1998-086-Approving Memorandum Of Understanding Between The Town Of Los Gatos And The Town Employees AssociationRESOLUTION 1998 - 86
RESOLUTION OF THE TOWN OF LOS GATOS APPROVING MEMORANDUM OF
UNDERSTANDING BETWEEN THE TOWN OF LOS GATOS AND THE
TOWN EMPLOYEES ASSOCIATION
WHEREAS, representatives of the Town and the Town Employees Association, in
accordance with the Town's Employer - Employee Relations Resolution No. 1974 -41, have met and
conferred in good faith within the scope of representation, and
WHEREAS, the members of the Town Employees Association have ratified the
proposed 1998 -00 Memorandum of Understanding,
RESOLVED, by the Town Council of the Town of Los Gatos, County of Santa
Clara, State of California, that the Town Manager is authorized to sign the 1998 -00 Memorandum
of Understanding on behalf of the Town of Los Gatos.
PASSED AND ADOPTED at a regular meeting of the Town Council of the Town
of Los Gatos, California, held on the 15th day of June, 1998 by the following vote:
COUNCIL MEMBERS:
AYES: Joanne Benjamin, Steven Blanton, Mayor Linda Lubeck.
NAYS: None
ABSENT: Randy Attaway, Jan Hutchins
ABSTAIN: None
C �
SIGNED:
MAYOR OF THE TOWN OF LOS GATOS
LOS GATOS, CALIFORNIA
ATTEST:
CLERK OF THE TOWN OF LOS 10S
LOS GATOS, CALIFORNIA
TOWN OF LOS GATOS
AND THE
TOWN EMPLOYEES ASSOCIATION
MEMORANDUM OF UNDERSTANDING
JULY 1, 1998 - JUNE 30, 2000
TABLE OF CONTENTS
Section Title Page
PREAMBLE.................. ............................... 1
TERM....................... ............................... 1
GOAL....................... ............................... 1
1. SCOPE OF REPRESENTATION .. ............................... 2
2. TOWN EMPLOYER - EMPLOYEE RELATIONS ..................... 2
a. T.E.A. Rights ............ ............................... 2
b. Town Employer - Employee Relations Resolution ............... 2
C. Employee Rights ......... ............................... 3
d. Management Rights 3
...... ...............................
3. COMPREHENSIVENESS OF AGREEMENT ....................... 4
4. SAVINGS CLAUSE ............ ............................... 4
5, PAYROLL DEDUCTION 4
........ ...............................
6. NON - DISCRIMINATION
5
6.1 General Provision Regarding Americans With Disabilities Act .....
7. EMPLOYMENT ............... ...............................
5
5
a. Step Placement for New Hires .............................
b. Probationary Period
5
C. Performance Evaluations .. ...............................
6
6
d. Promotions
7
e. Work Day/Week ........................................
8
...............................
f. Layoff Policy . • .. • . • • ....
8
g. Outside Employment ...... ...............................
8
h. Reclassification .......... ...............................
8. SALARY AND OTHER COMPENSATION .......................... 88
a. Town Compensation Policies .............................. 9
b. Compensation ........... ............................... 9
C. Overtime ............... ...............................
d. Call Back ............... ............................... 9
e. Deferred Compensation .................................. 10
f. Out -of- Classification Pay ... ............................... 10
g. Bilingual Incentive Pay 11
h. Uniform Allowance ....... ............................... 11
ii
i. Incentive Pay Program ................................... 1
j. Holiday Compensation .... ............................... I
9.
PAYROLL/PAYCHECKS .......................................
13
a. Payroll Periods .......... ...............................
13
b. Paychecks .............. ...............................
13
10.
HOLIDAYS ..................................................
13
11.
INSURANCE PROGRAMS ...... ...............................
14
a. Life Insurance ..........................................
14
b. Disability Insurance ....... ...............................
14
C. Workers' Compensation ..................................
14
d. Liability Insurance .......................................
14
e. Employee Assistance Program .............................
14
f. Unemployment Insurance ................................
15
12.
CASH ALLOCATION PLAN ..... ...............................
15
a. Taxable Benefit .........................................
15
b. Pre-Tax Benefit .........................................
15
C. Deferred Compensation (457) Plan ..........................
15
13.
PUBLIC EMPLOYEES RETIREMENT SYSTEM .....................
15
a. 2% At 55 ............... ...............................
15
14,
BENEFITS ACCRUAL/PAYMENT ................................
16
15.
VACATION AND LEAVES ....... ...............................
16
a. Vacation and Annual Leave Scheduling ......................
16
b. Vacation Accrual ......... ...............................
16
C. Sick Leave ............................................
17
d. Sick Leave Cash-Out Program .............................
17
e. Annual Leave ........... ...............................
18
f. Personal Leave .........................................
18
9. Medical/Maternity/Family Leave ............................
18
h. Bereavement Leave .....................................
18
i. Disaster Leave .........................................
19
j. Military Leave ..........................................
19
k. Jury Duty ..............................................
19
I. Leave Without Pay ......................................
19
M. Leave Balances .......... ...............................
20
n. Catastrophic Time Bank ..................................
20
16.
GRIEVANCE PROCEDURE ....................................
20
17.
MISCELLANEOUS ISSUES ....................................
22
a. Personnel Rules ........................................
22
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b. Personnel Manual ........ ...............................
22
C. Mileage Reimbursement ... ...............................
22
d. Vehicle Acquisition ....... ...............................
22
e. Discipline ............... ...............................
22
f. Library Card ............ ...............................
22
g. Benefit Application ....... ...............................
23
18. TRAINING PAY ............... ...............................
23
19. TOWN VEHICLES ............. ...............................
23
20. COMPLETE AGREEMENT ...... ...............................
23
Signature Page ..................... ............................... 23
APPENDIX A - Scope of Representation and Salary Range ................. 25
APPENDIX B - Bi- Weekly Salary Schedule Effective June 28, 1998 ........... 26
Bi- Weekly Salary Schedule Effective June 27, 1999 ........... 27
APPENDIX C - Exceptional Performance Bonus .......................... 28
APPENDIX D - Pay and Classification System ........................... 30
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TOWN OF LOS GATOS
AND THE TOWN EMPLOYEES ASSOCIATION
COMPREHENSIVE MEMORANDUM OF UNDERSTANDING
ON SALARIES, FRINGE BENEFITS
AND WORKING CONDITIONS
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 "T.E.A." 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 the
Meyers - Milias -Brown Act, 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 T.E.A., this understanding shall also apply. This agreement supersedes
all previous agreements between the Town and T.E.A..
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. T.E.A. agrees to recommend acceptance by the
employees of all terms and conditions set forth herein. Following said acceptance by
T.E.A., 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.
rra;� „I
The term of this understanding shall commence on July 1, 1998 and terminate on June 30,
2000.
GOAL
This Memorandum of Understanding (MOU) has been prepared in a spirit of cooperation
between T.E.A. and the Town. The purpose of this MOU is to define all presently known
issues concerning employment, foster a sense of team work between T.E.A. and the Town,
create conditions under which the highest quality of public service is delivered.
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1. SCOPE OF REPRESENTATION
Employees represented by T.E.A. are those in permanent positions in the
classifications listed in Appendix A.
If it should become necessary to reduce the hours of any employee whose
classification is listed in Appendix A, such employee's representation by T.E.A. will
not be affected. The Town agrees to notify T.E.A. before filling a vacated
represented position with an hourly employee.
2. TOWN EMPLOYER - EMPLOYEE RELATIONS
a. T.E.A. Rights
The Town recognizes the employees' right to join and participate in T.E.A..
T.E.A. shall provide the Town with a list of T.E.A. officers and department
representatives. T.E.A. shall distribute to all new unit employees materials
furnished for such purposes by T.E.A..
Upon request of any employee represented by this agreement, a T.E.A.
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.
T.E.A. shall have access to its members, bulletin boards, and Town mail
system on Town time.
Up to five (5) T.E.A. members shall be allowed, as long as there is no
disruption in work, up to eight (8) hours for T.E.A. President, and two (2)
hours for each T.E.A. member each month of release time off with pay for
meeting and conferring, meeting and consulting or the processing of
grievances in accordance with the grievance procedure, Section 14 of this
MOU. Town initiated meetings are not subject to release time limits. Such
T.E.A. members shall first obtain permission from department heads before
leaving their work or work locations. T.E.A. general membership meetings
will continue to be held during lunch or after work.
b. Town Emlloyer- Employee Relations Resolution
T.E.A. and the Town recognize the existing language in Town Resolution
1974 -41, or its successor as it governs all aspects of labor relations in the
Town.
Any changes in Resolution 1974 -41 which apply to T.E.A. will be made after
meeting and consulting with T.E.A..
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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 Town policies.
(3) At T.E.A.'s request the Town Manager shall meet twice during the
term of this agreement with T.E.A. to discuss matters of employee
interest.
(4) Utilization of the Disciplinary Procedure (see Resolution 1974 -41 or
its successor, if any during the term of this MOU, and Ordinance No.
1593).
(5) Right to request a review of his/her classification and receive a
response to the request.
d. Management Rights
The rights of the Town include, but are not limited to the exclusive right to:
(1) Determine the mission of its constituent departments, commissions
and boards;
(2) Set the standards of service;
(3) Determine the procedures and standards of selection for employment
and promotion;
(4) Direct its employees;
(5) Take disciplinary action in accordance with adopted disciplinary
procedures, recognizing the employee's right to due process;
(6) Relieve its employees from duty because of lack of work or for other
legitimate reasons;
(7) Maintain the efficiency of governmental operations;
(8) Determine the methods, means and personnel by which government
operations are to be conducted;
(9) Determine the content of job classifications;
M
(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. The Town and T.E.A. agree that this agreement represents all wages, hours,
and working conditions subject to the meet and confer process and available
to employees.
b. In the event that a local, State or Federal law significantly impacts the terms
of this MOU, the Town will meet and consult with T.E.A. regarding its
implementation. In some cases, this may occur after the law or rule has
been adopted.
4. SAVINGS CLAUSE
If any provision or the application of any provision of this agreement as implemented
should be rendered or declared invalid by any final court action or decree or by
reasons of any preemptive legislation, the remaining sections of this agreement
shall remain in full force and effect for the duration of this agreement.
5. PAYROLL DEDUCTION
The Town will deduct from every paycheck and remit to the Association, the normal
and regular monthly Association membership dues as voluntarily authorized in
writing by the employees subject to the following conditions:
a. Such deduction shall be made only upon submission of deduction form to the
Personnel Manager. Said form shall be duly completed and signed by the
employee.
b. The Town shall not be obligated to put into effect any new, changed, or
discontinued deduction until the pay period commencing thirty (30) days or
longer after such submission.
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Every effort will be made to remit dues to the T.E.A. within two weeks of deduction
from members' wages. T.E.A. agrees to indemnify and hold the Town harmless for
any suits, claims, demands, or liabilities that may arise as a result of the Town
withholding such dues.
6. NON - DISCRIMINATION
The Town and T.E.A. agree that all provisions of this Agreement shall be applied
equally to all employees covered herein without favor or discrimination because of
race, creed, color, sex, age, national origin, political or religious affiliation, marital
status, sexual orientation, or physical or mental disability.
6.1 General Provision Regarding Americans With Disabilities Act (ADA,
a. Because the ADA requires accommodations for individuals protected
under the Act, T.E.A. recognizes the Town's obligation to comply with
all provisions of the ADA on a case by case basis.
b. T.E.A. recognizes that the Town has the legal obligation to meet with
the individual employee to be accommodated before any adjustment
is made in working conditions. T.E.A. will be notified of these
proposed accommodations prior to implementation by the Town.
C. Any accommodation provided to an individual, protected by the ADA
shall not establish a past practice.
7. EMPLOYMENT
a. Step Placement for New Hires
T.E.A. recognizes the sole right of the Town to determine the salary and
wage rate for new hires.
b. Probationary Period
The probationary period shall be twelve (12) months for all newly hired
employees and those receiving promotions. Probationary employees will be
evaluated quarterly. Promoted employees can be considered for satisfactory
completion of the probationary period after the six month evaluation.
Promoted probationary employees, shall have all rights under this
agreement, full and complete access to the grievance procedure, including
instances of suspension, demotion and termination.
5
Any permanent employee not satisfactorily completing the probationary
period following a promotion will be reinstated to their previous classification
in accordance with the Town Personnel Rules.
C. Performance Evaluations
In accordance with the Personnel Rules, it is intended that performance
evaluations take place at least annually but no later than 15 days prior to the
anniversary date of the employee's date of hire or the date the employee
entered their classification. If an employee's merit increase is withheld,
subsequent evaluations will return to the original anniversary date.
Employee evaluation forms shall include a section 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 be
come effective as of the first day of the pay period in which the anniversary
date occurs.
The Town will make every attempt to see that the performance evaluations
are completed in a timely manner.
d. Promotions
The Town and T.E.A. agree that it is in the best interest of both the Town
and its employees to foster promotion of incumbent employees. The Town
will consider the qualifications of incumbent personnel prior to determining
whether an open or promotional examination shall be used to fill a vacancy
in T.E.A.- represented classifications.
Employees desiring promotion or change of job classification shall keep an
interest card on file with the Town Personnel Department.
31
The Town and T.E.A. 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 and
circulated to the T.E.A. President prior to public advertisement.
e. 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, with a single lunch break. A
normal work day shall be followed by a minimum of ten (10) hours off.
The work week is defined as forty (40) hours of work during any consecutive
seven (7) day period. A minimum of one (1) forty -eight (48) hour period
without scheduled work shall be provided to each employee during any
consecutive seven (7) day period with the exception that employees
employed in the Town Library shall not be scheduled less than two (2)
consecutive days off within a seven day period more than thirteen (13) times
in a calendar year.
Flex -time work schedules consistent with the definitions of normal work day
and normal work week may be assigned by the Town at its sole discretion.
The Town shall provide no less than seventy -two (72) hours notice to
affected employees regarding a change in regular work schedules.
Employees who work in the Library shall be provided no less than 14
calendar days notice regarding a change in regular work schedules. Flex
days shall be identified and approved by the Department Head and Town
Manager as part of the approval of a flex -time work schedule as well as the
designation of the 48 hour period without scheduled work.
Employees may also make requests for temporary changes to their normal
work schedule. In those cases, the employee's schedule may change with
the approval of the employeee's department head (e.g. an earlier start and
end of shift or a change in the number of hours per day), so long as that
change does not result in overtime liability to the Town.
The Town has the discretionary right to alter work schedules without notice
during emergency situations.
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f. 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.
In the event of a tie in overall score, the employee having more seniority
shall not be subject to layoff. Wherever a reduction in workforce is deemed
necessary by the Town, every attempt will be made to accomplish such
reduction by attrition or reduction in work hours in lieu of layoff. Every effort
shall be made to place qualified laid -off employees in other positions within
Town government.
g. Outside Employment
The Town and T.E.A. agree that outside employment of full time T.E.A. -
represented employees shall be governed by California Government code
Sections 1125 -1128 and that the Town shall develop and apply regulations
to assure compliance. Outside employment shall be reviewed and approved
by the Department Head and Town Manager on an annual basis.
h. Reclassification
T.E.A. recognizes the sole right of the Town to reclassify positions.
8. SALARY AND OTHER COMPENSATION
a. Town Compensation Policies
Town and T.E.A. agree that this Agreement has been negotiated consistent
with Town compensation policies through the term of this agreement. The
specific policies are:
(1) Total compensation to be utilized in the analysis of all Town
compensation.
(2) Marketplace consideration in establishing compensation.
(3) Average or above - average total compensation for all Town
classifications.
(4) No reduction in individual employee total compensation levels
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(5) Final determination on changes in compensation based on Town's
ability to pay.
b. Compensation
The salary schedules listed in Appendix B shall be effective June 28, 1998,
and June 27, 1999, respectively.
C. Overtime
With the approval of the Town Manager, and when necessary to perform
essential work, a department head may require an employee to work at any
time other than during regular working hours until such work is completed.
Overtime is scheduled solely at the discretion of the Town.
An employee directed by his /her department head or the Town Manager to
work in excess of forty (40) hours in a designated work week, shall be
compensated at the rate of one and one -half times the employee's regular
hourly rate. Hours charged to available paid leave, shall be counted as time
worked for computation of overtime payments. Compensatory time can not
be used in the pay - period in which it is earned. Effective June 25, 2000,
compensatory time off shall not be regarded as hours worked for the
purposes of overtime calculation.
The Department Head or Town Manager may permit an employee to take
compensatory time in lieu of paid overtime. With Department Head approval,
employees shall be permitted to accumulate compensatory time only to a
maximum of sixty (60) hours. When the maximum level of compensatory
time is reached, overtime shall be paid.
The maximum accumulated compensatory time for Communication
Dispatchers only shall be 100 hours with the condition that no more than 50
working hours maximum time off will be allowed in conjunction with any other
leave. Annual review of the impact of those changes will occur to determine
if there is any adverse impact on scheduling.
The Town will attempt to avoid scheduling overtime that conflicts with an
employee's personal plans unless it cannot be avoided.
d. Call Back
A minimum of three (3) hours pay or its equivalent in compensatory time off,
at the rate of time and one -half, shall be guaranteed for every employee,
who, after leaving his /her place of duty, is required to return to duty without
advance notice of at least fourteen (14) calendar days.
0
There will be a three (3) hour minimum at the call back overtime rate for
Town commission /council meetings which begin two hours or more than
either the start of or end of the employee's regularly scheduled shift. At the
employee's option but with Department Head's approval, employees may flex
their schedule at the straight -time rate in -lieu of the call back provision of this
paragraph.
e. Deferred Compensation
A Town program of deferred compensation shall be available to T.E.A.
represented employees. The Town makes no representation on the merit of
the plan nor any of the investment products or instruments which may be
offered by the plan. The responsibility for evaluating the investment options
within the plan is the responsibility of the individual participant. The Town
shall not be obligated to offer more than one Deferred Compensation carrier.
f. Out -of- Classification Pay
The Town and T.E.A. agree that it is the intent of Town management,
whenever possible, to avoid working an employee out of classification for a
prolonged period of time. Compensation for out -of- classification work shall
be an additional five percent (5 %) of the regular pay of the employee's
permanent classification or the first step of the higher classification,
whichever is greater.
Employees appointed to work out -of -class will receive out -of- classification
pay beginning the first day of the out -of- classification assignment.
Performance of duties as a vacation relief does not automatically qualify as
out-of-classification.
For purposes of this section, an out -of- classification assignment is defined
as the full time performance of the essential functions of an authorized,
funded, permanent position in another classification by a qualified employee.
"Essential functions" shall be as defined in the Essential Functions section
of the appropriate job specification.
Any employee who believes they are working out -of -class may request a
review of their classification.
Training programs mutually agreed to by the Town and T.E.A. which are
designed to enhance and /or provide career development opportunities shall
not be subject to this provision.
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g. Bilingual Incentive Pay
Employees filling classifications specifically requiring bilingual ability and
passing the Town's certified examination shall be compensated at 2.5%
above the normal compensation range for the regular classification.
h. Uniform Allowance
(1) An initial uniform consisting of all items on the Town - approved list
shall be supplied by the Town to new Park Services Officer and
Town- designated Community Services Officer and Parking Control
Officer employees; thereafter the Town shall provide incumbent Park
Services Officer employees with a uniform allowance of $450 per year
and designated Community Service Officer and Parking Control
Officer employees with a uniform allowance of $350 per year to be
paid in the payroll check during January of each year.
The uniform allowance will be prorated for new employees, except
that new employees shall receive a minimum of 1/2 of the year's
uniform allowance if hired after July 1.
(2) T.E.A. recognizes the Town's right to specify uniform and demand
that employees be in proper uniform at all times.
(3) In the event that an employee who does not receive a uniform
allowance damages his /her clothing in the performance of his /her
duties, the employee may submit a claim for reimbursement to his /her
Department Head for the repair /replacement of damaged articles to
the Town.
i. Incentive Pay Program
The incentive pay program detailed in Appendix "C" is recognized as a
discretionary program on the part of the Town and shall continue in force
during the term of this Agreement. Costs of this program shall not be
charged to T.E.A.'s total compensation package.
Holiday Compensation
1. 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 occurs on a recognized Town holiday the employee will receive
eight hours of holiday pay (e.g. eight hours in addition to all time
worked or paid in the pay period).
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2. Employees who are required to work on a holiday, recognized in the
MOU, will be compensated as follows:
(a) Workday
If the holiday occurs 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).
(b) Day Off
If the holiday occurs on a normally scheduled day off the employee
will receive 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.)
(c) Dispatchers
Dispatchers will receive compensation in -lieu of holiday time off equal
to eighty -eight hours to be distributed as forty-four hours of base pay
in separate payroll checks distributed the last working week of
November and May of each year to be paid in the payroll check.
(Permanent half -time positions will be prorated to twenty -two hours.)
3. Notwithstanding any other provision of this section, employees who
have voluntarily requested and received approval to work a flex -time
work schedule shall :
a. Receive eight hours of regular pay when a holiday occurs on
the agreed upon regularly scheduled work day that they do not
work (8 hours total). Employees may use accrued vacation
time, personal leave, or take unpaid leave to make up the
difference between the provided eight hours of holiday pay and
the actual number of regularly scheduled working hours for
that day;
b. Not receive holiday pay when the employee's regularly
scheduled day off occurs on a recognized Town holiday.
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10
PAYROLL/PAYCHECKS
a. Payroll Periods
The Town and T.E.A. 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.
b. Paychecks
(1) The Town shall provide an optional electronic check deposit system
for use by employees.
(2) Every effort will be made to make paychecks available to employees
as soon as checks are signed and ready for distribution.
HOLIDAYS
a. The following shall be observed as eight (8) hour holidays for members of
the unit:
January 1st (New Year's Day)
The 3rd Monday in January (Martin Luther King's Birthday)
The 3rd Monday in February (President's Day)
The last Monday in May (Memorial Day)
July 4th (Independence Day)
The first Monday in September (Labor Day)
Thanksgiving Day
The Friday following Thanksgiving Day
December 25th (Christmas Day)
Four (4) hours each on December 24 and 31
Every day declared a holiday by the President or Governor, 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.
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11. INSURANCE PROGRAMS
a. Life Insurance
Town to pay premiums on minimum coverage of $50,000 and $50,000
Accidental Death benefit. Additional life insurance may be purchased by the
employee, equal to once or twice the employee's base salary, not to exceed
$200,000.
b. Disability Insurance
The Town will provide a Short Term Disability policy effective the 8th
calendar day ; coverage of 60% of weekly earning up to maximum of
$1300/week for 12 weeks. Long Term Disability benefits begin on the 91 st
day of disability; coverage of 60% of monthly earnings up to a maximum of
$6000 /month.
C. Workers' Compensation
The Town and T.E.A. 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 regular salary, if any, paid by the
Town for the first thirty (30) calendar days of absence. Town shall deduct
leave balances from the employee's accrued sick leave, accumulated
overtime, vacation leave, and annual leave (in that order) for all Town paid
compensation. An employee may at his /her discretion advise the Town that
he /she does not wish to be compensated at a level above the State -
mandated benefits. In such case, the Town would provide no further
compensation and there would be no charge to leave balances. An
employee without leave balances shall only be paid State mandated
benefits.
Effective the 31 st day of disability, the employee may elect to supplement the
State mandated benefits with the Town's Short Term /Long Term Disability
Insurance. STD benefits will be reduced by the amount of periodic payments
the employee is entitled to through Worker's Compensation.
d. 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.
e. Employee Assistance Program
Premium shall be paid by the Town.
14
f. Unemployment Insurance
The Town will provide State mandated benefits through a reimbursement
program.
12. CASH ALLOCATION PLAN
Effective June 28, 1998, The Town will provide an allocation of $540.00 per month,
per employee. Effective June 27, 1999, the Town will provide an allocation of
$550.00 per month, per employee. Allocation shall be made for individual positions
based on the Position and Classification Plan. Full -time employees shall receive
100% of the cash allocation, part-time employees shall receive 75 %, half -time
employees shall receive 50 %. There will be an annual 30 day enrollment period.
a. Taxable Benefit
Any portion of the benefit allocation may be taken as a taxable cash option.
The cash option shall be paid in two equal amounts in December and June.
b. Pre -Tax Benefits
Pre -tax benefits available in the program are medical and dental insurance.
Medical benefits are available through the Public Employees' Retirement
Health Benefits Program. Dental insurance is available through Delta Dental
Plan.
C. Deferred Compensation (457) Plan
Any portion of the benefit allocation may be placed with the Town's approved
deferred compensation carrier. The Town makes no representation on the
merit of the plan nor any of the investment products or instruments which
may be offered by the plan. The responsibility for evaluating the investment
options within the plan is the responsibility of the individual participant. The
Town shall not be obligated to offer more than one Deferred Compensation
carrier.
13. PUBLIC EMPLOYEES RETIREMENT SYSTEM (P E R S )
a. 2% at 55
Effective 12- 16 -92, the Town's contract with the Public Employee's Retirement
System (PERS) includes the 2% at 55 retirement formula for eligible Miscellaneous
Town employees (regular employees).
15
on
15
BENEFITS ACCRUAUPAYMENT
There shall be no accrual or payment of benefits during unauthorized leave,
suspension without pay, or leave without pay except as mandated by the Family
and Medical Leave Act.
VACATION AND LEAVES
a. Vacation and Annual Leave Scheduling
All vacation and annual leave scheduling is subject to the approval of the
Town. Employees are required to request time off in advance. The earlier
requests are submitted, the greater likelihood the request will be honored.
Every attempt will be made by the Town to honor pre- approved vacations.
If a pre- approved vacation is cancelled due to the scheduling needs of the
Town, the Town will reimburse the employee for verified deposits for non -
reimbursable reservations. All verifications must be submitted prior to the
vacation formally being cancelled.
b. Vacation Accrual
All employees hired by the Town and represented by T.E.A. during the term
of this agreement shall accrue vacation hours as follows:
0 to 36 months - 10 days per year (3.08 hours per pay period)
37 to 60 months - 16 days per year (4.92 hours per pay period)
61 to 120 months - 21 days per year (6.46 hours per pay period)
121 to 180 months - 23 days per year (7.08 hours per pay period)
181 months & over - 25 days per year (7.70 hours per pay period)
Maximum accrual shall be 310 hours. If an employee has reached the
maximum accrual level, no more vacation will be accrued until the accrual
level is reduced below the maximum amount.
All represented employees will be eligible to cash out 40 hours of vacation
accruals twice each year in May and November. Money will be included in
the first payroll check of June and December. Employees, at their option,
may deposit vacation cash out money into deferred compensation to the
extent allowed by applicable law. Employees, at their option, may convert
accrued vacation leave (not annual leave) to sick leave on an hour for hour
basis once per fiscal year. Employees must request this conversion in
writing to the Finance Department which will have 30 business days to make
the requested change.
Irl
C. Sick Leave
Sick leave shall accumulate at the rate of eight (8) hours per month (3.70
hours per pay period); to a maximum of 1000 hours. The Town may require
Association represented employees to provide a doctor's statement as proof
of illness for any use of sick leave beyond one (1) working day.
d. Sick Leave Cash -Out Program
Employees who terminate employment with the Town for any reason other
than retirement, or once a year in December, may cash out their
accumulated sick leave as follows:
1 - 59 months at 25%
60 - 119 months at 37.5%
120 months or more at 50%
In order to be eligible for the sick leave cash -out program, an employee must
have a sick leave accrual balance of at least 150 hours at the time of
termination or annual cash -out. Employees working less than full -time shall
have the 150 hour balance pro- rated, based on hours worked.
All employees who retire from the Town and concurrently retire under the
Public Employee's Retirement System, may convert 100% of this
accumulated sick leave to a dollar equivalent at their hourly rate of pay at the
time of retirement. This amount shall be held in an account. The employee's
portion of medical payment will be withheld from their monthly retirement
payment by P.E.R.S.. The Town agrees to pay the retiree quarterly in
advance on the first pay period of January, April, July, and October of each
year after retirement. The first payment will be prorated to the nearest
quarter. The retiree's portion of medical payments will be paid from this
account by the Town until all monies are depleted from the account or the
retiree dies, whichever occurs first.
This account will not accrue interest and will not be paid in cash to the retiree
or any beneficiaries. The retiree shall be responsible for 100% of their share
of future medical insurance payments once the account is exhausted.
The Town has elected to participate under the Public Employee' Medical and
Hospital Care Act, and pursuant to that Act, the Town's contribution for each
retired employee or survivor shall be increased annually as specified in
Resolution 1991 -194.
17
e. Annual Leave
Annual leave was created as a combination of sick leave and vacation
benefits. A balance of forty (40) hours must be maintained to be used for
sick leave. Except in the case of sickness, annual leave requires pre -
approval of the Town. The annual leave program is no longer an option for
Town employees hired after August 5, 1991.
The following schedule shall apply to all employees accruing annual leave
hours:
(1) Accumulation per the following schedule:
0 to 36 months - 18 days per year (5.54 hours her pay period)
37 to 60 months - 24 days per year (7.38 hours per pay period)
61 to 180 months - 29 days per year (8.92 hours per pay period)
181+ months - 33 days per year (10.16 hours per pay period)
(2) All represented employees will be eligible to cash out 40 hours of
annual leave accruals each year in May and November. Money will
be included in the first payroll of June and December.
(3) Maximum accrual shall be 310 hours.
f. Personal Leave
Twenty -four (24) hours will be available per calendar year. Personal leave
may not be accumulated from year -to -year nor is it subject to cash -out at any
time.
g. Medical /Maternity /Family Leave
The Town recognizes that State Government Code 12945 requires the
recognition of maternity as a bona fide non - job - related disability with
applicable leave benefits. The Town also recognizes State Government
Code 12945.2 and Federal Government Code 29 regarding Family & Medical
Leave. The Town may, at its discretion, approve leave beyond the specific
amount provided by the State law.
h. Bereavement Leave
A maximum of five (5) days is available for death of each member of the
immediate family. Immediate family is defined as parent, spouse, child,
dependent, sibling, and grandparent by blood or marriage.
119
i. Disaster Leave
Leave will be available for employees for disasters declared by Federal,
State, County, or Town officials if those disasters affect all or a portion of the
area within twenty (20) miles of Town Hall. Leave is subject to scheduling
by the Town. Employees shall be allowed to charge time off to accumulated
overtime, vacation hours, sick leave hours or annual leave hours (in that
order).
j. Military Leave
Military leave and benefits shall be granted in accordance with State and
Federal law, including the continuation of employee salary and benefits.
k. Jury Duty
Employee salary and benefits are to be continued during periods of Court-
assigned jury duty. Compensation for an employee subpoenaed testimony
for Town related matters and participation in any legal matter required as a
result of working for the Town will be reviewed on a case by case basis.
I. Leave Without Pay
Leave without pay shall be subject to approval of the Town Manager upon
recommendation of the appropriate department head.
An employee who is on leave without pay shall not earn any employment
benefits (including, but not limited to such benefits as vacation leaves,
annual leaves, medical benefits, sick leaves, retirement credits for time
employed or seniority entitlement of any kind) for the duration of such leave.
An employee who is on leave without pay will have the ability to continue
medical and dental coverage at their own expense in accordance with the
Town's administrative policy on benefit retention.
Vacation, sick leave, annual leave, or time worked shall not be used
intermittently during an extended leave to interrupt a determination that an
employee is on leave with no pay.
In accordance with State Government Code 12945 and 12945.2 and Federal
Government Code 29, Section 26.01, 26.54, no employee on maternity or
family leave will be disadvantaged with respect to seniority entitlement.
19
M. Leave Balances
Vacation, annual leave, and accumulated overtime will be paid off upon
resignation, retirement, or dismissal at 100% value effective the last full
work -day with the Town. This will terminate the employee's status as an
employee of the Town. Sick leave shall be cashed out as per Section 15.d.
In the event of an employee's death, these vacation, annual leave, and
accumulated overtime leave balances shall be paid to the employee's estate.
n. Catastrophic Time Bank
If an employee, or an employee's spouse, significant other, or child becomes
catastrophically ill or injured, the employee may request that a catastrophic
time bank be established. The request shall be in writing and shall be
directed to the Town Manager. The bank will enable other employees to
donate accrued CTO, vacation, annual leave, or sick leave to the requesting
employee. All donations must be made in writing on a form prescribed by
the Town and shall be limited to no more than four (4) hours per donation,
in one (1) hour increments. Donations to an established catastrophic time
bank are final and shall not be returned to the donor.
16. 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 grieveable 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 grieveable 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 grieveable activity
occurred or the date the employee could reasonably have known such activity
occurred.
20
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.
The department head receiving the formal appeal shall enter his /her written decision
within ten (10) calendar days after receiving the appeal.
Step 3
If, after receipt of the written decision of the department head the employee is still
dissatisfied, he /she may appeal the decision of the department head to the Town
Manager. Such appeal shall be made by filing a written appeal to the Town
Manager within fourteen (14) 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 within thirty (30) calendar days after the
appeal is made.
Step 4
If, after receipt of the written decision of the Town Manager the employee is still
dissatisfied, he /she may appeal the decision of the Town Manager to the Personnel
Board. Such appeal shall be made by filing a written appeal to the Chair of the
Personnel Board within fourteen (14) calendar days after receipt of the written
decision of the Town Manager.
The Personnel Board shall establish a hearing date within 30 calendar days of
receipt of the written appeal. The Personnel Board shall conduct a closed hearing
giving opportunity for presentation by the employee or his /her representative and
the Town Manager. The Personnel Board shall render a written decision within 30
calendar days after the appeal is made. If, after receipt of the written decision of the
personnel board, the employee is still dissatisfied, he /she may appeal the decision
of the Personnel Board to the Town Council. Such appeal shall be made by filing
a written appeal with the Mayor. The Mayor shall schedule a closed hearing with
The Town Council within 30 calendar days after receipt of the appeal.
At this hearing, the employee and the Town Manager may make presentations. The
Town Council decision shall be final. The Town Council shall render a decision
within 30 calendar days after the hearing. An open hearing may be conducted by
the Personnel Board or Town Council with mutual consent of the Town and
person(s) filing the grievance.
21
The time limitations for filing and responding to grievances may be waived or
extended by written mutual agreement of the parties. If either parry to the grievance
so requests, an informal hearing shall be conducted at the department head or
Town Manager appeal levels. Employees may be represented by counsel or other
person at any stage in the grievance process.
If the employee does not receive a response from the supervisor or department
head within the time limits specified in steps 1 and 2 above, the grievance will
proceed for review to the next level in the grievance procedure.
17. MISCELLANEOUS ISSUES
a. Personnel Rules
It is the Town's intent to make copies of the Personnel rules readily available.
In this regard a copy of the rules will be kept on file with each Department
Head, in employee lounges, in the Manager's office, the Clerk's office and
the Library Reference Section. These copies will be updated periodically.
b. Personnel Manual
The Town shall include appropriate sections of this agreement in an
Employee Personnel Manual.
G. Mileage Reimbursement
Employees using personal vehicles on official Town business shall be
reimbursed at the mileage rate established by the I.R.S. Private vehicles
used for Town business shall comply with all applicable California Vehicle
Code Sections commencing with Section 16430 through 16484 pertaining to
"Insurance or Proof of ability to respond to Damages."
d. Vehicle Acquisition
T.E.A. recognizes the Town's sole right to determine the specifications of all
Town vehicles. The Town will seek employees input when considering
vehicle acquisition.
e. Discipline
The Town Manager and Town Attorney will develop Personnel Procedures
including actions subject to discipline and will solicit comments from T.E.A.
f. Library Card
T.E.A. represented employees not living in Town may receive a non - resident
library card at no cost.
OX
g. Benefit Application
Employees working at least 3/4 time but less than full -time shall receive 75%
of all applicable benefits set forth in this memorandum of understanding, in
the same manner and under the same conditions as full -time employees.
Employees working at least 1/2 time but less than 3/4 time shall receive
50% of all applicable benefits set forth in this memorandum of
understanding, in the same manner and under the same conditions as full -
time employees.
18. TRAINING PAY
Communication Dispatchers assigned to train and evaluate newly hired
Communication Dispatchers will receive a premium pay of 5% for the actual hours
worked while providing authorized training.
19. TOWN VEHICLES
Town vehicles are not to be taken home.
20. COMPLETE AGREEMENT
The parties acknowledge that during the negotiations that resulted in this MOU,
each had the unlimited right and opportunity to make proposals with regard to the
terms and conditions of employment, and that the understandings and agreements
contained in this MOU were arrived at after that full opportunity. This MOU may
only be amended during its term by the parties' mutual agreement in writing unless
compelled by State or Federal law. This MOU is intended to encompass all matters
subject to meeting and conferring between the Town and the Association, and it
supersedes and replaces any and all past practices, whether directly referred to or
otherwise addressed in any way in this MOU.
FOR THE TOWN OF LOS GATOS: FOR T.E.A.:
JAMES W. PIPER
Assistant Town Manager
GARY W.ROGERS
Personnel Manager
LEE BOWMAN
Planning Director
KEVIN FLAVIA
T.E.A. President
DEBRA CALDWELL
Police Records Specialist
DELORES WIENS
Administrative Secretary
23
JUDY COUGHLIN
Library Assistant
WILLIAM MC POIL
Employee Representation Services Inc.
24
APPENDIX A
Scope of Representation and Salary Range
Job Title Range
Account Clerk
1065
Account Technician (Hired after 7/1197)
1114
Administrative Analyst
1212
Administrative Secretary
1116
Assistant Civil Engineer /Assistant Engineer
1242
Assistant Plan Check Engineer
1242
Assistant Planner
1212
Associate Civil Engineer
1300
Associate Librarian
1155
Associate Planner
1300
Senior Building Inspector
1300
Building Inspector
1242
Chief Inspector
1252
Circulation Supervisor
1175
Code Compliance Officer
1164
Communications Dispatcher
1191
Community Service Officer
1164
Community Services Program Analyst
1212
Counter Technician
1147
Crime Analyst
1230
Engineering Inspector
1195
Engineering Technician
1175
Junior Civil Engineer
1212
Librarian
1199
Library Assistant
1088
Library Clerk
1065
Park Services Officer
1152
Parking Control Officer
1065
Plan Check Technician
1195
Plan Check Engineer
1300
Planning Technician
1164
Planner
1242
Police Records Specialist
1106
Secretary
1065
Secretary II
1079
Secretary III
1097
Senior Engineering Technician
1227
25
APPENDIX B -1
TOWN OF LOS GATOS
HOURLY SALARY SCHEDULE
(Effective June 28, 1998)
Town Employee's Association
RANGE
STEP 1
STEP 2
STEP 3
STEP 4
STEP 5
STEP 6
1065
$
13.42
$
14.09
$
14.80
$
15.53
$
16.32
$
17.13
1079
$
13.97
$
14.66
$
15.40
$
16.16
$
16.97
$
17.81
1088
$
14.31
$
15.02
$
15.77
$
16.55
$
17.39
$
18.25
1097
$
14.66
$
15.40
$
16.16
$
16.97
$
17.81
$
18.69
1106
$
15.01
$
15.76
$
16.54
$
17.38
$
18.24
$
19.16
1114
$
15.36
$
16.13
$
16.93
$
17.78
$
18.66
$
19.60
1116
$
15.40
$
16.16
$
16.97
$
17.81
$
18.69
$
19.63
1147
$
16.61
$
17.44
$
18.31
$
19.23
$
20.19
$
21.21
1152
$
16.81
$
17.65
$
18.54
$
19.47
$
20.44
$
21.45
1155
$
16.96
$
17.81
$
18.70
$
19.65
$
20.63
$
21.66
1164
$
17.28
$
18.15
$
19.06
$
20.00
$
21.00
$
22.05
1168
$
17.39
$
18.25
$
19.17
$
20.13
$
21.14
$
22.20
1175
$
17.72
$
18.60
$
19.53
$
20.51
$
21.54
$
22.61
1191
$
18.38
$
19.29
$
20.26
$
21.27
$
22.33
$
23.45
1195
$
18.60
$
19.53
$
20.51
$
21.54
$
22.61
$
23.74
1199
$
18.79
$
19.72
$
20.70
$
21.73
$
22.82
$
23.97
1210
$
19.43
$
20.39
$
21.41
$
22.48
$
23.61
$
24.79
1212
$
19.48
$
20.45
$
21.47
$
22.55
$
23.68
$
24.86
1227
$
20.24
$
21.26
$
22.32
$
23.44
$
24.62
$
25.84
1230
$
19.70
$
20.69
$
21.72
$
22.80
$
23.95
$
25.14
1242
$
21.01
$
22.06
$
23.16
$
24.33
$
25.54
$
26.82
1252
$
21.54
$
22.61
$
23.74
$
24.93
$
26.17
$
27.48
1300
$
24.19
$
25.40
$
26.68
$
28.01
$
29.41
$
30.87
Incentive pay (e.g. bilingual pay) is equal to 2.5% above the regular compensation.
Lead pay is equal to 5.0% above the regular compensation.
APPENDIX C
EXCEPTIONAL PERFORMANCE BONUS
Revised July 1, 1994
PURPOSE
Recognize outstanding performance of employees who have reached the top step of their
classification.
EFFECTIVE
Available to all permanent Town employees represented in Appendix A.
This program started in July of 1983 and was updated in July of 1994.
Employees will be able to receive the Exceptional Performance Bonus one year after
reaching the top step of step of his /her range. Eligibility will continue every 12 months if
employee remains at top step.
APPLICATION
Awards based on evaluation of performance objectives.
The objective is for the employee and his /her supervisor to agree to a joint commitment of
objectives for the coming year.
Performance factors for all employees include:
1. Employee Accomplishments
2. Development Plan
3. Job Knowledge
4. Public Contact and Service Skills
5. Quality of Work
6. Quantity of Work
7. Communications
8. Teamwork
M
APPENDIX B -2
TOWN OF LOS GATOS
HOURLY SALARY SCHEDULE
(Effective June 27, 1999)
Town Employee's Association
RANGE
STEP 1
STEP 2
STEP 3
STEP 4
STEP 5
STEP 6
1065
$
13.82
$
14.51
$
15.25
$
16.00
$
16.80
$
17.64
1079
$
14.39
$
15.10
$
15.86
$
16.65
$
17.48
$
18.34
1088
$
14.74
$
15.47
$
16.24
$
17.05
$
17.91
$
18.80
1097
$
15.10
$
15.86
$
16.65
$
17.48
$
18.34
$
19.26
1106
$
15.46
$
16.23
$
17.04
$
17.90
$
18.79
$
19.73
1114
$
15.82
$
16.61
$
17.44
$
18.31
$
19.22
$
20.19
1116
$
15.86
$
16.65
$
17.48
$
18.34
$
19.26
$
20.22
1147
$
17.11
$
17.96
$
18.86
$
19.81
$
20.79
$
21.84
1152
$
17.31
$
18.18
$
19.10
$
20.05
$
21.05
$
22.10
1155
$
17.47
$
18.34
$
19.27
$
20.24
$
21.25
$
22.31
1164
$
17.80
$
18.69
$
19.63
$
20.60
$
21.63
$
22.71
1168
$
17.91
$
18.80
$
19.74
$
20.73
$
21.77
$
22.86
1175
$
18.25
$
19.16
$
20.11
$
21.12
$
22.18
$
23.29
1191
$
18.93
$
19.87
$
20.87
$
21.91
$
23.00
$
24.16
1195
$
19.16
$
20.11
$
21.12
$
22.18
$
23.29
$
24.45
1199
$
19.35
$
20.32
$
21.32
$
22.38
$
23.51
$
24.69
1210
$
20.01
$
21.01
$
22.06
$
23.16
$
24.32
$
25.54
1212
$
20.06
$
21.06
$
22.11
$
23.22
$
24.39
$
25.61
1227
$
20.85
$
21.90
$
22.99
$
24.15
$
25.36
$
26.62
1230
$
20.30
$
21.31
$
22.37
$
23.49
$
24.67
$
25.90
1242
$
21.64
$
22.72
$
23.86
$
25.06
$
26.31
$
27.63
1252
$
22.18
$
23.29
$
24.45
$
25.67
$
26.96
$
28.30
1300
$
24.92
$
26.16
$
27.48
$
28.85
$
30.29
$
31.80
Incentive pay (e.g. bilingual pay) is equal to 2.5% above the regular compensation.
Lead pay is equal to 5.0% above the regular compensation.
9. Meeting Work Commitment
10. Flexibility and Adaptability'
11. Initiative
12. Analyzing Situations.
13. Organizing, Coordinating, Supervising
14. Administering Work Programs
15. Special Projects
Employees at the top step who achieve 75% or more of their goals and have no "Needs
improvement" in the 12 (3 -14) evaluation categories are eligible for a bonus up to $1,100
equivalent to the percentage of goals achieved. For employees whose employment status
is one -half time or three - quarter time, the amount of bonus will be pro -rated proportionally.
All evaluations are subject to the review and approval of the Town Personnel Officer.
9
APPENDIX D
PAY AND CLASSIFICATION SYSTEM
Consideration for advancement from step to step within a range shall occur at intervals of
one (1) year in length effective on each anniversary date. Each employee shall receive an
annual performance evaluation. This evaluation will be the basis for step advancement.
Such advancement to the next step shall only be authorized if the supervisor and
Department manager finds that the employee is satisfactorily performing the duties of their
position as reflected on the annual evaluation form.
If the employee's performance is not satisfactory as determined by the supervisor's annual
evaluation, the Department Manager shall deny advancement to the next step. The
Department Manager has the option, at their discretion, based on a recommendation by
the supervisor, to recognize improving performance by granting or denying a half -step
increase in lieu of denying the advancement to the next step for unsatisfactory
performance.
If the employee's performance is exceptional as determined by the annual evaluation of
the supervisor on the performance evaluation form, the Department Manager with the
approval of the Town Manager has the discretion to grant a two step or one and one -half
step increase. It is intended that this be used sparingly so that it can be reserved to
recognize the truly exceptional employee who is achieving journey level status in their
classification (i.e. fully capable of performing all duties of the position) and can perform at
the same level as an employee with the years of experience required to achieve
advancement to the new step if they had advanced one step each year.
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