HomeMy WebLinkAbout24558 RESOLUTION NO. 24558
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
PALM SPRINGS APPROVING A MEMORANDUM OF
UNDERSTANDING RELATIVE TO WAGES, HOURS, AND
OTHER TERMS AND CONDITIONS OF EMPLOYMENT
FOR EMPLOYEES IN THE SERVICE EMPLOYEES
INTERNATIONAL UNION LOCAL 721 FOR THE PERIOD
JULY 1, 2018 THROUGH JUNE 30, 2021, SUBJECT TO
ASSOCIATION EXECUTING THE MEMORANDUM OF
UNDERSTANDING. A5440.
WHEREAS, Resolution 16438 designates the City Manager (acting personally
or through a delegee) as the Municipal Employee Relations Representative (MERR)
who shall be the City's principal representative on all matters of employer-employee
relations, 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, through its Municipal Employee Relations Representative,
has met and conferred in good faith on wages, hours, terms, and other conditions of
employment with the Service Employees International Union Local 721 (SEIU); and
WHEREAS, as a result of such good faith negotiations, the MERR and SEIU
have reached agreement on the terms and conditions of a Memorandum of
Understanding (MOU) governing employees of the City of Palm Springs within such
Union; and
WHEREAS, SEIU and the MERR jointly recommend adoption of such MOU by
the City Council.
THE CITY COUNCIL OF THE CITY OF PALM SPRINGS DOES HEREBY
RESOLVE AS FOLLOWS:
SECTION 1 . That the Memorandum of Understanding between SEIU and
MERR, for the period July 1, 2018 through June 30, 2021 , on file with the City Clerk
and incorporated herein by this reference, is hereby approved upon execution of said
Memorandum of Understanding.
SECTION 2. Authorize the City Manager to execute documents necessary to
effectuate the above actions in a form acceptable to the City Attorney, including the
allocation and compensation plans, related agreements, contracts, and any non-
substantial MOU language or reorganization.
Resolution No. 24558
Page 2
ADOPTED THIS 6T" DAY OF FEBRUARY 2019.
z �r
David H. Ready, Esq., P .
City Manager
ATTEST:
AV"
ony J. M jla, C
City Clerk
CERTIFICATION
STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE ) ss.
CITY OF PALM SPRINGS )
I, ANTHONY MEJIA, City Clerk of the City of Palm Springs, hereby certify that
Resolution No. 24558 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 this 6'^ day of February 2019,
by the following vote:
AYES: Councilmembers Holstege, Middleton, Roberts, Mayor Pro Tern Kors, and
Mayor Moon
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 ' asr day of toorfn 2 c icl
ow"
A ony Mejia City C
City of Palm rings, California
PALM SPRINGS CHAPTER
SEW LOCAL 721
C' 4FORNP
MEMORANDUM OF
UNDERSTANDING
JULY 15 2018 - JUNE 30, 2021
The Palm Springs Chapter SEIU Local 721
Memorandum of Understanding
July 1, 2018 -June 30, 2021
GENERALPROVISIONS.......................................................................................................... 1
ARTICLE 1, TERM ............................................................................................................. 1
ARTICLE 2, RECOGNITION............................................................................................... 1
ARTICLE 3, FEDERAL AND STATE LAWS ....................................................................... 1
ARTICLE 4, MAINTENANCE OF BENEFITS...................................................................... 1
COMPENSATION/OTHER PAY................................................................................................ 2
ARTICLE 5, SALARIES........................................................ ........................................... 2
ARTICLE 6, SALARY ADVANCEMENT ELIGIBILITY......................................................... 2
ARTICLE 7, OVERTIME AND COMPENSATORY TIME .................................................... 2
ARTICLE 8, ACTING OUT OF CLASSIFICATION.............................................................. 4
ARTICLE 9, STANDBY, CALL BACK AND TRAINING PAY............................................... 4
ARTICLE 10, ADDITIONAL PAYS...................................................................................... 4
ARTICLE 11, SUPPLEMENTAL INDUSTRIAL DISABILITY COMPENSATION.................. 6
ARTICLE 12, UNIFORM ALLOWANCE.............................................................................. 6
ARTICLE 13, TOOL REIMBURSEMENT............................................................................ 6
ARTICLE 14, MILEAGE REIMBURSEMENT...................................................................... 7
BENEFITS................................................................................................................................. 8
ARTICLE 15, HEALTH AND WELFARE............................................................................. 8
ARTICLE 16, HEALTH INSURANCE FOR RETIREES....................................................... 9
ARTICLE 17, RETIREMENT..............................................................................................11
ARTICLE 18, EDUCATIONAL REIMBURSEMENT ...........................................................12
ARTICLE 19, SAFETY SHOES .........................................................................................12
WORKHOURS/LEAVE............................................................................................................13
ARTICLE 20, HOURS OF WORK, NORMAL WORK WEEK,AND SHIFT DIFFERENTIAL ....13
ARTICLE 21, ATTENDANCE AND LEAVE........................................................................13
ARTICLE22, HOLIDAYS...................................................................................................15
ARTICLE 23, BEREAVEMENT LEAVE .............................................................................16
EMPLOYER/EMPLOYEE RELATIONS....................................................................................17
ARTICLE 24, REASONABLE DRESS POLICIES..............................................................17
ARTICLE 25, CELLULAR PHONE POLICY.......................................................................17
ARTICLE 26, COMMERCIAL LICENSE REQUIREMENT .................................................17
ARTICLE 27, CHANGE OF PAY PERIOD ENDING DATE................................................17
ARTICLE 28, UNION RIGHTS AND RESPONSIBILITIES.................................................17
ARTICLE 29, QUARTERLY MEETINGS............................................................................19
ARTICLE 30, GRIEVANCE PROCEDURE ........................................................................19
ARTICLE 31, DISCIPLINARY APPEALS PROCESS.........................................................21
ARTICLE 32, NO STRIKES,WORK STOPPAGES OR LOCKOUTS..................................23
ARTICLE 33, CONTINUANCE OF MEMBERSHIP............................................................23
APPENDIX A- DRUG AND ALCOHOL POLICY...............................................................24
MEMORANDUM OF UNDERSTANDING BETWEEN
THE MUNICIPAL EMPLOYEE RELATIONS
REPRESENTATIVE AND THE SERVICE EMPLOYEES
INTERNATIONAL UNION LOCAL 721
JULY 1, 2018 - JUNE 30, 2021
GENERAL PROVISIONS
ARTICLE 1, TERM
UNION and MERR agree as follows:
This MOU shall be for the period commencing July 1, 2018 and terminating at midnight, June 30,
2021; provided, however, that specific sections of this MOU may have later effective dates as
specified herein.
ARTICLE 2, RECOGNITION
This Memorandum of Understanding ("MOU") is entered into with reference to the following facts:
A. The Palm Springs chapter of the Service Employees International Union Local 721 CTW,
CLC (hereinafter called "Union") is the recognized employee organization for members it
represents employed by the City within the General Unit (herein called "Unit") as defined
in Resolution 16438 (Employer-Employee Relations Resolution), as amended by
Resolution 17793.
B. The Palm Springs chapter of Union and the Municipal Employee Relations Representative
(hereinafter called "MERR") have met and conferred in good faith on wages, hours, and
other terms and conditions of employment for the employees represented by Union in the
Unit and have reached agreements which are set forth in this Memorandum of
Understanding (hereinafter called "MOU").
ARTICLE 3, 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 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 4, MAINTENANCE OF BENEFITS
The status of all existing benefits and conditions of employment now enjoyed by the employees
in the Unit represented by Union shall not be deemed to be affected by this MOU, except as
specifically modified by provisions hereof or by actions taken in the implementation hereof.
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COMPENSATION/OTHER PAY
ARTICLE 5, SALARIES
Effective October 7, 2018, members of the Unit shall receive a two and fifty one one-hundredths
percent (2.51%) salary increase.
Effective the pay period which includes July 1, 2019, members of the Unit shall receive a two and
one half percent (2.5%) salary increase.
Effective the pay period which includes July 1, 2020, members of the Unit shall receive a two and
one half percent (2.5%) salary increase.
For each classification represented by the Association, there is one range on the salary schedule.
ARTICLE 6, SALARY ADVANCEMENT ELIGIBILITY
Employees shall be advanced one-step on the salary schedule effective on each employee's
anniversary date, provided the employee'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 employee reaches the top step of the range. Any unpaid leave of absence in excess of
twenty (20) consecutive days will extend an employee's anniversary date by the length of such
leave.
ARTICLE 7, OVERTIME AND COMPENSATORY TIME
7.1 Overtime
Employees shall not work overtime unless authorized in advance to do so by the department
head, or appropriate authorized supervisor.
Employees are eligible to receive overtime pay or bank compensatory time at the discretion of the
Department Head or appropriate designee. Employees who work overtime may advise their
Department Head whether their preference is to receive pay or compensatory time, but the
Department Head has the ultimate discretion to make that decision. However, Department Heads
must exercise that discretion in manner that does not preclude the accrual of compensatory time
off.
Employees wishing to use their accrued compensatory time off shall provide the City with
reasonable notice. A request to use compensatory time off without reasonable notice may still
be granted within the discretion of the supervisor or manager responsible for considering the
request.
Employees shall be compensated for overtime worked at a rate of 50% above the employee's
rate of pay for the work performed in excess of forty (40) hours per workweek. Paid leave counts
as hours worked for purposes of calculating eligibility for overtime.
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7.2 Compensatory Time
No General Unit employee shall accumulate compensatory time in excess of one hundred (100)
hours. An employee who has accumulated the maximum amount of compensatory time shall not
be eligible to bank compensatory time until the accumulation has been reduced to less than the
maximum accumulation of one hundred (100) hours, and shall be paid out in the current pay
period for overtime hours worked.
Unit employees must request to use their compensatory time just like they would request to use
general leave. Approval of compensatory time off shall not be unreasonably withheld.
7.3 Overtime for Operations Specialists at the Palm Springs Airport
This Article applies only to the classification of Operations Specialists working at the Palm Springs
Airport. Should assigning overtime become necessary (as determined by a supervisor or
manager) as a result of an employee in the classification requesting to use leave (e.g., vacation)
or because the employee calls in as unable to work the shift (e.g., because they are sick) the
following should apply:
If an employee requests to use leave in advance (with notification of seven (7) days or greater)
and the manager or supervisor determines that the shift would need to be backfilled, other
Operations Specialists will have the opportunity to sign up for the shift on an overtime basis and
the most senior of those who sign up for the shift (assuming that based on the determination of
the manager or supervisor based on all of the facts and circumstances would not cause the
employee to be too fatigued). If no Operations Specialist signs up for the shift, a supervisor, at
the Operations Manager's discretion, may sign up for the shift. If no Operations Specialist or
supervisor signs up for the shift, the request for leave will be denied.
Attempts to fill a shift when an Operations Specialist calls off will be conducted in the following
order by the supervisor:
A. If an employee in the classification of Operations Specialist calls off(e.g., with less than
seven (7) days advance notification, calls in sick or is called for jury duty) and the
manager or supervisor determines that the shift would need to be backfilled as time
permits, an attempt will be made to fill the shift by placing phone calls to the off-duty
Operations Specialists in the order of the greatest seniority to determine if they are able
to work.
B. Additionally, supervisors may work this shift to ensure that adequate coverage for the shift
is provided.
C. If said phone calls do not cause the shift to be covered and the supervisor cannot cover said
shift, the shift will be offered to the Operations Specialists who were working the shift which
preceded the shift for which the employee is calling off. If such an offer does not cover the
shift, the City retains the right to direct the employee on the current or off-going shift to stay
and cover the shift. In addition, depending on when the City is notified that the employee who
is supposed to work the shift will not be coming to work, the City may contact employees on
the oncoming shift to come to work early to reduce fatigue on others and potentially split the
shift.
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ARTICLE 8, ACTING OUT OF CLASSIFICATION
On the third consecutive day 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 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 on the third 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 9, STANDBY, CALL BACK AND TRAINING PAY
9.1 Standby Pay
Whenever a Unit employee is scheduled by the department for standby duty the employee shall be
paid for two (2) hours per day for standby at the employee's regular hourly rate, not subject to
overtime premium. If called back to work while on standby, there is no compensation for travel.
Dispatchers who are under subpoena during non-working hours shall be paid for actual court time
with a minimum of four (4) hours pay for each day's appearance at the rate of time and one-half.
9.2 Call Back Pay
A Unit employee called back to work while not on standby shall be paid both travel time (actual
travel time up to a maximum of one hour) and a minimum of two (2) hours per incident, (from
when the employee arrives at the work location)at one and one-half(1 1/2)times such employee's
regular hourly rate.
9.3 Training Pay
City shall provide 5% Training Pay to anyone required to train new employees or an employee in
a new assignment. An employee shall not receive training pay unless they are specifically asked
by their supervisor to train another employee. The Union acknowledges and agrees that
employees may ask their colleagues questions about performing theirjob and that does not entitle
the employee to training pay and Unit members will not hold back from helping their colleagues
with questions. Such training pay is for actual time spent training other employees. Training pay
can only be provided in increments of ten (10) hours or equivalent to one full-day of work where
the employee has been assigned to train. Assistance provided to employees does not entitle the
employee to training pay.
Training pay will be noted on the employee's time card under "special pay" and may require a
"Personnel Action Form" to be submitted, at the discretion of the City. The Supervisor/Manager
of the department is responsible for approving the training pay for the Unit Employee. The Unit
employee shall not be paid training pay unless authorized in advance to do so by the department
head, or appropriate authorized manager/supervisor.
ARTICLE 10, ADDITIONAL PAYS
To the extent permitted by Title 2 CCR Sections 571 and 571.1 any pays in this Article will be
reported to CalPERS as special compensation.
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10.1 Educational Incentive Pay
Unit members will be eligible to receive an additional five percent (5%) Educational Incentive Pay
for a Master's Degree from a college or university recognized as accredited by either the Council
for Higher Education Accreditation ("CHEA") or the U.S. Department of Education ("USDE").
10.2 Certification Pav
The City agrees to provide two and one half percent (2.5%) certification pay for the following:
Certification Pay
Building Inspectors Intl Code Council (ICC) Building Inspector
Code Compliance Officers CACEO
Code Compliance Officers Intl Code Council (ICC) Property Maintenance & Housing
Dispatcher Supervisor Agency CLETS Coordinator— Maximum of one employee
who is designated by City is entitled to this pay
Fleet Maintenance Technician III & IV California Fire Mechanic
Parts Specialist II Compressed National Gas (CNG)
Permit Center Technicians Intl Code Council (ICC) related to position
Plans Examiners Intl Code Council (ICC) related to position
Public Work Inspectors American Construction Inspection Association (ACIA)
related to position
10.3 Notary Pav
Unit employees selected at the City Manager's discretion who have obtained and maintained the
California Public Notary Commission through the California Secretary of State shall be entitled to
premium pay of an additional five percent (5%) over their regular base salary for their services.
Any employees hired after City Council approval of this MOU (2018-21) shall receive one hundred
dollars ($100) per month for Notary Pay.
10.4 Bilingual Pay
Unit employees shall be entitled to premium pay of five percent(5%)over their regular base salary
for their services as bilingual employees. In order to be eligible for such premium pay, an
employee must pass an examination as determined by the City demonstrating fluency in reading
and speaking the desired second language. The City Manager shall determine the language
needs, as well as the number of employees eligible. Any employees hired after City Council
approval of this MOU (2018-21) shall receive two hundred and fifty dollars ($250) per month for any
employees who become eligible for bilingual pay.
Sign language is included in the list of recognized languages.
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ARTICLE 11, SUPPLEMENTAL INDUSTRIAL DISABILITY COMPENSATION
Union agrees that the City will pay the difference between benefits received from the Workers'
Compensation Act and full pay (base pay) not to exceed 90 working days. When Supplemental
City Industrial Disability Compensation (SCIDC) ends, the employee may make a request in
writing to the Payroll Office for leave time to be used to supplement the difference between the
benefits received under Workers' Compensation Act and their regular pay.
Per Personnel Rule 6.8.5, whenever an employee is disabled temporarily and is entitled to receive
temporary disability indemnity benefit payments provided under the Workers' Compensation Act,
the employee shall receive SCIDC sufficient to pay to the employee a combined total amount
equal to regular base pay for the period of temporary disability, but not to exceed a total period of
ninety (90) working days for any one injury or all combined injuries within one calendar year. If
an employee in this situation goes on a vacation while receiving SCIDC, the employee must use
vacation leave and SCIDC will stop during the vacation. The SCIDC will continue upon the
employee's return from vacation.
ARTICLE 12, UNIFORM ALLOWANCE
City agrees to pay a monthly uniform allowance to each incumbent in the Unit job classifications
listed below, in the amounts indicated, as a reimbursement for expenses incurred for acquisition
and maintenance of uniforms as follows:
Uniform Allowance
Animal Control Officer $85.00 Police Records Technician $85.00
Building Inspector $30.00 Police Services Officer $85.00
Code Compliance Officer $30.00 Airport Operations Specialist $30.00
Community Services Officer $85.00 Police Services Supervisor $85.00
Crime Scene Technician $30.00 Property Technician $30.00
Jail Transport Officers $85.00 Rangemaster $30.00
Plans Examiner II $30.00
The City shall (each fiscal year) provide all Code Compliance Officers, Building Inspectors, and
Plans Examiner II's with ten (10) shirts which shall constitute the required uniform during working
hours.
ARTICLE 13, TOOL REIMBURSEMENT
Effective January 1, 2019, City agrees to reimburse employees for tools purchased to perform
their job for employees in the Fleet Operations Division, the Facilities Maintenance Division,
Maintenance Mechanics assigned to the Parks and Airport Maintenance Technicians. Employees
must provide receipts for the purchased tools which must be related to the performance of their
job. Employees in the Fleet Operations Division, the Facilities Maintenance Division, and
Maintenance Mechanics assigned to the Parks may receive reimbursement up to fifteen hundred
($1,500) per calendar year. Receipts for tool reimbursement must be submitted within the
calendar year in which the tools are purchased. The reimbursement will be made through each
employee's department accounts payable.
6
Notwithstanding the paragraph above, Airport Maintenance Technicians will receive
reimbursement (upon submission of receipts) for tool allowance as follows: from the date of City
Council approval of this MOU to June 30, 2019 - $750; for fiscal year July 1, 2019 — June 30,
2020 - $1,000; and starting the fiscal year beginning on July 1, 2020 — June 30, 2021 and
thereafter, $1,500.
ARTICLE 14, MILEAGE REIMBURSEMENT
Union and City agree that employees in the Unit shall receive mileage reimbursement in
accordance with existing City policy, at the prevailing IRS rate.
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BENEFITS
ARTICLE 15, HEALTH AND WELFARE
15.1 Health Care Benefit— Medical. Dental and Vision
The City contracts with the California Public Employees' Retirement System (CaIPERS) for the
provision of medical insurance in accordance with the provisions of the Public Employees' Medical
and Hospital Care Act (PEHMCA) per California Government Code section 22750 et seq. The
medical care benefit which will be provided through a cafeteria plan in accordance with IRS Code
section 125 and will include dental insurance and vision insurance as has been provided in the
past.
15.2 City Health Care Benefit Contribution
The parties have agreed to a maximum City contribution for Single Party, Two-Party, and Family
coverage for the combined benefits of health, dental, and vision insurance as follows:
For 2018 the Health Care Benefit Amount will as shown in the table below:
Category Maximum Contribution'
Unit Member Only $747/month
Unit Member + 1 $1,474/month
Family $1985/month
The City will modify the employer contribution by a percentage (up to a maximum of five percent
(5%)) for each benefit (medical, dental and vision)at each tier—single, two-party and family. Under
no circumstances, can the City contribution received increase for each benefit by more than five
percent (5%). For medical insurance the modification will be determined by evaluating the average
of the modifications (increases or decreases) for all employee enrolled plans provided by CaIPERS
in the prior calendar year. Thus, if CaIPERS adds a new Plan (or deletes a Plan so that it is not
offered in the following year, or no one is enrolled) it will not be considered in the modification for
medical insurance in the calendar year it is added or deleted. The amount provided by the City for
medical insurance provided through CaIPERS includes the CaIPERS statutory minimum, which, for
2018, is $133 and for subsequent years is still undetermined.
For dental and vision insurance, the modification will be determined in the same manner as the
medical plans by the modification (increase or decrease) to the currently provided dental and
vision insurance. The amounts for dental and vision insurance cannot increase by more than five
percent (5%) for each regardless of whether these benefits increase in cost by more than five
percent(5%). For dental and vision Insurance, the plans may change during the term of the MOU,
but the benefits will be equivalent if they do.
15.2.1 Employees Who Opt Out of the Health Care Benefit Contribution Or Who Choose a Plan
Which Does Not Reouire The City To Make the Maximum Contribution
Employees 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)
shall receive one hundred and fifty dollars ($150) (as taxable wages) per pay period (24 pay
8
periods per year). 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
Care Act) through another source (other than coverage in the individual market, whether or not
obtained through Covered California).
In the event an employee selects a health, dental and/or vision plan which in total does not require
the City to make a maximum total contribution, the employee shall receive the remainder of the
City total contribution (up to the maximum of$100 (as taxable wages) per pay period). In no event
shall a positive balance exceed $100 per pay period or two hundred dollars per month (24 pay
periods per year).
15.2.2 Domestic Partner Coverage
The City will follow the CalPERS domestic partner requirements. Domestic partners will only be
eligible for coverage as a dependent on the unit member's health insurance if the employee and
their domestic partner officially registered their domestic partnership with the State of California
in accordance with California Family Code section 297 et seq.
15.3 Life Insurance and Accidental Death and Dismemberment Insurance
The City agrees to provide term life insurance coverage of Fifty Thousand Dollars ($50,000) for
each represented employee in the Unit. The City also agrees to provide Fifty Thousand Dollars
$50,000 accidental death and dismemberment (AD&D) coverage for each represented employee
in the Unit.
15.4 Short Term Disabilitv
Unit members are required to enroll in the short-term disability insurance plan and pay for the
benefit by making premium payments through a payroll deduction. There is a fourteen (14) day
waiting period for the benefit.
15.5 Long Term Disability
The City agrees to provide long term disability insurance coverage through any carrier of its choice
as long as coverage remains the same or greater. If the City changes carriers it will let the Union
know and the Union has the right to negotiate over any identified effects of the decision.
ARTICLE 16, HEALTH INSURANCE FOR RETIREES
16.1 Retiree Health Insurance Benefits
Retiree medical insurance is provided through CalPERS pursuant to PEMHCA.
Since the City had (prior to 2015) two tiers (including two levels within Tier 1) for the provision of
retiree medical insurance, and the parties desire to maintain these tiers and levels the provision
of retiree medical insurance is provided by providing all covered employees and retired annuitants
(i.e., retirees under PEMHCA) an equal benefit (the CaIPERS statutory minimum). In addition,
for employees, (as addressed above in Article 15) the provision of additional money for medical
insurance is provided through a cafeteria plan, which the parties have called the "Health Care
Benefit Plan." For retirees, to address the previously provided tiers and levels, in addition to the
CaIPERS statutory minimum, additional money for retiree medical insurance will be provided
9
pursuant to a Health Reimbursement Account (HRA) which has been established by the City
through a third party vendor who administers the Account. The benefits provided by the HRA are
as follows:
A. Tier I—Level 1 —Retirees Who Retired After July 1, 1999 Who Were First Employed Before
December 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 employee's maximum benefit is tied to the plan chosen by the employee
at the time the employee leaves active service unless the employee 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 an employee chooses a more
costly plan as a retiree, they will have additional out-of-pocket medical expenses.
If an employee 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 Retired After July 1, 1999 Who Were First Employed Before
December 7, 2005 And Who Have At Least 20 Years Of Continuous Service With the City:
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 employee's maximum benefit is tied to
the plan at the time the employee leaves active service unless the employee 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 CaIPERS statutory minimum amount. If an employee chooses
a more costly plan as a retiree, they will have additional out-of-pocket medical expenses.
If an employee 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.
1. Service Credit for Health Insurance For Retirees in Tier 1
Employees 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 employee 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.
C. Tier II — Retirees Who Retired After July 1, 1999 Who Were First Employed Before
December 7, 2005 And Who Have Less than 20 Years Of Continuous Service With the
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City As Well As Any Retiree Who Was First Hired on December 7, 2005 Or Later:
These individuals will not receive any additional contribution through the HRA. They will
receive the CalPERS statutory minimum amount.
D. Tier II — Employees Who Was First Hired on December 7, 2005 Or Later:
In addition to being provided the CalPERS statutory minimum for retiree medical insurance
once retiring, these individuals, while employed, will receive fifty dollars ($50.00) per month
(this amount is increased to $100 effective at the beginning of the first day of the month
following City Council approval of this MOU) 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 CalPERS 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 CaIPERS statutory minimum for all retired annuitants.
ARTICLE 17, RETIREMENT
17.1 Retirement Plan 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).
17.2 Emolovee Contributions to the Retirement System
A. Employees subject to the 2.7% @ 55 Formula:
Employees in the Unit shall pay their eight percent (8%) member contribution.
B. Employees subject to the 2% @ 60 Formula:
Employees subject to this formula pay the entire seven percent (7%) of compensation
earnable towards the required CalPERS member contribution.
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C. Employees subject to the 2% @ 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.
17.3 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 is made on a pre-tax basis.
17.4 Optional Benefits
The City contracts with CalPERS for the following optional benefits:
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
E. Military Reallocation Credit - Government Code section 21024
F. Final Compensation Period One Year - Government Code section 20042 for classic
members
G. 2% Cost of Living Allowance - Government Code section 21329
H. Prior Service - Government Code section 20055
ARTICLE 18, EDUCATIONAL REIMBURSEMENT
No Unit employee 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 19, SAFETY SHOES
The City shall provide safety shoes (with a reimbursement up to $150.00 (plus sales tax) per pair
of shoes) to those positions that meet the general industry standard — (the current ATSM
Standard) to those positions necessitating safety footwear protection. Unit members are to wear
these safety shoes at all times while performing usual and customary duties and failure to do so
shall subject employees to potential disciplinary action. To receive the reimbursement, employees
must demonstrate to their supervisor that the shoes they wish to replace need to be replaced.
Typically, reimbursements are provided once per year, additional requests for reimbursements
must be approved by the department head or designee.
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WORK HOURS/LEAVE
ARTICLE 20, HOURS OF WORK, NORMAL WORK WEEK, AND SHIFT DIFFERENTIAL
All employees in the bargaining unit shall be assigned to work a 4/10 work schedule; four
consecutive work days followed by three consecutive days off. City Hall will remain closed on
Fridays. Pursuant to the Fair Labor Standards Act (FLSA), employees shall have a fixed
workweek that consists of a regular recurring period of 168 consecutive hours (seven 24 hour
periods) which can begin and end on any day of the week and at any time of the day. The
designated workweek for an employee may be changed only if the change is intended to be
permanent and not designed to evade overtime requirements of the FLSA,
20.1 Work Week
The normal work week for full-time employees is forty (40) hours during the seven (7) day FLSA
workweek starting 12:01 a.m. Sunday and ending 12:00 midnight of the following Saturday.
20.2 Shift Differential Pay
All employees regularly scheduled to work a shift which begins after 8:00 p.m. or prior to 5:00
a.m. will receive an additional 5% as shift differential pay. Shift differential applies when an
employee covers for an employee on a scheduled shift which begins after 8:00 p.m. or prior to
5:00 a.m.
20.3 Airport Minimum Staffing
For all shifts at the airport there must be two Operations Specialists on duty at all times. The
approval of advanced requests for leave will take into consideration this minimum staffing
agreement. While requests to use accrued leaves will be accommodated to grant them when the
employee wants to use leave, this minimum staffing agreement must be satisfied to ensure the
safety of the airport.
ARTICLE 21, ATTENDANCE AND LEAVE
21.1 General Leave Definition
General leave is any approved absence with pay from regularly scheduled work for any purpose.
For employees in the Unit, general leave shall substitute for either annual leave or sick leave as
covered under Personnel Rule 6 as amended herein.
21.2 General Leave for Recalled (Re-employed) and Reinstated Unit Employees
Notwithstanding other provisions of these rules, for general leave purposes only, eligible recalled
(re-employed) and reinstated Unit employees shall receive service credit for the most recent leave
commencing with the effective date of such reinstatement or reemployment at the current accrual
rate applicable to the service credit they received.
21.3 General Leave General Provisions
General leave must be approved by the department head. For purposes of computing general
leave usage regularly assigned days off shall not be counted as "working days'. General leave
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shall be paid at the member's straight time hourly rate of pay in effect during the leave program.
Except as allowed by law for sick leave, (see California Labor Code section 246) employees shall
not be eligible to use general leave until after the successful completion of the initial probationary
period. For dispatchers, who have a twelve month probationary period, (except as allowed by law
for sick leave) they shall not be eligible to use General Leave until the completion of 6 months.
21.4 Maximum Accrual and Minimum Use
General leave shall accrue to the credit of an eligible Unit employee up to, but not to exceed, a
maximum accrual of four hundred forty (440) hours. City will expedite leave requests submitted
by Unit employees who are at maximum accrual. Department heads are responsible for planning
work schedules to allow each Unit employee to take at least forty (40) consecutive hours of
General Leave each calendar year if they request. Approval of general leave shall not be
unreasonably withheld.
21.5 Accrual Rates
General leave shall accrue and vest on the basis of the following schedule:
Years Of Service Hours Accrued &Vested For Each
Full Month Worked
0 through 3 12
4 through 7 14
8 through 10 16
11 through 14 18
15 through 17 20
18 and over 20.67
21.6 Notification of Supervisor
Employees are responsible for notifying their supervisor as early as possible prior to the start of
a shift of any unplanned or non pre-approved absence or tardiness. Such notification must be
provided directly to the supervisor or department designee. A text message or email will be
sufficient notification if the department approves that method of communication for use of
unplanned or non pre-approved absence or tardiness. In order to receive compensation while
absent on general leave, the employee must comply with the notification requirements of that
department and complete a leave request form upon return to work.
21.7 General Leave Cash-In
Until December 31, 2019, unit employees shall have the option of converting hours of accrued
and vested general leave into cash on the last pay day in July and on the first pay day of December
of each year. Employees must advise payroll staff of their desire to convert accrued and vested
general leave to cash three weeks prior to these pay days.
Effective for calendar year 2020 and every year thereafter: By December 15 (the first year being
2019) of each year, employees 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
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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 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 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
employee's annual leave 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 leave the employee has
accrued at the time of the cash out.
If an employee 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 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 annual leave balance prior
to January 1, the annual leave used will not result in a reduction in the amount of annual leave
the employee will be eligible to cash out.
21.8 Disposition of Accrued and Vested Leave upon Termination
Upon termination, all unpaid accrued and vested general leave will be paid at the employee's
current salary rate. All unpaid accrued and vested general leave of deceased employees shall be
paid to the estate of said deceased except as otherwise provided by law.
ARTICLE 22, HOLIDAYS
Effective March 1, 2019, all employees shall be entitled to the holiday benefits in this Article. On
that date, the Personnel Rules provision on "Payment in Lieu of Holidays" does not apply to any
employees covered by this MOU.
22.1 Holidays While on General Leave
All full time employees shall receive one hundred ten (110) hours of regular holiday time and ten
(10) hours of floating holiday time annually.
If a recognized holiday for which the employee is eligible falls within an approved leave, the Unit
employee shall be paid for that day as a holiday and the accrual for general leave shall not be
debited for that day.
22.2 President's Day Holiday and Floating Holidays
The parties agree to modify personnel rule 6.4.2 as applicable to this Unit which provides the
holiday schedule for general employees by deleting Lincoln's Birthday and modifying the title of
Washington's Birthday to President's Day.
Unit members earn floating holidays as follows:
A. Each year on January 1 one floating holiday is earned and will accrue a floating holiday
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(based on the number of hours they are assigned relative to a full-time equivalent
assignment.
B. For employees who follow the holiday schedule entitled "observed (employees who work
in the same work group on a Monday through Thursday schedule), holidays occurring on
a Friday (e.g., years when July 4, Christmas or New Year's Day fall on a Friday and every
year for the day after Thanksgiving) 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, unit members (who would be off duty on the Friday) 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 1.0 allocated FTE. For employees
who follow the holiday schedule entitled "calendar', they will continue to receive the holiday
on the actual date of the holiday. All Unit employees following the "calendar' schedule will
be given the option of placing the holiday into either their floating holiday bank, general
leave bank, or choose to receive straight-time pay for that holiday in addition to their over-
time paid for the holiday if they have worked it.
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 his/her 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
which 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 like they would request to use general leave. Approval of floating holiday time off
shall not be unreasonably withheld.
ARTICLE 23, BEREAVEMENT LEAVE
Unit members shall be granted three (3) scheduled work days in the event of a death in the
"immediate family" of an employee, regardless of travel requirements.
23.1 Immediate Family
For purposes of this rule, immediate family shall be defined as any relative by blood or marriage
who is a member of the Unit employee's household, domestic partner or any parent, grandparent,
step-parent, spouse, child, step-child, grandchild, sibling, of the employee, or any parent,
grandparent, step-parent of the employee's spouse regardless of residence.
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EMPLOYER/EMPLOYEE RELATIONS
ARTICLE 24, REASONABLE DRESS POLICIES
The Union agrees that is in both the City's and employees' best interest that employees are
dressed professionally for the particular work they perform. The Union agrees that Department
Heads can develop reasonable professional dress standards which may include a uniform for
each of their departments. However, before any dress policies may be implemented, the City
agrees that it will provide the proposed policy to the Union for its review and input.
24.1 Police Department Beards & Uniform Policies
All Unit employees working in the Police Department who wear a uniform or receive a uniform
allowance cannot wear a beard. Wearing a beard shall subject these employees to potential
disciplinary action.
The Union further agrees that the Uniform Regulations, Specification Section, of the Police
Department Manual shall apply to Unit members to extent that provisions do not conflict with this
MOU or the City's personnel rules.
ARTICLE 26, CELLULAR PHONE POLICY
Union approves institution of Cellular Phone Acquisition and Usage Policy. Any updates to this
policy will be provided to the Union for its consideration and approval.
ARTICLE 26, COMMERCIAL LICENSE REQUIREMENT
Certain positions as identified in the job descriptions for Unit members shall require possession
of a commercial driver's license with a P endorsement. For incumbent employees, they shall
have six (6) months to obtain the required endorsement. Failure to obtain the required
endorsement shall subject the employee to disciplinary action.
ARTICLE 27, CHANGE OF PAY PERIOD ENDING DATE
In the event that all units agree to a change in the pay periods Union agrees to said change,
as long as there is no loss of pay due to a changeover. Union also agrees that should the City
advance any pay, the said amount of advance will be deducted from the employee's last
paycheck.
ARTICLE 28, UNION RIGHTS AND RESPONSIBILITIES
A. Union Stewards
The City will provide a bank of one hundred twenty (120) hours per year to be
allocated by Union among the stewards on the Union's ' Board of Stewards to carry out
stewards' functions under this MOU. A steward who intends to use any part of the hours
bank shall obtain the prior permission of the supervisor and such permission shall not
be unreasonably withheld. The individual steward shall be personally responsible for
notifying the City's Human Resources Department of the use of such hours. The use
of the banked time must be approved by the employee's immediate supervisor and the
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City agrees that the use of the time will not be unreasonably denied. The Union agrees
that it will provide a statement at the City's request at least twice a year regarding the
use of such time. The statement will be provided within one calendar week of the
request.
B. Voluntary Cope Contributions
Union members may voluntarily authorize recurrent contributions to the Union's Committee
on Political Education (COPE) by completing and submitting the deduction information on
a form furnished by the Union. The City will have the contribution deducted from the
employee's paycheck and forward the contribution to the Union.
C. Union Release Time
In addition to the bank of Stewards hours delineated in Article 28(A) above, the City agrees
to provide paid release time to the Union in the event an employee of the City of Palm
Springs is elected to the Union's Executive Board. The Union shall fully reimburse the City
for the costs of the employee and the Union will provide as much advanced notice of
meetings and events as practicable. Typically, the responsibilities include at least one
monthly meeting during working hours. The City retains the discretion to deny this leave
for operational reasons and a denial shall not be grievable. Granting of such leave will not
be unreasonably denied.
D. Union Informational Bulletin Boards
1. Space shall be provided on City bulletin boards at their present locations for Union
posting of notices and bulletins of the following types:
a. Notices of Union recreational, social affairs, and related Union business news;
b. Notices of Union elections and such pertinent campaign material as is appropriate
under Union policy;
c. Notices of Union appointments and results of Union elections;
d. Notices of Union meetings;
e. Union constitution, by-laws, and proposed amendments thereto; and
f. Such other notices as may be mutually agreed upon by the Union and the Director
of Human Resources.
2. The City will provide either space on existing bulletin boards or will provide space to
put up a bulletin in the following facilities: the Airport, City Hall, Demuth Community
Center, James O. Jessie Desert Highland Unity Center; Leisure Center, Library,
Police Department, and City Yard which will be clearly marked as space available for
SEIU, Local 721 or up to a 4 foot by 4 foot board in the area of the existing boards.
The location and size will be mutually agreed upon by the department head and the
Union.
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3. The material posted on a bulletin board is neither official City business nor endorsed by
the City and must not contain anything that would identify it as such. The Union shall
not knowingly post any false or misleading statement. In addition, no obscene or
personal attacks on City management or other persons shall be placed on any bulletin
board. In the event such material is posted, the City representative will so inform the
Union representative, stating the basis for the objection, and such material shall be
removed from the bulletin board immediately.
ARTICLE 29, QUARTERLY MEETINGS
Employees in the unit may attend up to four Union meetings per fiscal year(once a quarter) from
11:30 a.m.-1:30 p.m. which shall include their lunch period. Employees are required to inform
their supervisors of such meetings in advance. Supervisors have discretion to deny attendance
to ensure that work locations are adequately covered if necessary. However, that discretion will
be exercised reasonably.
ARTICLE 30, GRIEVANCE PROCEDURE
30.1 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.
B. A grievance is also a claim by a Unit employee that a letter of reprimand was issued to
them without legitimate cause.
C. Personnel rules 4.3.3 or 7.7 are excluded from the grievance procedure as well as any
other rules as specified and complaints involving harassment shall be handled by a
separate procedure.
D. Release or lay-off of employees during an initial probationary period after hire,
reinstatement, or reemployment is not subject to the grievance procedure.
30.2 Time Limits and Waivers
A. Working Days - For purposes of the Grievance Procedure "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 employee must initiate the grievance within fifteen (15) working days of
the occurrence of the event giving rise to the grievance or within fifteen (15) working 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 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.
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D. Failure to Submit to Next Level- If a Unit 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.
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 employee
and management, which must be confirmed in writing.
30.3 Informal Resolution
A. The responsibility of a Unit employee with a bona fide grievance concerning terms and
conditions of employment is to promptly inform and discuss the grievance with the
department supervisory or designee in order to, in good faith, endeavor to resolve the
matter expeditiously and informally.
B. If such informal discussion does not resolve the grievance to the Unit employee's
satisfaction, such employee may file a formal grievance in accordance with the procedure
set forth in this section.
30.4 Procedure
A. The Unit employee shall provide the grievance in writing, with signature and date, and
submit it to their immediate supervisor within fifteen (15) working days of the initial
commencement of the occurrence being grieved. The supervisor shall further consider and
discuss the grievance with the Unit employee and such employee's designated
representative as deemed appropriate, and shall, within fifteen (15)working 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 Unit employee may further submit the grievance, by presenting a written
request, with date and signature, to the Unit employee's department head within seven (7)
working days of the Unit employee's receipt of the supervisor's response. The department
head may investigate the grievance and may set a meeting with the Unit employee,
employee's designated representative, and other persons as deemed appropriate to
consider the grievance. Within thirty (30) working days of receipt of the grievance by the
department head, the department head shall submit a response to the grievance to the
Unit 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 Unit employee may further submit the grievance, by presenting a written request, with
date and signature to the Human Resources Director, for submission to the Office of the
City Manager, within seven (7) working 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 Unit employee, employee's designated representative, and other persons
as deemed appropriate, to consider the grievance. Within thirty (30) working days of
receipt of the grievance the City Manager or designated representative shall submit a
response to the Unit employee and employee's representative, if applicable. The decision
of the City Manager Office is final and binding.
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D. This grievance procedure is the sole and exclusive method for alleging a violation,
misinterpretation or misapplication of any provision of this MOU.
ARTICLE 31, DISCIPLINARY APPEALS PROCESS
Effective July 1, 2018, the parties agree that if an employee subject to discipline is entitled to appeal
that discipline per Personnel Rules 14 and 15, the appeal process provided by the Personnel Rules
(the Personnel Board) will no longer apply. Rather, the parties agree that effective July 1, 2018,
discipline which is subject to appeal may be appealed to a hearing officer selected by the parties.
The disciplinary appeals process is as follows:
A. 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, a hearing officer shall hear the appeal.
2. The City and the employee or their 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 their findings,
conclusions, and recommendations to the City Council.
B. Hearings
1. The hearing shall commence no more than ninety (90) days from the date of the filing
of the appeal 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.
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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 him/her
to testify; and to rebut the evidence against him/her. If the employee appealing the
discipline does not testify on her/his own behalf, they may be called and examined as if
under cross-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 paid
for by the City. However, if the employee wants to order a transcript it will be at their cost.
The cost of the hearing officer will be paid for by the City.
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. They shall base their 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 they believe 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 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 their discipline of its decision regarding the appeal
within thirty (30) days of the receipt of the hearing officer's report. However, the City
Council may extend the time to issue its decision beyond the thirty (30) 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 employee'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.
7. Subpoenas and subpoenas duces tecum pertaining to the hearing shall be issued
at the request of either party, not less than ten (10) days prior to the commencement
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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 their representative and the representative
for the City.
ARTICLE 32, NO STRIKES, WORK STOPPAGES OR LOCKOUTS
In consideration of the mutual desire of the parties to promote and ensure harmonious relations,
the City agrees that there shall be no lockout or the equivalent of members of the Union, and the
Union and its members agree that there shall be no strike or other concerted action resulting in
the withholding of service by the members during the term of this MOU. In the event of a work
action by its members, the Union shall direct its members to return to work. It is mutually
understood and agreed that the City has the absolute right to impose discipline and, in that regard,
shall have the right to take disciplinary action, including discharge, against any employee who
participates in any manner in any strike or slowdown, withholding of services, picketing in support
of a strike or other concerted action while scheduled to work.
The curtailing of operations by the City in whole or part for operational or economic reasons shall
not be construed as a lockout. If the City does not have work for an employee due to the nature
of the job (e.g., Cogen employees and those who work at the pool when the pool is closed) such
employees will be assigned to perform other tasks within their abilities and they must perform the
assigned work to be paid.
The provisions of this subsection shall not detract in any way from any restrictions imposed
by law on strikes and other types of work stoppages by public employees.
ARTICLE 33, CONTINUANCE OF MEMBERSHIP
All Unit employees who are members of Union shall continue and maintain their membership in
Union for the duration of this MOU, except that any employee who is or becomes a member of
Union may, during the period of June 16 through June 30, 2018, withdraw their membership in
Union by notifying the City and Union in writing of such withdrawal and that after such withdrawal
said employee will no longer be required to remain a member of Union.
Union agrees to enforce this provision and to indemnify, defend, and hold the City of Palm Springs,
its officer, and MERR harmless from any claims, demands, expenses, losses, liabilities, and/or
damages arising from the operation of this Section. Provided further, however, that the City
reserves the right to file suit in the Superior Court of the State of California for Riverside County
for the purpose of seeking declaratory relief as to whether or not this Section is legal and valid
under the laws of the State of California, and if said Section is declared invalid or unlawful, it shall
be of no force nor effect.
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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 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 an "on call status".
Union, City, and Unit members recognize that their future is dependent on the physical and
psychological well-being of all employees. Union, 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 article is to define the City's drug and alcohol policy as well as the possible
consequences of 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 their 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 their 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 thirty (30) minutes 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 testing shall be
certified by the National Institute of Drug Abuse and comply with established guidelines for"chain
24
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. 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
their 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 sick 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 their
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".
25
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SALARY AND CLASSIFICATION
SCHEDULE
GENERAL UNIT
FY 2018-19
GENERAL UNIT FY 2018-19
Classifications
Position Title Table Range
Account Clerk G 28
Account Clerk 11 G 31
Account Specialist G 35
Account Specialist II G 39
Airport Maintenance Technician, Senior G 43
Airport Operations Aide G 34
Airport Operations Specialist G 44
Airport Operations Specialist 11 G 46
Animal Control Officer G 36
Aquatics Supervisor G 26
Broadcast Assistant G 35
Building Inspector G 45
Building Maintenance Mechanic, Senior G 45
Clerical Assistant G 23
Code Compliance Officer G 41
Co eneration Technician G 41
Cogeneration Technician Senior G 51
Community Service Officer G 36
Crime Analyst G 41
Crime Scene Technician G 44
Dispatcher G 40
Dispatcher Supervisor G 44
Economic Development Program Assistant G 39
Engineering Secretary/Counter Technician G 34
Enaineerina Technician G 42
Executive Services Assistant G 28
Fire Prevention Specialist G 42
Fleet Maintenance Technician I G 35
Fleet Maintenance Technician II G 39
Fleet Maintenance Technician III G 42
Fleet Maintenance Technician 111/Service Writer G 45
Heavy Equipment Operator& Sr Street/Traffic Maint. Worker G 44
Housing Program Assistant G 39
Human Resources Technician G 37
Information Technology Technician G 46
Jail Transport Officer G 31
Library Assistant G 25
Library Assistant, Senior G 29
Library Page G 8
Effective October 7, 2018
GENERAL UNIT FY 2018-19
Classifications
Position Title Table Range
Lifeguard G 20
Lifeguard, Lead G 23
Literacy Coordinator G 29
Maintenance Electrician G 45
Maintenance Electrician (HVAC) G 45
Maintenance Worker, Lead G 38
Maintenance Mechanic I G 35
Maintenance Technician I G 35
Maintenance Technician 11 G 39
Maintenance Worker I G 28
Parts & Office Assistant G 26
Parts Specialist G 30
Permit Center Technician G 43
Planning Technician G 41
Plans Examiner G 47
Plans Examiner 11 G 54
Police Records Technician G 36
Police Services Officer G 30
Police Services Supervisor G 42
Police Trainee G 30
Professional Standards Coordinator G 38
Program Coordinator G 35
PropertV Technician G 37
Public Works Inspector G 46
Ran emaster G 41
Recreation Program Aide G 24
Recreation Program Assistant G 21
Secretary G 29
Secretary, Senior G 33
Street/Traffic Maintenance Lead Worker G 38
Street/Traffic Maintenance Worker G 31
TOTAL CLASSIFICATIONS FOR GENERAL UNIT 70
Effective October 7, 2018
GENERAL UNIT FY 2018-19
Certification Key
Type Premium
ACIA 2.50%
Bilingual 5.00%
CA Fire Mechanic 2.50%
CLETS 2.50%
CNG 2.50%
ICC Certification 2.50%
NICET 2,50%
Nota ry 5.00%
Master's Degree 5.00%
QSP 2.50%
SCACEO 2.50%
The premium pays above of additional compensation are pays which are reportable as special compensation to the extent
allowed by Title 2, Section 571 of the California Code of Regulations; and increase an employee's range on the salary
schedule.
Education or certifications required to meet job requirements are not applicable to receive additional premium pay, unless
otherwise specified by MOU.
Effective October 7,2018
FY 2018-19
CITY OF PALM SPRINGS
GENERAL UNIT SALARY SCHEDULE (G)
2.5% Between Ranges; 5% Between Steps
RANGE WAGE RATE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7
4 Hourly - $ 10.49 $ 11.03 $ 11.57 $ 12.16 $ 12.77 $ 13.43 $ 14.11
Bi-weekly $ 839.54 $ 882.00 $ 925.85 $ 972.92 $ 1,021.38 $ 1,074.00 $ 1,128.92
Monthly $ 1,819 $ 1,911 $ 2,006 $ 2,108 $ 2,213 $ 2,327 $ 2,446
Annual $ 21,828 $ 22,932 $ 24,072 $ 25,296 $ 26,556 $ 27,924 $ 29,352
CJ Hourly $ 10.74 $ 11.27 $ 11,861 $ 12.471 $ 13.111 $ 13.751 $ 14,46
Bi-weekly $ 859.38 $ 901.381 $ 948.461 $ 997.381 $ 1,048.62 $ 1,100.31 $ 1,156.62
Monthly $ 1,862 $ 1,953 $ 2,055 $ 2,161 $ 2,272 $ 2,384 $ 2,506
Annual $ 22,344 $ 23,436 $ 24,660 $ 25,932 $ 27,264 $ 28,608 $ 30,072
6 Hourly $ 11.03 $ 11.57 $ 12.16 $ 12.77 $ 13.43 $ 14.11 $ 14.80
Bi-weekly $ 882.00 $ 925.85 $ 972.92 $ 1,021.38 $ 1,074.00 $ 1,128.92 $ 1,184.31
Monthly $ 1,911 $ 2,006 $ 2,108 $ 2,213 $ 2,327 $ 2,446 $ 2,566
Annual $ 22,932 $ 24,0721 $ 25,296 $ 26,556 $ 27,924 $ 29,352 $ 30,792
7 Hourly $ 11.27 $ 11.86 $ 12.47 $ 13.11 $ 13.75 $ 14.46 $ 15.19
Bi-weekly $ 901.38 $ 948.46 $ 997.38 $ 1,048.62 $ 1,100.31 $ 1,156.62 $ 1,215.23
Monthly $ 1,953 $ 2,055 $ 2,161 $ 2,272 $ 2,384 $ 2,506 $ 2,633
Annual $ 23,436 $ 24,660 $ 25,932 $ 27,264 $ 28,608 $ 30,072 $ 31,596
8 Hourly $ 11.57 $ 12.16 $ 12.77 $ 13.43 $ 14.11 $ 14.80 $ 15.57
Bi-weekly $ 925.85 $ 972.92 $ 1,021.38 $ 1,074.00 $ 1,128.92 $ 1,184.31 $ 1,245.23
Monthly $ 2,006 $ 2,1081 $ 2,213 $ 2,327 $ 2,446 $ 2,566 $ 2,698
Annual $ 24,072 $ 25,2961 $ 26,556 $ 27,924 5 29,352 $ 30,792 $ 32,376
9 Hourly $ 11.86 $ 12.47 $ 13.11 $ 13.75 $ 14.46 $ 15.19 $ 15.95
Bi-weekly $ 948.46 $ 997.38 $ 1,048.62 $ 1,100.31 $ 1,156.62 $ 1,215.23 $ 1,276.15
Monthly $ 2,055 $ 2,161 $ 2,272 $ 2,384 $ 2,506 $ 2,633 $ 2,765
Annual $ 24,660 $ 25,932 $ 27,264 $ 28,608 $ 30,072 $ 31,596 $ 33,180
10 Hourly $ 12.16 $ 12.77 $ 13.43 $ 14.11 $ 14.80 $ 15.57 $ 16.36
Bi-weekly $ 972.92 $ 1,021.38 $ 1,074.00 $ 1,128.92 $ 1,184.31 $ 1,245.23 $ 1,308.46
Monthly $ 2,108 $ 2,213 $ 2,327 $ 2,446 $ 2,566 $ 2,698 $ 2,835
Annual $ 25,296 $ 26,556 $ 27,924 $ 29,352 $ 30,792 $ 32,376 $ 34,020
11 Hourly $ 12.47 $ 13.11 $ 13.75 $ 14.46 $ 15.19 $ 15.95 $ 16.78
Bi-weekly $ 997.38 - $ 1,048.62 $ 1,100.31 $ 1,156.62 $ 1,215.23 $ 1,276.15 $ 1,342.15
Monthly $ 2,161 $ 2,272 $ 2,384 $ 2,506 $ 2,633 $ 2,765 $ 2,908
Annual $ 25,932 $ 27,264 $ 28.608 5 30.072 5 31.596 8 33.180 $ 34,896
12 Hourly $ 12.77 $ 13.43 $ 14.11 $ 14.80 $ 15.57 $ 16.36 $ 17.18
Bi-weekly, $ 1,021.38 $ 1,074.00 $ 1,128.92 $ 1,184.31 $ 1,245.23 $ 1,308.46 $ 1,374.46
Monthly $ 2,213 $ 2,327 $ 2,446 $ 2,566 $ 2,698 $ 2,835 $ 2,978
Annual $ 26,556 $ 27,924 $ 29,352 $ 30,7921 $ 32,376 $ 34,020 8 35,736
Effective October 7,2018
FY 2018-19
CITY OF PALM SPRINGS
GENERAL UNIT SALARY SCHEDULE (G)
2.5% Between Ranges; 5% Between Steps
RANGE WAGE RATE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7
13 Hourly $ 13.11 $ 13.75 $ 14.46 $ 15.19 $ 15.95 $ 16.78 $ 17.61
Bi-weekly $ 1,048.62 $ 1,100.31 $ 1,156.62 $ 1,215.23 $ 1,276.15 $ 1,342.15 $ 1,409.08
Monthly $ 2,272 $ 2,384 $ 2,506 $ 2,633 $ 2,765 $ 2,908 $ 3,053
Annual $ 27,264 $ 28,608 $ 30,072 $ 31,596 $ 33,180 $ 34,896 $ 36,636
14 Hourly $ 13.43 $ 14.11 $ 14.80 $ 15.57 $ 16.36 $ 17.18 $ 18.05
Bi-weekly $ 1,074.00 $ 1,128.92 $ 1,184.31 $ 1,245.23 $ 1,308.46 $ 1,374.46 $ 1,444.15
Monthly $ 2,327 $ 2,446 $ 2,566 $ 2,698 $ 2,835 $ 2,978 $ 3,129
Annual $ 27,924 $ 29,352 $ 30,792 $ 32,376 $ 34.020 $ 35.736 $ 37,548
15 Hourly $ 13.75 $ 14.46 $ 15.19 $ 15.95 $ 16.78 $ 17.61 $ 18.53
Bi-weekly $ 1,100.31 $ 1,156.62 $ 1,215.23 $ 1,276.15 $ 1,342.15 $ 1,409.08 $ 1,482.00
Monthly $ 2,384 $ 2,506 $ 2,633 $ 2,765 $ 2,908 $ 3,053 $ 3,211
Annual $ 28,608 $ 30,072 $ 31,596 $ 33,180 $ 34,896 $ 36,636 $ 38,532
16 Hourly $ 14.11 $ 14.80 $ 15.57 $ 16.36 $ 17.18 $ 18.05 $ 18.98
Bi-weekly $ 1,128.92 $ 1,184.31 $ 1,245.23 $ 1,308.46 $ 1,374.461 $ 1,444.15 $ 1,518.00
Monthly $ 2,446 $ 2,566 $ 2,698 $ 2,835 $ 2,9781 $ 3,129 $ 3,289
Annual $ 29,352 $ 30,792 $ 32,376 $ 34,020 $ 35.7361 $ 37.548 $ 39,468
17 Hourly $ 14.46 $ 15.19 $ 15.95 $ 16.78 $ 17.61 $ 18.53 $ 19.46
Bi-weekly $ 1,156.62 $ 1,215.23 $ 1,276.15 $ 1,342.15 $ 1,409.08 $ 1,482.00 $ 1,556.77
Monthly $ 2,506 $ 2,633 $ 2,765 $ 2,908 $ 3,053 $ 3,211 $ 3,373
Annual $ 30,072 $ 31,596 $ 33,180 $ 34,896 5 36.636 $ 38.532 $ 40,476
18 Hourly $ 14.80 $ 15.57 $ 16.36 $ 17.18 $ 18.05 $ 18.98 $ 19.94
Bi-weekly $ 1,184.31 $ 1,245.23 $ 1,308.46 $ 1,374.46 $ 1,444.15 $ 1,518.00 $ 1,595.54
Monthly $ 2,566 $ 2,698 $ 2,835 $ 2,978 $ 3,129 $ 3,289 $ 3,457
Annual $ 30,792 $ 32,376 $ 34,020 $ 35,736 $ 37,548 $ 39,468 $ 41,484
19 Hourly $ 15.19 $ 15.95 $ 16.78 $ 17.61 $ 18.53 $ 19.46 $ 20.43
Bi-weekly $ 1,215.23 $ 1,276.15 $ 1,342.15 $ 1,409.08 $ 1,482.00 $ 1,556.77 $ 1,634.77
Monthly $ 2,633 $ 2,765 $ 2,908 $ 3,053 $ 3,211 $ 3,373 $ 3,542
Annual $ 31,596 $ 33,180 $ 34,896 $ 36,636 $ 38,532 $ 40,476 $ 42,504
20 Hourly $ 15.57 $ 16.36 $ 17.18 $ 18.05 $ 18,981 $ 19.94 $ 20.95
Bi-weekly $ 1,245.23 $ 1,308.46 $ 1,374.46 $ 1,444.15 $ 1,518.00 $ 1,595.54 $ 1,676.31
Monthly $ 2,698 $ 2,835 $ 2,978 $ 3,129 $ 3,2891 $ 3,457 $ 3,632
Annual $ 32,376 $ 34,020 $ 35,736 $ 37.548 5 39.4681 $ 41.484 $ 43,584
21 Hourly $ 15.95 $ 16.78 $ 17.61 $ 18.53 $ 19.46 $ 20.43 $ 21.48
Bi-weekly $ 1,276.15 $ 1,342.15 $ 1,409.08 $ 1,482.00 $ 1,556.771 $ 1,634.77 $ 1,718.31
Monthly $ 2,765 $ 2,908 $ 3,053 $ 3,211 $ 3,3731 $ 3,542 $ 3,723
Annual $ 33,180 $ 34,896 $ 36.636 $ 38.532 5 40.4761 5 42.504 $ 44,676
Effective October 7,2018
FY 2018-19
CITY OF PALM SPRINGS
GENERAL UNIT SALARY SCHEDULE (G)
2.5% Between Ranges; 5% Between Steps
RANGE WAGE RATE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7
22 Hourly $ 16.36 $ 17.18 $ 18.05 $ 18.98 $ 19.94 $ 20.95 $ 22.00
Bi-weekly $ 1,308.46 $ 1,374.46 $ 1,444.15 $ 1,518.00 $ 1,595.54 $ 1,676.31 $ 1,759.85
Monthly $ 2,835 $ 2,978 $ 3,129 $ 3,289 $ 3,457 $ 3,632 $ 3,813
Annual $ 34,020 $ 35,736 $ 37,548 $ 39,468 $ 41,484 $ 43,594 $ 45,756
23 Hourly $ 16.78 $ 17.61 $ 18.53 $ 19.46 $ 20.43 $ 21.48 $ 22.56
Bi-weekly $ 1,342.15 $ 1,409.08 $ 1,482.00 $ 1,556.77 $ 1,634.77 $ 1,718.31 $ 1,805.08
Monthly $ 2,908 $ 3,053 $ 3,211 $ 3,373 $ 3,542 $ 3,723 $ 3,911
Annual $ 34,896 $ 36,636 $ 38,532 $ 40,476 $ 42,504 $ 44,676 $ 46,932
24 Hourly $ 17.18 $ 18.05 $ 18.98 $ 19.94 $ 20.95 $ 22.00 $ 23.14
Bi-weekly $ 1,374.46 $ 1,444.15 $ 1,518.00 $ 1,595.54 $ 1,676.31 $ 1,759.85 $ 1,851.23
Monthly $ 2,978 $ 3,129 $ 3,289 $ 3,457 $ 3,632 $ 3,813 $ 4,011
Annual $ 35,736 $ 37,548 $ 39,468 $ 41,484 $ 43,584 $ 45,756 $ 48,132
25 Hourly $ 17.61 $ 18.53 $ 19.46 $ 20.43 $ 21.48 $ 22.56 $ 23.70
Bi-weekly $ 1,409.08 $ 1,482.00 $ 1,556.77 $ 1,634.77 $ 1,718.31 $ 1,805.08 $ 1,896.00
Monthly $ 3,053 $ 3,211 $ 3,373 $ 3,542 $ 3,723 $ 3,911 $ 4,108
Annual $ 36,636 $ 38,532 $ 40,476 $ 42.504 $ 44.676 $ 46,932 $ 49,296
26 Hourly $ 18.05 $ 18.98 $ 19.94 $ 20.95 $ 22.00 $ 23.14 $ 24.31
Bi-weekly $ 1,444.15 $ 1,518.00 $ 1,595.54 $ 1,676.31 $ 1,759.85 $ 1,851.23 $ 1,944.92
Monthly $ 3,129 $ 3,289 $ 3,457 $ 3,632 $ 3,8131 $ 4,011 $ 4,214
Annual $ 37,548 $ 39,468 $ 41,484 $ 43,584 5 45.7561 5 48,132 $ 50,568
27 Hourly $ 18.53 $ 19.461 $ 20,431 5 21.481 $ 22.561 $ 23.70 $ 24.89
Bi-weekly $ 1,482.00 $ 1,556.77 $ 1,634.771 $ 1,718.31 $ 1,805.081 $ 1,896.00 $ 1,991.54
Monthly $ 3,211 $ 3,373 $ 3,542 $ 3,7231 $ 3,9111 $ 4,1081 $ 4,315
Annual $ 38,532 $ 40,4761 $ 42,5041 $ 44,6761 $ 46,9321 $ 49,2961 $ 51,780
28 Hourly $ 18.98 $ 19.94 $ 20.95 $ 22.00 $ 23.14 $ 24.31 $ 25.53
Bi-weekly $ 1,518.00 $ 1,595.54 $ 1,676,31 $ 1,759.85 $ 1,851.23 $ 1,944.92 $ 2,042.31
Monthly $ 3,289 $ 3,457 $ 3,632 $ 3,813 $ 4,011 $ 4,214 $ 4,425
Annual $ 39,468 $ 41,484 $ 43,584 $ 45,756 $ 48,132 $ 50,568 -$ 53,100
29 Hourly $ 19.46 $ 20.43 $ 21.49 $ 22.56 $ 23.70 $ 24.89 $ 26.17
Bi-weekly $ 1,556.77 $ 1,634.77 $ 1,718,31 $ 1,805.08 $ 1,896.00 $ 1,991.54 $ 2,093.54
Monthly $ 3,373 $ 3,542 $ 3,723 $ 3,911 $ 4,1081 $ 4,315 $ 4,536
Annual $ 40,476 $ 42,504 $ 44,676 $ 46,932 $ 49,2961 $ 51,780 $ 54,432
30 Hourly $ 19.94 $ 20.95 $ 22.00 $ 23.14 $ 24.31 $ 25.53 $ 26.80
Bi-weekly $ 1,595.54 $ 1,676.31 $ 1,759.85 $ 1,851.23 $ 1,944.92 $ 2,042.31 $ 2,144.31
Monthly $ 3,457 $ 3,632 $ 3,813 $ 4,011 $ 4,214 $ 4,425 $ 4,646
Annual $ 41,484 $ 43,584 $ 45,756 $ 48,132 $ 50,5681 $ 53,100 $ 55,752
Effective October 7,2018
FY 2018-19
CITY OF PALM SPRINGS
GENERAL UNIT SALARY SCHEDULE (G)
2.5% Between Ranges; 5% Between Steps
RANGE WAGE RATE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7
31 Hourly $ 20.43 $ 21.48 $ 22.56 $ 23.70 $ 24.89 $ 26.17 $ 27.51
Bi-weekly $ 1,634.77 $ 1,718.31 $ 1,805.08 $ 1,896.00 $ 1,991.54 $ 2,093.54 $ 2,200.62
Monthly $ 3,542 $ 3,723 $ 3,911 $ 4,108 $ 4,315 $ 4,536 $ 4,768
Annual $ 42,504 $ 44,676 $ 46,932 $ 49,296 $ 51,780 $ 54,432 $ 57,216
32 Hourly $ 20.95 $ 22.00 $ 23.14 $ 24.31 $ 25.53 $ 26.80 $ 28.17
Bi-weekly $ 1,676.31 $ 1,759.85 $ 1,851.23 $ 1,944.92 $ 2,042.31 $ 2,144.31 $ 2,253,69
Monthly $ 3,6321 $ 3,813 $ 4,011 $ 4,214 $ 4,425 $ 4,646 $ 4,883
Annual $ 43,5841 $ 45,756 $ 48,132 $ 50,568 $ 53,100 $ 55,752 $ 58,596
33 Hourly $ 21.48 $ 22.56 $ 23.70 $ 24.89 $ 26.17 $ 27.51 $ 28,89
Bi-weekly $ 1,718.31 $ 1,805.08 $ 1,896.00 $ 1,991.54 $ 2,093.54 $ 2,200.62 $ 2,311.38
Monthly $ 3,723 $ 3,911 $ 4,108 $ 4,315 $ 4,536 $ 4,768 $ 5,008
Annual $ 44,676 $ 46,932 $ 49,296 $ 51,780 $ 54,432 $ 57,216 $ 60,096
34 Hourly $ 22.00 $ 23.14 $ 24.31 $ 25.53 $ 26.80 $ 28.17 $ 29.61
Bi-weekly $ 1,759.85 $ 1,851.23 $ 1,944.92 $ 2,042.31 $ 2,144.31 $ 2,253.69 $ 2,368.62
Monthly $ 3,813 $ 4,011 $ 4,214 $ 4,425 $ 4,646 $ 4,883 $ 5,132
Annual $ 45,756 $ 48,132 $ 50,568 $ 53,100 $ 55,752 $ 58,596 $ 61.584
35 Hourly $ 22.56 $ 23.70 $ 24.89 $ 26.17 $ 27.51 $ 28.89 $ 30.36
Bi-weekly $ 1,805.08 $ 1,896.00 $ 1,991.54 $ 2,093.54 $ 2,200.62 $ 2,311.38 $ 2,428.62
Monthly $ 3,911 $ 4,108 $ 4,315 $ 4,536 $ 4,768 $ 5,008 $ 5,262
Annual $ 46,932 $ 49,296 $ 51,780 $ 54,432 $ 57,216 $ 60,096 $ 63,144
36 Hourly $ 23.141 $ 24.31 $ 25.53 $ 26.80 $ 28.17 $ 29.61 $ 31.10
Bi-weekly $ 1,851.23 $ 1,944.92 $ 2,042.31 $ 2,144.31 $ 2,253.69 $ 2,368.62 $ 2,487.69
Monthly $ 4,011 $ 4,214 $ 4,425 $ 4,646 $ 4,883 $ 5,132 $ 5,390
Annual $ 48,132 $ 50,568 $ 53,100 $ 55,752 $ 58,596 $ 61,584 $ 64,680
37 Hourly $ 23.70 $ 24.89 $ 26.17 $ 27.51 $ 28.89 $ 30.36 $ 31.88
Bi-weekly $ 1,896.00 $ 1,991.54 $ 2,093.54 $ 2,200.62 $ 2,311.38 $ 2,428.62 $ 2,550.46
Monthly $ 4,108 $ 4,315 $ 4,536 $ 4,768 $ 5,008 $ 5,262 $ 5,526
Annual $ 49,296 $ 51,780 $ 54,432 $ 57,216 $ 60,096 $ 63,144 $ 66,312
38 Hourly $ 24.31 $ 25.53 $ 26.80 $ 28.17 $ 29.61 $ 31.10 $ 32.67
Bi-weekly $ 1,944.92 $ 2,042.31 $ 2,144.31 $ 2,253.69 $ 2,368.62 $ 2,487.69 $ 2,613.69
Monthly $ 4,214 $ 4,425 $ 4,646 $ 4,883 $ 5,132 $ 5,390 $ 5,663
Annual $ 50,568 $ 53,100 $ 55,752 $ 58,596 $ 61,584 $ 64,680 $ 67,956
39 Hourly $ 24.89 $ 26.17 $ 27.51 $ 28.89 $ 30.36 $ 31.88 $ 33.51
Bi-weekly $ 1,991.54 $ 2,093.54 $ 2,200.62 $ 2,311.38 $ 2,428.62 $ 2,550.46 $ 2,680.62
Monthly $ 4,315 $ 4,536 $ 4,768 $ 5,008 $ 5,262 $ 5,526 $ 5,808
Annual $ 51,780 $ 54,432 $ 57,216 $ 60,096 $ 63,144 $ 66,312 $ 69,696
Effective October 7,2018
FY 2018-19
CITY OF PALM SPRINGS
GENERAL UNIT SALARY SCHEDULE (G)
2.5% Between Ranges; 5% Between Steps
RANGE WAGE RATE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7
40 Hourly $ 25.53 $ 26.80 $ 28.17 $ 29.61 $ 31.10 $ 32.67 $ 34.33
Bi-weekly $ 2,042.31 $ 2,144.31 $ 2,253.69 $ 2,368.62 $ 2,487.69 $ 2,613.69 $ 2,746.15
Monthly $ 4,425 $ 4,646 $ 4,883 $ 5,132 $ 5,390 $ 5,663 $ 5,950
Annual $ 53,100 $ 55,752 $ 58,596 $ 61,584 $ 64,680 $ 67,956 $ 71,400
41 Hourly $ 26.17 $ 27.51 $ 28.89 $ 30.36 $ 31.88 $ 33.51 $ 35.19
Bi-weekly $ 2,093.54 $ 2,200.62 $ 2,311.38 $ 2,428.62 $ 2,550.46 $ 2,680.62 $ 2,814.92
Monthly $ 4,536 $ 4,768 $ 5,008 $ 5,262 $ 5,526 $ 5,808 $ 6,099
Annual $ 54,432 $ 57,216 $ 60,096 $ 63,144 $ 66,312 $ 69.696 5 73,188
42 Hourly $ 26.80 $ 28.171 $ 29.611 $ 31.101 $ 32.671 $ 34.33 $ 36.08
Bi-weekly $ 2,144.31 $ 2,253.69 $ 2,368.62 $ 2,487.691 $ 2,613.69 $ 2,746.15 $ 2,886.00
Monthly $ 4,646 $ 4,883 $ 5,132 $ 5,3901 $ 5,6631 $ 5,9501 $ 6,253
Annual $ 55,752 $ 58,5961 $ 61,5841 $ 64,6901 $ 67,9561 $ 71,4001 $ 75,036
43 Hourly $ 27.51 $ 28.89 $ 30.36 $ 31.89 $ 33.51 $ 35.19 $ 36.98
Bi-weekly $ 2,200.62 $ 2,311.38 $ 2,428.62 $ 2,550.92 $ 2,680.62 $ 2,815.38 $ 2,958.46
Monthly $ 4,769 $ 5,008 $ 5,262 $ 5,527 $ 5,808 $ 6,100 $ 6,410
Annual $ 57,216 $ 60,096 $ 63,144 $ 66,324 8 69,696 $ 73,200 $ 76,920
44 Hourly $ 28.17 $ 29.61 $ 31.10 $ 32.67 $ 34.33 $ 36.08 $ 37.89
Bi-weekly $ 2,253.69 $ 2,368.62 $ 2,487.69 $ 2,613.69 $ 2,746.62 $ 2,886.00 $ 3,031.38
Monthly $ 4,883 $ 5,132 $ 5,390 $ 5,663 $ 5,951 $ 6,253 $ 6,568
Annual $ 58,596 $ 61,584 $ 64,680 $ 67,956 $ 71,412 $ 75.036 $ 78,816
45 Hourly $ 28.89 $ 30.36 $ 31.89 $ 33.51 $ 35.19 $ 36.98 $ 38.86
Bi-weekly $ 2,311.38 $ 2,428.62 $ 2,550.92 $ 2,680.62 $ 2,815.38 $ 2,958.46 $ 3,108.46
Monthly $ 5,008 $ 5,262 $ 5,527 $ 5,808 $ 6,100 $ 6,410 $ 6,735
Annual $ 60,096 $ 63,144 $ 66,324 $ 69,696 $ 73,200 $ 76,920 $ 80,820
46 Hourly $ 29.61 $ 31.10 $ 32.67 $ 34.33 $ 36.08 $ 37.89 $ 39.82
Bi-weekly $ 2,368.62 $ 2,487.69 $ 2,613.69 $ 2,746,62 $ 2,886.46 $ 3,031.38 $ 3,185.54
Monthly $ 5,132 $ 5,390 $ 5,663 $ 5,951 $ 6,254 $ 6,568 $ 6,902
Annual $ 61,584 $ 64,680 $ 67,956 $ 71.412 $ 75.048 $ 78.816 $ 82,824
47 Hourly $ 30.36 $ 31.89 $ 33.52 $ 35.19 $ 36.99 $ 38.86 $ 40.82
Bi-weekly $ 2,428.62 $ 2,550.92 $ 2,681.54 $ 2,815.38 $ 2,958.92 $ 3,108.46 $ 3,265.38
Monthly $ 5,262 $ 5,527 $ 5,810 $ 6,100 $ 6,411 $ 6,735 $ 7,075
Annual $ 63,144 $ 66,324 $ 69,720 $ 73,200 $ 76,932 $ 80,820 $ 84.900
48 Hourly $ 31.10 $ 32.67 $ 34.33 $ 36.08 $ 37.89 $ 39.82 $ 41.84
Bi-weekly $ 2,487.69 $ 2,613.69 $ 2,746.62 $ 2,886.46 $ 3,031.381 $ 3,185.54 $ 3,347.54
Monthly $ 5,390 $ 5,663 $ 5,951 $ 6,254 $ 6,568 $ 6,902 $ 7,253
Annual $ 64,680 $ 67,956 $ 71,412 $ 75,048 $ 78,8161 $ 82,824 $ 87,036
Effective October 7,2018