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Home My WebLink AboutAgenda Report - December 18, 2019 H-02AGENDA ITEM H-Z Crrv or Loor Gou rr¡cr l CoruM u N rcATroN AGENDA TITLE: MEETING DATE: SUBMITTED BY: Adopt Resolution Approving Memorandum of Understanding between the City of Lodi and the Lodi City Mid-Management Association for the Period January 1, 2020 through December 31,2022 December 18,2019 Human Resources Manager RECOMMENDED ACTION Adopt resolution approving the Memorandum of Understanding between the City of Lodi and the Lodi City Mid-Management Association for the Period January 1,2020 through December 31, 2022. BACKGROU ND INFORMATION Representatives from the City and LCMMA have reached a tentative agreement on a new Memorandum of Understanding (MOU), subject to the approval of Council. A redline strikeout version of the MOU is attached for Council review and approval. A summary of the key changes to the MOU are as follows: o The term of the MOU shall be from January 1,2020 through December 31,2022.. Salary increases of four percent (4%) effective the first full pay period in January 2020,2021, and 2022.. Amendment to temporary upgrade for LCMMA members appointed as lnterim Department Director.. City agrees to maintain a ten percent (1OYo) differential between the top step base salary of the LCMMA member and the top step base salary of their direct report.o A two-step range adjustment (5% each step) for select positions in the Electric Utility and lnformation Technology division to address compaction and labor market competitiveness, respectively. Lodi continues to face funding challenges over the next several years and must plan for them while providing modest salary increases for employees who have collaborated with the City to ensure the fiscal health of the City. The proposed salary increases will provide competitive salaries to attract and retain the City's mid-managers who have continued to take on additional duties and responsibilities as the workforce has shrunk over the past twelve years. Staff recommends that the Council approve the MOU between the City and LCMMA. FISCAL IMPACT:City wide, the total long term annual cost of the proposed agreement is estimated to be $660,000. The total cost of the term of the agreement is $1 ,312,000. APPROVED: Ste n S Manager CITY WIDE COST (ALL FUNDS} Calendar Year 2O2O $ 220,000 Calendar Year 2021 $ 432,000 Calendar Year 2022 $ 660,000 Total Cost (3 Year)$1,312,000 FUNDING AVAILABLE Attachment (,,tæuo4tr* ln the General Fund, total long term annual cost of the proposed agreement is estimated to be $240,000. The total General Fund cost over the term of the agreement is $477,000. Budget adjustments for these increases will be needed at Mid Year Fiscal Year 2019120. Vacancy savings are the first source for funding the increases for this and future employee contract changes. These savings have been significant in the past three years allowing the City to build up substantial reserves. ln Fiscal Year 2018/19, the General Fund ended the year with over $1.5 million above its 16% fund balance reserve target. Vacancy savings and these reserves will likely be necessary to finance a portion of salary increases. Staff will first seek to prioritize Pension Stabilization Reserves held at PARS or OPEB stabilization reserves held in separate trust at CaIPERS to pay eligible costs in order to preserve locally held economic and catastrophic reserves should actual reserves be needed. Staff will seek Council input prior to any use of reserves. Adele Post, Human Resources Manager Andrew Keys,puty City Manager GENERAL FUND COST Calendar Year 2020 $ 80,000 Calendar Year 2021 $ 157,000 Calendar Year 2022 $ 240,000 Total Cost (3 Year)$ 477,000 MEMORANDUM OF UNDERSTANDING BETWEEN CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION JANUARY 1, 202018 – DECEMBER 31, 202219 CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 i MID-MANAGEMENT ACCOUNTANT ASSISTANT ENGINEER ASSISTANT ENGINEER/PLANS EXAMINER ASSISTANT PLANNER ASSOCIATE CIVIL ENGINEER ASSOCIATE PLANNER BUILDING OFFICIAL CITY PLANNER COMPLIANCE ENGINEER CONSTRUCTION PROJECT MANAGER CUSTOMER SERVICE SUPERVISOR DEPUTY DIRECTOR PARKS, RECREATION AND CULTURAL SERVICES DEPUTY PUBLIC WORKS DIRECTOR – CITY ENGINEER ELECTRIC UTILITY BUSINESS ANALYST ELECTRIC UTILITY RESOURCES ANALYST ELECTRIC UTILITY SUPERINTENDENT ELECTRICAL ENGINEER FACILITIES SUPERINTENDENT FLEET SUPERINTENDENT INFORMATION TECHNOLOGY MANAGER LIBRARIAN I/II LITERACY/VOLUNTEER MANAGER MANAGEMENT ANALYST MANAGER, ENGINEERING & OPERATIONS NEIGHBORHOOD SERVICES MANAGER NETWORK ADMINISTRATOR PARK SUPERINTENDENT PUBLIC WORKS MANAGEMENT ANALYST RATES & RESOURCES MANAGER RECREATION MANAGER RECREATION SUPERINTENDENT REVENUE MANAGER SENIOR CIVIL ENGINEER SENIOR TRAFFIC ENGINEER SENIOR POWER ENGINEER SENIOR PROGRAMMER/ ANALYST SUPERVISING ACCOUNTANT TRANSPORTATION MANAGER/ SR. TRAFFIC ENGINEER UTILITIES MANAGER UTILITY SUPERINTENDENT WASTEWATER PLANT SUPERINTENDENT WATER PLANT SUPERINTENDENT CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 ii TABLE OF CONTENTS ARTICLE I - SALARY AND TERM .......................................................................................................... 1 ARTICLE II - BILINGUAL INCENTIVE .................................................................................................. 1 ARTICLE III - DEFERRED COMPENSATION......................................................................................... 2 ARTICLE IV - SPECIAL ASSIGNMENT PAY ......................................................................................... 2 ARTICLE V – TEMPORARY UPGRADE PAY ........................................................................................ 2 ARTICLE VI – OVERTIME ........................................................................................................................ 2 ARTICLE VII - RETIREMENT................................................................................................................... 3 ARTICLE VIII - VACATION LEAVE ........................................................................................................ 4 ARTICLE IX - ADMINISTRATIVE LEAVE ............................................................................................. 5 ARTICLE X – HOLIDAYS ......................................................................................................................... 5 ARTICLE XI - SICK LEAVE ...................................................................................................................... 6 ARTICLE XII - SICK LEAVE CONVERSION .......................................................................................... 6 ARTICLE XIII – MEDICAL INSURANCE ................................................................................................ 8 ARTICLE XIV - DENTAL INSURANCE .................................................................................................. 8 ARTICLE XV - VISION INSURANCE ...................................................................................................... 8 ARTICLE XVI – CHIROPRACTIC ............................................................................................................ 8 ARTICLE XVII - FLEXIBLE SPENDING ACCOUNT ............................................................................. 8 ARTICLE XVIII - LIFE INSURANCE ....................................................................................................... 9 ARTICLE XIV - LONG-TERM DISABILITY INSURANCE .................................................................... 9 ARTICLE XX - LEAVES AND LEAVES OF ABSENCE ......................................................................... 9 ARTICLE XXI – TUITION REIMBURSEMENT .................................................................................... 11 ARTICLE XXII – PROBATION ............................................................................................................... 13 ARTICLE XXIII - PERSONAL LIABILITY ............................................................................................ 13 ARTICLE XXIV - GRIEVANCE PROCEDURE ...................................................................................... 14 ARTICLE XXV - DISCIPLINARY PROCEDURE & PROCEEDINGS .................................................. 15 ARTICLE XXVI – CITY RIGHTS ............................................................................................................ 19 ARTICLE XXVII – EMPLOYEE REPRESENTATION .......................................................................... 19 ARTICLE XXVIII – SEVERABILITY ..................................................................................................... 20 ATTACHMENT A – SALARY SCHEDULE………………………………………………………........20 CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 1 ARTICLE I - SALARY AND TERM 1.1 Effective October 8, 2018, the City shall inc rease the salary ranges by three percent (3%) in exchange for a PERS cost sharing agreement pursuant to California Government Code §20516; whereby Lodi City Mid-Management Association employees agree to pay three percent (3%) of the employer’s normal cost of PERS. The parties agree that should the parties negotiate the elimination of the three percent (3%) cost-sharing by the employee, the corresponding three percent (3%) salary adjustment by the City shall also cease and become null and void. Effective as soon as administratively possible after the approval of the MOU by the City Council, each member of this bargaining unit will receive 80 hours of non-cashable personal leave. The provisions in this paragraph sunset on December 31, 2019, all leave not used by this date will be forfeited. Leave will be pro-rated for employees hired mid- year. Effective the first full pay periods in January 2020, 2021, and 2022, the City shall increase the salary ranges by four percent (4%). The City agrees to maintain a 10% differential between the top salary step of an LCMMA member and the top salary step of the LCMMA member’s direct report. 1.2 Salary shall be as noted in Attachment A. 1.3 Employees designated by the Department Head and approved by the City Manager who have passed a bilingual proficiency examination administered by the City shall receive a monthly bilingual supplement of $150.00. The City Manager has the discretion in determining eligible languages. (Bilingual moved to Article II) 1.34 The terms and conditions of this MOU shall continue in effect until such time as they are superseded by a signed agreement/MOU between the City of Lodi and the LCMMA or by other means permitted by the Meyers Milias Brown Act. The term of the MOU shall be January 1, 202018 through December 31, 202219. Negotiations will commence no later than October 31, 202219. ARTICLE II - OPERATOR D-5 INCENTIVE BILINGUAL INCENTIVE 2.1 The City agrees to provide the Utility Superintendent an incentive of $40.00 per month in recognition of his possession of Water Distribution Operator, Grade D-5 certificate. This incentive is limited to employees hired prior to February 2, 2012. Employees designated by the Department Head and approved by the City Manager who have passed a proficiency examination administered by the City shall receive a monthly bilingual supplement of $150.00. The City Manager has the discretion in determining eligible languages. CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 2 ARTICLE III - DEFERRED COMPENSATION 3.1 Employees may participate in the City's Deferred Compensation Plan. 3.2 City matches up to a maximum of 3.0% of base salary. ARTICLE IV - SPECIAL ASSIGNMENT PAY 4.1 Employees who are assigned by the Department Head or designee to work on a one-time special or major project shall be paid an additional 10% of the employee’s regular base salary while working on the project. City Manager approval must be obtained prior to the employee working on the special project. It is mutually agreed that assignments are at the sole discretion of the Department Head, subject to City Manager approval. Employees in such positions acknowledge, as does LCMMA, that employees may be transferred or removed from the special project on a non-punitive basis and that they have no right to appeal from such transfer or removal. ARTICLE V – TEMPORARY UPGRADE PAY 5.1 Any employee who is assigned by the Department Head or designee, and with the approval of the City Manager, to a higher classification in the absence of the incumbent for a period of three or more days, shall receive a 10% wage increase while in this status. However, in no event shall the upgrade pay per hour exceed the top step of the classification to which the employee is temporarily upgraded. City Manager approval must be obtained prior to the employee working in the higher classification. 5.2 Any employee who is assigned by the City Manager to a vacant or interim Director position, for more than two consecutive weeks, shall receive a 10% wage increase while in this status. If subordinate employees are also receiving temporary upgrades during the same period, there will be a 10% differential between the highest upgraded salary of a subordinate employee and the upgraded salary of the employee serving in the Director role. Under no circumstances shall the upgraded employee’s salary exceed the top step of the Director classification into which they are upgraded. In some circumstances this may result in an upgrade that is less than 10% above an upgraded subordinate’s salary. ARTICLE VI – OVERTIME 6.1 Due to the fact that the classifications in this bargaining unit are deemed exempt from the overtime requirements of the Fair Labor Standards Act (FLSA), the following special provisions for the payment of overtime will apply. Employees shall be compensated for overtime at the time and one-half rate for time worked due to emergencies. Emergencies shall be determined by the appropriate department head and include but are not li mited to such events as:  Major storm damage requiring the dispatching of additional crews;  The necessity to cover scheduled shifts; CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 3  Direct supervision of crews assigned to work during normal days off to accommodate the public:;  Break down of equipment and/or systems requiring the presence of the mid-manager in order to restore service. 6.2 Overtime pay shall not be paid for the following:  Staff meetings;  Special projects;  Conferences and seminars - except as noted below;  Appearances before City Council and commissions,;  Public information presentations,; or  Activities involved with the completion of normal activities or programs such as budgets, inventory, annual financial closings, labor negotiations, and recreation programs. 6.3 All overtime must be approved by the department head. Any deviations from these guidelines must be approved in advance by the department head and the City Manager. 6.4 Upon promotion into a Mid-Management position all previously accrued compensatory time must be paid or used prior to the promotion. ARTICLE VII - RETIREMENT 7.1 The City of Lodi provides retirement benefits through the Public Employees ’ Retirement System (PERS). Employees shall receive the following retirement benefits for employees deemed to be “classic” employees by PERS: Miscellaneous 2% @ 55 plan  1957 Survivors Benefit  1959 (Plus 25%) Survivors Benefit  Ordinary disability vested at 30% at 5 years increasing 1% per year to maximum of 50%  50% survivors continuation  Credit for Unused Sick Leave  Military Service Credit as Public Service  Employee shall pay the full employee share of retirement costs as calculated by PERS (7%) in its annual actuarial valuation 7.2 Employees shall receive the following retirement benefits for employees deemed to be “new” employees under the Public Employee’s Pension Reform Act of 2013 (PEPRA): Miscellaneous 2% @ 62 plan  1957 Survivors Benefit  1959 (Plus 25%) Survivors Benefit CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 4  Ordinary disability vested at 30% at 5 years increasing 1% per year to maximum of 50%  50% survivors continuation  Credit for Unused Sick Leave  Military Service Credit as Public Service  Employee shall pay the full employee share of retirement costs as calculated by PERS in its annual actuarial valuation 7.3 Effective as soon as administratively possible, in accordance with California Government Code §20516 contract amendment process requirements, eEach employee in this unit shall pay three percent (3%) towards the employer’s share of the CalPERS normal pension cost (cost-sharing). In exchange, the City shall provide a three percent (3%) salary adjustment. The parties agree that should the parties negotiate the elimination of the three percent cost-sharing by the employee, the corresponding salary adjustment by the City shall also cease and become null and void. Should the City impose salary reductions during the term of the MOU, the parties agree to meet and confer regarding the continuance of cost-sharing. ARTICLE VIII - VACATION LEAVE 8.1 Employees hired prior to July 1, 1994 shall receive the following vacation benefits: Beginning with: Date of Hire: 3.08 hours per pay period 6th year 4.62 hours per pay period 12th year 5.23 hours per pay period 15th year 6.16 hours per pay period 21st year 6.47 hours per pay period 22nd year 6.78 hours per pay period 23rd year 7.09 hours per pay period 24th year 7.40 hours per pay period 25th year 7.71 hours per pay period 8.2 Employees hired after July 1, 1994 shall receive the following vacation benefits: Beginning with: Date of Hire: 3.08 hours per pay period 6th year 4.62 hours per pay period 12th year 5.23 hours per pay period 15th year/above 6.16 hours per pay period 8.3 Employees promoting into a Mid-Management position will follow the vacation schedule referenced in articles 8.1, or 8.2, depending on their initial employment with the City of Lodi. CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 5 8.4 Vacation leave shall be used in increments of not less than quarter hours. Vacation may not be carried over to the subsequent year in excess of the amount earned in two calendar years unless authorized by the City Manager. 8.5 Effective October 1, 2004, the maximum amount of unused vacation hours an employee may accrue, at any given time is twice the employee’s annual vacation rate. Whenever an employee’s unused, accrued vacation has reached this maximum accrual amount, the employee shall stop accruing any additional vacation. Accrual will automatically resume once the employee uses some vacation and the accrual balance falls below the maximum accrual amount. ARTICLE IX - ADMINISTRATIVE LEAVE 9.1 Employees will be given eighty (80) hours of administrative leave per calendar year. Balances must be used prior to December 30 or they will be lost. 9.2 New employees or employees becoming eligible due to a promotion receive administrative leave on a prorated basis, with six point six seven (6.67) hours granted for each full calendar month remaining in the calendar year with a maximum of 80 hours. 9.3 Employees separating mid-year will receive a cash payout for unused Administrative Leave on a prorated basis in accordance with 9.2. 9.4 Employees are eligible to cash out up to eighty (80) hours of their current Administrative Leave balance in any calendar year except in the months of May and June. A request to cash out Administrative Leave must be in writing and submitted to the Finance Division. ARTICLE X – HOLIDAYS 10.1 All employees shall receive 36 floating hours and the following nine and one half (9 ½) fixed holidays:  New Year's Day January 1  Martin Luther King Jr. Day 3rd Monday in January  President's Day 3rd Monday in February  Memorial Day Last Monday in May  Independence Day July 4  Labor Day 1st Monday in September  Thanksgiving Day 4th Thursday in November  Day after Thanksgiving Day Friday after Thanksgiving Day  Christmas Eve (half working day) December 24  Christmas Day December 25 10.2 Fixed holidays occurring on Saturdays shall be observed on the preceding Fridays; Sunday holidays will be observed on the following Mondays, with the exception that if CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 6 the following Monday were a holiday, the Sunday holiday would be taken on the preceding Friday. 10.3 Electric Utility Mid-Management employees shall receive 45 floating hours and the following eight and one-half (8 ½) fixed holidays:  New Year’s Day January 1  Martin Luther King Jr. Day 3rd Monday in January  Memorial Day Last Monday in May  Independence Day July 4  Labor Day 1st Monday in September  Thanksgiving Day 4th Thursday in November  Day after Thanksgiving Day Friday after Thanksgiving Day  Christmas Eve (half working day) December 24  Christmas Day December 25 10.4 Holiday hours may not be carried into the following calendar year. 10.5 If hired or separated mid-year, employee shall be credited or debited with floating hours per the following schedule: Four Floating Holidays: Month Hired or Separated Hours Added Hours Subtracted Jan Feb March 36 27 April May June 27 18 July Aug Sept 18 9 Oct Nov Dec 9 0 ARTICLE XI - SICK LEAVE 11.1 Sick Leave is earned at the rate of 3.70 hours per pay period with no limit on the amount that can be accumulated. Sick leave shall be taken in increments of not less than quarter hours. ARTICLE XII - SICK LEAVE CONVERSION 12.1 Employees hired prior to July 1, 1994, after 10 years with the City and only upon retirement, may convert their accumulated sick leave time to medical insurance premiums under the following options: OPTION #1 - "Bank" The number of accumulated hours shall be reduced by 16-2/3% and the remaining balance converted into days. The days are then multiplied by the current monthly premium being paid for the employee and, if applicable, his/her dependents, subject to the cap shown in Article XIII. Fifty percent of that dollar amount will be placed into a "bank" to be used for medical insurance premiums for the employee, and if applicable, CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 7 his/her dependents. For each year of employment over 10 years, 2.5% will be added to the 50% used in determining "bank" amount. Total premiums shall be paid from the Bank until its depletion, at which time the conversion benefit stops. Employees may also use their banks money to purchase dental, vision, and/or chiropractic insurance at the current premiums until their bank is depleted. OPTION #2 - "Conversion" The number of accumulated hours shall be multiplied by 50% and converted to days. The City shall pay one month's premium for employee and dependents for each day after conversion. For each year of employment in excess of 10 years, 2.5% shall be added to the 50% before conversion. The amount of premium paid shall be the same as the premium paid by the City at the time of retirement, subject to the cap in Article XIII. Any differences created by an increase in premiums must be paid for by the employee. OPTION #3 – “Service Credit” A retiring employee will be able to convert unused sick leave to service credit for Cal PERS retirement purposes. 12.2 Employees hired after July 1, 1994 will not have the option of converting unused sick leave time into medical insurance premiums as referenced in OPTION 1-2. The only option available to these employees is OPTION #3 “PERS SERVICE CREDIT”. 12.3 In the event an active employee dies before retirement and that employee is vested in the Sick Leave Conversion program (10 years) the surviving dependents have an interest in one-half (1/2) the value of the bank as calculated in Section 12.1. 12.4 The City shall allow a surviving dependent of a retiree enrolled in the Sick Leave Conversion program to purchase medical insurance at the employee only premium for the same period as if the retiree had not died. 12.5 A retiree or surviving dependent, upon expiration of City-paid coverage, if any, has the option of purchasing at the prevailing rate additional medical insurance for an unlimited amount of time. 12.6 Out of area retirees may receive reimbursement for medical insurance premiums up to the City's liability as specified in Section 12.1; Option #2. 12.7 Only one City of Lodi employee may carry dependent coverage for another City employee, therefore, upon retirement the employee may re-enroll as an individual into the health plan in order to take advantage of the Sick Leave Conversion program. 12.8 A retiree or surviving dependent may purchase dental, vision, and/or chiropractic insurance at the City group rate through the Sick Leave Conversion Bank option. CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 8 ARTICLE XIII – MEDICAL INSURANCE 13.1 All employees are offered medical insurance for themselves and dependents through Cal PERS-Medical Plans. Effective January 1, 2018, the City’s contribution to the premiums for medical insurance coverage will be capped at the following rates and employees will be responsible for premium costs in excess of this amount: Employee only $690.20 per month Employee +1 $1,380.39 per month Employee +family $1,794.51 per month If Employee selects a higher cost plan, Employee will pay the difference as a payroll deduction. If an employee elects not to be covered by medical insurance through the City of Lodi, an additional $692.81 per month for family, $532.92 for employee + 1 dependent or $305.22 for employee only will be added to either the employee’s deferred compensation account or cash. In order to qualify for this provision, proof of group insurance must be provided to the City. 13.2 Only one City of Lodi employee may carry dependent coverage for another City employee. ARTICLE XIV - DENTAL INSURANCE 14.1 Employees are provided fully paid family dental insurance. 14.2 Maximum benefits are $1,000 for each family member enrolled into the dental plan, per calendar year. There is a $25 deductible plus co-insurance features. ARTICLE XV - VISION INSURANCE 15.1 Employees are provided with family vision care insurance through Vision Service Plan. Services and amount of coverage are outlined in the VSP Summary of Benefits. ARTICLE XVI – CHIROPRACTIC 16.1 Chiropractic services may be received by employees and dependents through a chiropractic insurance plan. ARTICLE XVII - FLEXIBLE SPENDING ACCOUNT 17.1 Employees shall have the option of participating in the Flexible Spending Account (Section 125 Plan). Employees may elect to participate in: a) Premium Conversion b) Non-reimbursed Health Care CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 9 c) Dependent Care Reimbursement 17.2 Elections for the calendar year will be made each December, or if a change in family status occurs. Money deposited into the Plan will be forfeited as required by the plan and or applicable law. 17.3 Effective in plan year 2018, the Medical Flexible Spending Account will include a carryover provision which allows an active participant to automatically carryover up to $500 to the new plan year. However, amounts over $500 would be forfeited after the final filing date, if left unclaimed. ARTICLE XVIII - LIFE INSURANCE 18.1 Employees are provided with a life insurance program providing for 2 times the annual salary to a maximum of $250,000. The amount of insurance to reduce to 65% after the 70th birthday but before the 75th birthday. The amount of life insurance after the 75th birthday is reduced to 50%. In addition, a spouse will be covered for $1,500. Dependent children between the ages of birth through the 20th birthday will be covered for $1,500. ARTICLE XIV - LONG-TERM DISABILITY INSURANCE 19.1 A long term disability program which, coordinated with other disability benefits, shall provide a benefit of 66-2/3 percent to a maximum of $10,000 per month of the employee’s basic monthly earnings in the event of disability. This program commences sixty (60) days from the date of disability. Please refer to the City’s Policy on Long Term Disability. The maximum length of coverage is three (3) years from date of disability. ARTICLE XX - LEAVES AND LEAVES OF ABSENCE 20.1 A leave of absence may be granted for a specified period of time (not to exceed one year) with or without pay, for an employee to be absent from duty for a specified purpose. No such leave shall be granted except upon written request of the employee, setting forth the reason for the request and the duration of such leave. The granting of a leave of absence provides the employee the right to return to the same position or a position similar to the one vacated. Requests for leave of absences for medical reasons must be accompanied by the appropriate health care practitioner’s documentation. A leave of absence shall not constitute a break in service for purposes of the City of Lodi's service award, nor shall it impair an employee's status as a regular full-time employee. An employee returning to employment after a leave of absence shall retain the same status and shall be placed at the same salary step in the pay range in effect for the class as the employee received when the leave of absence commenced. CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 10 Employees shall not be entitled to a leave of absence as a matter of right (except as provided by Federal or State law), but only upon the determination of the City that it is in the best interest of public service and that there is a presumption that the employee intends to return to work upon the expiration of the leave of absence. Failure on the part of the employee on leave to report promptly at its expiration, or at a reasonable time after notice to return to duty, shall be considered abandonment of position. The approval of a leave of absence is subject, but not limited to a number of considerations such as length of employment, performance record, reasons for the leave of absence, the effect of the absence on the department, and duration of the leave of absence. PERS contributions will continue to be made as long as an employee continues to receive compensation from his/her accumulated leave balances. The amount of the contributions will vary according to the amount of compensation being received from the accumulated leave balances. While an employee is on a leave of absence, he/she may receive compensation from his/her accumulated leave balances in accordance with applicable City policies. The amount of compensation received from these balances determines the employee's pay status. 20.2 An employee is on pay status when they are receiving compensation from his/her accumulated leave balances. To be eligible for City benefits, a regular, full -time employee must be on pay status at the rate equivalent to hours worked in at least one half of a pay period. The only exception to this condition pertains to the receipt of compensation from accumulated leave balances while receiving Workers' Compensation payments. Such employee must use all his/her accumulated leave balances until exhausted. 20.3 A leave of absence with pay is when an employee is considered to be in a pay status. An employee in a pay status will continue to receive all benefits including leave accruals. 20.4 A leave of absence without pay is determined as such when an employee is no longer in a pay status or has exhausted all accumulated leave balances (according to applicable City policies). A leave of absence without pay shall constitute a break in service for the purposes of determining benefit eligibility, performance evaluation and subsequent merit increase eligibility time frames if the employee is not on pay status at the rate equivalent to hours worked in at least one half of a pay period. The length of such leave to the nearest pay period shall be deducted from service credit. Failure of an employee to return to his/her employment upon the termination of any leave of absence may result in the employee being required to reimburse the City for healt h insurance premiums paid by the City during the leave. For reasons other than disability, CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 11 employees and their dependents may continue their health/medical insurance by paying the premiums for such time as the employee is in a leave without pay status. All employees granted a leave of absence without pay may have his/her personnel action date extended by the amount of the leave of absence, if such absence is greater than one pay period 20.5 All leaves of absence shall be requested in writing by the employee and shall require written approval by the Department Head. In addition to Department Head approval, leaves of absence without pay shall be approved by the City Manager. All requests shall be routed through the Human Resources Division and must include the following information: (1) Employee identification information such as employee number, class title, etc.; (2) Dates of commencement and expiration; and (3) Reason for absence. 20.6 A Personnel Action Form shall be submitted by the respective department to the Human Resources Division for all leaves of absence without pay with a duration greater than one full pay period. The form should be submitted prior to the commencement of such leave and immediately upon or prior to the employee's return to work. 20.7 All employees must have timesheets/cards submitted to payroll during leaves of absence indicating the type and amount of accumulated leave balance(s) to be charged. An employee on a leave of absence without pay should submit his/her timesh eet/card indicating such status. ARTICLE XXI – TUITION REIMBURSEMENT 21.1 Participation is limited to full-time regular employees of the City of Lodi. 21.2 City shall reimburse employees the cost of tuition and books (including software) upon the satisfactory completion of job-related coursework. Employees must maintain continuous service from the date a course begins to the date of its completion. Employees shall not be eligible for reimbursement when a course is paid for by another source. 1) Employees shall receive up to a maximum of $3,000 per fiscal year (including books and software), to be paid upon the satisfactory completion of course work. A fiscal year is the period between July 1 and June 30; the final date of class shall determine the fiscal year in which that course falls. You cannot request reimbursement for a course in a fiscal year that the course did not end. For example: if you complete a class in June, but not request reimbursement until CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 12 August, funds for your reimbursement would be derived from the previous fiscal year. Course work must be part of a program of study towards obtaining an Associate of Arts, Bachelor's, or any higher degree. The college or university must be accredited from one of the eight regional accredited associations listed below:  Middle States Association of Colleges and Schools Middle States Commission on Higher Education  New England Association of Schools and Colleges Commission on Institutions of Higher Education  New England Association of Schools and Colleges Commission on Technical and Career Institutions  North Central Association of Colleges and Schools The Higher Learning Commission  Northwest Commission on Colleges and Universities  Southern Association of Colleges and Schools Commission on Colleges  Western Association of Schools and Colleges, Accrediting Commission for Community and Junior Colleges  Western Association of Schools and Colleges, Accrediting Commission for Senior Colleges and Universities 21.3 Courses should pertain to an employee's career field, thus enhancing his/her career advancement opportunities and job skills. Courses related to an employee's job duties and responsibilities must exceed the educational level required to qualify for the employee's current classification. 21.4 Prior to enrollment in a course, the employee shall submit an application for participation in this program to his/her Department Head. The Department Head shall review the application and determine eligibility according to the Tuition Reimbursement policy and the appropriate memorandum of understanding. If the application is denied, a letter shall be sent by the Department Head to the employee explaining why it has been disapproved. If the application is approved, the Department Head shall sign the application and return it to the employee, who shall be responsible to retain it until the course is completed. Upon completion of the course of instruction, the employee shall submit to the Department Head evidence of satisfactory completion (grade of "C" or equivalent or better). For ungraded courses, a statement from the school or the instructor must indicate successful completion of the course. This shall be accomplished within 60 calendar days CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 13 of the completion of the course. In the event that such cannot be furnished within this time period, the employee shall provide a written statement explaining the reason for the delay. The Department Head shall then authorize payment of the appropriate reimbursement. The completed application, receipts, and evidence of grade shall be forwarded to Human Resources for approval. Once approved by Human Resources the packet will be forwarded to the Finance Division and a reimbursement check shall be issued to the employee. 21.5 Participation in courses must not be during regular work hours and must not result in reducing either the normal work week of the employee or the quality and quantity of his/her services to the City; except that the City may grant time off for attendance at courses during working hours if the course is given at no other times and if such time off does not disturb normal City operations. The best interests of the City shall at all times be the determining factor in the consideration of such time off. Employees must complete courses within the regulation period of time allowed for them by the school or professional organization. Participation in this program is to be considered a privilege rather than a right of the employee. The City reserves the right to disapprove reimbursement for courses if the course requested is available at a substantially lower cost at a local school or college. ARTICLE XXII – PROBATION 22.1 Employees have a probationary period of one year. During probation, new hires have the same rights and privileges as regular employees, except that:  City and employee may mutually agree to an extension of the probationary period up to six additional months.  Termination cannot be grieved. New hires and promotional appointments shall be eligible for a merit increase at the completion of probation. ARTICLE XXIII - PERSONAL LIABILITY 23.1 Employees shall be indemnified and held harmless by the City against all costs, legal expenses, and liability arising out of decisions made in their capaci ty for the City of Lodi and/or from any cause of action for property damage, or damages for personal injury, including death, sustained by person(s) as a result of a decision made in their capacity, except that: CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 14 A. The City is not required to but may provide for the defense of an action or proceeding brought against an employee or former employee if the City determines that: 1. The act or omissions was not within the scope of their employment; or 2. They acted or failed to act because of actual fraud, corruption, or actual malice; or 3. The defense of the action or proceeding by the City would create a conflict of interest between the City and the employee or former employee. B. The City is not required to but may pay any claim of judgment for punitive or exemplary damages under the following circumstances: 1. The judgment is based on an act or omission of an employee or former employee acting within the course and scope of their employment as an employee of the City. 2. At the time of the act giving rise to the liability, the employee or former employee acted, or failed to act, in good faith, without actual malice and in the apparent best interests of the City. 3. Payment of the claim of judgment would be in the best interests of the City. ARTICLE XXIV - GRIEVANCE PROCEDURE 24.1 Disputes involving the following subjects shall be determined by the Grievance Procedures established herein: A. Interpretation or application of any of the terms of this agreement, including Exhibits thereto, Letter of Agreement, and formal interpretations and clarifications executed by the Association and City. B. Disputes as to whether a matter is proper subject for the Grievance Procedure. C. Disputes which may be of a “class action” nature filed on behalf of the Association or the City. 24.2 Class action grievances shall be submitted in writing from the LCMMA’s President to the City Manager or vice versa. 24.3 STEP ONE Discussion between the employee, the Association Representative and the Department Head, who will answer within fifteen (15) work days. This step shall be taken within CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 15 thirty (30) days of the date of the action complained of, or the date the grievant became aware of the incident which is the basis of the grievance. 24.4 STEP TWO If a grievance is not resolved in Step One, Step Two shall be the presentation of the grievance, in writing, by the Association Representative to the City Manager, who shall answer, in writing, within fifteen (15) work days of receipt of the grievance. The City Manager’s decision shall be final and binding. Step Two shall be taken within fifteen (15) work days of the date of the answer in Step One. ARTICLE XXV - DISCIPLINARY PROCEDURE & PROCEEDINGS 25.1 In order to establish employee standards of conduct and work performance that are consistent with the efficient and effective delivery of public services, this section outlines those circumstances under which disciplinary action may be required. 25.2 The following may be causes for disciplinary action including, but not limited to, written reprimand, demotion, suspension, or discharge of any employee. The purpose of specifying these causes is to alert employees to the more common types of disciplinary issues. However, this list is not all inclusive and there may arise instances of unacceptable behavior not included in this list. A. Improper or unauthorized use or abuse of sick leave. B. Inability to maintain regular and consistent attendance, which preve nts the reasonable availability for assigned duties. C. Absence without authorized leave; repeated tardiness to assigned work, leaving assigned work without authorization; failure to report to work after a leave of absence has expired, or after a leave has been disapproved or revoked. D. Misconduct; willful or negligent violation of any City rule or policy. E. Insubordination. F. Acceptance of gifts or gratuities in connection with or relating to the employee’s duties. G. Conviction of a felony or a misdemeanor involving moral turpitude. A plea or a verdict of guilty, or a conviction following a plea of nolo contendere, to a charge of a felony or any offense involving moral turpitude is deemed to be a conviction. H. Fraud or the submission of false information related to employment application, payroll, or any work-related record or report. I. Soliciting outside work for personal gain during the conduct of City business; engaging in outside employment for any business under contract with the City; or CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 16 participating in any outside employment that adversely affects the employee’s City work performance; or conducting personal business on City time. J. Discourteous treatment of the public or City employees or disorderly conduct on City property or on City business; for example, fighting, using profanity, intimidation, or abusive and threatening language. K. Conduct that interferes with the reasonable management, operation and discipline of the City or any of its departments or divisions or failure to cooperat e with superiors or fellow employees. L. Engaging in political activities while on duty, in uniform or using the authority associated with City employment. M. Violation or neglect of safety rules or practices. N. Behavior, either during or outside duty hours, which is of such a nature that it causes discredit to the City or one of its operating practices. O. Refusal or inability to improve job performance in accordance with written or verbal direction after a reasonable trial period. P. Inefficiency, incompetence, or negligence in the performance of duties, including failure to perform or complete assigned tasks or training in a prompt competent and reasonable manner. Q. Refusal to accept and carry out reasonable and proper assignment from an authorized supervisor. R. Intoxication, incapacity or possession or use of controlled substances or alcohol on City property and/or at the worksite. S. Failure to obtain or maintain possession of the minimum qualifications for the position. T. Careless, negligent, or improper use of City property, equipment or funds, including unauthorized removal, or use for private purpose, or use involving damage or unreasonable risk of damage to property. U. Unauthorized release or use of confidential information or official records. V. Participation in an illegal strike, work stoppage, slowdown, or other job action against the City. W. Inability to perform the duties of his/her job. X. Dishonesty. Y. Possession of firearms on the job (except for law enforcement personnel). CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 17 Z. Sleeping on the job. AA. Theft. BB. Retaliation for actions protected by law. CC. Failure to report loss of or damage caused to City equipment and/or facilities for which the employee was responsible. DD. Threats of violence against City employees and/or City property. EE. Violation of the Fair Political Practices Act. 25.3 PERSONS WHO MAY TAKE DISCIPLINARY ACTION. The City Manager or any Department Director or designee may take disciplinary action against an employee. 25.4 CONSIDERATIONS IN THE DETERMINATION OF TYPE OF DISCIPLINARY ACTION. Where appropriate, the City practices a progressive disciplinary process. The considerations used in determining the type of disciplinary action shall be considered on a case-by-case basis. Such considerations shall include, but not be limited to: the employee’s work history and performance record; the nature and severity of the infraction; aggravating and mitigating circumstances associated with the offense; and any extenuating factors. 25.5 TYPES OF DISCIPLINARY ACTION. The types of disciplinary action that may be taken shall include but not be limited to oral reprimand, written reprimand, demotion, suspension, reduction in pay and dismissal. 25.6 NOTICE OF DISCIPLINARY ACTION. Those disciplinary actions beyond an oral reprimand shall be in writing and include the following: A. The causes/reasons for the disciplinary action, which may include the performance expectations, rules, regulations or policies that have been violated. B. The effective date(s) of the disciplinary action. C. Any rights of appeal. 25.7 APPEAL OF DISCIPLINARY ACTION. An employee shall have the right to appeal any disciplinary action through the appropriate chain of command. The appeal process shall be composed of the following steps: A. An appeal shall be submitted in writing to the person who proposed and enacted the discipline within fifteen (15) business days of the date of notification for disciplinary action. B. The person who proposed and enacted the discipline shall respond in writing within fifteen (15) business days of the date of receipt of the employee’s appeal. CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 18 C. If resolution is not achieved at that level, the employee may submit an appeal in writing to the Department Director within fifteen (15) business days of the date of the supervisor’s response. D. The Department Director shall respond in writing within fifteen (15) business days of the date of receipt of the appeal. E. If resolution is not achieved with the Department Director, the employee may submit an appeal in writing to the City Manager within fifteen (15) business days of the date of the Department Director’s response. F. The City Manager shall respond in writing within fifteen (15) business days of the date of receipt of the appeal. G. If resolution is not achieved with the City Manager, the employee may submit a request in writing to the City Clerk for the Personnel Board of Review to hear a review of the case within fifteen (15) business days of the date of the City Manager’s response. H. A hearing by the Personnel Board of Review shall be scheduled within fifteen (15) business days of the date of receipt of the request by the City Clerk. The hearing by the Board shall be a public hearing, unless the employee desires a closed hearing. I. The Personnel Board of Review shall have the ability to rule on the factual basis of the offense and the severity of the punishment J. The Personnel Board of Review shall submit a statement of opinion to the employee, City Manager, and the employee’s Department Director in writing within fifteen (15) business days of the hearing. The decision of the Board shall be advisory to the City Manager. K. Final Notice of Disciplinary Action: Following review of the Personnel Board of Review’s recommendation and the determination by the City Manager, the City Manager shall prepare a Final Notice of Disciplinary Action, advising the employee of the action to be taken and the employee’s appeal rights. The Final Notice of Disciplinary Action shall be provided to the employee in writing within fifteen (15) days of receipt of the Personnel Board of Review's Statement of Opinion. The City Manager shall file a copy of the Final Notice of Disciplinary Action with the Human Resources Manager. The Final Notice of Disciplinary Action shall be delivered personally to the employee or shall be sent by registered or certified mail. L. Failure, by either party to respond in a timely manner would result in judgment for the opposing party. 25.8 Judicial review of any decision rendered under this section shall be governed by Code of Civil Procedure section 1094.5 CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 19 25.9 For employees covered by the requirements of California Government Code Section 3300 et. seq., the appeal procedures in this section shall be deemed to comply with and fully satisfy the right to an administrative appeal under Government Code section 3304. 25.10 FLSA Exempt Employees: With respect to employees in classification deemed exempt from the overtime requirements of the Fair Labor Standards Act (“FLSA”) disciplinary suspensions pursuant to this policy shall be administered in accordance with the salary basis test under the FLSA’s governing regulations. ARTICLE XXVI – CITY RIGHTS 26.1 It is further understood and agreed between the parties that nothing contained in this MOU shall be construed to waive or reduce any rights of the City, which include but are not limited to, the exclusive rights to:  Determine the mission of its constituent departments, commissions, and boards  Set standards of service  Determine the procedures and standards of selection for employment  Direct its employees  Maintain the efficiency of governmental operations  Determine the methods, means, and personnel by which government operations are conducted  Take all necessary actions to carry out its mission in emergencies  Exercise complete control and discretion and the technology of performing its work. City Rights also include the right to determine the procedures and standards of selection for promotion, to relieve employees from duty because of lack of work or other legitimate reasons, to make and enforce standards of conduct and discipline, and to determine the content of job classifications; provides, however, that nothing herein may be read to extend the term of the MOU nor to supplement negotiations as a means for arriving at terms for a successor MOU. ARTICLE XXVII – EMPLOYEE REPRESENTATION 27.1 This Memorandum of Understanding (MOU) is entered into between representatives of the City of Lodi (City) and representatives of the Lodi Mid-Management Association (LCMMA). The parties hereto acknowledge and agree that this MOU constitutes the result of meeting and conferring in good faith as contemplated by Section 3500 et seq., of the Government Code of the State of California, and further acknowledge and agree that all matters upon which the parties reached agreement are set forth herein. Both parties each certify without reservation that an adequate opportunity has been afforded its bargaining representatives to propose and vigorously advocate all negotiable subject matter during the course of collective bargaining preparatory to signing this CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 20 agreement. The City will meet and confer before changing a policy or rule that is subject to meet and confer under the Meyers-Milias-Brown Act (MMBA). The terms and conditions of this MOU shall continue in effect during the term of this MOU. The City and the LCMMA agree and understand that if any section of the MOU conflicts with any ambiguity will policy manual or rules for personnel administration) is controlling. State and Federal laws will be adhered to). The terms and conditions of employment stated in other authorities, such as Personnel Rules, Administrative Policy and Procedure, City Resolutions, or City Ordinances, etc. be resolved in favor of the MOU language. If the MOU is silent on any issue, the applicable document (i.e. policy manual or rules for personnel administration) is controlling. State and Federal laws will be adhered to. The City agrees to recognize LCMMA representatives for the purpose of representing members of the LCMMA on all matters relating to the administration of this MOU, and upon the request of an employee, on adverse actions and other matters which may be or are on appeal in accordance with the discipline article of this MOU. ARTICLE XXVIII – SEVERABILITY 28.1 In the event that any provision of this MOU is found by a court of competent jurisdiction to be invalid, all other provisions shall be severable and shall continue in full force and effect. CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 21 ATTACHMENT A Salary Range effective January 13, 2020 (or the first pay period following ratification, whichever is later) CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 22 DESCRIPTION CODE STEP 0 STEP 1 STEP 2 STEP 3 STEP 4 ACCOUNTANT 1200 66,090.73$ 69,394.64$ 72,864.96$ 76,508.42$ 80,333.47$ ASSC CIVIL ENGR 1240 86,482.83$ 90,806.97$ 95,347.25$ 100,114.71$ 105,120.34$ ASSC PLANNER 1245 65,349.50$ 68,617.07$ 72,047.84$ 75,650.26$ 79,432.71$ ASSISTANT ENGR 1230 78,620.82$ 82,551.91$ 86,679.50$ 91,013.45$ 95,564.01$ ASST ENG/PLANS 1300 78,620.82$ 82,551.91$ 86,679.50$ 91,013.45$ 95,564.01$ ASST PLANNER 1235 59,408.66$ 62,379.08$ 65,497.99$ 68,772.85$ 72,211.48$ BUILDING OFFICL 1310 94,845.63$ 99,587.08$ 104,566.73$ 109,794.32$ 115,284.85$ CITY ENG/DEP PW 1250 124,874.15$ 131,117.76$ 137,673.40$ 144,557.42$ 151,695.03$ CITY PLANNER 1306 94,845.63$ 99,587.08$ 104,566.73$ 109,794.32$ 115,284.85$ COMM CTR MGR 1372 67,461.74$ 70,834.83$ 74,376.63$ 78,095.44$ 82,000.09$ COMPLIANCE ENGR 1255 86,482.83$ 90,806.97$ 95,347.25$ 100,114.71$ 105,120.34$ CONST PROJ MGR 1260 82,482.89$ 86,607.12$ 90,937.40$ 95,484.24$ 100,258.49$ CUST SVC SUPRVS 1210 61,417.40$ 64,488.34$ 67,712.75$ 71,098.50$ 74,653.26$ DEPUTY DIR PRCS 1375 93,647.05$ 98,329.40$ 103,245.86$ 108,408.15$ 113,828.56$ ELEC ENGINEER 1343 105,927.69$ 111,224.15$ 116,785.23$ 122,624.56$ 128,755.79$ ELEC UTILI SUPT 1330 130,325.69$ 136,841.97$ 143,684.07$ 150,868.27$ 158,411.69$ EU BUS ANALYST 1341 79,314.86$ 83,280.85$ 87,444.90$ 91,817.15$ 96,408.00$ EU RATE ANALYST 1340 82,820.80$ 86,962.93$ 91,310.56$ 95,875.57$ 100,670.35$ EU RES ANALYST 1328 104,260.56$ 109,473.56$ 114,947.26$ 120,694.61$ 126,729.35$ FAC SUPT 1393 78,728.00$ 82,664.40$ 86,797.62$ 91,137.50$ 95,694.37$ FLEET SUPT 1395 73,091.63$ 76,746.19$ 80,583.56$ 84,612.75$ 88,843.29$ INFO TECH MGR 1226 102,768.40$ 107,906.82$ 113,302.16$ 118,967.21$ 124,915.72$ LIBRARIAN 1351 62,237.59$ 65,349.50$ 68,616.90$ 72,047.84$ 75,650.12$ LIBRARIAN I 1350 56,579.56$ 59,408.51$ 62,378.94$ 65,497.86$ 68,772.85$ LIBRARY SVS MGR 1356 74,512.04$ 78,236.91$ 82,149.40$ 86,257.09$ 90,569.47$ LITERACY/VOL MG 1355 51,923.00$ 54,519.15$ 57,245.13$ 60,107.37$ 63,112.73$ MGMT ANALYST 1380 65,794.98$ 69,084.71$ 72,538.23$ 76,166.55$ 79,974.21$ MGR ENGR & OPS 1320 130,325.69$ 136,841.97$ 143,684.07$ 150,868.27$ 158,411.69$ NETWORK ADMIN 1220 81,158.26$ 85,216.17$ 89,476.98$ 93,950.68$ 98,648.74$ NGHBRHD SRS MGR 1315 94,871.65$ 99,613.96$ 104,595.38$ 109,825.04$ 115,316.42$ PARK SUPT 1360 81,432.29$ 85,503.88$ 89,779.07$ 94,268.03$ 98,981.41$ PW MGMT ANALYST 1390 75,664.16$ 79,447.45$ 83,419.81$ 87,590.82$ 91,970.36$ RATES & RES MGR 1325 130,325.69$ 136,841.97$ 143,684.07$ 150,868.27$ 158,411.69$ RECREATION MGR 1365 61,328.20$ 64,395.04$ 67,615.48$ 70,996.12$ 74,545.50$ RECREATION SUPT 1370 67,461.62$ 70,834.83$ 74,376.49$ 78,095.32$ 82,000.09$ REVENUE MGR 1206 97,631.01$ 102,512.56$ 107,638.19$ 113,020.10$ 118,671.10$ SENIOR PLANNER 1305 79,591.26$ 83,571.26$ 87,749.05$ 92,137.33$ 96,743.95$ SR CIVIL ENGR 1270 97,568.21$ 102,449.63$ 107,571.17$ 112,952.74$ 118,594.37$ SR POWER ENGR 1335 116,521.59$ 122,347.69$ 128,465.00$ 134,888.25$ 141,632.71$ SR PROG/ANALYST 1215 73,768.65$ 77,457.08$ 81,329.93$ 85,396.29$ 89,666.67$ SUPERVISING ACC 1205 77,791.30$ 81,680.78$ 85,764.92$ 90,053.18$ 94,555.79$ TR MGR/S TR ENG 1275 97,577.75$ 102,459.59$ 107,581.58$ 112,963.46$ 118,605.69$ TRSPT MGR 1295 97,577.75$ 102,459.59$ 107,581.58$ 112,963.46$ 118,605.69$ UTIL SUPER 1280 98,429.82$ 103,351.33$ 108,518.77$ 113,944.70$ 119,642.00$ UTILITIES MGR 1267 113,454.99$ 119,127.86$ 125,084.25$ 131,338.33$ 137,905.36$ WTR PLANT SUPER 1290 92,746.00$ 97,382.04$ 102,251.88$ 107,364.61$ 112,732.51$ WW PLANT SUPER 1285 92,746.00$ 97,382.04$ 102,251.88$ 107,364.61$ 112,732.51$ ELEC UTILI SUPT 1330 130,325.69$ 136,841.97$ 143,684.07$ 150,868.27$ 158,411.69$ ELEC UTILI SUPT 1330 143,684.07$ 150,868.27$ 158,411.69$ 166,332.28$ 174,648.88$ INFO TECH MGR 1226 102,768.40$ 107,906.82$ 113,302.16$ 118,967.21$ 124,915.72$ INFO TECH MGR 1226 113,302.16$ 118,967.21$ 124,915.72$ 131,161.50$ 137,719.59$ MGR ENGR & OPS 1320 130,325.69$ 136,841.97$ 143,684.07$ 150,868.27$ 158,411.69$ MGR ENGR & OPS 1320 143,684.07$ 150,868.27$ 158,411.69$ 166,332.28$ 174,648.88$ NETWORK ADMIN 1220 81,158.26$ 85,216.17$ 89,476.98$ 93,950.68$ 98,648.74$ NETWORK ADMIN 1220 89,476.98$ 93,950.68$ 98,648.74$ 103,581.18$ 108,760.24$ RATES & RES MGR 1325 130,325.69$ 136,841.97$ 143,684.07$ 150,868.27$ 158,411.69$ RATES & RES MGR 1325 143,684.07$ 150,868.27$ 158,411.69$ 166,332.28$ 174,648.88$ SR PROG/ANALYST 1215 73,768.65$ 77,457.08$ 81,329.93$ 85,396.29$ 89,666.67$ SR PROG/ANALYST 1215 81,329.93$ 85,396.29$ 89,666.67$ 94,150.00$ 98,857.50$ FOUR PERCENT (4%) SALARY RANGE INCREASE EFFECTIVE JANUARY 13, 2020 SALARY RANGE ADJUSTMENTS FOR THE FOLLOWING CLASSIFICATIONS (equates to approximately 10.25% adjustment) CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 23 CITY OF LODI, LODI CITY MID-MANAGEMENT a Municipal corporation ASSOCIATION STEPHEN SCHWABAUER GARY WIMAN City Manager LCMMA President Date: Date: ADELE POST ANDREW RICHLE Human Resources Manager LCMMA Vice President Date: Date: ANDREW KEYS Deputy City Manager Date:______________________ Attest: JENNIFER M. FERRAIOLO City Clerk APPROVED AS TO FORM: JANICE D. MAGDICH City Attorney RESOLUTION NO. 2019-____ A RESOLUTION OF THE LODI CITY COUNCIL APPROVING THE MEMORANDUM OF UNDERSTANDING WITH THE LODI CITY MID-MANAGEMENT ASSOCIATION EFFECTIVE JANUARY 1, 2020 THROUGH DECEMBER 31, 2022 ======================================================================== WHEREAS, representatives from the City and the Lodi City Mid-Management Association (LCMMA) have bargained in good faith and reached a tentative agreement on a successor MOU; and WHEREAS, it is recommended that Council approve revisions to the Memorandum of Understanding with LCMMA to include the following: • Term: January 1, 2020 to December 31, 2022; • Salary increases of four percent (4%) effective the first full pay period in January 2020, 2021, and 2022. • Amendment to temporary upgrade for LCMMA members appointed as Interim Department Director. • City agrees to maintain a ten percent (10%) differential between the top step base salary of the LCMMA member and the top step base salary of their direct report. • A two-step range adjustment (5% each step) for select positions in the Electric Utility and Information Technology division to address compaction and labor market competitiveness. NOW, THEREFORE, BE IT RESOLVED that the Lodi City Council does hereby approve the attached Memorandum of Understanding (Exhibit A) between the City of Lodi and LCMMA, effective January 1, 2020 through December 31, 2022. Date: December 18, 2019 ======================================================================== I hereby certify that Resolution No. 2019-____ was passed and adopted by the Lodi City Council in a regular meeting held December 18, 2019, by the following vote: AYES: COUNCIL MEMBERS – NOES: COUNCIL MEMBERS – ABSENT: COUNCIL MEMBERS – ABSTAIN: COUNCIL MEMBERS – PAMELA M. FARRIS Assistant City Clerk 2019-____ MEMORANDUM OF UNDERSTANDING BETWEEN CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION JANUARY 1, 2020 – DECEMBER 31, 2022 CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 i MID-MANAGEMENT ACCOUNTANT ASSISTANT ENGINEER ASSISTANT ENGINEER/PLANS EXAMINER ASSISTANT PLANNER ASSOCIATE CIVIL ENGINEER ASSOCIATE PLANNER BUILDING OFFICIAL CITY PLANNER COMPLIANCE ENGINEER CONSTRUCTION PROJECT MANAGER CUSTOMER SERVICE SUPERVISOR DEPUTY DIRECTOR PARKS, RECREATION AND CULTURAL SERVICES DEPUTY PUBLIC WORKS DIRECTOR – CITY ENGINEER ELECTRIC UTILITY BUSINESS ANALYST ELECTRIC UTILITY RESOURCES ANALYST ELECTRIC UTILITY SUPERINTENDENT ELECTRICAL ENGINEER FACILITIES SUPERINTENDENT FLEET SUPERINTENDENT INFORMATION TECHNOLOGY MANAGER LIBRARIAN I/II LITERACY/VOLUNTEER MANAGER MANAGEMENT ANALYST MANAGER, ENGINEERING & OPERATIONS NEIGHBORHOOD SERVICES MANAGER NETWORK ADMINISTRATOR PARK SUPERINTENDENT PUBLIC WORKS MANAGEMENT ANALYST RATES & RESOURCES MANAGER RECREATION MANAGER RECREATION SUPERINTENDENT REVENUE MANAGER SENIOR CIVIL ENGINEER SENIOR TRAFFIC ENGINEER SENIOR POWER ENGINEER SENIOR PROGRAMMER/ ANALYST SUPERVISING ACCOUNTANT TRANSPORTATION MANAGER UTILITIES MANAGER UTILITY SUPERINTENDENT WASTEWATER PLANT SUPERINTENDENT WATER PLANT SUPERINTENDENT CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 ii TABLE OF CONTENTS ARTICLE I - SALARY AND TERM .......................................................................................................... 1 ARTICLE II - BILINGUAL INCENTIVE .................................................................................................. 1 ARTICLE III - DEFERRED COMPENSATION......................................................................................... 1 ARTICLE IV - SPECIAL ASSIGNMENT PAY ......................................................................................... 1 ARTICLE V – TEMPORARY UPGRADE PAY ........................................................................................ 1 ARTICLE VI – OVERTIME ........................................................................................................................ 2 ARTICLE VII - RETIREMENT................................................................................................................... 3 ARTICLE VIII - VACATION LEAVE ........................................................................................................ 3 ARTICLE IX - ADMINISTRATIVE LEAVE ............................................................................................. 4 ARTICLE X – HOLIDAYS ......................................................................................................................... 4 ARTICLE XI - SICK LEAVE ...................................................................................................................... 5 ARTICLE XII - SICK LEAVE CONVERSION .......................................................................................... 6 ARTICLE XIII – MEDICAL INSURANCE ................................................................................................ 7 ARTICLE XIV - DENTAL INSURANCE .................................................................................................. 7 ARTICLE XV - VISION INSURANCE ...................................................................................................... 7 ARTICLE XVI – CHIROPRACTIC ............................................................................................................ 8 ARTICLE XVII - FLEXIBLE SPENDING ACCOUNT ............................................................................. 8 ARTICLE XVIII - LIFE INSURANCE ....................................................................................................... 8 ARTICLE XIV - LONG-TERM DISABILITY INSURANCE .................................................................... 8 ARTICLE XX - LEAVES AND LEAVES OF ABSENCE ......................................................................... 8 ARTICLE XXI – TUITION REIMBURSEMENT .................................................................................... 10 ARTICLE XXII – PROBATION ............................................................................................................... 12 ARTICLE XXIII - PERSONAL LIABILITY ............................................................................................ 13 ARTICLE XXIV - GRIEVANCE PROCEDURE ...................................................................................... 13 ARTICLE XXV - DISCIPLINARY PROCEDURE & PROCEEDINGS .................................................. 14 ARTICLE XXVI – CITY RIGHTS ............................................................................................................ 18 ARTICLE XXVII – EMPLOYEE REPRESENTATION .......................................................................... 19 ARTICLE XXVIII – SEVERABILITY ..................................................................................................... 19 ATTACHMENT A – SALARY SCHEDULE………………………………………………………........20 CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 1 ARTICLE I - SALARY AND TERM 1.1 Effective the first full pay periods in January 2020, 2021, and 2022, the City shall increase the salary ranges by four percent (4%). The City agrees to maintain a 10% differential between the top salary step of an LCMMA member and the top salary step of the LCMMA member’s direct report. 1.2 Salary shall be as noted in Attachment A. 1.3 The terms and conditions of this MOU shall continue in effect until such time as they are superseded by a signed agreement/MOU between the City of Lodi and the LCMMA or by other means permitted by the Meyers Milias Brown Act. The term of the MOU shall be January 1, 2020 through December 31, 2022. Negotiations will commence no later than October 31, 2022. ARTICLE II - BILINGUAL INCENTIVE 2.1 Employees designated by the Department Head and approved by the City Manager who have passed a proficiency examination administered by the City shall receive a monthly bilingual supplement of $150.00. The City Manager has the discretion in determining eligible languages. ARTICLE III - DEFERRED COMPENSATION 3.1 Employees may participate in the City's Deferred Compensation Plan. 3.2 City matches up to a maximum of 3.0% of base salary. ARTICLE IV - SPECIAL ASSIGNMENT PAY 4.1 Employees who are assigned by the Department Head or designee to work on a one-time special or major project shall be paid an additional 10% of the employee’s regular base salary while working on the project. City Manager approval must be obtained prior to the employee working on the special project. It is mutually agreed that assignments are at the sole discretion of the Department Head, subject to City Manager approval. Employees in such positions acknowledge, as does LCMMA, that employees may be transferred or removed from the special project on a non-punitive basis and that they have no right to appeal from such transfer or removal. ARTICLE V – TEMPORARY UPGRADE PAY 5.1 Any employee who is assigned by the Department Head or designee, and with the approval of the City Manager, to a higher classification in the absence of the incumbent for a period of three or more days, shall receive a 10% wage increase while in this status. However, in CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 2 no event shall the upgrade pay per hour exceed the top step of the classification to which the employee is temporarily upgraded. City Manager approval must be obtained prior to the employee working in the higher classification. 5.2 Any employee who is assigned by the City Manager to a vacant or interim Director position, for more than two consecutive weeks, shall receive a 10% wage increase while in this status. If subordinate employees are also receiving temporary upgrades during the same period, there will be a 10% differential between the highest upgraded salary of a subordinate employee and the upgraded salary of the employee serving in the Director role. Under no circumstances shall the upgraded employee’s salary exceed the top step of the Director classification into which they are upgraded. In some circumstances this may result in an upgrade that is less than 10% above an upgraded subordinate’s salary. ARTICLE VI – OVERTIME 6.1 Due to the fact that the classifications in this bargaining unit are deemed exempt from the overtime requirements of the Fair Labor Standards Act (FLSA), the following special provisions for the payment of overtime will apply. Employees shall be compensated for overtime at the time and one-half rate for time worked due to emergencies. Emergencies shall be determined by the appropriate department head and include but are not limited to such events as:  Major storm damage requiring the dispatching of additional crews;  The necessity to cover scheduled shifts;  Direct supervision of crews assigned to work during normal days off to accommodate the public;  Break down of equipment and/or systems requiring the presence of the mid-manager in order to restore service. 6.2 Overtime pay shall not be paid for the following:  Staff meetings;  Special projects;  Conferences and seminars - except as noted below;  Appearances before City Council and commissions;  Public information presentations; or  Activities involved with the completion of normal activities or programs such as budgets, inventory, annual financial closings, labor negotiations, and recreation programs. 6.3 All overtime must be approved by the department head. Any deviations from these guidelines must be approved in advance by the department head and the City Manager. 6.4 Upon promotion into a Mid-Management position all previously accrued compensatory time must be paid or used prior to the promotion. CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 3 ARTICLE VII - RETIREMENT 7.1 The City of Lodi provides retirement benefits through the Public Employees ’ Retirement System (PERS). Employees shall receive the following retirement benefits for employees deemed to be “classic” employees by PERS: Miscellaneous 2% @ 55 plan  1957 Survivors Benefit  1959 (Plus 25%) Survivors Benefit  Ordinary disability vested at 30% at 5 years increasing 1% per year to maximum of 50%  50% survivors continuation  Credit for Unused Sick Leave  Military Service Credit as Public Service  Employee shall pay the full employee share of retirement costs as calculated by PERS (7%) in its annual actuarial valuation 7.2 Employees shall receive the following retirement benefits for employees deemed to be “new” employees under the Public Employee’s Pension Reform Act of 2013 (PEPRA): Miscellaneous 2% @ 62 plan  1957 Survivors Benefit  1959 (Plus 25%) Survivors Benefit  Ordinary disability vested at 30% at 5 years increasing 1% per year to maximum of 50%  50% survivors continuation  Credit for Unused Sick Leave  Military Service Credit as Public Service  Employee shall pay the full employee share of retirement costs as calculated by PERS in its annual actuarial valuation 7.3 Each employee in this unit shall pay three percent (3%) towards the employer’s share of the CalPERS normal pension cost (cost-sharing). ARTICLE VIII - VACATION LEAVE 8.1 Employees hired prior to July 1, 1994 shall receive the following vacation benefits: Beginning with: Date of Hire: 3.08 hours per pay period 6th year 4.62 hours per pay period 12th year 5.23 hours per pay period 15th year 6.16 hours per pay period 21st year 6.47 hours per pay period 22nd year 6.78 hours per pay period 23rd year 7.09 hours per pay period CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 4 24th year 7.40 hours per pay period 25th year 7.71 hours per pay period 8.2 Employees hired after July 1, 1994 shall receive the following vacation benefits: Beginning with: Date of Hire: 3.08 hours per pay period 6th year 4.62 hours per pay period 12th year 5.23 hours per pay period 15th year/above 6.16 hours per pay period 8.3 Employees promoting into a Mid-Management position will follow the vacation schedule referenced in articles 8.1, or 8.2, depending on their initial employment with the City of Lodi. 8.4 Vacation leave shall be used in increments of not less than quarter hours. 8.5 Effective October 1, 2004, the maximum amount of unused vacation hours an employee may accrue, at any given time is twice the employee’s annual vacation rate. Whenever an employee’s unused, accrued vacation has reached this maximum accrual amount, th e employee shall stop accruing any additional vacation. Accrual will automatically resume once the employee uses some vacation and the accrual balance falls below the maximum accrual amount. ARTICLE IX - ADMINISTRATIVE LEAVE 9.1 Employees will be given eighty (80) hours of administrative leave per calendar year. Balances must be used prior to December 30 or they will be lost. 9.2 New employees or employees becoming eligible due to a promotion receive administrative leave on a prorated basis, with six point six seven (6.67) hours granted for each full calendar month remaining in the calendar year with a maximum of 80 hours. 9.3 Employees separating mid-year will receive a cash payout for unused Administrative Leave on a prorated basis in accordance with 9.2. 9.4 Employees are eligible to cash out up to eighty (80) hours of their current Administrative Leave balance in any calendar year except in the months of May and June. A request to cash out Administrative Leave must be in writing and submitted to the Finance Division. ARTICLE X – HOLIDAYS 10.1 All employees shall receive 36 floating hours and the following nine and one half (9 ½) fixed holidays:  New Year's Day January 1  Martin Luther King Jr. Day 3rd Monday in January CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 5  President's Day 3rd Monday in February  Memorial Day Last Monday in May  Independence Day July 4  Labor Day 1st Monday in September  Thanksgiving Day 4th Thursday in November  Day after Thanksgiving Day Friday after Thanksgiving Day  Christmas Eve (half working day) December 24  Christmas Day December 25 10.2 Fixed holidays occurring on Saturdays shall be observed on the preceding Fridays; Sunday holidays will be observed on the following Mondays, with the exception that if the following Monday were a holiday, the Sunday holiday would be taken on the preceding Friday. 10.3 Electric Utility Mid-Management employees shall receive 45 floating hours and the following eight and one-half (8 ½) fixed holidays:  New Year’s Day January 1  Martin Luther King Jr. Day 3rd Monday in January  Memorial Day Last Monday in May  Independence Day July 4  Labor Day 1st Monday in September  Thanksgiving Day 4th Thursday in November  Day after Thanksgiving Day Friday after Thanksgiving Day  Christmas Eve (half working day) December 24  Christmas Day December 25 10.4 Holiday hours may not be carried into the following calendar year. 10.5 If hired or separated mid-year, employee shall be credited or debited with floating hours per the following schedule: Four Floating Holidays: Month Hired or Separated Hours Added Hours Subtracted Jan Feb March 36 27 April May June 27 18 July Aug Sept 18 9 Oct Nov Dec 9 0 ARTICLE XI - SICK LEAVE 11.1 Sick Leave is earned at the rate of 3.70 hours per pay period with no limit on the amount that can be accumulated. Sick leave shall be taken in increments of not less than quarter hours. CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 6 ARTICLE XII - SICK LEAVE CONVERSION 12.1 Employees hired prior to July 1, 1994, after 10 years with the City and only upon retirement, may convert their accumulated sick leave time to medical insurance premiums under the following options: OPTION #1 - "Bank" The number of accumulated hours shall be reduced by 16-2/3% and the remaining balance converted into days. The days are then multiplied by the current monthly premium being paid for the employee and, if applicable, his/her dependents, subject to the cap shown in Article XIII. Fifty percent of that dollar amount will be placed into a "bank" to be used for medical insurance premiums for the employee, and if applicable, his/her dependents. For each year of employment over 10 years, 2.5% will be added to the 50% used in determining "bank" amount. Total premiums shall be paid from the Bank until its depletion, at which time the conversion benefit stops. Employees may also use their banks money to purchase dental, vision, and/or chiropractic insurance at the current premiums until their bank is depleted. OPTION #2 - "Conversion" The number of accumulated hours shall be multiplied by 50% and converted to days. The City shall pay one month's premium for employee and dependents for each day after conversion. For each year of employment in excess of 10 years, 2.5% shall be added to the 50% before conversion. The amount of premium paid shall be the same as the premium paid by the City at the time of retirement, subject to the cap in Article XIII. Any differences created by an increase in premiums must be paid for by the employee. OPTION #3 – “Service Credit” A retiring employee will be able to convert unused sick leave to service credit for Cal PERS retirement purposes. 12.2 Employees hired after July 1, 1994 will not have the option of converting unused sick leave time into medical insurance premiums as referenced in OPTION 1-2. The only option available to these employees is OPTION #3 “PERS SERVICE CREDIT”. 12.3 In the event an active employee dies before retirement and that employee is vested in the Sick Leave Conversion program (10 years) the surviving dependents have an interest in one-half (1/2) the value of the bank as calculated in Section 12.1. 12.4 The City shall allow a surviving dependent of a retiree enrolled in the Sick Leave Conversion program to purchase medical insurance at the employee only premium for the same period as if the retiree had not died. 12.5 A retiree or surviving dependent, upon expiration of City-paid coverage, if any, has the option of purchasing at the prevailing rate additional medical insurance for an unlimited amount of time. CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 7 12.6 Out of area retirees may receive reimbursement for medical insurance premiums up to the City's liability as specified in Section 12.1; Option #2. 12.7 Only one City of Lodi employee may carry dependent coverage for another City employee, therefore, upon retirement the employee may re-enroll as an individual into the health plan in order to take advantage of the Sick Leave Conversion program. 12.8 A retiree or surviving dependent may purchase dental, vision, and/or chiropractic insurance at the City group rate through the Sick Leave Conversion Bank option. ARTICLE XIII – MEDICAL INSURANCE 13.1 All employees are offered medical insurance for themselves and dependents through Cal PERS-Medical Plans. Effective January 1, 2018, the City’s contribution to the premiums for medical insurance coverage will be capped at the following rates and employees will be responsible for premium costs in excess of this amount: Employee only $690.20 per month Employee +1 $1,380.39 per month Employee +family $1,794.51 per month If Employee selects a higher cost plan, Employee will pay the difference as a p ayroll deduction. If an employee elects not to be covered by medical insurance through the City of Lodi, an additional $692.81 per month for family, $532.92 for employee + 1 dependent or $305.22 for employee only will be added to either the employee’s deferred compensation account or cash. In order to qualify for this provision, proof of group insurance must be provided to the City. 13.2 Only one City of Lodi employee may carry dependent coverage for another City employee. ARTICLE XIV - DENTAL INSURANCE 14.1 Employees are provided fully paid family dental insurance. 14.2 Maximum benefits are $1,000 for each family member enrolled into the dental plan, per calendar year. There is a $25 deductible plus co-insurance features. ARTICLE XV - VISION INSURANCE 15.1 Employees are provided with family vision care insurance through Vision Service Plan. Services and amount of coverage are outlined in the VSP Summary of Benefits. CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 8 ARTICLE XVI – CHIROPRACTIC 16.1 Chiropractic services may be received by employees and dependents through a chiropractic insurance plan. ARTICLE XVII - FLEXIBLE SPENDING ACCOUNT 17.1 Employees shall have the option of participating in the Flexible Spending Account (Section 125 Plan). Employees may elect to participate in: a) Premium Conversion b) Non-reimbursed Health Care c) Dependent Care Reimbursement 17.2 Elections for the calendar year will be made each December, or if a change in family status occurs. Money deposited into the Plan will be forfeited as required by the plan and or applicable law. 17.3 Effective in plan year 2018, the Medical Flexible Spending Account will include a carryover provision which allows an active participant to automatically carryover up to $500 to the new plan year. However, amounts over $500 would be forfeited after the final filing date, if left unclaimed. ARTICLE XVIII - LIFE INSURANCE 18.1 Employees are provided with a life insurance program providing for 2 times the annual salary to a maximum of $250,000. The amount of insurance to reduce to 65% after the 70th birthday but before the 75th birthday. The amount of life insurance after the 75th birthday is reduced to 50%. In addition, a spouse will be covered for $1,500. Dependent children between the ages of birth through the 20th birthday will be covered for $1,500. ARTICLE XIV - LONG-TERM DISABILITY INSURANCE 19.1 A long term disability program which, coordinated with other disability benefits, shall provide a benefit of 66-2/3 percent to a maximum of $10,000 per month of the employee’s basic monthly earnings in the event of disability. This program commences sixty (60) days from the date of disability. Please refer to the City’s Policy on Long Term Disability. The maximum length of coverage is three (3) years from date of disability. ARTICLE XX - LEAVES AND LEAVES OF ABSENCE 20.1 A leave of absence may be granted for a specified period of time (not to exceed one year) with or without pay, for an employee to be absent from duty for a specified purpose. No such leave shall be granted except upon written request of the employee, setting forth the reason for the request and the duration of such leave. CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 9 The granting of a leave of absence provides the employee the right to return to the same position or a position similar to the one vacated. Requests for leave of absences for medical reasons must be accompanied by the appropriate health care practitioner’s documentation. A leave of absence shall not constitute a break in service for purposes of the City of Lodi's service award, nor shall it impair an employee's status as a regular full-time employee. An employee returning to employment after a leave of absence shall retain the same status and shall be placed at the same salary step in the pay range in effect for the class as the employee received when the leave of absence commenced. Employees shall not be entitled to a leave of absence as a matter of right (except as provided by Federal or State law), but only upon the determination of the City that it is in the best interest of public service and that there is a presumption that the employee intends to return to work upon the expiration of the leave of absence. Failure on the part of the employee on leave to report promptly at its expiration, or at a reasonable time after notice to return to duty, shall be considered abandonment of position. The approval of a leave of absence is subject, but not limited to a number of considerations such as length of employment, performance record, reasons for the leave of absence, the effect of the absence on the department, and duration of the leave of absence. PERS contributions will continue to be made as long as an employee continues to receive compensation from his/her accumulated leave balances. The amount of the contributions will vary according to the amount of compensation being received from the accumulated leave balances. While an employee is on a leave of absence, he/she may receive compensation from his/her accumulated leave balances in accordance with applicable City policies. The amount of compensation received from these balances determines the employee's pay status. 20.2 An employee is on pay status when they are receiving compensation from his/her accumulated leave balances. To be eligible for City benefits, a regular, full-time employee must be on pay status at the rate equivalent to hours worked in at least one half of a pay period. The only exception to this condition pertains to the receipt of compensation from accumulated leave balances while receiving Workers' Compensation payments. Such employee must use all his/her accumulated leave balances until exhausted. 20.3 A leave of absence with pay is when an employee is considered to be in a pay status. An employee in a pay status will continue to receive all benefits including leave accruals. 20.4 A leave of absence without pay is determined as such when an employee is no longer in a pay status or has exhausted all accumulated leave balances (according to applicable City policies). CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 10 A leave of absence without pay shall constitute a break in service for the purposes of determining benefit eligibility, performance evaluation and subsequent merit increase eligibility time frames if the employee is not on pay status at the rate equivalent to hours worked in at least one half of a pay period. The length of such leave to the nearest pay period shall be deducted from service credit. Failure of an employee to return to his/her employment upon the termination of any leave of absence may result in the employee being required to reimburse the City for health insurance premiums paid by the City during the leave. For reasons other than disability, employees and their dependents may continue their health/medical insurance by paying the premiums for such time as the employee is in a leave without pay status. All employees granted a leave of absence without pay may have his/her personnel action date extended by the amount of the leave of absence, if such absence is greater than one pay period 20.5 All leaves of absence shall be requested in writing by the employee and shall require written approval by the Department Head. In addition to Department Head approval, leaves of absence without pay shall be approved by the City Manager. All requests shall be routed through the Human Resources Division and must include the following information: (1) Employee identification information such as employee number, class title, etc.; (2) Dates of commencement and expiration; and (3) Reason for absence. 20.6 A Personnel Action Form shall be submitted by the respective department to the Human Resources Division for all leaves of absence without pay with a duration greater than one full pay period. The form should be submitted prior to the commencement of such leave and immediately upon or prior to the employee's return to work. 20.7 All employees must have timesheets/cards submitted to payroll during leaves of absence indicating the type and amount of accumulated leave balance(s) to be charged. An employee on a leave of absence without pay should submit his/her timesheet/card indicating such status. ARTICLE XXI – TUITION REIMBURSEMENT 21.1 Participation is limited to full-time regular employees of the City of Lodi. 21.2 City shall reimburse employees the cost of tuition and books (including software) upon the satisfactory completion of job-related coursework. Employees must maintain continuous service from the date a course begins to the date of its completion. Employees shall not be eligible for reimbursement when a course is paid for by another source. CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 11 1) Employees shall receive up to a maximum of $3,000 per fiscal year (including books and software), to be paid upon the satisfactory completion of course work. A fiscal year is the period between July 1 and June 30; the final date of class shall determine the fiscal year in which that course falls. You cannot request reimbursement for a course in a fiscal year that the course did not end. For example: if you complete a class in June, but not request reimbursement until August, funds for your reimbursement would be derived from the previous fiscal year. Course work must be part of a program of study towards obtaining an Associate of Arts, Bachelor's, or any higher degree. The college or university must be accredited from one of the eight regional accredited associations listed below:  Middle States Association of Colleges and Schools Middle States Commission on Higher Education  New England Association of Schools and Colleges Commission on Institutions of Higher Education  New England Association of Schools and Colleges Commission on Technical and Career Institutions  North Central Association of Colleges and Schools The Higher Learning Commission  Northwest Commission on Colleges and Universities  Southern Association of Colleges and Schools Commission on Colleges  Western Association of Schools and Colleges, Accrediting Commission for Community and Junior Colleges  Western Association of Schools and Colleges, Accrediting Commission for Senior Colleges and Universities 21.3 Courses should pertain to an employee's career field, thus enhancing his/her career advancement opportunities and job skills. Courses related to an employee's job duties and responsibilities must exceed the educational level required to qualify for the employee's current classification. 21.4 Prior to enrollment in a course, the employee shall submit an application for participation in this program to his/her Department Head. The Department Head shall review the application and determine eligibility according to the Tuition Reimbursement policy and the appropriate memorandum of understanding. If the application is denied, a letter shall be sent by the Department Head to the employee explaining why it has been disapproved. If the application is approved, the Department CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 12 Head shall sign the application and return it to the employee, who shall be responsible to retain it until the course is completed. Upon completion of the course of instruction, the employee shall submit to the Department Head evidence of satisfactory completion (grade of "C" or equivalent or better). For ungraded courses, a statement from the school or the instructor must indicate successful completion of the course. This shall be accomplished within 60 calendar days of the completion of the course. In the event that such cannot be furnished within this time period, the employee shall provide a written statement explaining the reason for the delay. The Department Head shall then authorize payment of the appropriate reimbursement. The completed application, receipts, and evidence of grade shall be forwarded to Human Resources for approval. Once approved by Human Resources the packet will be forwarded to the Finance Division and a reimbursement check shall be issued to the employee. 21.5 Participation in courses must not be during regular work hours and must not result in reducing either the normal work week of the employee or the quality and quantity of his/her services to the City; except that the City may grant time off for attendance at courses during working hours if the course is given at no other times and if such time off does not disturb normal City operations. The best interests of the City shall at all times be the determining factor in the consideration of such time off. Employees must complete courses within the regulation period of time allowed for them by the school or professional organization. Participation in this program is to be considered a privilege rather than a right of the employee. The City reserves the right to disapprove reimbursement for courses if the course requested is available at a substantially lower cost at a local school or college. ARTICLE XXII – PROBATION 22.1 Employees have a probationary period of one year. During probation, new hires have the same rights and privileges as regular employees, except that:  City and employee may mutually agree to an extension of the probationary period up to six additional months.  Termination cannot be grieved. New hires and promotional appointments shall be eligible for a merit increase at the completion of probation. CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 13 ARTICLE XXIII - PERSONAL LIABILITY 23.1 Employees shall be indemnified and held harmless by the City against all costs, legal expenses, and liability arising out of decisions made in their capacity for the City of Lodi and/or from any cause of action for property damage, or damages for personal injury, including death, sustained by person(s) as a result of a decision made in their capacity, except that: A. The City is not required to but may provide for the defense of an action or proceeding brought against an employee or former employee if the City determines that: 1. The act or omissions was not within the scope of their employment; or 2. They acted or failed to act because of actual fraud, corruption, or actual malice; or 3. The defense of the action or proceeding by the City would create a conflict of interest between the City and the employee or former employee. B. The City is not required to but may pay any claim of judgment for punitive or exemplary damages under the following circumstances: 1. The judgment is based on an act or omission of an employee or former employee acting within the course and scope of their employment as an employee of the City. 2. At the time of the act giving rise to the liability, the employee or former employee acted, or failed to act, in good faith, without actual malice and in the apparent best interests of the City. 3. Payment of the claim of judgment would be in the best interests of the City. ARTICLE XXIV - GRIEVANCE PROCEDURE 24.1 Disputes involving the following subjects shall be determined by the Grievance Procedures established herein: A. Interpretation or application of any of the terms of this agreement, including Exhibits thereto, Letter of Agreement, and formal interpretations and clarifications executed by the Association and City. B. Disputes as to whether a matter is proper subject for the Grievance Procedure. C. Disputes which may be of a “class action” nature filed on behalf of the Association or the City. CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 14 24.2 Class action grievances shall be submitted in writing from the LCMMA’s President to the City Manager or vice versa. 24.3 STEP ONE Discussion between the employee, the Association Representative and the Department Head, who will answer within fifteen (15) work days. This step shall be taken within thirty (30) days of the date of the action complained of, or the date the grievant became aware of the incident which is the basis of the grievance. 24.4 STEP TWO If a grievance is not resolved in Step One, Step Two shall be the presentation of the grievance, in writing, by the Association Representative to the City Manager, who shall answer, in writing, within fifteen (15) work days of receipt of the grievance. The City Manager’s decision shall be final and binding. Step Two shall be taken within fifteen (15) work days of the date of the answer in Step One. ARTICLE XXV - DISCIPLINARY PROCEDURE & PROCEEDINGS 25.1 In order to establish employee standards of conduct and work performance that are consistent with the efficient and effective delivery of public services, this section outlines those circumstances under which disciplinary action may be required. 25.2 The following may be causes for disciplinary action including, but not limited to, written reprimand, demotion, suspension, or discharge of any employee. The purpose of specifying these causes is to alert employees to the more common types of disciplinary issues. However, this list is not all inclusive and there may arise instances of unacceptable behavior not included in this list. A. Improper or unauthorized use or abuse of sick leave. B. Inability to maintain regular and consistent attendance, which prevents the reasonable availability for assigned duties. C. Absence without authorized leave; repeated tardiness to assigned work, leaving assigned work without authorization; failure to report to work after a leave of absence has expired, or after a leave has been disapproved or revoked. D. Misconduct; willful or negligent violation of any City rule or policy. E. Insubordination. F. Acceptance of gifts or gratuities in connection with or relating to the employee’s duties. CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 15 G. Conviction of a felony or a misdemeanor involving moral turpitude. A plea or a verdict of guilty, or a conviction following a plea of nolo contendere, to a charge of a felony or any offense involving moral turpitude is deemed to be a conviction. H. Fraud or the submission of false information related to employment application, payroll, or any work-related record or report. I. Soliciting outside work for personal gain during the conduct of City business; engaging in outside employment for any business under contract with the City; or participating in any outside employment that adversely affects the employee’s City work performance; or conducting personal business on City time. J. Discourteous treatment of the public or City employees or disorderly conduct on City property or on City business; for example, fighting, using profanity, intimidation, or abusive and threatening language. K. Conduct that interferes with the reasonable management, operation and discipline of the City or any of its departments or divisions or failure to cooperate with superiors or fellow employees. L. Engaging in political activities while on duty, in uniform or using the authority associated with City employment. M. Violation or neglect of safety rules or practices. N. Behavior, either during or outside duty hours, which is of such a nature that it causes discredit to the City or one of its operating practices. O. Refusal or inability to improve job performance in accordance with written or verbal direction after a reasonable trial period. P. Inefficiency, incompetence, or negligence in the performance of duties, including failure to perform or complete assigned tasks or training in a prompt competent and reasonable manner. Q. Refusal to accept and carry out reasonable and proper assignment from an authorized supervisor. R. Intoxication, incapacity or possession or use of controlled substances or alcohol on City property and/or at the worksite. S. Failure to obtain or maintain possession of the minimum qualifications for the position. T. Careless, negligent, or improper use of City property, equipment or funds, including unauthorized removal, or use for private purpose, or use involving damage or unreasonable risk of damage to property. CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 16 U. Unauthorized release or use of confidential information or official records. V. Participation in an illegal strike, work stoppage, slowdown, or other job action against the City. W. Inability to perform the duties of his/her job. X. Dishonesty. Y. Possession of firearms on the job (except for law enforcement personnel). Z. Sleeping on the job. AA. Theft. BB. Retaliation for actions protected by law. CC. Failure to report loss of or damage caused to City equipment and/or facilities for which the employee was responsible. DD. Threats of violence against City employees and/or City property. EE. Violation of the Fair Political Practices Act. 25.3 PERSONS WHO MAY TAKE DISCIPLINARY ACTION. The City Manager or any Department Director or designee may take disciplinary action against an employee. 25.4 CONSIDERATIONS IN THE DETERMINATION OF TYPE OF DISCIPLINARY ACTION. Where appropriate, the City practices a progressive disciplinary process. The considerations used in determining the type of disciplinary action shall be considered on a case-by-case basis. Such considerations shall include, but not be limited to: the employee’s work history and performance record; the nature and severity of the infraction; aggravating and mitigating circumstances associated with the offense; and any extenuating factors. 25.5 TYPES OF DISCIPLINARY ACTION. The types of disciplinary action that may be taken shall include but not be limited to oral reprimand, written reprimand, demotion, suspension, reduction in pay and dismissal. 25.6 NOTICE OF DISCIPLINARY ACTION. Those disciplinary actions beyond an oral reprimand shall be in writing and include the following: A. The causes/reasons for the disciplinary action, which may include the performance expectations, rules, regulations or policies that have been violated. B. The effective date(s) of the disciplinary action. C. Any rights of appeal. CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 17 25.7 APPEAL OF DISCIPLINARY ACTION. An employee shall have the right to appeal any disciplinary action through the appropriate chain of command. The appeal process shall be composed of the following steps: A. An appeal shall be submitted in writing to the person who proposed and enacted the discipline within fifteen (15) business days of the date of notification for disciplinary action. B. The person who proposed and enacted the discipline shall respond in writing within fifteen (15) business days of the date of receipt of the employee’s appeal. C. If resolution is not achieved at that level, the employee may submit an appeal in writing to the Department Director within fifteen (15) business days of the date of the supervisor’s response. D. The Department Director shall respond in writing within fifteen (15) business days of the date of receipt of the appeal. E. If resolution is not achieved with the Department Director, the employee may submit an appeal in writing to the City Manager within fifteen (15) business days of the date of the Department Director’s response. F. The City Manager shall respond in writing within fifteen (15) business days of the date of receipt of the appeal. G. If resolution is not achieved with the City Manager, the employee may submit a request in writing to the City Clerk for the Personnel Board of Review to hear a review of the case within fifteen (15) business days of the date of the City Manager’s response. H. A hearing by the Personnel Board of Review shall be scheduled within fifteen (15) business days of the date of receipt of the request by the City Clerk. The hearing by the Board shall be a public hearing, unless the employee desires a closed hearing. I. The Personnel Board of Review shall have the ability to rule on the factual basis of the offense and the severity of the punishment J. The Personnel Board of Review shall submit a statement of opinion to the employee, City Manager, and the employee’s Department Director in writing within fifteen (15) business days of the hearing. The decision of the Board shall be advisory to the City Manager. K. Final Notice of Disciplinary Action: Following review of the Personnel Board of Review’s recommendation and the determination by the City Manager, the City Manager shall prepare a Final Notice of Disciplinary Action, advising the employee of the action to be taken and the employee’s appeal rights. The Final Notice of Disciplinary Action shall be provided to the employee in writing within fifteen (15) days of receipt of the Personnel Board of Review's Statement of Opinion. The City CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 18 Manager shall file a copy of the Final Notice of Disciplinary Action with the Human Resources Manager. The Final Notice of Disciplinary Action shall be delivered personally to the employee or shall be sent by registered or certified mail. L. Failure, by either party to respond in a timely manner would result in judgment for the opposing party. 25.8 Judicial review of any decision rendered under this section shall be governed by Code of Civil Procedure section 1094.5 25.9 For employees covered by the requirements of California Government Code Section 3300 et. seq., the appeal procedures in this section shall be deemed to comply with and fully satisfy the right to an administrative appeal under Government Code section 3304. 25.10 FLSA Exempt Employees: With respect to employees in classification deemed exempt from the overtime requirements of the Fair Labor Standards Act (“FLSA”) disciplinary suspensions pursuant to this policy shall be administered in accordance with the salary basis test under the FLSA’s governing regulations. ARTICLE XXVI – CITY RIGHTS 26.1 It is further understood and agreed between the parties that nothing contained in this MOU shall be construed to waive or reduce any rights of the City, which include but are not limited to, the exclusive rights to:  Determine the mission of its constituent departments, commissions, and boards  Set standards of service  Determine the procedures and standards of selection for employment  Direct its employees  Maintain the efficiency of governmental operations  Determine the methods, means, and personnel by which government operations are conducted  Take all necessary actions to carry out its mission in emergencies  Exercise complete control and discretion and the technology of performing its work. City Rights also include the right to determine the procedures and standards of selection for promotion, to relieve employees from duty because of lack of work or other legitimate reasons, to make and enforce standards of conduct and discipline, and to determine the content of job classifications; provides, however, that nothing herein may be read to extend the term of the MOU nor to supplement negotiations as a means for arriving at terms for a successor MOU. CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 19 ARTICLE XXVII – EMPLOYEE REPRESENTATION 27.1 This Memorandum of Understanding (MOU) is entered into between representatives of the City of Lodi (City) and representatives of the Lodi Mid-Management Association (LCMMA). The parties hereto acknowledge and agree that this MOU constitutes the result of meeting and conferring in good faith as contemplated by Section 3500 et seq., of the Government Code of the State of California, and further acknowledge and agree that all matters upon which the parties reached agreement are set forth herein. Both parties each certify without reservation that an adequate opportunity has been afforded its bargaining representatives to propose and vigorously advocate all negotiable subject matter during the course of collective bargaining preparatory to signing this agreement. The City will meet and confer before changing a policy or rule that is subject to meet and confer under the Meyers-Milias-Brown Act (MMBA). The terms and conditions of this MOU shall continue in effect during the term of this MOU. The City and the LCMMA agree and understand that if any section of the MOU conflicts with any ambiguity will policy manual or rules for personnel administration) is controlling. State and Federal laws will be adhered to). The terms and conditions of employment stated in other authorities, such as Personnel Rules, Administrative Policy and Procedure, City Resolutions, or City Ordinances, etc. be resolved in favor of the MOU language. If the MOU is silent on any issue, the applicable document (i.e. policy manual or rules for personnel administration) is controlling. State and Federal laws will be adhered to. The City agrees to recognize LCMMA representatives for the purpose of representing members of the LCMMA on all matters relating to the administration of this MOU, and upon the request of an employee, on adverse actions and other matters which may be or are on appeal in accordance with the discipline article of this MOU. ARTICLE XXVIII – SEVERABILITY 28.1 In the event that any provision of this MOU is found by a court of competent jurisdiction to be invalid, all other provisions shall be severable and shall continue in full force and effect. CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 20 ATTACHMENT A Salary Range effective January 13, 2020 DESCRIPTION CODE STEP 0 STEP 1 STEP 2 STEP 3 STEP 4 ACCOUNTANT 1200 66,090.73$ 69,394.64$ 72,864.96$ 76,508.42$ 80,333.47$ ASSC CIVIL ENGR 1240 86,482.83$ 90,806.97$ 95,347.25$ 100,114.71$ 105,120.34$ ASSC PLANNER 1245 65,349.50$ 68,617.07$ 72,047.84$ 75,650.26$ 79,432.71$ ASSISTANT ENGR 1230 78,620.82$ 82,551.91$ 86,679.50$ 91,013.45$ 95,564.01$ ASST ENG/PLANS 1300 78,620.82$ 82,551.91$ 86,679.50$ 91,013.45$ 95,564.01$ ASST PLANNER 1235 59,408.66$ 62,379.08$ 65,497.99$ 68,772.85$ 72,211.48$ BUILDING OFFICL 1310 94,845.63$ 99,587.08$ 104,566.73$ 109,794.32$ 115,284.85$ CITY ENG/DEP PW 1250 124,874.15$ 131,117.76$ 137,673.40$ 144,557.42$ 151,695.03$ CITY PLANNER 1306 94,845.63$ 99,587.08$ 104,566.73$ 109,794.32$ 115,284.85$ COMM CTR MGR 1372 67,461.74$ 70,834.83$ 74,376.63$ 78,095.44$ 82,000.09$ COMPLIANCE ENGR 1255 86,482.83$ 90,806.97$ 95,347.25$ 100,114.71$ 105,120.34$ CONST PROJ MGR 1260 82,482.89$ 86,607.12$ 90,937.40$ 95,484.24$ 100,258.49$ CUST SVC SUPRVS 1210 61,417.40$ 64,488.34$ 67,712.75$ 71,098.50$ 74,653.26$ DEPUTY DIR PRCS 1375 93,647.05$ 98,329.40$ 103,245.86$ 108,408.15$ 113,828.56$ ELEC ENGINEER 1343 105,927.69$ 111,224.15$ 116,785.23$ 122,624.56$ 128,755.79$ ELEC UTILI SUPT 1330 130,325.69$ 136,841.97$ 143,684.07$ 150,868.27$ 158,411.69$ EU BUS ANALYST 1341 79,314.86$ 83,280.85$ 87,444.90$ 91,817.15$ 96,408.00$ EU RATE ANALYST 1340 82,820.80$ 86,962.93$ 91,310.56$ 95,875.57$ 100,670.35$ EU RES ANALYST 1328 104,260.56$ 109,473.56$ 114,947.26$ 120,694.61$ 126,729.35$ FAC SUPT 1393 78,728.00$ 82,664.40$ 86,797.62$ 91,137.50$ 95,694.37$ FLEET SUPT 1395 73,091.63$ 76,746.19$ 80,583.56$ 84,612.75$ 88,843.29$ INFO TECH MGR 1226 102,768.40$ 107,906.82$ 113,302.16$ 118,967.21$ 124,915.72$ LIBRARIAN 1351 62,237.59$ 65,349.50$ 68,616.90$ 72,047.84$ 75,650.12$ LIBRARIAN I 1350 56,579.56$ 59,408.51$ 62,378.94$ 65,497.86$ 68,772.85$ LIBRARY SVS MGR 1356 74,512.04$ 78,236.91$ 82,149.40$ 86,257.09$ 90,569.47$ LITERACY/VOL MG 1355 51,923.00$ 54,519.15$ 57,245.13$ 60,107.37$ 63,112.73$ MGMT ANALYST 1380 65,794.98$ 69,084.71$ 72,538.23$ 76,166.55$ 79,974.21$ MGR ENGR & OPS 1320 130,325.69$ 136,841.97$ 143,684.07$ 150,868.27$ 158,411.69$ NETWORK ADMIN 1220 81,158.26$ 85,216.17$ 89,476.98$ 93,950.68$ 98,648.74$ NGHBRHD SRS MGR 1315 94,871.65$ 99,613.96$ 104,595.38$ 109,825.04$ 115,316.42$ PARK SUPT 1360 81,432.29$ 85,503.88$ 89,779.07$ 94,268.03$ 98,981.41$ PW MGMT ANALYST 1390 75,664.16$ 79,447.45$ 83,419.81$ 87,590.82$ 91,970.36$ RATES & RES MGR 1325 130,325.69$ 136,841.97$ 143,684.07$ 150,868.27$ 158,411.69$ RECREATION MGR 1365 61,328.20$ 64,395.04$ 67,615.48$ 70,996.12$ 74,545.50$ RECREATION SUPT 1370 67,461.62$ 70,834.83$ 74,376.49$ 78,095.32$ 82,000.09$ REVENUE MGR 1206 97,631.01$ 102,512.56$ 107,638.19$ 113,020.10$ 118,671.10$ SENIOR PLANNER 1305 79,591.26$ 83,571.26$ 87,749.05$ 92,137.33$ 96,743.95$ SR CIVIL ENGR 1270 97,568.21$ 102,449.63$ 107,571.17$ 112,952.74$ 118,594.37$ SR POWER ENGR 1335 116,521.59$ 122,347.69$ 128,465.00$ 134,888.25$ 141,632.71$ SR PROG/ANALYST 1215 73,768.65$ 77,457.08$ 81,329.93$ 85,396.29$ 89,666.67$ SUPERVISING ACC 1205 77,791.30$ 81,680.78$ 85,764.92$ 90,053.18$ 94,555.79$ TR MGR/S TR ENG 1275 97,577.75$ 102,459.59$ 107,581.58$ 112,963.46$ 118,605.69$ TRSPT MGR 1295 97,577.75$ 102,459.59$ 107,581.58$ 112,963.46$ 118,605.69$ UTIL SUPER 1280 98,429.82$ 103,351.33$ 108,518.77$ 113,944.70$ 119,642.00$ UTILITIES MGR 1267 113,454.99$ 119,127.86$ 125,084.25$ 131,338.33$ 137,905.36$ WTR PLANT SUPER 1290 92,746.00$ 97,382.04$ 102,251.88$ 107,364.61$ 112,732.51$ WW PLANT SUPER 1285 92,746.00$ 97,382.04$ 102,251.88$ 107,364.61$ 112,732.51$ FOUR PERCENT (4%) SALARY RANGE INCREASE EFFECTIVE JANUARY 13, 2020 CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 21 Salary Range adjustments effective January 13, 2020 ELEC UTILI SUPT 1330 130,325.69$ 136,841.97$ 143,684.07$ 150,868.27$ 158,411.69$ ELEC UTILI SUPT 1330 143,684.07$ 150,868.27$ 158,411.69$ 166,332.28$ 174,648.88$ INFO TECH MGR 1226 102,768.40$ 107,906.82$ 113,302.16$ 118,967.21$ 124,915.72$ INFO TECH MGR 1226 113,302.16$ 118,967.21$ 124,915.72$ 131,161.50$ 137,719.59$ MGR ENGR & OPS 1320 130,325.69$ 136,841.97$ 143,684.07$ 150,868.27$ 158,411.69$ MGR ENGR & OPS 1320 143,684.07$ 150,868.27$ 158,411.69$ 166,332.28$ 174,648.88$ NETWORK ADMIN 1220 81,158.26$ 85,216.17$ 89,476.98$ 93,950.68$ 98,648.74$ NETWORK ADMIN 1220 89,476.98$ 93,950.68$ 98,648.74$ 103,581.18$ 108,760.24$ RATES & RES MGR 1325 130,325.69$ 136,841.97$ 143,684.07$ 150,868.27$ 158,411.69$ RATES & RES MGR 1325 143,684.07$ 150,868.27$ 158,411.69$ 166,332.28$ 174,648.88$ SR PROG/ANALYST 1215 73,768.65$ 77,457.08$ 81,329.93$ 85,396.29$ 89,666.67$ SR PROG/ANALYST 1215 81,329.93$ 85,396.29$ 89,666.67$ 94,150.00$ 98,857.50$ SALARY RANGE ADJUSTMENTS FOR THE FOLLOWING CLASSIFICATIONS (equates to approximately 10.25% adjustment) CITY OF LODI AND LODI CITY MID-MANAGEMENT ASSOCIATION – MOU 2020 - 2022 22 CITY OF LODI, LODI CITY MID-MANAGEMENT a Municipal corporation ASSOCIATION STEPHEN SCHWABAUER GARY WIMAN City Manager LCMMA President Date: Date: ADELE POST ANDREW RICHLE Human Resources Manager LCMMA Vice President Date: Date: ANDREW KEYS Deputy City Manager Date:______________________ Attest: JENNIFER M. FERRAIOLO City Clerk APPROVED AS TO FORM: JANICE D. MAGDICH City Attorney