Resolution approving the Memorandum of Understanding
between the City and
the Hermosa Beach Professional & Administrative
Employees’ Association.
Recommendation:
It is recommended that the City Council adopt
the attached resolution approving the Memorandum of
Understanding between the City and the Hermosa Beach
Professional & Administrative Employees’
Association.
Background:
The City Council directed staff to meet and
confer with representatives of this employee group to discuss
wages, hours, and working conditions contained in the
Memorandum of Understanding that is to expire on June 30, 2000.
The parties have reached a tentative agreement on the terms
described below. The members of the employee group met and have
approved the tentative agreement.
The negotiated major changes include:
-
Term of the agreement is to be July 1, 2000
through June 30, 2003.
-
Salary increases of:
- 5% effective July 1, 2000,
-
6% effective July 1, 2001
-
6% effective July 1, 2002
-
Amendment to the City’s Contract with
the Public Employees Retirement System to implement the
retirement formula known as "2% @ 55".
-
Minor changes in the areas of vacation at
the completion of probation, Special Event Premium pay,
sick leave, long term disability insurance, and
contributions towards retiree medical insurance
supplements.
The fiscal impact for this group is $69,000 for
the 2000-2001 fiscal year. Funding for this has been included
in Prospective Expenditures account of the 2000-2001
Budget.
Agendas / Minutes Menu
Agenda
MEMORANDUM OF UNDERSTANDING BETWEEN
AND
PROFESSIONAL AND ADMINISTRATIVE EMPLOYEES
JULY 1, 2000 - JUNE 30, 2003
MEMORANDUM OF UNDERSTANDING
FOR THE
PROFESSIONAL AND ADMINISTRATIVE EMPLOYEES
UNIT
ARTICLE 1 –
PREAMBLE
The provisions of this Agreement have been
developed in the interest of promoting and improving Employee
relations between the City of Hermosa Beach, California and
the Professional and Administrative Employees who are
represented by the Hermosa Beach Professional and
Administrative Employees (P&AE).
ARTICLE 2 –
RECOGNITION
The City recognizes the P&AE as the
exclusive bargaining representative for all Employees who are
or become employed in those job classifications contained on
Exhibit "A", which is attached hereto and made a part of this
Agreement. The parties recognize that this Agreement contains
wages, benefits and working conditions that pertain only to
members of the P&AE.
ARTICLE 3 –
MANAGEMENT RIGHTS
A. It is agreed that during the term of this
Agreement herein the exercise of the following powers, rights,
authority, duties and responsibilities by the City, the
adoption of policies, rules, regulations and practices in
furtherance thereof, and the use of judgment and the discretion
in connection therewith, shall be limited only by the specific
and express terms of this Memorandum of Understanding, City
Personnel Ordinance, Personnel Rules and Regulations, and other
statutory law.
B. Except in emergencies, or where the City is
required to make changes in its operations because of the
requirements of law, whenever the exercise of
management’s rights shall impact on Employees of the
bargaining unit, the City agrees to meet and confer with
representatives of the P&AE, regarding the impact of the
exercise of such rights unless the matter of the exercise of
such rights is provided for in this Memorandum of
Understanding.
C. MANAGEMENT RIGHTS
1. Manage the City.
2. Schedule working hours.
3. Establish, modify or change work schedules
or standards.
4. Institute changes in procedures.
5. Direct the work force, including the right
to hire, promote, demote, transfer, suspend, discipline or
discharge any Employee.
6. Determine the location of any new
facilities, building, departments, divisions, or subdivisions
thereof, and the relocation, sale, leasing or closing of
facilities, departments, divisions, or subdivisions
thereof.
7. Determine services to be rendered.
8. Determine the layout of buildings and
equipment and materials to be used herein.
9. Determine processes, techniques, methods
and means of performing services.
10. Determine the size, character and use of
inventories.
11. Determine the financial policy including
accounting procedures.
12. Determine the administrative organization
of the system.
13. Determine selection, promotion, or
transfer of Employees.
14. Determine the size and characteristics of
the work force.
15. Determine the allocation and assignment of
work to Employees.
16. Determine policy affecting the selection
of new Employees.
17. Determine the establishment of quality and
quantity standards and the judgment of quality and quantity
of work required.
18. Determine administration of
discipline.
19. Determine control and use of City
property, materials and equipment.
20. Schedule work periods and determine the
number and duration of work periods
21. Establish, modify, eliminate or enforce
rules and regulations.
22. Place work with outside firms.
23. Determine the kinds and numbers of
personnel necessary.
24. Determine the methods and means by which
operations are to be conducted.
25. Require Employees, where necessary, to
take in-service training courses during working hours.
26. Determine duties to be included in any job
classifications.
27. Determine the necessity of overtime and
the amount of overtime required.
28. Take any and all necessary action to carry
out the mission of the City in cases of an emergency.
ARTICLE 4 –
NON-DISCRIMINATION
Both parties to this Agreement agree not to
discriminate against any Employee or applicant because of age,
gender, race, national origin, religion, color, ancestry,
marital status, sexual orientation, physical or mental
disability, medical condition, and/or Association membership or
activity. Additionally, the City expects and requires all
Employees to treat one another with dignity and respect.
Harassment of fellow Employees is a violation of law. No
employment decision may be made based upon an Employee’s
submission to or rejection of such conduct. It is the
responsibility of any Employee who believes that they are the
victim of such harassment, whether sexual, racial, ethnic or
religious, to report the conduct to the supervisor, Department
Head, Personnel Director or the City Manager in a timely
manner.
ARTICLE 5 –
PROBATION
There shall be a one (1) year probationary
period for all appointments to the Professional and
Administrative classes as described in this Resolution.
ARTICLE 6 –
WAGE RATE
The City agrees to hire and appropriately
compensate capable Professional and Administrative Employees.
They will be professional, adequately trained, meet standards
required for such positions, and the Council reaffirms that
compensation will include such items as salary, contribution
for PERS, deferred compensation, health insurance and merit
pay.
A. Effective July 1, 2000, the wage rates shall
be as described in Exhibit "A".
B. Effective July 1, 2001 base salary shall be
increased 6%.
C. Effective July 1, 2002 base salary shall be
increased 6%
D. The City and the P&AE agree that salary
steps for all classifications are "A" through "E", each step
to be one (1) year apart. Merit increases shall be effective
at the beginning of the next pay period following the
Employee's anniversary of their date of hire (1st or 16th of
the month).
ARTICLE 7 –
DEFERRED COMPENSATION
Each Employee, individually, may elect to
participate in the Deferred Compensation Plans established and
adopted by the City of Hermosa Beach.
ARTICLE 8 –
PREMIUM PAY
A. Bilingual Skill Premium
1. Effective July 1, 1994, the City agrees
to pay a 5% premium above base salary per month to full
time Employees, not to exceed three (3) in number, who have
demonstrated proficiency/fluency in a second language which
has been demonstrated to be of value to the City in
providing customer service.
2. An Employee receiving bilingual skill
premium will be called upon to assist in any department
within the City on an "as needed basis" to provide
interpretation services. Individuals receiving a bilingual
skill premium may periodically be subject to call-out or be
required to work in excess of their regular schedule. In
the event of call-out or overtime, compensation shall be in
accordance with the appropriate provisions of this
Agreement.
3. Employees with bilingual ability will be
tested for oral skill in the designated language by the
Personnel Director. Applicants must successfully pass the
examination to be eligible for bilingual premium. Periodic
evaluation of incumbents receiving bilingual skill premium
will be required.
4. Should there be more than three (3)
applicants for bilingual premium, the City reserves the
right to select the applicant who best meets the needs of
the City. Factors to be considered in selection include,
but are not limited to: proficiency in both speaking and
writing designated language as well as the ability to
provide multiple shift coverage.
B. Special Event Supervision Premium
1. Any Recreation Supervisor assigned
responsibility for coordination of resources, emergency
response, oversight, and on-call availability for large-scale
commercial special events scheduled during other than
regularly scheduled work hours may receive a
three hundred
two hundred
dollar ($
200
300
) per event day premium.
Should it be determined that this
classification is not exempt from FLSA overtime, then this
section would be deleted.
2. Any individual so assigned by the
Community Resources Director may receive said premium lieu
of any accrual of Administrative Time. In no case shall an
Employee receive Administrative Time and premium
concurrently, but will receive one or the other.
Administrative Time may only be accrued in lieu of premium
with prior approval of the Community Resources
Director.
3. The City agrees that individuals in
classifications other than Recreation Supervisor may be
assigned the responsibilities described above if they are
designated as qualified by the Community Resources
Director.
4. No more than one individual per event day
shall be eligible to be assigned as Special Event
Supervisor and receive this pay.
C. Building Division Manager Premium
Pay
1. An Employee classified as Senior Building
Inspector may be eligible for Division Manager Premium Pay
in an amount up to 10% above base salary as determined by
the Community Development Director and approved by the City
Manager.
2. To be eligible for Division Manager
Premium Pay, the Senior Building Inspector must possess
ICBO Certification as a Certified Plans Examiner and be
assigned, and demonstrate superior performance, as Division
Manager for the Building & Safety Division of the
Community Development Department.
3. Division Manager responsibilities
include, but are not limited to: supervision of
professional and clerical staff; preparation of Building
Division reports; completion of special projects as
assigned; management of code enforcement activities;
preparation and presentation of Planning Commission and
City Council reports; preparation and monitoring of the
division’s budget; training and evaluation of
personnel; and, review of projects for conformance with
building code, zoning ordinance and municipal code
standards.
4. Eligibility for Division Manager Premium
Pay may be rescinded (or reduced) by the Community
Development Director for failure to perform Division
Manager duties in a superior manner or failure to maintain
required ICBO Certification.
D. Public Works Superintendent Premium
Pay
1. An Employee classified as the Public Works
Superintendent shall be eligible to receive a ten percent
(10%) monthly premium above salary base for duties performed
in maintaining an emergency "call out" program for the Public
Works Department. The duties shall include responding to
emergency after hours calls from Police Dispatch or other
appropriate Department, and coordinating work crews to
respond to the emergency.
2. This premium is compensation for all
nonscheduled after hours duties.
ARTICLE 9 –
MERIT PAY
A. The following P&AE Employees will be
eligible to receive Merit Pay: City Planner, Assistant
Engineer, Senior Building Inspector, Planning Associate,
Public Works Superintendent, Police Records
Administrator/System Manager, Citation Records Administrator,
Recreation Supervisor,
Associate Engineer, Planning Assistant
and Accounting Supervisor. Said merit pay will
be
range from –5% to
up to a maximum of
+5% of base monthly pay payable for three-month increments.
The standard to be considered in the performance evaluation
will be timely response to those goals and objectives
established between the Employee and department director at
the commencement of the evaluation period.
B. For salary comparison purposes, base salary
shall be increased by 3.75% (75% of maximum Merit Pay) to
adjust for Merit Pay eligibility for those classes
eligible.
ARTICLE 10 –
EDUCATIONAL ALLOWANCE
A. City agrees that P&AE Employees who
desire to enroll in training and/or academic courses at a
State of California approved and/or recognized college or
university that may provide the Employee with general or
specific skills and/or knowledge that contributes to their
ability to perform their current position or enhances
promotional opportunities shall have their course fees, books
and tuition (up to CSU rates) paid by the City in advance,
subject to approval of the City Manager. The Employee will
reimburse the City for all expenses incurred for any class or
classes the Employee fails or does not complete; or if the
Employee voluntarily leaves City employment during the period
they are enrolled and received payment.
B. Reimbursement of tuition shall be on a
pro-rated basis depending upon the number of hours an
Employee covered by this Agreement is normally scheduled to
work (i.e. full time @ 100% reimbursement, up to CSU rates;
half time @ 50% reimbursement, etc.).
ARTICLE 11 –
UNIFORMS
The City will provide a Uniform Allowance in
the amount of $40 per month for the Police Records Manager.
Uniforms will be provided to the Public Works Superintendent
as approved by the Department Director.
ARTICLE 12 –
VACATION
A. It is agreed that all Employees covered by
this Agreement shall accrue vacation as follows:
Years of Service
Accrued Per Year
* Probation Period 1st Year
48
80
hours
Award
Commencing with 2nd Year 80 hours
"
"
4th Year 96 hours
"
"
6th Year 112 hours
"
"
10th Year 128 hours
"
"
14th Year 144 hours
"
"
18th Year 160 hours
B. Employees may request (subject to Department
Director’s approval) one (1) week of vacation six (6)
months after hire date (after halfway point of probationary
period).
C. Vacation may be accrued up to thirty (30)
month accrual level, with an automatic cash-out of hours in
excess of that amount.
D. Employees shall be reimbursed for 100% unused
vacation days accrued upon resignation, retirement or imposed
termination from their employment with the City.
ARTICLE 13 –
PROFESSIONAL AND ADMINISTRATIVE EMPLOYEES
LEAVE
A. It is agreed that the City shall give all
Employees covered by this Agreement "Administrative Time" off
at the rate of straight time for all hours worked in excess of
their regularly scheduled work shift. Said "Administrative
Time" may be accrued up to fifty (50) hours. No additional
hours in excess of fifty (50) shall be accrued. Should an
Employee’s accrual reach fifty (50) hours, the accrual
shall be frozen at that amount until such time as the accrual
balance falls below fifty (50) hours. There shall be no
monetary value for "Administrative Time".
B. Accumulation and use of "Administrative Time"
shall be immediately annotated on an Exception Slip and
processed through the appropriate department as part of the
payroll process.
C. The City will review the represented
classifications to determine those that may be subject to
FLSA overtime provisions. Those that would be eligible for
overtime would be compensated at time and one-half, in pay or
comp. time, for hours worked in excess of 40 hours in a
workweek.
ARTICLE 14 –
SICK LEAVE
A. Accrual shall be at six (6) hours per month.
After 176 hours are accrued, the accrual shall be at eight (8)
hours per month. After 176 hours are accrued, member may cash
in the excess annually at 100% rate. Any excess over 240 hours
will be automatically cashed in at 100% rate. This will be paid
with the first paycheck of December each year. In lieu of cash
out, Employees may convert 100% of their sick time, in excess
of one hundred seventy six (176) hours, to vacation
time.
B. Sick leave shall be used only in case of
sickness or disability of the Employee or for family sick
leave. Misuse of sick leave shall be grounds for disciplinary
action.
C. In case of serious illness of a member of the
immediate family, the Employee may utilize sick leave.
Immediate family for the purpose of this Section shall be
defined as: spouse, child, stepchild, parent, stepparent,
parent-in-law, brother, sister, grandparents, grandchildren,
any relative not previously listed who lives in the same
household as the Employee, and a domestic partner of the
Employee.
D. Any Employee claiming a domestic partner, for
purposes of this Agreement shall complete a confidential
affidavit to be filed in the Personnel Department, which shall
be signed by the Employee only, declaring the existence of a
domestic partnership with a named domestic partner. By
extending to a domestic partner Employee the specific benefits
defined by this Agreement, the City does not intend to confer
or imply any other unspecified benefits to such Employee, or to
any other person who may hold the status of domestic
partner.
E. Employees covered by this Agreement shall,
upon resignation, retirement, or imposed termination from their
employment with the City, be reimbursed for 100% unused sick
days accrued at their current rate.
F. Employees shall be eligible to use but not
cash out sick leave during their probationary period.
ARTICLE 15 –
BEREAVEMENT LEAVE
Each Employee covered by this Agreement shall
receive a maximum of three (3) shifts per calendar year to be
utilized for Bereavement Leave because of a death in their
immediate family (as defined in Article 12 above). Said time
will not be cumulative from one twelve month period to another
nor will pay in lieu of unused leave be provided. The
Department Director shall, if possible, grant approval of two
(2) additional shifts in the event of a death that requires
extended travel.
ARTICLE 16 –
JURY DUTY
If called for jury duty in a Municipal,
Superior, or Federal Court, or for a Coroner’s Jury,
Employees covered by this Agreement shall remain in their
regular pay status. All jury fees except mileage
reimbursement shall be returned to the City.
ARTICLE 17 –
MILITARY LEAVE
All Employees covered by this Agreement shall be
entitled to Military Leave as afforded by Federal and State law
but shall not receive any base salary pay while on such
Leave.
ARTICLE 18 –
HOLIDAYS
A. All Employees covered by this Agreement shall
receive 90 hours per year for the following holidays off with
pay: New Year’s Day; Martin Luther King, Jr.’s
Birthday; President’s Day; Memorial Day; Independence
Day; Labor Day; Veterans Day; Thanksgiving Day; Christmas
Day.
B. When a holiday falls on a normal day off,
Employees shall receive Holiday Compensation Time. Employees
covered by this Agreement may accrue up to 100 hours of Holiday
Compensation Time for those holidays in which compensatory time
is earned.
ARTICLE 19 –
RETIREMENT
A. The City shall pay the Employee’s
(member contribution) full retirement share of PERS.
B. Effective November 1, 1995, the City shall
commence reporting to PERS the value of the Employer Paid
Member Contribution (EPMC) pursuant to the authority of
Government Code.
C. The City agrees to amend its contract with
PERS to offer the retirement formula known as 2% @ 55
effective January 1, 2001.
D. Employees who retire after
July 1, 1997
July 1, 2000
shall be eligible, upon service retirement from the City, for
a medical premium supplement. Said supplement shall be in the
following amount:
1. For service retirement at age fifty-five
(55),
or disability retirement (no age restriction)
with a minimum of ten (10) years continuous service with the
City, an
forty dollar ($40.00)
eighty ($80.00)
per month (or cost of policy, whichever is less) insurance
supplement.
2. For service retirement at age fifty-five (55)
or disability retirement (no age restriction)
with a minimum of twenty (20) years continuous service
a sixty dollars ($60.00)
one hundred forty ($140.00)
per month (or cost of policy, whichever is less) insurance
supplement.
3. Said supplement shall commence with the first
month following the Employee’s service retirement in
which the Employee is responsible for payment of the insurance
premium.
4. In order to be eligible for medical
supplemental payments, an Employee must either remain on a
medical insurance plan offered by the City or provide proof of
coverage on a self-procured medical insurance plan.
5. Any payments made by the City shall be made
directly to a medical insurance provider. In no case will
payments be made directly to an individual.
6. If an employee who has taken a service
retirement, and is receiving a benefit under this section,
later applies for and receives a disability retirement, all
payments advanced under this section shall be reimbursed to
the City and no further payments shall be made.
7. Any Employee receiving a benefit under this
section agrees to apply for, and enroll in, any Federal and/or
State medical insurance plan (e.g. Medicare, Medicaid) for
which they become eligible.
ARTICLE 20 –
HEALTH AND WELFARE
A. The City will have full responsibility for
all Health and Welfare programs enacted or in force as of
September 1, 1997.
B. Current Health, Dental, Long Term Disability,
Vision, Psychological Health, or their equivalent, to remain in
force during the
life
term
of this Agreement. City shall meet and confer
with the bargaining unit
should there be a change in providers or a change in benefit
level.
C. City shall provide a Life Insurance policy
for each Employee, payable in the amount of $40,000 upon such
Employee’s death.
D. The City will pay for Employee’s Long
Term Disability and Life Insurance, the Employee and one
dependent for health insurance, and full family coverage for
Dental and Psychological Health care. The full cost of the
Vision Plan shall be borne by the Employee.
E. The City and P&AE mutually recognize the
need to maintain existing health insurance cost-containment
measures and to continue to control health insurance costs.
Toward that end, the City and P&AE agree to establish an
"Insurance Review" committee that shall meet prior to each
benefit renewal year to evaluate and recommend renewal
coverage.
ARTICLE 21 –
LONG TERM DISABILITY
A. An Employee utilizing the Long Term
Disability Plan shall not accrue Vacation, Sick Leave, Holiday
Pay or allowances after the 30
th
calendar day after disability.
B. FAMILY AND MEDICAL CARE LEAVE
1. As required by State and Federal law, the
City will provide Family and Medical Care Leave for eligible
Employees. The following provisions set forth unit
members’ rights and obligations with respect to such
Leave. Rights and obligations which are not specifically set
forth below are set forth in the Department of Labor
regulations implementing the Federal Family and Medical Leave
Act of 1993 "FMLA"), and the regulations of the California
Fair Employment and Housing Commission implementing the
California Family Rights Act ("CFRA") (Government Code §
12945.2). Unless otherwise provided by this Article, "Leave"
under this article shall mean Leave pursuant to the FMLA and
CFRA.
2. Eligible Employees are entitled to a total
of 12 weeks of Leave during any 12-month period. An
Employee’s entitlement to Leave for the birth or
placement of a child for adoption or foster care with the
Employee expires 12 months after the birth or
placement.
3. The 12-month period for calculating Leave
entitlement will be a "rolling period" measured backward from
the date Leave is taken and continues with each additional
Leave day taken. Thus, whenever a member requests Leave, the
City will look back over the previous 12-month period to
determine how much Leave has been used in determining how
much Leave a member is entitled to.
4. If an Employee uses Leave for any reason
permitted under the law, he/she may concurrently utilize all
other accrued Leaves in connection with the Leave. The
utilization of other accrued Leaves will run concurrently
with the Leave.
5. Employees must fill out the following
applicable forms in connection with Leave under this
article:
-
"Request for Family or Medical Leave"
-
"Certification of Physician or
Practitioner"
-
"Fitness for Duty to Return from
Leave"
6. The provision of Article 22 (A) shall apply
regarding the accrual of Vacation, Sick, Holiday Pay and
allowances with the exception that seniority shall continue
to accrue during the period of FMLA leave.
ARTICLE 22 –
LAYOFF
A. It is mutually agreed that whenever, in the
judgment of the City Council, it becomes necessary to abolish
a position in the interest of economy or because the
necessity for the position no longer exists, the City Council
may abolish any position or employment in the competitive
service and the personnel officer shall layoff, demote or
transfer Employees thereby affected.
B. The criterion used in determining the order
of separation shall be seniority, pursuant to the Municipal
Code, Chapter 2.76 – Civil Service.
C. The City will endeavor to provide each
affected Employee as much notice as possible, with a minimum
thirty (30) day advance notice to each affected
Employee.
ARTICLE 23 –
REDUCTION IN LIEU OF LAYOFF
It is mutually agreed that an Employee whose
position is abolished shall be governed by Municipal code
2.76.200 – Civil Service.
ARTICLE 24 –
SELECTION OF INDUSTRIAL ACCIDENT DOCTOR OR
MEDICAL FACILITY AND CONTINUATION OF HEALTH BENEFITS
A. It is understood that the City will provide
medical facilities to be used for industrial accidents or
illness. However, in the event an Employee covered by this
Agreement wishes to grieve the City’s selection, the
City will give due consideration to the facts presented and
may select a new facility.
B. An Employee who suffers an injury-on-duty
will continue to have payment of the City portion of all
Health Insurance premiums paid for a period of seven (7) full
months commencing with the month in which the injury
occurred.
C. Nothing herein shall prevent an Employee
from utilizing their accrued time in lieu of receiving
temporary disability payments under the provisions of the
Workers’ Compensation laws of the State of
California.
ARTICLE 25 –
GRIEVANCES/APPEAL OF DISCIPLINE
This Grievance Procedure shall be used to
resolve disputes arising from any allegation by Professional
and Administrative Employees that the City has violated the
terms of this Resolution.
A. The complaint shall be presented in writing
to the Department Director. The Director shall have five (5)
working days of receipt of the complaint to resolve the issue
or respond to it in writing stating the reasons for the
failure to resolve it.
B. If not resolved, the complaint shall be
presented in writing to the City Manager. The City Manager
shall have five (5) working days of receipt of the complaint
to resolve the issue or respond to it in writing stating the
reasons for the failure to resolve it. This exhausts all
administrative remedies for anything except disciplinary
actions of dismissals, suspension, reduction in pay
etc.
C. If disciplinary actions concerning
dismissals, suspensions, reduction in pay, etc. are not
resolved, further action is pursuant to Municipal Code,
Section 2.76 – Civil Service.
ARTICLE 26 –
MODIFICATION RE-OPENER
Association members and the City can meet and
confer on mutually desirable changes as needed.
ARTICLE 27–
401(a)(h) Plan
The City and the Association agree to meet
prior to July 1, 2001 to discuss funding of a 401(a)(h) plan
prior to the effective date of the agreed upon July 1, 2001
salary increase. The plan to be implemented at no additional
cost to the City.
ARTICLE 28 –
PROFESSIONAL AND ADMINISTRATIVE
EMPLOYEES
PURPOSE AND INTENT
A. The City is cognizant of the crucial role
that the Professional and Administrative Employees (P&AE)
have in implementing and enforcing the City’s policies,
practices and procedures. The P&AE wholeheartedly accept
these responsibilities and are committed to the success of
City goals. The P&AE agrees to encourage Employees in an
attitude of excellence of job performance and increased
productivity.
B. Both the City and the P&AE must
positively support these concepts and mutually promote a
cooperative alliance for carrying out these provisions. The
P&AE is a vital component in the current and future
growth of the City and endeavors to act as a valued liaison
to communicate City mandates to Employees. This attention to
the pursuit of obtaining the most efficient and effective
level of professionalism position the P&AE as an
outstanding management support team.
ARTICLE 29 –
TERM OF AGREEMENT
This Agreement shall commence July 1, 2000 and
continue until midnight June 30, 2003.
IN WITNESS WHEREOF, the parties hereto cause
this Agreement to be executed this __________ day of
2000.
PROFESSIONAL &
ADMINISTRATIVE
CITY OF HERMOSA BEACH
EMPLOYEES OF HERMOSA BEACH
Agendas / Minutes Menu
Agenda
EXHIBIT A
PROFESSIONAL & ADMINISTRATIVE EMPLOYEES
EFFECTIVE JULY 1, 2000 THROUGH JUNE 30, 2001
|
|
1
|
2
|
3
|
4
|
5
|
|
|
|
|
|
|
|
|
CITY PLANNER
|
4508
|
4731
|
4969
|
5217
|
5478
|
|
ASSOCIATE ENGINEER
|
3920
|
4117
|
4323
|
4537
|
4763
|
|
SENIOR BUILDING INSPECTOR
|
3920
|
4117
|
4323
|
4537
|
4763
|
|
ASSISTANT ENGINEER
|
3396
|
3566
|
3744
|
3931
|
4128
|
|
PLANNING ASSOCIATE
|
3920
|
4117
|
4323
|
4537
|
4763
|
|
PLANNING ASSISTANT
|
3221
|
3382
|
3551
|
3729
|
3914
|
|
PUBLIC WORKS SUPERINTENDENT
|
3920
|
4117
|
4323
|
4537
|
4763
|
|
POLICE RECORDS ADMIN/SYSTEM
MGR.
|
3901
|
4096
|
4302
|
4518
|
4744
|
|
ACCOUNTING SUPERVISOR
|
3514
|
3691
|
3877
|
4069
|
4272
|
|
CITATION RECORDS
ADMINISTRATOR
|
3514
|
3691
|
3877
|
4069
|
4272
|
|
SECRETARY TO THE CITY MANAGER
|
3500
|
3674
|
3858
|
4050
|
4251
|
|
PERSONNEL ASSISTANT
|
3389
|
3557
|
3738
|
3924
|
4121
|
|
RECREATION SUPERVISOR
|
3236
|
3398
|
3568
|
3747
|
3932
|
|
SECRETARY TO DEPT. DIRECTOR
|
3259
|
3423
|
3595
|
3774
|
3963
|
|
ADMINISTRATIVE ASSISTANT
|
3259
|
3423
|
3595
|
3774
|
3963
|
|
DEPUTY CITY CLERK
|
3259
|
3423
|
3595
|
3774
|
3963
|
Agendas / Minutes Menu
Agenda
