CC Resolution 2014-031 LQCEA MOURESOLUTION NO. 2014 - 031
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, 2014, AND TERMINATING JUNE 30, 2015
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
3500, as amended; and
WHEREAS, the City and the Association have negotiated a Memorandum of
Understanding for the period commencing on July 1, 2014, and terminating
June 30, 2015; and
WHEREAS, the Association ratified the Memorandum of_ Understanding on
June 25, 2014.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of
La'Quinta, California, as follows:
SECTION 1. The City does hereby ratify and 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.
PASSED, APPROVED, and ADOPTED at a regular meeting of the La Quinta
City Council held on this 1" day of July, 2014, by the following vote:
AYES: Council Members Evans, Franklin, Henderson, Osborne, Mayor Adolph
NOES: None
ABSENT: None
ABSTAIN: None
Resolution No. 2014-031
Adoption of 2014-15 LOCEA NIOU
Adopted: July 1, 2014
Page 2 of 2
Ao-v--w
bUrl A H, ayor
City of La Quint , California
ATTEST:
sue,
SUSAN MAYSELS, CWV Clerk
City of La Quinta, California
(City Seal)
APPROVED AS TO FORM:
Id. et?��M. KATHERINE JENSONty Attorney
City of La Quinta, California
EXHIBIT A
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, at 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, 2014, and shall remain in effect
for one (1) year through and including June 30, 2015.
SECTION 2: SALARY
A. Fiscal Year 2014-1S.
The 2014/2015 Schedule of Salary Ranges ('Salary Ranges", and
Classification Schedule ("Authorized Positions -Salary Ratings") reflect the
Pay for Performance Classification and Compensation System agreed upon
by the City and Association. Both documents attached hereto as Exhibits 1
and 2, respectively, and by this reference made a part hereof, shall become
2014-11 FINAL MOU - ".14 -1-
effective on July 1, 2014, and shall remain in effect during the full term
(July 1, 2014 through June 30, 2015) of this'MOU.
1. One -Time Adjustment to.Base Salary:
One-time adjustments to base salary will be made to bring those
positions that are below the Job Rate in the new Salary Ranges to the salary
closest to, but not lower than, the current salary for each member. These
adjustments shall be retroactive to July 1, 2014.
2. Lump Sum Recognition Payments:
Lump Sum Recognition Payments in the amount of $1,500 per
person shall be awarded to all members hired prior to January 1, 2014
("Lump Sum Recipients"). Each Lump Sum Recipient shall receive the lump
sum recognition payment of $1,500 in recognition of their efforts and
concessions during the term of the previous MOU. The Lump Sum
Recognition Payment is a one-time payment and will be paid out on or about
August 15, 2014. The Lump Sum Recognition Payment is compensation
earned that is in addition to and separate from base pay, and will not be
considered earned wages for purposes of PERS contributions.
SECTION 3: PAY FOR PERFORMANCE CLASSIFICATION AND
COMPENSATION SYSTEM
The City and Association agree to implement the Classification
Schedule and Schedule of Salary Ranges as outlined in Section 2 as the first
step toward instituting the Pay For Performance Classification and
Compensation System recommended by Fox Lawson Consultants. City and
2014 IS FINAL MOO-6-25-I4 -2-
Association will be refining, revising, and training all employees on a new
3
Performance Evaluation Model during the term of this MOU. The intention of
the parties is to conduct practice evaluations during the summer/fall of
2014, and to move all employees to an annual evaluation schedule beginning
July 2015. The salary adjustments and one-time recognition payments
referenced in this MOU are to be the only adjustments of this kind made
during the term of this MOU. An Implementation Schedule is provided as
Exhibit 3, and may be revised from time to time during the term of this MOU
upon mutual agreement of the parties.
SECTION 4: MEDICAL, DENTAL, VISION AND LIFE INSURANCE
COVERAGE.
Effective July 1, 2014, the parties agree to the maximum contribution
by the City of $1,312.00 per month. The parties further agree the
healthcare cap will not be the subject of a future meet and confer or
"reopener" negotiations during the term of this MOU.
A. 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.
B. Flexible Spending Plan.
The City has implemented a Flexible Spending Plan through Total
Administrative Services Corporation (TASC) for interested employees. The
2014-15 FINAL MOU -6.25-14 -3-
City has paid the initial one-time enrollment fee of $350.00 and will pay the
015.00 per employee enrollment fee for new employees who elect to join,
and those employees who participate will pay the monthly administration fee
and optional medical reimbursement debit card fee through payroll deduction.
SECTION 5: EDUCATIONAL INCENTIVE PROGRAM.
All employees are eligible for tuition reimbursement pursuant to
Section 15.25 of the City's Personnel Policies. The total of such
reimbursement for all employees shall not exceed $25,OOO during the term
of this MOU at a maximum of $2,5O0 (or 1 O%) per employee.
SECTION 6: 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
2014-13 FINAL MOU-67S14 -4
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 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.
;ill}. I. FIN ALM,jp_y:!s. 14
I
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 S: HOURS.
Employee hours of work shall be as stated in the City's Personnel
Policies unless superseded as provided in Section 13 herein.
SECTION 9: HOLIDAYS.
Holidays shall be recognized as provided in the City's Personnel Policy,
to include the addition of the following:
Four (4) additional hours paid holiday on Christmas Eve, when that
day falls on a weekday; and
Four (4) additional hours paid holiday on New Years' Eve when that
day falls on a weekday.
SECTION 10: VACATION.
9.1 Accrual. Vacation accrual shall be as provided in the City's
Personnel Policies unless superseded as provided herein.
2014-15 FINAL JAM - 6.28 14 -6-
9.2 Buy-back. Vacation buy-back shall be as provided in the City's
Personnel Policies unless superseded as provided herein.
SECTION 11: SICK LEAVE.
Sick leave shall be accrued as provided in the City's Personnel Policies
unless superseded as provided herein.
SECTION 12: Ca1PERS RETIREMENT
A. Racal Year 2014-16.
For purposes of the City's election to pay to the California Public
Employees' Retirement System lCalPERS), 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 (S%►.
B. Public Employees' Retirement System IPERS) Retirement
Formulas for New Hires.
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):
2014-15 FINAL MOU-&25-14 -%-
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
C. 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" (Exhibit 4)
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, as amended by this MOU); (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.
SECTION 13: COMPUTER PURCHASE PROGRAM.
The City agrees to continue the Computer Purchase Program
(Program) as set forth in the previous MOU, and to 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
If, 1/d5 (JN41. MOI:-"-
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 14: ALTERNATE WORK WEEK SCHEDULE.
The City and Association agree to continue the Alternate Work Week
Schedule ("AWWS"), utilizing a 9180 schedule, whereby 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 cancelled by Management, whichever occurs
sooner,
SECTION 15: PERSONNEL POLICY ADDITIONS AND AMENDMENTS.
The City and Association have agreed to modify City Personnel
Policies where appropriate to clarify the intent of those policies. A red -lined
version of the changes to the Personnel Policies shall be presented to the
Association for review and final approval no later than August 1, 2014. The
sections containing modifications areas follows:
a) Section 1.65 Drug and Alcohol Free Workplace
b) Section 1.80 Equal Opportunity Employment Policy & Sexual
Harassment
c) Section 1.98 Cell Phone Use Policy
d) Section 2.0 Classification and Salary Plan
e) Section 3.55 Layoffs/Reduction-in-Force/Recall
f) Section 7.25 Family and Medical Leave
2034-I3 FINAL MOU - 6JJ-N -9-
g) Section 14.30 Administrative Leave
h) Revisions, as needed, to other sections of the Personnel Policies,
which are necessitated as a result of the implementation of the Pay for
Performance Classification and Compensation System
SECTION 16: EMPLOYEE FITNESS MEMBERSHIP SUBSIDY AT DESERT
RECREATION DISTRICT FITNESS CENTER.
The City agrees to subsidize the cost of membership at the Desert
Recreation District's Fitness Center, which will be housed in La Quinta at the
La Quinta Community Park on Avenida Montezuma. City employees may
submit their paid receipt for Desert Recreation District membership to the
City's Finance Department for reimbursement of $40.00 toward their $50.00
annual membership fee.
SECTION 17: 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
2014-I5 FINAL MOU - 6-25-14 -10-
from its Personnel Policies, subject to its obligations under the Meyers-Miliss-
Brown Act.
SECTION 18. 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 MOU is hereby executed by the parties hereto as set forth below.
CITY OF LA QUINTA
DATED: 2014 By:
Don Adolph, Mayor
LA QUINTA CITY EMPLOYEES'
ASSOCIATION
By:_
By:,
DATED: 2014
2014.IS FINAL MOU -bdS-14 -11-
AUTHORIZED POSITIONS - SAUILRY RATINGS
EFFECTIVE JULY 1, 2014
AUTHORIZED POSITION TITLE
RATING
AUTHORIZED POSITION TITLE
RATtNt
Account Technician
822
Informational Services Analyst
C41
Accounting Manager
D61
Maintenance Foreman
B24
Animal Control/Code Compliance Officer
B23
Maintenance Manager
D61
Animal Control/Code Compliance Supervisor
B32
Maintenance Worker I
All
Assistant Civil Engineer
C42
Maintenance Worker II
Al2
Assistant to the City Manager
D81
Management Analyst
C42
Associate Planner
C42
Office Assistant
A11
Building Official/Emergency Manager
D62
Permit Operations Supervisor
B32
Building Inspector II
B23
Permit Technician
B22
Business Analyst
C42
Planning Manager
D61
City Clerk
DS1
Plans ExaminerAnspection Supervisor
B32
City Manager
F101
Principal Engineer
D62
Community Development Director
E81
Principal Planner
C44
Community Services Director
E81
Public Works Director/City Engineer
E82
Deputy City Clerk
824
Public Works Inspector 1
923
Executive Assistant
822
Public Works Inspection Supervisor
C43
Executive Office Assistant
All
Reaeation AatiVd'res Coordinator
B21
Facilities Maintenance Coordinator
B23
Recreation Supervisor
B24
Facilities Maintenance Worker
All
Secretary
821
Finance Director/Treasurer
E82
Senior Account Clerk
821
Financial Services Assistant
C41
Senior Secretary
B21
Golf and Park/Landscape Manager
D61
Traffic Signal Maintenance Supervisor
B24
Housing Coordinator
B24
Traffic Signal Technician
B21
Human Resources/Gen. Svcs. Manager
1361
City Manager salary is determined by City Council contract
m
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S
rn
1
J
�.t4r 1, mu
ANNUAL SALARY RANGES
MIN-
mep 1
slep 2
Step 3
836,729.54
$38,598.02
840.402.30
S4g41029
$42.430.81
$44.451.32
$44,001.04
846.295.59
$48.500.14
S47,782.84
63Q171.98
$52,561.13
$51,463.59
854,038.77
35609.95
833,144.34
$57.901.55
$60,858.77
$59.75156
$B2,74124
865,728.92
$65,28021
868,54422
871,80823
359,753.56
$52.74124
855,728.92
S85,260.21
$68.544.22
$71,00823
JOB RATE -
Stop 4
S3ep5
$42,238.98
844,07445
346,471.54
$48,49135
850,704.70
352,90925
S54,95027
757.339A1
S39,/83.13
$61,756.31
$83,115.99
88Q17320
SM.716.60
S71,70C27
875.07224
$78,335.25
858,716.60
$71.704.27
$75,072.24
$76.336.25
CRY Of U Olerae
SMeeule olStleq RBOpn
HeatYmr2014/2015
MIN - 408 RATE
step 1 Seep 2 step 3 Step 4 step 5 sbp 6 Step 7
$67,093.86 $69,8110M $72,685.46 773,451.25 678,277.00 S81,089.51 583,867.32
s70,627.38 873.570.42 870,513A6 $79,456.50 $82,399.55 385,339.06 SS8,784.22
874,160.89 S77,251AS 880.341.46 883,431.75 868,52203 S89,808.61 SK701.12
578,585.75 681,86M42 S85,135A9 888.409.76 591,184A2 $94,956.16 390,232.12
$83,891.33 $87.387.09 S9o,002.84 694,378.59 SB7,874.34 $101.30.90 5104,864.17
$0,316.19 891,996.32 $95,676.46 699.396.60 3103,M13 8108.7/2.45 8110,395.24
$92,732A0 896,5%.14 3100,46028 f104,324.43 8100,188.57 3112.048.07 $115,9150C
$97,308.80 $101,428.95 $105,463.30 $109,540.53 V13,596.00 S1117,650.46 8121,710.7E
$102,237.03 $106.49725 $110.767.46 $115,017.68 $119.277.90 $123,533.00 8127,796.25
8107,348.88 $111,822.11 $116205.34 3120,768.55 $125,241.79 $129,709.65 8134,186.1C
$112,716.32 $117,41321 $122.110.10 $125,808.99 $131,503.88 6138,195.13 S140.895AC
E116,352.14 $123259.87 $120.215.61 $133,147.34 5138,079.07 6143,004.09 6747,940.1E
e1'YM " 9/2944697 3134.8 M 3139.60471 5144.98303 8150.15BA4 8135.3 Af
MONTHLY SALARY RANGES
MIN-
seepl
Stop
step3
SYp4
$3,060.80
$3,213.64
33,366.87
$3,519.01
$3.367.52
$3.535.90
33,704.28
83,872.65
$3,67425
$3,857.97
84.041.68
$4.225.30
$3,981.00
$4,181.00
$4.380.09
$4,579.19
$4,258.63
$4.503.06
54,717.50
$4.031.93
$4.595.35
$4.525.13
85,054.90
$5.204.67
$4,979.48
85,228.44
$5,477A
$5.729.38
$3.440.02
$5,712.02
$5.954.02
$6,256.02
$4,979.40
35,228.44
85,477.41
$5,726.38
85,440.02
S5,71202
S5,984.02
S8,255.02
MIN -
s14p1
Stop
stop
sbp4
$5,591.15
35,824.14
$5,057.12
36290.11
85,885.01
66,130.67
$9.378.12
$5.621.39
$6,180.07
38,437.60
$0,695.12
68,952.85
$6,548.81
S8,821.70
57,094.59
S7,367A6
S6,990.94
$7,282.W
37573.57
$7,854.68
$7,359.68
$7,98626
$7.973.04
58,Z79.72
E7,7Z7.67
$5,049.68
S0,371.69
$8,693.70
$3,114.05
$8.452.16
SB,79027
$9,129.39
$8.519.75
56,674.77
89229.79
$9.584.81
SB,945.74
$9,310.51
89.69128
310.064.05
$9,393.03
S9,784.43
$10,175.84
310,58725
$9,852.68
$10.273.66
510.064.113
$11,095.61
$10.355,81
310,787.34
811,218.87
$11.050.39
JOB RATE-
8"s
$3,672.95
$4.041.03
$4,409.10
K778.28
$5.146.30
$5,514.43
$5,975.36
$6,528.02
86.979.38
$6,628.02
steps S"s
$5,5=9 S6,755.TO
E0.856.63 $7.1111.59
57.210.17 $7,407.38
$7.640.37 S7,912.93
3415620 $0,447.15
$8,50.39 S8,89270
$9,015.71 $9,337.34
39.406.50 $0,804,21
$9.939.92 $10294.42
$10,136-32 $10,809.14
$10.958.66 $11,34W%
$11.506.59 $11.917.97
JOB
Implementation Schedule - Pay for Performance
Performance Evaluation Model Rollout
SCHEDULE FOR PRACTICE PERFORMANCE EVALUATION MODEL ROLLOUT FOR 2014
July/Aug 2014 Train Evaluators and Employees on new Performance Review model,
Self Evaluation and Career Development Plan components
Aug/Sep 2014 All employees practice Self Evaluation portion of Performance Review
Sep/Oct 2014 Supervisors practice writing up all Performance Reviews
Oct/Nov 2014 Executive Team practice assessment of Exceptional Performance Reviews
Dec/Jan 2014/15 Make modifications and deliver Performance Reviews to all employees
July 2015 Employees complete Self Evaluations and discuss with Supervisors
August 2015 Supervisors write up all Performance Reviews
September 2015 Executive Team assesses Exceptional Performance Reviews
Supervisors deliver Performance Reviews to all employees
October 2M Performance Awards and step increases take effect
TRANSITION FROM EXISTING PERFORMANCE EVALUATIONS TO NEW MODEL:
Oct 2014 -Jan 2015 Everyone training on and using New Model - no $ attached
Next formal evaluations begin July 2015
Jan 201S-July 2015 No formal evaluations will be given during this time
July - Oct 2015 Everyone using New Model
Annual Evaluation Period for all employees becomes July 1- June 30
Council allocates $ during budget process for FY 2015/16 performance pool
October 2015 Performance Awards and step increases take effect
aev6-MU
EXHIBIT 3
EXHIBIT 4
UNUSED SICK LEAVE ELECTION FORM
Government Code Section 209e5 and the City's contract for retirement benefits with
CalPERS provides that unused accumulated sick leave at time of retirement may be
converted to additional service credit at the rate of 0.004 year of service credit for each day
of unused sick leave (i.e., 250 days of sick leave equals one additional year of service
credit). You will be required to have your available unused sick leave time certified by the
City, should you elect to convert It to service credit upon retirement.
I am requesting disposal of my unused sick leave as set forth below:
Name of Employee:
Retirement date:
Last day of physical presence at City Hall:
(Choose only one option below)
Please pay me for all unused sick leave hours as of the retirement date
Indicated above.
Please pay me for_ hours of unused sick leave, and certify the
remainder for conversion to service credit.
Please certify all of my unused sick leave hours for conversion to service
credit,
NHRMRRHRf •RRRf tRRMRRHMftflf frtfRMRKf RRRRHAHRAff ifRRRNtARtARMRMMRHrtlNRfbRRfAARRAAR
Employee Signature Date
Received By:
Date
WORMS AND LETTERWorm-02Wnused Sick Leave EWIon Form