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HomeMy WebLinkAboutReso 52-22 approving SEIU TA and MOURESOLUTION NO. 52-22 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 JULY 1, 2022 THROUGH JUNE 30, 2024 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 2021-2022"), which was duly approved by the City Council on June 22, 2021 was set to expire on June 30, 2022; and WHEREAS, the City and SEIU Local 620 entered into negotiations for a successor MOU covering the period of July 1 2022 through June 30, 2024; 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') (Govt Code Section 3500-3511) and the City's Employer -Employee Relations Resolution Resolution No. 08-17, and have jointly prepared and executed the attached Tentative Agreement ("SEIU MOU 2022-2024 Tentative Agreement'), and the successor MOU between the City and SEIU, for the period July 1, 2022 through, and including, June 30, 2024 ("SEIU MOU 2022-2024') which were ratified by SEIU Local 620 on May 26, 2022; and WHEREAS, the SEIU MOU 2022-2024 Tentative Agreement and SEIU MOU 2022-24 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 2022-24 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: Section 1. The above recitals are true and correct. Section 2. The City Council approves the SEIU MOU 2022-2024 Tentative Agreement between the City and SEIU Local 620 for the period of July 1, 2022 through and including, June 30 2024, a copy of which is attached hereto as Exhibit 1 Section 3. The City Council approves the SEIU MOU 2022-2024 as the successor MOU between the City and SEIU for the period of July 1, 2022 through, and including, June 30, 2024, a copy of which is attached hereto as Exhibit 2 01181.0026/796499.2 Section 4. The City Clerk shall certify to the passage and adoption of this Resolution and enter it into the book of original resolutions. Section 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 14th day of June 2022, by the following vote: AYES' Headding, Addis, Barton, Ford, Heller NOES* None ABSENT: None ABSTAIN: None JOHN HE ATTEST: fritco DANA SWANSON, City Clerk C\I: N (_ Mayo r TENTATIVE AGREEMENT FOR A SUCCESSOR MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF MORRO BAY AND SERVICE EMPLOYEES' INTERNATIONAL UNION LOCAL 620 (Per Government Code Section 3505.1) 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) representing the Miscellaneous Employees Unit ("UNIT") as designated by the classifications attached as Exhibit A to the MOU, was adopted by Resolution No. 32-21 and covered the period January 1, 2021 through June 30, 2022 (SEIU MOU 2021-22), which is set to expire June 30, 2022. SEIU currently represents 49 total City employees and 37 classifications. SEIU provided an initial proposal dated January 31, 2022 for a successor MOU, and the parties subsequently thereafter began meeting and conferring and exchanging counter proposals. The City and SEIU, through their respective designated labor representatives, have met and conferred in good faith on wages, hours and other terms and conditions of employment for City employees in the Miscellaneous Employees Unit and have reached tentative agreements contingent upon all being adopted together, which are set forth below in this Tentative Agreement For A Successor Memorandum Of Understanding (' Tentative Agreement') covering the period July 1, 2022, through June 30, 2024. Each individual agreement reached below sets forth the nature of that agreement and the Article and/or Section being modified in the prior MOU between the parties. All items affecting compensation within the current SEIU MOU 2021-22 not addressed herein are proposed to remain unchanged. The parties, however, are continuing to meet and confer on non - compensation related clean-up language for the successor MOU In addition, any language that had a sunset provision that will expire on or before June 30, 2022 will be deemed of no further force and effect. This Tentative Agreement constitutes a joint recommendation by the labor representatives of both the City and SEIU. After ratification by SEIU membership this Tentative Agreement has been signed by the parties labor representatives to be submitted to the City of Morro Bay City Council ('City Council') for its final determination and approval. This Tentative Agreement is of no force or effect unless or until ratified and approved by the City Council. If the City Council adopts the Tentative Agreement, then the parties shall jointly prepare a written MOU per Government Code Section 3505.1, or such MOU may be concurrently presented to City Council. 1 SEIU MOU 2022-24 Tentative Agreements By MOU Article and Other 3.1 4.6 Recognition Union Business Lists represented classifications. New subsection. The following classifications shall be added to this Article: Building Inspector/Code Enforcement Officer Community Services Officer IT Systems Analyst Operational Technology Specialist Utility. Support Coordinator The Union may, with prior approval of the City Manager, be granted the use of City facilities for Union business meetings of City employees, provided space is available No use fee will be charged. 7 Except as otherwise specifically provided herein, the term of this MOU shall be from '' January 1, 2021, through June 30, 2022. Except as otherwise specifically provided herein, the term of this MOU shall be from July 1, 2022, through June 30, 2024 10.9 V1/eekend ;. Differential; Pay New subsection. 2 Employees whose regular work week includes work on Saturday or Sunday shall receive $.50 (fifty cents) per hour additional wages for each hour worked on Saturday or Sunday providing such working assignment has been assigned/approved by the Department Director. This provision shall not apply to unscheduled or unanticipated call -outs that may occur and for which the employee is receiving overtime pay. Tentative Agreement re SEIU MOU 2022-24 14.8 Retirement Benefits City basis contributes contributes employee year deferred plan. maximum will (Le., to contribute, employee $2, $1) of in an employee's compensation any $600.00 and with calendar City on City per 457 a 2:1 City (i.e., City maximum employee an compensation employee's will employee contributes contribute, in of any $1,200.00 contributes deferred 457 $1) calendar plan. on with a per 2:1 City $2 basis and to year, 15.1.4 Health Benefits New The parties agree herewith to re- open discussion 'with respect to this ARTICLE, for any ,changes to the 2024 health rates.. 18.1 Salaries No provision for FY 2022/23 , 6%COLA Year One and along [Delete, replace existing with the provision following with, the attached updated Exhibit A.] Effective the pay period including July provide 1, 2022, a Cost the of CITY Living shall Adjustment base classifications salaries (COLA) for of all 6.00% increase UNIT (see to Exhibit A updated salary table). 18.2 Delete existing language. 4% COLA Year Two [Delete replace existing with the provision following and along with the attached updated Exhibit B.] Effective the pay period including July provide 1, 2023, a Cost the of CITY Living shall Adjustment base classifications salaries (COLA) for of all 4.00% increase UNIT (see to Exhibit B updated salary table). Ca1PERS Classic Tier 1 & member Tier employees sharing employer's 2 Union contribution shall contribution represented to a 1% the cost to make 3 Tentative Agreement re SEIU MOU 2022-24 Ca1PERS effective the first full payroll period after City Council approval of a CaIPERS Contract Amendment providing for such payment commencing FY 2023/24 but in no event sooner than the pay period including July 1, 2023. 18.6 19.4 18.9'" Special Pay Practices New Attached Exhibit A reflects wages for UNIT members effective January 1, 2021. Exhibit B reflects wages for U NIT members effective July 1, 2021. Class A Driver's License and Captain's License.... Effective with City Council ratification of this MOU, U NIT 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 per month. N ew 4 Attached Exhibit A reflects wages for UNIT members effective July 1, 2022. Exhibit B reflects wages for U NIT members effective July 1, 2023. Class A Driver's License and Captain's License. U NIT members, possessing a Class A Driver's License, will receive $50 per month. U NIT members in the Harbor Department, possessing a Captain's License, will receive $50 per month. Effective the first full pay period after July 1, 2022, UNIT members in the Harbor Department, possessing a Rescue Water Craft (RWC) Certification shall receive additional compensation of two percent (2.0%) of base pay. The City shall conduct a Total Class & Compensation Study in FY 22/23, in consultation with represented and unrepresented employees regarding classifications to be surveyed and comparison agencies to be used. The City will endeavor to make a best effort to complete the Total Class & Compensation Study slated for FY 22/23 by the end of February 2023. Tentative Agreement re SEIU MOU 2022-24 18.10 New New Effective July 1, 2022, City will place $60,000 in an equity pool for future wage equity adjustments for SEIU classifications determined by that Study to be the farthest below median, subject to meet and confer over said allocation and use of funds, if any 19.1.4 19.2.6 Standby New Employees on Standby who receive an official work -related phone call that requires them to access computers from home for the analysis and/or response for service and are able to resolve the issue via computer without returning to the worksite shall receive a minimum of 30 minutes at the overtime rate of pay up to actual hours worked. If a UNIT employee has not had 8 hours off duty in the 15 hours prior to their shift beginning, the employee may utilize a paid 5- hour safety rest break at start at their shift, upon notification to their supervisor, unless there is a City designated emergency or other critical event when all available personnel are needed to help ensure the public's health and safety. Such emergency shall not be designated arbitrarily and capriciously and shall only be designated in concurrence with the City Manager. 5 Tentative Agreement re SEIU MOU 2022-24 Updated Ca1PERS Medical & Life Insurance MOU Provisions 15.1 Existing Language (to be deleted) 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 CaIPERS minimum (currently $11.3/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 Employee + 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 planswith an actual cost less than the City contribution are not entitled to cash back. 15.1 Updated New Language (to be added) (current contributions) 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 Ca1PERS minimum ($143/month as of April 2022) 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 2022,, UNIT employees shall receive a cafeteria plan contribution (including the amount required by Ca1PERS in 15.1.1 above) as follows: Employeeonly - up to $767/month or cost of insurance, whichever is less Employee + 1 up to $1,232/month or cost of insurance, whichever is less Employee + family - up to $1,589/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 Existing Language (to be deleted) Life Insurance is provided at $50,000 per employee. The following rates were effective January 1, 2017: 6 Tentative Agreement re SEIU MOU 2022-24 4/3 Vision Dental. Life Totals City pays EE pays E leye e-enly $ 8.73- 49 $ 74.11 $ 71.18 $--2-.-94 Bmpteyee. J. t. $4&40 $456:84 0 $ 1.81..91 $ 170.19 $44 Employee.+ 2+ $ 3-34 $156.81 040 $488 8.8 $ 176.67 $4 15.2 Proposed. Language (to be added) (current contribution) Life Insurance • is provided at $50,000 per employee. The following rates were effective January 1, 2022: Vision Dental Life. Totals City pays EE pays Employee only $ 8.29 $ 57.81 $8.70 $ 74 80 $ 71.87 $ 2 93. Employee+ 1 $ 15.58 $159.98 $8:70 $ 184.26 $ 172.51 $11.75 Employee + 2+ $ 22.17 $159.98 $8.70 $ 190.85 $ 178.64 $12.21 Subject to the foregoing, this Tentative Agreement is hereby executed by the authorized representatives of the City and SEIU. City of Morro Bay S oins, City Manager DYna .Swanson, City Clerlc/HR Mngr. btenifitesi � Colin J. Tanner. Deputy City Attomey/Labor Negotiator 7 SEIU Local No. 620 Nicole Bryant, Field RepresentativeiInternal Organizer Darryl Stcheck, Executive Director Bec ca Kelly, Team Member` Tracy cConnell, Team :, [ember Tentative Agreement re SEIU MOU 2022-24 EXHIBIT A CITY OF MORRO BAY COMBINED SALARY SCHEDULE FISCAL YEAR 2022-23: Effective 7/1/22 TITLE STEP Annual 1 STEP Annual 2 STEP Annual 3 STEP Annual 4 STEP Annual 5 ACCOUNT CLERK IN -TRAINING 36,128 37,934 39,831 41,823 43,914 ACCOUNT CLERK I 43,677 45,861 48,154 50,562 53,090 CONSOLIDATED MAINTENANCE WRK I 43,677 45,861 48,154 50,562 53,090 OFFICE ASST, III 43,677 45,861 48,154 50,562 53,090 OFFICE ASST N 47,222 49,583 52,062 54,665 57,399 ACCOUNT CLERK II 49,060 51,513 54,089 56,793 59,633 CONSOLIDATED MAINTENANCE WRK II 49,060 51,513 54,089 56,793 59,633 PERMIT TECHNICIAN 50,244 52,756 55,394 58,164 61,072 , ACCOUNT CLERK III 52,545 55,173 57,931 60,828 63,869 CONSOLIDATED MAINTENANCE WRK III 52,545 55,173 57,931 60,828 63,869 ADMINISTRATIVE TECHNICIAN 53,473 56,146 58,954 61,901 64,996 PERMIT TECHNICIAN - CERTIFIED 53,473 56,146 58,954 61,901 64,996 58,954 61,901 64,996 SUPPORT SERVICES TECHNICIAN 53,473 56,146 PROPERTY EVIDENCE CLERK 53,473 56,146 58,954 61,901 64,996 61,901 64,996 COMMUNITY SERVICES OFFICER 53,473 56,146 58,954 MECHANIC 55,184 57,943 60,840 63,882 67,076 RECREATION COORDINATOR 55,184 57,943 60,840 63,882 67,076 ENGINEERING TECHNICIAN III 62,504 65,629 68,911 72,356 75,974 MAINTENANCE LEADWORKER 62,504 65,629 68,911 72,356 75,974 RECREATION SUPERVISOR 62,504 65,629 68,911 72,356 75,974 UTILITY OPERATOR 62,600 65,730 69,017 72,468 76,091 UTILITY SUPPORT COORDINATOR 62,600 65,730 69,017 72,468 76,091 ASSISTANT PLANNER 62,893 66,038 69,340 72,806 76,447 HARBOR PATROL OFFICER 63,870 67,064 70,417 73,938 77,635 BUILDING INSPECTOR 65,405 68,675 72,109 75,715 79,500 BUILDING INSPECTOR/CODE ENF OFFICER > 65,405 68,675 72,109 75,715 79,500 UTILITY OPERATOR MC (MULTIPLE CERT) 66,982 70,332 73,848 77,541 81,418 71,323 74,889 78,634 82,565 86,694 HARBOR BUSINESS COORD 80,699 84,734 88,970 IT SYSTEMS ANALYST 73,196 76,856 80,699 84,734 88,970 ENGINEERING TECHNICIAN N 73,196 76,856 ASSISTANT ENGINEER 73,196 76,856 80,699 84,734 88,970 76,856 80,699 84,734 88,970 ASSOCIATE PLANNER 73,196 76,856 80,699 84,734 88,970 BUILDING INSPECTOR/PLANS EXAMINER 73,196 76,856 80,699 84,734 88,970 CONSOLIDATED MAINT FIELD SUPV 73,196 LEAD UTILITY OPERATOR 74,660 78,393 82,313 86,428 90,750 HARBOR PATROL SUPERVISOR 75,234 78,995 82,945 87,092 91,447 OPERATIONAL TECHNOLOGY SPECIALIST 78,318 82,234 86,346 90,663 95,196 ASSOCIATE ENGINEER 84,175 88,383 92,802 97,443 102,315 WASTEWATER SYSTEMS SUPV 84,175 88,383 92,802 97,443 102,315 8 Tentative Agreement re SEIU MOU 2022-24 EXHIBIT B CITY OF MORRO BAY COMBINED SALARY SCHEDULE FISCAL YEAR 2023-24: Effective 7/1/23 TITLE STEP Annual 1 STEP Annual 2 STEP Annual 3 STEP Annual 4 STEP Annual 5 39,452 41,424 43,496 45,670 ACCOUNT CLERK IN -TRAINING 37,573 47,695 50,080 52,584 55,213 ACCOUNT CLERK I 45,424 CONSOLIDATED MAINTENANCE WRK I 45,424 47,695 50,080 52,584 55,213 OFFICE ASST. III 45,424 47,695 50,080 52,584 55,213 OFFICE ASST N 49,111 51,566 54,145 56,852 59,695 53,574 56,252 59,065 62,018 ACCOUNT CLERK II 51,022 CONSOLIDATED MAINTENANCE WRK II 51,022 53,574 56,252 59,065 62,018 54,866 57,610 60,490 63,515 PERMIT TECHNICIAN 52,254 ACCOUNT CLERK III 54,647 57,379 60,248 63,261 66,424 CONSOLIDATED MAINTENANCE WRK III 54,647 57,379 60,248 63,261 66,424 ADMINISTRATIVE TECHNICIAN 55,612 61,312 64,378 67,597 58,393 58,393 61,312 64,378 67,597 PERMIT TECHNICIAN - CERTIFIED 55,612 SUPPORT SERVICES TECHNICIAN 55,612 58,393 61,312 64,378 67,597 58,393 61,312 64,378 67,597 PROPERTY EVIDENCE CLERK 55,612 COMMUNITY SERVICES OFFICER 55,612 58,393 61,312 64,378 67,597 MECHANIC 57,391 60,261 63,274 66,438 69,760 RECREATION COORDINATOR 57,391 60,261 63,274 66,438 69,760 68,254 71,667 75,250 79,013 ENGINEERING TECHNICIAN III 65,004 MAINTENANCE LEADWORKER 65,004 68,254 71,667 75,250 79,013 68,254 71,667 75,250 79,013 RECREATION SUPERVISOR 65,004 UTILITY OPERATOR 65,104 68,359 71,777 75,366 79,134 UTILITY SUPPORT COORDINATOR 65,104 71,777 75,366 79,134 68,359 ASSISTANT PLANNER 65,409 68,679 72,113 75,719 79,505 HARBOR PATROL OFFICER 66,425 69,746 73,233 76,895 80,740 71,422 74,993 78,743 82,680 BUILDING INSPECTOR 68,021 BUILDING INSPECTOR/CODE ENF OFFICER r 68,021 71,422 74,993 78,743 82,680 UTILITY OPERATOR MC (MULTIPLE CERT) 69,661 73,144 76,802 80,642 84,674 HARBOR BUSINESS COORD 74,176 77,885 81,779 85,868 90,161 IT SYSTEMS ANALYST 76,124 79,930 83,927 88,123 92,529 ENGINEERING TECHNICIAN IV 76,124 79,930 83,927 88,123 92,529 ASSISTANT ENGINEER 76,124 79,930 83,927 88,123 92,529 ASSOCIATE PLANNER 76,124 79,930 83,927 88,123 92,529 BUILDING INSPECTOR/PLANS EXAMINER 76,124 79,930 83,927 88,123 92,529 CONSOLIDATED MAINT FIELD SUPV 76,124 79,930 83,927 88,123 92,529 LEAD UTILITY OPERATOR 77,646 81,529 85,605 89,885 94,380 HARBOR PATROL SUPERVISOR 78,243 82,156 86,263 90,576 95,105 OPERATIONAL TECHNOLOGY SPECIALIST 81,451 85,523 89,799 94,289 99,004 ASSOCIATE ENGINEER 87,542 91,919 96,515 101,341 106,408 91,919 96,515 101,341 106,408 WASTEWATER SYSTEMS SUPV 87,542 9 Tentative Agreement re SEIU MOU 2022-24 41 MEMORANDUM OF UNDERSTANDING BETWEEN THE MORRO BAY SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL NO.620 AND THE CITY OF MORRO BAY JULY 1, 2022 - JUNE 30, 2024 Table of Contents ARTICLE 1 - 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 8 ARTICLE 8 - RENEGOTIATIONS 8 ARTICLE 9 - ANTI -DISCRIMINATION 8 ARTICLE 10 WORK SCHEDULE 8 ARTICLE 11 - VACATION LEAVE 10 ARTICLE 12 - HOLIDAYS 12 ARTICLE 13 - SICK LEAVE 13 ARTICLE 14 - RETIREMENT BENEFITS 14 ARTICLE 15 - HEALTH BENEFITS 15 ARTICLE 16 - EDUCATION INCENTIVES 17 ARTICLE 17 - WORK UNIFORMS 17 ARTICLE 18 - WAGES AND INCENTIVES 18 ARTICLE 19 - SPECIAL PAY PRACTICES 18 ARTICLE 20 - PROBATION 21 ARTICLE 21 - GRIEVANCE PROCEDURE 21 ARTICLE 22 - NO STRIKE, NO LOCK -OUT 23 ARTICLE 23 - FULL UNDERSTANDING, MODIFICATION, WAIVER 24 ARTICLE 24 - SEVERABILITY 24 ARTICLE 25 - JOINT DRAFTING 24 ARTICLE 26 - CITY COUNCIL APPROVAL 24 SEIU MOU 2022-24 Page iii MEMORANDUM OF UNDERSTANDING BETWEEN SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL NO. 620 AND THE CITY OF MORRO BAY JULY 2022 - JUNE 2024 ARTICLE 1 PURPOSE 1.1 WHEREAS, the City of Morro Bay is a municipal corporation existing under the laws of the State of California 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 July 1, 2022, 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 nghts 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 2022-24 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 perfonnlance 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 require 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 2022-24 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 infra- 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, perfotivance, 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 carry 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 2022-24 Page 3 Administrative Utilities Technician Assistant Engineer Assistant Planner Associate Engineer Associate Planner Building Inspector Building Inspector/Code Enforcement Officer Building Inspector/Plans Examiner Building Permit Technician I Building Permit Technician II Community Services Officer Consolidated Maintenance Worker I Consolidated Maintenance Worker II Consolidated Maintenance Worker III Consolidated Maintenance Leadworker Consolidated Maintenance Field Supervisor Engineering Technician III Engineering Technician IV Harbor Business Coordinator Harbor Patrol Officer Harbor Patrol Officer Supervisor IT Systems Analyst Mechanic Office Assistant III Office Assistant IV Operational Technology Specialist Property Evidence Clerk Recreation Supervisor - Sports Recreation Supervisor — Youth Recreation Coordinator Support Services Technician Utility Support Coordinator 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 Employees, 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 SEIU MOU 2022-24 Page 4 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. 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 permitted 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; SEIU MOU 2022-24 Page 5 c. When testifying or appearing as the designated representative of the UNION in matters before a personnel or merit commission. d. For the purposes of this section, "designated representative" means an officer of the UNION or a member serving m proxy of the UNION. 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 Works/Community Development 3) Recreation Services 4) Corporation Yard 5) Wastewater Treatment Plant 6) Fire Department and 7) Harbor Department 4.6 The UNION may, with prior approval of the City Manager or their designee, be granted the use of City facilities for UNION business meetings of City employees, provided space is available. No use fee will be charged. 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, Morro 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 perfouni these duties. 5.5 UNION stewards shall be selected in accordance with current SEIU 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 earlier of thirty (30) days after the date of hire or by SEIU MOU 2022-24 Page 6 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 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 maintain 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 SEIU MOU 2022-24 Page 7 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 July 1, 2022, through June 30, 2024. 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, 2023 to January 31, 2024, its written request to begin negotiations, as well as its full and entire written proposals amending this MOU. 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, 2024. 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 Government Code Section 3502. ARTICLE 10 - WORK SCHEDULE This ARTICLE is intended to define the nouuai 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 Employees shall be scheduled to work on regular work shifts having regular starting and quitting times Fxcept 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 noiuial 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., SEIU MOU 2022-24 Page 8 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, 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 hours 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 assignments 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. SEIU MOU 2022-24 Page 9 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 pettnitted to take a minimum fifteen (15) minute paid rest/hydration/exercise break for every four (4) hours worked. In addition, employees shall be peiiiiitted 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 shall not give rise to any right to or claim for compensation and/or monetary damages of any kind. 10.9 Weekend Differential Pay Employees whose regular work week includes work on Saturday or Sunday shall receive $.50 (fifty cents) per hour additional wages for each hour worked on Saturday or Sunday providing such working assignment has been assigned/approved by the Department Director This provision shall not apply to unscheduled or unanticipated call -outs that may occur and for which the employee is receiving overtime. This provision applies only to hours worked and does not apply to paid leave. ARTICLE 11 - VACATION LEAVE NOTE 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 rates. 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 5thru6 7 thru 8 9 thru 10 11 thru 12 13 thru 14 15 thru 16 17 thru 18 19thru20 21 or more Maximum Entitlement Days 10 11 12 13 14 15 16 17 18 19 20 SEIU MOU 2022-24 Page 10 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. This provision shall expire on December 31, 2022 with the implementation of Section 11.4. 11.4 Effective January 1, 2023, employees will be provided an option to convert up to 40 hours of vacation into compensation per calendar year, subject to meeting the requirements of Section 11.4.1, provided that at the time of the conversion request at least 20 hours of vacation time remains in the employee s vacation bank. 11.4.1 To be eligible for cash out of accrued vacation leave pursuant to Section 11.4, a UNION employee must pre -elect the number of vacation hours they will cash out, up to a maximum of 40 hours, by December 15 of the preceding calendar year (with December 15, 2022 being the election deadline for cash out in 2023). The election will apply only to vacation hours accrued in the next calendar year The election to cash out vacation hours in each designated year is irrevocable. UNION employees who elect to cash out vacation leave hours must cash out the number of accrued hours pre -designated on the irrevocable election foim provided by the City UNION employees who pre -designate cash out amounts may request a cash out at any time in the designated calendar year by submitting a cash out request at least 30 days in advance to Human Resources. Human Resources will confirm the cash out amount has accrued and is consistent with the amount the UNION employee pre -designated, then forward to payroll to complete the cash out request. If the full amount of hours designated for cash out is not available at the time of cash out request, the maximum available will be paid. For UNION employees who have not requested payment of the elected cash out amount by November 1 of each year, payroll will automatically cash out the pre -designated amount in a paycheck issued on or after the payroll date including November 1. Additionally, the City may, prior to the end of the calendar year, automatically cash out the vacation leave accrued each pay period by a UNIT employee such that the vacation leave cash out is consistent with the UNION employee's pre -elected number of vacation leave cash out hours for that year. UNION employees who do not pre -designate vacation leave cash out hours or who decline the cash opt option by the December 15 deadline will be deemed to have waived the right and will not be eligible to cash out any vacation leave in that year. SEIU MOU 2022-24 Page 11 11.5 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: 11.5.1 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: 11.5.1.1 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 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 1st 11.5 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 1st Monday in September November 11 th 4 h Thursday in November Friday after Thanksgiving December 25th Varies 12.2 Holidays, falling on Saturday, 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 hohday 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. SEIU MOU 2022-24 Page 12 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. 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: Sick 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. SEIU MOU 2022-24 Page 13 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. NOTE• Sick leave, converted to service credit for PERS purposes, cannot be compensated (converted to dollars). 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 — currently 6.75% Miscellaneous/13% 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 foiinula (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% @ 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 Refoun 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 2% @ 62 retirement foinuula (benefit factor increases to 2.5% @ 67+) SEIU MOU 2022-24 Page 14 14.4.2 14.4.3 14.4.4 14.4.5 14.4.6 14.4.7 Final Compensation Average 36 consecutive highest months (20037) Member contribution rate of fifty (50) percent of the expected nonnal 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 following Ca1PERS retirement foiuiula 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 Sick 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 Ca1PERS 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 Pubhc Employees Pension Reform Act of 2013 (PEPRA), the CITY will provide the following Ca1PERS 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 Pre -Retirement Death Option 2W 14.7 Pursuant to the California Public Employees' Pension Reforiu Act of 2013 (PEPRA), effective January 1, 2013 safety employees hired who meet the definition of new member under PEPRA, will be covered by the following retirement formula and optional Ca1PERS 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 nonnal 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 4th Level Survivor Benefit (Section 21574) 14.7.8 Pre -Retirement Death Option 2W SEIU MOU 2022-24 Page 15 14.8 Employee Cost Sharing Ca1PERS Classic Member Tier 1 & 2 Union represented employees shall make a 1% cost sharing contribution to the employer's contribution to Ca1PERS effective the first full payroll period after City Council approval of a Ca1PERS Contract Amendment providing for such payment commencing FY 23/24, but in no event sooner than the pay period including July 1, 2023. 14.9 City will contribute, on a 2:1 basis (i.e., employee contributes $2, and City contributes $1) with City maximum of $1,200.00 per employee in any calendar year, to an employee's deferred compensation 457 plan. 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 Ca1PERS minimum (currently $149/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 2022, 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 $767/month or cost of insurance, whichever is less Employee + 1 — up to $1,232/month or cost of insurance, whichever is less Employee + family — up to $1,589/month or cost of insurance, whichever is less 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, 2022: Vision Dental Life Totals City pays EE pays $8.29 $57.81 $8.70 $74.80 $71.87 $ 2 93 Employee only $15.58 $159.98 $8.70 $184.26 $172.51 $11.75 Employee + 1 $22.17 $159.98 $8.70 $190.85 $178.64 $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. SEIU MOU 2022-24 Page 16 15.4 The provisions of this ARTICLE shall be binding on the parties through the remainder of this MOU, and for the teilu of the MOU, which will be effective upon City Council approval. The parties agree herewith to re -open discussion with respect to this ARTICLE, for any changes to the 2024 health rates. ARTICLE 16 - EDUCATION INCENTIVES 16.1 CITY agrees to reimburse the costs for job -related and job -required certifications, correspondence courses, and licenses (except Class 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 unifomm work 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 work 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 umfonns 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 are required. Once purchased, such appropriate footwear must be worn only while working. SEIU MOU 2022-24 Page 17 ARTICLE 18 — WAGES AND INCENTIVES 18.1 Effective the pay period including July 1, 2022, the CITY shall provide a 6% Cost of Living Adjustment (COLA) increase to base salaries for all UNIT classifications (see Exhibit A updated salary table) 18.2 Effective the pay period including July 1, 2023, the CITY shall provide a Cost of Living Adjustment (COLA) increase to base salaries for all UNIT classifications of 4.00% (see Exhibit B updated salary table) contingent upon the cost sharing as described in Section 14.8 being implemented. 18.3 Certification Pay. An employee classified as a Utility Operator or Utility Operator MC with a certificate of Grade III or higher in Wastewater Treatment, Water Treatment, or Water Distribution issued by the California State Water 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. 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 July 1, 2022. Exhibit B reflects wages for UNIT members effective July 1, 2023. 18.7 The City agrees to conduct a Total Class & Compensation Study in FY 2022/23, in consultation with represented and unrepresented employees regarding classifications to be surveyed and comparison agencies to be used. The City endeavors to make a best effort to complete the Total Class & Compensation Study slated for FY 2022/23 by end of February 2023. 18.8 Effective July 1, 2022 the City will place $60,000 in an equity pool for future wage equity adjustments for UNION classifications determined by that Study to be the farthest below median, subject to meet and confer over said allocation and use of funds, if any. 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: SEIU MOU 2022-24 Page 18 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 perfonned. 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 Spring Break Day President's Day Memorial Day Independence Day Labor Day Veterans' Day Thanksgiving Day Day after Thanksgiving Day Christmas Day January 1 3rd Monday in January Observed the Friday before Easter weekend 3rd Monday in February Last Monday in May July 4th 1st Monday in September November 11 th 4th Thursday in November Friday after Thanksgiving December 25th 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 Eve 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 19.1.4 UNIT employees on Standby who receive an official work -related phone call that requires them to access computers from home for the analysis and/or response for service, and are SEIU MOU 2022-24 Page 19 able to resolve the issue via computer without returning to the worksite, shall receive a minimum of 30 minutes at overtime rate of pay up to actual hours worked. 19.2 Ca11 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 forth 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 Employees called back to work, pursuant to this section, shall be eligible for mileage reimbursement when utilizing their personal vehicle. 19.2.6 If a UNIT employee has not had eight (8) hours off duty in the fifteen (15) hours prior to their shift beginning, the employee may utilize a paid 5-hour safety rest break at start of their shift, upon notification to their supervisor, unless there is a City designated emergency or other critical event when all available personnel are needed to help ensure the public's health and safety. Such emergency shall not be designated arbitrarily and capriciously and shall only be designated in concurrence with the City Manager. 19.3 Members of this UNIT who are required by their supervisor to attend meetings outside of the nouunal work schedule shall be paid a minimum of three hours at time and one-half without regard to hours actually worked during the work week. Meetings during regular work hours shall be included in employees' regular rate of pay and not compensated beyond that. 19.4 Class A Driver s License, Captain's License & RWC Certification Effective 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 per month SEIU MOU 2022-24 Page 20 Effective the first full pay period after July 1, 2022, UNIT members in the Harbor Department, possessing a Rescue Water Craft (RWC) Certification shall receive additional compensation of two percent (2.0%) of base pay. 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 Infounal 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. 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 SEIU MOU 2022-24 Page 21 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 infoi nal 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 infouunal discussion with their supervisor, or if employee is unable tocommunicate with their supervisor, employee and/or 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 supervisor who receives a grievance in writing shall be established by each department head for their department, and shall include review of the grievance by the immediate supervisor 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. 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 SEIU MOU 2022-24 Page 22 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 representative, 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 representative 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 Manager 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 their 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. 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 team "interruption of work" shall mean any work stoppage, "sick out, or strike (including economic, sympathy, and unfair labor practice strikes) or any intentional SEIU MOU 2022-24 Page 23 slowdown of work. The tetut "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 infouual, 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. 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. SEIU MOU 2022-24 Page 24 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 Nicole BryantFie14 Re � esentative Da I tcheck, SEIU Representative ecka Ke . m Member Ky - 1 o, Team Member Ili TraccConnell, Tea r CITY OF MORRO BAY City y Manager 01444,1 i® r Colin Tanner, Negotiator, Aleshire & Wynder eautil Laurie Goforth, Hu iv» Dana Swanson, City Clerk/Human Resources Resources Analyst SEIU MOU 2022-24 Page 25 EXHIBIT A CITY COMBINED FISCAL OF MORRO YEAR SALARY 2022-23: BAY SCHEDULE Effective 7/1/22 STEP 1 Annual STEP 2 Annual STEP Annual 3 STEP 4 Annual STEP Annual 5 TITLE 36,128 37,934 39,831 41,823 43,914 ACCOUNT CLERK IN -TRAINING ACCOUNT CLERK I 43,677 45,861 48,154 50,562 53,090 CONSOLIDATED MAINTENANCE WRK I 43,677 45,861 48,154 50,562 53,090 OFFICE ASST. III 43,677 45,861 48,154 50,562 53,090 OFFICE ASST. IV 47,222 49,583 52,062 54,665 57,399 49,060 51,513 54,089 56,793 59,633 ACCOUNT CLERK II 49,060 51,513 54,089 56,793 59,633 CONSOLIDATED MAINTENANCE WRK II 52,545 55,173 57,931 60,828 63,869 ACCOUNT CLERK III CONSOLIDATED MAINTENANCE WRK III 52,545 55,173 57,931 60,828 63,869 ADMINISTRATIVE TECHNICIAN 53,473 56,146 58,954 61,901 64,996 BUILDING PERMIT TECHNICIAN I 53,473 56,146 58,954 61,901 64,996 SUPPORT SERVICES TECHNICIAN 53,473 56,146 58,954 61,901 64,996 53,473 56,146 58,954 61,901 64,996 PROPERTY EVIDENCE CLERK 53,473 56,146 58,954 61,901 64,996 COMMUNITY SERVICES OFFICER MECHANIC 55,184 57,943 60,840 63,882 67,076 RECREATION COORDINATOR 55,184 57,943 60,840 63,882 67,076 ENGINEERING TECHNICIAN III 62,504 65,629 68,911 72,356 75,974 MAINTENANCE LEADWORKER 62,504 65,629 68,911 72,356 75,974 RECREATION SUPERVISOR 62,504 65,629 68,911 72,356 75,974 BUILDING PERMIT TECHNICIAN II 62,504 65,629 68,911 72,356 75,974 62,600 65,730 69,017 72,468 76,091 UTILITY OPERATOR UTILITY SUPPORT COORDINATOR 62,600 65,730 69,017 72,468 76,091 62,893 66,038 69,340 72,806 76,447 ASSISTANT PLANNER HARBOR PATROL OFFICER 63,870 67,064 70,417 73,938 77,635 BUILDING INSPECTOR 65,405 68,675 72,109 75,715 79,500 BUILDING INSPECTOR/CODE ENF OFFICER r 65,405 68,675 72,109 75,715 79,500 UTILITY OPERATOR MC (MULTIPLE CERT) 66,982 70,332 73,848 77,541 81,418 HARBOR BUSINESS COORD 71,323 74,889 78,634 82,565 86,694 IT SYSTEMS ANALYST 73,196 76,856 80,699 84,734 88,970 ENGINEERING TECHNICIAN IV 73,196 76,856 80,699 84,734 88,970 73,196 76,856 80,699 84,734 88,970 ASSISTANT ENGINEER ASSOCIATE PLANNER 73,196 76,856 80,699 84,734 88,970 BUILDING INSPECTOR/PLANS EXAMINER 73,196 76,856 80,699 84,734 88,970 73,196 76,856 80,699 84,734 88,970 CONSOLIDATED MAINT FIELD SUPV LEAD UTILITY OPERATOR 74,660 78,393 82,313 86,428 90,750 HARBOR PATROL SUPERVISOR 75,234 78,995 82,945 87,092 91,447 OPERATIONAL TECHNOLOGY SPECIALIST 78,318 82,234 86,346 90,663 95,196 ASSOCIATE ENGINEER 84,175 88,383 92,802 97,443 102,315 WASTEWATER SYSTEMS SUPV 84,175 88,383 92,802 97,443 102,315 SEIU MOU 2022-24 Page 26 E EXHIBIT B CITY COMBINED FISCAL OF YEAR MORRO SALARY 2023-24: BAY SCHEDULE Effective 7/1/23 TITLE GROUP STEP Annual 1 STEP Annual 2 STEP 3 Annual STEP Annual 4 STEP 5 Annual ACCOUNT CLERK IN -TRAINING S 37,573 39,452 41,424 43,496 45,670 ACCOUNT CLERK I S 45,424 47,695 50,080 52,584 55,213 CONSOLIDATED MAINTENANCE WRK I S 45,424 47,695 50,080 52,584 55,213 OFFICE ASST. III S 45,424 47,695 50,080 52,584 55,213 OFFICE ASST. IV S 49,111 51,566 54,145 56,852 59,695 ACCOUNT CLERK II S 51,022 53,574 56,252 59,065 62,018 CONSOLIDATED MAINTENANCE WRK II S 51,022 53,574 56,252 59,065 62,018 ACCOUNT CLERK III S 54,647 57,379 60,248 63,261 66,424 CONSOLIDATED MAINTENANCE WRK III S 54,647 57,379 60,248 63,261 66,424 ADMINISTRATIVE TECHNICIAN S 55,612 58,393 61,312 64,378 67,597 BUILDING PERMIT TECHNICIAN I S 55,612 58,393 61,312 64,378 67,597 SUPPORT SERVICES TECHNICIAN S 55,612 58,393 61,312 64,378 67,597 PROPERTY EVIDENCE CLERK S 55,612 58,393 61,312 64,378 67,597 COMMUNITY SERVICES OFFICER S 55,612 58,393 61,312 64,378 67,597 MECHANIC S 57,391 60,261 63,274 66,438 69,760 RECREATION COORDINATOR S 57,391 60,261 63,274 66,438 69,760 ENGINEERING TECHNICIAN III S 65,004 68,254 71,667 75,250 79,013 MAINTENANCE LEADWORKER S 65,004 68,254 71,667 75,250 79,013 RECREATION SUPERVISOR S 65,004 68,254 71,667 75,250 79,013 BUILDING PERMIT TECHNICIAN II S 65,004 68,254 71,667 75,250 79,013 UTILITY OPERATOR S 65,104 68,359 71,777 75,366 79,134 UTILITY SUPPORT COORDINATOR S 65,104 68,359 71,777 75,366 79,134 ASSISTANT PLANNER S 65,409 68,679 72,113 75,719 79,505 HARBOR PATROL OFFICER S 66,425 69,746 73,233 76,895 80,740 BUILDING INSPECTOR S 68,021 71,422 74,993 78,743 82,680 BUILDING INSPECTOR/CODE ENF OFFICER S 68,021 71,422 74,993 78,743 82,680 UTILITY OPERATOR MC (MULTIPLE CERT) S 69,661 73,144 76,802 80,642 84,674 HARBOR BUSINESS COORD S 74,176 77,885 81,779 85,868 90,161 IT SYSTEMS ANALYST S 76,124 79,930 83,927 88,123 92,529 ENGINEERING TECHNICIAN IV S 76,124 79,930 83,927 88,123 92,529 S 79,930 83,927 88,123 92,529 ASSISTANT ENGINEER 76,124 ASSOCIATE PLANNER S 76,124 79,930 83,927 88,123 92,529 BUILDING INSPECTOR/PLANS EXAMINER S 76,124 79,930 83,927 88,123 92,529 CONSOLIDATED MAINT FIELD SUPV S 76,124 79,930 83,927 88,123 92,529 LEAD UTILITY OPERATOR S 77,584 81,463 85,536 89,813 94,304 HARBOR PATROL SUPERVISOR S 78,243 82,156 86,263 90,576 95,105 OPERATIONAL TECHNOLOGY SPECIALIST S 81,451 85,523 89,799 94,289 99,004 ASSOCIATE ENGINEER S 87,542 91,919 96,515 101,341 106,408 WASTEWATER SYSTEMS SUPV S 87,542 91,919 96,515 101,341 106,408 SEIU MOU 2022-24 Page 27