HomeMy WebLinkAboutAGMT - MOU Mid-Management and Confidential Employees Association Res 6989 (6/9/2019-6/30/2022)Adopted by Resolution 6989
EXHIBIT C
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MID -MANAGEMENT AND
CONFIDENTIAL Employees Association
Memorandum of Understanding
ADOPTED: December 9, 2019
EXPIRES: JUNE 30, 2022
Mid Management
TABLE OF CONTENTS
SECTION 1: RECOGNITION.................................................................................. 5
SECTION 2: Non-Discrimination............................................................
SECTION 3: HEALTH INSURANCE COVERAGE: LIFE & DISABILITY
INSURANCE
A. Health Insurance Coverage...................................................................5-7
B. Life Insurance...........................................................................................7
C. Income Continuation................................................................................ 7
SECTION 4: RETIREE HEALTH INSURANCE ........... ........ ................................ 7-8
SECTION5: SICK LEAVE ................................................ .................. ....... .......... 8-9
SECTION 6: LEAVES OF ABSENCE
A.
Authorized Leave of Absence without Pay ...............................................
9
B.
Bereavement Leave.................................................................................
9
C.
Military Leave of Absence ... ................................................................
9-10
D.
Pregnancy Disability Leave of Absence .................................................
10
E.
Family Leave..........................................................................................
10
F.
Catastrophic Leave.................................................................................
11
SECTION 7: VACATION ................................................. ..... ............................ 11-13
SECTION 8: HOLIDAYS
A. Holidays..................................................................................................13
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Exhibit C
Mid Management
B. Holiday Closures...............................................................................13-14
C. Vacation Election.................................................................................... 14
SECTION 9: RETIREMENT SYSTEM.................................................................. 14
SECTION 10: PROVISIONAL APPOINTMENTS............................................14-15
SECTION 11: SENIORITY BONUS...................................................................... 15
SECTION 12: AUTOMOBILES AND MILEAGE ................................................... 15
SECTION 13: JURY DUTY....................................................................15
SECTION 14: ADMINISTRATIVE LEAVE ................. .................. .................... 15-16
SECTION 15: LIMITATIONS................................................................................. 16
SECTION 16: DEFERRED COMPENSATION..................................................... 16
SECTION 17: BILINGUAL COMPENSATION..................................................... 16
SECTION 18: HEALTH WELLNESS PROGRAM...................................16-17
SECTION 19: WORK SCHEDULE....................................................................... 17
SECTION20: SALARIES.................................................................................17-18
SECTION 21: TUITION REIMBURSEMENT........................................................ 18
SECTION 22: OTHER APPLICABLE RULES ..... .......... ....... ....... ............ 18-19
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SECTION 23: LAYOFFS........................................................................ 19
SECTION 24: EXISTING CONDITIONS OF EMPLOYMENT ......................... 19
SECTION 25: ME -TOO CLAUSE............................................................. 19
SECTION 26: WORKING GROUP......................................................................... 19
SECTION27: TERM............................................................................................... 19
SECTION 28: RATIFICATION ....................... ........... ................ ........................ 19-20
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Exhibit C
Mid Management
Memorandum of Understanding
BETWEEN
THE CITY OF SEAL BEACH
AND
MID -MANAGEMENT AND CONFIDENTIAL Employees
Association
SECTION 1: Recognition
The City of Seal Beach (hereafter "City") has recognized the Seal Beach Mid -
Management and Confidential Employees Association (hereafter "Association")
as the exclusive representative of the employees in the Mid -Management and
Confidential bargaining unit.
SECTION 2: Non -Discrimination
A. The parties mutually recognize and agree to protect the rights of all
employees to join and/or participate in protected Association activities in
accordance with the Employee Relations Ordinance and Government
Code §§ 3500 and 3511 and agree to not retaliate against employees.
B. The Association and the City agree to not discriminate against any
employee or potential employee on the basis of race, sex, religion, color,
national origin, ancestry, age, disability, gender, or sexual orientation.
SECTION 3: HEALTH INSURANCE COVERAGE: LIFE & DISABILITY
INSURANCE
A. Health Insurance Coverage
I. The City shall provide for full-time employees and eligible retired
employees a group hospital, medical and dental insurance plan.
2. The City shall contribute to the cost of medical coverage for each
eligible employee and his/her dependents, an amount not to exceed the
California Public Employees' Medical and Hospital Care Act (PEMHCA) minimum
contribution. The City shall contribute an equal amount towards the cost of
medical coverage under PEMHCA for both active eligible employees and eligible
reti rees.
3. The City shall implement a full flex cafeteria plan for eligible
employees in accordance with the criteria provided to the employees during
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negotiations. For employees participating in the City's full flex cafeteria plan,
each employee shall receive a monthly flex dollar allowance to be used for the
purchase of benefits under the full flex cafeteria plan. Beginning January 1,
2019, the monthly flex dollar allowance shall be:
For Single Employees
$862.11 /month
For Employee and 1 dependent
$1332.24/month
For Employee and 2 or more dependents
$1722.83/month
4. A portion of the monthly flex dollar allowance is identified as the
City's contribution towards PEMHCA. Thus, for example, in calendar year 2019
a single employee's monthly flex dollar allowance is $862.11, of that $862.11.;
$136 has been designated by the City as its required PEMHCA contribution to
CalPERS. The monthly flex dollar allowance may only be used in accordance
with the terms of the full flex cafeteria plan.
5. Every January 1st during the term of this agreement, the City shall
increase the contribution amounts above by the average percentage of increase
for basic plans published by CalPERS which sets health insurance premiums for
the coverage year.
6. Employees enrolled in the plan are required to pay any premium
amounts in excess of the above City contribution. Such amounts will be
deducted from the affected employee's payroll check on the 15t 2 pay periods for
each month.
7. Beginning January 2020 the minimum employer contribution for
participating in the PEMHCA will be adjusted annually to reflect any change in
the health care component of the Consumer Price Index. Effective January 1,
2019, the minimum employer contribution is $136 per month per
employee/retiree.
8. Employees meeting the waiver criteria and electing to waive
enrollment in the City's full flex cafeteria plan are eligible to receive $350 per
month (upon showing proof of medical insurance coverage under an alternative
plan). Election forms are available in the Human Resources.
9. Part-time, seasonal, provisional and/or hourly employees shall not
be eligible for participation in this program.
10. Full-time employees by these Terms and Conditions who have
completed 30 days of uninterrupted service shall be enrolled in the full flex
cafeteria plan on the 1st day of the next succeeding month.
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Exhibit C Mid Management
11. Employees who change classification from full-time to part-time
provisional, hourly, or seasonal shall not be eligible for participation in the full flex
cafeteria plan.
12. The City shall not contribute a flex dollar amount for any employee
during any month the employee is on leave of absence without pay or who is
absent from regular duties without authorization, for a full calendar month. .City
shall contribute to the cafeteria plan for eligible employees receiving temporary
payments from Workers' Compensation Insurance.
B. Life Insurance
1. All employees incumbent in position classifications listed in Section
18 shall receive a $50,000 term life insurance policy paid by the City.
2. Said insurance shall become effective after the employee has
completed 30 days of uninterrupted service with said employee to be enrolled in
the program on the 1st day of the next succeeding month.
C. Income Continuation
1. Employees incumbent in position classifications listed in Section 18
shall receive an income continuation policy to provide for income continuation of
66.67% of the employee's monthly salary, up to a maximum of $5,000 per month,
whichever is lesser.
2. Said insurance shall become effective after the employee has
completed 30 days of uninterrupted service with said employee to be enrolled in
the program on the 1st day of the next succeeding month.
3. Said income continuation shall commence on the 31st day of
sickness or other bona fide absence or upon expiration of sick leave, whichever
occurs later, and continuing thereafter while the employee is absent from work
for a period of up to age 65.
SECTION 4: RETIREE HEALTH INSURANCE
A. Employees covered by these Terms and Conditions shall have the option
upon retirement, to continue participation in the City's health insurance program
at the employee's expense.
B. Employees in the Mid -Management and Confidential classification who
were hired before January 1, 2008 by the City, and who retire after December 31,
2009, with 20 or more combined years of employment with the City shall, upon
retirement, be provided with individual medical insurance coverage. If said
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employee has 30 or more combined years of employment with the City upon
retirement, eligible dependent medical insurance coverage shall also be provided
at the rate of (a) the average of the 2 lowest costs medical care plans offered by
CaIPERS, or (b) the CalPERS Kaiser HMO, whichever is greater. When the
retired employee becomes Medicare eligible, the City's contribution will be
capped at the rate of (a) the average of the 2 lowest costs Medicare supplement
plans offered by CaIPERS, or (b) the CaIPERS Kaiser HMO Medicare
supplement plan, whichever is greater.
C. Employees who were hired on or after January 1, 2008 by the City, and
who retire from the City, shall be eligible to receive a City contribution not to
exceed the PEMHCA minimum employer contribution towards health coverage
under CaIPERS, as determined by CalPERS from time to time.
D. An employee with a service retirement and who is eligible to receive
retiree medical insurance per Section 3, B & C of this exhibit, may also receive
an increase to the medical insurance cap in effect at the time of his/her
retirement (not to exceed $175 per month in additional contributions), until
Medicare begins at age 65 with lower supplemental insurance rates. This
additional contribution to the cap will accommodate increases in medical
insurance plans over the term of the employee's retirement.
E. In all cases, the City's contribution for eligible dependent coverage for
retirees shall terminate with the death of the retiree.
F. In the event an eligible retired employee resides in an area where the
medical plans provided by the City are not in effect, that retired employee shall
be entitled to receive in cash each month an amount equal to the City flex
contribution at time of retirement.
SECTION 5: SICK LEAVE
A. All full-time employees covered by these Terms and Conditions shall
accrue sick leave at the rate of 1 day per month (8 hours). The maximum
accrual of sick leave hours shall be 520 hours.
B. Existing sick leave balances which have remained intact and have not
been converted to leave time may be utilized by the employee for sick leave
purposes only.
C. Upon termination of employment with the City, all compensable leave
hours will be paid to the employee at the employee's base rate of pay. Sick
leave balances which have not been converted to leave time will be paid to the
employee upon termination at 25% of the employee's base rate of pay.
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Exhibit C Mid Management
D. Employees who are on authorized leaves of absence without pay shall not
accrue sick leave hours during said leaves of absence.
SECTION 6: LEAVES OF ABSENCE
A. Authorized Leave of Absence Without Pa
1. Upon the Department Head's recommendation and approval of the
City Manager, an employee may be granted a leave of absence without pay in
cases of an emergency or where such absence would not be contrary to the best
interest of the City, for a period not to exceed 180 working days.
2. Upon written request of the employee, the City Council may grant a
leave of absence, with or without pay, for a period not to exceed one (1) year.
3. At the expiration of the approved leave, after notice to return to
duty, the employee shall be reinstated to the position held at the time leave was
granted. Failure on the part of the employee to report promptly at such leave's
expiration and receipt of notice to return to duty shall be cause for discharge.
4. During any authorized leave of absence without pay, an employee
shall not be eligible to accumulate or receive fringe benefits, except an employee
shall receive their monthly flex dollar allowance and the City, as specifically
provided for in these Terms and Conditions, shall contribute to the employee's
disability insurance plan, and life insurance plan for the first 30 days of leave of
absence.
B. Bereavement Leave
The City agrees to provide 40 hours bereavement leave with pay for death in the
immediate family. The bereavement leave shall not be chargeable to or
accumulated as sick time or leave time. "Immediate family" is defined as spouse,
registered domestic partner, father, mother, son, daughter, brother, sister,
grandparent, grandchild, step -mother, step -father, step -child, mother-in-law,
father-in-law, domestic partner -in-law or dependent relative living with the
employee.
C. Military Leave of Absence
1. Military leave shall be granted in accordance with the provisions of
Federal and State law. All employees entitled to military leave shall give the
Department Head an opportunity within the limits of military regulations to
determine when such leave shall be taken. Whenever possible, the employee
involved shall notify the Department Head of such leave request 10 working days
in advance of the beginning of the leave.
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2. In addition to the provisions of State law, the City shall continue to
provide eligible employees on military leave, the monthly flex dollar allowance
under the cafeteria plan and disability and life insurance and retirement, (if
applicable)) for the first three (3) months of military leave. During said period, the
employee shall be required to pay to the City the amount that exceeds the
monthly flex dollar allowance (if applicable).
3. After the first (three) 3 months of military leave, the employee may
continue said benefits at their cost.
D. Pregnancy Disability Leave of Absence
1. An employee who is disabled due to pregnancy shall be granted a
pregnancy disability leave as provided by the State of California and the Federal
Family Medical Leave Act. The employee may elect to take a lesser period of
leave.
2. Disabilities arising out of pregnancy shall be treated the same as
other temporary disabilities in terms of eligibility for, or entitlement to, leave with
or without pay.
E. Family Leave - Upon a demonstration of need and subject to the following
conditions, an employee may take leave or unpaid leave to care for his newborn
infant, whether through parentage or adoption, or to care for a seriously ill or
injured member of the employees "immediate family" as defined in Section 5 - B.
1. Proof of the birth or adoption of a newborn infant or the serious
illness/injury of the family member must be submitted to the City.
2. Requests for family leave must be submitted in writing to the
employee's supervisor at the earliest possible date proceeding the time when the
leave is to begin.
3. Operational needs of the City shall be relevant in determinations
regarding the granting of family leave in accordance with the provisions of State
and Federal Family Leave laws.
4. In the event of an extended family leave, the employee may be
required to periodically report on the status of the situation giving rise to the
leave.
5. Family leave may be granted only upon the recommendation of the
Department Head and approval of the City Manager consistent with the
provisions of State and Federal Family Leave laws.
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Exhibit C Mid Management
F. Catastrophic Leave - The purpose of the Catastrophic Leave Pool is to
enable full time employees to receive and donate vacation, administrative leave,
and Compensatory Time Off (CTO) leave credits on an hour for hour basis to
assist employees who have no leave and who will suffer a financial hardship due
to prolonged illness or injury to themselves or a member of their immediate
family. Sick Leave is excluded from this program. The following conditions shall
apply to Catastrophic Leave:
1. Catastrophic Leave will be available only to employees who have
exhausted their own paid leave through bona fide serious illness or accident.
2. The leave pool shall be administered by the Finance Department.
3. Employees must be in regular full-time appointed positions to be
eligible to receive catastrophic leave.
4. Employees receiving Long -Term Disability payments are excluded
from receiving catastrophic leave under this program.
5. All donations are to be confidential, between the donating
employee and the Finance Department.
6. Employees donating to the pool must have 40 hours of paid leave
available after making a donation.
7. Donating employees must sign an authorization, including
specifying the specific employee to be the recipient of the donation.
8. Donations will be subject to applicable tax laws.
9. The availability of Catastrophic Leave shall not delay or prevent the
City from taking action to medically separate or disability retire an employee.
10. Catastrophic Leave due to illness or injury of an immediate family
member may require medical justification as evidenced by a Physician's
Statement that the presence of the employee is necessary.
11. Catastrophic Leave due to the illness or injury of the employee may
require medical justification as evidenced by a Physician's Statement as to the
employee's condition.
SECTION 7: VACATION
A. All Mid -Management and Confidential employees who have passed the
employee probationary period (as defined in the Personnel Rules and
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Regulations, Section 6.01) shall be given a vacation of 80 hours with pay each
year.
B. All Mid -management and Confidential employees, who shall have at least
three (3) years of continuous service shall be entitled to eight (8) additional hours
of vacation for each year of full-time continuous service in excess of three (3)
years. The vacation accrual schedule for Mid -management and Confidential
employees is as follows:
Years
Service
Vacation
Hours
Earned
Maximum Hourly
Accrual Rate / Pay
Period Bi -Weekly
Annual
Vacation
Hours
Maximum
Vacation
Accrual
1
80
3.0769
80
160
2
80
3.0769
80
160
3
80
3.0769
80
160
4
88
3.3846
88
200
5
96
3.6923
96
200
6
104
4.0000
104
200
7
112
4.3044
112
200
8
120
4.6154
120
200
9
128
4.9231
128
240
10
136
5.2308
136
240
11
144
5.5385
144
240
12
152
5.8462
152
240
13
160
6.1538
160
240
D. Employees who have authorized leaves of absence without pay shall not
accumulate vacation credits or pay during said leave of absence.
E. Employees are encouraged to use their vacation time and the City will
make reasonable efforts to allow employees to do so. Those employees who
have been credited in excess of the maximum vacation accrual allowed are
expected to use a portion of the excess as leave time, in addition to other
vacation time, each year until the bank is drawn down to the maximum accrual
amount. The City recognizes that a number of long-term employees have
accrued substantially more leave time than shorter -term employees, and that it
will likely take them significantly longer to achieve the maximum accrual level. It
is the intent of this section to balance the personal interests of the employee with
the financial concerns of the City; as such, making progress toward reaching the
maximum accrual amounts may be deemed a success.
F. Vacation leave time shall not be approved until such time as it has been
earned, unless prior, special arrangements have been made with the City
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Exhibit C Mid Management
Manager. The time at which an employee shall take vacation leave shall be
requested by the employee prior to the start of the vacation leave period. Such
vacation leave to be taken shall be subject to the prior approval of the
Department Head, or designee, subsequent to consideration of the departmental
workload and other staffing considerations, such as but not limited to, the
previously approved vacation schedule of other employees, sick leave and
position vacancies.
G. Not more than once in each fiscal year, an employee may, upon timely
written request, receive cash compensation for up to 120 hours of accrued and
unused vacation time, subject to the City's normal accrual and "cash out" policies
and procedures.
SECTION 8: HOLIDAYS
A. All employees incumbent in position classifications listed in Section 18
shall be granted the following holidays with pay:
Holiday
Date
New Year's Day
January 15t
Martin Luther King Day
3rd Monday in January
Presidents' Day
3rd Monday in February
Memorial Day
Last Monday in May
Independence Day
July 4th
Labor Day
First Monday in September
Veteran's Day
November 11th
Thanksgiving Day
Fourth Thursday in November
Calendar day following Thanksgiving Day
Christmas Eve
December 24th
Christmas Day
December 25th
'Floating Holiday
(discretion of employee)
Total of 12 holidays annually
`Floating Holiday must be taken during each fiscal year (July 1st through June 30th).
B. Holiday Closures — The City Manager may designate up to five (5)
specific work days in each calendar year between Christmas Day and
New Year's Day during which employees may be required to take time
off, charged to leave without pay, the employee's accumulated
compensatory time, vacation, floating holidays, or a combination thereof,
as determined by the affected employee. The days must be consecutive
for the employee, but may differ between employees. Employees who
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do not have sufficient accumulated time off in their account to cover the
required time off may request, and will be granted, sufficient advance on
their vacation accrual to cover the uncovered balance. This advance will
be recovered with the next vacation accruals earned by the employee.
Time off of work under this provision shall not be deemed a layoff.
C. Vacation Election - When a City paid holiday falls on a full-time
employee's regularly scheduled day off, the employee may elect in
writing to accrue vacation time in the amount of a full regular shift, or to
receive an equivalent amount as holiday pay.
SECTION 9: RETIREMENT SYSTEM
A. The retirement program provided by the City shall consist of a pooled
Public Employee's Retirement System (PERS) plan which includes the following
provisions:
Section 20042 - One Year Final Compensation
Section 20965 - Credit of Unused Sick Leave
Section 21024 - Military Service Credit
B. Mid -Management and Confidential Emolovees
1. The Mid -Management and Confidential employees shall pay the full 7% of
their CalPERS required contribution of their compensation earnable.
C. Effective November 1, 1995, the City shall include PERS Section 21354 -
2% @ 55 for miscellaneous members, except for those new employees/members
hired on or after January 1, 2013, who are subject to Section 9 E, below.
D. New employees/members hired on or after January 1, 2013 as defined by
The Public Employees' Pension Reform Act (PEPRA) will be hired at the
retirement formula in accordance with the PEPRA and other legislation.
SECTION 10: PROVISIONAL APPOINTMENTS
A. An employee, when authorized by the City Manager, may receive a
provisional appointment to a higher classification to fill a temporary vacancy. The
employee, when so appointed, must perform the duties and assume the
responsibilities of the higher classification for 80 consecutive working hours
thereafter the employee shall be paid according to the step in the assigned salary
range of the new position which is next higher than the salary received before the
provisional appointment. The additional pay will be retroactive to the start date of
the higher -classification assignment.
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Exhibit C Mid Management
B. When necessary and in the best interest of the City, the City Manager may
provisionally assign an employee to a higher level of duty and responsibility than
provided for in the employee's assigned classification which is not otherwise a
part of an adopted classification. In the case of such an assignment, the
employee must perform the higher level of duties for 80 consecutive working
hours thereafter the employee shall receive additional compensation of 5%,
dating back to the first day s/he began to perform the assignment. so long as the
assignment is authorized by the City Manager.
SECTION 11: SENIORITY BONUS
Employees who have achieved ten (10) years of uninterrupted employment with
the City shall receive a 5% increase in base salary effective on the 10th
anniversary of their employment. Sworn police personnel are exempt from this
section.
Twenty (20) Years of Service — Employees who have achieved twenty (20) years
of uninterrupted employment with the City shall receive a 2.5% increase in base
salary (above the previously -described 5% increase at 10 years) effective on the
20th anniversary of their employment.
SECTION 12: AUTOMOBILES AND MILEAGE
A. Employees covered by these Terms and Conditions, utilizing their
privately -owned automobiles for City business on a non -regular basis, shall be
entitled to reimbursement for costs incurred at the mileage rate established by
Internal Revenue Service (IRS).
B. The Deputy Director of Public Works/Maintenance and Utilities will have
use of a City vehicle.
SECTION 13: JURY DUTY
See Personnel Rules and Regulations (Resolution 5446) Section 10.06 (C) for
rules on jury duty.
SECTION 14: ADMINISTRATIVE LEAVE
Effective the 1st payroll period in July 2019, and every July 1st thereafter:
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A. Mid -Management and Confidential position classifications, unless
otherwise specified, shall be entitled to 40 hours of administrative leave each
fiscal year.
B. Administrative leave days may not be carried forward to succeeding years
nor may they be turned in for cash value.
SECTION 15: LIMITATIONS
A. No employee who is eligible to receive Workers' Compensation is eligible
to receive overlapping benefits (except life insurance) stated in this MOU.
B. City shall not be required to make any monthly payments for premiums for
any insurance benefit listed in this MOU, or uniform allowance, supplemental pay
of any type and/or type of bonus on behalf of, or to, any employee who has been
absent without authorization during an entire calendar month or for any employee
who is on leave of absence without pay.
SECTION 16: DEFERRED COMPENSATION
The City shall contribute the equivalent to 3.5% of base salary per payroll period
into a deferred compensation program for each employee in the Mid -
Management and Confidential position classifications.
SECTION 17: BILINGUAL COMPENSATION
A. Upon the recommendation of a department director, the City Manager
may award a bilingual compensation bonus of $52.50 per payroll period to those
employees in positions determined to require bilingual skills.
B. The City Manager shall require the taking of competency tests to certify the
employee as eligible for bilingual compensation based on the employee's
proficiency in speaking the language determined to be required.
Such certification shall be a condition precedent to qualifying for bilingual pay.
SECTION 18: Health Wellness Program Medical Maintenance Examination &
Wellness Program.
The City shall reimburse Employee, as a medical benefit, for Employee's actual
documented expenses for medical maintenance exams or the cost of
participation in wellness programs, in an amount not to exceed $500 per fiscal
year, subject to the City's normal reimbursement processes and requirements
such expenses. Reimbursable expenses shall include, but not be limited to,
actual out of pocket expenses for annual physical examinations or other medical
tests or examinations, participation in weight loss, stop smoking, fitness or other
similar programs, or membership in a health or fitness club. All reimbursements
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Exhibit C
Mid Management
shall be subject to the review and approval of the City Manager or his/her
designee.
SECTION 19: WORK SCHEDULE
At the discretion of the City Manager, work schedules may be altered as needed
to meet the service demand levels of the residents of the City of Seal Beach.
SECTION 20: SALARIES
A. Effective the first payroll period following July 1, 2019:
Mid -Management
Grade
Job Classifications
47
Deputy Director of Public Works/City
Engineer
39
Deputy Director of Public
Works/Maintenance and Utilities
38
Building Official
36
Finance Manager
36
Senior Planner
36
Recreation Manager
36
Associate Engineer
26
Management Analyst
25
Accountant
Confidential
Grade Job Classifications
13 Executive Assistant (Confidential)
B. The salary schedule for each position classification affected is hereby
determined and established upon adoption by City Council. Salary increases are
as follows:
First pay period on or following July 1 2019: Employees shall receive 3%
cost of living adjustment.
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First pay period on or following July 1, 2020 — CPI adjustment, minimum 2%
up to 4% maximum, as measured utilizing the change in the Los Angeles —
Long Beach - Anaheim All Urban Consumers Index for the 12 months from
April 2019 to April 2020.
First pay period on or following July 1, 2021 - CPI adjustment, minimum
2% up to 4% maximum, as measured utilizing the change in the Los
Angeles — Long Beach - Anaheim All Urban Consumers Index for the
12 months from April 2020 to April 2021.
SECTION 21: TUITION REIMBURSEMENT
A. Higher Education Degree Programs —Mid -Managers and Confidential
employees attending accredited community colleges, universities, and trade
schools for the purpose of obtaining a higher education degree may apply for
reimbursement of tuition, books, student fees and parking. Reimbursement is
capped each calendar year at the tuition rate of the Cal State University system
for up to two (2) semesters of full-time, undergraduate enrollment.
B. Reimbursement is contingent upon the successful completion of the
course. Successful completion means a grade of "C" or better for undergraduate
courses and a grade of "B" or better for graduate courses. All claims for tuition
reimbursement require prior approval and are subject to verification and approval
by the City Manager.
Example: Employee A attends California State University, Long
Beach, for the Spring 2020 semester and completes 2
(3 -unit) undergraduate courses with a grade of "C" or
better. The tuition reimbursement would be calculated
as follows:
2019/2020 State University Tuition $1,665.00 (0-6 units)
Required University Fees $ 546.00 (approx.)
Parking $ 155.00
Books $ 300.00 (approx.)
TOTAL $2,666.00
SECTION 22: Other Applicable Rules
The City agrees to abide by all otherwise applicable state and federal laws such
as, but not limited to, the Family Medical Leave Act, the Americans with
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Exhibit C Mid Management
Disabilities Act, the California Family Rights Act, the Fair Labor Standards Act,
and the Meet and Confer obligations of the Meyers-Milias-Brown Act as well as
its Personnel Rules. Such rules and laws are specifically incorporated herein.
SECTION 23: LAYOFFS
Layoff: The City is to give Association 45 days prior notice before the effective
date of any layoffs.
SECTION 24: EXISTING CONDITIONS OF EMPLOYMENT
It is agreed and understood by the parties that all existing benefits and terms and
conditions of employment that are within the lawful scope of the meet and confer
process will not be reduced and shall remain in full force and effect during the
entire term of this MOU.
SECTION 25: "Me -Too" Clause
If, during the term of this agreement, any represented bargaining unit receives an
annual across-the-board wage increase (as a percentage of pay) which is greater
than that received by the Association, that greater increase shall immediately be
extended to Association members.
Section 26: WORKING GROUP
The parties agree to form a working group to discuss the drafting of new
grievance procedures that, if adopted by the City Council, will amend the City's
current Personnel Rules.
SECTION 27: TERM
The Memorandum of Understanding shall remain in full force and effect from July
1, 2019 through June 30, 2022.
SECTION 28: RATIFICATION
This MOU is subject to approval and adoption by the City Council and ratification
by the required number of duly authorized representatives of the Association.
Following such approval and adoption, the MOU shall be implemented by the
appropriate resolution(s), ordinance(s), or other written action of the City Council.
IN WITNESS THEREOF, the parties have hereto caused this Memorandum of
Understanding to be executed this 9th day of December 2019 .
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Mid Management
CITY OF SEAL BEACH MANAGEMENT REPRESENTATIVES:
44� Date
Patrick Gallegos, Assistant City Manager
Victoria L. Beatley, Director of Finance
MID -MANAGEMENT AND CONFIDENTIAL EMPLOYEES ASSOCIATION:
Nik Soukonnikov, Labor Representative
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Date:
Date: (Di 161 ZI
Date: (o I tB I zl