1984-063-Approving A Memorandum Of Understanding Between The Town Of Los Gatos And The Town Employees AssociationRESOLUTION NO. 1984 -63
A RESOLUTION APPROVING A MEMORANDUM OF
UNDERSTANDING BETWEEN THE TOWN OF LOS
GATOS AND THE TOWN EMPLOYEES ASSOCIATION.
RESOLVED, that the Memorandum of Understanding attached as Exhibit A
is hereby approved; and
BE IT FURTHER RESOLVED that the Town Manager is authorized to sign
the Memorandum of Understanding in behalf of the Town.
PASSED AND ADOPTED BY THE TOWN COUNCIL OF THE TOWN OF LOS GATOS,
CALIFORNIA, at an adjourned regular meeting held this
30th day of April , 1984, by the following vote:
AYES: COUNCILMEMBERS Joanne Benjamin, Eric D. Carlson,
Terrence J. Daily Brent N. Ventura and Mayor
Thomas J. Ferrito
NOES: COUNCILMEMBERS
ABSENT: COUNCILMEMBERS None
ABSTAIN: COUNCILMEMBERS
SIGNED:
MAYUK OF ME TO UF LOS GATOS
ATTEST:
CLERK OF THE TOWN OF LOS G OS
MEMORANDUM OF UNDER STAND! NC
BETWEEN
THE TOWN OF LOS GATOS
AND
THE TOWN EMPLOYEES ASSOCIATION
THIS AGREEMENT,
SIGNED ON MAY
1, 1984, IS ENTERED INTO
AS OF MAY 1, 1984,
BETWEEN THE TOWN
OF LOS GATDS,
HEREINAFTER REFERRED TO
AS THE "TOWN"' AND THE
TOWN EMPLOYEES
ASSOCIATION, HEREINAFTER
REFERRED TO AS
'/T^E"A"',"
Pursuant to Town Resolution 1974-41 of th.
et" seq" of the Government Code, the duly
Town and TEA, having met and conferred in
magesv hours, and terms and conditions of
declare their agreement to the provisions
FOR THE TOWN:
David R. a
T k
own Ne OtLa Lion Team
Michael La Rocca
Town Negotiation Team
� Town of Los Gatos and Section 35OO
authorized representatives of the
good faith concerning the issues of
employment, as herein set forth,
of this Memorandum of Understanding"
FOR TEA:
TEA President
TEA Naqpt;atinq Team
Tom JArvis
TEA /Negotiating Team
Louise Meineke
TEA Negotiating Team
TEA Negotiating Team
2"
Employees represented by the Association are those in permanent positions
in the following classifications:
Accounting Technician
Administrative Secretary
Building Inspector
Code Enforcement Officer
Community Services Agent
Community Services Officer I/II
Community Services Specialist
Deputy Town Clerk
Engineering Aide I/II
Engineering Technician I/II
Junior Civil Engineer
Library Assistant I/II/III
Park Ranger
Plan Check Engineer
Planner
Police Records Clerk
Secretary I
Secretary IT
Secretary III
Senior Deputy Town Clerk
Transit Program Coordinator
Transit Program Driver
The following classifications shall be represented by the Association based
on a majority vote of the incumbents in these classifications" The vote
shall take place after the incumbents and the Town have had an opportunity
to discuss compensation issues but no later than July 1' 1984^
Classifications included are:
Assistant Civil Engineer Librarian
Supervising Engineering Technician Support Services Assistant
The Association and the Town recognize the existing language in Town
Resolution 1974-41 as it governs all aspects of labor relations in the
b" a
The Town will notify all newly hired employees in classifications
represented by the Association that TEA is the recognized employees'
organization. The Town shall provide said employees with a copy of this
Agreement.
TEA shall have access to its members» bulletin boardsv and Town mail system
within reasonable limits and on Town time" UP to four (4) Association
members shall be allomedv as long as there is no disruption in morkv up to
four (4) hours each month of released time off with pay for meeting and ^
conferring or meeting and consulting" Such Association members shall first
obtain permission from department heads before leaving their work or work
locations" TEA General membership meetings will continue to be held during
lunch or after work.
- 2-
-���
2" ���_ (cont.)
c, daOam0eDƒ—UsU5
The rights of the Town include, but are not limited to, the exclusive right
to determine the mission of its constituent departments, commissions and
boards; set the standards of selection for employment and promotion; direct
its employees; take disciplinary action; relieve its employees from duty
because of lack of work or for other legitimate reasons; maintain the
efficiency of governmental operations; determine the methods' means and
personnel by which government operations are to be conducted; determine the
content of job classifications; take all necessary action to carry out its
mission in emergencies; and exercise complete control and discretion over
its organization and the technology of performing its work.
3. Jerm
4.
S.
6^
This agreement shall be effective from May 1, 1984 to June 30p 1986.
The Town and Association agree that this agreement represents all salary,
magesv and fringe benefits subject to negotiation and available to
employees.
The Association recognizes that current interpretations of California State
lam do not give municipal employees the right to strike"
The Association and Town agree that no person employed by or applying for
employment with the Town shall be discriminated against because of race/
religion, creed' sex, Political affiliation, color, national origin,
ancestryv agey sexual preference, marital status, or physical handicap,
unless any such is a bona fide occupational qualification as defined in
Federal or State lam" Association and Town support affirmative action in
Town hiring"
b.
The Association recognizes the sole right of the Town to determine the
salary and wage rate for new hires.
~ 3 -
6" E02}Ox0eat (cont.)
C.
Effective July 1, 1984? the probationary period shall be six (6) months"
The Probationary period may be extended an additional six (6) months at the
discretion of the Town. Probationary employees shall have all rights under
this agreement including full and complete access to the grievance
procedure except for instances of suspension, demotion" or termination.
d, PCuDutiDnz
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 TEA-represented classifications"
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 are invited to Participate in the examination
process shall be allowed up to two (2) hours 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"
Employees applying for vacant equal or lower-paYing Positions shall have
the same rights as employees applying for Promotions"
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.
The normal work day is defined as no more than eight (B)r nine (9)v 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 twelve (12) hours off.
The normal meek 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 meek may be assigned by the Town at its sole discretion"
The Town has the discretionary right to alter work schedules without notice
during emergency situations.
~ 4-
6` E021DX0eK (cont.)
f. Layuff-Eulizi
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
mould provide for measurement of performance levels as E (exceeds
standards); M (meets standards); I (improvement needed),
In the event of a tie in overall scorev the
shall not be subject to layoff. Whenever a
deemed necessary by the Town, every attempt
reduction by attrition or reduction in work
effort shall be made to place qualified lai/
positions within Town government"
9" 21OX0eO±
employee having more seniority
reduction in workforce is
will be made to accomplish such
hours in lieu of layoff" Every
j-off employees in other
The Town and Association agree that outside employment of TEA-represented
employees shall be governed by California Government Code Sections
1125-1128 and that the Town shall develop and apply regulations to assure
compliance.
h"
The Association recognizes the sole right of the Town to reclassify
Positions.
7.
a"
Town and Association agree that this Agreement has been negotiated
consistent with Town compensation Policies and that it is the intent of
both parties to continue these 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.
(]) Comparable Worth consideration
(4) Average or above-average total
classifications"
(5) No reduction in individual emP
(6) Final determination on changes
to pay^
in establishing compensation.
compensation for all Town
loyee total compensation levels"
in compensation based on Town's ability
(Cont" on next page)
- 5~
7" ��}��C��_��O�_{)�����2_(��0g��D�����OO (cont.)
The Comparable Worth Study accepted by the Town Council in September' 1983
is recognized as the basis for the one-time pay adjustments provided in
Article 7 c. of this Agreement" The initial pay adjustments address
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 7 a^ (3) above"
b.
T.E.A. represented employees shall receive a five percent (5%) total
compensation increase on July 1, 1984 and an additional five Percent (5%)
total compensation increase July 1' 1985^ Those increases shall be
distributed as follows:
Effective July 1, 1984, the Town shall contribute 6"0% of employee's salary
to PERS and the Town Retirement Plan; said contributions shall be credited
to the retirement programs as "employee-paid" contributions"
Effective the first pay period after June 30r 1985, the Town shall
contribute 7"0% of employee's salary to PERS and the Town Retirement Plan;
said contributions shall be credited to the retirement programs as
oemployee~Paid' contributions. Additionally, the salary schedule detailed
in Appendix C shall be increased by 4,81% effective the first Payroll
Period after June 30, 1985"
Effective with the first Pay Period after ratification of this Agreement,
the salary range schedules attached as Appendix B and Appendix C shall be
effective" Employees shall be assigned to whatever step in their new
salary range that corresponds to their current Step assignment with the
Town.
Overtime is defined as hours worked in excess of the normal work. meek"
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 one-half"
(2) Overtime work shall accumulate or be paid off at management '
discretion.
(]) Minimum call-back shall be three (3) hours at the over-time rate"
(4) The maximum overtime accumulation shall be fifty (5O) hours,,
Call back is defined as Town required return to work after an employee has
completed his or her normal work day. The normal work day shall be
scheduled solely at the discretion of the Town.
^ 6 ~
7. (cont")
e^
A Town program of deferred compensation shall continue to be available to
|tH represented employees.
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 vacant Positions will receive out-of-classification
Pay beginning the first day of out~of-classification assignment. Employees
appointed to a position for vacationv sick leave or other leave of absence
coverage shall receive out-of-classification pay after three (])
consecutive days of assignment in the acting Position"
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"
Employees filling classifications specifically requiring bilingual ability
shall be compensated at one (1) range above the normal compensation range
for the regular classification.
h" O[�
(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 employees; thereafter the Town shall provide
incumbent Park Ranger employees with a uniform allowance of $275 per
Year and designated Community Services Officer emPloyees with a uniform
allowance of $175 per year in separate paychecks during January of each
year"
(2) T.E.A. recognizes the Town's right to specify uniform and demand that
employees be in Proper uniform at all times"
- 7-
-�-
7" ��l���~�D�������~�O02�O������ (cont.)
(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.
The incentive pay program detailed in Appendix A is recognized as a
discretionary program on the Part of the Town and shall continue in force
during the term of this Agreement" Costs of this Program shall not be
charged to the Association's total compensation package"
8" QxrollAmcbeclz
a^
The Town and Association agree that a biweekly payroll period shall be
instituted no later than January 1, 1985 subject to the following
conditions:
(1) EmploYee pay shall not be withheld more than seven (7) calendar days;
and
(2) All Town employees shall be compensated on a biweekly basis.
Effective no later than January 1, 1985v 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"
b^ Eambeziz
Payroll deductions shall appear on Paychecks and be current to the latest
Payroll Period" Leave balances shall appear on paychecks and be current
through the previous Payroll period"
9" EeOefitz
a^ HQ}iday5
The following shall be observed as holidays for the members of the unit:
January 1st
the ]rd Monday in January
the ]rd Monday in February
the last Monday in May
July 4th
the first Monday in September
Thanksgiving Day
the Friday following Thanksgiving Day
(Cont" on next page)
- 8-
9" BuDefila (cont")
a" Holidaya (cont")
December 25th
after 12 noon on December 24 and December 91
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"
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.
b"
Effective July 1' 1984, in lieu of the cafeteria benefit program (9 c,),
the Town mill provide payment of medical insurance premiums equal to the
cost of the least cost family medical insurance Program offered by the
Town. The determination as to whether this benefit is Provided must be
made on an individual basis upon employment with the Town and between June
1 and June 15 of each year thereafter. Employees opting for this medical
insurance coverage will not participate in the Cafeteria Benefit Program"
Available Programs include Blue Cross, Kaiser and Lifeguard.
c"
There shall be no change in the cafeteria benefit program through June 30'
1984^
Effective July 1, 1984, benefits available in the cafeteria program include
medical insurance/ local health club membership, and deferred
compensation. Employees choosing to use cafeteria benefits for medical
insurance must pay all medical Premiums from the cafeteria allocation prior
to any allocation of the cafeteria benefits to either deferred compensation
or health club memberships"
Allocation available per employee shall be $185O,34 per Year. Allocations
shall be made for individual Positions based on the Salary and Position
Control Resolution" Full-time employees shall receive l00% of the
cafeteria allocation; part-time employees shall receive 75%; half-time
employees shall receive 5O%"
d" I
The cafeteria benefits Plan shall be modified to include provision for
reimbursement to employees for the membership fees for local (in-Town)
health clubs. Employees utilizing cafeteria benefits for the reimbursement
of membership fees in health clubs shall provide the Town with a written
waiver of Town liability as a condition of reimbursement.
- 9-
9" WDafit5 (cont")
The Town shall contribute $20 per month to the Town Dental Insurance
Program for those employees who choose the family medical insurance
coverage provided in Article 9b""
Town and TEA representatives (in conjunction with representatives of other
bargaining units) shall investigate possibilities of coverage by private
insurance carriers' and shall make a written report of findings no later
than August 1, 1984"
Recommendations for changes in the dental insurance program shall be voted
upon by all bargaining units. If a new plan is acceptedv it will be
implemented as soon as practical during the term of this Agreement.
f" Life_lD5u2aDza
Town to pay Premiums on minimum coverage of $25'000 and $25'000 Accidental
Death Benefit. Effective no later than July 1, 1985, the minimum coverage
shall be increased to $50,000 Plus $5O»000 Accidental Death Benefit.
9"
Effective July 1, 1§84 the Policy will provide for 60% of salary to be paid
effective beginning the 31st day of disability" All employee sick leave
must be used prior to any disability insurance coverage becoming
effective. (The coverage provided through June ]O' 1984 shall be 60% of
salary up to a maximum to $1200/month with a sixty (60) day waiting
period.)
h"
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 sixty (60) calendar days of absence. (Effective
July 1, 1984, sixty (60) day Period shall be reduced to thirty (]O) days")
Town shall deduct leave balances from the employee's accrued sick leavev
accumulated overtime, vacation leavev 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 mould provide no further
compensation and there mould 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 sixty day (60)
Period shall include both State-mandated benefits and the coverage afforded
by the Town-paid employee disability insurance Program subject to an
employee not receiving any more than 60% of his/her salary. (Effective
July 1, 1984 initial sixty (60) day Period shall be reduced to thirty (30)
days") The current Policy provides for 60% of regular salary up to maximum
of $1200/month. (Effective July 1, 1984, the policy shall provide for 60%
of regular salary without a maximum.)
- 1O -
9. aeDefilz (cont.)
The Town shall continue to maintain a public officials liability insurance
policy covering all Town employees in the execution of their official
duties.
The premium shall be paid by -the Town.
k. Eetirameni-Elanz
(1)
The Town and Association agree that the total percentage of employee salary
contribution of the Town to the Town Retirement Plan shall be e9ual to the
Town percentage of employee salary contribution to the Public Employees'
Retirement System (PERS)" There will be no additional Town contribution of
any type to the Town Retirement Plan"
The article shall only take effect if all Town bargaining units agree to
similar language,
(2)
There shall be no change in PERS benefits Provided by the Town during the
term of this Agreement" There shall be no change in the rate of the
employer share of PERS contributions paid by the Town after July 1' 1984"
The Town will pay premiums assessed by the State Fund"
The Town and Association agree that a joint committee representative of all
Town employee groups and the Town shall be formed to study benefits
available to retiring employees. It is further agreed that the cost for
any changes in benefits available to retiring employees shall not be Paid
by the Town during the term of this Agreement" A report shall be available
for discussion no later than December 31, 1984,
n.
There shall be no accrual or Payment of benefits during unauthorized leave/
suspension, or leave without Pay"
- 11 -
9" BaDefita (cant.)
a.
Effective July 1, 1984+ the reimbursement Program shall include costs for
tuLtion and registration for educational opportunities including college
and university coursesv lectures, demonstrations and other job-related
training subject to the following:
(1) maximum reimbursement of g800 per employee Per calendar Year;
(2) preparation for classes to be done on employee's own time;
(3) employee must request and receive advance written authorization from
his/her department head;
(4) reimbursement shall take place only after successful completion of the
course or training"
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.
P. EM21Q=a~QbUa10aa~9aC±Y
Town shall pay the cost of all Town employees/ participation (food and
entertainment) for the Annual Christmas Party subject to a maximum Town
contribution of $125O per year.
a^
All vacation and annual leave scheduling is subject to the discretionary
approval of the Town.
b"
The following schedule shall apply to all employees accruing vacation
O to 36 months --
lO
days
per
year
37
to 60 months ~^
l5
days
per
year
61
to 180 months --
20
days
per
year
181
months and over ^-
25
days
per
Year
Maximum accrual shall be 344 hours.
-12~
�
10" (cont")
c"
Sick leave shall accumulate at the rate of eight (8) hours per month; the
accumulation limit shall be 1200 hours. The Town may require a doctor's
statement as proof of illness for any payment of sick leave beyond one (1)
working day.
On a twelve month basis (Dec. 1 to Nov. ]O) of each Year, individual
employees may at their discretion cash out accumulated sick leave as
follows:
Sick Leave Use Eligible for
101-ta^-11M _CaV=QU±__~
0^12 hrs 6 days @ 75% value
13-24 hrs 6 days @ 2/3 value
25~32 hrs 6 days @ 50% value
In order to be eligible for the annual sick leave cash-out programv an
employee must have a sick leave accrual balance of at least 120 hours on
November ]O of the year cash-out is taken"
d" AOOual~Leaw
All employees hired by the Town and represented by the Association during
the term of this agreement shall accrue annual leave as follows:
(1) Accumulation Per the following schedule:
O to 36 months -~
18
days
per
year
37 to 68 months -~
23
days
per
year
61 to 180 months --
28
days
per
year
181+ months --
]]
days
Per
year,
(2) Cash out of up to 40 hours at 100% value available December 1 of each
Year"
(B) Maximum accrual shall be B44 hours.
Association employees currently accruing vacation/sick/personal leaves may
at their discretion transfer to the annual leave program at any time
between July 1, 1984 and August 31, 1984" Employees who do transfer to the
annual leave Program shall have all vacation and sick leave balances ^
consolidated to an annual leave balance not to exceed 344 hours.
~1]~
10" (cont")
Sixteen (16) hours mill 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" Employees will be credited with sixteen (16) hours of personal leave
for calendar year 1984 effective with the ratification of this Agreement"
f"
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 maYv at its discretionv approve leave
beyond the specific amount provided by the State lam"
A maximum of five (5) days is available for death of each member of the
immediate family" Immediate family is defined as parentv spouse, child,
dependent, sibling, and grandparent by blood or marriage"
h"
Leave will be available for employees for disasters declared by Federal/
Statey 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 hoursv and sick leave hours (in that order)"
Time off shall be provided for up to two (2) weeks Per calendar year/ with
proper documentation on orders submitted to the Town. Employee salary and
benefits shall be continued, but the amount of military Pay received by the
employee shall be deducted from the employee's first paycheck after his/her
return to work.
j.
Employee salary and benefits are to be continued during periods of
Court-assigned jury duty. Employee shall turn over to the Town any
compensation from the courts or other source for jury duty.
k^ �
/
Leave without pay shall be subject to approval of the Town Manager upon
recommendation of the appropriate department head.
~14~
Vacation, annual leavev and accumulated overtime will be paid off upon
resignation, retirement, or dismissal at 100% value subject to the
personnel rule provisions that employee provides a minimum two (2) week
notice for resignation.
In the event of an employee's death, these leave balances shall be paid to
the employee's estate"
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 (]O) 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:
Any employee who has a grievance shall first try to get it settled
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 after such discussion the
employee does not believe the grievance has been satisfactorily
resolvedv 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 render his/her
written decision within ten (10) calendar days after receiving the
appeal.
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"
(Cont" on next page)
~15-
_
The time limitations for filing
or extended by mutual agreement
grievance so requests, an jDfQ21
department head or Town Manager
represented by counsel or other
process.
12"
and responding to grievances may be waived
of the parties" If either Party to the
Da][ hearing shall be conducted at the
appeal levels. Employees may be
person at any stage in the grievance
a`
The Town shall include appropriate sections of this agreement in an
Employee Personnel Manual"
b"
Employees using personal vehicles on official Town business shall be
reimbursed at the mileage rate established by the Town Council"
c"
The Association and Town shall jointly develop a mutually agreeable
'/suggestion box" system including a compensation program for suggestions"
The system shall be developed no later than December 31' 1984, If a
mutually agreeable system can be developed' it shall be implemented no
later than July 1, 1985"
d"
The Association recognizes the Town's sole right to determine the
specifications of all Town vehicles"
e^ 2ublizaiiQOz
The Town shall furnish each video terminal operator with the following:
Vision and the VDT Operator (free from the American Optometric
Association, 243 North Lindberg Boulevard, St. Louis MO 63141).
Tone UP at the Terminals (free from Verbatim Corp., 323 Soquel Way,
Sunnyvale CA 94086)"
~16~
�
APPENDIX A
July lv 1983
Recognize outstanding performance of incumbent employees who have reached the
top step of their classification.
EFFECME
Available to all permanent Town employees beginning July l, 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.
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:
l^ Quality of Work
2. Quantity of Work
3^ Work Habits
4" Relationships with People
S^ 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:
S. Supervision of Others
9" Administering Work Programs
If employee rates "improvement needed" in any category, no award Provided"
Otherwise, factors rates as follows shall be eligible for awards:
If seven (7) factors are rated, then'
Full-Time
Meets Exceeds Employee
siaDdaCd5 S1,zDdzCd5 F1�A±-$-A0±
O 7 625
l 6 SOO
2 S 375
3 4 250
If nine (9) factors are rated, then:
Full-Time
Meets Exceeds Employee
stdDdd2dz 5-tdQddCdS E}at-$-k±
O 9 625
l 8 500
2 7 375
3 6 250
4 S 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.
P0YME@T
Payments shall be made in a separate check with the Payroll Paid the month
following the employee's anniversary date"
«
APPENDIX B
Accounting Technician
13
Administrative Secretary
lO
Assistant Civil Engineer
23
Building Inspector
21
Code Enforcement Officer
is
Community Services Agent
is
Community Services Officer I
4
Community Services Officer II
6
Community Services Specialist
ll
Deputy Town Clerk
4
Engineering Aide
7
Engineering Technician I
16
Engineering Technician II
18
Junior Civil Engineer
l8
Librarian
18
Library Assistant I
4
Library Assistant II
7
Library Assistant III
12
Park Ranger
12
Plan Check Engineer
23
Planner
18
Police Records Clerk
9
Secretary I
4
Secretary II
6
Secretary III
8
Senior Deputy Town Clerk
' 7
Supervising Engineering Technician
24
Support Services Assistant
18
Transit Program Coordinator
2
Transit Program Driver
l
Note: The former classifications of Clerk-Typist and Senior
Clerk-Typist shall be reclassified as Secretary I.
The former classification of Principal Clerk shall be
reclassified as Secretary II"
The former classification of Secretary shall be reclassified *
Secretary III"
APPENDIX C
GENERAL EMPLOYEES SALARY SCHEDULE
. (Effective May 1, 1984)
BaoaeLSfee --------- e ----------- a ----------- Q ----------- Q ----------- E ---------- E - --
M -1
1280
1344
1411
1482
1556
1634
M -2
1312
1378
1447
1519
1595
1.675
M -3
1345
1412
1483
1557
1635
1717
M -4
1379
1448
1520
1596
1676
1760
M -5
1413
1484
1558
1636
1718
1804
M -6
1448
1520
1596
1676
1760
1848
M - -7
1484
1558
1636
1718
1804
1894
M -8
1521
1597
1677
1761
1849
1941
M -9
1559
1637
1719
1805
1895
1990
M -10
1598
1678
1762
1850
1943
2040
M -11
1638
1720
1806
1896
1991
2091
M -12
1679
1763
1851
1944
2041
2143
M -13
1721
1807
1897
1992
2092
2197
M -14
1764
1852
1945
2042
2144
2251
M -15
1808
1898
1993
2093
21.98
2308
M -16
1853
1946
2043
2145
2252
2365
M -17
1899
1994
2094
2199
2309
2424
M -18
1946
2043
2145
2252
2365
2483
M -19
1995
2095
2200
2310
2426
2547
M -20
2045
2147
2254
2367
2485
2609
M -21
2096
2201
2311
2427
2548
2675
M -22
2148
2255
2368
2486
2610
2741
M -23
2202
2312
2428
2549
2676
2810
M -24
2257
2370
2489
2613
2744
2881
M -25
2313
2429
2550
2678
2812
2953
Town Manager
354 -6832
LETTER OF AGREEMENT
BETWEEN TOWN OF LOS GATOS
AND
TOWN EMPLOYEES ASSOCIATION
It is the understanding of both the Town and TEA that Article 10i
(Military Leave) of the Memorandum of Understanding dated May 1,
1984, shall be governed by the following interpretation:
"Military pay is defined as basic
excludes other special allowances
housing allowance) received while
leave. The deduction of military
on a daily rate for each Town wor
employee is on military leave."
pay only and
and pay (e.g
on military
pay shall be
<ing day the
DAVID R. MORA BRUCE BAKER
Town Manager TEA President
Date: J- - Date: 5 -2-�—
CIVIC CENTER • 110 EAST MAIN STREET • P.O. BOX 949 • LOS GATOS, CALIFORNIA 95031
TABLE OF CONTENTS
Page Number
Cover Sheet 1
1. Scope of Representation 2
2. Town Employer - Employee Relations 2 - 3
a. Town Employer - Employee Relations Resolution 2
b. Employee Rights 2
c. Management Rights 3
3. Term 3
4. Comprehensiveness of Agreement 3
5. No Strike Clause 3
6.
Employment
3 -
5
a. Equal Employment Opportunity /Affirmative Action
3
b. Step Placement for New Hires
3
c. Probationary Period
4
d. Promotions
4
e. Work Day /Week
4
f. Layoff Policy
5
g. Outside Employment
5
h. Reclassifications
5
7.
Salary and Other Compensation
5 -
8
a. Town Compensation Policies
5 &
6
b. Compensation
6
c. One -Time Pay Adjustments
6
d. Overtime
6
e. Deferred Compensation
7
f. Out -Of- Classification Pay
7
g. Bilingual Incentive Pay
7
h. Uniform Allowance
7 &
8
i. Incentive Pay Program
8
For Sick Leave and Annual Leave Cash -Out:
13
8.
Payroll /Paychecks
8
a. Payroll Periods
b. Paychecks
Automatic Check Deposit
9.
Benefits
8 -
11
a. Holidays
8 &
9
b. Family Medical Insurance Premiums
9
c. Cafeteria Benefit Program
9
d. Physical Fitness Incentives
9
e. Dental Insurance
10
f. Life Insurance
10
g. Disability Insurance
10
h. Workers' Compensation
10
i. Liability Insurance
11