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HomeMy WebLinkAboutExecutive Management MOU 2024-2025UNDERSTANDINGMEMORANDUM OF CALIFORNIABETWEEN THE CITY OF RANCHO CUCAMONGA, EXECUTIVE SECTION 1: EFFECTIVE DATE The provisions of ti reffective 1. , , and shall .. continue - period, ending December 31, 2025. SECTION 2: COST OF LIVING ADJUSTMENT Effective the first full pay periodin July 2024,-all Executivecovered employees will receive. f cost of livingj increase corresponding ill be paid out first full pay periodin September 2024.) Effective the firsti in July 2025, all Executivecovered employees ill receive f cost of livingadjustment. EffectiveA. Equity Adjustment itst full pay periodin January 2025, the followingpositions l receiveequity Engineering ices Director/City Engi Financeit Human Resources Director InnovationlDirector B. Equity Study The City will retain an outsidet i r the Animal Building ic Works Directorpositions, including, if necessary, recommendations. If the consultanti le to find the minimumcomparable agenciesitions within 100 milesf the 91730-area, based on scope of duties, education, experience and sizei ti , the resultsill not be validt equitymarket j t ill be completed by December 31, 2024. ExecutiveSECTION 3: SALARY STRUCTURE foyees will be assignedto salary, which than 20% (40 salary code steps) below the controlpoint and no moref (30 steps)salary code u int. Actual salary withinrange is determined achievementby performance, !objectives, appointments, growth within ii . preventA. In order to compaction issues, the top stepExecutive t Coveredminimum Ufa above the available range of any subordinateI t i the City Manager. Human Resources ill review compactionissues each year takinginto account any changes in salary ranges due to increases in controlpoints, top steps and 1 cost of living SECTION 4: EXECUTIVE BENEFITS year. Approved providers, and a lit of eligibleiservices, shall be determinedthe Human Resources Department. 2. Technology Reimbursement The City shall provide reimbursement for emplancillary technologyices and related peripherals in support of their positions maximumicl year amount, employee may receive reimbursement iional approved expenses in an amount equivalent to any unspent funds remaining from employee's Exiv its from the prior fiscal year. In no event,shall any employee receive reimbursementtechnology devrelated in one fiscal year. Approved devices l l determined r Department. Ancillary technology deviceswfollowing categories, including the mi i cdevice : Mobile . 2-year replacement cycle Tabletvi : 3-year replacement PC or Laptop: - Icycle Printer:- replacement The City ill no longer provide employees a phone stipendr any ancillary technologicali than a desktop or laptop computer for his/her workstationis providedi I it daily use. Devices procured under the reimbursementt be made available related iviies. Reimbursed devicesi the employee for personal and City relatedduring the replacement . SECTION 5: HEALTH INSURANCE A. LEVEL OF BENEFIT The City shall provide employee and familyinsurance full-timeinuous employees withinbargaining r to the limitation that no such monthI ing by the City shall exceed the following: $1,300 effectivel _l in December 2022. effectivel pay periodin December 2024. CASH IN -LIEU PAYMENT B. Represented employees who wishto waivei t a city -paid medical i , are eligiblefor this it and may opt out of medical insurance, it Employees eligible for is benefit shall receive $300 per monthin-lieu payment. To be eligible, an employee must provide the following: of whether or not the retiree is eligible for Medicare. City shall advise the group carrier of the insured's status as a retiree or eligible dependent. Coverage eligibilitysolelydetermined by f f i i insurance ` It is likely that premium rates for retirees and/or dependents shall be greater than rates for employees. Regardless, retirees shall pay 100% of said rates. If at any time, it is determined by . group health prohibited oseeking premium reimbursement from t eeCity affiliation/ retiree z�nrollment in said group finsuranceplan shall immediatelypon rendering of insurance carriers decision. / from Clity for any prior premiumsi by ., retiree tothe City asand forpremium . z i. f i f ii1111214 i. f. . f .:, .. . f "` f rs f i ,� . f i; . . ■` i # f ' i f ' f y SECTION 111: RETIREMENT BENEFIT Unit members who do not meet the definition"new member" undert California Publici ( )unit members shall be -r "classic members") are enrolled in eitherretirement commonly referred to as the 2.5% at age 55 retirement plan ("Tier 1"), or in t retirementage 55 I i provided the benefitsdescribed A. Tier 1 - Employees Hired Before July 4,20111 21354.4 2.5% at 55 Full Formula Level 1959 Survivor r Final Compensation Employees I pay the full eight percent() of their PERSable compensation the CalPERS member contribution. B. Tier 2 - Employees Hired on or After_,4�4 �2011 21574 4th LevelSurvivor r. Final Compensation Employees_shallll seven percent( f) of theit PERSable compensation the CalPERScontribution. C. It is r t that allc i i the employee as described in Parts A abovethrough B ll be calculatedlsalary of the employee, plus any additional PERSable compensation,i t permittedthe extent law, this is specialcompensation ll be reported pursuantsuch to Titlei ((1)(F) as Value of Employer-Pai Member Contributions. ies also agree that the City has no additional obligation t , the Statedetermine otherwise. The Cityi i i t all employee CalPERS contributions pre-tax i permittedion. All employee payments of the employer pursuantshare are done to Government Code Section(f shallThere to any provisionin Section1 D. PEPRA Employees hired on or after January 1, 2013* The California i i - As i may from time to time exist, the PEPRA shalli its entiretyiv ll force and effect. Any provision in this MOU whichit ii the PEPRA I be deemed null and void,it trary PEPRA provisi beingi t. Therefore, no provisionII be deemed to impair any provisioni , Agreement, Rule or Regulation predating i includes, but is not limited, the provisions ibelow: *Unit membersit t member" as definedi , shalli i i ll initial Member CALPERS contributiont of the normal cost rate r the Definedi in whichsaid "new member" is ll , rounded t the nearest t contribution similarly it Ioyees, whichever is greater. i "new members" and miscellaneous shallafter January 1, i retirement_ (Govt. Unit members who are1, 2013, shall have "final compensation" measured by the highest average annual pensionable ti the member during a periodt least consecutive36 t i , and theiri ishall calculatedbe "Pensionable i(Section r than "compensation (Section E. In addition, the CityRetirement Enhancement Plan generally i /- I r percent) at 55 or at 60, depending the employee'sit t r all miscellaneous employeesit i t December 31, 2012. To be eligible,I least age 56, have yearsfull-time inuous service and retireit i benefit ill be paidto qualifiedit in additionlPERS benefits to whichti . SECTION 12: VACATION lfull-time , with continuousservice, accrue working hours ovacation monthly according to the followingr to compete for talented iv Staff, the Cityr may provideI rate for new Executive Groupyred employees up to the equivalent- Ioyee upon hire. This is important as many experiencedi i i i t time in the public mightand v to begint than they receive it current Length_r ServicerHours Per Pay In Years Period Accrued -_ 110 120 6-8 5.000 130 140 - - 20+ . Annually,SECTION 13: VACATION BUYBACK any employee that wants to have the City buy back vacation r make _ an irrevocable i irrevocable I ti I be submittedin writing to the City'st before December 15 and shall indicate f hours of vacation t the employeein the followingI r year that the employee wants the Cityiminimum maximumbuy back of 20 hours up to a itwice annually,i / the last payday in June and the firstin July) and December (between the first and second payday oft t ), and the employee must indicate the total amount of hours they want pai in June/July and June/Juli December. Regardless of the number of hours requested to be cashed out at either time, the most the Cityis the number of hours accrued and availablei that calendar te. Employees must maintainminimum vacation t to any payment of vacationti SECTION 14: VACATION CAP Effective r 2020, and everyr, any employee with more than 1,040 hours of accrued vacation time ill have their ion lowered to 1,040 hours and the cash equivalent of those hours above 1,040 will be depositedinto their VEBA account in April of the following Example: Joe has 1, 140 hours of accrued vacation in December 2020; his accrued vacation is lowered to 1,040 hours and the cash equivalent100 hours of vacation i i transferred i in April EmployeesSECTION 15: HOLIDAYS i following idays. All full-timeisalaried employees compensatedshall be t theirr ) July 4 Independence O First O November 11 Veteran's O Fourth Thursday of NovemberThanksgiving O Day followingThanksgiving () December 24 Day precedingChristmas_ ) December 25 Christmas Day O January 1 New Years (9) Third Monday of January Martinr i ' Birthday ) Third Monday of February President's 1) Last Monday of May Memorial Day O Three discretionaryl t his/her convenience subject to approval of the supervisor.i yfrom one fiscal r to the next. Whenever a holiday, the following_l i Whenever a holiday falls on a Fridayr Saturday, the precedingrshall be observed as the holiday.i i ti (Thanksgiving, Christ .) where consecutivei it would result in the Cityi t publicserve the i , only one O of the holidaysill be observed and the other holiday ill become a floatingi , for Thanksgiving, ill be observed as the regularholiday; however, Friday will floatingbecome a iday to be used at a later date. For Christmas,ill be observed as the regular holiday; however, Tuesday (the day precedingill floatingbecome a i to be used at a later date. In the instance of Thanksgiving, Christmas , employees will have until June 30 to use those floatingholidays accrued between Thanksgiving rill not accrue as floating holidaystil the actual holidayr, Each year the Cityill designate which days ill be observed and whichr tiholidays. SECTION 19: SICK LE"E All full-time empl _, with continuousi 120 hours of sickleave Sick leave accrual f th) begins on the firstt. A. Personal Sick Leave Employees can use sick leave personal illness, ihealth-related as the diagnosis, care, or treatment of healthi i ), or preventive FamilyB. Sick Leave Employees can use sick leaveillness or injury- I t as the diagnosis, care, or treatment of a health condition), or preventive qualified family purposeFor the ity Sick Leave, a qualifiedr it (includes any age or dependency status, or for whom the employee is a legal standsin loco parentis), parent (includes person who stood in loco parentisthe employeechild), parent -in-law, spouse, registeredi , grandparent, g rand parent- in-law, t- , great -grandparent -in-law, grandchi great- grandchild, , i i C. Other Statutory Use Sick Leave cover an absence for an employee who is victim i violence l assault, or stalking O Obtain or attemptt i restraining order or ot i c health,to help ensure the , or welfareI r their it ( ). O Obtain medicali l i i i shelter; program or crisis participate in safety planningi increase safety. Should the Cityt there is an abuse of sick leave by the employee,t City it that the employeeit to Human Resourcesphysician's certificate the absence. NOTIFICATIONSECTION 20: SICK LEAVE BUYBACK AND EARLY RETIREMENT Employees within the bargaining unit who terminate it hours iit least. i I i ill noticebuyback 150 it intent Employees who provide i t i it intent to retirer i, will receive additional i v in accordance withschedule (this is not cumulative, depending on the noticeprovided t an additional100, 50 or 20 hours of i ). Notification must be givenin writing 1 Resources in the form of an irrevocable letter of resignation wit intent to retire. with availablei vacation v, or accruedcompensatory time.t r of leave , along withthe Workers Compensation benefit, employee'sshall not exceed the leave. For this accrued leave hoursin one -hour ir EmployeesSECTION 24: MILITARY LEAVE it to serve militaryill be the Military qualifyand Veterans Code. To i the militarysubmitted to the supervisori it tour of dutyt be attached to the timecardt period.pay SECTION 25: MILITARY SERVICE BUY BACK Employees have the option r military serviceemployee's SECTION ® TUITION REIMBURSEMENT FOR APPROVED COLLEGE/ UNIVERSITY COURSES Reimbursements i f the followingllege and/or university shallexpenses t exceed $2,300 during Eligibility r said reimbursement in an amount not to exceed $2,300 in any one fiscal year shall be contingentdetermination the employee's department head or his designeel iconditions r it: A. Expenses shall be incurred as regards coursework university t is licensed/accreditedCalifornia, ll Universities ar i i ) regional higheriaccreditors in the Unitedt li t for reimbursement shall present to the Human Resourcest documentation preparedaccredited/licensed college or university vidences the applicant'receipt "in a pass/fail class, As regards each classi reimbursement i sought (where an employee is simultaneouslyl in multiple classes and does t receive a "C" or„ " in any one or more of such classes, the amount of expenses subject to City'sreimbursement shall be r and/or pro-ratedas appropriate, to reflect no reimbursement being related to classes where the minimal grade was not received). B. Eligibility for ri iconfined_ either: 1) those courses t in and of themselves i t of curriculumi is predominately relatedvelopment of skills reasonably anticipatedthe City the applicant's non -inclusive I , art classes wouldt qualify forriemployee majordeclared a that is job -related as set forth in thisiclasses whichcondition to successful completion course f study in the selected 1 r�- _ -� .. - _- -- ■ � .�. .. _ - r` _ ■ r -- r r- r r � r ■ ■ � ■ r r � ! 'r r � ■ � ! - r ;r r - _ � - _ � r _ �_ - r r - r r- - �r _ ►,. r � ■ ■ '� '� � ■ � r; r r � ■ r � � ■ i i - ;! } r �_ - r r - r� r -- �.. - �- � ,- ., - a' L ``■ � ■ ■ - ■ r ■- ■ ■ ■ ■' i r r- !+ r r ,, '� ii r r r r r s, . .. ■ { •. , � 4 r r r r r �- -r r r - _ ., r � -- r - r _ -. r r r - r r - - r i• - - - r� �i _ - r: r - it _ _ - - - � - � � r `�'i � -� ■ r� r rx -■ a r r� � r ■ r `- *r r- r ,�' .ate ■ r i ,, - _ � ■ i � r r r � � - i r "'. ■ r- '.. ■■ r # a r i' � � i r ��i.. "r' rr i challenges to their termination, wit i calendar days of receiving ti termination. Employees are t required to execute the Compromiser i it is agreement,an and its executionis totallyvoluntary I v, it is a conditionreceiving v is consideration Section . SENIOR DEPARTMENT HEAD ADDITIONAL DUTIES PAY Department Heads who work and provide_ guidancethe transition Department Head within it Department are eligiblereceive pay period) in Senior Department Head additionali taking responsibilities assisting it retaining ti their current position. SECTION 31: 4/10 WORK WEEK City Hall operates on a 4/10r . through Remoteili ies operate on a 40-hour work week of varying i . SECTION 32: DIRECT DEPOSIT I new bargainingit members are required to enroll in directdeposit. Vacation buyback check.payouts can be by paper SECTION 33: BI-LINGUAL PAY Employees who qualify for i-lingual pay will be_ provided . SECTION 34: TEAM IRC APPAREL The City ill provide all bargainingi i least once per fiscal year at a cost not to SECTION 35: MANDATORY USE OF MULTI -FACTOR AUTHENTICATION TECHNOLOGY The City will require the use of multi-factorauthentication technology by employees for access to I City systemsincluding rkday. This wouldinclude the placement of such technology on I devices employees use to access Cityincluding cell SECTION 36: ADOPTION OF MOU This memorandumiExecutive Management Group was adopted on May x 2024. For the City of Rancho Cucamonga: For the Executive Management Group: Date Date 4Jon R. i i °r i i iRepresentative Executiver iv