HomeMy WebLinkAboutRES NO 052-2023052-Z023
RESOLUTION NO.
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 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 this City's Blue and White Collar unit;
and
WHEREAS, the City's negotiator and S.E.I.U. have agreed to a Memorandum of
Understanding, as attached hereto; and
WHEREAS, the Council has determined that such Memorandum of
Understanding complies with the guidelines established by the City Council; and
WHEREAS, the Council has determined that provisions of the attached
Memorandum of Understanding shall commence on July 1, 2022, and expire at
midnight on June 30, 2025, for all employees of said Unit employed on the date of
adoption of this Resolution.
NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Bakersfield
that commencing July 1, 2022, the attached document entitled "Memorandum of
Understanding between the Service Employees International Union (S.E.I.U.) and City
of Bakersfield" shall constitute the salary schedule and related benefits for the
categories and positions specified therein on the date of adoption of this Resolution,
and that the whole of said attachment is hereby incorporated and approved as the
Memorandum of Understanding between the City of Bakersfield and Service Employees
International Union (S.E.I.U.) unit for the period beginning July 1, 2022 and expiring at
midnight, June 30, 2025.
----------- 000----=----
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ORIGINAL
I HEREBY CERTIFY that the foregoing Resolution was passed and
adopted, by the Council of the City of Bakersfield at a regular meeting thereof held on
APR 7 6 7073 by the following vote:
YE COLINCILMEMBER ARIAS, GONZALES, WEIR, SMITH, FREEMAN, GRAY, KA R
NOES: COLINCILMEMBER
ABSTAIN: COLINCILMEMBER
ABSENT: COLINCILMEMBER
U�t (aw-01�0
JULIE DRIMAKIS, MMC
CITY CLERK and Ex Officio Clerk of
the Council of the City of Bakersfield
APPROVED: APR 2 6 2023
By
KAREN GOH
Mayor
APPROVED AS TO FORM:
By
VIRG IA A. G NARO
CITY TTORNEY of the City of Bakersfield
Attachments
ORIGINAL
MEMORANDUM OF UNDERSTANDING
BAKERSFIELD SERVICE EMPLOYEES INTERNATIONAL
UNION, LOCAL 521
"Wo
CITY OF BAKERSFIELD
July 1, 2022 - June 30, 2025
i
o``0AKF9�
f- m
U r
O
ORIGINAL
TABLE OF CONTENTS
Contents
MEMORANDUM
OF UNDERSTANDING BETWEEN..................................1
ARTICLE
1
- PURPOSE..................................................1
ARTICLE
2
- RECOGNITION..............................................1
ARTICLE
3
- TERM OF AGREEMENT........................................1
ARTICLE
4
- RENEWAL..................................................2
ARTICLE
5
- MAINTENANCE OF BENEFITS..................................2
ARTICLE
6 -
REPRESENTATION - UNION OFFICERS
..........................2
ARTICLE
7 -
UNION STEWARDS...........................................3
ARTICLE
8 -
NO STRIKE OR LOCKOUT .............................
.......4
ARTICLE
9 -
MANAGEMENT RIGHTS........................................4
ARTICLE
10
- MAINTENANCE OF MEMBERSHIP...............................4
ARTICLE
11
- RIGHT TO REPRESENTATION.................................5
ARTICLE
12
- PROCESSING OF FORMAL GRIEVANCES
.........................5
ARTICLE
13
- EQUAL OPPORTUNITY EMPLOYMENT ............................9
ARTICLE
14
- PERS PICK-UP............................................9
ARTICLE
15
- COMPENSATION...........................................10
ARTICLE
16
- STAND-BY PAY...........................................10
ARTICLE
17
- CALL-BACK..............................................12
ARTICLE
18
- RETIREMENT.............................................12
ARTICLE
19
- PROMOTIONS.............................................13
ARTICLE
20
- CITY INSURANCE CONTRIBUTION ............................13
ARTICLE
21
- SAFETY.................................................14
ARTICLE
22
- TRAINING...............................................16
ARTICLE
23
- PREMIUM COMPENSATION...................................16
ARTICLE
24
- HOLIDAYS...............................................18
ARTICLE
25
- SHIFT ASSIGNMENTS......................................19
ARTICLE
26
- SHIFT DIFFERENTIAL.....................................20
ARTICLE
27
- UNIFORM/FOOTWEAR ALLOWANCE .............................20
ARTICLE
28
- TOOL ALLOWANCE.........................................22
ARTICLE
29
- BILINGUAL PAY..........................................22
F gA.t,3
ARTICLE
30
- COMPENSATORY TIME .................................
�...
� m
ORIGINAL
City Of Bakersfield
Salary Schedule by Title
26030 ACCOUNTANT I
206 27.215
Effective: July 1, 2022
Approved: Apr 26, 2023
31.51 33.088
191
BAKERSFIELD
5F\ELD
<V Z
Q CD
CP Ir
yC Alto O
2080
$4,717.27
$4,953.52
$5,202.25
$5,461.73
$5,735.25
26039
ACCOUNTANT I - TEMP
780
25.791
A
$0.00
$0.00
$0.00
$0.00
$0.00
26050
ACCOUNTING CLERK 1
030
17.718
18.601
19.534
20.515
21.536
A
2080
$3,071.12
$3,224.17
$3,385.89
$3,555.93
$3 732.91
26059
ACCOUNTING CLERK I - TEMP
735
17.631
A
1
$0.00
$0.00
$0.00
$0.00
$0.00
- 26060
ACCOUNTING CLERK II
055
19.578
20.558
21.59
22.665
23.801
A
2080
$3,393.52
$3,563.39
$3,742.27
$3,928.60
$4125.51
26069
ACCOUNTING CLERK II - TEMP
745
19.482
A
$0.00
$0.00
$0.00
$0.00
$0.00
26055
ACCOUNTING SPECIALIST 1
038
18.914
19.857
20.853
21.9
22.989
O
A
2080
$3,278.43
$3,441.88
$3,614.52
$3,796.00
$3 984.76
26065
ACCOUNTING SPECIALIST II
056
20.907
21.951
23.05
24.203
25.412
A
2080
$3,623.88
$3,804.84
$3,995.33
$4,195.19
$4,404.75
26075
ACCOUNTING TECHNICIAN
094
22.42
23.539
24.709
25.959
27.248
O
A
2080
$3,886.13
$4,080.09
$4,282.89
$4,499.56
$4 722.99
26235
ADMIN & FISCAL SVC SPEC 1
036
18.629
19.562
20.543
21.568
22.65
O
A
2080
$3,229.03
$3,390.75
$3,560.79
$3,738.45
$3,926.00
26240
ADMIN & FISCAL SVC SPEC II
054
20.753
21.792
22.886
24.025
25.229
A
2080
$3,597.19
$3,777.28
$3,966.91
$4,164.33
$4 373.03
26040
ADMINISTRATIVE ANALYST 1
235
28.708
30.143
31.641
33.219
34.887
A
2080
$4,976.05
$5,224.79
$5,484.44
$5,757.96
$6 047.08
26049
ADMINISTRATIVE ANALYST I -TEMP
787
28.567
A
$0.00
$0.00
$0.00
$0.00
$0.00
26110
ADMINISTRATIVE ANALYST II
285
30.708
32.266
33.899
35.621
37.42
A
2080
$5,322.72
$5,592.77
$5,875.83
$6,174.31
$6,486.13
22010
ADMINISTRATIVE ASSISTANT 1
180
25.919
27.217
28.584
30.009
31.512
A
2080
$4,492.63
$4,717.61
$4,954.56
$5,201.56
$5 462.08
22019
ADMINISTRATIVE ASSISTANT I-TEM
780
25.791
A
$0.00
$0.00
$0.00
$0.00
$0.00
22020
ADMINISTRATIVE ASSISTANT II
215
27.779
29.174
30.628
32.157
33.765
A
2080
$4,815.03
$5,056.83
$5,308.85
$5,573.88
$5,852.60
14140
AIR CONDITIONING TECH 1
200
26.432
27.761
29.147
30.61
32.148
A
2080
$4,581.55
$4,811.91
$5,052.15
$5,305.73
$5,572.32
17570
AIR CONDITIONING TECH II
230
28.344
29.76
31.252
32.804
34.444
A
2080
$4,912.96
$5,158.40
$5,417.01
$5,686.03
$5 970.29
27210
ANIMAL CONTROL INTAKE TECH
036
18.629
19.562
20.543
21.568
22.65
O
A
2080
$3,229.03
-$3,390.75
$3,560.79
$3,738.45
$3926.00
ELD
27200
ANIMAL CONTROL OFFICER
060
21.035
22.088
23.197
24.36
25.576
A
2080
$3,646.07
$3,828.59
$4,020.81
$4,222.40
$4,433.17
27209
ANIMAL CONTROL OFFICER -TEMP
737
18.538
A
$0.00
$0.00
$0.00
$0.00
$0.00
14210
AQUATICS MAINTENANCE TECH
201
26.441
27.773
29.148
30.614
32.14
A
2080
$4,583.11
$4,813.99
$5,052.32
$5,306.43
$5,570.93
25049
ASSISTANT PLANNER - TEMP
787
28.567
A
$0.00
$0.00
$0.00
$0.00
$0.00
27069
ASSOCIATE PLANNER - TEMP
798
35.892
A
$0.00
$0.00
$0.00
$0.00
$0.00
25040
ASSOCIATE PLANNER 1
235
28.708
30.143
31.641
33.219
34.887
A
2080
$4,976.05
$5,224.79
$5,484.44
$5,757.96
$6,047.08
27060
ASSOCIATE PLANNER II
360
36.072
37.882
39.775
41.765
43.856
A
2080
$6,252.48
$6,566.21
$6,894.33
$7,239.27
$7,601.71
27240
ASST CODE ENFORCEMENT OFFICER
060
21.035
22.088
23.197
24.36
25.576
O A
2080
$3,646.07
$3,828.59
$4,020.81
$4,222.40
$4,433.17
14370
ASST WASTEWATER LAB TECHNICIAN
025
17.479
18.353
19.28
20.237
21.25
A
2080
$3,029.69
$3;181.19
$3,341.87
$3,507.75
$3,683.33
26470
BENEFITS TECHNICIAN
285
30.708
32.266
33.899
35.621
37.42
A
2080
$5,322.72
$5,592.77
$5,875.83
$6,174.31
$6,486.13
27140
BLDG INSPECTOR 1
210
27.633
29.032
30.49
32.04
33.67
O A
2080
$4,789.72
$5,032.21
$5,284.93
$5,553.60
$5,836.13
27149
BLDG INSPECTOR I -TEMP
782
27.496
A
$0.00
$0.00
$0.00
$0.00
$0.00
27080
BLDG INSPECTOR 11
265
30.395
31.921
33.513
35.192
36.946
A
2080
$5,268.47
$5,532.97
$5,808.92
$6,099.95
$6,403.97
27089
BLDG INSPECTOR 11-TEMP
790
30.244
A
$0.00
$0.00
$0.00
$0.00
$0.00
58600
BLDG INSPECTOR III
G40
38.547
40.476
42.504
44.625
46.862
C
2080
$6,681.48
$7,015.84
$7,367.36
$7,735.00
$8,122.75
58610
BLDG INSPECTOR III - ELEC SPEC
G40
38.547
40.476
42.504
44.625
46.862
C
2080
$6,681.48
$7,015.84
$7,367.36
$7,735.00
$8,122.75
13100
BUILDING MAINTAINER 11
030
17.718
18.601
19.534
20.515
21.536
A
2080
$3,071.12
$3,224.17
$3,385.89
$3,555.93
$3,732.91
27520
BUYER 1
094
22.42
23.539
24.709
25.959
27.248
A
2080
$3,886.13
$4,080.09
$4,282.89
$4,499.56
$4,722.99
27540
BUYER II
180
25.919
27.217
28.584
30.009
31.512
A
2080
$4,492.63
$4,717.61
$4,954.56
$5,201.56
$5,462.08
13350
CANAL TENDER 11
090
21.874
22.964
24.106
25.328
26.585
A
2080
$3,791.49
$3,980.43
$4,178.37
$4,390.19
$4,608.07
26475
CITY CLERK TECHNICIAN
055
19.578
20.558
21.59
22.665
23.801
A
2080
$3,393.52
$3,563.39
$3,742.27
$3,928.60
$4,125.51
26220
CLERK TYPIST I
Oil
16.42
17.24
18.103
19.007
19.958
A
2080
$2,846.13
$2,988.27
$3,137.85
$3,294.55
$3,459.39
26221
CLERK TYPIST I - T-STEP
700
16.275
A
$0.00
$0.00
$0.00
$0.00
$0.00
26229
CLERK TYPIST I - TEMP
725
16.42
A
J
ri
_Z
EE
U
26228 CLERK TYPIST I - TEMP T-STEP 700 16.275
$0.00
$0.00
$0.00
$0.00
$0.00
26230
CLERK TYPIST II
035
18.528
19.454
20.437
21.451
22.525
A
2080
$3,211.52
$3,372.03
$3,542.41
$3,718.17
$3,904.33
26239
CLERK TYPIST II - TEMP
732
18.528
A
$0.00
$0.00
$0.00
$0.00
$0.00
27250
CODE ENFORCEMENT OFFR 1
250
29.032
30.49
32.04
33.67
35.353
A
2080
$5,032.21
$5,284.93
$5,553.60
$5,836.13
$6,127.85
27259
CODE ENFORCEMENT OFFR I - TEMP
788
28.89
O
A
$0.00
$0.00
$0.00
$0.00
$0.00
27260
CODE ENFORCEMENT OFFR II
295
31.921
33.513
35.192
36.956
38.803
A
2080
$5,532.97
$5,808.92
$6,099.95
$6,405.71
$6,725.85
27269
CODE ENFORCEMENT OFFR 11-TEMP
793
31.764
A
$0.00
$0.00
$0.00
$0.00
$0.00
27400
COMM REL SPECIALIST I - POLICE
092
22.084
23.194
24.354
25.579
26.846
O
A
2080
$3,827.89
$4,020.29
$4,221.36
$4,433.69
$4,653.31
27410
COMM REL SPECIALIST II -POLICE
180
25.919
27.217
28.584
30.009
31.512
A
2080
$4,492.63
$4,717.61
$4,954.56
$5,201.56
$5,462.08
22025
COMMUNICATIONS COORDINATOR
285
30.708
32.266
33.899
35.621
37.42
O
A
2080
$5,322.72
$5,592.77
$5,875.83
$6,174.31
$6,486.13
57900
COMMUNICATIONS ENGINEER
G45
39.313
41.28
43.346
45.515
47.792
C
2080
$6,814.25
$7,155.20
$7,513.31
$7,889.27
$8,283.95
21509
COMMUNITY REL SPECIALIST -TEMP
761
21.974
O
A
$0.00
$0.00
$0.00
$0.00
$0.00
21500
COMMUNITY RELATIONS SPECIALIST
092
22.084
23.194
24.354
25.579
26.846
A
2080
$3,827.89
$4,020.29
$4,221.36
$4,433.69
$4,653.31
25200
COMPUTER DRAFTING TECH 1
115
24.032
25.221
26.487
27.816
29.196
O
A
2080
$4,165.55
$4,371.64
$4,591.08
$4,821.44
$5,060.64
25209
COMPUTER DRAFTING TECH I -TEMP
770
23.915
A
$0.00
$0.00
$0.00
$0.00
$0.00
25240
COMPUTER DRAFTING TECH II
225
28.164
29.568
31.049
32.605
34.231
A
2080
$4,881.76
$5,125.12
$5,381.83
$5,651.53
$5,933.37
25250
CONSTRUCTION INSPECTOR 1
210
27.633
29.032
30.49
32.04
33.67
A
2080
$4,789.72
$5,032.21
$5,284.93
$5,553.60
$5,836.13
25259
CONSTRUCTION INSPECTOR I -TEMP
782
27.496
O
A
$0.00
$0.00
$0.00
$0.00
$0.00
25260
CONSTRUCTION INSPECTOR 11
295
31.921
33.513
35.192
36.956
38.803
A
2080
$5,532.97
$5,808.92
$6,099.95
$6,405.71
$6,725.85
21600
CRIME ANALYST
210
27.633
29.032
30.49
32.04
33.67
A
2080
$4,789.72
$5,032.21
$5,284.93
$5,553.60
$5,836.13
26350
DEPUTY CITY CLERK 1
070
21.514
22.591
23.723
24.907
26.143
A
2080
$3,729.09
$3,915.77
$4,111.99
$4,317.21
$4,531.45
26355
DEPUTY CITY CLERK II
095
22.589
23.717
24.911
26.148
27.448
O
A
2080
$3,915.43
$4,110.95
$4,317.91
$4,532.32
$4,757.65
25030
DEVELOPMENT SERVICES TECH
210
27.633
29.032
30.49
32.04
33.67
A
2080
$4,789.72
$5,032.21
$5,284.93
$5,553.60
$5,836.13
IELD Q
�Qc,
Z
25065
ECON & COMM DEV PLANNER 1
235
28.708
30.143
31.641
33.219
34.887
A
2080
$4,976.05
$5,224.79
$5,484.44
$5,757.96
$6,047.08
pc
25055
ECON & COMM DEV PLANNER 11
360
36.072
37.882
39.775
41.765
43.856
A
O
2080
$6,252.48
$6,566.21
$6,894.33
$7,239.27
$7,601.71
25025
ECON & COMM DEV SPECIALIST
150
25.148
26.418
27.721
29.109
30.568
A
2080
$4,358.99
$4,579.12
$4,804.97
$5,045.56
$5,298.45
14139
ELECTRICAL ASSISTANT - TEMP
871
16.275
O A
$0.00
$0.00
$0.00
$0.00
$0.00
14130
ELECTRICAL TECHNICIAN 1
205
26.923
28.279
29.681
31.16
32.733
A
2080
$4,666.65
$4,901.69
$5,144.71
$5,401.07
$5,673.72
14100
ELECTRICAL TECHNICIAN II
263
30.322
31.825
33.419
35.094
36.845
A
2080
$5,255.81
$5,516.33
$5,792.63
$6,082.96
$6,386.47
25120
ENGINEER 1
315
33.461
35.137
36.899
38.743
40.676
A
2080
$5,799.91
$6,090.41
$6,395.83
$6,715.45
$7,050.51
25129
ENGINEER I - TEMP
797
33.296
A
$0.00
$0.00
$0.00
$0.00
$0.00
25150
ENGINEER II
375
38.484
40.405
42.426
44.555
46.774
A
2080
$6,670.56
$7,003.53
$7,353.84
$7,722.87
$8,107.49
25159
ENGINEER 11 -TEMP
799
38.294
O A
$0.00
$0.00
$0.00
$0.00
$0.00
25180
ENGINEERING AIDE 1
050
19.448
20.412
21.432
22.495
23.628
A
2080
$3,370.99
$3,538.08
$3,714.88
$3,899.13
$4,095.52
25189
ENGINEERING AIDE I - TEMP
742
19.352
A
$0.00
$0.00
$0.00
$0.00
$0.00
25210
ENGINEERING AIDE 11
090
21.874
22.964
24.106
25.328
26.585
A
2080
$3,791.49
$3,980.43
$4,178.37
$4,390.19
$4,608.07
25270
ENGINEERING TECHNICIAN 1
265
30.395
31.921
33.513
35.192
36.946
A
2080
$5,268.47
$5,532.97
$5,808.92
$6,099.95
$6,403.97
24359
ENVIRON COMPLIANCE NSPCTR-TEMP
782
27.496
A
$0.00
$0.00
$0.00
$0.00
$0.00
24350
ENVIRONMENTAL COMPLIANCE INSP
210
27.633
29.032
30.49
32.04
33.67
A
2080
$4,789.72
$5,032.21
$5,284.93
$5,553.60
$5,836.13
14309
EXTRA HELP - FLEET SPEC PROJ
802
36.722
O A
$0.00
$0.00
$0.00
$0.00
$0.00
91060
EXTRA HELP - MISC. 1
850
16.359
A
2080
$2,835.56
$0.00
$0.00
$0.00
$0.00
91065
EXTRA HELP - MISC. 11
739
19.401
A
2080
$3,362.84
$0.00
$0.00
$0.00
$0.00
91000
EXTRA HELP - PD 1
978
24.164
A
2080
$4,188.43
$0.00
$0.00
$0.00
$0.00
91010
EXTRA HELP - PD II
601
28.634
A
2080
$4,963.23
$0.00
$0.00
$0.00
$0.00
91020
EXTRA HELP - PD III
796
33.368
A
2080
$5,783.79
$0.00
$0.00
$0.00
$0.00
91050
EXTRA HELP -TRAINING 1
795
40.265
A
2080
$6,979.27
$0.00
$0.00
$0.00
$0.00
91055
EXTRA HELP -TRAINING 11
800
46.305
A
2080
$8,026.20
$0.00
$0.00
$0.00
$0.00
1ELD
z
13500
FACILITY WORKER
O10
17.452
18.323
19.237
20.202
21.221
A
2080
$3,025.01
$3,175.99
$3,334.41
$3,501.68
$3,678.31
.ram Q
All'J
13509
FACILITY WORKER - TEMP
860
17.452
A
$0.00
$0.00
$0.00
$0.00
$0.00
13508
FACILITY WORKER - TEMP T
850
16.359
A
$0.00
$0.00
$0.00
$0.00
$0.00
26080
FINANCIAL INVESTIGATOR
072
22.921
24.068
25.275
26.536
27.852
A
2080
$3,972.97
$4,171.79
$4,381.00
$4,599.57
$4,827.68
26100
FINANCIAL INVESTIGATOR II
180
25.919
27.217
28.584
30.009
31.512
A
2080
$4,492.63
$4,717.61
$4,954.56
$5,201.56
$5,462.08
26260
FIRE DISPATCHER 1
045
19.789
20.775
21.818
22.913
24.057
A
2080
$3,430.09
$3,601.00
$3,781.79
$3,971.59
$4,169.88
26269
FIRE DISPATCHER I - TEMP
740
19.692
A
$0.00
$0.00
$0.00
$0.00
$0.00
26290
FIRE DISPATCHER II
076
21.968
23.074
24.226
25.437
26.708
A
2080
$3,807.79
$3,999.49
$4,199.17
$4,409.08
$4,629.39
26299
FIRE DISPATCHER II - TEMP
756
21.874
A
$0.00
$0.00
$0.00
$0.00
$0.00
21465
FIRE EQUIPMENT TECHNICIAN
201
26.441
27.773
29.148
30.614
32.14
O
A
2080
$4,583.11
$4,813.99
$5,052.32
$5,306.43
$5,570.93
27040
FIRE PLANS EXAMINER
325
34.607
36.357
38.198
40.139
42.161
A
2080
$5,998.55
$6,301.88
$6,620.99
$6,957.43
$7,307.91
21470
FIRE PREVENTION/ENVIRON OFF 1
250
29.032
30.49
32.04
33.67
35.353
A
2080
$5,032.21
$5,284.93
$5,553.60
$5,836.13
$6,127.85
21475
FIRE PREVENTION/ENVIRON OFF II
295
31.921
33.513
35.192
36.956
38.803
O
A
2080
$5,532.97
$5,808.92
$6,099.95
$6,405.71
$6,725.85
14435
FLEET EQUIP MECHANIC I - TEMP
773
23.999
O
A
2080
$4,159.83
$0.00
$0.00
$0.00
$0.00
14285
FLEET EQUIP MECHANIC II - TEMP
789
29.05
A
2080
$5,035.33
$0.00
$0.00
$0.00
$0.00
14330
FLEET EQUIPMENT MECHANIC 1
110
23.999
25.202
26.452
27.779
29.174
A
2080
$4,159.83
$4,368.35
$4,585.01
$4,815.03
$5,056.83
14280
FLEET EQUIPMENT MECHANIC II
245
29.05
30.502
32.027
33.619
35.306
A
2080
$5,035.33
$5,287.01
$5,551.35
$5,827.29
$6,119.71
14300
FLEET MECHANIC III
260
30.143
31.664
33.272
34.948
36.722
A
2080
$5,224.79
$5,488.43
$5,767.15
$6,057.65
$6,365.15
14060
FLEET SERVICE WORKER 1
050
19.448
20.412
21.432
22.495
23.628
O
A
2080
$3,370.99
$3,538.08
$3,714.88
$3,899.13
$4,095.52
14069
FLEET SERVICE WORKER I - TEMP
742
19.352
O
A
$0.00
$0.00
$0.00
$0.00
$0.00
14061
FLEET SERVICE WORKER I T-STEP
715
16.275
O
A
$0.00
$0.00
$0.00
$0.00
$0.00
14068
FLEET SERVICE WORKER I-TEMP-T
715
16.275
O
A
$0.00
$0.00
$0.00
$0.00
$0.00
14460
FLEET SERVICE WORKER II
090
21.874
22.964
24.106
25.328
26.585
O
A
2080
$3,791.49
$3,980.43
$4,178.37
$4,390.19
$4,608.07
14469
FLEET SERVICE WORKER 11- TEMP
756
21.874
A
E WRITER
25.202 26.452 27.779 29.174
2080
$4,159.83
$4,368.35
$4,585.01
$4,815.03
$5,056.83
88400
FLEET SUPERINTENDENT
M18
48.083
50.494
53.019
55.667
58.457
D
25140
GIS ANALYST
280
30.239
31.758
33.345
35.015
36.763
A
2080
$5,241.43
$5,504.72
$5,779.80
$6,069.27
$6,372.25
25000
GIS TECHNICIAN
097
22.748
23.882
25.071
26.337
27.644
O A
2080
$3,942.99
$4,139.55
$4,345.64
$4,565.08
$4,791.63
25015
GUEST SERVICES REPRESENTATIVE
070
21.514
22.591
23.723
24.907
26.143
A
2080
$3,729.09
$3,915.77
$4,111.99
$4,317.21
$4,531.45
27230
HAZARDOUS MATERIALS SPECIALIST
325
34.607
36.357
38.198
40.139
42.161
A
2080
$5,998.55
$6,301.88
$6,620.99
$6,957.43
$7,307.91
13220
HEAVY EQUIP OPERATOR - WATER
183
26.209
27.507
28.888
30.345
31.849
A
2080
$4,542.89
$4,767.88
$5,007.25
$5,259.80
$5,520.49
13240
HEAVY EQUIP OPR - WASTE WATER
183
26.209
27.507
28.888
30.345
31.849
A
2080
$4,542.89
$4,767.88
$5,007.25
$5,259.80
$5,520.49
13230
HEAVY EQUIP OPR-SW & RECYCLING
183
26.209
27.507
28.888
30.345
31.849
A
2080
$4,542.89
$4,767.88
$5,007.25
$5,259.80
$5,520.49
13210
HEAVY EQUIPMENT OPR - PARKS
183
26.209
27.507
28.888
30.345
31.849
A
2080
$4,542.89
$4,767.88
$5,007.25
$5,259.80
$5,520.49
27010
HUMAN RESOURCES ANALYST 1
235
28.708
30.143
31.641
33.219
34.887
A
2080
$4,976.05
$5,224.79
$5,484.44
$5,757.96
$6,047.08
27019
HUMAN RESOURCES ANALYST I TEMP
787
28.567
A
$0.00
$0.00
$0.00
$0.00
$0.00
27000
HUMAN RESOURCES ANALYST II
315
33.461
35.137
36.899
38.743
40.676
A
2080
$5,799.91
$6,090.41
$6,395.83
$6,715.45
$7,050.51
26440
HUMAN RESOURCES CLERK
070
21.514
22.591
23.723
24.907
26.143
A
2080
$3,729.09
$3,915.77
$4,111.99
$4,317.21
$4,531.45
26445
HUMAN RESOURCES SPECIALIST
180
25.919
27.217
28.584
30.009
31.512
A
2080
$4,492.63
$4,717.61
$4,954.56
$5,201.56
$5,462.08
26310
LEGAL SECRETARY
095
22.589
23.717
24.911
26.148
27.448
A
2080
$3,915.43
$4,110.95
$4,317.91
$4,532.32
$4,757.65
26319
LEGAL SECRETARY - TEMP
765
22.477
A
1tLU J
G
Z5
ac
Alto O
$0.00
$0.00
$0.00
$0.00
$0.00
13160
LIGHT EQUIPMENT OPERATOR
094
22.42
23.539
24.709
25.959
27.248
A
2080
$3,886.13
$4,080.09
$4,282.89
$4,499.56
$4,722.99
14200
MAINT CRAFTWORKER 1
201
26.441
27.773
29.148
30.614
32.14
A
2080
$4,583.11
$4,813.99
$5,052.32
$5,306.43
$5,570.93
14220
MAINTENANCE CRAFTWORKER II
229
28.327
29.758
31.253
32.842
34.51
A
2080
$4,910.01
$5,158.05
$5,417.19
$5,692.61
$5,981.73
25010
MARKETING & EVENTS SPECIALIST
235
28.708
30.143
31.641
33.219
34.887
A
2080
$4,976.05
$5,224.79
$5,484.44
$5,757.96
$6,047.08
13270
MOTOR SWEEPER OPERATOR
160
25.217
26.478
27.803
29.184
30.646
A
2080
$4,370.95
$4,589.52
$4,819.19
$5,058.56
$5,311.97
26070
OPERATIONS SUPPORT SPECIALIST
055
19.578
20.558
21.59
22.665
23.801
O A
2080
$3,393.52
$3,563.39
$3,742.27
$3,928.60
$4,125.51
26410
PARK & LANDSCAPE DESIGNER
350
35.48
37.256
39.121
41.075
43.13
A
c
x�Q5F1ELD
a
�
2080
$6,149.87
$6,457.71
$6,780.97
$7,119.67
$7,475.87
T
27450
PARK RANGER 1
250
29.032
30.49
32.04
33.67
35.353
O
A�
DO v
2080
$5,032.21
$5,284.93
$5,553.60
$5,836.13
$6,127.85
27460
PARK RANGER II
295
31.921
33.513
35.192
36.956
38.803
O
A
2080
$5,532.97
$5,808.92
$6,099.95
$6,405.71
$6,725.85
13310
PARK SERVICES COORDINATOR
229
28.327
29.758
31.253
32.842
34.51
A
2080
$4,910.01
$5,158.05
$5,417.19
$5,692.61
$5,981.73
24440
PARK TECHNICIAN
295
31.921
33.513
35.192
36.956
38.803
O
A
2080
$5,532.97
$5,808.92
$6,099.95
$6,405.71
$6,725.85
21460
PARKING ENFORCEMENT TECHNICIAN
045
19.789
20.775
21.818
22.913
24.057
A
2080
$3,430.09
$3,601.00
$3,781.79
$3,971.59
$4,169.88
21469
PARKING ENFORCMENT TECH - TEMP
737
18.538
O
A
$0.00
$0.00
$0.00
$0.00
$0.00
24349
PARTS & INVENTORY SPEC - TEMP
869
19.352
A
$0.00
$0.00
$0.00
$0.00
$0.00
24340
PARTS & INVENTORY SPECIALIST
050
19.448
20.412
21.432
22.495
23.628
A
-
2080
$3,370.99
$3,538.08
$3,714.88
$3,899.13
$4,095.52
26085
PAYROLL SPECIALIST
074
21.596
22.676
23.81
25.001
26.25
A
2080
$3,743.31
$3,930.51
$4,127.07
$4,333.51
$4,550.00
26090
PAYROLL TECHNICIAN
072
22.921
24.068
25.275
26.536
27.852
O
A
2080
$3,972.97
$4,171.79
$4,381.00
$4,599.57
$4,827.68
26130
PERFORMANCE ANALYST 1
235
28.708
30.143
31.641
33.219
34.887
A
2080
$4,976.05
$5,224.79
$5,484.44
$5,757.96
$6,047.08
26135
PERFORMANCE ANALYST II
285
30.708
32.266
33.899
35.621
37.42
A
2080
$5,322.72
$5,592.77
$5,875.83
$6,174.31
$6,486.13
27029
PLAN CHECKER - TEMP
794
34.437
A
$0.00
$0.00
$0.00
$0.00
$0.00
27020
PLAN CHECKER -ELECTRICAL SPEC
325
34.607
36.357
38.198
40.139
42.161
A
2080
$5,998.55
$6,301.88
$6,620.99
$6,957.43
$7,307.91
27030
PLAN CHECKER -PLUMB & MECH SPEC
325
34.607
36.357
38.198
40.139
42.161
O
A
2080
$5,998.55
$6,301.88
$6,620.99
$6,957.43
$7,307.91
27050
PLAN CHECKER -RESIDENTIAL SPEC
325
34.607
36.357
38.198
40.139
42.161
A
2080
$5,998.55
$6,301.88
$6,620.99
$6,957.43
$7,307.91
25039
PLANNING TECHNICIAN - TEMP
781
25.599
O
A
$0.00
$0.00
$0.00
$0.00
$0.00
26385
POLICE CALL TAKER
055
19.578
20.558
21.59
22.665
23.801
A
2080
$3,393.52
$3,563.39
$3,742.27
$3,928.60
$4,125.51
21400
POLICE DIG FORENSICS EXAM 1
245
29.05
30.502
32.027
33.619
35.306
A
2080
$5,035.33
$5,287.01
$5,551.35
$5,827.29
$6,119.71
21420
POLICE DIG FORENSICS EXAM II
310
34.274
35.989
37.787
39.676
41.661
A
2080
$5,940.83
$6,238.09
$6,549.75
$6,877.17
$7,221.24
26370
POLICE DISPATCHER 1
075
23.475
24.657
25.889
27.184
28.541
A
2080
$4,069.00
$4,273.88
$4,487.43
$4,711.89
$4,947.11
26379
POLICE DISPATCHER I - TEMP
755
23.475
A
$0.00
$0.00
$0.00
$0.00
$0.00
26380
POLICE DISPATCHER 11
100
24.974
26.23
27.534
28.914
30.364
A
2080
$4,328.83
$4,546.53
$4,772.56
$5,011.76
$5,263.09
�QglELD
x z
26389
POLICE DISPATCHER II -TEMP
767
24.974
A
C7
CD
$0.00
$0.00
$0.00
$0.00
$0.00
cr-
d�AJ O
21200
POLICE LAB TECHNICIAN
245
29.05
30.502
32.027
33.619
35.306
A
2080
$5,035.33
$5,287.01
$5,551.35
$5,827.29
$6,119.71
21300
POLICE LATENT PRINT EXAMINER
245
29.05
30.502
32.027
33.619
35.306
O
A
2080
$5,035.33
$5,287.01
$5,551.35
$5,827.29
$6,119.71
27350
POLICE PROPERTY & EQUIPMENT SP
092
22.084
23.194
24.354
25.579
26.846
A
2080
$3,827.89
$4,020.29
$4,221.36
$4,433.69
$4,653.31
26225
POLICE REPORT SPECIALIST
O11
16.42
17.24
18.103
19.007
19.958
A
2080
$2,846.13
$2,988.27
$3,137.85
$3,294.55
$3,459.39
21450
POLICE SERVICE TECHNICIAN
060
21.035
22.088
23.197
24.36
25.576
A
2080
$3,646.07
$3,828.59
$4,020.81
$4,222.40
$4,433.17
21459
POLICE SERVICE TECHNICIAN -TEMP
750
20.931
A
$0.00
$0.00
$0.00
$0.00
$0.00
26000
REAL PROPERTY AGENT 1
235
28.708
30.143
31.641
33.219
34.887
A
2080
$4,976.05
$5,224.79
$5,484.44
$5,757.96
$6,047.08
26010
REAL PROPERTY AGENT II
360
36.072
37.882
39.775
41.765
43.856
A
2080
$6,252.48
$6,566.21
$6,894.33
$7,239.27
$7,601.71
26360
RECREATION COORDINATOR
060
21.035
22.088
23.197
24.36
25.576
A
2080
$3,646.07
$3,828.59
$4,020.81
$4,222.40
$4,433.17
26020
RECREATION SPECIALIST
180
25.919
27.217
28.584
30.009
31.512
A
2080
$4,492.63
$4,717.61
$4,954.56
$5,201.56
$5,462.08
26455
RISK MANAGEMENT SPECIALIST
180
25.919
27.217
28.584
30.009
31.512
O
A
2080
$4,492.63
$4,717.61
$4,954.56
$5,201.56
$5,462.08
26450
SECRETARY 1
055
19.578
20.558
21.59
22.665
23.801
A
2080
$3,393.52
$3,563.39
$3,742.27
$3,928.60
$4,125.51
26459
SECRETARY I -TEMP
745
19.482
A
$0.00
$0.00
$0.00
$0.00
$0.00
26490
SECRETARY II
070
21.514
22.591
23.723
24.907
26.143
A
2080
$3,729.09
$3,915.77
$4,111.99
$4,317.21
$4,531.45
26499
SECRETARY 11 -TEMP
752
21.407
A
$0.00
$0.00
$0.00
$0.00
$0.00
27205
SENIOR ANIMAL CONTROL OFFICER
040
23.505
24.68
25.915
27.211
28.571
A
i
2080
$4,074.20
$4,277.87
$4,491.93
$4,716.57
$4,952.31
- 14150
SENIOR ELECTRICAL TECHNICIAN
305
32.445
34.052
35.759
37.551
39.422
A
2080
$5,623.80
$5,902.35
$6,198.23
$6,508.84
$6,833.15
26315
SENIOR LEGAL SECRETARY
180
25.919
27.217
28.584
30.009
31.512
A
2080
$4,492.63
$4,717.61
$4,954.56
$5,201.56
$5,462.08
14205
SENIOR MAINTENANCE CRAFTWORKER
305
32.445
34.052
35.759
37.551
39.422
O
A
2080
$5,623.80
$5,902.35
$6,198.23
$6,508.84
$6,833.15
26105
SENIOR PAYROLL TECHNICIAN
180
25.919
27.217
28.584
30.009
31.512
A
2080
$4,492.63
$4,717.61
$4,954.56
$5,201.56
$5,462.08
26460
SENIOR POLICE RECORDS CLERK
106
23.557
24.734
25.97
27.268
28.63
A
2080
$4,083.21
$4,287.23
$4,501.47
$4,726.45
$4,962.53
25160
SENIOR SALES REPRESENTATIVE
235
28.708
30.143
31.641
33.219
34.887
O
A
2080
$4,976.05
$5,224.79
$5,484.44
$5,757.96
$6,047.08
15320
SENIOR TRAFFIC SIGNAL TECH
305
32.445
34.052
35.759
37.551
39.422
0
A
2080
$5,623.80
$5,902.35
$6,198.23
$6,508.84
$6,833.15
�QSFIELD
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14520
SENIOR WW INSTRUM TECH
305
32.445
34.052
35.759
37.551
39.422
A
a:
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2080
$5,623.80
$5,902.35
$6,198.23
$6,508.84
$6,833.15
14450
SENIOR WW TREATMENT PLANT OPR
265
30.395
31.921
33.513
35.192
36.946
A
2080
$5,268.47
$5,532.97
$5,808.92
$6,099.95
$6,403.97
13709
SERVICE MAINTENANCE WKR-TEMP
869
19.352
A
$0.00
$0.00
$0.00
$0.00
$0.00
13708
SERVICE MAINTENANCE WKR-TEMP T
715
16.275
A
$0.00
$0.00
$0.00
$0.00
$0.00
13700
SERVICE MAINTENANCE WORKER
050
19.448
20.412
21.432
22.495
23.628
A
2080
$3,370.99
$3,538.08
$3,714.88
$3,899.13
$4,095.52
13460
SEWER MAINTAINER II
097
22.748
23.882
25.071
26.337
27.644
A
2080
$3,942.99
$4,139.55
$4,345.64
$4,565.08
$4,791.63
13470
SEWER MAINTAINER III
140
24.992
26.232
27.545
28.925
30.366
A
2080
$4,331.95
$4,546.88
$4,774.47
$5,013.67
$5,263.44
13430
SOLID WASTE EQUIPMENT OPERATOR
115
24.032
25.221
26.487
27.816
29.196
A
2080
$4,165.55
$4,371.64
$4,591.08
$4,821.44
$5,060.64
13179
STREETS EQUIPMENT OP -TEMP
762
22.308
A
$0.00
$0.00
$0.00
$0.00
$0.00
13170
STREETS EQUIPMENT OPERATOR
120
24.101
25.305
26.57
27.901
29.293
A
2080
$4,177.51
$4,386.20
$4,605.47
$4,836.17
$5,077.45
13710
STREETS MAINTENANCE WORKER
056
20.907
21.951
23.05
24.203
25.412
A
2080
$3,623.88
$3,804.84
$3,995.33
$4,195.19
$4,404.75
13200
STREETS OPERATIONS LEAD
229
28.327
29.758
31.253
32.842
34.51
A
2080
$4,910.01
$5,158.05
$5,417.19
$5,692.61
$5,981.73
25280
SURVEY PARTY CHIEF I
210
27.633
29.032
30.49
32.04
33.67
A
2080
$4,789.72
$5,032.21
$5,284.93
$5,553.60
$5,836.13
25300
SURVEY PARTY CHIEF II
265
30.395
31.921
33.513
35.192
36.946
A
2080
$5,268.47
$5,532.97
$5,808.92
$6,099.95
$6,403.97
91075
TECH SYS ANALYST - TEMP
791
32.65
35.997
A
$0.00
$0.00
$0.00
$0.00
$0.00
25101
TECH SYS ANALYST I
300
32.65
34.277
35.997
37.791
39.68
A
2080
$5,659.33
$5,941.35
$6,239.48
$6,550.44
$6,877.87
25102
TECH SYS ANALYST II
350
35.48
37.256
39.121
41.075
43.13
O
A
2080
$6,149.87
$6,457.71
$6,780.97
$7,119.67
$7,475.87
91070
TECH SYS ENG - TEMP
786
37.609
41.465
O
A
$0.00
$0.00
$0.00
$0.00
$0.00
25131
TECH SYS ENG I
365
37.609
39.491
41.465
43.537
45.714
O
A
2080
$6,518.89
$6,845.11
$7,187.27
$7,546.41
$7,923.76
25132
TECH SYS ENG II
370
42.123
44.229
46.441
48.761
51.2
A
2080
$7,301.32
$7,666.36
$8,049.77
$8,451.91
$8,874.67
91080
TECH SYS TECH - TEMP
774
25.148
27.721
O
A
$0.00
$0.00
$0.00
$0.00
$0.00
25111
TECH SYS TECH I
150
25.148
26.418
27.721
29.109
30.568
A
2080
$52,307.84
$4,579.12
$57,659.68
$5,045.56
$63,581.44
25112
TECH SYS TECH II
235
28.708
30.143
31.641
33.219
34.887
O
A
2080
$4,976.05
$5,224.79
$5,484.44
$5,757.96
$6,047.08
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14479
TRADES MAINT WORKER - TEMP
877
21.766
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$0.00
$0.00
$0.00
$0.00
$0.00
yCO
14478
TRADES MAINT WORKER TEMP-T
720
16.653
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$0.00
$0.00
$0.00
$0.00
$0.00
14470
TRADES MAINTENANCE WORKER
090
21.874
22.964
24.106
25.328
26.585
A
2080
$3,791.49
$3,980.43
$4,178.37
$4,390.19
$4,608.07
25290
TRAFFIC OPERATIONS TECHNICIAN
263
30.322
31.825
33.419
35.094
36.845
A
2080
$5,255.81
$5,516.33
$5,792.63
$6,082.96
$6,386.47
25299
TRAFFIC OPS TECHNICIAN - TEMP
801
36.845
A
$0.00
$0.00
$0.00
$0.00
$0.00
14190
TRAFFIC PAINTER II
090
21.874
22.964
24.106
25.328
26.585
A
2080
$3,791.49
$3,980.43
$4,178.37
$4,390.19
$4,608.07
17190
TRAFFIC PAINTER III
115
24.032
25.221
26.487
27.816
29.196
A
2080
$4,165.55
$4,371.64
$4,591.08
$4,821.44
$5,060.64
15310
TRAFFIC SIGNAL TECHNICIAN
263
30.322
31.825
33.419
35.094
36.845
A
2080
$5,255.81
$5,516.33
$5,792.63
$6,082.96
$6,386.47
26250
TRANSCRIBING TYPIST
036
18.629
19.562
20.543
21.568
22.65
A
2080
$3,229.03
$3,390.75
$3,560.79
$3,738.45
$3,926.00
26259
TRANSCRIBING TYPIST -TEMP
737
18.538
A
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$0.00
$0.00
$0.00
$0.00
$0.00
13620
TREE MAINTAINER II
097
22.748
23.882
25.071
26.337
27.644
A
2080
$3,942.99
$4,139.55
$4,345.64
$4,565.08
$4,791.63
14360
W W TREAT PLANT LAB TECH
165
25.75
27.04
28.392
29.806
31.303
A
2080
$4,463.33
$4,686.93
$4,921.28
$5,166.37
$5,425.85
14390
W W TREATMENT PLANT OPR 1
065
21.343
22.405
23.514
24.7
25.933
A
2080
$3,699.45
$3,883.53
$4,075.76
$4,281.33
$4,495.05
14420
W W TREATMENT PLANT OPR II
115
24.032
25.221
26.487
27.816
29.196
A
2080
$4,165.55
$4,371.64
$4,591.08
$4,821.44
$5,060.64
14430
W W TREATMENT PLANT OPR III
229
28.327
29.758
31.253
32.842
34.51
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2080
$4,910.01
$5,158.05
$5,417.19
$5,692.61
$5,981.73
14290
WASTEWATER PLANT MECHANIC
245
29.05
30.502
32.027
33.619
35.306
A
2080
$5,035.33
$5,287.01
$5,551.35
$5,827.29
$6,119.71
14500
WW ELEC & INSTRUM TECH 1
205
26.923
28.279
29.681
31.16
32.733
A
2080 $4,666.65 $4,901.69 $5,144.71 $5,401.07 $5,673.72
14510 WW ELEC & INSTRUM TECH II 263 30.322 31.825 33.419 35.094 36.845 A
2080 $5,255.81 $5,516.33 $5,792.63 $6,082.96 $6,386.47
DocuSign Envelope ID: 22A59626-5F7A-4A36-8 =32HE1AD8FD
MEMORANDUM OF UNDERSTANDING
BAKERSFIELD SERVICE EMPLOYEES INTERNATIONAL
UNION, LOCAL 521
AND
CITY OF BAKERSFIELD
July 1, 2022 - June 30, 2025
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ORIGINAL
DocuSign Envelope ID: 22A59626-5F7A-4A36 F32F6E1AD8FD
TABLE OF CONTENTS
Contents
MEMORANDUM OF UNDERSTANDING BETWEEN..................................1
ARTICLE 1 — PURPOSE..................................................1
ARTICLE 2 — RECOGNITION...............................................1
ARTICLE 3 — TERM OF AGREEMENT........................................1
ARTICLE 4 — RENEWAL..................................................2
ARTICLE 5 — MAINTENANCE OF BENEFITS ..................... ............2
ARTICLE 6 — REPRESENTATION — UNION OFFICERS ..........................2
ARTICLE 7 — UNION STEWARDS...........................................3
ARTICLE 8 — NO STRIKE OR LOCKOUT.....................................4
ARTICLE 9 — MANAGEMENT RIGHTS........................................4
ARTICLE 10 — MAINTENANCE OF MEMBERSHIP...............................4
ARTICLE 11 — RIGHT TO REPRESENTATION.................................5
ARTICLE 12 — PROCESSING OF FORMAL GRIEVANCES .........................5
ARTICLE 13 — EQUAL OPPORTUNITY EMPLOYMENT ............................9
ARTICLE 14 — PERS PICK—UP............................................9
ARTICLE 15 — COMPENSATION...........................................10
.ARTICLE 16 — STAND—BY PAY...........................................10
ARTICLE 17 — CALL—BACK..............................................12
ARTICLE 18 — RETIREMENT.............................................12
ARTICLE 19 — PROMOTIONS.............................................13
ARTICLE 20 — CITY INSURANCE CONTRIBUTION ............................13
ARTICLE 21 — SAFETY .................................... ...........14
ARTICLE 22 — TRAINING...............................................16
ARTICLE 23 — PREMIUM COMPENSATION...................................16
ARTICLE 24 — HOLIDAYS...............................................18
ARTICLE 25 — SHIFT ASSIGNMENTS......................................19
ARTICLE 26 — SHIFT DIFFERENTIAL.....................................20
ARTICLE 27 — UNIFORM/FOOTWEAR ALLOWANCE .............................20
ARTICLE 28 — TOOL ALLOWANCE.........................................22
ARTICLE 29 — BILINGUAL PAY..........................................22
ARTICLE 30 — COMPENSATORY TIME......................................23
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DocuSign Envelope ID: 22A59626-5F7A-4A36-82,• 32F6E1AD8FD
ARTICLE 31 - OVERTIME...............................................23
ARTICLE 32 - SICK LEAVE_____________________________________________?'3
ARTICLE
33
- PERSONAL NECESSITY LEAVE ....... .................... .24
ARTICLE
34
- DEFERRED COMPENSATION PLAN .............................24
ARTICLE
35
- PAYROLL DEDUCTIONS.....................................24
ARTICLE
36
- CLASSIFICATION REQUESTS................................25
ARTICLE
37
- LONGEVITY PROGRAM......................................26
ARTICLE
38
- RETIREE MEDICAL .............: .........................26
ARTICLE
39
- TRAINING STEP..........................................28
ARTICLE.40
- DRUG TESTING ......................... ................28
ARTICLE
41
- COURT CALL BACK.........................................29
ARTICLE
42
- VACATION...............................................29
ARTICLE
43
- CERTIFICATION PAY......................................29
ARTICLE
44
- JURY DUTY..............................................31
ARTICLE
45
- IRS 125 PROGRAM .................... ..................32
ARTICLE
46
- RESIDENCY REQUIREMENT ............ ....................32
ARTICLE
47
- PAYROLL CHANGES........................................32
ARTICLE
48
- UNION REPRESENTATIVE LEAVE OF ABSENCE ..................32
ARTICLE
49
- NEW HIRE INFORMATION/NEW EMPLOYEE ORIENTATION ..........33
ARTICLE
50
- UNION BULLETIN BOARD...................................34
ARTICLE
51
- SDI ELECTION...........................................34
ARTICLE
52
- COMMITTEES.............................................34
ARTICLE
53
- PROBATIONARY PERIOD....................................35
ARTICLE
54
- LINE OF DUTY DEATH BENEFIT .............................35
ARTICLE
55
- SEVERABILITY...........................................35
ARTICLE
56
- PERSONNEL FILES........................................36
ARTICLE
57 -
SERVICE AWARDS.........................................36
ORGINAL
DocuSign Envelope ID: 22A59626-5HA-4A36. 3+32HEMDUD
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF BAKERSFIELD AND
SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 521
The duly authorized representatives of the City of Bakersfield, herein
after referred to as "the City" and the Service Employees International
Union, Local 521 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 1 - 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 2 - RECOGNITION
Section 1. Pursuant to the provisions of the City Employer -Employee
Relations Ordinance, Supplemental Rules and Regulations and applicable
State law, the Service Employees International Union, 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 the Union from appearing in his/her
own behalf in his/her employment relations with the City.
ARTICLE 3 - TERM OF AGREEMENT
The City and the Union agree that the term of this Agreement shall
commence on July 1, 2022, and expire at 12:00 midnight on June 30, 2025
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DocuSign Envelope ID: 22A59626-5F7A-4A36-8; :32REMD8FD
ARTICLE 4 - 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 Bakersfield Employer -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 June 30, 2025. Negotiations for the successor
agreement will commence by February 15, 2025. 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 5 - 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.
Section 3. The Parties' Memorandum of Understanding is directed by
California Government Code 3500 et. seq. ("MMBA"). Consistent with the
requirements of the MMBA, SEIU may request that an impasse in
negotiations resulting in fact-finding. The parties agree to follow
the MMBA time frame provided for fact-finding, unless they mutually
agree otherwise.
ARTICLE 6 - 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.
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DocuSign Envelope ID: 22A59626-5F7A-4A36• .=FF32F6E1AD8FD
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 7 - UNION STEWARDS
Section 1. The City agrees that the Union may designate up to twenty
(20) 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. 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.
Section 4. Union Stewards may be elected to serve as an Officer or
Director of the Board of Directors for the Union. The members can also
be elected to serve as an Advisory Board Member of the Union, which
acts as a bridge between the Board of Directors and the Members. The
City shall allow these members to have release time for these special
union activities. In addition, periodically Union Stewards are called
upon to serve the Union for the benefit of members. In these times, the
City shall also allow these members to have release time for these
special union activities. No more than two (2) employees, two (2) days
of release time each shall be allowed per month with an annual
accumulative total of fifteen (15) days. Normal time off approval
request procedures apply. If used, the City of Bakersfield shall invoice
the Union for the hourly cost of employees plus the cost of benefits
for the day(s) used.
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ARTICLE 11 - RIGHT TO REPRESENTATION
The City shall advise the employee of his/her right to be represented
by the Union or other representation of his/her choosing at any meeting
in which disciplinary action is to be imposed or at which disciplinary
action might reasonably be expected (by the employee) to be imposed. It
is the responsibility of the requesting member to secure representation
of their choosing. Disciplinary investigations are included in this
section. If the employee elects to have representation present, and
none is immediately available, the meeting will be postponed for up to
forty-eight (48) hours not including Saturdays, Sundays, or holidays,
in order to permit the employee to obtain representation within or
beyond the 48 hours.
There is no right to representation during meetings where the employee
is not suspected of wrongdoing. For example, such meetings include, but
are not limited to, work related instruction, questions, performance
evaluations, etc. If the City advises the employee that a meeting does
not involve potential discipline there is no right to representation.
ARTICLE 12 - PROCESSING OF FORMAL GRIEVANCES
Section 1. Grievance Procedure.
A Matters Subject to Grievance Procedure. All employees
in the city service shall have the right to present a
grievance regarding dissatisfaction with some phase of
their job or relations with others on the job which is
outside their scope of control.
B. Objective. Objective of grievance procedure shall be:
1. To promote improved employee -employer relations by
establishing grievance procedures on matters for
which appeal or hearing is not provided by civil
service board rules;
2. To afford employees individually or through
qualified employee organizations, a systematic
means of obtaining further consideration of
problems after every reasonable effort has failed
to resolve them through discussions;
3. To provide that grievances shall be settled as near
as possible to the point of origin;
4. Encouragement that grievances should be heard and
settled as informally as possible.
C. Individual Informal Grievance Procedure. An employee
who feels they have a grievance should attempt to
resolve this grievance by discussion with their
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immediate supervisor without undue delay. If after such
discussion, the employee does not feel the grievance
has been satisfactorily resolved, they shall have the
right to discuss the matter with the chain of command
including their department head. Every effort should
be made to resolve the grievance by informal means at
the most immediate level of supervision. If the
employee is not in agreement with the decision reached
through such informal discussions, they shall have the
right to file a request for a formal grievance in
writing with their supervisor or department head. An
informal grievance shall not be taken above the
department head.
A Individual Formal Grievance Procedure. After exhaustion
of the informal grievance procedure, the grievance
shall be put in writing and shall proceed on the
following levels of review:
1. Department or Division Review. The employee shall
file their grievance in writing with their
department head who shall discuss the grievance
with the employee. The department head shall render
their decision and comments to the employee in
writing within fifteen calendar days. If the
employee does not agree with the decision reached
or if no answer is received from the department
head within fifteen calendar days, he or she may
present the grievance in writing to the city
manager. Failure of the employee to take further
action within ten calendar days after receipt of
the decision or within a total of twenty-five
calendar days if no decision is rendered, will
constitute withdrawal of the grievance.
2. City Manager Review. Upon receiving the grievance,
the city manager or designated representative
shall discuss the grievance with the employee and
all other appropriate persons. The city manager
may appoint a fact-finding committee or an officer
not in the normal line of supervision to
investigate and advise them concerning the
grievance. The city manager shall render a decision
in writing to the employee within twenty calendar
days after receiving the grievance. The decision
of the city manager shall be final in all cases
unless the grievance is
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subject to policy review by the city council. In
such cases, the city manager shall then refer the
matter to the appropriate council committee.
E. Employee Organization Grievance Procedures.
1. A recognized official of an employee organization
may submit written grievances on behalf of the
organization or an employee to the appropriate
department head with a copy filed with the city
manager;
2. The department head shall render a written decision
within fifteen calendar days within receipt of the
written grievance unless a mutually agreed upon
extension of time is set; a copy of the department
head's decision will be filed with the city
manager;
3. If the employee organization is not satisfied with
the decision rendered by the department head, they
may request a city manager review of the grievance
within ten calendar days of receipt of the
department head's decision; failure of the
employee organization to take further action
within ten calendar days after receipt of the
department head's decision or within a total of
twenty-five calendar days if no decision is
rendered, will constitute withdrawal of the
grievance; the city manager shall render their
written decision within twenty calendar days after
receiving the grievance; the city manager's
decision shall be final in all cases unless the
grievance is subject to policy review of the city
council; in such cases, the city manager shall
refer the matter to the appropriate council
committee.
F. Conduct of Grievance Procedure.
1. The time limits specified in this section may be
extended by mutual agreement of the employee or
employee organization and the reviewer concerned;
2. The employee may request the assistance of another
person of their own choosing in preparing their
written grievance;
3. Employees are assured freedom from reprisal for
use of grievance procedures. (Prior code
3.14.300)
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Section 2. Administration of the Grievance Procedure.
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.
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 their
designees and inform them of the nature of the business. Permission
to leave will be granted promptly unless such absence would cause
an undue interruption of work.
3. Upon entering a work location, the Steward shall inform the
cognizant Department Head and Supervisor of the nature of thier
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.
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.
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:
A. 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.
B. The agreed to third party, shall, as soon as practical, but
not later than thirty (30) days, hold closed hearings on the
grievance which shall be held in conformity to normal hearing
procedures.
C. Either the City or the Union may call any employee as a
witness and the City agrees to release said witness from work
if they are on duty. Any employee called as a �i�PAKF9
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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.
D. 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.
F. Parties shall pay their own expenses except for the third
party whose expenses shall be shared equally.
G. The opinion of the third party shall be strictly advisory and
shall be submitted to the employee or their designated
representative and to the City Manager for their further
consideration.
H. 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.
Section 3. Review of the grievance procedure will commence February
15th, 2021. Given the complexity of the issue a separate process,
inviting all bargaining units, will convene to review Municipal Code
language, MOU language and propose recommended changes.
ARTICLE 13 - 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 14 - PERS PICK-UP
Except as provided in Article 18 below, at the beginning of the
employee's sixth (6th) cumulative 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. Effective with the
implementation of the 3% at 60 retirement program, City agrees to pay
one (1%) percent of the employee's retirement contribution for employees
with less than six (6) cumulative years of service. The City will pay
the full portion of the contribution at the beginning of the employee's
sixth (6th) cumulative year of service. Employees hired subsequent to
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February 22, 2006 will not receive this one (1%) percent contribution.
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.
This article is not applicable to employees hired after January 1, 2013,
that are not deemed "classic" members, as a result of the Public
Employees' Pension Reform Act of 2013 (PEPRA).
ARTICLE 15 - COMPENSATION
Salaries shall be increased for every active employee of the Blue and
White Unit as follows:
5.0% effective the first full pay period following City Council
adoption in 2023, retroactive to July 4, 2022;
5.0% effective the first full pay period following July 1, 2023;
5.0% effective the first full pay period following July 1, 2024;
The City and SEIU shall meet separately to discuss equity/market
adjustments following receipt of citywide compensation data in 2023.
ARTICLE 16 - STAND-BY PAY
The City and the Union agree that when an employee is designated by
management to be available to return to work at any time during specific
hours outside of normal working hours the employee shall receive fifty
dollars ($50) per each eight (8) hours on Controlled stand-by or faction
thereof effective July 2020. Such pay shall be in addition to any call-
back compensation. To the extent feasible, the parties agree that
controlled stand-by shall be assigned on an equitable basis to all
eligible employees possessing the requisite skills.
Effective January 2021 employees in the following classifications
designated by the City to be on standby shall receive $60 per each 8
hours of standby.
1. Police Service Technician
2. Senior Animal Control Officer and Animal Control Officer
3. Code Enforcement Officer I/II
4. Fire Plans Examiner
5. Fire Prevention/Environmental Officer
6. Hazmat Specialist
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The following classifications are added effective January 3,
2022:
7. Police Latent Print Examiner
8. Police Laboratory Technician
9. Building Inspector I/II
10. Plan Checker -Electrical Specialist
11. Plan Checker Plumbing and Mechanical Specialist
Controlled Standby
Standby time is controlled where the City of Bakersfield requires an
employee during a specific time period to be within (45) minutes driving
time from the City limits to the work place or location where the
employee is to report. The rate of pay for controlled standby time is
the ($40) dollars per eight (8) hour shift. An employee on controlled
standby time is expected to:
A. Be ready to respond immediately to calls for service.
B. Be accessible by telephone, pager or City radio.
C. Remain a reasonable distance, within (45) minutes driving time
from the City.
D. Refrain from activities that may impair the ability of the
employee to perform the assigned duties.
Uncontrolled Standby
Uncontrolled standby time is uncontrolled where the employee leaves the
workplace and is required merely to inform his/her Supervisor of his/her
designee of where/how the employee may be contacted, but the employee's
activities are not restricted.
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ARTICLE 17 - CALL-BACK
Section 1. An employee who is directed to return to work to perform
additional services after completion of his regular work period shall
be authorized a minimum of two hours of work.
Section 2. Any call-back during which the employee performs two or more
hours of work shall entitle him to an authorized credit for the number
of hours actually worked completed to the nearest one -tenth of an hour
(six minutes).
Section 3. In computing work hours during a call-back, employees will
be credited up to 30 minutes travel for both reporting and returning
home following call-back. The travel time will be included in the two-
hour minimum covered in (A) above.
Section 4. Any call-back which occurs prior to and which continue
through the beginning of the employees regular work period shall not
entitle the employee to the two-hour minimum. The call-back shall
entitle the employee to an authorized credit of the number of hours
actually worked computed to the nearest one -tenth of an hour (six
minutes).
Section 5. Call-back hours which result in additional hours to the basic
work week or work period shall be credited to the employee as
compensatory time off or paid, as determined by the department head at
the employee's applicable overtime rate.
Section 6. The City will discuss appropriate circumstances for phone
calls at home with Supervisory personnel.
The parties will continue to discuss call-back issues on a department
by department basis.
ARTICLE 18 - RETIREMENT
Section 1.
Tier One: For miscellaneous employees hired on or before, December 20,
2008, the City shall maintain a contract with CalPERS for the provision
of a 30 @ 60 (highest 12 months) retirement benefit formula. Tier one
employees pay .50 of the employee retirement contribution.
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Section 2.
Tier Two: For "classic" CalPERS members hired on or after December 20,
2008, the City shall maintain a contract with CalPERS for the provision
of a 2.7% @ 55 (average of the highest 36 months of service) retirement
benefit formula pursuant to CalPERS requirements. At the beginning of
the employee's sixth (6th) cumulative year of service the City will pay
seven and one-half (7.5%) percent of the employee retirement
contribution. Concurrently, Tier two employees shall pay .5% of the
employee retirement contribution.
Section 3.
Tier Three: For employees hired on
classified as "new" members of CalPERS
Pension Reform Act (PEPRA), the City
CalPERS for the provision of a 2% @ 62
benefit formula. Also pursuant to PEPRA,
for paying one-half of the normal cost
or after January 1, 2013 and
as defined by Public Employees
shall maintain a contract with
(highest 36 months) retirement
these employees are responsible
of this retirement plan.
Section 4.
These plans include the Military Service Credit option and the Option
2 Death benefit.
ARTICLE 19 - 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.
Effective January 2020, the promotional process will be discussed in a
labor management committee.
ARTICLE 20 - CITY INSURANCE CONTRIBUTION
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:
Fee Dental HMO Dental Fee Dental Dental HMO
Fee Health HMO Health HMO Health Fee Health Employee
Vision Vision Vision Vision Contribution
Employee 80% 80% 80% 80% 20%
Only
Employee 80% 80% 80% 80% 20%
+1
Family 80% 80% 80% 80% 20%
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The City and Union have agreed that all future meeting and conferring
and decisions regarding the structure of medical/dental insurance
coverage's 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 31st 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.
The 80o/20o premium split shall remain in effect unless an alternative
agreement has been reached. Any changes to the health plans shall follow
the existing process noted in this Article, whereby the City will meet
with the Insurance Committee.
Life Insurance. The City currently provides for Life Insurance of
$30,000. Employees have the option of buying additional Life Insurance
beyond $30,000 at their expense, subject to carrier conditions.
Disability 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 21 - SAFETY
Section 1. 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.
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Section 6. It is the duty of Management to make every reasonable effort
to provide and maintain a safe place of employment. The Union 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.
Section 7. Classifications, designated by Risk Management or mandated
by regulation, shall be provided with hepatitis vaccinations.
Section 8. Light Duty. When due to injury or illness, whether or not
the injury or illness is work related and the employee is unable to
perform his/her usual duties, the employee may work in a light- duty
capacity based on the following conditions:
A. An employee may work light duty only upon approval of the
Department Head upon the recommendation of the appointed City
Physician, and only to the extent that the employee's illness or
injury is not further aggravated by working in this capacity, nor
is a hazard created for other employees.
B. Human Resources Division, working with the city departments, will
identify potential light duty assignments. The employee may
perform a light duty assignment within any City department, as
determined by the City. The City will determine the availability
and duration of light duty assignments.
C. Individuals will not be assigned to light duty if there is a chance
that doing so might result in liability against the City, as
determined by the City.
D. An employee shall accept light duty assignments, if offered, if
his/her illness/injury is job related.
E. An employee denied a requested light duty assignment will be
provided a written explanation, if requested.
F. Industrial light duty assignments have precedence over non-
industrial assignments.
Section 9. 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
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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.
Section 10. Safety Committee. The Union will be allowed to appoint one
member from each bargaining unit to serve on the City's Safety
Committee.
ARTICLE 22 - 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 paid by
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 23 - PREMIUM COMPENSATION
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.
Section 1. Acting Appointment- The City and the Union agree that
Department Heads, with the approval of the City Manager, may assign the
full range of duties and responsibilities of a vacant position to a
qualified regular employee for a period of time not to exceed six
months. Such appointment in excess of six months may be made with the
approval of the appropriate civil service board. The compensation for
the action appointment shall be within the salary range of the class so
assigned with a minimum of 50.
Section 2. Temporary Assignment- The City and the Union agree that
assigning an employee to perform the duties of a higher class 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 base rate.
All premium pay practices will conform with PERS rules.
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The following table outlines the premium rate per grade temporarily
assigned above permanent assignment.
If percentage difference between classifications is:
Range (o)
Premium rate M
6 -19
5
20-29
10
30-39
17
40-49
25
50-59
34
60-69
43
The range percentage is the difference between an employee's regular
grade at step 1 compared to the higher grade at step 1. Department Head
approval will be required if range percentage is 70o and above.
The premium rate column is equivalent to an employee at step 4 of their
current grade receiving step 2 of the higher grade.
Section 3. The City and the Union agree that when an employee is assigned
as follows, they shall receive a five percent (50) increase during the
period of such lead assignment:
A. When any Blue Collar or White Collar employee is assigned
responsibility over any work release or community service workers.
B. 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.
C. Unless a supervisor is present, a lead employee is to be designated
and paid lead assignment pay for the night sweeper crew.
D. Except in emergency situations, the City will continue the current
practice of assigning work release or community service workers to
employees who have voluntarily accepted the responsibility and
completed any required training.
E. When Service Maintenance Workers in the Sewer Division are assigned
lead responsibility on a two -person truck, they will be considered
as working at the Sewer Maintenance II level and paid out -of -
classification assignment.
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ARTICLE 24 - HOLIDAYS
Section 1. All eligible employees in the Blue and White Collar Units
shall observe the following eight -hour holidays with pay:
Martin Luther King Day
President's Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Day
New Year's Day
Three Floating Holidays, as provided below.
Employees shall also receive every day designated by the City Council
as special holidays in commemoration or in memorial of an extraordinary
occurrence as paid holidays.
Section 2. Whenever a holiday falls on a Sunday, the following Monday
shall be observed. Whenever a holiday falls on a Saturday, the previous
Friday shall be observed as a holiday.
Section 3. Employees assigned to seven-day per week shift schedules
shall observe the actual, not the observed holiday. Those days are
Independence Day, Veterans Day, Christmas Day and New Years Day.
Section 4. 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.
A. Floating holidays shall be utilized as follows on years that
Christmas and New Years fall on:
1. Saturday, Sunday, or Monday, three floating holidays will be
credited to employees.
2. Tuesday, Wednesday, or Friday, Christmas and New Years Eve
will be observed as full day holidays and one floating holiday
will be credited each employee.
3. Thursday, the Fridays following Christmas and New Years will
be observed as full day holidays and one floating holiday
will be credited each employee.
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4. Floating holidays not observed as Christmas or New Year's Eve
shall be credited and available by July 1 of each year.
Section 5. Solid Waste Holidays - The Solid Waste Division has two types
of field operations which normally work either a five day or four day
work week:
A. Refuse Collection Yard Operations:
Employees on a five day work week schedule may also be required to
work designated holidays which fall within their normal work
schedule, excluding New Year's Day, July 4th, Thanksgiving Day,
Christmas Day, and those days the disposal facility is closed.
Employees actually working any of the designated holidays will
receive time and one half pay for the hours worked that day, in
addition to the eight hour holiday pay.
For the purpose of completing the weekly refuse collection cycle
after a holiday which closes operation, employees may also be
required to work the Saturday after the holiday and will receive
time and one half pay for the hours worked that day.
B. Recycling Facilities Operations:
Employees on a four day work week schedule may also be required to
work designated holidays which fall within their normal work
schedule, excluding New Years Day, July 4th, Thanksgiving Day, and
Christmas Day. Employees actually working any of the designated
holidays will receive time and one half pay for the hours worked
that day, in addition to the eight hour holiday pay.
Section 6. During the time of any leave of absence without pay employees
will not be eligible for Holiday Pay.
Section 7. Employees regularly assigned to a 10-hour work schedule will
have the following options when required to supplement the 8 hours
holiday pay: 1) use accrued vacation or CTO, 2) take time off without
pay, or 3) with department approval work additional hours during the
workweek. Effective upon ratification the following holidays will be
paid at 10 hours - Thanksgiving Day; Day after Thanksgiving Day;
Christmas Day; New Year's Day, and Independence Day. No supplemental
will apply to floating holidays.
ARTICLE 25 - 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.
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The City and Union agree that to meet the needs of the Police Department
the following factors shall be considered in making assignments for
employees in the Police Service Technician classification:
• Special skills
• Experience
• Seniority
• Accommodation of education schedules
Other factors, as determined by the Chief of Police
The City and Union specifically acknowledge the need to balance
experience and inexperienced Police Service Technicians on all shifts.
Appointments shall be made at the sole discretion of the Department.
ARTICLE 26 - SHIFT DIFFERENTIAL
Section 1. A shift differential of $.90 per hour shall be paid any
employee when the majority of their shift falls between the hours of 3
p.m. and 12 midnight.
Section 2. A shift differential of $1.25 per hour will be paid any
employee when the majority of their shift falls between 12 midnight and
7 a.m.
Effective January 3, 2022, Sections 1 and 2 above are amended as follows:
Section 1. A shift differential of $1.25 per hour shall be paid to any
employee when a minimum of four full working hours of their shift falls
between the hours of 3 p.m. and 12 midnight.
Section 2. A shift differential of $1.75 per hour will be paid to any
employee when a minimum of four full working hours of their shift falls
between 12 midnight and 7 a.m.
ARTICLE 27 - UNIFORM/FOOTWEAR ALLOWANCE
Section 1. 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. Uniforms that
are damaged during the normal course of work will be replaced.
A. 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
with a Five hundred eighty dollars ($580) per year uniform
allowance. Animal Control Officers (ACO), Police Service
Technicians (PST) and Fire Prevention Personnel required to wear a
uniform shall receive a Eight hundred fifty dollars ($850) per `y�e��
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uniform allowance. This allowance is to be paid on a bi- weekly
basis to meet CalPERS requirements. The City shall provide at no
cost to the employee all required patches and chevrons.
B. 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.
Section 2. Safety Footwear Allowance - The City shall provide a safety
footwear reimbursement of up to One hundred twenty five dollars ($125)
annually, for a maximum of two (2) pairs of Department Head (or designee)
approved safety footwear per calendar year. Effective with the ratification
of this agreement safety footwear reimbursement for requests initially
submitted after ratification will increase to one hundred sixty dollars
($160) annually. Reimbursement will be approved with the original receipt
for those specific classifications listed with Human Resources.
The City and the Union both reserve the right to make changes to add or
delete classifications from the list upon mutual agreement.
During the time of any leave of absence without pay employees will not
be eligible for uniform or footwear allowance.
Section 3. Hats and Safety Jackets
A. Following ratification, and availability of product, all City
employees including emergency responders covered by this bargaining
agreement working within the right-of-way of a highway and engaged in
any other types of operations who work within the right-of-way of a
highway who are exposed either to traffic (vehicles using the highway
for purposes of travel) or to construction equipment within the work
area shall be provided one safety ANSI 3 compliant jacket per
calendar year. Additional staff may be approved at the discretion of
the department head and human resources.
B. Effective January 1, 2021, all City employees including Emergency
responders covered by this bargaining agreement working who primarily
work outdoors shall be provided three hats per calendar year.
The city shall provide no less than three types of hats. One being a
full shade hat (i.e., Straw or equivalent with cloth lining), one
baseball type hat, and one cloth wide brimmed hat (i.e., boonie style).
The employee shall have the right to decide which hats they prefer to
wear from the hats provided.
No hats other than those provided by the city shall be worn, other than
by permission of the department head. (Examples: employees may be
permitted to wear their teams NFL hat on Fridays during the playoffs,
etc.)
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ARTICLE 28 - TOOL ALLOWANCE
Employees in 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 Up to $530.00
Fleet Service Worker II Up to $375.00
Fleet Service Worker I Up to $375.00
Fleet Service Worker II shall provide two-thirds (2/3) of the full tool
set as per the established tool list. Fleet Service Worker I 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 29 - BILINGUAL PAY
Employees who have been designated by the City Manager and regularly
utilize bilingual skills in their job or as a departmental translator
for the City, shall receive seventy dollars ($70) bi-weekly for such
services. To be eligible, an employee must pass a test demonstrating
their bilingual conversational fluency and will be subject to periodic
retest.
Employees in the following classifications will be compensated one
hundred dollars ($100) bi-weekly for bilingual services.
A. Police Service Technician
B. Senior Animal Control Officer and Animal Control Officer
C. Police Dispatcher I/II
The City Manager shall designate qualifying languages and authorize the
number of positions to receive bilingual 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 on a non -regular basis without compensation.
During the time of any leave of absence without pay employees will not
be eligible for bilingual pay.
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ARTICLE 30 - COMPENSATORY TIME
The accumulation of compensatory time shall not exceed one hundred (100)
hours. Any compensatory time in excess of one hundred (100) 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. Employees retain the right to cash
payment for any comp time on the books, subject to budgetary restraints.
ARTICLE 31 - OVERTIME
Overtime worked must receive pre -approval. All overtime compensation
shall be in the form of compensatory time, unless pre -approved for cash
payment. Overtime compensation is credited at one and one-half times
the employee's regular rate of compensation. Overtime compensation will
be credited only for those hours in excess of the employee's regular
scheduled workday or the 40-hours workweek.
ARTICLE 32 - 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 Municipal Code Section
2.84.570. This payment shall not be considered gross remuneration for
purposes of retirement.
Except as provided below, any employee converting the service 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:
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A. No repayment shall be required if an employee dies after
retirement and the survivor's allowance is converted to a
disability allowance.
B. 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 required the
retirement of the employee if still in active service.
ARTICLE 33 — 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 34 - 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 35 — PAYROLL DEDUCTIONS
The City agrees to provide payroll deductions for Union dues and benefit
programs at no cost to the employees or Union.
Employees may express authorization for payroll deduction and/or COPE
contributions by submitting to the Union a written membership
application form, through electronically recorded phone calls, by
submitting the Union on online deduction authorization, or by any other
means of indicating agreement allowable under state and federal law.
The union will submit to the City a list of members who have authorized
payroll deduction and shall provide the City with verification that
payroll deduction and/or COPE contributions have been authorized by the
employee only in the event a question arises about an employee's
membership status. The City shall accept confirmations from the Union
that the Union possesses electronic records of such membership and give
full force and effect to such authorizations as "written authorization"
for purposes of this Agreement.
Deductions for dues and the Union's Committee on Political Education
shall start the pay period after the City receives notification of the
authorization. The City shall transmit such payment to the Union
through electronic funds transfer or other viable method no later than
thirty (30) days after the deduction from the employee's earnings oc%iA�F
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Requests to authorize dues and/or COPE deductions shall be directed to
the Union rather than the City. Requests to revoke or change the
authorization shall also be directed to the Union rather than the City.
The City shall rely on the Union's explanations in a certified list,
submitted by a representative of the Union who has the authority to bind
the Union, regarding whether authorization/revocation/change in
deductions has been requested by the employee. The Union shall not
provide the City a copy of the employee's authorization unless a dispute
arises about the existence or terms of the authorization.
The Union agrees to indemnify and hold harmless the City against all
claims, including costs of such suits and reasonable attorney's fees
and/or other forms of liability arising from the implementation of the
provisions of this Section, including claims for or related to employee
authorizations, revocations, deductions made, cancelled, or changed in
reliance on the Union's representations and certifications regarding
employee dues deduction authorizations.
Violations of this section of the MOU are grievable.
ARTICLE 36 — CLASSIFICATION REQUESTS
Requests for classification consideration will be processed once a year
on February 1st, 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:
A. By request of the employee and/or
B. 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.
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ARTICLE 37 - 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 38 - RETIREE MEDICAL
Section 1. Medicare Coverage - Any employee eligible to receive retiree
medical insurance coverage who is eligible for Medicare coverage whether
through the City of Bakersfield, other employers, spouse/domestic
partner 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.
Section 2. The City shall provide the surviving spouse/domestic partner
and eligible dependent(s) of any deceased employee with the health and
welfare benefit contribution that had been made on behalf of the
employee prior to their death.
Section 3. Employees hired after February 22, 2006 will not participate
in either of the retiree health subsidy programs set forth in this
section. In lieu, the City will match up to one (1%) percent of the
employee's mandatory contributions to their Retirement Health Savings
account commencing the beginning of their sixth ( 6th) year of employment.
Section 4. Retiree Medical - Employees hired after April 1, 1996 but
before February 22, 2006 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 regular service or retire due to disability. Such retirees will
receive a premium subsidy based upon 3% per year of service, to
the nearest quarter year, 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
applicable rate structure (i.e. single without Medicare rate,
single with Medicare rate, etc.) in subsidies from the City.
B. 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
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such coverage as a condition for receiving coverage under the
City's retiree medical plan.
C. Employees hired after April 1, 1996 shall not be eligible to
receive the 42% Fee -For -Service plan subsidy.
Section 5. Retiree Medical - Employees hired prior to April 1, 1996 who
retire following fifteen (15) years of regular service or retire due to
disability, eligibility for and contributions towards retiree medical
insurance shall be as originally set forth in City Council Resolution
#227-88 and herein set forth:
A. Retired employees enrolled under the City's health plan shall
receive city contributions based on the following formula:
Participation in the City retiree medical insurance plan will be
offered to those employees who retire following fifteen (15) years
of regular service or retire due to disability. Such retirees will
receive a premium subsidy based upon 3% per year of service, to
the nearest quarter year, 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
applicable rate structure (i.e. single without Medicare rate,
single with Medicare rate, etc.) in subsidies from the City.
B. Forty-two (42%) percent of the actual premium for the "Fee for
Service" Retiree Health Plan shall be paid by the City and the
balance of the premium shall be calculated and paid pursuant to
the formula in "A" above.
C. Retired employees covered under the HMO Insurance plans shall only
receive the City contributions under the formula in "A" above.
Section 6. Retirement Health Savings Accounts - The ICMA Vantage Care
Retiree Health Savings Account program (RHSA) has been implemented. One
(1%) percent of base pay will be deducted from each employee's paycheck
on a pre-tax basis and deposited into their individual account effective
with program implementation.
As soon as is possible the City will amend the Retirement Health
Savings Account for the White Collar Unit to eliminate the
deposit of accrued leave payouts into the Account upon
retirement.
The City assumes no liability for adverse tax rulings by the IRS relative
to this program.
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ARTICLE 39 - TRAINING STEP
A Training ("T") Step exists for the following classifications:
Clerk Typist I
Fleet Service Worker I
Service Maintenance Worker
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 hire 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 40 - DRUG TESTING
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.
Reasonable suspicion shall mean one or more of the following exists as
determined by the Department Head or his/her designee:
A. Having more evidence for than against.
B. An apparent state of facts and/or circumstances which would lead
a reasonable person to believe an individual was using
drugs/narcotics.
C. A reasonable grounds for belief in the existence of facts or
circumstances warranting an order to submit to a drug test.
Testing Procedure - Detailed testing procedures shall be developed by
the City to:
A. Positively identify employees prior to testing.
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B. Provide for employee privacy and security of samples.
C. Establish if an employee is taking any drugs legitimately under
medical supervision.
D. 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.
Testing 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 41 - 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 42 - VACATION
Vacation accrual shall be as follows:
Years
Days
0-4
10
5-13
15
14+
20
Maximum vacation accrual shall be three (3) years annual accrual.
Between 5 to 10 years of service, the maximum vacation accrual shall be
increased to three (3) years and three (3) days. After ten (10) years
of service, the maximum accrual shall be increased to three (3) years
and nine (9) days.
ARTICLE 43 - CERTIFICATION PAY
A. When the City requires an employee as a condition of employment or
request the employee to voluntarily obtain and/or maintain a State
or National certification, the City shall reimburse the employee
for any cost of obtaining and/or renewing the certification.
B. 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.
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C. 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:
Bar 97 Advanced Smog Certification $1,500
Automotive Service Excellence (ASE)
certificates (Equipment Maintenance) $150 per
certificate*
*Maximum Fleet Service Worker I 4 certificates
Fleet Service Worker II 6 certificates
Fleet Mechanic (All) 10 certificates
Automotive Parts Specialist 2 certificates
Forklift Operator Trainer $500
Geologist $1,000
Certified Latent Print Examiner $1,500
Arborist $1,000
DOT Tester Certification $1,000
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 nF�AKF9L,
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Certified Pool/Spa Operator (Recreation) $500
Notary Public License
$500
Crane Operator Certificate $500
Waste Water Mechanic - Plant Maintenance Mechanical
Technologist $100 Grade I, $200 Grade II per year,
non -accumulative.
Building Inspectors, Code Enforcement and Building Staff -
$100 each per year for City approved certification, up to a
maximum of 5 certificates.
Fire Inspectors, Hazardous Material Specialists $100 each
per year for City approved certificates, up to a maximum of
5 certificates.
Traffic Signal Technician - International Municipal Signal
Association Certification $100 Grade I, $200 Grade II,
$300 Grade III, non -accumulative, per year.
ASE certification(s) as of December 1st will be eligible to
receive the applicable certification pay for the entire
calendar year.
Signing and Striping Certificates - $100 Grade I, $200
Grade II, $300 Grade III, non -accumulative per year.
City or Union may request additional and/or modifications to
certification pay during the term of the agreement, which will be
implemented upon mutual agreement.
The parties agree to add and recognize the following certifications
effective January 1, 2021:
Water
Distribution II
$500
per
year
Water
Treatment II
$500
per
year
Water
Distribution III
$750
per
year
Water
Treatment III
$750
per
year
ARTICLE 44 - 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.
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ARTICLE 45 - IRS 125 PROGRAM
The City has implemented the IRS 125 Program for payment of medical
insurance premiums, childcare and un-reimbursed expense. Employees may
voluntarily participate in the childcare and un-reimbursed medical
portions of the program.
ARTICLE 46 - RESIDENCY REQUIREMENT
The residency requirement for Unit employees shall require that
employees maintain residency within one (1) hour normal driving time
from City Limits. Normal driving time shall be defined as driving the
most direct route at the posted speed limit.
ARTICLE 47 - PAYROLL CHANGES
A. The City shall maintain in effect the voluntarily direct deposit
program for unit employees with the following provisions:
1. 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.
2. Eliminate payoff checks for sick leave converted to vacation
with all such payoffs being added to the regular paycheck.
3. Employees are responsible for investigating errors in direct
deposit with their bank.
4. City will give notice to the Union should it wish to change
any of the paycheck release times currently in effect.
5. The City will give reasonable advance notice if it will be
unable to provide direct deposit for a given pay period.
B. All payroll changes shall become effective at the start of the
nearest payroll period.
ARTICLE 48 - UNION REPRESENTATIVE LEAVE OF ABSENCE
The City shall grant to an employee, upon request of the Union with a
minimum of a three (3) working days' notice, a leave of absence without
loss of compensation or other benefits. The leave shall, include but is
not limited to, full-time, part-time, or periodic absence for purposes of
fulfillment of the duties of an officer or a steward.
At the conclusion of the leave, the officer or steward shall have a right
to reinstatement to the same position held prior to such leave without loss
of seniority while on this leave.
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Compensation during the leave shall include employer -sponsored health and
retirement benefits or other benefits granted to representatives of the
Union under the law or this MOU.
Following the City's payment of the employee leave of absence, the City
shall be reimbursed by the Union for all compensation paid the employee on
the leave. Reimbursement by the Union shall be made within 10 days after
its receipt of the employer's certification of payment of compensation to
the employee.
The leave of absence without loss of compensation or other benefits
provided for by this section is in addition to the release time without
loss of compensation or other benefits granted to representatives of the
Union under the law of or this MOU to include no change or adjustment in
hire date for employees on this leave.
The City shall not be liable for any act, omission, or injury suffered by
any employee of the City if that act, omission or injury occurs during the
course and scope of the employee's lost time work for the Union. To the
extent that the City nonetheless becomes liable for any such act, omission
or injury, the Union shall indemnify and hold harmless the City.
ARTICLE 49 — NEW HIRE INFORMATION/NEW EMPLOYEE ORIENTATION
The City will provide the Union a monthly listing of each newly hired
employee represented under which will include name and address. The
City shall also provide to the Union a listing of all Service Fee Payers
represented under SEIU which will include name and address each Quarter.
The City will provide SEIU LOCAL 521 10 calendar days' notice of
orientations to enable an exclusive representative of SEIU LOCAL 521
access of up to thirty minutes, at the end of the orientation process,
to present Union membership information with no management present. The
new employee orientation will be a mandatory part of the agenda. This
notice will include the time, date and location of the orientation.
SEIU LOCAL 521 agrees to provide Human Resources a list of
representatives or shop stewards that SEIU LOCAL 521. will utilize for
the new hire orientations throughout the year. Once the City
notifies SEIU LOCAL 521 of the new employee orientation, SEIU LOCAL
521 will identify the representative or steward that will attend and
notify the City 5 calendar days' notice of orientations.
Additionally, the City will provide SEIU LOCAL 521 a digital file via
email to the email address designated by SEIU LOCAL 521 containing the
following information within 30 days of hiring an SEIU LOCAL 521
represented employee: the name, job title, department, work location,
work, home, and personal cell phone numbers, personal email addresses
on file with the employer; and the home address of the new hire. The
City will also provide SEIU LOCAL 521 a list of all information for all
employees in the bargaining unit every 120 days. Employees transferring
from another bargaining unit are not considered new hires and will not
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be part of the 30-day report; however, their information will be
captured in the 120-day report.
The Union will provide the Human Resource Director with a copy of the
new employee orientation packet on a quarterly basis. If there is a
substantial change in the packet, the Union will provide the packet at
the next scheduled new hire orientation.
ARTICLE 50 - UNION BULLETIN BOARD
The City will provide approximately a two by three foot (2' x 3')
bulletin board space at each of the major work site locations for Union
bulletins. If space is not available the Union may provide a two by
three foot (2' x 31) bulletin board which the City will install. The
space will be located in an area frequented by a majority of the
employees at the work site. The Union will be responsible to maintain
the designated posting area and ensure compliance with City, State,
and Federal compliance requirements, including the prohibitions of
derogatory or inappropriate documents.
ARTICLE 51 - SDI ELECTION
Blue and White Collar employees have elected to participate in the
State Disability Insurance (SDI)'program. SDI benefits will be
automatically coordinated with wages for employees off work for seven
(7) or more calendar days.
ARTICLE 52 - COMMITTEES
1. The Union recognizes Its obligation to cooperate with the City to
assure maximum service of the highest quality and efficiency to the
citizens of The City of Bakersfield, consonant with its obligations
to the workers it represents. The City and the Union affirm the
principle that harmonious labor-management relations are to be
promoted and furthered. The City and the Union agree that each
employee shall be treated equally, fairly, and with dignity and
respect.
A. Labor Management Committee. It is the intention of the parties
to establish a City-wide Joint Labor -Management Committee to
provide a forum for labor and management to jointly discuss
issues of concern to the bargaining unit employees.
2. The Joint Labor/Management Committee shall consist of Management
representatives and bargaining unit representatives, selected by the
Union. The Management representatives will be designated by the CITY.
Annually, the Joint Labor/Management Committee shall meet up to 12
times upon written request of either party, during working hours to
discuss issues which may include, but are not limited to car(eekF9,
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training, educational/promotional opportunities, class
specifications, training and employee development.
The Committee may also make advisory recommendations to the City
Manager or his/her designated representative, for consideration.
Either party requesting the meeting shall provide an agenda five
(5) days prior to the meeting. Committee participants shall be
released on work time to attend meetings.
ARTICLE 53 - PROBATIONARY PERIOD
1. All appointments to a permanent position shall be tentative and
subject to a probationary period of six (6) months.
2. During the probationary period, the employee shall be required to
demonstrate his or her fitness to the position to which he or she
is appointed by actual performance of duties of the position.
3. At the conclusion of the probationary period, the department must
file an Employee Performance Evaluation stating the retention of the
probationary employee in the City service is desired or the
probationary employee will be considered unsatisfactory and will be
terminated.
ARTICLE 54 - LINE OF DUTY DEATH BENEFIT
Including the prescribed death benefits defined in Labor Code Section
4701 et. al, the City shall pay all reasonable funeral and burial
expenses to a maximum of $20,000 for a Bakersfield employee who dies as
the direct result of an on -duty related injury.
ARTICLE 55 - SEVERABILITY
It is understood and agreed that this Memorandum of Understanding is
subject to all present and future applicable Federal 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.
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ARTICLE 56 - PERSONNEL FILES
Bargaining unit members are entitled to review their official personnel
file under Civil Service Rules and Regulations for Miscellaneous
Departments, Rule 12. Rule 12 can be found on the.City's website at
https://www.bakersfieldcity.us/339/Labor-Relations.
ARTICLE 57 - SERVICE AWARDS
Section 1. Years of Service - Recoanition
• 5 - Certificate of Appreciation and a $50 Gift Card or 4
hours time off.
• 10 - Certificate of Appreciation and a $100 Gift Card or 4
hours time off.
• 15 - Certificate of Appreciation and a $150 Gift Card or 6
hours time off.
• 20 - Certificate of Appreciation and a $200 Gift Card or 8
hours time off plus a service pin.
• 25 - Certificate of Appreciation and a $250 Gift Card or 10
hours time off plus a service pin.
• 30 - Certificate of Appreciation and a $300 Gift Card or 12
hours time off plus a service pin.
• 35 - Certificate of Appreciation and a $350 Gift Card or 14
hours time off plus a service pin.
• 40 or more - Certificate of Appreciation and a $400 Gift
Card or 16 hours time off plus a service pin.
Section 2. Retirement Awards
Retirement after 20 or more years of continuous service will be honored
by a retirement plaque and a $150 Gift Card. This will be a separate
award, apart from any service award which may also be due.
Service and Retirement Awards will be administered by the Human
Resources Department. A Certificate of Appreciation may be withheld at
the discretion of the Department Head and the Human Resources
Department.
FOR THE SERVICE EMPLOYEES FOR THE CITY OF BAKERSFIELD
INTERNATIONAL UNION, LOCAL 521
Docusigned by: DocuSigned by:
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Doc uSigned by:
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Side Letter of Agreement
By and Between City of Bakersfield
And the
Service Employees International Union, Local 521
Representatives of the City of Bakersfield (referred to herein as the "City ) and the
Service Employees International Union. Local 521 (referred to herein as the "Union")
met on the matter of including the classification of Plan Checker — Residential Specialist
as an eligible classification eligible for standby pay. It was the intent of the City to add
the position to those listed in Article 16 of the existing Memoranda of Understandin-i
when adopting the new classification. The City and the Union (collectively referred to
herein as the " Parties") have met and discussed that this inclusion of the Plan Checker —
Residential Specialist position will be effective the payroll period inclusive of the
agreement and signature date with no retroactive pay. As a result, the Parties enter into
this Side Letter of Agreement (referred to herein as the "agreement"). By way or this
Agreement, the Parties agree:
I. The City will recognize the Plan Checker— Residential Specialist as an eligible
classification to be compensated sixty dollars ($60) per each 8 hours of standby per
Article 16.
For The Service Employees For The City of Bakersfield
International Union, Local 521
C
j4v-,ell Z
Pete Rodriguez, lAerriCVOrganizer Christi Tenter, Human Resources Director
(//1*1�
January 10, 2024 /&lo2ca11
Date Date