HomeMy WebLinkAboutReso 203-1985 RESOLUTION NO. 203-85
CITY COUNCIL, CITY OF SOUTH SAN FRANCISCO, STATE OF CALIFORNIA
A RESOLUTION ACCEPTING AND APPROVING A MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF SOUTH SAN FRANCISCO
AND THE AMERICAN FEDERATION OF STATE, COUNTY AND
MUNICIPAL EMPLOYEES, LOCAL 1569, AFL-CIO FOR THE
PERIOD OF JULY 1, 1985 THROUGH JUNE 30, 1987
WHEREAS, the City of South San Francisco City Council has recognized the
American Federation of State, County and Municipal Employees, Local 1569,
AFL-CIO as the majority representative employee organization of those employees
working in classifications in representation Units #3 and #9; and
WHEREAS, the representative of the City and the representatives of AFSCME
Local 1569 have personally met and conferred and freely exchanged information,
opinions and proposals; and
WHEREAS, the representative of the City and the representatives of AFSCME
Local 1569 have reached agreement on those wages, hours and conditions of employ-
ment which are to be in effect during the period of July 1, 1985 through June 30,
1987 for employees in representation Units #3 and #9; and
WHEREAS, the representative of the City and the representatives of AFSCME
Local 1569 have jointly prepared a Memorandum of Understanding; and
WHEREAS, the Memorandum of Understanding has been accepted by the memership
of AFSCME Local 1569; and
WHEREAS, the City's representative recommends that the Memorandum of
Understanding be accepted and approved by the City Council;
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of South
San Francisco hereby accepts and approves the Memorandum of Understanding which
is attached hereto as Exhibit "A" and incorporated herein by this reference as
if set forth verbatim between the City of South San Francisco and the American
Federation of State, County and Municipal Employees, Local 1569, AFL-CIO, which
sets forth those wages, hours and conditions of employment to be in effect dur-
ing the period July 1, 1985 through June 30, 1987 for employees working in
classifications in representation Units #3 and #9 and which Memorandum of Under-
standing shall be binding upon the City, upon AFSCME and upon the employees
covered therein.
BE IT FURTHER RESOLVED that the City Clerk be and is hereby authorized to
endorse on Page i and on the signature page of said Memorandum of Understanding
the fol 1 owing:
"Approved by City Council Resolution No. 203-85 dated 9/11/85 "
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 11thday of September , 1985, by the following vote:
AYES: Councilmembers Mark N. Addiego, Emanuele N. Damonte, Richard A. Haffey,
Gus Nicolopulos; and Roberta Cerri Teglia
None
NOES:
ABSENT:
None
ATTEST: ~erk~ ~
"APPROVEO BY CITY ~OUNCIL'
RESOLUTION NO. 203-85,'
ADOPTED 9/11-/85"
MEMORANDUM OF UNDERSTANDING EXHIBIT "A" TO
BETWEEN THE RESOLUTION NO. 203-85
CITY OF SOUTH SAN FRANCISCO
AND THE
AMERICAN FEDERATION OF STATE, COUNTY AND
MUNICIPAL EMPLOYEES, LOCAL 1569, AFL-CIO
ARTICLE. 1. PREAMBLE
THIS MEMORANDUM OF UNDERSTANDING is entered, into by the City of South San
Francisco, hereinafter designated as "City" and the American Federation of State,
County and Municipal Employees, Local 1569, AFL-CIO', hereinafter designated as
"Union" as a mutual agreement of those wages, hours and conditions of employment
which are to be in effect during the'period of July 1, 1985 through'June 30, 1987,
for those employees working in classifications in the representation unit referred to
in Article 2, oSection 1. hereof.
ARTICLE 2. UNION RIGHTS' '
Section 1. Recognition
The City of South San Francisco recognizes the American Federation of State,
County and Municipal Employees, Local 1569, ~FL-CIO as the majority representative
employee organization of the employees included in all classifications assigned to
each of the following represenation units (as listed in Appendix "A") as well as such
classifications as may be added to these representation units by the City during the
term of this Memorandum,..
°Formally Crafts and Maintenance Unit #3 and Professional, Technical and Office
Unit #9. .
°Now Jesignated as Unit "A".
Section 2. -Union Due~ and Representation Fees
A. Exclusive Use of Pa}~'oll Deduction:.The use of the City's payroll system for
the purpose of deducting Union dues and other lawfully permitted deductions from the
pay of-employees for whom. the Union is the reco~lized majority representative employee
organization shall be the exclusive prividege of the Un,on and shall not be provided
for any other registered or recognized employee group or organization.
B. Amomnt of Deductions: The City shall ~ithhold dues and other lawfully p~rmit-
ted deductions in such ~mounts as are officially prescirbed by the Union or are other-
wise established by the terms of this agreement.
C. Authorization for Dues Deductions: The City shall withhold Union dues and/or
other lawfully permitted deductions from the salary of an employee and remit the with-
holdings to the Union or such o~her organization as is identified in this 5]emorn~dum
as follows:
1. Maintenance of Dues Deductions: An employee who was employed by the City
in a classification covered by this Memorandum upon the date that the City Council
approves and adopts this Memorandum of Understanding and which employee either:
a. Has a written request and authorization for deduction of Union dues
in effect upon the date this Memorandum is approved and adopted, or
' b. %%~o submits a written authorization for the deduction of Union dues
during-the, term of this Memorandum;
shall have Such dues deductions continued during the term if this MemOrandum, excepting
that such an employee shall be allowed to withdraw authorization for continued with-
holding of dues deductions during the last thirty {30) calendar days of tke term of this
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~lemorandum by filing a written statement withdrawing authorization for dues deduction
wi~h the City. Upon the receipt of such a withdrawal of authorization from an employee
the City shall discontinue deducting Union dues from the salary of the employee effecti~
the first full payperiod immediately following the expiration of this Memorandum. The
'City shall provide the Uhion with the name(s) of employees who hove filed a withdrawal
of authorization for Union dues deductions.
2. Agency Shop: Union Dues, Agency Fees or In Lieu Payments:
employee who is hired into a full-time position in a classification covered by
this Memorandum of Understanding subsequent to the date on which the City
Council approves and adopts same shall, within th6 first thirty ($0) calendar
days of said employee's date of hire and as a condition of continued employment,
file with the City one of the fo!lowing, docmnents:
(a) a written authorization for the deduction of union dues; or
(b) a written authorization for the deduction, of agency fees in an amount
equal to the amount of union dues prescribed by the Union for its members; or
(c) a written statement which states that the employee has personal objections
or is a member of a bona fide religion, body, or sect which has historically held
conscientious objections to joining or financially supporting public employee
organizations, in which case the employee shall 'concurrently file with the City
a written authorization for the deduction of charitable contributions which shall
be in an amount equal to the amount of union dues prescribed by the Union for
its members and which contributions shall be paid to any one of the following
charities~ as designated by such employee:
(i) United ~ay of the Bay Area
(ii) Combined Health Agencies Drive
(iii) South San Francisco Boys and Girls Club
(iv) Friends to Parents
(v) American Cancer Society
(vi) The San Mateo County Heart Association
~ritten authorizations submitted by employees under the provisions of this sub-
section shall not be revokable at any time during the term of this Memorandum
unless provisions for such revocations have been accomplished pursuant'to'Section
3S02.5 of the Government Code. An employee may, however, transfer his or her
authorization for the deduction of agency fees to Union dues or may transfer
his or her authorization for charitable contributions to either.agency fees or
Union dues.
3. Employee Failure tO Com~ly:witli subsection2: In the event that an
employee fails to comply w~tn tnepr6vis'iOns hr:subsection ~ above, the Union shall
notify the City of such failure in writing no later than ten {10} calendar days sub-
sequent to the e~ployee's first thirty(30)days of employment with'the City. Upon
receipt of notice from the Union, the City shall provide written notice to the employee
of the requirements of subsection 2 and shall provide the employee with ten (10)
calendar days within which the employee shall either comply or be terminated from his or
her position in his or her classification. If an employee subsequently complies with th~
provisions of subsection 2 above, the effective date of appropriate deductions shall
commence on the first full payperiod immediately following the date the Union notified
the City of the employee's failure to comply. In the event the employee refuses to
comply with the provisions of. subsection 2 during the ten (lO) calendar days provided
by the City, the employee shall have the right to meet with the City Manager or the
City Manager's designee regarding such refusal prior to termination from his or her
position in his or her classification.
4. Suspension of Dues, Fees and In-Lieu Pajanents During Leave of Absence:
An employee on unpaid leave of absence without pay for a period of thirty (30) calendar
days or more shall not be required to pay Union dues, agency fees or make charitable
contributions during the period of the employee's leave.
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5. Payroll Deduction Procedures: The effectiv~ date of withholdings, time
o~ remitting withholdings'to the Union, and all procedural matters shall be as mutually
acceptable to the Union and the City, provided that the City's payroll system and its
operations are not thereby disrupted.
6. Notification of New Employees: The City shall notify the Union of the
name, classification and date of hire of each ne~ employee appointed to a position
covered by this Memorandum. Notice shall be provided to the Union within one
calendar month from the date of hire.
7. Union Obligations: The Union shall file with the City such financial
reports as are prescribed in Section 3502.5(d) of the Government Code relative to the
provisions of this.Section. The Union shall indemnify and hold harmless the City and
all officials, employees and agents acting on iltS behalf, from any and all claims,
~actions, damages, costs or expenses including all attorney's fees and costs of defense
in actions against the City, its officials, employees or agents-which May arise out
of the City's compliance.with all of the provisions of this Section.
Section 3. AuthorizedUnion Representatives and Stewards
A. Access: An aOthorized representative.of the Union shall have the right to
contact an individual employee'.representeO by. the Union in a City facility during
the employee's work hours on matters con6erning wages, hours and other conditions
of employment. The authorized representative shall provide reasonable notice to
the employee's immediate supervisor prior to entering the work location of the employee.
The employee's immediate supervisor shall have the right to make arrangements for a
contact location and/or contact time which is the least disruptive to the employee's
work assignments and departmental operations..
B. Stewards: The Union shall be allowed to designatq a.reasonable number of
employees as Stewards. Stewards shall be granted reasonable release time off without
loss of time or pay for the purpose of investigating ann handling employee grievances.
Steward release time .shall be scheduled by mutual agreement'between the employee and
the employee's immediate.supervisor.
C. Employee Representation Rights: An employee who is required to meet with
a supervisor or management official and who has reason to expect that the meeting will
involve questioning leading to potential disciplinary action, shall have the right to
have a Steward or an authorized Union represeQtative pre~ent at the meeting. In the
event that an employee requests the ~resence of a representative,-the representative
shall be contacted to arrange a mutually acceptable time and place for a meeting. Once
scheduled, the supervisor or management official shall not be required to reschedule
the meeting for the convenience of the representative.
D. Access to Personnel File: An employee or, upon presentation of an original signe(
written authorization from an employee, an employee's representative shall have
access to the employee's personnel file.
E. Union Business Time: General Union business shall not be conducted during
employees' working hours. The Union may request permission to conduct general Union
business during employees' working hours for specific purposes and specific times.
Such requests must be presented to the Department head(s) affected and may be
approved by such Department head(s), when such activity does not interfere with
departmental operations.
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Section 4. Bulletin Boards
The City will furnish adequate space on bulletin boards in the employees' work-
places for the exclusive use of the Union. The Union shall not post anything of a
discreditable nature to the City or its employees or which could be offensive to
members of the general public or other visitors to the City facilities.. The Union
shall be responsible for maintaining the bulletin boards in an orderly Eondition and
shall promptly remove outdated materials.
ARTICLE 3. NON DISCRIMINATION
In receiving the rights afforded'by this Memorandum Of Understanding, no person
shall in any way be favored or discriminated against to the extent prohibited by law
because of political or religious opinions or affiliations; or because of racial or
national origin; or because of age or sex or sexual preference or physical handicap;
or because of the extent to which a person chooses to engage or to not engage in
Union activities.
ARTICLE 4, WAGES AND COMPENSATION
Section l, Wages
Wages shall be as set forth in Appendix A.
Section 2~... Payment of Compensation
Each employee shall be compensated on a bi-weekly basis. Payment will nomally
be made on the Thursday immediately following the conclusion of a City payroll period,
A City payroll period begins on the Friday which is the first day of a City payperi~d
and ends on the Thursday which is the last 'day of'a City payperiod and consists of
fourteen (14) calendar days. Employees who are on continuous paid regular service
for a partial payperiod shall receive pro-rated compensation for the payperiod that
the employee was on continuous paid regular service. An employee on continuous
paid regular Service.S. hall be an'~employee who is on a full-time regular employment
status with the City in a classification covered by this Memorandum of Understanding.
Continuous paid regular service excludes all tn~paid leaves of absence of an employee
and excludes the period of time the employee is not in a full-time regular employment
status with the City.
Section 3. Retirement Benefits
A. Retirement Plan: Retirement benefits for employees shall be those estab-
lished by the Public Employees' Retirement System (PERS) for Miscellaneous Employees
2% at Age 60 Plan.
B. City Contribution: The City shall pay the rate prescribed by the Public
Employees' Retirement System for employer contributions to PERS in accordance with
the rules and regulations governing such employer contributions.
C. Employees' Contribution to Retirement System: Except as otherwise provided
in Subsection "D" below, the City shall pay on behalf of each employee seven percent
(7%) of the rate prescribed by PERS for each employee's contribution to PERS in
accordance with the rules and regulations governing such contributions. The remaiF;der
of the rate prescribed by PERS for each employee's contribution shall be deducted from
the employee's pay by the City and forwarded to PERS in accordance with the rdle? and
regulations governing such contributions.
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· D. Conversion of City Payment of Employee's Contribution to Employee's Base
Wage Rate: An eli§ible employee shall be permitted to convert the seven percent (7%)
~ty payment of employee contribution to PERS to his or her base wage rate.
1. Eligible Employees:
' 'a. An employee who is at least forty-seven (47) years of age and who
signs a Statementof Intent to Retire within three (3) years is eligible to convert
the City's payment of seven percent (7%) of his or her contribution to PERS to his
or her base vlage rate.
b. An employee who is'eligible for an industrial or non-industrial
disability retirement shall be eligible to convert the City's payment of seven
percent (7%) of his or her contribution to PERS to his or'her base wage rate.
2. CalcUlation of ConVerted Base )~age Rate: An eligible employee who
has elected to convert the City's payment of seven percent {7%)of his or her employee
contribution to PERS to his or her base wage rate shall have his or her non-converted
base hourlY wage rate changed to his or her base hourly converted wage rate aS
follows:
Employee's Base Hourly Non-Converted Wage Rate (as set forth in
Appendix A) X 1.07:.Employee's Base Hourly Converted Wage Rate
In establishing the actual base hourly converted wage rate, fractions of one cent
with a value of four (4) or less will be discarded, and fractions of one cent with
a value of five (5) or'more shall increase the base hourly converted wage rate by
one cent.
3. Effect of Conversion: Once an employee has officially elected to con-
vert the City's seven percent (7%~)-~yment of employee PERS contribution to his or her
base wage rate, the employee shall not be permitted to reverse the conversion at any
time. Upon the effective date'of the conversion, the City will discontinue payment
of seven percent (7%) of the employee's PERS contribution and the employee's full
contribution rate shall be deducted from the employee's pay ~), the City and forwarded
to PERS in accordance with the rules and regulations governing such contributions.
4. Effective Date of Conversion:
a. Service Retirement: The conversion of the City's payment of seven
percent (7%) of an eligible employee's PERS contribution to the employee's base
hourly wage rate shall become effective upon the first day of the payperiod immediately
following the employee's official election to convert.
b. Disability Retirement: l'he conversion of the City's payment of
seven percent (7%) of an eligible employee's PERS contribution to the employee's
base hourly wage rate for an industrial or non-industrial disability retirement shall
become effective as determined by the first-occurring event as follows:
1. The first day of the payperiod immediately following the date
upon which the employee applied for a disability retirement and/(
The first day of the payperiod immediately following the date
upon which the employee's disability was determined to be
permanent and stationary, or
3. One day prior to the actual date of retirement.
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· .. .Section 4. Insurance Benefits
Full time regular employees shall be eligible to receive insurance benefits
c~rrently provided by the City through contracts ~tith insurance carriers or self-
insurance programs as follows:
A. Heal th Insurance
1. Available Plans: Subject to the terms and conditions of 'the City's
contracts with health insurance carriers, eligible employees shall be pen~itted
to select health insurance coverage for themselves and their eligible dependents
from one of the following plans:
KAISER FOUNDATION HEALTH PLAN'- "S" COVERAGE
BAY PACIFIC HEALTH CARE PLAN
BLUE SHIELD OF CALIFORNIA HEALTH PLAN
2. Payment of Premium Costs: The City shall pay the premium costs for
eligible employees and .their dependents to the insurance carrier for the plan
selected by each employee-in accordance with the requirements prescribed by the
contract with each carrier for payment of such premiums.
3. Effective Dates of Coverage: The effective date of coverage for health
insurance shall be the first of the month following the month of enrollment of the
employee and the employee's dependent(s). Coverage shall terminate on the last day
of the month in which an employee separates from employment. Dependent coverage
shall terminate on the date prescribed by each health insurance carrier's contract
for discontinuance of dependents no longer eligible for coverage.
4. Health Insurance for Employees Who Retire: Subject to the ten~s and
conditions of the City's contracts with health insurance carriers, an employee who
retires during the term of this Memorandum on a service or an industrial disability
or a non-industrial.disability retirement shall be provided the opportunity to
continue his or her health insurance coverage with one of the City's~'plans, subsequent
to_ the date of his or her retirement. The City shall continue to pay the premium
costs for the employee only, and the retiring.employee shall bear the premium costs
of his or her dependent(s).coverage.
B, Life and Accidental Death and Di'smemberment Insurance: Subject to the terms
and conditions of the City's contract with Standard Insurance Company of Portland,
Oregon, eligible employees shall be provided the following life and accidental death
and dismemberment insurance:
o TERM LIFE INSURANCE WITH A FACE VALUE OF 1½ TIMES THE ANNUAL SALARY OF THE
EMPLOYEE.
o ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE IN THE AMOUNT OF 1½ TIMES THE
ANNUAL SALARY OF THE EMPLOYEE.
The City shall pay the premium costs for eligible employees to Standard Insurance
Company of Portland, Oregon in accordance with the requirements prescribed by the
contract with the carrier for the payment of such premiums. Coverage shall become
effective on the first of the month following enrollment and shall terminate upon
the day an employee separates from City employment.
C. Vision Insurance: Subject to the terms and conditions of the City's Vision
Insurance Plan, eligible employees and their dependent(s) shall be provided the
foll6wing vision insurance:
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VISION SERVICE PLAN - PLAN "B" - $10.00 DEDUCTIBLE
The Vision Insurance Plan shall be provided to employees with no premium costs to the
employees or their eligible dependent(s). Coverage shall become effective on the
first of the month following enrollment and shall terminate on the last of the month
in which an employee separates from City employment.
D. Dental Insurance: Subject to the terms and conditions of the City's Dental
Insurance~ Plan, eligible employees and their eligible dependents shall be provided
the following dental insurance:
CALIFORNIA DENTAL SERVICE - PROGRESSIVE PLAN
The Dental Insurance Plan shall be provided to employees with no premium costs to
the employees or their eligible dependent(s). Coverage shall become effective on
the first day of the month following six~(6) full months of employment with the City.
Only employees hired on the first of any month shall be eligible for coverage six (6)
months from the date of hire. Eligible employees must enroll in order to become
eligible for dental insurance coverage. Coverage shall terminate on the last day
of the month in which an employee separates from employment with the City.
E. Long-Term Disability Insurance: Subject to the terms and conditions of
the City's contract with Standard Insurance Company of Portland, Oregon, eligible
employees shall be provided Long Term Disability Insurance coverage which provides
for payment of up to two-thirds ~2/3) of the base salary of an employee who qualifies
for such payment or who qualifies for some lesser payment under the provisions of
the Plan. The Long-Term Disability Insurance Plan shall be provided to employees
with no premium costs to the employee~. Coverage shall become ~ffective on the first
day of the month following enrollment, and shall terminate on the day the employee
separates from City employment. The ,,,aiting period for this benefit will be 20 days.
Section 5. Deferred Compensation
Full-time regular enployees are Eligible, subject to the terms and conditions
thereof, to participate in the Deferred Compensation Plan made available to City
employees.
Section 6. Temporary Assiqnment to_Hi.qher Level Position
An employee who is assiqned to perform and who does perform the duties of a
classification which is higher paying, shall receive additional
compensation for each day so served at the rate of pay for which the employee would
qualify, were the employee to be promoted to the higher level classification.
ARTICLE 5, HOURS OF WORK, WORK SCHEDULES
A. Workday: Eight (8) consecutive hours of work shall constitute a regular work
shift except that they may be interrupted by a lunch break. All employees shall be
scheduled to work on a regular work shift; and each work shift shall have a regular
starting and quitting time.
B. Workweek: The workweek shall consist of five (5) consecutive eight (8) hour
days.
C. Work Schedule: Work schedules showing the employee's shifts, workdays and
hours shall be posted on the employee bu)letin boards at all times.
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'D. Flexible Schedules: Upon the approval of the l)e[~rtment I;ead, an Etnployee
may arrange to work a flexible work schedule which provides for r. st. artin~l time c, ther
than the normal starting time on each work day and a quitting time other ih~n the normal
quitting time on each work day provided that the schedule does not e~ceed ei§hty
hours in a bi,weekly payperiodo
Except for situat{ons where the City determines an c~ue)-~3enc, y exists, ~lhar, ges
in work schedules shall not .be made'until the employee and his or [,er )'epresentative
have been given reasonable opportunity to discuss said char~es with t. he appropriate
management representativeS.
Section 2. Overtime '
A.. Overtime Defin6d: Overtime wo~k is authorized ~,~c, rk iF~ excess
e~ployee's nounal work schedule. Paid leave hours shal.1 [,z: consi6,e)-ed
worked.
B. Overtime Records: Records of overtime ~orked shall be ~aintained ir~
ance with procedures established by the Department Head.
C. Minimum overtime: No form of overtime pa3qnent s[,>.ll be made ~here overtime
worked prior to the beginning of an employee's normal work [,eriod o)- following
completion of an employee's ~o.rmal work period is less than twelYe (i2) minutes
D. Overtime Compansation Rate: Each employee shall [,e compensated for overtime
worked at the Premium Overtime Hourly Rate, or fractions thereof, for ~vhich the
employee otherwise qualifies pursuant to the provisions (,f Appendix "A".
E. Compensatory Time: Effective July 1, 1985, compensatory time may not be
-~accumulated in lieu of overtime pay. Time accrued prior to this date may be taken
prior to January 1, 1987, at which time the accrued time will automatically be converted
to pay.
F. Call Back: An ~mployee who has departed from work and ~.;hc, 'is called [,ack to
work con~'encing at a time which is not the employee's )'~o)¥]ally scheduled I,e9innin9
time shall be paid a minimum oft-'h~ee (3) hours for each call back occurrence. (:all
back time commences with the time the employee reports to ~n~rk and concludes wheF~ the
employee is released from the assigned work or the beginnin.q of the em)ployee's noraal
work per~od, whichever occurs first.
ARTICLE 6. PAID LEAVES
Section 1. Holidays
The City shall observe the following holidays:
January 1
Third Monday in February
Last Monday in May
July 4
First Monday in September
Second Monday in October
November ll
Fourth Thursday in November
Fourth Friday in November
December 25
Ney; Year's Day
Washington 's Birthday Observed
Memorial Day Observed
Independence Day
Labor Day
Columbus Day Observed
Veterans Day
Thanksgiving Day
Day following Thanksgiving
Christmas Da~/
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, In addition, the City shall observe four (4) hours as one-half (½) day holidays
on cach.~of.the.following:
December 24
December 31
Christmas Eve Day
New Year's Eve Day
In addition, the City may observe any other day of national...mourn.ing or celebratio,,
provided that it has been proclaimed by the City Council and provided that the Council
directs the closure of City offices for public service. Any such holiday shall be
§ranted only to those employees who are regularly scheduled to work on the day for
which such holiday is proclaimed by the Council.
Days of Holiday Observation: Holidays which fall on a Sunday shall be
observed on the following Monday. Holidays which fall on a Saturday shall
be observed on the preceding Friday. One-half (½) day holidays shall be
observed on the work day i~mediately preceding the day upon which Christmas
Day and New Year's Day are observed.
Eligibility for Holidays.: Full-time regular employees who are on paid status
the entire day before as well as the entire day after a holiday shall be
eligible to receive holiday compensation for eight (8) hours of holiday time
for each full holiday and four (4) ho,urs of holiday time for each one-half
(½) day holiday, which holiday time shall be considered as hours worked.
Discretionary Holiday: Each full-time regular employee shall be eligible
for one full day holiday in addition to the holidays observed by the City.
An employee's discretionary holiday may be taken at the discretion of the
employee and as approved by the department head or the department head's
designee. An employee must take his or her discretionary holiday each
calendar year on or before December 13. An employee who has not used his
or her discretionary holiday by December 13 shall forfeit the receipt of
compensated time or pay for such holiday for that calendar year.
Do
Holiday Compensation for Employe.es on Injury or Illness or Family Care Leave:
An employee who is s'cheduled to work on the day immediately preceding a
holiday and/or on the actual day of a holiday and/or on the day immediately
following a holiday and who does not report for duty as scheduled due to
personal injury or illness or family care leave shall submit such verification
or certification of illness or injury as is satisfactory to the department
head prior to receiving compensation for the holiday.
Section 2. Vacation
Full-time regular employees shall be eligible to earn and be granted vacation
leave.
A. Vacation Accrual Rates: Each employee shall accrue vacation hours in
accordance with the following accrual rate schedule:
ACCURAL RATE PER APPROXIMATE
LENGTH OF SERVICE BI-WEEKLY PAYPERIOD ANNUAL EQUIVALENT
First through fourth years, inclusive
Fifth through fourteenth years, inclusive
Fifteenth through twenty-fourth years, inclusive
Twenty-fifth and succeeding years
4.62 hours 15 days
.6.16 hours 20 days
7.69 hours 25 days
9.23 hours 30 days
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B. Vac~tio6 Scheduling: The times during the year at which an employee shall take
vacation shall be determined by the department head with ~ue regard for the wishes of the
~lployee and particular regard for the needs of the service. Vacations shall be taken
in increments of one week unless otherwise' approved by the department head.
C. Deferral of Vacation Period: In the event that the needs of the City are such
that an employee is unable to be scheduled to take all of his or her vacation time during
a calendar year, the unused and unscheduled portion of his or her'vacation may be
deferred to the following calendar year~ An employee may request the deferral of up to
forty (40) hours of vacation leave from one calendar year to the following calendar year.
The deferral of the employee's vacation time for any reason must be approved by the
Department Head and by the City tianager. Deferred vacation which is not taken by an
employee in the. calendar year immediately following the year of deferral shall' be
compensated for in time off or in cash payment to the employee during the month of
January of each calendar year, con~nencing with January 1985,'
D. Maximum Vacation Accumulation: No more' than t~irty~30) wqrking days or two
hundred and forty (240) hours of vacation time shall be accumulated by an employee for
any reason as unused vacation. An.employee who has more than thirty (30) working days
or more than two hundred and forty (240) hours of unused vacation on record as of
January l, 1984 shall not be allowed to accumulate unused vacation i.n excess of the amount
on record as of January 1, 1984. Unused vacation earned by an 6mployee in excess of his
or her maximum accumulation amount on January 1 of e6ch calendar year shall be compensated
to the employee in time off'or.in cash payment to the employee during the month of
January of each calendar year.
E. Vacation Compensation: An employee who is to receive cash payment for vacation
time pursuant to C or D above or an employee who retires or separates from City employment
shall be compensated at the base hourly wage rate for which the employee otherwise
qualifies pursuant to the provisions of Appendix "A" for all compensable vacation time on
record for which cash compensation is to be made. An employee who retires or separates
from City employment shall be p~id in cash for all unused vacation tim~ on record at the
time of separation.
'Section 3. Sick LeaVe
An employeelwho is obsent from work and who is tempora~rilyand/or partially disable
from performing work as a result of a personal injury or illness and~:which injury or
illness necessitates the employees absence from work, shall be eligible to receive sick
leave without loss of salary or benefits.
A.."Sick'Leave'Accr~al'Rate: Each employee shall accrue siCk leave hours at the
rate of 3.6~ hours per payperiod up to a maximum accrual of one thousand and two hundred
(1200) hours. An employee who works less-than full-time during the payperiod shall accrue
sick leave hours on a pro-rated basis for all compensated time during the payperiod.
B. 'Sick'Leave'Request: An employee shall prepare and present a request for paid
sick leave on each occurrence of'sick leave on such forms and in accordance with such
policies and procedures established for sick leave requests by the department head or the
department head's designee.
C. Approval of Sick Leave Requests: The department head or the department head's
designee shall review all sick leave requests and, if approved by the department head or
the department bead's designee, the request for paid sick leave for an employee shall be
granted. The department head or the department head's designee shall not unreasonably
withhold approval of an employee's sick leave request.
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D. Verification of Injury or Illness:
1. Usual Verification: An employee requesting paid sick leave approval
shall provide such verification of actual injury or illness as is satisfactory to the
department head or the department head's designee. Usually, such verification shall
be in the form of an employee's personal affidavit of injury or illness.
2. Doctor's Verification of Injury or Illness: A doctor's verification of actUa
injury or illness is verification whi'ch as been prepared and signed by a doctor and whict~
describes the nature and extent of the injury or illness and confirms that the employee
has recovered sufficiently to assume light duty, or is able to perform regular ~ork
without restrictions.
3. Require Verification of Illness: The City may require verification of
illness at any time, including a physician's verification, but only under the conditions
when the City has a reasonable belief that the sick leave has been abused by the employee.
E. Notification of Absence on Sick Leave:'. An employee who is going to be absent
from work on sick leave must notify his or her'immediate supervisor or such other person
as may be designated by the department head or the department bead's designee at the
earliest possible time that the employee is aware that he or she is §oin9 to be absent.
F. Medical Appointments Leave: An ~employee may be granted leave without loss of
salary or benefits for the purpose of going to appointments with medical doctors or
dentists in instances where the employee'can demonstrate that the appointment could not
have been reasonably scheduled to occur at a non-work time of the' employee. An employee
requesting such paid leave shall receive approval of the department head or the department
head's designee prior to the taking of the leave. Medical appointment leave shall be
authorized only for that period of time necessary to provide reasonable travel time to
and from the appointment and the actual time required for the appointment. The ~ployee
requesting such leave shall s~bmit his or her. personal affidavit describing the nature
and need for the appointment. The City reserves the right to confirm or verify any
appointment for which such leave is authorized?
G. Famils Care Leave: An employee may be granted up to a maximum of twenty-four
(24) hours of paid leave during each calendar year for the purpose of obtaining medical
consultation/treatment for an ill or injured family member or for caring for an injured
or ill family member. A family member shall include the employee's spouse, child, mother,
father and/or any of the following who reside in the employee's home: brother, sister,
grandparents, mother-in-law, father-in-law, daughter-in-law or son-in-law, or such other
personiwho resides in the employee's home, if in the opinion of the department head or
department head's designee, there exists an extraordinarily close familial relationship
between the employee and such other person.
H. Maximum Paid Sick Leave Time: All time taken and approved for the leave uses
prescribed in this' Section shall be provided to an employee without loss of pay or benefii
provided that the employee has sufficient unused sick leave hours accumulated against whi¢
his or her usehours can be charged. An employee who has insufficient unused sick leave
hours on record to use for the purposes prescribed in this Section may request the use of
other paid leave balances or leave of absence without pay. The department head or the
department head's designee max approve the use of ot~er paid leave hours or leaves of
absence without pay in lieu of such leave by an employee for such p~rposes.
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I. Payment of Unused Accumulated Sick Leave: An employee who has been
employed with the City for a continuous period of one (1) full year and who separates
from City service in good standing shall be eligible to receive payment for accumu-
lated and unused sick leave hours on record as follows:
1. Number of Hours Payable: An eligible employee shall receive pay-
ment for fifty percent (50%)of the unused sick leave hours on record, up to a maximum
of one thousand two hundred (1200) hours of such recorded hours (maximum of 600 pay-
able hours).
2. Rate Payable: Payment of 'unused accumulated sick leave hours for
~ligible employees shall be made at the employee's hourly wage rate for which the
employee otherwise qualified pursuant to the provisions of Appendix A.
3. Time of Payment: · An employee, or an employee's beneficiary, shall
become eligible to receive payment for unused sick leave hours upon separation in
good standing or upon the death of an eligible employee. Payment may be made at the
time of an employee's death or separation or may be deferred to the first payroll
period in the calendar year in~nediately following, at the option of the payee.
Section 4. Industrial Injury or Illness Leave
An employee who is temporarily and/or partially disabled from performing work
as the result of an injury or illness which has been determined to be industrially
caused and which injury or illness necessitates the employee's absence from work
shall be entitled to receive the following benefits:
A. Use of Accumulated and Unused Sick Leave: An employee shall be entitled to
use accumulated and unused sick leave hours to receive full compensation for all hours
the employee is scheduled to work but is unable to work. Upon exhausting his or her
unused sick leave hours, an employee may use accumulated and unused vacation and/or
compensatory time on record to receive full pay for all hours not worked until he or
she becomes eligible to apply for Long-Term Disability Benefits' or is able to return
to work, whichever occurs first.
Bo Workers' Compensation Benefi·~s: Employees shall be eligible to receive
Workers' CompEnsation Disability benefits in accordance with the California State
Workers' Compensation laws. Employees who are using accumulated and unused sick
leave, vacation and/or compensatory hours, shall assign all Workers' Compensation
proceeds to the City and shall have ~their sick lea'~fe, vacation and/or compensatory
hours used reimbursed on a dollar for dollar basis.
C. Credit for City Reimbursement: In the event that the City receives re-
imbursement for benefits paid to an employee from a third party, the City will credit
the employee's sick leave, compensatory time and/or vacation time balances with full
or partial credits consistent with the conditions of the third-party reimbursement to
the City.
Section 5. Bereavement Leave
An employee may be granted leave of absence without loss of salary or benefits
---upon the death or the funeral of any of ~he following persons: Spouse, child, father,
mother, brother, sister, grandfather, grandmother, father-in-law, mother-in-law,
brother-in-law, sister-in-law, daQghter-in-law and son-in-law. In addition, the
~ department head may grant bereavement leave to an employee upon the death or the
funeral of some other person if, in the opinion of the department head, there existed
an extraordinarily close familial relationship between the employee and such other
person.
An employee may be granted up to a maximum of twenty-four (24) hours of bereavement
leave per occurrence for the death or funeral of a family m(.~ber ~ithin the state of
California and up to a maximum of forty (40) hours of bereavement leave per occurrence fo
the'death or funeral of a family member outside the state ot~ California.
Section 6. Military Leave
Military leave shall be granted in accordance.with the provisions of e.~,plicabl'e
state and federal laws. All employees legally entitled-to military leave shall provide
the department head an opportunity, within the limits of m~litary orders or regulations
to determine when such leave shall be taken. Department lleads may modify the employee's
work schedule to accomodate the requirements applying to the leave.
Section 7. Maternity Leave
An employee shall 'be granted maternity. leave as follows:
A. Period of Physical Disabil'ity: An employee who is temporarily and/or partially
disabled from performing work and her absence from work is necessitated as the result of
pregnancy shall be eligible to receive sick leave and/or long-term disability benefits
pursuant to the provisions of this Memorandum of Understanding for all time the employee
is disabled from work.
B. Non-Disability Maternity Leave: An employee who is not temporarily and/or
partially disable~ from performing work due to pregnancy or who has recovered .from .such.
temporary and/or partial disability to the point that her absence from work is no longer
..... necessitated, shall be allowed to use accumulated compensatory time, vacation and/or
a leave of absence without pay upon the written request of the employee, subject to the
following limitations:
1. The employee's request for leave of absence without pay shall not be
granted unless and until the emplcyee first uses all accumulated compensatory time and
vacation accumulated; and
2. No ~eriod of absence From work pursuant t~ this Section shall exceed a sum
total of three (3) calendar months, which three (3) calendar ~nths sh~ll include the
period of disability immediately preceding the termination of the pregnancy.
Upon completion of a maximum'of thre~ (3) months of paid and/or unpaid leave,
the employee shall return to her position in her classification with the City.
ARTICLE 7. UNPAID LEAVE
The City Council may grant an employee a leave of absence without pay or benefits
not to exceed one (1) calendar year. The City Manager may grant an employee 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 bot?
the department head and the City Manager. Upon expiration of the approved leave, the
employee shall be reinstated to his/her former position without loss of service credits
benefits (subject to the terms of policies) accrued prior to said leave. Failure on the
part pf the employee to return to work on the date scheduled, shall be cause for dischar~
ARTICLE 8. REIMBURSEMENT FOR EDUCATION EXPENSE
An employee who takes a job-related course at an accredited institution of learnin~
shall be eligible for the costs of tuition, fees and course materials upon the successful
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completion'of the course and upon the employee having achieved a grade'of "C" or better,
or pass if the course was ~ pass/fail course. In order to qualify for reimbursement,
the employee must:
A. Prior to enrollment, receive the written approval of the departmen~
headconcerning the particular course. To be approved by the department head, he must
find that the course is job-related after reviewing the request which briefly describes
why the employee believes the course to be job-related.
B. Provided that the employee;s'department head finds that the course
is job related and approves the employee's request, the employee shall submit a request
for reimbursement to the-City lqanager which request shall include:
1. A copy of the department head's written approval of
the course, and '
2. A copy of the empToyee's grade for'the course, and
3. Receipt for all expenses related to the course with a
tota.1 amount the employee wishes reimbursed.
The City Manager Shall approve the employee's request for reimbursement provided
that the employee has prepared the request in compliance with this Article.
ARTICLE 9. PHYSICAL FITNESS
Each employee shall be entitled to free admission to City recreation facilities.
~y-~ Each employee, shall be entitled ~o free enrollment in up to five (5) recreation cla~ses
during a twelve (12) month perioo. Employees using City recreation facilities and
enrolled in City recreation c'lasses shall engage in such activities on the employee's
non-work time. Employee admission to recreation facilities and recreation classes shall
be accomplished in conformance with the rules and regulations established by the ~'ark. s
and Recreation Department.
ARTICLE 10. TOOL REPLACEMENT COSTS
An employee in an eligible classification who is required to provide his.or her
own tools shall be eligible for receiving one hundred and twenty dollars ($120.00) per
fiscal year for the purpose of providing the employee with tool replacement costs.
Eligible classifications are as follows:
Equipment Mechanic
Equipment Mechanic Foreman
Equipment Serviceworker
Mechanic's Helper
In order to receive reimbursement for costs of tool replacement pursuant to the
provisions of this Article, an e~ployee must be reqL)ired to provide his or her own tools
on the job and must submit a reimbursement request to the City prior to June 1 of each
fiscal year.
ARTICLE ll. SAFETY SHOE RE~;<BU~.SE!.IENT
· The City will reimburse employees in eligible classifications who purchase and wear
approved safety shoes during their regular duty shift up to seventy-five dollars peryear,
Eligible classifications are as follows:
Assistant Electrical Technician
Building Inspector
Building Maintenance Custodian
Code Enforcement Officer
Equipment Operator
Electrical T,'.:chni ci an
Equipment Mechanic
Equipment Mechanic Foreman
Equipment ServiceworkQr
Maintenance Worker I (Parks/Public Works)
Maintenance Worker II (Parks/Public Works)
Maintenance Worker III (Parks/Public Works}
Maintenance Worker IV (Public Works)
Mechanic's Helper
Parking Meter Collector/Maintenance Repairer
Printer I
Public Works Inspector
Senior Building Naintenance Worker
Senior Electrical Technician
Sweeper Operator
Tree l'ri~ner
ARTICLE 12. PROTECTIVE GARMENTS FOR SAFETY INSPECTORS
The City shall supply and maintain overalls for Building Inspectors and the
Public Works Inspector.
ARTICLE 13. SAFETY PROGRAM AND EQUIPMENT
A. Observation of Safety Rules and Regulations: Both the City and the Union
shall expend every reasonable effort to ~nsbre that work is performed with a maximum
degree of safety, consistent with the requirements to conduct efficient operations.
Each'employee covered by this Memorandum agrees to comply with all safety
rules and regulations 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 to an accident shall, if requested, give full and truthful
testimony as to same.
B. Safety Program: The City has established a safety program and representatives
of this Unit shall serve on the Safety Committee~
'C. Safety Equipment: The City shall continue to supply employees with safety
equipment required by the City and/or CAL-OSHA. All employees shall use City supplied
safety equipment only for the purpose and uses specified under applicable safety
rules and regulations.
ARTICLE 14. PERSONNEL PRACTICES
Section 1. Transfer, Promotion
A. Transfer: An employee may be transferred by the City ))anager from one'position
to another position in the same or comparable classification carrying 'essentially the
same maximum salary and which the employee is qualified to perform.
B. Promotion: The City shall endeavor to fill vacancies by promotion when in the
best interest of the seKvice. In the event the City ~lanager 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 four
(4) candidates (which number may be unilaterally changed by the City Council
Res~iution) on the employment list who are ready, willing and able to accept the
position offered.
C. Flexible Staffing: Sufficient positions will be provided so that all
Maintenance Worker I's with two (2) years of experience can be promoted to Maintenance
Worker II, providing they pass the examination. Sufficient positions will be provided
so that all Library Assistant I's with two (2) years of experience can be promoted to
Library Assistant II, providing they pass the examination.
Section 2. Time Off for Examination
Promotional examinaticns scheduled by the City during an employee's regular
working hours may be taken without loss of compensation.
Se. ction 3. Employment Lists
Promotional lists shall become effective upon approval thereof [~ the Personnel
Board. Employment lists shall remain in effect for one (2) 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 t~ 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 investigation is unsatisfactory; or if the person has been
passed over for appointment three (3) times.
Section 4. Probationary.Periods
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 probationary, appointment or promotion.
A. Reinstatement and Re-employment Probation: An employee who is laid off and
subsequentTy appointed as a result of certification from an employment eligible list to
a position of different 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 re-employment list must serve
the remainder of their probationary period in order to attain permanent status.
B. Transfer Probation:. Employees who transfer to another division shall be
required to undergo a new probationary period in the position into k~hich transferred.
If unsuccessful in the new probationary period, the voluntarily transferred employee may
be terminated from City.service. Employees transferred non-voluntarily shall be
reinstated to their former position if unsuccessful in their new probationary period.
C. Promotional Probation: An employee who previously completed the requisite
probationary period and who is rejected because of a subsequent probationary period for a
promotional appointment, shall be reinstated to the former position from which the employe,
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.
D. Rejection During Probationary Period: The appointing authority may terminate
a probationary employee at any time during the probationary period without right of appeal
in any manner and without recourse to the procedures provided in .Article 16(Grievances)
hereof, unless the employee alleges that the termination was due to discrimination
prohibited by City, State or Federal Statutes 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 judgement for that of the appointing authority.
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SeCtion 5. Resignation and Reinstatement
A. Resignation: An employee desiring to leave the City in good standing shall
submit a letter of resignation to his/her immediate supervisor no later than two (2)
weeks in advance of the effective-date of separation; complete an exit interview;
and receive a satisfactory final evaluation.
B. Reinstatement:' A permanent-employee who has resigned in good standing, may
be reinstated within two (2) years of the effective date of resignation. Such reinstateme:
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 designated probationary period for that
classification prior to becoming a permanent employee, regardless :of the salary
rate at which the employee is reinstated.
ARTICLE 15. REDUCTION IN FORCE/LAYQFFS AND RE-EMPLOYMENT
A. Council Determination: Whenever in the judgement of the Cit~ Council, it
becomes ne'~essary in the 'interest of economy or because of 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 be deemed a disciplinary
act or act requiring written charges. The appointing 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.
B. Seniority: Seniority, for the purpose of layoff, 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 shall 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 Veterans' Code.
C. Order of Layoff: '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:
1. Probationary employees in inverse order of seniority,
2. Permanent employees in inverse order of seniority.
Should two or more employees have identical City service seniority, the order of
layoff will be determined by classification seniority. Whenever two or more employees ha
identical classification seniority, the order of layoff shall be determined by a mutuallb
agreeable random selection process.
D. Notice of Layoff: Employees shall be forwarded k~ritten notice, including
reasons therefor, by Certified Registered Nail, Return Receipt. Requested or Personally
Served, a minimum of ten (lO) working days prior to the effective date of layoff. An
employee receiving said notice may respond, in writing, to the City Manager. The
employee's representatives shall receive concurrent notice, and upon request, shall be
afforded the opportunity to meet with the City to discuss the circumstances requiring th~
layoff and any proposed alternatives which do not include the consideration of the merit~
necessity or organization of any service or activity. The provisions of Sectio~ must
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DC r'~qUeSl~Cl Dj/ i. ii~ ~llljJiUye~, ill ~/rll~lllg, TlVe ~:)) working oay$ i)rlor To
effeci~ive date of layoff. '
E. Reassignment' in ' Li~' of.'.L~yof.f.
1. Vacant'Position ~n Ci.tyi In the event of lay°ff~''l:he'em~,loyee ~:ill t,¢.
allowed to transfer to 6 vacar, t position which the City' i~.,tends
in the same classification in any city department.
2. Former Classification: In the event there are r~o vacant p,',sition in
't~e same classification in any.dep~rtment, ar, employee ~¢~ll I,e' oTfere~
· vacant'position in any classifi, c~tion_at the same 'or' lowei' salar,~' l~:vel
ir, 'which pe'nnanent status had 'Formerly 'been held, (i'rst" i'r, %he a(fe¢.ted
del~rt~ent, .and then city-wide, '.
3. Displacement: In the event there ~'.e no vaca~,cies'~s lisi:ed i'n (1) or
"('2) above· the employe'e shall have the op}.or(:unity, upon request, to
be assigned.to any classification in the de}artment e,t thr: same
salary level in which .s/he meets %he minimum ¢;ualifications ~nd a
regular layoff pr. ocedure in th.e same or lower salary level shall
E~.~plo~ees transferred~ ass. igned or d~oted ~'~der this Sul~section, ~ill
· be assigned to a step in the new classificatio~ salary ~'-a.n.qe closest,
b~t ~ot exceeding, the .~mployee's salary at ~he time of reclassificatio;,.
Layof,fs: In the event.that an employee is ~ot reass~§ned in lieu .of layoff
as in Section E the employee shall be laid off.. If an employee 'elect~s n..~t
to exercise the rights of Section E s/he may be de~med to.have been
offered .and to have declined such work..
Laid'off ~.ployees are to be paid for accrued vacation and sick leave ir,
-accordance withA'rticle 6 when separated as.a result of a layoff~
Layoff Re-Emplo)~ent/Reins%ate~gnt. Lis.ts:
I. Probatio~.ary and permanent employees -who are reclassified..~,);d/or ~-:..mot¢.d
as a result of ~ reduction in force, shal-1 have their names placed on
classification reinstatement list, in. order of' their se)'~iority. Yacant
positions .within the classification shall first be offered to
on this list~
2. EmPloyees who are ~.id off..shall have their ~ames placed' on
· -' employment'list of classifications which, in the opinio); of the
Personnel Officer, requires basically the same qua.lifications and duties
and responsibilit'ies as those in the classification from ~hich the layoff
occurred, in order of seniority. Vacant positions in such classifications
shall be offered to eligibles on ti~e re-employment list ~.~ho qualify for
such vacancies'prior tu an open or promotional recruitment.
!~o name shall be carried on a reinstatement or re-employment list for
a period longer than two (2) yeai:s, Refusal to accept the first offer
of reinstatemegt or re-employ~.,ent within the same classification shall
cause the name to be dropped from the list. Individuals not responding
to written notification, by Certified Registered Mail, Return P, eceip.t
Requested, forwarded to their last given address, of an opening within
ten (lO) work'ing days from mail ing~ shall have their names removed frc~.l
either a reinstatement or re-employment lisi.. Individuals who do not
meet current emplo3q~ent standards (i.e. · me(lical, licenses, etc.), shall
have their names removed from either a reinstatement or re-employment list.
Probationary employees appointed from a reinstatement or re-employment
list must serve the remainder of th6ir probationary period in order to
attain per~anent status.
! ·
ARTICLE 16. GRIEVANCE PROCEDURE
· This gr. ievance procedure shall be applied in resolvir'~ grievances filed ILl'
employees covered by this Memorandum of Unders'tanding~ .
· A. Definition of a Grievance:. A grievance shall be (Ii:lima, ed as an.¥ dispute ~;hictm
involves the interpretation or application of any provisio.~ of this t0!emorandum of
Understanding during' its term, excluding all ordinances, resolutions, )'ules and re.~:ula-
tions, the contents of which'are not specifically covered by the provisions of this
Memorandum of Understanding. Such excluded ordinances, ~'esol~,tions, r~les and l-egula-'
tions shall not be subject to this grievance procedure.
B. Time 'for Filing: A grievance shall be void unless filed'i.n writing ~.:ithin
forty-five (45) calendar days from the date 'uPon which the (~ity is aile.qecI to have
failed to provide a condition of employment which has been established hy this
Memorandum of Understanding, or-within forty-five (45) calendar days from the
an employee might reasonably have been expected to have learned of the alleged
failure. In no event shall a grievance include a claim for ~oney relief for n~ore
than the'forty-five (45) cal'endar day. period plus suci~ reasonable discovery period.
C. Informal. Discussion.with Employee's Supervisor: Before proceedin.o, to the
formal grievance procedure, an employee shall discuss his or her grievance )tith his
or her immediate supervisor in private and attempt to ~,.~rL out a satisfactory solut_io~.
If the employee and his or her immediate supervisor ca)mot )~o)'k out a satisfactory
solution, the employee may then choose to represent himself or herself individually,
or he or she may request the assistance of the Union in reducing to ~.,'riting
formally presenting the grievance.
D. 'Formal. Written Grievance: It~ the'employee chooses t.o fo~ally pursue Ills or
her grievance, he or she shall present the written grievance to his or her supervisor's
immediate superior within fifteen {15) calendar days after the date upon'which the
grieving employee informally discussed the grievance with his or her immediate super-
visor. The written grievance shall specify the Article, Section and/or Subsection of
this Memorandum of Under'standing which is alle§ed to have been violated by the City
and shall specify dates, times, places and pemsons and other facts necessary to a
clear understanding of the matter being grieved. The supervisor's in~nediate superior
shall return a clear copy of the written grievance to the employee ~vith his or her
answer thereto in writing within fifteen (15) calendar days after the receipt of the
written grievance..If the grievance is not resolved at this level, the employee shall
· have fifteen (15) calendar days from receipt of the supervisor's immediate superior's
answer within which to file an appeal to the department head.
E. Grievance to Department Head: lrhe department head or the (lepartment bead's
desighee shall have fifteen (15) calendar days after the receipt of the grievance to
review and answer the grievance in writing. A meeting betv.~een the department head
or the department head's designee and the grievant with his or her representative
is required at this level unless waived by mutual agreement.
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'F. Waiver of Supervisory Review: If the grievance is ~tc, t resolve~ after %he
informal discussion with the employee's immediate supervisor, the (jr~evant an~ the
department head or the department bead's designee may, by mutual agree~ent, ~ai~e
review of the grievance at an intermediate step in the deparlm~ent's organization
and may proceed !to present the grievance to the del)artme~t head or the dep~'~ment
bead's designee.
G. ArbitrJtion of Grievance: In the event that the !:rieYance is n:,t. I:esolved
by the department head,.the grievant may, within thirty (30) calendar (lays e. fter
receipt of the department bead's decision, request that the .qrievance l,e hea)-d by ar,
arbitrator.
H. Informal Review by the City Manager: P~"ior to ti'me selection ¢,~ an e.~'bitKator
and submission' of the grievance for hearing by an arbitrator, the City !!anager or
the City Manager's designee shall 'informally review the g~-ieYance and determined
whether said grievance may.be adjusted to the satisfactio)~ of the empl¢,yee, l'he City
Manager or the City Manager's.designee shall have fifteen (i5) calendar days in ~:hich
to review and seek adjustment of the grievance.
I. Selection of Arbitrator: The arbitrato~~ shall be selecte~l I)y matual
ment between the City Manager .or the City Manage)'~s designee and the grievant or the
grievant's representative. If the C~ty Manager or the City Manager"s 'designee
grievant or the grievant'.s representative are unable to agree on the selection of
arbitrator, "they shall jointly request the state Mediation ~nd Conciliation Service
to submit a list of seven (7) qualified arbitrators. The City Manager or the City
Manager's des-ignee and the grievant or the grievant's representative sh~ll then alter~a-
rely strike names from the list until only one name remains, and that p~:)'son shall
serve as arb.itrator.
[~' The provisions for arbitration are not intended and shall not l)e Construed to
empower an arbitrator to change any condition of emplo.~nent specifically covered by
this Memorandum o'f Understanding or to revise, modify or alter ir~ any respect any
provision in this Memorandum of Understanding.
J. D~ty'of Arbitrator: Execept when an agreed st:ateme~-~t of t~acts is submitted
by the parties, it shal.l be the' duty of the arbitrator to hear and consider evidence
submitted by the parties.and to thereafter make written .findihgs of fact and disposi--
.tion of the grievance which.shall be final and bi)~din9 upo)'~ t}te parties. ~he decisior~
of the arbitrator shall be based solely on the interpretation of the appropriate
provisions of the Memorandum of Understanding applicable to the grievance and the
arbitrator s}~all .not add to, subtract from, modify or disregard any of the terms or
provisions of 'the Memorandum of Understanding.
K. Payment of Costs: Each party to a heai-ing before an arbitrator shall bear
his or her own expenses in connection therewith. All fees and expenses of the
arbitrator shall be borne one-half by the City and one-half by the grievant.
L. Effect of Failure of Timely Action: ..Failure of 'the employee to file an
appeal wi~c'hin the required time period at any level shall constitute an abandonment
of the grievance. Failure of the City to respond within the time limit at any step
shall result in an automatic advancement of the grievance to the next'step.
Jq. Non-Union Representation: In the event that an employee chooses to represent
himself or herself, or arranges for representation independent of the Union, the
department head and the City shall make no disposition of a grievance ~.;hich is
inconsistent with the terms and conditions of this Memorandum. In the event an
employee shall elect to go to hearing-independently under paragraph "G" hereof, the
Union shall have the right to' be a full and equal party to such proceeding for the
purpose of protecting the interests of' its members under the terms of this Memorandum
of Understanding. -20-
.ARTIC~E 17. EMERGENCY
Nothing contained in this Memorandum of Understanding shall limit the authority
of the department head or the City to make necessary changes during emergencies.
department head and/or the City shall notify the Union of such changes as soon as
possible. Emergency assignments of personnel shall not exceed beyond the period of
the emergency. An emergency is defined as an unforseen circumstance requiring
immediate implementation of the change.
ARTICLE 18. NOTIFICATION
The City shall give reasonable prior written notice to the Union of any ordinance,
rule, resolution, or regulation directly relating to matters within the scope of
representation proposed to be adopted by the City and shall give the 'Union the oppor-
tunity to meet with the City prior to such ~ ' ' -.
~doF. tlon In cases of emergency, when the
City determines that an ordinance, rule, res¢lution or regulation must be adopted
immediately without prior notice or meeting wi~h the Union, the City shall provide
such notice and opportunity to meet at the earliest practicable time following the
adoption of such ordinance, rule, resolution'or regulation.
ARTICLE 19. CONTRACTING OUT UNIT WORK:
A. A joint comittee comprised of three union and three management representatives,
each appointed by the respective parties, will review all projects which prose to
contract-out bargaining unit work prior to such contracting. No project will be
submitted to the Council if a majority of the committee does not approve the concept
of contracting out.
'B. Prior to any Council decision of contracting-out existing bargaining unit work,
the £itv will provide the Union with notice and opportunity to negotiate.
ARTICLE 20. SEVERABILITY
If any Article, Section, subsection, sentence, clause or phrase of the Memorandum
of Understanding is for any reason held to be invalid by a court of competent jurisdic-
tion, such Article, Section, subsection, sentence, clause or phrase shall be suspended
and superseded and the remainder of this Memorandum of Understanding shall not be
affected thereby.
ARTICLE 21. AGREEMENT, ).IODIF!CATION, WAIVER
A.. Full and Entire Agreement: This Memorandum of Understanding sets forth tk, e
full and entire agreement of the parties regarding the matters set forth herein and
any other prior or existing understanding and a?eements over these matters between
the parties, whether formal or informal, are hereby superseded or terminated in their
entirety.. In the event that the provisions of this Memorandum are found to be in
conflict with a City rule, regulation or resolution, the provision of this Memorandum
shall prevail over such conflicting rule, regulation or resolution.
B. Written Modification Required: Uo agreement, alteration, understanding,
variation, waiver or modification of J-6-y of the terms or provisions 6ontained herein
shall in any manner be binding upon the parties hereto unless made and executed in
writing by all parties hereto and approved by the City Council.'
-21-
C. Waiver: The waiver of any breach, term or condition of this Memorandum of
Understanding by either party shall not constitute a precedent in the future enforce-
ment of all its terms and provisions.
FOR THE UN~ON:
"APPROVED BY CITY COUNCIL RESOLUTION NO. 203-85, ADOPTED 9/11/85"
-22-
Foray-five (45) days subsequent to :he date upon which the City Council approves the Hemorandum of Understanding,
the City and :he Unian will meet and. confer regarding the implementation of the results of the comparable worth study.
No ~alary rates will be decreased or "Y"'rated as a result of the findings of the study.
STEP PLAN TIME IN S~,'EP:
Each employee shall complete the following time at each step o~ the step plan
applicable to his or her cla-sification prior to advancing to the next step.
A
From date of hire to completion of six (6) full months of employment
One full year
C One full year
One full year
E Fi nal step
Whenever an.employee is recruited for a position at other th~'~ the first step (A Step)
within the salary rate schedule, all employees in the same position in steps below
the recruitment step shall be raised to the step at which the new employee was recruited.
STEP PLACEMENT 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 employee 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 at a step commensurate with length of service in both classifications. If the
classifications are not within the same .series, the employee shall 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.
APPENDIX A SALARY SCHEDULE APPENDIX A PAGE 1
SERVICE INCENTIVE
Each employee shall be eligible for Service Incentive compensation in addition to such compensation for which
the employee otherwise qualifies pursuant to the provisions of this Memorandum of Understanding as follows:
YEARS OF SERVICE WITH THE CITY
Com)letion of ten (10) through fourteen (i4) years, inclusive
Com)letion of fifteen (15) through ninteen (19) years, inclusive
Com
Com
Com
Corn
Corn
)letion.of twenty (20) through twenty-four (24) years, inclusive
~letion of twenty-five (25) through twenty-nine (29) years, inclusive
)le'tion of thirty (30) through thirty-four (3~) years, inclusive
~letion of thirty-five (35) through thirty-nine (39) years, inclusive
~letion of forty (40) years and thereafter
HONTHLY SERVICE INCENTIVE AMOUNT
$10.00
$15.00
$20.00
$30.o0
$40.o0
$5o.0o
$6o.oo
WORKWEEK CONVERSION INCENTIVE
Each employee who was employed by the City on July 8, 1975 and who was scheduled to work thirty-seven and
one-half (37½) hours per week and who subsequently was and continues to be scheduled to work forty (40) hours per
week, shall have his or her base hourly wage rate converted as follows:
Base Hourly Wage Rate x 1.02 = Base Hourly Wage Converted Rate
In establishing the actual base hourly converted wage rate of such an employee, fractions of one cent with
a value of four (4) or less will be discarded, and fractions of one cent with a value of five (5) or more shall
increase the base hourly converted wage rate by one cent.
APPENDIX SALARY SCHEDULE APPENDIX A PAGE
' "::,:" · Al-l- of the-prohibit'ne'er: aPPC"ntX "B-
.. Ap. pe~dlx "B'!' ace not sub3ect~.:_~.-. .
to the Gr.~..eva~ce .Procedure ....
.:, - 6f this Me~oran'dum of .- .
UnderstanUing. ' )LESOLUTION NO.
- ", ti. A ~SOLUTION APPROVING I~I{0R~BU~{ .....
-. ':': 0F UNDERSTAND~MG BETWEEN EMPLOYER : ,- , ..
'. "-o' '" 'ci c ' " "'"" "'
. : ' :..,-a,2~, '~"'~"; "'Y"-"' ~t~e ' ' : : ' " '' ~' ~ ' ': "~'" ~7~ -
"- ' ~ ': ~ ' t · ' - . - .- . -% ~; - . ...
~'.'. ." .... - .... ~. -'....-
" J~e ~S> 197~ design'%ed Z~ibit "A" a~tache~-hemato
. -' emp ~ ~e~e~entatives 'an~ employee rep~esen-t~tive~ ~d'
~avfng ~ ly' by c~u'" ' '
~.,- .-.. .. een.-du considemad 'The Oounail> The nci~ does
"-. ' 2-''. " ..
. . '- ~ ..- ~ , ' ~..
: - . .. -..: .~. · ~'. ..
.. :.. , ..... .. -.'..... .- . .. - ..
- .. .. .. %.- . -.
' ] '~gularly:' introduced ~d adopted by ~J Cit~'~o~M~"of ~'~
~ f % ." . , -. .. % --. . -~- -.
;' , Ci~ of South S~-Fra~cisco. at a special '~ee'ting
...- held ~n ~e 28-~h' day o~.. June '> ~9 77 > ~Y '
~.YES~ COL~'iCILT'~'~' 'Pa~rtck E. Ahem, 'gordon T. BobTTT-Y,
h'il l iam h'. Barba and F. Frank
__ NOES
( AB SEN
None "
Warren S'tei nkamp
· MEMORANDUH OF UNDERSTANDINg
THE UNDERSIGNED employer and employee representatives acknowledge and
affirm that they have met and conferred in good falth, exchanged proposals and
counter proposals, and in al'l respects fulfil led'their obligations under law to
meet and confer regarding the matters hereinafter set forth, acceptance and
approval of which the representatives agree to reconmend to their principals,
the city Council of the City of South San Francisco and the employees of the
City of South San Francisco.
WHEREAS, the employee representatives propose the following:
"The City of.South San Francisco shall not contract or subcontract to
any person, firm, partnership, corporation, or combination thereof,
any service or work traditional ly 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, the 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 ?his time regarding said concepts and/or provisions 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 mu?ual Iy agreed upon and pending completion of
Ail of the provisions of Appendix "B" are not subject
to the~ Grievance Procedure of this Memorandum of
Understanding
APPENDIX "B"
~aid mediation no lay-offs will be made by City for the purpose of contracting
or subcontracting with any Person, firm, partnership, corporation 9r combination
thereof for any servide or work now performed by employees of the Ci17;
NOW, THEREFORE, IN CONSIDERATION OF THE AFOREGOING PREHISES, IT IS
AGREED AS FOLLOWS:
That ~he par?les shall submit the mat?bt contained in the recl?als above
to medla~ion 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
26th day of June, 1972.
EMPLO,y~ R REPR~SENTAT I VES /'~ ~
ty Attordey, City of South San Francisco
EHPLOYEE.REPRESENTATIVES
Michael O'Kennon, Local 1569 AFSC&ME, AFL-CIO
~rank Gillie, Local 57, AFSCME, AFL-CIO
Robert Peterson, S.S.F, Municipal Employees Assn
Associated with HEBA
Al.1 of the provisions of Appendix
"B" are not subject to the Grievance· ~/.~z~~2d<./.~/~/~_~
procedure of this MemorandUm of Ben Hudnal--~l, Marine Engineers &-Beneficial Assn.
Understanding
Ed Hill, International Fire Fighters Assn.
APPENDIX "B"
],
~-- ~ : 'THE U,~DERgIGNED ~mplo~er ~n~ employee roprosont'o~'lv~,~_-
. . ..... ~ - .
"' '-'":' ,.
'. . · .. .~ ~ .' .
:..~ppro~l o~ ~hl~h representatives a~reo
~he'~I~ ~iI-6f }h~ Di}F of ~ou}h San F~ne~ ~n~l '}ho e~lo~.o~
...... . .. - - - -' ....' ' { '' '- .-'~ ...... ~ z ~'- ~'~
Cl~ o, So~h ~a: Franc~s~, . .. . ... . . ... ~ --.~.... .....~_ ~ . ~_.
- . .. son s ese' el I'o.I ..... - --.
'' :0 ~ ' ' "'"' ' ' " '~:":'o-"'.~'
' ' ~ CI~ f. oufh San Francssm sh~l-I not ~ni'rac~ oJ
"' . any's~t~i~ or ~or~ ~diTIonal ly performed by bmp ! o~,¢~es.
"-; * ~...In addlfibn~ any. neW. sea, ice. . provldsd ~o The c['lixonr~,, by 'D,>'Cift-. . -'"
'" by mploy hlred by. zl'h~Ci:~, nd ~he '
:' '~rs~,~ ~, el ~I s and Re~ l~ions~" ' ' '
~% --. .. % . . - .~ .' . ~ ~ - ....... .. j .-.. ' . . . -... -
~.~.~ ~" '": ' "' "" "" "' '-
.... . · . '% ..- ~. '~ ~ ~ . . . --
· - . '.'. - 0 I~ ~ - -
..'?~ ) . :.
""' ~ ; '"¢i' :'Z. ' ~ ~p · "-'
--.. ..., ,--. --'. ,--c ....... ..
a, i'h~s · ~'regardi g ~a[ cone ~s a r provisl'ons ~nd ~si
'.a4~, K ': 'All of the pro~.isions' 0f " ' ' : '
Append{x "B" are not subject -.
~> ' to t6e G~ievan~e Procedure df this tl~orandum of-
Understanding. . - - ;'.
' ' gho S~uth San nc[sc ~nd '$ho a oy~,~.o~ '~h~ ~
;.,........ .... . . . .... - ........ . ._
" " '~ *. .. ~' ' · · , T ..... - " " : ' -. '
'- -. .~E~S,' ~h e~ re sonfaflves pmpos~'~ha fol lc,~In '.
... - . . . . .- . ~- . ' .. .. ~ '.. ~- ..
.' :. . any.parson~' firm, pa~nershlp,, corporation~. . or'co;nbin~i-ioa ~-hera, F, .. ;-- . .'
. any s~J-v~~ or ~ork t~ditlonal ly performed by ~mpl°yees of'~he Ci~y. · - .
~m by pl bK Oi;~y r ~h
'- -'"' ' I ly "
.:.. - -sh~ I oa be'perfo ad em oye,s hired :l'he unde ~ ..
· ' -. '; - .'" ~ '. - ~ ~ . *- *.... e .~ . . .' .-....'~.
.' . ;~. '.. ..'. .- . '-~ .- ~ ' . ~ . . .~ ~ .-'.-~ ..
'-q ' -' -~HER~AS~ {he'CI~ ~olds ~he ~pinlo~"~h~'I' I'~ I,~s ~h~ 6bi'
.--:'..-' -.. . ;- ."... ....:... - .... ,. . . ... 'Z .:,:~ - ~."' .-; .'- .-' .
'"" ', '"":' ''; ': " " ' '"" ~} [~n~'~" ' -"l '"'-7-
?:"'" " : ' ~EREAS,. ee and ebp er rese~,~aTi'v~s.~ro ~n*bI~ -i- grb~
..".. ", :-'L'- " ' '" - -' ~:'
af i'his ¢[m~'regarding ~ai~ concepfs .~fi/or provJsl'or, s ~nd ~s;i r~:.io-t~loro and
"dovelop s~'id"cancepts ghrough ghe process of mdia. Tic;~f ~s pFpvido~ in
said concepfs 'and provisions vro mu'fual Iy Dgre0d Rpo;(~nd pencli~g.co;nple~oa of
-:~(. ._: - .. - . . ' .-
¢'::' 'All of the pro~.isions of Append{x "B" are not subject - - -
~ ' -~o the Grievance Procedure df this H~orandum of'
Understanding. . -; ~-
' Pa~e ~
· _, . -.: '~..:
gPPENDIX "B" - '
Ol fy 't cor~'~racl-ir,.q. '
~ . 'lh~[oof for any- servi do or ~ork ~o,~ perfoa~,d by omplpyet,~ of. thc, CIt~;
LG~EO
AS
%'' '- ~.' ' '.': - . ', ' .... . ~' L: , -'' ' '- -. - -' '-; ',-' ~ ' -
_. --. .-.'..' ..... ': -. - . - .... .~..~.~, ~ . ~ ~
";' .... " ' -'. '.<"'. · .. 2- -'..' · - '" ' <' -';-'..Z.a~-
.-.: ~6?bday o~'Jun~' 1972, _ '- ,, - . . . - . .~ ,..-- ~,- .. . ;.~i - ~.
... .. -- ... . ." -.... -. . . - .. . . . ~.~ -~ . ..a..~_m .- .
_ - . . ~ - . · f - . . ~ '~ - . .' -: . . -=- . . .; -~ %_~ " .
.................:.... .. -.
,._.....,....... , .. .. .~ .. ...1..- .
".'""-' '-'- ' "" "'""- .... '~- [" .~ ~r ~X
- : '--' ' .' ' ' "' '-:" "· ' · ~Wt~ -~~~~
. .'-~ .- . . '.. '~ ~ ...; · . · .. . . ; - . . ~ . . . . ~ - . - .
:,.. .= ..,....... .. ...,, /.. ~/- ,.,.- .: ... ~. ..=.--
.. ,.. .. .... . . . .,;.. ,.. ..~~~_~~,~ ....
.~ .'-". '...;,f: ' ' '." '~ "j ",..' ~ .... ;.. :--- '" ;':' ;_ L- ~. 2' .-
'.%: ~ · ''~',. ' ' ' "' ;' "~' ~ ' ' '.'-']Ef. tPLSi'EE RESRESEttT/EflVES-.E.. ;? __...--
.-" . : -.' .:... ,. '¢...'- i :. -..... ..~..:'. -...-. -. - E.. E-.%- .~..~-~. -
:}'L.:: "'.. '.'. ~ :i':-77 ,'.-' - ,..: ,~.:~ ;': .' :"."" ::' -. ' .~~2~~. . '-'-~ -
-. *? . . - . ~-- . ~ .. ,- . . -. .... . · . . ~ . ~ · ..._ ..~ ~ ~-
· ~.'.~ . . .... . - . ~,~.... ~ .' ...- ,~ . , , -.. ,. , ~- ..-:, . ~ ':- . -
--'.. Al-l.Of.~h¢ ~rows~o~s~...-: .. . '. ' ."- '~ ~ - ' - . :'"-.x;~---- -= ;~--
',~" .-'.-~ub~c~. ~b .t~e-~r~evan?~2,. -... ' ' : ~rang ¢i I (is~: local 57, ~4fi~
~ ~.-'!- of ~nderst~nd~fi~'-' "' '-~'{="'. ' '" -
APPENDIX.'B
'Page 3.
SPECIAL SIDE LETTER
The Union agrees that the park island maintenance, as proposed, may be
contracted-out; provided that the Park Maintenance Division personnel does
not drop below the pre-existing level of budgeted positions, except for ~he
work-days which were previously required to do that portion of the island
maintenance to be contracted-out.
The City agrees to establish a draftsperson as a permanent position in
the Engineering Division.
Promotional vacancies: The City agrees to fill all promotional vacancies
within the Unit within a period of six (6} months from the time the vacancy
becomes vacant. -
Classification Study: The parties agree to meet and confer regarding the
implementation of a classification study, which will include:
a) A possible classification of the park maintenance positions I, II,
III and IV;
b) The possible reclassification of a large lawn mower operator;
c) Reclassifications based upon increased duties and responsibilities.
During the term of this contract, the City agrees to limit the tenure of
temporary positions, including temporary agency contract work, to nine (9)
months during the fiscal year.
Dated:
FOR THE UNION (AFSCME)
UNIT
CLASS
ASSISTANT
ELECTRICAL
TECHNICIAN
BUILDING
MAINTENANCE
CUSTODIAN
BUILDING
MAINTENANCE
WORKER
ELECTRICIAN
TECHNICIAN
EQUIPMENT
MECHANIC
EQUIPMENT
MECHANIC
FOREMAN
APPENDIX A
WAGE
RATE
BASE
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
'Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
UNIT "A"
WAGE RATES EFFECTIVE JUNE 28, 1985
-STEPS
A B C D
10.10 10.61 11.14 11.70
404.00 424.40 445.60 468.00
808.00 848.80 891.20 936.00
1,751.00 1,839.00 1,931.00 2,028.00
21,008.00 2,2069.00 23.171.00 24.336.00
15.15 15.92 16.71 17.55
8.00 8.40 8.82 9.26
320.00 336.00 352.80 370.40
640.00 672.00 705.60 740.80
1,387.00 1,456.00 1,529.00 1,605.00
16,640.00 17,472.00 18,346.00 19,261.00
12.00 12.60 13,23 13.89
8.85 9.29 9.75 10.24
354.00 371.60 390.00 409.60
~08.00 743.20 ,780.00 819.00
.1,534.00 1,6i0.00 1,690.00 1,775.00
18,408.00 19,323,00 20.280.00 21.299,00
13.28 13.94 14.63 15.36
10.89 11.43 12.00 12.60
435.60 457.20 480.00 504.00
871.20 914.40 960.00 1.008.00
1,888.00 1,918.00 2,080.00 2,184.00
22,651.00 23.774.00 24.960.00 16.208.00
16.34 17.15 18.00 18.90
11.01 11.56 12.14 12.75
440.40 462.40 485.60 510.00
880.80 924.80 971.20 1,020.00
1,980.00 2,004.00 2,104.00 2,210.00
22,901.00 24,045,00 25.251.00 26.520.00
16.52 17.34 18.21 19.13
12.18 12.79 13.43 14.10
487.20 511.60 537.20 564.00
974.40 1,023.20 1,074.40 1.128.00
2,111.00 2,217.00 2,328.00 2,444.00
25,334.00 26,603.00 27.934.00 29.328,00
18.27 19.19 20.15 21.15
E
12.29
491.60
983.20
2,130.00
25,563.00
18.44
9.72
388.80
777.60
1,685.00
20.218.00
14.58
10.75
430.00
860.00
1,863.00
22.360.00
16.13
13.23
529.00
1,058.40
2,293.00
17.518.00
19.85
13.39
535.60
1.071.00
2,321.00
27.851.00
20.09
14.81
592.40
1,184.80
2,567.00
30,805.00
22.22
PAGE 1
UNIT #3
CLASS
EQUIPMENT
OPERATOR
EQUIPMENT
SERVICE
WORKER
MAINTENANCE.
WORKER I
PARKS AND
PUBLIC WORKS
MAINIENANCE
WORKER II
PARKS AND
PUBLIC WORKS
MAINTENANCE
WORKER III
PARKS AND
PUBLIC WORKS
MAINIENANCE
WORKER IV
PUBLIC WORKS
· APPENDIX A
WAGE
RATE
BASE
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
UNIT "A"
WAGE RATES EFFECTIVE iJUNE-28, 19))'5'?
--S T E P S
A B C D
10.80 11.34 11.91 12.51
432.00 453.60 476.40 500.40
864.00 907.20 952.80 1,000.80
1,872.00 1,966.00 2,064.00 2,168.00
22,464.00 23,587.00 24,773.00 26,021.00
16.20 17.01 17.87 18.77
9.28 9.74 10.23 10.74
371.20 389.60 409.20 429.60
742.40 779.20 818.40 859.20
1,609.00 1,688.00 1,773.00 1,862.00
19,302.00 20,259.00 21,278.00 22,339.00
13.92 14.61 15.35 16.11
8.85 9.29 9.75 10.24
354.00 371.60 390.00 409.60
708.00 743.20 780.00 819.20
1,534.00 1,610.00 1,690.00 1,775.00
18,408.00 19,323.00 20,280.00 21,299.00
13.28 13.94 14.63 15.36
9.53 10.01 10.51 11.04
381.20 400.40 420.40 441.60
762.40 800.80 840.80 883.20
1,652.00 1,735.00 1,822.00 1,914.00
lg,822.00 20,821.00 21,861.00 22,963.00
14.30 15.02 15.77 16.56
10.25 10.76 11.30 11.87
410.00 430.40 452.00 474.80
820.00 860.80 904.00 949.60
1,777.00 1,865.00 1,959.00 2,057.00
21,320.00 22,381.00 23,504.00 24,690.00
15.38 16.14 16.95 17.81
11.01 11.56 12.14 12.75
440.40 462..40 485.60 510.00
880.80 924.80 971.20 1,020.00
1,908.00 2,004.00 2,I04.00 2,210.00
22,901.00 24,045.00 25,251.00 26,520.00
16.52 17.36 18.21 19.13
E
13.14
525.60
1,051.20
2,278.00
27,331.00
19.71
11.28
451.20
902.40
1,955.00
23,462.00
16.92
1D.75
430.00
860.00
].,863.00
22,360.00
16.13
11.59
463.60
927.20
2,009.00
24,107.00
17.39
12.46
498.40
996.8O
2,160.00
25,917.00
18.69
13.39
535.60
1,071.20
2,321.00
27,851.00
20.09
PAGE 2
CLASS
MECHANIC'S
HELPER
PARKING
METER
COLLECTOR/.
MAINTENANCE'
REPAIRER
PRINTER I
SENIOR
BUILDING
MAINTENANCE
WORKER
SENIOR
ELECTRICAL
TECHNICIAN ~
SWEEPER
OPERATOR
&
TREE TRIMMER
APPENDIX A
WAGE
RATE
BASE
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium .Hourly Rate
'Hourly Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
UNIT "A"
WAGE RATES EFFECTIVE JUNE 28, 1985
--STEPS
A B C D E
9.74 10.23 10.74 11.28 11.84
389.60 409.20 429.60 451.20 473.60
77q. ?0 818.40 859.20 902.40 947,20
1,688.00 1,773.00 1,862.00 1,955.00 2,052,00
20,259. O0 21,278.00 22,339.00 23,462.00 24,627.00
14.61 15.35 16.11 16.92 17.76
11.01 11.56 12.14 12.75 13.39
440.40 462.40 485.60 510.00 535.60
880.80 924.80 971.20 1,020.00 1,071.20
1,908. O0 2,004. O0 2,104. O0 2,210. O0 2,321. O0
22,901.00 24,045.00 25,251.00 26,520.00 27,851.00
16.52 17.34 18.21 19.13 20.09
10.25 10.76 11.30 11.87 12.46
410.00 430.40 452. O0 474.80 498.40
820. O0 860.80 904. O0 949.60 996.80
1,777.00 1,865.00 1,959.00 2,057.00 2,160.00
21.320.00 22.381.00 23,504.00 24,690.00 25,917.00
15.38 16.14 16.95 17.81 18.69
9.53 10.01 10.51 11.04 11.59
381.20 400.40 420.40 441.60 463.60
767.40 800.80 840.80 883.20 92 7.20
1,652.00 1,735.00 1,822.00 1,914.00 2,009.00
19,822.00 70,821.00 21.861.00 22.963.00 24.107.00
14.30 15.02 15.77 I6.56 17.39
11.45 12.02 12.62 13.25 13.91
458. O0 480.80 504.80 530. O0 556.40
916.(]0 961.60 1,009.60 1,060.00 1.112.80
1,985.00 2,083.00 2,187.00 2,297.00 2,411.00
73,816.00 ?5,002.00 26,250.00 ?7.560.00 28.933.00
17.18 18.03 18.93 19.88 20.87
10.25 10.76 11.30 11.87 12.46
410. O0 430.40 452. O0 474.80 498.40
870.06) 860.80 904. O0 949.60 996.80
1,777.00 1,865.00 1,959.00 2,057.00 2,160.00
71,320.00 22,381.00 23,504.00 24.690.00 25,917.00
15.38 16.14 16.95 17.81 18.69
PAGE 3
)
UNIT #9
CLASS
ACCOUNT
CLERK
ACCOUNTING
TECHNICIAN
· WAGE
RATE
BASE
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
BUILDING
INSPECTOR
CODE
ENFORCEMENT
OFFICER
ENGINEERING
DRAFTSPERSON
ENGINEERING
TECHNICIAN
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
APPENDIX A UNIT "A"
WAGE RATES EFFECTIVE JUNE 28, 1985
--STEPS......
A B C D
9.83 10.32 10.84 11.38
412.80 433.60 455.20 478.00
786.40 825.60 867.20 910.40
1,704.00 1,789.00 1,879.00 1,973.00
20,466.00 21,466.00 22,547.00 23,670.00
14.75 15.48 16.26 17.07
10.85 11.39 11.96 12.56
434.00 455.60 478.40 502.40
868.00 911.20 956.80 1,004.80
1,881.00 1,974.00 2,073.00 2,177.00
22,568.00 23,691.00 24,877.00 26,125.00
16.28 17.09 17.94 18.84
E
11.95
478.00
956.00
2,071.00
24,856.00
17.93
13.i9
527.60
1,055.20
2,286.00
27,435.00
19.79
12.76 13.40 14.07 14.77 15.51
510.40 536.00 562.80 590.80 620.40
1,020.80 1,072.00 1,125.60 1,181.60 1,240.80
2,212.00 2,323.00 2,439.00 2,560.00 2,688.00
26,541.00 27,872.00 29,266.00 30,722.00 32,261.00
19.14 20.10 21.11 22.16 23.27
12.76 13.40 14.07 14.77 15.51
510.40 536.00 562.80 590.80 620.40
1,020.80 1,072.00 1,125.60 1,181.60 1,240.80
2,212.00 2,322.00 2,439.00 2,560.00 2,688.00
26,541.00 27,872.00 29,266.00 30,722.00 32,261.00
19.14 20.10 21.11 22.16 23.27
11.01 11.57 12.14 12.75 13.39
440.40 462.80 485.60 510.00 535.60
880.80 925.60 971.20 1,020.00 1,071.20
1,908.00 2,005.00 2,104.00 2,210.00 2,321.00
22,901.00 24~066.00 25,251.00 26,520.00 27,851.00
16.52 17.36 18.21 19.13 20.09
11.58 12.16 12.77 13.41 14.08
463.20 486.40 510.80 536.40 563.20
926.40 972.80 1,021.60 1,072.80 1,126.40
2,007.00 2,108.00 2,213.00 2,324.00 2,441.00
24,086.00 25,293.00 26,562.00 27,893.00 29,286.00
17.37 18.24 19.16 20.12 21.12
PAGE 4
UNIT ~9
CLASS
JUNIOR
CIVIL
ENGINEER
LIBRARIAN I
LIBRARIAN II
LIBRARIAN III
LIBRARY
ASSISTANT I
LIBRARY
ASSISTANT II
,APPENDIX A
WAGE
RATE
BASE
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
UNIT "A"
WAGE RATES EFFECTIVE
.-STEP
A B C
12.18 12.79
464.00 487.20 511.60
928.00 974.40 1,023.20
2,011.00 2,111.00 2,217.00
24,128.00 25,334.00 26,603.00
17.40 18.27 19.19
11.64 12.22 12.83
465.60 488.80 513.20
931.20 977.60 1,026.40
2,018.00 2,118.00 2,224.00
24,211.00 25,418.00 26,686.00
17.46 18.33 19.25
12.51 13.14 13.80
500.40 525.60 552.00
1,00.80 1,051.20 1,104.00
2,168.00 2,278.00 2,392.00
26,021.00 27,331.00 28,704.00
18.77 19.71 20.70
13.50 14.18 14.89
540.00 567.20 595.60
1,080.00 1,134.40 1,191.20
2,340.00 2,458.00 2,581.00
28,080.00 29,494.00 30,971.00
20.25 21.27 22.34
8.90 9.35 9.82
356.00 374.00 392.80
712.00 748.00 785.60
1,543.00 1,621.00 1,702.00
18,512.00 19,448.00 20,426.00
13.35 14.03 14.73
9.58 10.06 10.56
358.20 402.40 422.40
766.40 804.80 844.80
1,661.00 1,744.00 1,830.00
19,926.00 20,925.00 21,965.00
14.37 15.09 15.84
JUNE 28, 1985
D
13.42
537.20
1,074.40
2,328.00
27,934.00
20.15
13.47
538.80
1,077.60
2,335.00
28,018.00
20.21
14.49
579.60
1,159.20
2,512.00
30,139.00
21.74
15.63
625.20
1,250.40
2,709.00
32,510.00
23.45
10.31
412.40
824.80
1,787.00
21,445.00
15.47
11.09
443.60
887.20
1,922.00
23,067.00
16.64
E
14.10
564.00
1,128.00
2,444.00
29,328.00
21.15
14.14
565.60
1,131.20
2,451.00
29,411.00
21.21
15.21
608.40
1,216.80
2,636.00
31,637.00
22.82
16.41
656.40
1,312.80
2,844.00
34,133.00
24.62
10.83
433.20
866.40
1,877.00
22,526.00
16.25
11.64
465.60
931.20
2,018.00
24,211.00
17.46
PAGE 5
WAGE
CLASS RATE
BASE
Hourly
LIBRARY Weekly
ASSISTANT III Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
PRINCIPLE ~Weekly
CLERK Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
PUBLIC Weekly
WORKS Bi -Weekly
INSPECTOR Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
SENIOR Weekly
TYPIST Bi -Weekly
CLERK Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
STENO Weekly
CLERK Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
'Hourly
TYPIST Weekly
CLERK Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
A~PENDIX A
UNIT "A"
WAGE RATES EFFECTIVE JUNE 28, 1985
~STEPS .........
A B C D
10.67 11.20 11,76 12.35
426.80 448.00 470.40 494.00
853.60 896.00 940.80 988.00
1,849.00 1,941.00 2,038.00 2,141.00
22,194.00 23,296.00 24,461.00 25,688.0
16.01 16.80 17.64 18.53
10.75 11.29 11.85 12.44
430.00 451.60 474.00 497.60
860.00 903.20 948.00 995.20
1,863.00 1,957.00 2,054.00 2,156.00
22,360.00 23,483.00 24,648.00 25,875.00
16.13 16.94 17.78 18.66
12.76 13.40 14.07 14.77
510.00 536.00 562.80 590.80
1,020.80 1,072.00 1,125.60 1,181.60
2,212.00 2,323.00 2,439.00 2,560.00
26,541.00 27,872.00 29,266.00 30,722.00
19.14 20.10 21.11 22.16
9.58 10.06. 10.56 11.09
383.20 402.40 422.40 443.60
766.40 804.80 844.80 887.20
1,661.00 1,744.00 1,830.00 1,922.00
19,926.00 20,925.00 21,965.00 23,067.00
14.37 15.09 15.84 16.64
9.36 9.83 10.32 10.84
374.40 393.20 412.80 433.60
748.80 786.40 825.60 867.20
1,622.00 1,704.00 1,789.00 1,879.00
19,469.00 20,446.00 21,466.00 22,547.00
14.04 14.75 15.48 16.26
8.66 9.09 9.54 10.02
346.40 363.60 381.60 400.80
692.80 727.20 763.20 801,60
1,501.00 1,576.00 1,654.00 1,737.00
18,013.00 18,907.00 19,843.00 20,842.00
12.99 13.64 14.31 15.03
PAGE
E
12.97
518.80
1,037.60
2,248.OO
26,978.00
19.46
13.06
522.40
1,044.80
2,264.00
27,165.00
19.59
15.51
620.40
1,240.80
2,688.00
32,261.00
23.27
11.64
465.60
931.20
2,018.00
24,211.00
17.46
11.38
455.20
910.40
i,973.00
23,670.00
17.07
10.52
420.80
841.60
1,823.00
21,882.00
15.78
6
UNIT #3
CLASS
ASSISTANT
ELECTRICAL
TECHNICIAN
BUILDING
MAINTENANCE
CUSTODIAN
BUILDING
MAINTENANCE
WORKER
ELECTRICAL
TECHNICIAN
EQUIPMENT
MECHANIC
EQUIPMENT
MECHANIC
FOREMAN
WAGE
RATE
BASE
Hourly
Weekly
Bi -Weekly
Approximate Monthly.
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
· APPENDIX A
UNIT "A"
WAGE
A B
10.61 11.14
424.40 445.60
848.80 891.20
1,839.00 1,931.00
22,069. 23,171.00
15.92 15./1
8.40 8.82
336.00 352.80
672.00 705.60
1,456.00 1,529.00
17,472.00 18,346.00
17.6~ 13.23
9.29 9.75
371.60 390.00
743.20 780.00
1,610.00 1,690.00
19,323.00 20,280.00
13.94 14.63
11.43 12.00
457,20 480.00
914.40 960.00
1,918.00 2,080.00
23,774.00 24,960.00
17.15 18.00
11.56 12.14
462.40 485.60
924.80 971.20
2,004.00 2,104.00
24,045.00 25,251.00
17.34 18.21
12.79 13.43
511.60 537.20
1.02320 1,074.40
2,217.00 2,328.00
26,603.00 27,934.00
19.19 20.15
RATES EFFECTIVE JUNE
-STEPS
C
11.70
468.00
936.00
2,028.00
24,336.00
l/.bb
9.26
370.40
740.80
1,605.00
19,261.00
13.89
10.24
409.60
819.20
1,775.00
21,299.00
15.36
12.60
504.00
1,008.00
2,184. O0
26,208.00
18.90
12.75
510.00
1,020.00
2,210.00
26,520.00
19.13
14.10
564.00
1,128.00
2,444. O0
29,328.00
21.15
27, ~86 .....
D
12.29
491.60
983.20
2,130.00
24,336.00
18.44
9.72
388.80
777.60
1,685.00
20,218. O0
14.58
10.75
430. O0
860.00
1,863. O0
22,360.00
16.13
13.23
529.20
1,058.40
2,293. O0
27,518.00
19.85
13.39
535.60
1,071.20
2,321.00
27,851.00
20.09
14.81
592.40
1,184.80
2,567.00
30,805. O0
22.22
E
12.90
516.00
1,032.00
2,236.00
26,832.00
19.~b
10.21
408.40
816.80
1,770.00
21,237.00
15.32
11.29
451.60
903.20
1,957.00
23,483.00
16.94
13.89
555.60
1,111.20
2,408. O0
28,891.00
20.84
14.06
562.40
1,124.80
2,437.00
29,245.00
21.09
15.55
622.00
1,244.00
2,695.00
32,344. O0
23.33
PAGE 7
IINTT #3
CLASS
EQUIPMENT
OPERATOR
EQUIPMENT
SERVICE
WORKER
MAINTENANCE'
WORKER I
PARKS AND
PUBLIC WORKS
MAINTENANCE
WORKER II
PARKS AND
PUBLIC WORKS
MAINTENANCE
WORKER III
PARKS AND
PUBLIC WORKS
MAINTENANCE
WORKER IV
PUBLIC WORKS
APPENDIX A
WAGE WAGE
RATE
BASE A B
Hourly 11.34 11.91
Weekly 453.60 476.40
Bi-Weekly 907.20 952.80
Approximate Monthly 1,966.00 2,064.00
Approximate Annual 23,587.00 24,773.00
Premium Hourly Rate 17.01 17.87
Hourly 9.74 10.23
Weekly 389.60 409.20
Bi-Weekly 779.20 818.40
Approximate Monthly 1,688.00 1,773.00
Approximate Annual 20,259.00 21,278.00
Premium Hourly Rate 14.61 15.35
Hourly 9.29 9.75
Weekly 371.60 390.00
Bi-Weekly 743.20 780.00
Approximate Monthly 1,610.00 1,690.00
Approximate Annual 19,323.00 20,280.00
Premium Hourly Rate 13.94 14.63
Hourly 10.01 10.51
Weekly 400.40 420.40
Bi-Weekly 800.80 840.80
Approximate Monthly 1,735.00 1,822.00
Approximate Annual 20,821.00 21,861.00
Premium Hourly Rate 15.02 15.77
Hourly 10.76 11.30
Weekly 430.40 452.00
Bi-Weekly 860.80 904.00
Approximate Monthly 1,865.00 1,959.00
Approximate Annual 22,381.00 23,504.00
Premium Hourly Rate 16.14 16.95
Hourly 11.56 12.14
Weekly 462.40 485.60
Bi-Weekly 924.80 971.20
Approximate Monthly 2,004.00 2,104.00
Approximate Annual 24,045.00 25,251.00
Premium Hourly Rate 17.36 18.21
UNIT "A"
RATES EFFECTIVE
.... STEP
C
12.51
500.40
1,000.80
2,168.00
26,021.00
18.//
10.74
429.60
85 9.2O
1,862.00
22,339.00
16.11
10.24
409.60
819.20
1,775.00
21,299.00
15.36
11.04
441.6O
883.20
1,914.00
22,963.00
16.56
11.87
474.80
949.60
2,057.00
24,690.00
17.81
12.75
510.00
1,020.00
2,210.00
26,520.00
19.13
J-i]lq~27, 1986
D
13.I4
525.60
1,051.20
2,2]8.00
27,331.00
19./1
11.28
451.20
902.40
1,955.00
23,462.00
16.92
10.75
430.00
860.00
1,863.00
22,360.00
16.13
11.59
463.60
927.20
2,009.00
24,107.00
17.39
12.46
498.40
996.80
2,160.00
25,917.00
18.69
13.39
535.60
1,071.20
2,321.00
27,851.00
20.09
E
13.80
552.~0
1,104.00
2,392.00
28,704.00
20./0
11.84
473.60
947.20
2,052.00
24,627.00
17.76
11.29
451.60
903.20
1,957.00
23,483.00
16.94
12.17
486.80
973.60
2,I09.00
25,314.00
18.26
13.08
523.20
1,046.40
2,267.D0
27,206.00
19.62
14.06
562.40
1,124.80
2,437.00
29,245.00
21.09
PAGE 8
UNIT #3
CLASS
MECHANIC'S
HELPER
PARKING
METER
COLLECTOR/
MAINTENANCE
REPAIRER
PRINTER I
SENIOR
BUILDING
MAINTENANCE
WORKER
SENIOR
ELECTRICAL
TECHNICIAN
SWEEPER
OPERATOR
&
TREE TRIMMER
WAGE
RATE
BASE
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premum Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
APPENDIX A
UNIT "A"
WAGE RATES
A B
10.23 10.74
409.20 429.60
818.40 859.20
1,773.00 1,862.00
21,278.00 22,339.00
15.35 16.11
11.56 12.14
362.40 485.60
924.80 971.20
2,004.00 2,104.00
24,045.00 25,251.00
17.34 18.21
10.76 11.30
430.40 452.00
860.80 904.00
1,865.00 1,959.00
22,381.00 23,504.00
16.14 16.95
10.01 10.51
400.40 420.40
800.80 840.80
1,735.00 1,822.00
20,821.00 21,861.00
15.02 15.77
12.02 12.62
480.80 504.80
961.60 1,009.60
2,083.00 2,187.00
25,002.00 26,250.00
18.03 18.93
10.76 11.30
430,40 452,00
860.80 904.00
1,865.00 1,959.00
22,381.00 23,504.00
16.14 16.95
EFFECTIVE JUNE 27, 1986
STEPS
C D
11.28 11.84
451.20 473.60
902.40 947.20
1,955.00 2,052.00
23,462.00 24,627.00
16.92 17.76
12.75 13.39
510.00 535.60
1,020.00 1,071.20
2,210.00 2,321.00
26.520.00 27,851.00
19.13 20.09
11.87 12.46
474.80 498.40
949.70 996.80
2,057.00 2,160.00
24,690.00 25,917.00
17.81 18.69
11.04 11.59
441.60 463.60
883.20 927.20
1,914.00 2,009.00
22,963.00 24,107,00
16.56 17.39
13.25 13.91
530,00 556.40
1,060.00 1,112.80
2,297.00 2,411.00
27,560.00 28.933.00
19.88 20.87
11.87 12.46
474.80 498.40
949.60 996.80
2,057.00 2,160.00
24,690.00 25,917.00
17.81 18.69
PAGE 9
E
12.43
497.20
994.40
2,155.00
25,854.00
18.65
14.06
562.40
1,124.80
2,437.00
29,245.00
21.09
13.08
523.20
1,046.40
2,267.00
27,206.00
19.62
12.17
486.80
973.60
2,109.00
25,314.00
18.26
14.61
584.40
1,168.80
2,532.00
30,389.00
21.92
13.08
523.20
1,046.40
2,267.00
27,206.00
19.62
UNIT #9
CLASS
ACCOUNT
CLERK
ACCOUNTING
TECHNICIAN
BUILDING
INSPECTOR
CODE
ENFORCEMENT
OFFICER
ENGINEERING
DRAFTSPERSON
ENGINEERING
TECHNICIAN
APPENDIX A
WAGE
RATE
BASE
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
'Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
UNIT "A"
WAGE
A
10.32
412.80
825.60
1,789.00
71,466,00
15.48
11.39
455.60
911.20
1,974.00
23,691.00
17.09
13.40
536.00
1,072.00
2,323.00
27,872.00
20.10
13.40
536.00
1,072.00
2,322.00
27,872.00
20.10
11.57
462.80
925.60
2,005.00
24,066.00
17,36
12.16
486.40
972.80
2,108,00
25,293.00
18.24
B
10.84
433.60
867.20
1,879.00
22,547.00
16.26
11.96
478.40
956.80
2,073.00
24,877.00
17.94
14.07
562.80
1,125.60
2,439.00
29,266.00
21.11
14.07
562.80
1,125.60
2,439.00
29,266.00
21.11
12.14
485,60
971.20
2,104.00
75,251.00
18.21
12.77
510.80
1,021.60
2,213.00
26,562,00
19.16
RATES
EFFECTIVE JUNE
.... STEPS
C
11.38
455.20
910.40
1,973.00
23,670.00
17.07
12.56
502.40
1,004.80
2,177.00
26,125.00
10.84
14.77
590.80
1,181.80
2,560.00
30,722.00
22.16
14.77
590.80
1,181.60
2,560.00
30,722.00
22.16
12.75
510.00
1,020.00
2,210.00
26,520.00
19.13
13.41
536.40
1.072.80
2,324.00
27,893. O0
20.12
27., 1'986
D
11.95
478.00
956.00
2,071.00
24,856.00
17.93
13.19
527.60
1,055.20
2,286.00
27,435.00
19.79
15,51
620.40
1,240.80
2,688.00
32,261.00
23.27
15.51
620.40
1,240.80
2,688.00
32,261.00
23.27
13.39
535.60
1,071.20
2,321.00
27,851.00
20.09
14.08
563.20
1,126.40
2,441.00
29,286.00
21.12
E
12.55
502.00
1,004.00
2,175.00
26,104.00
18.83
13.85
554.00
1,108.00
2,401.00
28,808. O0
20.78
16.29
651.60
1,303.20
2,824.00
33,883. O0
24.44
16.29
651.60
1,303.20
2,824.00
33,883.00
24.44
14.06
562.40
1,124.80
2,437.00
29,245.00
21.09
14.78
591.20
1,182.40
2,562.00
30,742.00
22.17
PAGE
10
UNIT #9
CLASS
JUNIOR
CIVIL
ENGINEER
LIBRAR/AN I
LIBRARIAN II
LIBRARIAN III
LIBRARY
ASSISTANT I
LIBRARY '
ASSISTANT II
APPENDIX A
WAGE
RATE
BASE
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
~Approximate Annual
Premum Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premum Hourly Rate
UNIT "A"
WAGE RATES EFFECTIVE TJUNE
......... STEPS
A
12.79
511.60
1,023.20
2,217.00
26,603.O0
19.19
12.22
488.80
977.60
2,118.00
25,418.00
18.33
]3.14
525.60
1,051.20
2,278.00
27,331.00
19.71
14.18
567.20
1,134.40
2,458.00
29,494.00
21.27
9.35
374.00
748.00
1,621.00
19,448.00
14.03
10.06
402.40
804.80
1,744.00
20,925.00
15.09
B
13.43
537.20
1,074.40
2,328.00
27,934.00
20.15
12.83
513.20
1,026.40
2,224.00
26,686.00
19.25
13.80
552.00
1,104.00
2,392.00
28,704.00
20.70
14.89
595.60
1,191.20
2,581.00
30,971.00
22.34
9.82
392.80
785.60
],702.00
20,426.00
14.73
10.56
422.40
844.80
1,830.00
21,925.00
15.84
C
14.10
564.00
1,128.00
2,444.00
29,328.00
21.15
13.47
538.80
1,077.60
2,335.00
28,018.00
20.21
14.49
579.60
1,159.20
2,512.00
30~139.00
21.74
15.63
625.20
1,250.40
2,709.00
32,510.00
23.45
10.31
412.40
824.80
1,787.00
21,445.00
15.47
11.09
443.60
887.20
1,922.00
23,067.00
16.64
27, 1986
D
14.81
592.40
1,184.80
2,567.00
30,805.00
22.22
14.14
565.60
1,131.20
2,451.00
29,411.00
21.21
15.21
608.40
1,216.80
2,636.00
1,637.00
22.82
16.41
656.40
1,312.80
2,844.00
34,133.00
24.62
10.83
433.20
866.40
1,877.00
22,526.00
16.25
11.64
465.60
931.20
2,018.00
24,211.00
17.46
E
15.55
622.00
1,244.00
2,695.00
32,344. O0
23.33
14.85
594.00
1,188.00
2,574.00
30,888.O0
22.28
I5.g7
638.80
1,277.60
2,768.00
33,218.00
23.96
17.23
689.20
1,378.40
2,987.00
35,838. O0
25.85
11.37
454.80
909.60
1,971.00
23,650.00
17.06
12.22
488.80
977.60
2,118.00
25,418.00
18.33
PAGE 11
UNIT #9
CLASS
LIBRARY
ASSISTANT I~I
PRINCIPLE
CLERK
PUBLIC
WORKS
INSPECTOR
SENIOR
TYPIST
CLERK
STENO
CLERK
TYPIST
CLERK
APPENDIX
WAGE
RATE
BASE
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hou rl y
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
A UNIT "A"
WAGE
A
11.20
448.00
896.00
1,941.00
23,296.00
16.80
11.29
451.60
903.20
1,957.00
23,483.00
16.94
13.40
536.00
1,072.00
2,323.00
27.872.00
20.10
10.06
402.40
804.80
1,744.00
20,925.00
15.09
9.83
393.20
786.40
1,704.00
20,446.00
B
11.76
470.40
940.80
2,038.00
24,461.00
17.64
11.85
474.00
948.00
2,054.00
24,648.00
17.78
14.07
562.80
1,125.60
2,439.00
29.266.00
21.11
10.56
422.40
844.80
1. 830. O0
21. 965.00
15.84
10.32
412.80
825,60
1.789.00
21.466.00
14.75
9 .O9
363.60
727.20
1,576.00
18,907.00
13.64
15.
9.
381.
763.
1,654.
19,843.
14.
48
54
60
20
00
O0
31
RATES EFFECTIVE JUNE
........ STEPS
C
12.35
494.00
988.00
2,141.00
25,688.00
18.53
12.44
497.60
995.20
2,156.00
25,875.00
18.66
1477
590.80
1,181~60
2.56000
30.722 00
22.16
11.09
442.60
887.20
1,922.00
23.067.00
16.64
10.84
433.60
867.20
1,879.00
22.547.00
16.26
10.02
4OO.8O
801.60
1,737.00
20,842.00
15.03
27, 1986
D
12.97
518.80
1,037.60
2,248.00
26,978.00
19.46
13.06
522.40
1,044.80
2,264.00
27,165.00
19.59
15.51
620.40
1,240.80
2,688.00
32,361.00
23.27
11.64
465.60
931.20
2,018.00
24,211.00
17.46
11.38
455.20
910.40
1,973.00
23.670.00
17.07
10.52
420.80
841.60
1,823.00
21,882.00
15.78
E
13.62
544.80
1,08q.80
2,361.00
28,~5.Q0
?0.4'~
13.71
548.40
1,096.80
2,376.00
28,517.00
20.57
16.29
651.60
1,303.20
2,824.00
33,883.00
24 44
12 22
488 80
977 60
2,118 00
25.418.00
18 33
11 95
478,00
956 O0
2,071.00
24,856 O0
17 93
11 05
442 O0
884 O0
1,915 00
22,984 00
16 58
PAGE 12