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HomeMy WebLinkAboutRCMA MOU 2024-2025 Signedd?d#f±\#\d #?2\#?f??±2#ASS IT OF*i72A# ?■?±f#SA* AND RANCHO CUCAONGA M NAG ©©»*22#2X»M iflillillimillildIT, #><+»:¥>z° .2*?2 MEMORANDUM OF UNDERSTANDING (MOU) BETWEEN THE CITY OF RANCHO CUCAMONGA, CALIFORNIA AND RANCHO CUCAMONGA MANAGEMENT ASSOCIATION (RCMA) The provisions of this MOU are effective upon City Council approval and shall continue for ar 18-month period, ending December 31, 2025 A. Negotiations for Successor The City and RCMA agree that negotiations for the successor ICU will begin on or before July 10, 2025. tingoing, unless both pagree to fewer meetings in a month, RCMA agrees to take Tentative Agreements reached at the table to their membership for a ratification by their members within 60 days or they expire. The City shall conduct a salary survey of labor market cities approximately six (6) monthm before the start of new labor negotiations for the next MOU. Each year the City will sury a minimum of six (6) positions in the bargaining group, including a minimum of one (1) fro each workgroup, ensuring that all members of the bargaining lunit are surveyed over four (Z years. The rotation for positions surveyed was determined through a randornized lotte draw as follows'. EXISTING SURVEY POSITIONS: Assistant to the City Manager Community Affairs Manager Deputy Director Engineering/Deputy City Engineer Facilities Superintendent Senior Civil Engineer Senior Planner Traffic Engineer YEAR 1: Animal Center Manager Deputy Director of Finance 1-ta"Tan ?K&&'#WT'eW Principal Management Analyst Senior Executive Assistant Deputy Director of Engineering Environmental Programs Manager Utilities Operations Manager K YEAR 2: Plan Check & Inspection Manager Deputy Director of Building and Safety Chief Information Security Officer Finance Manager Risk Manager Dep:uty Director Engineering/Utility Manager Economic Development Manager Public Works Maintenance Manager Community Services Manager Deputy Director of Community Services YEAR 3: Deputy Director of Animal Services Accounting Manager Deputy Director of Innovation and Technology Procurement Manager City Plan ner/Plan ning Manager Deputy Director of Public Works Principal Engineer Street/Storm Drain Maintenance Superintendent Principal Planner Deputy Director of Library Services Library Services Manager YEAR 4: Building & Safety Manager Veterinarian Community Improvement Manager Principal Accountant Revenue Manager Deputy Director of Economic Development Deputy Director of Planning Park/Landscape Maintenance Superintendent Principal Librarian Cultural Center Manager Positions will be surveyed for individual market and internal equity purposes only. There must be a minimum of six comparable agencies in the survey group or results Will not be valid and will not be included with the existing survey positions. The information gathered will be shared with the group. The group survey for overall market equity comparison will continue to use existing survey positions to ensure longitudinal validity. K a"groulim -tffective the first full pay period in July 2024, all RCMA covered employees shall receive a two percent (2%) cost of living adjustment. (The increase and corresponding deferred pay will be �aid out first full pay period in September 2024.) �ffective the first full pay period in July 2025, all RCMA covered employees shall receive a two ,tercent (2%) cost of living adjustment, A. Equity Adjustment Effective the first full pay period in January 2025, the following RCMA positions shall receive a two percent (2%) equity adjustment: Building and Safety Manager Economic Development Manager rrr&4 dr Library Services Manager Principal Accountant Procurement Manager ,Aw' =I. position. Annual performance reviews have been replaced with professional development plans and at least two (2) ongoing coaching check -ins a year. The City formed a committee of all bargaining groups who agreed to the change. Training as well as handouts will be provided to employees and supervisors to assist with the professional development plan and yearly coaching conversations. The City will review the form(s) and process with this committee at least every three (3) years to ensure their usefulness for employees and supervisors. RCMA employees on or starting a probationary period would be eligible to receive up to five percent (5%) through the term of their probationary period per the Personnel Rules and are then eligible for the merit increase in the next development plan cycle, as long as the probationary period was completed before the end of November (ex. An employee whose probationary period ended in March through November would be eiligible for the upcoming February increase. An employee whose probationary period ended December to February would have to wait for the following February for another increase). III I ITH9 WOW "I -Z 0111 TATAWOM # "Al 11 LLZWU I Ug K01 E IIN 2 Plan timeline: No later than the first and second week of November —Employee fills out their "My Action Plan." * Third and fourth week of November — Employees and Supervisors work together on the Plan, and Supervisors review the plans with their Managers or who their Department determines. * Remainder of November through the second week o December — upervisors inalize the Plan, taking into account any input that their Supervisors provided and going over the Plan with the employee before submission. einpiojees 1777177ne 71p Tiet ate en,511ie TIF a M1,11, MMITT771i ivirr !CIUFM7475 i *rm than the top step. The change will be reflected in the first full pay period the following February. Employees at the top step of their salary range will be eligible to receive a stipend of $250, paid in conjunction with the check for the first full pay period in February. There is no retroactivity for Plans not timely submitted. Employees on a performance improvement plan as of December will not be eligible for a merit increase or stipend. Employees designated as Management are not eligible for overtime pay, or compensatory time for working hours over and above the normal da,ily work schedule. Employees shall be entitled to the benefits below. - A. Management Leave — Eighty-five (85) hours per fiscal year. Days off must be approved by the appropriate supervisor. $50,000 base coverage of life insurance for Life Insurance — The City provides bargaining unit employees. Employees who want to purchase additional life insurance coverage with personal funds may do so at the City's group rate. 457 Plan —Bargaining unit members may contribute to the 457 Plan. The City matches up to 2% of what the employee contributes into their 457 Plan through payroll deductions, into the 401 (a) Plan. Participation in the 457 Plan at two percent (2%) for new bargaining unit members sh be automatic with an opt -out option, i i _U6rf77o7WF1"7r1TF =F1 F Plan for all RCMA employees. 191 wzrollrelz f: Rai Fail The City shall provide employee and family health insurance for all full-time continuously salaried employees within the bargaining unit, subject to the limitation that no such monthly funding by the City shall exceed $1,275 per month. Effective the first full pay period in December 2024, the monthly amount will increase to $1,400. B. Use of Accrued Vacation for Above City -Paid Contribution Maximum Health Insurance 1&Y&'VdF&T&1S IhI Mfa'1V,%L&ze& L�v�r� P. Cash In -Lieu PaymetM Represented employees who wish to waive coverage under a City -paid medfc­m� as they meet the ACA requirements stated in sections C1 and C2. Employees for this benefit shall receive a $300 per month cash -in -lieu payment, (1) proof that the employee and all individuals for whom the employee intends to claii 9 A v r # r yer *6*#• i4,?- - the City's plan yearto which the opt-outapplies ("tax family"), have orwill have minimu essential coverage through another source (other than coverage in the individu market� whether or not obtained through Covered California) for the plan year to whi the opt out arrangement applies ("'opt -out period"); and 7 ria T111,151jo-Le IR orwill have such minimum essential coverage forthe opt -out period. An employee must sign an attestation every plan year at open enrollment or within 30 days after the start of the plan year. The opt -out payment cannot be made, and the City will not make such alternative coverage, or if conditions in this paragraph are not otherwise satisfied. 6 Subject to the conditions stated below, effective upon a service or disability retirement from City service at oir beyond age 55 with 10 consecutive years of City service at the time of retirement, retirees shall be eligible to 100% personally fund, without any City contribution, participation in a retirees. ZI 11 - I I by the City, that such group retiree health insurance is available, or if available, will remain available for any specific future period of time, All premiums for the retiree and/or eligible dependents shall be borne by the retiree. The City shall advance and submit the necessary premiums to the carrier(s), subject to the refireq, reimbursing the City not later than 30 calendar days after the City payment of the premium. Failure to timely reimburse the City shall result in no further premium payments being made bytht City, resulting in termination of insurance coverage. The City's duty to advance said premiums shall terminate at age 65 of the retiree, regardless of whether or not the retiree is eligible for Medicare. The City shall advise the group carrier of the insured's status as a retiree. Coverage eligibility shall then be solely determined by the group insurance carner(s). Premium rates for retirees and/or dependents shall likely be greater than rates for employees. Regardless, retirees shall pay 100% of said rates. fruffibee "t gl#�mreir!i-t.atutserTientirufiiaretiree,t-,iiyaTriiiaiionan*reilreef--rlrolimenI group; insurance plan shall immediately terminate upon rendering of the insurance carrier's decision. In such case, no retiree shall seek reimbursement from the City for any prior premiums paid by the retiree to the City as and for premium reimbursement. N 4:04 9 MIMMIU] a f AWAMMUK017 The City has established a Voluntary Empiloyee Benefit Association (VEBA) through th�; California Government Voluntary Employee Benefit Association to assist employees with planning for future healthcare expenses. Employees are allowed a one-time election to opt int# the plan. Represented employees shall be eligible to participate in the plan according to a schedule negotiated separately from this agreement, Contributions to the Plan, shall be made as City contributions through a salary reduction 2rrangement. All contributions made on behalf of employees through zuch �salary reduction grrangements are made on a pre-tax basis in accordance With IRS provisions. No Employe-� contributions are to be made to the plan, At the discretion of the applicable bargaining unit, contributions may be amended once per year provided that such amendment is permitted by IRS regulations and in conformity with the Plan Document. The City shall provide a dental insurance plan for all full-time continuously salaried employees and beneficiaries within the bargaining unit. The City shall provide an optical insurance plan for all full-time continuously salaried employees and beneficiaries within the bargaining unit and elected officials, 111111,1214 40��� The City has established a flexible spending account plan maniaged by a third -party administrator that is open to the voluntary participation of members in the bargaining unit. The City agrees to pick up all administrative fees associated with maintaining this program for bargaining unit members (including but not limited to debit card fees). SECTION 13: RETIREMENT BENEFIT Unit members who: do not meet the definition of "new member" under the California Public: Employees' Pension Reform Act of 2013 (PEPRA) (those unit members shall be referred to as *116-jar-11SPIMS nxFjL#tz1*M412MOIzj Big ,it -In M Employees shall pay the full eight percent (8%) of theiir PERSable compensation towards the CalPERS me § 21354 2% @ 55 Full Formula Employees shall pay the full seven percent (7%) of their PERSable compensation towards the CalPERS member contribution. C. It is understood that all contributions paid by the employee as described in Parts A through B above shall be calculated based upon the full base salary of the employee, plus any additional PERSable compensation, -1 0 0 - - - 6 a - - D. PEPRA— Employees hired on or After January 1, 2013* The California PubilicEmployeesPension Reform Actof 2013 (PEPRA) — As it may from time to time exist, the; PEPRA shall in its entirety be given full force and effect. Any provision in this MOU thatcontradicts any provision of the PEPRA shall be deemed null and void, with the contrary PEPRA provision(s) being given full force and effect. Therefore, no provision of PEPRA shall be deemed to impair any provision of this MOU or any MOU, Agreement, Rule or Regulation predating this MOiU. PEPRA includes, but is not limited to, the provisions described below - Unit members who are "new members" and miscellaneous employees on and after January 1, 2013, shall beenrolled inthe two percent(2%) @ 62 retirement formula (Govt. Code§ 7522.20). #nit members who are "new members" on and' after January 1, 2013i, shall have "fin compensation" measured by the highest average annual pensionable compensatil earned by the member during a period of at least 36 consecutive months (Secti 01 Length of Service Hours Accrued Annual Hours in Years Per Pav Period Accrued 1 1077 80 2 3.461 90 3 3.846 100 4 4230 110 5 4,615 120 6-8 5,000 130 9 5,384 140 10 5769 150 11-13 6.153 160 14 6.538 170 15+ 6,923 180 MANK" I'�Ill'-",---�--------�--�roli";r*m, �, Vacation shall be capped at 1,040 hours. Any hours accrued over 1,040 hours will be cashed out using the options below: • Cash • Deferred compensation contributions as allowed by law The employees make an irrevocable decision before the end of the calendar year and the payment or distribution will occur in April. Annually, any employee who wants to have the City buy back vacation hours shall m ke al irrevocable election to do so. The irrevocable election shall be submitted in writing to th City ............ im The City Manager may provide an accrual rate for new Management employees up to the equivale of a ten-year employee upon hire. i W-M KINIMMOWN Employees can use sick leave for personal illness, injury, a health -related reason (such the diagnosis, care or treatment of a health condition), or preventive care, Employees can use sick leave for the illness or injury of a health -related reason (such as the diagnosis, care or treatment of a health condition), or preventive care of a qualified family member. I Sick leave can be used to cover an absence for an employee who is a victim of domestic violence, sexual assault, or stalking to: (a) Obtain or attempt to obtain a temporary restraining order or other court assistance to help ensure the health, safety, or welfare of the employee or their child(ren). (b) Obtain medical attention or psychological counseling, services from a shelter, program or crisis center; or participate in safety planning or at actions to increase safety. In the event of sick leave absences due to personal illness or injury, which exceeds three (3) consecutive workdays, the Department Head or Human orssources may require a physician's statement indicating the emploee's fitness to return to work. Should the City suspect that there is an abuse of sick leave by an employee, the City may require that the employee submit to Human Resources a physician's certcation to support the absence. M SECTION 21 SICK LEAVE BUYBACK AND EARLY RETIREMENT NOT1E[qAj!q WCEi.ITIVIIE If employees within the bargaining unit terminate their City employment after five (5) years of continuous service, the City will buyback 130 hours of sick time if they provide at least two (2) weeks' written notice of their intent to separate. If employees provide early notification of their intent to retire from the City, the City will pay employees for additional accrued Sick leave hours in accordance with the schedule below, Notification must be given in writing to Human Resources in the form of an irrevocable letter of resignation with intent to ret�ire: Notification of at least twelve months 100 hours additional sick leave buyback (365 calendar day§*) Notification of at least six months 75 hours additional sick leave buyback 1calendar days* 80 ) Notification of at least four months 50 hours additional sick leave buyback J1 20 calendar days*) Notification of at least two months 20 hours additional sick leave buyback (60 calendar days*) I it Employees receive the following 14 holidays. All full time continuous salaried employees shall be compensated at their regular rate for these days: (1) July 4 Independence Day (2) First Monday of September Labor Day (3) November 11 Veteran's Day (4) Fourth Thursday of November Thanksgiving Day (5) Day Following Thanksgiving Floater (6) December 24 Day preceding Christmas (7) December 25 Christmas Day (8) January 1 New Year's Day (9) Third Monday of January Martin Luther King's Birthday (10) Third Monday of February President's Day (11) Last Monday of May Memorial Day The City agrees that employees who are assigned to work on a holiday, whether or not their regular shift assignment requires they work that day, are eble for pay at time and one-half for working that day. This time and one-half may betaken ascompensation orput in a compensatory time off bank, (in effect, compensating at double time and one-half). That rate of compensation is tallied as follows: The 10 hours compensation forthe holiday, plus compensation at time and one-half for the hours actually worked. This payment at time and one-half abrogates the employee's right to that holiday. M1 Employees within the bargaining unit are granted up to 120 hours of natal and adoption leave with pay Al the birth or adoption of a child, however, use of the 120 paid hours does not extend anytime charged under FMLAorCFair A. Any paid time required beyond this initial 120 hours must be charged to sick leave, vacation, compensatory or floating holiday time. - ---------- Any employee covered herein who is receiving disability payments under the "Workers' Compensation Act of California" for on-the�job injuries sustained while engaged in the performance of duties of any such City position, shall receive from the City during the first three (3) months of such disability absence, payments in an amount equal to the difference between the disability payments received under Workers' Compensation Act and the In 6-1111MATI WN S 03 JIM ditemil A 1 1111101111. 1JW, INI - MMIIMLIMMM'emu will be distributed as equitably as possible. SECTION 31- TUITION REIMBURSEMENT FOR APPROVED COLLEGE AND UNIVERSITY COURSES: Reimbursements by the City of the following enumerated college and/or university course expenses shall not exceed $2,300 during any fiscal year. Eligibility for said reimbursement in an amount not to exceed $2,300 in any one (1)fiscal year shall be contingent upon a determination by the employee's department head or his designee that all the following conditions precedent exists: A. Expenses shall be incurred as regards coursewo,rk undertaken at a college or university that is licensed/accredited by one (1) of the six (6) regional accreditors involved in higher education accreditation in the United States. B. The applicant for reimbursement shall represent to Human Resources, documentation prepared by the accreditedensed college or unliversity which evidences the applicant's receipt of a grade of "C" or "pass" in a pass/fail class. As regards each class for which reimbursement is sought (where an employee is simultaneously enrolled in multiple approved classes and does not receive a "C" or "pass" in any one or more of such classes, the amount of expenses subject to City's reimbursement shall be reduced and/or as appropriate, pro -rated to reflect no reimbursement being made for expenses related to classes where the minimal grade was not received). - M - in D. Eligibility for reimbursement upon completion of coursework shall be predicated upom- the employee's department head or their designee, making a written determination prii to the affected empoyee's enrollment in the course(s) for which reirnbursement is lat sought, that the coursework is offered by an accredited college or university and that th I above -described lob nexus does exist. The determination of the Department Head their designee in such regard shall be final. I E. The costs which shall be subject to reimbursement are limited to the following: 1) tuition, 2) books, 3) supplies, 4) parking, and 5) laboratory. In addition to all' other conditions precedent to reimbursement set forth in this section, prior to reimbursement being approved, receipts shall be provided to Human Resources and shall evidence each expenditure for which reimbursement is sought, t o maintain their' positions. Required certifications must be outlined in an employee's classification specification. The Department Director, with the approval of the City Manager, can add to but not eliminate certifications and recertifications that Departments will cover the costs for employees to maintain. Any additions by the Department Head must be applied equally to all employees in that classification. I4=0 "fig --a Bargaining unit employees are encouraged to check their City email account regularly for information regarding promotional opportunities. The City may pay the cost of training and certificate programis, up to $10,000, for 'individual employees who are not required to maintain their positions, with the goal of providing additional 4evelopment opportunities for employees. Employees can request that the City pay the cost of such training and certifications. The Department Director and /or Deputy City Manager� with the approval of the City Manager, may M approve these requests, subject to budget availability. If an employee requests participation in a training or certificate program with a registration cost of $2,000 or more, the employee will be required to repay the cost of that training or certificate! if they leave City employment within 4 years of the registration for that program, One -quarter of the amount owed is forgiven each year. 1101 all Ilia —tell 6M EZr..1 gill I 116Mu 0 .1 UVLOM�ffi The City shall annually provide reimbursement for employee -purchased Team RC apparel or safety footwear, in support of their position, up to a maximum of $100. Employees would need to provide receipts for reimbursement (for up to $100) to their HR Business Partner by May I of every fiscal year, The parties are agreeable to Move this into a ®r business process as soon as possible. The City has implemented a well-defined, equitable, carpool program that eliminated the previously provided time -off incentive with a finiancial incentive. The carpool program 'is open to allfullAime regular employees. Participation isvoluntary, and employees interested in participating shall file a Rideshare Application Agreement and comply with the requirements of the program. The financial incentive for the program is $2.60 per day for every day that the bargaining unit employee carpoo s. 99MM 111110114K, III VA Wei .04 M A A 4 4 City Mail generally operates on a 4/10 work week, hours 7:00 a.m. to 6-00 p.m., Monday through Thursday. However, different work schedules consisting of various work hours and days may be adopted byindividual departments based on departmental needs. Remote facilities operate on a 40-hour work week of varying days and times. All new bargaining unit members are required to enroll in direct deposit. Vacation buybacks can be by paper check. ffi,_ _14YAMIMIAIL'�JM A 10 The City will provide RCMA with a list of specific Confidential Employees whose positions arz covered by the Management Employees' bargaining unit. These employees are designated a,-* Confidential Employees duetothe work they perform related to: employer -employee relations and the access they have to information related to employer -employee relations. The City will updatg that list when a new confidential employee is hired, or the duties of a current confidential employee change and they are no longer involved in employer -employee relations. Employees designated as confidential employees may not act as representatives of employee organizations which represent other employees of the City, may not represent employees in discipline or grievance procedures and may not provide information or participate in labor negotiation on behalf of RCMA. Confidential Employees may be employed in some of the following positions (this list is not exhaustive): Deputy Director of Finance Deputy Director of Human Resourc Finance Manager Principal Accountant Revenue Manager Senior Executive Assistant The City will furnish a portion of existing bulletin board space, located in bargaining unif break areas where such bulletin boards currently exist, for RCMA notices. Such space will be no less than 18" x 24". If insufficient bulletin board space exists in a Bargaining Unit work or break area, the RCMA may, after receiving approval in writing from the City, piut up a bulletin board not to exceed 18" x 24" depending on available space. RCMA may also distribute notices to covered employees through the City's email system. Bulletin boards 2nd emails shall only be used for the following notices: 111 1 11111 Information regarding RCMA social, recreational, and related news bulletins. Reports of official business of RCII including negotiations, reports of committees or the Board of Directors, 141 om; QW be used for the preparation, reproduction, or distribution of notices, nor shall such notices be prepared by City employees during their regular work time. Notices that are posted, distributed or placed in an employee's City mailbox shall not be obscene, defamatory, or of a Q,11111wWW66, W* access and disclose all messages sent over its email system for any purpose in accordance with the City's E-Dail Policy. WIN Wall FTIAL'i 'it'll e C--tIll &e S 11V LFIC tII,#IVJZe. Mik-I 16 mexre Officers granted access to work locations shall limit such visits to a reasonable period of Y. taking into consideration the nature of the grievance or appeal. The City shall not unreasonably interfere with RCMA's access right to work locations and any reasonable denial of access shall not be subject to the grievance procedure. per year. EM