HomeMy WebLinkAboutReso 72-1979RESOLUTION NO. 72-79
CITY COUNCIL, CITY OF SOUTH SAN FRANCISCO, STATE OF CALIFORNIA
A RESOLUTION ACCEPTING AND APPROVING
MEMORANDUM OF UNDERSTANDING, UNITS 3
AND 4 - THE'SOUTH SAN FRANCISCO CITY
EMPLOYEES JOINT COUNCIL (MARINE ENGINEERS
BENEFICIAL ASSOCIATION AND AMERICAN
FEDERATION OF STATE, COUNTY AND MUNICIPAL
EMPLOYEES, LOCAL.1569, COUNCIL 57,
AFL-CIO)'MASTERAGREEMENT
BE IT RESOLVED by the City Council of the City of South San Francisco
that~'.the Memorandum of Understanding with Units 3 and 4 - The South San
Francisco City Employees Joint Council (Marine Engineers Beneficial Associa-
tion and American Federation of State, County and Municipal Employees, Local
1569, Council 57, AFL-CIO), Master Agreement, a copy of which is attached
hereto as Exhibit "A" and incorporated herein by this. reference as if set
forth verbatim, is hereby accepted and approved.
I hereby certify that the foregoing Resolution was regularly introduced and
adopted by the City Council of the City of South San Francisco at a regular
meeting held on the 20th day of June , 1979, by the following vote'
. . .
AYES' Councilmen William A, Borba, Terry J. Mirri
Councilwoman Roberta Cerri Te.qlia
NOES' None
ABSENT'
Councilmen Ronald G. ACosta and Emanue!e N. Damonte
~ EXHIBIT "A" TO RESO.' NO. 72-79
ADOPTED JUNE 20, 1979
~ection I - RECOGNiTiON
Union Recognition
South San Francsico City Employees/Joint Council/Marine Engineers Beneficial
Association/American Federation of State, County and Municipal Employees,
Local 1569, AFL-CIO, hereinafter referred to as the "Union" or "Joint Council,"
is recognized as the majority representative, as provided in Ci'ty's Resol'ut~on
No. 6086 adopted May 21, 1973, for all employees in classifications assigned
to Units 3 and 4.
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SENTIn'' ~ _ ;;,~,-~
~,~_ ul~-ON SECUR-~TY
2.1 Dues Deduction
The Union may have the r. egular dues of its members within the representation
unit deducted from employees' pay checks under procedures prescribed by the
City Finance Director~for such deductions. Dues deducted shall be made only
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upon signed authorization from the employee upon a form approved by the City,
and shall continue (1) until such authroiZation is revoked, in writing, by
the employee; or (2) until the transfer of the employee to a unit represented
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by another employee organization. Employees may authorize dues deducted only
for the organization certified as the recognized employee organiZation of the
unit to which such employees are assigned.
.~he Union, and the employees so authorizing,_ shall hold the City of South San
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Francisco and its officers and employees, including but not limited to the
City Finance Director, harmless for following the instructions contained in
such dues deduction authorizations. The City shall deliver revocations of
membership to the Union on a bi-weekly basis and include vertification that
receipt was by registered mail.
The City Finance Director shall accept authorization for dues dedUcted ten (10)
.working days prior to the close of a pay period.
2.2 Communications with Employees
The' Union shall be provided reasonable space on bulletin boards~at such work
site for posting notices concerning official union business. All such notices
must receive prior approval from the department or division head before posting.
2.3 Advance Notice
Except a~ provided below in this subsection, the Union shall be given reasonable
advance written notice of any ordinance,resolution, rule or regulation directly
relating to matters within the scope of representation proposed to be adopted
b~ the City and shall be given the opportunity to meet with the appropriate
management representatives prior to adoption.
If public safety, welfare or an emergency requires any of the said acts by
the City with'out such notice, the City may take such action and concurrently
therewith give notice thereof, which affords the Union a reasonable time
thereafter within which to meet with management representatives.
SECZF!ON 3- ,~"~FM~NT:=,..=,~_ ._ RIGHTS
To insure that the City is able to carry out its constitutional and
statutory functions and responsibilities, nothing contained herein shall
be construed to require the City to meet and confer on matters which are
solely a function of management, including but not limited to the right
to direct the work force; to select and determine the number and types of
employees required; to determine the content of job classifications; to
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hire, transfer, promote, suspend, discipline and discharge employees; to
assign work to employees in accordance with the requirements determined by
the City; to establish and change work schedules and assignments; to lay
off employees for lack of work; tO expand or diminish services; to sub-
contract any work or operations; to determine and change methods of operations;
to determine and change work locations and the processes and materials to be
employed; to take all necessary actions to perform its functions in emer~enci'es.
3.1 Mediation
City and Union on June 26, 1972, entered into a Memorandum of Understanding
which was approved by the City Council on June 28, 1972, with Resolution No.
5878, a copy of which Resolution and Memorandum of Understanding are attached
as Exhibit "A." City and Union agree that the matters therein provided for
mediation shall be submitted to mediation within a reasonable time.
SECTION 4 - NO DISCRIMINATION
There shall be no discrimination because of race, creed, color, national
origin, sex, sexual preference, mar. ital status, ancestry or li§itimate
union act. ivities, as defined by Myers-.Milias-Brown Act, against any
employee or applicant for employment by the Union or by the City'or by
anyone employed by the City; and to the extent prohibited by applicable
state and federal law, there shall be no discrimination because of age.
.
There shall be no discrimination against any handicapped person solely
because of such handicap unless that handicap prevents the person from
meeting the minium standards established.
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SECTION 5 UNION STEWARDS AND O~FTCTAI REPRES~.T~=,-=~
5.1 Stewards
The Union shall be entitled to a reasonable number of Stewards who shall
restrict 'their activities to the processing of grievances and shall be allowed
a reasonable amount of time for this purpose. The Union shall .notify the City
Manager, in writing, of the names of the Stewards.
Stewards shall obtain permission from their superv, isor before leaving their
work stations to resolve grievances and shall report back to their supervisor
before returning to their work stations. This provision shall not be used
to prevent the Stewards from performing their duties or obligations Set forth
in this Section; provided, however, that the use of time for this purpose shall
be reasonable and shall not interfere with the requirements 'of the City's
services, as determined by the City.
In the event the City determines that "Stewards" are abusing the provisions of
this section, the Union agrees to meet with the City immediately to investigate
the City's complaint and .to assure full compliance by stewards with the pro-
visions of this Subsection.
Whenever an employee is required to meet with a supervisor or management official
and the employee reasonably anticipates that such meeting will involve questioning
leading to disciplinary acti]on, the employee shall be entitled to have a steward
and/or Union Representative present upon request. In the event the employee
desires the presence of a Un~on Representative, the City will contact the
Representative to' arrange a mutually acceptable time and day to hold the
meeting. Once scheduled, the City shall-not be required to reschedule the
meeting for the convenience of the Union Representative.
6.
5:2 Representative of the Union
The Union shall provide the City with a written list (not to exceed five
individuals) of their authorized representatives and any changes thereto.
An authorized rep. resentativeofthe Union shall be allowed to visit the
work location for the purpose of ascertaining whether or not this
Memorandum of Understanding is being observed. This right shall be
exercised reasonably. An authorized representative of the Union shall
report to the Department/Division Head before proceeding to the work
location. He shall not interfere with the normal conduct of work.
Activities such as the soliciting of membership, collection of dues,
holding membership meetings, campaigning for office, conducting elections
and distributing literature is strictly prohibited during working hours
without prior approval by the City Manager.
5.3 Access to Personnel Files
An employee or, on presentation of written authorization from the employee,
an employee's representative shall have access to the employee's personnel
file upon request.
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Sr-r'TION~. 6 - SALARY ?': .~.,, "~
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6.1 Increases Durin.g Term O.f This Memorandum Of Understanding
Beginning on the 16th day of August, 1977, there shall be an increase of
six percent (6%) in the base salary of such employees in Units 3 and 4.
Beginning with the pay period which includes July 1, 1978, there'shall
be an increase of six percent (6%) in the base salary of each employee
in Units 3 and 4.
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This subparagraph restates the provisions contained in the Memorandum of
Understanding dated the 15th day of August, 1977, approved by Resolution
No. 117-77, adopted by the City Council on the 15th day of August, 1977,
and does not by so restating it modify the compensation therein provided.
6.'2 Salary Plan Administration
Employees occupying a position in a classification covered by this Memorandum
of Understanding shall be paid a base sala'rY within the range established for
that position's classification. Exhibit "B" entitled "Salary Ranges Effective
July 1, 1978, For Units 3 and 4"-,attached hereto and incorporated herein, sets
forth the ranges and bi-weekly salary which reflects said increases but if '
there is a variance between Exhibit "B" and the City of South San Franci.sco
Master Salary - Standard Bi-Weekly Table for 1978-79, then the latter shall
prevail.
6.3 Salary Plan Administration, Original Appointment
The salary for a new employee entering City employment shall be the minimum
or first salarY step for the classification to which the employee is appointed,
provided, however, that the' City Manager may, when circumstances so warrant,
appoint at other than the first step.
Whenever an emp~ ' ~'
"oyee,,s) are recruited for a position at other than the
first step within a range, all employees in the same position in steps
below the recruitment step shall be raised to the step at which the new
employee(s) were recruited.
6.4 Salary Plan Administration~"AdVancement Within'Salary Range
Employees appointed at the first step ("A") shall be eligible for advancement
to the second step ("BI') of the specific salary range, six (6) months after
original appointment, provided that the employee's performance merits the
increase. Advancement to the remaining steps may be made.~fter one (1) year
of satisfactory service at each successive salary step, provided that the
employee's performance merits the increase.
Changes in an employee's salary because of promotion or demotion may set a
revised salary anniversary date for that employee.
Whenever the schedule of compensation for a classification is revised, each
incumbent in a position to which the revised schedule applies, shall be paid
at the same step in the revised range as the step at which the employee was
paid in the previous range.
6.5 Salary Plan Administration, Salary Step After Promotion Or DemOtion
When employees are promoted, they shall receive not less than the equivalent
of a one-step, five percent (5%), salary increase.
When an employee is demoted, whether such demotion is voluntary or otherwise,
the employee's compensation shall be adjusted to the salary prescribed for
the classification to which the emp~oye~ is demoted and unless otherwise provided,
the specific rate of pay within the range shall be determined by the City
Manager; provided, hoWever, that an employee demoted as a result of abolition
of position shall be placed at the salary step in the lower classification
which most closely approximates, but does not exceed, the employee's salary
in the higher classification.
If an employee takes a voluntary demotion to a classification previously
held from a classification within the same 'series, the employee shall be
placed a step commensurate with length of service in both classifications.
If the classifications are not within the same series, the employee shall
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be placed at the same step in the lower classification which the employee
held last, and the service time at such step shall be the same as the
service time held previously at such step.
6.6 Temporary Upgrading- Like Work For Like Pay
An employee assigned by the City to the duties of a first-line supervisor or
.above, shall be pai.d the salary of the position s/he performs commencing with
the first day of said assignment. First-line supervisory employees and above
assigned to duties of a higher classification shall not be paid the salary of
the higher classification unless they serve in the capacity for thirty (30)
consecutive calendar days or more, in which event they shall receive the pay
of the higher classification commencing with~the first day' of said thirty-day
service.
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6.7 Salary Plan, Pay Periods
Employees shall be paid bi-weekly, unless mutually agreed to by the City
and Uni on.
6.8 Longevity Pay Plan
Permanent full-time employees shall be eligible for longevity pay in accordance
with the following schedule:
Lenoth of Conti--~,,~ ~-~-,,~-~
Ten to Fourteen Years, inclusive
Fifteen to Nineteen Years, inclusive
Twenty to Twenty-four Years, inclusive
Twenty-five to Twenty-nine Years, inclusive
Thirty to Thirty-four Years, inclusive
Thirty-five to Thirty-nine Years, inclusive
Forty Years or More
Longer i ty ~ Pay/Monthl y
$10
$15
$20
$30
$4O
$5O
$6O
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S£CTION 7- PROBATION PERIODS
7.i Duration
All original and promotional appointments shall be tentative and subject
to a probationary period of not less than twelve (12) months of actual
service from the date of pr,]bationary appointment or promotion.
An employee who is laid off and-subsequently appointed as a result of
certification from an employment eligible list to a position of.a different
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classification than that from which laid off, shall undergo the probationary
period prescribed for the classification to which appointed. Former
probationary employees appointed from a reinstatement or remploymelnt list
must serve the remainder of their probationary period in order to attain
permanent status.
Employees who transfer to another division shall be required to undergo a
new probationary period in the position into which transferred. If
unsuccessful in the new probationary period, the voluntarily i~ransferred
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employee may be terminated from City service. Employees transferred
non-volun_tarily shall be reinstated to their former position if unsuccess-
ful in their new ~robationary period.
7.2 Rejection
The appointing authority may terminate a probationary empl'oyee at any time
during the probationary period without right of appeal in any manner and
without recourse to the procedures provided in Section 18 (Grievances)
hereof, unless the employee alleges that the termination was due to
discrimination prohibited by City, State or Federal status or regulations.
If such discrimination is alleged, the appeal or grievance shall be
decided solely on the basis of whether or not the termination was due to
discrimination; and unless it is determined that there was discrimination,
the person or persons hearing the appeal or grievance shall not substitute
their judgment for that of the appointing authority.
7.3 Promotional Probation
An employee who has previously completed the requisite probationary period
and who is rejected during a subsequent probationary period for a ,~
promotional appointment shall be reinstated to the former position from
which the employee was promoted, provided that this subsection shall not be
construed so as to prohibit the City from discharging any employee during
a subsequent promotional probationary period for those reasons and causes
set forth in Section 17 of this Memorandum of Understanding..
SECTION 8- TRANSFER, PROMOTION
8.1 Transfer
An employee may be transferred by the City Manager from one position to
another position in the same or comparable classification carrying
essentially the same maximum salary and wh.ich the employee is qualified
to perform. ..-
8.2 Promotion ~
The' City shall endeavor to fill. vacancies by' promotion when in the best
interest of the service. In the event the City ~anager determines to fill
a vacancy by promotion, the Personnel Board prepares and administers an
examination for those employees who meet the minimum qualifications. The
names of the successful candidates shall be recorded in the order of their
standing in the examination on an employment list. Closed promotional
appointments shall be made from the first three (3) Candidates .(whiEh number
m.a_y be unilaterally chan.§ed by the City Council resolution~ on the employ-
ment list who are ready, willing and able to accept the position offered.
8.3 Employment Lists
Promotional lists shall become effective upon approval thereof by the
Personnel Board. Employment lists shall remain in effect for one (1)
year, unless sooner exhausted and may be extended, prior to their
expiration dates, by action of the Personnel Board for additional three
(3)-month periods, but in no event shall the list be extended for more
than one additional year.
If an appointment is to be made from an open-competitive list, the names
of all persons on the list shall be certified.
The name of any person on an employment list may be removed by the City
Manager if the eligible person requests, in writing, that his/her name be
removed, if the employee fails to respond to a written offer of employment
six (6) business days from mailing, if a subsequent report of an investi§a-
tion is unsatisfactory, or if. the person has been passed over for appoint-
ment three (3) times.
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A candidate who rejects an offer of employment shall be removed from the
employment -1 is t.
8.4 Time Off for Examination
Promotional examinations scheduled by the City during an employee's regular
working hours may be taken without loss of compensation.
SECTION 9 - REDUCTION IN FORCE/LAYOFFS AND REEMPLOYMENT
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9 i Council 'Determination
Whenever, in the judgment of the City Council, it becomes necessary in the
interest of economy or because the necessity for the position or employment
involved no longer exists, the City Council may abolish any position or
employment in. the competitive service and laY off, reassign, demote, or
transfer an employee holding such position or employment and same shall not
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be deemed a disciplinary _act or'act requiring writl~en charges. The appointing
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aUthority may likewise lay off an employee in the competitive service because
· of material change in duties or organization, or' shortage of work or funds.
9.2 Seniority
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Seniority for.the purp.ose of lay off is defined as length of continuous full-
time employment within the service of the City, except for service on a
Provisional and temporary status. Seniority shal1 be retained, but shall not
accrue during any period of leave without pay, except for authorized military
leave granted pursuant to California State Military and Veteran's Code.
9.3 Order of Lay Off .
When one or more employees performing in the same class in a City department
are to be laid off, (provisionals and temporaries therein, having already been
'terminated), the order of layoff in the affected department shall be as follows'
a) Probationary employees in inverse order of seniority '~
b) Permanent employees in inverse order of seniority
Should two or mare employees have identical City service seniority, the order
of lay off will be determined by classification seniority. Whenever two or
more employees have identical classification seniority, the order of lay off
shall be determined by a mutually agreeable random selectiOn process..
9.4- Notice of Layoff
Employees shall be forwarded written notice, includi.ng reasons therefor, by
Certified Registered Mail, Return Receipt Requested or Personally Served, a
minimum of ten (10) working days prior to the effective date of layoff. An
employee receivi.ng said notice may respond, in writing, to the City Manager.
The employee's representative shall receive concurrent notice,-and upon request',
shall be afforded an opportunity to meet with the City to discuss the circum-
stances requiring the layoff and any proposed alternatives which do not include
the consideration of the merits, necessity, or organization of any service or
activity. The provisions of Section 9.5 must be requested by the employee, in
writing, five (5) working days prior to the effective date of layoff.
9.5 Reassignment In Lieu of Layoff
a) Vacant Position ~in City- In the event of layoff, the employe.e will be
allowed to tr. ansfer the vacant pbsition which the City intends to fill
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in the same classification in any City department.
b) Former Classification: In the event there are no vacant positions in
the same classification in any department, an employee will be offered a
vacant position in any classification at the same or lower salary level
in which permanent status had formerly been held, first in the affected
department and then. city-wide.
c) DiSplacement· In i~he event there are no vacancies as listed in a or b,
the employee shall have the opportunity, .upon request, to be assigned to
any classification in the department at the same or lower salary level
in which s/he meets the minimum qualifications and a regular layoff
procedure in the same or lower salary level shall apply.
d) Employees transl:erred, reassigned, or demoted under this Section
will be assigned to ~ st~,~ ~,~ th~ new c~ssification salary range
closest, but not exceeding, the employee's salary at the time of
recl assi fi cati on.
9.6 Layoffs
a) In the-event that an employee is not reassigned in lieu ~of layoff
as in Seciton 9.5, the employee shall be laid off. If an employee
elects not to exercise the rights of Section 9.5,. s/he. may be
deemed to have been offered and to have declined'such work ~
b) Laid off employees are to be paid for accrued vacation and sick leave
in accordance with Section 14.1 (g) when separated as a result of a
layoff.
9.7 Layoff Reemployment/Reinstatement Lists
a) Probationary._an.d permanent employees who are reclassified and/or
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demoted as a result of a reduction in force, shall have their names
placed on a classification reinstatement list, in order of their
seniority. Vacant positions within the classi'fication shall first
· be offered to employees on this 1 ist.
b) Employees who are laid off, shall have their names placed on a re-
employment list of classifications which, in the opinion of the
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Personnel Officer, requires basically the same qualifications and
duties and responsibilities as those of the classification from
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which the layoff occurred, in order of seniority. VaCant positions
in such classifications shall be offered to eligibles on the re-
employment list who qualify for such vacancies prior to an open
or promotional recruitment.
ci Ho name shall be carried on a reinstatement or .reemployment list
for a period longer than two years. Refusal to accept the first
offer or 'reinstatement or reemployment within the same classification
shall cause the name to be dropped from the list. Individuals not
responding to written notification, by Certified Restricted Mail,
Return' Receipt Requested, forwarded to their last given address, or
an opening within ten (10) working days from mailing shall have their
names removed from either a reinstatement or reemployment list.
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Individuals who do not meet current employment standards (i.e.,
medical, licenses, etc.), shall have their names removed from either
a reinstatement or reemployment list.
d) Probationary employees appointed from a reinstatement or reemployment
list must serve the remainder of their probationary period in order
to attain permanent status.
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S~CTIO'N 10 - RESIGNATION AND REINSTATEMENT
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10.-1 Resignation
'An employee desiring to leave the City in good standing shall submit a letter
of resignation to his immediate supervisor 'no later than two weeks~in advance
of.the effective date of separation; complete an exit interview;and receive a
satisfactory, final evaluation ~.
10.2 Reinstatement
A permanent employee who has resigned in good standi.ng may be reinstated, within
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two years of the effectiv,e date of resignation. Such reinstatement may be .to a
vacant position in the employee's former classification or to one in a comparable
classification which does not carry.a significantly higher rate of pay and which
the employee is qualified to perform. Reinstatement shall be made at the salary
step approved by the City Manager.
The reinstated employee will serve the des.ignated probationary period for that
classification.prior to becomming a permanent employee regardless of the salary
state at which the employee was reinstated.
SECTION 11 - HOURS OF WORK, OVERTIME
11.1 l.lork Day
Eight consecutive hours of work shall constitute a regular work shift except
that they may be interrupted by a lunch break. All employee shall be scheduled
to work on a regular work shift, and each work shift shall have a regular
starting and quitting time.
11.2 Work Week
The work week shall consist of five consecutive eight hour days.
ll.3 Work SchedUle
. . .
Work schedules showing the employee's shifts, work days and hours shall be
posted on the employee bulletin boards at all times.
Except for situations where the City determines an emergency exists,
changes in work schedules shall not be made until the employee and his or her
representative have been given reasonable opportunity to discuss said changes
with the appropriate management representative.
l l.4 Work Schedule: Sewage Treatment Plant
Employees assigned to the Sewage Treatment Plant shall work in accordance with
the schedule provisions of Exhibit "C."
ll.5 Flex Time
Office and clerical workers may arrange for flexible hours of commencement and
ending of a day's work, said times to be arranged with the respective department
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heads so as not to interfere with the duties of the respective offices, with
the understanding that a workday shall consist of eight (8) working hours.
ll'.6 Adjustment Of Working Hours For Office And'Clerical workers
The base salary of those individual employees whose work ~.~eek as of July 8, 1975,
consisted of 37~ working hours per week shall be adjusted by adding thereto two
21.
p.ercent (2%) of said base salary. This subparagraph restates the provisions
contained in the Memorandum of" ~ ~ "
· .U...un .~-~. ..... ~nut.~ ne.. dated the 8th day of July, 1975
-approved by Resolution No. 95-75, adopted by the City Council on the 8th day
of July, 1975, and'the restatement'herein does not'mOdify the meaning or
application thereof.
11.7' Overtime
Authorized work performed by an employee in excess of their scheduled workday
or workweek Shall constitute overtime except as otherwise provided. An employee
required to work in excess of their scheduled hours of work shall be compensated
for each overtime hour so.worked at the rate of one and one-half (1½) times the
employee's base rate'of pay. No form of overtime payment shall be made where
time worked prior to the beginning of a shift or following completion of a
shift is less than twelve (12) minutes duration.
Employees may, a.t_. t_heir option, receive pay for such overtime hours or may
accumulate compensatory time at the rate of time and one-half up to an equiv-
alent maximum of twenty-four (24) hours in lieu of pay for said overtime; take
the overtime as compensable time off provided, however, anyone wishing to
exercise this option must give' five (5) days not'ice of the desire for.Such
time off and the time off must be taken under such conditions as will not
interfere with the minimum manning and continued function of their particula'r
department or operation.
ll.8 Call 'Back
An employee recalled to work outside of and not continuous with regularly
scheduled hours shall be paid a minimum of two (2) hours at the rate of
one and one-half (1½) times the employee's base rate of pay. Call back
time commences wheh the employee reports to work and ends ~qen the employee
is released from the work assigned.
SECTION 12 - HOLIDAYS
12.1 AUTHORIZED HOLIDAYS
-The following are the authorized holidays:
(l) January 1
(2) Third Monday in February
(3) Last Monday in May
(4) July 4th
(5) First Monday in September
(6) Second Monday in October
(7) November llth
(8) Fourth Thursday in November
(9) Fourth .Fr.iday in November
(10) December 24th (Four hours)
(11) December 25th
(12) December 31st (Four hours)
(13) One Discretionary Holiday*
.(New Year's Day)
(Washington's Birthday)
/
(Memorial Day)
(Independence Day)
(Labor Day)
(Columbus Day)
(Veterans Day)
(Thanksgiving Day)
(Day Following Thanksgiving)
(.Four Hours of Workday Precedinq ~hristmas
(Christmas Day)
(Four Hours of. Wo_rkday P. receding New
Year's D.ay)
*Each employee shall be entitled to take one paid holiday each calendar
year, including 1975, until June 30, 1979, Which holiday may be taken
at the discretion of the employee, subject to prior approval of the
Department Head. Employees shall be entitled to be compensated for.
taking said discretionary holiday but shall not accumulate discretionary
holidays nor be compensated in the event the discretionary holiday is
not taken'.
Where any of the aforementioned holidays fall on a Sunday, it shall be
observed on the following Monday; any holiday falling on a Saturday shall
be observed on the preceding Friday.
12.2 HOLIDAY PAY
Regular full-time employees, except for personnel assigned to continuous.
.
operations, shall be entitled to observe all authorized holidays at full:
pay, not to exceed eight (8) hours for any one (1) day, provided .they
are in pay status on both their regularly scheduled workdays immediately
preceding and following the holiday.
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Employees assigned to continuous operations, who by nature of their
assignment are unable to observe City holidays, shall 'be compensated for
authorized holidays as follows- Straight-time for the holiday and straight-
time for the hours~ work. Personnel scheduled to work on a City holiday,
but who are unable to do so due to a job-related injury, shall remain - '
eligible for payment in accordance with this provision as long as he is
.
not receiving compensation from other sources.. An employee unable to work
a holiday due to illness or to an injury unrelated to the jOb shall also
be compensated' for the holiday pursuant to this provision provided that
he submit to the Department Head a doctor's certificate verifying the illness
or injury.
12.3. WORK PERFORMED ON A HOLIDAY
Except for employees assigned to continuous operations or as provided in
Section 12.4, any regular full-time employee who is required to work on
any authorized holiday shall, in addition to receiving regUlar pay for
such holiday~, be paid at the overtime rate,
12.4. JOINT SEWER PLANT - HOLIDAY STAFFING
In addition to the personnel assigned in rotational shifts two workers shall
be assigned to work at the Treatment Plant on December 24 (one-half day)
and December 31 (one-half day) and the Friday following Thanksgiving, said
two additional employees to be compensated at holiday pay computed as
follows' Straight-time for the holiday and straight-time for the additional
hours~ work. The assignment shall be made by the Superintendent of
Sanitation, first relying on vOlunteers, and if there are no volunteers,
then on a rotational system established by the Superintendent of Sanitation.
-. ~, -,=TTn,~: EAVE
SECTION ~3 - NAb=, '-ut, L
13.1 Vacation Leave
Regular full-time employees shall accrue vacation leave as follows-
Length of
Continuous Service
"First Full Four Years
After 4th Year
After 14th Year
After 24th Year
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13.2 Deferral
Vacation Hours Accrued
Bi-Weekly
3.08
4.62
6.16
7.69
Annual Equivalent·
10 Days
15 Days
20 Days
/
25 Days
An employee may, with the approval of the Department Head and City Manager,
defer one (1) work week of his vacation leave to the succeeding calendar year.
The 'employee shall file written request to defer with the ,Department Head. If
the requirements of the service are such that an employee cannot take all of
his vacation to-which he is entitled in a calendar year, he may defer, with
the approval of the .Department Head, the unused portion i~o the following
year, provided that no more than thirty (30) working days of vacation can 'be
accumulated. Deferred vacation which is not taken during the cale~ndar year-
immediately following the calendar year in which the vacation leave was
deferred shall be compensated for.
13.3 Scheduling
'The times during the year at which an employee shall take vacation shall be
determined by the Department Head with due regard for the wishes of the
employee and particular regard for i~he needs of the service. Vacations
shall be taken in increments of one week unless otherwise approved by the
· D.ep.artme.n,t Head.
13.4 Pay Upon Termination
Employees separating from the City service shall be paid at their current
hourly salary rate for all unused accrued vacation hours. No such payment
shall be made for vacation hours accumulated contrary to the provisions of
these Sections.
SECTION 14 - LEAVE PROVISIONS
1~l.i Sick Leave
(a) Permanent and probationary employees in Units 3 and 4, except those who
work less than full time, shall be entitled to receive base salary for a
period of ninety (90) calendar days from the commencement of a §iven illness
or disability as compensation for sick leave. Said compensation is in lieu
of any amounts employee is entitled to receive for Workers' Compensation or
Other income' supplement sources existing by reason of the employee's employ~
ment by City. In consideration of receiving said base salary for period,
employee assigns to City ail rights to receive Workers' Compensation or other
income supplements arising by reason of employee's employment by City. In
addition, during said ninety (90) calendar days, City will provide previously
agreed upon health, dental and life insurance. The City will also provide long
term disability insurance for said employee which insurance shall provide subject
to terms and conditions contained therein .for the payment of two-thirds (2/3)
of base salary after the expiration of the ninety (90) calendar days described
above.
('b) After the expiration of ninety (90) calendar .days from the commencement
of a given disability or illness, the City will pay the employee,~at~'the
employee's option,' any accrued vaCation time. The City will also continue to
pay previously agreed upon premiums for such employee on all health, dental
and life insurance until the date of separation.
(c) At any time after the expiration of ninety (90) calendar days and before
the expiration of three hundred sixty-five (365) calendar days from the
commencement of a given disability or illness, the City has the right to
review the case of the individual employee and either separate the employee
from the City's service or'continue'employment beyond three hundred sixty-five
(365) calendar days.
(d) After the expiration o'.~ three hundred sixty-five (365) days or
extensions thereof, from the commencement of a given disability or illness,
the employee will be separated from the City's service. Nothing herein
shall be construed so as to limit the employee's right to receive long
term disability benefits under the Long Term Disability Policy beyond the
three hundred sixty-five (365) day period.
(e) The compensation for sick leave actually taken described in 'the
·
preceding subparagraphs is the only compensation for sick leave actually
.o
taken which the Ci~ty will pay. To be entitled to receive the compensation,
the emp.loyee must sal~isfy all of the following conditions:
1. The employee must notify his or her immediate supervisor
prior to, or within two (2) hours after, the commencement
of the daily work period .for which compensated sick leaV'e is
sought; provided, that sanitation employees
serving on shift assignments must notify superiors prior to
the shift in accordance with departmental policy;
2. Each employee on sick leave must produce-evidence satisfactory
to the City describing the nature of the illness and such evidence
may be in the form of a personal affidavit; provided, that the
City reserve the right to take such action it deems necessary
to confirm or verify actual illness or disability; provided
further, that in the event that the employee is ill or disabled
for more than thir.~y.-~.i~.~39) work hours'~, then the .e.mployee
shall present to the City, before returning to work, a certifica-
tion by a medical doctor describing the nature and extent of the
illness or disability and confirming that the employee has recovered
fully and is able to perform regular Work without any restrictions;
(.f) "Sick leave" as used herein is defined as the period of time during
which the employee suffers actual personal-illness or disability which
-necessitates his absence from employment. Sick leave is not a right or
pri~il~ege to be used at the discretion of the employee.
(g) Employees shall not be entitled to accumulate unused sick leave. In
accordance ~wi th the City's Personnel Rules and Regulations in effect as of
July 8, 1975, each employee wil1 be entitled to payment upon leavi.n§ the City's
service for Sick leave accumulated prior to January .1, 1977, at the employee's
existing salary for fifty percent (50%) of the days of accumulated sick'leave,
which accumulated days of sick leave shall not exceed one hundred twenty (120)
days. Said right to payment 'is deemed a property right which shall..not be
taken from the employee without mutually agreed upon consideration. If state
or federal legislation is enacted into law then mandating a percentage other
than the fifty percent (50%) described herein, then such mandated percentage
'~shall supersede' ~-h~ percentage described herein. This subparagraph restates
the provisions contained in the Memorandum of Understanding dated the 8th day
of July, !975, approved bY Resolution No. 95-75, adopted by the City Council
on the 8th day of July, 1975, and the restatement herein does not modify the-
meaning or application thereof.
14.2 Medical Appointment Leave
An employee shall be entitled to receive authorization for leave, without loss
of pay, for appointment with medical doctors or dentists. Such leave shall be
authorized only for the actual time, necessary, for the appointment and for
traveling to and from the appointment. Employees shall be required to submit
a personal affidavit describing the nature and need of such visits. The City
reserves the right to confirm or verify any appointments i~or which such leave
is authorized.
14.3 Family Leave
(a) Each employee may take up to four (4) calendar days per year of leave
without loss of pay in the case of actual serious illness or disability of
any member of the employee's family who resides in the employee's home.
(b) Each employee may take leave without loss of pay for the. purpose of
attending the funeral of any member of his immediate family, as' defined here-
inafter, for the period of three (3) calendar days per occurrence within the
State of California or five (5) calendar days per occurrence outside the State
of California.
(c) As used herein, "immediate family" is defined to be spouse, parents, brother,
sister, grandparents, child, mother-in-law, father-in-law, brother-in-law, sister-
in-law, daughter-in-law or son-in-law. In addition, the City Manager may grant
the above described leave in the event of the illness or disability or funeral
of someone other than those persons designated if, in the City Manager's opinion,
there exists an extraordinarily close relationship between employee and such person.
14.4 Leaves of Absence
The City Council may grant an employee in a permanent position a leave of absence
without pay or benefits not to ~ceed one (1) year. The City Manager may grant
.an employee in a permanent position a leave of absence without pay or benefits
not to exceed thirty (30) calendar days. A request for leave and the reasons
therefor shall be submitted in writing and must be approved by both the depart--
ment head and the City Manager.
Upon expiration of the approved leave, the employee shall be reinstated to his
former position without loss of service credits or benefits (subject to terms
of policies) accrued prior to said leave. Failure on the part of an employee
to return to work on the date scheduled shall be cause for discharge.
14..5 Maternity Leave
Leave shall commence upon certification from the employee's attending
physician that she is no longer capable of performing the duties of her
position.
Upon the advice of her physician, the employee may request a temporary
transfer to a less strenuous or hazardous position carrying the same or
lower salary which she is qualified to perform. Where such transfers~have
by practice, policy or negotiated agreement been granted for temporary
disabilities other than pregnancy, the transfer of the employee shall be
accommodated. Where temporary transfers have not been granted under other
circumstances, the employee's request will ~e approved only if it can be
reasonably accommodated. However, nothing herein shall result in the
displacement 6r transfer of other emploYees in permanent positions or the
performance of unnecessary work.
Where it is i~he opinion of the department head that the employee should be
placed on leave sooner than prescribed by her physician due to her inability
to effectively or safely perform the duties of her regular position or of
one to which she has been, or could otherwise be, temporarily transferred,
the employee may be required to undergo examination by a second physician.
The cost of this examination shall be paid by the City and shall not be
ordered without prior approval of the appointing authority.
The employee shall be entitled to utilize sick leave benefits on the same
basis as other classified employees who are temporarily disabled due to
a non-industrial illness or injury. While the pregnant employee is on-a
paid leave status, service credits shall continue to accrue and the City
shall continue payments toward group insurance and retirement covera§e.
Upon expiration of the approved leave, the employee shall be reinstated to
her former position or to a comparable one if the former position is
abolished during the period of leave and the employee would otherwise
not have been laid off. Prior to the employee being reinstated, the
department head may require a statement from the attending physician
the employee is physically capable of resuming the regular duties of
her position.' ~'
An employee may request a leave of absence as provided under Section 14.4
at the conclusion of her disability.
14.6 Military Leave
--
Military leave shall be granted in accordance with the provisions of
applicable CalifOrnia State and Federal Law'~ All employees legally
entitled to military leave 'shal'l provide the department head an opportunity,
within the limits of the military orders or regulations, to determine when
such leave shall be taken. Department heads may modify the employee's -
work schedule to accommodate the requirements applying to the leave.
SECTION 15 - HEALTH AND WELFARE PLANS
15.1 Heal th Insurance
The City shall provide a fully paid health insurance plan at the current
benefit level for permanent full-time employees and their eli§ible
dependents with the option available to the employee to select the plan
known as the Kaiser "S" Plan.
Open Enrollment' Employees may select on a year._ly, basis to chan.qe
health insurance carriers in accordance with the provisions of the group
. .
insurance contracts.
15.2 Dental Plan
The self-insured program of dental care benefits existing as of
August 17', 1977 shall be continued during the term of this Memorandum
of Understandi ~g.~ ~-
15.3 Vision Care Plan
The Group Vision.Care Plan, dated January, 1975, designated VSP Plan B -
Employee and Dependent, with a ten dollar ($10) deductible shall be
continued during the term of this Memorandum of Understanding.
15.4 Life Insurance
The term life insurance coverage, including accidental death and
dismemberment which has been increased to seven thousand, five hundred
dollars ($7,500), shall be continued during the term of this Memorandum
of Understanding.
15.5 Long Term Disability Insurance
A long term disability insurance plan which, subject to the terms and
conditions thereof, shall provide for payment of two-thirds (2/3) of
base salary during disability and shall be continued at the current
benefit levels during the term of this Memorandum of Understanding.
15.6 Retirement
The benefit contract in effect between the City of South San Francisco
and the Public Employee,s Retirement System (PERS) in behalf of eli§ible.
permanent full-time emplOyees of this unit as of August 17, 1977 shall...
be continued during the term of this Memorandum of Understandin§.
15.7 Retire Health Plan
City agrees to provide employees retiring with a service retirement
through PERS with the same or as near equal health coverage as possible
provided for active employees (employees only- not family members), on
the fol lowing
If the employee retires at age 65 an'd has been employed by the City
for ten (10) years, he/she is eligible for employer payment of the
aforementioned health insurance for the rest of his/her life.
If said employee retires under the age of 65, he/she must have, in
.
addition to the ten (10) years, accumulated one (1) additional year
for each year under the age of 65.
SECTION 16- SAFETY
16.1 OBSERVANCE OF SAFETY RULES AND REGULATIONS
Both the City and the Union shall expend every effort to ensure that work
is performed with a maximum degree of safety, consistent with the require-
ment to conduct efficient operations. .
Each employee cOvered by this Memorandum agrees to comply with all safety
rules and re§ulations.in effect and any subsequent rules and regulations
that may be adopted. Employees further agree that they will report all
accidents and safety hazards to the appropriate management official
immediately. Any employee having knowledge of or who is a Witness t° an
accident shall, if requested, give full and truthful testimony as to
same.
16.2 SAFETY PROGRAM
The City has established a safety program, and representatives of the
~nits Shall serve on the safety committees,
16.3 SAFETY EQUIPMENT
The City shall continue to supply employees with safety equipment required
by the City and/or CALOSHA, All employees shall use City-supplied
safety ~,,ipment~ only for the purposes and uses specified under applicable
safety rules and regulations.
SECTION 17 - DISCIPLINE
17.1 Action By City
The City may dischar§e, suspend, demont or reduce in salary any permanent
employee for reasons including, but not limited to, dishonesty, insubor-
dination, .incompetence, willful negligence, failure .to perform work as
required or failure to comply with or violation of the City's-rules regarding
safety, conduct and operations, chronic absenteeism, misstatement of fact on
an application or other personnel document, falsification of records, unfitness
for duty and absence without, authorized leave. Any discharged, suspended or
demoted employee, or an employee whose salary has been reduced for disciplinary
reasons, shall be furnished by reasons for such action in writing. In the event
an employee feels that the discharge, suspension, demotion or salary reduction
is unjust, s/he shall have the right to appeal the case through the grievance
procedure within five (5) working days from the date of the actual disciplinary
action.
17.2 Notice Of Disciplinary Action
The City shall provide the affected employee with written notice prior to taking
disciplinary action, except ~here circumstances dictate the City taking immediate
action to remove the employee from the work place. In such cases, written notice,
as set forth below, shall be provided the employee within two (2) working ~ays
of the action.
In all cases, written notice of disciplinary action shall be served on the
employee personally or by registered mail, return receipt, with a copy of
the notice to be placed in the employee's personnel file.
37.
The written notice shall contain the following information'
a. The type of disciplinary action.
b. The effective date of the actiOn.
c. The reason or cause for the aCtion.
d. That the employee shall be furnished copies of all materials
upon which the action is.based,
e. That the employee has the right to respond, either orally or
·
in writing, to the author~'ty initially imposing the discipline.
Except in instances where disciplinary action must be imposed immediately,
the notice shall be provided the employee no later than five (5) working
days before the disciplinary action is to be effective. ·Where immediate
disciplinary action has been imposed, such action will not become final
until the aforementioned notice has been furnished the employee·and the
· .
employee has been provided no less than five (5) working days from the
·
receipt of the notice to respond to the authority initially imposing the
discipline.
Once the proposed disciplinary action has been imposed,, the affected
employee shall have the right of appeal. Such appeals shall be filed
directly at the third step of the grievance procedures set forth in
Section 18 of this Memorandum.
Probationary employees 'may be discharged for any reasons which, in the
sole opinion of the City, is just and sufficient. Such discharge shall
not be subject to the grievance procedure, except under the'conditions
specified in Section 7.2 of this Memorandum of Understanding.
SECT'^'~
~u;~ 18 gRT ~VANr-~ ~n,-~n,~-
18.1 Definition of Grievance
A grievance shall be defined as any dispute which involves the interpretation
or application of any provision of this Memorandum of Understanding during its.
term,, excluding all ordinances, resolutions, rules and regulations, the contents
of which are not specifically covered by th~ provisions of this Memorandum of
Understanding. Such excluded ordinances, resolutions, rules and regulations
.
shall not be subject to a grievance procedure.
18.2 Steps in Grievance Procedure
Step 1 - An employee who has a grievance shall bring it to the attention of his
immediate supervisor/Division Head within five (5) working days of the
occurrence of the act which is the basis for the dispute. If the employee
and the immediate supervisor/Division Head are unable to resolve the grievance
at this step within five (5) working days of the date the grievance is raised
with the immediate supervisor, the employee shall have the right to submit a
formal grievance which shall contain the following information:
a. The name of the.grievant.
b. The grievant's department and specific work site.
c. The name of the grievant's immediate supervisor.
d. A statement of the nature of the grievance including date and place of
occurrence.
e. The specific provision, policy or procedure alleged to have been violated.
f. The remedies sought by the grievant.
g. The name of the individual or organization, if any, designated by the
grievant to represent him in the processing of the grievance' However,
in no event shall an employee organization other than the one which
formally represents the position occupied by the grievant be designated
as the grievant's representative.
Step 2 - An employee dissatisfied with the decision of the immediate supervisor in
Step I may submit the grievance in the manner provided above to his department
head within seven (7) working days from the date of the immediate supervisor'-s
decision. The department head shall respond to th'e grievance in writing within
seven (7) working days from the date of its receipt. .
Step 3 - If the employee is dissatisfied with the decision of the department head in
.
Step 2, he may submit the grievance to .the City Manager within ten ('10) working
days from receipt of the department head's response.. The City Manager or his
designated representative, shall respond to the grievance in writing w~thin ten
(10) working days of its recei~pt. Within this period, the City, Manager, at his
discretion, may conduct an informal hearing involving the parties to the dispute.
Step 4 - If the employee is dissatisfied with the decision of the City Manager, he
may submit the grievance to the Personnel Board. Notice of appeal must be filed
·
in writing by the employee with the City Manager's Office within fifteen (15)
working .days of receipt of the Manager's decision. The Ci.ty Manager shall provide.
written notice of the appeal to each Board member, to the department head ands
where applicable, the employee organization involved and to such other parties
·
as he may deem appropriate.
To the extent feasible, the Board shall hear the §rievance at its next regular
meeting following receipt of the appeal, but in no event later than the second
regular meeting ~fter the grievance is submitted to it. -In cases involving
discharge or suspensions in excess of one day, the Personnel Board shall conduct
a hearing on the matter within fifteen (15) working days from the date the appeal
is filed. The City Manager's office shall provide advance written notice of the
hearing date to all parties involved.
All Board hearings on grievance matters shall be conducted in an expeditious
manner and need not be conducted according to technical 'rules relating to
evidence and witnesses. The Chairperson shall-retain final authority to rule
on .~.v~du, al ma~t:,: .~.r on other points, which a~o~+,,~ the length and conduct
of the hearing.
The Personnel Board shall render its decision .in writing ~ithin fifteen (15)
working days following the close of hearings and shall furnish copies of such
decision to all parties involved. The majority findings of the Board shall be
binding except'in instances where they entail capital expenditures or significant,
unbudgeted expenditures. In those cases, the ruli-ng shall be submitted to the
City Council for action which may include modification or reversal.
18.3 - The City's Personnel Board shall not entertain, nor hear, nor decide or make
recommendations on any dispute unless such dispute falls within the definition
of a grievance, as set forth in subsection 18.1 above.
18.4 - Proposals to add to or change this Memorandum of Understanding or written
agreements or addenda supplementary hereto, shall not be grievable and no
proposal to modify, amend or terminate this Memorandum of Understanding, nor
any matter or subject arising out of or in connection with such proposal, may
be grievable under' this section; and the Personnel Board shall not have the
power to amend or modify this Memorandum of Understanding or written agreement
or addenda supplementary hereto, or to establish any new terms or conditions
of empl oymen t. '
18.5 - All 9reivances involving or concerning the payment, of compensation shall
be initially filed in writing with the Department Head. In such cases no adjust-
·
ment shall be retroactive for more than thirty (30) days from the date upon
which the grievance is filed. Only grievances which allege that employees
are not being compensated in accordance with the provisions of this Memorandum
of Understanding shall be considered grievances under the subsection 18.5.
Any other matters.of compensation are to be resolved in the meeting and con-
ferring process, and if not detailed in a Memorandum of Understanding which
may result from such meeting and conferring process, shall be deemed
withdrawn until the meeting and conferring process is next opened for
such discussion.
SECTION ~9- PAST PRACTTr~s AND EX!~TT~r- M~MO,,ANDUM OF UNDERSTANDING
19.1 - Continuance of working conditions and practices not specifically provided
herein, shall not be guaranteed by this Memorandum of Understanding.
19.2 - This Memorandum of Understanding shall Supersede all existing and
prior Memoranda of Understanding between City and Union, Personnel Rules.,
·
Regulations, Resolutions and Ordinances.
19.3 - No changes in this?emorandum of Understanding or interpretation thereof
{except decision of the Personnel Board and City Council...in accordance
with the appl.icable sections of this Ag. reement), will be recognized, unless
agreed to by the City Manager and the Union.
43.
SECTION 20 - EMPLOYEES COVERED
Provisions of this Memorandum of Understanding apply only to the employees
represented by Units 3 and 4.
Application of A§reement Upon Formation of a New Bargaining-Unit
In the event a new bargaining unit is created for Unit 4, this Agreement
shall apply only to the proposed Unit 3.
43.
S~TIO ?~ ~?F~.~,~,L~I~ Ur PROV~qTn'~'~
Should any section, clause or provision of this Memorandum of Understanding
be declared illegal by final judgment of a court of competent jurisdiction,
such invalidation of such section, clause or provision shall not invalidate
the remaining portions hereof, and such remaining portions shall remain in
full force and effect for the duration of this Memorandum of Understanding.
In the event of such invalidation, the parties a§ree to meet and'confer con-
/
cernin§ substitute provisions for provisions rendered or declared illegal.
SECTION 22 - TERM OF MEMORANDUM OF UNDERSTANDING
. .
This Memorandum of Understanding shall become effective only upon approval
by the City Council and upon ratification by the members of Units 3 and 4
and shall remain in full force and effect to and including June 30, 1979.
CITY REPRESENTATIVE
EMPLOYEE REPRESENTATIVES
'-"6~-:-[ ':' .... ' '.-"~ -~"
46.
EXHIBIT ':A"
RESOLUTION NO. 5878
CITY COUNCIL, CITY OF SOUTH SAN FRANCISCO, STATE OF CAi
'A RESOLUTION APPROVING MEMORANDUM
OF UNDERSTANDING BETWEEN EMPLOYER
AND EMPLOYEE REPRESENTATIVES -
I~DIATION.
BE IT RESOLVED by the City Council of The City of S,
San Francisco that the Memorandum of Understanding-regarc
mediation of'the dispute between City and employees dated
June 26, 1972, designated Exhibit "A" attached hereto an¢
made a part 'hereof, having been entered into between-the
employer representatives and employee representatives and
having been duly considered by the Council, the Council doe
hereby approve said Memorandum of Understanding.
I hereby certify that the foregoing Resolution was
regularly introduced and adopted by the City Council of the
City of South San Francisco at a spec~a~ meeting
held on the 28th day of June , 19 77 , by
.
.
the following vote-
AYES, COUNCILMEN
Patrlck E. Ahern, 'Gordon T. 8oblitt,
Wi l I lam A. Borba and F. Frank Mamminl
" None
NOES, .
ABSENT, "
Warren Stei nkamp
EXHIBIT "A"
..
THE UNDERSIGNED employer and employee representatlves acknowledge and
affirm that they have met and conferred In good falth, exchanged proposals and
·
counter proposals, and in all respects fulfilled'their obli. gations under law to
meet and confer regarding the matters hereinafter set forth, adceptance and
approval of which the representatives agree to reco,,~mend to their principals,
the City Council of the City of South San Francisco and the employees of tl~e
City of South San Francisco·
WHEREAS, the employee representatives propose the roi Iowlng:
"The City of. South San Francisco shall not contract or subcontract to
any person, firm, partnership, corpora:flon, or combination thereof,
any service or work traditionally performed by employees of the City.
In addition, any new service provided to the citizenry by the'City
shall only be performed by employees hired-by the City under the
Personnel Rules and Regulations,"
and
WHEREAS, +he City holds the opinion that It has the obligation to select
the methods by which existing and new services are to be performed, including
contracting or subcontracting and the hiring of employees pursuant to the Personnel
Rules and Regulations whith the proviso that reasonable provisions be made regard-
lng lay-offs, transfers or other acts affecting City employement, and
WHEREAS, the employee and employer representatives are unable to agree
at this tlme regarding said concepts and/or provislons and desire to explore and
develop said concepts through the process of mediation as provided in Government
Code Section 3505.2 with the mediation not being binding on either party until
said concepts and provisions are mutually agreed upon and pending completion of
satd medla~lon no lay-offs will be made by Clty for the purpose of contracting
or subcontracting with any person, firm, partnership, corporation or combination
~hereof for any servide or work now performed by employees of the City;
NOW, THEREFORE, IN CONSIDERATION OF THE AFOREGOING PREMISES, IT IS
AGREED AS FOLLOWS:
%
That ~he parties shall submit the matter contained In the recitals above
to mediation prusuant to Government Code Section 3505.2.
IN WITNESS WHEREOF the parties hereunto have executed this Memorandum
of Understanding in the City of South San Francisco, California, as .of this
26thday of June, 1972.
~~,..T~~[.~]ge~,..] ...~uth San Francj .~o~
~iy 'Attorcey, City of South San Francisco
[MP[OYEE REPRESENIATI VES
lkti chae I O' Ken~on, Loca I 1569 AFSC&N1E, - AFL-C 10
'Fran'k Gill is, Local 57,- /~F~CME, AFL-'CIO
Robert Peterson, S.S.F. Municipal Employees Ass
Associated with MEBA
]Ben Hudnall, Marine Engineers Beneficial Assn
-Ed Hill, International Fifo Fighters Assn.
tl
Asst. Electrical Technician
Building Inspector
El ectrical Technician
Equipment Mechanic Foreman
Equipment ~iec,lanic . '
Equipment Operator.,,
.
Equipment Serviceman.
Industrial Waste Inspector
Landscape Specialist
Haintenance Worker I
(i]!.c. lude' Public Works, Park,
Building Maint. & Sanitation)
Maintenance Worker II ( " )
Maintenance Worker Iii ( " .)
Maintenance Worker IV '( " )
Parking Meter Col lector-Maint, Repairman
Public Works' Inspector
Senior' Building Inspector
Supervisor Chemist
Sweeper Operator
Treatment 'Plant Equipment Oper./Service
Treatment Plant Lab. Technician'
Treatment PI ant Mechanic
Treat:n~ent PI ant Mechani c/El ectri cian
Treatment Plant Operator I
Treatment Plant Operator II
RANGE:
645 '
816
696
777
703"
670 ' '
592' '
784
796
565
6O9
655
703
655 ·
816
899
748.
655
704
682
720
730
'625-
670
516.00
,652.80
556.80
621.60
562.40
"4.36
'.473.60
627.20
636.80
.'452.00
487 .'20
524. O0
562.40
524.00'
652.80
719.20
598.40
524.00
563.20.
545.6O
584.00'
584. O0
500. O0
536. O0
Bi-Weekly Salary
541,60
685.60
584.80
652.80
590.,'t0
563.20
497°60
658.40
668.80
474.40.
568.80
720,00
613.60
685.60
620. O0
~91,20
522...40
691.20
702.40
498.40 .
511.20
550.40
590.40
550.40
685.60
755,20
628.00
550.40
5'91.20
'572.80
613.60
613.60
524.80
563.20
536.80
577.60
620.00
577.60
720. O0
792.80
6'60.00
577.60
620.80
601.60
644. O0
644. O0
551,20
591.20
597.60
756.00
644.80
719.20
651.20
620,80
5.48,00
726.40
736,80
523.20
564.00
606.40
65t.20
606.40
756. O0
832.80
'692.80
~06.40
652.00
632.00
676.00
676. O0
579.20
620.80
E
627.20
793.60
676.80
755.20
684. O0
651.20
~ .
576.00
762.40
774.40
549.60
592.00
636.80
684.00
636.80
793.60
874.40
727~20
636.80
684,80
663.20
709.60
709.60
608.00
651.20
UNIT 4,
Account Clerk
Accouhting Technician
Associ. ate Civil Engineer
F_ngineering Dr'aftsman
Jr. Civil Engineer
Librarian I
Librarian II
L¢brary Assistant I
LiDrary Assistant II ·
~.B.X~ OPerator-Receptionist.
?fi nc i pa 1 .Li brari an
~'~i ~ter' I
Sen~or Typ' lerk
S;eno Clerk
iTpist Clerk
524-
579'
1045
703
777'
639
740.
487.
524.
475.
899
625'
524
512.
475'
419.20
463.20
836.00
562.40
621.60
511.20
592.00
389.60
519.20
380.00
719.20
5Q0...0~
419 '
409.60
440.00
486.40
877.60
'590.40
652.80
536,80
621.60
408,80
440.00
399.20
'755.20
524...~0.
440.00
430.40
462.40
510.40
921.60
620.00
685.60
563.20
652.80
429.60
462.40
419.20
792.80
551,.20
462.40
451.20
485.60
536.00
968. O0
651.20
719 '~"'
592.00
685.60
451.20
.485.60
44O. O0
832.80
579.20
485.'60
474.40
509.6O
563.20
1,016.00
684.00
755.20
621.60
719.20
473.60
509.60
461.60
874.40
608. O0
.50~.'60
'497.60
~ C
DAYS OF MONTH
SOUTH SAN .FRANCISCO. - .S,,A..~ BRUNO TREATMENT
EM~L,OYEE'S. wOPJ.(. _SCHEDULE
12'- 8
·
k - 12
8 - L~ L2-8 ~-12 8 -
l'2--
12-8 4-12
·
'L~ "-12
EXHIBIT "C"
T.'W,'.2_F S S:. __.W T
12-8 /+-12
12 - '8
L~ - 12
12-8 /~-12
,,
8- 4
lZ- 8
!2~8 -
8-4
HENRY L.. SCH%,~EIN~N.G