CC Resolution 2024-025 LQCEA MOU 2023 Amend 2RESOLUTION NO. 2024 — 025
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
LA QUINTA, CALIFORNIA, APPROVING AMENDMENT
NO. 2 TO THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF LA QUINTA AND THE LA
QUINTA EMPLOYEES' ASSOCIATION
WHEREAS, Council adopted Resolution No. 2022-029 on August 2, 2022,
approving the current five-year Memorandum of Understanding ("MOU") between the City
of La Quinta ("City") and the La Quinta Employees' Association (Association), expiring on
June 30, 2027; and
WHEREAS, Council adopted Resolution No. 2023-021 on June 20, 2023,
approving Amendment No. 1 to the MOU, providing a 2.7% World at Work salary
plan/schedule adjustment effective July 1, 2023, and recognition of Christmas Eve as a
designated paid holiday observed December 22, 2023; and
WHEREAS, the current MOU between the City and the Association provides for
an annual meet and confer reopener to determine annual World at Work salary
plan/schedule adjustments; and
WHEREAS, the City and the 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, the City and the Association have negotiated and mutually agreed
upon a 2.8% World at Work salary plan/schedule adjustment and updates to the Fiscal
Year 2024/2025 salary plan/schedule and Vacation Leave Transfer Policy effective July
1, 2024.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of
La Quinta, California, as follows:
SECTION 1. The City Council hereby ratifies and approves the implementation of
the economic benefit and right set forth in Amendment No. 2 between the City and
Association, attached and incorporated herewith as Exhibit "A," to the extent the City may
legally ratify and approve the economic benefit and right in Amendment No. 2 within the
terms of the MOU.
PASSED, APPROVED, and ADOPTED at a regular meeting of the La Quinta City
Council held on this 18th day of June 2024 by the following vote:
AYES: Councilmembers Fitzpatrick, McGarrey, Pena, Sanchez, and Mayor
Evans
Resolution No. 2024 — 025
Amendment No. 2 to MOU with La Quinta City Employee Association
Adopted: June 18, 2024
Page 2 of 2
NOES: None
ABSENT: None
ABSTAIN: None
ATTEST:
MONIKA RAD VA, Cil' Clerk
City of La Quinta, California
APPROVED AS TO FORM:
WILLIAM H. IHRKE, City Attorney
City of La Quinta, California
LINDA EVANS, Mayor
City of La Quinta, California
Resolution No. 2024 — 025
Amendment No. 2 to MOU with La Quinta City Employee Association
Adopted: June 18, 2024
AMENDMENT NO. 2
TO MEMORANDUM OF UNDERSTANDING
EXHIBIT A
This AMENDMENT NO. 2 (AMENDMENT) is made by and between the CITY OF LA
QUINTA (CITY) and the LA QUINTA CITY EMPLOYEES' ASSOCIATION
(ASSOCIATION) as of June 18, 2024.
RECITALS
WHEREAS, City Council adopted Resolution No. 2022-029 on August 2, 2022,
approving the current five-year Memorandum of Understanding (MOU) between the CITY
and the ASSOCIATION covering the period from August 2, 2022, through June 30, 2027,
and
WHEREAS, City Council adopted Resolution No. 2023-021 on June 20, 2023,
approving Amendment No. 1 to the MOU providing a 2.7% World at Work salary
plan/schedule adjustment effective July 1, 2023, and recognition of Christmas Eve as a
designated paid holiday observed December 22, 2023; and
WHEREAS, Section 2.2 of the MOU provides for an annual meet and confer
reopener to determine World at Work salary plan/schedule adjustments; and
WHEREAS, in May 2024, the CITY and ASSOCIATION began labor negotiations
to meet and confer over wages, hours, terms, and conditions of employment, pursuant to
Government Code 3500; and
WHEREAS, the CITY and ASSOCIATION met and considered fiscal year (FY)
2024/2025 salary plan/schedule and World at Work salary structure adjustments and
Vacation Leave Transfer Policy revisions.
NOW, THEREFORE, it is agreed by and among the parties as follows:
1. The foregoing Recitals are true and correct and incorporated in full as part
of this AMENDMENT.
2. The CITY and the ASSOCIATION have negotiated and agreed upon a 2.8%
World at Work salary plan/schedule adjustment effective July 1, 2024, attached hereto as
"Exhibit 1.
3. The reopener referenced in Section 2.2 of the MOU is concluded/closed for
purposes of the FY 2024/2025 salary plan/schedule adjustments.
4. The CITY and the ASSOCIATION have negotiated and agreed upon FY
2024/2025 salary plan/schedule revisions, updating the salary plan/schedule to reflect
eight (8) steps for Decision Band Methods (DBMs) A through B and ten (10) steps for
DBMs C through F.
5. The CITY and the ASSOCIATION have negotiated and mutually agreed
upon the revisions below to Personnel Policy Section 8.2.5:
Section 8.2.5. Leave Transfer Policy
The conditions for participation in the Leave Transfer Policy (LTP) are as
follows:
a. If a Regular Full-time City Employee has been granted leave under the
Federal Family and Medical Leave Act (FMLA), which is for a period of
up to twelve (12) weeks, due to injury or illness of themself or an
immediate family member, and the Employee has exhausted all earned
leave: sick, vacation, administrative, and compensatory time off, the
Employee can request approval to take part in the LTP, wherein fellow
Employees can donate sick leave, vacation leave, or compensatory time
to enable Employees in these situations to continue to receive their
regular pay. An Employee is eligible to participate in the LTP when they
have been employed at least 12 months, completed their Probationary
Period, and worked for at least 1,250 hours during the 12 -month period
immediately preceding the request for LTP.
b. To participate in the LTP, a request must be submitted specifically on
the LTP Request Form to the Department Director and then to the
Employee Relations Officer for approval of donated sick leave, vacation
leave, or compensatory time from fellow Employees. Any appeal or a
denial of a request to participate in the LTP will be resolved by the City
Manager. The decision of the City Manager shall be final, not grievable
and not subject to further appeal.
c. The Employee Relations Officer shall manage all aspects of the LTP.
d. If a request for donated sick leave, vacation leave, or compensatory time
is approved by the Employee Relations Officer, a notice will be posted
informing City Employees of the particular Employee in need of donation
assistance through the LTP.
e. Any Employee wishing to contribute sick leave, vacation leave, or
compensatory time must sign an authorization form specifying the
Employee to which the donation will be made and acknowledging that
the donation is irrevocable.
f. The application rate of an Employee's sick leave, vacation leave, or
compensatory time donation will be on an hour -for -hour basis with no
adjustment for dollar value.
g. All donations will be voluntary and confidential.
h. Except for the notice and memorandum notifying Employees of a
specific Employee's leave transfer need, no City Employee may solicit
donations from any other Employee (general discussion of voluntary
donation versus solicitation at Employee Association meetings is
exempted).
i. No Supervisor shall make workplace decisions based on any
Employee's participation or non -participation in the LTP.
Finance will set up a trust account for all approved Employee sick leave,
vacation leave, or compensatory time donation requests in the
requesting Employee's name, into which each donating Employee's sick
leave, vacation leave, or compensatory time will be noted and used as
needed.
k. Employees on LTP shall be paid at regularly scheduled City pay periods
from the trust account Finance establishes. The amount of payment
shall be the total monetary amount of sick leave, vacation leave, or
compensatory time donated up to a maximum of 100% of the
Employee's regular pay, less:
1. Any disability benefit offered through the City, Worker's
Compensation Benefit, or other short or long-term disability
payments the Employee is receiving during the pay period;
and
2. Regular taxes.
I. Group health insurance coverage and other negotiated benefits shall be
provided to all Employees while on the LTP, as long as the Employee's
total FMLA and LTP time does not exceed twelve (12) working weeks or
as set forth in the family and medical care leave or pregnancy leave
policies. If the Employee is not on paid status by virtue of continuing to
utilize at least half (50%) of the hours needed per pay period to receive
a full paycheck through the use of their accrued sick leave, vacation,
compensatory time -off, administrative leave allowances, or leave
donated under this Section, the Employee will be required to personally
fund this benefit if the Employee wishes to retain it. If the Employee uses
less than 50% of the hours needed per pay period to receive a full
paycheck through the use of their accruals, the Employee will be
required to personally fund their medical premium payments if the
Employee wishes to retain group health insurance coverage.
m. Attendance and Payroll records of Employees on LTP shall denote a
"DL," standing for Donated Leave, for time paid to Employees while on
this program.
n. No sick leave, vacation leave, holiday credits, administrative leave,
compensatory time, deferred compensation, CaIPERS (PERS), or any
other applicable benefits shall accrue to the receiving Employee for any
hours provided by donating through the LTP.
o. Sick leave, vacation leave, or compensatory time donations shall in no
way affect or modify the receiving Employee's employment status with
the City, nor shall it affect or modify the application of applicable City
policies, rules, and ordinances.
p.
q.
Employees on LTP who remain on an authorized unpaid leave of
absence after FMLA is exhausted may continue to receive assigned
donated vacation leave and compensatory time from other regular city
Employees until the Employee returns to work, is terminated, or meets
the maximum hours under subsection t, below.
Availability of sick leave, vacation leave, or compensatory time shall in
no way delay or prevent the City from taking action to medically separate
or disability -retire an Employee.
r. Donated but unused sick, vacation, and compensatory time shall
"expire" once the requesting Employee returns to work on a full-time
basis.
s. The recipient Employee must be unable to work in any capacity as a
result of a serious injury or illness to the Employee or their immediate
family member in order to be eligible to receive donations under the LTP.
t. The total amount of hours donated to any individual shall not exceed two
hundred forty (240) hours in any calendar year.
u. Only the recipient Employee for whom the LTP has been established
may receive donated hours from the said plan. Such donated hours will
be added to the Employee's sick leave balance as needed.
v. The plan will be administered so that hours will be used only as needed
and in the order donated.
Except as modified by this Agreement, the MOU remains in full force and effect according
to its terms.
CITY OF LA QUINTA
Its Mayor
LA QUINTA CITY EMPLOYEES'
ASSOCIATION
Its President
_— omaytoasrsr—
2024/2025
Salary Schedule
WORKING TITLE
DBM
STEP 1
STEP 2
FULL-TIME EMPLOYEES
STEP 3
(ANNUAL)
STEP 4
STEP 5
STEP 6
STEP 7
STEP 8
All
$ 43,431.96
$ 45,944.81
$ 48,457.66
$ 50,970.51
$ 53,483.36
$ 55,996.21
$ 58,509.06
$ 61,021.91
Administrative Assistant
Maintenance & Operations Worker
Al2
$ 47,784.37
$ 50,549.04
$ 53,313.70
$ 56,078.37
$ 58,843.04
$ 61,607.70
$ 64,372.37
$ 67,137.04
Sr. Maintenance & Operations Worker
A13
$ 52,136.78
$ 55,153.26
$ 58,169.75
$ 61,186.23
$ 64,202.72
$ 67,219.20
$ 70,235.69
$ 73,252.17
Administrative Technician
B21
$ 56,502.26
$ 59,771.32
$ 63,040.38
$ 66,309.44
$ 69,578.50
$ 72,847.56
$ 76,116.62
$ 79,385.68
Administrative Technician
Code Compliance Officer
Finance Technician
Human Resources Technician
Permit Technician
Traffic Signal Technician
B22
$ 60,854.67
$ 64,375.55
$ 67,896.42
$ 71,417.30
$ 74,938.18
$ 78,459.06
$ 81,979.93
$ 85,500.81
Building Inspector
Community Services Specialist
Construction Inspector
Maintenance & Operations Technician
Sr. Code Compliance Officer
Sr. Finance Technician
Sr. Permit Technician
B23
$ 65,207.09
$ 68,979.78
$ 72,752.48
$ 76,525.18
$ 80,297.87
$ 84,070.57
$ 87,843.26
$ 91,615.96
Data Reporting Specialist
Jr. Accountant
Maintenance & Operations Coordinator
Maintenance & Operations Crew Leader
Marketing & Communications Specialist
Sr. Building Inspector
Sr. Community Services Specialist
B24
$ 71,206.90
$ 75,326.72
$ 79,446.55
$ 83,566.38
$ 87,686.21
$ 91,806.03
$ 95,925.86
$ 100,045.69
Accountant
Assistant Planner
Deputy City Clerk
Executive Specialist
Plans Examiner
Management Specialist
B25
$ 78,589.90
$ 83,136.89
$ 87,683.87
$ 92,230.86
$ 96,777.85
$ 101,324.84
$ 105,871.82
$ 110,418.81
531
$ 71,206.90
$ 75,326.72
$ 79,446.55
$ 83,566.38
$ 87,686.21
$ 91,806.03
$ 95,925.86
$ 100,045.69
832
$ 78,589.90
$ 83,136.89
$ 87,683.87
$ 92,230.86
$ 96,777.85
$ 101,324.84
$ 105,871.82
$ 110,418.81
FULL-TIIPLOYEES
(ANNUAL)
WORKING TITLE
DBM
STEP 1
STEP 2
STEP 3
STEP 4
STEP 5
STEP 6
STEP 7
STEP 8
STEP 9
STEP 10
Associate Planner
Animal Control/Code Compliance Supervisor
Deputy Building Oficial
Management Analyst
Sr. Accountant
C42
$ 84,917.93
$ 89,682.77
$ 94,447.61
$ 99,212.45
$ 103,977.29
$ 108,742.13
$ 113,506.97
$ 118,271.81
$ 123,036.64
$ 127,801.48
Assistant Construction Manager
Maintenance & Operations Superintendent
Senior Management Analyst
C43
$ 89,574.69
$ 94,600.82
$ 99,626.96
$ 104,653.09
$ 109,679.23
$ 114,705.36
$ 119,731.50
$ 124,757.63
$ 129,783.77
$ 134,809.90
Associate Engineer
Principal Management Analyst
Senior Planner
C44
$ 95,406.15
$ 100,759.50
$ 106,112.84
$ 111,466.19
$ 116,819.53
$ 122,172.88
$ 127,526.22
$ 132,879.57
$ 138,232.91
$ 143,586.26
Building Official
Finance Manager
Hub Manager
Marketing Manager
Planning Manager
D61
$ 108,229.76
$ 114,302.65
$ 120,375.55
$ 126,448.44
$ 132,521.33
$ 138,594.22
$ 144,667.12
$ 150,740.01
$ 156,812.90
$ 162,885.79
Community Services Deputy Director
Human Resources Deputy Director
Maintenance & Operations Deputy Director
Public Safety Deputy Director
D63
$ 119,323.32
$ 126,018.69
$ 132,714.05
$ 139,409.41
$ 146,104.78
$ 152,800.14
$ 159,495.51
$ 166,190.87
$ 172,886.23
$ 179,581.60
City Clerk
Design & Development Director
Director (Business Unit/Housing Development)
Finance Director/City Treasurer
Public Works Director/City Engineer
E82
$ 143,729.53
$ 151,794.36
$ 159,859.18
$ 167,924.00
$ 175,988.83
$ 184,053.65
$ 192,118.47
$ 200,183.30
$ 208,248.12
$ 216,312.95
City Manager
F101*
$ 195,557.92
$ 206,530.89
$ 217,503.86
$ 228,476.84
$ 239,449.81
$ 250,422.78
$ 261,395.75
$ 272,368.73
$ 283,341.70
$ 294,314.67
PART-TIME EMPLOYEES (HOURL
Recreation Leader
All $ 20.88 $ 22.09 $ 23.30 $ 24.51 $ 25.71 $ 26.92 $ 28.13 $ 29.34
Senior Recreation Leader
Al2
22.97
$ 24.30
$ 25.63
$ 26.96
$ 28.29
$ 29.62
$ 30.95
32.28
Elected Official Positions
(per La Quinfa Municipal Code Section 2.04.050)
Monthly
Mayor
$
2,800.00
Council Members
$
2,300.00
City Council Approval
6/18/2024
EXHIBIT 1
Resolution No. 2024 — 025
Adopted: June 18, 2024
Effective Date
7/1/2024