Agmt 2011 San Leandro Management Organization SLMO

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Administration of Ca1PERS. Prior CaIPERS service time will be credited to new employees to reduce the contribution rates specified above. Section 11.0 Compensation From January 1, 2011 through December 31, 2012, salaries shall remain at the 2010 level except as provided herein. Salary for each classification varies from step 1 to step 5 as shown on the schedule at the end of this agreement. New hires and promotions may be placed at the step closest to a minimum five percent (5 %) base salary increase, or any step, subject to the City Manager's final approval. Employees may be advanced from their current step to the next higher step after each year of satisfactory performance. For the term of this Agreement, the salary for Assistant City Manager shall be set equal to the Police Chief. For Lieutenant, classification maximums shall be as provided in the SLMO salary schedule addendum. The addendum shall reflect the Lieutenant rate which is set at twenty -five percent (25 %) above the Sergeant rate of pay. For Captain, classification maximums shall be as provided in the salary schedule addendum which is set at fifteen percent (15 %) above the Lieutenant rate of pay. Section 12.0 Employee Defense and Indemnity In the event that all or part of a claim or judgment is for punitive or exemplary damages in any action otherwise governed by Section 825 of the Government Code and upon request of the employee against whom such claim or judgment is rendered, the City agrees to consider whether the findings set forth in Section 825(b) (1) through (3) may be made. This provision in no way obligates the City to pay punitive or exemplary damages unless it in fact makes those findings. Section 13.0 Layoff The appointing authority may lay off an employee in the competitive service because of material change in duties or organization or shortage of work or funds. If; by reason of expiration of a leave of absence, reduction in personnel, demotion to the job classification, or other cause, there are more employees in any job classification in the full -time competitive service than there are available positions in that job classification, the employee last employed in the job classification shall be laid off; if such employee obtained such position by promotion, s/he shall be demoted to the lower job classification from which s/he was promoted rather than be laid off. Layoff or demotion shall be based upon the amount of seniority an employee has in the job classification s/he is occupying (i.e., the employee with the least amount of seniority in the job classification shall be the first to be laid off or demoted, if job was obtained by promotion). Forty (40) days before the effective date of a layoff, the appointing authority and/or designee shall notify the Human Resources Department of the intended action with reasons therefore, and a statement certifying whether or not the services of the employee have been satisfactory. A copy of such notice shall be given to the employee affected at that time. If certified as having given satisfactory service, the name of the employee laid off shall be placed on the appropriate re- employment list. Employees shall be given thirty (30) days notice before the effective date of layoff. 8 SLMO final 2010