Non-Sworn. Effective January 1, 2007, the current Bilingual rate for non-sworn personnel shall be increased to one hundred dollars ($100).
Non-Sworn. 1. A non-sworn employee who successfully attains a Masters of Art or Master of Science degree shall be paid at a rate set approximately five percent (5%) above their then current base monthly salary step (cap=5%).
Non-Sworn. Although probationary employees may be rejected from probation for any lawful reason, once an employee passes his/her probationary period, he/she shall only be subjected to discipline (defined as termination, demotion, suspension, and reduction in pay) resulting in the loss of pay and/or benefits if the City can show “just cause” for the action and support its position by a preponderance of the evidence. Such discipline is subject to the pre-action process described in subparagraph “1” below and the disciplinary appeal process in subparagraph “2” below. Disciplinary actions such as written reprimands, counseling memos and written warnings are not subject to the pre-action process and may not be appealed. However, an employee may submit a written response to such action, which shall be attached to the reprimand, warning or counseling memo (or other such document) in the employee’s personnel file.
1. Pre-Action Due Process for Discipline Resulting in Loss of Pay (Termination, Demotion, Suspension, Reduction in Pay) Prior to being subject to any such discipline, an employee will first be served with a notice of intent to discipline by his/her supervisor, manager or department head. This document will set forth the grounds for the proposed discipline, the facts supporting the grounds and will attach copies of documents upon which the City relied to support the notice. In addition, the notice of intent will advise the employee of his/her right to respond to the proposed discipline either in writing or orally at a meeting. If the employee does not respond within the time limits, the decision whether to impose discipline will be made solely on the basis of the notice of intent and supporting documents and without any response from the employee. If the employee chooses to respond in writing, he/she must ensure his/her response is received by the representative who issued the notice of intent to discipline within seven (7) calendar days of receiving the notice of intent to discipline. If the employee wishes to respond orally, he/she must call or write the City representative who issued the notice of intent to discipline within seven
Non-Sworn. In addition to fixed holidays, non-sworn employees working in non-shift assignments receive three (3) floating holidays annually in the first full pay period after January 1st. Employees hired/promoted during the calendar year will receive a prorated amount of floating holiday hours based on their regular work schedule and the remaining number of months in the year (e.g. an employee that works a 4/10 shift would receive 2.5 hours of floating holiday leave per month for remaining number of full months in the year). Floating holiday hours are based on the number of hours an employee is assigned per day (e.g. if an employee is assigned to a 10-hour shift, he/she would receive thirty (30) hours of floating holiday leave).
Non-Sworn. A non-sworn employee who retires from City employment may be paid up to fifty-five percent (55%) of his/her accrued sick leave (at his/her request) up to the maximum of fifty-five percent (55%) of 1200 hours = 660 hours. This provision applies only to employees of the City who were employed as of July 1, 2017 including employees who were employed on that date who promoted into the PSC bargaining unit. Employees with a hire date with the City after July 1, 2017, including employees who promote from another bargaining unit into PSC, will not be entitled to cash out of sick leave at retirement. Accrued sick leave for such employees will be reported to CalPERS per the city’s option to convert sick leave to service credit per Government Code section 20965.
Non-Sworn. Employees are provided with a long-term disability insurance program (currently through Voya). The City pays the plan premium cost. CLEA is an option available to non-sworn employees. However, the basic benefit provision varies based on the claim. For detailed information, the employee must contact CLEA directly. CLEA enrollment is processed through the Association.
Non-Sworn. If an employee not subject to California Labor Code Section 4850 sustains a work- related injury or illness on the job and files a claim for workers’ compensation benefits which is accepted, the employee shall be eligible to receive full base salary continuation for the initial period up to thirty (30) calendar days or until the employee returns to work, whichever is earlier. In addition, the City will maintain its contribution to benefits as provided for herein (retirement, health, dental life and LTD insurances). This provision shall apply only up through the first thirty (30) calendar days of absence from work for each separate injury or illness, including aggravations thereof. During this initial 30-day period, vacation, sick, earned compensatory time off (CTO) and other leaves shall not be deducted from the absent employee’s accruals. Vacation and sick leave shall also continue to accrue during this time. In order for the employee to receive the above pay and benefit continuation, he or she must remit all Workers’ Compensation temporary disability checks to the City of Covina. For workers’ compensation leave exceeding thirty (30) calendar days, employees may receive temporary disability payments through the workers’ compensation program. Once temporary disability payments are exhausted, the employee may be eligible for long term disability benefits. Employees on workers’ compensation leave (either receiving salary continuation or temporary disability benefits) will have the leave designated as FMLA/CFRA leave. Benefits will continue during the twelve (12) weeks of FMLA/CFRA leave in the same manner as provided during active employment. Employees who become ineligible for City-provided benefits may maintain enrollment in those benefit plans at their own cost in accordance with COBRA regulations. The employee is responsible for coordinating COBRA coverage with the Human Resources Department. The cost of said benefits may be paid directly by the employee or charged against accrued compensatory time off (CTO) and/or vacation leaves at a dollar rate equivalent to the employee’s hourly base rate. For example, an employee earns $20.00 an hour base pay and the total cost of health, dental and life insurance to the City is $250.00 per month. On a monthly basis, if the employee wishes to maintain benefit coverage, at his or her option, the employee may pay $250.00 directly to the City or have 12.5 hours deducted from accrued CTO and/or vacation. Upon depletion ...
Non-Sworn. Effective the first full payroll period after September 1, 2007, non-sworn employees shall receive an across the board salary increase of five percent (5.0%). Effective the first full payroll period after September 1, 2008, non-sworn employees shall receive a salary increase based on the higher CPI-U or CPI-W San Francisco movement August 2006 to August 2007 with a minimum of 2.0% and a maximum of 4.0%. Effective the first full payroll period after September 1, 2009, non-sworn employees shall receive a salary increase based on the higher CPI-U or CPI-W San Francisco movement August 2007 to August 2008 with a minimum of 2.0% and a maximum of 4.0%. Effective the first full payroll period after September 1, 2010, non-sworn employees shall receive a salary increase based on the higher CPI-U or CPI-W San Francisco movement August 2008 to August 2009 with a minimum of 2.0% and a maximum of 4.0%. Effective the first full payroll period after September 1, 2011, non-sworn employees shall receive a salary increase based on the higher CPI-U or CPI-W San Francisco movement August 2009 to August 2010 with a minimum of 2.0% and a maximum of 4.0%. Effective the first full payroll period after September 1, 2012, non-sworn employees shall receive a salary increase based on the higher CPI-U or CPI-W San Francisco movement August 2010 to August 2011 with a minimum of 2.0% and a maximum of 4.0%. Effective March 1, 2008 the City will implement an additional Five Percent (5.0%) top step salary step for the Dispatch classifications and reserves the right at a future time to implement an entry step to the Dispatch classifications that is Five percent (5.0%) below the current entry step for the Dispatch classifications. The City will conduct a salary survey on or about September 1, 2009 and complete the salary survey by September 15, 2009 for the non-sworn classifications, and discuss the ability to make increases as mutually agreed upon between the parties. The parties agree to meet and review the parameters of the market adjustment salary on or about August 15, 2009. Mutually agreed increases to salary shall become effective the first full pay period after the agreement.
Non-Sworn. 1. Effective the first full pay period in July 2021, the Authority shall increase the salary range for the Public Safety Records and Evidence Supervisor, Police Records Specialist (Front Desk), and Property Technician by 2.0%. The Authority shall pay this increase retroactively to the first full pay period in July 2021 during the first full pay period after adoption of this Memorandum of Understanding.
2. Effective the first full pay period in July 2022, the Authority shall increase the salary range for the Public Safety Records and Evidence Supervisor, Police Records Specialist (Front Desk) and Property Technician by 3.0%.
3. Effective the first full pay period in July 2023, the Authority shall increase the salary range for the Public Safety Records and Evidence Supervisor, Police Records Specialist (Front Desk) and Property Technician by 3.0%.
Non-Sworn. 1. Effective the first full pay period in July 2018, the Authority shall increase the salary range for the Public Safety Communications and Records Supervisor, Police Records Specialist (Front Desk), and Property Technician by 2.0%.
2. Effective the first full pay period in July 2019, the Authority shall increase the salary range for the Public Safety Communications and Records Supervisor, Police Records Specialist (Front Desk) and Property Technician by 2.5%.
3. Effective the first full pay period in July 2020, the Authority shall increase the salary range for the Public Safety Communications and Records Supervisor, Police Records Specialist (Front Desk) and Property Technician by 3.0%.
