2019/10/02 Menifee, City Tentative Agreement for a Successor Memorandum of Understanding July 1, 2019 to June 30, 2022TENTATIVE AGREEMENT FOR A SUCCESSOR
MEMORANDUM OF UNDERSTANDING
Between
The City of Menifee and
The Menifee City Employees Association
General Employees Unit
July 1, 2019 to June 30, 2022
October 2, 2019
1. All terms and conditions of prior Memorandum of Understanding ("MOU") between
the City and the Menifee City Employees Association ("MCEA") General Unit shall
continue unless expressly modified or changed herein.
2. Article 1.3 — Term — July 1, 2019 to June 30, 2022; except as otherwise provided
herein, the successor MOU between the City and the MCEA shall remain in force until its
term expires at close of business on June 30, 2022.
3. Article 5.3 — Representational Time -Off — Members of the Executive Board are
allowed 4 hours of time off per fiscal year for Association business without loss of
compensation or benefits.
4. Article 9.2 — Cost of Living — Effective July 1, 2019, all employees in bargaining
unit shall receive a base salary increase of four percent (4%); effective July 1, 2020, all
employees in bargaining unit shall receive a base salary increase of three percent (3%);
and effective July 1, 2021, all employees in bargaining unit shall receive a base salary
increase of the lower of: a.) three percent (3%) or b.) the Riverside -San Bernardino -
Ontario CPI-W (All Urban Wage Earners and Clerical Workers) from March 2020 to March
2021, which shall not be less than zero percent (0%) if the CPI comparison is negative.
5. Article 9.5 — Cell Phones and Boot Allowance (Information Only, No Change)
— There will be no change to the boot allowance reimbursement of $200 per year.
Employees in bargaining unit who are required to wear safety boots have the option to
purchase one pair work safety boots per year under the City's established account at a
location in Menifee, CA.
6. Article 9.6 — Life Insurance — All employees in bargaining unit shall receive an
increase to $75,000 for term life insurance, effective January 1, 2020, following adoption
of the 2020-22 MOU.
7. Article 9.7 — Health Insurance — City shall increase the monthly allocation to
$1,750 for employee + 1 and employee + family, effective the month following adoption
of the 2020-22 MOU. Effective January 1, 2021, the monthly allocation for employee + 1
and employee + family shall be increased to $1,800. Effective January 1, 2022, the
monthly allocation for employee + 1 and employee + family shall be increased to $1,850.
8. Article 9.8 - Cash in Lieu of Medical Insurance Phase Out (Information Only-.
No Change) - There will be no change to Article 9.8; the maximum allowable cash in lieu
payment will remain fourteen thousand four hundred dollars ($14,400).
9. Article 9.11 - Deferred Compensation (Information Only, No. Change) -
Cafeteria dollars cannot be used for deferred compensation, per IRC Section 125;
however, excess cash for employees that qualify to receive cash in lieu of medical
insurance can receive cash and apply directly toward deferred compensation.
10. Article 9.13 - Education Reimbursement - Effective July 1, 2019, employees in
bargaining unit may qualify for up to $3,000 per fiscal year for expenses incurred for
tuition, books and fees for college -level degree applicable or job -related courses. License
and certificate renewals which are related to the job or required for employment shall be
paid for or reimbursed by the City.
11. Article 12.9 - Family and Medical Leave - Effective July 1, 2019, employees in
bargaining unit shall receive forty (40) hours of paid Bonding Leave (maternity/paternity)
for the birth or adoption of a child. Bonding Leave may be used within one year of the
birth/adoption of a child.
12. ADD ARTICLE: Employee Wellness Program - City shall develop an Employee
Wellness Program, to be implemented no later than January 31, 2020. The program shall
offer a minimum of: a.) Employee Wellness Day -1 paid day of leave (9 hours) available
July 1 st to be used during the fiscal year, which cannot be carried forward to the next fiscal
year; b.) Healthy programs/classes available at City; and c.) Employee membership
discount to participating local fitness gyms/programs.
13. ADD ARTICLE: Represented Classifications - This MOU covers employees in
the following classifications:
Accounting Assistant
Code Enforcement Technician
Plans Examiner
Accounting Technician I
Community Services Coordinator
Public Works Inspector I
Accounting Technician II
Coordinator Senior Center
Public Works Inspector II
Administrative Assistant
Deputy City Clerk
Records Technician
Assistant Engineer
Office Specialist I
Sr. Accounting Technician
Assistant Planner
Office Specialist II
Sr. Code Enforcement Officer
Associate Planner
Park Maintenance Worker I
Sr. Park Maintenance Worker
Building Inspector
Park Maintenance Worker II
Sr. Street Maintenance Worker
Building Permit Technician
Parks Ranger
Street Maintenance Worker I
Code Enforcement Officer I
Permit Technician
Street Maintenance Worker II
Code Enforcement Officer II
Planning Technician
SIGNATURES ON FOLLOWING PAGE
Tentative Agreement for Successor MOU between City and MCEA General Unit
TENTATIVE AGREEMENT FOR A SUCCESSOR
MEMORANDUM OF UNDERSTANDING
Between City and The Menifee City Employees Association
General Employees Unit
City of Menifee
July 1, 2019 to June 30, 2022
Menifee City Employees Association
Roche& Clayton, Deputy City Manager Mary La ante, Managing Labor Representative
Daniel Alvarado, Deputy HR Director
eft Wyman, Assistant City Manager
JmAr-�7�
Kristina Hernandez, Employee
Representative
James Sloan, Employee Representative
Bernice Rtv6ra, Employee
Representative
Tentative Agreement for Successor MOU between City and MCEA General Unit