HomeMy WebLinkAboutRES NO 66-99RESOLUTION NO. 6 6 ' 9 9
A RESOLUTION APPROVING THE MEMORANDUM OF
UNDERSTANDING FOR EMPLOYEES OF THE BLUE AND
WHITE COLLAR UNITS AND ADOPTING SALARY
SCHEDULE AND RELATED BENEFITS.
WHEREAS, the Charter of the City of Bakersfield, Section 12, authorizes the City
Council to provide for salaries and related benefits for officers and employees of the City;
and
WHEREAS, in compliance with the Meyers-Milias-Brown Act of the State of
California, the City has met and conferred in good faith with the Service Employees
International Union (S. E. I.U.), which represents employees of the City's Blue and White
Collar Units; and
WHEREAS, the City's negotiator and the S.E.I.U. have agreed upon salaries and
benefits for said Units; and
WHEREAS, the Council has determined that the salaries and related benefits a
agreed upon by the City's negotiator and the S.E.I.U. are acceptable.
NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Bakersfield
as follows:
That Resolution No. 12-96, together with amendatory resolutions, to the
extent the same applies to employees in the Blue and White Collar Units, is
superseded by this Resolution.
That the attached Memorandum of Understanding for the Blue and White
Collar Units is hereby approved, setting salaries and benefits for employees
in said Units.
That, effective January 1, 1999, except as otherwise provided in the
Resolution, the attached salary schedule covering Blue and White Collar
Units shall constitute the salaries for employees in the categories and
positions specified therein and that the whole of said attachment is hereby
incorporated and approved as a part of the attached Memorandum of
Understanding between the City of Bakersfield and the S.E.I.U. for Blue and
White Collar Units.
That the schedule of paid holidays set forth in the attached Memorandum of
Understanding is hereby adopted and approved for employees in the Blue
and White Collar Units.
.......... oOo ..........
0F~',IGINAL
by
the
MAY
I HEREBY CERTIFY that the foregoing Resolution was passed and adopted
Council of the City of Bakersfield at a regular meeting thereof held on
26 1999 , by the following vote:
AYES:
NOES:
ABSTAIN:
ABSENT:
COUNCILMEMBER CARSON,DEMOND,MAGGARD.COUCH,ROWLES,SULLIVAN,SALVAGGIO
COUNCILMEMBER A/0A,a~
COUNCILMEMBER/~2~t~J~ rrJ..
couNotLMEM.ER 31
APPROVED MAY 26 1999
MAYOR of the City o~'i3akersfield
APPROVED as~ form:
,/". \c..,,~,.~.~ ".,/,,~:~"
i~AR~:HiL.ii, GEN!:<~'~':
CITY ATTORNEY of the City of Bakersfield
Attachments
Q:\Resolution\B&wMoU,REs99.wpd
April 28, 1999
BLUE & W~ITg COLLAR -- UNITS 1 & 2
Reflects proposed 2.5% COLA retroactive to 12/21/98
Overtime code: A = 1.5 times
PREPARED 5/17/99 , 9:19:16 City of Bakersfield PAGE 1
PROGRAM PRSALSCH Salary Schedule
POSITION # POSITION TITLE GRADE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 OT
14140 AIR CONDITIONING TECH I 200 16.1500 16.9640 17.8100 18.7030 19.6430 A
2799.33 2940.42 3087.06 3241.85 3404.78
17570 AIR CONDITIONING TECH II 230 17.3190 18.1840 19.0950 20.0440 21.0470 A
3001.96 3151.89 3309.80 3474.29 3648.14
13100 BUILDING MAINTAINER II 030 10.8260 11.3650 11.9370 12.5350 13.1590 A
1876.50 1969.93 2069.08 2172.73 2280.89
13350 CANAL TENDER II 090 13.3640 14.0310 14.7290 15.4740 16.2420 A
2316.42 2432.04 2553.02 2682.16 2815.28
14130 ELECTRICAL TECHNICIAN I 205 16.4490 17.2800 18.1360 19.0400 19.9990 A
2851.16 2995.20 3143.57 3300.26 3466.49
14139 ELECTRICAL TECHNICIAN I-TEMP 205 16.4490 A
14100 ELECTRICAL TECHNICIA/q II 263 18.5290 19.4470 20.4210 21.4420 22.5120 A
3211.69 3370.81 3539.64 3716.61 3902.08
13500 FACILITY WORKER 010 9.8740 10.3670 10.8840 11.4290 12.0040 A
1711.49 1796.94 1886.56 1981.02 2080.69
13509 FACILITY WORKER-TEMP 010 9.8740 A
14330 FLEET MECHANIC I 110 14.6650 15.3980 16.1630 16.9740 17.8250 A
2541.93 2668.98 2801.58 2942.16 3089.66
14280 FLEET MECHANIC II 245 17.7510 18.6360 19.5700 20.5420 21.5720 A
3076.84 3230.24 3392.13 3560.61 3739.14
14300 FLEET MECHANIC III 260 18.4180 19.3470 20.3300 21.3540 22.4380 A
3192.45 3353.48 3523.86 3701.36 3889.25
14060 FLEET SERVICE WORKER I 050 11.8820 12.4720 13.0940 13.7450 14.4360 A
2059.54 2161.81 2269.62 2382.46 2502.24
14061 FLEET SERVICE WORKER I T-STEP 715 10.6930 A
1853.45
14069 FLEET SERVICE WORKER I TEMP 050 11.8820 A
14068 FLEET SERVICE WORKER I TEMP-T 715 10.6930 A
14460 FLEET SERVICE WORKER II 090 13.3640 14.0310 14.7290 15.4740 16.2420 A
2316.42 2432.04 2553.02 2682.16 2815.28
PREPARED 5/17/99 , 9:19:16 City of Bakersfield PAGE 2
PROGRAM PRSALSCH Salary Schedule
POSITION # POSITION TITLE GRADE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 OT
13220 HEAVY EQUIP OPERATOR - WATER 183 16.0140 16.8090 17.6520 18.5390 19.4590 A
2775.76 2913.56 3059.68 3213.42 3372.89
13230 HEAVY EQUIP OPR - SANITATION 183 16.0140 16.8090 17.6520 18.5390 19.4590 A
2775.76 2913.56 3059.68 3213.42 3372.89
13210 HEAVY EQUIPMENT OPR - PARKS 183 16.0140 16.8090 17.6520 18.5390 19.4590 A
2775.76 2913.56 3059.68 3213.42 3372.89
13200 HEAVY EQUIPMENT OPR - STREETS 183 16.0140 16.8090 17.6520 18.5390 19.4590 A
2775.76 2913.56 3059.68 3213.42 3372.89
14350 INDUSTRIAL WASTE INSPECTOR 165 15.7350 16.5220 17.3470 18.2120 19.1270 A
2727.40 2863.81 3006.81 3156.74 3315.34
14359 INDUSTRIAL WASTE INSPECTOR-TEM 165 15.7350 A
13180 LIGHT EQUIPMENT OPR - PARKS 094 13.6980 14.3820 15.0970 15.8610 16.6480 A
2374.32 2492.88 2616.81 2749.24 2885.65
13170 LIGHT EQUIPMENT OPR - STREETS 094 13.6980 14.3820 15.0970 15.8610 16.6480 A
2374.32 2492.88 2616.81 2749,24 2885.65
13179 LIGHT EQUIPMENT OPR-STREETS-TE 094 13.6980 A
14200 MAINT CRAFTWORKER I 201 16.1570 16.9680 17.8110 18.7060 19.6370 A
2800.54 2941.12 3087.24 3242.37 3403.74
13080 MAINTAINER - CGCC 030 10.8260 11.3650 11.9370 12.5350 13.1590 A
1876.50 1969.93 2069.08 2172.73 2280.89
14220 MAINTENANCE CRAFTWORKER II 229 17.3070 18.1830 19.0960 20.0660 21.0870 A
2999.88 3151.72 3309.97 3478.10 3655.08
13270 MOTOR SWEEPER OPERATOR 160 15.4080 16.1780 16.9870 17.8310 18.7260 A
2670.72 2804.18 2944.41 3090.70 3245.84
13320 PARK MAINTAIN-ER II 090 13.3640 14.0310 14.7290 15.4740 16.2420 A
2316.42 2432.04 2553.02 2682.16 2815.28
13310 PARK MAINTAINER III 115 14.6830 15.4120 16.1840 16.9940 17.8400 A
2545.05 2671.41 2805.22 2945.62 3092.26
13420 SANITATION WORKER II 090 13.3640 14.0310 14.7290 15.4740 16.2420 A
2316.42 2432.04 2553.02 2682.16 2815.28
13429 SANITATION WORKER II-TEMP 090 13.3640 A
PREPARED 5/17/99 , 9:19:16 City of Bakersfield PAGE 3
PROGRAM PRSALSCH Salary Schedule
POSITION # POSITION TITLE GRADE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 OT
13430 SANITATION WORKER III 115 14.6830 15.4120 16.1840 16.9940 17.8400 A
2545.05 2671.41 2805.22 2945.62 3092.26
13709 SERVICE MAINTENANCE WKR-TEMP 050 11.8820 A
13708 SERVICE MAINTENANCE WKR-TEMP T 715 10.6930 A
13700 SERVICE MAINTENANCE WORKER 050 11.8820 12.4720 13.0940 13.7450 14.4360 A
2059.54 2161.81 2269.62 2382.46 2502.24
13701 SERVICE MAINTENANCE WORKER-T 715 10.6930 A
1853.45
13460 SEWER MAINTAINER II 097 13.8990 14.5920 15.3180 16.0930 16.8920 A
2409.16 2529.28 2655.12 2789.45 2927.94
13470 SEWER MAINTAINER III 140 15.2700 16.0290 16.8310 17.6740 18.5540 A
2646.80 2778.36 2917.37 3063.49 3216.02
13640 SPRAY RIG OPR/PEST CONTROL ADV 105 14.0300 14.7300 15.4690 16.2420 17.0560 A
2431.86 2553.20 2681.29 2815.28 2956.37
14440 STAGE TECHNICIAN - CGCC 150 15.3650 16.1390 16.9380 17.7870 18.6780 A
2663.26 2797.42 2935.92 3083.08 3237.52
14470 TRADES ASSISTA/qT 090 13.3640 14~0310 14.7290 15.4740 16.2420 A
2316.42 2432.04 2553.02 2682.16 2815.28
14471 TRADES ASSISTANT T-STEP 720 11.7370 A
2034.41
14478 TRADES ASSISTANT TEMP-T 720 11.7370 A
14479 TP~ADES ASSISTANT-TEMP 090 13.3640 A
14190 TRAFFIC PAINTER II 090 13.3640 14.0310 14.7290 15.4740 16.2420 A
2316.42 2432.04 2553.02 2682.16 2815.28
17190 TRAFFIC PAINTER III 115 14.6830 15.4120 16.1840 16.9940 17.8400 A
2545.05 2671.41 2805.22 2945.62 3092.26
15310 TRAFFIC SIGNAL TECHNICIAN 263 18.5290 19.4470 20.4210 21.4420 22.5120 A
3211.69 3370.81 3539.64 3716.61 3902.08
13620 TREE MAINTAINER II 097 13.8990 14.5920 15.3180 16.0930 16.8920 A
2409.16 2529.28 2655.12 2789.45 2927.94
PREPARED 5/17/99 , 9:19:16 City of Bakersfield PAGE 4
PROGP~AM PRSALSCH Salary Schedule
POSITION # POSITION TITLE GRADE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 OT
13630 TREE MAINTAINER III 115 14.6830 15.4120 16.1840 16.9940 17.8400 A
2545.05 2671.41 2805.22 2945.62 3092.26
13480 UTILITY WORKER 030 10.8260 11.3650 11.9370 12.5350 13.1590 A
1876.50 1969.93 2069.08 2172.73 2280.89
13489 UTILITY WORKER-TEMP 030 10.8260 A
14360 W W TREAT PLANT LAB TECH OPR 165 15.7350 16.5220 17.3470 18.2120 19.1270 A
2727.40 2863.81 3006.81 3156.74 3315.34
14390 W W TREATMENT PLANT OPR I 065 13.0400 13.6890 14.3660 15.0910 15.8460 A
2260.26 2372.76 2490.10 2615.77 2746.64
14420 W W TREATMENT PLANT OPR II 115 14.6830 15.4120 16.1840 16.9940 17.8400 A
2545.05 2671.41 2805.22 2945.62 3092.26
14290 WASTEWATER PLANT MECHANIC 245 17.7510 18.6360 19.5700 20.5420 21.5720 A
3076.84 3230.24 3392.13 3560.61 3739.14
PREPARED 5/17/99 , 9:19:16 City of Bakersfield PAGE 5
PROGRAM PRSALSCH Salary Schedule
POSITION # POSITION TITLE GRADE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 OT
26030 ACCOUNTANT I 180 15.8370 16.6300 17.4640 18.3360 19.2540 A
2745.08 2882.53 3027.09 3178.24 3337.36
26050 ACCOUNTING CLERK I 030 10.8260 11.3650 11.9370 12.5350 13.1590 A
1876.50 1969.93 2069.08 2172.73 2280.89
26059 ACCOUNTING CLERK I-TEMP 030 10.8260 A
26060 ACCOUNTING CLERK II 055 11.9630 12.5610 13.1930 13.8490 14.5420 A
2073.58 2177.24 2286.78 2400.49 2520.61
26070 ACCOUNTING CLERK II - CGCC 055 11.9630 12.5610 13.1930 13.8490 14.5420 A
2073.58 2177.24 2286.78 2400.49 2520.61
26069 ACCOI/NTING CLERK II-TEMP 055 11.9630 A
26040 ADMINISTRATIVE ANALYST I 235 17.5400 18.4180 19.3330 20.2980 21.3170 A
3040.26 3192.45 3351.05 3518.32 3694.94
26110 ADMINISTRATIVE ANALYST II 285 18.7650 19.7150 20.7130 21.7660 22.8640 A
3252.60 3417.26 3590.25 3772.77 3963.09
22010 ADMINISTRATIVE ASSISTANT I 180 15.8370 16.6300 17.4640 18.3360 19.2540 A
2745.08 2882.53 3027.09 3178.24 3337.36
22019 ADMINISTR3%TIVE ASSISTANT I-TEM 180 15.8370 A
22020 ADMINISTRATIVE ASSISTANT II 215 16.9740 17.8250 18.7130 19.6480 20.6290 A
2942.16 3089.66 3243.58 3405.65 3575.69
26430 ADMINISTRATIVE TECHNICIAN 215 16.9740 17.8250 18.7130 19.6480 20.6290 A
2942,16 3089.66 3243.58 3405.65 3575.69
25040 ASSISTANT PLANNER 235 17.5400 18.4180 19.3330 20.2980 21.3170 A
3040.26 3192.45 3351.05 3518.32 3694.94
27060 ASSOCIATE PLANNER 360 22.0420 23.1470 24,3020 25.5190 26.7980 A
3820.61 4012.14 4212.34 4423.29 4644.98
27069 ASSOCIATE PLANNER TEMP 360 22.0420 A
27070 ASSOCIATE PLANNER-COMM DEV 360 22.0420 23.1470 24.3020 25.5190 26.7980 A
3820.61 4012.14 4212.34 4423.29 4644.98
24340 AUTOMOTIVE PARTS SPECIALIST I 050 11.8820 12.4720 13.0940 13.7450 14.4360 A
2059.54 2161,81 2269.62 2382.46 2502.24
PREPARED 5/17/99 , 9:19:16 City of Bakersfield PAGE 6
PROGRAM PRSALSCH Salary Schedule
POSITION # POSITION TITLE GRADE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 OT
26470 BENEFITS TECHNICIAN 285 18.7650 19.7150 20.7130 21.7660 22.8640 A
3252.60 3417.26 3590.25 3772.77 3963.09
27140 BUILDING INSPECTOR I 210 16.8850 17.7390 18.6300 19.5770 20.5730 A
2926.73 3074.76 3229.20 3393.34 3565.98
27080 BUILDING INSPECTOR II 265 18.5730 19.5040 20.4760 21.5030 22.5750 A
3219.32 3380.69 3549.17 3727.18 3913.00
27089 BUILDING INSPECTOR II-TEMP 265 18.5730 A
27169 BUILDING PERMIT TECH TEMP 210 16.8850 A
27160 BUILDING PERMIT TECHNICIAN 210 16.8850 17.7390 18.6300 19.5770 20.5730 A
2926.73 3074.76 3229.20 3393.34 3565.98
27520 BUYER I 060 12.8520 13.4970 14.1740 14.8840 15.6260 A
2227.68 2339.48 2456.82 2579.89 2708.50
27540 BUYER II 180 15.8370 16.6300 17.4640 18.3360 19.2540 A
2745.08 2882.53 3027.09 3178.24 3337.36
26129 CASHIER-RECEPTIONIST-TEMP 015 10.3360 A
26180 CLERK STENO I 015 10.3360 10.8560 11.3960 11.9650 12.5670 A
1791.57 1881.70 1975.30 2073.93 2178.28
26220 CLERK TYPIST I 005 9.4280 9.9030 10.3950 10.9170 11.4640 A
1634.18 1716.52 1801.80 1892.28 1987.09
26221 CLERK TYPIST I T-STEP 700 8.4850 A
1470.73
26228 CLERK TYPIST I TEMP-T 700 8.4850 A
26229 CLERK TYPIST I-TEMP 005 9.4280 A
26230 CLERK TYPIST II 025 10.6800 11.2160 11.7800 12.3650 12.9830 A
1851.20 1944.10 2041.86 2143.26 2250.38
26239 CLERK TYPIST II-TEMP 025 10.6800 A
27250 CODE ENFORCEMENT OFFICER I 250 17.7390 18.6300 19.5770 20.5730 21.6010 A
3074.76 3229.20 3393.34 3565.98 3744.17
27260 CODE ENFORCEMENT OFFICER II 295 19.5040 20.4760 21.5030 22.5790 23.7090 A
3380.69 3549.17 3727.18 3913.69 4109.56
PREPARED 5/17/99 , 9:19:16 City of Bakersfield PAGE 7
PROGRAM PRSALSCH Salary Schedule
POSITION # POSITION TITLE GRADE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 OT
27259 CODE ENFORCEMENT OFFR I-TEMP 250 17.7390 A
27370 COMMUNICATIONS TECHNICIAN I 210 16.8850 17.7390 18.6300 19.5770 20.5730 A
2926.73 3074.76 3229.20 3393.34 3565.98
27380 COMMUNICATIONS TECHI~ICIAN II 300 19.9500 20.9460 21.9930 23.0910 24.2450 A
3458.00 3630.64 3812.12 4002.44 4202.46
21500 COMMUNITY SERVICE SPECIALIST 092 13.4940 14.1720 14.8820 15.6280 16.4070 A
2338.96 2456.48 2579.54 2708.85 2843.88
21509 COMMUNITY SERVICE SPECIALIST-T 092 13.4940 A
25200 COMPUTER DRAFTING TECH I 115 14.6830 15.4120 16.1840 16.9940 17.8400 A
2545.05 2671.41 2805.22 2945.62 3092.26
25209 COMPUTER DRAFTING TECH I-TEMP 115 14.6830 A
25240 COMPUTER DRAFTING TECH II 225 17.2090 18.0680 18.9710 19.9200 20.9160 A
2982.89 3131.78 3288.30 3452.80 3625.44
25250 CONSTRUCTION INSPECTOR I 210 16.8850 17.7390 18.6300 19.5770 20.5730 A
2926.73 3074.76 3229.20 3393.34 3565.98
25259 CONSTRUCTION INSPECTOR I-TEMP 210 16.8850 A
25260 CONSTRUCTION INSPECTOR II 265 18.5730 19.5040 20.4760 21.5030 22.5750 A
3219.32 3380.69 3549.17 3727.18 3913.00
26170 DATA ENTRY CLERK 030 10.8260 11.3650 11.9370 12.5350 13.1590 A
1876.50 1969.93 2069.08 2172.73 2280.89
26179 DATA ENTRY CLERK-TEMP 030 10.8260 A
25080 DATA PROCESSING OPERATOR 085 13.3400 14.0110 14.7130 15.4500 16.2220 A
2312.26 2428.57 2550.25 2678.00 2811.81
26350 DEPUTY CLERK 070 13.1450 13.8040 14.4960 15.2170 15.9750 A
2278.46 2392.69 2512.64 2637.61 2769.00
25070 DEVELOPMENT ASSISTANT 235 17.5400 18.4180 19.3330 20.2980 21.3170 A
3040.26 3192.45 3351.05 3518.32 3694.94
25060 DEVELOPMENT ASSOCIATE 360 22.0420 23.1470 24.3020 25.5190 26.7980 A
3820.61 4012.14 4212.34 4423.29 4644.98
25069 DEVELOPMENT ASSOCIATE-TEMP 360 22.0420 A
PREPARED 5/17/99 , 9:19:16 City of Bakersfield PAGE 8
PROGRAM PRSALSCH Salary Schedule
POSITION # POSITION TITLE GRADE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 OT
25120 ENGINEER I 315 20.4460 21.4690 22.5450 23.6720 24.8540 A
3543.97 3721.29 3907.80 4103.14 4308.02
25129 ENGINEER I-TEMP 315 20.4460 A
25150 ENGINEER II 375 23.5140 24.6890 25.9240 27.2230 28.5810 A
4075.76 4279.42 4493.49 4718.65 4954,04
25180 ENGINEERING AIDE I 050 11.8820 12.4720 13.0940 13.7450 14.4360 A
2059.54 2161.81 2269.62 2382.46 2502.24
25189 ENGINEERING AIDE I-TEMP 050 11.8820 A
25210 ENGINEERING AIDE II 090 13.3640 14.0310 14.7290 15.4740 16.2420 A
2316.42 2432.04 2553.02 2682,16 2815.28
25220 ENGINEERING AIDE III 115 14.6830 15.4120 16.1840 16.9940 17.8400 A
2545.05 2671.41 2805.22 2945.62 3092.26
25270 ENGINEERING TECHNICIAN I 265 18.5730 19.5040 20.4760 21.5030 22,5750 A
3219.32 3380.69 3549.17 3727.18 3913.00
26080 FINANCIAL INVESTIGATOR 070 13.1450 13.8040 14.4960 15.2170 15.9750 A
2278.46 2392.69 2512.64 2637.61 2769.00
26260 FIRE DISPATCHER I 045 11.8540 12,4450 13.0700 13,7250 14,4110 A
2054.69 2157.13 2265.46 2379.00 2497.90
26269 FIRE DISPATCHER I - TEMP 045 11.8540 A
26290 FIRE DISPATCHER II 075 13.1600 13.8210 14.5110 15.2390 15.9990 A
2281.06 2395.64 2515.24 2641.42 2773.16
26299 FIRE DISPATCHER II TEMP 075 13.1600 A
21470 FIRE INSPECTOR 135 15.1960 15.9550 16.7540 17.5930 18.4720 A
2633.97 2765.53 2904~02 3049.45 3201.81
21479 FIRE INSPECTOR-TEMPORARY 135 15.1960 A
22130 FLEET SERVICES SYSTEMS ANALYST 145 15.3440 16.1120 16,9200 17.7650 18.6540 A
2659.62 2792,74 2932.80 3079.26 3233.36
25140 GIS ANALYST 220 17.0260 17.8750 18.7690 19.7040 20.6950 A
2951.17 3098.33 3253.29 3415.36 3587.13
27230 }{AZARDOUS MATERIALS SPECIALIST 315 20.4460 21.4690 22.5450 23.6720 24.8540 A
3543.97 3721.29 3907.80 4103.14 4308.02
PREPARED 5/17/99 , 9:19:16 City of Bakersfield PAGE 9
PROGRAM PRSALSCH Salary Schedule
POSITION # POSITION TITLE GRADE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 OT
27010 HUMAN RESOURCES ANALYST I 235 17.5400 18.4180 19.3330 20.2980 21.3170 A
3040.26 3192.45 3351.05 3518.32 3694.94
27019 HUMAN RESOURCES ANALYST I TEMP 235 17.5400 A
26440 HUMAN RESOURCES CLERK 070 13.1450 13.8040 14.4960 15.2170 15.9750 A
2278.46 2392.69 2512.64 2637.61 2769.00
26400 HUMAN RESOURCES TECH/qICIAN 215 16.9740 17.8250 18.7130 19.6480 20.6290 A
2942.16 3089.66 3243.58 3405.65 3575.69
26409 HUMAN RESOURCES TEC~NICIAN-TEM 215 16.9740 A
26310 LEGAL SECRETARY 095 13.8030 14.4950 15.2200 15.9780 16.7720 A
2392.52 2512.46 2638.13 2769.52 2907.14
26319 LEGAL SECRETARY-TEMP 095 13.8030 A
25100 OFFICE SYSTEMS ANALYST 220 17.0260 17.8750 18.7690 19.7040 20.6950 A
2951.17 3098.33 3253.29 3415.36 3587.13
25110 OFFICE SYSTEMS TECHNICIAN 130 15.0810 15.8350 16.6340 17.4620 18.3380 A
2614.04 2744.73 2883.22 3026.74 3178.58
26410 PARK & LANDSCAPE DESIGNER 300 19.9500 20.9460 21.9930 23.0910 24.2450 A
3458.00 3630.64 3812.12 4002.44 4202.46
24440 PARK TECHNICIAN 265 18.5730 19.5040 20.4760 21.5030 22.5750 A
3219.32 3380.69 3549.17 3727.18 3913.00
27050 PLAN CHECKER - RESIDENTIAL 325 21.1440 22.2160 23.3410 24.5250 25.7630 A
3664.96 3850.77 4045.77 4251.00 4465.58
25030 PLANNING TECHNICIAN 185 16.1120 16.9150 17.7610 18.6460 19.5810 A
2792.74 2931.93 3078.57 3231.97 3394.04
21200 POLICE LAB TECHNICIAN 245 17.7510 18.6360 19.5700 20.5420 21.5720 A
3076.84 3230.24 3392.13 3560.61 3739.14
21450 POLICE SERVICE TECHNICIAN 060 12.8520 13.4970 14.1740 14.8840 15.6260 A
2227.68 2339.48 2456.82 2579.89 2708.50
21459 POLICE SERVICE TECHNICIAN-TEMP 060 12.8520 A
25090 PROGRAMMER/ANALYST 220 17.0260 17.8750 18.7690 19.7040 20.6950 A
2951.17 3098.33 3253.29 3415.36 3587.13
PREPARED 5/17/99 , 9:19:16 City of Bakersfield PAGE 10
PROGRAM PRSALSCH Salary Schedule
POSITION # POSITION TITLE GRADE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 OT
27510 PUBLIC/FIRE SAFTETY EDUC SPEC 092 13.4940 14.1720 14.8820 15.6280 16.4070 A
2338.96 2456.48 2579.54 2708.85 2843.88
26000 REAL PROPERTY AGENT I 100 13.9980 14.7030 15.4330 16.2100 17.0210 A
2426.32 2548.52 2675.05 2809.73 2950.30
26010 REAL PROPERTY AGENT II 202 16.2330 17.0450 17.8990 18.7940 19.7340 A
2813.72 2954.46 3102.49 3257.62 3420.56
26020 RECREATION SPECIALIST 180 15.8370 16.6300 17.4640 18.3360 19.2540 A
2745.08 2882.53 3027.09 3178.24 3337.36
27100 REHABILITATION SPECIALIST 265 18.5730 19.5040 20.4760 21.5030 22.5750 A
3219.32 3380.69 3549.17 3727.18 3913.00
26390 REVENUE PROGRAM AIDE 065 13.0400 13.6890 14.3660 15.0910 15.8460 A
2260.26 2372.76 2490.10 2615.77 2746.64
26450 SECRETARY I 055 11.9630 12.5610 13.1930 13.8490 14.5420 A
2073.58 2177~24 2286.78 2400.49 2520.61
26459 SECRETARY I-TEMP 055 11.9630 A
26490 SECRETARY II 070 13.1450 13.8040 14.4960 15.2170 15.9750 A
2278.46 2392.69 2512.64 2637.61 2769.00
26500 SECRETARY II - CGCC 070 13.1450 13.8040 14.4960 15.2170 15.9750 A
2278.46 2392.69 2512.64 2637.61 2769.00
26499 SECRETARY II-TEMP 070 13.1450 A
25139 SENIOR OFFICE SYS ANALYST-TEMP 285 18.7650 A
25130 SENIOR OFFICE SYSTEMS ANALYST 285 18.7650 19.7150 20.7130 21.7660 22.8640 A
3252.60 3417.26 3590.25 3772.77 3963.09
26460 SENIOR POLICE RECORDS CLERK 070 13.1450 13.8040 14.4960 15.2170 15.9750 A
2278.46 2392.69 2512.64 2637.61 2769.00
27340 SENIOR PROPERTY TECHNICIAN 150 15.3650 16.1390 16.9380 17.7870 18.6780 A
2663.26 2797.42 2935.92 3083.08 3237.52
25280 SURVEY PARTY CHIEF 190 16.1440 16.9520 17.8000 18.6900 19.6260 A
2798.29 2938.34 3085.33 3239.60 3401.84
26370 TELECOMMUNICATOR I 075 13.1600 13.8210 14.5110 15.2390 15.9990 A
2281.06 2395.64 2515.24 2641.42 2773.16
MEMORANDUM OF UNDERSTANDING
THE CITY OF BAKERSFIELD AND
THE CENTRAL CALIFORNIA ASSOCIATION OF PUBLIC EMPLOYEES, LOCAL 700
SERVICE EMPLOYEES INTERNATIONAL UNION, AFL/CIO
january 1, 1999 - January 1, 2002
TABLE OF CONTENTS
ARTICLE I - PURPOSE
ARTICLE II - RECOGNITION
ARTICLE III- TERM OF AGREE
ARTICLE IV - RENEWAL
ARTICLE V - MAINTENANCE OF BENEFITS
ARTICLE VI - REPRESENTATION - UNION OFFICERS
ARTICLE VII - UNION STEWARDS
ARTICLE VIII - NO STRIKE OR LOCKOUT
ARTICLE IX - MANAGE RIGHTS
ARTICLE X - RESERVED
ARTICLE XI - PROCESSING OF FORMAL GRIEVANCES
ARTICLE XII - EQUAL OPPORTUNITY EMPLOYMENT
ARTICLE XIII - PERS PICK-UP
ARTICLE XIV - COMPENSATION
ARTICLE XV - STAND-BY PAY
ARTICLE XVI - RETIRF_2vEENT
ARTICLE XVII - PROMOTIONS
ARTICLE XVIII - CITY INSURANCE CONTRIBUTION
ARTICLE XIX - HEALTH AND SAFETY
ARTICLE XX - SAFETY EQUIPMENT
ARTICLE XXI - TRAINING
ARTICLE XXII - PREMIUM COMPENSATION
ARTICLE XXIII - HOLIDAYS
ARTICLE XXIV - SHIFT ASSIGNMENTS
ARTICLE XXV - SHIFT DIFFERENTIAL
ARTICLE XXVI - UNIFORM ALLOWANCE
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Table of Contents
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ARTICLE XXVII - TOOL ALLOWANCE
ARTICLE XXVIII - BILINGUAL PAY
ARTICLE XXIX - COMPENSATORY TIME
ARTICLE XXX - SICK LEAVE
ARTICLE XXXI - PERSONAL NECESSITY LEAVE
ARTICLE XXXII - DEFERRED COMPENSATION PLAN
ARTICLE XXXIII - PAYROLL DEDUCTIONS
ARTICLE XXXIV - CLASSIFICATION REQUESTS
ARTICLE XXXV - LONGEVITY PROGRAM
ARTICLE XXXVI - RETIREE MEDICAL
ARTICLE XXXVII - TRAINING STEP
ARTICLE XXXVIII - DRUG TESTING
ARTICLE XXXIX - COURT CALL BACK
ARTICLE XL - VACATION
ARTICLE XLI - CERTIFICATION PAY
ARTICLE XLII - JURY DUTY
ARTICLE XLIII - IRS 125 PROGRAM
ARTICLE XLIV - RESIDENCY REQUIREMENT
ARTICLE XLV - PAYROLL CHANGES
ARTICLE XLVI - AGENCY SHOP
ARTICLE XLVII - SEVERABILITY
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Fimal
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF BAKERSFIELD AND
CENTRAL CALIFORNIA ASSOCIATION OF PUBLIC EMPLOYEES, LOCAL
700
SERVICE EMPLOYEES INTERNATIONAL UNION, AFL/CIO
The duly authorized representatives of the City of Bakersfield,
herein after referred to as "The City" and the Central California
Association of Public Employees, Local 700, Service Employees
International Union, AFL/CIO, hereinafter referred to as "The
Union", having met and conferred in good faith concerning the
issues of wages, hours and other terms and conditions of
employment, as herein set forth, declare their agreement to the
provisions of this Memorandum of Understanding.
ARTICLE I - PURPOSE
It is the purpose of this Memorandum of Understanding to promote
and provide the harmonious relations, cooperation and
understanding between Management and the employees covered by this
Memorandum; to provide an orderly and equitable means of resolving
any misunderstanding; and to set forth the full and entire
understanding of the parties reached as a result of good faith
meeting and conferring regarding the wages, hours and other terms
and conditions of employment covered by this Memorandum.
ARTICLE II - RECOGNITION
Section 1 . Pursuant to the provisions of the City
Employer-Employee Relations Ordinance, Supplemental Rules and
Regulations and applicable State law, the Central California
Association of Public Employees, Local 700, S.E.I.U., AFL/CIO is
recognized as the majority representative of the City employees in
the Blue Collar Unit and While Collar Unit and as the exclusive
bargaining agent for the employees in said Units.
Section 2. The term "employee" or "employees" as used herein
shall refer only to the regular and probationary employees
employed by the City in said Unit in the employees classifications
comprising said Units as well as such classes as may be added
hereafter by mutual agreement between the City and the Union
according to the provisions of the City Employer-Employee
Relations Ordinance.
Section 3. Nothing contained in this Memorandum shall prohibit
any employee of the Blue Collar Unit or White Collar Unit of the
City of Bakersfield, who is not a member of S.E.I.U., Local 700
from appearing in his/her own behalf in his/her employment
relations with the City.
Final
ARTICLE III- TERM OF AGREEMENT
The City and the Union agree that the term of this Agreement shall
commence on January 1, 1999, and expire at 12:00 midnight on
January 1, 2002.
ARTICLE IV - RENEWAL
Except as provided herein, the City and the Union agree that, for
the term of this Agreement, each party waives the right and each
agrees that the other party shall not be obligated to meet and
confer with respect to any subject or matter pertaining to or
covered by this Agreement, except as to meeting and conferring
over the renewal or continuation of this Agreement. The City and
the Union further agree that meeting and conferring over the
renewal or continuation of this Agreement shall be initiated and
conducted in accordance with the applicable sections of the City
of BakersfieldEmployer-Employee Relations Ordinance, Supplemental
Rules and Regulations and that every effort will be made to reach
an agreement prior to the expiration of this Agreement on January
1, 2002. It is further agreed that nothing in this Agreement
shall in any way diminish the rights of the employees, the City or
the Union as established by the Meyers-Milias-Brown Act of the
State of California and all amendments thereto, except as herein
provided.
ARTICLE V - MAINTENANCE OF BENEFITS
Section 1. The City and the Union agree that the following
benefits shall remain in full force and effect for the duration of
this Agreement: Hours of Work, Call-Back, Overtime, Jury Duty,
Sick Leave and Vacation except as modified herein.
Section 2. It is understood that existing ordinances, resolutions
and policies of the City cover matters pertaining to
employer-employee relations including, but not limited to,
salaries, wages, benefits, hours and other terms and conditions of
employment. Therefore, it is agreed that all such ordinances,
resolutions and policies including the City of Bakersfield
Employer-Employee Relations Ordinance, Supplemental Rules and
Regulations are hereby incorporated herein as though set forth in
full.
ARTICLE VI - REPRESENTATION - UNION OFFICERS
Section 1. The City and the Union agree that Union Officers and
Representatives will be allowed to meet with City Management on
City time for the purpose of meeting and conferring in good faith
without loss of pay or any benefits.
Final
Section 2. The Union agrees to provide the City Human Resources
Manager with a list of the Union Officers and Representatives with
their job classification, who are authorized to meet and confer in
good faith.
Section 3. The City agrees that authorized Union staff members
shall be given access to work locations during working hours to
conduct Union grievance investigations and/or observe working
conditions. Such visits are to be made in accordance with the
procedures outlined in the applicable sections of the City of
Bakersfield Employer-Employee Relations Ordinance, Supplemental
Rules and Regulations.
Section 4. The City agrees to allow authorized Union
representatives access in City facilities before and after working
hours in order to present facts regarding benefit programs.
ARTICLE VII - UNION STEWARDS
Section 1. The City agrees that the Union may designate up to ten
(10) Stewards per Bargaining Unit to represent employees in the
processing of grievances. It is further agreed the Union may
designate alternate Stewards for use when a Steward is on an
approved leave of absence or vacation.
Section 2. The Union shall furnish Management Representatives
with a written list identifying by name and work location all
regular and alternate Stewards and the list shall be kept current
by the Union at all times.
Section 3. The Steward is to begin investigating a grievance only
after the employee has tried to resolve the problem with his/her
immediate supervisor and the two parties failed to reach a
resolution of the problem.
ARTICLE VIII - NO STRIKE OR LOCKOUT
The City and the Union agree that during the term of this
Agreement the City will not lockout employees and the Union will
not engage in labor practices detrimental to providing services to
the citizens of Bakersfield; or detrimental to the interests of
the City, nor will the Union sanction, support, condone,approve or
engage in any strike, sick-in, slow down, work stoppage or speed
ups. The City and the Union further agree that all matters of
controversy coming within the scope of this Agreement will be
settled by established grievance procedures.
Final
ARTICLE IX - MANAGEMENT RIGHTS
The parties hereto recognize the City has and will retain the
exclusive right to manage and direct the performance of City
services and the work forces performing such services. The City
and Union agree that nothing in this Memorandum of Understanding
shall in any way abridge, restrict or modify the rights and
prerogatives of the City and its employees as set forth in
Sections 3.16.040, 3.16.050 and 3.16.060 (c) of Ordinance No. 2154
and said sections are hereby incorporated by this reference and
made a part hereof as though s~t forth in full.
The City shall, however, give the Union reasonable notice of any
plan to contract work currently performed by Union Members. Upon
request, the City will meet with the Union to explain the reason
for the decision to contract out and to solicit Union views on the
proposal. Nothing in this section shall be construed to limit the
right of the City Council to contract out work in its sole
discretion.
ARTICLE X - RESERVED
ARTICLE XI - PROCESSING OF FORMAL GRIEVANCES
Section 1. The Union agrees that whenever investigations or
processing of a grievance is to be transacted during working
hours, only the amount of time necessary to bring about a prompt
disposition of the matter will be utilized.
Section 2. Stewards will be permitted reasonable time off with
pay for the investigation and processing of grievances. Stewards,
when leaving their work locations to transact such investigations
or processing, shall first obtain permission from the Department
Head or his/her designees and inform him/her of the nature of the
business. Permission to leave will be granted promptly unless
such absence would cause an undue interruption of work.
Section 3. Upon entering a work location, the Steward shall
inform the cognizant Department Head and Supervisor of the nature
of his/her business. Permission to leave the job, but not the
location, will be granted promptly to the employee unless such
absence would cause undue interruption of work. If the employee
cannot be made available the Steward will be immediately informed
when the employee will be made available.
Section 4. The parties agree that: all formal grievances will be
processed in accordance with the City's grievance procedure. The
parties also agree that any grievance over the interpretation of
the terms and conditions of this Agreement may be submitted
through the grievance procedure for resolution.
4
Final
Section 5. The City agrees to alter its formal grievance
procedure as follows: Grievances which are not settled pursuant
to the grievance procedure at the City Manager's level shall be
further considered in the following manner: Upon written response
from the City Manager, the affected employee shall have the option
of a third party advisory review.
Such advisory review shall be conducted as follows:
The City and Union shall select one representative for the
purpose of selecting a third party who shall hold a hearing
for the purpose of reviewing the City Manager's decision.
The agreed to third party, shall, as soon a practical, but
not later than thirty (30) days, hold closed hearings on the
grievance which shall be held in conformity to normal hearing
procedures.
Either the City or the Union may call any employee as a
witness and the City agrees to release said witness from work
if he/she is on duty. Any employee called as a witness by
the City shall be debited for any hours not worked while on
such call. Employees called by the Union may be reimbursed
by the Union for any loss of pay for time off.
The third party shall have no power to alter, amend, change,
add to or subtract from any of the terms of this Memorandum.
The opinion of the third party shall be based solely.upon the
evidence and arguments given by the respective parties in the
presence of each other.
E. Either party may be represented by legal counsel.
Parties shall pay their own expenses except for the third
party whose expenses shall be shared equally.
The opinion of the third party shall be strictly advisory and
shall be submitted to the employee or his/her designated
representative and to the City Manager for his/her further
consideration.
No opinion of the third party shall require the exercise of
the legislative authority of the City Council nor shall it
contravene any existing City Ordinance, City Charter or State
law. The opinion of the third party shall be in writing
within twenty (20) days from the close of the hearing.
Final
ARTICLE XII - EQUAL OPPORTUNITY EMPLOYMENT
The City and the Union agree that the provisions of this Agreement
shall be applied equally to all employees covered herein without
favor or discrimination because of race, creed, color, sex, age
handicap, marital status, national origin, political or religious
affiliations or union membership.
ARTICLE XIII - PERS PICK-UP
At the beginning of the employee's seventh (7th) uninterrupted
year of service, the City will pay the full portion of the normal
contributions required to be paid by the employee to the Public
Employees' Retirement System. Such payments by the City shall be
reported as normal contributions and shall be credited to said
employees' accounts pursuant to Government Code Section 20615.
This PERS pick-up is done in accordance with Section 414H (2) of
the Internal Revenue Code.
The City and Union have discussed the fact that PERS has
questioned this method of paying the employees retirement
contribution. Should PERS find this to be improper; the parties
agree to reopen negotiations to replace this practice with a like
salary/benefit provision.
ARTICLE XIV - COMPENSATION
Effective December 21, 1998, salary ranges shall be increased by
two point five percent (2.5%) for all classifications covered
under the terms of this Agreement and employed at the time of its
execution. Effective December 20, 1999, the salary ranges shall
be increased by two point five percent (2.5%) for all
classifications. Effective December 18, 2000, the salary ranges
shall be increased by two point five percent (2.5%) for all
classifications.
ARTICLE XV - STAND-BY PAY
The City and the Union agree that when an employee is officially
designated by management to remain available to return to work at
any time during specific hours outside of normal working hours the
employee shall receive forty dollars ($40) per each eight (8)
hours on stand-by or faction thereof, effective January 4, 1999.
Such pay shall be in addition to any call-back compensation. To
the extent feasible, the parties agree that stand-by shall be
assigned on an equitable basis to all eligible employees.
Final
ARTICLE XVI - RETIREMENT
The City shall maintain in effect the two percent (2%) at 55
retirement formula, including the Military Service Credit pursuant
to Section 20930.3.
1959 Survivors Benefits. As soon as possible, the City shall
amend its contract with PERS to provide for the Fourth Level 1959
Survivors Benefits.
ARTICLE XVII - PROMOTIONS
The City agrees that whenever there are, in the employ of the
City, a sufficient number of employees who meet the minimum
qualifications for an open position and have performed at the
standard level or above, the job examination for that position
shall be given on a promotional basis.
ARTICLE XVIII - CITY INSURANCE CONTRIBUTION
The City and Union have agreed that all future meeting and
conferring and decisions regarding the structure of medical/dental
insurance coverages shall take place through the Joint
City/Employee Medical Insurance Committee. The Committee shall
consist of representatives from each Unit and the City. There
shall be a good faith effort to make all decisions by October 31
of each year. Discussions as to the City's contribution toward
medical/dental insurance shall continue to be determined through
the formal meet and confer process between the City and the
individual Units.
Medical, Vision and Dental Benefits. The City and employees
shall share bi-weekly contributions towards a medical, vision and
dental plan for all employees of these Units subject to the
following contributions:
Employee
Only
Employee
+1
Fee Dental HMO Dental Fee Dental Dental HMO
Fee Health HMO Health HMO Health Fee Health Employee
Vision Vision Vision Vision Contribution
80% 80% 80% 80% 20%
80% 80% 80% 80% 20%
Family 80% 80% 80% 80% 20%
Final
Life Insurance. For the term of this Agreement, the City shall
maintain in effect the existing life insurance coverage of Twelve
Thousand Dollars ($12,000).
DisabilitV Insurance. Employees in the Blue and White Collar
Units may voluntarily participate at their expense, in the long
term disability program currently offered to Supervisory and
Management employees. The terms and conditions for this benefit
shall be the same as provided for Supervisory and Management
employees.
ARTICLE XIX - HEALTH AND SAFETY
Section 1o The City and the Union agree to abide by all
provisions of the California Plan approved in accordance with the
provisions of the Federal Occupational Safety and Health Act of
1970 and any legislation as may be passed by the State of
California to implement that plan.
Section 2. The City agrees that any safety courses the employees
are required to take will be provided on City time with pay.
Section 3. The City agrees to maintain a Safety Program in
accordance with and where required by law.
Section 4. The Union agrees to support without qualification, the
City's Safety Program and will encourage its members to attend
safety courses and to obtain First Aid Certificates if required by
the City and made available on City time.
Section 5. Both the City and the Union recognize the need and
will strive to reduce the number of industrial injuries among the
employees. Employees are expected to report for work in suitable
clothing including appropriate footwear for the type of work to be
performed.
Section 6. It is the duty of Management to make every reasonable
effort to provide and maintain a safe place of employment. Local
700 will cooperate by encouraging all employees to perform their
work in a safe manner. It is the duty of all employees in the
course of performing their regularly assigned duties to be alert
to unsafe practices, equipment and conditions and to report any
such unsafe practices or conditions to their immediate
supervisors. If such condition cannot be satisfactorily remedied
by his/her immediate supervisor, any employee has the right to
submit the matter either personally or through the Steward to
his/her Department Head or his/her designated representative.
Final
Section 7. Wastewater and Sewer Maintenance classifications shall
be provided with hepatitis vaccinations.
ARTICLE XX - SAFETY EQUIPMENT
The City and the Union agree that the City will either provide all
safety equipment required by the City or will reimburse the
employee for purchasing the equipment whenever such equipment has
been required by the City as necessary on the job. Such equipment
shall include, but not be .limited to, safety shoes, safety
glasses, helmets, gloves, boots, life jackets and all related
safety items. Both parties agree that the City shall retain the
right to determine the minimum specifications of the safety
equipment, procurement procedures and limitations and exclusions.
ARTICLE XXI - TRAINING
The City and Union recognize that the training programs and the
advancement of employees to positions of higher skills are matters
of great importance and interest to the City, the Union and the
employees covered by this Agreement. The City and Union agree
that all costs and time for training or instruction required by
the City shall be paidby the City; however, the City shall retain
the right to determine what training is required for the employee
to improve his/her performance on the job and to make such
training a condition of employment. Whenever possible and
practical, the City will rotate the scheduling of employees into
training programs in order to assure employees an equal
opportunity in advancing to higher classifications.
ARTICLE XXIi - PREMIUM COMPENSATION
Section 1. The City and the Union agree that it is the intent of
Departmental Management, whenever possible, to avoid working an
employee out-of-classification for a prolonged period of time.
It is further agreed that working an employee
out-of-classification will occur only to meet work requirements
within the City. When performing duties assigned by the
Supervisor, for the majority of the scheduled shift, the employee
shall be compensated for the full work day at the rate of the
higher compensation For the purpose of this Article, an
out-of-class assignment is the full-time performance of the
majority of the duties of a full-time position in one (1) class by
an employee in a position in another class.
A minimum of five percent (5%) premium pay shall be provided for
the period of out-of-class work and a minimum of ten percent (10%)
premium pay whenever the out-of-class work: 1) involves work in a
classification whose compensation is twenty percent (20%) higher
Final
than the position held by the employee,or 2) involves grade
skipping within normal promotional sequences. (Example of grade
skipping is an Equipment Operator I being assigned the job duties
of Equipment Operator III.)
In no case, shall the out-of-classification pay be less than Step
"1" nor shall the pay exceed Step "5" of the higher
classification.
Section 2. Sanitation emp. loyees working alone on a route
designated by the City as a two-person route shall be compensated
with an additional four (4) hours of straight time pay.
Section 3. The City and the Union agree that when an employee is
assigned as follows, they shall receive a five percent (5%)
increase during the period of such lead assignment:
When any Blue Collar or White Collar employee is assigned ~
responsibility over any work release or community service
workers.
When any White or Blue Collar employee is assigned lead
worker responsibility over a crew of three (3) or more
temporary, extra help or full-time employees and whose job
description does not include lead responsibilities. A crew
of three (3) means, a crew of three (3) including the lead
worker.
Unless a supervisor is present, a lead employee is to be
designated and paid lead assignment pay for the night sweeper
crew.
Section 4. Need to add side letter language here regarding
outline of premium compensation changes.
ARTICLE XXIII - HOLIDAYS
All eligible employees in the Blue and White Collar Units
shall observe the following eight-hour holidays with pay:
1999
Monday January 18
Monday February 15
Monday May 31
Monday July 5
Monday September 6
Thursday November 11
Thursday November 25
Friday November 26
Martin Luther King, Jr. Day
Presidents' Day
Memorial Day
Day after Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving Day
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Final
Friday
Friday
December 24
December 31
Christmas Eve
New Year's Eve
Three floating holidays to be credited June 21, 1999.
Previously accrued floating holidays must be used by June 20,
1999, or they will be forfeited.
Year 2000
Monday January 17'
Monday February 21
Monday May 29
Tuesday July 4
Monday September 4
Friday November 10
Thursday November 23
Friday November 24
Monday December 25
Monday
Martin Luther King, Jr. Day
President's Day
Memorial Day
Independence Day
Labor Day
Day before Veteran's Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Day
January 1,2001 New Years Day
Three floating holidays to be credited June 19, 2000.
Previously accrued floating holidays must be used by June 18, 2000
or they will be forfeited.
Year 2001
Monday
Monday
Monday
Wednesday
Monday
Monday
Thursday
Friday
Monday
Tuesday
Monday
Tuesday
January 15
February 19
May 28
July 4
September 3
November 12
November 22
November 23
December 24
December 25
December 31
Martin Luther King, Jr. Day
President's Day
Memorial Day
Independence Day
Labor Day
Day after Veterans Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Eve
Christmas Day
New Year's Eve
January 1,2002 New Year's Day
One floating holiday to be credited June 18, 2001
Previously accrued floating holidays to be used by June 17, 2001
or they will be forfeited.
Employees shall also receive every day designated by the
President, Governor and City Council as special holidays in
commemoration or in memorial of an extraordinary occurrence as
paid holidays.
ll
Whenever a holiday falls on a Sunday, the following Monday
shall be observed. Whenever a holiday falls on a Saturday,
none of the above shall be observed as a holiday.
Employees assigned to seven-day per week shift schedules
shall observe the actual, not the observed holiday.
Floating Holidays. Each employee in the Blue and White
Collar Unit, who is employed by the City when a floating
holiday is credited, shall be eligible for that floating
holiday. Floating holiday(s) must have prior departmental
approval and shall be consistent with the efficient operation
of the affected department and its activities.
Sanitation Holidays. The Sanitation Division will work all
designated holidays, excluding New Year's Day, Thanksgiving
Day, Christmas Day, July 4th and those days the landfill is
closed. Employees working on the next scheduled route day
following a holiday off shall be paid an additional four (4)
hours of straight time for that day. Overtime compensation
on those days (next scheduled route day) shall commence with
the ninth hour of actual work.
ARTICLE XXIV - SHIFT ASSIGNMENTS
The City agrees to continue its present practice at the Public
Works Department in scheduling shift assignments. If changes are
made, the City will meet and consult with the Union prior to
making said changes.
ARTICLE XXV - SHIFT DIFFERENTIAL
A shift differential of $.65 per hour shall be paid any
employee when the majority of their shift falls between the
hours of 3 p.m. and 12 midnight. Effective January 4, 1999,
shift differential shall increase to $ .75 per hour.
A shift differential of $1.00 per hour will be paid any
employee when the majority of their shift falls between 12
midnight and 7 a.m. Effective January 4, 1999, shift
differential shall be increased to $1.10 per hour.
ARTICLE XXVI - UNIFORM ALLOWANCE
All employees in the Blue Collar Unit required to wear uniforms
will be furnished such uniforms at no cost to the employees. The
City shall provide employees with eleven (11) uniforms during each
bi-weekly uniform cleaning cycle.
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Final
Except for Police Service Technicians, non-safety personnel
employed in the Police Department who are required-by the Chief of
Police to wear a uniform, and Fire Dispatchers, shall be provided
effective July 1, 1999 with a Four Hundred Four Dollar ($404) per
year uniform allowance. Police Service Technicians and Fire
Prevention Personnel required to wear a uniform shall receive a
Five Hundred Ninety-Seven Dollar ($597) per year uniform
allowance. Effective July 3, 2000, the above uniform amounts
shall be modified to Four Hundred Twenty-Nine Dollars ($429) and
Six Hundred Thirty Four Dollars ($634) per year respectively.
Effective July 2, 2001, the above amounts shall be modified to
Four Hundred Fifty-Five Dollars ($455) and Six Hundred Seventy-One
Dollars ($671) per year respectively. This allowance is to be
paid in advance every six months on a pro rata basis, The City
shall provide at no cost to the employee all required patches and
chevrons.
The City shall provide all employees required to wear uniforms,
provided through a uniform service with a choice of 100% cotton or
poly blend uniforms.
Effective January 4, 1999, the City shall pay a boot allowance of
up to One Hundred ($100) dollars per calendar year for each
employee required to wear boots. Boot reimbursement will be paid
upon receipt of sales slip.
ARTICLE XXVII - TOOL ALLOWANCE
The following classifications who are employed as of January 1,
and are required to provide a complement of hand tools as approved
by the Public Works Director, shall be reimbursed by the City for
approved tool purchases:
Equipment Mechanics
Trades Assistants
Automotive Service Workers
Up to $400.00
Up to $275.00
Up to $150.00
Trades Assistants shall provide two-thirds (2/3) of the full tool
set as per the established tool list. Automotive Service Workers
shall provide one-third (1/3) of the full tool set to be
determined by management.
Tools purchased pursuant to this Section remain the property of
the employee.
ARTICLE XXVIII - BILINGUAL PAY
Employees who have been designated by the City Manager and
regularly utilize bi-lingual skills in their job or as a
departmental translator for the City, shall receive Twenty-Five
]3
Final
($25.00) Dollars per pay period for such services. To be
eligible, an employee must pass a test demonstrating their
bilingual conversational fluency and will be subject to periodic
retest.
The City Manager shall designate qualifying languages and
authorize the number of positions to receive bi-lingual pay based
upon the needs of the City. Notwithstanding the above, all
personnel shall utilize any language skills they possess to the
best of their ability in handling their responsibilities. In case
of an emergency, all employees will use whatever language skills
they possess to assist to the maximum extent possible.
ARTICLE XXIX - COMPENSATORY TIME
The accumulation of compensatory time shall not exceed eighty (80)
hours. Any compensatory time in excess of eighty (80) hours shall
be automatically paid if management is unable to schedule the time
off. The use of comp time shall be scheduled through mutual
agreement between the employee and management. Management may
establish the time off for comp time in excess of forty (40) hours
where mutual agreement cannot be reached. Employees retain the
right to cash payment for any comp time on the books, subject to
budgetary restraints.
ARTICLE XXX - SICK LEAVE
Blue and White Collar Unit employees accrue sick leave at the rate
of twelve (12) days per calendar year, with a maximum accrual of
one hundred twenty (120) days. An employee who has an accrued
balance at the end of the calendar year, which exceeds one hundred
twenty (120) days, will receive one hundred percent (100%) of
his/her accruals in excess of 120 days as vacation and may convert
and be paid for up to seventy-five percent (75%) of that amount of
vacation. The amount to be converted must be designated by the
employee no later than the following January 31, which will be
paid to employee the second pay day in February. Employees
receiving the above conversion will not receive any sixty (60) to
one hundred twenty (120) day conversion of sick leave for that
calendar year. The previously established non-conversion sick
leave "bank" will no longer exist for this group.
For the term of this agreement, the parties agree that individuals
retiring with a service retirement shall be entitled to a premium
sick leave pay-out. Specifically, individuals shall receive an
additional 25% of accrued sick leave compensation at the time of
retirement beyond that provided for in City Code Section 2.84,570.
This payment shall not be considered gross renumeration for
purposes of retirement.
Except as provided below, any employee converting the service
14
Final
retirement to a disability retirement within five (5) years of the
date of retirement shall refund this premium sick leave payment to
the City. If repayment is required, a reasonable repayment
schedule shall be established between the employee and the City.
Exceptions to the repayment requirement may be made as follows:
No repayment shall be required if an employee dies after
retirement and the survivor's allowance is converted to a
disability allowance.
The City Manager will waive repayment in the event of a
catastrophic event resulting in substantial disability from
heart attack, stroke or cancer for the employee. Substantial
disability is defined as a disability which would have
recruired the retirement of the employee if still in active
service.
ARTICLE XXXI - PERSONAL NECESSITY LEAVE
The City agrees to allow each employee covered by this Agreement
to utilize eight (8) hours per year as Personal Necessity Leave,
chargeable to Sick Leave. Such leave is designed to permit
employee time off during normal working time to conduct personal
business. Personal Leave shall require prior approval and shall
be taken in minimum two (2) hour increments.
ARTICLE XXXII - DEFERRED COMPENSATION PLAN
All probationary and regular employees in the Blue and White
Collar Units of the City shall be eligible to participate in the
City's Deferred Compensation Plan.
ARTICLE XXXIII - PAYROLL DEDUCTIONS
The City agrees to provide payroll deductions for Union dues and
benefit programs at no cost to the employees or Union.
ARTICLE XXXIV - CLASSIFICATION REQUESTS
Requests for classification consideration will be processed once a
year on February 1, except those requests of an emergency nature
(as determined by the Human Resources Office) may be acted upon
regardless of the submission date and presented for review outside
the routine schedule. The effective date of any proposed upward
classification will be implemented with the budget in the year
that it is approved.
Normally, position reviews will be generated in one of two ways:
1. by request of the employee and/or
by request of the Department Head
Prior to reaching any final decision, the Human Resources Office
shall forward its draft findings to the employee and shall
consider any comments the employee may have on the draft report.
If the recommendation of the Human Resources Office is negative,
no further action shall be taken on the request. If the
recommendation is positive, it shall be subject to the approval of
the appropriate Civil Service Commission and City Council.
The parties agree to continue negotiations on the issue of
revising the City's reclassification procedure.
ARTICLE XXXV - LONGEVITY PROGRAM
Unit members shall be eligible for a Longevity Pay Program as
follows:
10 or more uninterrupted years of City service 2% of Base Pay.
15 or more uninterrupted years of City service 4% of Base Pay.
20 or more uninterrupted years of City service 6% of Base Pay.
The amounts above are not cumulative.
Employees hired after January 1, 1985, shall not be eligible for
Longevity Pay.
ARTICLE XXXVI - RETIREE MEDICAL
Eligibility for and contributions toward retiree medical insurance
shall be as set forth in Bakersfield City Council Resolution
#227-88 (See Exhibit I).
Any employee eligible to receive retiree medical insurance
coverage who is eligible for Medicare coverage whether through the
City of Bakersfield, other employers, spouse coverage, or for any
other reason, shall be required to obtain and utilize such
coverage as a condition for receiving coverage under the City's
plan.
Retiree Medical - EmDlovees hired after April 1, 1996. Employees
hired after April 1, 1996 will be eligible for retiree medical
under the following conditions:
a)
Participation in the City retiree medical insurance plan will
be offered to those employees who retire following twenty
(20) years of permanent service or retire due to disability.
Such retirees will receive a premium subsidy based upon 3%
per year of service up to a maximum of 30 years (90%), of the
lower of the HMO or Fee-For-Service Single rate. In no case
shall a retiree in this class receive more than 90% of their
16
b)
Final
applicable rate structure (i.e. single without Medicare rate,
single with Medicare rate, etc.) in subsidies from the City.
Any employee eligible to receive retiree medical insurance
coverage who is eligible for Medicare coverage (Part A)
whether through the City of Bakersfield, other employers,
spouse coverage, or for any other reason, shall be required
to obtain and utilize such coverage as a condition for
receiving coverage under the City's retiree medical plan.
c)
Employees after April 1, 1996 shall not be eligible to
receive the 42% Fee-For-Service plan subsidy.
ARTICLE XXXVII - TRAINING STEP
A Training ("T") Step exists for the following classifications:
Clerk Typist I
Trades Assistant
Facility Worker
Fleet Service Worker I
Service Maintenance Worker
Maintainer CGCC
This step shall be'ten percent (10%) below Step "1" Newly hired
employees shall be hired at the "T" Step whenever, in the opinion
of the City, the hiree is not fully prepared to function in their
classification until a training period has been completed.
Employees shall be advanced to Step "1" by the end of six (6)
months of continuous service. Time spent in the "T" Step shall
count towards satisfying the probationary period.
ARTICLE XXXVIII - DRUG TESTING
Introduction. The goal and intent of this program is the
rehabilitation and assisting of first-time offenders with drug
problems. However, action taken against an employee shall be
determined by individual circumstances of each case and
disciplinary action, up to and including termination, is possible.
Authority for TestinG. Only an employee's Department Head or
his/her designee, acting in the absence of the Department Head,
may order a drug test.
Conditions Allowing for TestinG. Employees may be subjected to
drug testing if the City has a reasonable suspicion that the
employee is using: 1) illegal drugs, 2) prescription drugs
without or contrary to a prescription, or 3) being under the
influence of alcohol during working hours.
]7
Final
Reasonable suspicion shall mean one or more of the following
exists as determined by the Department Head or his/her designee:
1. Having more evidence for than against·
An apparent state of facts and/or circumstances which would
lead a reasonable person to believe an individual was using
drugs/narcotics.
A reasonable grounds for belief in the existence of facts or
circumstances warranting an order to submit to a drug test.
Testin~ Procedure.
by the City to:
Detailed testing procedures shall be developed
1. Positively identify employees prior to testing.
2. Provide for employee privacy and security of samples.
Establish if an employee is taking any drugs legitimately
under medical supervision.
Develop a two-step test. Both urine and blood samples shall
be drawn unless the employee waives his/her right to the
blood sample. Any specimen testing positive in the
urinalysis shall be subject to confirmation by blood test
unless waived. No notification shall be given of initial
positive tests until the confirmation blood test has been
completed and is positive. At the time the samples are
drawn, a second set of samples shall be taken and sealed.
Should the original blood test show positive, the second
sealed set of samples shall be retained for six (6) months to
allow for further testing in the event of a dispute.
Testin~ AGent. The laboratory selected to conduct the analysis
must be experienced and capable of quality control, documentation,
chain of custody, technical expertise and demonstrated
proficiency.
ARTICLE XXXIX - COURT CALL BACK
Unit employees in the Police Department shall receive a minimum of
three (3) hours compensation at the appropriate rate of pay when
called back for court appearances.
ARTICLE XL - VACATION
Vacation accrual shall be as follows:
Final
Years Days
0-4 10
5-13 15
14+ 20
ARTICLE XLI - CERTIFICATION PAY
When the City requires an employee as a condition of
employment or request the employee to voluntarily obtain
and/or maintain a State 9r National certification, the City
shall reimburse the employee for any cost of obtaining and/or
renewing the certification.
The City shall reimburse employees for any cost of obtaining
and/or renewing a City required driver's license, above the
cost of a class "C" license.
Effective January 1, 1999, employees who have been designated
by their department head and regularly use specialized skills
for which a state or national certification is required in
their job, shall receive annual certification pay, to be paid
in the last pay period of December of every year, for such
services. To be eligible, an employee must pass the test
given by the certifying agency, obtain required continuing
education units and keep certification current. The
certification pay will only be paid if an employee maintains
the certification for an entire calendar year. The
certification must not be a requirement listed in the job
specification in order to obtain the job.
The recognized certifications are:
California State Water Resources
Control Board Grade III (Waste Water)
$1,500
Certified Backflow Prevention
Assembly Tester (Parks)
$1,500
Pest Control Advisor License
(Parks)
$1,000
Combination of D.O.T. Hydrotester and
State Fire Marshal Fire Extinguisher
(Fire}
$1,000
Qualified Applicator License (Parks)
$500
Certified Arborist (Parks)
$500
Certified Pool/Spa Operator (Recreation)
]9
$500
Fimal
Automotive Service Excellence (ASE)
certificates (Equipment Maintenance)
$50 per
certificate*
*Maximum
Fleet Service Worker I
Fleet Service Worker II
Fleet Mechanic (All)
Fleet Parts Specialist
$200
$300
$500
$100
Those employees who hel~ and maintained the certification
which was required by the Department for the entire year of
1998, will be paid the certification pay upon ratification of
the agreement.
ARTICLE XLII - JURY DUTY
The City shall provide for paid leave, when an employee is
subpoenaed to Jury Duty and/or to appear as a witness in court in
Kern County on matters of civic concern. Examples of matters of
civic concern would include criminal matters, accidents, etc.
ARTICLE XLIII - IRS 125 PROGRAM
The City has implemented the IRS 125 Program for payment of
medical insurance premiums, child care and unreimbursed expense.
Employees may voluntarily participate in the child care and
unreimbursed medical portions of the program.
ARTICLE XLIV - RESIDENCY REQUIREMENT
The residency requirement for Unit employees shall require that
employees maintain residency within forty-five (45) minutes normal
driving time from City Hall. Normal driving time shall be defined
as driving the most direct route at the posted speed limit.
ARTICLE XLV - PAYROLL CHANGES
The City shall maintain in effect the voluntarily direct
deposit program for unit employees with the following
provisions:
Require all regular employees hired on or after January
1, 1994 to participate in direct deposit. Participation
shall be voluntary for employees prior to January 1,
1994.
Eliminate payoff checks for sick leave converted to
vacation with all such payoffs being added to the
regular paycheck.
20
Final
Limit employees to changing financial institutions once
annually when participating in direct deposit.
Employees are responsible for investigating errors in
direct deposit with their bank.
City will give notice to the Union should it wish to
change any of the paycheck release times currently in
effect.
The City will give reasonable advance notice if it will
be unable to provide direct deposit for a given pay
period.
All payroll changes shall become effective at the start of
the nearest payroll period.
C. There will be no early release of vacation checks.
ARTICLE XLVI - AGENCY SHOP
Each employee in the Blue Collar Bargaining Unit and new employees
in the White Collar Unit hired after the adoption of the 1994
Memorandum of Understanding shall either 1} become a member of
the Union to the extent of tendering the periodic dues uniformly
required for membership, or 2) pay to the Union a periodic
representational fee. Such representational fee shall be in an
amount uniformly established by the Union's Board of Directors,
but in no event shall such representational fee exceed ninety-five
percent (95%) of the amount that a Union member would pay in dues
for the same period.
The Union shall indemnify the employer and hold it harmless
against any and all suits, claims, demands or other liabilities,
including the employer's reasonable attorney fees, that may arise
out of or by reason of any action taken by the employer for
purposes of complying with this Article·
This Article was implemented in accordance with Government Code
Section 3502.5. The requirement for Blue Collar Bargaining Unit
members was implemented following a secret ballot election of the
Bargaining Unit employees which was held on February 28, 1989.
The requirement for White Collar Bargaining Unit members hired
after the adoption of the 1994 Memorandum of Understanding was
negotiated and adopted with the 1994 Memorandum of Understanding.
The Union agrees to adhere to all statutory and judicial
requirements relating to Agency Shop. Specifically:
2!
Final
Service Fee
Union agrees to keep an adequate itemized record of its
financial transactions and shall make available annually to
the City within sixty (60) days after the end of its fiscal
year, a written financial statement in the form of a balance
sheet and an operating statement certified as to accuracy by
CCAPE's Board and a Certified Public Accountant.
Union further agrees to hold such disputed fees in their
entirety in an Escrow account to be maintained at the Kern
Federal Credit Union, 1717 Truxtun Avenue, Bakersfield,
California, pending resolution of the dispute pursuant to the
Service Fee Complaint procedure.
Service Fee Complaint Procedure
This Complaint Procedure shall be utilized solely to resolve
disputes arising out of the deduction of a Service Fee by the
City pursuant to a negotiated agreement.
Issues subject to this Complaint Procedure shall be
limited to the following:
That a portion of the Service Fee deduction is
being utilized for non-representational activities.
That the non-member 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 the event that it is determined pursuant to
this procedure that such non-member is a
member of a religion or body pursuant to this
Section, he may designate a charitable fund
exempt from taxation under Section 501,
Paragraph C, Subsection 3 of the Internal
Revenue Code chosen from the following:
Any 'United Way Charity
City agrees to deduct and to remit fees so
designated on behalf of one of the above
charitable organizations to said organization.
Any non-member who objects to the deduction of the Service
Fee by the Union shall file a complaint with the Central
California Association of Public Employees. The complaint
shall be in writing and shall specify the reason(s) for the
objection to the deduction. The complaint need not be formal
22
but shall clearly state the basis for the objection.
Final
An employee who objects to the deduction of the Service
Fee shall forward his/her written complaint to the Union
within forty-five (45) calendar days after the fee is
initially deducted.
Upon receipt of the written complaint the Union shall
place the entire Service Fee deduction into Escrow
pending resolution of the dispute and shall request a
list of arbitrators. from the Sate Conciliation Service
or the American Arbitration Service.
Informal Mediation· Notwithstanding Step B, Subsection 2,
above; either the Union or the complainant may request the
services of a State Conciliation Service Mediator in a
preliminary effort to resolve the dispute prior to
arbitration. The Mediator shall be utilized in an advisory
capacity only. Following such non-binding informal advisory
mediation, if either complainant or Union is dissatisfied
either party may request arbitration.
Selection of Arbitrator. The Arbitrator shall be selectedby
mutual agreement between the Union and the complainant.
Date for Complaint HearinG° The Union shall contact the
selected Arbitrator within ten (10) calendar days from
the date of the completion of the Mediation Process, or
in the event that Mediation is not utilized, within ten
(10) working days of receipt of the complaint. Upon
confirmation by the Arbitrator, the Union will forthwith
contact the complainant by Certified Mail indicating the
date, time and place of the Complaint Hearing.
Pavment of Costs. In the event that the Union prevails in
said Arbitration, the cost of arbitration shall be shared
equally between the Union and complainant. Should
complainant prevail, the Union shall pay the entire cost of
the Arbitration.
Effect of Arbitrator's Decision. The decision of the
Arbitrator shall be final and binding. Upon receipt of the
Arbitrator's decision, fees being held in Escrow shall be
disbursed by the Union in accordance with said decision. In
the event that the Union prevails, the City shall continue to
deduct the Service Fees and remit them to the Union as
determined by the Arbitrator.
ARTICLE XLVII - SEVERABILITY
It is understood and agreed that this Memorandum of Understanding
23
Fim&l
iS subject to all present and future applicable Pederal and State
laws and regulations and the provisions hereof shall be effective
and implemented only to the extent permitted by such laws or
regulations. If any part of this Memorandum of Understanding is
in conflict or inconsistent with such applicable provisions of
Federal and State laws or regulations, or otherwise held to be
invalid or unenforceable by any tribunal of competent
jurisdiction, such part or provisions shall be suspended and
superseded by such applicable laws and regulations and the
remainder of this Memorandum of Understanding shall not be
affected thereby and shall remain in full force and effect. The
City and Union agree to meet and confer in an attempt to replace
and/or adjust for any suspended or superseded provisions.
24
Final
THIS MEMORANDUM OF UNDERSTANDING entered into and signed this
day of May_L, 1999.
FOR CCAPE, SEIU LOCAL 7 00, FOR THE CITY OF BAKERSFIELD
AFL-CIO
~-:.~., ,), i~..,~~~,~:..
/~'~ ~ '/? 0 ~l~WILL~ A~RY
DATE:
/
DATE:
MAY 2 6 1999
25
LETTER OF AGREEMENT
In order to implement new language under premium compensation in the 1999 - 2002
memorandum of understanding between the City of Bakersfield and the Central
California Association of Public Employees, the parties agree.
Except in emergency situations, the City will continue the current practice
of assigning work release or community service workers to employees who
have voluntarly accepted the r~ponsibility and completed any required
training.
Salary scales for Heavy Equipment Operator, Sewer Maintainer II and III,
and Tree Maintainer II shall be increased by four percent (4%) to compensate
for the loss of lead pay.
Salary scales for Maintenance Craftworker I and II and Light Equipment
Operator shall be increased by two and one-half percent (2 1/2%) to
compensate for the loss of lead pay.
When Maintenance Service Workers in the sewer division are assigned lead
responsibility on a two man truck, they will be considered as working at the
Sewer Maintainer II level and paid for out-of-classification assignment.
Agreed this date 1,lay 26, 1999
For the City of Bakersfield
For the Union