CC Resolution 2021-022 LQCEA MOU RESOLUTION NO. 2021 - 022
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 COMMENCING ON JULY 1, 2021,
AND TERMINATING JUNE 30, 2022
WHEREAS, the City of La Quinta (City) and the La Quinta Employees’
Association (Association), the recognized organization representing its
members, have met and conferred over wages, hours, terms, and conditions
of employment pursuant to Government Code 3500, as amended; and
WHEREAS, on June 19, 2018, the City Council adopted Resolution No.
2018-034 approving the current Memorandum of Understanding (MOU)
between the City and LQCEA, executed on July 1, 2018, expires June 30,
2021; and
WHEREAS, the City and the Association have negotiated a MOU for a
12-month period commencing July 1, 2021, and terminating June 30, 2022;
and
WHEREAS, the Association ratified the Memorandum of Understanding
on April 27, 2021; and
WHEREAS, this document will supersede any prior resolutions and
amendments, and may be changed only upon approval of the City Council.
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 the
Association, attached 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.
Resolution No. 2021-022
LQCEA Memorandum of Understanding FY 2021/22
Adopted: June 15, 2021
Page 3 of 11
MEMORANDUM OF UNDERSTANDING
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 conditions 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
The provisions of this MOU are effective July 1, 2021 and shall continue for a
twelve (12) month period, ending June 30, 2022.
This MOU is intended to and shall supersede previous MOU dated July 1, 2018,
and any side letters or amendments.
SECTION 2: COMPENSATION
2.1 Salary
The 2020/21 Salary Freeze approved on May 19, 2020, for members
represented by the ASSOCIATION, is suspended effective July 1, 2021,
restoring all normal salary schedule step progression for members
represented by the ASSOCIATION effective as of the 2021/22 Salary Schedule
effective date. Employees shall advance one step on the salary schedule
effective July 1, 2021.
The 2019 World at Work salary schedule structure market adjustment
suspended on July 1, 2020, for members represented by the ASSOCIATION,
is restored effective July 1, 2021. The 2021/22 Salary Schedule reflects a
2.2% World at Work salary schedule structure market adjustment for 2019 as
agreed upon by the CITY and ASSOCIATION. The Salary Schedule is attached
hereto as Exhibit 1, and by this reference made a part hereof, shall become
effective on July 1, 2021, and shall remain in effect during the entire term
(July 1, 2021, through June 30, 2022) of this MOU, unless modified in writing
by mutual agreement of both parties.
EXHIBIT A
Resolution No. 2021-022
LQCEA Memorandum of Understanding FY 2021/22
Adopted: June 15, 2021
Page 4 of 11
2.2 Merit Salary Increase
Employees receiving an overall “successful” rating will be eligible for their
normal step progression advancing one step on the salary plan/schedule.
effective on the anniversary of the date of hire or the date upon which they
were most recently promoted/reclassified.
2.5 Classification and Compensation Market Study
The parties agree to a full classification and compensation market study using public
and private sector comparisons to be completed before June 30, 2022.
SECTION 3: EMPLOYEE BENEFITS
The 2020/21 Benefit Freeze approved on May 19, 2020, for members
represented by the ASSOCIATION, is suspended effective July 1, 2021.
3.1 Retirement
3.1.1 Employer/Employee Obligations
For purposes of the CITY's election to pay to the California Public Employees'
Retirement System (CalPERS), effective July 1, 2013, the CITY shall pay to
CalPERS on behalf of each full-time, regular employee, the required employer
contribution, and an amount equal to 0% of the required member contribution
to CalPERS. Effective July 1, 2013, each full-time, regular employee shall pay
an amount equal to 100% of the required member contribution to CalPERS,
not to exceed eight percent (8%).
3.1.2 Public Employees' Retirement System (PERS) Retirement
The CITY participates in the PERS retirement plan, and currently pays the full
cost of the employer share of the PERS retirement benefit for qualified Regular
Full-time and Regular Part-time Employees. Each Regular Full-time and Part-
time Employee shall pay an amount equal to 100% of the required member
contribution to PERS. Any Employee hired on or after January 1, 2013, shall
be subject to the following retirement formulas with the retiree’s annuity
based on the average of the Employee’s three (3) highest paid consecutive
years, in accordance with the CITY’s contract with PERS and the Public
Employees’ Pension Reform Act of 2013 (PEPRA):
Classic Employees (current PERS members) hired on or after
January 1, 2013: 2% @ 60.
New Employees (new PERS members) hired on or after January
1, 2013: 2% @ 62.
Resolution No. 2021-022
LQCEA Memorandum of Understanding FY 2021/22
Adopted: June 15, 2021
Page 5 of 11
3.1.3 Unused Sick Leave Election
Government Code Section 20965 and the CITY's contract for retirement
benefits with CalPERS permits conversion of unused sick leave to service
credit, pursuant to certain restrictions. Upon retirement, employees are
required to complete the "Unused Sick Leave Election Form" prior to receiving
their final paycheck. Upon retirement, employees will have the option of
selecting one of the following: (1) receiving payout for the full amount of
unused sick leave (pursuant to the payout schedule contained in Personnel
Policy Section 14.20.4, (2) receiving payout for a set amount of unused sick
leave and requesting conversion to service credit of the remainder; or (3)
converting the entire amount of unused sick leave to service credit, waiving
their right to a payout for unused sick leave.
3.2 City Benefit Contribution
Effective July 1, 2021, the maximum CITY benefit contribution is $1,742 per
month for all regular full-time employees to be used for medical, dental,
vision, and general life insurance benefits.
Employees who elect a health insurance program (medical, dental, vision, and
standard life insurance) that is less than $1,742 can elect to use any unused
portion of the CITY contribution up to a maximum of $250 for eligible
additional Section 125 benefits, enrollment shall take place during the CITY’s
open enrollment period.
The employee contribution for insurance coverage shall be paid by payroll
deduction as a condition of enrollment and continuous insurance coverage.
The formal plan documents shall govern the benefits, terms and conditions of
coverage.
The parties agree to reopen negotiations in August 2021 to meet and confer
on the amounts paid by the CITY and employees for insurance coverage for
the following calendar year.
The CITY reserves the right at any time during the term of this MOU to change
its insurance carriers, provided, however, that the benefits of any new
insurance plan shall be substantially equivalent to the benefits of the plan
being replaced.
3.3 Medical Opt-Out Payment
Personnel Policy Section 13.1.2 states that an employee who provides the
CITY evidence of medical insurance under a separate policy and requests to
be deleted from the CITY's coverage shall receive $250 per month as an in-
lieu payment. Should such other coverage subsequently be unavailable to the
Resolution No. 2021-022
LQCEA Memorandum of Understanding FY 2021/22
Adopted: June 15, 2021
Page 6 of 11
employee, the employee shall have the right to seek reinstatement to
coverage under the CITY's policy upon written request. In such a case, the
CITY shall reinstate the employee's coverage and cancel the in-lieu payment
if reinstatement is permitted under the provisions for reinstatement, then in
effect with the CITY's health insurance provider.
3.4 Flexible Spending Plan Under Section 125
The CITY has established a flexible spending account plan managed by a third-
party administrator that allows employees to participate and pay for qualified
expenses on a pre-tax basis. Employees who elect to participate will pay the
monthly administration fee and optional medical reimbursement debit card fee
through payroll deduction.
The CITY reserves the right at any time during the term of this MOU to change
providers, provided the benefits of any new insurance plan shall be
substantially equivalent to the benefits of the plan being replaced.
3.5 Tuition Reimbursement
Subject to Department Director and Employee Relations Officer (or designee)
approval, Regular Full-time Employees may attend and be reimbursed up to a
maximum of $3,500 per fiscal year not to exceed a total annual budget of
$52,500 for the cost of educational courses taken at an accredited college or
university.
Reimbursement will be made only after an employee has satisfactorily
completed the class with a grade of "B" or better. Evidence of the same has
been submitted and approved by the Employee Relations Officer.
The general rule is that an employee must be employed when they start and
complete the class or workshop to be reimbursed. If an employee resigns or
retires their employment with the CITY or is terminated for disciplinary
reasons within two (2) years of receiving reimbursement under these
provisions, Employee shall reimburse the CITY for all monies paid them for
educational reimbursement received dating back two (2) years from their
termination date. If an Employee has followed the foregoing requirements for
reimbursement and, through no fault of their own, is laid off before completion
of the approved class or workshop, the Employee will continue to be eligible
for reimbursement even though the CITY no longer employs them. No
Employee will be eligible for reimbursement for any class or workshop taken
after the Employee has been given written notice of layoff, a notice of
termination for failing to pass the Probationary Period or notice of intent to
terminate employment for cause.
Resolution No. 2021-022
LQCEA Memorandum of Understanding FY 2021/22
Adopted: June 15, 2021
Page 7 of 11
Required forms must be completed, and necessary documentation (receipts
and grades) must be provided to receive reimbursement. The Employee
Relations Officer shall make final and conclusive determinations of the
reimbursement amount after review of the request and recommendations by
the Department Director and the Employee Relations Officer.
Mileage reimbursement may not be submitted for travel to and from
educational classes.
Education that is a requirement for continuation of employment or is an
identified part of a job evaluation shall be paid for by the CITY and not through
the Tuition Reimbursement Program.
3.6 Computer Loan Program
The CITY agrees to continue the Computer Loan Program (Program) and fund
the Program in the amount of $17,500 for the term of this MOU at a maximum
of $1,750 per employee. 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.
3.7 Annual Wellness Dollars
The CITY agrees to repurpose the Annual Employee Fitness Membership
Contribution of $75 to the Annual Wellness Dollars Program, which provides
employees $200 each year to purchase fitness classes, fitness memberships,
and wellness equipment.
SECTION 4: WORK HOURS, SCHEDULES, AND LEAVE
4.1 Hours Worked
Employee hours of work shall be as stated in the CITY's Personnel Policies
unless superseded as provided in Section 4.2 herein.
4.2 Alternate Work Week Schedule
The CITY and ASSOCIATION agree to continue the Alternate Work Week
Schedule ("AWWS"), utilizing a 9/80 schedule. Employees may elect to
participate in the AWWS by working eight 9-hour days and one 8-hour day,
with every other 8-hour day off. The AWWS will continue for the term of this
MOU or until canceled by Management, whichever occurs sooner.
4.3 Leaves
All specified leaves as provided in Section 8 of the CITY's Personnel Policy.
Resolution No. 2021-022
LQCEA Memorandum of Understanding FY 2021/22
Adopted: June 15, 2021
Page 8 of 11
SECTION 5: ANNUAL PERFORMANCE REVIEW
Employees shall receive an annual performance review on the anniversary of
the date of hire or the date upon which they were most recently
promoted/reclassified for the previous 12-month period.
SECTION 6: EMPLOYEE/EMPLOYER RELATIONS
6.1 Labor/Management Committee
CITY and ASSOCIATION agree to form a Labor/Management Committee (LMC)
that may meet three (3) times per year at the request of either party to
address concerns regarding employee relations. The LMC is not authorized to
change the MOU or to settle any grievance being processed under the MOU.
SECTION 7: 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 8: MANAGEMENT RIGHTS
Except as limited by the terms of this MOU, the CITY retains sole and exclusive
right to manage its operations and direct its work force using any or all of the
powers and 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 MOU; 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 MOU; 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
Resolution No. 2021-022
LQCEA Memorandum of Understanding FY 2021/22
Adopted: June 15, 2021
Page 9 of 11
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 amend, 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. CITY retains the right to reopen negotiations during the term of
this MOU for the purpose of meeting and conferring on implementation of
furlough days.
SECTION 9: ASSOCIATION SECURITY
9.1 Maintenance of Membership
Eligible employees electing ASSOCIATION membership shall complete an
ASSOCIATION membership form and submit it to the ASSOCIATION for
processing. Those employees electing ASSOCIATION membership shall pay
the usual and customary monthly dues and assessments if any, as established
by the ASSOCIATION.
9.2 Dues Deduction
ASSOCIATION members may authorize due deductions by completing the
ASSOCIATION membership form and submitting to the ASSOCIATION. For
each submitted form, the CITY will deduct on a bi-weekly basis from each
member's wages the amount of ASSOCIATION dues specified by the
ASSOCIATION.
9.3 New Employee Orientation and Disclosure of Contact
Information
The CITY will provide the ASSOCIATION with ten (10) days' notice of a new
employee orientation unless there is an urgent need critical to the employer's
operations that were not reasonably foreseeable. In that case, the CITY will
provide as much advance notice of the employee orientations as possible.
The ASSOCIATION President or designee may attend new employee
orientation and be permitted up to 30 minutes at the end of the orientation to
meet with the new employee to discuss, among other things, the rights and
obligations created by the contract and the role of the ASSOCIATION, and to
answer any questions.
Upon the ASSOCIATION's request, the CITY must provide a list that includes
the ASSOCIATION member's name, work phone, home/cell, phone, street
Resolution No. 2021-022
LQCEA Memorandum of Understanding FY 2021/22
Adopted: June 15, 2021
Page 10 of 11
address, work email, date of hire, job title, and department at least every 120
days.
SECTION 10: 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 the 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.
SECTION 11: 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 Policies., subject to its obligations under the Meyers-Milias-Brown
Act.
2021/22 Salary ScheduleWORKING TITLEDBM STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10Administrative AssistantMaintenance Worker IA11 $ 39,594.09 $ 41,573.79 $ 43,553.50 $ 45,533.20 $ 47,512.91 $ 49,125.13 $ 50,737.35 $ 52,349.57 $ 53,961.79 $ 55,574.03 Maintenance Worker II A12 $ 43,561.90 $ 45,740.00 $ 47,918.09 $ 50,096.19 $ 52,274.28 $ 54,048.05 $ 55,821.82 $ 57,595.59 $ 59,369.36 $ 61,143.14 Administrative TechnicianCommunity Resources CoordinatorManagement AssistantTraffic Signal TechnicianB21 $ 51,509.43 $ 54,084.91 $ 56,660.38 $ 59,235.85 $ 61,811.32 $ 63,908.82 $ 66,006.32 $ 68,103.82 $ 70,201.32 $ 72,298.82 Account TechnicianBuilding Inspector ICode Compliance Officer IAdministrative Technician Permit TechnicianB22 $ 55,477.24 $ 58,251.10 $ 61,024.96 $ 63,798.82 $ 66,572.68 $ 68,831.73 $ 71,090.78 $ 73,349.83 $ 75,608.88 $ 77,867.93 Building Inspector IICode Compliance Officer IIConstruction InspectorMaintenance & Operations TechnicianB23 $ 59,445.05 $ 62,417.30 $ 65,389.55 $ 68,361.81 $ 71,334.06 $ 73,754.66 $ 76,175.26 $ 78,595.86 $ 81,016.46 $ 83,437.04 Deputy City ClerkJunior AccountantMaintenance ForemanManagement SpecialistParks/L&L ForemanPlans ExaminerB24 $ 64,914.69 $ 68,160.43 $ 71,406.16 $ 74,651.89 $ 77,897.63 $ 80,540.90 $ 83,184.17 $ 85,827.44 $ 88,470.71 $ 91,113.99 AccountantManagement SpecialistB25 $ 71,645.28 $ 75,227.54 $ 78,809.80 $ 82,392.07 $ 85,974.33 $ 88,891.79 $ 91,809.25 $ 94,726.71 $ 97,644.17 $ 100,561.65 Animal/Code Officer Supervisor B32 $ 71,645.28 $ 75,227.54 $ 78,809.80 $ 82,392.07 $ 85,974.33 $ 88,891.79 $ 91,809.25 $ 94,726.71 $ 97,644.17 $ 100,561.65 WORKING TITLEDBM STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 STEP 12 STEP 13 STEP 14Assistant Construction ManagerAssociate PlannerCommunity Resources AnalystSr. Emergency Management CoordinatorFinancial Services AnalystHuman Resources AnalystManagement AnalystTraffic Operations AnalystC42 $ 78,471.50 $ 81,741.41 $ 85,011.32 $ 88,281.22 $ 91,551.13 $ 94,817.11 $ 98,089.38 $ 100,933.97 $ 103,778.56 $ 106,623.15 $ 109,467.74 $ 112,312.33 $ 115,156.92 $ 118,001.50 Associate EngineerSenior PlannerC44 $ 88,163.52 $ 91,837.30 $ 95,511.07 $ 99,184.85 $ 102,858.62 $ 106,527.99 $ 110,204.41 $ 113,400.33 $ 116,596.25 $ 119,792.17 $ 122,988.09 $ 126,184.01 $ 129,379.93 $ 132,575.88 Accounting ManagerAssistant to the City ManagerBuilding OfficialCommunity Resources ManagerHub ManagerMarketing ManagerPlanning ManagerPublic Safety ManagerD61 $ 100,013.65 $ 104,181.21 $ 108,348.78 $ 112,516.35 $ 116,683.92 $ 120,846.49 $ 125,017.06 $ 128,642.55 $ 132,268.04 $ 135,893.53 $ 139,519.02 $ 143,144.51 $ 146,770.00 $ 150,395.50 City ClerkD62 $ 105,014.33 $ 109,390.28 $ 113,766.23 $ 118,142.17 $ 122,518.12 $ 126,888.82 $ 131,267.92 $ 135,074.69 $ 138,881.46 $ 142,688.23 $ 146,495.00 $ 150,301.77 $ 154,108.54 $ 157,915.30 Facilities Deputy DirectorD63 $ 110,265.05 $ 114,859.80 $ 119,454.54 $ 124,049.29 $ 128,644.03 $ 133,233.26 $ 137,831.31 $ 141,828.42 $ 145,825.53 $ 149,822.64 $ 153,819.75 $ 157,816.86 $ 161,813.97 $ 165,811.07 Community Resources DirectorDesign & Development DirectorFinance Director/City TreasurerPublic Works Director/City EngineerE82 $ 132,818.51 $ 138,353.05 $ 143,887.60 $ 149,422.15 $ 154,956.70 $ 160,484.60 $ 166,023.13 $ 170,837.80 $ 175,652.47 $ 180,467.14 $ 185,281.81 $ 190,096.48 $ 194,911.15 $ 199,725.80 City Manager F101* $ 180,712.41 $ 188,242.70 $ 195,772.98 $ 203,303.27 $ 210,833.56 $ 218,354.81 $ 225,890.51 $ 232,441.33 $ 238,992.15 $ 245,542.97 $ 252,093.79 $ 258,644.61 $ 265,195.43 $ 271,746.25 Per MeetingMonthly Recreation LeaderA01$14.00 $14.70 $15.40 $16.10 $16.80$0.00$2,800.00Senior Recreation LeaderA02$18.00 $18.90 $19.80 $20.70 $21.60$50.00$2,300.00Administrative TechnicianB21$24.76 $26.00 $27.24 $28.48 $29.72$75.00Software Program Report WriterB24$31.21 $32.77 $34.33 $35.89 $37.45$100.00Planning Commission FULL-TIME EMPLOYEES (ANNUAL) Council MembersBoards and Commission MembersConstruction Appeals & Oversight BoardHousing CommissionCommunity Services & Financial Advisory CommissionPART-TIME EMPLOYEES (HOURLY)Elected Official PositionsMayorFULL-TIME EMPLOYEES (ANNUAL) City Council Approval - 06/15/2021Effective - 07/01/2021EXHIBIT 1