HomeMy WebLinkAboutRES NO 12-96RESOLUTION NO. 1 ~" 9 6
A RESOLUTION APPROVING MEMORANDUM OF
UNDERSTANDING FOR EMPLOYEES OF THE BLUE AND
WHITE COLLAR UNITS AND ADOPTING SALARY SCHEDULE
AND RELATED BENEFITS.
WHEREAS, the Charter of the City of Bakersfield, Section 12, authorizes the
City Council to provide for salaries and related benefits for officers and employees of the
City; and
WHEREAS, in compliance with the Meyers-Milias-Brown Act of the State of
California, the City has met and conferred in good faith with the Service Employees
International Union (S.E.I.U.), which represents employees of the City's Blue and White
Collar Units; and
WHEREAS, the City's negotiator and the S.E.I.U. have agreed upon salaries
and benefits for said Units; and
WHEREAS, the Council has determined that the salaries and related benefits
as agreed upon by the City's negotiator and the S.E.I.U. are acceptable.
NOW, THEREFORE, BE IT RESOLVED by the Council of the City of
Bakersfield as follows:
1. That Resolution No. 134-94, together with amendatory resolutions, to
the extent the same applies to employees in the Blue and White Collar Units, is superseded
by this Resolution.
2. That the attached Memorandum of Understanding for the Blue and
White Collar Units is hereby approved, setting salaries and benefits for employees in said
Units.
3. That, effective January 8, 1996, except as otherwise provided in the
Resolution, the attached salary schedule covering Blue and White Collar Units shall
constitute the salaries for employees in the categories and positions specified therein and
that the whole of said attachment is hereby incorporated and approved as a part of the
attached Memorandum of Understanding between the City of Bakersfield and the S.E.I.U.
for Blue and White Collar Units.
4. That the schedule of paid holidays set forth in the attached
Memorandum of Understanding is hereby adopted and approved for employees in the Blue
and White Collar Units.
.......... ooo ..........
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
JAN 1 0 1996 by the following vote:
AYES: COUNCILMEMBER DeMOND, CARSON, SMITH, i~B~Fr, ~ 8t~a~l, SALVAGGIO
NOES: COUNCILMEMBER ~Y'tC-[.'.'.'.'.'.'.'.'.~,r~-~- r~,, ,-')u,~d'~ ~,
ABSTAIN: COUNCILMEMBER (~'~ ~
ABSENt: COUNCILMEMBER ~ ~.~
CITY CLERK and Ex Officio Clerk of the
Council of the City of Bakersfield
APPROVED ~ 1 0 1896
MAYOR of the City of Bakersfield
APPROVED as to form:
JUDY K. SKOUSEN //~
CITY ATTORNEY of the City of Bakersfield
Attachments
JWS:jp
1-10-96
C:RESO-B&W. SAL
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ORIGINAL
MEMORANDUM OF UNDERSTANDING
THE CITY OF BAKERSFIELD AND
THE KERN COUNTY PUBLIC EMPLOYEES ASSOCIATION, INC., LOCAL 700
SERVICE EMPLOYEES INTERNATIONAL UNION, AFL/CIO
Janua~ 2,1996-Janua~ 1,1999
TABLE OF CONTENTS
ARTICLE I - PURPOSE ..........................................
ARTICLE II - RECOGNITION ......................................
Section 1 ...............................................
Section 2 ...............................................
Section 3 ...............................................
ARTICLE III - TERM OF AGREEMENT ...............................
ARTICLE IV - RENEWAL .........................................
ARTICLE V - MAINTENANCE OF BENEFITS ...........................
Section 1 ...............................................
Section 2 ...............................................
ARTICLE Vl - REPRESENTATION - UNION OFFICERS ....................
Section 1 ...............................................
Section 2 ...............................................
Section 3 ...............................................
Section 4 ...............................................
ARTICLE VII - UNION STEWARDS ..................................
Section 1 ...............................................
Section 2 ...............................................
Section 3 ...............................................
ARTICLE VIII - NO STRIKE OR LOCKOUT ............................
ARTICLE IX - MANAGEMENT RIGHTS ...............................
ARTICLE X - RESERVED .........................................
ARTICLE XI - PROCESSING OF FORMAL GRIEVANCES .................. Section 1 ...............................................
Section
Section
Section
Section
ARTICLE Xll - EQUAL OPPORTUNITY EMPLOYMENT ....................
1
1
1
1
1
1
1
2
2
2
2
2
2
2
2
2
2
2
2
2
3
3
3
3
3
3
3
3
4
ARTICLE Xlll - PERS PICK-UP ..................................... 4
ARTICLE XIV - COMPENSATION ................................... 4
ARTICLE XV - STAND-BY PAY ..................................... 5
ARTICLE XVl - RETIREMENT ...................................... 5
Military Service ............................................. 5
ARTICLE XVll - PROMOTIONS ..................................... 5
ARTICLE XVIII - CITY INSURANCE CONTRIBUTION ..................... 5
Medical, Vision and Dental Benefits ............................ 5
Life Insurance ............................................ 5
Disability Insurance .......................................... 6
ARTICLE XlX - HEALTH AND SAFETY
Section 1
Section 2
Section 3
Section 4
Section 5
Section 6
ARTICLE XX - SAFETY EQUIPMENT ................................ 6
ARTICLE XXl - TRAINING ......................................... 6
ARTICLE XXll - PREMIUM COMPENSATION ........................... 7
Section 1 ................................................ 7
Section 2 ................................................ 7
Section 3 ................................................ 7
ARTICLE XXlII - HOLIDAYS ....................................... 7
Floating Holidays .......................................... 9
Sanitation Holidays ........................................ 9
ARTICLE XXIV - SHIFT ASSIGNMENTS .............................. 10
ARTICLE XXV - SHIFT DIFFERENTIAL ............................... 10
ARTICLE XXVl - UNIFORM ALLOWANCE ............................. 10
ARTICLE XXVII - TOOL ALLOWANCE ................................ 10
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ARTICLE XXVIII - BILINGUAL PAY .................................. 10
ARTICLE XXIX - COMPENSATORY TIME .............................. 11
ARTICLE XXX - SICK LEAVE ...................................... 11
ARTICLE XXXl- PERSONAL NECESSITY LEAVE ........................ 11
ARTICLE XXXll - DEFERRED COMPENSATION PLAN .................... 11
ARTICLE XXXlII - PAYROLL DEDUCTIONS ............................ 11
ARTICLE XXXlV - CLASSIFICATION REQUESTS ........................ 12
ARTICLE XXXV - COMMITTEES .................................... 12
ARTICLE XXXVl - LONGEVITY PROGRAM ............................. 12
ARTICLE XXXVll - RETIREE MEDICAL ............................... 13
ARTICLE XXXVlII - TRAINING STEP ................................. 13
ARTICLE XXXIX - DRUG TESTING .................................. 13
Introduction ............................................. 13
Authority for Testing ....................................... 13
Conditions Allowing for Testing ............................... 13
Testing Procedure ......................................... 14
Testing Agent ............................................ 14
ARTICLE XL - COURT CALL BACK .................................. 14
ARTICLE XLI - VACATION ........................................ 14
ARTICLE XLII - STATE CERTIFICATIONS ............................. 15
ARTICLE XLIII - JURY DUTY ...................................... 15
ARTICLE XLIV - IRS 125 PROGRAM ................................. 15
ARTICLE XLV - RESIDENCY REQUIREMENT .......................... 15
ARTICLE XLVl - PAYROLL CHANGES ................................ 15
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ARTICLE XLVII - AGENCY SHOP ................................... 16
Service Fee .............................................. 16
Service Fee Complaint Procedure .............................. 16
Informal Mediation .................................... 17
Selection of Arbitrator ................................. 17
Date for Complaint Hearing ............................. 17
Payment of Costs .................................... 17
Effect of Arbitrator's Decision ............................ 18
ARTICLE XLVlII - CITY CHARTER CHANGES .......................... 18
ARTICLE XLIX - SDI ELECTION .................................... 18
ARTICLE L- SEVERABILITY ........................................ 18
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MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF BAKERSFIELD AND
THE KERN COUNTY PUBUC EMPLOYEES ASSOCIATION, INC., LOCAL 700
SERVICE EMPLOYEES INTERNATIONAL UNION, AFL/CIO
The duly authorized representatives of the City of Bakersfield, hereinafter referred to as 'The City" and the
Kern County Public Employees Association, Inc., Local 700, Service Employees International Union,
AFL/CIO, hereinafter referred to as 'The Union', having met and conferred in good faith concoming the
issues of wages, hours and other terms and conditions of employment, as herein set forth, declare their
agreement to the provisions of this Memorandum of Understanding.
ARTICLE I - PURPOSE
It is the purpose of this Memorandum of Understanding to promote and provide the harmonious relations,
cooperation and understanding between Management end the employees covered by this Memorandum;
to provide an orderly and equitable means of resolving any misunderstanding; and to set forth the full and
entire understanding of the parties reached as a result of good faith meeting and conferring regarding the
wages, hours and other terms and conditions of employment covered by this Memorandum.
ARTICLE II - RECOGNITION
Section 1. Pursuant to the provisions of the City Employer-Employee Relations Ordinance, Supplemental
Rules and Regulations and applicable State law, the Kern County Public Employees Association, Inc.,
Local 700, S.E.I.U., AFI_/ClO is recognized as the majority representative of the City employees in the Blue
Collar Unit and White 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 hereaRer by mutual agreement between the City and the
Union according to the provisions of the City Employer-Employee Relations Ordinance.
Section 3. Nothing contained in this Memorandum shall prohibit any employee of the Blue Collar Unit or
White Collar Unit of the City of Bakersfield, who is not a member of S.E.I.U., Local 700 from appearing
in his/her own behalf in his/her employment relations with the City.
ARTICLE III - TERM OF AGREEMENT
The City and the Union agree that the term of this Agreement shall commence on January 2, 1996, and
expire at 12:00 midnight on January 1, 1999.
ARTICLE IV - RENEWAL
Except as provided herein, the City and the Union agree that, for the term of this Agreement, each party
waives the right and each agrees that the other pa~ty 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 January 1, 1999. It is further agreed that nothing
in this Agreement shall in any way diminish the rights of the employees, the City or the Union as
established by the Meyers-Milias-Brown Act of the State of California and all amendments thereto, except
as herein provided.
ARTICLE V - MAINTENANCE OF BENEFITS
Section 1. The City and the Union agree that the following benefits shall remain in full force and effect
for the duration of this Agreement: Hours of Work, Call-Back, Overtime, Jury Duty, Sick Leave and
Vacation except as modified herein.
Section 2. It is understood that existing ordinances, resolutions and policies of the City cover mattera
pertaining to employer-employee relations including, but not limited to, salaries, wages, benefits, hours
and other terms and conditions of employment. Therefore, it is agreed that all such ordinances,
resolutions and policies including the City of Bakersfield Employer-Employee Relations Ordinance,
Supplemental Rules and Regulations are hereby incorporated herein as though set forth in full.
ARTICLE Vl - 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.
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
taith.
Section 3. The City agrees that authorized Union staff members shall be given access to work locations
during working hours to conduct Union grievance investigations and/or observe working conditions. Such
visits are to be made in accordance with the procedures outlined in the applicable sections of the City of
Bakersfield Employer-Employee Relations Ordinance, Supplemental Rules and Regulations.
Section 4. The City agrees to allow authorized Union representatives access in City facilities before and
after working hours in order to present facts regarding benefit programs.
ARTICLE VII - UNION STEWARDS
Section 1. The City agrees that the Union may designate up to ten (10) Stewards per Bargaining Unit to
represent employees in the processing of grievances. It is further agreed the Union may designate
alternate Stewards for use when a Steward is on an approved leave of absence or vacation.
Section 2. The Union shall furnish Management Representatives with a written list identifying by name
and work location all regular and alternate Stewards and the list shall be kept current by the Union at all
times.
Section 3. The Steward is to begin investigating a grievance only after the employee has tried to resolve
the problem with his/her immediate supervisor and the two parties tailed to reach a resolution of the
problem.
ARTICLE VIII - NO STRIKE OR LOCKOUT
The City and the Union agree that during the term of this Agreement the City will not lockout employees
and the Union will not engage in labor practices detrimental to providing services to the citizens of
Bakersfield; or detrimental to the interests of the City, nor will the Union sanction, support, condone,
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approve or engage in any strike, sick-in, slow down, work stoppage or speed ups. The City and the Union
further agree that all matters of controversy coming within the scope of this Agreement will be settled by
established grievance procedures.
ARTICLE IX - MANAGEMENT RIGHTS
The parties hereto recognize the City has and will retain the exclusive right to manage and direct the
performance of City services and the work forces performing such services. The City and Union agree
that nothing in this Memorandum of Understanding shall in any way abridge, restrict or modify the rights
and prerogatives of the City and its employees as set forth in Sections 3.16.040, 3.16.050 and 3.16.060
(c) of Ordinance No. 2154 and said sections are hereby incorporated by this reference and made a part
hereof as though set forth in full.
The City shall, however, give the Union reasonable notice of any plan to contract work currently performed
by Union Members. Upon request, the City will meet with the Union to explain the reason for the decision
to contract out and to solicit Union views on the proposal. Nothing in this section shall be construed to
limit the right of the City Council to contract out work in its sole discretion;
ARTICLE X - RESERVED
ARTICLE Xl - PROCESSING OF FORMAL GRIEVANCES
Section 1. The Union agrees that whenever investigations or processing of a grievance is to be transacted
during working hours, only the amount of time necessary to bring about a prompt disposition of the matter
will be utilized.
Section 2. Stewards will be permitted reasonable time off with pay for the investigation and processing
of grievances. Stewards, when leaving their work locations to transact such investigations or processing,
shall first obtain permission from the Department Head or his/her designees and inform him/her of the
nature of the business. Permission to leave will be granted promptly unless such absence would cause
an undue interruption of work.
Section 3. Upon entering a work location, the Steward shall inform the cognizant Department Head and
Supervisor of the nature of his/her business. Permission to leave the job, but not the location, will be
granted promptly to the employee unless such absence would cause undue interruption of work. If the
employee cannot be made available the Steward will be immediately informed when the employee will be
made available.
Section 4. The parties agree that all formal grievances will be processed in accordance with the City's
grievance procedure. The parties also agree that any grievance over the interpretation of the terms and
conditions of this Agreement may be submitted through the grievance procedure for resolution.
Section 5, The City agrees to alter its formal grievance procedure as follows: Grievances which are not
settled pursuant to the grievance procedure at the City Manager's level shall be further considered in the
following manner: Upon written response from the City Manager, the affected employee shall have the
option of a third party advisory review.
Such advisory review shall be conducted as follows:
The City and Union shall select one representative for the purpose of selecting a third party who
shall hold a hearing for the purpose of reviewing the City Manager's decision,
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The agreed to third party, shall, as soon as practical, but not later than (30) days, hold closed
hearings on the grievance which shall be held in conformity to normal hearings.
Either the City or the Union may call any employee as a witness and the City agrees to release
said witness from work if he/she is on duty. Any employee called as a witness by the City shall
be debited for any hours not worked while on such call. Employees called by the Union may be
reimbursed by the Union for any loss of pay for time off.
The third party shall have no power to alter, amend, change, add to or subtract from any of the
terms of this Memorandum. The opinion of the third party shall be based solely upon the
evidence and arguments given by the respective parties in the presence of each other.
E. Either party may be represented by legal counsel.
Parties shall pay their own expenses except for the third party whose expenses shall be shared
The opinion of the third party shall be strictly advisory and shall be submitted to the employee or
his/her designated representative and to the City Manager for his/her further consideration.
No opinion of the third party shall require the axeraise 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.
ARTICLE XII - EQUAL OPPORTUNITY EMPLOYMENT
The City and the Union agree that the provisions of this Agreement shall be applied equally to all
employees covered herein without favor or discrimination because of race, creed, color, sex, age
handicap, marital status, national origin, political or religious affiliations or union membership.
ARTICLE XIII - PERS PICK-UP
At the beginning of the employee's seventh (7th) uninterrupted year of service, the City will pay the full
portion of the normal contributions required to be paid by the employee to the Public Employees'
Retirement System. Such payments by the City shall be reported as normal contributions and shall be
credited to said employees' accounts pursuant to Government Cede Section 20615. This PERS pick-up
is done in accordance with Section 414H (2) of the Internal Revenue Code.
The City end Union have discussed the fact that PERS has questioned this method of paying the
employees retirement contribution. Should PERS find this to be improper; the parties agree to reopen
negotiations to replace this practice with a like seisry/henefit provision.
ARTICLE X]V - COMPENSATION
Effective January 8, 1996, salary ranges shall be increased by two point five peruant (2.5%) for all
claesif~cation$ covered under the terms of this Agreement and employed at the time of its execution.
Effective December 23, 1996, the salary ranges shall be increased by three pareant (3%) for all
classifications. Effective December 22, 1997, the salary ranges shall be increased by three peruant (3%)
for all classifications.
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ARTICLE XV - STAND-BY PAY
The City and the Union agree that when an employee is officially designated by management to remain
available to return to work at any time during specific hours outside of normal working hours the employee
shall receive thirty dollars ($30) per each eight (8) hours on stand-by or fraction thereof. Such pay shall
be in addition to any call-back compensation. To the extent feasible, the parties agree that stand-by shall
be assigned on an equitable basis to all eligible employees.
ARTICLE XVI - RETIREMENT
The City shall maintain in effect the existing two percent (2%) at 55 retirement formula, including the third
level 1959 survivors benefit (Section 21382.4).
Militan/Service. As soon as possible, the City shall amend its contract with PERS to provide at employee
expense military service credit pursuant to Section 20930.3.
ARTICLE XVII - PROMOTIONS
The City agrees that whenever there a.re, in the employ of the City, a sufficient number of employees who
meet the minimum qualifications for an open position and have performed at the standard level or above,
the job examination for that position shall be given on a promotional basis.
ARTICLE XVlII - CITY INSURANCE CONTRIBUTION
The City and Union have agreed that all future meeting and conferring and decisions regarding the
structure of medical/dental insurance coverages shall take place through the Joint City/Employee Medical
Insurance Committee. The Committee shall consist of representatives from each Unit and the City. There
shall be a good faith effort to make all decisions by October 31 of each year. Discussions as to the City's
contribution toward medical/dental insurance shall continue to be determined through the formal meet and
confer process between the City and the individual Units.
Medical, Vision and Dental Benefits. The City and employees shall share bi-weekly contributions towards
a medical, vision and dental plan for all employees of these Units subject to the following contributions:
Eligible
Fee Dental
Fee Health
Vision
Employee 80%
only
Employee +1 80%
Family 80%
HMO Dental Fee Dental HMO Dental Employee
HMO Health HMO Health Fee Health Contribution
Vision Vision Vision
80% 80% 80% 20%
80% 80% 80% 20%
80% 80% 80% 20%
Life Insurance. For the term of this Agreement, the City shall maintain in effect the existing life insurance
coverage of Twelve Thousand Dollars ($12,000).
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Disability Insurance. Effective April 1, 1996, 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 XlX- HEALTH AND 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 Califomia to implement that plan.
Section 2. The City agrees that any safety courses the employees are required to take will be provided
on City time with pay.
Section 3. The City agrees to maintain a Safety Program in accordance with and where required by law.
Section 4. The Union agrees to support without qualification, the City's Safety Program and will
encourage its members to attend safety courses and to obtain First Aid Certificates if required by the City
and made available on City time.
Section 5, Both the City and the Union recognize the need and will strive to reduce the number of
industrial injuries among the employees. Employees are expected to report for work in suitable clothing
including appropriate footwear for the type of work to be performed.
Section 6. it is the duty of Management to make every reasonable effort to provide and maintain a safe
place of employment. Local 700 will cooperate by encouraging all employees to perform their work in
a safe manner. It is the duty of all employees in the course of performing their regularly assigned duties
to be alert to unsafe practices, equipment and conditions and to report any such unsafe practices or
conditions to their immediate supervisors. If such condition cannot be satisfactorily remedied by his/her
immediate supervisor, any employee has the right to submit the matter either personally or through the
Steward to his/her Department Head or his/her designated representative.
ARTICLE XX - SAFETY EQUIPMENT
The City and the Union agree that the City will either provide all safety equipment required by the City or
will reimburse the employee for purchasing the equipment whenever such equipment has been required
by the City as necessary on the job. Such equipment shall include, but not be limited to, safety shoes,
safety glasses, helmets, gloves, boots, life jackets and all related safety items. Both parties agree that the
City shall retain the right to determine the minimum specifications of the safety equipment, procurement
procedures and limitations and exclusions.
ARTICLE XXI - TRAINING
The City and Union recognize that the training programs and the advancement of employees to positions
of higher skills are matters of great importance and interest to the City, the Union and the employees
covered by this Agreement. The City and Union agree that all costs and time for training or instruction
required by the City shall be 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.
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ARTICLE XXII - PREMIUM COMPENSATION
Section 1. The City and the Union agree that it is the intent of Departmental Management, whenever
possible, to avoid working an employee out-of-classification for a prolonged period of time.
It is further agreed that working an employee out-of-classification will occur only to meet work
requirements within the City and that such out-of-classification work will terminate after one (1) calendar
day, or if extended beyond one (1) day, the employee shall be compensated at the rate of the higher
classification while the out-of classification work continues. For the purpose of this Article, an out-of-class
assignment is the full-time performance of all the duties of an authorized, funded, permanent, full-time
position in one (1) class by an employee in a position in another class.
A minimum of five peruant (5%) premium pay shall be provided for the period of out-of-class work and
a minimum of ten peruant (10%) premium pay whenever the out-of-class work: 1) involves work in a
classification whose compensation is twenty pement (20%) higher than the position held by the employee,
or 2) involves grade skipping within normal promotional sequences. (Example of grade skipping is an
Equipment Operator I being assigned the job duties of Equipment Operator III.)
In no case, shall the out-of-classification pay be less than Step "1" nor shall the pay exceed Step "5" of
the higher classification.
Section 2. Sanitation employees working alone on a route designated by the City as a two-person route
shall be compensated with an additional four (4) hours of straight time pay.
Section 3. The City and the Union agree that when an employee is assigned as follows, they shall receive
a five percent (5%) increase during the period of such lead assignment:
When any Blue Collar or White Collar employee is assigned to lead a crew of three (3) or more
members who are assigned to the same salary grade as the leader.
When an employee in the classification of Light Equipment Operator, Heavy Equipment Operator,
Tree Maintenance II, Spray Rig Operator, Maintenance Craftworker I and II or Sewer Maintainer
is assigned to lead worker responsibilities for the majority of the shift to a project, truck or job.
Unless a supervisor is present, a lead employee is to be designated and paid lead assignment
pay for the night sweeper crew.
ARTICLE XXIII - HOLIDAYS
All eligible employees in the Blue and White Collar Units shall observe the following eight-hour
holidays with pay:
Monday January 15
Monday February 19
Monday May 27
Thursday July 4
-1996-
Martin Luther King, Jr. Day
Presidents' Day
Memorial Day
Independence Day
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Monday September 2
Monday November 11
Thursday November 28
Friday November 29
Tuesday December 24
Wednesday December 25
Tuesday December 31
Wednesday January 1, 1997
Two floating holidays to be credited June 24, 1996.
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving Day
1/2 Day Before Christmas Day
Christmas Day
1/2 Day Before New Year's Day
New Year's Day
Previously accrued floating holidays must be used by June 23, 1996, or they will be forfeited.
-1997-
Monday January 20 Martin Luther King, Jr. Day
Monday February 17 Presidents' Day
Monday May 26 Memorial Day
Friday July 4 Independence Day
Monday September 1 Labor Day
Tuesday November 11 Veterans Day
Thursday November 27 Thanksgiving Day
Friday November 28 Day after Thanksgiving Day
Thursday December 25 Christmas Day
Friday December 26 Day after Christmas Day
Thursday January 1, 1998 New Year's Day
Friday January 2 Day after New Year's Day
I floating holiday to be credited June 23, 1997.
Previously accrued floating holidays must be used by June 22, 1997, or they will be forfeited.
- 1998 -
Monday January 19 Martin Luther King, Jr. Day
Monday February 16 President's Day
Monday May 25 Memorial Day
Friday July 3 Independence Day
Monday September 7 Labor Day
Wednesday November 11 Veterans Day
Thursday November 26 Thanksgiving Day
Friday November 27 Day after Thanksgiving Day
Thursday December 24 Christmas Eve
Friday December 25 Christmas Day
Thursday December 31 New Year's Eve
Friday Jan. 1, 1999 New Year's Day
I floating holiday to be credited June 22, 1998.
Previously accrued floating holidays must be used by June 21, 1998, or they will be forfeited.
Employees shall also receive every day designated by the President, Governor and City Council as
special holidays in commemoration or in memorial of an extraordinary occurrence as paid holidays.
Whenever a holiday falls on a Sunday, the following Monday shall be observed. Whenever a
holiday falls on a Saturday, none of the above shall be observed as a holiday.
Employees assigned to seven-day per week shift schedules shall observe the actual, not the
observed holiday.
Floatinq Helidavs. Each employee in the Blue and White Collar Unit, who is employed by the City
when a floating holiday is credited, shall be eligible for that floating holiday. Floating holiday(s)
must have prior departmental approval and shall be consistent with the efficient operation of the
affected department and its activities.
Sanitation Hotidavs. The Sanitation Division will work all designated holidays, excluding New
Year's Day, Thanksgiving Day, Christmas Day, July 4th and those days the landfill is closed.
Employees working on the next scheduled route day following a holiday off shall be paid an
additional four (4) hours of straight time for that day. Overtime compensation on those days (next
scheduled route day) shall commence with the ninth hour of actual work.
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ARTICLE XXIV - SHIFT ASSIGNMENTS
The City agrees to continue its present practice at the Public Works Department in scheduling shift
assignments. If changes are made, the City will meet and consult with the Union prior to making said
changes.
ARTICLE XXV - SHIFT DIFFERENTIAL
A shift differential of $.65 per hour shall be paid any employee when the majority of their shift falls
between the hours of 3 p.m. and 12 midnight.
A shift differential of $1.00 per hour will be paid any employee when the majority of their shift falls
between 12 midnight and 7 a.m.
ARTICLE XXVI - UNIFORM ALLOWANCE
All employees in the Blue Collar Unit required to wear uniforms will be furnished such uniforms at no cost
to the employees. The City shall provide employees with eleven (11) uniforms during each bi-weekly
uniform cleaning cycle.
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 Three
Hundred Forty Dollars ($340) per year uniform allowance. Police Service Technicians and Fire Prevention
Personnel required to wear a uniform shall receive a Five Hundred Dollar ($500) per year uniform
allowance. Effective January 1, 1996, the above uniform amounts shall be modified to Three Hundred
Fitty-Fou r Dollars ($354) and Five Hundred Twenty-Two Dollars ($522) per year respectively. Effective July
1, 1996, the above amounts shall be modified to Three Hundred Sixty-Six Dollars ($366) and Five Hundred
Forty Dollars ($540) per year respectively. Effective July 1, 1997, the above amounts shall be modified
to Three Hundred Seventy Nine Dollars ($379) and Five Hundred Sixty Dollars ($560) per year
respectively. This allowance is to be paid in advance every six months on a pro rata basis. The City shall
provide at no cost to the employee all required patches and chevrons.
ARTICLE XXVII - TOOL ALLOWANCE
The following classifications who are employed as of January 1, and are required to provide a complement
of hand tools as approved by the Public Works Director, shall be reimbursed by the City for approved tool
purchases:
Equipment Mechanics
Trades Assistants
Automotive Service Workers
Up to $325.00
Up to $225.00
Up to $125.00
Trades Assistants shall provide two-thirds (2/3) of the full tool set as per the established tool list.
Automotive Service Workers shall provide one-third (1/3) of the full tool set to be determined by
management.
Tools purchased pursuant to this Section remain the property of the employee.
ARTICLE XXVIII - BILINGUAL PAY
Effective April 1, 1996, employees who have been designated by the City Manager and regularly utilize
bi-lingual skills in their job or as a departmental translator for the City, shall receive $25.00 per pay period
10
for such services. To be eligible, an employee must pass a test demonstrating their bi-lingual
conversational fluency and will be subject to pedodic retest.
The City Manager shall designate qualifying languages and authorize the number of positions to receive
bi-lingual pay based upon the needs of the City. Notwithstanding the above, all personnel shall utilize any
language skills they possess to the best of their ability in handling their responsibilities. In case of an
emergency, all employees will use whatever language skills they possess to assist to the maximum extent
possible.
ARTICLE XXlX - COMPENSATORY TIME
The accumulation of compensatory time shall not exceed eighty {80) hours. Any compensatory time in
excess of eighty (80) hours shall be automatically paid if management is unable to schedule the time off.
The use of comp time shall be scheduled through mutual agreement between the employee and
management. Management may establish the time off for comp time in excess of forty (40) hours where
mutual agreement cannot be reached, Employees retain the right to cash payment for any comp time
on the books, subject to budgetary restraints.
The Deferred Compensation program allows employees to convert compensatory time, under existing
rules, to Deferred Compensation once annually not to exceed IRS regulations.
ARTICLE XXX - SICK LEAVE
Effective for the 1995 sick leave conversion and thereafter, 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 pement (100%) of his/her accruals in
excess of 120 days as vacation and may convert and be paid for up to seventy-five peruant (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.
ARTICLE X)O(I - PERSONAL NECESSITY LEAVE
The City agrees to allow each employee covered by this Agreement to utilize eight (8) hours per year as
Personal Necessity Leave, chargeable to Sick Leave. Such leave is designed to permit employee time
off during normal working time to conduct personal business. Personal Leave shall require prior approval
and shall be taken in minimum two (2) hour increments.
ARTICLE XXXII - DEFERRED COMPENSATION PLAN
All probationary and regular employees in the Blue and White Collar Units of the City shall be eligible to
participate in the City's Deferred Compensation Plan.
ARTICLE XXXlII - PAYROLL DEDUCTIONS
The City agrees to provide payroll deductions for Union dues and benefit programs at no cost to the
employees or Union.
11
ARTICLE XXXIV - CLASSIFICATION REQUESTS
Requests for classification consideration will be processed once a year on February 1, except those
requests of an emergency nature (as determined by the Human Resources Office) may be acted upon
regardless of the submission date and presented for review outside the routine schedule. The effective
date of any proposed upward classification will be implemented with the budget in the year that it is
approved.
Normally, position reviews will be generated in one of two ways:
by request of the employee
and/or
by request of the Department Head
Prior to reaching any final decision, the Human Resources Office shall forward its draft findings to the
employee and shall consider any comments the employee may have on the draft report. If the
recommendation of the Human Resources Office is negative, no further action shall be taken on the
request. If the recommendation is positive, it shall be subject to the approval of the appropriate Civil
Service Commission and City Council.
The parties agree to continue negotiations on the issue of revising the City's reclassification procedures.
ARTICLE XXXV - COMMITTEES
The City and Union agree to refer the issues of certification and incentive pay proposals to a joint
committee with report to be prepared for submittal to the City Council no later than November 15,
1996. Any Council approved action shall become effective December 23, 1996.
The City and Union agree to establish a City-wide committee to study the issue of catastrophic
leave policies. Committee recommendations shall be submitted to the City Council by April 1,
1996.
ARTICLE XXXVl - 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 XXXVII - RETIREE MEDICAL
Eligibility for and contributions toward retiree medical insurance shall be as set forth in Bakersfield City
Council Resolution #227-88 (See Exhibit I).
Any employee eligibleto receive retiree medical insurance coverage who is eligible for Medicare coverage
(Part A) whether through the City of Bakersfield, other employere, spouse coverage, or for any other
12
reason, shall be required to obtain and utilize such coverage as a condition for receiving coverage under
the City's retiree medical plan.
Retiree Medical - Em131ovees hired after April 1, 1996. Employees hired after April 1, 1996 will be eligible
for retiree medical under the following conditions:
a)
Participation in the City retiree medical insurance plan will be offered to those employees who
retire following twenty (20) years of permanent service or retire due to disability. Such retirees will
receive a premium subsidy based upon 3% per year of service up to a maximum of 30 years
(90%), of the lower of the HMO or Fee-For-Service Single rate. In no case shall a retiree in this
class receive more than 90% of their 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 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.
If a majority of City employees, excluding this unit, do not have this provision by the end of this contract,
this requirement will reopen automatically.
ARTICLE XXXVlII - TRAINING STEP
A Training ("T") Step exists for the following classifications:
Building Maintainer I
Street Maintainer
Canal Tender I
Sewer Maintainer I
Automotive Service Worker
Trades Assistant
Auditorium Maintainer I
Park Maintainer
Sanitation Worker I
Tree Maintainer I
Traffic Painter I
Clerk Typist I
This step shall be ten percent (10%) below Step "1". Newly hired employees shall be hired at the "T" Step
whenever, in the opinion of the City, the hiree is not fully prepared to function in their classification until
a training period has been completed.
Employees shall be advanced to Step "1" by the end of six (6) months of continuous service. Time spent
in the "T" Step shall count towards satisfying the probationary period.
ARTICLE XXXIX - DRUG TESTING
Introduction. The goal and intent of this program is the rehabilitation and assisting of first-time offenders
with drug problems. However, action taken against an employee shall be determined by individual
circumstances of each case and disciplinary action, up to and including termination, is possible.
Authoritv for Testincl. Only an employee's Department Head or his/her designee, acting in the absence
of the Department Head, may order a drug test.
13
Conditions AIIowinq for Testincl. 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:
1. Having more evidence for than against.
An apparent state of facts and/or circumstances which would lead a reasonable person
to believe an individual was using drugs/narcotics.
A reasonable grounds for belief in the existence of facts or circumstances warranting an
order to submit to a drug test.
Testinq Procedure. Detailed testing procedures shall be developed by the City to:
1. Positively identify employees prior to testing.
2. Provide for employee privacy and security of samples.
3, Establish if an employee is taking any drugs legitimately under medical supervision.
4.,
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,
Testinq Aqent. 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 XL - 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 XLI - VACATION
Vacation accrual shall be as follows:
Years Days
0-4 10
5-13 15
14+ 20
14
ARTICLE XLII - STATE CERTIFICATIONS
The City shall pay for obtaining and maintaining required certifications as follows:
Waste Water - Grades 1-3
Parks Pesticides Certificates
Sewer Maintenance
Sewer Certificates
Payments shall be made only for those certificates required by the City. Payment shall be made after an
employee successfully obtains the required certificate.
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.
ARTICLE XLIII - JURY DUTY
The City shall provide for paid leave, when an employee is subpoenaed to Jury Duty and/or to appear as
a witness in court in Kern County on matters of civic concern. Examples of matters of civic concern would
include criminal matters, accidents, etc.
ARTICLE XLIV - IRS 125 PROGRAM
The City has implemented the IRS 125 Program for payment of medical insurance premiums, childcare
and unreimbursed expense. Employees may voluntarily participate in the childcare and unreimbursed
medical portions of the program.
ARTICLE XLV - RESIDENCY REQUIREMENT
The residency requirement for Unit employees shall require that employees maintain residency within
forty-five (45) minutes normal driving time from City Hall. Normal driving time shall be defined as driving
the most direct route at the posted speed limit.
ARTICLE XLVI - PAYROLL CHANGES
A. The City shall maintain in effect the voluntarily direct deposit program for unit employees with the
following provisions:
1, Require all newly hired regular employees to participate in direct deposit. Participation
shall be voluntary for current employees.
2. Eliminate payoff checks for sick leave converted to vacation with all such payoffs being
added to the regular paycheck,
3. Limit employees to changing financial institutions once annually when participating in
direct deposit.
4, Employees are responsible for investigating errors in direct deposit with their bank.
15
5. City will give notice to the Union should it wish to change any of the paycheck release
times currently in effect.
The City will give reasonable advance notice if it will be unable to provide direct deposit
for a given pay period.
Effective immediately, all payroll changes shall become effective at the start of the nearest payroll
period.
C. Effective January 1, 1995, early release of vacation checks shall be eliminated.
ARTICLE XLVll - AGENCY SHOP
Each employee in the Blue Collar Bargaining Unit and new employees in the White Collar Unit hired after
the adoption of the 1994 Memorandum of Understanding shall either 1) become a member of the Union
to the extent of tendering the periodic dues uniformly required for membership, or 2) pay to the Union
a periodic representational fee, Such representational fee shall be in an amount uniformly established by
the Union's Board of Directors, but in no event shall such representational fee exceed ninety-five peruant
(95%) of the amount that a Union member would pay in dues for the same period.
The Union shall indemnify the employer and hold it harmless against any and all suits, claims, demands
or other liabilities, including the eraplayer's reasonable attorney fees, that may arise out of or by reason
of any action taken by the employer for purposes of complying with this Article.
This Article was implemented in accordance with Government Code Section 3502.5. The requirement
for Blue Collar Bargaining Unit members was implemented following a secret ballot election of the
Bargaining Unit employees which was held on February 28, 1989. The requirement for White Collar
Bargaining Unit members hired after the adoption of the 1994 Memorandum of Understanding was
negotiated and adopted with the 1994 Memorandum of Understanding.
The Union agrees to adhere to all statutory and judicial requirements relating to Agency Shop,
Specifically:
Service Fee
Union agrees to keep an adequate itemized record of its financial transactions and shall make
available annually to the City within sixty (60) days after the end of its fiscal year, a written financial
statement in the form of a balance sheet and an operating statement certified as to accuracy by
KCPEA's Board and a Certified Public Accountant.
Union further agrees to hold such disputed fees in their entirety in an Escrow account to be
maintained at the Kern Federal Credit Union, 1717 Truxtun Avenue, Bakersfield, Califomia,
pending resolution of the dispute pursuant to the Service Fee Complaint procedure.
Service Fee Complaint Procedure
This Complaint Procedure shall be utilized solely to resolve disputes arising out of the deduction
of a Service Fee by the City pursuant to a negotiated agreement.
1. Issues subject to this Complaint Procedure shall be limited to the following:
16
That a portion of the Service Fee deduction is being utilized for non-
representational activities.
That the non-member is a member of a bona fide religion, body or sect which has
historically held conscientious objections to joining or financially supporting public
employee organizations.
In the event that it is determined pursuant to this procedure that such
non-member is a member of a religion or body pursuant to this Section,
he may designate a charitable fund exempt from taxation under Section
501, Paragraph C, Subsection 3 of the Internal Revenue Code chosen
from the following:
Any United Way Charity
City agrees to deduct and to remit fees so designated on behalf of one
of the above charitable organizations to said organization.
Any non-member who objects to the deduction of the Service Fee by the Union shall file a
complaint with the Kern County Public Employees Association. The complaint shall be in writing
and shall specify the reason(s) for the objection to the deduction. The complaint need not be
formal but shall clearly state the basis for the objection.
An employee who objects to the deduction of the Service Fee shall forward his/her written
complaint to the Union within forty-five (45) calendar days after the fee is initially
deducted.
Upon receipt of the written complaint the Union shall place the entire Service Fee
deduction into Escrow pending resolution of the dispute and shall request a list of
arbitrators from the Sate Conciliation Service or the American Arbitration Service.
Informal Mediation. Notwithstanding Step B, Subsection 2, above; either the Union or the
complainant may request the services of a State Conciliation Service Mediator in a preliminary
effort to resolve the dispute prior to arbitration. The Mediator shall be utilized in an advisory
capacity only. Following such non-binding informal advisory mediation, if either complainant or
Union is dissatisfied, either party may request arbitration.
Selection of Arbitrator. The Arbitrator shall be selected by mutual agreement between the Union
and the complainant.
Date for Complaint Hearinq. The Union shall contact the selected Arbitrator within ten
(10) calendar days from the date of the completion of the Mediation Process, or in the
event that Mediation is not utilized, within ten (10) working days of receipt of the
complaint. Upon confirmation by the Arbitrator, the Union will forthwith contact the
complainant by Certified Mail indicating the date, time and place of the Complaint
Hearing.
Pavment of Costs. In the event that the Union prevails in said Arbitration, the cost of arbitration
shall be shared equally between the Union and complainant. Should complainant prevail, the
Union shall pay the entire cost of the Arbitration.
17
Effect of Arbitrator's Decision. The decision of the Arbitrator shall be final and binding. Upon
receipt of the Arbitrator's decision, fees being held in Escrow shall be disbursed by the Union in
accordance with said decision. In the event that the Union prevails, the City shall continue to
deduct the Service Fees and remit them to the Union as determined by the Arbitrator.
ARTICLE XLVlII - CITY CHARTER CHANGES
The City shall place on the next City-wide ballot language to remove layoff provisions from the City
Charter. Layoff procedures shall be contained in the Bakersfield City Municipal Code,
ARTICLE XLIX - SDI ELECTION
The City, utilizing the State Conciliation Service shall conduct an election in the Blue Collar Unit on the
possible addition of State Disability Insurance coverage. If implemented, premiums shall be paid by the
employee utilizing payroll deductions. SDI pay shall be integrated with the employee's sick leave as is
done in the White Collar Unit.
ARTICLE L- 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 othervise 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.
18
THIS MEMORANDUM OF UNDERSTANDING entered into and signed this
day of ~-_-~.~z~.~ , 1996.
FOR KCPEA, SEIU LOCAL 700, AFL-CIO:
Chief Negotiator
FOR THE CITY OF ~KERSFIELD:
DATE:
rg
B&W.96
1/5/96
19
EXHIBIT I
-PROPOSED-
RESOLUTION NO. 227-88
A RESOLUTION OF THE COUNCIL OF THE CITY
BAKF.~SFIELD REGARDING CITY CONTRIBUTIONS
TO PREMIUMS FOR RETIREES "FEE FOR S~VICE"
HEALTH PLAN.
W~EREAS, the City of Bakersfield wishes to accurately
calculate retiree claims costs; and
W~E~EAS, said calculation will, through separate experience
rating, result in increased retiree premiums on the "Fee for
Services Health Plan; and
WHEi~EAS, the active employee groups expressed their
concerns that adjusted higher rates for the "Fee for Service"
Health Plan should be shared by the City.
NOW, THEREFORE, BE IT RESOLVED by the Council of the
City of Bakersfield as follows:
1. Forty-two percen: (42%) of the actual premium for the
"Fee for Service" Retiree Heaitn Plan shall be paid by the City of
Bakersfield; and
2. The balance o~ %he above premium shall be calculated
pursuant to the formula attached on Exhibit "A."
3. Retired employees covered under the HMO Insurance
(Health Net Plan) shall only receive City contributions under the
formula described in Exhibit
......... O00 ..........
~ CRIG;NAL EXHIBIT I ~{ -
I HEREBY CERTIFY that the foregoing Resolution was
passed and adopted by the Council of the City of 8akersfield at a
regular meeting thereof held on November 16, 19~8 by
the following vote= '
NOES: COUllC~l~llle~ None
ABSENT COU~IIEIt~I~:. ~o~e
ABSTAI#IIdG~ CQUNC~.MEYMI~S. None
CITY CLERK and EX Officio Cler~ of the
Council of the City of Bakersfield
APPROVED
November 16, 1988
MAYOR of the City ~f Ba~ers~'~eld
APPROVED as Co form:
R RES 4
RETIREE.1
Attachment - Exhibit
11/15/88
EXHIBIT
EXHIBIT
CURRENT FORMULA FOR CITY CONTRIBUTION
RETIRED EMPLOYEES GROUP
Effective May 1, 1985, retired employees covered under
the City's health plan shall receive City contributions based
on the following formula= the City shall contribute two percent
(2%) of the monthly premium for Health Net (under age 65 rate)
times each year of service (to the nearest half year) for single-
party coverage, and one and one-half percent (1-1/2%) of monthly
premium for two-party coverage for Health Net (under age 65 rate)
times each year of service (to the nearest half year) for retired
employees with two-party and family coverage.
LTC/lg
R RES 5
RETIREE.3
3 - E,X~TTgTT T
PREPARED 1/05/96 , 11:55:51 City of Bakersfield PAGE 1
PROGRAM PRSALSCH Salary Schedule
POSITION # POSITION TITLE GRADE STEP 1 STEP 2 STEP 5 STEP 4 STEP 5
26050 ACCOUNTANT I 180
26050 ACCOUNTING CLERK I 050
26060 ACCOUNTING CLERK II 055
28010 ADHINISTRATIVE AIDE 180
26040 ADMINISTRATIVE ANALYST I 255
26110 ADMINISTRATIVE ANALYST II 285
22010 ADMINISTRATIVE ASSISTANT I 180
22020 ADMINISTRATIVE ASSISTANT II 215
26450 ADMINISTRATIVE TECHNICIAN 215
14140 AIR CONDITIONING TECH I 200
17570 AIR CONDITIONING TECH II 250
25040 ASSISTANT PLANNER 255
27060 ASSOCIATE PLANNER 560
27070 ASSOCIATE PLANNER-COMH DEV 560
15080 AUDITORIUM MAINTAINER I OSO
1S081 AUDITORIUM HAINTAINER 1-T STEP 710
15120 AUDITORIUM MAINTAINER [I 050
14060 AUTO SERVICE WORKER 050
14061 AUTO SERVICE WORKER T STEP 715
24540 AUTOHOTIVE PARTS SPECIALIST I 050
26470 BENEFITS TECHNICIAN 285
26090 BUDGET ANALYST 255
27140 BUILDING INSPECTOR I 210
27080 BUILDING INSPECTOR 1I 265
14.5640 15.2920 16.0600 16.8620 17.7060
9.9550 10.4510 10.9780 11.5270 12.1010
11,0010 11.5510 12.1520 12.7550 15.5750
14.5640 15.2920 16.0600 16.8620 17.7060
16.1500 16.9580 17.7790 18.6660 19.6050
17,2560 18.1500 19.0480 20.0150 21.0250
lq.5640 15.2920 16,0600 16.8620 17.7060
15,6100 16.5910 17.2090 18.0690 18,9710
15.6100 16.3910 17.2090 18.0690 18.9710
14.8510 15.6000 16.3790 17.1990 18.0640
15,9270 16.7210 17.5590 18.4S20 19,S550
16.1S00 16.9580 17.7790 18.6660 19.6050
20.2700 21.2850 22.3480 25,4680 24.6450
20.2700 21.2850 22.S480 23.4680 24.6450
9.9550 10.4510 10.9780 11,5270 12.1010
8.9600
10.9260 11.4700 12,0420 12.6400 15.2760
10.9260 11.4700 12.0420 12,6400 15.2760
9.8550
10.9260 11.4700 12.0420 12.6400 15.2760
17.2560 18.1500 19.0480 20.0150 21.0250
16.1300 16,9580 17,7790 18.6660 19.6050
15.5270 16,5150 17,1550 18.0050 18.9180
17.0800 17.9560 18.8500 19.7740 20,7590
PREPARED 1105/96 , 11:55:51 City of Bakersfield PAGE 2
PROGRAM PRSALSCH Salary Schedule
POSITION # POSITION TITLE GRADE STEP I STEP 2 STEP 5 STEP q STEP 5
15060 BUILDING MAINTAINER I 010 9.0000 9.5550 10.0090 10.5100 11.0590
15061 BUILDING MAINTAINER I T-STEP 705 8.1700
15100 BUILDING MAINTAINER II 050 9.9550 10.q510 10.9780 11.5270 12.1010
27160 BUILDING PERMIT TECHNICIAN 210 15.5270 16.5150 17.1550 18.0050 18.9180
27520 BUYER I 150 15.8680 14.5620 15.2960 16.0580 16.8640
27540 BUYER 1I 270 17,0800 17.9560 18.8300 19.7740 20.7590
15540 CANAL TENDER I 050 10.9260 11.4700 12.0420 12.6400 15.2760
15541 CANAL TENDER I T STEP 715 9,8350
15550 CANAL TENDER 11 090 12.2890 12.9050 15.5450 14.2500 14.9560
26120 CASHIER-RECEPTIONIST 015 9.5050 9.9820 10.4800 11.0050 11.5560
26210 CLERK STENO II 055 10.2850 10.7940 11.5560 11.9090 12.4980
26180 CLERK STENOGRAPHER I 015 9.5050 9.9820 10.4800 11.0050 11.5560
26220 CLERK TYPIST I 005 8.6700 9.1070 9.5590 10.0400 10.5420
26221 CLERK TYPIST I T-STEP 700 7.8050
26250 CLERK TYPIST II 025 9.8200 10.5140 10.8530 11.5710 11.9590
27250 CODE ENFORCEMENT OFFICER I 250 16,3150 17.1530 18.0050 18.9180 19.8640
27260 CODE ENFORCEMENT OFFICER II 295 17.9560 18.8500 19.7740 20.7650 21.8050
27570 COMMUNICATIONS TECHNICIAN I 210 15.5270 16.5150 17.1550 18.0050 18.9180
27580 COMMUNICATIONS TECHNICIAN II 500 18,5460 19.2620 20.2250 21.2550 22,2960
21500 COMMUNITY SERVICE SPECIALIST 060 11,8180 12.4120 15.0540 15.6870 14.5700
25200 COMPUTER DRAFTING TECH Z 115 15.5050 14.1750 14.8820 ]5.6270 16.4060
25240 COMPUTER DRAFTING TECH IZ 225 15.8250 16,6150 17.4460 18.5180 19.2550
25250 CONSTRUCTION INSPECTOR I 210 15,5270 16,5150 17,1550 18.0050 18.9180
25260 CONSTRUCTION INSPECTOR 1I 265 17.0800 17,9560 18.8500 19.7740 20.7590
PREPARED 1/05/96 , 11:55:51 City of 8akersfield PAGE
PROGRAH PRSALSCH Salary Schedule
POSITION # POSITION TITLE GRADE STEP i STEP 2 STEP $ STEP 4 STEP
26170 DATA ENTRY CLERK 050 9.9550 10.4510 10.9780 11.5270 12.1010
25080 DATA PROCESSING OPERATOR 085 12.2680 12.8840 13.5500 14.2080 14.9170
26350 DEPUTY CLERK 070 12.0870 12.6940 13.3300 13.9940 14.6900
25070 DEVELOPMENT ASSISTANT 235 16.1300 16.9380 17.7790 18.6660 19.6030
25060 DEVELOPMENT ASSOCIATE 360 20,2700 21,2850 22.3480 23.4680 24.6430
14130 ELECTRICAL TECHNICIAN I 205 15.1270 15.8900 16.6790 17.5100 18.3910
14100 ELECTRICAL TECHNICIAN II 263 17.0390 17.8830 18.7000 19.7180 20.7020
25120 ENGINEER I 315 18.8020 19.7430 20.7320 21,7690 22.8560
25150 ENGINEER II 375 21.6230 22.7040 23.8400 25.0340 26.2830
25180 ENGINEERING AIDE I 050 10.9260 11.4700 12.0420 12.6400 13.2760
25210 ENGINEERING AIDE II 090 12.2890 12.9030 13.5450 14.2300 14.9360
25220 ENGINEERING AIDE III 115 13.5030 14.i73o 14.8020 15.6270 16.4060
25270 ENGINEERING TECHNICIAN I 265 17,0800 17,9360 18.8300 19,7740 20.7590
26080 FINANCIAL INVESTIGATOR 070 12.0870 12.6940 13.3300 13.9940 14.6900
26260 FIRE DISPATCHER I 045 10.9010 11.4440 12.0190 12.6210 13.2510
26290 FIRE DISPATCHER II 075 12.1020 12.7100 13.3450 14.0140 14.7130
21470 FIRE INSPECTOR 135 13,9740 14.6730 15.4070 16,1790 16.9860
21480 FIRE PREVENTION INSP/PETROLEUN 135 13.9740 14.6730 15.4070 16,1790 16.9860
27510 FIRE/SAFETY EDUC SPECIALIST 060 11.8180 12.4120 13.0340 15,6870 14.3700
14330 FLEET MECHANIC I 110 13,4850 14.1590 14.8640 15.6100 16.3910
14280 FLEET MECHANIC II 245 16.3240 17.1370 17.9970 18.8900 19.8380
14300 FLEET MECHANIC III 260 16.9380 17.7910 18.6950 19.6370 20.6340
22130 FLEET SERVICES SYSTEMS ANALYST 145 14.1110 14.8160 15.5590 16.3370 17,1540
25230 GRAPHICS TECHNICIAN 150 14.1290 14.8410 15.5770 16.3570 17.1760
PREPARED 1105196 , 11:55:51 City of Bakersfield PAGE
PROGRAM PRSALSCH Salary Schedule
POSITION # POSITION TITLE GRADE STEP 1 STEP 2 STEP 5 STEP 4 STEP 5
27250 HAZARDOUS MATERIALS SPECIALIST 515
25010 HAZARDOUS MATERIALS TECHNICIAN 265
13220 HEAVY EQUIP OPERATOR - WATER 155
15250 HEAVY EQUIP OPR - SANITATION 155
15210 HEAVY EQUIPHENT OPR - PARKS 155
15200 HEAVY EQUIPMENT OPR - STREETS 155
27010 HUMAN RESOURCES ANALYST I 255
26440 HUMAN RESOURCES CLERK 070
26400 HUHAN RESOURCES TECHNICIAN 215
14550 INDUSTRIAL WASTE INSPECTOR 165
26500 LEGAL SEC - MUNICIPAL LAW 095
26510 LEGAL SECRETARY - LITIGATION 095
15180 LIGHT EQUIPMENT OPR - PARKS 090
15170 LIGHT EQUIPMENT OPR - STREETS 090
15580 MACHINIST 245
14200 HAINT CRAFTWORKER I 170
14220 MAINTENANCE CRAFTWORKER II 210
14320 MAINTENANCE MECHANIC 150
26140 MICROGRAPHIC TECHNICIAN 025
15270 MOTOR SWEEPER OPERATOR 160
25100 OFFICE SYSTEHS ANALYST 220
25110 OFFICE SYSTEMS TECHNICIAN 150
26410 PARK & LANDSCAPE DESIGNER 500
15500 PARK MAINTAINER 050
18,8020 19.7450 20.7320 21,7690 22.8560
17,0800 17,9560 18.8300 19,7740 20,7590
14.1590 lq.8650 15.6090 16.5920 17.2070
14.1590 14.8650 15.6090 16.5920 17.2070
14.1590 14.8650 15.6090 16.5920 17,2070
14.1590 14.8650 15.6090 16.5920 17.2070
16.1500 16.9580 17.7790 18.6660 19,6050
12.0870 12.6940 13.5500 13.9940 14.6900
15.6100 16.5910 17.2090 18.0690 18.9710
14.4700 15.1950 15.9520 16.7480 17.5880
12.6950 13.5290 15.9960 14.6930 15.4250
12.6950 15.5290 15.9960 14.6950 15.4250
12.2890 12.9030 15.5450 14.2500 14.9560
12.2890 12.9050 15.5450 14.2500 14.9560
16.5240 17.1570 17,9970 18,8900 19.8580
14.4950 15.2250 15,9800 16.7820 17.6180
15.5270 16.5150 17.1550 18.0050 18.9180
14.1290 14.8410 15.5770 16.5570 17.1760
9.8200 10.3140 10.8350 11.5710 11.9590
14.1690 14.8770 15.6210 16.5970 17.2200
15.6570 16.4580 17.2600 18.1190 19.0510
15.8680 14.5620 15.2960 16.0580 16.8640
18.5460 19.2620 20.2250 21.2550 22.2960
10.9260 11.4700 12.0420 12.6400 15.2760
PREPARED 1/05/96 , 11:55:51 City of Bakersfield PAGE
PROGRAH PRSALSCH SalaP¥ Schedule
POSIT]ON ~ POSITION TITLE GRADE STEP ! STEP 2 STEP $ STEP ~ STEP 5
13320 PARK HAZNTAZNER ZI 090 12.2890 12.9030 13.5q50 lq.2300 1~.9360
PREPARED 1/05/96 , 11:55:51 City of Bakersfield PAGE
PROGRAM PRSALSCN Salary Schedule
POSITION # POSITION TITLE GRADE STEP 1 STEP 2 STEP 5 STEP 4 STEP 5
15470 SEWER MAINTAINER III 115 15.5050 14.1750 14.8820 15.6270 16.4060
15640 SPRAY RIG OPR/PEST CONTROL ADV 105 12.9020 15.5460 14.2250 14.9560 15.6840
14450 STAGE TECHNICIAN 150 14.1290 14.8410 15.5770 16.5570 17.1760
15140 STREET MAINTAINER 050 10,9260 11.4700 12.0420 12.6400 15.2760
15141 STREET NAINTAINER T-STEP 715 9.8550
25280 SURVEY PARTY CHIEF 190 14.8460 I5.5880 16.5690 17.1870 18.0~8D
26570 TELECONNUNICATOR I D75 12.1020 12,7100 15.$450 14.0140 14,7150
26580 TELECONNUNICATOR II 100 12.8750 15.5200 14.1920 14.9D70 15.6520
14470 TRADES ASSISTANT D90 12.2890 12.9050 15,5450 14.2500 14.9560
14460 TRADES ASSISTANT - EQUIPMENT 090 12,2890 12,9050 15.5450 14.2500 14.9560
14480 TRADES ASSISTANT FIRE HYDRANT 090 12.2890 12,9050 15.5450 14.2500 1~.9560
14471 TRADES ASSISTANT T-STEP 720 10,7950
25290 TRAFFIC OPERATIONS TECHNICIAN 265 17.0590 17.8850 18.7800 19.7180 20.7020
14080 TRAFFIC PAINTER I DS0 10.9260 11.~700 12,0420 12.6400 15.2760
14081 TRAFFIC PAINTER I T-STEP 715 9.8550
14190 TRAFFIC PAINTER II 090 12,2890 12,9050 15,5450 14,2500 14,9560
17190 TRAFFIC PAINTER III 115 15.5030 14.1730 14.8820 15.627D 16.4060
15510 TRAFFIC SIGNAL TECHNICIAN 265 17.0590 17.8050 18.7800 19.7180 20.7020
26250 TRANSCRIBING TYPIST 040 10.4680 10.9890 11.5420 12.1170 12.7250
25160 TRANSPORTATION PLANNER 575 21.6250 22.7040 25.8400 25.0540 26,2850
13610 TREE NAINTAINER I 050 10.9260 11.4700 12.0420 12.6400 15,2760
15611 TREE NAINTAINER I-T STEP 715 9.8550
15620 TREE NAINTAINER II 090 12.2890 12.9050 15.5450 14.2500 14.9560
15650 TREE NAINTAINER lII 115 15.5050 14.1750 14.8820 15.6270 16.4060
PREPARED t/05/98 , 11:55:51 City of Bakersfield PAGE 7
PROGRAM PRSALSCH Salary Schedule
POSITION # POSITION TITLE GRADE STEP 1 STEP 2 STEP $ STEP 4 STEP 5
15480 UTILITY WORKER 050
14560 W W TREAT PLANT LAB TECH OPR 165
14590 W N TREATMENT PLANT OPR I 085
14q20 W W TREATMEHT PLANT OPR II 115
14290 WASTENATER PLANT MECHANlC 245
15510 WELDER I 200
13520 WELDER II 2q5
9.9550 10.q510 10.9780 11.5270 12.1010
1q.4700 15.1950 15.9520 16.7480 17.5880
11.9910 12.5880 15.2120 13.8780 14.5720
13.5050 14.1730 14.8820 15.6270 16,4080
16.3240 17.1370 17.9970 18.8900 19.8580
lq.8510 15.6000 16.3790 17.1990 18.0640
16.3240 17,1370 17,9970 18.8900 19.8580