HomeMy WebLinkAboutC33760 - MOU - Palm Desert Employees Organization Contract No. C33760
CITY OF PALM DESERT
HUMAN RESOURCES DEPARTMENT
STAFF REPORT
REQUEST: Approve the successor Memorandum of Understanding between
the City of Palm Desert and the Palm Desert Employees
Organization (PDEO)
SUBMITTED BY: Lori Carney, Human Resources Manager
DATE: June 26, 2014
CONTENTS: PDEO Memorandum of Understanding — July1, 2014 to June 30,
2017
Ordinance No. 12�4, amending Section 2.52.420 Advancements
within Salary Schedules
Recommendation:
By Minute Motion: Approve the Memorandum of Understanding between the City
of Palm Desert and the Palm Desert Employees Organization dated
June 26, 2014.
Waive further reading and pass Ordinance No. 12�4 to second reading.
Backqround:
The last M.O.U. between the City and the PDEO was adopted in 2011 and
expires June 30, 2014. In accordance with the Myers Millias Brown Act, the City
Manager and his team has negotiated the terms and conditions of a successor
M.O.U. with the PDEO. The M.O.U. presented herein represents the culmination
of those negotiations and has been ratified by the general membership of the
employee's organization.
The negotiations were cordial and staff believes the terms of the resulting M.O.U.
represent a fair and equitable agreement. While the terms and conditions remain
Contract No. C33760
Staff Report
Approve PDEO MOU June 2014 to June 2017
June 26, 2014
Page 3 of 3
Fiscal Impact:
The fiscal impact in FY 2014/2015 is insignificant, FY 2015/2016 provides for a
salary adjustment of 2% - 4%, based upon changes in the CPI.
CITY COUNCILAC�30N
Submitted by: APPROVED � DENTED
RECEIVED OTHER
MEET G DA '
AYES: �
NOES:
Lori Carney, Human Resources Manager ABSENT:
AI3STAIN: �
,
VERIFIED BY:
Original on File with City rk's Office
ul S. Gibson, Director of Finance
Approval:
J hn M. Wohlmuth, City Manager
Staff Report
Approve PDEO MOU June 2014 to June 2017
June 26, 2014
Page2of3
substantially the same as the previous M.O.U., there are areas worth
highlighting. These are outlined below:
• Three year term — July 1, 2014 through June 30, 2017;
• No Cost of Living Adjustment on July 1, 2014, the agreement contains a
provision for a Cost of Living Adjustment based on CPI, on July 1, 2015;
• No changes to existing health, dental or vision benefits;
• Agree to meet and confer on the terms of a 401 a retiree health savings plan
for employees hired after January 1, 2015;
• Change to the salary advancement schedule, splitting Step Seven (J)
(currently 7.5%) over two years, but with no change to the actual top of scale.
Personnel Ordinance Revision
Approval of the terms of this M.O.U. requires a revision to Palm Desert Municipal
Code Section 2.52.420 Advancements within Salary Schedules, splitting Step
Seven (J) into two steps and creating a new Step Eight (K). It will now take
seven years of satisfactory service to reach the maximum salary in any grade,
rather than the current six. There is no increase in the maximum salary per
grade, the new Step Eight (K) will be the same as the old Step Seven (J). An
ordinance identifying the changes is attached herein, and your approval is
recommended.
Delete the following language:
Step 7: seven and one-half percent increase after twelve months of
satisfactory service in Step 6.
Replace with:
Step 7: 3.5 percent increase after twelve months of satisfactory service in
Step 6.
Step 8: 3.9 percent increase after twelve months of satisfactory service in
Step 7.
Contract No. C33760
MEMORANDUM OF UNDERSTANDING
Pursuant to the Myers-Milias Brown Act (MMBA), Chapter 10 (Section 3504 et.
seq.) of the Government Code, the California Law governing collective
bargaining, and the Employer-Employee Relations Ordinance (EERO) of the City
of Palm Desert, the matters within the scope of representation that are set forth
in this Memorandum of Understanding (MOU) have been discussed by the
representatives of the Palm Desert Employees Organization (PDEO) and
representatives of the City of Palm Desert (City).
The matters within the scope of representation that are set forth in this MOU
have been discussed in good faith and agreed to by the City and the PDEO as
constituting an equitable adjustment to present wages, hours and other terms
and conditions of employment as evidenced by the signatures of the duly
authorized representatives of the City and the PDEO.
This MOU shall not be binding upon the parties, in whole or in part, unless and
until said City Council formally approves this MOU.
The City's Personnel Ordinance and Standard Operating Procedures shall
govern during the term of this Memorandum of Understanding, unless otherwise
indicated herein.
PDEO Board City
Date John Urkov Date John Wohlmuth
PDEO Board Member City Manager
Date Karen Doyle Date Lori Carney
PDEO Board Member HR Manager
Date Jodi Orton Date Paul Gibson
PDEO Board Member Director of Finance
Date Jose Rojas Date Dave Erwin
PDEO Board Member City Attorney
ATTEST:
Date City Clerk
City of Palm Desert
Table Of Contents
ARTICLE 2—AMENDMENTS AND MODIFICATIONS .......................................3
2.1 Modification.........................................................................................................3
2.2 Severance Clause..............................................................................................3
ARTICLE 3 - REPRESENTATION.......................................................................4
ARTICLE 4 - COMPENSATION...........................................................................4
4.1 Wages....................................................................................................................4
4.2 Cost of Living Adjustment (COLA)................................................................4
4.2 Night Differential Pay........................................................................................5
4.3 Working on Holidays.........................................................................................5
ARTICLE 5— BENEFITS......................................................................................5
5.1 Employee Flexible Benefits.............................................................................6
5.2 Health Insurance Benefits ...............................................................................6
5.3 Dental Benefits ...................................................................................................6
5.4 Vision Benefits....................................................................................................7
5.5 Retiree Health Stipend Program....................................................................7
5.6 Funding For The Retiree Health Stipend Program....................................7
5.7 401a Plan for Post-Retirement Health Benefits.........................................7
5.8 Short Term Disability Insurance....................................................................7
5.9 California Public Employees Retirement System (CaIPERS) Contract7
6. Cellular Phone Stipend....................................................................................... 10
City/PDEO Memorandum of Understanding Page 2 of 10
Adopted June 12, 2014
ARTICLE 1 —TERMS OF AGREEMENT
This Memorandum of Understanding (MOU) shall be binding on the City and the
PDEO when approved by the PDEO general membership and the City Council.
Except as otherwise provided herein, th'is MOU shall be in full force and effect for
a term of three (3) years, from July 1, 2014 through June 30, 2017.
Any employment policies, practices and/or benefits that were in effect as of the
date of signing of this MOU shall be deemed incorporated into this MOU, unless
otherwise stated herein.
The parties agree that the disciplinary and grievance procedures set forth in the
City's Personnel Ordinance shall govern during the term of this Memorandum of
Understanding.
In the event of a conflict between the MOU and an existing policy and/or practice,
this MOU provision shall govern.
The City and the PDEO agree that this MOU contains all of the covenants,
stipulations, and agreements of the parties.
The City shall meet and confer in good faith with the PDEO on all matters related
to the salaries, benefits and other terms and conditions of employment, in
accordance with the Myers-Milias-Brown Act.
ARTICLE 2 —AMENDMENTS AND MODIFICATIONS
2.1 Modification
The City and the PDEO agree, understand and reserve the right, to meet and
confer in good faith, at any time, with respect to any subject or matter covered in
this MOU in order to amend or make modifications to this MOU. Any changes to
this MOU must be approved by the PDEO general membership and City Council.
2.2 Severance Clause
In the event that a court finds any provision(s) of this MOU to be invalid,
unenforceable, or contrary to law, such provision shall be severed from this MOU
and will not be applicable, performed, or enforced, except to the extent permitted
by law. The parties agree that all the other provisions of this MOU shall remain in
effect.
The parties further agree to meet and confer in good faith for purposes of
negotiating an alternative to any severed provision.
City/PDEO Memorandum of Understanding Page 3 of 10
Adopted June 12, 2014
ARTICLE 3 - REPRESENTATION
In accordance with the MMBA and the EERO, the City of Palm Desert recognizes
the PDEO as the exclusive representative of all employees in the full-time non-
management employees unit as listed in Appendix A of this agreement.
The PDEO recognizes the City Manager as the exclusive representative for the
City for purposes of entering into this MOU.
ARTICLE 4 - COMPENSATION
4.1 Waqes
The Grade, Step and Wage Rates Schedule for employees covered by this
Agreement is set forth in the Allocated Positions and Salary Resolution adopted
by the City Council annually during the budget process and incorporated in this
MOU by reference. Beginning July 1, 2014, there will be eight (8) steps on the
grade table for all salary grades (except City Manager and City Council);
however, the total range of 35% from minimum to maximum salary step remains
the same. The existing 7.5% increase for Step 7 is being split between Step 7 &
Step 8.
Due to the cumulative nature of the step increases Step 7 will provide a 3.5%
increase and Step 8 will provide a 3:88% increase. The total cumulative
difference beiween Step 6 and Step 8 is 7.5%.
The maximum salary remains the same in each grade. Employees currently at
step 7 will be moved to step 8 with a zero percent increase, because they have
already reached the maximum salary for range.
4.2 Cost of Livinq Adiustment(COLA)
A Cost of Living Adjustment (COLA) is an adjustment to all salaries on the salary
schedule adopted by the City Council, to reflect changes in the regional cost of
living as determined by the Bureau of Labor Statistics. There shall be one such
adjustment during the term of this agreement.
Julv 1, 2015:
On July 1, 2015, a COLA shall be granted equal to the percentage change in the
Consumer Price tndex (CPI), published by the U.S. Department of Labor, Bureau
of Labor Statistics, for the Los Angeles-Anaheim-Riverside area, for all urban
consumers. Said change in CPI shall be computed as the percentage difference
befinreen the March Index of 2014 and the March Index 2015. This adjustment
shall not be less than two (2) percent nor greater than four (4) percent.
City/PDEO Memorandum of Understanding Page 4 of 10
Adopted June 12, 2014
4.2 Niaht Differential Pav
Employees who are assigned to perform their duties befinreen the hours of 6:00
p.m. and 6:00 a.m. for a special project (and for whom the majority of hours fall
after 6:00 p.m.) are eligible for night differential pay at the rate of$2.50 per hour.
This does not apply to employees assigned to standby duty and receiving
standby pay.
Night differential pay will be subject to the following regulations:
• Night Differential schedules must be pre-approved by the Department
Head;
• Night Differential amount paid will be $2.50 per hour;
• Employees on "stand-by" and receiving stand-by pay who are called
back to work are not eligible for Night Differential, because they have
already been compensated through the `stand-by' and `call-back'
provisions;
• In order to qualify, the majority (greater than fifty percent) of the work
must be performed between the hours of 6:00 p.m. and 6:00 a.m.
4.3 Workinq on Holidays
Non-exempt employees may be paid at the overtime rate when required to work
on a scheduled holiday. In order to receive the overtime rate for holiday work the
following conditions must be met:
• The employee must work at least forty hours in the same workweek
the holiday falls in, (Holiday hours count as hours worked when
computing the total for the workweek);
• The employee cannot have been scheduled an alternate day off in the
same workweek;
� If the employee takes sick or vacation time off during the same
workweek such time shall not be counted as hours worked for the
computation of overtime.
ARTICLE 5— BENEFITS
The City's Personnel Ordinance shall govern the extent to which benefits are
given and maintained. The City agrees to meet and confer with the PDEO prior
City/PDEO Memorandum of Understanding Page 5 of 10
Adopted June 12, 2014
to any final decision by the City to change any current benefits during the term of
this MOU over the effects of such change.
5.1 Emplovee Flexible Benefits
The City shall provide its employees with health plan benefits through an IRS
Section 125 Flexible Benefits Plan. This plan is referred to as the "Cafeteria Plan"
because it offers a "menu" of benefits choices. The City will provide a flat $50.00
/ month as a flex plan credit component to the cafeteria plan which can be used
toward the purchase of benefits, placed in a Flexible Spending Account or
received as taxable cash via payroll. Those employees who 'opt ouY of the City
provided health plans shall receive a flat $150.00 /month additional flex plan
credit in lieu of coverage.
5.2 Health Insurance Benefits
The plan will provide premium coverage (with no employee contribution) for
employees and their dependents that choose a plan other than PersCare (the
most expensive PPO). Employees who chose the PersCare PPO will be
responsible for paying the difference in premium through a pre-tax payroll
deduction. If CaIPERS changes the names of the plans, this provision will still
apply to the highest cost plan.
Exam le 2014 famil rate :
Plan Name Premium Ci Paid Em lo ee Pa s
Kaiser $1,567.25 $1,567.25 $0.00
Blue Shield $1,412.35 $1,412.35 $0.00
PersChoice PPO $1,591.85 $1,591.85 $0.00
PersCare PPO $1,659.37 $1,591.85 $67.52
Eligible dependants for Health Care Coverage are defined by CaIPERS and
include, spouse, domestic partner, and children (including, foster, step and
economically dependent) up to age 26.
5.3 Dental Benefits
The City shall provide its employees and eligible dependents with Dental
Benefits. Eligible dependants for Dental coverage are Spouse, Domestic Partner
and children (including foster, step and economically dependent) up to age 26.
The basic Dental benefit shall provide a maximum dollar limit of$2,000 per year
along with additional orthodontia and implant coverage ($1,000 lifetime benefit at
a 50% co-pay).
City/PDEO Memorandum of Understanding Page 6 of 10
Adopted June 12, 2014
5.4 Vision Benefits
The City shall provide its employees and eligible dependents with Vision benefits.
The plan will provide basic exams and single vision lenses annually. It will also
provide frames, up to $120.00, every 24 months. The benefit will include an
option for contact lenses. Eligible dependants for Vision coverage are Spouse,
Domestic Partner and children (including foster, step and economically
dependent) up to age 26.
5.5 Retiree Health Stipend Proqram
The City offers a Retiree Health Stipend Program to assist long-term employees
in offsetting the cost of health insurance in retirement. The program's provisions
are dependent on hire date and are set forth in a Resolution adopted by City
Council and included here as Appendix B.
5.6 Fundinq For The Retiree Health Stipend Proqram
The City maintains an independent trust fund for the purpose of providing retiree
health stipend payments. An actuarial report is used to determine the funded
status of the plan which is reported in accordance with Governmental Accounting
Standards Board (GASB) Statement 45. Future contributions to the fund will be
subject to actuarial reporting and Council approval during the yearly budget
process.
5.7 401 a Plan for Post-Retirement Health Benefits
The City and the PDEO agree to meet and confer over the terms and conditions
applicable to the creation of a 401 a plan for post-retirement health benefits for
new employees hired after its implementation date. This program would be
voluntary for existing employees. January 1, 2015 is the planned start date.
5.8 Short Term Disabilitv Insurance
The City agrees to offer a voluntary program of Short Term Disability Insurance
which interested employees may purchase through payroll deduction. This plan
is not intended to take the place of accrued sick leave. It is provided as a "safety
neY' for those employees who choose to purchase it.
5.9 California Public Emplovees Retirement Svstem (CaIPERS) Contract
Employees hired BEFORE September 1, 2011:
Regular employees hired prior to September 1, 2011wi11 be enrolled in CaIPERS
under the retirement formula of 2.7% at age 55.
City/PDEO Memorandum of Understanding Page 7 of 10
Adopted June 12, 2014
Effective July 1, 2012, employees shall pay the full 8% of salary, employee
portion, to CaIPERS. The City will cease paying any part of the "employees"
portion and therefore will no longer report EPMC.
Along with the 2.7% @ 55 formula the following benefits are included in the
CaIPERS contract for employees hired prior to September 1, 2011:
(a) Post-Retirement Survivor Allowance (PRSA) 50%. Upon the death
of a retiree, the PRSA, 50% of the unmodified allowance, will
continue to an eligible survivor. — Section 21624/21626
(b) Increased Level of 1959 Survivor Benefits (level 2) (Benefit payable
to eligible survivors if the member's death occurs during
employment.) — Section 21572
(c) Credit of Unused Sick Leave. Any unused sick leave days will be
converted to service credit at the rate of 0.004 years of service for
each day of sick leave provided there is less than 120 days
befinreen the member's separation date and retirement date. —
Section 20965
(d) Industrial Disability Retirement. A miscellaneous member may
qualify for an Industrial Disability Retirement (IDR) if they are
unable to perform the duties of their job because of a job-related
injury or illness. — Section 21151
(e) Improved Non-Industrial Disability Allowance. If a member retires
on a non-industrial disability, the allowance would be equal to 30%
of final compensation for five (5) years of service credit and 1% for
each additional year of service credit to a maximum of 50% of final
compensation. — Section 21427
(fl One-year Final Compensation (Final compensation calculated
using the last (or highest) twelve (12) consecutive monthly pay
rates.) —Section 20042
(g) COLA 2% - Beginning the 2"d calendar year after the year of
retirement, retirement and survivor allowances will be annually
adjusted on a compound basis of 2% maximum. However, the
adjustment may not be greater than the change in the Consumer
Price Index. — Section 21329
(h) Retired Death Benefit $500 — Upon the death of a retiree, a one-
time lump sum payment of $500 will be made to the retiree's
designated survivor(s), or to the retiree's estate. — Section 21620
City/PDEO Memorandum of Understanding Page 8 of 10
Adopted June 12, 2014
Employees hired AFTER September 1, 2011:
Regular, full-time employees and regular part-time employees who exceed 1,000
hours per fiscal year, hired after September 1, 2011 will be enrolled in CaIPERS
under the retirement formula of 2% at age 55.
Effective July 1, 2012, or earlier if changes are made to the California Public
Employment Law, employees shall pay the full 7°/a of salary to CaIPERS.
Along with the 2% @ 55 formula the following benefits are included in the
CaIPERS contract for employees hired after September 1, 2011:
(a) Post-Retirement Survivor Allowance (PRSA) 50%. Upon the death
of a retiree, the PRSA, 50% of the unmodified allowance, will
continue to an eligible survivor. — Section 21624/21626
(b) Increased Level of 1959 Survivor Benefits (level 2) (Benefit payable
to eligible survivors if the member's death occurs during
employment.) — Section 21572
(c) Credit of Unused Sick Leave. Any unused sick leave days will be
converted to service credit at the rate of 0.004 years of service for
each day of sick leave provided there is less than 120 days
befinreen the member's separation date and retirement date. —
Section 20965
(d) Industrial Disability Retirement. A miscellaneous member may
qualify for an Industrial Disability Retirement (IDR) if they are
unable to perform the duties of their job because of a job-related
injury or illness. — Section 21151
(e) Improved Non-Industrial Disability Allowance. If a member retires
on a non-industrial disability, the allowance would be equal to 30%
of final compensation for five (5) years of service credit and 1% for
each additional year of service credit to a maximum of 50% of final
compensation. — Section 21427
(fl COLA 2% - Beginning the 2"d calendar year after the year of
retirement, retirement and survivor allowances will be annually
adjusted on a compound basis of 2% maximum. However, the
adjustment may not be greater than the change in the Consumer
Price Index. — Section 21329
(g) Retired Death Benefit $500 — Upon the death of a retiree, a one-
time lump sum payment of $500 will be made to the retiree's
designated survivor(s), or to the retiree's estate. — Section 21620
City/PDEO Memorandum of Understanding Page 9 of 10
Adopted June 12, 2014
Employees hired AFTER January 1, 2013:
Employees hired after January 1, 2013 are subject to the Public Employees
Pension Reform Act (PEPRA) and receive benefits as classic or new members
based on the terms of the act.
6. Cellular Phone Stipend
Designated employees will receive a stipend for business use of their personal
cellular phone. Employees are designated by their Department Director and
must be approved by the City Manager prior to the granting of the Cell Phone
Stipend. The terms and conditions of the stipend program are adopted by City
Council Resolution and employees must sign an acknowledgement prior to
receiving the stipend. The stipend is paid through payroll, is considered taxable
income and is subject to withholding.
City/PDEO Memorandum of Understanding Page 10 of 10
Adopted June 12, 2014
PDEO Membership Appendix "A"
June 2014
� •• • •� • .-
BUILDING AND SAFETY CICCHINI SUZANNE ADMINISTRATIVE SECRETARY Non-Exempt Yes
CRAWFORD DANIEL BUILDING INSPECTOR II Non-Exempt Yes
DIAZ LI2ZARD0 BUILDING INSPECTOR II Non-Exempt No
DOYLE KAREN BUILDING PERMIT SPECIALIST II Non-Exempt Yes
FINLEY JASON SUPERVISIN PLANS EXAMINER Non-Exempt Yes
GRANCE RUSSELL DIRECTOR OF BUILDING&SAFETY Exempt No
LOPEZ MARISOL OFFICE ASSISTANT II Non-Exempt Yes
ORTIZ WENDELL BUILDING INSPECTOR II Non-Exempt Yes
STARLING LESLEE BUILDING PERMIT SPECIALIST II Non-Exempt No
WILCOX DARIN BUILDING INSPECTOR II Non-Exempt No
WILLIAMS CHERIE BUILDING AND SAFETY TECHNICIAN Non-Exem t Yes
CITY MANAGER ARYAN STEPHEN RISK MANAGER Exempt No
HERMANN DAVID MANAGEMENTANALYSTI Exempt No
LACROSS MARY SECRETARY TO THE CITY MANAGER Exempt Yes
WOHLMUTH JOHN CITY MANAGER/EXEC DIR.,RDA Exem t No
DATA PROCESSING KULAS TROY INFORMATION SYSTEMS TECHNICIAN Non-Exempt Yes
SANTOS RAYMUND INFORMATION SYSTEMS TECHNICIAN Non-Exempt Yes
URKOV JOHN GIS TECHNICIAN Non-Exem t Yes
FINANCE BARNES CHIN-YU MANAGEMENTANALYSTII Exempt No
BOUNDS JAMES ACCOUNTING TECHNICIAN II Non-Exempt Yes
CARRASCO SYLVIA OFFICE ASSISTANT II Non-Exempt Yes
CELAYA HORACIO ACCOUNTING TECHNICIAN II Non-Exempt Yes
CHRISTIANSEN SHARON ACCOUNTING TECHNICIAN II Non-Exempt Yes
ESPINOZA JOSE LUIS ASSISTANT FINANCE DIRECTOR Exempt No
GIBSON PAUL DIRECTOR OF FINANCE/CITY TREAS Exempt No
HERNANDEZ ANTHONY SRFINANCIALANALYST Exempt No
JAIME CLAUDIA SENIOR OFFICE ASSISTANT Non-Exempt Yes
JEFFREY THOMAS DEPUTY CITY TREASURER Exempt No
LEAL DIANA ACCOUNTING TECHNICIAN II Non-Exempt Yes
ORTEGA NIAMH ADMINISTRATIVE SECRETARY Non-Exem t Yes
CITY CLERK AVERY ANN OFFICE ASSISTANT II Non-Exempt Yes
GRIFFIN ROSALVA OFFICE ASSISTANT II Non-Exempt Yes
KLASSEN RACHELLE CITY CLERK Exempt No
MENDOZA GRACE DEPUTY CITY CLERK Non-Exempt No
SANCHEZ GLORIA RECORDS TECHNICIAN Exem t No
SPECIAL PROJECTS/ LAWRENCE AMY ADMINISTRATIVE SECRETARY Non-Exempt Yes
GENERAL SERVICES MILLER MIRIAM OFFICE ASSISTANT II Non-Exempt Yes
RIDDLE FRANKIE DIRECTOR OF SPECIAL PROGRAMS Exempt No
REAM LISA RECYCLING TECHNICIAN Non-Exem t Yes
PERSONNEL BRANTLEY CAROL HUMAN RESOURCES TECHNICIAN Non-Exempt Yes
CARNEY LORI HUMAN RESOURCES MANAGER Exempt No
WALKER DEL HUMAN RESOURCES TECHNICIAN Non-Exem t Yes
COMMUNITY DEVELOPMENT AYLAIAN LAURI DIRECTOR COMMUNITY DEVELOPMENT Exempt No
*"PLANNING BAGATO ANTHONY PRINCIPAL PLANNER Exempt No
CEJA ERIC ASSOCIATE PLANNER No
JUDY JANINE SENIOR OFFICE ASSISTANT Non-Exempt Yes
O'REILLY MONICA ADMINISTRATIVE SECRETARY Non-Exempt Yes
SWARTZ KEVIN ASSISTANT PLANNER Exempt Yes
*'CODE COMPLIANCE ADKINS MICHAEL CODE COMPLIANCE OFFICER II Non-Exempt Yes
CONWAY JAMES Non-Exempt Yes
KILPATRICK SHAWN CODE COMPLIANCE OFFICER II Non-Exempt Yes
RITCHEY LORENA CODE COMPLIANCE TECHNICIAN Non-Exempt Yes
RODRIGUEZ PEDRO SR.CODE COMPLIANCE OFFICER Non-Exempt No
TERFEHR JOHNNY CODE COMPLIANCE OFFICER II Non-Exempt Yes
'*PUBLIC ART SCHWARTZ DEBORAH PUBLIC ARTS COORDINATOR Exempt No
THOMPSON DEBBIE PUBLIC ARTS TECHNICIAN Non-Exem t Yes
PUBLIC WORKS-ADMIN BROWN MICHAEL PUBLIC WORKS INSPECTOR II Non-Exempt Yes
BUCK HEATHER PROJECT COORDINATOR Non-Exempt Yes
CANALES CHRISTINA ASSISTANT ENGINEER Exempt Yes
CHAVEZ RANDY SR.LANDSCAPE INSPECTOR Non-Exempt Yes
CHEN BO CITY ENGINEER Exempt No
Page 1
PDEO Membership Appendix "A"
June 2014
� •• • •� • .-
CHUCK BRAD LANDSCAPE INSPECTOR II Non-Exempt Yes
DIERCKS MARK TRANSPORTATION ENGINEER Exempt No
EVANS DONNA CLERICAL ASSISTANT Non-Exempt Yes
GALLARDO EDWARD PUBLIC WORKS INSPECTOR II Non-Exempt Yes
GARCIA MIGUEL LANDSCAPE INSPECTOR II Non-Exempt Yes
GARNER PAGE SR ENGINEER/CITY SURVEYOR Exempt No
GAUGUSH CORA CAPITAL IMPROVEMENT PROJECTS TECH. Non-Exempt Yes
GAYLER RYAN PROJECTS ADMINISTRATOR Exempt No
GONZALEZ BERTHA ACCOUNTING TECHNICIAN I Non-Exempt Yes
GREENWOOD MARK DIRECTOR OF PUBLIC WORKS Exempt No
HOLLINGER DIANE LANDSCAPE SPECIALIST Non-Exempt Yes
KNIGHT H.SPENCER LANDSCAPE MANAGER Exempt No
LONGMAN ELIZABETH ADMINISTRATIVE SECRETARY Non-Exempt Yes
MCGREW SHEILA LANDSCAPE INSPECTOR I Non-Exempt Yes
MONTALVO JOEL SENIOR ENGINEER Exempt No
ORTON JODI OFFICE ASSISTANT I Non-Exempt Yes
STENDELL RYAN SENIORMANAGEMENTANALYST Exempt Yes
TUCKER RONALD LANDSCAPE INSPECTOR II Non-Exem t Yes
PUBLIC WORKS-BLDG FLINT DAVID BUILDING MAINT.SUPERVISOR Exempt No
RAMOS JOSE MAINTENANCE WORKER I Non-Exempt Yes
SNAKE CYRIL MAINTENANCE WORKER II Non-Exem t Yes
PUBLIC WORKS-STREETS BECERRA ROBERTO TRAFFIC SIGNAL SPECIALIST Non-Exempt Yes
CARDENAS VICTOR LABORER Non-Exempt No
CONTRERAS ALFREDO TRAFFIC SIGNAL TECHNICIAN II Non-Exempt Yes
ESPINOZA EFREN MAINTENANCE WORKER II Non-Exempt Yes
HENDERSON RHONDA SENIOR OFFICE ASSISTANT Non-Exempt Yes
HERNANDEZ CARLOS MAINTENANCE SERVICES MANAGER Exempt No
LOPEZ DANIEL MAINTENANCE WORKER II Non-Exempt Yes
NAVARRETE ERNESTO EQUIPMENT OPERATOR I Non-Exempt Yes
PADILLA JESUS MAINTENANCE WORKER I Non-Exempt Yes
RIOS FREDDY MAINTENANCE WORKER I Non-Exempt Yes
ROJAS JOSE MAINTENANCE WORKER I Non-Exempt Yes
ROSAS JOSE EQUIPMENT OPERATOR I Non-Exempt Yes
ROSAS SERGIO ENGINEERING TECHNICIAN I Non-Exempt Yes
SAMANIEGO SERGIO MAINTENANCE WORKER I Non-Exempt Yes
TORRES FRANCISCO EQUIPMENT OPERATOR I Non-Exempt Yes
VEGA ERIC LABORER Non-Exempt Yes
ZAMARRIPA AARON SENIOR MAINTENANCE WORKER Non-Exempt Yes
ZAMUDIO MARCO SENIOR MAINTENANCE WORKER Non-Exempt Yes
ZATARAIN ABEL MAINTENANCE WORKER II Non-Exempt Yes
ZATARAIN GERARDO MAINTENANCE WORKER II Non-Exem t Yes
ECONOMIC DEVELOPMENT ALVAREZ MARTIN ECONOMIC DEVELOPMENT DIRECTOR Exempt No
BLYTHE BARBARA SENIOR OFFICE ASSISTANT Non-Exempt Yes
GOMEZ DONNA TOURISM AND MARKETING MANAGER Exempt No
MCCORMICK ROBIN ECONOMIC DEVELOPMENT TECH I Non-Exempt Yes
MOORE RUTH ANN ECONOMIC DEVELOPMENT MANAGER Exempt No
TAPIA VERONICA ACCOUNTANT II Non-Exempt Yes
HOUSING BRADLEY DEBRA HOUSING PROGRAMS TECHNICIAN Non-Exempt Yes
GONZALES JESSICA MANAGEMENTANALYSTII Exempt No
LEON PATRICIA HOUSING PROGRAMS TECHNICIAN Non-Exempt Yes
MOORE JANET DIRECTOR OF HOUSING Exem t No
Page 2
APPENDIX "B"
RESOLUTION NO. 08-2
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PALM
DESERT, CALtFORNIA, RESCINDING RESOLUTION NO. 99-65 AND
ADOPTING REVISED GUIDELINES FOR THE RETIREE SERVICE
STIPEND PROGRAM FOR EMPLOYEES AND MEMBERS OF THE
CITY COUNCIL.
WHEREAS, The City's Labor Negotiator has met and conferred with the Palm
Desert Emplayees Organization on the terms of a Memorandum of Understanding;
WHEREAS, the parties reached agreement in the matter of revising the retiree
health stipend program established in Resolution 99-65; and
WHEREAS, this agreement changes the terms of the program adopted by
Resolution 99-65 for employees and Members of the City Council who begin their
service after January 1, 2008,
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Palm
Desert, California, as follows:
SECTION 1: Statement of Purpose
The purpose of the City offering a retiree service stipend is to reimburse eligible
retired Palm Desert City employees a portion of their benefit premiums. This stipend is
not meant to fully cover the cost of benefits. This program rewards long term
employees, via the reimbursement stipend, who have given diligent employment service
to the City of Palm Desert.
In response to concerns over the rising costs of post retirement health benefits
and the implementation of accounting standard GASB 45 the City has set up a two-tier
program with different benefit levels based upon employment start date.
SECTION II: Eli ibili
All full-time or part-time employees of the City of Palm Desert are eligible to
participate in the "Retiree Service Stipend Program" based upon the criteria outlined
below:
Employees and Members of the City Council who began their service rior to
December 31, 2007:
1. The employee must have at least ten (10) continuous years of service with the
City of Palm Desert;
2. The employee must retire from the City of Palm Desert and from the California
Public Employees Retirement System, simultaneously;
3. The employee must be at least 50 years of age at the time of retirement;
RESOLUTION NO. 08-02
4. The employee and/or retiree must conform to the rules, regulations and
requirements of the CaIPERS Health Benefits Service Division to receive the � �
retiree service stipend;
5. Retirees of the City of Palm Desert may be eligible for CaIPERS Health Benefits
but may not be eligible for the Retiree Service Stipend Program;
6. The retiree service stipend shall cover all retirees previously qualified under
Resolution No. 92-96 (rescinded by Resolution 99-65}; and
7. Retirees must be covered by CaIPERS Health Benefit Services at the time of
retirement and must elect to participate in the retiree service stipend within thirty
(30) days of their retirement date.
Employees and Members of the City Council who began thelr service after
January 1, 2008:
1. The employee or Councilmember must have at least fifteen (15) continuous
years of service with the City af Pafm Desert; '�'
2. The employes must retire from the City of Palm Desert and from the California •
Public Employees Retirement System, simultaneously;
3. The employee must be at least 50 years of age at the time of retirement;
4. The employee and/or retiree must conform to the rules, regulations and
requirements of the CaIPERS Health Benefits Service Division to receive the
retiree service stipend;
5. Retirees of the City of Palm Desert may be eligible for CaIPERS Health Benefits
but may not be eligible for the Retiree Service Stipend Program;
6. Retirees must be covered by CaIPERS Health Bene�t Services at the time of
retirement and must elect to participate in the retiree service stipend within thirty
(30) days of their retirement date.
��.
Page2of6
RESOLUTION NO. 08- 02
SECTION IIi: General Provisions
The following provisions apply to all employees and Members of City Council,
regardless of the date on which they began City service:
1. The City's Retiree Service Stipend Program will reimburse the employee for the
premium contribution outlined in Section IV of this Resolution. CaIPERS will
reduce the retirement contribution of the retired employee by the amount of the
premium minus the amount set by CaIPERS in accordance with Government
Code Section 22825 as the minimum employer contribution. The City will send
the retiree a service stipend based upon the provisions of Section IV of this
Resolution once per month. The service stipend will only be paid by the City to
the City's retirees; however, CaIPERS Health Benefits may be available to the
retiree's survivors without a service stipend reimbursement.
2. All retirees are required by CaIPERS and the City to enroll in Medicare when they
become eligible.
3. If, for any reason, the City elects to change from CaIPERS Health Benefits to
another form of health coverage in the future, retirees will also be placed under
the new health plan. This will insure that there is no disparity in coverage
between active and retired employees; and
4. Should a State of national health care program be established, the City and the
Palm Desert Employee's Organization will, at that time, meet and confer as to the
impacts on the retiree service stipend and make recommendations for
amendments or adjustments as deemed necessary. The City reserves the right
to change the benefits under the program and the payments of the benefits if this
was to occur.
SECTION IV: Citv Service Stiqend Contributions
The City has a two-tier system of calculating Service Stipend contributions based upon
the date which an employee or Member of City Council begins their service with the
City.
Employees and Members of the City Council who began their service rior to
December 31. 2007:
Page3of6
RESOLUTION NO. 08-02
1. If the eligibility criteria outlined in Section II are met, an employee is eligible to �-�°
receive a stipend as reimbursement for benefit premiums based on the following
table: � �-
Years Served: Percentage of Premium
10 50%
11 55%
12 60%
13 65%
14 70%
15 75%
a. All service must be continuous. Retired employees qualifying for the
service stipend program are able to receive a maximum of Seventy-five
(75%) percent of the benefit premium reimbursed by the City, regardless
of the number of years of continuous service over fifteen (15) years.
2. The City may elect to add benefits for its retirees. If the City were to add benefits,
over and above the currently contracted health benefits, the reimbursement
percentage may not follow the aforementioned schedule. (10-15 plus years of
service has a reimbursement between 50% and 75% of the premium.) A
separate reimbursement schedule may be developed; and
3. The retiree service stipend may be modified in an amount proportionate to any
change in the amount of benefit contributions to its active employees. Current
retirees are subject to any and all modifications of the retiree service stipend and
related benefits.
Employees and Members of the City Council who began their service after
January 1, 2008:
Employees who retire from City service and who meet the eligibility criteria outlined in
Section II are eligible for a reimbursement of retiree health premiums of up to fifty
percent (50%) of the cost of the lowest cost plan available through the City's health
benefits contract. Percentages available at specific age/years of service combinations
are outlined in the following table:
Page4of6
RESOLUTION NO. 08-02
Years of Service at Retirement
Age: 15 16 17 18 19 20 21 22 23 24 25+
50 0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%
51 10% 15% 20% 25% 30% 35% 40% 45% 50% 50%
52 20% 25% 30% 35% 40% 45% 50% 50%
53 30% 35% 40% 45% 50% 50%
54 40% 45% 50% 50%
55+ 50% 50%
The following terms and conditions also apply to calculation of the service stipend:
a) The employee must retire from City service and be receiving a CaIPERS
pension.
b) Reimbursements will be based on premiums for Retiree only or Retiree +
spouse or domestic partner, not family coverage.
c) Reimbursements will be calculated based on premiums for the lowest cost
plan offered by CaIPERS (currently Kaiser HMO). If a retiree obtains
another plan outside of the CaIPERS system, and provides documentation
of that plan and its costs, they may be reimbursed for a percentage of that
premium provided it is not greater than the lowest cost plan offered by
CaIPERS.
d) Retirees, who voluntarily drop their insurance coverage, and therefore the
Stipend, will not be allowed to re-enroll in the stipend program.
e) The Stipend will be discontinued when the retiree reaches Medicare age
(typically 65 years of age) or is enrolled in Medicare, (whichever comes
first).
SECTION V: Annual Recertification Update
1. All retirees who avail themselves of this benefit may be required to provide the
City with annual recertification information in December of each year. CaIPERS
will provide the City with a list of retirees enrolled in CaIPERS Health Benefits
and the type of coverage, the premium amount and the minimum required
employer contribution. This information will be compared to the City's records.
The City will have the following authority:
Page 5 of 6
RESOLUTION NO. 08-02
2. The City will have the sole authority to determine the relevant info�mation needed � ��
to administer this program. Such information shal( include, but not be limited to:
a. Retired employee's current mailing address and phone number;
b. Current dependant coverage status and their relation to the insured;
c. Type of health insurance selected by retire from CaIPERS options; and
d. Medicare application and status of Medicare enrollment.
3. At the time of retirement, the retired employee must sign a statement that failure
to supply this information or providing false information will result in the
termination of the service stipend.
SECTION VI: EfFective Date
The retire service stipend program contained in this resolution is effective January 1,
2008, for all employees and Members of the City Council.
PASSED, APPROVED, AND ADOPTED this 14�' day of Februarv, 2008, by the
City Council of the City of Palm Desert, California, by the following vote, to wit:
AYES: FERGUSON, FINERTY, KELLY, SPIEGEL, and BENSON
NOES: NONE
ABSENT: NONE
_ .-.
ABSTAIN: NONE ? �
1 ,/
. ,���C�
J M. BENSO , AYOR
ATTEST: ��'
RACH LLE D. KLASSEN, CITY CL RK
CITY OF PALM DESERT, CALIFORNIA
Page 6 of 6
ORDINANCE NO. 12�4
AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF
PALM DESERT, CALIFORNIA, AMENDING CHAPTER 2.52 OF THE
PALM DESERT MUNICIPAL CODE BY AMENDING SECTION 2.52.420,
RELATIVE TO ADVANCEMENTS WITHIN SALARY SCHEDULES
WHEREAS, the City of Palm Desert has met and conferred in good faith with the
Palm Desert Employees Organization (PDEO) in accordance with the Meyers-Milias-Brown
Act and the City employer - employee relations Resolution No. 81-89; and
WHEREAS, the City of Palm Desert has reached agreement with the employees
represented by the Palm Desert Employees Organization, for the period July 1, 2014,
through June 30, 2017; and
WHEREAS, the modification to Section 2.52.420 comports with the
MOU/Agreement previously entered in between the Palm Desert Employees Organization
and the City of Palm Desert and both parties have reached agreement on the modification;
,
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF PALM DESERT,
CALIFORNIA, DOES HEREBY ORDAIN AS FOLLOWS:
Section 1. That Section 2.52.420 of the Code of the City of Palm Desert, California,
be and the same is hereby amended to read as follows:
Delete the following language:
Step 7: seven and one-half percent increase after twelve months of satisfactory
service in Step 6.
ORDINANCE NO. �2�4
Replace with:
Step 7: 3.5 percent increase after twelve months of satisfactory service in Step 6.
Step 8: 3.9 percent increase after twelve months of satisfactory service in Step 7.
PASSED, APPROVED, AND ADOPTED by the City Council of the City of
Palm Desert, California, at its regular meeting held this 26 day of June, 2014, by the
following vote, to wit:
AYES:
NOES:
ABSENT:
ABSTAIN:
VAN TANNER, MAYOR
ATTEST:
RACHELLE D. KLASSEN, CITY CLERK
CITY OF PALM DESERT, CALIFORNIA
2