07-0701_SJC CLASSIFIED EMPLOYEES ASSOCIATION_Memorandum of UnderstandingMEMORANDUM OF UNDERSTANDING
JULY 1, 2007 -JUNE 309 2009
BETWEEN
CITY OF SAN JUAN CAPISTRANO
AND
SAN JUAN CAPISTRANO CLASSIFIED EMPLOYEES
ASSOCIATION
0 0
E
TABLE OF CONTENTS
Page No.
Agreement................................................................................................................
4
Recognition...............................................................................................................
4
I.
Salary ........................................................................................................................5
II.
Overtime...................................................................................................................
6
III.
Overtime Work on Holidays.......................................................................................
7
IV.
Bilingual Pay.............................................................................................................
7
V.
Uniform/Work Boot Allowance...................................................................................
7
VI.
Deferred Compensation Program..............................................................................
8
VII.
Recognition Bonus....................................................................................................9
VIII.
Payment for Required DOHS Certificates................................................................
10
IX.
Mileage Reimbursement.........................................................................................
10
X.
Ride Share Program...............................................................................................
10
XI.
Tuition Reimbursement Program.............................................................................
11
XII.
Safety Incentive Program........................................................................................
11
XIII.
Work Day and Work Week......................................................................................
11
XIV.
Emergency Stand-By/Call Out., ...............................................................................
12
XV.
Vacation..................................................................................................................13
XVI.
Sick Leave..............................................................................................................
15
XVII.
Bereavement Leave................................................................................................
18
XVIII.
School Activity Leave..............................................................................................
19
XIX.
Jury Duty Leave......................................................................................................
19
XX.
Donation of Blood Leave.........................................................................................
20
XX1.
Family Care Leave..................................................................................................
20
XXII.
On -The -Job Injury Leave.........................................................................................
22
XXIII.
Holidays..................................................................................................................23
XXIV.
Work on a Holiday...................................................................................................
24
XXV,
Floating Holiday......................................................................................................
24
XXVI.
Medical, Dental, Vision Insurance and Cobra..........................................................
24
XXVII.
IRS Code Section 125 Plan.....................................................................................
25
XXVIII.
Retire Employee Health Care..................................................................................
26
XXIX.
Life Insurance.........................................................................................................
26
XXX.
CalPERS Long Term Care......................................................................................
26
XXXI.
Pre -Paid Legal Services..........................................................................................
26
E
0 0
XXXII.
College Savings Program (529 Plan)......................................................................
26
XXXIII.
Retiring Employee Recognition Program.................................................................
26
XXXIV.
Retirement Plan......................................................................................................
27
XXXV.
Short/Long Term Disability......................................................................................
27
XXXVI.
Acting Status...........................................................................................................
27
XXXVII.
Reclassification of Position......................................................................................
28
XXXVIII.
Promotions, Transfers and Voluntary Demotions ....................................................
28
XXXIX.
Promotional Examinations.......................................................................................
31
XL.
Regular Appointment Following Probationary Period ..............................................
31
XLI.
Termination - Resignation.......................................................................................
32
XLII.
Layoffs and Re-Employment...................................................................................
32
XLIII.
Grievance Procedure..............................................................................................
33
XLIV.
Fair Employment Practice.......................................................................................
37
XLV.
Non -Discrimination Policy.......................................................................................
38
XLVI.
Continuation of Benefits..........................................................................................
38
XLVII.
Separability.............................................................................................................
38
Occupational Job Class Assignments...........................................................
Exhibit A
Salary Schedule................................................................................
Exhibits B and C
3
AGREEMENT
This agreement is entered into by the parties on behalf of the City of San Juan
Capistrano (hereinafter known as "the City") and the San Juan Capistrano City
Employees Association (hereinafter known as 'the Association"), in accordance with the
provisions of Section 3500-3510 of the California Government Code, otherwise known
as the Meyers-Milias-Brown Act, and the Employer -Employee Relations Resolution of
the City of San Juan Capistrano for the period of time commencing July 1, 2007 through
June 30, 2009. All provisions of this agreement are effective upon adoption of this
agreement by the City Council unless otherwise specified.
RECOGNITION
The City recognizes the Classified Association as the "recognized employee
organization" for all employees within the unit of representation, consisting of regular
full-time employees in the following classifications:
Executive Assistant
Administrative Secretary
Administrative Specialist
Office Assistant
Administrative Coordinator
Deputy City Clerk
Human Resources Assistant
Accountant
Senior Accounting Specialist
Accounting Specialist
Accounting Clerk
Customer Service Supervisor
Water Conservation Coordinator
Field Customer Service Representative
Customer Service Representative
4
Associate Engineer
Assistant Engineer
Engineering Assistant
Engineering Technician
GIS Technician
Building and Grading Inspector
Construction Inspector
Code Enforcement Officer
Sr. Permit Technician
Permit Technician
Associate Planner
Assistant Planner
Planning Technician
E
Senior Maintenance Worker
Maintenance Worker I and II
Maintenance Worker Trainee (Temp)
Senior Citizen Program Coordinator
Community Services Coordinator
0
Construction Inspector - Water
Water Distribution Supervisor
Water Production Supervisor
Water Technician I, II & III
The City agrees to support the inclusion of the regular part-time employees into
the unit of representation. Should inclusion of the regular part-time employees
occur during the term of this agreement, the Association shall give the City 30
days' advance notice. These employees would be included in the unit of
representation at the salary and benefit levels in place at time of inclusion.
I. SALARY
CLASSIFICATION/COMPENSATION STUDY IMPLEMENTATION
Effective July 1, 2007, all classifications shall be adjusted to a salary range, which is
at the median on the total compensation survey of surrounding area cities. The
calculated salaries will be placed into the proposed grade and step table at the
closest grade that meets or exceeds the calculated salary. Each employee shall be
placed at the closest step in the proposed classification range that exceeds his/her
current base salary (the nearest higher step).
After implementation of the classification/compensation study, the City shall grant a
general salary increase to the base salary of all positions in the unit of representation
as follows:
Effective July 1, 2007 4% of base salary
Effective July 1, 2008 2.75% of base salary
5
II. OVERTIME
Whenever, at the discretion of the appointing authority, an employee works beyond
forty (40) hours in a work week, such person shall be compensated for such
overtime work to the nearest 15 minutes at time -and -one-half his/her regular
compensation, or receive compensatory time off earned at time and one-half rate.
Whenever, at the discretion of the appointing authority, an employee works beyond
twelve (12) hours in one work day, such person shall be compensated for such
overtime to the nearest 15 minutes at double the rate of his/her regular
compensation, or receive compensatory time off earned at double rate.
Compensation for overtime shall be in the form of pay, unless the affected
employee requests compensatory time. Management shall have the right to deny
payment in the form of compensatory time.
The employee may accumulate and hold for future use no more than 120 hours at
any one time of compensatory time, and at the end of the fiscal year, may carry
over no more than 80 hours of compensatory time for use in the next fiscal year.
Compensatory time may only be cashed out at original rate of accrual. All other
overtime hours accumulated to that point shall be paid at the end of the fiscal year.
Such compensatory time off is subject to approval of the Department Head and
Personnel Officer.
Overtime requested by an employee to adjust the employee's work schedule shall
be considered flex time and is not subject to compensation at the rate of time and
one-half.
Overtime shall be assigned/offered to full-time, regular employees before being
assigned/offered to part-time or temporary employees. Part-time or temporary
employees may work overtime only if no full-time regular employee is available
and/or interested in working the overtime.
The City shall assign overtime with due regard to an equitable and fair distribution
of work, whenever possible.
n
0
III. OVERTIME WORK ON HOLIDAYS
The "day is the day" concept shall apply. All hours worked on a holiday are paid
at time and one-half.
IV. BILINGUAL PAY
Qualified employees who meet the following criteria shall receive a monthly
stipend in recognition of their ability:
1. Employee must be assigned by the City Manager or his/her designee to
speak and/or translate written material in a language in addition to English.
This includes such specialized communication skills as sign language.
2. Employees must, as needed, speak and/or translate a second language.
3. Employees able to communicate and/or translate verbal information shall
receive an additional $85 per month.
4. Employees able to translate verbal and written information shall receive an
additional $125 per month. Employees assigned to translate written
information will be required to be certified as qualified by the City.
The City, at its discretion, may reassign an employee from a bilingual assignment
to a position which does not require a bilingual assignment. An employee in a
bilingual assignment may request assignment to a position that does not require
bilingual assignment. The request shall be made in writing to the City Manager,
who will consider it according to the needs and availability of a qualified
replacement.
V. UNIFORMNVORK BOOT ALLOWANCE
The City will provide uniform shirts, pants and work boots to all field positions in
the unit of representation as follows:
7
0
0
Pants - City will provide uniform pants, or provide an allowance of $180 for the
purchase uniforms pants. Employees must elect at the beginning of each year
which option he/she will adopt for that fiscal year. Those electing the allowance
will receive this amount on the first pay period ending in July of each year.
Shirts — City will provide a selection of uniform shirts (a style to be determined) that
will be required to be worn by all field personnel in all departments. These shirts
are to be worn by the following classifications: Water Technician I, II and III, Water
Production and Distribution Supervisor, Maintenance Worker Trainee,
Maintenance Worker I and II, Sr. Maintenance Worker, Construction Inspector,
Senior Building and Grading Inspector, Building and Grading Inspector, and Code
Enforcement Officers, or other positions as deemed necessary to provide
identification and uniformity in the field. The City will bear the cost of acquiring
these shirts annually. The City agrees to establish a committee including three (3)
bargaining unit members for input into the decisions regarding the uniform policy.
Work Boots — The City will provide a work boot reimbursement up to $160 per pair
of work boots for all field positions in the unit of representation. Reimbursement
shall be provided for up to two pairs of work boots per year.
All field personnel will be required to wear uniforms during working hours.
City Jackets- Shall be provided to employees as needed, but no more than once
per year.
City Hats - Shall be provided to employees as needed.
VI. DEFERRED COMPENSATION PROGRAM
City employees may elect to have a portion of their salary withheld. The deferred
amount is tax free until actually received and is invested in the meantime. As
prescribed by applicable laws or plan provisions, funds may be withdrawn upon
resignation, retirement or to a beneficiary upon death.
9
0
The City shall establish a deferred compensation "matching fund" and match
voluntary employee contributions up to $20 (twenty dollars) per month.
VII. RECOGNITION BONUS
I. The City shall grant a $100 recognition bonus for certifications above and beyond
requirements of position and used for the benefit of the City. The following list
contains several certifications obtainable by city employees and of value to the
City.
To qualify for certification, the following parameters must be met:
• The Certification must be issued by a governing or sanctioning professional
body such as America Water Works Association or the American Institute
of Certified Planners.
• The certification must be obtained through a course of study either at an
institution or through home study and attaining the qualified skill level
proven through testing by the sanctioning body.
• Certifications that are not on the list of approved certifications below must
be approved by the City.
The following list contains several certifications obtainable by City employees and of
value to the City:
i. Playground Safety Inspection Certificate
ii. Arborist Certification
iii. Pesticide Applicator and Advisor Certifications
iv. American Institute of Certified Planners Certification
v. International Conference of Building Officials (ICBO) certificates, to
include:
• Plans Examiner
Housing Inspector
9
0 0
• Mechanical Inspector
• Plumbing Inspector
• Combination Dwelling Inspector
• Electrical Inspector
• Light Commercial Combination Inspector
vi. American Association of Code Enforcement certificates, to include:
• Certified Zoning Enforcement
• Officer, Certified Housing Enforcement Officer
Certified Code Enforcement Administrator
vii. Class "A" Driver's License, including all costs associated with
maintaining the license. Employees holding this certification shall
receive the recognition bonus annually on the first pay period in July
of each year.
VIII. PAYMENT FOR REQUIRED DOHS CERTIFICATES
The City shall pay $300 annually for each required DOHS certificate for the Water
Technician I, II, III, Water Production Supervisor, Water Distribution Supervisor and
Water Construction Inspector positions. (Water Treatment Operator positions— T1,
T2, T3 and T4 and Water Distribution Operator positions — D1, D2, D3 and D4.)
Additionally, the City will provide $300 for up to one DOHS certificate level above
the required DOHS certificate for each position. The certificate requirements will
be incorporated into the job descriptions and be a condition of employment.
IX. MILEAGE REIMBURSEMENT
City employees shall receive mileage reimbursement in accordance with IRS
standards.
X. RIDE SHARE PROGRAM
Employees who carpool, walk, bike, take the bus or the train at least twice per
week shall, at the end of the fiscal year, be eligible for nine (9) hours of additional
floating holiday time in the next fiscal year.
10
Xl. TUITION REIMBURSEMENT PROGRAM
The City will provide an annual educational incentive of $4,000/yr for a degree from
an accredited college or university or certificate program, with no maximum benefit
during employment. There will be no limit on the cost of each degree.
Eligible expenses
may
include: application/registration
fees; tuition; required
textbooks, supplies
and
materials; laboratory fees; and
required student health
and/or association
fees.
Incidental expenses such as
transportation, parking,
meals and paper supplies are not eligible for reimbursement.
Employees shall notify the City of scheduled classes thirty (30) days in advance of
commencement of classes, Employees who receive reimbursement funds under
this program shall be required to agree in advance that if the employee terminates
employment with the City within eighteen months following the date of course
completion, all funds reimbursed for such course work shall be repaid to the City
by the employee.
City will provide up to $20,000 annually for all Classified and
Professional/Management employees to participate and carryover any remainder
to the next fiscal year, up to a total pool amount of $35,000. If annual requests
exceed amount available, amounts would be pro -rated based on requests.
The Professional Growth Program is hereby rescinded.
XII. SAFETY AWARD PROGRAM
Safety committee shall implement a safety reward program that includes all
employees. Committee shall also finish the work started on the IIPP.
XIII. WORKDAY AND WORKWEEK
The official work week of the City of San Juan Capistrano shall be forty (40) hours
from Friday at mid -workday to the following Friday at mid -workday. The official
11
0 0
workday shall be Monday through Thursday from 7:30 a.m. to 5:30 p.m. and
Fridays from 7:30 a.m. to 4:30 p.m., with alternate schedules to meet Department
operations or to meet special employees' needs due to transportation or caregiver
issues.
It shall be the duty of each department head to arrange the work of the department
so that each employee therein shall work not more than five (5) consecutive days
in each calendar week except that a Department Head, with approval of the City
Manager, may require any employee in the department to temporarily perform
service in excess of the designated work day or workweek when public necessity
or convenience so requires. Department Heads will not temporarily change an
employee's regular work schedule to avoid payment of overtime.
XIV. EMERGENCY STAND-BY/CALL OUT
Employees assigned to stand-by status by their Department Head or his/her
designee during "off hours" shall receive two hours of regular pay for every day on
stand-by and shall be paid 1'/z times regular pay for call outs, with a two hour
minimum. Employees on standby on weekends and holidays, shall receive three
(3) hours of regular pay for each day on standby. While on stand-by status the
employee shall: 1) monitor the "beeper," 2) remain in the local area, 3) respond
to any and all call outs within 15 minutes.
Employees may receive their stand-by compensation as compensatory time or
paid for at the option of the department. Consideration shall be given to
effectuating the wishes of employees. Employees with existing compensatory time
balances of one -hundred (100) hours shall be paid for all work performed in
excess of that amount.
Employees not on stand-by status when called out for emergencies shall be paid
1'/z times regular pay for call outs, with a three hour minimum. Employees who
have not physically worked their regular number of work day hours and are called
out on a bona -fide emergency, shall be paid at 1'/2 times regular pay for all bona
fide emergency hours worked.
Scheduled overtime does not constitute a bona -fide emergency. Bona -fide
12
emergencies are those that occur due to a natural disaster such as fire, flood,
earthquake, storm or landslide. They may occur due to damage to the
infrastructure of the city such as inoperative valves, pipeline breaks or leakage in
potable or sewage systems or traffic control lights. Traffic accidents may trigger
bona -fide emergencies if they require city employees to repair or clean up damage
or assist with traffic control. Citizen complaints that require after-hours attention
are bona -fide emergencies.
Call out time shall be reported and compensated on the basis of the nearest fifteen
(15) minutes.
Employees who occasionally receive phone calls outside of their regularly
scheduled working hours from stand-by personnel or personnel on an emergency
call -out, to get supervisory direction, shall receive a minimum of 30 minutes of
regular pay for each phone call.
XV. VACATION
a. Vacation Accrual
Classified employees shall accrue vacation hours based on the following
schedule:
Length of Service Annual Hours Accrued
0 - 3 years 80
4 - 7 years 132
8 - 10 years 148
11 - 19 years 164
20 years or more
172
Accrual at the next highest increment rate shall commence on the first day
of the fourth, eighth, eleventh and twentieth year of employment,
respectively. The maximum amount of vacation which may be accrued by
classified employees shall be 300 hours; any accumulation of hours above
300 shall be forfeited by the employee. The maximum amount of vacation
time which will be compensated in cash upon separation from City service
13
9 0
shall be 300 hours. It shall be the responsibility of the employee and the
Department Head to assure that employees utilize credited vacation leave
within the limitations set forth herein.
In December of each year, classified employees with four or more years of
service to the City will receive a one-time yearly payment equal to .4% of
their individual base salary on December 1, paid in a separate check.
b. Vacation Usage
Total vacation allowance shall be based upon the number of months of
City service computed to the nearest half month. It shall be the
responsibility of the employee and Department Head to assure utilization
of credited vacation leave within the limitations set forth herein.
The time during the calendar year at which an employee may take
vacation leave shall be determined by the Department Head but with due
wish of the employee and particular regard for the needs of the City.
Eligible employees shall accrue vacation beginning with the date of hire
but may not utilize such during the first six months of employment. Any
employee wishing to schedule vacation in excess of 10 working days
must receive the approval of the Personnel Officer at least 30 days prior
to the vacation time. The employee will receive a response within 14
days of submittal. Vacation time or any leave time requiring any
combination of vacation, administrative leave, comp time, or holiday pay
in excess of 10 consecutive working days shall be granted only in cases
where special non-recurring conditions are present and will be based on
the City's ability to provide adequate service coverage during the
employee's absence.
c. Vacation Benefits for Terminating Employees
In the event of termination of employment, the employee shall be paid for
any accrued vacation leave and compensation time which has accrued
within the limits specified above.
14
0 0
d. Holidays Occurrinq During Vacation
When one or more legal municipal holidays fall within a vacation leave,
such day or days shall not be charged as the vacation leave. Under these
circumstances, an employee's vacation leave shall be extended
accordingly for those employees eligible for such holidays.
XVI. SICK LEAVE
Sick leave shall mean the time during which an employee is permitted to be absent
from the duties of City service by reason of sickness or injury which incapacitates
or prevents the employee from performing assigned duties, without any deduction
being made from salary or compensation, and shall include, in certain cases,
serious illness or death of a member of the employee's immediate family.
It will be the responsibility of the Department Head to periodically review the use of
sick leave in the department. Use of sick leave may be used as a factor in
determining employee performance for employee evaluations. The legitimate use
of FMLA qualified sick leave shall not be used as a factor in determining employee
performance for evaluation.
a. Sick Leave Allowance
All permanent full-time employees shall be entitled to eight (8) hours sick
leave for each calendar month of service. There shall be no limit on the
amount of sick leave which may be accumulated.
b. When Sick Leave May Be Taken
Sick leave may not be used until it is earned and shall be taken only in
case of actual and necessary sickness or disability of the employee.
Eligible employees may utilize a maximum of ninety-six (96) hours of
accumulated sick leave with pay in the event of 1) the employee's
presence is required elsewhere because of family medical and dental
15
appointments, serious illness, injury, disability or death of a member of the
employee's immediate family; 2) official order to appear in court as a
litigant or as a witness; and 3) personal necessity as defined and limited
below.
Personal necessity leave can be used by an employee at a rate of 24
hours per year for absences other than illness or disability and the
absences shall be deducted from accumulated sick leave. Sick leave or
personal necessity leave is not intended for taking care of personal
business which could be taken care of at another time.
Personal necessity is considered to be:
a personal matter that requires your attention which cannot be
taken care of except during the normal working hours; or
ii. a matter that requires your attention, such as a hot water heater
flooding your home, fire or robbery.
The nature of the personal necessity need not be disclosed in writing on
the Absence Request Form, but it shall be discussed with the employee's
Supervisor, Department Head, and the Personnel Officer or his designee.
This information shall be treated confidentially by all parties involved.
Sick leave shall not be used in lieu of or in addition to vacation for the
intent of extending vacation. When an employee is compelled to be
absent from employment by reason of injury arising from and in the course
of City employment as determined by the workers' compensation law, the
employee may elect to apply accrued sick leave, if any, in such amount
that when added to workers compensation benefits equals the employee's
gross salary. Earned vacation time and compensatory time off may be
utilized in a similar manner.
c. Notification of Illness by Employee
An employee on sick leave shall notify their supervisor no later than one
16
C
C,
(1) hour after the time set for beginning daily duties. When on FMLA
leave, the employee will be required to notify the City in compliance with
the Family Medical Leave Act.
d. Return From Sick Leave
Upon returning from sick leave, a physician's certificate may be required if,
in the opinion of the Department Head, it appears that an employee is
abusing sick leave privileges or to determine the validity of the employee's
absence during the time for which sick leave was requested.
Any employee absent from duty on sick leave for three (3) consecutive
work days due to illness or accident may, at the discretion of the
Department Head, be required to submit to a physical examination by a
physician designated by the City to determine fitness to return.
e. Sick Leave Payout Prior to Separation of Employment
At the employee's request, the City will compensate in cash or in time off
for unused sick leave accrued above 288 hours. The compensation
formula will be consistent with the payout levels established in Section
7.13 of the Personnel Rules and Regulations, based upon years of
service.
f. Sick Leave Compensation Upon Termination of Employment
City employees who terminate employment within the City shall be
compensated in cash for unused sick leave at final rate of pay based on
the following:
17
Employees Hired Before
July 1, 1999
Less than 2 years: None
2 to less than 15 years: 50%
15 to less than 20 years: 75%
20 or more years: 100%
0
Employees Hired On or After
July 1, 1999
Less than 2 years: None
More than 2 years: 50%
There shall be no maximum amount of unused sick leave eligible for cash
compensation subject to the foregoing schedule.
g. Annual Sick Leave Incentive Program
Employees with greater than 288 hours of sick leave and who have used
two days or fewer in the previous fiscal year shall have the right to cash -
out up to two days of sick leave at 100% the following July 15tH
XVII. BEREAVEMENT LEAVE
An employee shall be granted a leave without loss of pay in case of death of a
member of the employee's immediate family. Such leave is designated as
bereavement leave. Up to five (5) days leave without loss of pay shall be granted
for the death of a member of the employee's immediate family. Immediate family
as used in this section is defined as the employee's spouse, child, foster child,
grandchild, stepparent, legal guardian, stepchild, parent, brother, sister,
grandparent, grandparent -in-law, mother-in-law, father-in-law or:
a. Any other relative by blood or marriage who is a member of the
employee's household. (Employees may be required to submit proof that
the deceased relative was a member of the employee's household prior to
the time of death.)
18
11
0
b. Any other relative of the employee by blood or by marriage where it can
be established by the employee that as a result of such relative's death,
the employee's presence is required to handle funeral arrangements
and/or matters of estate.
In addition, bereavement leave may be granted on a case by case basis under
other circumstances at the discretion of the City Manager when it is in the best
interest of the City to do so.
Time off beyond these parameters shall be charged to any type of available leave.
Temporary and other part-time employees shall not be eligible for bereavement
leave.
XVIII. SCHOOL ACTIVITY LEAVE
Pursuant to California Labor Code Sections 230.7 and 230.8, parents, guardians
and grandparents having custody, of school-age children shall be allowed leave
from their jobs, with or without pay, as may be necessary to participate in school
activities such as parent -teacher conferences, disciplinary matters, school
programs and related events with their children. Such leave is limited to 40 hours
per school year, at a maximum of 8 hours per month. Employees must give
reasonable advance notice to the employer to permit work coverage, and may be
required to provide documentation from the school that the employee participated
in the activity on the specific date and time. Leave properly requested in advance
shall not be denied.
XIX. JURY DUTY LEAVE
Regular and probationary employees who are summoned to serve on jury duty or
subpoenaed as a witness in any court in this State of the United States, or any
administrative board of tribunals, shall be entitled to a leave of absence with pay
while serving. Employees may keep fees and fees for mileage received while
19
0
0
serving. Employees must return to work if not required to attend jury duty on a
particular day.
XX. DONATION OF BLOOD LEAVE
The City shall grant each employee in the unit of representation reasonable time
off for the purpose of making a donation of blood. No charge will be made against
vacation, sick or any other type of leave when such absence is approved in
advanced by the employee's supervisor/department head.
XXI. FAMILY CARE LEAVE
a. General Provisions
Family Leave shall be granted to the extent required by law,
including the following situations:
1. An employee's serious health condition.
2. The birth of a child or placement of a child for adoption or
foster care.
3. An employee's presence is needed to attend to a serious
health condition of the employee's child, spouse, parent or
child of an employee standing in loco parentis (those with
day-to-day responsibilities to care for and financially support
a child).
ii. Employees must request and identify their need for Family Leave.
The City agrees that certain other types of leaves available to
employees under this Agreement may meet the requirements of
Family Leave pursuant to applicable law. The City may apply any
time during which an employee is on such leave against the
amount of Family Leave to which the employee is entitled.
20
0
iii. Eligibility for Family Leave will be determined according to the
requirements of applicable law.
iv. When a request for Family Leave is approved, the department shall
determine whether sick leave, compensatory, and/or vacation time
is to be applied. Such determination shall be consistent with other
leave provisions of this Agreement and shall give consideration to
the circumstances and the wishes of the employee. The use of sick
leave shall be restricted to those circumstances, which qualify
under the provisions of the Personnel Rules and Regulations.
v. The City will continue to pay agreed-upon medical contributions for
the duration of an employee's approved leave, in accordance with
the Federal Family and Medical Leave Act.
b. Notification Requirements
i. If the Family leave is foreseeable, the employee must provide the
department with thirty (30) calendar day's notice of his or her intent
to take Family Leave.
ii. If the event necessitating the Family Leave becomes known to the
employee less than thirty (30) calendar days prior to the employee's
need for Family Leave, the employee must provide as much notice
as possible. In no case shall the employee provide notice later
than five (5) calendar days after he or she learns of the need for
Family Leave.
iii. When the Family Leave is for the purpose of the scheduled medical
treatment or planned medical care of a child, parent or spouse, the
employee shall, to the extent practicable, schedule treatment
and/or care in a way that minimizes disruption to City operations.
iv. The City shall notify the employee that the employee is considered
using leave per the FMLA as required by the Act.
21
n
u
c. Verification
0
As a condition to the approval of Family Leave, an employee may be
required to furnish certification from the health care provider which states:
(1) the date on which the condition commenced; (2) the probable duration
of the condition; (3) an estimate of time that the employee needs to be off;
(4) that the employee cannot perform his/her duties because of the
employee's own serious health condition or that care is needed when the
leave is for an eligible family member pursuant to applicable law.
XXII. ON-THE-JOB INJURY LEAVE
Whenever an employee is compelled to be absent from active duty due to an injury
disability arising out of and in the course of employment, such employee shall be
entitled to receive an On -the -Job Injury Leave With Pay for up to the first three
consecutive days of such absence. The granting of such leave shall be
conditioned upon the following:
a. the absence is at the discretion of a licensed medical physician or, other
designated health care professional.
b. supervisory personnel have been properly notified of such injury or disability and
an on-the-job injury report has been properly completed and submitted.
c. the injury occurred while the employee was performing work duties on the job.
Whenever the On -the -Job Injury Leave extends beyond the first three days, the
employee will be allowed to use accrued leave to supplement the Workers'
Compensation allowance to achieve the equivalent of 100% of his/her salary.
XXIII. HOLIDAYS
All City employees shall have the following holidays with pay and shall not be
required to work on such holidays except as hereinafter provided:
OA
0 0
a. January 1st (New Year's Day)
b. Third Monday in February (Washington's Birthday)
c. Last Monday in May (Memorial Day)
d. July 4th (Independence Day)
e. First Monday in September (Labor Day)
f. November 11th (Veteran's Day)
g. Fourth Thursday in November (Thanksgiving Day)
h. The day following Thanksgiving Day
I. December 24th (Christmas Eve)
j. December 25th (Christmas Day)
k. December 31 (New Year's Eve Day)
I. Floating Holiday (10 hours)
Whenever a holiday falls on a Sunday not scheduled as a regular work day, the
following Monday shall be observed as the holiday. Whenever a holiday falls on
a Saturday not scheduled as a regular work day, the City will recognize the
holiday on a case by case basis and observe it either on the Friday before the
holiday or the Monday after the holiday, based on the needs of the community.
The determination of the holiday observance will be made when the City issues
the master holiday schedule each year.
Employees on a 9/80 schedule will be able to bank holiday hours for those
holidays that occur on their flex day off. The following shall apply to the use of
Holiday banked hours:
• banked hours will be capped at 24
• hours banked are not compensable — they cannot be cashed out
• banked hours must be used before any other kind of leave, except
for sick leave
• employees will be strongly encouraged to use banked hours within
a reasonable period of time, preferably by the end of each fiscal
year.
An employee must have been paid for the entire amount of regularly scheduled
hours of the days immediately prior to and following a City holiday in order to be
paid holiday pay.
23
0 0
XXIV. WORK ON A HOLIDAY
Hours worked on a Holiday shall be paid at 1'Y2 times employees' regular rate of
pay. Any full-time employee who is required to work on a holiday shall be
entitled to be paid for the holiday plus time and one half for all hours worked on
the holiday or compensatory time off at time and one half. The "day is the day"
concept shall apply.
XXV. FLOATING HOLIDAY
Probationary and regular full-time employee shall be credited with a total of ten
hours of compensated time off on July 1st of each year. The time(s) which the
employee may elect to use shall be arranged with and approved by the
employee's supervisor and Department Head and approved by the City Manager.
The floating holiday must be used prior to June 30 or shall be forfeited.
XXVI. MEDICAL, DENTAL, VISION INSURANCE AND COBRA
The City provides medical, vision and dental insurance for City employees. The
insurance becomes effective the first day of the month following the date of hire.
Medical Insurance - CalPERS
The City shall provide to employees in the bargaining unit up to the
highest CalPERS HMO premium in each coverage category (E, E+1 or
E+Family). Employees enrolling with medical carriers with premiums
lower than the highest HMO in their coverage category shall receive the
difference between their premium and the highest HMO premium in their
coverage category. Single coverage employees shall continue to receive
the existing reimbursement of $137.50 per month.
Opting out of Medical Insurance
The City shall allow employees who show proof of group insurance
`z1
0 0
coverage provided by a spouse, to opt out of the City's medical insurance
coverage. The City shall provide to employees who wish to opt out of
medical insurance coverage and meet the above criteria, an "opting out"
amount of $325 per month. Employees must remain enrolled in the City's
dental and vision plans.
Vision Insurance - Vision Service Plan
Dental Insurance - Aetna
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)
requires that the group health plans provide employees and their
dependents the opportunity to continue health care coverage under the
plan in certain circumstances where coverage under the group health plan
would otherwise terminate. While the City must make continued health
coverage available, it can charge qualified beneficiaries up to 102% of the
cost of coverage if continuation of benefits under the group plan is
desired.
XXVII. IRS CODE SECTION 125 PLAN
The City shall set up a Cafeteria Plan, under IRS Code Section 125, to pay for
medical, dental and vision premiums. The City shall provide to employees in the
bargaining unit up to the highest CalPERS HMO premium in each coverage
category (E, E+1 or E+Family). Employees shall have the ability to elect which
medical carrier to enroll with. Employees enrolling with medical carriers with
premiums lower than the highest HMO in their coverage category, shall receive
the difference between their premium and the highest HMO premium in their
coverage category. Dental and vision insurance coverage shall also be a part of
the cafeteria plan.
The City will provide classified employees the opportunity to participate on a
voluntary basis in a Dependent Care Assistance Program (Section 129) under
Internal Revenue Code Section 125, which allows employees to redirect part of
25
0 0
their salary, before it is taxed, to be used for child, elderly and dependent care
and eligible medical expenses.
XXVIII. RETIRED EMPLOYEE HEALTH CARE
The City agrees to meet and confer to set up a retiree health care savings plan,
to begin the contributions to the retiree health savings plan July 1, 2008, at $15
per month, per employee on an ongoing basis, toward the fund. Employees who
wish to participate will contribute no less than $15 per month toward the fund.
Plan is subject to membership approval prior to implementation.
XXIX. LIFE INSURANCE
The value of life insurance coverage for each classified employee is the
equivalent to the annual salary plus $20,000.
XXX. CALPERS LONG TERM CARE
The City will offer this benefit at the sole expense of the employee.
XXXI. PRE -PAID LEGAL SERVICES
The City will offer this benefit at the sole expense of the employee.
XXXII. COLLEGE SAVINGS PROGRAM (529 PLAN)
The City will offer this benefit at the sole expense of the employee.
XXXIII. RETIRING EMPLOYEE RECOGNITION PROGRAM
The Retiring Employee Recognition Program provides for a salary incentive for
long term City service. The guidelines and definitions for this program are
detailed in the Administrative Policy Manual.
26
XXXIV. RETIREMENT PLAN
All full-time employees become a member of the Orange County Retirement
System (OCRS). The City shall pay 3.6% of the employee's share of the
retirement contribution for the first two years of employment. After two years of
employment, the City shall pick up 100% of the employee's share of the
retirement contribution.
Enhanced Retirement Benefit — The City has contracted with OCERS to provide
an enhanced retirement program with the Orange County Employees
Retirement System (OCERS) for the 2.7% at 55 based on an average three
highest years salary benefit, effective January 1, 2004. This benefit will be
applicable to all years of service. The Classified group has agreed to an
additional payroll deduction in order to offset the increased cost of the employer
share and employee share of the enhanced benefit. This additional deduction
will be as follows:
Less than two years of service 4.47%
After two years of service 6.26%
XXXV. SHORT/LONG-TERM DISABILITY INSURANCE
Eligible employees shall receive short- and long-term disability coverage or
income protection of up to two-thirds of salary during disability periods due to
non -job related injury or illness. Benefits are payable after a disability elimination
period of 14 days is satisfied.
XXXVI. ACTING STATUS
Employees performing the duties of their supervisor or a higher -paid position due
to vacation, illness or leave, for 14 calendar days or more shall receive acting
status pay equivalent to the minimum salary rate for that position such that the
minimum adjustment would be at least 5% above the employee's current salary
with the approval of the Department Head and the Human Resources Manager.
Acting status shall be retroactive to the first day and subject to no additional
benefits.
FJI1
0 0
XXXVII. RECLASSIFICATION OF POSITION
Whenever a position is reclassified which is currently occupied by an incumbent
who is satisfactorily performing the duties of the proposed position, the City shall
place that incumbent in the reclassified position, without the need to undertake a
recruitment. Such reclassifications shall not result in demotion.
A reclassification may occur when the essential duties of a position change due to
new technology, new regulations or laws, reorganization within the city, or other
compelling reasons that increase to a higher level the duties performed by the
position.
The City shall notify the Association whenever a reclassification is to occur to allow
the Association to request to meet and confer over the impact and salary of the
position.
Reclassification of an employee in a reclassified position may occur, at the City's
discretion, if s/he has been satisfactorily performing the duties of the position for at
least six months, as evaluated by the Department Head.
Out -of -Class grievances that result in position reclassifications shall also result in
the reclassification of the employee, provided s/he has been satisfactorily
performing the duties of the position for at least 6 months, as evaluated by the
Department Head.
XXXVIII. PROMOTIONS, TRANSFERS AND VOLUNTARY DEMOTIONS
a. Promotions
Promotion refers to the movement of an employee from a position in one
class to another class imposing higher duties and responsibilities,
requiring higher qualifications and providing a higher maximum rate of pay
will be regarded as a promotion.
28
0
C�
Insofar as practical and consistent with the best interest of the City, as
determined by the Personnel Officer, vacancies shall be filled by
promotion from within whenever qualified employees exist. Promotion -
only classes will be established by the Personnel Officer in consideration
of input from the Department Heads.
i. Requirements for Promotional Candidates
Only regular employees who meet the requirements set forth in the
Classification Plan and who received a satisfactory overall rating at
the time of their last performance evaluation may compete in
promotional opportunities. Any employee who wishes to apply for
promotional opportunity must also have completed at least six (6)
months in their present position.
ii. Reiection Following Promotion
An employee rejected during or at the conclusion of the
probationary period following promotional appointment shall be
reinstated to the position from which promoted and shall be
reinstated to the position or class, or comparable position or class
from which promoted and shall receive credit for time served in the
promotional position unless charges are filed and the employee is
discharged in the manner provided for in these rules and
regulations.
b. Transfers
A transfer occurs when an employee changes positions which are in the
same classification having essentially the same maximum salary and
requiring substantially the same qualifications. This may or may not
involve a change of an employee's place of employment from one
department to another.
i. Conditions for Transfer
29
0 0
An employee, who does not possess the minimum qualifications for
an open position, shall not be transferred to that position. A
qualified employee may be transferred, provided the transfer has
been approved by the employee's supervisor, the new supervisor
and the Personnel Officer.
ii. Employee Requested Transfers
New employees who have completed their probationary period in
their current positions, may apply for a transfer. All other
employees, who have worked a minimum of six (6) months in their
current position, may apply for a transfer. A request may be
submitted only when a vacancy exists. The employee's request for
transfer will be considered on the basis of the employee's
qualifications for the vacant position, the employee's best interests,
and the best interests of the City. Requests for transfers must be
received according to deadlines established by the Personnel
Officer.
iii. Employer Initiated Transfers
The City of San Juan Capistrano reserves the right to transfer its
employees from one position to another, or one department to
another, if the transfer is necessary for the purpose of economy or
efficiency.
iv. Job Transfer Opportunities:
The City will consider lateral transfers and promotional
opportunities to vacant positions within the same or similar job
class for at least two weeks before they are opened competitively to
non -employees. The employee requesting the transfer must have
had a "satisfactory" rating on their last evaluation and meet the
minimum qualifications for the position. Employees eligible for
transfer or promotional opportunities shall be given the
opportunity to interview. The City would have no obligation to
30
0 0
hire any of the applicants for transfer.
c. Voluntary Demotion
A regular employee may request a voluntary demotion to a vacant position
in a class with a lower maximum salary rate provided the employee
possesses the qualifications of that class.
Such requests must be filed with the Personnel Officer and require
approval of the current Department Head and that of the Department
Head of the vacant position.
XXXIX. PROMOTIONAL EXAMINATIONS
Promotional examinations may be conducted whenever, in the opinion of the
Personnel Officer after consultation with the Department Head, the need of the
service so requires. Promotional examinations may include any of the selection
techniques or any combination thereof mentioned above. Only current
employees who meet the requirements of the position may compete in
promotional examinations.
XL. REGULAR APPOINTMENT FOLLOWING PROBATIONARY PERIOD
Original appointments to positions within the classified service shall be subject to
a probationary period of no less than six months and no more than twelve
months. At the conclusion of the probationary period, the employee will be
notified of regular status, provided the appointing authority approves the action.
Achievement of regular employee status shall be based upon successful
completion of a probation period, as determined by the Department Head and
approved by the Personnel Officer.
Promotional appointments shall be subject to a probationary period of six
months.
31
0 0
XLI. TERMINATION — RESIGNATION
An employee wishing to leave the City in good standing shall file with the
immediate supervisor at least two (2) weeks before leaving the City a written
resignation stating the effective date and reason(s) for leaving.
The resignation shall be forwarded by the Department Head to the Personnel
Office and City Manager.
XLII. LAYOFFS AND RE-EMPLOYMENT
a. Conditions for Layoff
The City Manager, with the concurrence of the City Council, may abolish
any position, because of material change in duties and organization, or
shortage of work or funds. The employee holding such position or
employment may be laid off without disciplinary action and without the
right of appeal. No regular employee shall be laid off until all temporary
and probationary employees holding positions in the same class in the
department are first laid off. Only those employees in the department
assigned to the class in which the position is to be abolished shall be
involved in this layoff procedure.
b. Notice of Layoff
Employees to be laid off shall be given at least fourteen (14) calendar
days notice.
c. Order of Layoff
Seniority shall govern the layoff of employees except in the case where
there are two or more employees having equal seniority (same hire date).
Employee performance will then govern the layoff. Seniority shall be
0 0
determined as total number of years of full-time employment with the City
of San Juan Capistrano.
d. Layoff Procedure
Employees shall be laid off in reverse order of seniority and in
consideration of performance. In cases where there are two or more
employees having equal seniority in the affected class, such employees
shall be laid off on the basis of the last performance evaluation report in
that class as determined by the City Manager.
e. Re-employment List
The names of persons laid off in accordance with these rules shall be
entered on a re-employment list for one year, except that persons
appointed to permanent positions shall, upon such appointment, be
dropped from the list.
When a vacancy occurs in the subject class, the appointing authority shall
consider the former employees from the re-employment list. It is the
responsibility of the employee on a re-employment list to keep the City
informed of his/her current address and telephone number, and availability
for work.
XLIII. GRIEVANCE PROCEDURE
a. Matters Subject to Grievance Procedures
A grievance shall be initiated through an informal first step when the
employee notifies the supervisor verbally of his/her contention that the City
has violated or misapplied a specific obligation expressed and/or written in
the Personnel Rules and Regulations of the City. Personnel Division staff
is available to assist Department Heads in such matters as the
interpretation of Rules, documentation procedures and preparation of
notices as requested.
33
0 0
b. Notification of Grievance
The second step in the grievance process shall be a written notice filed in
a timely manner, on a form provided by the City which shall include at a
minimum:
1. Nature of the grievance;
2. Date when the incident occurred;
3. Description of the incident;
4. Rule violated; and,
5. Specific remedy sought by the employee.
c. Steps in the Grievance Process
First Step
Within ten (10) working days after the occurrence of the incident involved
in the grievance, the employee may initiate the grievance process by
discussing the matter informally with his/her immediate. An attempt shall
be made to resolve the grievance between the employee and the
immediate supervisor. The supervisor shall deliver an oral or written
response within ten (10) working days after submission of the grievance.
Second Step
If the grievance is not satisfactorily resolved in the first step, the grievance
may be submitted in writing to the supervisor's supervisor, if any, within
the department organization within ten (10) working days after the
immediate supervisor's answer is received by the employee. After an
attempt to resolve the grievance between the employee and his/her
designated representative, if any, the intermediate supervisor shall deliver
a written answer within ten (10) working days after submission of the
grievance. If there is no intermediate supervisor, the grievance shall go
directly to the Department Head.
Third Step
If the grievance is not satisfactorily resolved in the first and second steps,
it shall be submitted in writing to the employee's Department Head within
34
0
0
ten (10) working days after the intermediate supervisor's answer is
received by the employee. The Department Head shall meet with the
employee and his/her designated representative, if any, within ten (10)
working days after submission of the grievance to the Department Head.
The Department Head shall review the grievance and may affirm, reverse
or modify the disposition made at the first and second steps and shall
deliver a written answer to the employee within ten (10) working days after
said meeting.
d. Appeal of Decision
If the grievance is not satisfactorily resolved, the employee may appeal
the decision of the Department Head to the City Manager. At the option of
the employee, the grievance may be submitted:
i. Directly to the City Manager, or
ii. To an impartial arbitrator who will provide an advisory opinion to the
City Manager prior to the consideration of the grievance by the City
Manager, or
iii. To a mediator from the State Mediation and Conciliation Service
who will provide findings and recommendations to the City Manager
prior to consideration of the grievance by the City Manager.
When the appeal is submitted to the City Manager, it shall specify whether
the employee desires to have the appeal considered directly by the City
Manager or reviewed first by an impartial arbitrator or state mediator.
Such submission must occur within ten (10) working days after the
Department Head's written answer is received.
e. Advisory Arbitration
An employee may elect to use an impartial arbitrator to provide an
advisory opinion to the City Manager prior to the consideration of the
grievance by the City Manager. After a hearing on the merits of the
grievance and considering evidence from all parties concerned, the
35
0 0
impartial arbitrator shall submit a written advisory opinion to the City
Manager.
Within ten (10) working days after receipt of the written advisory opinion of
the impartial arbitrator, the City Manager shall meet with the employee
and his/her designated representative, if any, and other appropriate
persons to assess the grievance. The City Manager may affirm, reverse
or modify the disposition of the grievance. The City Manager shall deliver
a written decision to the employee within five (5) working days after said
meeting. The City Manager's decision shall conclude the administrative
appeals procedure.
If an employee elects to use an impartial arbitrator, the arbitrator shall be
selected jointly by the employee and his/her designated representative, if
any, and the City. The cost of the arbitrator, if any, shall be born equally
by the employee and the City.
f. State Mediation
An employee may elect to use a certified mediator from the State
Mediation and Conciliation Service to provide findings and
recommendations to the City Manager prior to the consideration of the
grievance by the City Manager. After a hearing on the merits of the
grievance and considering evidence from all parties concerned, the
certified mediator shall submit a written summary of his/her findings and
recommendations to the City Manager.
Within ten (10) working days after receipt of the written summary of
findings and recommendations from the certified mediator, the City
Manager shall meet with the employee and his/her designated
representative, if any, and other appropriate persons to assess the
grievance. The City Manager may affirm, reverse or modify the
disposition of the grievance. The City Manager shall deliver a written
decision to the employee within five (5) working days after said meeting.
The City Manager's decision shall conclude the administrative appeals
procedure.
36
0 9
If an employee elects to certified mediator from the State Mediation and
Conciliation Service, the certified mediator shall be selected jointly by the
employee and his/her designated representative, if any, and the City. The
cost of the certified mediator, if any, shall be born equally by the employee
and the City.
g. City Manager
An employee may elect to submit the grievance directly to the City
Manager for a final and binding decision. Within ten (10) working days
after submission of the grievance to the City Manager, the City Manager
shall meet with the employee and his/her designated representative, if
any, and other appropriate persons to assess the grievance.
The City Manager may affirm, reverse or modify the disposition of the
grievance. The City Manager shall deliver written decision to the
employee within five (5) working days after said meeting, and such
decision shallconclude the administrative appeals procedure.
h. Extension of Time
Any or all of the time limitations mentioned above with reference to filing
and response times may be extended by mutual agreement between the
employee and the City.
XLIV. FAIR EMPLOYMENT PRACTICE
The City of San Juan Capistrano assures any technique or procedure used in
recruitment and selection of employees shall be designed to measure only the
job-related qualifications of applicants. No recruitment or selection technique
shall be used which, in the opinion of the Personnel Officer, is not justifiably
linked to successful job performance. It is the policy of the City that no
technique, procedure or policy in recruitment and selection shall be
discriminatory to any group protected by state or federal legislation.
[cf7
0 0
XLV. NON-DISCRIMINATION POLICY
The City shall offer equal employment to all persons without regard to race,
creed, color, sex, age, national origin, religion, physical or mental handicap or
veterans' status. No applicant is to be discriminated against or given preference
because of these factors. This policy is intended to apply to recruiting, hiring,
promotions, upgrading, layoffs, compensation, benefits, termination and all other
privileges, terms and conditions of employment.
XLVI. CONTINUATION OF BENEFITS
All other fringe benefits previously granted and currently in effect to represented
employees shall remain in full force and effect for the time period of July 1, 2007
to June 30, 2009, unless modified by the provisions of this agreement.
XLVII. SEPARABILITY
The provisions contained in this agreement have been bargained for and agreed
to independently, and no particular clause, condition, or agreement is contingent
or dependent upon any other; therefore, should any such clause, condition, or
agreement be held to be void or unenforceable, the remainder of the terms and
conditions of this agreement shall remain in full force and effect.
M
0 0
This agreement, entered into this oe- day of, 2007.
SAN JUAN CAPISTRANO MUNICIPAL
EMPLOYEES RELATIONS OFFICER
Dave Adams, City Manager U
SAN JUAN CAPISTRANO CITY EMPLOYEES ASSOCIATION
I I L 291drA
Authorized Representative
ATTEST/ CITY OF SAN JUAN CAPISTRANO
MatqgreT. Nlonaha��ty C k
Approved by the City Council of the City of San Juan Capistrano on this I day of
2007.
39
• City of San Juan Capistrano •
Occupational Job Classes
Class Code Occupational Job Families and Job Classes Grade 71
1000
City Administrative Group
1010
City Manager
82
1020
Assistant City Manager
81
1100
Financial/Administrative Services Group
1110
Administrative Services Director
79
1120
Assistant Administrative Services Director
68
1130
Accounting Manager
63
1135
Accountant
48
1140
Senior Accounting Specialist
39
1150
Accounting Specialist
35
1155
Accounting Clerk
33
1100
Customer Service Group
1160
Customer Service Supervisor
48
1165
Field Customer Service Representative
37
1170
Customer Service Representative
35
1200
Human Resources Group
1210
Human Resources Manager
67
1220
Human Resources Assistant
42
1300
City Clerk Group
1310
City Clerk
64
1320
Deputy City Clerk
42
1400
Economic / Redevelopment Group
1410
Economic Development / Redevelopment Manager
66
2000
Clerical & Business Support Group
2010
Executive Assistant
44
2020
Administrative Coordinator
42
2030
Administrative Specialist
36
2035
Office Assistant
25
2040
Administrative Intern
16
2100
Management Support Group
2110
Senior Management Analyst
56
2120
Management Analyst
47
2200
Program Coordinator Group
2210
Volunteer Coordinator
43
3000
Planning Group
3010
Planning Director
76
3020
- Assistant Planning Director
66
3030
Principal Planner
60
3025
Senior Planner
57
3040
Associate Planner
52
3045
Assistant Planner
48
3050
Planning Technician
42
3055
Planning Intern
16
3060
Historic Preservation Manager
57
EXHIBIT "A"
• City of San Juan Capistrano •
Occupational Job Classes
Class Code Occupational Job Families and Job Classes Grade
4000
Community Services Group
4010
Community Services Director
74
4020
Community Services Manager
60
4025
Senior Citizen Program Coordinator
46
4030
Community Services Coordinator
43
4035
Senior Recreation Leader
25
4040
Recreation Leader
15
5000
Engineering Group
5010
Engineering / Building Director
79
5015
Senior Civil Engineer
64
5016
Senior Civil Engineer - Environmental Services
64
5020
Senior Engineer
62
5030
Associate Engineer
58
5035
Assistant Engineer
54
5037
Engineering Assistant
46
5040
Construction Inspector
49
5045
GIS Technician
44
5050
Engineering Technician
42
5060
Engineering Intern
16
5100
Building Services Group
5110
Building & Code Enforcement Manager
67
5120
Building / Grading Inspector
49
5130
Code Enforcement Officer
49
5135
Senior Permit Technician
46
5140
Permit Technician
44
6000
Public Works Group
6010
Interim Public Works Director
79
6020
Public Works Manager
63
6030
Public Works Supervisor
47
6040
Senior Maintenance Worker
40
6050
Maintenance Worker II
35
6060
Maintenance Worker 1
33
7000
Water Resources Group
7010
Water Operations Manager
65
7015
Water Production Supervisor
53
7020
Water Distribution Supervisor
53
5045
Water Construction Inspector
52
7030
Water Conservation Coordinator
49
7040
Water Technician 111
43
7050
Water Technician II
39
7060
Water Technician 1
35
7070
Water Technician Trainee
11
7100
Water Engineering Group
7110
Water Engineering Manager
69
EXHIBIT "A"
O
Q (U
tL' 3
M � L
aa�
U C�
Z O
Q Cc
N O
C (n
Q nW
0 0
WO U n
W
U
G:
V'
Cv
G
0
O to C0 O O O CO 0 V V' O V IT 0 O N W 0 I,
f� ap M r O M h O CO r O M 1.- o h N
O M V V' N � O 10 r O C0 l0 C0 N C0 V' V C0 N V C0
C0 V' (O t0 M O N M V CO N N n N N O O O M w CO
M M O M C0 r O
f� 0 M (A M 0 f� 1n M r
M r (n r (A O t0 CO N O CO O �
N O r 10 M CO O N CO r M M O M M r 10 O M l0 1�
r CO CO N CO O O O) O O O O CO (O < N O to
(O N N I� (A M 117 r r v r r CO N N N 10
M V N M 10 � f0 10 C0 U)V U)0 M v v V N v v
M -T 0 M r O 0 U) 10 M 10 10 M M w � M O
y O r M O r O N f0 fA r O CID V' O M r O M
M M O O O O O 0 O O O O O O O O O 1� O O O
M M C0 10 N M M V M IT N M M M V r N M CO C0 r
r r r N N N CO M CO M C0 CO V' 1� M �- r N l0 to N
d
N
CO M M N CO CO V' W CID N CA O v M O v 10 N O o N � M M � r M C0 V' M C0 V' �T <! V V M v v r V'
O
cc
C
O
0 U
RI N G O O r-
cc
C
c `0 U c 0 m _ m
0 cc
C C"O N O In a0.. O N
w.
OCD >>> C m c o m d iA c w U Q c~ Q
c W CL C7 y o o to rn rn rn
m rn tm .m N W CL o C C C
m c c ot3 c @ a> O 'c c c a)
H C .0 .0 N N N @ tq t6 t7f �j
Cq > > >CCCUU C E N "�" O
A U U U E E E N N N N "O EC C 0 O. CD a 5) N
U Q Q Q Q Q Q Q Q Q Q m 0 0 0 0 0 0 W W W W
r
O
0
N
T
U
N
w
W
O
Q
CL' 7
F- C �
m
Q d Cn
U 0
Q m N
D 0 m
N CD
Q O_ m
N O O
LL U a
E
W
U
J)
a
M
N
•
toNMO, rNMONNONN O,
W nN LO � M N
R v M V M 0 N v N v v M M � M M M 7 V N N
Cm7 M M M N 7 N R M M U� COO 00 CNO M v V N
I� M M CO O � 10 M I� O 0 CO m I,- m O Lo M
I� M W M M V M U) M M M M O M n N N M M N M
(`O') V m M N v N v N 7 R N M V N (00 0 M v N
N M CO l0 N W m , , V N V M M W , (O M
CO M O M M N CO t O M M M O M
10 N V CO m 10 N N N M O M M I` 10 CO m (O M IT M
M R M M N IT N IT N M 'f N sP It 10 10 10 M M V �
r
Q to M r M O O C M m O .- W M O O M In V
to
mp m O O O 0 O In O O O O m In M In O In O O O O
U N O O O LO O O O O O O O O O O O O O
� m (O N O M M 'V CO -It V 10 10 I� r r r� � r
tv
m
� 1� N M M <n V m N 10 M O 117 I� CO N M M 10 M M
0
O
0
C N C O N O
yp .� C m
CL
Z 'Z m
0 > m O N O- a C
Z Q N N C U N J U m C U Cn _
(n O O C U N OC/ C C m 'C C C C C C C
> x "O m O M O O m m m m
E O > N V N U ? OM
l0
d O N N L C N J O C_ U d H N 'L -r OC L L t L
N Cr m m N N F- O O m N C y O `O 0 N m 0
F 0 C C Q~ m '� Q W m E
U N 0 N
u�i a m C c v E o o `o a m a� a� d a� d m
R N 7 f6 '(0 47 m m y N E N :` �: m m m m m m m
v ii M.5 2 a a a w m (n m (n (n �: 3: 3:
m
F
m_
2
W
Aw 4w
OD
O.
O
r
M
O
O
N
O
r
O
O
M
O
f0
CO
f0
V
V
O
fD
V
0
V1
M
V
M
M
M
V
N
V
N
V
V
M
10
Y7
10
f0
O
M
V
0
N
N
N
T
Z
+d+
M
10
M
V
V
M
1�
M
a1
N
t0
V
M
N
V
V
N
N
V
N
V
O
N
a)
V
M
V
CO
11'1
r
�0
J
r
M
V
N
V
O
N
al
7
�
F �
N
d
O
N
V
O
O
a7
Q CL U�
O
N
V
h
10
O
M
V
CO
M
O
r
O
U c CO
d
h
N
O
O
O
0
M
0
M
O
O^
10
It
V
m
M
V
m
m
w
M
N
0
O i-
0
Ln
0
0
M
N N
V
W
M
O
10
a
y
7
fM
10
0
O
0
v
V
10 N
d
N
V
v
0
0
0
M
M
q
c M
Q E
W
w
(n O O
W U a
V
I,- O 01 O O 10 N 0 W , M O M V N 0 W M , � 10
CO O Q7 W O CO O M N M O O I.- M M M O N 0 0
Cl)
W
m
K
W
O.
O
r
M
O
O
N
O
r
O
O
M
O
f0
CO
f0
V
V
O
fD
V
I�
V1
M
V
M
M
M
V
N
V
N
V
V
M
10
Y7
10
f0
O
M
V
V
N
N
Z
+d+
M
10
M
V
V
M
1�
M
a1
N
t0
V
M
N
V
V
N
N
V
N
V
O
N
a)
V
M
V
CO
11'1
r
�0
r
10
r
M
V
N
V
O
N
al
F �
N
a7
Q CL U�
U c CO
d
h
N
O
O
O
0
M
0
M
O
O
10
N
V
m
M
V
m
m
w
M
N
0
O i-
0
V
W
M
O
10
a
y
7
fM
m
N
V
N
VN•
N
M
V
N
V
v
0
0
0
M
M
q
c M
Q E
(n O O
W U a
O lL
0
O
O
O
to
O
0O
O
O
O
to
10
10
0
O
In
O
O
O
O
ai
O
N
N
O
tl'1
M
V
�O
O
V
V
V
M
N
M
N
O
.-
O
M
O
117
O
h
O
U
V
t00
t00
N
10
M
M
0
r
10p
0
0
dt
A
N
M
V
M
W
M
M
N
O
N
V
10
�
M
M
O
V
M
N
V
V
O
V
N
10
M
UO
to
M
M
M
V
�
0
O
C
C7
'�
Y
w
O
0
0
O
N
`
O
N
d
y
`
y
O
Z
N
Z
Q
a`)
`m
c
y
d
U
m
CL
N
N
V)
Y
Y
N
M
O
O
C
C
'V
0
CO
C
C
__
C
C
C
O
O
•
'O
Ca
O
_
m
C
O
l0
fa
la
l6
O
C
H
rCn
t
L
LO
C
C
.N
F
C
VdN
CE
p
N
OU
00
LU
U
OlQ
U
a
H
H
F
F-
N
30cc
C
'm
C
C
cco
C
2
. O
O
O
`
`
`
`
`
`
�
v
d>
iL
x
'm
O
a
a
a
cn
cn
U)<n
�
m
is
m
m
m
m
m
W
m
K
W
C�
32400 PASEO ADELANTO
SAN JUAN CAPISTRANO, CA 92675
(949) 493-1171
(949) 493.1053 FAx
www.sanjuancapistrano.org
TRANSMITTAL
•
dwaa
✓/veer IA[RR/Rllttl
tSIRIt1fIR 1961
1776
TO: Justin Kirk, Associate Planner, President
San Juan Capistrano Classified Employees Association
FROM: Maria Morris, Deputy City Clerk
RE: MOU — July 1, 2007 through June 30, 2009
MEMBERS OF THE CITY COUNCIL
SAMALLEVATO
THOMAS W. HRISAR
MARK NIELSEN
JOE SOTO
DR. LONDRES USO
Enclosed, please find an original executed Memorandum of Understanding, July 1, 2007 —
June 30, 2009 between the City of San Juan Capistrano and San Juan Capistrano Classified
Employees Association — for your records.
Cc: Robin Nahin, City Employees Association (254 B. Lindero Avenue, Long Beach, CA
90803)
San Juan Capistrano: Preserving the Past to Enhance the Future
1101* Printed on 100% recycled paper
•
AGENDA ITEM
• 8/7/2007
TO: Honorable Mayor and Members of the Cily Council
FROM: Dave Adams, City Manager01
11 o
SUBJECT: Consideration of Memorandum of Understanding (San Juan Capistrano
Classified Employees Association)
By motion,
1. Approve the Memorandum of Understanding between the City of San Juan
Capistrano and the San Juan Capistrano Classified Employees Association;
and,
2. Authorize the necessary modifications to the City's Personnel Rules and
Regulations; and,
3. Adopt a Resolution amending the City's Personnel Classification and
Compensation Plan for salary increases for the San Juan Capistrano Classified
Employees Association.
SITUATION:
The City has been meeting and conferring with the San Juan Capistrano Classified
Employees Association as required by the Meyers-Milias-Brown Act of the State of
California. The purpose of these negotiations has been to discuss wages, hours, and
other terms and conditions of employment. The outcome of this process constitutes
the provisions of a Memorandum of Understanding (MOU) for July 1, 2007, through
June 30, 2009. A copy of the MOU is provided as Attachment 1.
Negotiations were conducted and an agreement was reached, which is consistent with
the parameters established by the City Council. The cost of implementation of the
MOU provisions for FY 2007/08 is $277,650, and is within the budgeted amounts for
FY200712008. Costs associated with the implementation for the second year of the
agreement will be included in the FY 2008/2009 budget. The significant provisions of
the agreement include:
1. Implementation of the classification and compensation study. The grade and
salary table, Exhibit A to the MOU, reflects proper position and salary alignment
as a result of the study.
0 0
Agenda Item
Page 2
August 7, 2007
2. A two-year agreement with a 4.0% salary increase, effective July 1, 2007, and a
2.75% salary increase, effective July 1, 2008.
3. Minor adjustments for the amounts provided for bi-lingual skills, ride share
program and opting out of the City's medical insurance plan.
4. An increase in the number of compensation hours able to be carried over from
year to year, and an increase in incentives for those who participate in the City's
rideshare program.
5. Implementation of a defined contribution Retiree Health Savings Plan to be
effective July 1, 2008, with the City contributing $15 per employee per month.
6. Continuation of all other benefits for the term of the agreement.
Implementation of the salary portion of the MOU requires changes to the City's
Personnel Classification and Compensation Plan. A Resolution amending the plan for
the agreed upon salary increases effective July 1, 2007, and July 1, 2008, is provided
as Attachment 2.
Staff recommends the City Council approve the MOU between the City of San Juan
Capistrano and the San Juan Capistrano Classified Employees Association, authorize
the necessary modifications to the City's Personnel Rules and Regulations and
approve the Resolution amending the City's Personnel Classification and
Compensation Plan.
COMMISSION/BOARD REVIEW AND RECOMMENDATIONS:
Not Applicable.
FINANCIAL CONSIDERATIONS:
The total cost of the Memorandum of Understanding for the Classified Employees
Association is $277,650 and is within the budgeted amounts for FY 2007/2008.
PUBLIC NOTIFICATION:
San Juan Capistrano Classified Employees Association
City Employees Associates
•
Agenda Item
Page 3
RECOMMENDATION:
By motion,
E
August 7, 2007
1. Approve the Memorandum of Understanding between the City of San Juan
Capistrano and the San Juan Capistrano Classified Employees Association;
and,
2. Authorize the necessary modifications to the City's Personnel Rules and
Regulations.
3. Approve the Resolution amending the City's Personnel Classification and
Compensation Plan for salary increases for the San Juan Capistrano Classified
Employees Association.
Respectfully submitted,
Dave Adams
City Manager
Attachment:
1. Memorandum of Understanding
2. Resolution
Prepared by,
Kdthleen Spn g
Human Resources Manager
0
0
MEMORANDUM OF UNDERSTANDING
JULY 1, 2007 -JUNE 30, 2009
BETWEEN
CITY OF SAN JUAN CAPISTRANO
SAN JUAN CAPISTRANO CLASSIFIED EMPLOYEES
ASSOCIATION
ATTACHMENT 1
2
TABLE OF CONTENTS
Paw No.
Agreement......................................................... .....................................................
�4
Recognition................................................................................................................
4
|.
Salary ........................................................................................................................
5
||.
Overtime ........................................................................
.......................................... G
UL
[]vertinnnWork on Holidays ----,.`.—.......,.....—...,...—,,.,...7
&(
Bilingual Pay .............................................................................................................
7
V.
Uniform/Work Boot Allowance ...................................................................................
7
V|.
Deferred Compensation Program ............. ................................................................
8
VU.
RecognitionBonus ............................ ............ ..........................................................
B
\/||i
Payment for Required DOHS Certificates ....................................................
........... 1D
X
Mileage Reimbursement .................. ....... ___ ......... .,___
.... ......................... ,.1O
X.
Ride Share Program ...............................................................................................
1D
X|,
Tuition Reimbursement Program ......................................................................
... 11
XU.
Safety Incentive Program ........................................................................................
11
}O|l.
Work Day and Work Week .......................... ...........................................................
11
XIV,
Emergency StaDd-8v/C�aUOut .------...............—.,,,—,—....12
X\/
Vacation ......................... ................................................................
....................... 13
X\/,
Sick Leave ................ ........... ...............................................
................................. 15
XVI 1.
Bereavement Leave ........................ .......................................................................
1B
XVIII.
School Activity Leave ...................... .......................................................................
1B
XIXJury
Duty Leave ............................................... ......................................................
19
XX
Donation 0fBlood Leave ............................................................................
............ 2U
XX].
Family Care Leave .................................................................................
................ 20
XX|i
C]8-Th$-JobInjury LeaVR.^—..----.--......—.—.....,.......—,.22
XXU|.
Holidays ..................................................................................................................
23
XX|\(
Work onaHoliday .......................................................................
........................ ,24
}QXV.
Floating Holiday ..........................................................................................
........... 24
}0YVL
Medical, Dental, Vision Insurance and Cobra ..................................................
....... 24
XX\/i
IRS Code Section 125Plan .....................................................................................
25
)CX\/|i
Retire Employee Health Care .................... ..................................
.......................... 2G
XX|X
Life Insurance ............... ..............................................................
.......................... 2O
)XX
Co|PERSLong Term Care ......................................................................................
26
2
0 0
XXXII.
College Savings Program (529 Plan)......................................................................
26
XXXIII.
Retiring Employee Recognition Program.................................................................
26
XXXIV.
Retirement Plan......................................................................................................27
XXXV.
Short/Long Term Disability......................................................................................
27
XXXVI.
Acting Status...........................................................................................................
27
XXXVII.
Reclassification of Position......................................................................................
28
XXXVIII.
Promotions, Transfers and Voluntary Demotions ....................................................
28
XXXIX.
Promotional Examinations.......................................................................................
31
XL.
Regular Appointment Following Probationary Period ................:.............................
31
XLI.
Termination - Resignation.......................................................................................
32
XLII.
Layoffs and Re-Employment...................................................................................
32
XLIII.
Grievance Procedure..............................................................................................
33
XLIV.
Fair Employment Practice.......................................................................................
37
XLV.
Non -Discrimination Policy.......................................................................................
38
XLVI.
Continuation of Benefits..........................................................................................
38
XLVILSeparability
.............................................................................................................38
Occupational Job Class Assignments...........................................................
Exhibit A
Salary Schedule................................................................................
Exhibits B and C
M
0 0
AGREEMENT
This agreement is entered into by the parties on behalf of the City of San Juan
Capistrano (hereinafter known as "the City") and the San Juan Capistrano City
Employees Association (hereinafter known as "the Association"), in accordance with the
provisions of Section 3500-3510 of the California Government Code, otherwise known
as the Meyers-Milias-Brown Act, and the Employer -Employee Relations Resolution of
the City of San Juan Capistrano for the period of time commencing July 1, 2007 through
June 30, 2009. All provisions of this agreement are effective upon adoption of this
agreement by the City Council unless otherwise specified.
RECOGNITION
The City recognizes the Classified Association as the "recognized employee
organization" for all employees within the unit of representation, consisting of regular
full-time employees in the following classifications:
Executive Assistant
Administrative Secretary
Administrative Specialist
Office Assistant
Administrative Coordinator
Deputy City Clerk
Human Resources Assistant
Accountant
Senior Accounting Specialist
Accounting Specialist
Accounting Clerk
Customer Service Supervisor
Water Conservation Coordinator
Field Customer Service Representative
Customer Service Representative
4
Associate Engineer
Assistant Engineer
Engineering Assistant
Engineering Technician
GIS Technician
Building and Grading Inspector
Construction Inspector
Code Enforcement Officer
Sr. Permit Technician
Permit Technician
Associate Planner
Assistant Planner
Planning Technician
n
U
Senior Maintenance Worker
Maintenance Worker I and II
Maintenance Worker Trainee (Temp)
Senior Citizen Program Coordinator
Community Services Coordinator
n
U
Construction Inspector - Water
Water Distribution Supervisor
Water Production Supervisor
Water Technician I, II & III
The City agrees to support the inclusion of the regular part-time employees into
the unit of representation. Should inclusion of the regular part-time employees
occur during the term of this agreement, the Association shall give the City 30
days' advance notice. These employees would be included in the unit of
representation at the salary and benefit levels in place at time of inclusion.
I. SALARY
CLASSIFICATION/COMPENSATION STUDY IMPLEMENTATION
Effective July 1, 2007, all classifications shall be adjusted to a salary range, which is
at the median on the total compensation survey of surrounding area cities. The
calculated salaries will be placed into the proposed grade and step table at the
closest grade that meets or exceeds the calculated salary. Each employee shall be
placed at the closest step in the proposed classification range that exceeds his/her
current base salary (the nearest higher step).
After implementation of the classification/compensation study, the City shall grant a
general salary increase to the base salary of all positions in the unit of representation
as follows:
Effective July 1, 2007
Effective July 1, 2008
5
4% of base salary
2.75% of base salary
0
II. OVERTIME
0
Whenever, at the discretion of the appointing authority, an employee works beyond
forty (40) hours in a work week, such person shall be compensated for such
overtime work to the nearest 15 minutes at time -and -one-half his/her regular
compensation, or receive compensatory time off earned at time and one-half rate.
Whenever, at the discretion of the appointing authority, an employee works beyond
twelve (12) hours in one work day, such person shall be compensated for such
overtime to the nearest 15 minutes at double the rate of his/her regular
compensation, or receive compensatory time off earned at double rate.
Compensation for overtime shall be in the form of pay, unless the affected
employee requests compensatory time. Management shall have the right to deny
payment in the form of compensatory time.
The employee may accumulate and hold for future use no more than 120 hours at
any one time of compensatory time, and at the end of the fiscal year, may carry
over no more than 80 hours of compensatory time for use in the next fiscal year.
Compensatory time may only be cashed out at original rate of accrual. All other
overtime hours accumulated to that point shall be paid at the end of the fiscal year.
Such compensatory time off is subject to approval of the Department Head and
Personnel Officer.
Overtime requested by an employee to adjust the employee's work schedule shall
be considered flex time and is not subject to compensation at the rate of time and
one-half.
Overtime shall be assigned/offered to full-time, regular employees before being
assigned/offered to part-time or temporary employees. Part-time or temporary
employees may work overtime only if no full-time regular employee is available
and/or interested in working the overtime.
The City shall assign overtime with due regard to an equitable and fair distribution
of work, whenever possible.
0
III. OVERTIME WORK ON HOLIDAYS
The "day is the day" concept shall apply. All hours worked on a holiday are paid
at time and one-half.
IV. BILINGUAL PAY
Qualified employees who meet the following criteria shall receive a monthly
stipend in recognition of their ability:
1. Employee must be assigned by the City Manager or his/her designee to
speak and/or translate written material in a language in addition to English.
This includes such specialized communication skills as sign language.
2. Employees must, as needed, speak and/or translate a second language.
3. Employees able to communicate and/or translate verbal information shall
receive an additional $85 per month.
4. Employees able to translate verbal and written information shall receive an
additional $125 per month. Employees assigned to translate written
information will be required to be certified as qualified by the City.
The City, at its discretion, may reassign an employee from a bilingual assignment
to a position which does not require a bilingual assignment. An employee in a
bilingual assignment may request assignment to a position that does not require
bilingual assignment. The request shall be made in writing to the City Manager,
who will consider it according to the needs and availability of a qualified
replacement.
V. UNIFORMNdORK BOOT ALLOWANCE
The City will provide uniform shirts, pants and work boots to all field positions in
the unit of representation as follows:
0
Pants - City will provide uniform pants, or provide an allowance of $180 for the
purchase uniforms pants. Employees must elect at the beginning of each year
which option he/she will adopt for that fiscal year. Those electing the allowance
will receive this amount on the first pay period ending in July of each year.
Shirts — City will provide a selection of uniform shirts (a style to be determined) that
will be required to be worn by all field personnel in all departments. These shirts
are to be worn by the following classifications: Water Technician 1, II and III, Water
Production and Distribution Supervisor, Maintenance Worker Trainee,
Maintenance Worker 1 and It, Sr. Maintenance Worker, Construction Inspector,
Senior Building and Grading Inspector, Building and Grading Inspector, and Code
Enforcement Officers, or other positions as deemed necessary to provide
identification and uniformity in the field. The City will bear the cost of acquiring
these shirts annually. The City agrees to establish a committee including three (3)
bargaining unit members for input into the decisions regarding the uniform policy.
Work Boots — The City will provide a work boot reimbursement up to $160 per pair
of work boots for all field positions in the unit of representation. Reimbursement
shall be provided for up to two pairs of work boots per year.
All field personnel will be required to wear uniforms during working hours.
City Jackets- Shall be provided to employees as needed, but no more than once
per year.
City Hats - Shall be provided to employees as needed.
VI. DEFERRED COMPENSATION PROGRAM
City employees may elect to have a portion of their salary withheld. The deferred
amount is tax free until actually received and is invested in the meantime. As
prescribed by applicable laws or plan provisions, funds may be withdrawn upon
resignation, retirement or to a beneficiary upon death.
a
•
The City shall establish a deferred compensation "matching fund" and match
voluntary employee contributions up to $20 (twenty dollars) per month.
VII. RECOGNITION BONUS
The City shall grant a $100 recognition bonus for certifications above and beyond
requirements of position and used for the benefit of the City. The following list
contains several certifications obtainable by city employees and of value to the
City.
To qualify for certification, the following parameters must be met:
• The Certification must be issued by a governing or sanctioning professional
body such as America Water Works Association or the American Institute
of Certified Planners.
• The certification must be obtained through a course of study either at an
institution or through home study and attaining the qualified skill level
proven through testing by the sanctioning body.
• Certifications that are not on the list of approved certifications below must
be approved by the City.
The following list contains several certifications obtainable by City employees and of
value to the City:
i. Playground Safety Inspection Certificate
ii. Arborist Certification
iii. Pesticide Applicator and Advisor Certifications
iv. American Institute of Certified Planners Certification
v. International Conference of Building Officials (ICBG) certificates, to
include:
• Plans Examiner
• Housing Inspector
A
0 0
• Mechanical Inspector
• Plumbing Inspector
• Combination Dwelling Inspector
• Electrical Inspector
• Light Commercial Combination Inspector
vi. American Association of Code Enforcement certificates to include:
• Certified Zoning Enforcement
• Officer, Certified Housing Enforcement Officer
• Certified Code Enforcement Administrator
vii. Class "A" Driver's License, including all costs associated with
maintaining the license. Employees holding this certification shall
receive the recognition bonus annually on the first pay period in July
of each year.
VIII. PAYMENT FOR REQUIRED DOHS CERTIFICATES
The City shall pay $300 annually for each required DOHS certificate for the Water
Technician I, II, III, Water Production Supervisor, Water Distribution Supervisor and
Water Construction Inspector positions. (Water Treatment Operator positions— T1,
T2, T3 and T4 and Water Distribution Operator positions — D1, D2, D3 and D4.)
Additionally, the City will provide $300 for up to one DOHS certificate level above
the required DOHS certificate for each position. The certificate requirements will
be incorporated into the job descriptions and be a condition of employment.
IX. MILEAGE REIMBURSEMENT
City employees shall receive mileage reimbursement in accordance with IRS
standards.
X. RIDE SHARE PROGRAM
Employees who carpool, walk, bike, take the bus or the train at least twice per
week shall, at the end of the fiscal year, be eligible for nine (9) hours of additional
floating holiday time in the next fiscal year.
10
0 0
XI. TUITION REIMBURSEMENT PROGRAM
The City will provide an annual educational incentive of $4,000/yr for a degree from
an accredited college or university or certificate program, with no maximum benefit
during employment. There will be no limit on the cost of each degree.
Eligible expenses may include: application/registration fees; tuition; required
textbooks, supplies and materials; laboratory fees; and required student health
and/or association fees. Incidental expenses such as transportation, parking,
meals and paper supplies are not eligible for reimbursement.
Employees shall notify the City of scheduled classes thirty (30) days in advance of
commencement of classes, Employees who receive reimbursement funds under
this program shall be required to agree in advance that if the employee terminates
employment with the City within eighteen months following the date of course
completion, all funds reimbursed for such course work shall be repaid to the City
by the employee.
City will provide up to $20,000 annually for all Classified and
Professional/Management employees to participate and carryover any remainder
to the next fiscal year, up to a total pool amount of $35,000. If annual requests
exceed amount available, amounts would be pro -rated based on requests.
The Professional Growth Program is hereby rescinded.
XII. SAFETY AWARD PROGRAM
Safety committee shall implement a safety reward program that includes all
employees. Committee shall also finish the work started on the IIPP.
XIII. WORKDAY AND WORKWEEK
The official work week of the City of San Juan Capistrano shall be forty (40) hours
from Friday at mid -workday to the following Friday at mid -workday. The official
11
i
workday shall be Monday through Thursday from 7:30 a.m. to 5:30 p.m. and
Fridays from 7:30 a.m. to 4:30 p.m., with alternate schedules to meet Department
operations or to meet special employees' needs due to transportation or caregiver
issues.
It shall be the duty of each department head to arrange the work of the department
so that each employee therein shall work not more than five (5) consecutive days
in each calendar week except that a Department Head, with approval of the City
Manager, may require any employee in the department to temporarily perform
service in excess of the designated work day or workweek when public necessity
or convenience so requires. Department Heads will not temporarily change an
employee's regular work schedule to avoid payment of overtime.
XIV. EMERGENCY STAND-BY/CALL OUT
Employees assigned to stand-by status by their Department Head or his/her
designee during "off hours" shall receive two hours of regular pay for every day on
stand-by and shall be paid 1Yx times regular pay for call outs, with a two hour
minimum. Employees on standby on weekends and holidays, shall receive three
(3) hours of regular pay for each day on standby. While on stand-by status the
employee shall: 1) monitor the "beeper," 2) remain in the local area, 3) respond
to any and all call outs within 15 minutes.
Employees may receive their stand-by compensation as compensatorytime or
paid for at the option of the department. Consideration shall be given to
effectuating the wishes of employees. Employees with existing compensatory time
balances of one -hundred (100) hours shall be paid for all work performed in
excess of that amount.
Employees not on stand-by status when called out for emergencies shall be paid
1% times regular pay for call outs, with a three hour minimum. Employees who
have not physically worked their regular number of work day hours and are called
out on a bona -fide emergency, shall be paid at 1Y: times regular pay for all bona
fide emergency hours worked.
Scheduled overtime does not constitute a bona -fide emergency. Bona -fide
12
0 0
emergencies are those that occur due to a natural disaster such as fire, flood,
earthquake, storm or landslide. They may occur due to damage to the
infrastructure of the city such as inoperative valves, pipeline breaks or leakage in
potable or sewage systems or traffic control lights. Traffic accidents may trigger
bona -fide emergencies if they require city employees to repair or clean up damage
or assist with traffic control. Citizen complaints that require after-hours attention
are bona -fide emergencies.
Call out time shall be reported and compensated on the basis of the nearest fifteen
(15) minutes.
Employees who occasionally receive phone calls outside of their regularly
scheduled working hours from stand-by personnel or personnel on an emergency
call -out, to get supervisory direction, shall receive a minimum of 30 minutes of
regular pay for each phone call.
XV. VACATION
a. Vacation Accrual
Classified employees shall accrue vacation hours based on the following
schedule:
Length of Service Annual Hours Accrued
0 - 3 years 80
4 - 7 years 132
8 - 10 years 148
11 - 19 years 164
20 years or more
172
Accrual at the next highest increment rate shall commence on the first day
of the fourth, eighth, eleventh and twentieth year of employment,
respectively. The maximum amount of vacation which may be accrued by
classified employees shall be 300 hours; any accumulation of hours above
300 shall be forfeited by the employee. The maximum amount of vacation
time which will be compensated in cash upon separation from City service
13
0 9
shall be 300 hours. It shall be the responsibility of the employee and the
Department Head to assure that employees utilize credited vacation leave
within the limitations set forth herein.
In December of each year, classified employees with four or more years of
service to the City will receive a one-time yearly payment equal to .4% of
their individual base salary on December 1, paid in a separate check.
b. Vacation Usage
Total vacation allowance shall be based upon the number of months of
City service computed to the nearest half month. It shall be the
responsibility of the employee and Department Head to assure utilization
of credited vacation leave within the limitations set forth herein.
The time during the calendar year at which an employee may take
vacation leave shall be determined by the Department Head but with due
wish of the employee and particular regard for the needs of the City.
Eligible employees shall accrue vacation beginning with the date of hire
but may not utilize such during the first six months of employment. Any
employee wishing to schedule vacation in excess of 10 working days
must receive the approval of the Personnel Officer at least 30 days prior
to the vacation time. The employee will receive a response within 14
days of submittal. Vacation time or any leave time requiring any
combination of vacation, administrative leave, comp time, or holiday pay
in excess of 10 consecutive working days shall be granted only in cases
where special non-recurring conditions are present and will be based on
the City's ability to provide adequate service coverage during the
employee's absence.
c. Vacation Benefits for Terminating Employees
In the event of termination of employment, the employee shall be paid for
any accrued vacation leave and compensation time which has accrued
within the limits specified above.
14
0
d. Holidays Occurring During Vacation
When one or more legal municipal holidays fall within a vacation leave,
such day or days shall not be charged as the vacation leave. Under these
circumstances, an employee's vacation leave shall be extended
accordingly for those employees eligible for such holidays.
XVI. SICK LEAVE
Sick leave shall mean the time during which an employee is permitted to be absent
from the duties of City service by reason of sickness or injury which incapacitates
or prevents the employee from performing assigned duties, without any deduction
being made from salary or compensation, and shall include, in certain cases,
serious illness or death of a member of the employee's immediate family.
It will be the responsibility of the Department Head to periodically review the use of
sick leave in the department. Use of sick leave may be used as a factor in
determining employee performance for employee evaluations. The legitimate use
of FMLA qualified sick leave shall not be used as a factor in determining employee
performance for evaluation.
a. Sick Leave Allowance
All permanent full-time employees shall be entitled to eight (8) hours sick
leave for each calendar month of service. There shall be no limit on the
amount of sick leave which may be accumulated.
b. When Sick Leave May Be Taken
Sick leave may not be used until it is earned and shall be taken only in
case of actual and necessary sickness or disability of the employee.
Eligible employees may utilize a maximum of ninety-six (96) hours of
accumulated sick leave with pay in the event of 1) the employee's
presence is required elsewhere because of family medical and dental
15
appointments, serious illness, injury, disability or death of a member of the
employee's immediate family; 2) official order to appear in court as a
litigant or as a witness; and 3) personal necessity as defined and limited
below.
Personal necessity leave can be used by an employee at a rate of 24
hours per year for absences other than illness or disability and the
absences shall be deducted from accumulated sick leave. Sick leave or
personal necessity leave is not intended for taking care of personal
business which could be taken care of at another time.
Personal necessity is considered to be:
L a personal matter that requires your attention which cannot be
taken care of except during the normal working hours; or
ii. a matter that requires your attention, such as a hot water heater
flooding your home, fire or robbery.
The nature of the personal necessity need not be disclosed in writing on
the Absence Request Form, but it shall be discussed with the employee's
Supervisor, Department Head, and the Personnel Officer or his designee.
This information shall be treated confidentially by all parties involved.
Sick leave shall not be used in lieu of or in addition to vacation for the
intent of extending vacation. When an employee is compelled to be
absent from employment by reason of injury arising from and in the course
of City employment as determined by the workers' compensation law, the
employee may elect to apply accrued sick leave, if any, in such amount
that when added to workers compensation benefits equals the employee's
gross salary. Earned vacation time and compensatory time off may be
utilized in a similar manner.
c. Notification of Illness by Employee
An employee on sick leave shall notify their supervisor no later than one
16
(1) hour after the time set for beginning daily duties. When on FMLA
leave, the employee will be required to notify the City in compliance with
the Family Medical Leave Act.
d. Return From Sick Leave
Upon returning from sick leave, a physician's certificate may be required if,
in the opinion of the Department Head, it appears that an employee is
abusing sick leave privileges or to determine the validity of the employee's
absence during the time for which sick leave was requested.
Any employee absent from duty on sick leave for three (3) consecutive
work days due to illness or accident may, at the discretion of the
Department Head, be required to submit to a physical examination by a
physician designated by the City to determine fitness to return.
e. Sick Leave Payout Prior to Separation of Employment
At the employee's request, the City will compensate in cash or in time off
for unused sick leave accrued above 288 hours. The compensation
formula will be consistent with the payout levels established in Section
7.13 of the Personnel Rules and Regulations, based upon years of
service.
f. Sick Leave Compensation Upon Termination of Employment
City employees who terminate employment within the City shall be
compensated in cash for unused sick leave at final rate of pay based on
the following:
17
XVI I
18
0
Employees Hired Before
July 1, 1999
Less than 2 years: None
2 to less than 15 years: 50%
15 to less than 20 years: 75%
20 or more years: 100%
9
Employees Hired On or After
July 1, 1999
Less than 2 years: None
More than 2 years: 50%
There shall be no maximum amount of unused sick leave eligible for cash
compensation subject to the foregoing schedule.
g. Annual Sick Leave Incentive Program
Employees with greater than 288 hours of sick leave and who have used
two days or fewer in the previous fiscal year shall have the right to cash -
out up to two days of sick leave at 100% the following July 15th.
BEREAVEMENT LEAVE
An employee shall be granted a leave without loss of pay in case of death of a
member of the employee's immediate family. Such leave is designated as
bereavement leave. Up to five (5) days leave without loss of pay shall be granted
for the death of a member of the employee's immediate family. Immediate family
as used in this section is defined as the employee's spouse, child, foster child,
grandchild, stepparent, legal guardian, stepchild, parent, brother, sister,
grandparent, grandparent -in-law, mother-in-law, father-in-law or:
a. Any other relative by blood or marriage who is a member of the
employee's household. (Employees may be required to submit proof that
the deceased relative was a member of the employee's household prior to
the time of death.)
0 0
b. Any other relative of the employee by blood or by marriage where it can
be established by the employee that as a result of such relative's death,
the employee's presence is required to handle funeral arrangements
and/or matters of estate.
In addition, bereavement leave may be granted on a case by case basis under
other circumstances at the discretion of the City Manager when it is in the best
interest of the City to do so.
Time off beyond these parameters shall be charged to any type of available leave.
Temporary and other part-time employees shall not be eligible for bereavement
leave.
XVIII. SCHOOL ACTIVITY LEAVE
Pursuant to California Labor Code Sections 230.7 and 230.8, parents, guardians
and grandparents having custody, of school-age children shall be allowed leave
from their jobs, with or without pay, as may be necessary to participate in school
activities such as parent -teacher conferences, disciplinary matters, school
programs and related events with their children. Such leave is limited to 40 hours
per school year, at a maximum of 8 hours per month. Employees must give
reasonable advance notice to the employer to permit work coverage, and may be
required to provide documentation from the school that the employee participated
in the activity on the specific date and time. Leave properly requested in advance
shall not be denied.
XIX. JURY DUTY LEAVE
Regular and probationary employees who are summoned to serve on jury duty or
subpoenaed as a witness in any court in this State of the United States, or any
administrative board of tribunals, shall be entitled to a leave of absence with pay
while serving. Employees may keep fees and fees for mileage received while
1H
rIrL
serving. Employees must return to work if not required to attend jury duty on a
particular day.
XX. DONATION OF BLOOD LEAVE
The City shall grant each employee in the unit of representation reasonable time
off for the purpose of making a donation of blood. No charge will be made against
vacation, sick or any other type of leave when such absence is approved in
advanced by the employee's supervisor/department head.
XXI. FAMILY CARE LEAVE
a. General Provisions
Family Leave shall be granted to the extent required by law,
including the following situations:
1. An employee's serious health condition.
2. The birth of a child or placement of a child for adoption or
foster care.
3. An employee's presence is needed to attend to a serious
health condition of the employee's child, spouse, parent or
child of an employee standing in loco parentis (those with
day-to-day responsibilities to care for and financially support
a child).
ii. Employees must request and identify their need for Family Leave.
The City agrees that certain other types of leaves available to
employees under this Agreement may meet'the requirements of
Family Leave pursuant to applicable law. The City may apply any
time during which an employee is on such leave against the
amount of Family Leave to which the employee is entitled.
KII
0 0
iii. Eligibility for Family Leave will be determined according to the
requirements of applicable law.
iv. When a request for Family Leave is approved, the department shall
determine whether sick leave, compensatory, and/or vacation time
is to be applied. Such determination shall be consistent with other
leave provisions of this Agreement and shall give consideration to
the circumstances and the wishes of the employee. The use of sick
leave shall be restricted to those circumstances, which qualify
under the provisions of the Personnel Rules and Regulations.
v. The City will continue to pay agreed-upon medical contributions for
the duration of an employee's approved leave, in accordance with
the Federal Family and Medical Leave Act.
b. Notification Reauirements
i. If the Family leave is foreseeable, the employee must provide the
department with thirty (30) calendar day's notice of his or her intent
to take Family Leave.
ii. If the event necessitating the Family Leave becomes known to the
employee less than thirty (30) calendar days prior to the employee's
need for Family Leave, the employee must provide as much notice
as possible. In no case shall the employee provide notice later
than five (5) calendar days after he or she learns of the need for
Family Leave.
iii. When the Family Leave is for the purpose of the scheduled medical
treatment or planned medical care of a child, parent or spouse, the
employee shall, to the extent practicable, schedule treatment
and/or care in a way that minimizes disruption to City operations.
iv. The City shall notify the employee that the employee is considered
using leave per the FMLA as required by the Act.
21
0 0
c. Verification
As a condition to the approval of Family Leave, an employee may be
required to furnish certification from the health care provider which states:
(1) the date on which the condition commenced; (2) the probable duration
of the condition; (3) an estimate of time that the employee needs to be off;
(4) that the employee cannot perform his/her duties because of the
employee's own serious health condition or that care is needed when the
leave is for an eligible family member pursuant to applicable law.
XXII. ON-THE-JOB INJURY LEAVE
Whenever an employee is compelled to be absent from active duty due to an injury
disability arising out of and in the course of employment, such employee shall be
entitled to receive an On -the -Job Injury Leave With Pay for up to the first three
consecutive days of such absence. The granting of such leave shall be
conditioned upon the following:
a. the absence is at the discretion of a licensed medical physician or, other
designated health care professional.
b. supervisory personnel have been properly notified of such injuy or disability and
an on-the-job injury report has been properly completed and submitted.
c. the injury occurred while the employee was performing work duties on the job.
Whenever the On -the -Job Injury Leave extends beyond the first three days, the
employee will be allowed to use accrued leave to supplement the Workers'
Compensation allowance to achieve the equivalent of 100% of his/her salary.
XXIII. HOLIDAYS
All City employees shall have the following holidays with pay and shall not be
required to work on such holidays except as hereinafter provided:
22
9 0
a. January 1st (New Year's Day)
b. Third Monday in February (Washington's Birthday)
c. Last Monday in May (Memorial Day)
d. July 4th (Independence Day)
e. First Monday in September (Labor Day)
f. November 11th (Veteran's Day)
g. Fourth Thursday in November (Thanksgiving Day)
h. The day following Thanksgiving Day
I. December 24th (Christmas Eve)
j. December 25th (Christmas Day)
k. December 31 (New Year's Eve Day)
I. Floating Holiday (10 hours)
Whenever a holiday falls on a Sunday not scheduled as a regular work day, the
following Monday shall be observed as the holiday. Whenever a holiday falls on
a Saturday not scheduled as a regular work day, the City will recognize the
holiday on a case by case basis and observe it either on the Friday before the
holiday or the Monday after the holiday, based on the needs of the community.
The determination of the holiday observance will be made when the City issues
the master holiday schedule each year.
Employees on a 9/80 schedule will be able to bank holiday hours for those
holidays that occur on their flex day off. The following shall apply to the use of
Holiday banked hours:
• banked hours will be capped at 24
• hours banked are not compensable — they cannot be cashed out
• banked hours must be used before any other kind of leave, except
for sick leave
• employees will be strongly encouraged to use banked hours within
a reasonable period of time, preferably by the end of each fiscal
year.
An employee must have been paid for the entire amount of regularly scheduled
hours of the days immediately prior to and following a City holiday in order to be
paid holiday pay.
P491
0
XXIV. WORK ON A HOLIDAY
0
Hours worked on a Holiday shall be paid at 1'/P times employees' regular rate of
pay. Any full-time employee who is required to work ori a holiday shall be
entitled to be paid for the holiday plus time and one half for all hours worked on
the holiday or compensatory time off at time and one half. The "day is the day'
concept shall apply.
XXV. FLOATING HOLIDAY
Probationary and regular full-time employee shall be credited with a total of ten
hours of compensated time off on July 1st of each year. The time(s) which the
employee may elect to use shall be arranged with and approved by the
employee's supervisor and Department Head and approved by the City Manager.
The floating holiday must be used prior to June 30 or shall be forfeited.
XXVI. MEDICAL, DENTAL, VISION INSURANCE AND COBRA
The City provides medical, vision and dental insurance for City employees. The
insurance becomes effective the first day of the month following the date of hire.
Medical Insurance - CalPERS
The City shall provide to employees in the bargaining unit up to the
highest CalPERS HMO premium in each coverage category (E, E+1 or
E+Family). Employees enrolling with medical carriers with premiums
lower than the highest HMO in their coverage category shall receive the
difference between their premium and the highest HMO premium in their
coverage category. Single coverage employees shall continue to receive
the existing reimbursement of $137.50 per month.
Opting out of Medical Insurance
The City shall allow employees who show proof of group insurance
24
0
0
coverage provided by a spouse, to opt out of the City's medical insurance
coverage. The City shall provide to employees who wish to opt out of
medical insurance coverage and meet the above criteria, an "opting out"
amount of $325 per month. Employees must remain enrolled in the City's
dental and vision plans.
Vision Insurance - Vision Service Plan
Dental Insurance - Aetna
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)
requires that the group health plans provide employees and their
dependents the opportunity to continue health care coverage under the
plan in certain circumstances where coverage under the group health plan
would otherwise terminate. While the City must make continued health
coverage available, it can charge qualified beneficiaries up to 102% of the
cost of coverage if continuation of benefits under the group plan is
desired.
XXVII. IRS CODE SECTION 125 PLAN
The City shall set up a Cafeteria Plan, under IRS Code Section 125, to pay for
medical, dental and vision premiums. The City shall. provide to employees in the
bargaining unit up to the highest CalPERS HMO premium in each coverage
category (E, E+1 or E+Family). Employees shall have the ability to elect which
medical carrier to enroll with. Employees enrolling with medical carriers with
premiums lower than the highest HMO in their coverage category, shall receive
the difference between their premium and the highest HMO premium in their
coverage category. Dental and vision insurance coverage shall also be a part of
the cafeteria plan.
The City will provide classified employees the opportunity to participate on a
voluntary basis in a Dependent Care Assistance Program (Section 129) under
Internal Revenue Code Section 125, which allows employees to redirect part of
25
0 0
their salary, before it is taxed, to be used for child, elderly and dependent care
and eligible medical expenses.
XXVIII. RETIRED EMPLOYEE HEALTH CARE
The City agrees to meet and confer to set up a retiree health care savings plan,
to begin the contributions to the retiree health savings plan July 1, 2008, at $15
per month, per employee on an ongoing basis, toward the fund. Employees who
wish to participate will contribute no less than $15 per month toward the fund.
Plan is subject to membership approval prior to implementation.
XXIX. LIFE INSURANCE
The value of life insurance coverage for each classified employee is the
equivalent to the annual salary plus $20,000.
XXX. CALPERS LONG TERM CARE
The City will offer this benefit at the sole expense of the employee.
XXXI. PRE -PAID LEGAL SERVICES
The City will offer this benefit at the sole expense of the employee.
XXXII. COLLEGE SAVINGS PROGRAM (529 PLAN)
The City will offer this benefit at the sole expense of the employee.
XXXIII. RETIRING EMPLOYEE RECOGNITION PROGRAM
The Retiring Employee Recognition Program provides for a salary incentive for
long term City service. The guidelines and definitions for this program are
detailed in the Administrative Policy Manual.
OV
0 0
XXXIV. RETIREMENT PLAN
All full-time employees become a member of the Orange County Retirement
System (OCRS). The City shall pay 3.6% of the employee's share of the
retirement contribution for the first two years of employment. After two years of
employment, the City shall pick up 100% of the employee's share of the
retirement contribution.
Enhanced Retirement Benefit — The City has contracted with OCERS to provide
an enhanced retirement program with the Orange County Employees
Retirement System (OCERS) for the 2.7% at 55 based on an average three
highest years salary benefit, effective January 1, 2004. This benefit will be
applicable to all years of service. The Classified group has agreed to an
additional payroll deduction in order to offset the increased cost of the employer
share and employee share of the enhanced benefit. This additional deduction
will be as follows:
Less than two years of service 4.47%
After two years of service 6.26%
XXXV. SHORT/LONG-TERM DISABILITY INSURANCE
Eligible employees shall receive short- and long-term disability coverage or
income protection of up to two-thirds of salary during disability periods due to
non -job related injury or illness. Benefits are payable after a disability elimination
period of 14 days is satisfied.
XXXV]. ACTING STATUS
Employees performing the duties of their supervisor or a higher -paid position due
to vacation, illness or leave, for 14 calendar days or more shall receive acting
status pay equivalent to the minimum salary rate for that position such that the
minimum adjustment would be at least 5% above the employee's current salary
with the approval of the Department Head and the Human Resources Manager.
Acting status shall be retroactive to the first day and subject to no additional
benefits.
27
0 0
XXXVII. RECLASSIFICATION OF POSITION
Whenever a position is reclassified which is currently occupied by an incumbent
who is satisfactorily performing the duties of the proposed position, the City shall
place that incumbent in the reclassified position, without the need to undertake a
recruitment. Such reclassifications shall not result in demotion.
A reclassification may occur when the essential duties of a position change due to
new technology, new regulations or laws, reorganization within the city, or other
compelling reasons that increase to a higher level the duties performed by the
position.
The City shall notify the Association whenever a reclassification is to occur to allow
the Association to request to meet and confer over the impact and salary of the
position.
Reclassification of an employee in a reclassified position may occur, at the City's
discretion, if s/he has been satisfactorily performing the duties of the position for at
least six months, as evaluated by the Department Head.
Out -of -Class grievances that result in position reclassifications shall also result in
the reclassification of the employee, provided s/he has been satisfactorily
performing the duties of the position for at least 6 months, as evaluated by the
Department Head.
XXXVIII. PROMOTIONS, TRANSFERS AND VOLUNTARY DEMOTIONS
a. Promotions
Promotion refers to the movement of an employee from a position in one
class to another class imposing higher duties and responsibilities,
requiring higher qualifications and providing a higher maximum rate of pay
Will be regarded as a promotion.
28
0 0
Insofar as practical and consistent with the best interest of the City, as
determined by the Personnel Officer, vacancies shall be filled by
promotion from within whenever qualified employees exist. Promotion -
only classes will be established by the Personnel Officer in consideration
of input from the Department Heads.
i. Requirements for Promotional Candidates
Only regular employees who meet the requirements set forth in the
Classification Plan and who received a satisfactory overall rating at
the time of their last performance evaluation may compete in
promotional opportunities. Any employee who wishes to apply for
promotional opportunity must also have completed at least six (6)
months in their present position.
ii. Resection Following Promotion
An employee rejected during or at the conclusion of the
probationary period following promotional appointment shall be
reinstated to the position from which promoted and shall be
reinstated to the position or class, or comparable position or class
from which promoted and shall receive credit for time served in the
promotional position unless charges are filed and the employee is
discharged in the manner provided for in these rules and
regulations.
b. Transfers
A transfer occurs when an employee changes positions which are in the
same classification having essentially the same maximum salary and
requiring substantially the same qualifications. This may or may not
involve a change of an employee's place of employment from one
department to another.
I. Conditions for Transfer
29
0
0
An employee, who does not possess the minimum qualifications for
an open position, shall not be transferred to that position. A
qualified employee may be transferred, provided the transfer has
been approved by the employee's supervisor, the new supervisor
and the Personnel Officer.
ii. Employee Requested Transfers
New employees who have completed their probationary period in
their current positions, may apply for a transfer. All other
employees, who have worked a minimum of six (6) months in their
current position, may apply for a transfer. A request may be
submitted only when a vacancy exists. The employee's request for
transfer will be considered on the basis of the employee's
qualifications for the vacant position, the employee's best interests,
and the best interests of the City. Requests for transfers must be
received according to deadlines established by the Personnel
Officer.
iii. Employer Initiated Transfers
The City of San Juan Capistrano reserves the right to transfer its
employees from one position to another, or one department to
another, if the transfer is necessary for the purpose of economy or
efficiency.
iv. Job Transfer Opportunities:
The City will consider lateral transfers and promotional
opportunities to vacant positions within the same or similar job
class for at least two weeks before they are opened competitively to
non -employees. The employee requesting the transfer must have
had a "satisfactory" rating on their last evaluation and meet the
minimum qualifications for the position. Employees eligible for
transfer or promotional opportunities shall be given the
opportunity to interview. The City would have no obligation to
30
0 1 0
hire any of the applicants for transfer.
c. Voluntary Demotion
A regular employee may request a voluntary demotion to a vacant position
in a class with a lower maximum salary rate provided the employee
possesses the qualifications of that class.
Such requests must be filed with the Personnel Officer and require
approval of the current Department Head and that of the Department
Head of the vacant position.
XXXIX. PROMOTIONAL EXAMINATIONS
Promotional examinations may be conducted whenever, in the opinion of the
Personnel Officer after consultation with the Department Head, the need of the
service so requires. Promotional examinations may include any of the selection
techniques or any combination thereof mentioned above. Only current
employees who meet the requirements of the position may compete in
promotional examinations.
XL. REGULAR APPOINTMENT FOLLOWING PROBATIONARY PERIOD
Original appointments to positions within the classified service shall be subject to
a probationary period of no less than six months and no more than twelve
months. At the conclusion of the probationary period, the employee will be
notified of regular status, provided the appointing authority approves the action.
Achievement of regular employee status shall be based upon successful
completion of a probation period, as determined by the Department Head and
approved by the Personnel Officer.
Promotional appointments shall be subject to a probationary period of six
months.
31
0
XLL TERMINATION — RESIGNATION
n
U
An employee wishing to leave the City in good standing shall file with the
immediate supervisor at least two (2) weeks before leaving the City a written
resignation stating the effective date and reason(s) for leaving.
The resignation shall be forwarded by the Department Head to the Personnel
Office and City Manager.
XLII, LAYOFFS AND RE-EMPLOYMENT
a. Conditions for Layoff
The City Manager, with the concurrence of the City Council, may abolish
any position, because of material change in duties and organization, or
shortage of work or funds. The employee holding such position or
employment may be laid off without disciplinary action and without the
right of appeal. No regular employee shall be laid off until all temporary
and probationary employees holding positions in the same class in the
department are first laid off. Only those employees in the department
assigned to the class in which the position is to be abolished shall be
involved in this layoff procedure.
b. Notice of Layoff
Employees to be laid off shall be given at least fourteen (14) calendar
days notice.
c. Order of Layoff
Seniority shall govern the layoff of employees except in the case where
there are two or more employees having equal seniority (same hire date).
Employee performance will then govern the layoff. Seniority shall be
32
0
determined as total number of years of full-time employment with the City
of San Juan Capistrano.
d. Lavoff Procedure
Employees shall be laid off in reverse order of seniority and in
consideration of performance. In cases where there are two or more.
employees having equal seniority in the affected class, such employees
shall be laid off on the basis of the last performance evaluation report in
that class as determined by the City Manager.
e. Re-employment List
The names of persons laid off in accordance with these rules shall be
entered on a re-employment list for one year, except that persons
appointed to permanent positions shall, upon such appointment, be
dropped from the list.
When a vacancy occurs in the subject class, the appointing authority shall
consider the former employees from the re-employment list. It is the
responsibility of the employee on a re-employment list to keep the City
informed of his/her current address and telephone number, and availability
for work.
XLIII. GRIEVANCE PROCEDURE
a. Matters Subject to Grievance Procedures
A grievance shall be initiated through an informal first step when the
employee notifies the supervisor verbally of his/her contention that the City
has violated or misapplied a specific obligation expressed and/or written in
the Personnel Rules and Regulations of the City. Personnel Division staff
is available to assist Department Heads in such matters as the
interpretation of Rules, documentation procedures and preparation of
notices as requested.
33
0
b. Notification of Grievance
0
The second step in the grievance process shall be a written notice filed in
a timely manner, on a form provided by the City which shall include at a
minimum:
1. Nature of the grievance;
2. Date when the incident occurred;
3. Description of the incident;
4. Rule violated; and,
5. Speck remedy sought by the employee.
c. Steps in the Grievance Process
First Step
Within ten (10) working days after the occurrence of the incident involved
in the grievance, the employee may initiate the grievance process by
discussing the matter informally with his/her immediate. An attempt shall
be made to resolve the grievance between the employee and the
immediate supervisor. The supervisor shall deliver an oral or written
response within ten (10) working days after submission of the grievance.
Second Step
If the grievance is not satisfactorily resolved in the first step, the grievance
may be submitted in writing to the supervisor's supervisor, if any, within
the department organization within ten (10) working days after the
immediate supervisor's answer is received by the employee. After an
attempt to resolve the grievance between the employee and his/her
designated representative, if any, the intermediate supervisor shall deliver
a written answer within ten (10) working days after submission of the
grievance. If there is no intermediate supervisor, the grievance shall go
directly to the Department Head.
Third Step
If the grievance is not satisfactorily resolved in the first and second steps,
it shall be submitted in writing to the employee's Department Head within
34
0 0
ten (10) working days after the intermediate supervisor's answer is
received by the employee. The Department Head shall meet with the
employee and his/her designated representative, if any, within ten (10)
working days after submission of the grievance to the Department Head.
The Department Heed shall review the grievance and may affirm, reverse
or modify the disposition made at the first and second steps and shall
deliver a written answer to the employee within ten (10) working days after
said meeting.
d. Appeal of Decision
If the grievance is not satisfactorily resolved, the employee may appeal
the decision of the Department Head to the City Manager. At the option of
the employee, the grievance may be submitted:
i. Directly to the City Manager, or
R. To an impartial arbitrator who will provide an advisory opinion to the
City Manager prior to the consideration of the grievance by the City
Manager, or
iii. To a mediator from the State Mediation and Conciliation Service
who will provide findings and recommendations to the City Manager
prior to consideration of the grievance by the City Manager.
When the appeal is submitted to the City Manager, it shall specify whether
the employee desires to have the appeal considered directly by the City
Manager or reviewed first by an impartial arbitrator or state mediator.
Such submission must occur within ten (10) working days after the
Department Head's written answer is received.
e. Advisory Arbitration
An employee may elect to use an impartial arbitrator to provide an
advisory opinion to the City Manager prior to the consideration of the
grievance by the City Manager. After a hearing on the merits of the
grievance and considering evidence from all parties concerned, the
35
0 0
impartial arbitrator shall submit a written advisory opinion to the City
Manager.
Within ten (10) working days after receipt of the written advisory opinion of
the impartial arbitrator, the City Manager shall meet with the employee
and his/her designated representative, if any, and other appropriate
persons to assess the grievance. The City Manager may affirm, reverse
or modify the disposition of the grievance. The City Manager shall deliver
a written decision to the employee within five (5) working days after said
meeting. The City Manager's decision shall conclude the administrative
appeals procedure.
If an employee elects to use an impartial arbitrator, the arbitrator shall be
selected jointly by the employee and his/her designated representative, if
any, and the City. The cost of the arbitrator, if any, shall be born equally
by the employee and the City.
f. State Mediation
An employee may elect to use a certified mediator from the State
Mediation and Conciliation Service to provide findings and
recommendations to the City Manager prior to the consideration of the
grievance by the City Manager. After a hearing on the merits of the
grievance and considering evidence from all parties concerned, the
certified mediator shall submit a written summary of his/her findings and
recommendations to the City Manager.
Within ten (10) working days after receipt of the written summary of
findings and recommendations from the certified mediator, the City
Manager shall meet with the employee and his/her designated
representative, if any, and other appropriate persons to assess the
grievance. The City Manager may affirm, reverse or modify the
disposition of the grievance. The City Manager shall deliver a written
decision to the employee within five (5) working days after said meeting.
The City Manager's decision shall conclude the administrative appeals
procedure.
ION
0 0
If an employee elects to certified mediator from the State Mediation and
Conciliation Service, the certified mediator shall be selected jointly by the
employee and his/her designated representative, if any, and the City. The
cost of the certified mediator, if any, shall be born equally by the employee
and the City.
g. City Manager
An employee may elect to submit the grievance directly to the City
Manager for a final and binding decision. Within ten (10) working days
after submission of the grievance to the City Manager, the City Manager
shall meet with the employee and his/her designated representative, if
any, and other appropriate persons to assess the grievance.
The City Manager may affirm, reverse or modify the disposition of the
grievance. The City Manager shall deliver written decision to the
employee within five (5) working days after said meeting, and such
decision shallconclude the administrative appeals procedure.
h. Extension of Time
Any or all of the time limitations mentioned above with reference to filing
and response times may be extended by mutual agreement between the
employee and the City.
XLIV. FAIR EMPLOYMENT PRACTICE
The City of San Juan Capistrano assures any technique or procedure used in
recruitment and selection of employees shall be designed to measure only the
job-related qualifications of applicants. No recruitment or selection technique
shall be used which, in the opinion of the Personnel Officer, is not justifiably
linked to successful job performance. It is the policy of the City that no
technique, procedure or policy in recruitment and selection shall be
discriminatory to any group protected by state or federal legislation.
37
0 O
XLV. NON-DISCRIMINATION POLICY
The City shall offer equal employment to all persons without regard to race,
creed, color, sex, age, national origin, religion, physical or mental handicap or
veterans' status. No applicant is to be discriminated against or given preference
because of these factors. This policy is intended to apply to recruiting, hiring,
promotions, upgrading, layoffs, compensation, benefits, termination and all other
privileges, terms and conditions of employment.
XLVI. CONTINUATION OF BENEFITS
All other fringe benefits previously granted and currently in effect to represented
employees shall remain in full force and effect for the time period of July 1, 2007
to June 30, 2009, unless modified by the provisions of this agreement.
XLVI1. SEPARABILITY
The provisions contained in this agreement have been bargained for and agreed
to independently, and no particular clause, condition, or agreement is contingent
or dependent upon any other; therefore, should any such clause, condition, or
agreement be held to be void or unenforceable, the remainder of the terms and
conditions of this agreement shall remain in full force and effect.
38
0
This agreement, entered into this XcfO day of—)U&, 2007.
SAN JUAN CAPISTRANO MUNICIPAL
EMPLOYEES RELATIONS OFFICER
0
Dave Adams, City Manager ii�t (-'q
0 - �
SAN JUAN CAPISTRANO CITY EMPLOYEES ASSOCIATION
�V
Authorized Repres ntative
ATTEST: CITY OF SAN JUAN CAPISTRANO
Margaret R. Monahan, City Clerk
Approved by the City Council of the City of San Juan Capistrano on this _ day of
2007.
39
0
City of San Juan Capistrano
Occupational Job Classes
Class Code Occupational Job Families and Job Classes Grade
1000
City Administrative Group
1010
City Manager
82
1020
Assistant City Manager
81
1100
Financial/Administrative Services Group
1110
Administrative Services Director
79
1120
Assistant Administrative Services Director
68
1130
Accounting Manager
63
1135
Accountant
48
1140
Senior Accounting Specialist
39
1150
Accounting Specialist -
35
1155
Accounting Clerk
33
1100
Customer Service Group
1160
Customer Service Supervisor
48
1165
Field Customer Service Representative
37
1.170
Customer Service Representative
35
1200
Human Resources Group
1210
Human Resources Manager
67
1220
Human Resources Assistant
42
1300
City Clerk Group
1310
City Clerk
64
1320
Deputy City Clerk
42
1400
Economic I Redevelopment Group
1410
Economic Development / Redevelopment Manager
66
2000
Clerical & Business Support Group
2010
Executive Assistant
44
2020
Administrative Coordinator
42
2030
Administrative Specialist
36
2035
Office Assistant
25
2040
Administrative Intern
16
2100
Management Support Group
2110
Senior Management Analyst
56
2120
Management Analyst
47
2200
Program Coordinator Group
2210
Volunteer Coordinator
43
3000
Planning Group
3010
Planning Director
76
3020
Assistant Planning Director
66
3030
Principal Planner
60
3025
Senior Planner
57
3040
Associate Planner
52
3045
Assistant Planner
48
3050
Planning Technician
42
3055
Planning Intern
16
3060
Historic Preservation Manager
57
EXHIBIT "A"
0 0
City of San Juan Capistrano
Occupational Job Classes
Class Code Occupational Job Families and Job Classes Grade
4000
Community Services Group
4010
Community Services Director
74
4020
Community Services Manager
60
4025
Senior Citizen Program Coordinator
46
4030
Community Services Coordinator
43
4035
Senior Recreation Leader
25
4040
Recreation Leader
15
5000
Engineering Group
5010
Engineering I Building Director
79
5015
Senior Civil Engineer
64
5016
Senior Civil Engineer- Environmental Services
64
5020
Senior Engineer
62
5030
Associate Engineer
56
5035
Assistant Engineer
54
5037
Engineering Assistant
46
5040
Construction Inspector
49
5045
GIS Technician
44
5050
Engineering Technician
42
5060
Engineering Intern
16
5100
Building Services Group
5110
Building & Code Enforcement Manager
67
5120
Building / Grading Inspector
49
5130
Code Enforcement Officer
49
5135
Senior Permit Technician
46
5140
Permit Technician
44
6000
Public Works Group
6010
Interim Public Works Director
79
6020
Public Works Manager
63
6030
Public Works Supervisor
47
6040
Senior Maintenance Worker
40
6050
Maintenance Worker 11 -
35
6060
Maintenance Worker 1
33
7000
Water Resources Group
7010
Water Operations Manager
65
7015
Water Production Supervisor
53
7020
Water Distribution Supervisor
53
5045
Water Construction Inspector
52
7030
Water Conservation Coordinator
49
7040
Water Technician III
43
7050
Water Technician 11
39
7060
Water Technician
35
7070
Water Technician Trainee
11
7100
Water Engineering Group
7110
Water Engineering Manager
69
EXHIBIT "A"
U
m
p,
M
M
m
M
W
�
M
M
M
h
.
V
W(O
V
m
M
,
W
m
0
++
t/i
N
W
m
M
m
M
v
V
M
N
m
m
O
m
N
W
m
m
W
0
M
W
M
W
m
V
m
W
m
W
n
M
W
V
W
V
M
N
o
v
V'
N
�
N
y
m
M
m
O
m
O
W
�
O
M
O
M
O
W
O
W
O
M
O
m
m
V
V
NM
m
M
_M
Q
p7
V
d'
M
m
M
N
V
N
N
�
M
r W
W
V
M
m
W
W
W
W
,
W
�
W
m
m
N
V
N
N
N
N
V
¢Z
O
K
7
W
�
m
�
W
W
r•
m
m
r
r
O
�
.-
m
�
W
�
I�
N
N
r
rr
M
W
m
N
m
n
M
m
W
M
m
M
W
W
M
m
m
W
N
>
W
W
m
m
W
M
O
Z'
O
V
n
r
N
M
O
N
W
O
W
V
r
f V
Nr
W
U
M
r
m
W
m
W
V
V
M
O
r
W
W
O
O
M
N N
y
V
M
M
V
N
M
W
V
m
W
w
V
V
V
V
M
V
V
N
V
V
N W
W
Z
O N
N
V
W
O O
O V
E
W
W
O
M
W
W
W
W
o
0
0
0
0
0
0
0
0
In
o
0
0
}
F
W
�p
M
M
W
M
n
m
N
M
V
m
M
N
V
O
M
V
N
O
o
m
m
W
m
m
M
r
NIT
r
M
'
(n
W
m M
M
v �
N
W
m
�
f,
m
W
W
V
W
W
M
�
W
N
V'
It
m
p,
M
M
m
M
W
�
M
M
M
h
V
V
W(O
V
m
M
,
W
M
++
t/i
N
W
m
M
m
M
v
V
M
N
m
m
O
m
N
W
m
m
W
0
M
W
M
W
m
V
m
W
m
W
n
M
W
V
W
V
M
N
W
V
v
V'
N
y
m
M
m
O
m
O
W
�
O
M
O
M
O
W
O
W
O
M
O
m
W
M
V
V
NM
m
M
_M
Q
p7
V
d'
M
m
M
N
V
N
N
�
M
r W
W
V
M
m
W
W
W
W
,
W
�
W
m
m
N
V
t -
V
N
N
N
V
¢Z
O
K
7
fq
N N
a
Uc
a U
W
r
a
�
m
m
M
W
P-
m
W
W
W
W
W
W
m
m
W
M
O
Z'
O
V
n
r
N
M
O
N
W
O
W
V
r
r
O
m
N
m
W
m
W
M
r
m
W
m
W
V
V
M
O
r
W
W
O
O
M
N N
y
V
M
M
V
N
M
W
V
m
W
Q
V
V
V
V
M
V
V
N
V
V
N W
Z
O N
N
W
O O
O V
E
W
W
O
o
0
o
W
W
o
0
0
0
0
0
0
0
0
In
o
0
0
}
F
W
�p
m
W
W
N
N
m
N
M
m
V
N
M
M
M
�
V
N
n
�
N
�
m
Lo
m
0
W
N
a
N
U
N
LO
M
0
M
W
W
V
U
d
'O
CC)
m
W
N
W
m
V
W
W
N
M
M
M
W
M
W
N
m
m
N
0
O
l0
C
o
0
o
0
W
c
W
w
O-
_�
F
O
V0
O
C
m
O
y
c
O
aai
2'
r0
,
U
N
d
N
W
O
y
E
cc
w
@
C
MA
U
W
>
>
>
W
C
N
N
W
G
y
U
Q
C
~
N
m
C
W
Ol
L�
W
_@
a
W
a
i�
O
T
O
O
W
w
C
C1
C
f
.O-.
C
C
C
C
N
N
C
c
.rN,
f0
.�-.
R
O)
C
C
3
Z
U
N
U
t
N
'C
N
'C
N
N
>
(p
C
3
7
C
C
C
+@+
•U
U
S
W
E
N
`
E
O
T
C
C
C
O
W
O
O
E
E
E
N
.9
o
N
U
V
E
C
G
N
n
M
0I
W
y
V
Q
Q
Q
Q
¢
Q
Q
Q
C
Q
m
U
0
U
U
0
O
W
W
W
W
0 0
N
IZ
T
to
O.
+@+
V
t0
O
m
I,
W
v
O)
u]
O
N
n
N
m
m
LO
W
o
O
O
M
F,
O
ti
N
W
N
m
N
M
m
m
M
m
N
0
m
N
M
O
m
O
N
m
O
O
r
v
r
M
>
U
W
V
CL
r
m
m
V
m
M
m
Cl)
O
O
R
r
O
LO
I-
!�
m
O
n
m
++
m
m
M
m
r
Imo.
CA
M
M
'�
O
s{
r
r
r
m
M
Cl)
N
m
O
N
r
N
CO
W
O
v
)O
m
N
VJ
M
at
v
m
M
M
M
'7
N
V
M
0
m
m
to
m
M
V
V'
N
M
G fes. M M m m r 11Y M 1� O l0 m m r r r m O w W
I� r r O) m V
tli M C mm M N V' N v N v� N In v �n m )n M a v N
N
O M M O O M
Q O O) r N m W O O) W N m R
tf)M N m m 10 N N N O) O m m IT LO m �p m CA O)
Z Nl M � M N � N V' N CO V' N � V' t0 l0 �O M M � r
@
7
m @ L
d a p r
U C Cl) O. LO M r M .O O qt M r r m O r m O) O O M r 10 R
O M W h M O i0 O) O O M M M M 1- f, Qa O W O
Q l0 @ M CM R M N T N it N (O M CO Q � M M Cl) C) CO r CA
CO
CL 4)
Cn O O
O " E 0 o 0 0 LO O w o 0 0 0 0 m m m c) 0 o 0 0 o
W @ m NO It LO OO cn M LD
O O O O O O O O O O O
U V r m m N LO M M It r m R 'It M M rr h I- r rr n
d
9
In N Cl)ci C6 C4 V' m N 10 W O 0O IT m N M M O) M r M v M N d' r V r MV N R IT V) m m M M M R r
0
O
@ O O
C N G N N_
Y 13
`
O '@O O U)
Oa c C C
COBOO
O O l09 • U V C N O N C O O lC0 @ @ N
d :� E t y c @ c v 2 5�
O yy w C d U 7 `1 N m 7
N O u C 0 V C 2 C U R U O. .. C 0 'O V U U U
Y
y� C
N O
U Q mm Q Qi E V d H H F F
v `0c ai ai aci aci U a �
@ Ed
oL CL
@
a a rn (D w m` m 3 s
m
m
2
w
w
0 0
OD
I+f
0
O.
OO
M
O
n
O
0
CO
OD
M
(O
N
N
M
N
N
O
f,
OD
O
1-
�-
m
M
r,M
0
M
OD
M
)0
0
10
m
r -m
0
O
M
0
.-
0
00 0
N
N
N
d
N
r
O
0
0
O
M
M
N
N
t0
10
M
10
O
1/)
O
n
N
O
O
O
1n
)0
F
0
r
O
A
7
N
OO
r
M
M
a
w
A
10
n
N
c)
N
lj
"
N
w
Lo
M
R
N
a
N1
M
M
0
f00
100
V'
¢Z
K d
w
U) c v
N
O.
+�
M
N
M
01
O
O
O
M
N
r
O
M
0
0
O
V
1D
r-
CD
M
N
M
M
0
10
4
O
r
r�
O
1,
�
O
O
V
N
0
�
n
O
0
11
t`
O
0
O
O
M
v
N
'-
0
M
?
Co
O
O
M
co
N
N
.-
o
O
r
M
o
d
U c M
Oy
OO
ti
OO
0
CO
M
(D
O
M
r
0
N
t0
0
OD
1`
MV
CD
O
O
O
O
r
�-
O
O
O
O
00
MC)
t0
M
a
Cl)
0
O
00
W
+O+
OD
'W
M
10
N
(�
0
t0
W
N
M
O
O
M
-T
O
In
O
)0
O
M
N
0
V
N
N
N
V
v
n M 10 M N tb 0 � M N 0 0 O 0 W M M aT N M R
100 (0+) R N Y 0 II tN0 N Ir[7 OT N 7 V0 10 N IT 0
R
I+f
O.
OO
M
O
n
O
0
CO
OD
M
(O
N
N
M
N
N
O
f,
OD
O
1-
�-
m
M
r,M
0
M
OD
M
)0
0
10
m
r -m
0
O
M
0
.-
0
00 0
N
d
N
r
O
0
0
O
M
M
N
N
t0
10
M
10
O
1/)
O
n
N
O
O
O
1n
)0
F
0
r
O
A
7
N
OO
r
M
M
O
w
A
10
n
N
c)
N
lj
"
N
w
Lo
M
R
N
a
N1
M
M
0
f00
100
V'
¢Z
K d
w
U) c v
N
W
Qac
U c M
Oy
OO
ti
OO
0
CO
M
(D
O
M
r
0
N
t0
0
OD
1`
MV
CD
O
O
O
O
r
�-
O
O
O
O
00
MC)
t0
M
a
Cl)
0
O
00
�,
Z.p - n)
+O+
OD
'W
M
10
N
(�
0
t0
W
N
M
O
O
M
-T
O
In
O
)0
O
M
N
0
V
N
N
N
V
j C
fn
M
co)
IT
N
M
N
7
0
O
O
N
V
Z N
E 4.
U) 02
ly U a
O W
0
U7
LL7
O
O
O
O
10
10
O
O
O
O
O
O
O
O
O
h
O
O
O
}
W
M
117
r
10
N
O
v
O
M
O
M
O
a
O
M
O
N
M
M
M
V'
f�
N
M
CD
IO
F.
U
U
.-
.
.-
.-
.
N
N
N
O
M
t0
M
Lo 10
0
47
v
h
to
O
O
N
N
d
�
ci
v
m
mto
v�
M
v
U)
It
v
v
v
v
m
v
(p
V
O
0
i
Y
C
`0
O
U
O
O
O
G
_
z�
C
C
o
O
O
_
C
C
N
V
N
cc
.0
O
O
C
O.
O)
Ol
O!
C
O
Z
O
O.
8
O
`
Of
C
C
t
C
W
y
O)
U
VI
C
M
C
C
C
C
C
OI
O
E
U
C
N
U
N
Q
-0
C
~
.!2
N
U
U
>
>
.w
>
N
w
a
C7
(n
C
O
0
N
y
M
M
M
F
fA
N
b
N
W
C
d
c
0
m
m
O
c
Z
B
N
U
'c
O)
c
O)
r
N
d
C
j
C
C
y
N
N
C
V
Q
0
0
0
0
3
O)
C
C
C
K
U
a
a¢
a
a¢
a¢¢
m
0
0
0
0
0
0
w
w
w
111
R
O
0
0
N
T
ts
W
O
Z
d
y c �
Qa0
U o W
Z ?I
C fn
Z K N
al
LL U n
}0 W
F
U
0 0
V
C r W O M O LL') N O Q) r m O W Q N 01 W 10 r r t0
OOD 000 O N r 10 dD M M M N 10 M N M M O m N
V1 m v' M 7 M In N � N �t d• m N �n f0 (O t0 � � V N
M
G O n m O ao N O n O O M m m O 'T
fq M � m M M �Y N C N V st m M O an t0 cD M V V N
N
I O N
a7 r M r O c� N f0 O O O W f� 10 M D7 M W
f0 M N r N W W I� M r 10 O
m� M N N d' N � N V R N V' Vo 10 w 10 10 M C V N
T
U
O.
r�
N
0
O
w
f0
w
M
•7
tD
01
r
m
r
m
O
m
LO
0
O
N
O
V
w
m
10
m
�
m
r
to
m
10
F-
10
O
m
N
m
�D
10
m
N
m
�
m
M
N
V'
N
sr
N
M
�
N
�
�'
M
m
In
m
M
V
.-
()p
ii
LO
t
T
r
O
N
N
r
O
a
O
fp
O
10
O
(D
m
m
p
N
O
a
10
0
C)
O
m
O
M
O
M
O
�
O
V
r
r
O
a
O
f0
In
M
O
[}
M
N
O
�
S
10
W
04
r
T
O
M
m
m
w
r
Q
N
O
n
V'
r
m
t0
M
O
O
M
V
M
n
M
M
DD
O
�
O
O
1`
O
O
M
1.-
C
r -
r
V'
N
GD
1-
m
V
C r W O M O LL') N O Q) r m O W Q N 01 W 10 r r t0
OOD 000 O N r 10 dD M M M N 10 M N M M O m N
V1 m v' M 7 M In N � N �t d• m N �n f0 (O t0 � � V N
M
G O n m O ao N O n O O M m m O 'T
fq M � m M M �Y N C N V st m M O an t0 cD M V V N
N
I O N
a7 r M r O c� N f0 O O O W f� 10 M D7 M W
f0 M N r N W W I� M r 10 O
m� M N N d' N � N V R N V' Vo 10 w 10 10 M C V N
T
O.
r�
N
0
O
w
f0
w
M
•7
tD
01
r
m
r
m
O
m
LO
0
O
N
O
V
w
m
10
m
�
m
r
to
m
10
w
M
uO
10
O
m
N
m
�D
10
m
N
m
�
m
M
N
V'
N
sr
N
M
�
N
�
�'
M
u•1
In
m
M
V
.-
()p
ii
LO
t
T
r
O
N
N
r
O
a
O
fp
O
10
O
(D
m
m
p
N
O
a
10
0
C)
O
m
O
M
O
M
O
�
O
V
r
r
O
a
O
f0
In
M
O
[}
M
N
O
�
M
Cl)
r
�O
O
a
O
t17
0
N
O
I,
M
T
O
1�
O
n
O
�
O
LO
o
O
�
O
.y
O
r
O
C)
O
r
N
�
r
d
�
r
N
M
10
10
O
N
LL]
O
O
O
t`
O
N
M
M
l0
O)
m
T
E
'o
_d
Q
m
r
0
O
z
0
1=
m
to
N
z
o
LL
C
N
a
N
i
m
O
c
co
m
O
mE
h
_
c
m,
L
m
r
a
«
C
•c
a
~
'c
a
y
v
J
•O
my
w
N
N
U
v,
rn
5
O
QUoc
0)miZ5
N
O
c
m
L
•�
o
0
�
c
o
(aO
dc
OO
a
o
E
�°
Qom.
C
0)
�
c
U
N
d
0)
`
V
ID
O_
o
7
N
pc
«
O
N
2'Z
N
n
c
o
y
«
o
N
n'
lj
c
Om
.-
mo
dQ
«
c
0000
-C
U
«
-_
c
R
U
«E
c
m
H
N
c
c
m
L
C
a
O
0
2
ad
o
r
N
D.
0
RESOLUTION NO. 07-08-07
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN
JUAN CAPISTRANO, CALIFORNIA, AMENDING RESOLUTION
NO. 94-12-6-5, THE CITY'S CLASSIFICATION AND
COMPENSATION PLAN
WHEREAS, the City Council of the City of San Juan Capistrano is
authorized and directed under the City's Personnel Rules and Regulations to
adopt and amend a Personnel Classification and Compensation Plan in order to
administer the City's Personnel Management System; and,
WHEREAS, agreement has been reached between the City and
the San Juan Capistrano Classified Employees Association; and,
WHEREAS, the City now desires to amend the Personnel
Classification and Compensation Plan in order to implement the salary increases
for the members of the Classified Employees Association, and provide similar
compensation for all part-time and temporary, full-time employees in the
classifications listed in Exhibits A and B; and,
WHEREAS, the City's Personnel Rules and Regulations provide
that adoption or amendment of the City's Personnel Classification and
Compensation Plan shall be made by resolution of the City Council.
NOW, THEREFORE, BE IT RESOLVED, that the City Council of
the City of San Juan Capistrano does hereby amend Resolution No. 94-12-6-5,
the City's Personnel Classification and Compensation Plan as set forth in
Exhibits A and B.
PASSED, APPROVED, AND ADOPTED this 7th day of August,
2007.
ATTEST:
MARGARET R. MONAHAN, CITY CLERK
SAM ALLEVATO, MAYOR
ATTACHMENT 2
0
0
N
T
d
U
(U
w
W
O
z N
< 7
N L
Q c Cn
L) c
Z,
Q
� N f6
zz °a
0 0
WO U n
E
W
U
CO
I*
M
M
O 7 (O 10 0 O , O CO m V � O V' V N LO N 0 0 r
f� M W I� m m 1, 0 0 .- O W I` m I,- N
m m CO M m 00 m m M 0 M M w M M 0 M M m M m
0 M N O M 0 O O 0 0 M 0 0 M r N V r CA
0 M M � N R CO � f� (O l0 N � In to M It (O N � V
M M 0 M N m M m r CO 0 N 0 0 0 M w N M
M 0 m M m 0 M m I- CO m N 0 0 m 0 m 0 V
N (O 1- 117 M W O N 0 t` M M 0 M M n to m M 10 I-
, 0 M N 0 O IT O m m 0 m O 0 W V N 0 In
V (O N N O O (W O O O_ O O_ O_ m V (O m
M M M M N N M to M M 0 0 117 V 10 M V N N 0
r
0 0 0 0 M M w V M O
+d+ r N V O n O N OOD W m CD 0 V O (0 .0- O M
!/) V M M N M 0 V 0 0 V V V' It V M V V N V V
�0 N 0 O O O O 0 0 O O O O O O O O O r O O O
M 0 10 N V M M V M 't N M M M sr I� N M 0 In
N N N to M 0 M 10 0 V' n In N (O M N
d
(0
W M 0 N (O 0 0 0 00 N m m M m (A 0 N 0 0 N V
M q- M M V N to V
0
O
(0
0 C
O
0 U
0 OO O
(0 N O U O C
U m a m
C O U 0)
n
` " N * U
O
Y .0 O Q 0) C U_ p d
O N U y U y
c E U c 0 (D
U N > > > p c m (" 0 in c c m U Q ~ N
m c m 0) .� .� .m W a. w a 05 o ,> g o N y c c c Q
CC �HMMMc� m 0 '� c w
G))2 ,o o o—
OU U NNN U maECCNO0)O)mN
U U U U
Q Q Q Q Q Q Q Q Q m U U 0 w w w w
o a
o
N m
> N x
a
L1J
N r- M M r. -
N r M N M O^ N M CO N N 00 N O
+O+ O O O N N (D O U) O r N O V M M N (D � M
fn V V M V M CO N V N V co Lo Lo t0 CO CO V V (O N
U
N
W
C Rm V 'D V O M W M O _O V � O (n � O O n V
M0) OD � r O M M O I (D M (O 00 O N O
r � r- C) O V I- V V (n M N O N N M V CO N
V) V co co M V N V N V V M �f ) LO (O CO (O M V V' N
M
O
N
M
r
O
(D
M
r
M
O
(N
I�
r
O)
M
O
V
f-
�-
O)
M
O
(fl
O
M
r
N
N
(P
m
N
M Q)
N
Q
N
M
.-
CO
V
t0
N
M
M
V
N
V
O
O
CO
CO
M
O
N
V
N
N
N
N
O
�
N
W
V
N
Z
+�+
y
M
N
V
M
CO
M
ONO
N
0
V
N
V
N
M
V
OND
N
w
V
V
(O
(MO
Ln
(MO
(O
O
M
M
V
N
7
M L
O. CL U
N
r
UC
a
(n
M
r�
M
O
O
V'
M
M
O
,
M
O
O
O
M
r
In
V
O
N
M
O
r
V
M
O
0
M
O
O
M
O)
M
e-
Cl)
r�
r
V
O
O)
O
ZZm
`+
M0
N
t
(D
M
.^
O
O
00
M
O
(n
N
M
M
V
00
O
N
(A
M
V
M
M
N
V
N
V
N
M
CO
N
V
V
to
(n
(n
CO
M
V
(6
C (n
a
Q 0)
MO O
O U E
y
(n
O
O
O
(n
O
M
O
O
O
O
(n
(O
(n
M
O
(n
O
O
O
O
} w
U
M
.-
N
N
(D
O
M
O
M
O
V
(O
O
(O
O
V
O
V
.-
V
O
co
O
N
O
M
,
V
O
N
O
I
O
(D
O
(O
O
V
O
I-
O
I-
M
(O
N
N
M
M
V
(0
V
V
(O
(n
r
n
r
r
r
r-
0 O
C
N
�
m
O
O
0
O
0
U
N
O
O
y
a)CL
CL
O_
N
C
Z
Q
N
N
C
U)
N
J
V
m
C
C
u)
)
Y
Y
C
,Cc
N
O
C
C
E
U
O
C
C
C
C
C
>O
>O
l9
�'
C
C
m
L
U
O
O)
N
-U
(0
-U
W
-U
O
O
>
>
A
.V
N
U
7
N
O
U
`
7
U
U
N
U
U
N
C
L
N
J
O
C
0
H
N
L
L
L
L
C
O
O
C
CN
U
C
F
C
U
.m
U
„_,
C
N
O
Om
U
U
U
U
I-
ca
U)
Q
F
'@
Q
0'
E
U
0
a
H
F
h
H
N
U
c
N
ami
ami
C
C
N
O
O
O
a)
N
N
m
N
(0
N
(0
(0
N
v
iT
x
O
a
a
a
W
(n
(n
(n
in
(n
3
O
Z
N
F 3
0- c
CL U
U c M
Z o Z
Z) N
c07
O M
Z a O
<E T
(n O O
LL U a
O w
F}"
U
TO
co
N
0
0
N 0 O �_ O O 00 N 00 V LO 0 0 NV 0 0 cl) M
M V V t0 N V0 �0 r 0 0 W (0 f0 0 V (0 (00 N 0 Ln
fl - M 0 M N W 0 1- M N 0 0 O 0 0 m m V N m V
V m M CO CO M V V N M W W M O W M 0 r- (D 0 �
(00 M V V N V 0 u0') r 0 0 0 V LO N V V 0 N V n
0 M O I` O m (D 0 M 0 N N M N N O I- W O r I
I- , O M V O M I, W M r a- (0 r r O M r V M M I'-
M M m 0 O N M 0) N 10 r M 0 m (0 V (O 00
(0 M M V N N M (D (0 M 0 0 N u) V (0 (0 V (LO0 N V V
N I� N (D V 00 .0) N (0 Cl) O O I- O O M 0 V0 V 0 01
N M N O M N 0 0 (O 10 N 0 0 I- N M
l0 m
m V M O N 0 N N 0 N N V 00 M V (0
�0 M M V N m M 0t0 (O 0 (0 0 V (0 10 M V V N V V
r
Q a0 W ao 0 M 0 (D 0 M V O O O O M (O M M 0 O
+�+ W M M N N (NO M 0^0 N M O O M O O M N 0 N N V
V1 V M M V N M 0 V w 0 0 N) V 0 l0 M V V N V V
N 0 to O O O O M 0 O O O O O O O O O R O O O M t0 0N V M M V M V N m M M M V I� N M 0 M �
N
'O
A
0
0
O
m
c
O
p U
0 O O O
m N a U p c
c w� U M o a m
c (u
76 0) a) ` N O) O (Oj 0 N of N C 'C c
Y U C CO 0 C C C Z cc
a) '� O N d) Ile U N N U
U (n >>>c' m c m @ to c aZi U q w
M m w d w 2 p O m> rn rn 0) q
H C C C N N N Y @ N (0 O) lL
N U U U � � t N N N WO
= U E C C N CLO)
M m N
U U U U 'O "0 N N N N 7 O O O O 7 W c C c X
V g q q q q q q q q q m 0 0 0 0 0 0 w w w w
00
0
0
N
_T
Lo
a CC) N V O O O N V' I,- CO O V M V CO W O I` 00
> .O+ CO O) O (O I• O) � N V (D O OD V' V O O O V V r
U
(q V N V CO M N N (O N V V M LO N M ((O (^O v V CN N
O
w
W
G7
t� M M M O N N M M ' M O W
O (O lA O O O CA N M O O M N W M
O tb W O N M M OD V' to O N N M M N M M M M 0 O M O N
M
r;
m
K
W
G
W
,
O
M
W
M
W
O
LO
M
M
O
It
rl
It
M
W
IT
V
O000
O
.�+
(O
fn
M
M
�
M
M
M
M
V
N
R
N
7
It
M
Cn
M
CO
CO
(D
M
�
V-
N
N
p,
W
(O
I�
M
N
O
7
M
I`
M
N
(D
(O
M
N
(O
(O
r
V
O
CA
,
Cl)
O
V
N
CO
O
O
O
O
r-
M
O)
W
.-
O
N
Cn
O
++
N
V
U)O
I`
0)
Cl)M
V'
N
N
O)
O)
OD
O
I`
I`
I`
,
10
O
Z
!/i
M
V
M
M
N't
N
V
N
V'
V
N
V
V
M
M
N
M
V
-�t
N
�
O
CO
CO
C �
f0
Q
a U
U
(�)
r-
(O
W
tb
V
O
M
CO
CA
(O
N
V
O
Cl)
OD
O
O
l0
N(C)
O Z.
N
N
O
CO
M
,
O
CO
O
O
CO
In
VOD
M M
O
C-
V)V
Z
N
CO
CO
I-
V
N
N
O)
O
I`
IT
O
M
If)
Cn
CO
CA
Cl)
(A
Q
y m
h
Cl)
It
M
Cl)
N
V
N
V'
N
M
It
N
V
'V'
(O
N
CO
co
Cl)
V
c M
Z
O
QE
T
(n
O O
W
U a
E0
N
N
0
0
0
(O
O
(n
O
O
O
O
(n0
(n
LO
O
(n
O
O
O
O
W
CO
NCO
Cn
M
V
CO
CO
�
V
M
N
CO
N
(O
CO
V
r -
U
N
O
O
O
O
O
O
.-
O
O
O
O
O
O
O
O
O
O
U
(O
O
N
N
M
M
R
0
V
V-
CO
M)
r
t`
n
r
I`
I-.
O
R
�
r
N
M
In
In
V
O
N
(n
O
O
lO
r
CO
N
M
M
N
(A
M
0
O
C
f6
V
O
C
L)
U
0
N
`
O
N
N
C6
0
0)
—
(D
O
U
0 O
O
N
O
O
y
Q
O
O
C
co
O)
a)
i
U
m
U)
O
O
N
r1
C
C
.0
C
O
C
Cn
C
C
C
C
C
O
>>
O
(Q
L
O
O
O
N
N
N
CO
N
O
(v
N
.V
�
N
C
N
m
00U
`
j
U
O
O
.CA
O
C
C
U
C
U
d
~
C
-0
U
C
U
.O
C
C
F
CO
N
O
U
i-
'
c
c
Q
rn
rn
.3
Q
aci
E
0
o
CL
F
F
H
H
U
'O
C
N
O
C
O
C
—
E
c
C
c
C
m
�
O
�
O
O
.N
d
O
O
O
O
O
O
O
N
_U
`O
U
N
@
(O
(O
!a
O
7
N
(6
N
N
N
N
N
N
N
m
m
U
ii
x
2
2
0
a
a
a
of
(n
(n
(n
in
(n
3:
3:
3:
3:
�:
3:
3:
r;
m
K
W
32400 PASEO ADELANTO JAI
SAN JUAN CAPISTRANO, CA 92675 S �%
(949) 493-1171
(949) 493-1053 FAx lmm�v�wallo
nTaulsalo 1961
www.sanyvancapisb-ano. org 177,
MEMBERS OF THE CITY COUNCIL
NOTIFICATION OF MEETING OF POTENTIAL INTEREST
OF THE SAN JUAN CAPISTRANO CITY COUNCIL
SAM ALLEVATO
THOMAS W. HRIBAR
MARK NIELSEN
JOE SOTO
DR. LONDRES USO
The City Council of San Juan Capistrano will meet at 7:00 p.m. on August 7, 2007 in the
City Council Chamber in City Hall, to consider: "Consideration of Memorandum of
Understanding (San Juan Capistrano Classified Employees Association)" — Item
No. D18.
If you have specific thoughts or concerns regarding this item, you are encouraged to
participate in this decision making process. You can communicate with the City Council
through correspondence addressed to the Council and/or by attending the meeting and
speaking to the Council during the public meeting.
Correspondence related to this item must be received at the City Clerk's office by 5:00
p.m. on Monday, August 6, 2007 to allow time for the Council to consider its content.
If you would like to speak at the meeting, please complete a yellow "Request to Speak"
form found inside the entrance to the Council Chamber. This form is turned in at the
staff table, just in front of the Council dais. You will be called to speak by the Mayor
when the item is considered.
You have received this notice at the request of the City staff member Kathleen Springer,
Human Resources Manager. You may contact that staff member at (949) 443-6321
with any questions.
The agenda, including agenda reports, is available to you on our web site:
www.sanwuancapistrano.org. If you would like to subscribe to receive a notice when
agendas are posted to the web site, please make that request by sending an e-mail to:
cityclerk cDsanivancapistrano.org.
Meg Monahan, MMC
City Clerk
cc: San Juan Capistrano Classified Employees Association; City Employees
Assoicates; Dave Adams, City Manager; Kathleen Springer, Human Resources
Manager
Received staff report
San Juan Capistrano: Preserving the Past to Enhance the Future
�, Pnmetl on 100% recycled paper
0
RESOLUTION NO. 07-08-07- 0 5
0
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN JUAN
CAPISTRANO, CALIFORNIA, AMENDING RESOLUTION NO. 94-12-6-5,
THE CITY'S CLASSIFICATION AND COMPENSATION PLAN
(CLASSIFIED EMPLOYEES ASSOCIATION)
WHEREAS, the City Council of the City of San Juan Capistrano is authorized
and directed under the City's Personnel Rules and Regulations to adopt and amend a
Personnel Classification and Compensation Plan in order to administer the City's
Personnel Management System; and,
WHEREAS, agreement has been reached between the City and the San Juan
Capistrano Classified Employees Association; and,
WHEREAS, the City now desires to amend the Personnel Classification and
Compensation Plan in order to implement the salary increases for the members of the
Classified Employees Association, and provide similar compensation for all part-time
and temporary, full-time employees in the classifications listed in Exhibits A and B; and,
WHEREAS, the City's Personnel Rules and Regulations provide that adoption or
amendment of the City's Personnel Classification and Compensation Plan shall be
made by resolution of the City Council.
NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of San
Juan Capistrano does hereby amend Resolution No. 94-12-6-5, the City's Personnel
Classification and Compensation Plan as set forth in Exhibits A and B.
PASSED, APPROVED, AND ADOPTED this 7th day of August, 2007.
F11 0 3 IN71%• •-
Page 1 of 1 08/07/2007
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss.
CITY OF SAN JUAN CAPISTRANO )
I, MARGARET R. MONAHAN, appointed City Clerk of the City of San Juan Capistrano, do
hereby certify that the foregoing Resolution No. 07-08-07-05 was duly adopted by the City
Council of the City of San Juan Capistrano at a Regular meeting thereof, held the 7"' day of
August 2007, by the following vote:
AYES:
COUNCIL MEMBERS:
Nielsen, Uso, Hribar, Soto and Mayor Allevato
NOES:
COUNCIL MEMBER:
None
ABSENT:
CIOUNCIL
MEMBER:
None
O
Z N
0 20 t
Ua�
c �
Z o
Q
Z) VO1 A
Z O
Q £
N O O
LL U a
E
W
U
ZO
CS.
N
r
W
m
U
2U
V
F
u
d
F"
y
to
N
I
0 0
r W 0 r O O r 0 O ro r O r
r O O N t0 r M M M O M O O O O V 0 O
117 Cl) V V N N V 0 M r 0 M M 10 In O V It u7 N V
0 0 W M 0 N In a M N N r N N 0 O O M w
O O W M O M r O O M M 0 M M O M M O M
M N M N O (OD M 0 n (VD (VD N (V0 0 M I O r
IN M M 10V N M COO(Nn (00 0 M M v M try M v 7 N v
V(D W N 0 O V O O O 127 O O 0 tb N c0
O (D N N N M O O O O O O r O (0 O
, , W N r N N
V MM V N M In V (0 M 12) M V 10 M M V V N It
r r M M V- 2r In r m O 1n 1n u7 1n In M M oo V M
r N V O In 0. r O N O M r OD 01 O In O
V V N V
In O O O O O U2 M O O O O O O O O O r O O
M In M N O O O O O O .N- ` M M a} ,r N M 0 O
IO M M M ID ID R r0 IOD .- h N M
0 M 10 N (O (D V M (D N O O M O O IO N co 0 N
V M M V .- M 0 V 0 to V V V V V M V V — V
O
i0
C
` O a
f6 N O U O
C
.4'2 E . V C 5
0 N Ncu
YU
Y � U C U)N N C C O Z O N O y N o
q) CoN y
rn rn' > w a w d o o In U rn rn 0)c c c M m m o- -- c c c
QO QU y77 CC + 'N N . O O
'O y0 O N V05 CL
7 CO
CC W O O O 7 N
Q Q Q C
Q m U U U U U 0 w w w
O
QZ
2 7
¢aU)
U c
Z C
Q@
N N
z N
Z Cl N
Q
U O o
}0 U o_
F
W
U
0 0
M
N
W O
0
W W r m r O d' v CO M N O N N m V
v It M UO CO CO co CO M V
.- r` M M (0 0 , CO M r O W W 0 e- r W O
V r O W et n r m 6) W O W r N N O O
N V CO to 0 M IT
N N W (O CO N W CO 0 N N V O M W
to O N V N w W m O O C) N W V O M M 0 O)
CO CO N V W W CO N N N m O W W r Co CO W W O
v M � M M N � N � N M et N v � M O ll') M M
d O CO M t- M O a `7 M W O W M O O M
O M O M O CO M O O M M M M r n O
r M M O N W M O , W W W CO CO N M M 4 W
CA OCO O O O CO o CO O O O O 0 CO CO O O CO O O
m , W N CO CO M V W M v v8 M N M v N W CO
O N O O O , O O O O OO O O O O
U N W W N Cn M M a r W R V LO N t` n r M M t-
d
A
C7 M V M N N CO O O r W N M Mm LO
coV' � M V N N V V CO h CO M M
0
O
C N � @ O O O
C y y
o m cu_
a' y _ U 0 U O a N
CL
Q O. > 0 U C C 0.
C 0 Y Y CO U U JE
C � (4
coo M # 'O 'O 'C C 10 O M C O O O CO CO
'E
O L
y m Y O cD
O y ? DCC
0) Q YO N C C N O C O C O C U d H C C -O L L
O U O or-. 020 O U O
H c 0) Q 2 W 0) E U 0 d F- F
N U " C C U E C C O O O .�.. w .O-.
N X O) j N N `y f0 l6 N fU O) N U CO l0 CO CCI CO
v w ii r 2 2 0 a a 0. w U)0) U)to v�
Q
H
Mn
b
2
x
Q
N
++
N
I-
N
N
o
V
�O
O
V
U)
1-
O)
V'
st
M
0)
M
10
_ D
O
7
O
f-
N
M
r�
N
N
CO
OD
CO
N
M
I-
O)
V
s{
U)
h
N
O
N
W
V
10
M
r
IT
O
h
N
M
O)
N
W
CO
N
M
'r
W
O)
0
M
W
OD
N
N
W
00
N
M
W
UO
00
It
Ow
N
CO
7
M
N
W O
0
W W r m r O d' v CO M N O N N m V
v It M UO CO CO co CO M V
.- r` M M (0 0 , CO M r O W W 0 e- r W O
V r O W et n r m 6) W O W r N N O O
N V CO to 0 M IT
N N W (O CO N W CO 0 N N V O M W
to O N V N w W m O O C) N W V O M M 0 O)
CO CO N V W W CO N N N m O W W r Co CO W W O
v M � M M N � N � N M et N v � M O ll') M M
d O CO M t- M O a `7 M W O W M O O M
O M O M O CO M O O M M M M r n O
r M M O N W M O , W W W CO CO N M M 4 W
CA OCO O O O CO o CO O O O O 0 CO CO O O CO O O
m , W N CO CO M V W M v v8 M N M v N W CO
O N O O O , O O O O OO O O O O
U N W W N Cn M M a r W R V LO N t` n r M M t-
d
A
C7 M V M N N CO O O r W N M Mm LO
coV' � M V N N V V CO h CO M M
0
O
C N � @ O O O
C y y
o m cu_
a' y _ U 0 U O a N
CL
Q O. > 0 U C C 0.
C 0 Y Y CO U U JE
C � (4
coo M # 'O 'O 'C C 10 O M C O O O CO CO
'E
O L
y m Y O cD
O y ? DCC
0) Q YO N C C N O C O C O C U d H C C -O L L
O U O or-. 020 O U O
H c 0) Q 2 W 0) E U 0 d F- F
N U " C C U E C C O O O .�.. w .O-.
N X O) j N N `y f0 l6 N fU O) N U CO l0 CO CCI CO
v w ii r 2 2 0 a a 0. w U)0) U)to v�
0
0
N
N
>. Ip
Q o c
o w o_ )
> (ii In N
U
N
w
It
CL
m L
VJ a N
M
Q lf) O)
M V N
a
F-
m
X
w
Q
N
O
O)
CD
Z
U%
V
N
CU t
C
z0
y
lO
0)
O
N
� N
zz a
U)
O O
LLwO U a
w
0
0
w
=°
0
0
d
m
CD
a
a
F-
m
X
w
Q
0 0
c
p,
W
M
O
F�
O
W
0
W
M
(0
N
N
M
N
N
O
h
W
O
r
C)
y
m
N
m
M
M
N
M
0
LO
N
F-
T
L
w
'WV
lM0
10
0
1�
7
1�
M
m
S
y
>
N
N
O)
w
O)
O
•1'
O
O
Cl)
V
N
w
O
0
CO
N
W
O
4
N
n
CO
W
0
N
0
M
0
OD
W
N
d'
V
M
CO
t`
r
O
CO
r,
n
O
CO
O
7
N
11•)
t-
f`
O
CO
t-
r
O
tD
O
O
M
IT
N
,
LO
M
((O
M
O
C0
O
N
N X
W
N
V
Q
N
t`
10
0
v
W
0
N
W
M
O
O
r
O
O
0
co
0
V
W
N
M
r
r
N
O
M
N
CO
CO
CO
M
N
)0
W
Q
Z
D_
r
(/1
tom-
0
W
M
M
O
v
0
W
V
N
to
N
W
W
v
00
14
0
f+
0
W
N
n
N
N
0
W
m
LO
W
M
O
a
OD
W
N
W
W
O
O
O
7
(3)
0
v
7
M
10
N
N
N
0
CD
7
M
p,
W
M
O
F�
O
W
0
W
M
(0
N
N
M
N
N
O
h
W
O
r
y
m
M
M
N
M
0
LO
N
w
'WV
lM0
10
0
1�
7
1�
M
W
N
7
N
Q
N
t`
10
0
v
W
0
N
W
M
O
O
r
O
O
0
co
0
V
W
N
M
r
r
N
O
M
N
CO
CO
CO
M
N
)0
CO
Z
O
CO
� @ N
Q 6_
C)c N
d
W
W
W
W
0
0
W
M
O
O
r
O
O
W
CO
M
M
(D
r_
CD
M
O
_M
N
(n
t_
V
W
O
O
r
O
O
M
O
V
O
Z 0
�+
W
M
W
N
N
(0
w
W
N
M
O
O
M
O
O
l0
N
W
N
N
j y m
N
V
M
M
7
N
M
10
v
0
M
CO
tO
7
M
10
M
qr
c M
Z a a
U) 0
0
LL U Cl
O w
0
In
In
O
O
o
o
to
U)
O
O
o
0
0
0
0
0
0
rn
o
o
Z
M
t0
W
N
V•
co
Cl)
M
V
N
Cl)
Cl)
co
N
Cl)
W
to
m
O
O
O
O
O
O
O
O
O
O
O
O
O
m
cM-•
t0
O
N
y
T
L
d
0
O
L
W
M
W
N
(fl
O
IT
W
W
N
Q)
Q)
M
0
0
W
N
W
W
N
p
c
y
m
v
d
O
f0
0
C
°o
r
0
y
00
0
c
v
c
y
N
40
0
m
G
c
n
•10
'O
O
N
0
N
0
y
U
W'
(6
N
C
O
O
O
Y
❑
C
coC
C
C
"O
Z
y
N
ate..
U
O
U
(n
>
y
>
(tea
c
fA
c
r
ID
U
Qo
m
c
m
0)
m
'�
'�
w
a
w
a
c�
O
c
c
0
r
c
b
C
c
4)
o`
C
2
•_
U
,�
_
3
7
•C
w
7
y
7
C
r
U
U
d
�•
t
ry
UOU_C
)
E
E
0O
E
o
0
00
'O
_0
CL
0
0(U
E
0
0
0
W
7
O
O
O
O
7
0
c
a
U
Q
Q
Q
4
0
0
0
Q
Q
Q
00
U
U
U
U
U
Q
w
W
W
r
a
0 0
Cl)
r-
M
M
M
O
M
M
O
r
W
co
W
co
o
y
f�
O
v
v
v
M
W
O
O
m
N
;+
N
W
V
(+
M
(O
V
r
M
W
co
O
M
W
V
N
O
V
M
N
M
V
O
M
N
lO
r
lO
M
(O
O
O
O
O
0)
M
M
V
F-.
_T
N
m
GO
(n
N
V
O
O
,
O
N
V
(,
U)
O
-,t
M
st
M
M
O
I,
X
y
>
r
M
t`
M
l0
CO
r
V
r
0
M
O
V
O
M
V
(D
M
M
r�
M
(O
0
O
N
r
0
N
(O
N
V
(--
V
(D
OD
V
(O
M
M
M
r
(O
V
O
(O
V
N
co
O
r
O
O
r-
O
O
M
V
V
r
V
W
O
(O
(0
V
(O
O)
CO
M
V
N
N
O)
O)
W
O
r
h
r
w
VJ
V
M
V
M
M
N
V
N
V
N
V
V
N
V
V
(n
lO
(O
M
V
W
F- �
U) c y
V
d L
U
0)
V
,
d
U c U
d
r
M
M
W
M
O
r
CON
M
M
N
M
O
O
r
M
M
M
m
N
O ?.
+O+
O)
W
O
O
N
h
M
V
(O
(O
N
(O
M
N
M
M
O
M
^
Z ''=�+
N
V
V
V
M
N
V
Cl)
M
(O
c)
r
N
N
N
N
V
N
O)
M
O
V
r
N
r
V
CO
V
co
(O
(O
(O
(O
(O
(O
CO
M
M
Cl)
r-
M
M
M
O
M
M
O
r
W
co
W
co
y
f�
O
v
v
v
M
W
O
O
;+
N
W
V
(+
M
(O
V
r
M
W
co
O
M
W
V
N
O
V
M
N
M
V
O
M
N
lO
r
lO
M
(O
O
O
O
O
0)
M
M
V
N
C
CO
tO
O
LO
w
M
M
O
V
N
(D
O
O
O
0)
r
M
0)
O)
O
O
(O
(0
V
(O
O)
CO
M
V
N
N
O)
O)
W
O
r
h
r
Z
VJ
V
M
V
M
M
N
V
N
V
N
V
V
N
V
V
(n
lO
(O
M
V
0
F- �
U) c y
d L
U
r
d
U c U
d
W
r
(O
W
w
V
m
M
O
W
0
N
V
0
M
V
O
O)
OO
(n
O ?.
d
N
O
OD
Cl)
O
r
O
(O
O
O
O
(0
V
OD
r
M
O
^
Z ''=�+
N
V
V
V
M
N
V
Cl)
M
(O
c)
r
N
N
N
N
V
N
O)
M
O
V
r
N
r
V
CO
V
co
(O
(O
(O
(O
(O
(O
CO
M
M
N N
c M
Z
a�
0
W 0
LL U a
O w
N
0
0
0
O
O
(O
O
m
O
O
O
O
(n
(O
(O
(n
O
to
O
O
z
}
m
r
(D
N
CO
0
M
V
0
0
V
V
V
M
N
M
V
N
(D
0
m
F
O
r
N
O
O
O
O
O
O
O
O
O
O
O
O
O
O
T
L
O
�
E
V
M
V
M
M
N
V
r
V
r
M
V
N
V
V
(O
(O
(O
M
M
c
N
m
o'
d
_T
O
O
0
N
C
U
W
O
c
0)
N
_
N
O
-O
O
N
O)
N
n
Qa
U
c
:3
c
N
(0
N
Y
Y
C
@
U
N
p)
0
C
E
V
C
(n
N
O
>O
O
OS
.0
C
OS
O
c
O
O
(0
w
0
N
E
0
U
N
L
O
0
J
O
C
d
I--'
71
K
m
m
c)
_
H
>
j
c
c
Q
F�
m
rn
Q
a
E
U
(L
F
F
U
E
C
U
_
c
c,`o_
0
•"N-'
0
y�J
A
X
V
d
m
C
m
tu
m
m
y
aci
m
aci
U
m
m
m
m
m
v
W
iL
x
o
a
a
a
co
w
<n
in
V)
3
3
r
R
a
0
0
N
� T
_)
LO
CL
N
cu
M
j
ad
N
W
a
a
y
rn
LO
m
v
N
M
CL
v
n
0
n
U)
(n
v
N
N
a
nC14
v
U)
Z
N
v
N
F
U) c �
(0
U c U
a
N
co
O 0
Q
N
V
0)
C U
Z C. N
U) O(D
O
W U n
U lL
H
O
O
O
O
U
U
n
n
d
{Q
v
C7
a
.-
0 0
M
H
m
LU
q