose to receive straight -time
pay for that holiday.
For employees who are required to work on a holiday occurring on a regular workday,
they shall receive their holiday pay as well as time and one half for each hour worked.
21.4 Floating Holidays
In addition to the above holidays, all employees shall receive on additional floating holiday
each year on January 1. Each employee shall accrue the number of hours to which they
are regularly assigned added to their floating holiday bank.
Employees can accrue up to 50 hours in the floating holiday bank. If an employee has 50
hours of floating holiday leave earned they will not earn additional floating holiday leave
until their bank is reduced below 50 hours. Floating holiday leave has no cash value and
cannot be cashed out. If it is not used, no further floating holiday will accrue until the
employee uses floating holiday leave, thus reducing their floating holiday leave bank
below 50 hours. If an employee uses floating holiday leave and takes their bank below 50
hours and then accrues a floating holiday that would put them above 50 hours if the entire
holiday accrued, they will accrue those number of hours in the bank to bring the bank up
to 50 hours. Employees must request to use the floating holiday just as they would
request to use Annual Leave. Approval of floating holiday leave shall not be unreasonably
withheld.
18
Resolution No. 24967
Page 57
ARTICLE 22, BEREAVEMENT LEAVE
Unit members shall be granted three (3) scheduled workdays in the event of a death in the
"immediate family" of an employee. Immediate family is defined as any relative by blood
or marriage who is a member of the employee's household, or any parent, grandparent,
stepparent, spouse, domestic partner, child, grandchild, sibling of the employee, or any
parent, grandparent or stepparent of the employee's spouse or domestic partner,
regardless of residence.
EMPLOYER / EMPLOYEE RELATIONS
ARTICLE 23, DRUG POLICY/DRUG SCREENING
The parties agree that their drug and alcohol policy is set forth in Appendix A to this MOU.
ARTICLE 24, LAYOFF
Unit members who are laid off and decline the opportunity to bump or are not eligible to
bump will receive two months of regular wages upon layoff. It is the intent of the City to
provide six months of medical coverage at the same level of employee contribution that
was in effect upon the day of layoff. The City will pay one month's premium directly to
CalPERS, and provide the employee with a check for the additional five (5) months'
premiums.
ARTICLE 25, PAYROLL DEDUCTION - ASSOCIATION MEMBERSHIP
City will provide payroll deduction on request of MAPS for dues, assessments, and other
deductions authorized by MAPS. Remittance will be bi-weekly to MAPS's treasurer.
ARTICLE 26, MEETINGS
26.1
MAPS may conduct a Board of Directors meeting once each month during the workday,
not to exceed two (2) hours.
26.2
MAPS may conduct one (1) meeting per quarter with all members of MAPS released at
11:30 A.M. and required to return to their work assignment no later than 1:30 P.M.
ARTICLE 27, ASSOCIATION TIME BANK
Unit members shall be permitted voluntarily to donate leave time (annual leave or
compensatory time off) to a MAPS Time Bank. The Time Bank shall contain a maximum
of forty (40) hours at any given time available to officers of MAPS to conduct Association
business. Requests for use of banked hours shall require a request from the President
of MAPS on MAPS letterhead authorizing use of Banked Time. The use of the banked
19
Resolution No. 24967
Page 58
time must first be approved by the employee's immediate supervisor and the City agrees
that the use of the time will not be unreasonably denied. In addition, MAPS will provide
a report to the Human Resources Department upon request (up to twice a year) of the
use of these hours in the previous year.
ARTICLE 28, STRIKES AND WORK STOPPAGES
28.1 Prohibited Conduct
MAPS, its officers, agents, representatives and/or members agree that they will not cause
or condone any strike, walkout, slowdown, sick out, or any other job action by withholding
or refusing to perform services.
Any Unit member who participates in any prohibited conduct listed above shall be subject
to suspension, demotion, or dismissal by City. In addition to any other lawful remedies
or disciplinary actions available to City, if MAPS fails, in good faith, to perform all
responsibilities listed below as Association Responsibility, City may suspend any and all
rights and privileges accorded to MAPS in this MOU, including but not limited to
suspension of the Grievance Procedure and Dues Deduction.
28.2 Association Responsibility
In the event that MAPS, its officers, agents, representatives, or Unit members engage in
any Prohibited Conduct, MAPS shall immediately instruct any persons engaging in such
conduct that their conduct is in violation of this MOU and unlawful, and they must
immediately cease engaging in conduct prohibited in Section 29.1 and return to work.
ARTICLE 29, GRIEVANCE PROCEDURE
29.1 Definition of Grievance
A. A "Grievance" is a dispute of one or more employees or a dispute between one or
more employees involving the interpretation, application or enforcement of the
provisions of the MOU, or of the Personnel Rules and Regulations that are within
the statutory scope of representation, and for which there is no specific method of
review provided by federal, State or local law. A grievance may also be filed by the
Association.
B. A grievance is also a claim by a Unit member that a letter of reprimand was issued
to them was not properly issued.
C. Reviews of allocations or reallocations of positions as described in Personnel Rule
4.3.3 or reviews of examination ratings as described Personnel Rule 7.7 are
excluded from the grievance procedure. Allegations of harassment, discrimination
or retaliation are also excluded from the grievance procedure as they are
addressed by a separate procedure.
20
Resolution No. 24967
Page 59
D. Release of members during an initial probationary period after hire, reinstatement,
or reemployment is not subject to the grievance procedure.
29.2 Time Limits and Waivers
A. Working Days - For purposes of the Grievance Procedure, working days, further
referred to as "days", are defined as the period from 8 a.m. to 6 p.m. City Hall working
days, currently Monday -Thursday, excluding holidays.
B. Initiation -A Unit member must initiate the grievance within fifteen (15) working days
of the occurrence of the event giving rise to the grievance or within fifteen (15) days
after the grievant should, with reasonable diligence, have had knowledge of such
occurrence, whichever is later.
C. Management Reply - Failure by management to reply to the member's grievance
within the time limits specified under the grievance procedure shall automatically
grant the employee the right to process the grievance to the next level of review.
D. Failure to Submit to Next Level - If a Unit member fails to submit from one level to
the next level within the time limits and in the manner provided under the grievance
procedure, the grievance shall not be subject to further consideration and will be
deemed resolved.
E. Waiver by Mutual Agreement - Any level of review or any time limits established in
the procedure may be waived or extended by mutual agreement between the Unit
member and management, which must be confirmed in writing.
F. Outside of Authority - If the supervisor, manager, or department head designated by
the grievance procedure below to receive the grievance determines that they do not
have the authority to resolve it, that supervisor, manager, or department head, shall
so inform the grievant and forward the grievance to the next higher level of
supervision with authority to resolve it, if applicable, or advise the grievant in writing
they may continue to the next level in the process.
29.3 Informal Resolution
A. The responsibility of a Unit member with grievance is to promptly inform and discuss
the grievance with the department supervisor or designee in order to, in good faith,
endeavor to resolve the matter expeditiously and informally. If the grievance is filed
by the Association, it does not need to follow the informal resolution process. It can
file a written grievance per Article 29.4 with a manager who works in the department
to which the grievance relates.
B. If such informal discussion does not resolve the grievance to the Unit member's
satisfaction, such member may file a formal grievance in accordance with the
procedure set forth in this section.
21
Resolution No. 24967
Page 60
29.4 Procedure
A. The Unit member shall provide the grievance in writing, with signature and date, and
submit it to their immediate supervisor within fifteen (15) days of the initial
commencement of the occurrence being grieved. The supervisor shall further
consider and discuss the grievance with the Unit member and such employee's
designated representative as deemed appropriate, and shall, within fifteen (15) days
of having received the written grievance, submit a response thereto in writing to the
employee and the member's representative, if applicable.
B. If the written response of the immediate supervisor does not result in a resolution of
the grievance, the Unit member may further submit the grievance, by presenting a
written request, with date and signature, to the Unit member's department head
within seven (7) days of the Unit member's receipt of the supervisor's response. The
department head may investigate the grievance and may set a meeting with the Unit
member, member's designated representative, and other persons as deemed
appropriate to consider the grievance. Within thirty (30) days of receipt of the
grievance by the department head, the department head shall submit a response to
the grievance to the Unit member and their representative, if applicable.
C. If the response by the department director, does not result in a resolution of the
grievance, the Unit member may further submit the grievance, by presenting a
written request, with date and signature to the Human Resources Director, for
submission to the City Manager, within seven (7) days of the unit member's receipt
of the department head's response. The City Manager or designated representative
may set a meeting with the Unit member, their designated representative, and other
persons as deemed appropriate, to consider the grievance. Within thirty (30) days
of receipt of the grievance the City Manager or designated representative shall
submit a response to the Unit member and their representative, if applicable. The
decision of the City Manager is final and binding.
D. This grievance procedure is the sole and exclusive method for alleging a violation,
misinterpretation or misapplication of any provision of this MOU or Personnel Rules.
ARTICLE 30, DISCIPLINE
The disciplinary appeals process is as follows:
Although probationary employees may be rejected from probation for any lawful reason,
once an employee passes their probationary period, they shall only be subjected to
discipline resulting in the loss of pay (defined as termination, demotion, suspension, or
reduction in pay) if the City can support its position by a preponderance of the evidence.
Such disciplinary action will be subject to the pre -action process described in paragraph
A below and the disciplinary appeal procedure in paragraph B below.
Written reprimands and counseling memos are not subject to the pre -action process and
may not be appealed. However, a member may submit a written response (within 30
22
Resolution No. 24967
Page 61
calendar days of receipt of the document) to receiving any of these documents. The
member's response shall be attached to the document in the member's personnel file.
A. Pre -Action Due Process for Discipline Resulting in Loss of Pay (Termination,
Demotion, Suspension, Reduction in Pay)
1. Prior to being subject to any discipline that results in the loss of pay, a member
will first be served with a notice of intent to discipline by their supervisor,
manager or department head. This document will set forth the grounds for
discipline, the facts supporting the grounds and all evidence to which the
member is entitled by law. The notice of intent to discipline will also advise the
member of any prior discipline which the City representative issuing the notice
believes is relevant to the current discipline. In addition, the notice of intent will
advise the member of their right to respond to the proposed discipline either in
writing or orally at a meeting. If the member does not respond within the time
limits, the discipline will be imposed.
2. If the member chooses to respond in writing, they must insure their response is
received by the representative who issued the notice of intent to discipline within
seven (7) calendar days of receiving the notice of intent to discipline. If the
member wishes to respond orally, they must call or write the City representative
who issued the notice of intent to discipline within seven (7) calendar days of
receiving the notice of intent to discipline informing the representative that they
wish to have an oral response. The City representative will advise the member
when the meeting (known as a Skelly meeting) will take place.
3. At the Skelly meeting (assuming the member wants to respond orally) the
member has the right to be represented. The Skelly meeting is not a hearing.
It is an opportunity for the member and/or their representative to respond to the
notice of intent to discipline. The member may be represented at the Skelly
meeting by a representative of their choice.
4. The City representative who will hear the response may or may not be the
person who issued the notice of intent to discipline. The decision will either be
to impose the proposed discipline, impose no discipline or to impose a lesser
discipline. The City representative hearing the response does not have
authority to impose discipline that is greater than that which was proposed.
5. If the discipline is imposed or if it is reduced but there is still some discipline
imposed, the City representative shall issue a notice of discipline. Like the
notice of intent, the notice of discipline shall set forth the grounds, and facts
supporting the discipline as well as any prior discipline relied on by the City
representative in imposing the discipline. The notice of discipline will also set
forth the member's appeal rights advising the member that if they wish to
appeal the discipline, they must do so in writing by serving a notice of appeal
to the Human Resources Director within seven (7) calendar days.
6. The Notice of Discipline will set forth the effective date of the discipline.
461
Resolution No. 24967
Page 62
B. Appeals Procedure
1. If an appeal of a dismissal, suspension, demotion or reduction in salary is filed
with the Director of Human Resources within ten (10) days of receipt of a
written notice of discipline, this process will be used which includes the use
of a hearing officer.
2. The City and the member or the member 's representative may agree on the
hearing officer. If they cannot agree, the hearing officer shall be chosen from
a panel of seven (7) hearing officers from a list provided State Mediation and
Conciliation Service. The parties shall alternately strike names until one
hearing officer remains. The parties shall flip a coin with the winner of the coin
flip getting to choose whether to strike the first name or the second name.
Names will be struck until the hearing officer is selected.
3. The hearing officer shall submit an advisory decision setting forth findings,
conclusions, and recommendations to the City Council.
C. Hearings
1. The hearing shall commence no more than ninety (90) calendar days from the
date the hearing officer is selected provided that the parties may agree to a
longer period to commence the hearing.
2. All disciplinary hearings shall be closed to the public unless the affected
employee requests that the hearing be open to the public.
3. 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 rule, which might make 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 objection 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 and criminal 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 and exclusion of evidence.
4. Each party shall have these rights: to be represented by legal counsel or
other person of their choice; to call and examine witnesses; to introduce
evidence; to cross-examine opposing witnesses; to impeach any witness
regardless of which party first called the witness to testify; and to rebut the
evidence against them. If the employee appealing the discipline does not
testify on their own behalf, they may be called and examined as if under cross-
24
Resolution No. 24967
Page 63
examination. Oral evidence shall be taken only on oath or affirmation. A court
reporter will be engaged to record the hearing. The cost of the reporter will be
split between the City and the Association.
5. The hearing shall proceed in the following order, unless the hearing otherwise
directs:
a. Opening statements shall be permitted with the City proceeding first.
b. The City shall proceed first in the hearing. If witnesses are called, the
opposing party shall have the right to cross-examine the witnesses on any
matter relevant to the issues, even though that matter was not covered on
direct examination.
c. The parties may then, in order, respectively offer rebutting evidence only,
unless the hearing officer for good reason permits them to offer evidence
upon their original case.
d. Closing arguments and written briefs shall be permitted.
e. The hearing officer shall determine the relevancy, weight, and credibility of
testimony and evidence. The hearing officer shall base 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, for good cause, otherwise directs. The hearing officer, prior
to or during a hearing, may grant a continuance for any reason believed to
be important to reaching a fair and proper decision.
f. The hearing officer may recommend sustaining, rejecting or modifying the
disciplinary action.
6. The hearing officer's findings, conclusion and recommendations shall be filed
with the Director of Human Resources, who will forward them to the City
Manager who then forward to the City Council. The City Council, in its sole
discretion, may hear limited oral arguments and/or request written statements
from either party on the hearing officer's advisory decision. The City Council
shall inform the employee appealing the discipline of its decision regarding the
appeal within sixty (60) calendar days of the receipt of the hearing officer's
report. However, the City Council may extend the time to issue its decision
beyond the sixty (60) calendar day period if it believes it is necessary. The
decision of the City Council regarding the appeal shall be the final step in the
administrative appeal process. However, any disciplinary action is deemed
final as of the effective date. Copies of the City Council's decision, including the
hearing officer's report shall be filed where appropriate, including the member's
personnel file. The City Council's decision is subject to review by a superior
court pursuant to Code of Civil Procedure Section 1094.6.
25
Resolution No. 24967
Page 64
7. Subpoenas and subpoenas duces tecum pertaining to the hearing shall be
issued at the request of either party, not less than ten (10) calendar days prior
to the commencement of the hearing; after commencement, subpoenas shall
be issued only at the discretion of the hearing officer.
8. The time limits specified at any step in this procedure may be extended or
reduced by written agreement of the employee or representative and the
representative for the City.
9. Member or their representative and the representative for the City.
ARTICLE 31, WAIVER OF FURTHER BARGAINING
The terms agreed upon by the MOU shall take effect at the time specified herein upon
approval by Resolution of the City Council of the City of Palm Springs and shall remain in
full force and effect until midnight, June 30, 2023.
W
Resolution No. 24967
Page 65
APPENDIX A — DRUG AND ALCOHOL POLICY
The parties have a vital mutual interest in maintaining safe, healthful and efficient
working conditions. Being under the influence of a drug or alcohol on the job may pose
serious safety and health risks not only to the user but also to co-workers and the
citizens of Palm Springs. The possession, use or sale of an illegal drug, marijuana or
of alcohol on the job also poses unacceptable risks for safe, healthful and efficient
operations. "On the job" means while on City premises, at work locations, or while on
duty or being compensated on standby.
MAPS, City, and Unit members recognize that their future is dependent on the physical and
psychological well-being of all employees. MAPS, City, and Unit members mutually
acknowledge that a drug and alcohol -free work environment benefits employees and
citizens and members agree to comply with this policy at such time as a mutually agreed
upon employee assistance program is in place.
The purpose of this Policy is to define the City's drug and alcohol policy as well as the
possible consequences of a policy violation.
Section 1
Possession, sale, use or being under the influence of drugs or alcohol while on the job is
strictly prohibited.
Section 2
When reasonable suspicion exists, the City may require a Unit member to submit to a
substance screening. The employee will be given the option to select a blood test or
urinalysis.
Reasonable suspicion is cause based upon objective facts sufficient to lead a reasonably
prudent supervisor to suspect that an employee is under the influence of drugs or alcohol
so that the employee's ability to perform the functions of the job is impaired or so that the
employee's ability to perform the job safely is reduced.
Section 3
Any manager or supervisor requesting that a Unit member submit to a substance screening
shall document in writing the facts constituting reasonable suspicion and shall give the
employee a copy. This report must advise the Unit member of the right to representation.
Such member shall be given an opportunity to provide additional facts. A Unit member who
is then ordered to submit to a substance abuse screening may request to be represented.
Because time is of the essence in drug screening, a representative must be available within
a reasonable time or the employee will then be ordered to submit to a substance screening.
Any employee who refuses to submit to a substance screening may be considered
insubordinate and shall be subject to disciplinary action up to and including termination.
Section 4
The supervisor, or designee, shall transport the suspected Unit member to the testing
facility. Testing shall occur on City time and be paid for by the City. The facility used for
27
Resolution No. 24967
Page 66
testing shall be certified by the National Institute of Drug Abuse and comply with established
guidelines for "chain of custody" to insure that identity and integrity of the sample is
preserved throughout the collecting, shipping, testing and storage process.
Section 5
Any positive test for alcohol or drugs will be confirmed by a scientifically sound method.
Any Unit member who tests positive on a confirmatory test will be given the opportunity to
discuss the results with a physician to be designated by City. The employee should be
prepared at that time to show proof of any valid medical prescription for any detected
substance or to otherwise explain, if they so choose, a positive test result.
Section 6
While use of medically prescribed medications and drugs is not per se a violation of this
policy, this policy shall establish that no employee shall operate a City vehicle or dangerous
machinery or equipment while taking any kind of medication or drugs which are clearly
marked that they may cause significant drowsiness or impair a Unit member's
performance. Such member shall notify the member's supervisor, before beginning work,
when taking such medications or drugs. In the event there is a question regarding such
member's ability to safely and effectively perform assigned duties while using such
medications or drugs, clearance from a physician designated by the City may be required.
The City reserves the right to send such member home on Annual Leave under these
circumstances.
Section 7
Unit members with substance abuse problems are encouraged to participate voluntarily in
the City -sponsored Employee Assistance Program (EAP). Assistance through the EAP
may be sought by a member with complete confidentiality and without adverse
consequences to employment. Unit members should be aware, however, that a request
for assistance through the EAP will not insulate such member from disciplinary action
already contemplated.
Depending upon the facts surrounding the reasonable suspicion determination, positive
test result, and/or other violation of this policy or other City/department rules and
regulations, City will refer such member to the EAP. Such referral shall be made available
to such member as an alternative to disciplinary action. Referral would be subject to
agreement by such member to enroll, participate in and successfully complete rehabilitation
and/or counseling program and other terms and conditions in a "Last Chance Agreement".
28
Resolution No. 24967
Page 67
APPENDIX B — MAPS CLASSIFICATIONS AND FLSA EXEMPTION STATUS
Position
FLSA Exem tion
Account Technician, Senior
Exempt
Administrative
Accountant
Exempt
Professional
Accounting Manager
Exempt
Executive
Accounting Supervisor
Exempt
Executive
Administrative Assistant
Exempt
Administrative
Administrative Coordinator
Exempt
Administrative
Administrative Secretary
Exempt
Administrative
Airport Administration Manager
Exempt
Executive
Airport Operations Manager
Exempt
Executive
Airport Operations Supervisor
Exempt
Executive
Airport Security Coordinator
Exempt
Administrative
Aquatics Supervisor
Non -Exempt
N/A
Assistant Planner
Non -Exempt
N/A
Associate Planner
Non -Exempt
N/A
Audit & Revenue Supervisor
Exempt
Executive
Auditor
Exempt
Professional
Budget Analyst
Exempt
Administrative
Building Inspector Supervisor
Exempt
Executive
Central Business District Administrator
Exempt
Administrative
Chief Deputy City Clerk
Exempt
Executive
Civil Engineer, Associate
Exempt
Professional
Civil Engineer, Senior
Exempt
Professional
Code Compliance Supervisor
Non -Exempt
NA
Community Center Manager
Exempt
Executive
Community Development Administrator
Exempt
Administrative
Deputy City Clerk
Non -Exempt
N/A
Deputy Director of Aviation - Marketing
Exempt
Professional
Dispatcher Supervisor
Non -Exempt
N/A
Emergency Management Coordinator
Exempt
Administrative
Engineering Assistant
Non Exempt
N/A
Engineering Assistant, Senior
Exempt
Administrative
Engineering Associate
Exempt
Professional
Fire Marshal
Exempt
Executive
Fleet Maintenance Manager
Exempt
Executive
GIS Analyst
Exempt
Professional
Housing Services Administrator
Exempt
Administrative
Human Resources Specialist
Exempt
Administrative
Human Resources Specialist, Senior
Exempt
Administrative
Information Technology Analyst
Exempt
Computer
Information Technology Network Engineer
Exempt
Computer
Librarian
Exempt
Professional
Library & Public Services Manager
Exempt
Executive
Library Operations & Collections Manager
Exempt
Executive
Maintenance Superintendent
Exempt
Executive
Maintenance Supervisor
Exempt
Executive
Network Administrator
Exempt
Computer
Occupational Health & Safety Specialist
Exempt
Administrative
Payroll Coordinator
Exempt
Administrative
Police Services Supervisor
Non -Exempt
N/A
29
Resolution No. 24967
Page 68
Principal Engineer
Exempt
Executive
Principal Planner
Exempt
Professional
Procurement & Contracting Manager
Exempt
Executive
Procurement Specialist I
Exempt
Administrative
Procurement Specialist II
Exempt
Administrative
Public Works Inspector, Senior
Non Exempt
N/A
Recreation Supervisor
Non -Exempt
N/A
Redevelopment Coordinator
Exempt
Administrative
Special Events Manager
Exempt
Administrative
Street Maintenance Manager
Exempt
Executive
30
Resolution No. 24967
Page 69
MANAGEMENT ASSOCIATION OF PALM SPRINGS REPRESENTATIVE
Date:
M
MAPS President Signature
MAPS Vice President Signature
CITY OF PALM SPRINGS
Date:
By: By:
City Manager
Attest:
By: By:
City Clerk
Approved to form:
In
City Attorney
Labor Attorney
Director of Human Resources
Council Approval:
31