HomeMy WebLinkAboutReso 32-21 approving SEIU MOURESOLUTION NO. 32-21
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF MORRO BAY, CALIFORNIA,
APPROVING THE TENTATIVE AGREEMENT FOR AND THE SUCCESSOR
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF MORRO BAY AND THE
SERVICE EMPLOYEES INTERNATIONAL UNION (SEIU), LOCAL 620,
FOR THE PERIOD OF JANUARY 1, 2021 THROUGH JUNE 30, 2022
THE CITY COUNCIL
Morro Bay, California
WHEREAS, the City of Morro Bay ("City") has, and continues to, recognize the Service
Employees International Union ("SEIU' ), Local 620 as the sole exclusive employee organization
representing the City's miscellaneous employees for all matters concerning wages, hours and
other terms and conditions of employment and
WHEREAS, the current Memorandum of Understanding between the City and SEIU Local
620 ("SEIU MOU 2017-2020"), which was duly approved by the City Council on September 26
2017, was set to expire on June 30, 2020; and
WHEREAS, prior to the June 30, 2020 expiration of the SEIU MOU 2017-2020, the City
and SEIU Local 620 reached an agreement extending the term of the SEIU MOU 2017-2020 by
six months and implementing a temporary salary reduction in light of the COVID-19 pandemic,
and thereafter jointly prepared and executed an Amendment No. 1 to the SEIU MOU 2017-2020
(First Amendment ), which was ratified by SEIU Local 620 on April 27, 2020 and approved by
the City Council by Resolution No. 40-20 on April 28, 2020, which extended the SEIU MOU 2017-
2020 to December 30, 2020; and
WHEREAS, the City and SEIU Local 620 entered into negotiations for a successor MOU
covering the period of January 1, 2021 through June 30, 2022, which includes a five percent (5%)
increase cost of living adjustment for FY 2021-22 and, in recognition of the financial and overall
sacrifices made during the COVID-19 health emergency, also includes a potential one-time lump
sum payment contingent upon satisfaction of specified financial terms and conditions; and
WHEREAS, the City's labor relations representatives and the SEIU Local 620
representatives successfully met and conferred to negotiate both a Tentative Agreement for the
successor MOU and also the successor MOU between the parties, pursuant to both the Meyers-
Milias-Brown Act ("MMBA') (Gov't Code Section 3500-3511) and the City's Employer -Employee
Relations Resolution Resolution No 08-17, and have jointly prepared and executed both the
attached the Tentative Agreement (`SEIU MOU 2021-2022 Tentative Agreement") and the
successor MOU between the City and SEIU, for the period January 1, 2021 through, and
including, June 30, 2022 ("SEIU MOU 2021-2022"), which were ratified by SEIU Local 620 on
June 2, 2021; and
WHEREAS, both the SEIU MOU 2021-2022 Tentative Agreement and the SEIU MOU 2021-
2022 are subject to City Council acceptance and approval, which are made a part hereof by this
reference; and
WHEREAS, once approved by the City Council, the SEIU MOU 2021-2022 Tentative
Agreement and the SEIU MOU 2021-2022 shall become binding agreements between the City
and SEIU Local 620.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
MORRO BAY, CALIFORNIA, AS FOLLOWS:
S ection 1. The above recitals are true and correct.
S ection 2. The City Council approves the SEIU MOU 2021-2022 Tentative Agreement
between the City and SEIU Local 620 for the period of January 1, 2021 through, and including,
June 30, 2022, a copy of which is attached hereto as Exhibit 1.
S ection 3. The City Council approves the SEIU MOU 2021-2022 as the successor MOU
between the City and SEIU for the period of January 1, 2021 through, and including, June 30,
2022, a copy of which is attached hereto as Exhibit 2.
S ection 4. The City Clerk shall certify to the passage and adoption of this Resolution
and enter it into the book of original resolutions.
S ection 5. This resolution shall be effective immediately upon its passage and adoption.
PASSED AND ADOPTED, by the City Council of the City of Morro Bay, at a regular
meeting thereof held on the 22' day of June 2021, by the following vote:
AYES' Headding, Addis, Barton, Davis, Heller
NOES' None
ABSENT: None
ABSTAIN: None
ATTEST:
DANA SWANSON, City Clerk
City of Morro Bay Tentative Agreement with Service Employees
International Union Local No. 620 for a successor MOU
June 4, 2021
The current Memorandum of Understanding (MOU) between the City of Morro Bay (City)
and the Morro Bay Service Employees International Union Local No. 620 (SEIU or UNION),
Resolution No. 53-17, approved September 26, 2017, covering the period July 1, 2017
through June 30, 2020 (SEIU MOU 2017-20), was subsequently extended to December 31,
2020, by mutual agreement, memorialized by Resolution No. 40-20 approved on April 28,
2020. The SEIU MOU 2017-20 has since expired by its own terms. SEIU currently represents
41 total City employees. Pursuant to the Meyer-Milias-Brown Act ("MMBA") (Gov't Code
Section 3500 - 3511), the City and SEIU have been in negotiations for a successor MOU since
December of 2020 to May 25, 2021.
The City and SEIU have reached a Tentative Agreement on the deal terms for a successor MOU,
which is represented by this document. The following material deal terms were ratified by the
Association on June 2, 2021, but remain subject to formal approval/adoption by the City Council
per California Government Code Section 3505.1, which provides:
"If a tentative agreement is reached by the authorized representatives of the public
agency and a recognized employee organization or recognized employee
organizations, the governing body shall vote to accept or reject the tentative
agreement within 30 days of the date it is first considered at a duly noticed public
meeting. A decision by the governing body to reject the tentative agreement shall
not bar the filing of a charge of unfair practice for failure to meet and confer in
good faith. If the governing body adopts the tentative agreement, the parties shall
jointly prepare a written memorandum of understanding."
All terms and conditions of the prior SEIU MOU 2017-20 and Resolution No. 40-20 shall be
maintained unless expressly modified or changed herein or until the successor MOU is jointly
prepared by the parties, ratified by the Association and accepted, approved and adopted by
City Council, which shall then supersede and replace this Tentative Agreement. All items
affecting compensation within the previous SEIU MOU 2017-20 and Resolution No. 40-20
p
not addressed herein are proposed to remain unchanged; however, any language that has a
sunset will be deemed of no further force and effect.
1
TENTATIVE AGREEMENT DEAL POINTS
Article
Section
No,,
Subject
Existing
MOU
Agreed
Upon
Changes
to
MOH
6
Union
Security
6.2 - 6.8
Delete
6.1-6.8,
City
provided
new
and
Dues
Agency
Shop,
language
in red
-lined
successor
Provisions
Conscientious
Objection,
MOU,
which
SEIU
approved.
Written
Authorizations,
Rescission of Agency
Shop,
Applicability
of
Agency
Shop,
Reporting
and
Indemnification
provisions.
7
TERM
July
1, 2017
to
Dec. 31,
January
1, 2021
to
June 30,
2022
2020
10.1
Workday
normal
workday
shall
normal
workday
shall
be eight
The
The
be eight
hours of work
in a
hours of
work
in a 24
consecutive
24
consecutive
hour
period,
hour
period,
except
in cases of
except
in cases of
emergencies.
CITY
and
The
emei
gencies Alternative
UNION
previously
met
and
work
schedules
can
be
conferred
over an administrative
implemented,
upon
policy
regarding
alternative
work
approval
of
the
City
schedules,
which
may
be
Manage',
and
providing
implemented
provided
they
are
they
are not
in violation
of
not
in violation
of
the
Fair
Labor
the
Fair
Labor
Standards
Standards
Act
(FLSA)
regulations.
Act
(FLSA)
regulations
The
parties
agree
herewith
to
i etain
the
option
to re -open
discussion
of
this
Section
101,
with
respect
to
UNION's
proposal
for a
9/80
work
schedule
for
non -safety
employees,
where
all
non -safety
employees
working
locations
would
be closed
one day
every other
week
to
accommodate
such
modified
schedules
2
SEIU Local 620 Tentative Agreement
12
12.1
Holidays
Lincoln's
Birthday
Feb
12th
EIiminate
exchange
to
before
be
Easter
observed
for
Lincoln's
"Spring
each
on
year.
Birthday
Break
the
Friday
Day"
in
15.1.2
15.1.3
-
Health
Insurance
insurance,
insurance,
insurance,
For
shall
contribution,
minimum
amount
Ca1PERS,
Employee
$715/month
Employee
$1,109/month
2017,
receive
as
by
the
only
+
UNIT
whichever
whichever
required
follows:
a
1-
Ca1PERS,
or
family
a
amount
or
family
cafeteria
including
minimum
contribution
-
or
cafeteria
cost
up
or
employees
-
cost
or
or
up
employees
up
to
cost
to
of
-
is
-
cost
is
is
is
less
of
up
plan
less
less
the
by
to
of
to
of
For
receive
contribution,
minimum
required
Employee
or
less
Employee
or
less
cost
cost
2021,
of
of
by
only
insurance,
+
insurance,
is
UNIT
a
contribution
Ca1PERS
1-
or
-
up
family
cafeteria
up
employees
including
cost
to
to
whichever
$1,135/mont]
whichever
as
of
$715/month
follows:
-
insurance,
amount
up
shall
plan
the
is
is
to
cost
to
2018,
contribution,
receive
Employee
$1,421/month
For
shall
plan
including
contribution
required
follows:
Employee
$715/month
insurance,
Employee
$1,135/month
insurance,
Employee
$1,460/month
whichever
+
less
+
whichever
UNIT
only
+1-upto
whichever
whichever
whichever
less
less
cost
of
as
is
is
of
up
less
Employee
$1,460/month
insurance,
+
15.2.
Dental,
Vision
Ins.
Life and
Remove
below
2017
rates
shown
Insert
after
2021
end
of
table.
rates
shown
below
3
SEIU Local 620 Tentative Agreement
15.4
Health
Re
-Opener
Benefits
The
to
respect
any
and
re
parties
-open
changes
2020
to
this
health
discussion
agree
to
ARTICLE,
rates.
herewith
2019
with
for
The
open
this
the
2022
parties
ARTICLE
discussion
health
agree
for
rates.
herewith
with
any
respect
changes
to
re
-
to
to
the
17.3
Safety
Shoes
Effective
July
1, 2016,
Effective
July
1, 2021,
employees
employees
required
to
required
to wear steel
-toed
safety
weal steel
-toed
safety
shoes
and
Harbor
Patrol
Officers
shoes
and
Harbor
Patrol
required
to wear approved
Officers
required
to wear
footwear
in
the
performance
of
approved
footwear
in
the
their
duties,
shall
be eligible
to
perfoi
shall
mance
be eligible
of
their
duties,
to receive
receive
an annual
reimbursement,
an annual
reimbursement,
for
the
provision of said
shoes,
in
for
the
provision
of said
the
amount
of
$250,
per fiscal
shoes,
in
the
amount
of
year.
Harbor
Patrol
Officers
shall
$200
per
fiscal
year.
be requited
to wear 6"
black
Harbor
Patrol
Officers
shall
leather
boots
or water/safety-
be required
to wear 6"
black
specific
shoes
as approved
within
leather
boots
or
the
sole
discretion
of
the
Hai
bor
water/safety-specific
shoes
Director.
Proof
of
purchase
of
as approved
within
the
sole
shoes
and
boots
are required,
discretion
of
the
Harbor
Once
purchased,
such
appi
opriate
Director.
Proof
of
put chase
footwear
must
be worn only
while
of
required.
shoes
and
Once
boots
purchased,
are
working.
such
appropriate
footwear
be worn only
while
must
working.
18.1
Salaries
Effective
retroactive
to
the
FY 2020-21
pay
period
including
July
1,
No
COLA
or
base salary
increase
2016
for
those
employees
other
than
merit
increases.
(See
still
employed
by
the
CITY
A Salary
for rates
Exhibit
Table
upon
City
Council
adoption
effective
January
1, 2021.
of
this
MOU,
the
CITY
shall
provide
a
Cost
of
Living
FY
2021-22
COLA
Adjustment
(COLA)
Effective
the
pay
period
including
increase
to
base salaries
for
July
1, 2021,
the
CITY
shall
provide
all
UNIT
classifications
by
a 5% Cost
of
Living
Adjustment
2
00%
(see
Exhibit
A
(COLA)
increase
to
base salaries
for
updated
salary
table).
all
UNIT
classifications
(see
Exhibit
B salary
table).
4
SEIU Local 620 Tentative Agreement
In recognition of the financial and
overall sacrifices made during the
COVID-19 health emergency,
contingent upon satisfaction of
the following financial terms and
conditions the CITY proposes to
also provide a non-PERSable one-
time lump sum equal to $1,000 to
all UNIT members employed with
the CITY during the period May 2,
2020 through December 31, 2020
(duration of the financial
concessions by SEIU) and who is
still employed when the lump -
sum payments are issued by the
CITY (anticipated to be around
October 1, 2021)
A. Total of three major General
Fund Revenues (Property Tax
Sales Tax and Transient
Occupancy Tax) meet or exceed
the combined Fiscal Year 2020/21
forecasted amount of $7,757,301
adopted by Council on June 23,
2020 This figure shall be based on
current tax rates (currently 1%
Property Tax, 1.0% CITY Sales
Tax 10% TOT). In the event of
increased tax rates, such
increased rates would not count
towards increased revenue
receipts for this purpose. Sales tax
shall exclude any consideration of
Measure Q Measure E and
Cannabis Tax that that is collected
at any time during Fiscal Year
2020-21
B. The CITY does not become
responsible for any state /
federally imposed unfunded
mandates from any external
source(s) that require significant
unplanned/un-forecasted General
5
SEIU Local 620 Tentative Agreement
is
such
totaling
or
reduction
revenue
section
conditions
no
being
Fund
$125,000
of
Reserves
the
(page
disaster(s),
conditions
19
disaster
not
one-time
pandemic
more
Adopted
General
expenditure(s),
expenditure(s)
limited
awarded
A-11).
$125,000
affecting
amount
on
above
equal
will
are
related
in
FY
Fund
or
based,
to
significant
be
the
to
discussed
2020-21
shall
the
UNIT
a
the
in
-sum
to
counted
$1,248,000
projected
human
cumulatively
the
of
a
resulting
unassigned
include
the
CITY.
fiscal
more
combined
financial
payment
COVID-
various
budget
natui
-made
in
than
year
as
Any
this
use
but
in
al
m
a
This
lump
to
worsening
which
members.
18.2
Salaries
July
acknowledges
5.00%
bring
parity
FY
Adjustment•
Effective
salary
5.00%
classifications:
Officer,
Harbor
2021-22
1,
in
these
2021,
salary
salary
equity
with
Harbor
equity
addition
the
in
job
comparison
the
18
Equity
pay
adjustment
equity
that
comparisons,
Patrol
1
City
classifications
period
adjustments
the
above.
Harbor
to
Base
based
shall
Coordinator
adjustments
Supervisor
the
agencies.
including
following
Salary
provide
on
Patrol
COLA
City
this
the
not
to
of
Business
for
These
are
provided
2019
The
does
18,6
Attached
wages
for
MOU.
the
for
duration
Exhibit
UNIT
A
members
of
reflects
this
January
Attached
for
B
period
reflects
UNIT
including
1,
Exhibit
2021.
members
A
Attached
effective
July
reflects
1,
2021.
effective
the
Exhibit
wages
pay
wages
6
SEIU Local 620 Tentative Agreement
19.5
Bilingual
(Spanish)
Pay
Effective
Council
MOU,
members
month
Spanish,
month
Spanish,
of
$150
up
for
for
ratification
per
with
to
and
for
may
speaking
writing
three
$75
a
month.
the
earn
total
(3)
per
City
in
possible
of
$75
UNIT
this
July
Effective
earn
Spanish,
writing
possible
are
support
department
departments,
effectively
public.
Department
recommend
that
employee
sufficiently
extra
Members
making
1,
expected
$75
Bilingual
2021,
in
the
and
per
of
receiving
communicate
with
their
not
at
final
Spanish,
pay
UNIT
functions
month
$75
$150
to
The
Pay
when
the
the
using
decision.
period
use
Head
per
members
cease
to
Bilingual
City
City
for
per
own
for
this
needed,
employee's
warrant
month
and
including
this
speaking
with
Manager
Manager
a
skill
for
month
other
total
may
Pay
City
for
the
to
to
per
to
work
may
any
skill
the
pay,
the
Exh.
A
FY
Schedule
20/21
Salary
FY 17/18
Salary
Schedule
Current
1,
Exhibit
schedule
including
2021
salaries
are
B
effective
July
provided
reflects
1,
effective
2021.
the
as
the
pay
January
Exhibit
salary
period
A.
15.2 Existing MOU Language
Life Insurance is provided at $50,000 per employee. The following rates were effective
January 1, 2017:
Employee only
Employee + 1
Employee + 2+
15.2 New MOU Language
Vision
$ 8.86
$ 16.59
$ 22.59
Dental
$ 55.47
$143.09
$143.09
Life
$8.15
$8.15
$8.15
Totals
$ 72.48
$ 167.83
$ 173.83
City pays
$ 69.50
$ 156.08
$ 161.62
EE pays
$ 293
$11.75
$12.21
Life Insurance is provided at $50,000 per employee. The following rates were effective
January 1, 2021:
Employee only
hmployee + 1
Employee + 2+
Vision
$ 8.73
$ 16.40
$ 23.34
Dental
$ 56.68
$156.84
$156.84
Life
$8.70
$8.70
$8.70
Totals
$ 74.11
$ 181.94
$ 188.88
City pays
$ 71.18
$ 170.19
$ 176.67
EE pays
$ 293
$11.75
$12.21
SEIU Local 620 Tentative Agreement
7
This Tentative Agreement is dated June 4, 2021 and shall be effective only upon adoption by the
City Council of the City of Morro Bay. Subject to the foregoing, this Tentative Agreement is
hereby executed by the authorized representatives of the City and SEIU.
City of Morro Bay
Scott Collins,
City N4Ianager
Dana Swanson,
City Clerlk/I-IR Mngr.
Colin .T, Tanner,
Deputy City Attorney/Labor
Negotiator
•
SEIU Local No. 620
Robert MacI .� f
Thenwl
Field Representative
/a /Lela,
Lori Stilts,
Shop Steward
8
SEIU Local 620 Tentative Agreement
EXHIBIT A
CITY OF MORRO BAY
EFF 01/01/2021 SEIU REPRESENTED CLASSIFICATIONS & SALARY SCHEDULES
TITLE
STEP
1
STEP
2
STEP 3
STEP
4
STEP 5
ACCOUNT
CLERK
IN
-TRAINING
32,460
34,083
35,787
37,577
39,455
ACCOUNT
CLERK
I
39,243
41,205
43,265
45,429
47,700
CONS
MAINTENANCE
WORKER
I
39,243
41,205
43,265
45,429
47,700
OFFICE
ASSISTANT
III
39,243
41,205
43,265
45,429
47,700
OFFICE
ASSISTANT
IV
42,428
44,549
46,777
49,116
51,571
ACCOUNT
CLERK
II
44,079
46,283
48,597
51,027
53,578
CONS
MAINTENANCE
WORKER
II
44,079
46,283
48,597
51,027
53,578
PERMIT
45,143
47,400
49,770
52,259
54,872
TECHNICIAN
ACCOUNT
CLERK
III
47,210
49,571
52,049
54,651
57,384
CONS
MAINTENANCE
WORKER
III
47,210
49,571
52,049
54,651
57,384
ADMINISTRATIVE
TECHNICIAN
48,044
50,446
52,969
55,617
58,398
PERMIT
- CERTIFIED
48,044
50,446
52,969
55,617
58,398
TECHNICIAN
SUPPORT
SERVICES
TECHNICIAN
48,044
50,446
52,969
55,617
58,398
PROPERTY
EVIDENCE
CLERK
48,044
50,446
52,969
55,617
58,398
MECHANIC
49,581
52,060
54,663
57,396
60,266
RECREATION
COORDINATOR
49,581
52,060
54,663
57,396
60,266
HARBOR
PATROL
OFFICER
54,777
57,516
60,392
63,411
66,582
ENGINEERING
TECHNICIAN
III
56,158
58,966
61,914
65,010
68,260
RECREATION
SUPERVISOR
56,158
58,966
61,914
65,010
68,260
UTILITY
OPERATOR
56,245
59,057
62,010
65,111
68,366
ASSISTANT
PLANNER
56,508
59,333
62,300
65,415
68,686
BUILDING
INSPECTOR
58,765
61,703
64,788
68,028
71,429
UTILITY
CERT)
OPERATOR
MC
(MULTIPLE
60,182
63,191
66,351
69,668
73,152
HARBOR
BUSINESS
COORDINATOR
61,169
64,227
67,439
70,811
74,351
HARBOR
P
PATROL
SUPERVISOR
64,523
67,749
71,137
74,693
78,428
9
SEIU Local 620 Tentative Agreement
TITLE
STEP
1
STEP
2
STEP
3
STEP
4
STEP
5
ENGINEERING
TECH
IV
65,765
69,053
72,506
76,131
79,938
ASSISTANT
ENGINEER
65,765
69,053
72,506
76,131
79,938
ASSOCIATE
PLANNER
65,765
69,053
72,506
76,131
79,938
BUILDING
EXAMINER
INSPECTOR/PLANS
65,765
69,053
72,506
76,131
79,938
CONS
MAINTENANCE
FIELD
SUPV
65,765
69,053
72,506
76,131
79,938
LEAD
UTILITY
OPERATOR
67,080
70,434
73,956
77,653
81,536
ASSOCIATE
CIVIL
ENGINEER
75,629
79,410
83,381
87,550
91,928
WASTEWATER
SYSTEMS
SUPV
75,629
79,410
83,381
87,550
91,928
10
SEIU Local 620 Tentative Agreement
EXHIBIT B
CITY OF MORRO BAY
EFF 07/01/2021 SEIU REPRESENTED CLASSIFICATIONS & SALARY SCHEDULES
TITLE
STEP
1
STEP
2
STEP
3
STEP
4
STEP 5
ACCOUNT
CLERK
IN
-TRAINING
34,083
35,787
37,577
39,455
41,428
ACCOUNT
CLERK
I
41,205
43,265
45,429
47,700
50,085
CONS
MAINTENANCE
WORKER
I
41,205
43,265
45,429
47,700
50,085
OFFICE
ASSISTANT
III
41,205
43,265
45,429
47,700
50,085
OFFICE
ASSISTANT
IV
44,549
46,777
49,116
51,571
54,150
ACCOUNT
CLERK
II
46,283
48,597
51,027
53,578
56,257
CONS
MAINTENANCE
WORKER
II
46,283
48,597
51,027
53,578
56,257
PERMIT
TECHNICIAN
47,400
49,770
52,259
54,872
57,615
ACCOUNT
CLERK
III
49,571
52,049
54,651
57,384
60,253
CONS
MAINTENANCE
WORKER
III
49,571
52,049
54,651
57,384
60,253
ADMINISTRATIVE
TECHNICIAN
50,446
52,969
55,617
58,398
61,318
PERMIT
TECHNICIAN
-
CERTIFIED
50,446
52,969
55,617
58,398
61,318
SUPPORT
SERVICES
TECHNICIAN
50,446
52,969
55,617
58,398
61,318
PROPERTY
EVIDENCE
CLERK
50,446
52,969
55,617
58,398
61,318
MECHANIC
52,060
54,663
57,396
60,266
63,279
RECREATION
COORDINATOR
52,060
54,663
57,396
60,266
63,279
ENGINEERING
TECHNICIAN
III
58,966
61,914
65,010
68,260
71,673
RECREATION
SUPERVISOR
58,966
61,914
65,010
68,260
71,673
UTILITY
OPERATOR
59,057
62,010
65,111
68,366
71,784
ASSISTANT
PLANNER
59,333
62,300
65,415
68,686
72,120
HARBOR
PATROL
OFFICER
60,255
63,267
66,431
69,752
73,240
BUILDING
INSPECTOR
61,703
64,788
68,028
71,429
75,001
UTILITY
CERT)
OPERATOR
MC
(MULTIPLE
63,191
66,351
69,668
73,152
76,809
HARBOR
BUSINESS
COORDINATOR
67,286
70,650
74,183
77,892
81,786
ENGINEERING
TECHNICIAN
IV
69,053
72,506
76,131
79,938
83,935
11
SEIU Local 620 Tentative Agreement
TITLE
STEP
1
STEP
2
STEP
3
STEP
4
STEP
5
ASSISTANT
ENGINEER
69,053
72,506
76,131
79,938
83,935
ASSOCIATE
PLANNER
69,053
72,506
76,131
79,938
83,935
BUILDING
EXAMINER
INSPECTOR/PLANS
69,053
72,506
76,131
79,938
83,935
CONS
MAINTENANCE
FIELD
SUPV
69,053
72,506
76,131
79,938
83,935
LEAD
UTILITY
OPERATOR
70,434
73,956
77,653
81,536
85,613
HARBOR
PATROL
SUPERVISOR
70,975
74,524
78,250
82,163
86,271
ASSOCIATE
CIVIL
ENGINEER
79,410
83,381
87,550
91,928
96,524
WASTEWATER
SYSTEMS
SUPV
79,410
83,381
87,550
91,928
96,524
12
SEIU Local 620 Tentative Agreement
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE MORRO BAY
SERVICE EMPLOYEES
INTERNATIONAL UNION
LOCAL NO. 620
AND
THE CITY OF MORRO BAY
JANUARY 1, 2021-- JUNE 30, 2022
Table of Contents
ARTICLE I - PURPOSE 1
ARTICLE 2 - MANAGEMENT 1
ARTICLE 3 - RECOGNITION 3
ARTICLE 4 - UNION BUSINESS 5
ARTICLE 5 - AUTHORIZED AGENTS 6
ARTICLE 6 - UNION SECURITY AND WITHHOLDING OF UNION DUES/FEES 6
ARTICLE 7 - TERM 7
ARTICLE 8 - RENEGOTIATIONS 7
ARTICLE 9 ANTI -DISCRIMINATION 8
ARTICLE 10 - WORK SCHEDULE 8
ARTICLE 11 - VACATION LEAVE 10
ARTICLE 12 - HOLIDAYS 11
ARTICLE 13 - SICK LEAVE 12
ARTICLE 14 - RETIREMENT BENEFITS 13
ARTICLE 15 - HEALTH BENEFITS 15
ARTICLE 16 - EDUCATION INCENTIVES 16
ARTICLE 17 - WORK UNIFORMS 16
ARTICLE 18 - WAGES AND INCENTIVES 16
ARTICLE 19 - SPECIAL PAY PRACTICES 18
ARTICLE 20 - PROBATION 20
ARTICLE 21 - GRIEVANCE PROCEDURE 20
ARTICLE 22 - NO STRIKE, NO LOCK -OUT 23
ARTICLE 23 - FULL UNDERSTANDING, MODIFICATION, WAIVER 23
ARTICLE 24 - SEVERABILITY 23
ARTICLE 25 - JOINT DRAFTING 23
ARTICLE 26 - CITY COUNCIL APPROVAL 23
SFIU MOU 2021-22 Page iii
MEMORANDUM OF UNDERSTANDING BETWEEN
SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL NO. 620
AND THE CITY OF MORRO BAY
JANUARY 2021 - JUNE 2022
ARTICLE 1— PURPOSE
1.1 WHEREAS, the City of Morro Bay is a municipal corporation existing under the laws of the
State of Califoinia as a general law city; and
1.2 WHEREAS, the City of Morro Bay is limited, insofar as funds are concerned, because of a fixed
tax rate, and in structure because it is a public entity rather than a profit making business; and
1.3 WHEREAS, Service Employees International Union Local No. 620 and the City of Morro Bay
recognize that the mission and the purpose of the City is to provide for high -quality and
economical municipal services and facilities to the residents of the City of Morro Bay.
1.4 THEREFORE, this Memorandum of Understanding ("MOU") is entered into as of January 1,
2021, between the City of Morro Bay, hereafter called the "CITY," and Service Employees
International Union Local No. 620, hereafter called the "UNION."
1.5 It is the intent and purpose of this MOU to assure sound and mutually beneficial working and
economic relations and conditions between the parties hereto' to provide for an orderly and
peaceable method and manner of resolving any differences which may arise; and to negotiate any
misunderstanding, which could arise, and to set forth, herein the basic and full agreement
between the parties, concerning the pay, wages, hours of employment, and other terms and
conditions of employment.
ARTICLE 2 — MANAGEMENT
2.1 In order to ensure that the CITY shall continue to carry out its municipal functions, programs,
and responsibilities to the public imposed by law, and to maintain efficient public service for the
citizens of Morro Bay, the CITY continues to reserve, and retain solely and exclusively, all
management rights, regardless of the frequency of use, including those rights and responsibilities
set forth by law, and those CITY rights set forth in the CITY s Personnel Rules and Regulations,
and including, but not limited, to the following:
2.1.1 To manage the CITY, determine policies and procedures, and the right to manage the
affairs of all Departments.
2.1.2 To determine the existence or nonexistence, of facts that are the basis of the management
decision in compliance with State law.
SEIU MOU 2021-22 Page 1
2.1,3 To determine the necessity, organization, implementation, and termination of any service
or activity conducted by the CITY or other government jurisdiction, and to expand or
diminish services.
2.1.4 To direct, supervise, recruit, select, hire, evaluate, promote, transfer, discipline,
discharge, terminate, demote, reduce, suspend, reprimand, withhold salary increases and
benefits for disciplinary reasons, or otherwise discipline employees, in accordance with
Department or CITY Rules, Regulations, or Ordinances.
2,1, 5 To determine the nature, manner, means, extent, type, time, quantity, quality, technology,
standard, and level of services to be provided to the public.
2.1.6 To require performance of other public services, not specifically stated herein, in the
event of emergency or disaster, as deemed necessary by the CITY.
2.1.7 To lay off employees because of lack of work or funds or under conditions where
continued work would be inefficient or nonproductive or not cost effective, as determined
by the CITY.
2.1.8 To determine and/or change facilities, methods technology, equipment, operations to be
performed, organization structure, and allocate or assign work by which the CITY
operations and services are to be conducted.
2,1.9 To determine method(s) of financing.
2.1.10 To plan determine, and manage Departments' budget, which includes, but is not limited
to, changes in the number of locations and types of operations, processes and materials to
be used in carrying out all functions, and the right to contract or subcontract any work or
operations.
2.1.11 To determine the size and composition of the work force, assign work to employees of
the CITY, in accordance with requirements determined by the CITY, and to establish and
requite compliance to work hours and changes to work hours, work schedules, including
call back, standby, and overtime and other work assignments, except as otherwise
limited by this MOU, or subsequent MOUs.
2.1.12 To establish and modify goals and objectives, related to productivity and performance
programs and standards, including, but not limited to, quality and quantity, and required
compliance therewith.
2.1.13 To determine qualifications, skills, abilities, knowledge, selection procedures and
standards, job classification, job specifications, and to reallocate and reclassify
employees, in accordance with division and/or CITY Rules and Regulations.
SEIU MOU 2021-22 Page 2
2.1.14 To determine the issues of public policy and the overall goals and objectives of the CITY,
and to take necessary action to achieve the goals and objectives of the CITY.
2.1.15 To hire, transfer intra- or inter -Department, promote, reduce in rank, demote, reallocate,
terminate, and take other personnel action for non -disciplinary reasons, in accordance
with Department and/or CITY Rules, Regulations and Ordinances.
2.1.16 To determine policies, procedures and standards for recruiting, selecting, training and
promoting employees,
2.1.17 To establish, implement, and/or modify Rules and Regulations, policies, and procedures
related to productivity, peiformance, efficiency, personal appearance standards, code of
ethics and conduct, safety, health, and order, and to require compliance therewith.
2.1.18 To maintain order and efficiency in facilities and operation.
2.1.19 To restrict the activity of an employee organization on CITY facilities, except as set forth
in this MOU.
2.1.20 To take any and all necessary steps and actions to cany out the service requirements and
mission of the CITY, in emergencies or any other time deemed necessary by the CITY,
and not specified above.
2.2 Nothing herein is meant to diminish CITY rights provided by the Government Code.
2.3 Authority of Third Party Neutral — Management Rights:
All management rights, powers, authority, and functions whether heretofore or hereinafter
exercised, shall remain vested exclusively with the CITY. No third party neutral shall have the
authority to diminish any of the management rights that are included in this MOU.
2.4 Nothing herein is meant to diminish employee rights provided by the Government Code.
ARTICLE 3 — RECOGNITION
3.1 Pursuant to Resolution No. 08-17 the Employer -Employee Relations Resolution of the City of
Morro Bay and applicable state law, Service Employees International Union Local 620 was
designated by the City of Morro Bay City Council as the exclusive representative of City
employees in the Miscellaneous Employees Unit (hereafter ' UNIT' ). The UNIT is comprised of
the following classifications:
Account Clerk In -Training
Account Clerk I
Account Clerk II
Account Clerk III
Administrative Technician
SEIU MOU 2021-22 Page 3
Administiative Utilities Technician
Assistant Engineer
Assistant Planner
Associate Civil Engineer
Associate Planner
Building Inspector
Building Inspector/Plans Examiner
Consolidated Maintenance Worker I
Consolidated Maintenance Worker II
Consolidated Maintenance Worker III
Consolidated Maintenance Leadwoiker
Consolidated Maintenance Field Supervisor
fngineering Technician III
Engineering Technician IV
Harbor Business Coordinator
Harbor Patrol Officer
Harbor Patrol Officer Supervisor
Mechanic
Office Assistant III
Office Assistant IV
Permit Technician
Permit Technician Certified
Property Evidence Clerk
Recreation Supervisor - Sports
Recreation Supervisor — Youth
Recreation Coordinator
Suppoit Services Technician
Utility Operator
Utility Operator MC (Multiple Cert)
Lead Utility Operator
Wastewater Systems Supervisor
The term "employee" or "employees," as used herein, shall refer only to the foregoing
classifications.
3.2 Fmployees, working on a regular basis in the Classified Service as defined in the Personnel
Rules & Regulations, but less than full-time, shall receive vacation and sick leave accruals on a
pro -rated basis, commensurate with hours worked Effective January 1, 1998, all benefits for
new hires, including insurance benefits, will be allocated on a pro -rated basis, commensurate
with hours worked.
3.3 Electronic Deposit:
All Employees shall receive their pay by electronic methods. New hires must present account
information for a checking or a savings account with an ACH-member financial institution.
SEIU MOU 2021-22 Page 4
ARTICLE 4 - UNION BUSINESS
4.1 Employee representatives, designated by the UNION, shall be granted time off, without loss of
pay, to attend "meet and confer" sessions with the City Manager, and/or their designee, on
subjects within the scope of representation, when such meetings are scheduled during regular
working hours. Should such meeting extend beyond an employee representative's regular
working hours, the employee representative shall be paid for only the regular working hours.
It is understood that this "time -off provision" shall only apply to a maximum of three (3)
employees attending any one meeting between CITY and UNION. Where exceptional
circumstances warrant, the City Manager may approve the attendance at such meetings of
additional employee representatives. The UNION shall, whenever practicable, submit the names
of all employee representatives to the City Manager, or designee, at least two working days in
advance of such meetings. Provided further 1) that no employee representative shall leave their
duty or work station or assignment without specific approval of the department head or other
authorized CITY management official; and 2) that any such meeting is subject to scheduling by
CITY management and UNION, in a manner consistent with operating needs and work
schedules.
4.2 Nothing provided herein shall limit or restrict CITY management and UNION from scheduling
such meetings before or after regular CITY or work hours.
4.3 Off -duty employees will not be paid for attending meet and confer sessions, nor will over -time
be paid for same.
4.4 If the UNION and the CITY are actively meeting and conferring (e.g. after a successor letter has
been delivered to the CITY to initiate conferring), then pursuant to Government Code Section
3505.3, a reasonable number of UNION representatives shall be peimitted paid release time from
regular working hours upon reasonable notification to the CITY as follows:
a When formally meeting and conferring with representatives of the CITY on matters
within the scope of representation;
b. When testifying or appearing as the designated representative of UNION in conferences,
hearings, or other proceedings before the board, or an agent thereof, in matters relating to
a charge filed by the UNION against the CITY or by the CITY against the UNION;
c. When testifying or appealing as the designated representative of the UNION in matters
before a personnel or merit commission.
d. Foi the purposes of this section, "designated representative" means an officer of the
UNION or a member serving in proxy of the UNION.
SEIU MOU 2021-22 Page 5
4.5 The UNION will be permitted to retain and use bulletin boards for member informational
purposes at the following locations: 1) City Hall 2) Public Worlcs/Community Development 3)
Recreation Services 4) Corporation Yard 5) Wastewater Treatment Plant 6) Fire Department and
7) Harbor Department.
ARTICLE 5 - AUTHORIZED AGENTS
For the purpose of administering the terms and provisions of this MOU:
5.1 Management's principal authorized agent shall be the City Manager, or their duly authorized
representative (address: 595 Harbor Street, Mono Bay, CA 93442, telephone (805) 772-6201),
except where a particular management representative is specifically designated in the MOU.
5.2 The UNIT's principal authorized representative shall be: Service Employees International Union
Local 620 (114 Vine Street, Santa Maria, CA 93454 (805) 963-0601).
5.3 The UNION shall furnish the CITY's City Manager with a written list, identifying by name and
work location, up to three stewards and one chief steward.
5.4 UNION stewards shall be authorized, when participating in the investigation and processing of a
grievance, to take a reasonable amount of CITY —time, without loss of compensation or benefits,
to perform these duties.
5.5 UNION stewards shall be selected in accordance with current S N,IU written policy on file with
the CITY Human Resources Office.
5.6 Names and addresses of no more than two (2) employee representatives to whom notices, if sent
pursuant to this agreement, will be deemed sufficient notice to the employee organization for any
purpose.
ARTICLE 6 — UNION SECURITY and WITHHOLDING OF UNION DUES/FEES
6.1 The CITY will notify UNION's designated representative in writing or via email regarding all
new hires at least ten (10) days prior to the employee s orientation unless there is an urgent need
that was not reasonably foreseeable. Within the eatlier of thirty (30) days after the date of hire or
by the first pay period of the month following the hire of each newly hired employee, the CITY
will provide UNION's designated representative with the new employee s name, job title,
department work location, home mailing address, personal email, and work, home and personal
cell phone numbers.
The new hire will receive a copy of the MOU with their new employee orientation packet.
UNION shall be permitted one (1) hour for each orientation session to talk to new bargaining
unit members to explain the rights and benefits under the MOU.
The CITY will provide UNION's designated representative a quarterly list of all employees in
the represented bargaining unit, including the employee's name, job title, department, work
SEIU MOU 2021-22 Page 6
location, home mailing address, personal email, and work, home and personal cell phone
numbers.
Notwithstanding the foregoing, the CITY will not provide UNION with the home address, home
telephone number, personal cell phone number, or personal email address or date of birth for any
employee who has made a written request to the CITY regarding non -disclosure of said
information.
The parties will mutually agree on a form to use to track said employee information and whether
any employee requests that such information not be disclosed.
SEIU shall indemnify and hold harmless the CITY, its officers, agents, and employees from any
and all claims, demands, damages, costs, expenses, or liability arising out of this Article.
6.2 As the recognized majority and/or exclusive employee organization, UNION requests that the
CITY deduct membership dues initiation fees, and general assessments as well as payment of
any other membership benefit program sponsored by UNION, from the wages and salaries of
members of UNION. UNION hereby certifies that it has and shall maintam all such deduction
authorizations signed by the individual from whose salary or wages the deduction is to be made
and shall not be required to provide a copy of an individual authorization to the CITY unless a
dispute arises about the existence or terms of the authorization.
UNION membership dues shall be deducted each pay period in accordance with CITY
procedures and provisions of applicable law from the salary of each employee whose name is
provided by UNION. CITY does not accept responsibility for computing the amounts of
deductions or for meeting payment dates, which may not coincide with established pay periods.
CITY will issue a single check to UNION for the total amount of deductions withheld from the
individual employee's pay. The UNION will be responsible for the accounting and disbursing of
all such funds received from CITY. The UNION will be responsible for properly notifying
CITY of any changes in deductions, and will be the sole agent, through which CITY will act, in
explaining, initiating, executing or terminating the provisions of this Article Such notification
must be received by the CITY at least two weeks prior to the effective date of the change. Also,
such change of the notice sent to the employees officially, telling them of the change.
ARTICLE 7 - TERM
Except as otherwise specifically provided herein, the term of this MOU shall be from January 1, 2021,
through June 30, 2022.
ARTICLE 8 - RENEGOTIATIONS
8.1 In the event either party wants to renegotiate a successor MOU, such party shall serve, upon the
other during the period December 1, 2021 to January 31, 2022, its written request to begin
negotiations, as well as its full and entire written proposals amending this MOU.
SEIU MOU 2021-22 Page 7
8,2 The parties agree that, except by mutual agreement, no new subjects may be introduced into the
process after the third negotiations meeting,
8.3 Upon receipt of such written notice and proposals, negotiations shall begin no later than March
15, 2022.
ARTICLE 9 - ANTI -DISCRIMINATION
The CITY and UNION mutually agree they will not discriminate against employees for the exercise of
their rights under the State of California Govermnent Code Section 3502.
ARTICLE 10 - WORK SCHEDULE
This ARTICLE is intended to define the normal hours of work, and shall not be construed as a guarantee
of work per day or per week, or of days of work per week,
10.1 Workday
The normal workday shall be eight hours of work in a 24 consecutive hour period, except in
cases of emergencies, The CITY and UNION previously met and conferred over an
administrative policy regarding alternative work schedules, which may be implemented provided
they are not in violation of the Fair Labor Standards Act (FLSA) regulations,
10.2 Work Shift
Fmployees shall be scheduled to work on regular work shifts having regular starting and quitting
times Except for emergencies, employees' work shifts shall not be changed without 24-hour
prior notice to the employee, Call -out or overtime does not constitute as change in work shift.
10.3 Work Week
The normal workweek shall be five workdays and two consecutive days of rest in a seven-day
period, beginning Saturday, 12:00 a.m,, and ending seven days later on Friday night at 11:59 p.m.,
except in cases of emergencies, or at the specific request of an employee and approval of
department head, Nothing herein shall be construed to eliminate currently established irregular
work schedules,
10.4 Overtime Compensation
10.4.1 All work required by the CITY, and actually performed beyond 40 hours worked in a
workweek, is defined as FLSA overtime. FLSA overtime shall be compensated at one
and one-half times the employee's regular rate of pay, as defined by FLSA.
10.4.2 Designated CITY holidays shall be considered as time worked, for purposes of
computing overtime, for personnel working a Monday through Friday, eight hours a day,
schedule with Saturday and Sunday as regular days off Employees working other
schedules will accrue eight hours holiday time, and if working on the CITY designated
holiday, be paid at the rate of one and one-half times the employee's regular rate of pay,
SEIU MOU 2021-22 Page 8
as defined by FLSA Effective upon the ratification of this contract, vacation hours used
shall also be considered as time worked, for overtime calculation purposes.
10.4.3 There shall be no double compensation for the same hours of work, nor any
` pyramiding" of overtime.
10.5 Compensatory Time Off (CTO):
10.5.1 At the employee's option, CTO may be taken in lieu of payment for overtime.
10.5.2 CTO may be accrued. An employee's CTO balance shall indicate the amount of CTO
available for employee's use. For example, if an employee works two houis of FLSA
overtime, and elects to accrue CTO, the employee's CTO balance shall indicate three
hours.
10.5.3 An employee's CTO balance shall not exceed a maximum of 60 hours. If overtime is
earned that would exceed this limit, the excess shall be paid in cash.
10.5.4 All CTO, requested by an employee, must be approved in advance by the employee's
Department Head.
10.5.5 Employees, separating from the CITY, are entitled to pay for accumulated CTO at their
current base rate of pay.
10.6 Emergencies
10.6.1 Nothing herein shall be construed to limit or restrict the authority of management to make
temporary assigmnents to different or additional locations, shifts, or duties, for the
purpose of meeting an emergency. Such emergency assignments shall not extend beyond
the period of said emergency.
10.6.2 Short —staffing, caused solely by absences due to employees taking approved paid leave,
shall not be considered an emergency.
10.7 Shift Rotation
Shift rotation shall coincide with the first day of a pay period.
10.8 Breaks
As a general practice, employees shall be permitted to take a minimum fifteen (15) minute paid
rest/hydration/exercise break for every four (4) houis worked. In addition, employees shall be
permitted to take a minimum thirty (30) minute and maximum sixty (60) minute unpaid meal
break for up to ten (10) hours worked The scheduling of these breaks shall be subject to
departmental policy and will require approval of an employee's supervisor or manager The
inability of a department to schedule or allow such breaks or of an employee to take such breaks
SEIU MOU 2021-22 Page 9
shall not give rise to any right to or claim for compensation and/or monetary damages of any
kind.
ARTICLE 11 - VACATION LEAVE
NOTR All leave time (vacation, sick leave, holiday, etc.) will be taken off on an hour -for -hour basis,
equaling employee actual time off, regardless of accumulation sates.
11.1 During the term of this MOU, paid vacation leave shall be earned at the following rate:
Service Years
1 thru 2
3 thru 4
5 thru 6
7 tluu 8
9 thru 10
11 thru 12
13 thru 14
15 thru 16
17thru 18
19 thru 20
21 or more
Maximum Entitlement
Days
10
11
12
13
14
15
16
17
18
19
20
Hours
80
88
96
104
112
120
128
136
144
152
160
11.2 The standard for vacation time is eight hours equals one day.
11.3 Effective July 1, 2014 employees will be provided an option to convert up to 40 hours of
vacation into compensation per fiscal year provided that at the time of the conversion request at
least 20 hours of vacation time remains in the employee's vacation bank. Conversion may be
requested throughout the fiscal year, with a minimum of 30 days' notice to payroll, and
Department Head approval.
11.4 Maximum Accumulation
It is recognized that long-standing accumulations of vacation time exist for some employees. In
order to compensate employees for this unused vacation time, and reduce this liability for the
CITY, CITY and UNION agree on the following policy:
11.4.1 CITY and UNION agree that the vacation cap to be in place for this UNIT will be 220
hours, to be achieved in the following manner:
11.4.1,1 Unused vacation leave may be carried over into the calendar year 2008
and subsequent calendar years to a maximum of 220 hours. Employees
exceeding the 220-hour maximum, as of the pay period containing
November 1st will be paid off for vacation time that exceeds the 220-hour
SEIU MOU 2021-22 Page 10
maximum. Payment shall be computed based upon the employee's
current base hourly rate of pay. Vacation pay out will occur in the first
pay period occurring on or after December Pt.
11.4.2 Employees, separating from the CITY, are entitled to pay for accumulated vacation based
upon employee's current base hourly rate of pay.
ARTICLE 12 - HOLIDAYS
12.1 For the purpose of this MOU, the following days are the holidays for the employees in this
UNIT:
New Year s Day
Martin Luther King, Jr.'s, Day
Spring Break Holiday
President's Day
Memorial Day
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Day
Two (2) Floating Holidays
January 1
3rd Monday in January
Observed the Friday before
Easter weekend
3rd Monday in February
Last Monday in May
July 4th
1 st Monday in September
November 11t1'
4t1' Thursday in November
Friday after Thanksgiving
December 25th
Varies
12.2 Holidays, falling on Satuiday, shall be observed on the preceding Friday, and holidays, falling on
Sunday, shall be observed on the following Monday, and shall be considered designated holidays
for purposes of overtime.
12.3 One holiday equals eight hours. For those UNIT employees, participating in alternative work
schedules, one holiday shall equal the number of hours the employee is scheduled to work on the
day of the holiday. Accrued holiday time may be taken in less than eight -hour increments.
12.4 It is agreed that when a holiday is proclaimed by the Mayor of the CITY, then each employee
shall be granted time -off in the same number of equivalent work hours. Such time -off shall be
selected by the Department Head.
12.5 Employees may accumulate up to a maximum of 48 hours holiday time for holidays worked.
Hours of holiday time, accumulated over 48 hours, will be paid off as the maximum is exceeded.
When an employee terminates employment with the CITY, they shall receive pay for their
current holiday balance up to a maximum of 48 hours at their current base hourly rate.
12.6 CITY's denial of requested holiday time off shall be neither arbitrary nor capricious.
SEIU MOU 2021-22 Page 11
12.7 Employees, who work on a CITY -designated holiday, shall have up to 10 hours banked,
depending on scheduled hours, and also shall be paid one and one-half times their base hourly
rate for the hours actually worked on the holiday.
12.8 The first payroll including July 1, each employee's bank will be credited with 16 hours floating
holiday, regardless of actual work schedules.
ARTICLE 13 - SICK LEAVE
13.1 During the term of this MOU, sick leave shall be earned at the rate of one eight -hour workday
for each calendar month of service. Sick leave used shall be actual employee time off. For
example, if an employee works four 10-hour days per week and is off sick for one of the 10 hour
days, 10 hours shall be deducted from employee's sick leave balance. There shall be no
maximum to the amount of sick leave that an employee may accumulate.
13.2 Based on individual utilization of paid sick leave in the preceding calendar year, employee may
convert unused accumulated sick leave into paid vacation leave once per calendar year, pursuant
to the formula below:
Sicic Leave Utilization
0 hours
0.25 to 8 hours
8.25 to 16 hours
16.25 to 25 hours
Over 25 hours
Sick Leave
96 hours
72 hours
48 hours
24 hours
0 hours
Maximum Conversion
to Vacation Leave
48 hours
36 hours
24 hours
12 hours
0 hours
At least 160 accrued hours must remain in employee's sick leave bank for any employee to be
eligible for conversion or for any conversion to be authorized In addition, the right to convert,
along with any conversion hours, does not carry over or rollover from calendar year to calendar
year; failure to request conversion in any calendar year eliminates the right to do so for that
calendar year.
13.3 Upon the service retirement of an employee who has more than 10 years of service with the
CITY, said employee shall be entitled to receive payment for up to 720 hours of their accrued
sick leave at thirty percent (30%) of the employee's rate of pay as of the date of service
retirement.
Service retirement is defined as service retirement from both the CITY and the respective
retirement system thereof.
NOTh• Sick leave, converted to service credit for PERS purposes, cannot be compensated
(converted to dollars).
SEIU MOU 2021-22 Page 12
ARTICLE 14 - RETIREMENT BENEFITS
14.1 All employees will contribute the entire employee retirement contribution, which is currently: 1)
classic members, Tier 1 - 8% Miscellaneous/9% Safety; classic members, Tier 2 - 7%
Miscellaneous/9% Safety, or PEPRA members, Tier 3 — 6.25% Miscellaneous/11.5% Safety.
14.2 The CITY agrees to continue providing all Ca1PERS Miscellaneous employees in this UNIT,
who were hired prior to January 1, 2012, with the following Ca1PERS retirement formula and
optional benefits (existing employees promoted to another position within the CITY, will not be
considered new hires, with respect to retirement formulas):
14.2.1 2 7% @ 55 formula (Section 21354.5)
14.2.2 Unused Sick Leave Credit Option (Section 20965)
14.2.3 Military Service Credit (Section 21024 & 21027)
14.2.4 Single Highest Year Final Compensation (Section 20042)
14.2.5 1959 Survivor Benefit, Level 4 (Section 21574)
14.2.6 Pre -Retirement Option 2W Death Benefit (Section 21548)
14.3 For Ca1PERS Miscellaneous employees, who were hired on or after January 1, 2012, but before
January 1, 2013, and those hired on or after January 1, 2013, who meet the definition of classic
member, pursuant to the California Public Employee s Pension Reform Act of 2013 (PEPRA),
the CITY will provide the following Ca1PERS optional benefits:
14.3.1 2% (a) 60 formula (benefit factor increases to 2.418% @ 63+) (21353)
14.3.2 Unused Sick Leave Option (Section 20965)
14.3.3 Military Service Credit (Section 21024 & 21027)
14.3.4 Final Compensation Average 36 consecutive highest months (20037)
14.3.5 1959 Survivor Benefit, Level 4 (21574)
14.3.6 Pre -Retirement Option 2W Death Benefit (Section 21548)
14.4 Pursuant to the California Public Employees' Pension Reform Act of 2013 (PEPRA) effective
January 1, 2013, employees hired who meet the definition of new member under PEPRA, will
be covered by following retirement formula and receive the following Ca1PERS optional
benefits:
14.4.1
14.4.2
14.4.3
14.4.4
14.4.5
14.4.6
14.4.7
2% @ 62 retirement formula (benefit factor increases to 2 5% @ 67+)
Final Compensation Average 36 consecutive highest months (20037)
Member contribution rate of fifty (50) percent of the expected normal cost rate
(currently 6.25%)
Unused Sick Leave Credit (Section 20965)
Military Service Credit (Section 21024 and 21027)
1959 Survivor Benefit Level 4 (21574)
Pre -Retirement Option 2W Death Benefit (Section 21548)
14.5 The CITY agrees to continue providing Ca1PERS Safety employees (Harbor Officers reclassed
to Safety 10/17/1998) in this UNIT, who were hired prior to September 17, 2011, with the
SEIU MOU 2021-22 Page 13
following Ca1PERS retirement formula and optional benefits (existing employees, promoted to
another position within the CITY, will not be considered new hires, with respect to retirement
formulas);
14.5.1 3% @ 50 plan (21362,2)
14.5,2 Unused Sicic Leave Credit (Section 20965)
14,5,3 Military Service Credit (Section 21024 & 21027)
14.5.4 Highest Single Year Final Compensation (Section 20042)
14.5.7 1959 Survivor Benefit, Level 4 (Section 21574)
14,5,8 Pre -Retirement Option 2W Death Benefit (Section 21548)
14.6 For Ca1PFRS Safety employees (Harbor Patrol Officers, who were hired on or after September
17, 2011, and those hired on or after January 1, 2013, who meet the definition of classic member
pursuant to the California Public h mployees Pension Reform Act of 2013 (P 1-' PRA), the CITY
will provide the following CalPERS optional benefits:
14.6.1 3% @ 55 plan (Section 21363.1)
14.6.2 Unused Sick Leave Credit (Section 20965)
14.6.3 Military Service Credit (Section 21024)
14,6.4 Final Compensation 3 Year (20037)
14.6.5 1959 Survivor Benefit Level 4 (Section 21574)
14.6.6 4th Level Survivor Benefit (Section 21574)
14.6.7 Pie -Retirement Death Option 2W
14.7 Pursuant to the California Public Employees' Pension Reform Act of 2013 (PEPRA), effective
January 1, 2013 safety employees hired who meet the definition of new membei under PEPRA,
will be covered by the following retirement formula and optional CaIPERS benefits:
14.7.1 2.7% @ 57 retirement formula (Section 7522 25(d))
14.7.2 Final Compensation Average 36 consecutive highest months (20037)
14.7.3 Member contribution rate of fifty (50) percent of the expected normal cost rate
(currently 11, 5 %)
14.7.4 Unused Sick Leave Option (Section 20965)
14,7.5 Military Service Credit (Section 21024)
14.7.6 1959 Survivor Benefit Level 4 (Section 21574)
14.7.7 4ti' Level Survivor Benefit (Section 21574)
14.7.8 Pre -Retirement Death Option 2W
14.8 City will contribute, on a 2:1 basis (i.e., employee contributes $2, and City contributes $1) with
City maximum of $600.00 per employee in any calendar year, to an employee's deferred
compensation 457 plan.
SLIU MOU 2021-22 Page 14
ARTICLE 15 - HEALTH BENEFITS
15.1 Health Insurance
15.1.1 Employees of this UNIT shall participate in the Ca1PERS medical insurance plans on a
cafeteria style basis, with the CITY contributing the CatPFRS minimum (currently
$143/month) to the active employee s medical insurance, and $1.00/month, or the amount
required by Ca1PERS, to retiree medical insurance. Any costs in excess of these
contribution rates shall be paid by the employee and retiree.
15.1.2 For 2021, UNIT employees shall receive a cafeteria plan contribution (including the
amount required by Ca1PERS in 15.1.1 above) as follows:
Employee only — up to $715/month or cost of insurance, whichever is less
N,mployee + 1 — up to $1 135/month or cost of insurance, whichever is less
Employee + family — up to $1,460/month or cost of insurance, whichever is less
15.1.3 Effective 2013, UNIT employees who select plans with an actual cost less than the City
contribution are not entitled to cash -back.
15.2 Dental, Life and Vision Insurance
15.2.1 Life Insurance is provided at $50,000 per employee. The following rates are effective
January 1, 2021:
Vision
Dental
Life
Totals
City
pays
EE
pays
$
8.73
$ 56.68
$8.70
$ 74.11
$ 71.18
$
2 93
Employee
only
$16.40
$156.84.
$ 8.70
$
181.94
$
170.19
$11.75
Employee
+
1
$23.34
$156.84
$8.70
$
188.88
$
176.67
$12.21
Employee
+ 2+
CITY will pay the remaining premium for dental/life and vision.
15.3 Any coverage made available to future retirees beyond COBRA time requirements shall be paid
for by the retiree.
15.4 The provisions of this ARTICLE shall be binding on the parties through the remainder of this
MOU, and for the term of the MOU, which will be effective upon City Council approval. The
parties agiee herewith to re -open discussion with respect to this ARTICLE, for any changes to
the 2022 health rates.
SEIU MOU 2021-22 Page 15
ARTICLE 16 - EDUCATION INCENTIVES
16.1 CITY agrees to reimburse the costs for job -related and job -required certifications,
correspondence courses, and licenses (except CIass III driver's license) upon successful
completion of the examination or course by the employees, having written authorization in
advance from their department head. This shall include application fees, examination fees, and
certificate fees. Renewal fees may be paid in advance by the CITY. This provision does not
apply to continuing education requirements.
16.2 CITY agrees to provide a CITY vehicle, when available, during normal working hours for
required transportation, and will permit paid time for employees to take examinations scheduled
during normal working hours, No mileage payments are authorized for personal transportation,
and time spent outside normal working hours shall not be compensated, except that tests taken
for CITY -required certifications shall be taken in paid status.
ARTICLE 17 - WORK UNIFORMS
17.1 CITY will provide work coveralls, including laundry service, for each employee whose working
conditions create undue wear and tear on work clothing.
CITY will select and provide uniform woik shirt, including laundry service, for all field
employees. Work shirts shall include a CITY logo and the employee's name.
17.2 Determination of individual entitlement to CITY -provided woik uniforms will be at the
discretion of the appropriate department head, and with the approval of the City Manager. UNIT
members in classifications currently receiving uniforms shall continue to do so.
17.2,1 Each Tier 1 and Tier 2 employee, as determined in 17.2, will be provided a Ca1PERS
benefit of $16.18 per pay period. This benefit shall increase should the cost increase.
17.3 Safety Shoes
Effective July 1, 2021, employees required to wear steel -toed safety shoes and Harbor Patrol
Officers required to wear approved footwear in the performance of their duties, shall be eligible
to receive an annual reimbursement, for the provision of said shoes, in the amount of $250 per
fiscal year. Harbor Patrol Officers shall be required to wear 6" black leather boots or
water/safety-specific shoes as approved within the sole discretion of the Harbor Director. Proof
of purchase of shoes and boots ate required. Once purchased, such appropriate footwear must be
worn only while working.
ARTICLE 18 - WAGES AND INCENTIVES
18.1 Effective the pay period including July 1, 2021, the CITY shall provide a 5% Cost of Living
Adjustment (COLA) increase to base salaries for all UNIT classifications (see Exhibit B updated
salary table)
SL,IU MOU 2021-22 Page 16
Potential One -Time Lump Sum Payment. In recognition of the financial and overall sacrifices
made during the COVID-19 health emergency, contingent upon satisfaction of the following
financial terms and conditions, the CITY proposes to provide a non-PERSable one-time lump
sum equal to $1,000 to all UNIT members employed with the City of Moiro Bay during the
period May 2, 2020 through December 31, 2020 (duration of financial concessions by SEIU) and
who is still employed when the lump -sum payments are issued by the CITY (anticipated to be
around Octobei 1, 2021:
A. Total of three major General Fund Revenues (Property Tax, Sales Tax and
Transient Occupancy Tax) meet or exceed the combined Fiscal Year 2020/21 forecasted amount
of $7,757,301 adopted by Council on June 23, 2020. This figure shall be based on current tax
rates (currently 1% Property Tax, 1.0% CITY Sales Tax, 10% TOT). In the event of increased
tax rates, such increased rates would not count towards increased revenue receipts for this
purpose. Sales tax shall exclude any consideration of Measure Q, Measure E and Cannabis Tax
that is collected at any time during Fiscal Year 2020/21.
B. The CITY does not become responsible for any state / federally imposed
unfunded mandates from any external source(s) that require significant unplanned/un-forecasted
General Fund expenditure(s) of more than $125,000 above the projected use of General Fund
unassigned Reseives equal to $1,248,000 in the Adopted FY 2020/21 budget (page A-11). This
shall include, but is not limited to, significant natural disaster(s), worsening financial conditions
related to the COVID-19 pandemic, or a human -made disaster affecting the CITY. Any such
expenditure(s) cumulatively totaling $125,000 in a fiscal year or more, will be counted as a
reduction in the combined revenue amount discussed in this section on which the various
conditions are based, resulting in no one-time lump -sum payment being awarded to UNIT
members.
18.2 Effective the pay period including July 1, 2021, the CITY shall provide salary equity adjustments
of 5.00% for the following classifications. Harbor Patrol Officer, Harbor Patrol Supervisor, and
Harbor Business Coordinator. These salary equity adjustments are in addition to the COLA
provided in Section 18.1. The City acknowledges that, based on the 2019 salary comparisons,
this 5.00% equity adjustment does not bring these job classifications to parity with comparison
agencies.
18.3 Certification Pay. An employee classified as a Utility Operator or Utility Operator MC with
a certificate of Glade III or higher in Wastewater Treatment, Water Treatment, or Water
Distribution issued by the California State Watei Resources Control Board, shall receive a
$50 per month incentive. Certification pay of $50/month shall be limited to one incentive for
each of the three areas: Wastewater Treatment, Water Treatment and Water Distribution
regardless of how many grades are achieved. Additional certification pay shall cease in
the event an employee loses the certificate for which it was earned.
SEIU MOU 2021-22 Page 17
18.4 All salary adjustments, including but not limited to merit increases, educational incentives, and
any other pay adjustments will take effect at the beginning of the next payroll period after the
scheduled effective date of the increase.
18.5 Any and all special pay incentives will be calculated on base salary.
18.6 Attached Exhibit A reflects wages for UNIT members effective January 1, 2021. Exhibit B
reflects wages for UNIT members effective July 1, 2021.
ARTICLE 19 - SPECIAL PAY PRACTICES
19.1 Standby
19.1.1 Standby duty is defined as that circumstance which requires an employee so assigned to:
Be ready to respond immediately to a call for service;
Be readily available at all hours by telephone or other agreed upon communication
equipment; and
Refrain from activities which might impair their assigned duties upon call.
19.1.2 It is agreed that personnel, who are scheduled on a routine basis, for standby duty, shall
be compensated at the rate of forty-two ($42) per day for each day of scheduled standby
duty performed. This increase is effective upon the City Council ratification of this
MOU.
Effective upon City Council ratification of this MOU, standby pay rates for the
following, City recognized holidays shall be compensated at the rate of sixty dollars
($60.00) for UNION employees except Harbor Department;
New Year s Day
Martin Luther King, Jr.'s, Day
Lincoln's Birthday
President's Day
Memorial Day
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Day
SFIU MOU 2021-22
January 1
3rd Monday in January
February 12th
3rd Monday in February
Last Monday in May
July 4th
1st Monday in September
November 11 to
4th Thursday in November
Friday after Thanksgiving
December 25th
Page 18
19.1.3 For Harbor Department employees (HPO Supervisor and Officers) standby rates shall be
compensated at the rate of sixty dollars ($60.00) for the agreed upon holidays listed
below, regardless of the City -recognized holiday schedule:
1) New Year's Rve
2) New Year's Day
3) Memorial Day Weekend Friday
4) Memorial Day Weekend Saturday
5) Independence Day
6) Labor Day Weekend Friday
7) Labor Day Weekend Saturday
8) Thanksgiving Day
9) Day after Thanksgiving
10) Christmas Eve
11) Christmas Day
19.2 Call Back
19.2.1 Call back is defined as that circumstance which requires an employee to unexpectedly
return to work after the employee has left work at the end of the employee's work shift;
except that an early call in of up to two (2) hours prior to the scheduled start of a work
shift shall not be counted as a call back.
19.2.2 CITY will guarantee a minimum of three (3) work hours credit (four and one half (4-1/2)
hours compensation), for each employee called back for work, as defined above.
19.2.3 Whenever an employee is called back to work, the CITY considers the employee "on -
duty" for three hours, even if employee returns home. No additional call-back time pay is
allowed during this period, if the employee is again called back. However, if more than
three hours have passed since the initial call-back, and the employee is called back to
work again, the employee may claim an additional three work hours credit (four and one-
half hours call-back compensation) under the conditions set foith in 19.2.1 above.
19.2.4 Said employee shall receive either pay or compensatory time -off, pursuant to Article 10 -
Overtime Compensation, for the minimum or for all time actually worked, whichever is
greater.
19.2 5 Fmployees called back to work, pursuant to this section, shall be eligible for mileage
reimbursement when utilizing their personal vehicle.
19.3 Members of this UNIT who are required by their supervisor to attend meetings outside of the
normal work schedule shall be paid a minimum of three hours at time and one-half without
regard to hours actually worked dining the work week. Meetings during regular work hours
shall be included in employees' regular rate of pay and not compensated beyond that.
SEIU MOU 2021-22 Page 19
19.4 Class A Driver's License and Captain's License
Rffective with the City Council ratification of this MOU, UNIT members, possessing a Class A
Driver's License, will receive $50 per month.
Effective with the City Council ratification of this MOU, UNIT members in the Harbor
Department, possessing a Captain's License, will receive $50 pei month.
19.5 Bilingual Pay (Spanish)
Effective with the City Council ratification of this MOU, UNIT members may earn $75 per
month for speaking Spanish, and $75 per month for writing in Spanish, for a total possible of
$150 per month, Members receiving Bilingual Pay are expected to use this skill to support their
own City department functions and other departments, when needed, to effectively communicate
with the public. The employee's Department Head may recommend to the City Manager that
Bilingual Pay cease for any employee not using this skill sufficiently at work to warrant the extra
pay, with the City Manager making the final decision.
A test is required; Human Resources, or designee, will administer the test.
UNIT employees have the option to re -open and discuss this section to add other languages, if
the need is demonstrated.
ARTICLE 20 - PROBATION
The probationary period for newly hired employees shall be 12 months. The probationary period for
employees promoted to a higher classification shall be six months in the new classification. The CITY
shall have the option of granting a newly -hired employee regular status at any time after nine months of
service.
ARTICLE 21 - GRIEVANCE PROCEDURE
21.1 Purpose of the Procedure
The primary purpose of this procedure shall be to provide a means whereby an employee,
without jeopardizing their employment, can express a personal grievance relating to their• wages,
hours of work, and working conditions, and obtain a fair and equitable disposition of their
grievance. Grievances shall not apply to employee discipline.
21.2 Definition of Informal Grievance
An informal grievance is defined as an oral (or email) concern by an employee expressed to their
supervisor with a request to informally discuss the grievance with the supervisor and/or the
department head.
SEIU MOU 2021-22 Page 20
21.3 Definition of Formal Grievance
A formal grievance shall be defined as any formal written complaint of an employee filed with
their immediate supervisor within thirty days of the action or inaction by the CITY which
constitutes the subject of the grievance relating to their wages, hours of work, and working
conditions. Such grievance shall not include performance evaluations or reprimands. However,
employees may provide a written rebuttal to a performance evaluation or written reprimand that
will be attached to the original document for placement in the employee's file.
21.4 Informal Discussion with Supervisor
An employee shall first pursue all informal grievances with their supervisor and at any time that
the employee deems that the informal grievance is a formal grievance, the employee may reduce
it to a formal written grievance.
21.5 Formal Conference with Supervisor
If an employee does not obtain satisfaction of their informal grievance by means of an informal
discussion with their supervisor, or if employee is unable to communicate with their supervisor,
employee and/oi their representative may, by written grievance, request and shall be accorded a
formal conference within ten days with the supervisor and/or department head. The decision of
the supervisor shall be reported to the employee and/or their representative within five business
days of the date the conference was held with the supervisor.
21.6 Department Review
In the event the employee does not obtain satisfaction at any level of review by means of
informal or formal grievance and a formal conference with their supervisors, employee and/or
their representative may submit the grievance in writing to the supervisor or department head.
The procedure to be followed by the supeivisor who receives a grievance in writing shall be
established by each department head for theft department, and shall include review of the
grievance by the immediate supeivisor and such successively higher levels of management as
may be determined by the department head A cumulative record of the decision and the reason
for the decision at each level of review shall be maintained. The ultimate decision shall be that
of the department head. The decision must be reported to the employee in writing within ten
business days of the date that the request for departmental review was submitted to the
supervisor.
21.7 Mediation
If, within ten working days after receipt of the written decision of the Department Head the
employee is still dissatisfied, they may request the services of a mediator from the State
Mediation and Conciliation Service. CITY is not bound by the determination and/or
recommendations of said mediator.
SEIU MOU 2021-22 Page 21
21.8 Appeal to the City Manager
In the event the employee does not obtain satisfaction by means of the mediator, employee
and/or their representative shall submit the grievance in writing to the City Manager within ten
days after notification of the mediator's determination is given to the employee. The City
Manager may meet with the employee and/or their representative, the mediator and the
department head before making a decision; or may waive administrative review and refer the
grievance directly to a committee of the City Council appointed to hear grievances. A copy of
the City Manager's decision on the matter must be presented to the employee within ten business
days of the date the grievance was filed with the City Manager.
21.9 Submission to a Committee of the City Council
In the event that the employee does not obtain satisfaction by means of the administrative
procedures outlined above, they may request a hearing by a committee of the City Council. The
hearing shall be held by the committee within fifteen business days of the date of receipt of the
request at the convenience of all parties, unless waived by mutual consent of the employee and
the department head. The hearing shall be informal. The employee and/or their repiesentative,
the department head and/or the City Manager shall appear before the committee to present the
facts pertinent to the case The burden of proof shall rest with the employee. The committee
shall limit its review of the grievance to the subject matter contained in the previous steps of the
grievance procedure and shall make its decision within thirty days after the termination of the
hearing unless of the hearing unless a reasonable time extension is deemed necessary and all
parties are notified.
21.10 Time Limits
In case the time limits outlined above are not observed by the representative of the CITY, the
employee and/or their repiesentative shall have the right to carry the grievance directly to the
next higher level of review.
21.11 Group Grievance Procedure
The recognized employee organizations may present a general grievance (affecting several
employees) in writing directly to the City Manager. Upon receipt of such grievance, the City
Manager shall establish a time for a hearing, at which time all affected parties may appear
before the City Manager to present facts pertinent to the issue. The decision of the City
Managei shall be presented to all parties concerned within fifteen business days and within five
business days of receipt of the City Manager's decision which is unacceptable, shall be
appealable by the group to a committee of the City Council for therm findings and
recommendations within thirty days thereafter. If either party wishes to appeal, they may file an
appeal with the City Council as a whole within five business days of the final decision of the
committee of the City Council.
SFIU MOU 2021-22 Page 22
ARTICLE 22 - NO STRIKE, NO LOCK -OUT
22.1 During the term of this MOU, the CITY will not lockout any employees nor will UNIT
employees or the UNION cause, authorize, advise or encourage any interruption of work or any
other concerted action. The term ' interruption of woik" shall mean any work stoppage, "sick
out," or strike (including economic, sympathy, and unfair labor practice strikes) or any
intentional slowdown of work. The term "other concerted action" includes picketing or boycott
activities by the UNION.
22.2 There shall be no refusal to work on, handle or produce any materials or equipment because of a
labor dispute.
22.3 Any employee engaging in any action prohibited by this Article shall be subject to immediate
discharge or such other discipline as the CITY may assess. Such discharge or discipline shall not
be reviewable through the Grievance Procedure.
ARTICLE 23 - FULL UNDERSTANDING, MODIFICATION, WAIVER
23.1 This MOU sets forth the full and entire understanding of the parties regarding the matters set
forth herein, and any other prior or existing understanding or agreements by the parties, whether
formal or informal, regarding any such matters are hereby superseded or terminated in their
entirety.
23.2 It is agreed and understood that each party hereto voluntarily and unqualifiedly waives its right
to negotiate, and agrees that the other party shall not be required to negotiate, with respect to any
matter covered herein. Notwithstanding the foregoing it is agreed that from time -to -time the
CITY may introduce changes in its Personnel Rules and offer the Union an opportunity to meet
and confer prior to implementing changes within the scope of bargaining.
23.3 No agreement, alteration, understanding, variation, waiver, or modification of any of the terms or
provisions contained herein shall in any manner be binding upon the parties hereto unless made
and executed in writing by all parties hereto, and if required, approved by the CITY and ratified
by the membership of the UNION.
23.4 The waiver of any breach of any term, or condition of this MOU by either party shall not
constitute a precedent in the future enforcement of all its terms and provisions.
24.4 The City agrees to meet and confer regarding any change in job titles and descriptions of
represented employees.
ARTICLE 24 - SEVERABILITY
If any provision(s) are held to be contrary to law by a court of competent jurisdiction such provision(s)
will not be deemed valid and subsisting except to the extent permitted by law, but all other provisions
will continue in full force and effect.
SRN MOU 2021-22 Page 23
ARTICLE 25 — JOINT DRAFTING
Each party has cooperated 111 the drafting and preparation of this MOU. Hence, in any legal construction
or interpretation to be made of this MOU, the same shall not be construed against any party.
ARTICLE 26 — CITY COUNCIL APPROVAL
The CITY's labor relations representatives and the UNION's representatives have met and conferred in
good faith on wages, hours and other terms and conditions of employment for the UNIT members
represented by the UNION and have reached agreements which are set forth in this MOU. This MOU,
when executed by the CITY's labor relations representatives and the UNION's representatives,
constitutes a joint recommendation therefrom, after ratification of the UNION's membership, to be
submitted to the City Council for its determination and approval by resolution. This MOU is of no force
or effect unless or until approved and adopted by a resolution of the City Council.
SEIU LOCAL 620 CITY OF MORRO BAY
anedtni
Robert MacLedtl, Field Representative
m
Lori Stilts, Slz•p Steward
I�
aglino, Team Member
r
D
ruitt, Team Member
I
Dana tern, TOr
eam Me , ber
v
Scott Collins, City Manager
Colin Tanner, Negotiator, Aleshire & Wynder
Laurie Goforth, Human Resources Analyst
Dana Swanson, City Clerk/Human Resources
SEIU MOU 2021-22 Page 24
ARTICLE 25 -- JOINT DRAFTING
Each party has cooperated in the drafting and preparation of this MOU. Hence, in any legal construction
or interpretation to be made of this MOU, the same shall not be construed against any party.
ARTICLE 26 ^ CITY COUNCIL APPROVAL
The CITY's labor relations representatives and the UNION's representatives have met and conferred in
good faith on wages, hours and other terms and conditions of employment for the UNIT members
represented by the UNION and have reached agreements which are set forth in this MOU. This MOU,
when executed by the Cliff's labor relations representatives and the UNION's representatives,
constitutes a ,joint recommendation therefrom, after ratification of the UNION's membership, to be
submitted to the City Council for its determination and approval by resolution. This MOU is of no force
or effect unless or until approved and adopted by a resolution of the City Council.
SEIU LOCAL 620
Thot
Robert MacLe , Field Representative
Lori stilts, Sli ) Steward
I{
ag1ino, Team Member
r
Dyla .' 'i'uitt, Teain Member
Dana teen, Teem M Pber
CITY OF MORRO BAY
Scot 011ins, City Manager
CriA: 00e
Colin Tanner, Negotiator, Aleshire Wyncler
Laurie Goforth, Hui
1
Resources Analyst
eitst‘Sin\-)
ana Swanson, City Cleric/Human Resources
SRIU MOU 2021-22 Page 24
EXHIBIT A
CITY OF MORRO BAY
EFF 01/01/2021 SRIU REPRESENTED CLASSIFICATIONS & SALARY SCHRDULES
TITLE
STEP
1
STEP
2
STEP
3
STEP
4
STEP
5
ACCOUNT
CLERIC
IN
-TRAINING
32,460
34,083
35,787
37,577
39,455
ACCOUNT
CLERK
I
39,243
41,205
43,265
45,429
47,700
CONS
MAINTENANCE
WORKFR
I
I
39,243
41,205
43,265
45,429
47,700
OFFICE
ASSISTANT
III
39,243
41,205
43,265
45,429
47,700
OFFICE
ASSISTANT
IV
42,428
44,549
46,777
49,116
51,571
ACCOUNT
CLERK
II
44,079
46,283
48,597
, 51,027
53,578
CONS
MAINTENANCE
WORKER
44,079
46,283
48,597
51,027
53,578
II
PERMIT
TECHNICIAN
45,143
47,400
49,770
52,259
54,872
ACCOUNT
CLERK
III
47,210
49,571
52,049
54,651
57,384
CONS
MAINTENANCE
WORKER
III
47,210
49,571
52,049
54,651
57,384
ADMINISTRATIVE
TECHNICIAN
48,044
50,446
52,969
55,617
58,398
PERMIT
TECHNICIAN
- CERTIFIED
48,044
50,446
52,969
55,617
58,398
SUPPORT
SERVICES
TECHNICIAN
48,044
50,446
52,969
55,617
58,398
PROPERTY
EVIDENCE
CLERK
48,044
50,446
52,969
55,617
58,398
MECHANIC
49,581
52,060
54,663
57,396
60,266
RECREATION
COORDINATOR
49,581
52,060
54,663
57,396
60,266
HARBOR
PATROL
OFFICER
54,777
57,516
60,392
63,411
66,582
ENGINEERING
TECHNICIAN
III
56,158
58,966
61,914
65,010
68,260
RECREATION
SUPERVISOR
56,158
58,966
61,914
65,010
68,260
UTILITY
OPERATOR
56,245
59,057
62,010
65,111
68,366
ASSISTANT
PLANNER
56,508
59,333
62,300
65,415
68,686
BUILDING
INSPECTOR
58,765
61,703
64,788
68,028
71,429
UTILITY
(MULTIPLE
OPERATOR
CERT)
MC
60,182
63,191
66,351
69,668
73,152
HARBOR
COORDINATOR
BUSINESS
61,169
64,227
67,439
70,811
74,351
HARBOR
PATROL
SUPERVISOR
64,523
67,749
71,137
74,693
78,428
SF,IU MOU 2021-22
Page 25
TITLE
STEP
1
2
STEP
3
STEP
4
STEP
5
STEP
ENGINEERING
IV
65,765
69,053
72,506
76,131
79,938
TECH
ASSISTANT
ENGINEER
65,765
69,053
72,506
76,131
79,938
ASSOCIATE
PLANNER
65,765
69,053
72,506
76,131
79,938
BUILDING
EXAMINER
INSPECTOR/PLANS
65,765
69,053
72,506
76,131
79,938
CONS
MAINTENANCE
FIELD
SUPV
65,765
69,053
72,506
76,131
79,938
LEAD
UTIT,ITY
OPERATOR
67,080
70,434
73,956
77,653
81,536
ASSOCIATE
CIVIL
ENGINEER
75,629
79,410
83,381
87,550
91,928
WASTEWATER
SYSTEMS
SUPV
75,629
79,410
83,381
87,550
91,928
SFIU MOU 2021-22 Page 26
F,XHIBIT B
CITY OF MORRO BAY
EFF 07/01/2021 SEIU REPRESENTED CLASSIFICATIONS & SALARY SCHEDULKS
TITLE
STEP
1
STEP
2
STEP
3
STEP
4
STEP
5
ACCOUNT
CLERK
IN
-TRAINING
34,083
35,787
37,577
39,455
41,428
ACCOUNT
CLERK
I
41,205
43,265
45,429
47,700
50,085
CONS
MAINTENANCE
WORKER
I
41,205
43,265
45,429
47,700
50,085
OFFICE
ASSISTANT
III
41,205
43,265
45,429
47,700
50,085
OFFICE
ASSISTANT
IV
44,549
46,777
49,116
51,571
54,150
ACCOUNT
CLERK
II
46,283
48,597
51,027
53,578
56,257
CONS
MAINTENANCE
WORKER
II
46,283
48,597
51,027
53,578
56,257
PERMIT
TECHNICIAN
47,400
49,770
52,259
54,872
57,615
ACCOUNT
CLERK
III
49,571
52,049
54,651
57,384
60,253
CONS
III
MAINTENANCE
WORKER
49,571
52,049
54,651
57,384
60,253
ADMINISTRATIVE
TECHNICIAN
50,446
52,969
55,617
58,398
61,318
PERMIT
CERTIFIED
TECHNICIAN
W.
50,446
52,969
55,617
58,398
61,318
SUPPORT
SERVICES
TECHNICIAN
50,446
52,969
55,617
58,398
61,318
PROPERTY
EVIDENCE
CLERK
50,446
52,969
55,617
58,398
61,318
MECHANIC
52,060
54,663
57,396
60,266
63,279
RECREATION
COORDINATOR
52,060
54,663
57,396
60,266
63,279
ENGINEERING
TECHNICIAN
III
58,966
61,914
65,010
68,260
71,673
RECREATION
SUPERVISOR
58,966
61,914
65,010
68,260
71,673
UTILITY
OPERATOR
59,057
62,010
65,111
68,366
71,784
ASSISTANT
PLANNER
59,333
62,300
65,415
68,686
72,120
HARBOR
PATROL
OFFICER
60,255
63,267
66,431
69,752
73,240
BUILDING
INSPECTOR
61,703
64,788
68,028
71,429
75,001
UTILITY
(MULTIPLE
OPERATOR
CERT)
MC
63,191
66,351
69,668
73,152
76,809
HARBOR
COORDINATOR
BUSINESS
67,286
70,650
74,183
77,892
81,786
ENGINEERING
TECHNICIAN
IV
69,053
72,506
76,131
79,938
83,935
SEIU MOU 2021-22
Page 27
TITLE
STEP
1
STEP
2
STEP
3
STEP
4
STEP
5
ASSISTANT
ENGINEER
69,053
72,506
76,131
79,938
83,935
ASSOCIATE
PLANNER
69,053
72,506
76,131
79,938
83,935
BUILDING
EXAMINER
INSPECTOR/PLANS
69,053
72,506
76,131
79,938
83,935
CONS
MAINTENANCE
FIELD
SUPV
69,053
72,506
76,131
79,938
83,935
LEAD
UTILITY
OPERATOR
70,434
73,956
77,653
81,536
85,613
HARBOR
PATROL
SUPERVISOR
70,975
74,524
78,250
82,163
86,271
ASSOCIATE
CIVIL
ENGINEER
79,410
83,381
87,550
91,928
96,524
WASTEWATER
SYSTEMS
SUPV
79,410
83,381
87,550
91,928
96,524
SEITJ MOU 2021-22 Page 28