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HomeMy WebLinkAboutRES CC 1988 470 1988 0518RESOLUTION NO. 88 -470 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MOORPARK ADOPTING A MEMORANDUM OF AGREEMENT WITH THE PUBLIC EMPLOYEES' ASSOCIATION OF VENTURA COUNTY FOR THE 1987 -88 FISCAL YEAR WHEREAS, the State of California Government Code (Sections 3500 et seq) authorizes a City to provide orderly procedures for the administration of employer - employee relations; WHEREAS, the purpose of such procedures is to promote full communication between the City and its employees regarding wages, hours, and other terms and conditions of employment; WHEREAS, the City has adopted procedures for the administration of employer - employee organization relations; WHEREAS, the City and recognized employee organization have met and conferred consistent with state law and City procedures. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Moorpark to adopt the Memorandum of Agreement contained in Exhibit A and authorize the City Manager to sign it on behalf of the City. NOW, THEREFORE, BE IT FURTHER RESOLVED, that this Resolution shall terminate on June 30, 1988. PASSED AND ADOPTED this 18th day of May ATTEST: , 1988. John Patrick Lane, Mayor MOORPARK JOHN GALLOWAY Mayor ELOISE BROWN Mayor Pro Tern CLINT HARPER, Ph.D. Councilmember JOHN PATRICK LANE Councilmember MAUREEN W. WALL City Clerk THOMAS P. GENOVESE City Treasurer STATE OF CALIFORNIA ) COUNTY OF VENTURA ) SS. CITY OF MOORPARK ) STEVEN KUENY City Manager CHERYL J. KANE City Attorney PATRICK RICHARDS, A.I.C.P. Director of Community Development R. DENNIS DELZEIT City Engineer JOHN V. GILLESPIE Chief of Police I, Maureen W. Wall, City Clerk of the City of Moorpark, California, do hereby certify under penalty of perjury that the foregoing Resolution No. 88 -470 was adopted by the City Council of the City of Moorpark at a meeting held on the 18th day of May 1988, and that the same was adopted by the following vote: AYES: Councilmembers Brown, Galloway, Harper, Perez and Mayor Lane. NOES: None. ABSENT: None. ABSTAIN: None. WITNESS my hand and the official seal of said City this 20th day of May , 1988. 799 Moorpark Avenue Moorpark, California 93021 (805) 529 -6864 EXHIBIT A MEMORANDUM OF AGREEMENT CITY OF MOORPARK and PUBLIC EMPLOYEES ASSOCIATION OF VENTURA COUNTY P.E.A.V.C. - S.E.I.U. Local 998 0 MEMORANDUM OF AGREEMENT CITY OF MOORPARK and PUBLIC EMPLOYEES ASSOCIATION OF VENTURA COUNTY P.E.A.V.C. - S.E.I.U. Local 998 TABLE OF CONTENTS ARTICLE 1 TERM ARTICLE 2 - - IMPLEMENTATION ARTICLE 3 RECOGNITION ARTICLE 4 STAFFING AND CLASSIFICATIONS ARTICLE 5 RETIREMENT ARTICLE 6 SALARY PLAN ARTICLE 7 INSURANCE PROGRAMS ARTICLE 8 HOURS OF WORK ARTICLE 9 OVERTIME ARTICLE 10 TEXTBOOK AND TUITION REIMBURSEMENT ARTICLE 11 HOLIDAYS ARTICLE 12 LEAVES OF ABSENCE ARTICLE 13 UNFAVORABLE REPORTS OF PERFORMANCE ARTICLE 14 PEAVC RIGHTS ARTICLE 15 MAINTENANCE OF EXISTING CONDITIONS ARTICLE 16 PERSONNEL SYSTEM RULES AND REGULATIONS 1 1 1 1 2 2 4 4 5 N 9 10 10 ARTICLE 1 TERM Sec. 101 TERM: This Memorandum is effective from July 1, 1987 up to and including Midnight, June 30, 1988. Sec. 102 SUCCESSOR AGREEMENT: In the event the Union desires to negotiate a successor Memorandum of Agreement, PEAVC shall serve on the City, during the period of May 1, 1988 through and including June 3, 1988, its written request to commence negotiations as well as its initial written proposals for such successor Memorandum of Agreement (hereinafter refered to as Agreement) . ARTICLE 2 IMPLEMENTATION This Memorandum of Agreement constitutes a mutual recommendation to be jointly submitted to the Moorpark City Council (hereinafter referred to as "City ") and the Public Employees Association of Ventura County, Service Employees International Union AFL -CIO, CLC, Local 998 (hereinafter referred to as PEAVC). It is agreed that this Memorandum of Agreement shall not be binding upon the parties, either in whole or in part, unless and until approved by PEAVC and by majority vote by the City. It is understood that the City will not formally amend any affected City Resolution and /or Ordinance until after any Agreement approval for fiscal year to begin July 1, 1988. ARTICLE 3 RECOGNITION This Memorandum shall apply only to persons employed in permanent full or part - time positions in the following bargaining units: GENERAL UNIT: Account Clerk Administrative Clerk Administrative Secretary Records Clerk Clerk Clerk Typist Code Enforcement Officer Maintenance Worker Senior Planner Associate Planner Planning Technician Secretary Public Information Clerk SUPERVISORY/ CONFIDENTIAL UNIT: Executive Secretary Facilities Coordinator Finance Officer Recreation Coordinator 1 ARTICLE 4 STAFFING AND CLASSIFICATIONS CLASSIFICATIONS AND DUTIES: The City shall employ workers within the specific duties of their job descriptions and assign employees to "related duties" only in the absence of employees in full time or part time permanent budgeted positions or in peak workload or emergency situations. ARTICLE 5 RETIREMENT Sec. 501 IMPLEMENTATION OF 414(h)(2): The City agrees to seek approval from the Internal Revenue Service to have employees` contributions to the Public Employees Retirement System (PERS) not regarded as ordinary income, in accordance with Section 414(h)(2) of the United States Internal Revenue Code. It is understood that the effect of this Article cannot be retroactive and that the City will limit to $500.00 the expenses it will incur attendant to Article and shall terminate all work on this matter upon reaching said limit. Sec. 502 TWO - TIERED RETIREMENT SYSTEM: The City may implement a two- tiered retirement system as provided for by PERS. Prior to implementation of the two - tiered system. City shall discuss the matter with PEAVC but is not required to meet and confer on said implementation. ARTICLE 6 SALARY PLAN Sec. 601 SALARY INCREASE: Effective July 1, 1987, classes in the bargaining units covered by this Agreement shall receive a 3.9% salary increase. Sec. 602 SALARY ADJUSTMENTS: The City agrees to adjust wages of classes in the bargaining units covered by this Agreement by the cost of living adjustment set forth in Section 601 and by varying percentages to the rates set forth below. Those classifications with the "EX" notation are exempt from the payment of overtime except as provided for in Section 902 B. = Classification Salary Range Executive Secretary 1724 - 2092 OT Account Clerk 1415 - 1721 OT _ Administrative Clerk 116:6 - 1416 OT - Administrative Secretary 1416 - 1721 OT Records Clerk 1349 - 1639 OT Public Information Clerk 1285 - 1561 OT _ Secretary 1285 - 1561 OT Senior Planner 2670 - 3246 EX Associate Planner 2422 - 2944 EX = Planning Tech. 1897 - 2307 OT : Finance Officer 2197 - 2670 EX - Lead Maintenance Worker 1640 - 1992 OT Recreation Coordinator 2092 - 2543 EX Code Enforcement Officer 1992 - 2422 OT -_ Facilities Coordinator 1897 - 2307 OT _ Maintenance Worker 1592 - 1897 OT Sec. 603 OUT -OF -CLASS SIGNMENT /TEMPORARY ASSIC. 1ENT: A. The term "out -of -class assignment" shall mean the temporary assignment of an employee to a position which has been officially allocated by the City to a higher class other than the one presently occupied by the employee. These provisions include those classifications whose specific duties and responsibilities require supervision in absence of an immediate supervisor. B. Acceptable reasons for out -of -class assignments are: 1. Non - availability of properly classified employees to fill the vacancy. 2 . The temporary filling of a vacant position pending certification of an Eligible. C.An out -of -class assignment may be made by an department head if, in his opinion, such action is necessary for the proper functioning of the department. However, after filling a vacancy by an out -of -class assignment, the department head is not required to fill the vacancy caused by such assignment. D. Out -of -class assignments shall not exceed thirty consecutive calendar days without - approval by the City Manager. Out-of-class assignments shall not be made for the purpose of avoiding the filling a position by a permanent appointment. E. As soon as the appointing department head becomes aware that a position may be vacant for more than sixty days, he shall inform the Personnel Director or City Manager so that certification of replacement personnel may be made or, if necessary, an examination may be scheduled. F. An eligible employee in an out -of -class assignment shall receive an increase of 5% or the first step of the higher range, whichever is greater. However; in no case shall such salary adjustment place the employee beyond the salary range of the position to which he has been temporarily assigned. G. To be eligible for a higher rate of pay, an employee shall meet all of the following requirements for the first assignment to a class. 1. Be a permanent or probationary employee immediately preceding the temporary assignment. 2. Be temporarily assigned for at least five consecutive work days to a class having a higher maximum compensation than his own class. An employee working in a higher classification and who works in said higher classification for five consecutive days shall thereafter be paid according to the salary range of the class in which he has been working. 3. Be on the current eligible list. If no one is available from the current list or the most recent expired List, then any employee may be appointed and receive compensation if otherwise eligible under the provisions of this Section. 3 Sec. 604 STANDBY PREN M PAY: Should an employee a placed on standby duty, such an employee shall be compensated for actual time on call at one - quarter (1 /4) of his hourly wage. Actual time worked as a result of a callback to duty shall be paid at the applicable hourly wage. No employee shall be paid for callback time and standby simultaneously. Sec. 605 CALLBACK: The minimum callback for employees covered by this Agreement shall be two (2) hours at the overtime rate for each callback but the two (2) hour minimum shall be applied only one time during a two (2) hour period. Sec. 606 SALARY ADVANCEMENT: Overlooked advancements may be retroactive to the employee's anniversary date upon approval by the City Manager. ARTICLE 7 INSURANCE PROGRAMS Sec. 701 -The City shall continue to pay premiums for all City insurance plans for employees and their insured dependents and shall pay full premiums for employees in permanent part time positions but no part of such employees dependents' premiums. Employees whose dependent(s) are insured for health insurance from a source other than the City shall have a choice of enrolling those dependents in the City's health insurance plan or receiving one -half of the premium for that coverage as cash. If premiums increases effective January, 1988, are greater than 16% the City shall not be obligated to pay dependent premiums in excess of the 16% increase. Sec. 702 PREMIUMS WHILE ON DISABILITY: The City si;611 continue to pay premiums for all City insurance plans for employees and their insured dependents during any period of disability caused by on- the -job injury or illness for up to six (6) months. Sec. 703 HEALTH PLAN REVIEW: The Parties shall jointly review health insurance plans with the employees prior to renewal of plans and determine the need /advisability of plan alteration or change of plan providers and shall make a recommendation to the City Council as to alterations or changes deemed advisable, if any. ARTICLE 8 HOURS OF WORK Sec. 801 BREAK TnIES: Employees in classifications covered by the Agreement shall be entitled to one (1) fifteen minute paid break during each four (4) hour period of work. Insofar as possible, said breaks shall fall approximately midway in the work period, shall not be cumulative nor added to the lunch break, and may be delayed or denied for unusual circumstances or emergencies. 4 ARTICLE 9 OVERTIME Sec. 901 DEFINITION: Overtime is defined as hours worked in excess of 40 hours in a work week. For purposes of calculating overtime, vacation time and observed holidays but not sick leave or other time off shall be credited as time worked during the work week. Sec. 902 COMPENSATION FOR OVERTIME HOURS WORKED: A. Employees shall be paid in cash or, with the approval of the City Manager, compensatory time at a rate of one and one -half times all overtime hours worked, except as otherwise provided for in Section 903 B. Employees receiving compensatory time may bank up to forty (40) hours of compensatory time that must be taken off during the fiscal year in which it is earned. If the employee is unable to take the time off, he shall receive cash for all accrued time at his regular rate of pay. City reserves the right to pay an employee for all accrued compensatory time at his regular rate of pay at any time. B. The Senior Planner, Associate Planner, Finance Officer and Recreation Coordinator shall be paid at straight time for all hours worked above eighteen (18) hours worked per month attending meetings of the City Council, Planning Commission, Parks and Recreation Commission and for other official meetings the employee is required to attend that commence after 5:30 P.M. or on weekends or holidays. Employees in the aforementioned classifications shall also accrue five (5) days of administrative leave for the fiscal year. Said administrative leave shall be accrued monthly on a pro -rated basis and must be taken by the end of the fiscal year. The dates of administrative leave may be selected by the employee but must be approved in advance by the department head who shall consider the wishes of the employee and the needs of the City. Earlier use of the administrative leave may be authorized by the department head. In the event an employee leaves the City service and has used more administrative leave than was actually earned, the employee shall have the equivalent dollar amount of such advanced administrative leave based upon their regular rate of pay deducted from his final check or repay the City said amount. It is the responsibility of the employee to not permit the accrual to remain after June 30 of any fiscal year. If an employee has any accrued administrative leave as of June 30 under any circumstances other than the City's restrictions due to service demands, any such time shall be automatically forfeited unless an extension in writing is authorized by the City Manager prior to June 30. Employees who terminate shall be paid for accrued administrative ieave based upon their regular rate of pay. Sec. 903 POLICY - LIMITATION ON OVERTIME: A. It is the City's policy to avoid the necessity for overtime whenever possible. Overtime work may sometimes be necessary to meet emergency situations affecting public health, safety or welfare, seasonal or peak workload requirements. No employee shall work overtime unless authorized by his department/ agency head. B. Notification of the need for overtime shall generally be provided to affected employees at least two (2) hours prior to the beginning of the overtime. When employees are not noticed in advance, as set forth in 5 this article the iployee shall be paid an additic 1 one -half (112) of his regular rate of pay for the first hour of overtime. In addition, overtime worked without such prior notice shall result in no less than one (1) hour overtime pay. This section shall not apply in emergency situations that effect public health, safety or welfare. C. Employees shall not have their regular scheduled work week or work day altered by the City for the avoidance of overtime. ARTICLE 10 TEXTBOOK AND TUITION REIMBURSEMENT Sec. 1001 PURPOSE AND ELIGIBILITY: To provide. a program whereby permanent full time employees of the City are reimbursed for the costs of textbooks, tuition, registration and laboratory fees for occupationally related school courses, workshops, and seminars satisfactorily completed on the employee's own time. Sec. 1002 COURSES ELIGIBLE: The following criteria will be used in determining. eligibility for reimbursement: A. Courses must have a reasonable potential for resulting in more - effective City- service. B. Courses directly related to the employee's occupational field are eligible. C. Courses that are prerequisite to job - related courses are also eligible. D. Job - related courses preparing an employee for promotion in his job field, or a job field for which there are promotional opportunities within City service. E. Graduate course work which is required ' to receive a job - related Master's Degree is eligible for reimbursement. F. Courses must be satisfactorily completed. A grade of "C" or its equivalent is required for reimbursement. A grade of "A" or "B" or its equivalent (Pass for Pass /Fail courses) is required for reimbursement for graduate courses. G. Courses must be offered by a school recognized by the State of California, the U. S. Department of Health, Education and Welfare, or the Veteran's Administration, unless otherwise provided in this Article. H. Seminars and workshops directly job - related are eligible if offered in conjunction with an accredited college, educational institution or professional organization. The course work must be approved in advance by the City Manager. Sec. 1004 COURSES NOT ELIGIBLE FOR REIMBURSEMENT: A. Those taken to bring unsatisfactory performance up to an acceptable level. B. Those which duplicate training provided by the City. C� C. Those whit' -luplicate training the employee ' -as already received. Sec. 1005 TEXTBOOK AND TUITION REIMBURSEMENT: A. Tuition Reimbursement: City shall, unless otherwise designated in this Memorandum, provide for 100% reimbursement of tuition for off - duty, job - related recognized courses up to a maximum of four hundred dollars ($400) per .fiscal year, and a maximum of one - thousand ($1000) in accordance with the provisions of the Article. The amount of reimbursement shall not exceed the then applicable fees and charges used by the California State College and University system. Sec. 1006 COSTS NOT COVERED: In terms of both time and money, the following costs are not covered by this program: A. Courses must be taken on the employee's own time, on compensatory time, or vacation time, or administrative leave approved in advance by the Department Head. Department Heads are encouraged to adjust schedules whenever possible to allow employees to attend classes and make up any time lost. The intent of this Section is to not provide for time off with pay. B. Neither transportation nor mileage reimbursement are provided for by this program. C. Parking fees, meals and other costs not specifically covered in this program will not be paid by the City. D. Costs for which reimbursement is received from other sources. Portions not covered from other sources will be paid by the City up to the maximum as provided by this Article so long as the other provisions of this article are met. E. Conventions and conferences are not covered by this reimbursement program Sec. 1007 TEXTBOOK AND TUITION PROGRAM ADMINISTRATION: The Department Head is responsible for the administration of this program. Applications for reimbursement shall be received by the Department Head prior to the first class session. An official record of grades and receipts or, if grades not awarded, record of satisfactory completion, must be received by the Department Head within 90 days after the last class session. Reimbursement will be made to the employee within two weeks after grade cards and receipts have been received by the Department Head. The Personnel Director may develop such forms and additional procedures which he deems necessary to accomplish the intent of this textbook and tuition program. The employee shall reimburse the City for costs paid by the City under this program if the affected employee leaves the City service within one (1) year of the completion of the class. See. 1008 USE OF TEXTBOOK & TUITION - OUT OF STATE: An employee shall be entitled to reimbursement for classes /courses taken out -of- state, provided that all the above criteria are met and it results in no additional cost to the City. 7 ARTICLE 11 HOLIDAYS Sec. 1101 PAID ASSIGNED HOLIDAYS: 1. New Year's Day, January 1; 2. Martin Luther King's Birthday, the third Monday in January; 3. Washington's Birthday celebration, the third Monday in February; 4. Memorial Day, the last Monday in May; 5. July 4; 6. Labor Day, the first Monday in September; 7. Veteran's Day; 8. Thanksgiving Day, the fourth Thursday in November; 9. The day after Thanksgiving; 10. Christmas Day, December 25; 11. And every day appointed by the President of the United States or Governor of this State for public feast, thanksgiving or holiday, when specifically authorized by the City Council. If a paid assigned holiday falls on a Saturday, the preceding Friday shall be the holiday in lieu of the day observed. If a paid assigned holiday falls on a Sunday, the following Monday shall be the holiday in lieu of the day observed. For those employees regularly scheduled to work Saturday and /or Sunday, the paid assigned holiday shall be the day on which the holiday actually occurs. Sec. 1102 WORK ON HOLIDAYS: Full time employees who are required to work on a paid assigned holiday shall, in addition to receiving straight time, not to exceed eight (8) hours per holiday, be paid in cash at one and one- half their regular rate of pay for hours actually worked, up to eight (8) hours, not to exceed eight (8) hours per holiday. Any time worked in excess of eight (8) hours on a paid assigned holiday shall be paid in cash at two and one half (2 1/2) times their regular rate of pay. Any full time employee, whose regularly scheduled day off falls on a paid assigned holiday, shall be credited with eight (8) vacation leave hours for each such holiday. Sec. 1103 HOLIDAY POLICY FOR PERMANENT PART -TIME EMPLOYEES: Employees whose regular schedule is less than full time shall receive holiday credit as set forth in the article on a pro rata basis, receiving pay or vacation based on their scheduled hours or their worked hours in the pay period in which the holiday falls, which ever is greater. ARTICLE 12 LEAVES OF ABSENCE Sec. 1201 BEREAVEMENT LEAVE: Any employee in full time or part time permanent budgeted positions may be allowed to be absent from duty for up to three (3) consecutive working days (not to exceed twenty -four consecutive working hours) without loss of pay because of the death of a member of his immediate family. When travel to distant locations or other circumstances requires absence in excess of three consecutive working days, the appointing authority may allow the use of accrued vacation, administrative leave, compensatory time, or up to two days of 8 accrued sick lea . _ to supplement the three workh, , days provided in this section. For the purpose of this section, "immediate family" shall mean the husband, wife, parent, brother, sister, child, step - child, grandchild, grandparent, mother -in -law, father -in -law, brother -in -law, sister -in -law, son -in -law, daughter -in -law , step - parent or significant other (if approved by the City Manager) of an employee. The City shall not be obligated to grant Bereavement Leave for an employee more than twice (2 times) per calendar year. Sec. 1202 RETURN FROM MATERNITY LEAVE: Employees shall be restored to the position held before the leave or to a position with comparable pay, benefits and hours as if there had been no leave. Sec. 1203 MILITARY LEAVE: The City shall amend Section 13.4 of the Personnel System Rules and Regulations Resolution to conform to the Military and Veterans Code. See. 1204 INDUSTRIAL INJURYJILLNESS LEAVE: Employees may continue to use accrued sick leave and; or vacation to supplement temporary disability benefits under Worker's Compensation until such accruals are exhausted. ARTICLE 13 UNFAVORABLE' REPORTS OF PERFORMANCE Verbal Admonishments: Any written report of a verbal admonishment placed in an employee's personnel file shall be removed two (2) years from the date of the written report provided no additional report or further disciplinary action was taken on the same or similar offense during the intervening two (2) year period. ARTICLE• 14 PEAVC RIGHTS Sec. 1401 ASSOCIATION BUSINESS AND PAID 'v'ORK TIME: The City agrees to authorize up to one (1) City employee per bargaining unit who is a member of the Board of Directors of the Public Employees Association up to one (1) hour per month time to attend PEAVC Board meetings on their own time by utilizing compensatory time off, vacation time or leave without pay, if such time is requested in advance. In addition, PEAVC paid staff are authorized to visit work stations of Board members to obtain signatures on official PEAVC documents. It is further agreed that officers, executive board members and unit representatives (unit stewards) will conduct all other Association business, except for time spent in negotiations, on their own time with prior approval by utilizing compensatory time, vacation time or leave without pay. Sec. 1402 UNIT REPRESENTATIVE: PEAVC may designate a unit representative in each bargaining unit to represent those employees in their respective units. PEAVC shall submit to the City a list of unit representatives within 30 days following the signing of this Agreement. The list is to be updated on a semi- annual basis. When requested by a unit employee, a unit representative may represent the aggrieved unit employee under the Grievance Procedure, and the City D shall grant the representative a reasonable amount of accrued time off for this purpose Sec. 1403 INTERDEPARTMENTAL MESSENGER SERVICE (BROWN MAIL) : The County's interdepartmental messenger service (brown mail) may be used for individual business - oriented communication between employees who are represented by PEAVC and between the paid staff of PEAVC and such employees, provided that paid staff of PEAVC shall pick up and deliver all messages being communicated outside the City's/County's normal distribution route and provided written concurrence for use of the brown mail is received from the County of Ventura and said service is at no cost to the City. Sec. 1404 PAYROLL DEDUCTIONS: It is mutually agreed that the City will deduct, from the pay of PEAVC Local 998 members, dues and monies for benefit programs in the amounts certified to be current and correct by the Executive Director of PEAVC Local 998. There shall be no more than one such deduction per employee per pay period. Said deductions shall only be made from those employees who individually request in writing on the forms specified by the City, that such deductions shall be remitted by the City to PEAVC. Local 998. This authorization shall remain in full force and effect until revoked in writing by the employee or until the employee terminates City employment. The City and PEAVC mutually agree that both parties and their respective officers, employees and agents be saved, indemnified and held harmless from any liability due to errors and omissions arising out of the other party's use of the PEAVC- sponsored deduction code. ARTICLE 15 MAINTENANCE- OF EXISTING CONDITIONS A. Except as herein modified, there shall be no change in wages, hours, or working conditions as a result of entering into this Agreement and all rights, privileges, benefits and terms and conditions of employment, as of the date of this Agreement, which are not specifically set forth shall remain in full force, unchanged and unaffected, during the term of this contract unless changed by mutual agreement of the parties, set forth in writing, and adopted by the City. Personnel Policies and procedures of the City to the extent that they constitute wages, hours and terms and conditions of employment are subject to this provision. ARTICLE 16 PERSONNEL SYSTEM RULES AND REGULATIONS The City agrees to amend the ' following sections of said rules and regulations: Section 2.3 Meet and Confer is required before amendment to the rules affecting changes in wages, hours and other terms and conditions of employment. Section 2.11 Outside Employment: Delete (c), Limit policy to "regular" outside employment of eight (8) hours or more per week." Section 4.14 Compensation during suspension: Continue insurance contributions during any suspension of five (5) days or less. Lut Section 13.3 Leave of at ice without pay: Continue pa benefits through the balance of the premium period, not to exceed one (1) month. Section 13.5 .Vacation Leave: Increase the maximum accrual of vacation to 160 hours. Section 13.10.1 Sick Leave: Strike "non -work related." Define "inadequate," as stated, to mean contradictory medical evidence. Add medical and dental appointments as acceptable use of sick leave provided that a note from the health care provider is provided to the City if requested and the supervisor is informed of intention to use sick leave for a medical appointment as soon as appointment is scheduled and in no event less than three (3) work days prior to the scheduled appointment date unless said appointment is a result of an emergency situation. Increase the accrual rate from ten (10) to twelve (12) days per year. Section 14.3 Worker's Compensation Permit sick leave and /or vacation leave usage to supplement temporary disability benefits until such benefits are exhausted. 11 ON BEHALF OF THE CITY Steven— Kueny, City Manager Date ON BEHALF OF THE UNION Alma Faye Beaver L — ---------- _ ichael A. Rubin 4 � Lawrence E. Wear, Jr., PEAVC Associate Director