HomeMy WebLinkAbout24500RESOLUTION NO. 24500
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
PALM SPRINGS, CALIFORNIA, APPROVING A
MEMORANDUM OF UNDERSTANDING (MOU) RELATIVE
TO WAGES, HOURS, AND OTHER TERMS AND
CONDITIONS OF EMPLOYMENT FOR EMPLOYEES IN
THE MANAGEMENT ASSOCIATION OF PALM SPRINGS,
FOR THE PERIOD JULY 1, 2018 THROUGH JUNE 30, 2021,
SUBJECT TO ASSOCIATION EXECUTING THE
MEMORANDUM OF UNDERSTANDING.
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
(MERR), has met and conferred in good faith on wages, hours, terms and other conditions
of employment with the Management Association of Palm Springs (MAPS); and
WHEREAS, as a result of such good faith negotiations, the MERR and MAPS have
reached agreement on the terms and conditions of a Memorandum of Understanding
(MOU) governing employees of the City of Palm Springs within such Association; and
WHEREAS, MAPS 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:
That the Memorandum of Understandings between MAPS 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 and authorize the City Manager to execute documents necessary to
effectuate the above actions in a form acceptable to the City Attorney.
ADOPTED THIS 31d DAY OF OCTOBER 2018.
David H. Ready, E
A ST: City Manager
Anthony J. M "
City Clerk
Resolution No. 24500
Page 2
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. 24500 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 31 day of October 2018,
by the following vote:
AYES: Councilmembers Holstege, Kors, Middleton, Mayor Pro Tern Roberts, 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 30f�- day of c�k= oc v , 2�- "i�)
A�L ) ll
'Anthony J. ejia,
City Clerk
MANAGEMENT
ASSOCIATION OF PALM
SPRINGS (MAPS)
MEMORANDUM OF
UNDERSTANDING
JULY 11 2018-JUNE 30, 2021
Management Association of Palm Springs (MAPS)
Memorandum of Understanding
July 1, 2018-June 30, 2021
GENERAL PROVISIONS................................................................................................1
ARTICLE1, TERM ................................. .........................................................................
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ARTICLE 2, RECOGNITION...........................................................................................1
ARTICLE 3, PRACTICES ............................................... .................................................
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ARTICLE 4, FEDERAL AND STATE LAWS.....................................................................2
ARTICLE 5, MAINTENANCE OF BENEFITS...................................................................2
COMPENSATION I 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......................................................................4
ARTICLE 11. UNIFORM ALLOWANCE...........................................................................5
ARTICLE 12, MILEAGE...................................................................................................5
BENEFITS.......................................................................................................................6
ARTICLE 13, HEALTH INSURANCE...............................................................................6
ARTICLE 14, HEALTH INSURANCE FOR RETIREES....................................................8
ARTICLE 15, RETIREMENT...........................................................................................9
ARTICLE 16, EDUCATION REIMBURSEMENT............................................................11
ARTICLE 17, EMPLOYEE SERVICE AWARDS............................................................11
ARTICLE 18, CELL PHONES........................................................................................I
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WORK HOURS / LEAVE...............................................................................................12
ARTICLE 19, WORK SCHEDULE.................................................................................12
ARTICLE 20, ANNUAL LEAVE......................................................................................12
ARTICLE 21, FLOATING HOLIDAYS............................................................................13
ARTICLE 22, BEREAVEMENT LEAVE..........................................................................14
ARTICLE 23, DISPOSITION OF LEAVE AND PAY UPON SEPARATION .....................14
EMPLOYER I EMPLOYEE REALATIONS....................................................................15
ARTICLE 24, DRUG POLICYIDRUG SCREENING.......................................................15
ARTICLE 25, REDUCTION IN FORCE..........................................................................15
ARTICLE 26, PAYROLL DEDUCTION -ASSOCIATION MEMBERSHIP .......................15
ARTICLE 27, MEETINGS..............................................................................................15
ARTICLE 28, ASSOCIATION TIME BANK.....................................................................15
ARTICLE 29, STRIKES AND WORK STOPPAGES.......................................................15
ARTICLE 30, GRIEVANCE PROCEDURE....................................................................16
ARTICLE 31, DISCIPLINARY APPEALS PROCESS.....................................................18
ARTICLE 32, WAIVER OF FURTHER BARGAINING....................................................20
APPENDIX A - DRUG AND ALCOHOL POLICY...........................................................21
APPENDIX B - MAPS CLASSIFICATIONS AND FLSA EXEMPTION STATUS.............23
MEMORANDUM OF UNDERSTANDING (MOU)
BETWEEN THE MUNICIPAL EMPLOYEE RELATIONS REPRESENTATIVE (MERR)
AND THE MANAGEMENT ASSOCIATION OF PALM SPRINGS (MAPS)
REPRESENTING THE PROFESSIONAL & MANAGEMENT UNIT
JULY 1, 2018 — JUNE 30, 2021
GENERAL PROVISIONS
ARTICLE 1, TERM
MAPS AND MERR agrees as follows:
A. This MOU shall be for the period commencing July 1, 2018, and terminating at
midnight, June 30, 2021.
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 Section 8.1.6 of the Employer -Employee Relations Resolution, Resolution 16438,
as amended by Resolution 17793.
B. MAPS and the Municipal Employee Relations Representative (hereinafter referred
to as the "MERR") have met and conferred in good faith on wages, hours and other
terms and conditions of employment for the employees represented by MAPS in the
aforesaid group 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. Therefore, it is agreed by
the parties hereto that all such ordinances, resolutions and policies, including, but not
limited to, Sections 4, 5, 6, 7 and 13 of the Employer -Employee Relations Resolution 16438
are hereby incorporated by this reference and made a part hereof as though set forth in
full, and except as provided herein shall remain in full force and effect during the term
hereof. City and Unit members shall continue to have the rights and prerogatives as set
forth in Sections 4, 5, 6, 7 and 13 of Resolution 16438, and nothing in this MOU shall be
deemed in any manner to abridge, restrict or modify the same except as limited by the
Strikes and Work stoppages section of this MOU.
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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
such applicable laws and regulations and the remainder of this MOU shall not be affected
thereby and shall remain in full force and effect.
ARTICLES, 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 shall not be deemed affected by this
MOU, except as specifically modified by provisions hereof or by actions taken in
implementation hereof.
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COMPENSATION / OTHER PAY
ARTICLE 6, SALARIES
Effective in the pay period beginning October 7, 2018, members of the Unit shall receive
a two and fifty-three one hundredths percent (2.53%) salary increase.
Effective the pay period which includes July 1, 2019, members of the Unit shall receive a
two percent and one half (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.
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
Personnel Rule 5.9.2.3 is modified to the extent that MAPS unit members shall be eligible
for a one step (five percent 5%) increase if they have at least a "meets expectation" or
higher service rating.
ARTICLE 8, OVERTIME AND STANDBY PAY
Au
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 i3 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
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
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requests to use that time will be honored if the employee provides reasonable notice. The
maximum compensatory time off accumulation is one hundred (100) hours.
Unit members shall be required to log time in and time out. Unit employees may be allowed
to flex hours within a work week, if approved in advance by the Department Head.
8.2 Standbv Pav
Employees 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 unit members on standby are encouraged to provide Unit
members with advanced notice (when possible) of placement on standby.
ARTICLE 9, ACTING OUT OF CLASSIFICATION
9.1 Emolovees Who Are Assianed to Another Classification On An Actina Basis
On the second (2) consecutive day 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 (2) consecutive day the member is acting out of class and continuing thereafter
until such member ceases performing acting out of class duties.
9.2 Emoloyees Who Are Not Assianed to Another Classification. But Who Are
Reauired To Perform Duties Not Covered By Their Classification
On the second (2) 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 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) of five percent (5.0%): Master's Degree, professional
certification, notary certification or bilingual certification.
10.1 Education Incentive Pav
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
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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 Pav
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 after City Council approval of this MOU, will receive one hundred dollars
($100) per month for Notary Certification Pay.
10.3 Bilingual Pav
Unit members may be eligible to receive an additional 5% in compensation for their
provision of bilingual services. The City Manager shall determine the language needs as
well as the number of employees eligible for such premium pay. In order to be eligible for
such premium pay, an employee must pass an examination demonstrating fluency in
reading, writing and speaking the desired second language.
Employees hired after City Council approval of this MOU who become eligible for bilingual
pay shall receive two hundred and fifty dollars ($250) per month for Bilingual Pay.
For any employees in the bargaining unit 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
City agrees to continue to pay a monthly uniform allowance of one hundred twenty-five
dollars ($125.00) to the Emergency Services Coordinator as a reimbursement for
expenses incurred for acquisition and maintenance of uniforms,
Each fiscal year the City will provide four (4) shirts, four (4) pants and a jacket for
Operations Supervisors who work at the Palm Springs Airport. The City will provide thirty
dollars ($30.00) per month as reimbursement for cleaning uniforms for the Airport
Operations Supervisors.
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.
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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 Cade Sections 22751 et seg., forthe 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 ($133 for 2018, and
a yet undetermined amount for beyond 2018. 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, 2018, are:
e, 'A,'n;R:.4; ;:7E'7
.nY..i _ .ilt�G_
;2'e! nrciT.rr ,v '.'.1:5*i`Y�
�7ry Y.
-y
Cio r but o a" a #n i M xi'
Unit Member Only $745/month
Unit Member + 1
Family
The cafeteria plan rates effective January 1, 2019, are:
_^—". ,x s; �%ham- .•�,C t 'e.�i .v".i'.'.:.' r.+�;,e]t
Unit Member Only
Unit Member + 1
Family
$1,461 /month
$2,011 /month
$745/month
$1,504/month
$2,011/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.
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.
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The maximum City monthly contribution for the Plan shall be determined by the medical
plan selected (i.e., single, two-party, or family). Should an employee decline medical
coverage, but elect either dental or vision coverage, there will be no Plan excess paid. The
City will, however, pay the premiums for the dental and/or vision coverage/s selected.
In the event a Unit member selects a Plan (per 13.1) which does not require 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). In no event shall a positive
balance exceed $150.00 per pay period (24 pay periods per year).
13.2 Medical Insurance Withdrawal
Except as provided below, Unit members who elect to purchase health insurance
independent of the Plan, may withdraw from or decline to participate in the Plan by
executing, in writing, an election to withdraw from, a declination to participate in, and/or
a waiver of benefits (as appropriate) on such form as may be required by City. 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).
Unit members who elect not to participate in the Plan beyond the City minimum
monthly contribution will be reimbursed the sum of $150.00 per pay period (24 pay
periods per year).
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
Members of the unit 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 Coverage
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 CaIPERS health benefits plan: First, the Secretary must register the domestic
partnership, and provide a Declaration of Domestic Partnership to the domestic partners.
Specified same -sex domestic partnerships (between persons who are both at least 18
years of age), and specified opposite sex domestic partnerships (when one person is over
the age of 62), are eligible to register with the secretary.
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The CalPERS enrollee must provide a copy of the Declaration of Domestic Partnership and
a signed Statement of Financial Liability (PERS form) to City. CaIPERS will use the same
enrollment policies for domestic partnerships as currently used for traditional marriages.
Domestic partner enrollment documents submitted within 80 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. Domestic
partner enrollments after the 60 days may be enrolled during the plans next open
enrollment period.
13.7 Short Term Disability
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.
13.8 Lono Term Disability
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
As long as they qualify for coverage with CalPERS, members of the Unit shall be permitted
to participate in the City -provided group health plans after retirement as a retiree. For those
retirees, the City will only contribute the mandatory minimum monthly premium (i.e., the
statutory minimum) as may be required by CaIPERS for the particular calendar year.
A. Tier I - Effective 7/1/1999:
In service employees hired (or received a written offer of employment) prior to
September 7, 2005 shall receive health insurance for retirees as follows:
1. After 20 years of continuous service, for an employee who attains age fifty
(50) and retires from active service as a Palm Springs employee, the City will
contribute an amount of money which shall be called a 'retiree health stipend"
in the amount of 75% of the CalPERS premium (minus the PERS statutory
minimum which the City is already contributing on behalf of the retiree to
comply with PEHMCA) to reimburse the retiree for health insurance coverage.
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.
2. After 25 years of continuous service, for an employee who attains age fifty
(50) and retires from active service as a Palm Springs employee, the City will
contribute an amount of money which shall be called a `retiree health stipend"
in the amount of 100% of the CaIPERS premium (minus the PERS statutory
minimum which the City is already contributing on behalf of the retiree to
comply with PEHMCA to reimburse the retiree for health insurance coverage.
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The retiree health stipend as described above will be based on the coverage
type (and limited to single, or two-party) in effect at the time of retirement.
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.
In the event of the employee's death, the City's obligation to continue making health
care contributions will end. The surviving spouse/domestic partner may remain on the
plan as a retiree without a City contribution to the premium.
3. 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.
B. Tier II — Effective 917/2005:
For all employees initially hired by the City after September 7, 2005, there will be no City
contribution for retiree health benefits (other than the annual CalPERS statutory minimum
amount. The City will, for these employees, make a $50.00 per month (this amount is
increased to $100 effective at the beginning of the pay period following City Council
approval of this MOU) contribution to an employee Retiree Health Savings Plan and the
associated fixed dollar cost of administration. This contribution is for active employees
and shall cease when the employee leaves City employment.
All retirees (tier I and II) 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 CalPERS
statutory minimum for all retired annuitants.
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 CaIPERS) 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
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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 Empoovee Contributions to the Retirement Svstem
Employees subiect to the 2.7%(a 55 Formula:
Employees in the Unit shall pay their eight percent (8%) member contribution.
Emolovees subiect to the 2% 0- 60 Formula:
These employees pay the seven percent (7%) member contribution.
Emplovees subiect to the 2% 0.62 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.
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:
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
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
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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. Effective in the pay period following City Council approval of this MOU employees
in MAPS who either currently have a City issued cell phone or who are identified
in the future as needing to use a cell phone for their job will receive a City -issued
cell phone.
C. 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.
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WORK HOURS / LEAVE
ARTICLE 19, WORK SCHEDULE
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. A Unit member 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.
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 annual leave or sick leave as covered
under Personnel Rule 6 as amended herein.
20.2 Maximum Accrual and Minimum Usaae
There shall be a maximum accrual of 712 annual leave hours for MAPS members.
20.3 Annual Leave Cash -In
Until December 31, 2018, unit employees shall have the option of converting accrued and
vested annual leave into cash, without limitation (other than as provided below). Such
cash -ins of annual leave shall be permitted twice a year on the last payday of July and the
first payday of December. Such conversion may be for any amount of accrued and vested
annual leave hours.
Effective for calendar year 2019 and every year thereafter: By December 15 (the first year
being 2018) 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 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.
12
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 eamed 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 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 employee will be eligible to cash out.
In addition to the above, an employee 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 on December.
20.4 Eliaible To Use
Unit members shall be eligible to use annual leave as it is accrued.
20.5. Accrual Rates
Professional and Management Unit shall accrue and vest annual leave on a monthly basis
in accordance with the following schedule:
,...;a,;q•.......,-:: b`1.:...., ....a,Awp•.;a,n cr.-,.i„ --vy:'
OUI J.I.•Ww.,
V.Uee..'. ,."N„F%.,S.r..
:..7 F
.,..,.. e.:..<Years.of:8ervrce . ... • ..,.,.r�.:. ,;..,:5.; ,_� - - �-=z,,� �A14,
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.
20.6 Less than full-time emolovees
Less than full-time employees will accrue and vest annual leave on a pro -rated basis
based on their allocated full time equivalent.
ARTICLE 21, 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 one floating holiday per calendar year. This floating holiday does not
accrue and cannot be cashed out. Employees must request to use the floating holiday just
like they would request to use annual leave. Department heads have discretion whether
to grant or deny a request to use the floating holiday but given that such holiday must be
used within the fiscal year to which it applies, must exercise that discretion carefully to
ensure that employees can use their floating holiday.
13
21.1 Friday Observed Holidays (and Floating Holidav):
For employees who follow the observed holiday schedule (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 allocated FTE. The
floating holiday has no cash value. If it is not used by an employee it is lost if any such
hours are on the books at the time the unit member leaves the City. Employees may
request to use their floating holiday just like a request to use annual leave. Department
Heads have discretion whether to grant or deny a request to use the
floating holiday, but must exercise that discretion carefully to ensure that employees can
use these floating holidays. For employees who follow the calendar date schedule, they
will continue to receive the holiday on the actual date of the holiday.
These holidays, including the one floating holiday earned each January as described in
Section 20.1 may accrue up to 50 hours. If an employee has 50 hours of floating holiday
leave earned they will not earn additional floating holiday leave until the bank is reduced
below 50 hours.
ARTICLE 22, BEREAVEMENT LEAVE
Personnel Rules 6.16.2 and 1.16.3 are modified to the extent that MAPS unit members
shall be granted three (3) scheduled work days in the event of a death in the "immediate
family" (as defined in the City's Personnel Rules) of an employee regardless of travel.
ARTICLE 23, DISPOSITION OF LEAVE AND PAY UPON SEPARATION
23.1
Upon separation, a Unit member shall be paid at the member's current salary rate all
unpaid accrued and vested annual leave. 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.
23.2
In the event a member resigns or retires, City and MAPS agree that the member's last
paycheck, including pay out of vested leave, in accordance with this MOU, shall be paid at
the next regularly scheduled pay-day after separation date from City service.
14
EMPLOYER / EMPLOYEE REALATIONS
ARTICLE 24, DRUG POLICYIDRUG SCREENING
The parties agree that their drug and alcohol policy is set forth in Appendix A to this MOU.
ARTICLE 25, REDUCTION IN FORCE
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 5 months' premiums.
ARTICLE 26, 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 27, MEETINGS
27.1
MAPS may conduct a Board of Directors meeting once each month during the workday,
not to exceed two hours.
27.2
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 28, 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
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, 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 29, STRIKES AND WORK STOPPAGES
29.1 Prohibited Conduct
MAPS, its officers, agents, representatives and/or members of the Professional and
Management Unit 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.
15
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 Review Procedure and Dues Deduction.
29.2 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 said Section 28.1 and return to work.
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 was not properly issued.
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, 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 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) 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.
16
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 anytime 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.
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.
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 supervisor 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) 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) 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) 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) 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.
17
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) 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) 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.
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 16, 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, this process will be used which includes the use
of a hearing officer.
2. The City and the employee or the employee'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.
B. 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.
m
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-
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.
19
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
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) 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. Employee or the employee's representative and the representative for the City.
ARTICLE 32, 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, 2021.
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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".
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 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 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
testing shall be certified by the National Institute of Drug Abuse and comply with established
21
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 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 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".
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APPENDIX B - MAPS CLASSIFICATIONS AND FLSA EXEMPTION STATUS
-P --fill
Account Technician, Senior
Non Exempt
NIA
Accountant
Exempt
Professional
Accounting Supervisor
Exempt
Executive
Administrative Assistant
Exempt
Administrative
Administrative Secretary
Non Exempt
N/A
Airport Administration Manager
I Exempt
Executive
Airport Operations Manager
I Exempt
Executive
Airport Operations Supervisor
I Exempt
Executive
Airport Security Coordinator
I Exempt
Administrative
Arts & Special Projects Coordinator
Exempt
Administrative
Assistant Planner
I Non Exempt
NA
Associate Civil Enqineerinq
I Exempt
Professional
Associate Planner
Non Exempt
N/A
Budget Audit & Revenue Supervisor
I Exempt
Executive
Building & Safety Supervisor
I Exempt
Executive
Chief Deputy City Clerk
I Exempt
Administrative
Civil Engineer, Senior
I Exempt
Professional
Community Center Manaaer
Exempt
Administrative
Community Development Administrator
I Exempt
Administrative
Deputy City Clerk
I Non -Exempt
N/A
Deputy City Treasurer
Exempt
Administrative
Deputy Director of Aviation - Operations & Maintenance
Exempt
Executive
Economic Development/Downtown Administrator
Exempt
Executive
Emergency Services Coordinator
Exempt
I Administrative
Engineering Assistant
Non Exempt
I N/A
Engineering Assistant Senior
Exempt
I Administrative
Engineering Associate
Exempt
I Professional
Financial Analyst, Senior
I Exempt
Administrative
Fleet Maintenance Manager
I Exempt
I Executive
Human Resources Manager
I Exempt
I Executive
Human Resources Specialist
I Exempt
Administrative
Human Resources Specialist Senior
I Exempt
Administrative
Information Technology Manager
I Exempt
I Administrative
Librarian
I Exempt
I Professional
Library & Public Services Manager
I Exempt
I Executive
Library Operations & Collections Manager
I Exempt
Executive
Maintenance and Facilities Administrator
I Exempt
Administrative
Maintenance Supervisor
Exempt
Executive
Paralegal
Non Exempt
N/A
Payroll Coordinator
Non Exempt
N/A
Network Administrator
Exempt
I computer
Administrative Coordinator
Non Exempt
I N/A
Principal Planner
l Exempt
I Professional
Procurement & Contracting Manager
I Exempt
I Executive
Procurement Specialist I
Exempt
I Administrative
Procurement Specialist 11
Exempt
Administrative
Public Works Inspector, Senior
Non Exempt
N/A
Redevelopment Coordinator
I Exempt
Administrative
Special Events Manager
I Exempt
Administrative
Street Maintenance Superintendent
I Exempt
Executive
23
MANAGEMENT ASSOCIATION OF PALM SPRINGS REPRESENTATIVE
Date: / v /,/ f / r
MAPS President Signature
MUNICIPAL EMPLOYEE RELATIONS REPRESENTATIVE
Date:
By:
City Manager
Atte
By;nn1erk
,N By:
ty �p
Approved
s
By:
City Attorney
APPROVED 13Y CITY COUNCw yf
0,r, •��l Ab 5b1 to-z-2-D1
4, &/, -
Labor Attorryt�y
c r,
Director 7"urna-n-Mesources
Council Approval:
24