HomeMy WebLinkAbout7/23/2003 - STAFF REPORTS (4) Date: July 23, 2003
To: City Council
From: City Manager
MEMORANDUM OF UNDERSTANDING—GENERAL UNIT
RECOMMENDATION:
It is recommended that City Council adopt a Resolution approving a Memorandum of
Understanding with the General Unit (SEIU) for a two-year period, July 1, 2003, through
June 30, 2005, subject to the Unit's signing of the proposed Memorandum of
Understanding; and approve Amendment#1 to the Allocated Positions and Compensation
Plan, adopted by Resolution #20641, authorizing the reclassification of 6 position
classifications. The total number of allocated positions of 442.75 remains unchanged.
BACKGROUND:
Representatives of the General Unit (SEIU) have met and conferred in good faith with the
Municipal Employee Relations Representative (MERR) and have reached agreement for
the period July 1, 2003, through June 30, 2005, subject to the Unit's ratification and
signing of the proposed Memorandum of Understanding.
In addition, representatives of the General Unit (SEIU) have met and conferred in good
faith with the Municipal Employee Relations Representative (MERR) and have reached
agreement on the reclassification of the following 6 classifications: Account Clerk, Plans
Examiner, HVAC Technician, Street Maintenance Worker, Traffic Maintenance Worker,
and Airport Admin Tech Maintenance.
DAVID H. READY
City Manager
ATTACHMENTS:
1. Resolution — Approving a Memorandum of Understanding with the
General Unit
2. Resolution — Amendment #1 to the 2003/04 Allocated Positions and
Compensation Plan
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MEMORANDUM OF UNDERSTANDING BETWEEN THE MUNICIPAL EMPLOYEE RELATIONS
REPRESENTATIVE AND THE SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 700
REPRESENTING THE GENERAL UNIT
JULY 1, 2003 —JUNE 30, 2005
This Memorandum of Understanding ("MOU") is entered into with reference to the
following
A. The Palm Springs chapter of the Service Employees International Union
Local 700 (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").
• ki FTITS . •
1. This MOU constitutes a joint recommendation by UNION and the MERR, to be
submitted to the City Council of the City of Palm Springs (hereinafter called the
"City Council") for its determination and approval by one or more resolutions, as
the City Council may deem fit and proper.
2. This MOU recommended to the City Council shall be for the period commencing
July 1, 2003 and terminating at midnight, June 30, 2005; provided, however, that
specific sections of this MOU may have later effective dates as specified herein.
3.1 Salary Increase
For the period July 1, 2003 up until the first full pay period of the month of
July 2004, there shall be no general salary increase other than as provided
by the City's personnel rules and/or this MOU.
With the first full pay period in July 2004, UNIT employees represented by
UNION will be granted a cost of living salary increase of no less than two
percent (2%), with a re-opener per section 29.2.
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3.2 Classification and Position Adjustments
Effective as of the first full pay period in July, 2003, UNIT classification and
position salary adjustments shall be made as set forth in Attachment "A"
hereto.
4.1 Health Insurance
Effective January 1, 2004, City and UNION agree to the following maximum
contributions by represented UNIT employees towards the premiums for
health and hospitalization coverage as selected by UNION and approved by
the City Council as follows:
PPO Plan PPO Plan
Employee Contribution City Contribution
Single Party $20.00 $ 339.49
Two-Party $40.00 $ 713.44
Family $60.00 $1,003.47
HMO Plan HMO Plan
Employee Contribution City Contribution
Single Part $ -0- $ 213.78
Two-Part $ -0- $ 448.93
Family $ -0- $ 641.33
In the event that the premium charges for the health or dental program
exceed the City's maximum rate of contribution by 15% annually, the
amount of excess shall be paid by the employee through a payroll
deduction.
The City of Palm Springs agrees to maintain Domestic Partner Coverage as
part of the current health, dental, and vision coverages, in accordance with
the City of Palm Springs Ordinance No. 1578. In addition to the
requirements of Ordinance 1578, all enrollees must still provide a copy of
the Declaration of Domestic Partnership, Statement of Financial Liability for
Domestic Partner Health Benefits and Affidavit of Eligibility for Economically
Dependent Children to the City. The City will continue to use the same
enrollment policies for domestic partners as are currently used for traditional
marriages.
A. A represented UNIT employee who attains age fifty (50) and leaves
active service as a Palm Springs employee after 20 years of
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continuous service, the City shall pay 75% of the cost of two party
"retirees" health premium being covered at the time of retirement
as follows:
For those members who are enrolled in Blue Cross HMO:
In the event the employee becomes eligible for Medicare,
the employee must enroll in Medicare Part A & Part B to
remain eligible for this benefit. The City shall reimburse the
member for 75% of the actual cost of Medicare Part A and
Part B being charged to the member, as well as 75% of the
cost of the Blue Cross single party premium and 75 % of the
premium being charged for dependent coverage.
For those members who are enrolled in Blue Cross PPO:
The City shall reimburse the member for 75% of the cost of
two party retirees health premium being covered at the time
of retirement.
B. A represented UNIT employee who attains age fifty (50) and leaves
active service as a Palm Springs employee after 25 years of
continuous service, the City shall reimburse the member for 100%
of the cost of two party "retirees" health premium being covered at
the time of retirement.
For those members who are enrolled in Blue Cross HMO:
In the event the employee becomes eligible for Medicare,
the employee must enroll in Medicare Part A & Part B to
remain eligible for this benefit. The City shall reimburse the
member for 100% of the actual cost of Medicare Part A and
Part B being charged to the member, as well as 100% of the
cost of the Blue Cross single party premium and 100% of
Blue Cross dependent coverage.
For those members who are enrolled in Blue Cross PPO:
The City shall reimburse the member for 100% of the cost of
two party retirees health premium being covered at the time
of retirement.
4.1.1 Health Program Billings
Blue Cross, through its broker, will provide billings and coverage
information to the City.
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4.2 Dental Coverage
For the term of this MOU, UNIT members agree to contribute up to the
following maximum amounts toward the premiums for dental insurance
coverage as follows:
DENTICARE DENTICARE
Employee Contribution City Contribution
Single -0- $14.27
Part
Two-Part -0- $24.70
Family -0- $32.37
METLIFE METLIFE
Employee Contribution City Contribution
Single -0- $ 34.80
Part
Two-Party $ 5.20 $ 68.85
Family $11.48 $104.96
4.3 Vision Plan
City shall provide UNIT employees with a fully funded vision plan through
Vision Service Plan (VSP), which provides annual eye examinations and
glasses every two years. UNIT agrees that co-pay on Vision Plan will be
$20 per visit.
4.4 Retiree Health
Employees in the UNIT shall be permitted, at their expense, to participate in
the City-provided group health plans after retirement except as otherwise
provided in Paragraph 4.1 above.
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4.5 Life Insurance
For the term of this MOU, City agrees to provide term life insurance
coverage of Twenty Thousand Dollars ($20,000.00) for each represented
employee in the UNIT.
4.6 Short Term Disability
For the term of this MOU, City agrees to continue Short Term Disability
insurance coverage at its current level. Premium will continue to be paid by
employees.
4.7 Long Term Disability
City agrees to continue Long Term Disability insurance coverage through
any carrier of its choice as long as coverage remains the same or greater
without further meet and confer required.
4.8 Retirement
4.8.1 Retirement Plan
The City has previously agreed to contract with PERS for the 2.7%
@ 55 Formula. Because the City's PERS account was super-funded
at the time, the City agreed to provide the 2.70% @ 55 Formula at
no additional cost to the Unit employees. Both parties
acknowledged that should super-funding cease to exist, the parties
will meet and confer to discuss the cost of the retirement plan. This
previous representation and agreement shall continue through the
period of this MOU.
4.8.2 Employer-Paid Member Contributions
Pursuant to Government Code sections 20636 (c)(4), 20691 and
20692, City agrees to pay all of the normal PERS contributions of
UNIT members represented by UNION and to report the Employer-
Paid Member Contributions ("EPMC") to PERS as additional
compensation for all members of UNIT under the provisions and
requirements of, these statutes. City will continue to make all PERS
mandated Employer-Paid Employer Contributions ("EPEC"),
including any increase in such contributions occasioned by the
conversion.
. .
5.1 Standby Pay
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Whenever a Unit employee is scheduled for standby duty on weekends
and/or holidays, such employee shall be paid for two (2) hours per day for
standby at the employee's regular hourly rate, not subject to overtime
premium.
5.2 Call Back Pav
A UNIT employee called back to work shall be paid a minimum of two (2)
hours per incident, at one and one-half (1 1/2) times such employee's
regular hourly rate.
5.3 Training Officer Pay
City shall provide 5% Field Training Officer pay to Dispatchers and
Community Service Officers for actual time spent training new Dispatchers
and Community Service Officers.
5.4 Travel Time
A UNIT employee called back to work shall be paid for no more than one
(1) hour of travel time. Such employee shall be paid at one and one-half(1
1/2)times such employee's regular hourly rate.
6.1 General Leave for UNIT Employees
6.1.1 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.
6.1.2 Holidays While on General Leave
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.
6.1.3 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
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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.
6.1.4 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 shall be
paid at the member's straight time hourly rate of pay in effect during
the leave program. Unit employees shall be eligible to use general
leave after the successful completion of the initial probationary
period. Dispatcher I and Dispatcher II incumbents shall be eligible to
use General Leave after the completion of 6 months.
6.1.5 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. During each calendar
year, each Unit employee shall use at least forty (40) consecutive
hours of General Leave and shall make a request for said leave to
the department head in sufficient time to plan work schedules.
Consequently, 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. Approval
of general leave shall not be unreasonably withheld. Failure to use
at least forty consecutive hours of general leave shall result in City
Manager review of the circumstances surrounding such failure.
Regular Unit employees who work 20 hours or less per week shall
use twenty (20) consecutive hours of general leave as provided
herein.
6.1.6 Notification of Supervisor
Each department head shall establish reasonable written
requirements for reporting an absence or tardiness. Those written
requirements must be approved by the Personnel Officer. In order to
receive compensation while absent on general leave, the employee
must comply with the official written notification requirements of that
department. City agrees to work towards standardization of the
official written notification requirements.
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6.1.7 Accrual Rates
General leave shall accrue and vest on the basis of the following
schedule:
HOURS ACCRUED
YEARS OF & VESTED FOR
SERVICE EACH FULL
MONTH WORKED
O through 3 12
4 through 7 14
8 through 10 16
11 through 14 18
15 through 17 20
18 and over 20.67
6.1.8 General Leave Cash-In
Unit employees shall have the option of converting hours of accrued
and vested general leave into cash.
6.1.9 Disposition of Accrued and Vested Leave Upon Termination
6.1.9.1 General Leave
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.
6.1.9.2 Sick Leave
Regular employees who separate shall receive compensation
for one-fourth ('/4) of any unused sick leave accrued and
vested to and including the date of November 30, 1973
(referred to as old sick bank). The unused sick leave will be
paid at the employee's current salary rate. Should an
employee use sick leave so as to reduce the accrued total
below that existing as of November 30, 1973, then the said
one-fourth compensation shall be paid only with respect to the
lowest amount of accumulated sick leave which remained
credited to such employee's account at any time after
November 30, 1973.
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6.2 Compensatory Time Accumulation
Effective July 1, 2002, the maximum accumulation cap of forty (40) hours
as set forth in Rule 5.11.3 of the Palm Springs Personnel Rules was
increased to sixty (60) hours per the terms of the 2002-2003 MOU.
•. ' •
Effective July 1, 1998, and for the term of this MOU, City agrees to continue to pay
a monthly tool allowance of One Hundred Twenty-Five Dollars ($125.00) per
month to Unit positions in the Fleet Operations Division and the Facilities
Maintenance Division.
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Effective January 1, 2002, and for the term of this MOU, City agrees to continue 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
As of 1/1/2002
Police Records Technician $85.00
Police Services Supervisor $85.00
Police Services Officer $85.00
Community Services Officer $85.00
Animal Control Officer $85.00
Assistant Animal Control Officer $85.00
Parking Control Officer $85.00
Custody Officer $85.00
Custody Officer Supervisor $85.00
Community Preservation Officer $30.00
The City shall provide all Community Preservation Officers ("CPO") with ten (10)
polo style shirts which shall constitute the required' uniform for CPO's during
working hours.
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Provided this same rule is applicable to management employees, UNION agrees
that all employees in the Unit shall be prohibited from drinking alcoholic beverages
at any time during the workday, including breaks and lunch; provided, however,
that employees who are attending a conference out of town may have one
alcoholic beverage during the lunch hour.
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UNION and City agree that employees in the Unit shall receive mileage
reimbursement in accordance with existing City policy, at the prevailing IRS rate.
No Unit employee shall receive more than $1,500/fiscal year through the
Educational Reimbursement Program.
11.1 Educational Incentive Pay for Master's Degree
Five percent (5%) Educational Incentive Pay for Master's Degree from an
accredited College or University.
City shall maintain the bilingual pay program instituted in the 2002-2003 MOU
under which 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 to be
developed and administered 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.
Effective January 1, 2002, the City added sign language to the list of recognized
languages with one (1) position authorized, location to be at the City Manager's
discretion. This previous agreement shall continue during the period of this MOU.
13.1 ICBO Building Inspector Certification
Building Inspectors with International Conference Building Officials ("IBCO")
Building Inspector Certification shall be paid an additional two and one half
percent (2.5%) in salary effective June 23, 2002.
13.2 Notary
One Unit employee selected at the City Manager's discretion who is a
licensed notary shall be entitled to premium pay of an additional two and
one half percent (2.5%) over their regular base salary for their services
effective June 23, 2002. This previous agreement shall continue during the
period of this MOU.
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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.
UNION further agrees that the Uniform Regulations, Specification Section of Police
Department Manual shall apply to UNIT members to extent that provisions do not
conflict with this MOU or the City's personnel rules.
The City shall provide safety shoes that meet the general industry standard ANSI
Z41-1991 to those positions previously designated by UNION as 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.
• . • • • TOTARTIM
16.1 Normal Work Week
The normal work week for full-time employees is forty (40) hours consisting
of five (5), eight (8) hour work days during the seven (7) day period starting
12:01 a.m. Sunday and ending 12:00 midnight of the following Saturday.
16.2 Alternate Work Schedules
The City currently provides alternate work schedules for various Unit
members and may increase, decrease and/or eliminate such schedules at
the discretion of the City Manager after the required meet and confer with
UNION.
Community Preservation Coordinator (after meeting with department head
in attempt to avoid necessity of altering work week schedule) may be
moved to a normal workweek schedule as defined in the City's personnel
rules. Airport specialists, agents, aides, and supervisors will be returned to
normal workweek schedules per the City's proposal dated April 10, 2003,
the proposed rotating schedule being part of this MOU as Attachment B.
16.3 No Guarantee of Hours
Nothing contained in this MOU shall be construed to constitute a guarantee
of hours of work per day or per work week or of days of work per work
week.
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In the event that all units agree to a change in the pay periods during the term of
this MOU, 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.
• I •
Upon completion of upgrade to current financial system (P2K), UNION agrees to
discuss simplifying current SCODC formula.
Recreation Aide, Recreation Program Aide, Recreation Program Assistant and
Recreation Program Specialist positions 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.
• • • ••.•-
UNION and City agree that the following conduct is prohibited:
20.1 UNION, or any of its officers, agents, representatives and/or Unit
employees agree that during the term of this MOU, they will not cause or
condone any strike, walkout, slowdown, sick out, or any unlawful job action
by withholding or refusing to perform services.
20.2 In the event that UNION, its officer, agents, representatives, or Unit
employees engage in any of the conduct prohibited in Section 12.1, UNION
shall immediately instruct any such person engaged in such conduct that
their conduct is in violation of this MOU, and that they must immediately
cease engaging in conduct prohibited in such Section 12.1 and return to
work.
MMMMMM • - . .
The City will provide a bank of one hundred twenty (120) hours per year to be
allocated by UNION among the stewards on 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.
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It is understood and agreed by the parties hereto 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.
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.
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 during the term of this MOU may, during
the period of December 16 through December 31, 2004, withdraw his/her
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.
-11 flmm . . .- . -
The rules governing overtime and compensatory time are found in the Personnel
Rules and included herein by this reference.
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• . . - MUMM
Personnel Rule 5.9.2.1 is modified to the extent that UNION unit members shall
not be eligible for step increases unless they have at least a "meets expectation" or
higher service rating.
Personnel Rules 6.16.2 AND 1.16.3 are modified to the extent that 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.
UNION approves institution of Cellular Phone Acquisition And Usage Policy
effective July 1, 2003; an exemplar of which is attached hereto as Attachment C.
29.1 Police Manual
The UNION agrees to reopen negotiations, at the request of the City during
this MOU, concerning issues involving application of Police Department
Manual to those Unit Members who work in the Police Department.
29.2 2004-2005 Fiscal Year Wage Increase
In the event that any other City employee bargaining unit is given a wage
increase in excess of two percent (2%) for fiscal year 2004-2005, the City
agrees to a re-opener with UNION on its 2004-2005 two percent (2%) wage
increase set forth in section 3.1 of this MOU.
29.3 Pay for Performance
The City intends to form a committee to study the feasibility of, and means
for implementation of, a true pay for performance compensation plan.
UNION agrees to participate in the committee to be formed by the City. If
by the second year of this MOU the City is prepared to implement a new
pay for performance pay, then UNION agrees to a re-opener regarding the
implementation of such pay for performance plan.
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SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 700
Date:
a —
ION REPRESENTATIVE
By:
NEGOTIATOR NEGOTIATOR
By: L V l/C lltf�ti IJ By: - iW
NEGOTIATOR NEGOTIATO�-
MUNICIPAL EMPLOYEE RELATIONS REPRESENTATIVE
Date: `; ,.. By:
r CIV NEGOTIATOR
HUMAN RESOURCE IRFCTO CITY MANAGER/
B�`,.I -� Ili i 11 B ,' ✓`% �±%,�` /°i t..
AS�ISTANTT� ANAGER FINANCE DIRECTOR
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ATTACHMENT A
CLASSIFICATION AND POSITION SALARY ADJUSTMENTS
1. Information Services Specialist to range 46.
2. Account Clerk to range 27.
3. Plans Examiner to range 46.
4. HVAC Technicians to have title change to HVAC/Electrical Technicians and
adjustment to range 40.
5. Street/Traffic Maintenance to be a combined position with salary adjustment
to range 28.
6. Airport Admin Tech Maintenance position to have additional recordkeeping
responsibilities with a salary adjustment to range 32.
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AIRPORT OPERATIONS DUTY SCHEDULE
Month XX, 2003 - Month XX, 2003
M T W T F £` S, ''? M T W T F
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N�a;r N2 X X N2 N2 Tl2 -°°!"N2 N2 X X N2 N2
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`b6„: D5 D5 D5 D5 X X :;, p6';g= D5 D5 D5 D5 X
X D6 D6 D6 D5 D51 ;� ; ;- X D6 D6 D6 D5
D1 D1 D1 D1 XC D1 D1 D1 D1 X
Spec 2 t ;?- N N X X X N N X X X
Spec X X D D D T7�r. `EtX:�h X X D D D
X X N1 N1 N1 r N1 ��Jyt� X X N1 N1 N1
Spec 5 N N N N X 111�1 X _i N N N N X 'N.
r" s D1 D1 X X D1 D1 ;D1 D1 D1 X X D1
�G1 G1 G1 X X G1 G1 ? Gl,' G1 G1 X X G1
.-",:I D3 I X I X D3 I D3 �D,3 :'Q.3, 1 D3 I X I X I D3 I D3
ar X". X N3 N3 N3 N3 N '", 7C°,r? X N3 N3 N3 N3 J
Agent3 r,l X f_ X D2 D2 D2 D2 X , '; X"�:' X D2 D2 D2 D2 X WAgent 4 N :r N2 X X X N2 1+12 v ;WN :r, N2 X X X N2 N2}
tfr '? N3':: G1 G1 G1 G1 X X N3`: G1 G1 G1 G1 X ;?.
eta „ ''e,. j3'':; D3 D3 D3 X X D3 , +``b ',_'- D3 D3 23 X X CJ3rv3
Pj ` X X G1 G1 G1 G1 _ +;`;G�;:; X X G1 G1 G1 Gl;;
N3 1 N I N3 N3
SPECIALISTS AGENTS AIDES SUPS
D = 0600- 1600 D2 = 0700 - 1700 N3 = 1500-2300 D4 =0630- 1530
N = 1400 -0000 N2 = 1300 -2300 G1 = 2300- 0700 D5 - 0700 - 1600
D1 = 0600 - 1400 D3 = 0700 - 1500 D3 = 0700- 1500 N2 = 1500-0000
N1 = 1600 -0000 N3 = 1500 -2300 C2 =1300 -2200
D3 = 0700 - 1500 No Lunch No Lunch D6 = 0900 - 1800
No Lunch 1 Hour Lunch
0410712003
Sup I and Sup II's
Specialist ll's, Specialist's, Agents and Aides will rotate shifts every 4 months:
Schedules Are Subject To Change!
i
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�,of IPA City of Palm Springs
CELL PHONE ACQUISITON AND USAGE POLICY
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Purpose:
The City recognizes that cellular telephones are a useful alternative to other communications
devices, especially in emergency situations where more conventional means of
communications are not readily available. The City also acknowledges that when properly
used cellular telephones can improve operating efficiency, increase availability of key personnel
and increase the level of public services.
The purpose of this policy is to establish procedures for the authorization, deployment, and use
of cellular phones. In addition, this policy sets forth guidelines for containing costs, ensuring
departmental accountability and personal responsibility, and preventing improper use of cellular
phones by employees.
General Provisions:
The City will issue cellular phones to employees who are deemed to be required to be
available at all times for emergency or other work related reasons. Employees who are issued
cellular phones shall use them for emergency and when other more conventional and cost
effective means of communication are not available. While personal use of cellular
telephones is discouraged, it is recognized as sometimes inevitable and necessary, therefore
a full reimbursement policy is set forth herein.
The City will be responsible for paying the carrier directly for phone charges incurred while
conducting City business. Phone reimbursement records will be maintained in the Finance
Department and shall be a public record. Phone numbers may only be released with
approval of the City Attorney.
Procedure:
A. Acquisition
Both the initial purchase and ongoing costs associated with the acquisition of cellular
phones will be processed and approved in accordance with the City's normal
budgeting process.
Department heads are responsible for insuring that adequate funding exists within
their own departmental budgets to provide for the initial purchase and all reoccurring
service charges. In addition, it is the responsibility of each department head to
carefully consider the cost versus benefits of each cell phone approved and to
annually review these benefits as part of the budgetary process.
The Information Technology Division will coordinate the acquisition of phones and
service for all departments. In addition, the Information Technology Division will
periodically review rates and services available and new technologies to insure that
the City is receiving the best possible value. To the best extent possible, the City will
standardize on a single service provider to encourage the lowest prices.
Any equipment purchased by the City is owned by the City and should be returned to
the City when the employee separates from service or when the need for such
equipment no.longer exists.
B. Issuance
Employees will be issued a cellular phone if authorized by the department head. The
department head should annually review the list of users to ensure that designated
employees continue to demonstrate a need for the cellular phone. Each January, the
department head will receive a Cellular Phone Inventory to update, sign, and return to
the City Manager's Office.
C. Employee's Responsibilities
When using a City issued cellular phone the employee agrees to:
1. Use the phone to conduct City business with only limited and incidental personal
use.
2. Follow any applicable state or local laws governing the use of cell phones while
driving.
3. The use of City issued cellular phones while driving is discouraged, as well as the
use of any electronic communication device that might create a distraction (e.g.
personal digital assistant, laptop, pager, etc.). If the employee finds it necessary to
use a cell phone while driving, a hands-free device must be used. In the absence
of a hands-free device employees are to stop their vehicle in a safe place while
using the phone. This includes stopping the car in a safe place while dialing,
looking up a number, taking_notes, or performing any other task that would
otherwise interfere with driving. If the employee is stuck in traffic and needs to
make a call, the number should be dialed in short sequences when not moving and
make maximum use of the memory dial and auto redial features of the phone.
Conversations should end when encountering hazardous driving conditions or if
the conversation turns stressful or emotional. When answering a cell phone call,
an employee is to pull off the road, as soon as it is safe to do so, to continue a
conversation after the call has been answered.
4. Safeguard the phone. Employees should immediately report a lost or stolen phone
to their department head or Information Technology Division.
All employees receiving a City issued cellular phone must complete and return the
City's "Employee Cell Phone Authorization and Use Agreement" as attached.
D: Accountability
Department heads are responsible for educating subordinates about appropriate
cellular telephone procedures and monitoring their usage. The City reserves the right
DRAFT DOCUMENT—FOR DISCUSSION ONLY Pare 9 of 9
to audit/review cellular phone bills. Appropriate disciplinary action may be taken if an
employee is found in violation of this policy.
E. Calling Plans
For each cell phone issued pursuant to this policy, the City agrees to pay for a monthly
calling plan. The City reserves the right to select a calling plan. Calling plans may vary
from person to person depending on a number of factors including, but not limited to job
function and estimated call volume.
F. Use of Personal Cellular Phone
Employees should make every effort to avoid using City cellular phones for personal
calls. Incidental and infrequent use of cell phones for personal purposes is allowed,
however, the employee needs to be cognizant of their monthly calling plan and the
time consumed by such calls. Any overage, long distance, roaming or other charges
realized by the employee for personal calls shall be the responsibility of the employee.
G. Reimbursement
The City will provide each employee that has been issued a cellular phone under this
policy a copy of the their monthly bill showing all calls and charges. It is the employee's
responsibility to examine their monthly cellular bill for discrepancies and/or unusual call
activity. Billing errors and/or suspicious charges should be reported to the Finance
Department immediately. If the employee's monthly bill exceeds the City's standard
calling plan, it is the employee's responsibility to reimburse City for all personal calls
made during that billing cycle. Checks should be made payable to "City of Palm
Springs," not the cellular phone service provider. A copy of the monthly cellular phone
bill with personal calls highlighted should be attached.
H. Improper Use Prohibited
Failure to comply with the provisions outlined in this policy may result in corrective or
disciplinary action up to and including termination.
DRAFT DOCUMENT—FOR DISCUSSION ONLY Page 3 of 3
CITY OF PALM SPRINGS
Employee Cell Phone Authorization and Use Agreement
DATE
TO: City Manager
CC: Finance Director
Assistant City Manager
FROM:
Type of Equipment Requested: Account Number:
Was this equipment included in the budget? Yes ❑ No ❑
If this equipment was not budgeted, are sufficient funds remaining in the budget? Yes ❑ No ❑
Describe the purpose,justification, and importance of the requested equipment.
1 hereby acknowledge that 1 have received a copy of the City's Cellular Phone Policy. I have read this
policy and clarified with my supervisor any questions regarding its provisions. I understand all cellular
telephone bills are subject to scrutiny by the public and I will endeavor to use the phone provided to me
in an appropriate and responsible manner. Any breach of these terms may result in the loss of privilege
of use of the aforementioned cell phone.
Employee: Signed: Date:
Department Head:
Approved ❑ Signed: Date:
For Internal Use Only
Cellular Phone Provider:
Cellular Phone Serial Number:
Cellular Phone Number:
DRAFT DOCUMENT—FOR DISCUSSION ONLY Page 4 of 4
RESOLUTION NO.
OF THE CITY COUNCIL OF THE CITY OF
PALM SPRINGS, CALIFORNIA,
APPROVING A MEMORANDUM OF
UNDERSTANDING RELATIVE TO WAGES,
HOURS, AND OTHER TERMS AND
CONDITIONS OF EMPLOYMENT FOR
EMPLOYEES IN THE GENERAL UNIT
(SEIU), FOR THE PERIOD OF JULY 1,
2003 THROUGH JUNE 30, 2005, SUBJECT
TO UNIT'S RATIFICATION AND SIGNING
OF PROPOSED 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 Service Employees International Union (SEIU) representing the
General Unit; 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 General Unit, subject to
ratification by the Unit; and
WHEREAS, SEIU and the MERR jointly recommend adoption of such MOU by the City
Council.
NOW, THEREFORE BE IT RESOLVED, by the City Council of the City of Palm Springs,
California that the Memorandum of Understanding between SEIU and MERR, for the
period July 1, 2003 through June 30, 2005, on file with the City Clerk and incorporated
herein by this reference is hereby approved upon execution of said Memorandum of
Understanding.
ADOPTED this day of 2003.
AYES:
NOES:
ABSENT:
ATTEST: CITY OF PALM SPRINGS, CALIFORNIA
By
CITY CLERK CITY MANAGER
REVIEWED&APPROVED:
RESOLUTION NO.
OF THE CITY COUNCIL OF THE CITY OF PALM SPRINGS,
CALIFORNIA, APPROVING AMENDMENT #1 TO THE
ALLOCATED POSITIONS AND COMPENSATION PLAN,
ADOPTED BY RESOLUTION 20641.
WHEREAS an Allocated Positions and Compensation Plan was adopted effective June 18,
2003, for the 2003-04 fiscal year by Resolution No. 20641; and
WHEREAS the City Council desires to amend said Allocated Positions and Compensation
Plan to include the reclassification of 6 General Unit classifications as a result of meeting and
conferring on a Memorandum of Understanding (MOU) for the period July 1, 2003, to June
30, 2005.
NOW THEREFORE BE IT RESOLVED by the City Council of the City of Palm Springs, that
the Allocated Positions and Compensation Plan for positions in the City Service for fiscal year
2003-2004 is hereby amended as follows:
SECTION 1
Classification Range No. Added No. Deleted (Deletions)
Additions
Authorized Positions
Account Clerk G25 (4.75) (4.75)
Account Clerk G27 4.75 4.75
Plans Examiner G44 (1.00) (1.00)
Plans Examiner G46 1.00 1.00
HVAC Technician G36 (2.00) (2.00)
HVAC/Electrical Technician G40 2.00 2.00
Street Maintenance Worker G26 (3.00) (3.00)
Traffic Maintenance Worker G26 (3.00) (3.00)
Street/Traffic Maintenance G28 6.00 6.00
Worker
Airport Admin Technician G30 (1.00) (1.00)
Maintenance
Airport Admin Technician G32 1.00 1.00
Maintenance
Landside & Contracts PS52 (1.00) (1.00)
Administrator
Landside Supervisor PS52 1.00 1.00
Lead Custody Officer G26 (1.00) (1,00)
Custody Officer Supervisor G30 1.00 1.00
q6
Total authorized positions 2003-2004 Budget 442.75
Total (deletions) prior Amendments
Total additions prior Amendments
Total (deletions) this Amendment
Total additions this Amendment
Total authorized positions as amended 442.75
SECTION 2. All provisions of this Resolution shall be effective the first full pay period in July
2003.
SECTION 3. The Account Clerk previously allocated in Fund 001-2510 (Parks and
Recreation) should have been allocated in Fund 520-5641 (Facilities) to properly match the
2003/04 Budget as adopted.
ADOPTED THIS day of 2003.
AYES:
NOES:
ABSENT:
ATTEST: CITY OF PALM SPRINGS, CALIFORNIA
By
CITY CLERK CITY MANAGER
REVIEWED & APPROVED AS TO FORM
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