1991-166-Approving Memorandum Of Understanding Between The Town Of Los Gatos And Town Employees' Association (TEA)RESOLUTION 1991 -166
RESOLUTION OF THE TOWN OF LOS GATOS
APPROVING MEMORANDUM OF UNDERSTANDING
BETWEEN THE TOWN OF LOS GATOS AND
TOWN EMPLOYEES' ASSOCIATION (TEA)
BE IT RESOLVED, that the Town Manager is authorized to sign the
Memorandum of Understanding on behalf of the Town of Los Gatos.
PASSED AND ADOPTED at a regular meeting of the Town Council of the
Town of Los Gatos, California, held on the 5th day of August, 1991 by the following vote:
COUNCIL MEMBERS:
AYES: Randy Attaway, Joanne Benjamin, Steven Blanton
Mayor Brent N. Ventura
NAYES: None
ABSENT: Eric D. Carlson
ABSTAIN: None f �%
SIGNED < t%
MAYOR OF THE TOWN OF LOS GATOS
LOS GATOS, CALIFORNIA
ATTEST:
CLERK OF THE TOWN OF LOS GATOS
LOS GATOS, CALIFORNIA
TOWN CLERK
AGR: -l/ //
IHH:
Rte'.
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Cc.'IFY
TOWN OF LOS GATOS
AND THE TOWN EMPLOYEES ASSOCIATION
COMPREHENSIVE MEMORANDUM OF UNDERSTANDING
ON SALARIES, FRINGE BENEFITS
AND WORKING CONDITIONS
FY 1991 -1992
October 21, 1991
TABLE OF CONTENTS
Section Title Page
PREAMBLE ............. ............................... 1
TERM.................. ............................... 1
GOAL.................. ............................... 1
1. SCOPE OF REPRESENTATION ............................. 2
2.
TOWN EMPLOYER - EMPLOYEE RELATIONS ................
2
a. T.E.A. Rights ........ ...............................
2
b. Town Employer - Employee Relations Resolution ..............
2
C. Employee Rights ...... ...............................
2
d. Management Rights ... ...............................
3
3.
COMPREHENSIVENESS OF AGREEMENT ....................
4
4.
EMPLOYMENT .......... ...............................
4
a. Step Placement for New Hires ...........................
4
b. Probationary Period ... ...............................
4
C. Performance Evaluations ...............................
4
d. Promotions .......... ...............................
5
e. Work Day /Week ..... ...............................
6
f. Layoff Policy ........ ...............................
6
g. Outside Employment ... ...............................
6
h. Reclassifications ...... ...............................
7
5.
SALARY AND OTHER COMPENSATION .....................
7
a. Town Compensation Policies ............................
7
b. Compensation ........ ...............................
7
C. Overtime ........... ...............................
7
d. Call Back ........... ...............................
8
e. Shift Differential ...... ...............................
8
f. Deferred Compensation ...............................
8
g. Out -of- Classification Pay ...............................
8
h. Bilingual Incentive Pay . ...............................
9
i. Uniform Allowance .... ...............................
9
j. Incentive Pay Program . ...............................
10
k. Holiday Compensation . ...............................
10
1. Variable Salary Step Evaluation Process ....................
10
6.
PAYROLL /PAYCHECKS ... ...............................
11
a. Payroll Periods II ..... ...............................
11
b. Paychecks ........... ...............................
11
7.
HOLIDAYS .............. ...............................
11
iii
8.
INSURANCE PROGRAMS AND RATE OF TOWN CONTRIBUTION
12
a.
Dental ............. ...............................
12
b.
Medical ............ ...............................
12
C.
Family Medical Insurance Premiums ......................
12
d.
Life Insurance ....... ...............................
12
e.
Disability Insurance .... ...............................
12
f.
Workers' Compensation ...............................
12
g.
Disability and Worker's Compensation Committee ............
13
h.
Liability Insurance .... ...............................
13
i.
Vision ............. ...............................
13
j.
Employee Assistance Program ...........................
13
k.
Unemployment Insurance ..............................
13
9.
CASH ALLOCATION PLAN (formerly Cafeteria Plan) .............
13
a.
Taxable Benefit ...... ...............................
14
b.
Pre -Tax Benefit ...... ...............................
14
C.
Deferred Compensation (457) Plan .......................
14
10.
PUBLIC EMPLOYEES RETIREMENT SYSTEM .................
14
a.
Town Contribution .... ...............................
14
b.
Retiring Employees .... ...............................
14
11.
BENEFITS ACCRUAL /PAYMENT ...........................
14
12.
TUITION
/REGISTRATION REIMBURSEMENT ................
15
13.
VACATION AND LEAVES .. ...............................
15
a.
Vacation and Annual Leave Scheduling ....................
15
b.
Vacation Accrual ..... ...............................
16
C.
Sick Leave .......... ...............................
16
d.
Sick Leave Cash -Out Program ...........................
16
e
Annual Leave ........ ...............................
17
f.
Personal Leave ....... ...............................
17
g.
Medical /Maternity Leave ..............................
17
h.
Bereavement Leave ... ...............................
18
i.
Disaster Leave ....... ...............................
18
j.
Military Leave ....... ...............................
18
k.
Jury Duty ........... ...............................
18
1.
Leave Without Pay .... ...............................
18
m.
Leave Balances ....... ...............................
19
14. GRIEVANCE PROCEDURE . ............................... 19
15. MISCELLANEOUS ISSUES .. ............................... 20
a. Personnel Rules ...... ............................... 20
b. Personnel Manual ..... ............................... 20
C. Mileage Reimbursement ............................... 20
d. Vehicle Acquisition .... ............................... 20
e. Discipline ........... ............................... 20
16. EQUAL OPPORTUNITY GRIEVANCE PROCEDURE ............ 21
iv
a. Intent .............. ............................... 21
b. Scope .............. ............................... 21
C. Limitations .......... ............................... 21
d. Definitions .......... ............................... 21
e. Representatives ...... ............................... 22
f. Steps in the Procedure . ............................... 22
17. ABSENT WITHOUT AUTHORIZED LEAVE ................... 23
18. TRAINING PAY .......... ............................... 23
19. CHILD CARE ............ ............................... 23
20. TOWN VEHICLES ........ ............................... 23
Signature Page ............ ............................... 24
APPENDIX A - Scope of Representation and Salary Range .......... 25
APPENDIX B - Bi- Weekly Salary Schedule Effective August 5, 1991 .... 26
APPENDIX C - Incentive Pay Plan ............................ 27
APPENDIX D - New Pay and Classification System ................ 29
v
TOWN OF LOS GATOS
AND THE TOWN EMPLOYEES ASSOCIATION
COMPREHENSIVE MEMORANDUM OF UNDERSTANDING
ON SALARIES, FRINGE BENEFITS
AND WORKING CONDITIONS
I' . : "W u1:3 n�,
The authorized representatives of the Town of Los Gatos hereafter referred to as the
"Town" and the authorized representatives of the Town of Los Gatos Employees
Association hereafter referred to as "Association" do jointly accept and agree to all the
terms and conditions of employment set forth in this comprehensive memorandum of
understanding pursuant to Town Resolution 1974 -41 of the Town of Los Gatos and Section
3500 et. seq. of the Government Code.
This understanding shall apply to represented employees assigned to those classifications
listed on Appendix "A ". When classifications are created which fall under the
representation of the Association, this understanding shall also apply. This agreement
supercedes all previous agreements between the Town and the Association.
The terms and conditions of employment set forth in this understanding have been
discussed in good faith by the authorized representatives of the Town and the authorized
representatives of the employees. The Association agrees to recommend acceptance by the
employees of all terms and conditions set forth herein. Following said acceptance by the
Association, authorized representatives of the Town agree to recommend to the Town
Council that all terms and conditions set forth herein be approved by resolution. Upon
adoption of said resolution, all terms and conditions so incorporated shall become effective
without further action by either party.
The term of this understanding shall commence on August 5, 1991 and terminate on June
30, 1992.
GOAL
This Memorandum of Understanding (MOU) has been prepared in a spirit of cooperation
between the Town Employees' Association (T.E.A.) and the Town. The purpose of this
MOU is to define all presently known issues concerning employment, foster a sense of team
work between T.E.A. and the Town, create conditions under which the highest quality of
public service is delivered, and continue the aura of that small Town feeling so desired by
the citizens of Los Gatos.
1
1.
SCOPE OF REPRESENTATION
Employees represented by the Association are those in permanent positions in the
classifications listed in Appendix A.
2. TOWN EMPLOYER - EMPLOYEE RELATIONS
9
In
C.
T.E.A. Rights
The Town recognizes the employees' right to join and participate in the Town
Employees Association. T.E.A. shall provide the Town with a list of T.E.A.
officers and department representatives. T.E.A. shall distribute to all new unit
employees materials furnished for such purposes by T.E.A..
Upon request of any employee represented by this agreement, an association
representative shall be present during meetings involving the individual
employee in disciplinary matters. Oral reprimands and performance
evaluations are not included in the above. To the extent possible, disciplinary
and grievance matters shall be considered during normal working hours and
with pay.
The Town will notify all newly hired employees in classifications represented
by the Association that T.E.A. is the recognized employees' organization. The
Town will make every effort to provide T.E.A. with the name, department and
job classification of all new employees in classifications within T.E.A.'s scope
of representation.
T.E.A. shall have access to its members, bulletin boards, and Town mail
system within reasonable limits and on Town time. Up to four (4) Association
members shall be allowed, as long as there is no disruption in work, up to
four (4) hours each month of released time off with pay for meeting and
conferring, meeting and consulting or the processing of grievances in
accordance with the grievance procedure, Section 9 of this MOU. Town
initiated meetings are not subject to release time limits. Such Association
members shall first obtain permission from department heads before leaving
their work or work locations. T.E.A. General membership meetings will
continue to be held during lunch or after work.
Town Employer- Employee Relations Resolution
The Association and the Town recognize the existing language in Town
Resolution 1974 -41, or its successor, if any during the term of this MOU, as
it governs all aspects of labor relations in the Town except where superseded
by language of this document.
Employee Rights
The Town adopts, in principle, the following rights, duties and responsibilities
of its employees:
(1) Organize and select leaders and representatives.
(2) Employee and Town actions shall be governed by the Memorandum
of Understanding (MOU), personnel rules and Town policies (including
smoking policy).
(3) At the Association's request the Town Manager shall meet twice
during the term of this agreement with the association to discuss
matters of employee interest.
(4) Utilization of the disciplinary Procedure (see Resolution 1974 -41 or its
successor, if any during the term of this MOU, and Ordinance No.
1593).
(5) Right to request a review of his /her classification and receive a
response to the request.
d. Management Rights
The rights of the Town include, but are not limited to the exclusive right to:
(1) Determine the mission of its constituent departments, commissions and
boards.
(2) Set the standards of service.
(3) Determine the procedures and standards of selection for employment
and promotion.
(4) Direct its employees.
(5) Take disciplinary action in accordance with adopted disciplinary
procedures, recognizing the employee's right to due process.
(6) Relieve its employees from duty because of lack of work or for other
legitimate reasons.
(7) Maintain the efficiency of governmental operations.
(8) Determine the methods, means and personnel by which government
operations are to be conducted.
(9) Determine the content of job classifications.
(10) Take all necessary action to determine when an emergency exists and
to carry out its mission in emergencies including the requirement that
employees work overtime. Any question regarding the existence of an
emergency is determined by the Town Manager, whose decision shall
be final.
(11) Exercise control over its organization and the technology of performing
its work.
(12) Refer any question regarding implementation or interpretation of the
3
M.O.U. to the Town Manager or the Town Personnel Officer for a
determination.
3. COMPREHENSIVENESS OF AGREEMENT
a. The Town and Association agree that this agreement represents all wages,
hours, and working conditions subject to the meet and confer process and
available to employees.
b. In the event that a local, State or Federal law significantly impacts the terms
of this MOU, the Town will meet and consult with T.E.A. regarding its
implementation. In some cases, this may occur after the law or rule has been
adopted.
4. EMPLOYMENT
a. Step Placement for New Hires
The Association recognizes the sole right of the Town to determine the salary
and wage rate for new hires.
b. Probationary Period
The probationary period shall be twelve (12) months for all newly hired
employees and those receiving promotions. Probationary employees will be
evaluated quarterly. Promoted employees can be considered for satisfactory
completion of the probationary period after the six month evaluation.
Promoted probationary employees shall have all rights under this agreement,
full and complete access to the grievance procedure, including instances of
suspension, demotion and termination.
Any permanent employee not satisfactorily completing the probationary
period following a promotion will be reinstated to their previous classification
in accordance with the Town Personnel Rules.
C. Performance Evaluations
In accordance with the Personnel Rules, it is intended that performance
evaluations take place at least annually but no later than 15 days prior to the
anniversary date of the employee's date of hire or the date the employee
entered their classification. If an employee's merit increase is withheld,
subsequent evaluations will return to the original anniversary date. Employee
evaluation forms shall include a section with a box to be checked indicating
whether an employee agrees or disagrees with his /her evaluation.
All performance evaluations shall be discussed with the employee prior to the
evaluation being completed. Employees shall sign their individual
0
performance evaluations as evidence of discussion having taken place;
employee signature does not necessarily imply agreement with the evaluation.
An employee may attach separate written comments to his /her evaluation.
If an employee does not receive an evaluation on the date it is due and the
supervisor subsequently finds that the employee would have been entitled to
a merit increase as of the anniversary date, the merit increase will be come
effective as of the first day of the pay period in which the anniversary date
occurs.
The Town will make every attempt to see that the performance evaluations
are completed in a timely manner.
As a result of the on -going discussions on the Performance Evaluation and
it's relationship to the proposed pay and incentive system, it is T.E.A.'s and
the Town's intent to work together in redesigning the Performance Evaluation
Form during the term of this M.O.U. The proposed pay and incentive system
will not take effect until the performance evaluation form is redesigned.
d. Promotions
The Town and Association agree that it is in the best interest of both the
Town and its employees to foster promotion of incumbent employees. The
Town will consider the qualifications of incumbent personnel prior to
determining whether an open or promotional examination shall be used to fill
a vacancy in T.E.A.- represented classifications.
The Town shall maintain a transfer list for any employee who is interested
in applying for another position in the same job family. It is the employee's
responsibility to notify the Personnel Office of their interest in another
position. The Town reserves the right to select an applicant for a vacant
position from the transfer list or employment certification list.
Employees desiring promotion or change of job classification shall keep an
interest card on file with the Town Personnel Department.
The Town and Association recognize the Town's sole right to determine the
method for the selection of Town employees through either an open or
promotional examination process. If a determination is made by the Town
that a promotional examination will be used to fill a vacant position, any
qualified employees who participate in the examination process shall be
allowed time off from regularly scheduled work in order to participate in the
examination process if the examination process is scheduled during the
employee's normal work period. There shall be no overtime paid for
participation in the examination process.
All Town job announcements shall be posted on Town bulletin boards a
minimum of five (5) working days prior to the final filing date.
e. Work Day /Week
5
The normal work day is defined as no more than eight (8), nine (9), ten (10),
or eleven (11) consecutive hours of work time including no more than a one
(1) hour lunch break. A normal work day shall be followed by a minimum
of ten (10) hours off.
The work week is defined as forty (40) hours of work during any consecutive
seven (7) day period. A minimum of one (1) forty -eight (48) hour period
without scheduled work shall be provided to each employee during any
consecutive seven (7) day period with the exception that employees employed
in the Town Library shall not be scheduled less than two (2) consecutive days
off within a seven day period more than thirteen (13) times in a calendar year.
Flex -time work schedules consistent with the definitions of normal work day
and normal work week may be assigned by the Town at its sole discretion.
Any employee requests for alteration of standard 8 -5 work day and 40 hour
work week will be subject to the approval of the Department Head and Town
Manager.
The Town has the discretionary right to alter work schedules without notice
during emergency situations.
f. doff Policy
A minimum thirty (30) calendar days notice shall be provided to any employee
to be laid off. Determination of layoff lists shall consider "performance" as
well as seniority with equal weight given to both seniority and performance.
Layoff shall take place within classifications by individual department. Use
of current Town performance evaluation form would provide for measurement
of performance levels as E (exceeds standards); M (meets standards); I
(improvement needed).
In the event of a tie in overall score, the employee having more seniority shall
not be subject to layoff. Wherever a reduction in workforce is deemed
necessary by the Town, every attempt will be made to accomplish such
reduction by attrition or reduction in work hours in lieu of layoff. Every
effort shall be made to place qualified laid -off employees in other positions
within Town government.
g. Outside Employment
The Town and Association agree that outside employment of full time T.E.A.-
represented employees shall be governed by California Government code
Sections 1125 -1128 and that the Town shall develop and apply regulations to
assure compliance. Outside employment shall be reviewed and reapproved
by the Department Head and Town Manager on an annual basis.
h. Reclassifications
The Association recognizes the sole right of the Town to reclassify positions.
5. SALARY AND OTHER COMPENSATION
a. Town Compensation Policies
Town and Association agree that this Agreement has been negotiated
consistent with Town compensation policies through the term of this
agreement and future negotiations. The specific policies are:
(1) Total compensation to be utilized in the analysis of all Town
compensation.
(2) Marketplace consideration in establishing compensation.
(3) Comparable Worth consideration in establishing compensation.
(4) Average or above - average total compensation for all Town
classifications.
(5) No reduction in individual employee total compensation levels.
(6) Final determination on changes in compensation based on Town's
ability to pay.
The Comparable Worth Study was accepted by the Town Council in
September, 1983. The initial pay adjustments addressed compensation
disparities based on point values determined in the study. Criteria and
methodology established in the study shall continue to be used by the Town
for purposes of evaluating Article 5 a. (3) above.
b. Compensation
The salary schedule listed in Appendix B shall be effective August 5, 1991.
C. Overtime
Overtime is defined as hours worked in excess of the normal work week.
Overtime is scheduled solely at the discretion of the Town.
Overtime compensation shall be governed as follows:
(1) The overtime rate shall be at time and a half.
(2) Overtime work shall accumulate to be paid off at the employee's
option, subject to the scheduling needs of the Town.
(3) The maximum overtime accumulation shall be fifty (50) hours.
(a) The maximum overtime accumulation for Dispatchers only shall
7
be increased from 50 to 100 hours with the condition that no
more than 50 working hours maximum time off will be allowed
in conjunction with any other leave. Annual review of the
impact of those changes will occur to determine if there is any
adverse impact on scheduling.
The Town will attempt to avoid scheduling overtime that conflicts with an
employee's personal plans unless it cannot be avoided.
d. Call Back
Call back is defined as Town required return to work after an employee has
completed his /her normal work day and before his /her next scheduled normal
workday. The normal work day shall be scheduled solely at the discretion of
the Town. Minimum call -back shall be three (3) hours at the overtime rate.
An employee notified of overtime that is not contiguous to his /her shift less
than 24 hours in advance will be paid at the call back rate. There will be a
three hour minimum at the call back overtime rate for Town
Commission /Council meetings.
e. Shift Differential
The Town shall pay an hourly premium of $1.00 per hour to any permanent
(full -time or part -time) employee who is assigned to a shift where at least
50% of the shift (including breaks) falls between 6 p.m. and 7 a.m.
The Town shall pay an hourly premium of $1.00 per hour to any permanent
(full -time or part -time) employee for the actual hours worked between the
hours of 6 p.m. and 7 a.m. when 50% of the employee's shift (including all
breaks) does not fall between these hours.
The provisions of this section do not apply to employees in the classification
of Communications Dispatchers.
f. Deferred Compensation
A Town program of deferred compensation shall continue to be available to
T.E.A. represented employees.
g. Out -of- Classification Pay
The Town and the Association agree that it is the intent of Town
management, whenever possible, to avoid working an employee out of
classification for a prolonged period of time. Compensation for out -of-
classification work shall be an additional five percent (5 %) of the regular pay
of the employee's permanent classification or the first step of the higher
classification, whichever is greater.
Employees appointed to work out -of -class will receive out -of- classification pay
beginning the first day of the out -of- classification assignment. Performance
of duties as a vacation relief does not automatically qualify as out -of-
classification.
For purposes of this section, an out -of- classification assignment is defined as
the full time performance of the significant duties of an authorized, funded,
permanent position in another classification. "Significant duties" shall be as
defined in the "examples of work" section of the appropriate job specification.
Any employee who believes they are working out -of -class may request a
review of their classification.
Training programs mutually agreed to by the Town and T.E.A. which are
designed to enhance and /or provide career development opportunities shall
not be subject to this provision.
h. Bilingual Incentive Pax
Employees filling classifications specifically requiring bilingual ability shall be
compensated at one (1) range (approximately 2.5 %) above the normal
compensation range for the regular classification.
i. Uniform Allowance
(1) An initial uniform consisting of all items on the Town- approved list
shall be supplied by the Town to new Park Ranger and Town -
designated Community Service Officer and Parking Control Officer
employees; thereafter the Town shall provide incumbent Park Ranger
employees with a uniform allowance of $385 per year and designated
Community Service Officer and Parking Control Officer employees with
a uniform allowance of $275 per year in separate paychecks during
January of each year.
The uniform allowance would be prorated for new employees, except
that new employees shall receive a minimum of 1/2 of the year's
uniform allowance if hired after July 1.
(2) T.E.A. recognizes the Town's right to specify uniform and demand that
employees be in proper uniform at all times.
(3) In the event that an employee who does not receive a uniform
allowance damages his /her clothing in the performance of his /her
duties, the employee may submit a claim for reimbursement for the
repair /replacement of damaged articles to the Town.
j. Incentive Pay Program
The incentive pay program detailed in Appendix "C" is recognized as a
discretionary program on the part of the Town and shall continue in force
W
during the term of this Agreement. Costs of this program shall not be
charged to the Association's total compensation package.
k. Holiday Compensation
Employees will receive eight hours of regular pay when scheduled to have the
holiday off (8 hours total). If the employee's scheduled day off falls on a
recognized Town holiday the employee will receive eight hours of holiday pay
and eight hours of straight time pay (16 hours total).
Employees who are scheduled to work on a holiday, recognized in the MOU,
will be compensated as follows:
(1)
Workday
If the holiday falls on a normally scheduled workday, the employee will
receive eight hours of holiday pay and time and one -half for the hours
actually worked on the holiday (20 hours total).
(2) Day Off
If the holiday falls on a normally scheduled day off, the employee
receives eight hour of holiday pay and eight hours of straight time plus
time and one -half for the hours actually worked on the holiday (28
hours total.)
(3) Dispatchers
Dispatchers will receive compensation in -lieu of holiday time off equal
to eighty -eight hours to be distributed as forty-four hours of base pay
in separate payroll checks distributed the last working week of
November and May of each year. (Permanent half -time positions will
be prorated to twenty-two hours.)
1. Variable Salary Step Evaluation Process
The Town and the Association agree to work together to finalize and
implement the variable salary step evaluation process as conceptually
described on Appendix "D". The Town and the Association will work to
refine the program by January 31, 1992. Implementation of any changes
would occur with adoption of the subsequent M.O.U.
6. PAYROLL / PAYCHECKS
a. Poll Periods
The Town and Association agree that a biweekly payroll period shall be
10
utilized subject to the following conditions:
(1) Employee pay shall not be withheld more than seven (7) calendar days
following the end of the payroll period; however, overtime may appear
on the next payroll period if it is worked following the submittal of
time sheets, or during a pay period with a Town holiday which requires
early submittal of time sheets and early distribution (before Friday) of
pay checks. This may also occur at the end of the Fiscal or Calendar
year.
(2) All Town employees shall be compensated on a biweekly basis.
b. Paychecks
(1) The Town shall provide an optional automatic check deposit system
for use by employees at a local (Los Gatos) financial institution. The
automatic check deposit at Commonwealth Credit Union shall continue
to be available to all employees.
(2) Every effort will be made to make paychecks available to employees
as soon as checks are signed and ready for distribution.
7. HOLIDAYS
a. The following shall be observed as holidays for the members of the unit:
January lst
the 3rd Monday in January
the 3rd Monday in February
the last Monday in May
July 4th
the first Monday in September
Thanksgiving Day
the Friday following Thanksgiving Day
December 25th
Half day on December 24 and 31 (four hours maximum each)
b. On December 24 and 31, Town offices normally open between 8:00 a.m. and
5:00 P.M., shall close at 12 noon.
C. Days proclaimed as holidays by the President of the United States or the
governor of the State of California subsequent to the effective date of this
Agreement, subject to the Mayor also proclaiming the day as a holiday.
d. Holidays which fall on Saturday shall be observed on the Friday prior and
holidays which fall on Sunday shall be observed on the following Monday.
a. Dental
The Town shall contribute $53 per month towards a dental insurance program
E[l
9
9
e.
f.
for those employees who have chosen the family medical insurance coverage
provided in Section c. below.
Medical
Effective August 1, 1991, choice of coverage as provided by the Public
Employment Retirement System Health Benefits medical program.
Family Medical Insurance Premiums
In lieu of the Cash Allocation Plan (9), the Town will provide payment of
medical insurance premiums equal to the cost of Kaiser North family medical
insurance as offered by the Public Employees Retirement System Health
Benefits medical program. The determination as to whether this benefit is
provided must be made on an individual basis upon employment with the
Town and between June 15 and July 15 of each year thereafter. Employees
opting for this medical insurance coverage will not participate in the Cash
Allocation Plan.
Life Insurance
Town to pay premiums on minimum coverage of $50,000 and $50,000
Accidental Death benefit. Additional life insurance may be purchased by the
employee equal to twice the employee's base salary, not to exceed $150,000.
Disability Insurance
The policy will provide for 60% of salary up to a maximum of $5,000 per
month to be paid effective beginning the 31st day of disability. The disability
policy will be provided at Town cost.
Workers' Compensation
The Town and Association agree that employees who sustain illness or injury
arising out of and in the course of their Town employment shall receive
benefits equal to those mandated by the State of California plus the difference
between State mandated benefits and the equivalent of one hundred percent
(100 %) of the individual's net regular salary, if any, paid by the Town for the
first thirty (30) calendar days of absence. Town shall deduct leave balances
from the employee's accrued sick leave, accumulated overtime, vacation leave,
and annual leave (in that order) for all Town paid compensation. An
employee may at his /her discretion advise the Town that he /she does not
wish to be compensated at a level above the State - mandated benefits. In such
case, the Town would provide no further compensation and there would be
no charge to leave balances.
An employee without leave balances shall only be paid State mandated
benefits.
Compensation available to the employee after the initial thirty (30) day period
shall include both State - mandated benefits and the coverage afforded by the
Town -paid employee disability insurance program subject to an employee not
12
[3
h.
J•
k.
receiving anymore than 60% of his /her salary. The current policy provides
for 60% of regular salary up to a maximum of $5000 /month.
The Town Personnel Officer will create and issue policies and procedures
regarding the Workers Compensation Program.
Disabili , and Worker's Compensation Committee
The Town will form a committee representing all 3 bargaining groups plus
management to study the benefits offered by the Town's Disability and
Worker's Compensation Programs versus converting to State Disability
Insurance. The Committee should complete its work by January 31, 1992 and
present any recommendations to the Town Manager.
Liability Insurance
The Town shall continue to maintain a public officials liability insurance
policy covering all Town employees in the execution of their official duties.
Vision
The Town to provide up to $120 per family for annual reimbursement for the
cost of eye exams, prescription glasses, contact lenses, and related expenses.
This program will apply to the employee and immediate family (spouse, and
unmarried children under the age of 19 who are living at home, or 23 years
of age and a fulltime student). Employees shall use any medical coverage
provided by their medical carrier prior to requesting Town reimbursement.
Amounts not used from the reimbursement account shall not be carried
forward beyond the fiscal year ending June 30 of any year.
Employee Assistance Program
Premium shall be paid by the Town.
Unemployment Insurance
The Town will provide State mandated benefits through a self - insurance fund.
9. CASH ALLOCATION PLAN (Formerly Cafeteria Benefit Plan)
In lieu of the Family Medical Plan (8 c.), the Town will provide an allocation per
employee of $353.75 per month beginning August, 1991. Allocation shall be made
for individual positions based on the Position and Classification Plan. Full -time
employees shall receive 100 % of the cash allocation, part -time employees shall
receive 75 %, half -time employees shall receive 50 %. There will be an annual 30 day
enrollment period.
a. Taxable Benefit
Any portion of the benefit allocation may be taken as a taxable cash option.
The cash option shall be paid in two equal amounts in December and June
by separate check.
13
10.
11.
12.
b. Pre -Tax Benefits
Pre -tax benefits available in the program are medical and dental insurance.
Medical benefits are available through the Public Employees' Retirement
Health Benefits Program. Dental insurance is available through Delta Dental
Plan.
C. Deferred Compensation (457) Plan
Any portion of the benefit allocation may be placed with the Town's approved
deferred compensation carrier.
PUBLIC EMPLOYEES RETIREMENT SYSTEM (P.E.R.S.)
a. Town Contribution
There shall be no change in P.E.R.S.
the term of this Agreement. There
employee for coverage by P.E.R.S..
b. Retiring_ Employees
benefits initiated by the Town during
shall be no increase in cost to the
All employees involved in the P.E.R.S. Plan have the option to assume
payment of their own P.E.R.S. contribution at the beginning of their last fiscal
year of employment with the Town. The money previously contributed to
P.E.R.S. by the Town will be added to the employee's salary. An employee
who does opt for this conversion and proceeds to pay the employee's
contribution shall not be forced to retire within one year nor shall said
employee have the option of revert back to the Town -paid employee
contribution. In using this option, employees recognize that the amount of
money applied to salary will be less than the 7% paid directly to P.E.R.S. to
account for the increase in the Town's portion of retirement.
BENEFITS ACCRUAL /PAYMENT
There shall be no accrual or payment of benefits during unauthorized leave,
suspension without pay, or leave without pay.
TUITION /REGISTRATION REIMBURSEMENT
The reimbursement program shall include costs for tuition, registration,
transportation, lodging, and meals for educational opportunities including college and
university courses, lectures, demonstrations, seminars and other job - related training
subject to the following:
14
a. Maximum reimbursement of $400 per employee per calendar year;
b. Preparation for classes to be done on employee's own time;
C. Employee must request and receive advance written authorization from
his /her department head;
d. All requests for reimbursement must be approved in advance on a Request
for Reimbursement Form. The employee may select to receive
reimbursement before or after completion of the course. All expenses must
be documented however, with a copy of the course description, flyer,
registration packet, etc. Receipts must also be submitted for any books.
e. Following completion of the course, documentation must be submitted to
reflect satisfactory completion, i.e., passing grade or verification of completion
of the course. If reimbursement (or advance) is requested prior to course
completion, documentation of satisfactory course completion must be
submitted within 3 months of the completion of the course. Documentation
within the prescribed time frames is the responsibility of the employee.
f. If documentation is not received, a deduction will occur on the paycheck to
cover the expenses advanced. The employee will be notified in advance prior
to any deduction from the pay check. All other finance and paperwork
procedures must also be followed.
g. Additionally, employees choosing to use tuition reimbursement to attend job -
related seminars during their normal work day may be paid for that day.
h. Participation in and successful completion of courses may be considered by
the Town in making assignments and promotions. Evidence of such training
may be submitted by the employee for filing in his /her personnel file.
13. VACATION AND LEAVES
a. Vacation and Annual Leave Scheduling
All vacation and annual leave scheduling is subject to the approval of the
Town. Employees are required to request time off in advance. The earlier
requests are submitted, the greater likelihood the request will be honored.
Every attempt will be made by the Town to honor pre- approved vacations.
Due to the scheduling needs of the Town, if a pre- approved vacation is
cancelled, the Town will reimburse the employee for verified deposits for non-
reimbursable reservations. All verifications must be submitted prior to the
vacation formally being cancelled.
b. Vacation Accrual
All employees hired by the Town and represented by the Association during
the term of this agreement shall accrue vacation hours as follows:
15
C.
a
0 to 36 months -
10 days per year (3.08 hours per pay period)
37 to 60 months -
15 days per year (4.62 hours per pay period)
61 to 120 months -
20 days per year (6.16 hours per pay period)
121 to 180 months
- 23 days per year (7.08 hours per pay period)
181 months & over
- 25 days per year (7.70 hours per pay period)
Maximum accrual shall be 344 hours.
Cash out of up to 40 hours at 100% value available December 1 of each year.
Sick Leave
Sick leave shall accumulate at the rate of eight (8) hours per month (3.70
hours per pay period); with unlimited accumulation. The Town may require
Association represented employees to provide a doctor's statement as proof
of illness for any use of sick leave beyond one (1) working day.
All employees with annual leave balances as of June 30, 1991 may make a
one time conversion of these balances to sick leave and /or vacation on an
hour - for -hour basis.
Sick Leave Cash -Out Program
Employees who terminate employment with the Town for any reason other
than retirement may cash out their accumulated sick leave as follows:
1 - 59 months at 25%
60 - 119 months at 37.5%
120 months or more at 50%
In order to be eligible for the sick leave cash -out program, a full -time
employee must have a sick leave accrual balance of at least 150 hours at the
time of termination. Employees working less than full -time shall have the 150
hour balance provision pro- rated, based on hours worked. Employees
converting to sick and vacation are exempt from this provision until July 1,
1994.
All employees who retire may convert 100% of this accumulated sick leave
to a dollar equivalent at their hourly rate of pay at the time of retirement.
This amount shall be held in an account. The employee's portion of medical
payment will be withheld from their monthly retirement payment by P.E.R.S..
The Town agrees to pay the retiree quarterly in advance on the first pay
period of January, April, July, and October of each year after retirement. The
first payment will be prorated to the nearest quarter. The retiree's portion
of medical payments will be paid from this account by the Town until all
monies are depleted from the account or the retiree dies, whichever occurs
first.
This account will not accrue interest and will not be paid in cash to the
retiree or any beneficiaries.
16
The retiree shall be responsible for 100% of their share of future medical
insurance payments once the account is exhausted.
e. Annual Leave
Annual leave was created as a combination of sick leave and vacation
benefits. Maintaining a balance to be used for sickness is the responsibility
of the employee and is encouraged. Except in the case of sickness, annual
leave requires pre - approval of the Town. The annual leave program is no
longer an option for Town employees hired after August 5, 1991.
The following schedule shall apply to all employees accruing annual leave
hours:
(1) Accumulation per the following schedule:
0 to 36 months - 18 days per year (5.54 hours her pay period)
37 to 60 months - 23 days per year (7.08 hours per pay period)
61 to 180 months - 28 days per year (8.62 hours per pay period)
181+ months - 33 days per year (10.16 hours per pay period)
(2) Cash out of up to 40 hours at 100% value available December 1 of
each year. In order to be eligible for annual cash -out program, an
employee must maintain an annual leave accrued balance of at least
80 hours after cash -out on December 1 of each year.
(3) Maximum accrual shall be 384 hours.
f. Personal Leave
Sixteen (16) hours will be available per calendar year. Personal leave may
not be accumulated from year -to -year nor is it subject to cash -out at any time.
g. Medical /Maternity Leave
The Town recognizes that State Government Code 12945 requires the
recognition of maternity as a bona fide non - job - related disability with
applicable leave benefits. The Town may, at its discretion, approve leave
beyond the specific amount provided by the State law.
h. Bereavement Leave
A maximum of five (5) days is available for death of each member of the
immediate family. Immediate family is defined as parent, spouse, child,
dependent, sibling, and grandparent by blood or marriage.
i. Disaster Leave
17
Leave will be available for employees for disasters declared by Federal, State,
County, or Town officials if those disasters affect all or a portion of the area
within twenty (20) miles of Town Hall. Leave is subject to scheduling by the
Town. Employees shall be allowed to charge time off to accumulated
overtime, vacation hours, sick leave hours or annual leave hours (in that
order).
j. Military Leave
Time off shall be provided for up to a maximum of four (4) weeks per
calendar year with proper documentation on orders submitted to the Town.
Military leave and benefits shall be granted in accordance with State and
Federal law, including the continuation of employee salary and benefits.
k. Jury Duty
Employee salary and benefits are to be continued during periods of Court -
assigned jury duty. Compensation for an employee subpoenaed testimony for
Town related matters and participation in any legal matter required as a result
of working for the Town will be reviewed on a case by case basis. Employee
shall turn over to the Town any compensation from the courts or other source
for jury duty.
Leave Without Pav
Leave without pay shall be subject to approval of the Town Manager upon
recommendation of the appropriate department head.
An employee who is on leave without pay shall not earn any employment
benefits (including, but not limited to such benefits as vacation leaves, annual
leaves, medical benefits, sick leaves, retirement credits for time employed or
seniority entitlements of any kind) for the duration of such leave. An
employee who is on leave without pay will have the ability to continue
medical and dental coverage at their own expense in accordance with the
Town's administrative policy on benefit retention.
Vacation, sick leave, annual leave, or time worked shall not be used
intermittently during an extended leave to interrupt a determination that an
employee is on leave with no pay.
M. Leave Balances
Vacation, annual leave, and accumulated overtime will be paid off upon
resignation, retirement, or dismissal at 100% value subject to the personnel
rule provisions, effective the last full work -day with the Town. This will
terminate the employee's status as an employee of the Town. Sick leave shall
be cashed out as per Section 13.c.
V
In the event of an employee's death, these leave balances shall be paid to the
employee's estate.
14. GRIEVANCE PROCEDURE
Grievances shall be defined as alleged violations of this agreement or disputes
regarding interpretations, application, or enforcement of this agreement.
No act or activity which may be grievable may be considered for resolution unless
a grievance is filed in accordance with the procedure contained herein within thirty
(30) calendar days of the date the grievable activity occurred or the date the
employee could reasonably have known such activity occurred.
The parties agree that all grievances will be processed in accordance with the
following procedure:
Step 1
Any employee who has a grievance shall first try to get it settled informally through
discussion with his /her immediate supervisor without undue delay. Every effort shall
be made to find an acceptable solution at the lowest possible level of supervision.
If the employee is not satisfied with the informal resolution, then a formal grievance
must be filed within thirty (30) calendar days of the date the grievable activity
occurred or the date the employee could reasonably have known such activity
occurred.
Steu 22
If after such discussion the employee does not believe the grievance has been
satisfactorily resolved, he /she may file a formal appeal in writing to his /her
department head within ten (10) calendar days after receiving the informal decision
of his /her immediate supervisor.
The department head receiving the formal appeal shall enter his/ her written
decision within ten (10) calendar days after receiving the appeal.
Step 3
If after receipt of the written decision of the department head the employee is still
dissatisfied, he /she may appeal the decision of the department head to the Town
Manager. Such appeal shall be made by filing a written appeal to the Town
Manager within five (5) calendar days after receipt of the written decision of the
department head. The Town Manager shall review the decision of the department
head, and his /her decision, which shall be rendered within twenty (20) working days
after the appeal is made, shall be final.
The time limitations for filing and responding to grievances may be waived or
extended by written mutual agreement of the parties. If either party to the grievance
so requests, an informal hearing shall be conducted at the department head or Town
Manager appeal levels. Employees may be represented by counsel or other person
19
at any stage in the grievance process.
If the employee does not receive a response from the supervisor or department head
within the time limits specified in steps 1 and 2 above, the grievance will proceed
for review to the next level in the grievance procedure.
15. MISCELLANEOUS ISSUES
a. Personnel Rules
It is the Town's intent to make copies of the Personnel rules readily available.
In this regard a copy of the rules will be kept on file with each Department
Head, in employee lounges, in the Manager's office, the Clerk's office and the
Library Reference Section. These copies will be updated periodically.
b. Personnel Manual
The Town shall include appropriate sections of this agreement in an
Employee Personnel Manual.
C. Mileage Reimbursement
Employees using personal vehicles on official Town business shall be
reimbursed at the mileage rate established by the State of California subject
to the limitation of the I.R.S. standard. Private vehicles used for Town
business shall comply with all applicable California Vehicle Code Sections
commencing with Section 16430 through 16484 pertaining to "Insurance or
Proof of ability to respond to Damages."
d. Vehicle Acquisition
The Association recognizes the Town's sole right to determine the
specifications of all Town vehicles. The Town will seek employees input when
considering vehicle acquisition.
e. Discipline
The Town Manager and Town Attorney will develop Personnel Procedures
including actions subject to discipline and will solicit comments from the
Association.
16. EQUAL OPPORTUNITY GRIEVANCE PROCEDURE
a. Intent
It is the intent of this procedure to provide an efficient means for resolving
individual or group problems of a sensitive nature quickly and with a
minimum of formal procedural requirements.
El
MENIMI
This procedure shall apply to allegations of discrimination in regard to
application, recruitment, appointment, training, promotion, retention,
discipline, or other aspects of employment because of race, religion, color, sex,
physical /mental handicap, medical condition, marital status, age, national
origin or ancestry and provides for a process to investigate and correct the
effects of such discrimination.
C. Limitations
The establishment of this procedure for resolving complaints of discrimination
shall supplant regular grievance procedures but not prohibit employees or
applicants from filing complaints with the Fair Employment Practice
Commission (FEPC). Equal Employment Opportunity Commission (EEOC)
or the courts. The procedure is intended and should be viewed as a means
of providing the special skills needed to promptly and fairly handle the
sensitive issues involved, and to ensure full cooperation with federal and state
agencies.
An employee who elects to proceed under this section is not entitled to, and
shall not be required, to utilize regular grievance procedures for any
complaint grieved under this section. Procedure under this section are
alternative to regular grievance procedures.
d. Definitions
(1) Aggrieved Person: An employee or applicant for employment who
feels discriminated against or harassed on the basis of race, religion,
color, sex, physical /mental handicap, medical condition, marital status,
age, national origin or ancestry in regard to application, recruitment,
appointment, training, discipline, or other aspect of employment.
(2) Complainant: An aggrieved person who has filed a formal complaint.
(3) Equal Employment Opportunity (EEO) Counselor: An employee
trained in EEO procedures and counseling techniques to provide
informal counseling on matters pertaining to discrimination.
Affirmative Action Officer will designate the individual with
responsibilities of the EEO Counselor. This employee may also be
assigned to investigate allegations once a formal complaint is filed, and
to produce a written report of findings. This person must be capable
of fairness, impartiality, and objectivity.
e. Representatives
In presenting and resolving grievances employees may represent themselves
or may designate representatives of their own choosing. Costs associated with
such representation, if any, will be borne by the employee.
21
f. SteDS In the Procedure
(1) Aggrieved persons shall first contact the Equal Employment
Opportunity Counselor within 30 calendar days of learning of such act
or decision and before filing a formal complaint with the Affirmative
Action Officer. The EEO Counselor shall, within 30 calendar days:
(a) Consult with the aggrieved person.
(b) Discuss with aggrieved person applicable civil rights.
(c) Make necessary inquiries in an attempt to resolve the complaint.
(d) Counsel aggrieved person on issues of the case.
(e) Seek informal resolution of problems by facilitating open
communication between the aggrieved and departmental
management.
(2) Formal Complaint
If informal resolution of problems through conciliation and negotiation
cannot be accomplished within 30 days of contacting the EEO
Counselor, the aggrieved person(s) may file a formal complaint with
the Affirmative Action Officer. The Affirmative Action Officer will
decide whether the complaint falls within the jurisdiction of the
procedure and accept or reject it in writing. If the aggrieved person
wishes to appeal the Affirmative Action Officer's decision he /she may
do so, in writing to the Town Manager within seven working days of
receipt of the Affirmative Action Officer's decision.
The Affirmative Action Officer, upon acceptance of a complaint:
(a) Shall review the case with the Equal Employment Opportunity
Counselor.
(b) May assign the EEO Counselor to conduct a prompt, impartial
investigation if necessary, and review findings thereafter.
(c) Shall notify Town Manager of all formal complaints received
from employee and provide copies of completed investigative
reports to Town Manager upon request.
(d) Shall make available to the parties involved a copy of the
completed investigative report.
(e) Explore further possibility of informal adjustment of the problem
through negotiation of conciliation with Department Head or
the parties to the complaint.
22
(f) Present findings and recommendations for adjustment to the
Town Manager.
(3) The Town Manager shall provide the complainant with a written
decision within 90 calendar days from the time a formal complaint is
filed.
17. ABSENT WITHOUT AUTHORIZED LEAVE
Employees shall be in attendance at their work in accordance with the rules
regarding hours of work, holidays and leaves.
It shall be the responsibility of an employee absent without leave to notify the
department head of the reason the employee is absent and of the employee's
availability for duty. An employee who is absent without authorized leave will not
receive pay or benefits for the absent period and shall be subject to discipline.
Failure on the part of an employee absent without leave to return to duty shall be
grounds for discharge.
18. TRAINING PAY
The Town will institute a training program with 5% premium pay for Dispatchers
assigned to train and evaluate newly hired Dispatchers. Employees will receive the
premium pay for the actual hours worked during the specified training period.
19. CHILD CARE
The Town agrees to form a joint T.E.A. /Town Committee to discuss childcare with
no guarantee of implementation.
20. TOWN VEHICLES
Effective June 30, 1990, Town vehicles are not to be taken home.
23
FOR THE TOWN:
D, t3
DAVID W. KNAPP
Town Manager
Town Negotiating Team
MARK LINDER
Town Negotiating Team
LEE E. BOWMAN
Town Negotiating Team
NeizotiatinQ Team
CARLA TURNER
Town Negotiating Team
ATTEST:
C
N i Yu/x2QZn
MA Vk SGROVE
CLERK OF THE TOWN OF LOS GATOS
FOR T.E.A.:
DAVE GRAY
T.E.A. President
Negotiating Team
CHRIST E. RODEKUHR
T.E.A. Negotiating Team
BRUCE T. BAKER
T.E.A. Negotiating Team
)G,-, * D,,-t
PATRICIA M. DUARTE
T.E.A. Negotiating Team
KEVIN C. FLAVIA
T.E.A. Negotiating Team
24
APPENDIX A
Scope of Representation and Salary Range
Job Title
Administrative Secretary
Assistant Civil Engineer /Assistant Engineer
Associate Librarian
Building Inspector
Chief Inspector
Code Compliance Officer
Communications Dispatcher
Community Service Officer
Community Services Program Coordinator
Counter Technician
Engineering Inspector
Engineering Technician
Historic & Arts Coordinator
Junior Engineer
Librarian
Associate Librarian
Library Assistant /Library Assistant II
Library Clerk /Library Assistant I
Park Ranger
Parking Control Officer
Plan Check Engineer
Planner I
Planner II
Police Records Clerk
Secretary I
Secretary II
Secretary III
Senior Engineering Technician
Senior Library Assistant
Telephone Operator /Receptionist
Transit Program Assistant
Transit Program Coordinator
Word Processor
25
Ranee
116
242
155
242
252
164
191
164
164
147
195
175
164
212
199
155
88
65
152
65
300
212
242
106
65
79
97
227
142
65
24
164
79
26
APPENDIX B
TOWN OF LOS GATOS
BI- WEEKLY SALARY SCHEDULE
(Effective August 5, 1991)
TOWN
EMPLOYEES ASSOCIATION
Range
A
B
C
D
E
F
24
802.40
842.40
884.00
928.00
974.40
1023.20
65
881.60
925.60
972.00
1020.80
1072.00
1125.60
79
917.60
964.00
1012.00
1062.40
1115.20
1171.20
88
940.00
987.20
1036.80
1088.80
1143.20
1200.00
97
964.00
1012.00
1062.40
1115.20
1171.20
1229.60
106
986.40
1036.00
1088.00
1142.40
1199.20
1259.20
116
1012.00
1062.40
1115.20
1171.20
1229.60
1291.20
142
1078.40
1132.00
1188.80
1248.00
1310.40
1376.00
147
1091.20
1145.60
1203.20
1263.20
1327.20
1393.60
152
1104.00
1159.20
1216.80
1278.40
1342.40
1409.60
155
1114.40
1170.40
1228.80
1290.40
1355.20
1423.20
164
1135.20
1192.00
1251.20
1313.60
1379.20
1448.00
175
1162.40
1221.60
1282.40
1346.40
1413.60
1484.00
191
1207.20
1267.20
1331.20
1397.60
1467.20
1540.80
195
1221.60
1282.40
1346.40
1413.60
1484.00
1558.40
199
1234.40
1296.00
1360.80
1428.80
1500.80
1576.00
212
1279.20
1343.20
1410.40
1480.80
1555.20
1632.80
227
1330.40
1396.80
1466.40
1539.20
1616.80
1697.60
242
1381.60
1450.40
1522.40
1599.20
1678.40
1762.40
252
1415.20
1485.60
1560.80
1638.40
1720.80
1806.40
300
1589.60
1669.60
1752.80
1840.80
1932.80
2028.80
26
APPENDIX C
INCENTIVE PAY PLAY -- T.E.A. BARGAINING UNIT
July 1, 1983
PURPOSE
Recognize outstanding performance of incumbent employees who have reached the top step
of their classification.
EFFECTIVE
Available to all permanent Town employees beginning July 1, 1983.
Employee's first eligible one year after merit salary increase advancing the employee to the
top step of his /her qualification. Eligibility continued every twelve (12) months if employee
remains at top step of range. Employee must have been employed by the town at least
thirty -six (36) months in order to be eligible.
APPLICATION
Awards based on evaluation of performance factors.
Performance factors to be rated as:
Improvement Needed
Meets Standards
Exceeds Standards
Performance factors for all employees to include:
1. Quality of Work
2. Quantity of Work
3. Work Habits
4. Relationships with People
5. Taking Action Independently
6. Meeting Work Commitments
7. Analyzing Situations and Material
Employees with supervisory-type responsibilities will additionally be evaluated on the
following factors:
8. Supervision of Others
9. Administering Work Programs
27
If employee rates "improvement needed" in any category, no award provided.
Otherwise, factors rated as follows shall be eligible for awards.
If seven (7) factors are rated, then:
If nine (9) factors are rated, then:
Full -Time
Meets
Exceeds
Employee
Standards
Standards
Flat $ Amt
0
7
625
1
6
500
2
5
375
3
4
250
If nine (9) factors are rated, then:
Flat dollar amounts are 1/2 for half -time employees and 3/4 for 3/4 -time employees.
All evaluations are subject to the review and approval of the Town Personnel Officer.
PAYMENT
Payments shall be made in a separate check with the payroll paid the month following the
employee's anniversary date.
28
Full -Time
Meets
Exceeds
Employee
Standards
Standards
Flat $ Amt
0
9
625
1
8
500
2
7
375
3
6
250
4
5
125
Flat dollar amounts are 1/2 for half -time employees and 3/4 for 3/4 -time employees.
All evaluations are subject to the review and approval of the Town Personnel Officer.
PAYMENT
Payments shall be made in a separate check with the payroll paid the month following the
employee's anniversary date.
28
APPENDIX D
NEW PAY AND CLASSIFICATION SYSTEM
Consideration for advancement from step to step with a range shall occur at intervals of
one (1) year in length effective on each anniversary date. Each employee shall receive an
annual performance evaluation. This evaluation will be the basis for determination of step
advancement. Such advancement to the next step shall only be authorized if the supervisor
and Department manager finds that the employee is satisfactorily performing the duties of
their position as reflected on the annual evaluation form.
If the employee's performance is not satisfactory as determined by the supervisor's annual
evaluation, the Department Manager shall deny advancement to the next step. The
Department Manager has the option, at their discretion, based on a recommendation by the
supervisor, to recognize improving performance by granting or denying a half -step increase
in lieu of denying the advancement to the next step for unsatisfactory performance.
If the employee's performance is exceptional as determined by the annual evaluation of the
supervisor on the performance evaluation form, the Department Manager with the approval
of the Town Manager has the discretion to grant a two step or one and one -half step
increase. It is intended that this be used sparingly so that it can be reserved to recognize
the truly exceptional employee who is achieving journey level status in their classification
(i.e. fully capable of performing all duties of the position) and can perform at the same
level as an employee with the years of experience required to achieve advancement to the
new step if they had advanced one step each year.
Discussion of 10, 15, 20 and 25 year performance incentive increases.
Discuss performance evaluation appeal process including appeal to department lead;
monitoring of performance evaluation system by Assistant Town Manager /Personnel
Officer.
29