HomeMy WebLinkAboutReso 81-1985RESOLUTION NO. 81-85
CITY COUNCIL, CITY OF SOUTH SAN FRANCISCO, STATE OF CALIFORNIA
A RESOLUTION ACCEPTING AND APPROVING THE MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF SOUTH SAN FRANCISCO
AND INTERNATIONAL UNION OF OPERATING ENGINEERS, STATIONARY
ENGINEERS LOCAL 39, AFL-CIO, UNIT 4 FOR THE PERIOD JANUARY
1, 1985 THROUGH DECEMBER 31, 1987
WHEREAS, the City of South San Francisco City Council has recognized
the International Union of Operating Engineers, Stationary Engineers Local 39,
AFL-CIO as the employee organization representing a majority of those employees
working in classifications in representation Unit #4; and
WHEREAS, the representatives of the City and the representatives of
Local 39 have personally met and conferred and freely exchanged information,
opinions and proposals; and
WHEREAS, the representatives of the City and the representatives of
Local 39 have jointly prepared a written Memorandum of Understanding; and
WHEREAS, the written Memorandum of Understanding has been accepted by
the membership of Local 39; and
WHEREAS, the City's representative joins with Local 39 representatives
in recommending that the written Memorandum 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 International Union of Operating Engineers, Stationary Engineers Local 39,
AFL-CIO which sets forth those wages, hours and conditions of employment to be
in effect during the period January 1, 1985 through December 31, 1987 for
employees working in classifications in representation Unit #4 and which
Memorandum of Understanding shall be binding upon the City, upon Local 39 and
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 Under-
standing the following:
"Approved by City Council Resolution No. 81-85 adopted April 24,
1985 ".
* * *
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 24th day of April , 1985,
by the following vote;
AYES:
NOES:
Councilmembers Mark N. Addiego, Emanuele N. Damonte, Richard A. Haffey,
Gus Nicolopulos; and Roberta Cerri Teqlia
None
ABSENT: None
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MEMORANDUM OF UNDERSTANDING
BETWEEN THE
CITY OF SOUTH SAN FRANCISCO
AND THE
INTERNATIONAL UNION OF OPERATING ENGINEERS,
STATIONARY ENGINEERS LOCAL NO. 39, AFL-CIO
PREAMBLE:
THIS MEMORANDUM OF UNDERSTANDING is entered into by the City of South San
Francisco, hereafter designated as "CITY" and the International Union of
Operating Engineers, Stationary Engineers Local No. 39, AFL-CIO, hereafter
designated as "Union", as a mutual agreement of those ~,ages, hours and con~
ditions oF employment which are to be in effect durin§ the period of
January 1, 1985 through December 31, 1987, for those employees working in
classifications in representation Unit #4.
ARTICLE 1. RECOGNITION
International Union of Operating Engineers Local Union No. 39, AFL-CIO,
hereinafter referred to as the "Union" is recognized as the majority represen-
tatives, as provided in City's Resolution t35-79 adopted December 4, 1979, for
all employees in classifications assigned to Unit 4.
ARTICLE 2. UNION SECURITY
Agency Shop. A probationary or permanent.- employee who is employed in a
classification covered by this Memorandum of Understanding shall, as a con~
dition of employment, be governed by the following agency shop provision:
1. A Probationary or permanent employee who was employed on November 11,
1982, and had duly authorized membership dues deductions in effect,
shall, as a condition of employment maintain said dues deduction and Union
membership for the term of this agreement except that during the last 30
calendar days of this Memorandum of Understanding, said employee may
revoke said membership and authorization for dues deduction. Revocation
shall be in writing and directed to the Finance Director during the last
30 calendar days of this Memorandum of Understanding. Said revocation
shall take effect beginning the first day of the next full paY period
following expiration of the agreement. The Ci'ty shall provide the Union
with a listin§ of those who have terminated dues deduction.
Probationary or permanent employees hired after November 11, 1982, into
a classification covered by this Memorandum of Understanding, shall
authorize, within 30 calendar days from the date of hire, one of the
following payroll deductions:
"APPROVED BY CITY COUNCIL RESOLUTION NO. 81-85, ADOPTED APRIL 24, 1985"
a. Union Dues or
b. Agency Fee t--~ equal 9~% of U~ion Dues or
c. Charitable contribution to (~qual AgencTFee. Said charity to be one
of the three mutually agreed upon and below listed charities meeting
IRS 501 (c) 3 exempt from taxation requirements:
1). United Nay of the Bay Area
2). Combined ltealth Agencies Drive (CHAD)
3). South San Francisco Boy's and Girl's Club
The City a§rees to make a good faith effort to advise the Union within
10 business days of a new hire.
An employee who opts for Union Dues shall not be permitted to change or
terminate such deduction.. At any time with proper aui~horization~ an
e~.nployee who opts for Agency Fee shall be permitted to change to Union
Dues bu~ not a Charity. ?.,n employee w~o opts 'For a Chari%y shall be
permitted to chaF!§e to Agency Fee or Union Dues.
No employee covered, by this provision shall be required to pay any dues,
fees or charitable contributions d~ring an unpaid leave of 30 days dura-
tion or longer if said employee is on said leave due to the exhaustion 'of
all paid leave benefits for which the employee is eligible°
The following steps shall be followe~ in Order to enforce this provision
for employees who fail to comply with the requirements of Article 2,
Section A.
The Union shall notify the City~ in writing~ of the name of the
employee who has failed to comply and make a demand upon the City to'
enforce this provision and to collect amounts due under this provi-
sion commencing with the receipt date of the Union letter but not for
any amounts covering time preceeding'the Union demand letter.
The City, within 5 business days, shall in writing advise the
employee of the requirements of Article 2, Section A and that the
employee has 5 business days to comply.
Within 5 business days the City must, in writing, notify
employee that if the employee does not voluntarily comply with Article
2, Section A that the A~ency Fee will be automatically deducted from
the employee's paycheck.
If, within 5 business, days~ the employee does not comply, the 'invo-
luntary deduction of the Agency Fee shall commence retroactive to
the receipt date of the Union demand letter under step a~
If Article 2~ Section A is held to be invalid under Federal or State law,
then all of Article 2~ Section A shall be null an~ void and subject to
renegotiation. All ether provisions of this Article shall be governed
by Article 2q-Severability.
The Union agrees to indemnify and hold harmless the City and all offi-
cials, employees and agents acting on its behalf, from any and all
claims, actions, damages, costs or expenses including all Attorneys fees
and costs of defense in actions against the City, its officials,
employees or agents arising out of City's compliance with this Article.
Sign-up forms for Union Dues and Agency Fee shall be provided by the
Union and approved by the City.
COMMUNICATIONS WITH EMPLOYEES. The Union shall be Provided reasonable space
on bulletin board~ at~eac--~rk site for posting notices concerning official
union business. All such notices'must receive prior approval from the
department or division head before posting°
ADVANCE NOTICE. Except as provided below in this subsection~ the Union shall
be' given reasonable advance written notice of any ordinance, resolution, rule
or regulation directly relating to matter.~: '~,ithin the scope of rep~esen-
tation proposed to be adopted by 'the City, and shall be given the opportunity
to meet with appropriate management representatives prior to adoptioF~.
If public safety, welfare or an emergency requires any of the said acts by
the City without such notice, the City may.take such action and con~
currently therewith give notice thereof, which affords the Union a reasonable
time thereafter within which to meet with management representat~ves~
ARTICLE 3. MANAGEMENT RIGHTS
A. To insure that the City is able to carry out its constitutional and statutory
functions and responsibilities, nothing contained herein shall be construed to
require the City to meet and confer on matters which are solely a function of
management, including but not limited to the right to direct the work force;
to select and determine the number and types of employees required; to
determine the content of job classifications; to hire, transfer, promote,
suspend, discipline and discharge employees; to assign work to employees in
accordance with the requirements determined by the City; to establish and
change work schedules and assignments; to lay off employees for lack of
work; to expand or diminish services; to subcontract any work or operations;
to dete~ine and change methods of operations; to determine and change work
locations and the processes and materials to be employed; to take all
. necessary actions to perfo~:~ .its functions in emergencies.
MEDIATION. City and Union agree that the matters provided for mediation in
the attached Appendix "A'~ shall be submitted to mediation within a reasonable
time.
ARTICLE 4. NO DISCRIMINATION
There shall be no discrimination because of race, creed, color, national origin,
sex, sexual preference, marital status, ancestry or legitimate union activities,
as defined by Myers-Milias-Brown Act, against any employee or applicant fc
employment by the Union or by the City or by anyone employed by the City; and to
the extent prohibited by applicable state and federal law, there shall be no
discrimination because of age. There shall be no discrimination against any
handicapped person solely because of such handicap unless that handicap prevents
· the person from meeting the minimum standards established.
ARTICLE 5. UNION STEWARDS AND OFFICIAL REPRESENTATIVES
The Union shall be en%itled to a reasonable number of Stewards who shall
restrict their activities to the processing of.grievances and shall be
allowed a reasonable amount of time for this purpose. The Union s. hall notify
the City Manager in writing, of the names of the Stewards.
Stewards shall obtain permission from their supevisor I)efore leaving their
work stations to resolve grievances and shall report back to their super-
visor before ret~rning to their work stations. This provision shall not be used
to prevent the Ste'~:ards from performin§ their duties ~r obligations set f'orth
in this Article, provided ho,~'ever, that the use of time for this purpose
shall be reasonable .and shall not interfere'with the requirements of the
City's services, as detemined by the City.
In the event the City determines that "Stewards" are abusing the provisions
of this Article, the Union agrees to meet with the City, immediately~ to
investigate the City's complaint and to .assure full compliance by Stewards
with the provisions of this sub~section~
Whenever an employee is required to meet with a supervisor or management offi~
cial and the employee reasonably anticipates that such meeting will involve
questioning leading to disciplinary action, the employee shall be entitled
to have a Steward and/or Union Representative pr('~sent upon request, in the
event the employee desires the presence of a Uni(~ Representative, the City
will contact the Representative and arrange a mutually acceptable time and
day to hold the meeting. Once scheduled~ the City shall not be required to
reschedule the meeting for the convenience of the Union Representative.
REPRESENTATIVE OF THE UNION The Union shall provide the City with a writ-
ten list (not to exceed two (2) individuals) of their authorized represen-
tatives and any changes thereto. An authorize:~ representative of the Union
shall be allowed to visit the work location for the purpose of ascertaining
whether or not this Memorandum of Understanding is being observed. This
right shall be exercised reasonably. An authorized representative of the
Union shall report to the Department/Di¥ision Head before proceeding to the
work location. He shall not interfere with the normal-conduct of work.
Activities such as the soliciting of membership,-collection of due. s,. holding
membership meetings, campaigning for office, conducting elections and
distributing literature are strictly prohibited during working hours without
prior approval of the City Manager.
ACCESS TO PERSONNEL FILES~ An employee or, on presentation of written
-authorizatfo~'--f-66-m the employee~ the employee's representative, shall have
access to the employee's file upon request.
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SALARIES ...............
A.' WAGE RATES.
.Wage rates' for each step in the salary schedule shall be as set forth in
,. Appendix B.
PREMIUMS.
1' Premium for Certification.
a. An employee in the Classification of Operator II who has sucessfully
completed the STATE OF CALIFORNIA Examination and who possesses a
Grade III Certification shall be compensated at a rate 5% higher
than the rate for which the employee qualifies pursuant to the
salary schedule in Appendix B.
b. Effective January 1, 1987, an employee in the classification of
Maintenance ~!orker II who has successfully completed the State of'
CaliFornia ex,~;}ina'tion and ~iho.possesses a Grade II Certification.in
~,~echanical Technology shall be compensated at a rate 3% higher than
the rate for.which the employee qualifies pursuant to the salary
schedule in 'Appendix B~
c. Effective January 1~ 1986~ an employee in the classification of
Maintenance Worker who has successfully completed the State of
California examination and who possesses a Grade IV Certification in
Mechanical Technology shall be compensated at a rate 2.5% higher
than the rate for which the employee qualifies pursuant to the
salary schedule in Appendix B.
2. Premium for Lead Maintenance Worker. A Maintenance ~lorker II who is
assigned to the i_~ad Maintenance ~-6-~ker responsibilities shall be
pensated at a rate 2]/2% higher than .the rate for which the Maintenance
Worker II qualifies pursuant to the salary schedule in Appendix g. No
more than one (].) Maintenance Worker.ii shall be assigned to Lead
Maintenance duty.
Assignments to Leaa Maintenance Worker duty shall be annually rotated
among the Maintenance Worker !I's in order of Seniority.
CITY PAYMENT OE EMPLOYEE'S CONTRIBUTION TO P.E.R.So
Commencing with the pay period which includes July 1, 1982, the City agrees
,
to assume the payment of seven percent (7%) of the employee s base salary to
PERS in lieu of the employees contribution~ For clarification~ the
employee's contribution to PERS will be reduced by the city from seven per-
cent (7%) to zero percent (0%)~ The City's assumption of the employee's
pa~ent to PERS shall be under the authority of-this ~lemorandum of
.Understanding and any applicable provision of State Law which permits such
payment without amending the retirement contract ~ith PERS.
RETIREMENT CONVERSION OF CITY CONTRIBUTION.
It is understood that emp'Toyees who ~re,-or will retire with a service or
disability retirement, shall be allowed to make a one-time, irrevocable con-
version of the City's contribution, being made on their behalf, to base
salary. The conversion shall be calculated as follows: Employee's Base
Ho~-Converted Hourly Rate x 1.07 == Employee's l~ase Hourly Converted Rate.
In establishing the actual converted rate per hour, fractions of one cent
with a value of 5 or greater shall increase 'the hourly rate by one cent.
Employees. who wish to exercise this one-time, irrevocabl'e conversion, must
meet the following ServiCe requirements:
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.1. SERVICE RETIREMENT: Minimum forty]seven (47).years of age, and will be
~eti~ing no atl-a-t?f-.r'than (3) years from date of conversion.
DISABILITY RETIREMENT: IIndustrial or Non-Industrial): Eligib]e for
disability retirement with conversion to take place one day prior to the
actual date of retirement, or the date upon which an employee's disabi-
lity is determined to be permanent and stationary and/or the date
that an application for disability retirement is made, whichever occurs
first.
Employees who have converted %he City payment of the employee's contribution"
to PERS and do not retire on the date specified to the City at the time of
conversion~ shall owe to the City the increased costs incur~ed by the City
includin§ but not limited to benefit cont~ibutions, overtime, holiday pay~
and City contribution to PERS from the time of conversion to the actual date
of re'~i remen t,.
SALARY PLAN ADMINiSTRATIO~, ORIGINAL APPOINTMENT.
~he Salary for a new employee entering City employment shall be the minimum
or first salary step for the classification to which the employee is
appointed pro~ided~ however, that the City Manager may, when circumstances
so warrant, appoint at ether than the first step,
Whenever an employee(s) is recruited (excluding reinstatements and
re-employments~ for a position at other than the first step, all employees in
the same classified position in steps below the recr~.iim~ent step ?,hall be
raised to the step at which the new employee(s) was recr[!ited.
SALARY PLAN ADMINISTRATION, ADVAI..ICEMENT WITHIN SALARY RATES.
Employees appointed at the first~tep ("A") shall be eli[.~ble for advan-
cement to the second step ("B") of the specific salary range six (6) months
after original appeint~ment, provided that the employee's perfonT~ance merits
the increase. Advancement to the remaining steps may be made after one (1.)
year of satisfactory service at each successive salary step, provided that
the employee's performance merits the increase.
Changes in"an employee's salary because of promotion or demotion may set a
revised salary date for that employee. ~henever the schedule of compen-
sation for a classification is revise~C, 'each incumbent in a position to
which-the revised schedule applies~ shall be paid at the same step in the
revis'ed rates as the step at which the employee was paid in the previous
rate.
SALARY PLAN ADMINISTRATION, SALARY STEP AFTER PROMOTIOH OR DEMOTION,
When employees are ~)romoted,. t~ney shall rece-~ve not I~-S'~ tha'n t.~-~ equivalent
of a one-step, five i]ercent (5%) salary increase.
}Rhen an employee is demoted, whether such demotion is voluntary 'or other-
wise~ the employee's compensation shall be adjusted to the salary prescribed
for the classification to ~'hich the employee is demoted and unless otherwise
provided, the specific rate of pay within the rate shall be determined b?
the City'Manager; provided, however~ that an employee demoted as a result of
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'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 demoti-~ to a classification previously held from a classification
within the same ~eries, the employee sha'll be placed at a step commensurate
with length of service in both classsifications. If the classifications are
not within the same series, the employee shall be placed at the same step in
the lower classification which the [:~ployee held last and the service time
at such s'Lep shall be the same as the service time held previously at such
step.
TE~PORARY UPGRADING: LIKE ~ORK FOR LIKE PAY.
An employee assigned by the City to the duties of a first-line supervisor or
above, shall' be paid the salary of the position he/she performs commencing
with the first d-ay of said assignment° Fi'rst~line sL~pervisory
employees.~ and above, assigned to duties of a higher classification shall
not be paid the salary of the higher classification unless tk~ey serve in
that capacity for thirty (30) consecutive calendar days or more, in which
event~ they shall receive the pay of the higher classification commencing
with the first day of said thirty~day service.
SALARY PLAN, PAY PERIODS°
Employee'~ shall be paid bi~weekly~ unless mutually a§reed ,to by the City
and Union.
LONGEVITY PAY PLAN.
Permanent full-ti~e employees shall be eligible for lor~gevity pay in accor--
dance with the following schedule:
LENGTH OF CONTINUOUS SERVICE
10 to 14 years, inclusive
14 to t9 years~ inclusive
20 to .24 years, inclusive
25 to 29 years, inclusive
30 to 34 years~ inclusive
35 to 39 years~ inclusive
40 years or more
LONGEVITY PAY/MONTHLY
$10 ~00
15.00
20.00
30
40 ~00
50.00
60.00 '
ARTICLE 7
PROBATION PERIODS.
Duration. All original and promotional appoint~;ents shall be tentative
-and' subject to a probationary period of not less than twelve (12) months
of actual service from the date of probationar, y appointJment or promotion.
An employee who is laid off and subsequently a~.~-)ointed as a result of
certification from an employment eligible list to a position of a
different classification than that from which laid off, shall undergo the
probationary period prescribed for the classsifications to which
appointed. Former probationary employees appointed from a reinstatement
or re-employment 1 ist 1,~ust serve the remainder of the probationary
period in order to attain permanent status. Employees who transfer to
another division shall be required to undergo a new probationary period
in the position into which transferred. If unsuccessful in the new pro-
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bationary 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 proba-
tionary period.
Rejection. 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 provide in
Article 18 (Grievances) hereof, unless the employee alleges that the
termination was due to discrimination prohibited by City~ State and
Federal statutes or regulations? If such discrimination is alleged~
appeal or grievance shall be decided solely, on the basis of whether or
not the termination was due to such discrimination; and unless it is
determined that there was discrimination~ the person or persons hearing
the appeal or grievance shall not substitute their judgment for- that of
the appointing authority.
Promotional Probation. An employee who has previously completed the
requisite proba'tio~nary period and who is rejected during a subsequent.
probationary period, for a promotional appointment (except as provided
for in Article 21) shall be reinstated to the former position from which
the employee was promoted, provided that this sub-section shall not be
construed so as to prohibit the City. from discharging any employee'
during a subsequent promotional probationary period for those reasons
and causes set forth in' Article 17 of this Memorandum of Understanding.
ARTICLE 8 TRANSFER, PRO|lOTION.
Transfer. An employee may be transferred by the City ~4anager from one
posi'tl6~ to another position in the same or comparable classification
carrying essentially the same maximum salary and which 'the employee is
qualified to perform.
Promotion. The City shall endeavor to fill vacancies by promotion when in
the best-interest.of the service. In 'the event the City Manager 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 exan~ination on an employment list~ Closed promotional
appointments shall be made from the first four (a) candidates (which number
may be unilaterally changed by the City Council Resolution) on 'the
employment list who are ready, willing and able to accept the position
offered.
Employment Lists. Promotional lists shall become effective upon approval
thereof by the'P-ersonnel Board. Employment lists shall remain in effect for
one (1) year, unless sooner exhausted and may be extended~ prior to their
expiration dates, by action of the Personnel Board for additional three (3)
months 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.
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.The names of any person on an employment list may be removed by the City 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 (61 busi-
ness days from mailing, if a subsequent report of an investigation is unsat-
isfactory, or if the person has been passed over for appoinlynen.t three (3)
times. A candidate who rejects an offer of employment shall be removed from
the employment 1 ist.
Time Off for ExaminatiOn. Promotional examinations scheduled by the City
during an' employee's renu!ar working hours may be taken ¥~ithout loss of
compensation ~
ARTICLE 9. REDUCTION IN FORCE/LAYOFFS AND RE-EhIPLOYMENT
........ tn~ ~ f 'Lhe City Coltnc-il
ro,~ncJl {)~=r-m-ini,,tion ~henever, in jttdg~'~en,, o
becomes necessary'ln--ifhe interest of economy or because the necessity for
the position or employment involved no longer exists,, the City Council may
abolish any position'in the competitive service and layoff~ 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 ~.'~aterial change in duties or or. ganization~ or shortage of
work or funds.
Seniority° Seniority, for the purpose of layoff, is defined as. length of con-
tinuous full-time employment within the service of the City, except for
service on a provisional and temporary status Seniori%y shall be retained,
but shall not accrue during any period of leave ~ithout pay, except for
aut'.~orize~ military leave granted pursmant to California State Military and
Veteran' s Code.
Order of Layoff. ~hen one or more employees performing in the same class in
a City department are to be laid off (provisionals and te~.~oraries therein
having already been terminated), the order' of layoff in the affected depart-
ment 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~ ~lhenever
two or more employees have identical classificatio~'~ seniority:.- the order of
layoff shall be determined by a mutually agreeable random process.
Employees shall be forwarded written notice, including reasons therefor, by
Certified Registered Mail, Return Receipt Requested or Personally Served, a
minimum of ten (10) working days prior to the effective date of layoff. An
employee receiving said notice may respond, in writing, to the City
Manager, Ihe employee's representative· shall receive concurrent notice, and
upon request, shall be afforded an opportunity to meet with the City to
discuss the circumstances requiring the lay off and any proposed alternatives
which do not include the consideration of the merits, necessity, or orga-
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.ization of any service or activity. The provisions of Section E immediately
below must be requested by the employee, in writing, five (5) working days
prior to the effective date of lay off.
E. Reassignment in Lieu of Layoff.
Vacant Positions in City: In the event of layoff, the employee will be
allowed to transfer to a vacant position which the City intends to fill.
in the same classification in any City departq}ent~
Former Classification: In the event there are no vacant positions in
the same classification in any department, an employee will be offered a
vacant position in any classification at the same or lower salary level
in ~hich permanent status had formerly been held, first in the affected
department and then City-wide~
Displacement: In the event there are no vacancies as listed in'l or 2,
the employee shall have the opportx~nity,~ upon request, to be assigned to any
classification in the. department at the same or lower salary level in
which he/she meets the minimum qualifications and a regular lay off pro-
cedure in the same or'lower salary level shall apply~
Employees transferred, reassigned~ or demoted under this Section will be
assigned to a step in the new classification salary range closest, but
not exceeding, the employee's salary at the time of reclassification.
F. Lay Offs~
In the event that an employee is not reassigned in lieu of layoff as in
Section E rbove the employee shall be laid off. If an employee elects
not to exercise the rights in Section E, she/he may be deemed to have
been offered and to have declined such
2. Laid off employees are to be paid for accrued vacation and sick leave in
accordance with Section 14ol (g) when separated as a result of a layoff.
G. Lay Off Re-Employment/Reinstatement Lists.
Probationary and permanent employees who are reclassified and/or demoted
as a result of a reduction in force~, shall have their names placed on a
classification reinstatement.list, in order of their seniority. Vacant
positions within the classification shall first be.offered to employees
on this list.
Employees who are lai~ off, shall have their names placed on a re-
employment list of classifications which, in 'the opinion of the
Personnel Officer, requires basically the same qualifications and duties
and responsibilities as those of the ctassificati6n from which the lay
off occurred, in order of seniority.. Vacant positions in such classifi-
cation shall be offered to eligibles on the re-employment list who
qualify for such vacancies prior to an open or promotional recruitment.
Ho name shall be carried on a reinstatement or re-employment list for a
period longer than two years. Refusal to accept the first offer of
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reinstatement or re-employment within a classification shall cause the
name to be dropped from the l~st. Individuals not responding to written
notification, by Certified or Registered Mail, Return Receipt Requested,
forwarded to their last given address, of an opening within ten (10)
working days from mailing shall have their names removed from either a
reinstatement or re-employment.list. Individuals who do not meet current
employment standards (i.e., medical, 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 their probationary period in order to
attain permanent status.
ARTICLE 10.
RESIG]~ATION AND REINSTATEMEHT
Resignation~ An en]ployee desiring to 'leaYe the City in good stan~!ing shall
submit a letter of resignation to his immediate supervisor no later than two
weeks in advance of the effective date of separation; complete an exit
interview; and receive a satisfactory final evaluation°
Reinstatement. A permanent employee who has resigned in good standing may
be reins~-~-{~-d-within t~,~o years of the 'effective date of resignation. Such
reinstatement may be to a vacant position in the employee's former classifi~
cation or to one in a comparable classification which does not carry a
significantly higher rate of pay and which the employee is qualified to per-
form° Reinstatement shall be made at the salary step approved by the City
Manager~
The reinstated employee' will serve the designated probationary period for
that classii:ication at which the employee is reinstated.
ARTICLE 11.. HOURS OF WORK, OVERTIME
~,Iork Day, Eight consecutive hours of work shall constitute a regular Nvork
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°
Work Week, The work week shall consist of five consecutive eight hour days.
Work Schedule. Work schedules sho~.~:ing the employee's shifts~ work days and
hours shatl--6-e posted.on the employee bulletin boards at all times.
Except for situations where the City determines an emergency exists, changes
in work schedules shall not be made until the employee and his or her repre-
sentative have been given reasonable opportunity to discuss said changes
with the appropriate management representative.
Work Schedule: Sewage Trea~J,~ent Plant. Employees assigned to the Sewage
Treatment Plant shall work in accordance ~ith the schedule provisions of
Exhibit "C."
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'[he City and the Union agree that a Committees to be composed of 2 Union
men':~-~rs and 2 City Management members, will study the current work schedule
and possible alternative work schedules between now and December 31, 1986.
Upon completion of the study, the work schedule provided for in Exhibit "C"
may be modified as proposed by the Committee provided that both the the City
and the Union agree to such a modification.
Overtime. Authorized work perle, reed by an employee in excess of their sche-
duled workday or workweek shall constitute overtime except as otherwise, pro-
vided. An employee required to work in excess of their schedNled hours of
work shall be cc~mpensated'for each overtime hour so worked at the r'ate of on(:
and one-half (11/2) times the employee's base rate of pay. No fo~,n of
time payment shall be made where time worked prior to the beginning of a
sh~t or follov~ing.c~mpletion of a shift is less than t',,.~e.lve (I2) mind, res
duration°
Employees may~ at their option, receive pay for such overtime hours or may
accumulate compensatory time at the rate of i~ime and one-half (11/2) up to an
equivalent maximum of twenty-four (24) ho~rs in lieu of pay for said
overtime; take the overtime as compensable time off provided, however,
anyone wishing to exercise this option must give five (5) days notice of the
desire for such time off and the time off must be taken under such con-
ditions as wilt not interfere with the minimum mannin.(~ and continued func-
tion of their particular department or operation~
ARTICLE 12. HOLIDAYS.
A. Authorized Holidays.
The following are the authorized holidays:
(1) January 1
(2) Third Monday in'February
(3) Last Honday in May
(4) July 4
(5) First Monday in September
(6) Second Monday in October
(7) November 1t
(8) Fourth Thursday in November
(9) Fourth Friday in November
(10) December 24 (four hours)
(11) December 25
(12) December 31 (four hours)
(13) One Discretionary Holiday*
(New Year's Day)
(%~ashington's Birthday)
(Met;~ori al Day) .
(Independence Day)
(Labor Day)
(Columbus Day)
(Veterans I)ay)
(Thanksgiving Day)
(Day following Thanksgiving)
(Four hours of workday
preceding Christmas Day)
(Chri simpas Day)
(Four hours of workday
preceding New Year's Day)
*Each employee shall be entitled to one paid boll(lay each calendar year~
which holiday may be taken at' the discretion of the employee, and must
be used by December 12, 1985, December 11~ 1986 and December 22, 1987,
subject to prior approv--a]' of the department ~-e-~il. Employees s-6all be
entitled to be compensated for taking said discretionary holiday but
shall not accumulate discretionary holidays nor be compensated in the
event the discretionary holiday is not taken. ~lhen any of the aforemen-
tioned holidays fall in a Sunday, it shall be observed on the following
Monday; any holiday falling on a Saturday shall be observed on the pre-
ceding Friday.
B. 'Holiday Pay. Regular full-time employees except for personnel assigned to
continuous operations, shall be entitled to observe all authorized holidays
at full pay, not to exceed eight (8) hours of any one (1) day, provided they
are in paid status on both their regularly scheduled ~.;orkdays immediately
preceding and following the holiday. Employees assigned to continuous
operations, who by nature of their assignment are unable to observe City
holidays, shall be compensated for authorized holidays as follows:
Straight-time for the holiday and straight-time for the hours Worked°
Personnel scheduled to work on a City holiday~ but ~d~o a're unable to do so
due to a job~relat~d injury, shall remain eligible for payment in accordance
with this provision as long as he is not receiving compensation.from other
sources~ An employee unable to work a holiday due to i/'~ness or to an
injury unrelated to the job shall also be compensated for the holiday pur-
suant to this provision provided that he submit to the deparim~ent head a
doctor's certificate verifying the illness or injury.
Work Performed on a Holiday~ 'Except for employees assi.q,~-~ed to continuous
operations or as provided in Section 12.4., any regular frill-time empleyee
who is required to work on any authorized holiday, in addition to receiving .
regular pay for such holiday, be paid at the overtime raise.
Joint Se~'er Plant - Holiday Staffing. In additions t.o the personnel
'assigned' in rotational .shifts~ two workers may be assigned to work at the
Treatment Plant on December 24 (one-half day) and December 31 (one-half day~
and the Friday fotlo~,ing Thanksgiving, said two additional employees to be
compensated at holiday pay co~¥~puted as follows: Straight--time for the holi~.
day and straight-time for the additional hours worked. Yhe assi§nment shall
be made by the Superintendent of Sanitation, first relying on volunteers,
and if there are no volunteers~ then on a rotational system established by
the Superintendent of Sanitation~
ARTICLE 13. VACATIOH LEAVE.
A. Vacation Leave.
'follows:
Reg~.,lar full-time employees shall accr~e vacation leave as
Length of
Continuous Service
~-i-f~-t--ful 1 four years
After 4th year
After 14th year
After 24th year
Vacation Ho~lrs Accrued
Bi-~,~eekly Annual !Lquival ent
3,08 10 days '~
4.62 15 days
6.16 20 days
7,-69 25 days
Deferral. An employee may, with the approval of the Depar~]ent Head and
City Manager, defer one (1) work week of his vacation leave to the suc-
ceeding calendar year. The employee shall, file written request to defer
with the Depari~nent Head. If the requirements of the service are such that
an employee cannot take all of his vacation to which he is entitl'ed in a
calendar year, he may defer, with the approval of the department hear, the
unused portion to the following year, provided that no I,~ore than thirty (30)
working days of vacation can be accumulated. Deferred vacation which is not
taken during the calendar year immediately following the calendar year' in
which the vacation leave was deferred shall be compensated for.
C. .Scheduling. The times during the year at which an employee shall take vaca-
-t-ion shall be determined by the deparimlent head ~ith due regard for the
wishes of the employee and particular regard to the needs of the service.
Pay Upon Termination. Employees separating from the City Services shall be
paid at their cur~-~-t hourly salary rate for all unused accrued vacation
hours. No .such payment shall be made for vacation hours accumulated
contrary to the provisions of these sections°
ARTICLE 14. LEAVE PROVISIONS
A. Sick Leave.
Permanent and probationary employees in Unit 4, except those who work
less than ful. 1 time, shall be entitled to receive base salary for a
period o? ninety (90) calendar days froi~ 'the commencement of a g~ven
illness or disability as compensated for sick leave. Said compensation
is in lieu of any amounts employee is entitled to receive for ~orkers'
Compensation or 6ther income supplement sources existing by reason of
the employee's empl%~ent by the City. In consideration of receiving
said base salary for said period, employee assigns to City all rights to
receive Workers' Compensation or other income supplements arising by by
reason of employee's employment by CitY. In addition, during said
ninety (90) calendar days, City will provide previously agreed upon
health, dental and life insurance~ lFhe City will provide previously
agreed upon health, dental and life insurance. The City will also pro-
vide long term disability insurance for said en'~ptoyee which insurance
shall provide, subject to terms and conditions contained therein, for
the payment of two-thirds (2/3} of base salary after the expiration
the ninety (90) calendar days described above.
°
After the expiration of nir;ety (901. calendar days from the commencement
of a given disability Or illness, the City will pay the employee~ at the
employee's option, any accrued vacation time. The City will also con-
tinue to pay previously agreed upon premiums for such employee on all
health, dental and life insurance until the date of separation~
At any time after the expiration of nineLy (90) calendar days and before
the expiration of three hundred sixty-five (365) calendar days from the
commencement of a given disability or illness, the City has the right to
review the case of the individual employee and either separate the
employee from the City's service or continue employment beyond three
hundred sixty-five (365) calendar days,
After the expiration of three hundred sixty-five (365) calendar days,
and before the expiration of three hundred sixty-five (365) calendar
days from the commencement of a given disability or illness, the City
has the right to review the case of the individual employee and either
separate the employee from the City's service or continue employment
beyond three hundred sixty-five (365)calendar days.
5. Entitlement to use of Sick Leave: To be entitled to use of sick leave,
the employee .must satisfy all of the following conditions.
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The employee must notify his/her supervisor prior 'to the co.~men-
cement of the shi'Ft for ;.~'hich compensated sick leave is sought, in
accordance wi th departmental policy.
Each employee on sick leave (for personal disability) must produce
evidence satisfactory to the City describing the nature of the
illness, and such evidence may be in the form of a personal affida-
vit or shall be in the form of a certification by a medical doctor
if requested by a supervisor with prior notice to the employee.
is the employee's responsibility, if requested by the supervisor~ to
provide medical reports on a scheduled basis and/or to keep the
supervisor apprised of his/her whereabouts at all times during the
working day. If the employee is itl or disabled for more %hah
thirty-nine (39) work hours, the employee shall p]~resent to the
City, before ret~]rning to work, a certification by a medical doctor
describing 'that %he e,,q?loyee has recr~vered stlf'Ficiently 'to
light duty or has recovered fully.and is able tc~ percent, regular
work without any restrictions~
Notwithstanding the foregoing sections, the City reserves the right
to take such action as it deems necessary to confirm or verify
actual illness or disability.
"Sick leave" as used herein~ is defined as the period of time during
which the employee suffers actual personal illness or disability which
necessitates his absence fro~,~ employment. Sick leave is not a right or
privilege to the used at the discretion of the employee~
Employees shall not be entit!e~ to accumulate unusec~ sick leave. In
accordance with the City's Personnel Rules and Regulations in effect as
of July 8, 1975~ each employee will be entitled to payment upon leaving
the City's service or upon request may defer such payment for a period
of time not to exceed three !~tndred sixty-five (365) calendar days, for
sick leave accumulated prior to January 1, 1977, at %he e~'~aployee's
existing salary for fifty percent (50%) described herein, then such man-
dated percentage shall uspersede the percentage described herein. This
sub-paragraph restates the provisions contained in the Memoranclum of
Understanding dated the 8th clay of July, 1975.~ approved by Resolution
No. 95-75~ adopted by the City Council on the 8th day of July, 1975, and
the restatement herein does not modify the meaning or application
thereof.
B. Medical Appointment Leave.
An employee shall be entitled to receive authorization for' leave, without
loss of pay, for appointment with medical doctors or dentists. Such leave
shall be authorized only for the actual time necessary for the appoin'bment
and for traveling to and from the appoini~ent. Employees ahsll be required
to submit a personal affidavit describing the nature and need of such
visits. The City reserves the right to confirm or verify any appointments
for which such leave is authorized.
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C..Family Leave.
An employee may use up to twenty-four (24) hours per calendar year in
'order that s/he may care for a sick or injured member of his/her imme-
diate family requiring his/her care, or to obtain medical
consultation/treatment to preserve the health of a sick or injured
member of his/her immediate family, provided the immediate family member
resides in the employee's home. Immediate family me~ber shall be as
defined below. The requirement to reside in 'the employee's home shall
not apply in cases involving the employee's mother~ father or child.
Leave usage forms and notification proced~.,res wilt continue to be used~
provided the City reserves the right to take st~'ch actien it deems.
necess~,,ry to con'Finn or verify use of this leave,.
Berevement Leave. Each' employee may take leave without loss of pay for
the purpose o~' atten(iing the funeral of an? i~ember of his immediate
family, as defined hereinafter, for the pe~iod of three (3) workdays per
occurrence ~ithin the the State of California.
Definition of Immediate Family. As used herein, '~immediate family" is
define~l to be spouse, parents, brother, sister, grandparents, child,
mother-in-law, father-in-law, brother~in~law, sister~in.~law, daughter-
in-law or son-in-law. In addition, the City }qanager may grant the above
described leave in the event of the illness or disability or funeral of
someone other .than those person designated if, in the City Manager's
opinion, there exists an extraordinarily close relationship between the
employee and such person~
D. Leaves of Absence.
The City Council may grant an employee in a permanent position a leave of
absence without pay or benefits not to exceed one (1) year. The City
Manager may grant an employee in a permanent position a leave of absence
without pay or benefits not to exceed thirty (30) calendar days. A request
for leave and the reasons therefor shall be submitted in ~'ritin9 and must
be approved by both the depari~}'~ent head and the City Manager..
Upon expiration of the approved 'leave, the employee shall be reinstated in
former position without loss of service credits or benefits (subject to
terms of policies) accrued prior to said leave. Failure on the part of an
employee to return to work on the date scheduled shall be cause for
discharge.
E. Maternity Leave.
Leave shall commence upon certifica;~:ion from the employee's attending physi-
cian that she is no longer capable of performing the duties of her position.
Upon advice of her physician., the employee may request a temporary transfer
to a less strenuous or hazardous position carrying the same or lower salary
which she is qualified to perform. ~lhere such transfers have by practice,
policy or negotiated agreement been granted for temporary disabilities
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.other than or negotiated agreement been granted for t~mporary disabilities
other than pregnancy, the transfer of the employee shall be accommodated.
~here temporary transfers have not been granted under other circumstances,
the employee s request will be approved only if it can be reasonably accom-
modated. Where temporary transfers have not been granted under other cir-
cumstances, the employee's request will be approved.only if it can be
reasonably accommodated~ However, nothing herein shall result in the
displacement or. transfer of other employees in permanent positions or
performance of unnecessary work.
Where it is the Opinion of the department head that the employee should be
placed on leave sooner than prescribed by he,~ physician due to her inability
to effectively or safely perform the duties of her regular position or of
one to which she has been, or cou!d otherwise be, temporarily transferred,
the employee.may be required to undergo examination by a second physician.
Th~ cost. of th-is exa~ninai';ir:~n shall be paid by ti~.~ City and shall not
ordered without pr-ior apprc;val of the appointing aut>~ority.
The employee shall b~ entitled to utilize sick leave benefits on the same
basis as other classifi'-! employees who are temporarily disabled due to a
non-industrial illness (~r injt~ry. 1,1hile the pregnant employee is on a paid
leave status, service credits shall continue to accrue and the City shall
continue payments toward group insurance.and retirement coverage.
Upon expiration of the approved leave, the employee shall be reinstated to
her former position or 'to a comparable one if the. fondler position is abo~
lished during the period of leave and the employee would otheFwise not have
been laid off~ Prior to the employee being reinstated, 'the depart~ent head
may require a statement from the attending physician the employee is physi-
cally capable of resuming the regular duties of her position.
An employee may request a leave of absenc'e as provided under Section 14.~ at
the conclusion of her disabi!ity~
F. Military Leave.
Military leave shall be granted in accordance with the provisions of appli-
cable California State and Federal law. All employees legally entitled to
military leave shall provide the department head an opportunity, within the
limits of the military orders or regulations, too determine when such leave
shall be taken. Department heads may modify the employee's work schedule to
accommodate the requirements applying to the leave.
ARTICLE 15. HEALTH AND WELFARE PLANS
A. Heall:h Insurance.
The City shall provide a fully paid health insurance plan at the current
benefit level ~or employees and their eligible dependents with the option
available to the employee to select the plan known as the Kaiser "S" Plan or
the Bay Pacific Health Plan.
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Open Enrollment.
The self-insured program of dental care benefits existing as of August 17,
1977, shall be continued during the term of this ~.~.emorandum ef
Understanding. The cost of such plan for employees and their eligible
dependents shall be fully paid by the City.
C. Vision Care Plan.
The Group Vision Care Plan, dated January, 19785, designated VSP Plan B -
Employee and Dependent, with a ten dollar ($10) deductible shall be con-
tinued during the term of this ~emorandum of Understanding~ The cost of
such plan for employees and their eligible dependents shall be fully paid by
the City o
Life InsNranc~.
The term life insurance coverage, inclt~ding accidental death and dismember-
ment in the amount of $10,000 per employe~, shall be continued during the
term of this Memorandum of Understanding. The cost of such plan for
employees shall be fully paid by the City°
E. Long Term Disability Insurance°
A Long=Term disability ~nsurance plan which,~ subject to the terms and con-
ditions thereof, shall provide for pa$q~ent of two-thirds (2/3~ of base
salary during disability and shall be continued at the current benefit
levels during the term of this Memorandum of Understanding. The cost of
such plan for employees shall be fully paid by City.
F. Retirement.
The benefit contract in effect between the City of South San Francisco and
the Public Employees' Retirement System (PERS) on behalf of eligible
employees of this Unit, shall be continued during the term of this
Memorandum of Understanding~
G. Retiree Heal th Plan.
City agrees to provide employees retiring with a service retirement through
PERS with the same or as near equal health coverage as possible provided for
active employees (employees only ~. not family members) on the following
basis:
If the employee retires at age 65 and has been employed by the City for
ten (10) years, s/he is eligible for employer pay~,~ent of the aforemen-
tioned health insurance for the rest of his/her life.
If said employee retires under the age of 65, s/he must have, in addi-
tion to the ten (10) years, accumulated one (1) additional year for each
year under the age of 65.
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ARTICLE 16. SAFETY
A. Observance 'of Safety Rules and Regulations.
Both 'the City and Union shall expend every effort to ensure that work is
performed with a maximum degree of safety, consistent with the requirement
ilo conduce efficient operations.
B. Safety Program.
The City has established, a safety pr6gram, and representatives of the Unit
shall serve on the safety committees.
C. Safety Equipment.'
The City sba'Il contin~e to supply employees with safety eq,]ip~lent requi?ed
by the City and/or CAL OSHA. Alt employees shall use City supplies safety
equipment only for the purposes and uses specified under applicable safety
rul es and regut atio~'~
ARTICLE 17.
DISCIPLINE.
A. Action by City.
The City may discharge, suspend, demote or reduce in salary any permanent
employee for reasons includin~i'~, but not limited to, dishonesty, in.~,ubor~
dination, incompetence, will'~.~"i negligence, failtire to perform ¥;ork as
required or failure to comply with or violation of the City's rules
regarding safety, conduct and operations, chronic absenteeism, misstatement
of fact on an appl.ication or other personnel document, falsification of
records, unfitness for duty and absence without authorized leave,. Any
discharged, suspended or demoted employee, or an employee whose salary has
been reduced for disciplinary reasons, shall be furnished by reason for such
action in writing. In the event an employee feels that the discharge,
suspension, demotion or salary redtiction is unjust, she shall have the right
to appeal the case through the grievance procedure within five (5) working
days from the date of the actual disciplii~ary action.
B. Notice of Disciplinar.!Fi' A__ction.
The City shall provide the affected employee with written notice prior to
taking disciplinary action, except where circumstance dictate the City
taking immediate action to remove the employee from the work place. In such
cases, written notice, as set forth below, shall be provided the employee
within two (2) working days of the action.
In all cases, written notice of disciplinary action shall be served on the
employee personally or by certified or registered mail, return receipt, with
a copy of the notice to be placed in the employee's personnel file.
The written notice shall' contain the following information:
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a. The type of disciplinary action.
b. The effective date of the action.
c. The reason or cause for the action.
d. That the employee shall'be furnished copies of all materials upon
which the action is based.
That the employee has the right to respond, either orally or in
writing~ to the authority initially imposing the discipline.
Except in i~,stances where disc'iplinary action must be imposed immediately~
the notice shall be provided the employee no later than five (5) working
days before the disciplinary action is to be effective. )Jhere immediate
discii~linary ac~on has .~e_n imposed~ s~ch action w-ill'not become -Final
until 'the aforementioned notice has been furnished the employee and the
'employee has been provided no less than five (5) working days from the
receipt of the notice to respand to the authority initially imposing the
discipline.
Once the proposed disciplinary action has been imposed, the affected
employee shall have the right to appeal, St,.ch appeals shall be filed
directly at the fourth step of the grievance procedures set forth in Article
18 of this Memorandum~
Probationary employees may be discharge~ 'For any reasons which, in the sole
opinion of the City~ is just and sufficient, Such discharge shall not be
subject to the grievance procedure, except under the conditions specified in
Section 7°2 of this ~emorandum of Understanding.
A~TICLE 18. GRIEVAMCE PROCEDURE.
A. Definition of Grievance.
A grievance shall be defined as any dispute which involves the interpreta-
tion or application of any provision of this Memorandum of Understanding
during its term~ excluding all ordinances, resolutions, rules and regula~
tions, the contents of which are not specifically covered by the provisions
of this Memorandum of Understanding. Such excluded ordinances, resolutions,
rules and regulations shall not be subject to a grievance procedure,
B. Steps in Grievance Procedure.
Step I - An employee who has a grievance shall bring it to the attention of
his immediate supervisor/division head v~ithin five (5) working days of the
occurrence of the act which is the basis of the dispute. If the employee
and the immediate supervisor, the employee shall have the right to submit a
formal grievance which shall contain the following information:
a. The name of the grievant.
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b. The grievant's department and specific work site.
c. The name of the grievant's immediate supervisor.
d. A statement of the nature of the grievance including date and place
of occurrence.
e. The specific ~rovision, policy or procedure alleged to have been
viol ated.
f..The name of the individual or organization, if any, designated by
the grievant' to represent him in the processing of the grievance.
However, in no event shall an employee organization other than the
one which formally represents the position occupied by the grievant
be designated as the grievant's representative.
Step 2 -An employee dissatisfied ;~-ith the decision of the immedia1$e sut)eF-
visor in Step 1, may submit the grievance in. the manner provided above to his
department head Within seven (7) working days from the date of the immediate
supervisor's decision. The depart~nent head shall respond to the grievance
in writing within seven (7) working days fron~ the date of its rece-;pt~
Step 3 - If the employee is dissatisfied with the 'decision of the deparS~lent
head in Step 2~ he may submit the grieva~ce to the City Manager within ten
(10} working days from receipt of the deparb'~ent hea~'s response. The City
Manager or his designated representative~ shall respond to the grievance in
writing within ten (10) working days of its receipt~ ~lithin this period,
the City Manager, at his discretion, may conduct an informal hearing
involving the parties' to the dispute.
Step 4 - If the employee is dissatisfied with the decision of the City
Manager, he may submit the grievance to the Personnel Board. Notice of
appeal must be filed in N.~riting by the employee with the Ci'ty Manager's
Office within fifteen (15) working days of the Manager's decision. The
City Manager shall provide written notice of 'the appeal to each I~oard
Member, to the department head and, where applicable, the employee organiza-.
tion involved and to such other parties as he may deem appropriate~
To the extent feasible, the Board shall h~ar 'the grievance at its next regu-~
lar meetin9 following receipt of the appeal~ but in no event later than the
second regular meetin9 after the grievance. 'is submitted to it. In cases
involvin9 discharge or suspensions in excess of one day, the Personnel Board
shall conduct a hearing on the matter w~thin fifteen (15) working days from
the date the appeal is filed. The City ~lanager's-Office shall provide
advance written notice of the hearing date to all parties involved.
All Board hearings on grievance matters shall be conducted in an expeditinus
manner and need not be conducted according to technical rules relating to
evidence and witnesses. The Chairperson shall retain final authority to
rule on procedural matters or on other points which affect the length and
conduct of the hearing. The Personnel Board shall render its decision in
writing within fifteen (15~ wo"kin9 days following the close of hearings and
shall furnish copies of such decision to all parties involved. The majority
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findings of the Board shall be binding except in instances where they entail
capital expenditures or significant, unbudgeted expenditures. In those
cases, the ruling shall be submi'tted to the City Council for action ~thich
may include modification or reversal.
The City's Personnel Board shall not entertain, nor hear, nor decide or make
recommendations on any d'~spl~te unless such dispute falls within the defini-
tion of grievance~ as set forth in Section 18 A above.
Proposals to add to or change this ~-~lemorandum of Understanding or written
agreements or .addenda supplementary hereto, shall not be grievable and no
proposal to modify~ ame~;d or terminate this Memorandum of Understanding nor
any matter or subject arising out of or in connection with such proposals.
may be grievable under this Section; and the Personnel Board shall not have
the po>:er to amend or modify this Memorandum of Understanding or written
agreement or adde.qda supplen~entary hereto, or to es%ablish any ne~ tern~.s or
conditions of em~!oy;nent~
E.. All grievances invoIvin9 or concerning the payment of compensation shall be
initially filed in writin§ with the department head. In such cases, no
adjuslm}ent shall be retroactive for more than thirty (30) days from the dat~
upon which the grievance is filed. Only grievances which allege that
employees are not being compensated in accordance with the provisions of
this Memorandum of Understanding shall be considered grievances inder Section
18 E. Any other matters of compensation are to be resolved in the meeting
and conferring ?rocess, and if not detailed in a Memorandum of Understanding
which may resul': from such meeting and conferring process, si~ali be deemed
withdrawn until the meeting and conferring I)rocess is next opened for such
discussion.
ARTICLE !9. APPRENTICESHIP.
The Union and the City agrees to continue the current Stationary Engineers
Local 39 Apprenticeship Program.
ARTICLE 20. REST BREAKS.
Employees shall be entitled to one (1~ fifteen minute rest break during each
four (4) hours of an assigned .shift° Such rest breaks shall not be accumu-
lative and shall be taken at a time when the work schedule permits.
ARTICLE 21.
AUTOMATIC PROGRESSION.
A. Treatment Plant Operator t to II.
Union and City agree that all current employees and any future employees
hired as Treatment Plant. Operator I shall, as hereinafter provided, auto-
matically progress to Treatment Plant Operator II.
Current employees'- Any employee currently employed as a Treatment Plant
Operator I, who has in his possession a valid Grade II Wastewater
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.Certificate issued by the State of California, shall be immediately advanced
to Treatment Plant Operator II, in accordance with current City practice and
the applicable provisions of this Agreement. Any employee currently
employed as a Treatment Plant Operator I or future employees hired as a
Treatment Plant Operator I shall, upon receipt of a valid Grade II
Wastewater Certificate i.ssued by the State of California be immediately
advanced to Treatment Plant Operator II in accordance ~,~ith current City
practice and the applicable provision of this Agreement. Current employees
and employees hired as a Treatment Plant Operator i~ as a condition of con-
tinued employment, must obtain a Valid Grad. e II ¥1astewater Certificate
issued by the State of California within four (4) years from the effective
date of this Agreement of date of hire as a Treatment Plant Operator I,
whichever occurs later°
TmN r- ~
ARTicLe= 22
PAST PRACTICES A~,ID EXiST1]blG HEMORA~IDUM 0!: 'JIiDEi!STA~IDi~IG.
Continuance of working conditions and practices not specifically provided
herein~ shall not be' guaranteed by this Memorandum of Understanding,
This Memorandum of Understanding shall supersede all existing and prior
Memoranda of Understanding between City and Union, Personnel Rules,
Regulations, Resolutions and Ordinances°
No changes in this Memorandum of Understanding or interpretation therec~f
(except decision of the Personnel Board and City Council in acco}~dance with
the applicable sections of this Agreement) will be reco.gnized, unless agreed
to by the City Manager and the Union.
ARTICLE 23. EMPLOYEES COVERED..
Provisions of this Memorandum of Understanding apply only to the employees
represented in Unit 4.
ARTICLE 24.
SEVERABILITY.
Should any section, claNse or provision of this Memorandum of Understanding
be declared illegal by final judgment of a court of competent jurisdiction~
such invalidation of such section, clause or provision shall not invalidate
the remaining portions hereof, and such remaining F:.c>rtions shall remain in
full force and effect for the duration of this Memorandum of Understanding.
In the event of Such invalidation, the par%ies agree to meet and confer con~
cerning substitute provisions for provisions rendered or declared illegal.
-23-
· AR'T:[CLE 25. TERM OF MEMORANDUM OF UNDERSTANDING.
This Memorandum of Understanding shall become effective only upon approval
by the City Council and upon ratification by the members of Unit 4 and
remain in full force and effect to and including December 31, 1987.
CITY REPRESENTATIVES
INTERNATIONAL UNION OF OPERATING
/.~ENG!NEERS, STAlllONARY LOCAL No.. 39
"APPROVED BY CITY COUNCIL RESOLUTION NO. 81-85, ADOPTED A?RIL 24, 1985"
CITY COUNCI I,~
R~S OLUTIC)N lJO.
C2C'1'~ OF 5~U~'~[ 'SAIl 't'RAI-ICISCO> S'I'hT~ OF
~ }~SOLUT%~N AI'PRov~NG I-IS~OI'{ANDUr~
OF UNDERSTANDII'IG BET['IEE¢I EI'IPLOYflR
AND }~flPLOYEE REPRESEt,.rArZV~S -
mediation of -~h'e dispute Datwaen. Ci'~y and
emp!o~a~ ~ap~ase~-tativ~es ~d empYtoyae. ~e'.q~e,~en't~'tZves-
hereby'aPprove said Nemo~d~ of Undems'-t~dir~g.. .'.
CiTy of Sou'th' Stun Fz-anciseo' at a __ _~¢pe~Ial __ meeting
held on ~he 28Th day of. ¢~_
'[ha follo~,ing vote: :
. " %'~iJ Ji~ A- ~rba and F. Frank
~ NOrt~ '
7
o
(
Exhibit "A" to Uni t 4 l-lcmorandu.~ of Under-
st,~n~n.3 for Ou~y ~ ~979 -
'~h~ mo,hod by whTch existing ~nd new sfrvices ~re 'rq b~ Ferformed~' ~nclud~ng
Rules ~nd Resula%'ions ~hiSh 5h~ Crov~$o '~haf re~sonabre: provisO°ns-.. b= made reg~,rd--~.,, .,,
~HEREAS, gho employee and employer representatives
dovotop s,,id concepts -[hrough ~he process of ~xdi~T}on ~,~ provided in ~vorn~pn'k
I copcop~5 and provisions are ~u-lually agveod tjpon and pending¢ co~ple-~ion of
Exhibit "A" to Unit A 14emo~'andum of
Un~terstanding for Ouly 1, 1979 --
Oune 30, 198't
Yrank Gi I l is, Local .57, AFSCx4E,. ~FL-ciO
Ro-'.,eri- Pc'l-orson. $.S.F. t-lunicipa! Er::ployea:
Ass. c..~a~ed wt-'~b 14EBA '
'lSd fli-I I, ln-terr~a-Fioaal Firr~ f'iBhtor-'; Ass;,:.
CLASS
ASSISTANT
MECHANIC/
MACHINIST
INDUSTRIAL
WASTE
INSPECTOR
LABORATORY
CHEMIST
MAINTENANCE
WORKER
I, W.Q.C.P.
MAINTENANCE
WORKER
II, W.Q.C.P.
MECHANIC
WAGE
RATE
BASE
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium.Hourly Rate
Hourly
W<'ekly
Bi -Weekly
Approximate MOnthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premiu 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
WAGE
A
11.89
475.60
951.20
2,06~00
24,731.00
12.22
488.80
977.60
2,118.00
25,418o00
1t~48
459.20
9i8.40
1,990.00
23,878.00
8.76:
350~40
700.80
1,518o00
18,221.00
9.44
377°60
755.20
1,636.00
19,635.00
12.22
488.80
977°60
2,118.00
25,4!8.00
B
12.48
499.20
998.40
2,163.00
25,958.00
12.83
513.20
1,026.40
2,224.00
26,686.00
12.05
482.00
964.00
2,089,00
25,064.00
9'.20
368°00
736.00
1,595o00
19,t36.00
9.91
396.40
792.80
1,718.00
20,613.00
12.83
5!3.20
1,026.40
2,224.00
26,686.00
RATES
EFFECTIVE DECEMBER 28,
STEPS ..............
C D
!3.10 13.76
524.00 550.40
1,048.00 1,100.80
2,271.00 ~g85.00
27,248.00 ' 2~'.,621.00
13.47
538.80
1,077.60
2,335.00
28,0!8.00
14.!4
565.60
1,131.20
2,451.00
29,¢!1.00
12.65
506.00
10,12.00
2,193.00
26,312.00
13
531
1,062
2,302
27,622
9.66
'386.40
772.80
1,674.00
20,093.00
10
4O5
811
1,75-8
21.091
10.4i
416o40
832.80
1,804.00
21~653.00
10
437
874
22,734
13.47
538.80
1,077.60
2,335.00
28,018.00
14
565
1,131
2,45i
29,4!1
1984
.28
.20
.40
.00
.00
.14
.60
.20
.00
.00
.93
.20
.40
.00
.00
.14
.60
.20
.00
.00
E
14.45
578. O0
1,156.00
2,505.00
30,056.00
14.85
594.00
1,188.00
2,57~.00
30,888.00'
13
557.60
1,115.20
2,6!6.00
28,995.00
10.65
426.00
852.00
1,846.00
22,152.00
11.4~
459.20
918.40
1,990.00
23,878.00
14185
· 594. O0
1,188.00
2.,574.00
30,888.00
APPENDIX B Page 1
gLASS
ASSZSTANT
ELECTRZC~AN/
MECHANIC
~ECHA~C
ELECTRiCiAN
OPERATOR
I, W.Q.C.P.
OPERATOR
II, W.Q.C.P.
WAGE
RATE
BASE
Hourly
Weekly
Bi -Weekly
A'pproximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
~eek y
Bi -Weekly
{ A
pproximate ~qonthly"
Appr~imate Annual
{ Premiu6-1~ouriy Rate
Weekly
Bi -Weekly
Ap?roximate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi-Weekly
Approximate Nonthly
Approximate Annual
Premium HourTy Rate
WAGE
A
!1.89
475.60
95!.20
2,061.00
24,731.00
!2.22
458~80
977.60
'2]118.00
25,418o00
10.47
418~80
837.60
1~815.00
21,778.00
11.21
448.40
896.80
23,317.00
g
12.48
499.20
998.40
2,163~00
25,958.00
12.83
5t3.20
1,026.40
2,224.00
26,686.00
10.99
439.60
879.20
1,905.00
o~ 859.00
11.77
470°80
941.60
2,040.00
24,482.00
RATES
EFFECTIVE DECEM~,ER 28, 1984
-STEPS
C D
!3.10 13.76
524. O0 550.40
1,048.00 1,110.80
2,27t.00 2,385.00
27,248.00 28,621.00
E
14.45
578. O0
1,156.0
2,505 .~0
30,056.00
13.47 14.14 14.85
538.80 565.60 594.00
1,077.60 1,131.20 1,188.00
2,335.00 '2~451.00 2,574.00
28,018.00 29,~!1.00 30,888.00
11.54 12.12
46!.60 484.80
923.20 969.60
2,000°00 2~101.00
24,003.00 25,210.00
12.36
494.40
988.80
2,142.~0
25,709.00
!2.73
509.20
1,018.40
2~207.00
26,478.00
12.98
5!9.20
!,038.40
25,998.00
13.63
545.20
1,090.40
2,363.00
28,350.00
OPERATOR
APPRENTICE
Hourly
Weekly
ABi-Weekly
Approximate iqonthly
pproxi~te Annual
i ~re~ium Hourly Rate
(1) (2) (3) (4) (5) (6) (7) (8)
8.18 8.86 9.54 10o22 10.90 11.59 !2.27 13.63
327.20 354~40 381.60 408.80 436~00 463.60 490.80 545.20
654.40 708.80 763.20 817.60 872.00 927.20 981.60 1,090.40
1,4-!-8.00 1,536-7-0-0 1,654.00 i,?71.00 1~889o00 2,009.00 2,127.00 2,363.00
17,014.00 18,429.00 19,843.00 2!,258.00 22,672.00 24,t07'.00 25,522.00 28,350.00
APPENDIX
Page 2
CLASS
ASSISTANT
MECHANIC/
MACHINIST
INDUSTRIAL
WASTE
INSPECTOR
LABORATORY
CHEMIST
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
MAINTENANCE
WORKER
I, W.Q.C.P.
MAINTENANCE
WORKER
II, W.Q.C.P.
MECHANIC
APPENDIX B
Approximate Annual
~-remiu 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
WAGE RATES
A B
!2.48 13.t0
499.20 524.00
998.40 I',048.00
2,!63.00 2,27!.00
25,958.00 '27,248.00
!2.83
513.20
1,026.40
2,224.00
26,686.00
12.05
482.00
964.00
2,089.00
25,064.00
9.20
368.00
736.00
1,~9~ .Co
19,135.00
10~21
408.40
816.80
1,770.00
21,237o00
12.83
5i3.20
1,026.40
2,224.00
26,686.00
EFFECTIVE DECEMBER 27, 1985
STEPS ............
C D
13.76 14.45
550.40 578.00
1,100.80 !,156.00
2,385.00 2,505.00
28,621.00 30,056.00
13.47 14.14 14.85
538.80 565.60 594.00
!,077.60 1,i31.20 i,!88.00
2,335.00 2,451.00 ~37~.00
28,0!8~00 29,411.00 ~,888.00
12.65 13.28 13.94
506.00 531.20 557.60
10,12.00 1,062.40 1,115.20
2,193.00 2,302.00 2~16~00
26,312.00 27,622.00 28,995.00
9°66
386.40
772~80
1,674.00
20,093.00
10.72
428.80
857.60
1,858o00
22,,29800
'13o47
538.80
1,077.60
2,335.00
28,018.00
!0.14 10.65
405.60 426.00
811.20 852.00
1,7'5~,00 1,846.00
21,091.00 22,152.00
11.26
450.40
900.80
1',952~00
23,421.00
565.60
1,13t.20
2,451.00
29,411.00
11.82
472.78
945.60
2,049.00
24,586.00
' t4 ;'85
594'.00
1,188.00
2,574.00
30,888.00
E
15.17
606.80
1,213.60
2,629.00
31,554.00
!5.59
623.60
1,247.20
2,702.00
32,427.00
14.64
585.60
1,171.20
2,538,00
30,451.00
11.18
447.20
894.40
1,938.00
23,254.00
12.41
496.40
992.80
2,i51.00
25,813.00
15.59
623.60
1,247.20
2,702.00
32,427.00
Page 3
CLASS
ASSISTANT
ELECTRICIAN/
MECHANIC
MECHANIC
ELECTRICIAN
OPERATOR
I, W.Q.C.P.
OPERATOR
II, W.Q.C.P.
WAGE
RATE
BASE
Hourly
Weekly
Bi -Weekly
Approximate !,~onthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -We ekl y
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
I
I
WAGE
A B
12.48 13.10
499.20 524.00
998.40 1,048.00
2,163.00 2,271.00
25,958.00 27,248.00
12.83 13.47
513.20 538.80
1,026~40 1,077.60
2,224°00 2,335.00
26,686°00 28,018.00
10.99 11.54
439°60 461.60
879.20 923.20
1,905.00 - 2,000.00
22,859.00 24,003.00
RATES EFFECTIVE DECEMBER 27, 1985
---STEPS
C D
13.76 14.45
550.40 578.00
1,100.80 1,156.00
2,385.00 2 '~'
,o05.00
28,621.00 30,056.00
E
15.17
606.80
1,213.60
2,629.00
31,554.00
i4.14 14.85 15..59
565.60 594.00 623.60
1,131.20 !,188:00 1,247.20
2,451.00 2,5?4,00 ~2,702.00
29,411.00 30.888.00 32,427.00
12.12 12.73 13.37
484.80 509.20 534.80
969.60 1,018.40 1,069.60
2,10!o00 2,207.00 2,317.00
25,210.00 26,478.00 27,810.00
11.77 12.36 12.98 13.63 14.35
470.80 494.40 519.20 545.20 572.40
94t.60 988.80 t,036.40 1,090.40 1,144.80
2,040.00 2,142.00 2,246.00 2,363.00 2,480.00
24,482.00 25,709.00 26,946.00 28,350.00 29,765.00
OPERATOR
APPRENTICE
(1) (2) (3) (4) (5) (6) (7)
Hourly 8.59 9.30 10.02 10.73 !1.45 12.17 12.88
Weekly 343.60 372.00 400.80 429.20 458.00 486.80 515.20
Bi-Weekly 687.20 744.00 801.60 858.40 916o00 973.60 1,030.40
]-lpproximate Monthly 1,4-8-9-700 1,612.00 1~'737.00 1,860.00 t,985.00 2~9.00 2,233.0~J
Approximate Annual 17,867.00 19,344.00 20,842.00 22,318.00 23,816.00 25~314.00 26,790.00
Premium Hourly Rate
(8)
14.31
572.40
1,144.80
2,480. O0
29,765.00 '
APPENDIX ~ Page 4
CLASS
ASSISTANT
MECHANIC/
MACHINIST
INDUSTRIAL
WASTE
INSPECTOR
LABORATORY
CHEMIST
MAINTENANCE
WORKER
i, W.Q.C.P.
MAINTENANCF_
WORKER
II, W.Q.C.P.
MECHANIC
APPENDIX B
WAGE
RATE
BASE
Hourly
Weekly
Bi -Weekly
Appr'ox~'mate Monthly
Approximate Annual
Premium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium HoNrTy Rate
Hourly
Weekly
Bi -Weekly
App~ ox~mate ]%nthly
Approximate Annual
~remi~jm ~ourly Rate
Hourly
Weekly
Bi -We ekl y
Approximate Monthly
Approxima%e 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
WAGE
A
13.23
529°20
1,058.40
2~293.00
27.,518.00
!3.60
1,088.00
2,357.00
28,288.00
12.77
5!0.80
! ,021 ~60
2,2i3
26,562. O0
9.75
390.00
780.00
1,690.00
20,280.00
432.80
865~60
1,875.00
22,506.00
13.60
544°00
1,088.00
2,357.00
28,288.00
13.89
555.60
1,11!.20
2,408.0~
28,891.00
14.28
571.20
1,!42.40
2,4~5.00
29,702.00
13.41
536.40
1,072.80
2,32~.00
27,893.00
10.24
409.60
819.20
1,775o00
21,299.00
11.36
454.40
908.80
1,969.00
23.629.00
'14.28
57i.20
1,142.40
2,475.00
29,702.00
RATES
EFFECTIVE DECEMBER 26, 1986 -STEPS .........
C D
14.58 .... 15.31
583.20 612.40
1,166.40 !, 224.80
2,527.00
30,326.00 31>845.00
E
i6.08
643.20
1,286.40
2,787.00
33,446.00
14.99
599.60
1,!99.20
'2,598.00
31,179.00
15.74
629.60
I, 259.20
2,728.00
32,739.00
16.53
661.20
t, 322.40
P $65. O0
34,382.00
14.08
563.20
1,!26.40
2,461.00
29,286.00
14.78
591.20
i,!82.40
30,742.00
15.52
620.80
1,241.60
2,690.00
32,282.00
10.75
430~00
860.00
1,8~3.00
22,360.00
11.93
477.20
954.40
2,068.00
24,814.00
14.99
599.60
1,199.20
2,598.00
31,179.00
il .29
451.60
903.20
1
23,483.00
12.53
501.20
1,002.40
2,172.00
26,062.00
15.74
629.60
1,259.20
2,728.00
32,739.00
474.00
948.00
2,054.00
24,648.00
13.16
526.40
1,052.80
2,28t.00
27,373.00
16.53
.661.20
1,322.40
2,865.00
,34,382.00
Page 5
CLASS
ASSISTANT
ELECTRICIAN/
MECHANIC
MECHANIC
ELECTRICIAN
OPERATOR
I, W.Q.C.P.
OPERATOR
II, W.Q.C.P.
WAGE
RATE
BASE
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
iSremium Hourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
Premium Hourly Rate
Hour'~y
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
-.P-~-6]~um ~iourly Rate
Hourly
Weekly
Bi -Weekly
Approximate Monthly
Approximate Annual
?remium Hourly Rate
WAGE
A
13.23
5~..20
1,058.40
2,~93,00
27,518,00
- i3.60
544.00
1,088.00
2,357.00
28,288.00
t!~65
466.00
932.00
2,~±9.00
24,232.00
499.20
998.40
2,163.00
25,958.00
B
13.89
555.60
1,!11.20
2,405~00
,891.oo
1~.~8
57!.20
1,142.40
2,475.00
29,702.00
12.23
489..20
978.40
2,120.00
25,438.00
13.10
524.00
1,048.00
2,27!.00
27,248.00
RATES
EFFECTIVE DECEMBER 26, 1986 -STEPS ......................
C D E
14.58 t5.31 16.08
583.20 612.40 643.20
1,166.40 1,224.80 1,286.40
2,527.00 2,654.00 2,787.00
39,~26.00 ' 3!,845.00. 33,446.00
14.99 i5.74 16.53
599.60 629.60 661.20
!,199.20 1,259.20 1,322.40
2,598.00 2,728.00 2,865.00
31,179.00 22,739.00 34,382
!2.84 13.48 14.15
5t3.20 539.20 566.00
1,027.20 !,078.40 1,132.00
2,226.00 2,337.00 2,453.00
26,707.00 28,038.00 29,432.00
13.76 14.45 15.17
550.40 578.00 606.80
1,100.80 1,156.00 1,213.60
2,385.00 2,505.00
28,621.00 30,056.00 31,55~.00
OPERATOR
APPRENTICE
(1) f2) (3) (4) (5) (5) (7) (8)
Hourly 9.!i 9~86 10.62 11.37 12.14'-' 12.90 13.65 15.t7
Weekly 364.40 394.40 424.80 454.80 485.60 5t6.00 546.00 606.80
Bi-Weekly _ 728.80 788°80 849.60 909.60 971.20 1,032.00 1,092.00 1,2i3.60
Approximate Monthly 1,579.00 1,709.00 1,841.00 1,971.00 2,.10~.00' 2,236.00 2,366.00 2,629.00
Approximate Annual 18,949.00 20,509.00 22,090.00 23,650.00 25,251.00 26,832.00 28,392.00 31 554 O0
Premium Hourly Rate ' '
APPENDIX
Page 6
"., oI-:r. Aiello
;' ".Local
San Francisco AFSC~.IE (,~FL-C,U.I ° t56.9
This is an eo. uiL-a~)]e and B,e;~eFo'Js ar:-a,~ge,,ent.. It ~'l't ~.-e,"luire some
Exhibit "C" isa Ilmn,o,~nctt.m. ' '--~ ' of Understanding
for July 1, 1979 - June aD, 1981
Oan~.~aT:~' 2> t903 ..
-,-~,~. Sani tatio:l.
La:al i 5.59
l~i ..'_nesse2 by-
E>:hibik "[" to Ilnit 4 HemOrandum of Under-
stanclin!l for July '1. 1979 - June 30> 1981
the
City
"Ct' to Unit 4 Memorandum of
Under.ttandin9 for July l, 1979-