CC – 2023-48 – Approving A Two (2) Year Memorandum Of Understanding Between The City of Rosemead And The Rosemead Employee Association, AFSCME Local 321 From July 1, 2023 Through June 30, 2025RESOLUTION NO. 2023-48
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ROSEMEAD, CALIFORNIA, APPROVING A TWO (2) YEAR
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF
ROSEMEAD AND THE ROSEMEAD EMPLOYEE ASSOCIATION,
AFSCME LOCAL 321 FROM JULY 1, 2023 THROUGH JUNE 30, 2025
WHEREAS, THE Rosemead Employee Association, Local 321 of the American
Federation of State, County, and Municipal Employees (AFSCME Local 321 or Union) is the
exclusive representative of employees in the City of Rosemead General Service Unit; and
WHEREAS, the current Memorandum of Understanding between the City of
Rosemead and the Union expired on June 30, 2023; and
WHEREAS, City representatives negotiated a tentative agreement with the Union
for the term beginning July 1, 2023 through June 30, 2025, which has been ratified by the
Union; and
WHEREAS, the City Council has the authority to approve and ratify a contract with
t�&Union.
NOW THEREFORE, BE IT RESOLVED by the City Council of the City of
Rosemead as follows:
SECTION 1: That the Memorandum of Understanding between the City of Rosemead
and AFSCME Local 321, for the period of July 1, 2023 through June 30, 2025, attached hereto
as Exhibit A, shall be approved, ratified, and ordered implemented.
SECTION 2: That the City Manager of the City of Rosemead is hereby authorized,
empowered, and directed to enter into this Agreement for and on behalf of the City of
Rosemead.
SECTION 3: The City Clerk shall certify to the passage and adoption of this resolution,
and it shall become effective immediately upon its adoption.
PASSED, APPROVED, AND ADOPTED this 12`h day of September, 2023.
APPROVED AS RM:
Ahel Ric an, CityAttorney
*i�� -
Steven Ly, Mayor
ATTEST:
7
Ericka Hemandez, City Clerk
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES) §
CITY OF ROSEMEAD )
I, Ericka Hernandez, City Clerk of the City Council of the City of Rosemead, California,
do hereby certify that the foregoing City Council Resolution No. 2023-48 was duly adopted
by the City Council of the City of Rosemead, California, at a regular meeting thereof held on
the 12d' day of September, 2023, by the following vote, to wit:
AYES: ARMENTA, CLARK, LOW, LY
NOES: NONE
ABSENT: DANG
ABSTAIN: NONE
Ericka Hernandez, City Clerk -
EXHIBIT A
MEMORANDUM OF UNDERSTANDING
between
THE CITY OF ROSEMEAD
and
Rosemead Employee Association, AFSCME Local 321
Representing City of Rosemead General Service Employees
July 1, 2023 through June 30, 2025
Today's Small Town America
TABLE OF CONTENTS
ARTICLE1
PREAMBLE.............................................................................................................................4
14
ARTICLE 2
RECOGNITION & EFFECTIVE DATES.............................................................................................4
15
ARTICLE 3
UNION RIGHTS........................................................................................................................4
15
ARTICLE
SEVERABILITY..........................................................................................................................7
10
ARTICLE5
IMPLEMENTATION....................................................................................................................7
11
ARTICLE 6
NON-DISCRIMINATION.............................................................................................................7
11
ARTICLE
TERMS...................................................................................................................................7
12
COMPENSATION
ARTICLE8
SALARY..................................................................................................................................7
14
ARTICLE 9
PROBATIONARY PERIOD............................................................................................................9
15
ARTICLE 10
PERFORMANCE EVALUATION.....................................................................................................9
15
ARTICLE11
PROMOTION.........................................................................................................................
10
ARTICLE 12
RECLASSIFICATION..................................................................................................................
11
ARTICLE13
ACTING PAY..........................................................................................................................
11
ARTICLE 14
UNIFORM/CLEANING ALLOWANCE...........................................................................................
12
ARTICLE 15
BOOT REIMBURSEMENT..........................................................................................................
12
ARTICLE16
BILINGUAL PAY......................................................................................................................
12
ARTICLE 17
OVERTIME / COMPENSATORY TIME..........................................................................................
13
ARTICLE 18
HOLIDAY PAY........................................................................................................................
13
ARTICLE 19
STAND-BY / CALL-BACK PAY....................................................................................................
14
BENEFITS
ARTICLE 20
HEALTH INSURANCE PROVIDER................................................................................................
14
ARTICLE 21
CAFETERIA -STYLE HEALTH, WELFARE, AND & SAVINGS BENEFIT ....................................................
15
ARTICLE 22
CHANGES TO HEALTHCARE LAWS.............................................................................................
15
ARTICLE 23
RETIREMENT HEALTH PLAN.....................................................................................................
15
ARTICLE 24
RETIREMENT PROGRAM (CALPERS).........................................................................................
16
ARTICLE 25
ENHANCED RETIREMENT PROGRAM: PUBLIC AGENCY RETIREMENT SERVICES
(PARS) ....................... 17
ARTICLE 26
SOCIAL SECURITY...................................................................................................................
17
ARTICLE 27
DEFERRED COMPENSATION PROGRAM (401A)..........................................................................
17
ARTICLE 28
DEFERRED COMPENSATION PROGRAM (457)............................................................................
17
ARTICLE 29
FLEXIBLE SPENDING ACCOUNT (SECTION 125)...........................................................................
17
ARTICLE 30
SHORT-TERM DISABILITY/LONG TERM DISABILITY.......................................................................
18
ARTICLE 31
LIFE INSURANCE.....................................................................................................................
18
ARTICLE 32
TUITION REIMBURSEMENT......................................................................................................
19
ARTICLE 33
WELLNESS PROGRAM.............................................................................................................
19
ARTICLE 34
COMPUTER PURCHASE PROGRAM............................................................................................
20
ARTICLE 35
EMPLOYEE ASSISTANCE PROGRAM (EAP)..................................................................................
20
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 2
SCHEDULES/LEAVES
ARTICLE 36
VACATION ACCRUAL AND ACCRUAL CAP ................
ARTICLE 37
VACATION BUYBACK ...........................................
ARTICLE 38
SICK LEAVE .......................................................
ARTICLE 39
CITY -RECOGNIZED HOLIDAYS ...............................
ARTICLE 40
TEMPORARY MODIFIED WORK SCHEDULE ..............
ARTICLE 41
FLEXIBLE SCHEDULING DUE TO SPECIAL EVENTS......
ARTICLE 42
BEREAVEMENT LEAVE .........................................
ARTICLE 43
JURY DUTY LEAVE ...............................................
OTHER
ARTICLE 44 DIRECT DEPOSIT..............................................................
ARTICLE 45 CITY RIGHTS....................................................................
ARTICLE 46 EMERGENCY WAIVER PROVISION .......................................
APPENDIX A SALARY SCHEDULE...........................................................
APPENDIX B CATASTROPHIC LEAVE PROGRAM ........................................
................... 20
................... 21
................... 22
................... 25
................... 25
................... 26
................... 26
................... 26
...27
...27
...28
...30
...31
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 3
ARTICLE 1: PREAMBLE ARTICLE 1: PREAMBLE
It is the purpose of the Memorandum of Understanding (MOU) to promote and provide for
harmonious relations, cooperation, and communication between the City and the Rosemead
Employee Association, Local 321 of the American Federation of State, County, and Municipal
Employees (AFSCME). As a result of good faith negotiations between the City and Association
representatives, this MOU sets forth the Agreement regarding wages, hours and other terms and
conditions of employment for employees covered by this Memorandum. This Memorandum
provides for an orderly means of resolving differences which may arise from time to time during
its term.
ARTICLE 2: RECOGNITION & EFFECTIVE DATES
This MOU is made and entered into between the City of Rosemead, herein referred to as the
"City" and the Rosemead Employee Association AFSCME Local 321, herein referred to as the
"Union". Full consideration has been given to salaries, employee benefits, and other terms and
conditions of employment. Pursuant to the provisions of Section 3505.1 of the Government Code
of the State of California, said parties agree to this MOU effective July 1, 2023 upon approval of
the City Council.
Except as otherwise specified, this MOU is effective July 1, 2023 and will continue in effect until
June 30, 2025. The Union is officially recognized as the sole collective bargaining agent for all
full-time General Services Unit employees of the City. This MOU represents the full and complete
understanding between the parties related to the subject matter set forth herein and all
preliminary negotiations of whatever kind or nature are merged herein.
Full-time employees in the following classifications are covered by this agreement:
General Services
Accounting Specialist, Senior
Maintenance Worker
Administrative Assistant
Maintenance Lead Worker
Assistant Planner
Plan Checker
Building Inspector
Permit Technician
Code Enforcement Officer
Public Works Inspector
Facilities Technician
Recreation Coordinator
If the classifications of Accounting Specialist, Housing Project Coordinator, Office Specialist, or
Public Safety Coordinator are reflected in future budgets, the positions shall be automatically
added to the bargaining unit.
ARTICLE 3: UNION RIGHTS
Union Officer, Representatives and Stewards: A written list of the union officers,
representatives and stewards shall be furnished to the City on July 1 of each year and
promptly following any time there is a change.
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 4
Dues Deductions: During the term of this MOU, the City agrees to deduct from the pay of each
employee a bi-weekly sum certified to him/her by Union as the regular dues of AFSCME, to the
extent permitted by law. The City shall not deduct any pay for initiation fees, fines, or other
special assessments. Dues deduction shall be a specified uniform amount for each employee and
any change in the amount of dues deducted shall be provided to the City's Human Resources
Manager and/or Finance Director from AFSCME. AFSCME will maintain records of employee
authorizations for dues deductions. AFSCME will provide the City with information regarding the
amount of dues deductions and the list of bargaining unit employees who have authorized dues
deduction, COPE and other deductions and the deduction amounts. The City shall not request
AFSCME to provide a copy of any member employees' authorization unless a dispute arises about
the existence or terms of the authorization. To the extent required by the Government Code, or
otherwise required by law, the City will rely on the information provided by the Union in
processing dues deductions for AFSCME. The Union is responsible for providing the City's Human
Resources Manager and/or Finance Director with timely information regarding changes to
member employees' dues deductions.
Remittance of the aggregate amount of all membership dues and benefits deductions covered
hereby shall be made as designated in writing by the Union within fifteen (15) days after the
conclusion of the pay period in which said membership dues and benefits deductions were
withheld.
If employees' earnings during a particular payroll period designated by the City are insufficient to
permit full deductions, no deduction will be made. All other legal and required deductions have
priority over employee organization dues.
Committee on Political Education (COPE): Employees wishing to make voluntary political
contributions to the Union's Committee on Political Education (COPE) shall provide written
authorization to the Union indicating the amount to be deducted. The City shall make the
deduction of the voluntary contributions in the same manner as the dues deduction process.
The Union will abide by all federal and state laws regulating such contributions.
Indemnification: AFSCME shall indemnify, defend, hold the City harmless against any claims
made, and against any suit instituted against the City on account of employee organization
payroll deductions. In addition, the Union shall refund to the City any amounts paid to it in
error, upon presentation of supporting evidence
Employee Data: Human Resources will inform the Union when an employee has been hired into
a position represented by AFSCME within 10 days of the employee's hire date and shall provide
the Union with the employee's name, employee number, hire date, job title, department, work
location, wage rate, address, and telephone number. Personal cellular phone numbers and
personal email addresses will be provided by the City if they are on file with the City, and to the
extent required by, and consistent with, law. The City will provide this information to the Union
by any existing media. Any additional information requests must be submitted in writing to the
Human Resources Manager or City Manager.
2023 — 2025 MOU City of Rosemead & AFSCME local 321 Page 5
New Employee Orientation: Human Resources will advise the Union of the employee's start date
and their scheduled orientation date and coordinate a meeting between the new unit employee
and the Union. Human Resources will provide notice at least 5 days in advance of the new
employee scheduled orientation. AFSCME is responsible for providing the City the current list of
contacts for the relevant Union representatives.
Access to Worksite: Union representatives, after advance notice is given to the City Manager,
Department Director or designee, may enter worksites for the purpose of transacting business of
the Union; provided, however, that such business does not excessively interfere with the work
of the employees, City operations, or with established City safety or security standards.
Communications: Space shall be provided on City bulletin boards for the posting of notices
of concern to union members including, but not limited to, the following:
• Union meetings
• Union elections and results
• Recreational and social events
• Official union business
The Union is responsible for posting and removing material on its bulletin boards and for
maintaining the same in an orderly and neat fashion. Any posting that interferes with the
efficient operation of the City's business and/or violates the provisions of this MOU or City
rules/policies will be subject to removal.
Use of City Facilities: The Union may, with the approval of the City Manager, hold meetings with its
members on City property during non -working hours. The City Manager agrees to not
unreasonably withhold approval of the Union's request for use of City facilities. Prior approval
from Human Resources or designated management staff of the department where the facility is
located is required forthe use of City facilities that are designed for employee use only. Such use
is subject to applicable City regulations and availability.
Release Time: The City shall provide reasonable time off without loss of pay or other fringe
benefits to up to three (3) duly authorized Union representatives, but not more than one (1)
employee from any one division, for the purpose of meeting and conferring with City
representatives provided that no employee shall leave their duties, workstation or assignment
without specific approval by an authorized department management official. Additionally,
scheduling of any such meeting is subject to approval by an authorized department management
official so as to avoid excessive interference with, or interruption of, assigned work schedules or
work performance. The Union shall provide the City with a list of said authorized personnel on
July 1 of each year and any time the list changes. Any release from duty for said purpose shall
have prior approval of the City. Such designated Union representatives shall be released for
engaging in the meet and confer process one (1) hour before the scheduled time for
commencement of the meeting and shall return to the performance of their duties not later than
one (1) hour after conclusion of the meet and confer session. No Union representative shall be
compensated by payment of overtime for participation in any meet and confer session.
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 6
ARTICLE 4: SEVERABILITY
It is understood that this MOU is subject to all applicable present and future Federal, State, and
Local laws and regulations, and the provisions hereof shall be effective and implemented only to
the extent permitted by such laws and regulations. If any part of this MOU is in conflict with such
applicable provisions of Federal, State, or Local laws or regulations or otherwise held to be invalid
or unenforceable by any tribunal of competent jurisdiction, such part of provision shall be
suspended and superseded by such applicable laws and regulations and the remainder of this
MOU shall not be affected thereby and shall remain in full force and effect.
ARTICLE 5: IMPLEMENTATION
This MOU constitutes a mutual recommendation by the parties to the City Council that one or
more resolution be adopted accepting this MOU and effecting the changes enumerated herein
relative to wages, benefits, and other terms and conditions of employment for the employees of
the City. It is expressly intended that the duties, responsibilities, and functions of the City in the
operation of its functions will in no manner be impaired, subordinated, or negated by any
provisions of this agreement.
ARTICLE 6: NON-DISCRIMINATION
Neither the Union nor the City will discriminate against any employee based upon race, religious
creed, color, national origin, age (40 and over), ancestry, sexual orientation, sex, gender identity,
gender expression, military and veteran status, disability (physical or mental), sexual orientation,
marital status, pregnancy, childbirth or related medical condition, genetic
information/characteristics, or any other legally protected characteristics.
ARTICLE 7: TERMS
The parties have met and conferred in good faith regarding wages, hours and other terms and
conditions of employment and it is mutually agreed that this MOU will be effective upon
ratification by the City Council with a term effective July 1, 2023 and ending June 30, 2025, unless
otherwise specified.
COMPENSATION
ARTICLE H: COMPENSATION
Year One
Effective July 1, 2023, all employees shall receive an across-the-board increase of four percent
(4%) •
Year Two
Effective July 1, 2024, all employees shall receive an across-the-board increase of three percent
(3%).
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 7
Salary Ranges/Steps: As reflected in Appendix A, each salary range consists of ten (10) salary
steps. Steps are set as a monthly rate, at approximately three percent (3%) intervals, rounded to
the nearest whole dollar. Hourly rates shall be determined by multiplying the monthly rate by
12 (months) and dividing by 2080 (hours).
Salary Advancement: Each employee will be placed within the ten (10) step salary range of their
respective position's classification. Pay increases shall not be automatic but shall depend upon
the merit and performance of the employee, as determined by the Department Director. The
first opportunity for a merit increase would be at the end of the probationary period. Subsequent
merit step increase opportunities will occur annually, on the anniversary date of the employee's
hire date or transfer to their current position.
Salary Placement for New Appointments: The first salary step level will be the minimum rate
and normally the hiring rate. In special cases when, in the sole discretion of the Department
Director, it is merited by experience, education, training, or other qualification, the City may
approve the hiring of a candidate for employment at a higher step. However, no newly appointed
person shall be hired above Step 4 without prior approval of the City Manager.
Performance Evaluation Requirements: Recommendations for a one-step increase, two-step
increase, continuing pay for performance, or denied eligibility for a step increase must be
accompanied by a performance evaluation to substantiate performance. Performance
evaluations for consideration of a step increase shall be due annually based upon the employee's
anniversary date of appointment to their current classification. An employee on a leave of
absence (paid or unpaid) for more than thirty (30) consecutive workdays in a rating period shall
have their annual review date adjusted accordingly.
Two -Step Increases: An employee receiving an overall rating of Substantially Exceeds
Expectations, shall be advanced two salary steps. No merit step increases shall exceed
two steps.
Continuing Pay for Performance: Each general employee who has achieved and
maintained step 10 of their classification salary range for one (1) full year, will be eligible
to receive a one-time lump sum payment for continuing exceptional performance. For
purposes of eligibility under this provision, "continuing exceptional performance," means
that the employee has earned an overall performance rating of "Substantially Exceeds
Expectations" on their annual performance review. The lump sum payment amount will
be equal to 3% of the approved step 10 annual rate for the employee's classification in
effect at the time of the employee's anniversary date. The City will issue the one-time
payment in the next pay period following the employee's receipt of their annual
performance evaluation. For each subsequent year in which the employee remains on
step 10 of the same classification and demonstrates continuing exceptional performance
as defined by this section, the employee will receive a payment under the terms of this
section. Each year shall stand alone in determining the employee's eligibility and in
determining the amount of the payment.
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 8
Effective Date of Step Increase: Any recommended step increase will be effective the first day
of the pay period immediately following the employee's anniversary or annual review date.
Step Advancement: Advancement from Step 1 through Step 10 will be contingent upon
receiving an overall performance rating of "meets expectations" or higher on the performance
evaluation.
Evaluation Appeals: Upon receipt of a performance evaluation, an employee may appeal the
results of that evaluation within seven (7) calendar days following the delivery of the evaluation.
The performance evaluation shall be appealed in writing to the City Manager who shall provide
a written response within fourteen (14) days of the appeal being properly submitted. If the
original performance evaluation rating is reaffirmed by the City Manager, then they shall state
the reason for the denial of the appeal in the written response to the employee. There shall be
no appeal of a performance evaluation beyond the City Manager. The City Manager shall have
the discretion to consider all factors including— but not limited to —additional workload assigned
during the evaluation period in determining whether the overall rating is appropriate.
ARTICLE 9: PROBATIONARY PERIOD
The probationary period, of one year (2080 supervised hours), shall be an integral part of the
employment examination process and shall be utilized as an opportunity to closely observe the
employee's work, to provide special training, to assist the employee in adjusting to the new
position, and to reject any employee whose work performance, adaption, or personal conduct
fails to meet required standards. A probationary employee shall have no right of tenure and may
be dismissed with or without cause, at any time, during the probationary period without right of
appeal, grievance, or hearing. Probationary employees do not have property or vested rights in
their positions with the City.
All employees shall receive an interim performance report after completion of six (6) months of
the probationary period. Satisfactory completion of probation is based on total performance
during the entire probationary period. The City Manager may, in his/her sole discretion, extend
the probationary period an additional 1040 hours (six (6) months).
If an employee is out on an extended leave of absence, the probationary period will be extended
out by the equal amount of time/duration the employee is out on the leave of absence.
The probationary period for an employee promoted to a higher classification is defined in Article
11.
ARTICLE 10: PERFORMANCE EVALUATION
All employees will receive an annual performance evaluation. The City recognizes the importance
of conducting timely evaluations. Supervisors, managers, and department directors must submit
and conduct performance evaluations in a timely manner on the date the evaluations are due.
Every effort must be made by the supervisors, managers, and department directors to submit
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 9
timely evaluations. However, the City recognizes that when an emergency or an unforeseen
circumstance arises, the expectation is to submit the evaluations as soon as practicable.
In the event a step increase is denied for an employee due to a below standards
(unsatisfactory/needs improvement) evaluation, a subsequent review will be performed six
months after the review for reevaluation of the denied step increase. If a step increase is granted
based on the six-month review, the increase will become effective with the next pay period, it
will not be retroactive to the initial review period. The receipt by any employee of two (2)
consecutive unsatisfactory performance ratings shall be grounds for disciplinary action, up to and
including dismissal, in accordance with City policy 30-21 (Corrective Action).
If an employee is out on an extended leave of absence, the performance evaluation will be
extended by the equal amount of time/duration the employee is out on the leave of absence. An
extended leave of absence is defined as thirty (30) days or longer.
A probationary employee will receive an interim performance evaluation at six months from the
date of hire. Interim performance evaluations are not linked to any merit adjustments or
increases.
Impact of Late Evaluations on Step Increases: If an employee, who is due a performance
evaluation that includes a possible merit increase, does not receive their performance evaluation
within sixty (60) calendar days after the date of their annual evaluation date, the merit increase
shall process retroactive to the date of the employee's anniversary date for merit increase
consideration.
ARTICLE 11: PROMOTIONS
The City may promote any employee to a differentjob classification within the City service having
more responsible duties, and/or higher job qualifications, and/or a higher salary scale level.
Upon promotion any employee shall receive a minimum salary increase equivalent to one (1)
salary step in the employee's current (pre -promotional) job classification, provided however that
such increase shall be at least equivalent to the minimum of the salary scale established for the
new job classification. A promotion shall establish a new Evaluation Date for purposes of
performance evaluation.
Employees promoted to a higher position shall also serve a six (6) month (1040 hours)
promotional probationary period beginning on the effective date of the promotion. Any regular
employee rejected during the probationary period following a promotional appointment, by
reason of failure to satisfactorily complete the probationary period shall be reinstated to the
position from which the employee was promoted unless there is a basis for dismissing the
employee for just cause. Promotional probationary employees shall have no tenured rights to
appeal such actions. Dismissal from City employment during the promotional probationary
period may be made for just cause in accordance with City policy 30-21 (Corrective Action).
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 10
If an employee had not attained regular status in the class to which the employee reinstates, the
employee shall then be required to complete the normal probationary period, less any service
previously accrued in such lower class.
ARTICLE 12: RECLASSIFICATIONS
The City may reclassify any position within City service as provided below and in compliance with
applicable meet and confer obligations associated with reclassification of positions.
Determination of appropriate bargaining unit for reclassified positions will be in accordance with
the criteria in the City's Employer -Employee Relations Resolution and the Fair Labor Standards
Act.
Reclassification Defined. A reclassification isa change injob description and/or job title of a position
within the City service to accommodate materially changed job duties not anticipated in the
original classification and assigned or directed to be performed by the City. Such changed duties
do not include duties voluntarily assumed by, and not assigned to, an employee or temporary
duties assigned for purposes of training for the employee.
Impact of Reclassification. Position reclassification is neither a promotion nor demotion. A
reclassification may result in the salary range being increased, decreased, or staying the same.
Typically, an employee will be placed on the step that includes the salary rate closest to his/her
current salary rate, not to exceed the top of the salary range. The salary rate may be increased
at the time of the reclassification at the discretion of the City. If the salary range is decreased as
a result of the reclassification, the employee may be Y -rated at the discretion of the City. A
reclassification shall not alter an employee's Evaluation Date.
Employee Request for Classification Study. An employee may request a classification study by
submitting a written statement to the Department Director through the employee's immediate
supervisor and chain of command detailing the reasons for said request. The Department
Director shall review, comment, and forward the request to Human Resources within 30 days of
receiving the request. If the Department Director does not forward the request to Human
Resources within 30 days, the employee may then submit the request directly to Human
Resources. Human Resources shall make the determination as to classification study need and so
inform the Department and employee of said determination. The employee may appeal the
determination to the City Manager within ten (10) working days from receipt of notification. The
City Manager's decision shall be the final determination. In the event a classification study is
undertaken, final reclassification determination shall be made by the Human Resources
Manager.
ARTICLE 13: ACTING PAY
The City may, at its discretion, appoint an employee in an acting capacity to fill a position vacant
due to separation, extended illness, or extended leave in a job classification higher than the one
held by the employee. Employees may choose to decline an acting appointment. In the absence
of eligible volunteers, the City may contract with a third party to perform the work of the vacant
position.
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 11
The selection of an employee for an acting assignment shall be at the sole discretion of the
Department Director or designee, taking into consideration the requirements of the position
to be filled and the qualifications, job performance, and seniority of those employees eligible
for the acting assignment. The selected employee must, however, possess the minimum
qualifications established for higher classification.
A bargaining unit employee serving an acting assignment for a minimum of eight (8)continuous
workdays shall receive acting pay in the amount of a salary increase that is the higher of five
percent (5%) of the employee's base salary or the first step of the salary range applicable to the
position being filled, paid retroactive to the first day of the acting assignment. An employee who
is serving an acting assignment for less than eight (8) continuous workdays shall not receive acting
pay. No employee may serve an acting assignment for more than 960 hours per fiscal year.
ARTICLE 14: UNIFORM CLEANING ALLOWANCE
Employees required to wear uniforms, that are provided but not cleaned by the City, shall receive
$6.25 per pay period (24 pay periods), $150 per year for cleaning/maintenance of said uniform.
ARTICLE 15: BOOT REIMBURSEMENT
Maintenance Lead Worker, Maintenance Worker, Facilities Technician, or Code Enforcement
Officers shall be reimbursed up to $275 per fiscal year for the purchase of safety shoes/boots.
The footwear must meet ASTM or other industry -approved standards appropriate for the
employee's work assignment and classification, as determined by the Department Director and
Human Resources Manager. Any employee reimbursed for or issued protective footwear shall
wear such shoes at all times during work hours.
The City may authorize direct bill payment for shoes purchased at a vendor of the City's choice
or the employee may request reimbursement up to the allowed amount. If the employee
purchases shoes for an amount (including tax) greater than the annual limit provided herein, the
employee shall pay the difference to the vendor at the time of purchase.
ARTICLE 16: BILINGUAL PAY
The City offers a bilingual pay program for eligible employees who consistently utilize other
languages to translate during the normal course of work. To qualify, employees must pass the
test developed or utilized by the City for the following recognized languages: Spanish,
Vietnamese, Cantonese, Mandarin, American Sign Language, or any other language determined
by the City Manager. A maximum of fifteen (15) employees may be certified to receive bilingual
pay by the City. It will be applicable at all primary sites (City Hall, Rosemead Community
Recreation Center (RCRC), Garvey Community Center, Public Safety and Public Works). In the
event that more fifteen (15) employees wish to apply for it, management will determine the top
fifteen (15) based upon positional need. Once certified, employees will receive a bilingual stipend
of $100 per month.
Any employee who is not certified by the City is not required to use a language other than English.
However, when a member of the public, requests assistance in a language other than English,
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 12
employees must make a reasonable effort to accommodate and assist in a polite and professional
manner.
The City reserves the right to suspend bilingual pay if the employee is out on an extended leave
of absence of more than 80 consecutive hours and/or is otherwise not physically present at work
to provide bilingual services.
ARTICLE 17: OVERTIME / COMPENSATORY TIME
Employees may be required to work additional hours outside of their regular schedule by their
supervisor or department director. The City agrees to provide notice of such additional hours as
soon as practically possible, especially with pre -planned events. Only time worked in excess of
forty (40) hours in a given workweek will be paid at 1%: times the FLSA regular rate of pay. For
employees on a 9/80 schedule (consisting of alternate calendar weeks of four 9 -hour days in one
calendar week and four 9 -hour days, plus one 8 -hour day in the other calendar week), the
workweek shall be forty (40) hours. This is achieved by defining the first workweek as ending
four hours into the start of the 8 -hour day, and the second workweek starting four hours and one
minute into the 8 -hour day.
With the exception of Holiday Pay as provided in Article 18, all other hours worked shall be paid
at straight time. Vacation, sick leave, holidays, floating holidays, and other time not actually
worked will not be counted towards the forty (40) hours. All overtime must be pre -authorized
by the department director. Exceptions for pre -authorization of overtime for emergency or
unforeseen events/circumstances may be determined on a case-by-case basis by the supervisor
or department director.
On July 1, 2007, Compensatory Time -Off (CTO) was eliminated. Instead, non-exempt employees
who work overtime will be paid for those overtime hours at a rate of one and one-half (1.5) times
their regular pay rate for all hours worked in excess of forty (40) hours in a workweek.
Employees who accrued CTO prior to July 1, 2007 are authorized to keep those hours. Use of
CTO earned is granted but may not unduly disrupt the operations of the City. Terminating
employees will be compensated for accrued compensatory hours. Furthermore, employees who
have accrued CTO may elect to have the City buy back any hours of CTO per year if an irrevocable
request is made by December 10`h in the year prior to the year in which the buyback is to occur
unless provisions under Article 37D have occurred. Said buy back will take place during the
second pay period in December of each year and will be paid at the employee's hourly rate at
the time the CTO is sold back. In addition, accrued CTO for any terminating employee will be
paid out at the employee's hourly rate at the time of termination.
ARTICLE 18: HOLIDAY PAY
Irrespective of Article 22, full-time, non-exempt employees receive straight time for the holiday
plus 1'/2 time for any hours worked on the holiday or the day observed as the holiday.
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ARTICLE 19: STAND-BY / CALL-BACK PAY
Any employee assigned to be on stand-by/on-call status shall receive $150 per week.
An employee who is on stand-by/on-call, is called out and physically departs , but is called off
before reporting back to work, shall be paid for the equivalent of one (1) hour of time. This pay
is not for hours worked, which are not measured until the employee's report back to work.
An employee who is on stand-by/on-call and is required to, and does, report back to work will be
paid for a minimum of two (2) hours of overtime at the overtime rate provided in Article 17,
regardless of the time of day or day of the week. Any time actually worked in excess of the
guaranteed two (2) hour minimum payments shall also be paid in accordance with Article 17.
When placed in standby status, the following duties and responsibility shall be borne by the
standby designee:
1. The designee shall at all times, be immediately accessible by telephone and/or
radio device.
2. The designee shall be required to be available to respond to a work site designated
bythe supervisor, within a reasonable time as is designated by a supervisor.
3. At all times while in an on-call status, the designee shall maintain themself in
reasonable physical and mental condition by which to both respond to a call for
service and to thereafter reasonably perform the required assignment.
4. Employees designated as being on standby, shall be available for call back on
holidays, Saturdays, Sundays, and Fridays that are not regularly scheduled as
workdays.
Call back is defined as a circumstance where an employee is called back to work for unscheduled
hours after completion of the Team Member's regular workday or workweek, and departure
from the worksite. Employees who are not on standby but are called back to work after their
regular hours will receive overtime pay at the appropriate rate defined under Article 17 for any
resulting hours worked over 40 in the employee's workweek. For example, for employees
assigned to a 9/80 workweek, the 40' hour falls four 4) hours after the start of the eight-hour
workday. Hours actually worked starting one minute past the 401h hour will be paid at the
overtime rate defined under Article 17.
BENEFITS
ARTICLE 20: HEALTH INSURANCE PROVIDER
The City contracts with California Public Employees' Retirement System (CaIPERS) pursuant to
the Public Employees' Medical and Hospital Care Act (PEMHCA) to serve as the health insurance
provider for the City.
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ARTICLE 21: CAFETERIA -STYLE HEALTH, WELFARE, & SAVINGS BENEFIT
The City will provide each full-time employee with $1,700 per month for use towards enrolling in
any of the City offered health plans, dental plans, and vision plans. Effective July 1, 2023, the City
will provide an additional $200 per month for excess 'out of pocket' health care premium costs.
The additional $200 per month has no cash out value.
A) Unused Contribution. For employees hired on or before October 26, 2021, any unused
remainder of the $1,700 cafeteria -style benefit may be put into a deferred compensation
plan, taken as a taxable cash disbursement, or used forthe purchase of any City sponsored
insurance, long-term care, or long-term savings program. Employees hired after October
26, 2021 will not be eligible for cash back of any unused portion of the cafeteria -style
benefit.
B) Excess Premiums. Employees shall be required to pay any cost of the health, dental, and
vision premiums for their selected plans that exceeds the amount of the City's monthly
contribution.
C) Opt -Out. Employees hired on or before October 26, 2021 may also choose to waive
coverage and take the entire $1,700 monthly benefit as deferred compensation ortaxable
cash, but must first show proof of group health insurance coverage through an individual,
a spouse or family member's coverage through their employer and complete the
Voluntary Decline of Health Care Offered under the City of Rosemead Group Plan form.
Employees hired after October 26, 2021 choosing to opt -out of medical coverage offered
by the City, under the same conditions, will receive $500 per month.
ARTICLE 22: CHANGES To HEALTHCARE LAWS
The parties recognize that certain changes to State or Federal laws, programs, taxes or regulation
including, but not limited to, the Affordable Care Act (ACA), may impact future medical plan
offerings. In the event that such reform measures or resulting changes in the ACA altering the
healthcare coverage, options, costs or other elements, either party may request to reopen Article
20, 21, and 29 regarding medical insurance to meet and confer over any changes to the medical
insurance/benefits.
ARTICLE 23: RETIREMENT HEALTH PLAN
A) For all full-time employees hired on or before July 1, 2007, who have 20 years or more of
service with the City, and who retire from the City, an allocation of up to $1,000/ month
will be given to pay for health care benefits for the duration of their retirement. If the
health insurance program selected by the employee costs more than $1,000/month, the
City will only cover the first $1,000/month of the cost of the selected program.
B) For all full-time employees hired on or before July 1, 2007, who have 12-19 years of
service with the City, and who retire from the City, an allocation of up to $500/month will
be given to pay for health care benefits for the duration of their retirement. If the health
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 15
insurance program selected by the employee costs more than $500/month, the City will
only cover the first $500/month of the cost of the selected program.
C) The above retirement health contributions will only be in effect for full-time employees
employed with the City as of July 1, 2007. When an employee reaches 65 years of age, or
becomes eligible for Medicare, said employee will transition to Medicare coverage and
the City will continue to contribute towards the cost of health care coverage during the
duration of the employees' retirement in the amounts defined in sections A and B of this
article. Furthermore, it is expressly noted that the retirement health contribution can be
used towards health coverage for the employee, their spouse, and/or any eligible
dependent.
D) Employees hired after July 1, 2007 will receive retiree health benefits in accordance with
public employees' retirement laws and CalPERS.
ARTICLE 24: RETIREMENT PROGRAM (CALIPERS)
Employees will be enrolled in the City's retirement program through CaIPERS.
On July 1, 2007, the City began providing the 2.7%@55 benefit formula with one-year final
compensation option with no cap.
On July 1, 2010, the City implemented a 2 -tier system with changes for new hires only. All full-
time new hires, hired on or after July 1, 2010, will be subject to the 2%@55 formula with one-
year final compensation option. All existing full-time employees hired prior to July 1, 2010 will
remain at the 2.7@55 formula.
Under the Public Employees' Pension Reform Act of 2013 (PEPRA), effective January 1, 2013, all
"new members" will be subject to the 2.0% @ age 62 benefit formula which also requires a three-
year final compensation (the highest average annual pensionable compensation earned by a
member during a period of at least 36 months) with an early retirement age of 52.
A "New Member" is defined as:
1. A new hire that is brought into CalPERS membership for the first time on or after January
1, 2013, and who has no prior membership in any other California public retirement
system.
2. A new hire who is brought into CalPERS membership for the first time on or after January
1, 2013, and who is not eligible for reciprocity with another California public retirement
system.
3. A member who established CalPERS membership prior to January 1, 2013, and who is
hired by a different CalPERS employer after January 1, 2013, after a break in service of
greater than six months.
Effective January 1, 2013, PEPRA prohibited employers from paying any portion of a "new
member's" member contribution rate. All non -classic, new CalPERS members must pay 50% of
total normal cost as employee contribution rate.
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CalPERS refers to all members that do not fit within the definition of a new member as "classic
members". All existing CalPERS members as of December 31, 2012, will retain the existing benefit
levels for future service with the same employer.
All "classic members" are required to contribute their full share, up to 8%, of the employee
contribution of the CaIPERS rate.
ARTICLE 25: ENHANCED RETIREMENT PROGRAM: PUBLIC AGENCY RETIREMENT SERVICES (PARS)
For full-time employees hired prior to July 1, 2010, the City offers an enhanced retirement
package through Public Agency Retirement Services (PARS). Covered full-time employees who
retire from Rosemead after working 20 years for the City will have their pension formula
enhanced to 3%@55, with the provision that the maximum pension allowance that employees
can accrue through PARS is 90% of final pay. The PARS retirement pension is limited to 90% of
final pay. Employees must be at least 55 years of age to qualify for PARS.
ARTICLE 26: SOCIAL SECURITY
The City deducts from each full-time employees' paycheck, an amount as determined by law for
the Federal Insurance Contributions Act (Social Security). In addition, the City contributes an
additional amount at least equal to the employee's contribution.
ARTICLE 27: DEFERRED COMPENSATION PROGRAM (401A)
For full-time employees hired prior to July 1, 2010, the City contributes into a deferred
compensation account a percentage of the employee's salary based on years of service. That
funding formula is as follows:
Years of Service
% of Salary Contributed into 401A
Deferred Compensation Program
0-4
1%
5-9
2%
10-14
3%
15-19
4%
20+
5%
ARTICLE 28: DEFERRED COMPENSATION 457
All employees may voluntarily participate in the available 457 deferred compensation plan. Any
voluntary contributions made to such plan must be made via automatic payroll deductions. The
amounts contributed to the plan are subject to the statutory limits outlined in the codes of the IRS.
ARTICLE 29: FLEXIBLE SPENDING ACCOUNT (SECTION 125)
The City offers employees a flexible benefit plan which will allow individuals to pay for certain
expenses (childcare, unreimbursed medical expenses, insurance premiums) with pre-tax dollars.
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ARTICLE 30: SHORT-TERM DISABILITY/LONG TERM DISABILITY
State Disability Insurance (SDI) is a partial wage replacement insurance in which the City does not
participate in. However, for non -work related employee disabilities, the City offers Short -Term
Disability (STD)/Long-Term Disability (LTD) to full-time employees. Workers' compensation
injuries are excluded from disability leave/insurance offered by the City.
The City provides employees with a short-term disability plan to protect against cases where a
non -work-related illness or injury is sustained which results in an inability to work for a short
period of time. Employees will receive 66.67% or 2/3 of their pre -disability base salary (1 year
average of W-2) with a waiting period of 15 calendar days before receiving benefits and can last
up to 11 weeks. Employees will receive continued payment until the employee is medically able
to return to work, or has to begin utilizing long term disability, or until the employee reaches the
age of 65, whichever comes first. The maximum short-term disability benefit amount will be
$2,400 per week. Family and Medical Leave Act (FMLA) will run concurrently with disability.
The City provides employees with a long-term disability plan to protect against cases where a
non -work-related illness or injury is sustained which results in an inability to work for a long
period of time. In these cases, LTD is received only after STD has expired and the employee
continues to be medically disabled. Employees will receive 66.67% or 2/3 of their pre -disability
base salary with a 90 -day waiting period. The employee will receive continued payment until the
employee is medically able to return to work, or until the employee reaches the age of 65,
whichever comes first. The maximum long-term disability benefit amount will be $10,400 per
month. Where applicable, Family and Medical Leave Act (FMLA) and/or California Family Rights
Act (CFRA) leave runs concurrently with disability.
Employees have the option of receiving a full paycheck by utilizing his/her own leave time to
subsidize the 1/3 while on disability. Disability will cover 2/3 or 66.67% of the pre -disability base
salary based off of the W-2 (1 year average). However, when on disability, employees may not
utilize sick leave. Employees may use vacation, floating holiday, holiday, and/or compensatory
time (if applicable). Leave Accrual rate will be based upon the hours utilized.
All disability claim forms must be submitted to Human Resources on a timely basis. As a
guideline, all claim forms should be submitted within 15 calendar days.
All medical certifications or modifications to the medical certification must be submitted to
Human Resources on a timely basis. Employees are required to submit a Fitness for Duty—Return
From Leave Certification at least 2 working days prior to the date of return to the Department
Director. Employees may not return to work without this certification.
ARTICLE 31: LIFE INSURANCE
Employees receive an accidental death and dismemberment and life insurance policy of
$100,000.
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ARTICLE 32: TUITION REIMBURSEMENT
The City will reinstate the tuition reimbursement program based upon availability of funding.
Subject to City Manager approval, employees may attend and be reimbursed for part or all of the
costs of educational and other training courses (up to $5,000 per fiscal year) which provide a
benefit to the City provided there are budgeted funds for such approval by the City Council. The
educational/training courses must be job-related leading towards a college or university degree
or certificate and the employee must remain with the City for three (3) years after the successful
completion of class/course or must reimburse the amount received to the City on a pro -rated
basis.
If an employee leaves employment (voluntarily or involuntarily) with the City, prior to the three
(3) years after the completion of class/course, the employee must reimburse the amount received
based upon the following pro -rated basis:
Pro -Rated Schedule of Refund
Years of Service After Completion
Refund Amount Due to the City
Less than one (1) year
Full Amount Received
Less than two (2) years
2/3 of Amount Received
Less than three (3) years
1/3 of Amount Received
Employees with prior approval by the City Manager, may be reimbursed for registration, cost of
books, tuition, lab fees and parking for classes or instruction, provided such classes or instruction
are related to the employee's assigned duties with the City.
Reimbursement will be made only after an employee has satisfactorily completed the class or
workshop with the grade of "C" or better or a "B" or better for graduate level courses and that
proof of completion has been submitted and approved by the City Manager.
In general, mandatory or required training time during working hours shall be considered part of
the job. If the City directs an employee to attend a specific, job-related training course during
non -working hours, employees may utilize flex time. All study time shall be considered
completely voluntary. No overtime pay, additional pay or compensatory time shall be given
unless advanced written approval is granted by the City Manager.
There is no mileage reimbursement for travel to and from educational classes. Required forms
must be completed and necessary documentation (receipts and grades) must be provided in
order to receive reimbursement. Final and conclusive determinations of the reimbursement
amount shall be made by the City Manager/Assistant City Manager after review of the request
and recommendations by the Department Director.
ARTICLE 33: WELLNESS PROGRAM
The City shall reimburse employees up to three -hundred dollars ($300) per fiscal year for
qualifying expenses of the City's Wellness Program. The form and information required to claim
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 19
reimbursement for this benefit, and the final determination of whether an expense qualifies for
this benefit, are left to the discretion of the City Manager.
ARTICLE 34: COMPUTER PURCHASE PROGRAM
The City provides a computer purchase program for all full-time employees as outlined in the
Administrative Policy No. 30-09 approved by the City Manager. Full-time employees are eligible
for this program after the completion of the probationary period. Loans are due and payable in
full upon termination or separation of employment.
ARTICLE 35: EMPLOYEE ASSISTANCE PROGRAM (EAP)
The City provides employees with access to the Employee Assistance Program (EAP).
SCHEDULES/ LEAVES
ARTICLE 36: VACATION ACCRUAL AND ACCRUAL CAP
Full-time employees will receive vacation accruals as follows:
Vacation Accumulation
Years of Service
Hours/Pay Period
j Hours/Year
Days/Year
Maximum
Accumulated
Hours
Up to year 1
3.85
100
10
Yearl—Year9
5.38
140
14
280
9+
6.15
160
16
1 320
All full-time employees accrue 100 hours of vacation leave during their first year of service. 140
hours are accrued for employees with one year of service, up to (but not over) 9 years. For
employees with over 9 years of service (9+) the accrual rate is 160 hours. Employees cease to
accrue vacation hours when, in any pay period, their balance exceeds two times their annual
accrual as determined by their anniversary date.
All vacation requests are to be pre -approved by the Department Director. Negative vacation
banks or borrowing from future accruals will not be allowed except under provisions of Article
39.
Vacation accruals will be determined by the percentage formula of actual hours in a paid status
by the City.
Example 1:
An employee (with 1-9 years of service) who works 80 hours on paid
status per pay period will accrue 5.38 hours/pay period.
An employee (with 1-9 years of service) who works 40 hours on paid
Example 2:
status per pay period will accrue 2.69 hours/pay period (50% of 5.38
hours/pay period).
Example 3:
An employee (with 1-9 years of service) who has a zero leave balance
and takes an extended leave of absence will not accrue any hours.
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On July 1, 2011, the City established two (2) vacation banks as follows:
Bank A: Vacation earned/accrued prior to June 30, 2011.
Bank B: Vacation earned/accrued after July 1, 2011 (Subject to a 2 -year cap).
ARTICLE 37: VACATION BUYBACK
In order to encourage employees to take regular vacations on an annual basis and to partially
limit the growth of the City's long-term liability of employee accrued vacation hours upon
separation of employment, the City has established the following criteria for vacation buyback.
A. Twice per calendar year, full-time employees are eligible to have the City buyback up to 100
combined hours of accumulated unused vacation time in June and/or December of the
following calendar year. Effective December 10, 2023, and continuing thereafter, employees
seeking buyback must submit an irrevocable election form, by no later than December 10th
of the preceding calendar year., With this form, employees can seek buyback of
accumulated unused vacation time in the following calendar year subject to the following
terms:
1. The employee may seek buyback of up to 50 hours in June. Employees receiving
any such June buyback may seek an additional buyback in December. Total maximum
buyback for any calendar year will be limited to 100 hours.
2. Employees seeking only a December buyback may receive up to 100 hours.
B. The payment shall be made via payroll with the last paycheck in the following June and/or
December after receipt of the irrevocable election form. In the event an employee has less
hours in their vacation bank at the time the cash -out is to be paid than they had previously
elected to cash -out, the employee shall only be paid for up to the amount remaining in their
vacation bank at the time of the actual cash -out. Employees who do not submit an
irrevocable election form by December 10th will be deemed as foregoing participation in the
optional annual leave buy-back program for that following calendar year. The buyback in
June and/or December may not reduce the vacation leave balance below the equivalent of
one year's accrual.
C. For the purposes of vacation buyback, all employees must utilize Bank A prior to utilizing Bank
B. However, if there are no hours accrued in Bank A, employees may utilize Bank B.
D. An employee who experiences an unforeseeable emergency may be permitted to make a
new irrevocable election and/or to increase the amount of the previous election, subject to
the same value that was permitted at the time the annual irrevocable election forms were
due. For these purposes, an "unforeseeable emergency" means a financial hardship to the
employee resulting from any of the following:
Accident, illness, injury or death of the employee or an immediate family member. For
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 21
this purpose, an "immediate family member" is restricted to a spouse, registered
domestic partner, child/legal dependent, or parent; or
■ Loss or extensive damage to the employee's property due to casualty; or
• Other similar extraordinary and unforeseeable circumstances arising from events beyond
the control of the participant.
Whether an occurrence is an unforeseeable emergency shall be solely determined by the City
Manager or designee, but requests made under this provision shall not be unreasonably
denied.
The payment shall be made with the last paycheck in December of that same calendar year.
E. If it is subsequently determined by the City, the IRS, a court of competent jurisdiction or
another governing authority that the annual buyback provisions in place prior to December
10, 2021, or substantially similar, will not trigger constructive receipt of income from accrued
leave, the City will remove the irrevocable election process.
F. All buybacks shall be paid at the employee's base hourly rate of pay at the time of the
payment.
ARTICLE 38: SICK LEAVE
A full-time employee who is incapacitated from the performance of duties by reason of a non -
service related illness or injury, pregnancy, legal requirements of public health officials or for
reasons specified in the Family and Medical Leave (FMLA), California Family Rights Act (CFRA), or
other state of federal laws are eligible for sick leave.
1. Amount Earned: All full-time, regular, or probationary employees will accrue ten (10)
hours of sick leave per month. Sick leave will be earned, commencing on the first day of
employment as a probationary employee, and accrued on a bi-weekly basis. Employees
may accumulate up to a maximum of 120 hours of sick leave with pay per year. Sick leave
accruals will be determined by the percentage formula of actual hours in a paid status by
the City.
Example 1:
An employee who works 80 hours on paid status per pay period
will accrue 4.62 hours/pay period.
An employee who works 40 hours on paid status per pay period
Example 2:
will accrue 2.31 hour/pay period (50% of 4.62 hours/pay
period).
Example 3:
An employee who has a zero leave balance and takes an
extended leave of absence will not accrue any hours.
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Except for retirement, all unused sick leave hours will be forfeited when an employee
separates from employment, voluntarily or involuntary. Upon retirement, an employee's
unused sick leave hours will be converted to service credit as contracted with CalPERS.
2. Sick Leave Cap: For employees hired after October 26, 2021, accrued sick leave balances
are capped at 500 hours.
3. Advanced Sick Leave: Sick leave time shall not be taken until such time has been accrued.
4. Utilization of Sick Leave Benefits: The right to utilize benefits under the sick leave
provisions herein continues only during the period that the employee is employed by the
City. All benefits hereunder terminate upon the employee leaving City service. An
employee on military leave is not granted sick leave during the military leave period.
Employees are not eligible to utilize sick leave benefits within the first thirty (30) days of
employment.
Sick leave is not a leave which an employee may use at his/her discretion, but is allowed
only in cases of actual sickness or disability which make it impossible or inadvisable for
the employee to perform normal work assignments/functions. Sick leave may be utilized
for dental or medical appointments, medical assessments and/or due to a serious illness
in the immediate family. The City Manager/department director may deny or revoke sick
leave if the incapacitation for which it is taken is caused or substantially aggravated by
compensated outside employment. If an employee is absent from work for more than
three (3) working days without notifying his/her direct supervisor or department director,
the employee may be dismissed from City service for being absent without official leave.
Any abuse of sick leave usage is grounds for disciplinary action up to and including
dismissal.
5. Illness During Vacation Leave: Employees who become ill while on approved vacation
leave may request to use available sick leave in lieu of the approved vacation time for the
period of illness. Verification of illness may be required by the employee's supervisor
prior to approval.
6. Notification to Supervisor: Any employee needing to be absent because of sickness or
other physical disability must notify the appropriate department director or immediate
supervisor at least one (1) day prior to such absence if circumstances permit, or within
one (1) hour before or after the start of the regular shift when prior notice cannot be
given.
7. Sick Leave Authorized Due to Illness in Family: An employee is allowed sick leave due to
a serious illness in the immediate family. The definition of "family' defined under the
Family and Medical Leave Act (FMLA) policy will be utilized. In the event of a serious
illness in the immediate family, a certificate of such illness and the need for the
employee's absence by the acceptable medical authority may be required by the
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 23
department director. In such case, the employee must be able to produce a verifying
certification upon request by the immediate supervisor or management.
8. Return to Work Following Illness: The department director may require an employee to
submit to a medical and/or psychiatric examination by a physician designated by the City
before permitting the employee to return to work after the employee has been on sick
leave. If the results of any such examination indicate that the employee is unable to
perform assigned duties, or if performance of those duties will expose others to infection,
the employee will be placed on sick leave, or leave without pay after all sick leave has
been used, until adequate medical evidence is submitted that the employee is competent
to perform assigned duties or will not subject others to the infection.
9. Medical Certificate Requirement: In order to be paid for sick leave, the employee must
make every good faith effort to notify his immediate supervisor prior to or within one
hour of the start of the employee's workday. The department director may request, for
cause, a certificate issued by a licensed physician or other satisfactory proof of illness
before sick leave is granted. The department director may also choose a licensed
physician to conduct a physical examination at City expense. Any employee who makes
application for sick leave may be required by either the department director or City
Manager to file a certificate signed by a duly and regularly licensed physician authorized
to practice medicine or may be required to submit a personal statement which states the
employee was incapacitated from performing the duties of the position for each day that
sick leave is requested. Authority will also be given to the physician signing the certificate,
to disclose to the City Manager or the department director, information relating to sick
leave. Sick leave will be granted when the application for sick leave is approved by the
department director or the City Manager.
10. Transfer of Sick Leave: New employees may be credited up to two hundred (200) hours
of sick leave from their previous employer provided the previous employer did not
otherwise compensate the employee for said hours. The new employee must provide a
letter or documentation from the previous employer verifying accrued but
uncompensated hours.
11. Sick Leave for Separating Employees: An employee will not receive any payment for
unused accumulated sick leave upon dismissal of employment or retirement (either disability or
regular). An employee may not use sick leave to extend a retirement (either disability or regular)
or dismissal date. This prohibition does not affect an employee's right to obtain sick leave credit
with CaIPERS. Any other balances or if an employee resigns or is dismissed will be forfeited.
12. Sick Leave Donation: The City has adopted a sick leave donation policy, Policy 30-29
("Catastrophic Leave Program) for full-time employes who have completed their initial
probationary period. The parties agree that the policy was intended to be adopted in accordance
with IRS Revenue Ruling 90-29 and other applicable legal standards. A copy of the policy is
included in Appendix B to this MOU.
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 24
ARTICLE 39: CITY -RECOGNIZED HOLIDAYS
A) The following days are recognized and observed as paid holidays:
1. New Year's Day (January 111)
2. Martin Luther King's Birthday (the third Monday in January)
3. Presidents' Birthday (the third Monday in February)
4. Cesar Chavez (March 31st)
5. Memorial Day (the last Monday in May)
6. Juneteenth (June 191h)
Independence Day (July 4th)
Labor Day (the first Monday in September)
Veteran's Day (November 11th)
10. Thanksgiving Day
11. Christmas Eve (December 24th)
12. Christmas Day (December 25th)
B) If one of the above listed City recognized holidays falls on a Friday or Saturday, the holiday
will be observed on the preceding Thursday. If the holiday falls on a Sunday, the holiday
will be observed on the following Monday.
C) Non-essential City services and facilities are closed from Christmas Eve through New
Year's Day. Employees are required to utilize their own time or may opt to take the time
off without pay during the holiday closure. Employees with less than 3 months of service
may use unearned vacation time with any resulting negative balances to be repaid from
future accruals, or in the event of separation prior to repayment, from direct repayment
of the outstanding balance to the City by the former employee. Employees assigned to
work during this period to provide essential services shall not be required to utilize leave
banks for time actually worked. If an employee is required by the employee's supervisor
or director to work during the holiday closure and works on a day being observed as a
holiday (either a Thursday, Friday or Monday), then the employee shall be compensated
at 1'/: overtime pay in accordance with Article 17 for hours worked on the day being
observed as the holiday.
ARTICLE 40: TEMPORARY MODIFIED WORK SCHEDULE
Depending on an employee's area of assignment, an alternate work schedule may be arranged
with Department Director approval. This could include the possibility of utilizing a flextime or
telecommuting from an offsite location. Any prolonged telecommuting arrangement must be
approved by the City Manager.
Any alternate workweek must be approved, in writing, by the City Manager.
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 25
ARTICLE 41: FLEXIBLE SCHEDULING DUE To SPECIAL EVENTS
All full-time employees are required to work the 41' of July Parade/Carnival/Fireworks special
event. In addition, some employees are required to work special events in the course of their
regular duties. The City reserves the right to adjust the day's work hours to meet the staffing
needs of the 4th of July Parade/Carnival/Fireworks special event. Employees shall not be assigned
tasks during these events that exceed the physical demands of the employee's regular position.
For every workweek in which there is a designated special event, the City Manager may authorize
the 'flexing' of all hours within the same workday or same workweek of the special event while
ensuring that appropriate staff coverage is maintained for operational needs and continued City
services. For purposes of this Article, a "special event" is a scheduled, pre -planned program,
activity, or other event that is offered by the City for attendance by one or more members of the
public. Events scheduled exclusively for and/or exclusively attended by appointed or elected City
officials, or other City employees, are not special events for purposes of this Article.
• If a special event falls on a City recognized holiday or a day being observed as a City
recognized holiday, employees will be paid the hours of the observed holiday at straight
time and for any hours worked consistent with Article 17 and Article 18. If the hours
worked for the special event are more than a normal workday, then any overtime will be
paid in accordance with Article 17.
• If the event falls on a day of the week that would have been a normal workday,
employees' work hours may be adjusted to accommodate the needs of the special event.
• If the event occurs on a normal non -workday, employees' workdays may be "flexed"
within the same workweek.
• If hours cannot be flexed within the same workweek due to operational needs of the City,
any overtime will be paid for excess hours worked in accordance with Article 17.
Emergency/disaster situations are not considered special events under this Article.
ARTICLE 42: BEREAVEMENT LEAVE
In the event of the death of an employee's immediate family (defined as spouse, parent, step-
parent, grandparent, sibling, children, grandchildren, mother-in-law, father-in-law, sister-in-law,
brother-in-law, registered domestic partner or child of a registered domestic partner), employees
are entitled to forty (40) hours for bereavement leave per incident.
ARTICLE 43: JURY LEAVE
An employee of the City who is required to participate as a juror or required to participate in the
jury selection process, shall be paid up to and including 80 hours of salary and benefits during each
fiscal year while engaged in such activities. Any employee called to serve as a juror shall receive
his/her regular compensation while on such leave, provided that the employee remits to the City
any payments or fees received as a juror, excluding mileage reimbursement. Employee shall
provide from the courts, certification of the amount of time served on jury duty each day for
which jury duty leave with pay is requested. Employees shall return to their regular job
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 26
assignment after being released from jury duty each day provided at least one-half (1/2) of their
shift remains.
Compensation shall extend beyond 80 hours only upon provision to the City of a certified court
document showing that trial counsel and/or the Court estimated the length of trial for which an
employee has been selected as juror, to be more than 80 hours.
The employee shall advise their Department Director and the Human Resources Manager upon
receiving a court order to appear beyond the 80 hours as a juror. The granting of such leave with
pay shall be subject to the approval of the City Manager or designee, consistent with the
requirements set forth herein.
OTHER
ARTICLE 44: DIRECT DEPOSIT
Employees are offered an option to authorize the automatic deposit of each paycheck into an
individual's checking, savings, or credit union account. Payroll checks will not be issued in
advance.
ARTICLE 45: CITY RIGHTS
It is understood and agreed that the City retains all exclusive rights and authority to manage
municipal services and the work force performing those services except those expressly limited
or modified by this Agreement. It is agreed that during the term hereof, the City shall not be
required to meet and confer on matters which are solely a function of management, including
the right to:
• Determine and modify the organization of City government and its constituent work units.
• Determine the nature, standards, levels, and mode of delivery of services to be offered
to the public.
• Determine the methods, means, and the number and kinds of personnel by which services
are to be provided.
• Determine whether goods or services shall be made or provided by the City, or shall be
purchased, or contracted for.
• Direct employees, including scheduling and assigning work, work hours, and overtime.
• Establish employee performance standards and to require compliance therewith.
• Discharge, suspend, demote, reduce in pay, reprimand, withhold salary increases and
benefits, or otherwise discipline employees, subject to the requirement of applicable law.
• Relieve employee from duty because of lack of work or lack of funds or for other
legitimate reasons.
• Implement rules, regulations, and directives consistent with law and specific provisions
of this MOU.
• Take all necessary actions to protect the public and carry out its mission in emergencies.
• Determine the contents of job classifications.
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 27
• Contract out and transfer work out of the bargaining unit.
• Exercise complete control and discretion over its organization and the technology of
performing its work.
However, the City will meet and confer regarding the impact consequences of the City Rights
matters and will be addressed with the Association as meet and confer.
ARTICLE 46: EMERGENCY WAIVER PROVISION
In the event of circumstances beyond the control of the City, such as acts of God, fire, flood,
insurrection, civil disorder or national emergency, or similar circumstances, the provisions of this
Memorandum of Understanding or City's Human Resources Rules and Regulations, which restrict
the City's ability to respond to these emergencies, shall be suspended for the duration of such
emergency. The Union shall have the right to meet and confer with the City regarding the impact
on employees of the suspension of these provisions in the Memorandum of Understanding and any
City Human Resources Rules and Policies. The City agrees that this provision will not be used to
unilaterally eliminate any of its financial obligations or to reduce any of the economic benefits
provided to bargaining unit employees covered by this MOU.
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 28
ROSEMEAD EMPLOYEE ASSOCIATION
BY: BY:
Jimmy Limon
REA President
By: _
Janette Vicario
REA Vice -President
By: _
Amaren Rojsirivit
REA Treasurer
M
Russell Maitland
Business Representative -AFSCME
CITY OF ROSEMEAD
Ben Kim
City Manager
Bryan Chua
Finance Director
Katy Suttorp
Partner— Burke, Williams & Sorensen, LLP
The parties hereto have caused this memorandum of understanding to be executed this
12th day of September, 2023.
2023 — 2025 MOU City of Rosemead & AFSCME Local 321 Page 29
APPENDIX A
City of Rosemead
General Employees Monthly Salary Schedule
Effective July 1, 2023
Position Title
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Accounting Specialist
4,272
4,400
4,532
4,668
4,808
4,952
5,101
5,254
5,412
5,574
Administrative Assistant
4,200
4,326
4,456
4,590
4,728
4,870
5,016
5,166
5,321
5,481
Assistant Planner
5,244
5,401
5,563
5,730
5,902
6,079
6,261
6,449
6,642
6,841
Building Inspector
5,717
5,888
6,065
6,247
6,434
6,627
6,826
7,031
7,242
7,459
Code Enforcement Officer
4,652
4,792
4,936
5,084
5,237
5,394
5,556
5,723
5,895
6,072
Facilities Technician
4,096
4,219
4,346
4,476
4,610
4,748
4,890
5,037
5,188
5,344
Maintenance Lead Worker
4,559
4,696
4,837
4,982
5,131
5,285
5,444
5,607
5,775
5,948
Maintenance Worker
3,971
4,090
4,213
4,339
4,469
4,603
4,741
4,883
5,030
5,181
Permit Technician
4,581
4,718
4,860
5,006
5,156
5,311
5,470
5,634
5,803
5,977
Plan Checker
6,317
6,506
6,701
6,902
7,109
7,322
7,542
7,768
8,001
8,241
Public Works Inspector
5,640
5,809
5,983
6,163
6,348
6,538
6,734
6,936
7,144
7,358
Recreation Coordinator
4,383
4,515
4,650
4,789
4,933
5,081
5,233
5,390
5,552
5,719
Senior Accounting Specialist
4,593
4,731
4,873
5,019
5,170
5,325
5,485
5,650
5,819
5,994
City of Rosemead
General Employees Monthly Salary Schedule
Effective July 1, 2024
Position Title
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Accounting Specialist
4,400
4,532
4,668
4,808
4,952
5,101
5,254
5,412
5,574
5,741
Administrative Assistant
4,326
4,456
4,590
4,728
4,870
5,016
5,166
5,321
5,481
5,645
Assistant Planner
5,401
5,563
5,730
5,902
6,079
6,261
6,449
6,642
6,841
7,046
Building Inspector
5,888
6,065
6,247
6,434
6,627
6,826
7,031
7,242
7,459
7,683
Code Enforcement Officer
4,792
4,936
5,084
5,237
5,394
5,556
5,723
5,895
6,072
6,254
Facilities Technician
4,219
4,346
4,476
4,610
4,748
4,890
5,037
5,188
5,344
5,504
Maintenance Lead Worker
4,696
4,837
4,982
5,131
5,285
5,444
5,607
5,775
5,948
6,126
Maintenance Worker
4,090
4,213
4,339
4,469
4,603
4,741
4,883
5,030
5,181
5,336
Permit Technician
4,718
4,860
5,006
5,156
5,311
5,470
5,634
5,803
5,977
6,156
Plan Checker
6,506
6,701
6,902
7,109
7,322
7,542
7,768
8,001
8,241
8,488
Public Works Inspector
5,809
5,983
6,163
6,348
6,538
6,734
6,936
7,144
7,358
7,579
Recreation Coordinator
4,515
4,650
4,789
4,933
5,081
5,233
5,390
5,552
5,719
5,891
Senior Accounting Specialist
4,731
4,873
5,019
5,170
5,325
5,485
5,650
5,819
5,994
6,174
2023 - 2025 MOU City of Rosemead & AFSCME Local 321 Page 30
Appendix B
° ,
Policy Number: 30-29
_° A
Date Established: March 3, 2022
—° CITY OF ROSEMEAD
n4'r;
Date Revised:
Administrative Policy Manual
_,
City Manager Approval:
SUBJECT: CATASTROPHIC LEAVE PROGRAM
PURPOSE: To establish a program and procedures for employees ("donors') to be able to
voluntarily donate a portion of their accumulated vacation and sick leave time for
use by fellow employees ("recipients") who meet the criteria for eligibility.
General Policy
Due to a catastrophic illness or injury, employees may exhaust all forms of paid time off. Such
seriously ill or injured employees may suffer a loss of income after the exhaustion of their paid time
off. The waiting period for commencement of benefits under short-term disability insurance is
typically fifteen (15) days. The purpose of this policy is to establish a program and procedures to
allow employees the ability to voluntarily donate a portion of their accumulated vacation and sick
leave time for use by fellow employees who meet the criteria for eligibility. Participation by donors
and/or recipients in the Catastrophic Leave Program is entirely voluntary. Recipients may receive a
maximum of 1,000 hours of leave donations in any twelve (12) month period.
Application
This Policy applies to all regular full-time City employees who have completed their initial
probationary period.
A. Requesting and Using Donated Leave:
Eligibility of Employee for Catastrophic Leave Donations: To be eligible to receive
donated leave from the Catastrophic Leave Donation Bank, an employee must meet
all the following conditions:
i. Meet the criteria for use of sick and vacation leave in accordance with City
Employee Handbook and/or applicable memorandums of understanding or
Resolutions.
ii. Have been employed by the City in a full-time position for at least one year
and successfully completed the initial probationary period.
iii. Be on an approved leave of absence based on a personal serious health
condition.
iv. Expect to be off work for more than fourteen (14) calendar days.
v. Submit a confidential statement from a treating physician which indicates:
a. That the employee's absence is due to the employee's "serious health
condition," as defined by the Federal Family and Medical Leave Act
and the California Family Rights Act, requires the employee's absence
from work including intermittent absences that are related to the same
"serious health condition"; or
Page 1 of 5
Page 2 of 5
Policy 30-29
Catastrophic Leave Program
b. That the employee's absence is due to the need to care for a Covered
Family Member with a "serious health condition," as defined by the
Federal Family and Medical Leave Act and the California Family
Rights Act, requires the employee's absence from work including
intermittent absences that are related to the same "serious health
condition"; and
c. Estimates the duration of the employee's absence from work.
vi. Have applied for short-term disability or long-term disability insurance, if
any, or for other supplemental benefits. (The Catastrophic Leave Program
does not apply to absences for which an employee is receiving workers'
compensation benefits.)
vii. Have exhausted all earned leave balances (including sick, vacation,
compensatory time, holiday, and administrative leave). However, the City
Manager may approve the request for leave donations prior to all balances
being exhausted when the physician's statement and existing leave
balances indicate that all such balances will be exhausted within the next
two pay periods.
viii. When receiving supplemental pay, the employee will only receive enough
donated time needed to equal the employee's regular base pay.
ix. The employee must immediately report any income received from a
personal supplemental income policy. Failure to do so will result in
disciplinary action, up to, and including, termination.
2. Request for Donated Leave: Eligible employees must submit to the Human
Resources Manager a Request for Donated Leave Form accompanied by the
statement from the employees treating physician described above. The request and
accompanying physician's statement must be submitted in a sealed envelope
labeled "Confidential - Request for Donated Leave" to the Human Resources
Manager. If the requesting employee is unable to make the request on their own
behalf, the employee's authorized agent may submit a request on the employee's
behalf.
3. Approval of Request: The Human Resources Manager will approve or deny the
Request for Donated Leave. If denied, the Human Resources Manager will provide
the reason for such denial based on the requirements. No right of appeal shall be
available to an employee whose Request for Donated Leave is denied.
4. Payment of Leave: Donated time shall be converted to a cash value based on the
donating employee's hourly base rate of pay. The dollars shall then be converted to
sick leave at the hourly rate of the recipient of the donation. The appropriate hours
of sick leave will then be credited to the recipient for use during the catastrophic
leave. Donated leave shall be paid to the employee on the first pay period following
the approval date. Payments will not be made on a retroactive basis.
5. Permanent Status/Service Credit: While receiving donated hours, such employee
shall not accrue credit toward permanent status, City service credit, and will be
considered on an off -work status regarding accrual/eligibility for leave benefits while
receiving donated leave.
Page 3 of 5
Policy 30-29
Catastrophic Leave Program
6. Use of Donated Leave: Donated leave payments will be used to supplement any
income the employee receives as a wage replacement, including but not limited to
short-term disability benefits, long-term disability benefits or any other supplemental
benefits. When receiving supplemental pay, the employee will only be credited with
the amount of donated time needed to equal the employee's regular base pay.
7. Taxation: The donated hours used by the recipient are taxable to receiving
employee in accordance with Internal Revenue Service regulations and are subject
to withholdings as required by law.
8. No Guarantee: There is no guarantee of the availability of leave donations under
this Policy, and neither this Policy nor the availability of donated leave entitles
employees to a specific period of authorized leave during a catastrophic illness or
injury. City authorization of leave will be determined in accordance with applicable
state and federal leave and disability laws.
B. Voluntary Leave Donations: Employees may voluntarily donate eligible leave, subject to
the following requirements:
1. Eligible Leave: Accrued sick and vacation leave.
2. Employee Status: Any full-time employee, who has successfully completed the
initial probationary period with the City, is eligible to participate as a donor in this
program. Only accumulated vacation and sick leave may be donated. No other types
of accrued leave may be donated.
3. Minimum Donations: Employees may only donate from their accumulated eligible
leave balance. The donation must be a minimum of 9 (nine) hours. Donations must
be a whole hour increments; no fractions of hours may be donated.
4. Minimum Leave Balance: An employee donating sick leave must retain at least one
hundred sixty (160) hours of accumulated sick leave in their own personal balance
of sick leave, as of the date of donation in order to be eligible to donate sick leave
hours. An employee donating vacation leave must retain at least one hundred sixty
(160) hours of accumulated vacation in their own personal vacation leave accrual
bank, as of the date of donation.
5. Donation Acceptance/Denial: Human Resources Staff shall accept or deny each
offered donation in accordance with the requirements of this Policy.
6. Donations Irreversible: Donations of leave shall be dispersed as the need arises.
Time is released on a pay period by pay period basis. All donations are irreversible.
However, only hours needed by the recipient will be transferred from the donors
account each payroll cycle. Retroactive donations are not permitted.
7. Prohibition on the Sale of Sick Leave: The sale of accrued sick leave to any
employee is not permitted.
8. Confidentiality of Donations: All donations shall be kept confidential.
9. The donated time shall be converted to dollars at the hourly rate of the donor. The
dollars shall then be converted to sick leave at the hourly rate of the recipient of the
donation. The appropriate hours of sick leave will then be credited to the recipient
Page 4 of 5
Policy 30-29
Catastrophic Leave Program
for use during the catastrophic leave. Hours will not be removed from the donor nor
credited to the recipient until needed for a particular pay period.
10. Employees who are separating from City service are permitted to donate thirty (30)
days prior to their date of voluntary resignation. Otherwise, employees who are
separating are not eligible to donate.
11. In the event that an employee receives catastrophic leave donations related to the
filing of a workers' compensation claim that is delayed or denied but is later deemed
to be compensable and the employee's time off is converted to salary continuation
or temporary disability, the City shall return such catastrophic donations, in all or
part to the donors in the inverse order that the hours were applied.
12. Taxation: Pursuant to IRS Ruling 90-29, leave donated under this program shall not
be considered wages for the donating employee and will therefore not be included
in the donating employee's gross income or subject to withholding.
C. Procedure
1. Employee requesting donated hours
i. Applies for Leave of Absence Without Pay prior to exhausting all accrued
leaves.
ii. Contacts Human Resources to obtain the Employee Request Donation of
Leave form.
iii. Meets eligibility requirements and has qualifying illness of self or immediate
family member.
iv. Submits the Employee request of Donation of Leave form to Human
Resources Manager along with documentation from a qualified health
provider.
2. Human Resources
i. Verifies the employee has been placed on a Leave of Absence Without
Pay.
ii. Determines the employee's eligibility for catastrophic leave donations;
verifies compliance with FMLA/CFRA provisions; notifies recipient of
determination.
iii. Initiates a written communication (email message) to all departments
announcing the need for donations.
iv. Reviews and if appropriate, approves the donation eligibility and submits
the appropriate paperwork to Finance.
3. Finance
i. Receives the approved donation form from Human Resources and begins
tracking of donated and used hours. Donations will be processed in the
order of the date the application form was submitted to Human Resources.
If one or more donors donate time on the same date, the donations will be
drawn in alphabetical order of the donor's last name.
Page 5 of 5
Policy 30-29
Catastrophic Leave Program
ii. As needed, pledged hours shall be debited from the donor's leave balance,
converted to a cash equivalent, and credited to the recipient's usable
accrual balance. Once credited, the donation becomes irrevocable. If
donated hours have not been credited, the donor may rescind the donated
hours at any time.
The Catastrophic Leave Donation Program may be abolished at any time, at the discretion of
the City, subject to the meet and confer process on the effects of the abolishment.
Employee Name:
C7I1111:11 - 090
Ane "*Ulm M
Policy No: 30-29 Effective Date: March 2 2022
City of Rosemead
Catastrophic Leave Program
Request for Catastrophic Leave Donation
Last Name
Department:
Email:
First Name
Division:
EE ID#
MI
I, request that the City of Rosemead set up an employee catastrophic
leave donation bank. I certify that I will have exhausted all eamed leave balances (including sick,
vacation, compensatory time, holiday, and administrative leave) as of
Please explain the reason for the request of donation of leave hours:
I have attached a statement from a treating physician indicating the need for Ieave:[:]Yes ❑ No
Signature:
TO BE COMPLETED BY AUTHORIZED AGENT (if applicable):
Name
Cell Phone:
Signature:
HUMAN RESOURCES USE ONLY
Approve ❑ Deny ❑
Human Resources Manager Signature:
City Manager's Signature:
Date:
Relationship to Employee:
Email:
Date:
Date:
Date:
If you have any questions, please contact the Human Resources Department at (626) 569-2145 or via email
at kruedaCcr�.citvofrosemead.org.
Date:
Policy No: _30-29 Effective Date.: March 3, 2022
City of Rosemead
Catastrophic Leave Program
Voluntary Leave Donation Form
Recipient's Name: Recipient's Department/Division:
The recipient of this leave donation has been determined eligible to receive donated sick leave and/or
vacation leave, based on the eligibility requirements of the Catastrophic Leave Program, Policy No. 30-
29.
Minimum Donations: Employees may only donate from their accumulated sick and/or vacation eligible
leave balance. The donation must be a minimum of 9 (nine) hours. Donations must be a whole hour
increments; no fractions of hours may be donated.
Minimum Leave Balance: An employee donating sick leave must retain at least one hundred sixty
(160) hours of
accumulated sick leave in their own personal sick leave bank. An employee donating vacation leave
must retain at least one hundred sixty (160) hours of accumulated vacation leave in their own personal
vacation leave bank.
Leave donations will be used in the order received. If you wish to donate and assist
please complete the form and return to the Human Resources
Department.
The Catastrophic Leave Program is voluntary. Your support of this program is greatly appreciated. If
you have any questions, please contact Human Resources at (626) 569-2145 or via email at
krueda(c)cityofrosemead.org.
Catastrophic Leave— Donations of Sick Leave and/or Vacation Leave
Employee's Name (Donor) Employee ID # Email
Cell Phone Number Job Title Division/Department
I, the above-named employee, request and authorize the City of Rosemead to transfer
hours (9 hours minimum) of my accrued leave balances (please indicate below):
❑ Vacation Leave Hours
Employee's Signature (Donor)
HUMAN RESOURCES USE ONLY
Date Received
Sick Leave Hou
Date