The URL can be used to link to this page

Home My WebLink AboutF-3b - Tentative Agreement with the Newport Beach City Employee LeagueE 0 1UN 2 5 M I June 25, 1990 City Council Agenda IpPlIM4:1) I Item No.F-3 (b) TO: MAYOR PLUMMER AND MEMBERS OF THE CITY COUNCIL From: City Negotiating Team SUBJECT: TENTATIVE AGREEMENT WITH THE NEWPORT BEACH EMPLOYEES LEAGUE The following points have been agreed to in terms of a two year Memorandum of Understanding by both the negotiators for the Newport Beach Employees League and the City's negotiators. Final agreement is subject to ratification by the members of the Association and approval by the city Council. 1. The two year agreement would contain language providing for reopeners on benchmark review, J-1 comparison review to ascertain that benefits were properly compared, and programs mandated by governmental agencies other than the City which may affect terms and conditions of employment, and items mutually agreed upon. 2. 1990-91 J-1 Total compensation increase of 6.0%, salary increase of 6.72%. Within the compensation increase there is a special adjustment each year of 3.7% for supervisory classes other than Utilities and Parling Lot Supervisor as well as levelling adjustments to balance pay levels for Parks and General Service Supervisors. The City and League will jointly prepare a list of benchmarks and benchmark comparisons in Fullerton, Santa Ana, Huntington Beach, and Anaheim for incorporation into the MOU document. 3. The $400 cap will remain on medical coverage for the life of this M.O.U. (Subject to #l, above). 4. League will consent to phase in of highest year. Phase in to be in synch with Police, Fire, Marine, and Professional and Technical phase-in. An amortization schedule showing the percentage to be added each year will be incorporated into the MOU. 5. Compensatory time may be taken in lieu of pay with the approval of the department director. (M) V V 6. Annual certification pay for Class A licenses at $100 smong certification increased to $100, pesticide applicator certification increased to $300 at level IV. 7. When an employee having five years of service with the City is on an approved disability leave of absence (up to a maximum of one-year), the City will pay one-third of the cost of the employee's insurance (health, life, and disability); for an employee with ten years of service the City will pay two- thirds of the cost; the City will pay the entire cost for an employee with fifteen or more years of service. 8. Insurance proposals will be referred to the Medical Advisory Committee. 9. Tuition reimbursement will be brought to a maximumof the 1990 costs of part-time status at UCI. Benefit may be accessed in a lump sum. 10. League will participate in Paid Leave Program on a voluntary basis with all new hires placed in the program. Access to sick leave bank for unscheduled absence due to conditions presently covered by the sick leave policy will be after the first day. The first day will be from paid leave. Enrollment must be concluded by August 24,1990. Program will begin on September 1, 1990. 11. Night shift differential will be increased to $1.00/hr. for work after 5pm. 12. When a position is reclassified upward, the incumbent of the position being reclassified shall be reclassified with the position. If the position being reclassified has not been occupied by one individual for a period of one year, continuously prior to the reclassification, the reclassified position may be filled by recruitment. Unless, in the judgement of the department director, there are exceptional circumstances such recruitment shall be closed promotional. 13. Employee work site training shall occur at least every other month. League and City will work with field departments to introduce and refine a program in safe lifting and defensive driving at the start of employment and with an annual program. 14. Accident reporting system as agreed to in past will be instituted for NBEL represented departments. At the time of start-up, there will be a joint Labor Management committee of all three field departments to discuss implementation. This same group will review the program after six months. League officers will be included in the meeting. 15. Employees may keep worn out polo -type uniform shirts with understanding that such shirts may not used to misrepresent the City. 16. NBEL employees may use current bereavement bank to attend the funeral of a unit member. Understanding is that departments must be staffed if the funeral occurs during working hours. 17. Employees may trade one -day of floating leave for half-day Christmas eve and New Year's Eve in 1990 only. 18. Existing MOU language concerning Medical Advisory Committee shall be amended to allow for both special meeting to be convened by the Personnel Director or a majority of the Committee and for an annual meeting in July following the end of the open enrollment period. 19. Copies of personnel resolution, employer-employee resolution, current MOU, and departmental policies will be combined and distributed to League represented employees. 20. Drug testing program referred to an ad hoc committee. f 1990-91 • EXHIBIT "A" LEAGUE CLASS MONTHLY CLASSIFICATION CODE SALARY RANGE AUTO PAINT AND BODY MECHANIC 5-008 2354- 2862 BEACH/STORM DRAIN SUPERVISOR 5-010 2902- 3527 BEACH MAINTENANCE CREW CHIEF 5-013 2441- 2967 BUILDING MAINTENANCE SUPRVSR 5-015 2902- 3527 BUILDING MAINT CREW CHIEF 5-020 2443- 2970 BUILDING MAINT WORKER I 5-025 1736- 2110 BUILDING MAINT WORKER II 5-030 1914- 2327 CARPENTER 5-035 2327- 2828 CARPENTER SHOP SUPERVISOR 5-040 2902- 3527 CONCRETE FINISHER 5-045 2327- 2828 CONCRETE MAINT. CREW CHIEF 5-047 2443- 2970 CONCRETE MAINT SUPERVISOR 5-050 2902- 3527 ELECTRICAL SERVICES SUPERVISOR 5-055 3155- 3835 ELECTRICIAN CREW CHIEF 5-060 2862- 3479 ELECTRICIAN I 5-065 2354- 2862 ELECTRICIAN II 5-070 2596- 3155 EQUIPMENT MECHANIC I 5-075 2034- 2472 EQUIPMENT MECHANIC II 5-080 2354- 2862 EQUIPMENT MECHANIC, SENIOR 5-085 2596- 3155 EQUIPMENT MAINT SUPERVISOR 5-090 2959- 3596 EQUIPMENT OPERATOR I 5-095 2010- 2443 EQUIPMENT OPERATOR II 5-100 2216- 2693 EQUIPMENT OPERATOR, SENIOR 5-103 2422- 2944 EQUIPMENT SERVICEWORKER 5-105 1887- 2294 GROUNDSWORKER I 5-115 1857- 2258 • 1990-91 EXHIBIT "A" LEAGUE CLASS MONTHLY CLASSIFICATION CODE SALARY RANGE GROUNDSWORKER II 5-120 2048- 2489 HARBOR INSPECTOR 5-122 2501- 3040 EQUIP MAINT. CREW CHIEF 5-128 2725- 3313 MAINTENANCE WORKER I 5-130 1914- 2327 MAINTENANCE WORKER II 5-135 2010- 2443 PARK EQUIPMENT MECHANIC 5-145 2150- 2613 PARK MAINTENANCE CREW CHIEF 5-150 2443- 2969 PARK MAINTENANCE SUPERVISOR 5-155 2902- 3527 PARKING LOT LEADPERSON 5-157 1823- 2216 PARKING LOT SUPERVISOR 5-158 2213- 2690 PARKING METER SUPERVISOR 5-160 2901- 3526 PARKING METER SERVICEWORKER 5-165 2034- 2472 PARKING METER SERVICEWORKER,SR 5-170 2242- 2725 PESTICIDE APPLICATOR 5-175 2150- 2613 REFUSE INSP/RECYLNG COORD. 5-178 2509- 3050 REFUSE SUPERVISOR 5-179 2902- 3527 REFUSE WORKER I 5-180 1845- 2242 REFUSE WORKER II 5-195 2034- 2472 SIGN & PAINT SHOP SUPERVISOR 5-200 2902- 3527 SIGN & PAINT SHOP TECHNICIAN 5-205 2216- 2693 SPRINKLER SYSTEM CREW CHIEF 5-208 2443- 2969 SPRINKLER SYSTEMS TECHNICIAN 5-210 2150- 2613 STREET MAINTENANCE CREW CHIEF 5-213 2443- 2970 STREET MAINTENANCE SUPERVISOR 5-215 2902- 3527 TELECOMMUNICATIONS SUPERVISOR 5-218 3155- 3835 r • 1990-91 EXHIBIT "A" LEAGUE CLASSIFICATION CLASS CODE MONTHLY SALARY RANGE TELECOMMUNICATIONS TECHNICIAN 5-220 3064- 3724 TRAFFIC PAINTER 5-330 2010- 2443 TRAFFIC PAINTER SUPERVISOR 5-335 2902- 3527 TRAFFIC PAINTER CREW CHIEF 5-337 2443- 2970 TRANSFER STATION OPERATOR 5-339 2413- 2935 TREE MAINTENANCE SUPERVISOR 5-340 2902- 3527 TREE MAINTENANCE CREW CHIEF 5-343 2443- 2969 TREE TRIMMER I 5-345 1950- 2370 TREE TRIMMER II 5-350 2150- 2613 UTILITIES EQUIPMENT SPECIALIST 5-368 2472- 3005 UTILITIES SUPERVISOR 5-370 3005- 3652 UTILITIES CREW CHIEF 5-375 2596- 3155 UTILITIES SPECIALIST I 5-380 1937- 2354 UTILITIES SPECIALIST II 5-385 2150- 2613 WATER PLANT OPERATOR 5-410 2596- 3155 EMPLOYEES ASSIGNED TO REGULAR FULL-TIME SHIFTS AT NIGHT SHALL RECEIVE $ 1.00 PER HOUR NIGHT DIFFERENTIAL PAY.