CC Resolution 2000-148RESOLUTION NO. 2000-148
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LA QUINTA,
CALIFORNIA, APPROVING AND ADOPTING A MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF LA QUINTA AND THE LA
QUINTA CITY EMPLOYEES' ASSOCIATION (LQCEA), COMMENCING ON
JULY 1, 2000, AND TERMINATING ON JUNE 30, 2003
WHEREAS, the City of La Quinta, hereinafter referred to as "City," and the La
Quinta City Employees' Association, the recognized organization representing its
members, hereinafter referred to as "Association," have met and conferred over
wages, hours, terms, and conditions of employment pursuant to Government Code
Section 3500, as amended; and
WHEREAS, the City and the Association have negotiated a Memorandum of
Understanding for the period commencing on July 1, 2000, and terminating June 30,
2003.
WHEREAS, the Association ratified the Memorandum of Understanding on
November 6, 2000.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of
La Quinta, California, as follows:
SECTION 1. The City does hereby approve, ratify, and authorize
implementation of each economic and non-economic benefit and right set
forth in. the Memorandum of Understanding between the City and
Association, attached hereto and executed on November 21, 2000, and
incorporated herein as Exhibit "A," and said to the extent the City may
legally do so in accordance with the time constraints of said
Memorandum of Understanding.
PASSED, APPROVED and ADOPTED at a regular meeting of the La Quinta City
Council held on this 21 st day of November, 2000, by the following vote to wit:
AYES:
NOES:
ABSENT:
Council Members Adolph, Henderson, Perkins, Sniff, Mayor Pe~a
None
None
ABSTAIN: None
Resolution No. 2000-148
MOU/Employees' Association
Adopted: November 21, 2000
Page 2
ATTEST:
JU Er~.~.~REEK, CM(~,~
City of La Quinta, California
(City Seal)
APPROVED AS TO FORM:
M./~H]EI~II~IE' JENSI~L~, City Attorney
Cia/of La Quinta, California
MEMORANDUM OF UNDERSTANDING
EXHIBIT A
This Memorandum of Understanding ("MOU") is made and entered into by and between
the CITY OF LA QUINTA ("City") and the LA QUINTA CITY EMPLOYEES'
ASSOCIATION ("Association").
WHEREAS, the City and the Association have met and conferred in good faith with
respect to the wages, hours, and terms and conditi'ons of employment of City employees and all
other subjects within the scope of bargaining under the Meyers-Milias-Brown Act (Government
Code Section 3500, et seq.), and have reached an agreement that they wish to set forth in writing
in the form of this MOU:
NOW, THEREFORE, the City and the Association agree as follows:
SECTION 1: TERM.
This MOU shall take effect on July 1, 2000, and shall remain in effect through and
including June 30, 2003.
SECTION 2: SALARY AND SALARY SURVEY.
A. Fiscal Year 2000-01.
The Schedule of Salary Ranges (Schedule), which is attached hereto as Exhibit 1 and by
this reference made a part hereof, shall, be in effect during the first year (July 1. 2000 through
June 30, 2001) of this MOU. The Schedule set forth on Exhibit 1 provides a 3.00% cost-of-
living increase retroactive to July 1, 2000 to all salary ranges for those employees employed as
of the date of approval of this MOU by both parties.
B. Fiscal Year 2001-02 and 2002-03.
For Fiscal Year 2001-02, the Schedule set forth on Exhibit I shall be increased by the
Consumer Price Index for Urban Wage Earners and Clerical Workers in the Los Angeles -
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Riverside - Orange County area (hereinafter CPI") as measured from April 2000 to April 2001,
effective July l, 2001. However, in no case shall the amount of the salary increase be less than
two percent (2%) or greater than five percent (5%). For Fiscal Year 2002-03, the salary schedule
established for Fiscal Year 2001-02 shall again be adjusted by the CPI as measured from April
2001 to April 2002, effective July 1, 2002, but in no instance shall the salary increase be less
than two percent (2%) or more than five percent (5%).
C. Salary and Benefit Survey.
City and Association agree to engage in a salary and benefits survey of fifteen (15)
selected cities within fourteen (14) d.ays of approval of this MOU by both parties. The list of
fifteen (15) cities and the form of the salary and benefits survey is attached hereto as Exhibit 2
and incorporated herein by reference. City and Association agree to meet and confer on the
results of the salary and benefits survey within thirty (30) days after receipt of all or substantially
all of the responses from the fifteen (15) selected cities, but no increase in salary that may be
agreed upon shall be effective prior to July 1, 2001.
SECTION 3: MEDICAL, DENTAL, VISION AND LIFE INSURANCE COVERAGE.
A. Fiscal Year 2000-01.
During the first year (July 1, 2000 through June 30, 2001) of this MOU, the City and its
employees shall contribute the following amounts per month toward insurance coverage:
Group Medical, Dental,
Vision and Life Insurance
Employee only
Employee plus Dependent(s)
City Employee
Contribution Contribution
$353.03 -0-
$806.68 $51.76
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B. Fiscal Year 2001-02 and Thereafter.
Effective July 1, 2001, City will pay a flat amount of up to $800 per month for the actual
cost of medical, dental, vision and life insurance coverage. If the insurance package selected by
any employee is greater than $800 per month, then the excess shall be at the employee's expense.
The difference between $800 per month and the actual cost of the insurance package for any
employee which is less than $800 per month shall remain with the City.
C. City/Association Insurance Review Committee.
Effective with the approval of this MOU by both parties, City and Association shall each
designate two (2) persons to serve .on an Insurance Review Committee in order to make a
recommendation to City and Association for replacement insurance coverage, to be effective
July 1, 2001. This Committee will meet regularly, hold informational meetings for employees if
necessary, and make a recommendation to City and Association no later than April l, 2001.
D. Contributions.
The employee contribution for insurance coverage shall be paid by paYroll deduction as a
condition of enrollment and continuous insurance coverage. The benefits, terms and conditions
of coverage shall be governed by the formal plan documents.
SECTION 4: EDUCATIONAL INCENTIVE PROGRAM.
All employees are eligible for tuition reimbursement pursuant to Section 15.25 of the
City's Personnel Rules. The total of such reimbursement for all employees shall not exceed
$5,000 during each year of this MOU.
SECTION 5: MANAGEMENT RIGHTS.
Except as limited by the terms of this Memorandum, the City retains sole and exclusive
right to manage its operations and direct its work force using any or all of the powers and
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authority previously exercised or possessed by the City or traditionally reserved to management.
including but not limited to the right to determine its organization and the kinds and levels of
services to be provided; to direct the work of its employees; to assign work from one
classification of employees to another, including work currently performed by employees in the
classifications covered by this Memorandum; to establish work standards and levels of required
performance; to utilize part-time or temporary employees; to pay wages and benefits in excess of
those required by this Memorandum; to select, modify, alter, abandon, or modernize methods of
conducting its operations; to build, move, modify, close, or modernize facilities, machinery,
processes, and equipment; to establish budgetary procedures and allocations: to determine
methods of raising revenues; to sublet and subcontract work except work currently performed by
City employees; to take all necessary action in the event of an emergency; to establish and
amend rules of conduct and to impose discipline and discharge; to establish and amend rules for
safety and health; to select, hire. classify, reclassify, assign, evaluate, transfer, promote, demote,
upgrade, downgrade, reprimand, discipline, suspend, discharge, lay off, and rehire employees; to
determine job content and to create, combine or modify job classifications and rates or classes of
pay; and to exercise all other customary powers and authority of management, regardless of
whether the City has exercised such power previously. Nothing in this provision shall be
construed to restrict grievances concerning any part of this MOU. In the event of an emergency,
the City may an~end, modify or rescind any provision of the MOU. Such amendment,
modification or rescission shall remain in force only for the period of the emergency. The City
shall have the sole and complete discretion to declare that an emergency exists for the purposes
of this Section.
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SECTION 6: NON-DISCRIMINATION.
All personnel decisions and actions, including but not limited to appointments,
promotions, demotions, transfers, layoffs, and discharges, shall be made without regard to race,
color, creed, sex, marital status, age, national origin or ancestry, physical or mental disability,
medical condition, sexual orientation, or any other unlawful consideration. Further, the. City
shall not discriminate against any employee based upon his/her activity on behalf of his/her
membership in any employee association or group.
SECTION 7: HOURS.
Employee hours of work shall be as stated in the City's Personnel Policies unless
superseded as provided herein.
SECTION 8: HOLIDAYS.
City-paid holidays shall be as provided in the City's Personnel Policies unless superseded
as provided herein.
SECTION 9: VACATION.
9.1 Accrual. Vacation accrual shall be as provided in the City's Personnel Policies
unless superseded as provided herein.
9.2 Buy-back. Vacation buy-back shall be as provided in the City's Personnel
Policies unless superseded as provided herein:
SECTION 10: SICK LEAVE.
Sick leave shall be accrued as provided in the City's Personnel Policies unless superseded
as provided herein.
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SECTION 11: PERSONNEL POLICY AND JOB DESCRIPTION AMENDMENTS.
The City and Association have agreed to modify certain portions of the City's Personnel
Policies as set forth on Exhibit 3 attached hereto and by this reference made a pan hereof, to
become effective upon the date of execution of this Agreement by the last party to ratify it.
Additionally, the parties have agreed to the salary range for the job description attached hereto as
Exhibit 4 for the position of Recreation Coordinator.
SECTION 12: COMPUTER PURCHASE PROGRAM.
The City agrees to continue the Computer Purchase Program (Program) as set forth on
Exhibit 5 and by this reference mad~ a part hereof, and to fund the Program in the amount of
$29,750 for each Fiscal Year during the term of this MOU. Any employee who has participated
in the Program and has paid his/her loan in full may participate again if there is money available
after those employees who have not previously participated have been funded.
SECTION 13: SOLE AND ENTIRE AGREEMENT.
It is the intent of the parties hereto that the provisions of this MOU shall supersede all
prior agreements, memoranda of agreement or memoranda of understanding, or contrary salary
and/or personnel rules and regulations, administrative codes, provisions of the City (other than
the Municipal Code), whether oral or written, expressed or implied, between the parties, and
shall govern the entire relationship and be the sole source of any and all rights which may be
asserted hereunder. This MOU is not intended to' conflict with federal or state law, The
Association and the City agree that all personnel rules not specifically included herein shall be
incorporated herein by this reference. The City reserves the right to add to, modify or delete
from its Personnel Rules, subject to its obligations under the Meyers-Milias-Brown Act.
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SECTION 14: WAIVER OF BARGAINING DURING TERM OF THIS
AGREEMENT.
During the term of this MOU, the Association agrees that it will not seek to negotiate or
bargain with respect to wages, hours and terms and conditions of employment, whether or not
covered by this MOU or in the negotiations preceding execution of this MOU, except as required
by specific provisions of this MOU. Despite the terms of this waiver, the parties may. by mutual
agreement, agree in writing to meet and confer concerning any matter during the term of this
MOU.
This Memorandum is hereby executed by the parties hereto as set forth below.
CITY OF LA QUINTA
DATED: ,2000 By:,
John J. Pefia, Mayor
LA QUINTA CITY EMPLOYEES'
ASSOCIATION
DATED:
.2000
By:
By:
By:
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CITY OF LA QUINTA
SCHEDULE OF SALARY RANGES
FY 00/01
EXHIBIT 1
MONTHLY
BASE STEP STEP STEP STEP STEP
RANGE A B C D E
30 1,826.22 1,917.53 2,013.41 2,114.08. 2,219.78
31 1,871.88 1,965.47 2,063.74 2,166.93 2,275.28
32 1,917.53 2,013.41 2,114.08 2,219.78 2,330.77
33 1,965.47 2,063.74 2,166.93 2,275.28 2,389.04
34 2,013.41 2,114.08 2,219.78 2,330.77 2,447.31
35 2,063.74 2,166.93 2,275.28 2,389.04 2,508.49
36 2,114.08 2,219.78 2,330.77 2,447.31 2,569.68
37 2,166.93 2,275.28 2,389.04 2,508.49 2,633.92
38 2,219.78 2,330.77 2,447.31 2,569.68 2,698.16
39 2,275.28 2,389.04 2,508.49 2,633.92 2,765.61
40 2,330.77 2,447.31 2,569.68 2,698.16 2,833.07
41 2,389.04 2,508.49 2,633.92 2,765.61 2,903.89
42 2,447.31 2,569.68 2,698.16 2,833.07 2,974.72
43 2,508.49 2,633.92 2,765.61 2,903.89 3,049.09
44 2,569.68 2,698.16 2,833.07 2,974.72 3,123.46
45 2,633.92 2,765.61 2,903.89 3,049.09 3,201.54
46 2,698.16 2,833.07 2,974.72 3,123.46 3,279.63
47 2,765.61 :~,903.89 3,049.09 3,201.54 3,361.62
48 2,833.07 2,974.72 3,123.46 3,279.63 3,443.61
49 2,.903.89 3,049.09 3,201.54 3,361.62 3,529.70
50 2,974.72 3,123.46 3,279.63 3,443.61 3,615.79
51 3,049.09 3,201.54 3,361.62 3,529.70 3,706.19
52 3,123.46 3,279.63 3,443.61 3,615.79 3,796.58
53 3,201.54 3,361.62 3,529.70 3,706.19 3,891.50
54 3,279.63 3,443.61 3,615.79 3,796.58 3,986.41
55 3,361.62 3,529.70 3,706.19 3,891.50 4,086.07
56 3,443.61 3,615.79 3,796.58 3,986.41 4,185.73
57 3,529.70 3,706.19 3,891.50 4,086.07 4,290.38
58 3,615.79 3,796.58 3,986.41 4,185.73 4,395.02
59 3,706.19 3,891.50 4,086.07 4,290.38 4,504.89
60 3,796.58 3,986.41 4,185.73 4,395.02 4,614.77
61 3,891.50 4,086.07 4,290.38 4,504.89 4,730.14
62 3,986.41 4,185.73 4,395.02 4,614.77 4,845.51
63 4,086.07 4,290.38 4,504.89 4,730.14 4,966.65
64 4,185.73 4,395.02 4,614.77 4,845.51 5,087.78
65 4,290.38 4,504.89 4,730.14 4,966.65 5,214.98
66 4,395.02 4,614.77 4,845.51 5,087.78 5,342.17
67 4,504.89 4,730.14 4,966.65 5,214.98 5,475.73
68 4,614.77 4,845.51 5,087.78 5,342.17 5,609.28
69 4,730.14 4,966.65 5,214.98 5,475.73 5,749.51
70 4,845.51 5,087.78 5,342.17 5,609.28 5,889.74
71 4,966.65 5,214.98 5,475.73 5,749.51 6,036.99
72 5,087.78 5,342.17 5,609.28 5,889.74 6,184.23
73 5,214.98 5,475.73 5,749.51 6,036.99 6,338.84
74 5,342.17 5,609.28 5,889.74 6,184.23 6,493.44
75 5,475.73 5,749.51 6,036.99 6,338.84 6,655.78
76 5,609.28 5,889.74 6,184.23 6,493.44 6,818.12
77 5,749.51 6,036.99 6,338.84 6,655.78 6,988.57
78 5,889.74 6,184.23 6,493.44 6,818.12 7,159.02
79 6,036.99 6,338.84 6,655.78 6,988.57 7,338.00
80 6,184.23 6,493.44 6,818.12 7,159.02 7,516.97
EXHIBIT 2
CITY OF LA QUINTA SALARY AND BENEFITS SURVEY
,2000
TO:
CITY OF
STREET ADDRESS
CITY/ZIP CODE
The City of La Quinta (City) and the La Quinta City Employees Association (LQCEA)
have agreed to conduct a salary and benefit survey The parties have agreed upon surveying 15
cities in Riverside County, including your city. The City and LQCEA would greatly appreciate
your cooperation in completing the survey and returning it to John Ruiz at the City of La Quinta
by ,2000. You will be provided a copy of the results of the survey if you so
desire. Thank you for your expected cooperation and if you have any questions, please feel flee
to contact John Ruiz at (760) 777-7092.
BASELINE INFORMATION
1. Expiration date of current MOU with General Workers:
2. Are the salaries identified in this survey subject to a known increase during the term of
the MOU? If so, percent increase: %, effective
3. Number of non-management/confidential, non-safety Full Time Employees (35
hours/week or more):
4. Number of non-management/confidential, non-safety Part Time Employees (less than
35 hours/week):.
5. Do you provide longevity pay? Yes~ No If yes, what dollar amount or
percent of base salary is provided and after how many years of experience?
6. How many paid holidays are provided to represented employees, other than
management, confidential or safety employees, each calendar year?__
7. How many "floating holiday", personal days off, or similar days are provided to
represented employees, other than management, confidential or safety employees, per calendar
year?
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8. How many sick days/hours are provided to represented employees, other than
management or safety employees, each calendar year? __ days, or ~ hours. If the
amount varies by years of service, please explain.
9. How many vacation days do represented employees, other than management,
confidential and safety employees receive each calendar year? If the amount varies by years of
service, please explain.
14. How many steps are in your salary schedule? ~ Is there a set percentage
difference between each step? Yes ~ No . If yes, what is the percent difference?
SALARY SURVEY
Attached you will find a matrix showing the job titles of positions within the City of La
Quinta which are represented by LQCEA. Please complete the information for each of your
most comparable positions. If there is no comparable position, please indicate with a "N/A". To
assist you in determining comparable positions, we have included a brief description of the major
job duties for each of the City of La Quinta positions.
If you have any questions or need clarification of any position, please contact John Ruiz
at the City of La Quinta; (760) 777-7092.
BENEFIT SURVEY
Following the Salary Survey, you will find a matrix related to health and related benefits
that may be applicable to the represented employees in your bargaining unit(s), which would be
most similar to LQCEA in terms of the represented positions. If a particular benefit is not
provided, please indicate "N/A".
Again, if you have any questions or need clarification as to any benefit, please contact
John Ruiz at the City of La Quinta.
Name of your contact person: Telephone No.
Please check here if you would like a copy of the final results of the survey __
THANK YOU VERY MUCH FOR YOUR COOPERATION AND ASSISTANCE!
397/015610-0005
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Z
0
0
I
City:
HEALTH PLAN FEATURES
Name of provider
How long has the City been with this same plan?
Is the City's Health Plan
HMO PPO Employee Choice
Amount of annual deductible paid by employee:
For self: For dependents:
Percentage of services rendered that are covered
Using doctor under plan % Doctor outside plan
Other (Explain)
DENTAL PLAN FEATURES
Name of provider
·
How long has the City been with this same plan?
Is the City's Dental Plan
__HMO PPO Employee Choice
Amount of annual deductible paid by employee:
For self: For dependents:
Percentage of services rendered that are covered
Using doctor under plan % Doctor outside plan
Maximum annual amount paid under the plan
For self: For dependents:
Are orthodontics covered by the plan? __ Maximum amount $
Other (Explain)
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LIFE INSURANCE FEATURES
Maximum amount of coverage $
Is this term insurance? Yes No
MISCELLANEOUS
1. Does your city offer a "cafeteria plan" option for benefits? Yes No
If yes, what is the monthly amount? $ What benefits does this amount cover?
Is there a minimum amount to be spent on health insurance? Yes No
If yes, what is the monthly amount? $
2. Does your city contribute to a deferred compensation plan? Yes
If yes, what is the monthly amount? $
No
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>-
:D°
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SIDE LETTER AGREEMENT BETWEEN THE CITY OF LA QUINTA
AND THE LA QUINTA CITY EMPLOYEES ASSOCIATION
As a result of the meet and confer process which took place between the City of La
Quinta (City) and the La Quinta City Employees Association (Association) with regard to a
successor Memorandum of Understanding (MOU) to replace the MOU which expired on June
30, 2000, City and Association agreed to implement an Employee Training and Resources
Committee (Committee) through a side letter agreement. The City and Association now agree as
follows:
1. The Committee is hereby established, and shall consist of equal numbers of
management and represented employees, with the exact number to be determined by the parties,
but not to exceed six (6) total members.
2. The purpose of the Commit'tee shall be to review training options, opportunities,
resources and costs related to providing represented employees with the ability to learn or
improve job skills related to their specific job classifications.
3. The Committee shall meet at times and locations as are mutually agreed upon, and
shall ultimately make recommendations to the City Manager for consideration of inclusion in the
budgetary process.
4. The Committee shall remain in effect through June 30, 2001, at which time the parties
may mutually agree to continue the Committee's duties for a longer period of time if both parties
feel doing so would be worthwhile.
Date: October .2000
CITY OF LA QUINTA
Date: October .2000
LA QUINTA CITY EMPLOYEES
ASSOCIATION
397/0156 ! t)-0005
122850.01 PM00
Involves receipt or acceptance by an employee of any money or other consideration
fi.om anyone other than the City for the performance of an act which the employee, if
not performing such act, would be required or expected to render in the regular
course of his or her City employment or as part of his or her duties as a City
employee;
Co
Involves the performance of an act in other than his or her capacity as a City
employee, which act may later be subject directly or indirectly to the control,
inspection, review, audit, or enforcement by such employee or the department by
which he or she is employed.
Involves conditions or factors which would probably, directly or indirectly lessen the
efficiency of the employee in his or her regular City employment or conditions in
which there is a substantial danger of injury or illness to the employee.
Use of City Equipment Prohibited
ao
No City-owned equipmefit, autos, trucks, instruments, tools, supplies,machines, or
any other item which is the property of the City shall be used by an employee while
said employee is engaged in any outside employment or activity for compensation, or
otherwise, except upon prior written approval of the Employee Relations Officer.
No employee shall allow any unauthorized person to rent, borrow, or use any of the
items mentioned in (a) above, except upon prior written approval of the Employee
Relations Officer.
Violations and Penalties
ao
Any violation of the provisions herein contained respecting outside employment or
activity and use of City property shall constitute sufficient grounds for disciplinary
action, up to and including dismissal.
1.50 POLITICAL ACTIVITIES: No employee shall engage in political activity during
working hours (excluding break time) or on City premises where such activity would disrupt the
workplace. No employee shall engage in any type of activity relating to an employee
organization during such time an employee is on duty, except as expressly permitted by the City
Manager, Federal or State law, Memorandum of Understanding, or City Council directive.
1.55 SAFETY AND HEALTH: Each employee shall comply with all applicable safety laws,
Policies, and regulations. All employees shall follow safety practices, use personal protective
equipment as required and provided by the City, render every possible aid to safe operations, and
report to the supervisor, department director or safety committee all unsafe conditions or
practices.
Employees w/th questions about safety methods or practices, should check with their supervisor.
.1.60 VEHICLE AND SEATBELT POLICY: City and Association agree that the three (3)
individuals employed by City as Building Inspectors shall continue receiving the car allowance
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they are currently receiving in the amount of $320 per month so long as they remain
continuously employed in that position. Any individual hired as a replacement for one of the
three current Building Inspectors shall not receive a car allowance but will be eligible to use a
City pool vehicle. If required to use a personal vehicle, an employee shall be reimbursed at the
then current IRS rate, which is currently $0.325 per mile.
All employees who are currently assigned a City vehicle for their job duties will continue to be
provided access to a vehicle for Fiscal' Years 1998/99 and 1999/2000. In addition, a vehicle pool
will be established in Fiscal Year 1998/99 for use by employees to conduct City business. Pool
vehicles will be made available on a first-come, first-served basis. The pool will be administered
by the Finance Department. An employee must check with the Finance Department prior to
using his/her own vehicle on City business, ff there is no pool vehicle available, and the
employee cannot wait for one to become available, the employee may use his/her personal
vehicle and be reimbursed at the current rate. Effective November 1, 2000, Foremen will no
longer take City vehicles home on a daily basis. Instead, the City will consider a scheduled
standby program, and will authorize Foremen to take a City vehicle home when on scheduled
standby. When on scheduled standby, Foremen shall be paid standby pay pursuant to Section
14.35.6.
City shall make City pool vehicles available on a priority basis for those employees who are
required to travel off paved roads on City business. If a pool vehicle is not available, and the
employee must use his/her personal vehicle to travel off paved roads, the employee shall not be
required to travel offpaved roads if he/she reasonably believes that to do so would cause damage
(other than normal wear and tear) to the vehicle. The employee shall inform his/her supervisor
of such concerns, and the supervisor shall give alternate instructions.
Employees required to use their own vehicle for City business and who receive either a monthly
allowance or mileage reimbursement therefor are required to provide proof of a valid California
drivers' license and of vehicle insurance for both liability and property damage. The City
requires a copy of the drivers' license at the time of hire and at the time of each required renewal.
The Personnel Office maintains these records and is responsible for notifying employees when
their license needs to be renewed.
An employee who loses his/her license or has his/her license restricted so as to prevent driving
on City business is responsible for notifying the Employee Relations Officer immediately. The
City has an agreement with the Department of Motor Vehicles (DMV) wherein the DMV notifies
the City when an employee's license is restricted or revoked. If the DMV notifies the City prior
to receiving notification by the employee, disciplinary action may result.
Proof of inSUrance must be shown at the time of hire and annually by those employees who drive
their own vehicles on City business. Policy limits are determined by the employee, but must
meet minimum state standards. If an employee has an automobile accident while on City
business, the employee's insurance policy shall be provide primary coverage for both liability
and properly damage. 'If there is no insurance policy in place, the employee shall be personally
responsible. The car allowance or mileage reimbursement paid by the City is calculated to cover
the cost of insurance purchased by the employee. No employee who has not been required to use
his/her vehicle for City business shall be required to provide proof of insurance.
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