1987-088-Approving Memorandum Of Understanding Between The Town And The Town Employees AssociationRESOLUTION NO. 1987_86
A RESOLUTION APPROVING MEMORANDUM OF UNDERSTANDING
BETWEEN THE TOWN OF LOS GATOS AND THE
TOWN EMPLOYEES ASSOCIATION
BE IT FURTHER RESOLVED that the Town Manager is authorized to sign the
Memorandum of Understanding on behalf of the Town.
PASSED AND ADOPTED at a regular meeting of the Town Council of the Town of
Los Gatos, California, held on the 6th day of Julv , 1987 by the
following vote.
AYES: COUNCIL MEMBERS Joanne Benjamin. Eric D. Carlson Thomas J.
Ferrito. Robert L. Hamilton and Mavor Brent N Ventura
NOES: COUNCIL MEMBERS
ABSTAIN: COUNCIL MEMBERS None
ABSENT: COUNCIL MEMBERS None
SIGNED:!,;/ _...-
771AYOR OF THE TOWN OF LOS GATOS
ATTEST:
TLERK OUrF Tfl E TO N OF I GA 0
7/6 -9 TC /COUNC
Cc ; TOWN CF LOS
OFMUNDERSe' ADINGIATION
ON SALh...ES, FRINGE BENEFITS AND WORKIN .ONDITIONS.
Preamble .
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.
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.
Term
The term of this understanding shall be for twenty four (24) months commencing at
12:01 am effective June 28, 1987 and terminating-at 12:01 am on July 1, 1989.
FOR THE TOWN:
Deborah Swartfager
Town }4anager LJ
Lee E. ' Bowman
Tow Negoti at�i nnig� T-e- a- -m�J' i g a ---
--
Town Negotiating Team
1 (
l a ren ud J. L r z
Tom Negotiating Team
FOR TEA:
C o m
;TEA resident - Neg ating Team
Patricia Duarte
TEA Negotiating Team
rF_r_1 —St--E _. o e u F t
TEA Negotiating Team
YI �
E iz ,abeth Ross
EA Negotia Team
David Gray
TEA Negotiating Team
TOWN EJNPLOYEES ASSOCIATIO.
Appendix A - Scope of Representation
Appendix B - Salary Ranges
Appendix C - BI-Weekly Salary Schedule
Appendix D - Seniority in the Police Department
TABLE OF CONTENTS
Section
Title
Page
1
Scope of Representation
2
Town Employer - Employee Relations
2 -4
3
Comprehensiveness of Agreement
4
4
Employment
4 -7
5
Salary and Other Compensation
7 -11
6
Payroll /Paychecks
11
7
Benefits
12 -16
8
Vacation and Leaves
16 -19
9
Grievance Procedure
19 -20
10
Miscellaneous Issue
20 -21
11
Equal Opportunity Grievance Procedure
21 -23
12
Absent Without Authorized Leave
23
13
Comparable Worth
24
14
Hourly Employees
24
15
Training Pay
24
16
Personnel Rules
24
17
Child Care
24
Appendix A - Scope of Representation
Appendix B - Salary Ranges
Appendix C - BI-Weekly Salary Schedule
Appendix D - Seniority in the Police Department
G 0 A L
This Memorandum of Understanding (MOU) has been prepared in a spirit of
cooperation between the Town Employees' Association (TEA) and the Town. The
purpose of this MOU is to define all presently known issues concerning
employment, foster a sense of team work between TEA 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.
Scope of representation
Employees represented by the Association are those in permanent positions in
the classifications listed in Appendix A.
_. Town Employer - Employee Relations
a. TEA Rights
The Town recognizes the employees' right to join and participate in the
Torun Employees .Association. TEA shall provide the Town with a list of
TEA officers and department representatives. TEA shall distribute to
all new unit employees materials furnished for such purposes by TEA.
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 TEA is the recognized employees'
organization. The Town will make every effort to provide TEA with the
name, department and job classification of all new employees in
classifications within TEA's scope of representation.
TEA 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
MO U. 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. TEA General
membership meetings will continue to be held during lunch or after work.
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b. Town Employer - Employee Relations Resolution
The Association and the Town recognize the existing languace in Town
Resolution 1974 -41, or its successor, if any during the term„ of this
IMO U, as it governs all aspects of labor relations in the Town except
where superseded by language of this document.
C. 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 -own policies (including
smoking policy).
(3) At the Association's request the Town ,`tanager shall meet twice
during the term of this agreement tith *tie ;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
Jo. 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.
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(7) Maintain the efficiency of governmental aerations.
(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 M.O.U. to the Town Manager or the Town Personnel Officer for a
determination.
3. Comprehensiveness of Agreement
a. Tile 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 TEA regarding
its implementation. In some cases, this may occur after the law or rule
has been adopted.
4. Employment
a. Equal Employment Opportunity
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, ancestry, age, sexual preference, marital status, physical
handicap, or medical condition (including pregnancy), unless any such is
a bona fide occupational qualification as defined in Federal or State
law.
b. Affirmative Action
Association and Town support affirmative action in Town hiring.
C. Step Placement for New Hires
The Association recognizes the sole right of the Town to determine the
salary and wage rate for new hires.
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d. Probationary ,eriod
The probationary period shall be twelve ;?7; eiont+is ror dIt nes4ly hired
employees and those receiving pror;otions. Prcbal:ionary employees will be
evaluated quarterly. Promoted employees can be considered for satisfactory
completion of the probationary period after tine six month evaluation.
Promoted probationary employees shall !lave .ale rights ender this agreement,
full and complete access to the grievance ,'rccedure, ncludln— 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 accoraance with the Tom Personnel Rules.
e. 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 rapioyee'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
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 become
effective as of the first day of the pay perioa 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 Performance Evaluation Committee's work on the
evaluation format and process, it is the committee's intent that any
required amendments to this section will occur by September 30, 1987.
f. 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 TEA - represented classifications.
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The Town shal. maintain a transfer list
in applying for another position in the
employee's responsibility to notify the
in another position. The Town reserves
for a vacant position from the transfer
list.
for at, employee who is interested
same job family. It is the
Personnel ,Office of their interest
the right to select an applicant
list or employment certification
Employees desiring promotion or change of job classification shall keep an
interest card on rile 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.
g. Work Day /Week
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) Mmes 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.
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Layoff 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) ; it (meets standards); I (improvement needed).
In the event of a tie in overall score, 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.
employee having more seniority
reduction in workforce is
will be made to accomplish such
hours in lieu of layoff. Every
i -off employees in other
Amendments to the performance evaluation system that result from the
Performance Evaluation Committee's work could impact this policy. It is
the Committee's intent that required amendments to this section will occur
by September 30, 1987.
Outside Employment
The Town and Association agree that outside employment of full time
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. Outside employment shall be reviewed and reapproved by
the Department Head and Town Manager on an annual basis.
Reclassifications
The Association recognizes the sole right of the Town to reclassify
positions.
Salary and Other Compensation
Town Compensation Policies
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.
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(3) Comparab _ Worth consiaeration in a t,hii.,inc compensation.
(4) Average or above-average tual canpansitfon for all I wn
classifications,
(5) No reduction in I70 .,:a! :p, oy'an tozal compe_nsatiun levels.
(6) Final determination cr :manyes Q 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
T.E.A. represented employees shah ^eceive a six percent (6`0) total
compensation increase effective Tpe 7!rsz ?ay period in July (June 28th -
July llth), 1987; and four percent {4't) total compensation increase
effective the first pay period in Jule (Ju,e 26th - July 9th), 1988. See
Appendix "B., and C."
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 or 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.
The Town will attempt to avoid scheduiino 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.
I
An employee r,�ified of overtime that is not (,�ntiguous to his /her shift
less than 24 hours in advance will be paid at the call back rate.
e. Shift Differential
The Town shall pay an hourly premium of $.75 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 5 p.m. and 7 a.m.
The Town shall pay an hourly premium of $.75 per hour to any permanent
(full -time or part -time) employee for the actual hours worked between the
hours of o p.m. and 7 a.m. when 50% of the employee's shift (including all
breaks) does not fall between these hours.
f. Deferred Compensation
A Town program of deferred compensation shall continue to be available to
TEA represented employees. A Town /T.E.A. Committee may recommend and
institute improvements in investments and investment flexibility by January
1, 1588.
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.
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 vacation, sick leave or other leave of absence
coverage shall receive out -of- classification pay after three (3)
consecutive days of assignment in the acting position. However, employees
performing work out of classification for more than five (5) consecutive
days due to sick leave, vacation or other leave of absences shall receive
out of classification pay retroactive to the first day performing work 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.
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h. Bilingual Incentive Pay
Employees filling classifications specifically requiring bilingual ability
shall be compensated at one (1) range above the normal compensation range
for the regular classification.
i. Uniform Allowance
(l; 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 $325 per
year and designated Community Services Officer employees with a
uniform allowance of $225 per year in separate paychecks during
January of each year. Effective July 1, 1988 the uniform allowance
,sill be $350 per year for Part: Rangers and $250 per year for
Town - designated Community Service officers.
2) T.E.A. recognizes the Town's right to specify uniform and demand that
employees be in proper uniform at all times.
C ?n tae 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 "E" 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.
k. New Pay and Classification System
The Town and the Association agree to work together to develop a new pay
and classification ayszc-m to incluae differential increases, exemplary
performance elements, and a "public service orientation. The Town and the
association will work to develop the program by June 30, 1988.
Implementation of any changes would occur with adoption of the subsequent
M.O.U.
1. 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).
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Employees who are scheduled to work on a holivay, recognized in the MCIU,
will be compensated as follows:
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).
Day Off
If the holiday falls on a normally scheduled day off, the employee receives
eight hours 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).
Dispatchers:
Dispatchers will receive compensation in -lieu of holiday time off equal to
forty hours of base pay in separate payroll checks distributed the last
working week of November and May of each year. (Permanent part -time
positions will be prorated to twenty hours.)
b. Payroll /Paychecks
a. Payroll Periods
The Town and Association agree that a biweekly payroll period shall be
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.
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.
Every effort will be made to make paychecks available to employees as
soon as checks are signed and ready for distribution.
b. Paychecks
Payroll deductions and leave balances shall appear on paychecks and be
current to the latest payroll period.
WE
7. Benefits
a. fIo1, iaays
File following shall ue observed as holidays for the members of the unit:
January 1st
tie 3rd Aonday in January
-!ie 3rd ° Ionday in February
the i ast Monday in Play
July 4th
the first °Ionday in September
Thanksgiving Day
the Friday following Thanksgiving Day
December 25th
Half day on December 24 and 31 (four hours maximum each)
On December 24 and 31, Town offices normally open between 3:00 a.m. and
5:00 p.m., shall close at 12 noon.
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.
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. Family Medical Insurance Premiums
In lieu of the cafeteria benefit program (7 c.), the Town will 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.
All employees hired after June 30, 1987 will receive benefits through the
Cafeteria benefit program and will not have the option of selecting the
family medical option.
C. Cafeteria Benefit Program
Effective July 1, 1987, benefits available in the cafeteria program include
medical insurance, local health club membership, dental, and deferrer'
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.
51pa
Employees ut ,rzing 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.
Allocation available per employee shall be $2180 per year effective 7/1/87
and $2360 per year effective 7/1/88 per year. Allocations shall be made
for individual positions based on the Salary and Position Control
Resolution. Full -time employees shall receive 100% of the cafeteria
allocation; part -time employees shall receive 75 %; half -time employees
shall receive 50%.
d. Dental Insurance
The Town shall contribute $30 per month towards a dental insurance program
for those employees who have chosen the family medical insurance coverage
provided in Article 7b.
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 October 1, 1987.
Recommendations for chances in the dental insurance program shall be voted
upon by all bargaining units. If a new plan is accepted, it will be
implemented as soon as practical during the term of this Agreement.
e. Life Insurance
Town to pay premiums on minimum coverage of $50,000 and $50,000 Accidental
Death Benefit.
f. Disability Insurance
The policy will provide for 60% of salary to be paid effective beginning
the 31st day of disability. The disability policy will be provided at Town
cost.
g. 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.
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i.
An employee w,chout leave balances shall only ue 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 receiving any more 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.
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.
Employee Assistance Program
The premium shall be paid by the Town.
Retirement Plans
(1) Town Retirement Plan
The Town and Association agree that the total percentage of employee
salary contribution of the Town to the Town Retirement Plan shall be
equal 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.
(2) PERS Benefits /Town Contribution
There shall be no change in PERS benefits initiated by the Town during
the term of this Agreement. There shall be no increase in cost to the
employee for coverage by PERS.
(3) PERS Benefits /Retiring Employees
All employees involved in the PERS Plan have the option to assume
payment of their own PERS contribution at the beginning of their last
fiscal year of employment with the Town. The money previously
contributed to PERS 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 to 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 PEPS to account for the increase in the Town's
portion of retirement.
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k. Unemployment .osurance
The Tevrrt will provide State mandated benefits through a self- insurance
Fund.
Retired Employees Benefits
The Town and Association agree that a joint committee representative of all
Town emoloyee 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, 1987.
a. Benefits Accrual /Payment
There shall be no accrual or payment of benefits during unauthorized leave,
suspension without pay, or leave without pay.
n. Tuition /Registration Reimbursement
The reimbursement program shall include costs for tuition and registration
for educational opportunities including college and university courses,
I demonstrations and other job - related training subject to the
following:
(1) maximum reimbursement of $400 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) 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.
(5) 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.
-15-
(6) If documu.,tation is not received, a deduc,, on 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.
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.
8. Vacation and Leaves
a. Vacation and Annual Leave Schedulina
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 cf the Town, if a
pre- approved vacation is cancelled, the Town will reimburse i-,he
employee for verified deposits for non- reimburseable reservations.
All verifications must be submitted prior to the vacation =orinaiIv
being cancelled.
b. Vacation Accrual
The following schedule shall apply to all employees accruing vacation
hours:
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 180 months --
20
days
per
year
(6.16
hours
per
na_v
period)
181 months and over --
25
days
per
year
(7.70
hours
per
pay
period)
Maximum accrual shall be 344 hours.
C. Sick Leave
Sick leave shall accumulate at the rate of eight (8) hours per month
(3.70 hours per pay period); 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. 30) of each year, individual
employees may at their discretion cash out accumulated sick leave as
follows:
-16-
d.
e
Sick Leavc Use Eligible for
12/1 to 11/30 Cash -Out
0 -16 hrs 6 days @ 75 °% value
17 -24 hrs 6 days @ 2/3 value
25 -32 firs 6 days @ 50% value
In order to be eligible for the annual sick leave cash -jut program,
an employee must have a sick leave accrual balance of at least 120
hours on Jovember 30 of the year cash -out is taken.
Annual Leave
Annual leave was created as a combination of
vacation benefits. Maintaining a balance to
is the responsibility of the employee and is
the case of sickness, annual leave requires
Town. The annual leave program replaced the
accrual program which is no longer an option
sick leave and
be used for sickness
encouraged. Except in
)re- approval of the
sick leave /vacation
for Town employees.
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:
0 to 36 months -- 18 days per year (5.54 hours per 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 1000/0' value available ^ecember 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.
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.
-17-
f
h
j
k
Medical /r,..cernity Leave
The Town recognizes that State Government Code 12945 reruires the
recognition of maternity as a bona fide non -job- related disaoility
with applicable leave benefits. The Town may, at its discretion,
approve leave beyond the specific amount provided by the State law.
Bereavement Leave
A maximum of five (5) days is available
the immediate family. Immediate family
spouse, child, dependent, sibling, and
marriage.
Disaster Leave
for death o-p each member of
is defined as parent,
grandparent by blood or
Leave will be available for employees for disasters declared by
Federal, State, County, or Town officials if those disasters
affect all or a portion or the area within twenty (ZC) miles of
Town hall. Leave is subject to scheduling by the Town. Employees
shall be allowed to charge time off to accumulated overtime,
vacationiours, sick leave hours or annual leave hours (in that
order).
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 runtinuation
of employee salary and benefits.
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 Pay
Leave without pay shall be subject to approval of the Town Manager
upon recommendation of the appropriate department head.
An empl who is on leave without pay 11 not earn any
employee,.. benefits (including, but not i „nited 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 riot be
used intermittently during an extended leave to interrupt a
determination that an employee is on leave with no pay.
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.
In the event of an employee's death, these leave balances shall be
paid to the employee's estate.
9. 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.
Step 2 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.
-19-
10
The depa, _.lent head receiving the formal _,,peal shall render
his /her written decision within ten (10) calendar days after
receiving the appeal.
Step 3 If after receipt of the written decisi
employee is still dissatisfied, he /site
the department head to the Town Manage
by filing a written appeal to the Town
calendar days after receipt of the wri
department head. The Town Manager sha
department head, and his /her decision,
within twenty (20) working days after
final.
on of the department head the
may appeal file decision of
r. Such appeal shall be made
Manager =4, e {5)
tten decision i i-,ho
11 review the +,ecision of the
which shall be rendered
the appeal is made, shall be
The time limitations for filing and responding to grievances may be
waived or extended by written mutual agreement of the parries. If
either party to the grievance so requests, an informal 'nearing
shall be conducted at the department head or Town ilanager appeal
levels. Employees may be represented by counsel or other person at
any stage in the grievance process.
If the employee does not receive a response from the supervisor or
departnent 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.
Miscellaneous Issues
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.
Mileage Reimbursement
Employees using personal vehicles on official Town business shall be
reimbursed at the mileage rate established by the Town Council. 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."
-20-
11
Suggestion Sj _em
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
1987. If a mutually agreeable system can be developed, it shall be
implemented no later than July 1, 1988. The Employee Recognition
Committee will review and recommend an appropriate system.
e. Vehicle Acquisition
The Association recognizes the Town's
specifications of all Town vehicles.
when considering vehicle acquisition.
Discipline
sole right to determine the
The Town will seek employees input
The Town Planager and Town Attorney will develop Personnel Procedures
including actions subject to discipline.
Equal Opportunity Grievance Procedure
a
c.
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.
Scope
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.
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. Procedures under this section
are alternative to regular grievance procedures.
-21-
d.. Definitions
(1) Aggrieves rerson: An eriplo ee or applica— 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 aiiegations once a formal complaint is filed, and to
produce a written report of findings. This person iaust be capable
of fairness, impartiality, and objectivity.
e. Representatives
In presenting ana resolving ;rievances 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.
f. Steps 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 ap'7ilCable Civil rights.
(c) make necessary inquiries in 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.
_22_
(2) Formal (,__,plaint
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 investigation report.
(e) Explore further possibility of informal adjustment of the
problem through negotiation of conciliation with Department
Head or the parties to the complaint.
(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.
12. 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.
IN]!
13. Comparable !Forth
An updated review of the 1983 Co;i)para�',le 4iortii Study recommended adjustments
for the classes listed n a re crt d ated = , "23/U7• These changes are
incorporated in Appendix C.
14. Hourly Employees
A partial pro- rated 'oenefif. �--�ro:_ram f,�,r Rong- tenured 'Hourly employees will be
completed and a 'recommendation presented ':o the Town Council in July 1987.
15. 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.
16. Personnel Rules
TEA and the Town have agreed that the Personnel Rules and Regulations may be
revised during the term of this N.O.U. Formal amendments however, will be
forwardea to TEA for input prior to final adoption.
17. Child Care
The Town agrees to consider proposals developed by TEA regarding the use of
Cafeteria Benefits for child care with no guarantee of implementation. If a
program is implemented it would occur following the adoption of a subsequent
hiOU.
aPZM
APPENDIX A
Scope of Representation
Employees represented by the Association are those in permanent positions in the
following classifications:
Account Clerk
Accounting Technician
Administrative Secretary
Assistant Civil Engineer
Transit Program Assistant
Building Inspector
Chief Engineering Inspector
Code Compliance Officer
Communications Dispatcher
Communications Supervisor
Community Service Agent
Community Service Officer I /II
Community Service Specialist
Design Drafter
Engineering Aide
Engineering inspector
Engineering Technician
Historic & Arts Coordinator
Junior Civil Engineer
Librarian
Library Assistant I /II /III
Park Ranger
Plan Check Engineer
Planner
Police Records Clerk
Police Records Supervisor
Secretary I /II /III
Transit Program Operations Manager
The following positions are not represented by the bargaining unit but
observe all work rules in the M.O.U.
Deputy Town Clerk
Senior Deputy Town Clerk
Administrative Aide
Secretary to the Town Manager
Secretary to the Town Attorney
APPENDIX B
Account Clerk
Accounting Technician
Administrative Secretary
Assistant Civil Engineer
Transit Program Assistant
Building Inspector
Chief Inspector
Code Compliance Officer
Dispatch Operator
Dispatch Supervisor
Community Service Agent
Community Service Officer I
Community Service Officer II
Community Services Specialist
Design Drafter
Engineering Aide
Engineering Inspector
Engineering Technician
Historic & Arts Coordinator
Junior Civil Engineer
Librarian *
Library Assistant I
Library Assistant II
Library Assistant III
Park Ranger *
Plan Check Engineer
Planner
Police Records Clerk
Police Records Supervisor*
Secretary I
Secretary II
Secretary III
Transit Program Operations Manager
Range
116 -C
Ml
1110 -C
M23
M1
M21
M24
Ml
M16
M18 -C
M15
1+14 -C
M6
M11
M18
M7
Ml
1416
P111
M18
M18 -C
1,14 -C
P17 -C
M13
M14
M23
M18
1,19 -C
M18 -C
114 -C
M6 -C
M8 -C
Mll
* A special adjustment is provided to these classifications in recognition of the
Town's on -going commitment to the comparable worth study completed in 1983. See
Appendix C.
APPENDIX C.
TOWN OF LOS GATOS
BNEEKLY SALARY SCHEDULE
(Effective June 28, 1987)
MISCELLANEOUS PERSONNEL
Range A B C D E F
M -1
688.80
723.20
759.20
796.80
836.80
878.40
, -2
706.40
741.60
778.40
817.60
858.40
901.60
M -3
724.00
760.00
798.40
838.40
880.00
924.00
M -4
742.40
779.20
818.40
859.20
902.40
947.20
M -4 -C
1/56.80
794.40
834.40
876.80
920.80
967.20
M -5
760.80
799.20
839.20
880.80
924.80
971.20
M -6
779.20
818.40
859.20
902.40
947.20
994.40
M -6 -C
788.00
827.20
868.80
912.00
957.60
1005.60
M -7
799.20
839.20
880.80
924.80
971.20
1020.00
M -7 -C
807.20
847.20
889.50
934.40
980.80
1029.60
11-8
818.40
859.20
902.40
947.20
994.40
1044.00
M -8 -C
327.20
868.80
912.00
957.60
1005.60
1056.00
M -9
838.40
880.00
924.00
970.40
1019.20
1070.40
M -9 -C
848.00
890.40
935.20
981.60
1030.40
1081.60
M -10
860.80
904.00
949.60
996.80
1046.40
1098.40
M -10 -C
869.60
912.80
958.40
1006.40
1056.80
1109.60
M -11
881.60
925.60
972.00
1020.80•
1072.00
1125.60
M -12
904.00
949.60
996.80
1046.40
1098.40
1153.60
M -13
927.20
973.60
1022.40
1073.60
1127.20
1183.20
M -13 -C
936.00
983.20
1032.00
1084.00
1138.40
1195.20
M -14
948.80
996.00
1045.60
1097.60
1152.80
1210.40
M -14 -C
959.20
1007.20
1057.60
1110.40
1165.60
1224.00
M -15
973.60
1022.40
1073.50
1127.20
1183.20
1242.40
M -16
998.40
1048.00
1100.80
1156.00
1213.60
1274.40
M -17
1021.60
1072.80
1126.40
1182.40
1241.60
1304.00
M -18
1048.00
1100.80
1156.00
1213.60
1274.40
1338.40
M -18 -C
1058.40
1111.20
1166.40
1224.80
1286.40
1350.40
M -19
1074.40
1128.00
1184.80
1244.00
1306.40
1372.00
M -20
1101.60
1156.80
1214.40
1275.20
1339.20
1406.40
H -21
1128.80
1185.60
1244.80
1307.20
1372.80
1441.60
M -22
1156.80
1214.40
1275.20
1339.20
1406.40
1476.80
M -23
1185.60
1244.80
1308.00
1372.80
1441.60
1513.60
M -24
1215.20
1276.00
1340.00
1407.20
1477.60
1552.00
M -25
1244.80
1307.20
1372.80
1441.60
1513.60
1589.60
APPENDIX C
TOWN OF LOS GATOS
BIWEEKLY SALARY SCHEDULE
(Effective June 26, 1988)
MISCELLANEOUS PERSONNEL
Range A B C D E F
M -1
716.00
752.00
789.60
828.80
870.40
913.50
M -2
734.40
771.20
809.60
850.40
892.80
937.60
M -3
752.80
790.40
829.60
871.20
914.40
960.00
M -4
772.00
810.40
851.20
893.60
938.40
985.60
M -4 -C
787.20
826.40
868.00
911.20
956.80
1004.80
M -5
791.20
830.40
872.00
916.00
961.60
1009.60
M -6
810.40
851.20
893.60
938.40
985.60
1035.20
M -6 -C
819.20
860.00
903.20
948.00
995.20
1044.80
M -7
831.20
872.80
916.80
962.40
1010.40
1060.80
M -7 -C
839.20
880.80
924.80
971.20
1020.00
1071.20
M -8
851.20
893.60
938.40
985.60
1035.20
1087.20
M -8 -C
860.00
903.20
948.00
995.20
1044.80
1096.80
M -9
872.00
916.00
961.60
1009.60
1060.00
1112.80
M -9 -C
881.60
925.60
972.00
1020.80
1072.00
1125.60
M -10
895.20
940.00
987.20
1036.80
1088.80
1143.20
M -10 -C
904.00
949.60
996.80
1046.40
1098.40
1153.60
M -11
916.80
962.40
1010.40
1060.80
1113.60
1169.60
M -12
940.00
987.20
1036.80
1088.80
.1143.20
1200.00
M -13
964.00
1012.00
1062.40
1115.20
1171.20
1229.60
M -13 -C
973.60
1022.40
1073.60
1127.20
1183.20
1242.40
M -14
986.40
1036.00
1088.00
1142.40
1199.20
1259.20
M -14 -C
997.60
1047.20
1099.20
1154.40
1212.00
1272.80
M -15
1012.80
1063.20
1116.00
1172.00
1230.40
1292.00
M -16
1038.40
1090.40
1144.80
1202.40
1262.40
1325.60
M -17
1062:40
1115.20
1171.20
1229.60
1291.20
1356.00
M -18
1089.60
1144.00
1201.50
1261.60
1324.80
1391.20
M -18 -C
1100.80
1156.00
1213.60
1274.40
1338.40
1405.60
M -19
1117.60
11733.60
1232.00
1293.60
1358.40
1426.40
M -20
1145.60
1203.20
12633.20
1326.40
1392.80
1462.40
M -21
1173.60
1232.00
1293.60
1358.40
1426.40
1497.60
M -22
1203.20
1263.2.0
1326.40
1392.80
1462.40
1535.20
M -23
1232.80
1294.40
1359.20
1427.20
1498.40
1573.60
M -24
1264.00
1327.20
1393.60
1463.20
1536.00
1612.80
M -25
1294.40
1359.20
1427.20
1498.40
1573.60
1652.00
APPEidDI /, D
SENIORITY POLICY IN THE POLICE DEPARTMENT
Representatives of TEA,
policy on seniority of
the selection of shift
11187.
TEA t10U * /ENG05 07/01/87
and the Town will establish a police department
TEA represented classifications for the purposes of
assignments and vacation sign -ups by August 1,
APPENDIX E
INCENTIVE PAY PLAN -- TEA BARGAINING UNIT
July 7, 198
PURPOSE
Recoynize 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
PIeets 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
If employee rates "improvement needed" in any category, no award provided.
Otherwise, factors rates as follows shall be eligible for awards:
I' 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
Jff icer.
PAYMENT
Payments shall be made in a separate check with the payroll paid the month
following the employee's anniversary date.
Full -Time
Meets
Exceeds
Employee
Standards
Standards
Flat Amt
0
9
625
1
3
Soo
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
Jff icer.
PAYMENT
Payments shall be made in a separate check with the payroll paid the month
following the employee's anniversary date.