HomeMy WebLinkAboutCC Reso No 2017-106 Approving Change Benefits for LIUNA Local 777RESOLUTION NO. 2017 -106
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LAKE ELSINORE,
CALIFORNIA, APPROVING THE CHANGE OF BENEFITS FOR UNION
REPRESENTED EMPLOYEES FOR THE PERIOD OF JULY 1, 2017, TO JUNE 30,
2021
Whereas, the City Council and the employees represented by LIUNA Local 777 have come
to an agreement for the period of July 1, 2017, to June 30, 2021, (See attached Exhibit A).
Because of this agreement and in an effort to maintain parity, a resolution changing the benefits
for union represented employees is required.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF LAKE ELSINORE, DOES
HEREBY RESOLVE, DETERMINE AND ORDER AS FOLLOWS:
Section 1. This Resolution shall apply to Fiscal Years 2017 -18, 2018 -19, 2019 -20 and 2020-
21 commencing July 1, 2017, and ending June 30, 2021, for the Memorandum of Understanding
by and between LIUNA and the City of Lake Elsinore as reflected in attachment labeled Exhibit
A.
Section 2. This Resolution shall take effect from and after the date of its passage and adoption.
Section 3. The City Clerk shall certify to the adoption of this Resolution and enter it into the book
of original Resolutions.
Passed and Adopted on this 12'h day of September /-? -4 A
R6b4rt E. Magee ,
Mayor
Attest:
(�- gus M. Domen, MMC
City Clerk
STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE ) ss.
CITY OF LAKE ELSINORE )
I, Susan M. Domen, MMC, City Clerk of the City of Lake Elsinore, California, do hereby certify that
Resolution No. 2017- 106 was adopted by the City Council of the City of Lake Elsinore, California,
at the Regular meeting of September 12, 2017, and that the same was adopted by the following
vote:
AYES: Council Members Hickman, Manos,
NOES: None
ABSENT: None
ABSTAIN: None
Tisdale; Mayor Pro Tern Johnson, Mayor Magee
Susan M. Domen, MMC
City Clerk
Exhibit A
MEMORANDUM OF UNDERSTANDING 2017 -2021
BY AND BETWEEN CITY OF LAKE ELSINORE
AND LIUNA LOCAL 777
TABLE OF CONTENTS
PAGE
ARTICLE I
APPLICATION & RECOGNITION
2
ARTICLE II
TERM
3
ARTICLE III
CITY RIGHTS AND RESPONSIBILITIES
3
ARTICLE IV
COMPOSITION OF BARGAINING UNIT
3
ARTICLE V
COMPENSATION
4
ARTICLE VI
BENEFITS
11
ARTICLE VII
HOLIDAYS & LEAVE
16
ARTICLE VIII
CATASTROPHIC LEAVE DONATIONS
21
ARTICLE IX
BOOT ALLOWANCE
22
ARTICLE X
MEET AND CONFER ON PERSONNEL RULES
22
ARTICLE XI
LABOR /MANAGEMENT COMMITTEE
23
ARTICLE XII
AGENCY SHOP
23
ARTICLE XIII
SUPPLEMENTAL INSURANCE
23
ARTICLE XIV
SECTION 125 PLAN
24
ARTICLE XV
STANDBY PAY
24
ARTICLE XVI
STANDBY VEHICLE
24
ARTICLE XVII
TUITION REIMBURSEMENT
27
ARTICLE XVIII
SAVINGS CLAUSE
27
ARTICLE XIX
GENERAL CONDITIONS
28
ARTICLE XX
COMPLETION OF BARGAINING
29
The City of Lake Elsinore (hereinafter called the "City" or "Employer ") and LIUNA, Local 777 (hereinafter
called the "Union ") hereby enter into this Memorandum of Understanding ( "MOU ") after meeting and
conferring pursuant to Section 3500 et seq of the California Government Code.
ARTICLE I APPLICATION AND RECOGNITION
This Memorandum of Understanding shall constitute the full agreement as to rights, benefits and working
conditions of all the following classifications of employees who are currently or hereafter regularly
employed by the City:
Account Specialist I
Account Specialist II
Account Specialist III
Accountant I
Administrative Assistant
Assistant Planner
Associate Civil Engineer
Associate Planner
Building Inspector
Code Enforcement Officer I
Code Enforcement Officer II
Code Enforcement Supervisor
Community Development Technician
Community Development Technician II
Community Services Coordinator
Engineering Inspector
Engineering NPDES Coordinator
Engineering Technician
Engineering Technician II
Equipment Operator
Graffiti Technician
Special Events Coordinator
I.T. Database Analyst I
I.T. Technician I
I.T. Technician II
Information System Analyst
Lake Operations Supervisor
Lead Worker - Facilities
Lead Worker -. Lake Operations
Lead Worker - Parks
Lead Worker - Street Operations
Maintenance Worker I
Maintenance Worker II
Mechanic
Office Specialist I
Office Specialist II
Office Specialist III
Parks Supervisor
Public Works Supervisor
Recreation Supervisor
Sr. Accountant
Sr. Building Inspector
Sr. Planner
Copies of the adopted Memorandum of Understanding and City Personnel Rules will be distributed to
all employees through a joint publication effort between the City of Lake Elsinore and LIUNA, Local
777.
The City agrees to allow for employee Union meetings and minimal use of office equipment with prior
approval by the Director of Administrative Services.
ARTICLE II TERM
This MOU shall apply to Fiscal Years 2017 -2018, 2018 -2019, 2019 -2020 and 2020 -2021 with regard
to all wages, benefits and other terms and conditions of employment commencing July 1, 2017 and
ending June 30, 2021.
ARTICLE III
CITY RIGHTS AND RESPONSIBILITIES
The City retains, solely and exclusively all the rights, powers and authority exercised or held prior to
the execution of the Memorandum of Understanding, except as expressly limited by a specific provision
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of this Memorandum of Understanding. Without limiting the generality of the foregoing the rights,
powers, and authority retained solely and exclusively by City and not abridged herein, include, but are
not limited to the following: To manage and direct its business and personnel; to manage, control, and
determine the mission of its departments, building facilities and operations; to create, change, combine
or abolish jobs, departments, and facilities in whole or in part; to layoff employees for lack of work or lack
of funds; to direct the work force and determine the number of employees needed; to hire, transfer,
promote and maintain the discipline and efficiency of its employees. To establish reasonable work
standards and make reasonable accommodations in employment; to determine schedules of operation
and reasonable work load; to specify or assign work requirements and require overtime; to schedule
working hours and shifts; to adopt rules of conduct and penalties for violation thereof; to determine the
type and scope of work to be performed and the services to be provided; to determine the methods,
processes, means and places of providing services and to take whatever action is necessary to prepare
for and operate in an emergency, pursuant to City ordinances.
In the event that an emergency is declared, the City shall notify the Union within 48 hours of said
declaration, providing it with the opportunity to meet and confer overthe impact of the emergency upon
the existing Memorandum of Understanding.
ARTICLE IV COMPOSITION OF BARGAINING UNIT
The classes of employees represented by this Agreement along with related grades and salary ranges
are reflected in Exhibit B.
ARTICLE V COMPENSATION
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An employee compensation plan has been established to provide salary schedules, salary rates, salary
ranges and steps and time intervals for salary review. Each position in the plan shall be assigned a
salary range or rate. All persons employed by the City shall be compensated in accordance with the
compensation plan then in effect as set forth.
The Personnel Officer shall from time to time, review the compensation plan and the compensation
ranges established for some or all of the classes set forth in the classification plan and may recommend
changes thereto. In arriving at recommended salary rates or ranges, consideration may be given to
such factors as: prevailing rates of pay and of working conditions for similar work in other public agencies
and in private employment, to current costs of living to suggestions of Department Heads and to the
City's financial condition and policies. Prior to any such recommendation, the Personnel Officer and
Representatives of employee organizations which are recognized for purposes of meeting and
conferring /consulting, shall meet - and - confer /consult in good faith to endeavor to reach agreement on
matters concerning wages, hours, and other terms and conditions or employment in classifications
represented by such employee organizations.
The compensation plan adopted as a part hereof may, from time to time, be amended by action of City
Council. Affected employee organizations shall be given prior notice of amendments and revisions, in
accordance with State Law.
B. HOURS OF WORK
The work period shall be defined as a fixed as a regularly recurring period of 168 hours or 7 consecutive
24 -hour days. This period starts at 12:00 Noon, Friday, and ends at 11:59 A.M. on the following Friday.
The work day shall be defined as any fraction of the work period above that when calculated or added
together, totals 40 hours per work period. Employees required by the nature of theirjob to work a period
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of time greater than that defined herein, shall be compensated for hours in excess of the full -time work
week on the basis of, and in accordance with, the provisions set forth herein relating to overtime, unless
otherwise provided for herein by the law.
C. WORK SCHEDULE
Department Heads shall designate working schedules for the employees of their appropriate
departments to carry out work of the Department. The Department Heads may alter the schedule from
time to time as the needs of the department may require. The City will notify of changes in work schedule
two weeks in advance except in cases of an emergencies. The Department Head shall report in writing
to the City Manager any work schedules put into effect and any changes made thereto; such changes
must be in keeping with the intent of any employer- employee agreement which has been approved by
the City Council.
D. HOURS AND PAY
Employees shall be paid on the basis of the hourly rates set forth based upon actual hours worked. The
pay period shall be a recurring period of 336 hours, or 14 consecutive 24 -hour days. Exempt employees
are compensated on the basis of professional expectancies and not upon hours worked. They are
expected to devote sufficient time to their duties to complete tasks at superior levels of performance and
be accountable to the City and public for their activities.
E. WORK SCHEDULE
1. 9/80 Plan
The City and Union agree to adopt the so called 9 -80 plan, whereby on a departmental basis, as
approved by the City Manager, unit employees shall be scheduled to work on a regular work schedule
of nine (9) days of ten (10) normal work days each during the two week work period (80 hours).
EXAMPLE:
For Employees scheduled under this section, overtime shall be paid for time worked in excess of forty
(40) hours in a City designated work period. The work period shall be established for each individual
employee so that Forty (40) hours or actual work is within each designated seven (7) day work period.
Unscheduled annual leave, shall not count as hours worked toward the calculation of overtime. Annual
leave shall be taken in keeping with established policy and assessed on an hourly basis. Holidays shall
continue to be observed on a daily basis. When a holiday falls on a day on which no work is scheduled
employees will be given either the preceding or following day off as a paid holiday.
F. CLASSES AND RANGES
The classes of employees and related grades and salary ranges for LIUNA represented full -time
employees for the term of this agreement shall be set forth in Exhibits B -1, B -2, B -3, B -4, B -5
attached hereto.
The salary ranges for Maintenance Worker I, Maintenance Worker II, Mechanic, Accountant I,
Account Specialist I, Account Specialist Il, and Account Specialistill shall be increased by5%
effective upon approval and adoption of this Agreement, and by an additional 5% effective the
first pay period in July 2018.
The salary ranges for Code Enforcement Officer I and Code Enforcement Officer II shall be
increased by 2.5% effective upon approval and adoption of this Agreement, and by an additional
2.5% effective the first pay period in July 2018.
G. SALARY STEPS
Salary step advancement shall be granted upon approval of the Department Head (or the City
Council in the case of the City Manager) for continued meritorious and efficient service ad
continued improvement by the employee in the efficient performance of the duties of his /her
position. Employees shall be eligible for consideration for salary step advancement as follows:
1. To the "B" step of the salary range, or in those cases where an employee is hired
at a step above "A" step, to the next higher step in the salary range upon
completion of the probationary period and acceptance to regular status.
2. To the next step of the salary range in one year upon recognition of meritorious
and efficient service, by the Department Head. Review and evaluation of said
service shall be in writing, discussed with the employee and signed in the
presence of the Personnel Officer or his /her designee a copy given immediately
to the employee.
3. In case of a promotion, the employee shall be entitled to a minimum of the
nearest higher monthly salary which is at least five percent higher than his /her
previous base salary if such increase will not result in a salary rate in excess of
the regular top step of the class to which he /she is promoted. The employee's
new anniversary date shall be the date of said promotion and the date upon
which future merit raises will be based.
In those cases approved by the Department Head and the Personnel Officer wherein an
employee demonstrates exceptional ability and proficiency in the performance of his /her duties,
said employee may be granted a special salary step advancement to the next higher regular step
in the salary range without regard to the above minimum length of service provisions.
An employee who is being paid on a salary step higher than the "A" step may be reduced by
one or more steps on the basis of unsatisfactory work performance or conduct. Such an action
to reduce the employee's salary to a' lower step, shall only be made in conjunction -with
disciplinary action taken pursuant to the provisions set forth herein.
An incumbent employee reclassified from his /her position to lower job class, shall retain his /her
rate of pay and anniversary date for purposes of merit pay increases, or shall be placed on a
regular step of the lower salary schedule closest to their rate of pay. If the "E" Step of the salary
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schedule of the lower job class is lower than the incumbent's rate of pay, the rate of pay shall
be identified as the "Y" Step of the lower salary schedule. An employee compensated at the "Y"
Step because of the downward reclassification shall remain in the "Y" Step until such time as
his /her job class is assigned to a salary schedule in which the "E" Step is equivalent to or higher
than the "Y" Step, at which time the employee shall be placed in the "E" Step. An incumbent
employee reclassified with his /her position to an equivalent job class, shall retain his /her rate of
pay and anniversary date for purposes of merit pay increases.
H. COMPENSATION ADJUSTMENTS
Effective first pay period in January 2019 there will be a half percent (0.5 %) increase added to
base salary.
Effective first pay period in July 2019 there will be a half percent ( 0.5 %) increase added to the
base salary.
Effective first pay period in July 2020 there will be a two percent (2 %) increase added to the
base salary.
OVERTIME
Subject to approval by the City Manager and to the following provisions, a Department Head
may prescribe reasonable periods of overtime to meet the operational needs of their department.
Overtime is defined as hours worked by any employee subject to the provisions of the Fair Labor
Standards Act in excess of forty (40) hours worked in one (1) 7 -day work period. Non - exempt
employees shall receive additional compensation for overtime in accordance with the following
provisions:
1. Non - exempt employees shall be compensated at one and one -half times their
regular rate of pay for all overtime hours worked in excess of 40 hours in one (1)
7 -day work period. Hours of unscheduled annual leave and /or unpaid leave shall
not be considered "hours worked" in determining eligibility for time and one -half
compensation.
2. In lieu of monetary compensation for overtime hours worked in excess of 40,
non - exempt employees may elect to receive compensatory time off at a rate not
less than one and one -half hours for each hour of overtime. Non - exempt
employees may accrue no more than 240 hours of compensatory time. All
overtime in excess of these maximum accruals will be compensated in cash
only.
An employee with accrued compensatory time shall be permitted to use such time within a
reasonable period after making the request if the use does not unduly disrupt the operations of
the City.
Upon termination any accrued and unused compensatory time will be paid at the rate that is not
less than (1) the average regular rate of pay received by the employee during the last three
years of the employee's employment, or (2) the final regular rate of pay of the employee,
whichever is higher.
3. Any City recognized holiday worked shall be paid at the rate of one and one -half
times the regular hourly rate plus nine (9) hours pay for said holiday, unless the
holiday was a scheduled eight (8) hour day.
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4. A minimum of two (2) hours pay at time and one -half of the employee's hourly
rate shall be paid to any employee who is called back to work during non -
regularly scheduled work hours. Call back time worked beyond two (2) hours
will be paid at one -half. This section shall not be interpreted as requiring a
minimum payment of two (2) hours when an employee's work shift is extended
or he /she is called in early to work his /her shift.
If an employee is called to perform City work during non - regularly scheduled work hours, which
work is handled over the telephone and does not require the employee's physical presence at
the job site, the employee will be compensated for such telephone calls in fifteen (15) minute
increments. For example, an employee who in required to spend up to 15 minutes on the
telephone performing City work during non- regularly scheduled work hours will be paid for 15
minutes; an employee who spends between 16 and 30 minutes on the telephone will be paid
for thirty (30) minutes work, etc.
5. Recognized holidays and scheduled annual leave days will be calculated as
time worked in computing overtime.
J. STAND -BY POLICY
Duty Sign up — The Department Director shall designate the minimum standards
qualifying an individual to perform a stand -by function. The department will first
seek stand -by individuals by means of a voluntary sign up list. If fewer than two
employees volunteer for stand -by duty, then the Department Director shall assign
the appropriate number of employees to stand -by status. Such assignment shall
be on a rotation basis. Procedures will be adopted and instruction provided prior
to implementation of this policy.
2. Duty Requirements — Employees on a stand -by shall be required, at all times, to
carry a functioning City- issued cell phone, voice mail device and be able to respond
to calls within 30 minutes of being paged. In addition, employees are expected to
maintain a state of mental alertness and physical dexterity similar to that which is
required for performance of their regular duties. A stand -by assignment shall be
for fourteen consecutive calendar days starting on Friday at the end of the normal
work shift.
3. Compensation — In any situation where an employee has been in a designated
stand -by status and is to remain on -call, then the employee shall be compensated
at a rate of $200.00 for each seven -day stand -by period.
4. Substituting for an Employee — Any employee designated to serve in a stand -by
capacity may seek a substitute by another employee, subject to submitting such
proposal to the Department Manager and subject to the Department Director's
approval of the substitution. The substitute shall be compensated at $25 per day.
During a personal emergency, the stand -by person may select a substitute from
the approval list without department approval.
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5. Duty List — The Department Manager shall be responsible for scheduling
employees for stand -by duty and providing a duty roster to the Sheriff's
Department and the City Manager. The Duty roster will list stand -by employees
with their stand -by duty dates, home telephone numbers, and City- issued cell
phone and voicemail number.
K. BILINGUAL PAY
The City agrees to an annual Bilingual Pay bonus of $600 to qualified employee's payable on
a pro rata basis each pay period. Qualified employees will have been tested for bilingual ability
and have agreed to provide bilingual services, in the course of their employment.
L. PARITY AND CLASSIFICATION STUDY
The City will perform a classification study, to be completed no later than December 31, 2020.
The following cities will be surveyed: Murrieta, Perris, Temecula, Corona and Menifee. The City
will meet and confer with LIUNA prior to the implementation of any changes following the
classification study upon completion in 2020. To the extent the City is required to meet and
confer by law, the parties understand that impasse procedures apply; to the extent the City is
meeting and discussing with the union where meet and confer is not required by law, the parties
understand that impasse procedures do not apply. The City shall provide the LIUNA Board
Members with a copy of the Study upon completion in 2020.
M. LONGEVITY PAY
The City provides Longevity Pay of 5 %, payable on a pro rata basis each pay period, at the
end of the 10th, 15th and 20th years (120th, 180th and 240th month respectively), subject to
Department Head recommendation and City Manager approval, for employees at the top step
of their range.
N. EXEMPT EMPLOYEES
Certain classes of employment are considered to be "exempt" from the provisions of the Fair
Labor Standards Act (FLSA) on the basis of the executive, administrative, or professional
functions. Incumbents employed in those classes shall not be eligible for overtime pay but shall
be entitled to paid Administrative Leave as set forth in the Personnel Rules and Regulations.
Those classes not considered exempt are listed in Exhibit B -1.
O. PAY DAYS, DIRECT DEPOSIT & CHECK STUBS
The official pay day will be the Thursday following the end of the pay period. New employees
are required to participate in Direct Deposit. The City provides check stubs supplying, on a
current basis, complete information of all deductions, annual leave, floating holidays and
administrative leave.
P. TEMPORARY UPGRADE
In the event an employee is assigned a temporary upgrade to a classification that is in a higher
pay range than the one in which he /she is regularly employed, he /she shall receive
compensation as follows:
The employee must first work in the higher classification for not less than twenty (20)
consecutive working days within a 12 -month period. After having accumulated twenty (20)
working days in the higher classification, thereafter the employee shall receive a five percent
(5 %) increase in pay for work in the higher classification. Within six (6) months the position will
be reevaluated to determine permanency or continued temporary status and appropriate
compensation.
Q. BONUS PAY
The City shall have the right to develop and establish policies and procedures pertaining to
bonus and /or incentive pay.
R. ANNUAL LEAVE PAYOUT
Employees that accrue annual leave shall be eligible to cash out a maximum of eighty (80)
accrued annual leave hours in a fiscal year provided that they leave at least a minimum of forty
(40) accrued annual leave hours on the books. Employees shall be eligible to cash out accrued
annual leave hours no more than twice a calendar year, up to a maximum of eighty (80) hours.
Employees must complete an annual leave payout request form, obtain acknowledgement from
their director and approval from finance and the City Manager.
S. RECALL PROCEDURE
If an employee is called back within one year of layoff they will receive the same pay and benefits
as if rehired to the same position.
T. PUBLIC CONTACT
The City Administration has implemented a program limiting public access hours to 8 a.m. to 5
p.m., Monday through Thursday, and 8 a.m. to 4 p.m. on Friday, in conjunction with the 9/80
program implementation.
ARTICLE VI BENEFITS
A. GENERAL
Classified employees shall be entitled to certain benefits of economic value in addition to
salaries, economic incentives, holidays, vacations, etc., provided herein.
B. UNIFORMS
Effective with approval and adoption of this MOU, except for the Public Works Department,
regular full -time employees required to wear and maintain uniforms in the performance of their
job duties shall receive a monetary allowance of $50 per pay period. The following positions are
required to wear and maintain uniforms:
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Code Enforcement Officer I
Code Enforcement Officer II
Enforcement Supervisor
Building Inspector
Engineering Inspector Code
The uniform allowance shall be used to purchase and maintain shirts, pants and boots to the extent
required in the performance of their job duties. The City will continue to provide required and
necessary equipment for Code Enforcement employees. The City will purchase an initial set of
uniforms for new employees. When an employee stops working at the City, the City will collect and
retain any uniforms.
Uniformed employees of the Public Works Department shall be furnished uniforms and boots
required in the performance of duties in accordance with policies established in this MOU and by
the Department Head and approved by the City Manager.
C. MEDICAL, DENTAL, VISION AND LIFE INSURANCE
Subject to market conditions and changes necessitated thereby, the City shall make available
single party and dependents hospitalization, major medical, dental, and life insurance to all
employees, and to such other officials as may be designated by the City Council. The City shall pay
that amount toward the premium for such insurances as may be determined by the City Council
and the employee shall pay the remainder of the premium. Such premiums shall be paid only to
the company or companies with which the City has contracted for such insurance coverage.
During periods of approved medical leave with pay, the City shall continue to pay its normal
contribution for the above insurances for all officers and employees.
1. Health & Dental
a) The City will remain in the medical coverage program offered by the Public
Employees' Retirement System of the State of California (CaIPERS). Each
employee may choose any one of the plans offered by CaIPERS and available
in Riverside County.
b) Dental coverage will be maintained at the same or equivalent level of benefit
for the term of this agreement. The City's Dental Plan will be provided by
Standard Insurance Company.
1) Active coverage. The parties agree that issues such as administration
of benefits, eligibility and level of benefits are a matter of coverage
between the insured and the carrier and are not subject to the dispute
resolution machinery of the Grievance Procedure.
2) Policies and benefits therein are subject to change by the carrier, by
marketplace, by CaIPERS Regulations or other intervening regulations
or law. In the event of such change the City shall not be required to
maintain any benefit or benefit level other than that contained in
mutually agreed to carrier policies.
c) Vision coverage will be maintained at the same or equivalent level of benefit for
the term of this agreement.
2. Medical Insurance Allowance
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Employees will receive the PEMCHA minimum defined as the statutory medical insurance
contribution pursuant to Government Code Section 22892. The City will contribute an additional
allowance towards the employee's monthly health insurance premium for the employee and their
dependents.
Effective upon approval and adoption of this Agreement, the medical contribution will be ($1250)
per month.
Effective July 1, 2018 the medical contribution will be ($1300) per month. Effective July 1, 2019 the
medical contribution will be ($1325) per month. Effective July 1, 2020 the medical contribution will
be ($1350) per month.
Any employee eligible for Medicare coverage shall designate Medicare as his /her primary insurance
coverage.
If an employee elects not to participate in the City's medical coverage program, and upon providing
proof of qualifying alternate group coverage, the City will contribute up to a maximum of $350 into
a Health Retirement Account (HRA) established by the City or a deferred compensation program.
3. Life
The City agrees to maintain the group life insurance policy for all LIUNA represented employees in
the amount of $50,000 unless a higher amount for a given class is specified.
4. Retirement
The City shall pay the appropriate employer's contribution toward retirement benefits in accordance
with the provisions of the contract between the City of Lake Elsinore and the Public Employee's
Retirement System.
The City is recognized by the Social Security Administration as an eligible employer and as such
the City and its employees must make appropriate contributions as determined by the Social
Security Administration.
Retirement Formulas:
a) Classic CalPERS Employees hired prior to July 1, 2011 (Tier 1)
1. Employees will participate in the 2.5% @ 55, single highest year,
formula provided by CalPERS.
2. Each employee shall pay the full eight percent (8 %) employee
contribution.
b) Employees hired between July 1, 2011 and January 1, 2013 or hired after July
1, 2011 and from a Reciprocal Agency within 6 -month break in service (Tier 2)
[PEPRA]
1.. Employees will participate in the 2% @ 60, three (3) year average,
formula provided by CalPERS.
2. Each employee shall pay the full seven percent (7 %) employee
contribution.
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C) Employees hired after January 1, 2013 and new to CalPERS membership and
was not a member of a Reciprocal Agency or had a break in service for longer
than 6 months from CalPERS or a Reciprocal Agency. This Tier is mandated by
State and must follow the current policy and guidelines. (Tier 3) [PEPRA]
1. Employees will participate in the 2% @ 62, three (3) year average, formula
provided by CalPERS
2. The total current maximum salary reportable is $113,700 Pensionable
Compensation Cap per PEPRA
3. Each employee shall pay the full 6.25% current employee contribution.
5. Retiree Medical
a) All LIUNA represented employees filling authorized positions regardless of hire date
shall receive medical insurance for the employee and their eligible family members.
Employees will receive the PEMCHAminimum contribution. The PEMCHA minimum
is the statutory medical insurance contribution pursuant to Government Code
Section 22892.
1. Employees hired prior to January 1, 2014 shall receive an additional contribution
equal to the difference between the medical insurance premium total minus the
PEMCHA minimum.
2. Employees hired after January 1, 2014 shall only receive the PEMCHA minimum
contribution.
6. LIUNA Pension
Effective December 1, 1996, all eligible union members were enrolled in the LIUNA Pension Plan.
The City will deduct $.63 per hour of regular work up to forty (40) hours per week maximum for each
covered employee. This deduction will adjust based on the LIUNA Pension Rehabilitation fee
agreement.
7. Social Security
The City is recognized by the Social Security Administration as an eligible employer and as such
the City and its employees must make appropriate contributions as determined by the Social
Security Administration.
8. Medicare
Employers and employees both pay taxes required by the Federal Insurance Contributions Act
(FICA) to fun two federal government benefit programs: Social Security and Medicare. Social
security is comprised of Old Age and Survivor's Insurance (OASI) and Disability Insurance (DI), and
Medicare benefits are provided by the Health Insurance (HI) Program. The employee share of social
security and Medicare taxes is withheld for wages and the employer calculates its share, then the
employer pays both shares to the Federal government.
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9. Deferred Compensation
The City will continue to provide a deferred compensation program that appropriately interfaces with
the CalPERS program. Said program shall be considered voluntary in nature.
10. Training
The City will continue to make provisions for and provide materials and instructors for employees in
the areas of Sexual Harassment Prevention, Customer Service, Public Liability, CPR and First -Aid
Certification.
11. Health & Safety Committee
The City agrees to establish a Health and Safety Committee including general employees,
management employees, the LIUNA representative and the Director of Administrative Services (or
his /her designate).
12. Additional Benefits
The City may enact such additional benefits, or compensation in lieu thereof, as it may see fit in
accordance with the City's compensation policy.
ARTICLE VII HOLIDAYS & LEAVE
A. HOLIDAYS
The following Holidays will be observed, or as adjusted by advance resolution, to meet business
needs:
1.
January 1
New Year's Day
2.
Third Monday in January
Martin Luther King Jr. Day
3.
Third Monday in February
President's Day
4.
Last Monday in May
Memorial Day
5.
July 4
Independence Day
6.
First Monday in September
Labor Day
7.
Second Monday in October
Columbus Day
8.
November 11
Veteran's Day
9.
Fourth Thursday in November
Thanksgiving Day
10.
Friday after Thanksgiving
Day after Thanksgiving
11.
December 25
Christmas Day
12.
Floating Holiday
Employee Designation
13.
The City also observes a full work day before Christmas as a holiday for one half of the
employees and a full work day before
New Year's for the other half of the employees, with
the provision that the Department Director
may have to decide which employees get which
day, based on the departmental needs and requirements.
14
Whenever any of the above listed holidays falls on a Sunday, the holiday shall be observed by the
City on the following Monday. Whenever any of the above listed holidays falls on a Saturday, the
preceding Friday shall be observed by the City as a holiday.
B. ANNUAL LEAVE PROGRAM
Effective upon approval and adoption of this Agreement, employees shall receive Annual Leave in
lieu of vacation and sick leave credits.
1. Each full -time employee shall receive Annual Leave in lieu of vacation and sick
leave in accordance with the following schedule:
Working Days **
Years of Service
of Accrual per Year
Employment date thru 4th Year
192 hours /year (24
(1 thru 48 months)
days x 8 hrs)
5th thru 6th year
200 hours /year (25
(49 thru 72 months)
days x 8 hrs)
7th, 8th,thru 9th year
208 hours /year (26
(73 thru 108 months)
days x 8 hrs)
10th year
216 hours /year (27
(109 -120 months)
days x 8 hrs)
11th year
224 hours /year (28
(121 -132 months)
days x 8 hrs)
12th year
232 hours /year (29
(133 -144 months)
days x 8 hrs)
13th year
240 hours /year (30
(145 -156 months)
days x 8 hrs)
14th year
248 hours /year (31
(157 -168 months)
days x 8 hrs)
15th year
256 hours /year (32
(169 -180 months)
days x 8 hrs)
16th year
264 hours /year (33
(181 -192 months)
days x 8 hrs)
17th plus years
272 hours /year (34
(193 months +)
days x 8 hrs)
* *One (1) annual leave day is equal to 8 hours.
15
2. Unused Annual Leave. Any employee who is eligible for Annual Leave and terminates
his or her employment with the City will be paid for any accrued, unused Annual Leave
hours.
3. Length of Annual Leave. Annual Leave in excess of eighty (80) consecutive hours will
require the City Manager's approval.
4. Employees may be permitted annually to cash out up to eighty (80) hours of
accumulated Annual Leave as long as a balance of not less than forty
(40) hours, but no more than 788 hours of Annual Leave remain.
5. Upon approval and adoption of this Agreement, employees' existing vacation and sick
leave balances shall be converted to Annual Leave. If an employee's Annual Leave
bank exceeds 708 hours following the conversion, the employee shall have the option
to cash out the balance, and /or deposit the balance into a deferred compensation
program.
6. All Annual Leave shall be scheduled and taken in accordance with the best interests
of the City and the department or division in which the employee is employed. Annual
leave shall not be unduly disruptive to department or division operations, nor shall
employee annual leave requests be unreasonably denied.
Employee Annual Leave requests shall be submitted and granted or denied in writing in a timely
manner.
Annual Leave requests must be submitted in accordance with departmental policies on this subject.
However, when two (2) or more employees on the same shift (if applicable) in a work unit (as
defined by each department head or designee) request the same Annual Leave time and approval
cannot be given to all employees requesting it, employees shall be granted their preferred Annual
Leave period, in order of request.
7. Physician's Certificate: An employee absent on unscheduled annual leave in excess
of three (3) consecutive working days due to illness or injury, may be required by
his /her Department Head or designee to submit a written statement by a physician
certifying that the employee's condition prevented the employee from performing
his /her duties. The Department Head or designee may also require a written
statement that such employee is able to resume his /her normal duties.
8. Pay Period: A complete bi- weekly pay period for which benefits herein shall accrue
is defined as a bi- weekly pay period in which the employee has been in pay status
for more than half of the working hours in that pay period.
9. Full -time: Full -time employment, for purposes of this Section, shall be construed as
the forty (40) hour week, regardless of the number of hours actually worked in a week.
C. MATERNITY LEAVE
As supported by a physician's statement, an employee medically disabled due to pregnancy and
childbirth; however, said additional nonmedical leave shall not exceed three (3) months.
(Disabilities under this section shall be administered without discrimination with respect to other
leaves for disability and shall be consistent with the Family Medical Leave Act.)
16
D. BEREAVEMENT LEAVE
When an employee is compelled to be absent from duty by reason of the death of a member of
his /her immediate family, such employee shall be granted three (3) working days of bereavement
leave, to attend services, grieve, assist in estate arrangements, or travel for same, with pay. If an
employee must travel more than two hundred fifty (250) miles to attend funeral services, five (5)
working days of "bereavement leave" with pay shall be granted. Absence from duty in excess of
the number of days authorized by this paragraph or absence from duty to attend funeral services
of one not a member of the employee's immediate family shall be chargeable to accrued annual
leave time, compensatory time off, or may betaken as a leave of absence, subject to the approval
of the Department Head.
Immediate family is defined as parent, stepparent, spouse, domestic partner (as defined in
accordance with Family Code section 297), child, grandchild, grandparent, brother, sister,
stepchild, mother -in -law, father -in -law, daughter-in-law, son -in -law, sister -in -law, brother -in -law.
Bereavement for parent/child shall include those acting as a legal guardian and /or in loco parentis.
E. INDUSTRIAL ACCIDENT LEAVE
If an employee is injured on the job and is eligible for Worker's Compensation, at the employee's
option the City will debit the disabled employee's annual leave the actual amount that would offset
the differential between the disability rates computed by Worker's Compensation and the daily
base pay of said employee. For purposes of realizing benefits under this section, an employee
shall endorse the Worker's Compensation check for the employee's full base salary.
F. JURY DUTY AND SUBPOENAS
Employees required to report for jury duty shall be granted a leave of absence with pay from their
assigned duties until released by the court, provided that no more than three (3) City employees
are rendering such services concurrently, and further provided the employee remits to the City all
fees received for such duties other than mileage or subsistence allowance within thirty (30) days
from the termination of his /her jury service. In the matter of Three Lakes Municipal Court in Lake
Elsinore or Perris, the employee, if not impaneled, is expected to return to duty following the
normal lunch break. All employees when released from jury duty are expected to contact their
immediate supervisor by telephone, unless one hour or less remains on their normal work shift.
Employees other than those who are parties to an action of malfeasance, who are subpoenaed to
appear as witnesses on behalf of the State of California or any of its agencies may be granted
leaves of absence with pay from their assigned duties until released. The employee shall remit all
fees received for such appearancesto the City within thirty (30) days from termination of his /her
service. Compensation for mileage or subsistence allowance shall not be considered as a fee and
shall be retained by the employee.
G. MILITARY LEAVE
State, military, and veterans code and other applicable laws shall govern the granting of military
leaves of absence and the rights of employees returning from such absence.
H. OTHER LEAVES
The City Manager may grant a leave of absence without pay to any officer or employee of the
17
City, except those appointed by City Council.
SCHOOL LEAVE
An employee who is a parent, guardian, or grandparent with custody of a child in school (K -12) or
of a child attending a licensed child day care facility, and who works in a location with 25 or more
employees, may take off up to 9 hours per calendar month, and up to 40 hours per year, to
participate in the activities of the school or licensed day care facility.
Employees desiring to take school leave must give the City reasonable advance notice of the
planned absence, and must provide documentation from the school as proof that the employee
was present at the school or day care center on a specific date and time. If both parents work at
the same location, the parent who first gives notice of the absence may take school leave as a
matter of right; the second parent may take school leave at the same time for the same event only
with his or her supervisor's permission and at the supervisor's discretion.
Employees taking school leave must use any existing annual leave, personal leave or
compensatory time off for the planned absence. Otherwise, school leave is unpaid.
ARTICLE VIII CATASTROPHIC LEAVE DONATIONS
A. Definition of catastrophic illness or injury.
Catastrophic illness or injury is a severe illness or injury which is expected to incapacitate the
employee for an extended period of time and which creates a financial hardship because the
employee has exhausted all accumulated leave. Catastrophic illness or injury is further defined
as a debilitating illness or injury of an immediate family member (i.e., the spouse, son, daughter,
step -son, step- daughter, foster -son, foster - daughter, parents, grandparents, brother or sister of
the employee or any other person living in the immediate household of the employee) that results
in the employee being required to take time off from work for an extended period to care for the
family member creating a financial hardship because the employee has exhausted all
accumulated leave.
B. Conditions and procedures under which a Time -Bank for catastrophic illness /injury may
be established.
Only the City Manager, upon concurrence from the Administrative Services
Director, may request establishment of a Time -Bank for an employee within the
department who is suffering a financial hardship due to a catastrophic illness or
injury.
2. When the City Manager has determined that an employee would benefit from the
establishment of a Time -Bank, the Department Head will contact the employee to
determine if the employee desires to participate in a Time- Bank program. If the
employee desires to participate in the Time -Bank program, the Department Head
will contact the City Manager and recommend the establishment of the program.
3. The Time -Bank will be established on behalf of an individual employee. The bank
will accept donations of leave from one or more donors.
4. The Time -Bank will be operated by the Administrative Services Department. The
Department Head will take actions to help ensure that individual employee
decisions to donate or not donate to a Time -Bank are kept confidential and that
18
employees are not pressured to participate.
5. On establishing a Time -Bank program, the Administrative Services Department
should ensure that only credits that are necessary are donated. All donations are
not retrievable.
C. Conditions under which leave credits may be donated to a Time -Bank.
1. Any City employee may donate annual leave or compensatory time.
2. Donations of annual leave or compensatory time must be in increments of 8
hours or more and drawn from one bank only.
3. The donation of leave hours is irreversible. Should the person receiving the
donation not use all donated leave for the catastrophic illness /injury, any balance
will remain with that person or will be converted to cash upon that person's
separation.
4. An employee may not donate leave hours which would reduce their accrued total
leave balances of annual leave and compensatory time to less than 80 hours.
5. Donated leave shall be changed to its cash value and then credited to the
recipient in equivalent hours at the recipient's base hourly rate.
6. Employees will use a provided form to submit donations directly to the
Administrative Services Department. Adjustment to donors and recipient's paid
leave balances will be made.
D. Conditions under which leave credits in a Time -Bank may be used.
Only the employee for whom the Time -Bank has been established may receive
leave credits from the Time -Bank. Such leave credits shall be added to the
employee's annual leave balance.
2. The affected employees will provide verification of their (or immediate family
member's) illness or injury on an Attending Physician's Statement to Support
Leave or Return from Leave while using time donated under this program.
3. The use of donated credits shall be for a maximum of twelve (12) continuous
months for any one catastrophic illness.
ARTICLE .IX BOOT ALLOWANCE
The following classifications shall be reimbursed an annual boot allowance of a maximum of one
hundred and fifty dollars ($150.00) per fiscal year:
Chief Mechanic Maintenance Worker I
Equipment Operator Maintenance Worker II
Graffiti Technician Mechanic
Lake Operations Supervisor Parks
Specialist Lead Worker - Lake Operations Parks
Supervisor
19
Lead Worker - Parks Public Works Supervisor
Lead Worker - Streets Sr. Lead Worker
ARTICLE X
MEET AND CONFER ON PERSONNEL RULES
The City is in the process of updating the Personnel Rules and Regulations. The City will meet
and discuss with LIUNA prior to the implementation of any changes to the Personnel Rules and
Regulations. To the extent the City is required to meet and confer by law, the parties understand
that impasse procedures apply; to the extent the City is meeting and discussing with the union
where meet and confer is not required by law, the parties understand that impasse procedures
do not apply.
ARTICLE XI LABOR/MANAGEMENT COMMITTEE
A. The City and LIUNA 777 encourage the use of the Labor Management Committee (LMC) to
address issues of mutual concern in a problem - solving context. Upon mutual agreement, a
Labor Management Committee shall be convened to address specific or ongoing issues, such
as making the worksite more efficient and effective or improving the quality of service.
B. Once convened, the LMC will consist of up to six (6) members, three (3) selected by the Union,
and three (3) selected by the City. The Co- Chairs of the LMC shall be selected from the
members of the LMC, one individual selected by the Union, and one individual selected by the
City. LMC recommendations, if any, will be advisory in nature. The Co- Chairs shall agree on an
agenda prior to the date of the meeting. LMC meetings shall not be considered contract
negotiations and shall not be considered a substitutefor the grievance procedure. Employees
who participate as part of the LMC will suffer no loss of compensation for attending meetings of
the LMC. Dates and times of meetings and agendas of the LMC shall be mutually determined
by the members of the LMC.
ARTICLE XII AGENCY SHOP
The "Agency Shop Side Letter of Agreement" is attached as Exhibit C and is incorporated herein
by reference.
ARTICLE XIII SUPPLEMENTAL INSURANCE
The City agrees to provide a voluntary payroll deduction for employees to purchase supplemental
insurance sponsored by the Union. The City shall make no contribution toward the purchase of
such insurance.
ARTICLE XIV SECTION 125 PLAN
The City has established a voluntary Section 125 Plan pursuant to the regulations of the Internal
Revenue Service. The selection of the third -party plan administrator shall be the sole discretion of
the City. Employer related administrative costs shall be borne by the City. Employee related
administrative costs shall be borne by the individually enrolled employee.
ARTICLE XV STANDBY PAY
Chapter 5, Section 7 (Stand -by Policy) in attached Exhibit A shall be modified as follows:
A. Duty Requirements - Employees on a stand -by status shall be required, at all times, to
carry a functioning City- issued cell phone, voice mail device and be able to respond to
20
calls within 30 minutes of being paged. In addition, employees are expected to maintain
a state of mental alertness and physical dexterity similar to that which is required for the
performance of their regular duties. A stand -by assignment shall be for seven (7)
consecutive calendar days starting on Friday at the end of the normal work shift.
B. Compensation - In any situation where an employee has been in a designated stand -by
status and is to remain on -call, then the employee shall be compensated at a rate of
$200.00 for each seven -day stand -by period.
ARTICLE XVI STANDBY VEHICLE
The City will provide a "take- home" City vehicle for the employee(s) assigned standby. Such
employee(s) shall be subject to the following policy:
This policy applies to all employees required or authorized to operate a vehicle owned or leased
by the City.
For the purpose of this policy, "home" shall mean an employee's personal residence, or any other
residence where an employee spends the night.
POLICY
Vehicles are made available to City employees to facilitate the conduct of City business. These
vehicles shall be used only for authorized City business and shall be operated only by City
employees possessing valid California driver's licenses of the appropriate class for the vehicle
A. Authorized Use of City Vehicles includes the following:
Transporting employees to and from the job site or otherwise facilitating job -
related duties.
2. Transporting non -City employees in the course of authorized business (i.e., field
checking a site with a contractor, engineer, vendor, or other interested party).
This may also include transportation to lunch or other meal, if authorized by the
Department Head.
3. Attending an authorized meeting on official business.
4. Driving a City vehicle to lunch or other meal if that vehicle is your normal
transportation to and from work if authorized by the employee's Department Head.
5. Any use justified by emergency or extraordinary circumstances which is reported
to the employee's supervisor immediately following the emergency.
B. Unauthorized Use
The City does not authorize the use of its vehicles whether for "take home"
purposes, or in conjunction with performing assigned duties, or both, for the
following purposes:
a) City vehicles are not to be used for personal business.
21
b) Transporting non -City employees, whether or not en route to an
authorized destination, i.e., dropping a child off at school, or giving a
neighbor a ride to work.
C) Employees are not allowed to smoke in City vehicles at any time.
2. In the event of an accident or injury during unauthorized use, the City shall not
provide coverage, nor defend and indemnify the employee's actions for property
damage or resulting injuries.
TAKING HOME CITY VEHICLES
By authorizing employees to take home City vehicles, the City assumes the daily cost of that
employee's commuting expense. Unless the authorization to use a City vehicle confers a benefit
to the City and is in the City's best interests, requests to take City vehicles home will not be
approved. Use of a City vehicle for commuting will be reported as income to the Internal Revenue
Service, in accordance with applicable rules.
A. Vehicle "Take Home" Criteria:
One of the following criteria must be met before an employee will be given
permission to routinely take a vehicle home:
a) The employee's duties involve emergency work, and the employee is
regularly on call, or the employee has special equipment or a specially
equipped vehicle.
b) The employee's duties require special equipment or a specially equipped
vehicle, and the employee has an assignment that requires regular and
frequent field work during off -duty hours.
2. The one -way commute distance from the employee's home shall not exceed
thirty (30) miles or thirty (30) minutes from the City limits. A waiver of this
condition may be permitted; see Exceptions to Policy Requirements outlined in
this policy.
B. Occasional Overnight Use of City Vehicles:
On rare occasions, there may be a need for an employee not authorized to regularly drive a
vehicle home to keep a pool car or assigned vehicle overnight. Permission to use a City vehicle
overnight (e.g., to take it home) shall be obtained from the Department Head prior to use. Any
employee authorized to use a City vehicle overnight shall comply with all of the regulations set
forth herein.
C.
Storage, Safety and Return of "Take Home" Vehicles:
Any employee authorized to keep a City vehicle overnight shall comply with the following
regulations in"addition to all other applicable regulations contained in this policy:
Parking (preferably covered) must be provided at the employee's residence, and
the vehicle must be parked overnight off the street.
22
2. Employees are expected to take all necessary precautions to ensure the safety
of their assigned vehicle while it is parked at their home.
3. Employees must make arrangements to return their assigned vehicle(s) to the
proper City premises before departing on vacation or extended absence unless
the employee's Department Head deems otherwise.
REVIEW OF "TAKE HOME" AUTHORIZATION
Each department shall submit to the City Manager a list of employees authorized to take home
City vehicles. This report shall include the employee's name, job classification, vehicle number
and type, and the one -way distance from the employee's residence to his /her job site.
Department Head approval is required to authorize assigning a "take home" vehicle to a new
employee. The City Manager shall receive an updated report any time there is a change in
vehicle assignments.
EXCEEI[ONS TO POLIO E ENTS
Permission to deviate from this policy requires the approval of the Department Head and the
City Manager. All such requests and authorizations shall be in writing.
ARTICLE XVII TUITION REIMBURSEMENT
As set forth in the City's Personnel Rules and Regulations, employees shall be reimbursed for
tuition, registration fees and texts required for the eligible courses, up to Three Thousand Two
Hundred and Fifty Dollars ($3,250.00). Expenses for parking, travel, lodging, meals, processing
fees, transcript fees, materials and any other costs are not reimbursable.
Any employee who leaves City employment within twelve (12) months of receiving tuition
reimbursement shall refund to the City the amount of such tuition reimbursement. Such refund
may be deducted from the employee's final paycheck.
ARTICLE XVIII SAVINGS CLAUSE
Should any provision of this agreement, or any application thereof, be unlawful by virtue of any
Federal, State or Local laws and regulations, such provision of this Agreement shall be effective
and implemented only to the extent permitted by such laws and regulations. As to all other
respects, the provisions of this Agreement shall continue in full force and effect for the life thereof.
ARTICLE XIX GENERAL CONDITIONS
A. PEACEFUL PERFORMANCE
During the term of this Agreement, neither the Union or its agents or any
Bargaining Unit Employee, for any reason, will authorize, institute, aid, condone
or engage in a work slowdown, work stoppage, strike, or any other interference
with the work and statutory functions or obligations of the City.
2. LIUNA, Local 777, agrees to notify all of its officers, stewards, and staff of their
obligation and responsibility for maintaining compliance with this Section,
23
including the responsibility to remain at work during any activity which may be
caused or initiated by others, and to encourage employees violating this Section
to return to work.
B. NON - DISCRIMINATION
The City and Union agree that neither party will illegally discriminate or cause the other to
discriminate against any employee on the basis of age, sex, race, religious creed, color, national
origin, ancestry, marital status, physical or mental disability, sexual orientation, or political
affiliation, and agree to take such action as necessary to assure that this purpose is achieved.
Alleged violations of this Section shall not be grievable under the grievance procedure contained
herein.
ARTICLE XX COMPLETION OF BARGAINING
With this Agreement the Union and the City, for the life of this Memorandum, voluntarily and
unqualifiedly waive and relinquish the right to meet and confer, and agree that neither party shall
be obligated tomeet and confer with respect to any subject or matter not specifically referred to
or covered in this Memorandum, even though such subjects or matters may not have been within
the knowledge or contemplation of either or both of the parties at the time they negotiated and
signed this Memorandum.
ON BEHALF OF THE CITY OF LAKE ELSINORE
Date:
APPROVED AS TO LEGAL FORM
Dated:
ON BEHALF OF LIUNA, LOCAL 777
Dated:
and
Date:
24
Grant Yates, City Manager
Laura J. Kalty, LCW
City Labor Relations Counsel
Rita Thompson, LIUNA 777
Lake Elsinore Chapter President
Paul Bechely, LIUNA 777
Labor Relations Representative
CITY OF LAKE ELSINORE MOU 2017 -2021 / EXHIBIT B -1
LIST OF POSITIONS AND RANGES
POSITION
Account Specialist I
Account Specialist II
Account Specialist III
Accountant I
Administrative Assistant
Assistant Planner
Associate Civil Engineer
Associate Planner
Building Inspector
Chief Mechanic
Code Enforcement Officer I
Code Enforcement Officer II
Code Enforcement Supervisor
Community Development Technician
Community Development Technician II
Community Services Coordinator
Customer Service Specialist
Engineering Inspector
Engineering / NPDES Coordinator
Engineering Technician
Engineering Technician II
Equipment Operator
Graffiti Technician
Senior Community Dev. Technician
Senior Engineering Technician
Senior Lead Worker
Senior Planner
Special Events Coordinator
RANGE
POSITION
RANGE
28
I.T. Database Analyst
49
34
I.T. Technician 1
44
39
I.T. Technician II
49
44
Information System Analyst
65
44
Lake Operations Supervisor
57
51
Lead Worker- Facilities
46
59
Lead Worker- Lake Operations
46
57
Lead Worker- Parks
46
49
Lead Worker- Street Operations
46
57
Maintenance Worker 1
30
41
Maintenance Worker II
36
47
Mechanic
36
57
Office Specialist 1
23
44
Office Specialist II
29
49
Office Specialist III
39
47
Parks & Recreation Analyst
57
29
Parks Specialist
44
59
Parks Supervisor
57
52
Public Works Supervisor
57
44
Recreation Supervisor
57
49
Senior Accountant
55
44
Senior Code Enforcement Officer
52
36
Senior Building Inspector
58
25
54
52
64
47
CITY OF LAKE ELSINORE
MOU 2017 - 20181 EXHIBIT B -5
Salary Range! Step Schedule
TITLE RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
ACCOUNT SPECIALIST 1
26
$ 16.7012
$ 17.5362
5 18.4130
5 19.3337
$ 20.30041
$ 21.3154
ACCOUNT SPECIALIST II
29
$ 19.2068
5 20.1671
5 21.1754
S 22.2342
$ 23.3459
$ 24.5132
.ACCOUNT SPECIALIST III
33
$ 22.0880
$ 23.1924
$ 24.3520
$ 25.5696
$ 26.8481
S 28.1905
,ACCOUNTANT I
37
$ 25.1870
$ 26.4463
$ 27.7686
$ 29.1571
$ 306149
$ 32.1457
ADMINISTRATIVE ASSISTANT
34
$ 23.9876
S 25.1870
$ 26.4463
$ 27.7686
$ 29.1571
$ 30.6149
ASSISTANT PLANNER
40
$ 28.3203
$ 29.7363
$ 31.2231
S 32.7843
$ 34.4235
$ 36.1447
ASSOCIATE CIVIL ENGINEER
46
$ 33.9029
S 35.5980
S 37.3779
5 39.2468
$ 41.2091
$ 43.2696
ASSOCIATE PLANNER
44
$ 32.2748
5 33.8885
5 35,5830
5 37.3621
$ 39.2302
$ 41.1917
BUILDING INSPECTOR
39
$ 26.9827
$ 28.3319
$ 29.7484
$ 31.2359
$ 323977
$ 34.4375
CHIEF MECHANIC
44
$ 32.2748
$ 33.8885
$ 35.5830
$ 37.3621
$ 39.2302
$ 41.1917
CODE ENFORCEMENT OFFICER 1
32
$ 22.5984
$ 23.7283
$ 24.9147
$ 26.1604
$ 27.4685
$ 28.8419
CODE ENFORCEMENT OFFICER II
38
$ 26.1769
$ 27.4857
$ 28.8600
$ 30.3030
5 31.8181
$ 33.4091
CODE ENFORCEMENT SUPERVISOR
44
$ 32.2748
$ 33.8885
S 35.5830
S 37,3621
$ 39.2302
$ 41.1917
COMMUNITY DEVELOPMENT TECHNICIAN
34
$ 23.9876
$ 25.1870
5 26.4463
5 27.7686
$ 29.1571
$ 30.6149
COMMUNITY DEVELOPMENT TECHNICIAN II
39
$ 26.9827
$ 28.3319
$ 29.7484
$ 31.2359
$ 32.7977
$ 34.4375
COMMUNITY SERVICES COORDINATOR
36
$ 25.5384
$ 26.8153
$ 28.1561
$ 29.5639
$ 31.0421
$ 32.5942
(ENGINEERING INSPECTOR
46
S 33.9029
$ 35.5980
$ 37.3779
S 39.2468
$ 41.2091
$ 43.2696
ENGINEERING TECHNICIAN
34
S 23.9876
$ 25.1870
$ 26.4463
$ 27.7686
$ 29.1571
$ 30.6149
ENGINEERING TECHNICIAN II
39
5 26.9827
S 28.3319
5 29.7484
S 31.2359
$ 32.7977
$ 34.4375
(ENGINEERING /NPDES COORDINATOR
41
$ 28.9961
$ 30.4459
5 31.9682
5 33.5666
S 35.2449
S 37.0072
EQUIPMENT OPERATOR
34
$ 23.9876
$ 25.1870
5 26.4463
S 27.7686
$ 29.1571
S 30.6149
GRAFFITI TECHNICIAN
28
$ 19.4475
$ 20.4198
$ 21.4408
$ 22.5129
$ 23,6385
$ 24.9204
INFORMATION TECHNOLOGY DATABASE ANALYST
39
S 26.9827
S 28.3319
$ 29.7484
$ 31.2359
$ 32.7977
$ 34.4375
INFORMATION TECHNOLOGY ANALYST
48
S 39.9124
$ 41.9081
$ 44.0035
$ 46.2036
$ 48.5138
$ 50.9395
INFORMATION TECHNOLOGY TECHNICIAN 1
34
$ 23.9876
$ 25.1870
$ 26.4463
$ 27.7686
$ 29.1571
$ 30.6149
INFORMATION TECHNOLOGY TECHNICIAN II
39
S 26.9827
$ 28.3319
5 29.7484
5 31.2359
32.7977
$ 34.4375
LAKE OPERATIONS SUPERVISOR
44
$ 32.2748
S 33.8885
5 35.5830
5 37.3621
$ 39.2302
$ 41.1917
LEAD WORKER - FACILITIES
35
$ 25.4255
$ 26.6968
$ 28.0316
$ 29.4332
$ 30.9049
$ 32.4501
LEAD WORKER - LAKE OPERATIONS
35
$ 25.4255
$ 26.6968
$ 28.0316
$ 29.4332
$ 30.9049
$ 32.4501
LEAD WORKER - PARKS
35
$ 25.4255
$ 26.6968
$ 28.0316
$ 29.4332
$ 30.9049
$ 32.4501
LEAD WORKER - STREET OPERATIONS
35
$ 25.4255
$ 26.6968
$ 28.0316
$ 29.4332
$ 30.9049
$ 32.4501
MAINTENANCE WORKER 1
27
$ 17.8288
$ 18.7202
$ 19.6563
$ 20,6391
$ 21.6710
$ 22.7546
MAINTENANCE WORKER II
31
$ 20.4198
$ 21.4408
$ 22.5129
$ 23.6385
$ 24.8204
$ 26.0615
MECHANIC
31
$ 20.4198
$ 21.4408
$ 22.5129
S 23.6385
$ 24.8204
$ 26.0615
OFFICE SPECIALIST 1
20
$ 14.1477
$ 14.8551
5 15.5979
5 16.3778
$ 17.1967
S 18.0565
OFFICE SPECIALIST II
25
$ 16.2701
$ 17.0836
S 17.9378
5 18.8346
5 197764
$ 207652
OFFICE SPECIALIST III
30
$ 21.0362
$ 22.0880
S 23.1924
S 24.3520
5 25.5696
S 26.8481
PARK & RECREATION ANALYST
44
$ 32.2748
$ 33.8885
5 35.5830
$ 37.3621
S 39.2302
S 41.1917
PARK SPECIALIST
34
$ 23.9876
$ 25.1870
$ 26.4463
$ 27.7686
$ 29.1571
$ 306149
PARK SUPERVISOR
44
$ 32.2748
$ 33.8885
$ 35.5830
$ 37.3621
$ 39.2302
$ 41.1917
PUBLIC WORKS SUPERVISOR
44
$ 32.2748
$ 33.8885
$ 35.5830
$ 37.3621
$ 39.2302
$ 41.1917
RECREATION SUPERVISOR
44
$ 32.2748
$ 33.8885
$ 35.5830
$ 37.3621
$ 392302
$ 41,1917
SENIOR ACCOUNTANT
43
$ 31.0230
$ 32.5742
$ 34.2029
$ 35.9131
$ 37.70871
$ 39.5941
SENIOR BUILDING INSPECTOR
45
$ 33.7273
$ 35.4136
S 37.1843
$ 39.0435
$ 409957
1 $ 430455
'SENIOR CODE ENFORCEMENT OFFICER
41
$ 28.9961
S 30.4459
5 31.9682
S 33.5666
S 35.2449
$ 37.0072
SENIOR COMMUNITY DEVELOPMENT TECHNICIAN
42
$ 30.3475
$ 31.8648
$ 33.4581
$ 35.1310
$ 36.8875
$ 38.7319
'SENIOR ENGINEERING TECHNICIAN
42
$ 30.3475
S 31.8648
5 33.4581
$ 35.1310
$ 36.8875
5 38.7319
:SENIOR LEAD WORKER
41
$ 28.9961
S 30.4459
$ 31.9682
$ 33.5666
$ 35.2449
S 37.0072
SENIOR PLANNER
47
$ 38.8198
5 40.7608
5 42.7988
5_44.9388
S 47.1857
S 49.5450
:SPECIAL EVENTS COORDINATOR
36
$ 25.5384
$ 26.8153
$ 28.1561
$ 29.5639
$ 31.0421
$ 32.5942
31
CITY OF LAKE ELSINORE
MOU 2018 - 20191 EXHIBIT B -5
Salary Range I Step Schedule
TITI C PANrF STFP 1 STFP 9 STEP 3 STEP 4 STEP 5 STEP 6
ACCOUNT SPECIALIST
26
$
17.5362
S
18.4130
S
19.3337
$ 20,3004
S
21.3154
S
22.3811
ACCOUNT SPECIALIST II
29
$
20.1671
$
21.1754
5
22.2342
$ 23.3459
$
24.5132
5
25.7389
ACCOUNT SPECIALIST III
33
$
23.1924
S
24.3520
8
25.5696
$ 26.8481
S
28.1905
$
29.6000
ACCOUNTANT I
37
$
26.4463
5
27.7686
S
29.1571
$ 30.6149
$
32.1457
$
33.7529
.ADMINISTRATIVE ASSISTANT
34
$
23.9876
5
25.1870
S
26.4463
$ 27.7686
5
29.1571
5
30.6149
,ASSISTANT PLANNER
40
$
28.3203
$
29.7363
S
31.2231
$ 32.7843
$
34.4235
$
36.1447
.ASSOCIATE CIVIL ENGINEER
46
$
33.9029
$
35.5980
$
37.3779
S 39.2468
S
41.2091
$
412696
ASSOCIATE PLANNER
44
$
32.2748
$
33.8885
S
35.5830
$ 37.3621
5
39.2302
$
41.1917
BUILDING INSPECTOR
39
$
26.9827
$
28.3319
$
29.7484
$ 31.2359
S
327977
S
34.4375
CHIEF MECHANIC
44
$
32.2748
$
33.8885
S
35.5830
S 37.3621
$
392302
5
41.1917
CODE ENFORCEMENT OFFICER 1
32
$
23.1633
$
24.3215
$
25.5376
$ 26.8145
S
28.1552
5
29.5629
CODE ENFORCEMENT OFFICER II
38
$
26.8313
$
28.1729
S
29.5815
5 31.0606
$
32.6136
$
342443
CODE ENFORCEMENT SUPERVISOR
44
$
32.2748
S
318885
$
35.59301
$ 37.3621
S
39.2302
$
41.1917
COMMUNITY DEVELOPMENT TECHNICIAN
34
$
23.9876
$
25.1870
$
26.4463
$ 27.7686
$
29.1571
S
30.6149
COMMUNITY DEVELOPMENT TECH NICIAN11
39 _
$
26.9827
$
28.3319
S
29.7484
$ 31.2359
$
32.7977
$
34.4375
COMMUNITY SERVICES COORDINATOR
36
$
25.5384
$
26.8153
$
28.1561
$ 29.5639
S
31.0421
$
32.5942
ENGINEERING INSPECTOR
46
$
33.9029
$
35.5980
$
87.3779
$ 39.2468
5
41.2091
S
43.2696
ENGINEERING TECHNICIAN
34
$
23.9876
$
25.1870
$
26.4463
S 27.7686
5
29.1571
S
30.6149
ENGINEERING TECHNICIAN II
39
$
26.9827
$
28.3319
$
29.7484
$ 31.2359
$
327977
5
34.43751 1
ENGINEERING /NPDESCOORDINATOR
41
$
28.9961
$
30.4459
S
319682
5; 33,5666
S
35.2449
S
37.0072
EQUIPMENT OPERATOR
34
$
23.9876
$
25.1870
5
26.4463
$ 27.7686
S
291571
S
306149
GRAFFITI TECHNICIAN
28
$
19.4475
$
20.4198
$
21.4408
$ 22.5129
S
23.6385
$
24.8204
INFORMATION TECHNOLOGY DATABASE ANALYST
39
$
26.9827
S
28.3319
$
29.7484
$ 31.2359
S
32.7977
S
34.4375
INFORMATION TECHNOLOGY ANALYST
48
$
39.9124
$
41.9081
$
44.0035
$ 46.2036
S
48.5138
$
50.9395
INFORMATION TECHNOLOGY TECHNICIAN
34
$
23.9876
S
25.1870
$
26.4463
$ 27.7686
5
29.1571
S
30.6149
INFORMATION TECHNOLOGY TECHNICIAN II
39
$
26.9827
$
28.3319
S
29.7484
$ 31.2359
$
32.7977
S
34.43751 1
LAKE OPERATIONS SUPERVISOR
44
$
32,2748
S
33.8885
S
35.5830
$ 37.3621
S
39.2302
5
41.1917
LEAD WORKER - FACILITIES
35
$
25.4255
$
26.6968
S
28.0316
$ 29.4332
S
30.9049
$
32.4501
LEAD WORKER - LAKE OPERATIONS
35
$
25.4255
$
26.6968
$
28.0316
S 29.4332
5
30.9049
$
32.4501
LEAD WORKER - PARKS
$
25.425_5
$
26.6968
S
28.0316
$ 29.4332
$
30.9049
$
32.4501
LEAD WORKER - STREET OPERATIONS
$
25.4255
$
26.6968
$
28.0316
S 29.4332
S
30.9049
$
32.4501
MAINTENANCE WORKER 1
r3l
$
18.7202
$
19.6563
$
20.6391
$ 21.6710
S
22.7546
S
23.8923
MAINTENANCE WORKER II
$
21.4408
S
22.5129
$
23.6385
$ 24.8204
S
26.0615
$
27.3645
MECHANIC
$
21.4408
S
22.5129
$
23.6385
$ 24.8204
$
260615
S
27.3645
OFFICE SPECIALIST I
$
14.1477
$
14.8551
$
15.5979
5 16.3778
$
17.1967
S
18056S
OFFICE SPECIALIST II
25
$
16.2701
$
17.0836
S
17.9378
$ 18.8346
$
19.7764
S
20.7652
OFFICE SPECIALIST III
30
$
21.0362
$
22.0880
$
23,1924
$ 24.3520
$
255696
$
26.8481
(PARK & RECREATION ANALYST
44
$
32.2748
$
33.8885
$
35.5830
5 37.3621
5
39.2302
$
41.1917
PARK SPECIALIST
34
$
23.9876
$
25.1870
5
26.4463
5 27.7686
$
29.1571
S
30.6149
(PARK SUPERVISOR
44
$
32.2748
$
33.8885
$
35.5830
5 37.3621
5
39.2302
$
41.19171 1
!PUBLIC WORKS SUPERVISOR
44
$
32.2748
S
33.8885
$
35.5830
S 37.3621
$
39.2302
5
41.19171 1
RECREATION SUPERVISOR
44
$
32.2748
$
33.8885
S
35.5830
$ 37,3621
$
39.2302
S
41.1917
'SENIOR ACCOUNTANT
43
$
31.0230
S
32.5742
S
34.2029
$ 35.9131
$
37.7087
$
39.5941
:SENIOR BUILDING INSPECTOR
45
$
33.7273
$
35.4136
5
37.1843
$ 39.0435
$
40.9957
$
43.0455
SENIOR CODE ENFORCEMENT OFFICER
41
$
28,9961
S
30.4459
S
31.9682
$ 33.5666
$
35.2449
$
37.0072
SENIOR COMMUNITY DEVELOPMENT TECHNICIAN
42
$
30.3475
5
31.8648
S
314581
5 35.1310
$
36.8875
$
38.7319
'SENIOR ENGINEERING TECHNICIAN
42
$
30.3475
$
31.8648
$
33,4581
$ 35,1310
$
36.8875
$
38.7319
SENIOR LEAD WORKER
41
$
28.9961
$
30.4459
$
31.9682
5 33.5666
$
35.2449
5
37.0072
'SENIOR PLANNER
47
$
38.8198
$
40.7608
S
42.7988
$ 44.9388
S
47-18571
$
49.5450
SPECIAL EVENTS COORDINATOR
36
$
25.53941
$
26.91531
$
28.1561
5 29.56391
5
31.04211
S
32.5942
32
CITY OF LAKE ELSINORE
MOU JANUARY 2019 - 2020 1 EXHIBIT B -5
Salary Range / Step Schedule
TITLE RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
ACCOUNT SPECIALIST
26
$ 17.6239
$ 18.5051
5 19.4303
$ 20,4019
$ 21.4220
S 22.4931
ACCOUNT SPECIALIST II
29
$ 20.2679
S 21.2813
S 22.3454
S 234627
$ 24.6358
5 25.8676
ACCOUNT SPECIALIST III
33
$ 23,3083
5 24.4737
S 25.6974
S 26,9823
5 28.3314
$ 29.7480
ACCOUNTANT[
37
$ 26,5785
5 27.9075
S 29.3028
S 307680
S 32.3064
S 33.9217
ADMINISTRATIVE ASSISTANT
34
S 24.1075
$ 25.3129
S 26.5785
$ 27,9075
$ 29.3028
$ 30.7680
ASSISTANT PLANNER
40
S 284619
S 29.8850
S 313792
$ 32.9482
$ 34.5956
$ 36.3254
.ASSOCIATE CIVIL ENGINEER
46
5 34.0724
5 35.7760
5 37.5648
$ 39.4430
$ 41,4152
$ 43.4859
ASSOCIATE PLANNER
44
$ 32.4362
$ 34.0580
$ 35.7609
$ 3754991
$ 39.4264
$ 41.3977
BUILDING INSPECTOR
39
$ 27,1176
$ 28.4735
$ 29.8972
5 31.3920
$ 32.9617
$ 34.6097
CHIEF MECHANIC
44
$ 32.4362
$ 34.0580
5 35.7609
$ 37.5489
$ 39.4264
$ 41.3977
CODE ENFORCEMENT OFFICER I
32
$ 23.2792
5 24.4431
S 25.6653
$ 26.9485
$ 28.2960
$ 29.7108
CODE ENFORCEMENT OFFICER II
38
5 263654
$ 28.3137
$ 29.7294
$ 312159
$ 32.7767
$ 34.4155
CODE ENFORCEMENT SUPERVISOR
44
$ 32.4362
5 34.0580
$ 35.7609
$ 37.5489
$ 39.4264
$ 41.3977
COMMUNITY DEVELOPMENT TECHNICIAN
34
5 24.1075
$ 25,3129
5 26.5785
5 279075
$ 29.3028
$ 30.7680
COMMUNITY DEVELOPMENT TECHNICIAN 11
39
$ 27.1176
$ 284735
$ 29.8972
$ 31.3920
$ 319617
$ 34.6097
COMMUNITY SERVICES COORDINATOR
36
$ 25.6661
$ 26.9494
$ 28.2969
$ 29.7117
$ 31.1973
$ 32.7572
ENGINEERING INSPECTOR
46
$ 34.0724
$ 35.7760
$ 37.5648
$ 39.4430
IS 41.4152
$ 43.4859
ENGINEERING TECHNICIAN
34
S 24.107_5
$ 25.3129
S 26.5785
5 27.9075
$ 29.3028
$ 30.7680
ENGINEERING TECHNICIAN II
39
$ 27.1176
S 28.4735
$ 29.8972
S 31.3920
S 32.9617
5 34.6097
ENGINEERING /NPDES COORDINATOR
41
5 29.1411
S 30.5981
5 32.1280
5 33.7344
S 35.4212
S 37.1922
EQUIPMENT OPERATOR
34
1 5 241075
S 25.31291
$ 26.5785
$ 279075
$ 29.30281
$ 30.7680
GRAFFITI TECHNICIAN
28
S 19.5447
5 20.5219
5 21.5480
5 22.6254
$ 23.75671
$ 24,9445
INFORMATION TECHNOLOGY DATABASE ANALYST
39
S 27.1176
$ 28.4735
$ 29.8972
$ 31 -3920
S 32.9617
$ 34,6097
INFORMATION TECHNOLOGY ANALYST
48
$ 40.1120
$ 42.1176
$ 44.2235
S 46.4347
$ 48.7564
S 51.1942
INFORMATION TECHNOLOGY TECHNICIAN
34
$ 24,1075
$ 25.3129
$ 265785
$ 27.9075
5 29.3028
S 30.7680
INFORMATION TECHNOLOGY TECHNICIAN II
39
$ 27.1176
$ 28.4735
$ 29.8972
$ 31 3920
S 32.9617
S 34.6097
LAKE OPERATIONS SUPERVISOR
44
$ 32.4362
$ 34,0580
5 353609
S 37.5489
S 39.4264
S 41.3977
LEADWORKER - FACILITIES
35
1 $ 25.5527
$ 26.8303
1 281718
S 29.5804
$ 31.0594
S 32.6124
LEAD WORKER - LAKE OPERATIONS
35
S 25.5527
$ 26.8303
5 281718
S 29.5804
S 31,05941
S 32.6124
LEAD WORKER - PARKS
35
$ 25.5527
S 26.8303
$ 28.1718
$ 29 5804
$ 31.0594
$ 32.6124
LEAD WORKER - STREET OPERATIONS
35
$ 25.5527
$ 26.8303
$ 28.1718
$ 29.5804
$ 31.0594
$ 32.6124
MAINTENANCE WORKER I
27
$ 18.8138
$ 19,7545
$ 20,7423
$ 21.7794
$ 22.8683
$ 24.0118
MAINTENANCE WORKER II
31
$ 215480
$ 22.6254
$ 23.7567
S 24.9445
$ 26.1918
S 275014
MECHANIC
31
$ 21.5480
$ 22.6254
S 23.7567
$ 24.9445
S 26.1918
S 27.5014
OFFICE SPECIALIST 1
20
S 142185
5 149294
S 15.6759
S 16.4597
S 17.2826
S 18.1468
OFFICE SPECIALIST II
25
5 16.3514
S 17.1690
S 18.0274
S 18.9288
$ 198753
$ 20.8690
OFFICE SPECIALIST 111
30
5 21.1413
$ 22.1984
$ 23.3083
$ 24.4737
$ 256974
$ 26.9823
(PARK & RECREATION ANALYST
44
$ 32.4362
$ 34.0580
S 35.7609
$ 375489
$ 394264
$ 41.3977
IPARK SPECIALIST
34
$ 24.1075
$ 25,3129
S 26.5785
$ 279075
$ 29.3028
$ 30.7680
(PARK SUPERVISOR
44
$ 32.4362
$ 34.0580
S 35,7609
S 37.5489
S 39.4264
S 413977
(PUBLIC WORKS SUPERVISOR
44
S 32,4362
$ 34.0580
$ 35.7609
S 37.54891
5 39.4264
$ 41.3977
RECREATION SUPERVISOR
44
S 324362
S 34.0580
S 35.7609
5 37.5489
5 39.42641
S 41.3977
:SENIOR ACCOUNTANT
43
5 31.1782
$ 32.7371
S 34.3739
S 36.0926
$ 37.8973
$ 39.7921
SENIOR BUILDING INSPECTOR
45
5 33.8959
$ 35.5907
S 37.3703
$ 39.2388
$ 41.2007
$ 43,2607
:SENIOR CODE ENFORCEMENT OFFICER
41
S 29.1411
S 30.5981
5 32.1280
S 33.7344
$ 35 -4212
IS 37.1922
:SENIOR COMMUNITY DEVELOPMENT TECHNICIAN
42
$ 304992
$ 32.0242
$ 33.6254
$ 35.3066
S 37.0720
$ 199256
SENIOR ENGINEERING TECHNICIAN
42
$ 30.4992
$ 32.0242
$ 33.6254
$ 35.3066
$ 37.0720
$38.9256
:SENIOR LEAD WORKER
41
$ 29 1411
$ 30.5981
$ 32.1280
5 33._7344
$ 35.4212
S 371922
SENIOR PLANNER
47 11
$ 39.0139
1 S 40.96461
$ 43.0128
5 45 1635
$ 47.42171
S 49.7927
SPECIAL EVENTS COORDINATOR
36
$ 25.6661
$ 26.9494
S 28.2969
5 29.7117
5 31.1973
5 32.7572
33
CITY OF LAKE ELSINORE
MOU 2020 - 2021 1 EXHIBIT B -5
Salary Range I Step Schedule
TIT[ E RANGE STEP 7 STEP 2 STEP 3 STEP 4 STEP 5 STEP B
ACCOUNT SPECIALIST 1
26
$ 18.0663
$ 18-96961
5 19.9180
S 20.9139
$ 21.9596
$ 23.0576
ACCOUNT SPECIALIST II
29
$ 20.7766
$ 21.8155
S 22.9063
5 24.0516
5 25.2541
S 26.5169
ACCOUNT SPECIALIST 111
33
$ 23.8934
$ 25.0880
5 263424
$; 27.6596
S 29.0425
5 30.4947
.ACCOUNTANT 1
37
$ 272457
$ 28.6079
S 30.0383
S 31.5403
5 33.1173
5 34.7731
ADMINISTRATIVE ASSISTANT
34 _
$ 24.7126
5 25.9483
S 27.2457
$ 28.6079
5 30.0383
S 31,5403
ASSISTANT PLANNER
40
$ 29.1763
S 30.6351
$ 32.1669
$ 33.7752
5 35.4640
S 37.2372
.ASSOCIATE CIVIL ENGINEER
46
$ 34.9276
S 36.6740
$ 38.5077
$ 40.4331
S 42 45471
S 44.5774
ASSOCIATE PLANNER
44
$ 33.2503
5 34.9128
$ 36.6585
$ 38.4914
S 40.4160
S 42.4368
BUILDING INSPECTOR
39
$ 27.7983
$ 29.1882
$ 30.6476
$ 32.1800
S 33.7890
S 35.4784
CHIEF MECHANIC
44
$ 33.2503
5 34.9128
S 36.6585
$ 38.4914
9 40.4160
S 42.4368
CODE ENFORCEMENT OFFICER
32
$ 23.8635
S 25.0566
5 263095
$ 27.6249
$ 29.0062
$ 30.4565
CODE ENFORCEMENT OFFICER 11
38
$ 27.6423
S 29,0244
S 30.4756
$ 31,9994
$ 33.5994
S 35.2793
CODE ENFORCEMENT SUPERVISOR
44
$ 33.2503
S 34,9128
S 36.6585
$ 38.4914
5 40.4160
S 42.4368
COMMUNITY DEVELOPMENT TECHNICIAN
34
$ 24.7126
$ 25.9483
$ 27.2457 1
5 28.6079
5 30.03831
S 31.5403
COMMUNITY DEVELOPMENT TECHNICIAN II
1 39
$ 27.7983
$ 29.1882
$ 306476
S 32.1800
$ 33,7890
$ 35.4784
COMMUNITY SERVICES COORDINATOR
36
$ 26.3103
$ 27.6258
$ 290071
$ 30.4575
5 31.9804
S 33.5794
ENGINEERING INSPECTOR
46
$ 34.9276
$ 36.6740
$ 385077
S 40.4331
5 42.4547
S 44.5774
(ENGINEERING TECHNICIAN
34
$ 243126
$ 25.9483
S 27 -2457
$ 28.6079
5 30.0383
$ 31.5403
IENGINEERINGTECHNICIAN 11
39
$ 27.7983
$ 29.1882
S 30.6476
S 32.1800
$ 33.7890
$ 35.4784
(ENGINEERING /NPDESCOORDINATOR
41
$ 29.8725
$ 31,3661
S 32.9344
S 34.5812
$ 36.3102
$ 38.1257
EQUIPMENT OPERATOR
34
$ 24.7126
$ 25.9483
$ 27.2457
5 28,60791
S 30.0383
5; 31.5403
GRAFFITI TECHNICIAN
28
$ 20.0353
$ 21.0370
S 22.0889
S 23,19331
$ 24.3530
$ 25.5706
INFORMATION TECHNOLOGY DATABASE ANALYST
39
$ 27.7983
$ 29.1882
S 30.6476
5 32.19001
5 33.7890
$ 35.4784
INFORMATION TECHNOLOGY ANALYST
48
$ 41.1188
$ 43.1748
$ 45.3335
$ 47.6002
$ 49.9802
$ 52.4792
INFORMATION TECHNOLOGY TECHNICIAN 1
34
$ 24.7126
$ 25.9483
S 27.2457
$ 28.6079
$ 30.0383
$ 31.5403
(INFORMATION TECHNOLOGY TECHNICIAN 11
39
$ 27.7983
$ 29.1882
S 30.6476
S 32.1800
$ 317890
$ 35.4784
LAKE OPERATIONS SUPERVISOR
44
1 $ 33.2503
S 34.9128
$ 366585
$ 38.4914
$ 40.41601
S 42.4368
LEAD WORKER - FACILITIES
35
$ 26.1940
S 27.5037
$ 28.8789
$ 30.3229
5 31,83901
S 33.4310
(LEAD WORKER - LAKE OPERATIONS
35
$ 26.1940
5 27.5037
$ 28.8789
$ 30.3229
5 31,83901
S 33.4310
LEAD WORKER- PARKS
35
$ 26.1940
_$ 27.5037
S 28.8789
$ 30.3229
$ 31.83901
$ 33,4310
LEAD WORKER- STREET OPERATIONS
35
$ 26.1940
$ 27.5037
S 28.8789
S 30.3229
S 31.83901
$ 33,4310
MAINTENANCE WORKER 1
27
$ 19.2808
$ 20.2449
$ 21.2571
$ 22.3200
$ 23.4360
$ 24.6078
MAINTENANCE WORKER II
31
$ 22.0889
S 23.1933
S 24.3530
S 25.5706
$ 26,8492
S 28.1916
MECHANIC
31
$ 22.0889
$ 23.1933
$ 24.3530
$ 25.5706
$' 26,8492
5 28.1916
OFFICE SPECIALIST 1
20
$ 14.5754
$ 15.3041
5 16.0693
$ 16.8728
$ 17.7164
S 18.6023
OFFICE SPECIALIST 11
25
$ 16.7618
S 17.5999
$ 18.4799
$ 19.4039
5 20.3741
S 21.3928
- OFFICE SPECIALIST 111
30
$ 21.6720
S 22.7556
$ 23.8934
$ 25.0880
5 26.3424
S 27.6596
PARK & RECREATION ANALYST
44
$ 33.2503
$ 34.9128
$ 36.6585
$ 38.4914
5 40.4160
1 S 42.4368
PARK SPECIALIST
34
$ 24.7126
$ 25.9483
$ 27.2457
S 28.6079
S 30.0383
S 31.5403
PARK SUPERVISOR
44
$ 332503
$ 349128
S 366585
S 38.4914
$ 40.4160
$ 42.4368
PUBLIC WORKS SUPERVISOR
44
$ 33.2503
$ 34.9128
S 36,6585
S 38.4914
$ 40,4160
S 42.4368 _
RECREATION SUPERVISOR
44
$ 33.2503
$ 34.9128
S 36.6585
S 38.4914
$ 40.4160
S 42.4368
SENIOR ACCOUNTANT
43
1 $ 31.96071
$ 33.5588
$ 35.2367
$ 36.9985
S 38.8485
$ 40.7909
SENIOR BUILDING INSPECTOR
45
1 $ 34.74671
S 36.4840
$ 38,3082
$ 40.22371
S 42.2348
$ 44.3466
SENIOR CODE ENFORCEMENT OFFICER
41
$ 29,87251
$ 31.3661
5 32.9344
S 34.5812
$ 36.3102
$ 38.1257
SENIOR COMMUNITY DEVELOPMENT TECHNICIAN
42
$ 31.2647
$ 32.8280
$ 34.4694
$ 36.1928
$ 38.0025
S 39.9026
SENIOR ENGINEERING TECHNICIAN
42
$ 31.2647
$ 32.8280
$ 34.4694
$ 36,1928
$ 38.0025
5 39.9026
SENIOR LEAD WORKER
41
$ 29.8725
$ 31.3661
S 32.9344
$ 34.5812
$ 36.3102
5 38.1257
SENIOR PLANNER
47
$ 39.9932
$ 41.99281
S 44.0925
$ 46.2971
$ 48.6119
S 51.0425
Sf ECIAL EVENTS COORDINATOR
36
$ 26.3103
S 27.6258
S 29,0071
$ 30.4575
5 31.9804
S 33.5794
34
CITY OF LAKE ELSINORE
MOU JULY 2019 - 2020 / EXHIBIT B -5
Salary Range/ Step Schedule
TITLE RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
ACCOUNT SPECIALIST 1
26
S 177120
$ 18.5976
S 19.5275
S 20.5039
$ 21.5291
S 22.6055
ACCOUNT SPECIALIST II
29
5 20,3693
$ 21.3877
$ 22.4571
$ 23.5800
S 24.7590
S 25.9969
ACCOUNT SPECIALIST III
33
$ 23.4249
$ 24.5961
$ 25.8259
S 27.1172
$ 28.4731
$ 298967
ACCOUNTANT 1
37
S 26.7114
S 280470
5 294494
5 30.9218
S 32.4679
S 34.0913
ADMINISTRATIVE ASSISTANT
34
$ 24.2281_
$ 25.4395
$ 26.7114
$ 28.0470
$ 29.4494
$ 30.9218
ASSISTANT PLANNER
40
$ 28.6042
$ 300344
S 315361
S 33.1130
S 34.7686
S 365070
ASSOCIATE CIVIL ENGINEER
1 46
S 34.24271
35.9549
5 37.7526
S 39.6403
1 $ 41.6223
S 43.7034
ASSOCIATE PLANNER
44
$ 32.5984
5 34.2283
5 35.9397
$ 37.7367
$ 39.6235
$ 416047
1UILDING INSPECTOR
39
$ 27.2532
$ 28.6159
$ 30.0467
$ 31.5490
$ 33.1265
$ 34.7828
CHIEF MECHANIC
44
S 32.5984
$ 34.2283
$ 35.9397
S 37.7367
$ 39.6235
S 416047
CODE ENFORCEMENT OFFICER I
32
$ 233956
$ 24.5653
$ 257936
$ 27.0833
$ 28.4374
$ 29.8593
CODE ENFORCEMENT OFFICER II
38
$ 27.1003
$ 28.4553
$ 29.8781
$ 31.3720
S 32.9406
5 345876
CODE ENFORCEMENT SUPERVISOR
44
$ 325984
$ 34.2283
1 S 35,9397
5 37.7367
5 39.62351
5 41.6047
COMMUNITY DEVELOPMENT TECHNICIAN
1 34
S 24.2281
5 25.4395
5 26.7114
5 28.0470
5 29.44941
$ 30,9218
COMMUNITY DEVELOPMENT TECHNICIAN II
39
S 27.2532
5 28.6159
S 30.0467
$ 31.5490
$ 33.1265
$ 34.7828
COMMUNITY SERVICES COORDINATOR
36
S 25.7944
$ 27.0842
$ 28.4384
$ 29.8603
S 31,3533
$ 32.9210
ENGINEERING INSPECTOR
46
$ 342427
$ 35.9549
S 37.7526
$ 39.6403
S 41.6223
S 43.7034
ENGINEERING TECHNICIAN
34
S 24.2281
$ 25.4395
S 26.7114
S 28.0470
$ 29.4494
$ 30.9218
ENGINEERING TECHNICIAN II
39
$ 27.2532
$ 286159
$ 300467
$ 31.5490
$ 33.1265
$ 347828
ENGINE ERING/NPDES COORDINATOR
41
$ 29.2868
$ 30.7511
5 32.2887
5 319031
5 35.5983
S 37.3782
EQUIPMENT OPERATOR
34
S 242281
S 254395
$ 26.7114
$ _28.0470
$ 29.4494
$ 30.9218
GRAFFITI TECHNICIAN
28
$ 19.6424
$ 20.6245
$ 21.6558
$ 22.7386
$ 23.8755
$ 25.0693
INFORMATION TECHNOLOGY DATABASE ANALYST
39
$ 27.2532
5 28.6159
S 30.0467
5 31.5490
1; 33.1265
S 34.7828
INFORMATION TECHNOLOGY ANALYST
48
$ 40.3126
$ _42.3282
$ 44.4446
$ 46.6668
S 49.0002
$ 51.4502
INFORMATION TECHNOLOGY TECHNICIAN I
34
$ 24.2281
$ 25.4395
$ 26.7114
S 280470
$ 29.4494
$ 30.9218
INFORMATION TECHNOLOGY TECHNICIAN II
39
$ 27.2532
$ 28.6159
5 30.0467
5 31.5490
S 33.1265
S 34.7828
LAKE OPERATIONS SUPERVISOR
44
$ 32.5984
$ 34.2283
$ 35.9397
$ 37.7367
$ 39.6235
$ 41.6047
LEAD WORKER - FACILITIES
35
$ 25.6804
$ 26 9644
S 283127
S 29.7283
S 31.21471
$ 32.7754
LEAD WORKER - LAKE OPERATIONS
35
S 25.6804
$ 26.9644
5 28.3127
S 29.7283
S 31.2147
S 32.7754
LEAD WORKER - PARKS
35
$ 25.6804
$ 26.9644
S 28.3127
$ 29.7283
$ 31.2147
S 327754
LEAD WORKER - STREET OPERATIONS
35
5 25.6804
S 26.96441
S 283127
$ 29.7283
S 31.2147
$ 32.7754
MAINTENANCE WORKER 1
27
S 18.9079
S 19.8533
S 20.8460
S 21.8883
$ 22.9827
$ 241318
MAINTENANCE WORKER 11
31
$ 21.6558
$ 22.7386
$ 23.8755
$ 25.0693
$ _26.3227
$ 27,6389
, MECIANIC
31
5 21.6558
S 22.7386
5 23.8755
S 25.0693
S 26.3227
S 27.6389
OFFICE SPECIALIST I
20
S 14.2896
5 15.0040
5 157542
S 16.5420
$ 17.3691
$ 18.2375
OFFICE SPECIALIST II
1 25
5 16.4332
$ 17.2548
5 18.1176
S 19.02351
5 19.9746
S 20.9734
OFFICE SPECIALIST III
30
S 21.2470
S 22.3094
5 23.4249
S 24,5961
S 25,8259
$ 27.1172
PARK & RECREATION ANALYST
44
$ 32,5984
$ 34.2283
:$ 35.9397
$ 37.7367
$ 39.6235
S 41.6047
PARK SPECIALIST
34
$ 24.2281
$ 25.4395
S 26.7114
S 28.0470
S 29.4494
5 30.9218
IPARK SUPERVISOR
44
$ 32.5984
.$ 34.2283
$ 35.9397
$ 37.7367
$ 39.6235
$ 41.6047
PUBLIC WORKS SUPERVISOR
44
$ 32.5984
$ 34.2283
S 359397
$ 37.7367
S 3962351
$ 41.6047
(RECREATION SUPERVISOR
44
S 32.5984
S 34.2283
S 35.9397
S 37,7367
S 39.6235
S 41.6047
!SENIOR ACCOUNTANT
43
$ 31.3341
$ 32,9008
$ 34,5458
$ 362731
$ 38.0867
39.9911
SENIOR BUILDING INSPECTOR
45
$ 34.0654
$ 35.7687
$ 37.5571
5 39.4350
$ 41.4067
S 434770
!SENIOR CODE ENFORCEMENT OFFICER
41
$ 29.2868
$ 30.7511
S 32.2887
S 33,9031
5 35.5983
$ 37.3782
!SENIOR COMMUNITY DEVELOPMENT TECHNICIAN
42
$ 30.6517
$ 32.1843
$ 33.7935
$ 35.4832
$ 37.2573
$ 39.1202
SENIOR ENGINEERING TECHNICIAN
42
$ 30.6517
$ 32.1843
$ 33.7935
S 35.4832
S 37.2573
S 39.1202
SENIOR LEAD WORKER
41
$ 29.2868
$ 30.7511
5 32.2887
5 33,903 1
S 35,5983
$ 37.3782
SENIOR PLANNER
47
$ 39.2090
S 41.1694
$ 43.2279
S 45.3893
$ 47.6588
5 50.0417
:SPECIAL EVENTS COORDINATOR 1
36
$ 25.79441
$ 27.0842
$ 28.43841
5 29.8603
1 $ 31.3533
1 5 32.9210
35
AGENCY SHOP
SIDE LETTER OF AGREEMENT EXHIBIT C
1. Legislative Authority
The parties mutually understand and agree that as a result of State of California
adoption of SB 739, all full -time unit employees represented by United Public
Employees of California, LIUNA Local 777 (hereinafter "Union ") have the right to join
or not join the Union. However, the enactment of a local "Agency Shop" requires that
as a condition of continuing employment, employees must either join the Union or
pay to the Union a service fee in lieu thereof. Such service fee shall be established
by the Union, and shall not exceed the standard initiation fee, periodic dues and
general assessments of the Union.
2. Union Dues /Service Fees
(a) Effective October 15, 2005, the Payroll Department shall provide all
current employees and any employees hired thereafter with an
authorization notice advising them that the City has entered into an
Agency Shop agreement with the Union, and that all employees subject
to the Agreement must either join the Union, pay a service fee to the
Union, or execute a written declaration claiming a religious exemption
from this requirement. Such notice shall include a form for the
employee's signature authorizing payroll deduction of Union dues or a
service fee, or a charitable contribution equal to the service fee. Said
employees shall have 14 calendar days from the date they receive the
form to fully execute it and return it to Payroll.
(b) If the form is not completed properly and returned within 14 calendar
days, the City shall commence and continue a payroll deduction of
service fees from the regular biweekly paychecks of such employee..
The effective date of Union dues, service fee, or charitable contribution
shall begin no later than the first full pay period after receipt of the
authorization form.
(c) The employee's earnings must be sufficient after the
other legal and required deductions are made to cover the amount of the
dues or fees authorized. When an employee is in a non -pay status for
an entire pay period, no withholding will be made to cover the pay period
the full withholding, no deduction shall be made. In the case of an
employee who is receiving catastrophic leave benefits during a pay
period, no deduction shall be made. In this connection, all other legal
and required deductions (including health care and insurance
deductions) have priority over Union dues and service fees.
3. Religious Exemption
36
(a) Any employee who is a member of a bona fide religion, body, or sect that
has historically held conscientious objections to joining or financially
supporting public employee organizations shall not be required to join or
financially support any public employee organization as a condition of
employment. The employee may be required, in lieu of periodic dues,
initiation fees, or agency shop fees, to pay sums equal to the dues,
initiation fees, or agency shop fees to a nonreligious, non -labor charitable
fund exempt from taxation under Section 501(c)(3) of the Internal
Revenue Code, chosen by the employee from the following Funds:
1. American Cancer Society
2. American Heart Association
3. American Red Cross
Charitable contributions shall be by regular payroll deductions only in order to
qualify as a condition of continued exemption from the requirement of financial
support to the Union.
(b) Declarations of or applications for religious exemption and any other
supporting documentation shall be forwarded to the Union within 14
calendar days of receipt by the City. The Union shall have 14 calendar
days after receipt of a request for religious exemption to challenge any
exemption granted by the City. If challenged, the deduction to the charity
of the employee's choice shall commence but shall be held in escrow
pending resolution of the challenge
4. Recision
The agency shop provision in this memorandum of understanding may be rescinded
by a majority vote of all the employees in the unit covered by the memorandum of
understanding, provided that:
(a) A request for such a vote is supported by a petition containing the
signatures of at least 30 percent of the employees in the unit;
(b) The vote is by secret ballot;
(c) The vote may be taken at any time during the term of the memorandum
of understanding, but in no event shall there be more than one vote
taken during that term. Notwithstanding the above, the City and the
Union may negotiate, and by mutual agreement provide for, an
alternative procedure or procedures regarding a vote on an agency
shop agreement.
(d) -If a Precision vote" is approved by unit members during the term of a
current MOU, the Union agrees not to petition for or seek Agency Shop
status for the remainder of the current MOU.
5. Records
The Union shall keep an adequate itemized record of its financial transactions and shall
37
make available annually, to the City, and to the employees who are members of the
organization, within 60 days after the end of its fiscal year, a detailed written financial
report thereof in the form of a balance sheet and an operating statement, certified as to
accuracy by its president and treasurer or corresponding principal officer, or by a certified
public accountant. [An employee organization required to file financial reports under the
Labor- Management Disclosure Act of 1959 covering employees governed by this
provision, or required to file financial reports under Section 3546.5, may satisfy the
financial reporting requirement of this section by providing the City with a copy of the
financial reports.]
6. Indemnification
The Union shall indemnify, defend and hold the City harmless against any liability arising
from any claims, demands, or other action relating to the City's compliance with the
agency fee obligation, including claims relating to the Union's /Association's use of monies
collected under these provisions. The City reserves the right to select and direct legal
counsel in the case of any challenge to the City's compliance with the agency fee
obligation, and the Union agrees to pay any attorney, arbitrator or court fees related
thereto.
7. Election
Priorto the implementation ofthis provision, the California State Mediation and Conciliation
Service shall conduct a secret ballot election to be held on October 5, 2005. All eligible unit
members shall be allowed to participate in thevoting, irrespective of current membership
in the Union. Ballots shall be counted at the conclusion of the October 5, 2005 balloting.
8. City Council Approval
If the foregoing Agency Shop provisions are approved by the employees on October 5,
2005, then authorization to approve this Side Letter of Agreement shall be submitted to the
City Council at its next regular meeting.
Dated: October 13, 2005
/bert A. B ady half of the. xty of Lake
Elsinore
W
4@tg� D_4�4-& -
Kathie Delgado
On behalf of-the United Public
Employees of California, LIONA,
Local 777