HomeMy WebLinkAbout2022-045 - Resolution •
RESOLUTION NO. 2022-045
A RESOLUTION OF THE CITY COUNCIL O__F THE CITY OF
RANCHO CUCAMONGA, CALIFORNIA, APPROVING A
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY
OF RANCHO CUCAMONGA AND THE RANCHO CUCAMONGA
MANAGEMENT ASSOCIATION
WHEREAS, representatives of the City of Rancho Cucamonga (City) and the Rancho
Cucamonga Management Association (RCMA) have met and conferred pursuant to the
provisions of the Meyers-Milias-Brown Act (California Government Code §3500, et seq.) with
regard to terms and conditions of employment; and
WHEREAS, representatives of the City and the Rancho Cucamonga Management
Association have agreed upon and presented to this City Council a two-year Memorandum of
Understanding effective July 1, 2022, to June 30, 2024.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF RANCHO CUCAMONGA
HEREBY RESOLVES that said Memorandum of Understanding with the Rancho Cucamonga
Management Association is hereby approved and the City Manager is hereby authorized to sign
said Memorandum of Understanding on behalf of the City of Rancho Cucamonga, and the City
Clerk to attest thereto.
Resolution No. 2022-045— Page 1 of 2
PASSED, APPROVED, and ADOPTED this 4th day of May 2022.
.c-f-)_-,—
ne Kennedy, Ma -Pro Te
ATTEST:
aLe_ ca. dd
nice C. Reynolds, Ci y Clerk
STATE OF CALIFORNIA )
COUNTY OF SAN BERNARDINO ) ss
CITY OF RANCHO CUCAMONGA )
I, Janice C. Reynolds, City Clerk of the City of Rancho Cucamonga, do hereby certify
that the foregoing Resolution was duly passed, approved, and adopted by the City Council of
the City of Rancho Cucamonga, at a Regular Meeting of said Council held on the 4th day of
May 2022.
AYES: Hutchison, Kennedy, Michael, Scott
NOES: None
ABSENT: None
ABSTAINED: None
Executed this 5th day of May, 2022, at Rancho Cucamonga, California.
�2. e 442414—
J ice C. Reynolds, City Clerk
Resolution No. 2022-045- Page 2 of 2
MEMORANDUM OF UNDERSTANDING
CITY OF RANCHO CUCAMONGA
AND
RANCHO CUCAMONGA MANAGEMENT ASSOCIATION
2022 - 2024
RESOLUTION NO. 2022-045
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MEMORANDUM OF UNDERSTANDING (MOU)
BETWEEN THE CITY OF RANCHO CUCAMONGA, CALIFORNIA AND RANCHO
CUCAMONGA MANAGEMENT ASSOCIATION (RCMA)
SECTION 1: EFFECTIVE DATE
The provisions of this MOU are effective upon City Council approval and shall continue for
a two (2) year period, ending June 30, 2024.
A. Negotiations for Successor
The City and RCMA agree that negotiations for the successor MOU will begin during the
second full week in January 2024, which begins on Monday, January 8, 2024.
The City and RCMA agree to meet and confer at least twice per month while negotiations
are ongoing, unless both parties mutually agree 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.
SECTION 2: SALARY SURVEY
The City shall conduces a salary survey of-labor market cities approximately six months
before the start of new labor negotiations for the next MOU.
SECTION 3: COST OF LIVING ADJUSTMENT
Effective the first full pay period in July 2022, all RCMA covered employees shall receive a
three percent (3%) cost of living adjustment.
Effective the first full pay period in July 2023, all RCMA covered employees shall receive a
two percent (2%) cost of living adjustment.
A. Equity Adjustment
Effective the second full pay period in July 2022, the following RCMA positions shall
receive an equity adjustment to bring them closer to 5% of market:
Deputy Directors 4%
, Principal Planner 3%
Senior Planner 3%
Senior Civil Engineer 3%
Senior Executive Assistant 4%
Effective the second full pay period in June 2024, the following RCMA positions shall
receive an equity adjustment to bring them closer to 5% of market:
Deputy Directors 2% .
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SECTION 4: SALARY STRUCTURE
All employees will be assigned to salary ranges which are no less than 20% (40 salary
cod e-steps)-below the-control-point nd-no-mere-than 1-0%-(20-s-alary-code-steps)-above-the
control point. Actual salary within the range is determined by performance, achievement of
goals and objectives, or for recent appointments, growth within the position.
SECTION 5: PROFESSIONAL DEVELOPMENT PLAN AND MERIT INCREASE
Annual performance review replaced with professional development plan and at least 2
ongoing coaching check-ins a year. The City will form a committee of all bargaining groups'
who have agreed to change from an annual performance evaluation to an annual
professional development plan effective July 1, 2022. The committee will review the form(s)
and processes not defined here for employees and their supervisors to develop the annual
plan. 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 years to assure their
usefulness for employees and supervisors.
RCMA Employees on or starting a probationary period would be eligible to receive up to
5% through the term of their probationary period per the Personnel Rules and would then.
be 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 eligible 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).
Each November, employees and their supervisors will work together to develop the
Professional Development Plan which must be completed by the employee and supervisor
by the end of the second full week in December of every year.
Plan timeline:
• 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 determine.
• Remainder of November through second week of December - Supervisors finalize
the Plan taking into account any input which their Supervisors provided and go over
the Plan with the employee before submittal.
Upon submission of the completed Plan in December (as outlined in the timeline above),
employees not at top step are eligible for a merit increase of 3%, but no greater than 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
$500.00, paid in conjunction with the check from 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. The current
performance evaluation system will end on June 30, 2022, with any increase from then on
being part of this new once a year-system.
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If any employees below w top step have overdue evaluations as of June 30, 2022, they will
automatically receive a 5% merit increase for any outstanding evaluation backdated to when
the cvaluatien-was--due-- These-automatic-merit increases-cannot-exceed-top step-of-the
employees, salary ranges.
SECTION 6: MANAGEMENT BENEFITS
Employees designated as Management are not eligible for overtime pay, or compensatory
time for working hours over and above the normal daily work schedule. Employees so
designated shall be entitled to all benefits provided to general employees and the following:
A. Administrative Leave - Eighty-Five (85) hours per fiscal year. Days off must be
approved by appropriate supervisor.
B. Life Insurance - The City provides $50,000 base coverage of life insurance for
bargaining unit employees. Employees who want to purchase additional life
insurance coverage with personal funds may do so at the City's group rate.
C. Deferred Compensation - Four percent (4%) of base salary.
457_Plan - Effective--the_first--full_pay-_period_in_July_2022,_or_as_-soon-as possible_
thereafter, bargaining unit members may continue to contribute to the 457 plan
however, the City will no longer match contributions.
401(a) Plan - Effective the first full pay period in July 2022, or as soon as possible
thereafter, the City will match up to 2% of monthly base salary per month for any "
bargaining unit member who contributes up to 2% of monthly base salary into
deferred compensation through payroll deductions.
Deferred Compensation participation for new bargaining unit members shall be
automatic with an opt-out option.
SECTION 7: HEALTH INSURANCE
A. Level of Benefit
The City shall provide employee and family health insurance for all full time
continuous salaried employees within the bargaining unit, subject to the limitation
that no such monthly funding by the City shall exceed $1,175 per month.
Effective the second full pay period in December 2022, monthly amount will
increase to $1,275.
B. Use of Accrued Vacation for Above City-Paid Contribution Maximum Health
Insurance
Employees who elect a health insurance program with a premium above the City-
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paid contribution maximum may also elect to use-the cash value of redeemed
accrued vacation to pay for any above maximum premium. Such use will be on a
dollar-for dollar and pre-tax basis. Such election must be made in writing, may cover
--- — all-or-a--specified-par ovetthe-m-a-ximum-pr-emium;a-nd-be-effective-forone-calendar
year unless the participant terminates employment with the City during the year
(see Appendix A for complete information on this optional benefit). If accrued
vacation is insufficient to pay for any above maximum premium, the difference will
be deducted from the employee's net pay. This periodic payout will not be included
in the computation of overtime and will not counts towards Vacation Buyback. The
parties agree that this position will not be used when bargaining, contemplating, or
calculating the health insurance benefit.
C. Cash In-Lieu Payment
Represented employees who wish to waive coverage under a City-paid medical
insurance plan, are eligible for this benefit and may opt out of medical insurance
beginning January 2023, as long as they meet the ACA requirements stated in
section C1 and C2. Employees eligible for this benefit shall receive$300 per month
cash-in-lieu payment.
To be eligible, an employee must provide the following:
(1) proof that the employee and all individuals for whom the employee intends to
claim a personal exemption deduction for the taxable year or years that begin or
end in or with the City's plan year to which the opt out applies ("tax family"), have
or will have minimum essential coverage through another source (other than
coverage in the individual market, whether or not obtained through Covered
California) for the plan year to which the opt out arrangement applies ("opt out
period"); and
(2) the employee must sign an attestation that the employee and his/her tax family
have or will have such minimum essential coverage for the 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 in fact make payment if the employer knows that the employee or tax
family member does not have such alternative coverage, or if conditions in this
paragraph are not otherwise satisfied.
D. Affordable Care Act Reopener
The Rancho Cucamonga Management Association or City may reopen
negotiations on the issue of health insurance benefits to address changes to or the
elimination of the ACA and in order to avoid penalties or taxes under the ACA or
other statutory scheme that may result from an interpretation of the ACA or other
statutory scheme by the Internal Revenue Service or other federal agency
(including, but not limited to, a revenue ruling, regulation or other guidance)or state
agency, or a ruling by a court of competent jurisdiction. These negotiations will not
result in a reduction or increase in the amount the City provides for employee health
coverage.
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SECTION 8: RETIREE MEDICAL
Subject to the conditions stated below, effective upon a service or disability retirement from
Gity--s-erviee at-or-beyond-age-55-with 10 consecutive-years-of-Gity-serviee-afthe-time-of
retirement, retirees shall be eligible to 100% personally fund, without any City contribution,
participation in a group health insurance program(s) which is making group health
insurance available to the City's retirees.
It is agreed and acknowledged by the parties to this MOU that no representation is or can be
made by the City, that such group retiree health insurance is available, or if available, will
remain available for any specific future period of time.
If no such group health insurance is reasonably available, or if the private carrier(s)
terminates such coverage as to the retiree group or any individual group member, the City
shall have no obligation/duty to self-fund or otherwise provide insurance or replacement
insurance.
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
retiree reimbursing the City not later than 30 calendar days after City payment of the
premium. Failure to timely reimburse the City shall result in no further premium payments
being_made by the City,.-res.ulting_in termination_of_insuran_c-e cover_ag.e
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. 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 carrier(s). 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 any group health insurance carrier that the City is
prohibited from seeking premium reimbursement from a retiree, City affiliation and retiree
enrollment in said 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.
SECTION. 9: VOLUNTARY EMPLOYEE BENEFIT ASSOCIATION (VEBA)
The City has established a Voluntary Employee Benefit Association (VEBA) through the
California Government Voluntary Employee Benefit Association to assist employees with
planning for future health care expenses. Employees are allowed a onetime election to opt!
into 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
arrangement. All contributions made on behalf of employees through such salary reduction
arrangement are made on a pre-tax basis in accordance with IRS provisions. No Employer •
contributions are to be made to the plan. At the discretion of the applicable bargaining unit,
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contributions may be amended once per year provided that such amendment is permitted
by IRS regulations and in conformity with the Plan Document.
- — SEC-T-ION49:DENTALa-N-SURANOE ---The City shall provide a dental insurance plan for all full-time continuous salaried
employees within the bargaining unit.
SECTION 11: OPTICAL INSURANCE
The City shall provide an optical insurance plan for all full-time continuous salaried
employees within the bargaining unit and elected officials.
SECTION 12: FLEXIBLE SPENDING ACCOUNT PLAN UNDER SECTION 125
The City has established a flexible spending account plan managed by a third-party
administrator that is open to 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 "classic members") are enrolled in either the CaIPERS retirement plan commonly
referred to as the 2.5% at age 55 retirement plan ("Tier 1" and "Tier 2"), or in the 2% at age
55 retirement plan ("Tier 3") and shall be provided the benefits as described below:
A. Tier 1 - Employees Hired Before September 1, 2010
§ 21354.4 2.5% at 55 Full Formula
§ 21574 4th Level 1959 Survivor
§ 20042 1 Yr Final Compensation
1. Effective July 4, 2011, the City pays the normal eight percent (8%) CaIPERS
member contribution per Resolution 11-063.
2. Effective 7/11/16, employees shall pay five percent (5%) of their PERSable
compensation towards the CaIPERS employer contribution per Resolution 15-
090.
3. Effective the first full pay period beginning in January of 2019, the City will pay five
percent(5%)of the CaIPERS member contribution and employees shall pay three
percent (3%) of their PERSable compensation towards the CaIPERS member
contribution and two percent (2%) of their PERSable compensation towards the
CaIPERS employer contribution. The City will adopt a resolution to reflect this
change prior to the effective date.
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4. Effective the first full pay period beginning in January of 2020, the City will pay
three percent(3%)of the CaIPERS member contribution and employees shall pay
five-per-cent(5%)-of their-PERSable-sompeesation-towar-ds-the-CalP-E-RS-member-- -- --
contribution. The City will adopt a resolution to reflect this change prior to the
effective date.
5. Effective the first full pay period beginning in February 2023, the City will pay one
percent (1%) of the CaIPERS member contribution and employees shall pay
seven percent (7%) of their PERSable compensation towards the CaIPERS
member contribution. The City will adopt a resolution to reflect this change prior
to the effective date.
6. Effective the first full pay period beginning in February 2024, employees shall pay
the full eight percent (8%) of their PERSable compensation towards the CaIPERS
member contribution. This will eliminate EPMC, and the City will adopt a
resolution to reflect this change prior to the effective date.
B. Tier 2 - Employees Hired Between September 1, 2010, and July 3, 2011
§ 21354.4 2.5% at 55 Full Formula
§ 21574 4th Level 1959 Survivor
§ 20042 1 Yr Final Compensation
1. Effective July 4, 2011, the City pays seven percent (7%) of the normal CaIPERS
member contribution; employee pays one percentage point (1%) of the CaIPERS
member contribution per Resolution 11-063.
2. Effective 7/11/16, employees shall pay four percent (4%) of their PERSable
compensation towards the CaIPERS employer contribution and one percent (1%) of
their PERSable compensation towards the CaIPERS member contribution per
Resolution 15-090.
3. Effective the first full pay period beginning in January of 2019, the City will pay five
percent (5%) of the CaIPERS member contribution, and employees shall pay three
percent (3%) of their PERSable compensation towards the CaIPERS member
contribution and two percent (2%) of their PERSable compensation towards the
CaIPERS employer contribution. The City will adopt a resolution to reflect this change
prior to the effective date.
4. Effective the first full pay period beginning in January of 2020, the City will pay three
percent (3%) of the CaIPERS member contribution, and employees shall pay five
percent (5%) of their PERSable compensation towards the CaIPERS member
contribution. The City will adopt a resolution to reflect to reflect this change prior to
the effective date.
5. Effective the first full pay period beginning in February 2023, the City will pay one
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percent (1%) of the CaIPERS member contribution, and employees shall pay seven
percent (7%) of their PERSable compensation towards the CaIPERS member
contribution. The City will adopt a resolution to reflect this change prior to the effective
date. -
6. Effective the first full pay period beginning in February 2024, employees shall pay
eight percent (8%) of their PERSable compensation towards the CaIPERS member
contribution. This will eliminate EPMC, and the City will adopt a resolution to reflect
this change prior to the effective date.
C. Tier 3 - Employees Hired on or After July 4, 2011
§ 21354 2% @ 55 Full Formula
§ 21574 4th Level 1959 Survivor
§ 20037 3 Yr Final Compensation
1. Effective July 4, 2011, the City pays six percent(6%)of the normal CaIPERS member
contribution; employee pays one percentage point (1%) of the CaIPERS member
contribution per Resolution 11-063.
- ------2:--Effective 7/11/16, employees-shall- pay-four--percent---(-4%-i)-of--their---PERSable
compensation towards the CaIPERS employer contribution for a total of one percent
(1%) of the CaIPERS member contribution and four percent (4%) of the employer
contribution per Resolution 15-090.
3. Effective the first full pay period beginning in January of 2019, the City will pay four
percent (4%) of the CaIPERS member contribution and employees shall pay three
percent (3%) of their PERSable compensation towards the CaIPERS member
contribution and two percent (2%) of their PERSable compensation towards the
CaIPERS employer contribution. The City will adopt a resolution to reflect this change
prior to the effective date.
4. Effective the first full pay period beginning in January of 2020, the City will pay two
percent (2%) of the CaIPERS member contribution and employees pay five percent
(5%) of their PERSable compensation towards the CaIPERS member contribution.
The City will adopt a resolution to reflect this change prior to the effective date.
5. Effective the first full pay period- beginning in February 2023, employees will pay
seven percent(7%) of their PERSable compensation towards the CaIPERS member
contribution. This will eliminate EPMC, and the City will adopt a resolution to reflect
this change prior to the effective date.
D. It is understood that all contributions paid by the employee as described in Parts A
through C above shall be calculated based upon the full base salary of the employee,
plus any additional PERSable compensation, and any Employer Paid Member
Contributions (EPMC).
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E. The City pays EPMC for the various "Tiers" as outlined above and reports the value of
EPMC payments as special compensation. The parties agree that to the extent
permitted by law, this is special compensation and shall be reported as such pursuant
to-Title-2 CCR,Section-57-14)(1-XF-)-as-Value-of-Employer-Paid-Member-Contr-ibutions.
The parties also agree that the City has no additional obligation or costs should
CaIPERS, the State or the IRS determine otherwise.
The City adopted a resolution providing that all employee CaIPERS contributions shall
be deducted on a pre-tax basis to the extent permitted by law or IRS regulation. All
employee payments of the employer share are done pursuant to Government Code
Section 20516(f).
There shall be no sunset date to any provision in Section 13.
F. The California Public Employees' Pension Reform Act of 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 which contradicts 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
MOU. PEPRA includes, but is not limited to, the provisions described below:
Unit members hired on and after January 1 , 2013, deemed to be a "new member"
as defined in Government Code§ 7522.04, shall individually pay an initial Member
CALPERS contribution rate of 50% of the normal cost rate for the Defined Benefit
Plan in which said "new member" is enrolled, rounded to the nearest quarter of 1%,
orthe current contribution rate of similarly situated employees,whichever is greater.
Unit members who are"new members" and miscellaneous employees on and after
January 1, 2013, shall be enrolled in the 2%@ 62 retirement formula (Govt. Code§
7522.20).
Unit members who are "new members" on and after January 1, 2013, shall have
"final compensation" measured by the highest average annual pensionable
compensation earned by the member during a period of at least 36 consecutive
months (Section 7522.32.), and their retirement benefits shall be calculated based
on "pensionable compensation" (Section 7522.10) rather than "compensation
earnable" (Section 20636).
G. In addition, the City has adopted the PARS Retirement Enhancement Plan generally
described as .5% (one-half percent) at 55 or at60, depending upon the employee's
hire date, for all miscellaneous employees hired on or prior to December 31, 2012.
To be eligible, employees must be at least age 56; have ten (10) years of full-time
continuous service and retire from the City. This benefit will be paid to qualified
retirees in addition to any CaIPERS benefits to which they are entitled.
H. Employer Paid Member Contribution (EPMC)
1. Effective July 4, 2011:
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This benefit shall consist of paying 8% of the normal contributions as EPMC and
reporting the same percent (value) of compensation earnable (excluding
Government Code Section 20636(c)(4)) as additional compensation for employees
—hired-prior-to-September-1- 2010.
This benefit shall consist of paying 7% of the normal contributions as EPMC and
reporting the same percent (value) of compensation earnable (excluding
Government Code Section 2063(c)(4)) as additional compensation for employees
hired on or after September 1, 2010.
This benefit shall consist of paying 6% of the normal contributions as EPMC and
reporting the same percent (value) of compensation earnable (excluding
Government Code Section 20636(c)(4)) as additional compensation for employees
hired on or after July 4, 2011.
Payment of EPMC and reporting the value of EPMC on compensation earnable is
on pay rate and special compensation except special compensation delineated in
Government Code Section 20636(c)(4)) which is the monetary value of EPMC on
compensation earnable.
2. Effective the first full pay period in January of 2019:
— -- - This benefit shall consist-ef-paying-5%-of--the--normal-contributions as-EPMC-and-
reporting the same percent (value) of compensation earnable (excluding,
Government Code Section 20636(c)(4)) as additional compensation for employees
hired prior to September 1, 2010.
This benefit shall consist of paying 5% of the normal contributions as EPMC and
reporting the same percent (value) of compensation earnable (excluding
Government Code Section 20636(c)(4))as additional compensation for employees
hired prior to September 1, 2010, and before July 4, 2011.
This benefit shall consist of paying 4% of the normal contributions as EPMC and
reporting the same percent (value) of compensation earnable (excluding
Government Code Section 20636(c)(4)) as additional compensation for employees
hired on or after July 4, 2011.
3. Effective the first full pay period in January of 2020:
This benefit shall consist of paying 3% of the normal contributions as EPMC and
reporting the same percent (value) of compensation earnable (excluding
Government Code Section 20636(c)(4)) as additional compensation for employees
hired prior to September 1, 2010.
This benefit shall consist of paying 3% of the normal contributions as EPMC and
reporting the same percent (value) of compensation earnable (excluding
Government Code Section 20636(c)(4))as additional compensation for employees
hired prior to September 1, 2010, and before July 4, 2011.
This benefit shall consist of paying 2% of the normal contributions as EPMC and
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reporting the same percent (value) of compensation earnable (excluding
Government Code Section 20636(c)(4))as additional compensation for employees
hired on or after July 4, 2011.
4. Effective the first full pay period in February 2023:
This benefit shall consist of paying 1% of the normal contributions as EPMC and
reporting the same percent (value) of compensation earnable (excluding
Government Code Section 20636(c)(4))as additional compensation for employees
hired prior to September 1, 2010.
This benefit shall consist of paying 1% of the normal contributions as EPMC and
reporting the same percent (value) of compensation earnable (excluding
Government Code Section 20636(c)(4))as additional compensation for employees
hired prior to September 1, 2010, and before July 4, 2011.
This benefit shall be reduced to 0%, eliminating EPMC for employees hired on or
after July 4, 2011.
5. Effective the first full pay period in February 2024, this benefit shall end.
Payment of EPMC and reporting the value of EPMC on compensation earnable is
on_payrate and special compensation except special compensation delineated in
Government Code Section 20636(c)(4)) which is the monetary value of EMPC on
compensation earnable.
SECTION 14: BEREAVEMENT LEAVE
When a death occurs in the family of a full-time employee, the employee shall be granted up
to 80 hours of bereavement leave with pay. A death certificate or other acceptable evidence
may be required by the City Manager or designee before leave is allowed. Family members
are defined as follows: employee's spouse or domestic partner, employee's parents,
employee's grandparents, employee's children, son-in-law, daughter-in-law, employee's
siblings, or employee's grandchildren, employee's spouse or domestic partner's parents,
employee's spouse ordomestic partner's grandparents,grandparents-in-law, brother-in-law,
sister-in-law, employee's spouse or domestic partner's children, employee's spouses
grandchildren, or a blood relative residing with employee. The City Manager or designee
shall approve such bereavement leave. (References to domestic partner referto registered
domestic partners, as defined by California Family Code Section 297.)
Effective the first full pay period in July 2022, employees are eligible for an additional 40
hours of bereavement leave in addition to the currently provided 80 hours when the
bereavement leave is related to the employee's spouse or domestic partner, employee's
parents, employee's children, son-in-law, daughter-in-law, or employee's siblings,
employee's spouse or domestic partner's parents, employee's spouse or domestic partner's
children, or a blood relative residing with the employee. The parties agree to review any
usage concerns in January 2023.
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SECTION 15: PERSONAL LEAVE
Employees can use up to 40 hours of accrued sick leave, vacation, administrative leave or
holiday time as personal leave. These 40 hours can be used incrementally (i.e.,1 hour,112
hour) throughout the fiscal year. Use of this time is for situations requiring the employee's
attention and needs to be cleared with their supervisor when using this time.
SECTION 16: VACATION
All full-time employees shall, with continuous service, accrue working hours of vacation
monthly according to the following schedule.
Length of Service Hours Annual
in Years Accrued Per Hours
Pay Period Accrued
1 3.077 80
2 3.461 90
3 3.846 100
4 4.230 110
5 4.615 120
6-8 5.000 1309 5.384 140
10 5.769 150
11-13 6.153 160
14 6.538 170
15+ 6.923 180
SECTION 17: VACATION CAP •
Vacation shall be capped at 1040 hours. Any hours accrued over 1040 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.
SECTION 18: VACATION BUYBACK
Annually, any employee that wants to have the City buy back vacation hours shall make an
irrevocable election to do so. The irrevocable election shall be submitted in writing to the
City's Human Resources Department on or before December 15 and shall indicate the
number of hours of vacation that the employee expects to earn in the following calendar
year that the employee wants the City to buy back, with a minimum buy back of 20 hours up
to a maximum of 160 hours. This buy back shall occur twice annually, in June/July(between
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the last payday in June and the first payday in July) and December (between the first and
second_payday-.of_the-.month),-and_the-.employee must indicate the total_amo.unt_of.-hours__
they want paid out in June/July and in December. Regardless of the number of hours
requested to be cashed out-at—dither time, the most the City can cash out is the number of
hours accrued and available in that calendar year to date. Employees must maintain a
minimum of 40 hours of accrued vacation subsequent to any payment of vacation buyback
time.
SECTION 19: VACATION ACCRUAL
Effective the first full pay period in July 2022, the City Manager may provide an accrual rate for
new Management employees up to the equivalent of a ten-year employee upon hire. This is
important as many experienced candidates have significant time in public sector and otherwise
might have to begin at a much lower accrual rate than they receive at their current agency.
SECTION 20: SICK LEAVE
All full-time employees shall, with continuous service, accrue 120 hours of sick leave
annually. Sick leave accrual (10 hours/month) begins on the first day of employment and
can be taken after ninety (90) days of service.
A. Personal Sick Leave
Employees can use sick leave for personal illness, injury, a health-related reason (such
as the diagnosis, care or treatment of a health condition), or preventive care.
B. Family Sick Leave
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 qualified
family member.
For the purpose of Family Sick Leave, a qualified member means the employee's: child
(includes any age or dependency status, or for whom the employee is a legal ward or
Obtain medical attention or psychological counseling; services from a shelter; program
stands in loco parentis), parent (includes person who stood in loco parentis of the
employee as a child), parent-in-law, spouse, registered domestic partner, grandparent,
grandparent-in-law, great-grandparent, great-grandparent-in-law, grandchild, great-
grandchild, or sibling.
C. Other Statutory Use
Sick leave can be used to cover an absence for an employee who is 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).
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(b) Obtain medical attention or psychological counseling, services from shelter, program
--.--- .- -. or crisis center;.or-participate-in-safety-planning-or-other actions to increase safety. -
D._Medical Certification — — — — —
In the event sick leave absences due to personal illness or injury, which exceeds three
(3) consecutive workdays, the Department Head or Human Resources may require a
physician's statement indicating the employee'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 certification to
support the absence.
SECTION 21: SICK LEAVE BUYBACK AND EARLY RETIREMENT NOTIFICATION
INCENTIVE
Effective the first full pay period in July 2022, if employees within the bargaining unit
terminate their City employment after 5 years of continuous service, the City will buyback
130 hours of sick time if they provide at least two weeks' written notice of their intent to
separate.
Effective th first full pay peno ri—J y 2022, if employees provide early no if ficafion oftheir
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 retire:
Notification of at least twelve 100 hours additional sick leave buyback**
months (365 calendar days*)
Notification of at least six months 75 hours additional sick leave buyback
(180 calendar days*)
Notification of at least four months 50 hours additional sick leave buyback
(120 calendar days*)
Notification of at least two months 20 hours additional sick leave buyback
(60 calendar days*)
*Employees must have leave available in order to be eligible for the additional buyback. Use of
vacation and management leave during the time between the notification and the employee's
retirement date will not be counted toward the required notification periods in the schedule above.
**Employees retiring at the end of December 2022 can qualify for this benefit if they give the City
notice within one (1) pay period of City Council adoption of the MOU.
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SECTION 22: HOLIDAYS ,
The City Offices shall observe the following 14 holidays. All full time continuous salaried
employees shah-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
(12) Three discretionary days may be taken by an employee at his/her convenience
subject to approval of the department head. Days may not be carried over from one
fiscal year to the next. Whenever a holiday falls on a Sunday, the following Monday
shall be observed as a holiday. Whenever a holiday falls on a Friday or Saturday, the
preceding Thursday-shall-be observed as-the holiday.-When-aThhoiiday combination -------
occurs (Thanksgiving, Christmas, etc.)where two consecutive days are holidays and
it would result in the City Hall being open to serve the public only 2 days during the
week, only one of the holidays will be observed and the other holiday will become
a floating holiday, except as provided during a Holiday Closure pursuant to Section 38.
For example, for Thanksgiving, Thursday will be observed as the regular holiday;
however, Friday will become a floating holiday to be used at a later date. In the
instance of Thanksgiving, Christmas, or New Year's,employees will have until June 30
to use those floating holidays accrued between Thanksgiving and New Years. Also,
those days will not accrue as floating holidays until the actual holiday has occurred.
Each year the City will designate which days will be observed and which are floating
holidays. Employees who are eligible to bank a holiday have until June 30(end of fiscal
year) to use the banked holiday earned from July 1 through April 30. Any holiday
banked in May and June, employees have until September 30 to use the banked
holiday.
SECTION 23: HOLIDAY TIME
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 eligible for pay at time and one-half
for working that day. This time and one-half may be taken as compensation or put in a
compensatory time off bank, (in effect, compensating at double time and one-half). That
rate of compensation is tallied as follows: The ten hours compensation for the 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.
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SECTION 24: HOLIDAY FACILITY CLOSURE
During the term of this MOU, there will be Holiday Facility Closures, certain City facilities
may close in conjunction withthe Christmas and"NewYear's holidays. Closure dates for
City facilities shall be determined by the City in order to balance the impact on public
services. The City will strive to provide a schedule of Holiday Facility Closures at least
six months or more in advance of the closure. During a holiday closure, affected
represented employees may take paid leave from holiday, management leave,
compensatory time, vacation accruals, or use unpaid leave. When holiday closures are
implemented by the City, Section 22's provision regarding consecutive holidays shall
not apply.
SECTION 25: NATAL AND ADOPTION LEAVE WITHOUT PAY
The City shall provide employees within the bargaining unit up to four months natal and
adoption leave for the birth or adoption of a child including the paid leave as outlined below;
such leave shall be pursuant to the provisions of the California Pregnancy Disability Act
("PDA"; California Government Code Section 12945), if applicable. The City's'PDA policy is
incorporated herein by reference. Employees on this leave of absence without pay beyond
the four-month period will be responsible for the payment of medical, dental and optical
premiums to keep the coverage in force during the leave of absence.
SECTION 26: NATAL AND 'ADOPTION LEAVE WITH PAY
Effective the first full pay period in July 2022, employees within the bargaining unit are
granted up to 120 hours of natal and adoption leave with pay for the birth or adoption of a
child, however, use of the 120 paid hours does not extend any time charged under FMLA or
CFRA. Any paid time required beyond this initial 120 hours must be charged to sick leave,
vacation, compensatory or floating holiday time.
SECTION 27: WORKERS COMPENSATION LEAVE
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 months of such disability absence, payments in an amount equal to the difference
between the disability payments received under Workers Compensation Act and the
employee's full salary. Such payments by the City should be made without any deduction
from accrued sick leave benefits. The City's obligation for such payments shall commence
on the first (1st) day of such disability absence. In the event the employee's disability
absence should exceed`three months, an employee shall be allowed to supplement the
Workers Compensation benefit received underState lawwith available accrued sick leave,
accrued vacation leave or accrued compensatory time. The total number of leave hours,
along with the Workers Compensation benefit, shall not exceed the employee's base pay
for each day of the leave. For this purpose, accrued leave hours can only be used in one-
hour increments.
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SECTION 28: MILITARY LEAVE
Employees required to serve military, leave will be compensated pursuant to the
Military and-Veterans-Code..—To qualify for compeer sat-io-rr,-the-rnititary-ord-ers-must be
submitted to the supervisor prior to their tour of duty and must be attached to the
timecard for that pay period.
SECTION 29: MILITARY SERVICE BUY BACK
Employees have the option for military service buy back at the employee's expense.
SECTION 30: BILINGUAL PAY
Bargaining Unit employees who qualify for bilingual pay will be provided such at$75.00 per
month, Each Department Head will determine the number of employees needed to perform
translation duties per department, subject to review and approval of the Deputy City
Manager/ Administrative Services. Employees who receive bilingual pay are expected to
perform translation services for their department and for other City Services should the
need arise. An updated list of the employees receiving bilingual pay will be provided every
six-months or as changes occur. Bilingual duties will be distributed as equitable 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 two thousand three hundred dollars ($2,300.00)
during any fiscal year. Eligibility for said reimbursement in an amount not to exceed
$2,300.00 in any one 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 coursework undertaken at a college
or university that is licensed/accredited by one of the six regional accreditors
involved in higher education accreditation in the United States.
B. The applicant for reimbursement shall represent to the Personnel Department
documentation prepared by the accredited/licensed college or university 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).
C. Eligibility for reimbursement for said expenses shall be confined to either: 1)those
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courses that in and of themselves consist of curriculum which is predominately
---related-to the development of skills reasonably anticipated-by-the-City-to-enhance -----.- - -----the applicant's job performance (by means of a non-inclusive example only, art
classes would not quality for reimbursement); or 2)where the employee has
declared a major that is job-related as set forth in this section C, to those classes
which must be completed as a condition precedent to successful completion of the
course of study in the selected.major.
D. Eligibility for reimbursement upon completion of coursework shall be predicated
upon the employee's department head or his designee, making a written
determination priorto the affected employee's enrollment in the course(s)for which
reimbursement is later sought, that the coursework is offered by an accredited
college or university and that the above-described job nexus does exist. The
determination of the Department Head or his designee in such regards shall be
final.
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, written receipts shall be provided to the Personnel
Department and shall evidence each expenditure for which reimbursement is
----------—____ sought.
SECTION 32: REQUIRED CERTIFICATIONS AND RECERTIFICATIONS
The City will pay for the cost of any required certifications or recertification required of
employees to 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.
SECTION 33: ENCOURAGING PROFESSIONAL DEVELOPMENT
Promotions are movements to a different classification with a higher pay range.
Bargaining unit employees are encouraged to seek regular performance feedback from
their direct supervisors and other Department leadership for professional development
and in order to prepare to compete for future promotional opportunities. If a member
applies for a promotion to a bargaining unit position and is not selected for an interview
or has an interview but is not selected for the job, the employee is encouraged to request
feedback from their supervisor as to reasons why they were not selected. The supervisor
will work other Department personnel and/or Human Resources to provide a response to
the requesting employee within 30 days of the request.
Bargaining unit employees are encouraged to register on the City's employment portal to
be informed of promotional opportunities by email, and to check their City email account
regularly for information regarding promotional opportunities.
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SECTION 34: RECOVERY OF PROFESSIONAL DEVELOPMENT COSTS
The City may pay the cost of training and certificate programs, up to $10,000, for
individua employees that are not required to maihtainitheir positions, with the goal of
providing additional development 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 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. The employee must sign an agreement indicating
that any outstanding amount can be deducted from their final paycheck upon separation
if any outstanding amount is due at separation.
This benefit does not pertain to professional conferences related to an employee's
ongoing continuous learning, which are routinely budgeted within a department's budget.
SECTION 35: TEAM RC WORK APPAREL
_.... _The_City_will4r_ovide_all_bar_gaining_.unit_me.mbers a Team RC_shirt_at..least_orice_peLfiscal__..____�_�
year at a cost not to exceed $50.
SECTION 36: CARPOOL PROGRAM
The City has implemented a well-defined, equitable, carpool program that eliminated the
previously provided time-off incentive with a financial incentive. The carpool program is
open to all full-time regular employees. Participation is voluntary, 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 carpools.
SECTION 37: 4/10 WORK WEEK
City Hall generally operates on a 4/10 work week, hours 7am to 6pm, Monday through
Thursday. However, different work schedules consisting of various work hours and days
may be adopted by individual departments based on departmental need. Remote facilities
operate on a 40-hour work week of varying days and times.
SECTION 38: DIRECT DEPOSIT
All new bargaining unit members are required to enroll in direct deposit. Vacation buy
backs can be by paper check.
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SECTION 39: CONFIDENTIAL EMPLOYEES
The City will provide RCMA with a list of specific Confidential Employees whose positions
are covered by the Management Employees' bargaining unit. I hese employees are
designated as Confidential Employees due to the work they perform related to employer-
employee relations and the access they have to information related to employer-
employee relations. The City will update that list when a new confidential employee is
hired, or the duties of a current confidential employee changes 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 Resources
Finance Manager
-- — Principal Accountant --- - ----- -- -- - -- -- _____________ .:. __..._�.
Revenue Manager
Senior Executive Assistant
SECTION 40: USE OF BULLETIN BOARDS AND CITY EMAIL SYSTEM
The City will furnish a portion of existing bulletin board space, located in bargaining
unit 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, put 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 and emails shall only be used for the following notices:
• Scheduled RCMA meetings, agenda and minutes.
• Information on RCMA elections and the results.
• Information regarding RCMA social, recreational, and related news bulletins.
• Reports of official business of RCMA, including negotiations, reports of
committees or the Board of Directors.
City equipment(including City computers, laptops, and tablets), materials, or supplies
shall not 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 political nature. All notices to be posted must be dated and signed by
an authorized representative of RCMA. RCMA agrees to follow the City's E-Mail Policy
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when sending emails to City employees. RCMA understands that all electronic mail is not
confidential, and-that-the-.city-reserves the-right-to access and disclose all messages_sent__._______.____
over its email system for any purpose in accordance with the City's E-Mail Policy.
SECTION 41: ACCESS TO WORK LOCATIONS
The parties recognize and agree that in order to maintain good employee relations; it is
necessary for Labor Relations Representatives and designated Officers and
representatives of RCMA to confer with Bargaining Unit employees during working hours.
Therefore, RCMA Labor Relations Representatives, Officers or representatives will be
granted access to work locations during regular working hours to investigate and process
grievances or appeals. RCMA Labor Relations Representatives or Officers shall be
granted access-upon obtaining advance authorization from the designated management
representative prior to entering a work location and after advising the City at least one
business day in advance)of the requested access, of the general nature of the business.
The designated management representative may deny access orterminate access to work
locations if, in their judgment, it is deemed that the visit would interfere with the efficiency,
safety, or security of City operations.The designated management representative shall not
unreasonably withhold timely access to work locations. The City shall ensure that there is
at all times someone designated who shall have full authority to approve access. If a
request is denied, the designated management representative shall establish a mutually
agr_eeable time_for_access to_the employee.._RCMA_Labor.Relations_Represe.ntatives_or._____._______.
Officers granted access to work locations shall limit such visits to a reasonable period of
time, 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.
SECTION 42: NEW EMPLOYEE ORIENTATION -AB119
City shall provide thirty (30) minutes at a mutually agreeable time during the employee
onboarding process for a RCMA representative to meet with a new RCMA covered
employee and present benefits of being a member of the union. Onboarding of new
employees occurs during the first working day at the start of a new pay period up to
twenty-six (26) times per year. The City will provide a calendar before the start of a new
year. The City will provide RCMA with at least 10 days-notice, or as soon as practicable,
of onboarding of new RCMA covered employees. A RCMA representative will have up to
30 minutes of uninterrupted time to meet with new RCMA covered employees. Prior to
meeting, or in no case later than the meeting time, the City will provide the name and job
assignment of the new employee to the RCMA representative. The City will provide
designated RCMA representatives with all available information about the employee as
required under AB119 within 30 days of the employees start date and the City will provide
information on all RCMA covered employees again as required by AB119 at least three
(3) times per year.
SECTION 43: USE OF CITY RESOURCES
RCMA may be granted permission to use any City facilities accessible to the general
22
public for meeting purposes, during the regular hours such space is accessible to the
public, provided space for_such meetings-can-be-made-available.-without_.interfering with
City needs and is otherwise not reserved by any other groups or individuals. RCMA may
also be permitted to use the City Council—Chambers, during regular business hours,for — —
RCMA meetings, provided the City Council Chambers is not otherwise reserved.
Permission to use City facilities must be obtained by RCMA from the appropriate
management representative. RCMA shall be held fully responsible for any damages to,
and the security of, any City facilities that are used by RCMA.
SECTION 44: ASSOCIATION RELEASE TIME
When RCMA is formally meeting and conferring with representatives of the City on
matters within the scope of representation during regular City business hours,a reasonable
number of Officers or other representatives of the RCMA shall be allowed reasonable
time off without loss of compensation or other benefits.
1. Such Officers and representatives shall not leave their duty or workstation or
assignment without the knowledge of the department head ordivision manager.
2. Such meetings are subject to scheduling in a manner consistent with operating
needs and work schedules.
RCMA Officers or representatives shall be permitted, if requested by an RCMA
represented employee to attend an employee counseling session, which could result in
disciplinary action. Such officers or representatives shall also be permitted, if requested by
the Association employee, to be present at an employee disciplinary session.
1 . Such Officers or representatives shall not leave their duty or workstation or
assignment without the knowledge of the department head ordivision manager.
2. No more than one employee at a time shall be granted release time to represent
one employee.
RCMA Officers or representatives of the Association shall be given reasonable time
during work hours to investigate,and process specified grievances orcomplaints arising out
of the application of MOU or personnel rules, upon prior permission from their respective
department head or division manager.
During the term of the next MOU, RCMA Officers and representatives agree to track their
Association release time via the payroll system. The City and RCMA agree to review this
usage to determine if limits need to be incorporated into a subsequent MOU.
SECTION 45: RELEASE FOR ALL HANDS MEETING
RCMA shall be allowed four (4) ninety (90) minute periods of release time for all hands
meetings per fiscal year, including travel time, during work hours. For the purposes of
labor negotiations with the City additional meetings may be requested and may be
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granted by the Human Resources Director.
SECTION 46: LABOR MANAGEMENT COMMITTEE
The City and RCMA agree to implement quarterly labor/management committee (LMC)
meetings to discuss employee relations issues. The LMC will not be authorized to change
the MOU or to settle any grievance.
SECTION 47: PRIORITY OF MEMORANDUM OF UNDERSTANDING
This memorandum of understanding between the City and the Rancho Cucamonga
Management Association shall take precedent over the Personnel Rules adopted per
Resolution 13-065.
SECTION 48: ADOPTION OF MOU
This memorandum between the City and the Rancho Cucamonga Management
Association was adopted on May 9, 2022.
City of Rancho Cucamonga: Rancho Cucamonga Management Association:
Date Ma114, 2O 2 2 Da e:
•
'ia Cil
John R. Gillison Tr" i- Di elr:
City Manager 3ep ty Director of Community Services
(i/
Lori Sassoon Albert Espinoza
Deputy City Manager Deputy Director of Public Works
/MAVAll
Robert eiuber eather Bolton
Human Resources Director Animal Center ager
Xi/A
Noah Daniels Mike Smith
Finance Director Principal Planner
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