HomeMy WebLinkAboutRES NO 57-92RESOLUTION NO. 57-92
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. 22-91, 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Blue and White Collar Units, is superseded by this Resolution.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 December 30, 1991, 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.
.......... o0o ..........
ORIGinAL
I HEREBY CERTIFY that
adopted by the Council
meeting thereof held on
the foregoing Resolution was passed and
of the City of Bakersfield at a regular
APR -8 Ig~ , by the following vote:
ASSISTANT CITY CLERK and EX OFFICIO CLERK of
the Council of the Cit!~of Bakersfield
APPROVED
APR - 8 1992
MAYOR of the City of Bakersfield
APPROVED as to form:
CITY ATTORNEY of the City of Bakersfield
MC/kef
RES\B&W.SAL.BEN
4-2-92
ORIOWAL
FINAL
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF BAKERSFIELD
AND
THE KERN COUNTY PUBLIC EMPLOYEES ASSOCIATION, INC., LOCAL 700
SERVICE EMPLOYEES INTERNATIONAL UNION, AFL-CIO
The duly authorized representatives of the City of Bakersfield,
herein after referred to as "The City" and the 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 concerning the
issues of wages, hours and other terms and conditions of
employment, as herein set forth, declare their agreement to the
provisions of this Memorandum of Understanding.
ARTICLE I - PURPOSE
It is the purpose of this Memorandum of Understanding to promote
and provide the harmonious relations, cooperation and understanding
between Management and the employees covered by this Memorandum; to
provide an orderly and equitable means of resolving any
misunderstanding; and to set forth the full and entire
understanding of the parties reached as a result of good faith
meeting and conferring regarding the wages, hours and other terms
and conditions of employment covered by this Memorandum.
ARTICLE II - RECOGNITION
Section 1. Pursuant to the provisions of the City Employer-
Employee Relations Ordinance Supplemental Rules and Regulations and
applicable State law, the Kern County Public Employees Association,
Inc., Local 700, S.E.I.U., AFL/CIO 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 regular and probationary employees employed by the
City in said Unit in the employees classifications comprising said
Units as well as such classes as may be added hereafter by mutual
agreement between the City and the Union according to the
provisions of the City Employer-Employee Relations Ordinance.
Section 3. Nothing contained in this Memorandum shall prohibit
any employee of the Blue Collar Unit or White Collar Unit of the
City of Bakersfield, who is not a member of S.E.I.U., Local 700
from appearing in his/her own behalf in his/her employment
relations with the City.
FINAL
ARTICLE iII TERM OF AGREEMENT
The City and the Union agree that the term of this Agreement shall
commence on January 1, 1992 and expire at 12:00 midnight on
January !, 1994.
ARTICLE IV - RENEWAL
Except as provide~ herein, the City and the Union agree that, for
the term of this Agreement, each par~y 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 5he 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 agreemenu prior to the expiration of this Agreement on January
1, 1994. 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
provide~.
ARTICLE V MAINTENANCE OF BENEFITS
Section !. The City and the Union agree than the following
benefits shall remain in full force and effect for the durazion of
this Agreement: Hours of Work, Call-Back, Overtime, Jury DuBy,
Sick Leave, and Vacation, except as modifie~ 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
~olicies including the City of Bakersfield Employer-Employee
Re!a~ions Ordinance and Supplemental Rules and Regulations are
hereby incorporated herein as though set foruh in full.
ARTICLE VI REPRESENTATION - UNION OFFICERS
Section !. The City and the Union agree that Union Officers and
Representatives will be allowed to meet witk 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 Personnel Officer
with a list of the Union Officers and Representatives, with their
-2-
ORIGINAL
FINAL
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 Relasions 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 !. 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 witk his/her
immediate supervisor and the two parties failed to reach a
resolution of the problem.
ARTICLE VIII NO STRIKE OR LOCKOUT
The City and the Union agree that during the term of this
Agreement the City will not lockout employees and the Union will
not engage in labor practices detrimental to providing services to
the citizens of Bakersfield; or detrimental to the interests of
the City, nor will the Union sanction, support, condone, approve,
or engage in any strike, sick-in,: slow down, work stoppage or
speed ups. The City and the Union further agree that all masters
of controversy coming within the scope of this Agreement will be
settled by established grievance procedures.
A~TICLE 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 tha~ nothing in this Memorandum of Understanding
shall in any way abridge, restrict or modify the rights and
prerogatives of the City anO its employees as set forth in
-3- ~ ~
FINAL
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 contgact out work in its sole
discretion.
ARTICLE X WORKING OUT OF CLASSIFICATION
T~e 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 day, the
employee shall be compensated at ~he 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 class by an employee in a
position in another class.
A minimum of five percent (5%) premium pay shall be provided for
the period of out-of-class work and a minimum of ten percen= (10%)
premium pay whenever the cut-of-class work: 1) involves work in a
classification whose compensation is twenty percent (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.
A/~TICLE XI - PROCESSING OF FORMAL GRIEVANCES
Section !. 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 w~h
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
O~IC~iNAL
FINAL
Head or his/her designees anu 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 promp~!y to the employee un!~ss such
absence would cause undue interruption of work. If tke employee
canno~ 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:
1)
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 reviewinc the City Manager's · ~ ~
2)
The agreed to third parsy, shall, as soon as practical, bu% not
later than thirty (30) days, hold closed hearings on the
grievance which shall be held in conformity to normal hearing
procedures.
3)
Either the City or the Union may call any emDtovee as a
witness, and the City agrees to release ~aid-wi~ness 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.
4)
The third party shall have no power to alter, amend, change,
add to or suD5ract 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.
5) Either party may be represented by legal counsel.
6)
Parties shall pay their own expenses, except
party whose expenses shall be shared equally.
-5-
for the third
ORIGINAL
FINAL
7)
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.
8)
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.
ARTICLE XII - EQUAL OPPORTUNITY Ei~PLOYMENT
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
The City will pay the full portion of the normal contributions
required to be paid by employees in the unit hired prior to July
1, 1983, to the Public Employees' Retirement System. Employees
hired on or after July 1, 1983, will be required to pay the
employee contribution until the beginning of their seventh (7th)
uninterrupted year of service, at which time the City will assume
responsibility for payment. Such payments by the City shall be
reported as normal contributions and shall be credited to said
employees' accounts pursuant ~o Government Code Secticn 20615.
This PERS pick-up is dcne in accordance with Section 414H (2) of
the Internal Revenue Code.
ARTICLE XIV COMPENSATION
Effective December 30, 1991, salary ranges shall be increased by
one (1%) percent for all classifications covered under the terms
of this Agreement and employed at the time of its execution.
Effective Dece.~Der 28, 1992, salary ranges shall be increased by
two (2%) percent for all classifications.
ARTICLE XV - STAND-BY PAY
The City and the Union agree that when an employee is officially
designated by management to remain available to return to work at
any time during specific hours outside of normal working hours the
employee shall receive twenty-five ($25) dollars 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.
-6-
ORIGINAL
FINAL
ARTICLE XVI - 2% @ 55
NO later than July 1, 1992, the City shall amend its retirement
program to provide the 2% @ 55 retirement formula. The cost of
the 2% @ 55 program shall be considered in all future compensation
comparisons for Unit classifications.
ARTICLE XVII PROMOTIONS
The City agrees that whenever there are, in the employ of the
City, a sufficient number of employees who meet the minimum
qualifications for an open position and have performed at the
standard level or above, the job examination for that position
shall be given on a promotional basis.
ARTICLE XVIII CITY INSURANCE CONTRIBUTION
The City and Union have agreed that all future meeting and
conferring and decisions regarding the structure of medical/dental
insurance coverages shall take place through the Joint
City/Employee Medical Insurance Committee. The Committee shall
consist of representatives from each Unit and the City. There
shall be a good faith effor5 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. V~sicn. and Dental Ben=~'s. Effective March 23, 1992,
the City and employees shall share bi-weekiy consributions towards
medical, vision, and densai plans for all employees of these Units
as follows:
Fee Dental
Fen qea!th
HMO Dental
?LMO Hoa!~h
Fee Dental HMO Dental Employee
Employee 85% 85% 85% 85% 15%
only
Employee 85% 85% 85% 85% 15%
Fam/ly 85% 85% 85% 85% 15%
Effecuive the first payroll period in January, 1993, the City and
employees shall share bi-weekly contributions towards medical,
vision, and dental plans for all employees of these Units as
follows:
-7-
FINAL
Life Insurance. For the term of this Agreement, the City shall
maintain in effect the existing life insurance coverage of Twelve
Thousand Dollars ($12,000).
ARTICLE XIX - 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 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 an 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.
-8-
FINAL
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 - T~AINING
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 instructions 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 XXII - LEAD ASSIGNMENT
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:
a)
When any Blue Collar or White Collar employee is assigned to
lead a crew of three or more members who are assigned to the
same salary grade as the leader.
b)
When an employee in the classification of Light Equipment
Operator, Heavy Equipment Operator, Tree Maintainer 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.
ARTICLE XXIII - HOLIDAYS
(A)
All eligible employees in the Blue and White Collar Units
shall observe the following eight-hour holidays with pay:
-1992-
Wednesday
January 1
One Floating Holiday Credited
(to be used by 12/31/92)*
Monday
January 20
- Martin Luther King's Birthday
-9-
FINAL
Monday
Monday
Friday
Monday
Wednesday
Thursday
Friday
Thursday
Friday
Thursday
Friday
Friday
Monday
Monday
Monday
Thursday
Monday
Monday
Thursday
Thursday
Friday
Friday
Friday
* Note:
February 17
May 25
July 3
September 7
November i1
November 26
November 27
December 24
December 25
December 31
January 1
January 1
January 18
February 15
May 31
July 1
July 5 -
September 6
November 11 -
November 25 -
November 26 -
December 24 -
December 31 -
Floating holidays must
holiday's credit date,
- Presidents' Birthday
- Memorial Day
- Independence Day Observed
- Labor Day
- Veterans Day
- Thanksgiving Day
- Day after Thanksgiving Day
Christmas Eve (8 hour holiday)
Christmas Day
New Year's Eve (8 hour holiday)
-1993-
New Year's Day
One Floating Holiday Credited
(to be used by 12/31/93)*
Martin Luther King's Birthday
Presidents' Birthday
- Memorial Day
- Two Floating Holidays Credited
(to be used by 6/30/94)*
Independence Day Observed
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Day Observed
New Year's Day Observed
be used one (1) year from the
or will be forfeited.
-10-
FINAL
Employees shall also receive every day designated by the President,
Governor or City council as special holidays in commemoration or in
memorial of an extraordinary occurrence as paid holidays.
B)
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.
c)
FloatinQ Holidays. Each employee in the Blue and White Collar
Unit, who is employed by the City when floating holidays are
credited shall be eligible for those floating holidays(s).
Floating holidays(s) must have prior departmental approval and
shall be consistent with the efficient operation of the
affected department and its activities.
D)
Sanitation Holidays. The Sanitation Division will work all
designated holidays, excluding New Year's Day, Thanksgiving
Day and Christmas Day. Employees working on the next
scheduled route day following a holiday off shall be paid an
additional four hours of straight time for that day. Overtime
compensation on those days (next scheduled route day) shall
commence with the ninth hour of actual work.
ARTICLE XXIV SHIFT ASSIGNMENTS
The City agrees to continue its present practice at the Public
Works Department in scheduling shift assignments. If changes are
made, the City will meet and consult with the Union prior to making
said changes.
ARTICLE XXV - SHIFT DIFFERENTIAL
A)
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 shall 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 Community Service Technicians, non-safety personnel
employed in the Police Department who are required by the Chief of
-11-
FINAL
Police to wear a uniform, shall be provided with a Two Hundred
Fifty Dollars ($250) per year uniform allowance. Community
Service Technicians and Fire Prevention Personnel required to wear
a uniform shall receive a Four Hundred Fifty Dollar ($450) per
year uniform allowance. 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
Service Workers
Up to $325.00
Up to $225.00
Up to $125.00
Trades Assistants shall provide two-thirds of the full tool set as
per the established tool list. Auto Service Workers shall provide
one-third of the full tool set to be determined by management.
Tools purchased pursuant to this section remain the property of
the employee.
ARTICLE XXVIII - COMPENSATORY TIi~E
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 schedu!ec 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 XXIX - SICK LEAVE
All unused sick leave earned during the calendar year, which would
otherwise cause an employee's accumulated balance to exceed one
hundred and twenty (120) days, will be converted into additional
vacation time at seventy-five percent (75%) of the unused current
year accumulation. The City will provide, at the employee's
option, cash payment for all or a portion of annual sick leave
which is converted to vacation time.
Effective immediately, the non-converted portion of sick leave,
pursuant to paragraph 1 above, shall be maintained in a separate
-12-
FINAL
bank. This bank may only be used by employees to provide sick
leave pay in the event that all other accrued sick leave has been
exhausted. The bank shall have no conversion nor any other value.
ARTICLE XXX 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 XXXI - DEFERRED COMPENSATION PLAN
All probationary and rm~ular employees in the Blue and White
Collar Units of the City shall be eligible to participate in the
City's Deferred Compensation Plan.
ARTICLE XXXII PAYROLL DEDUCTIONS
The City agrees to provide payroll deductions for Union dues and
benefit programs at no cost to the employees or union.
ARTICLE XXXIII 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 Personnel 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 budge5 in 5he year
that it is approved.
Normally, position reviews will be generated in one of two ways:
1) by request of the employee
and/or
2) by request of the Deparsment Head
Prior %o reaching any final decision, the Personnel Office shall
forwaru its draft findings ~o the employee and shall consider any
comments the employee may have on the draft report. If the
recommendation of the Personnel Office is negative, no further
action shall be taken on the reguest. If the recommendation is
positive, it shall be subject to the approval of the Commission
and City Council.
ARTICLE XXXIV COMMITTEE
No later than April 1, 1992, the City and Union committee on
safety shoes shall complete its recommendations on a voluntary
-13-
FINAL
safety shoe allowance program. Should the work not be completed by
April 1, the Union reserves the right to reopen negotiations on the
safety shoe issue only.
ARTICLE XXXV - LONGEVITY PROGRAM
Unit members shall be eligible for a Longevity Pay Program as
follows:
10 or more uninterrupted years of City service 2% of Base Pay.
15 or more uninterrupted years of City service 4% of Base Pay.
20 or more uninterrupted years of City service 6% of Base Pay.
The amounts above are not cumulative.
Employees hired after January 1, 1985, shall not be eligible for
Longevity Pay.
ARTICLE XXXVI
RETIREE MEDICAL
Eligibility for and contributions toward retiree medical insurance
shall be as set forth in the Supplemental Memorandum of
Understanding between the City and Blue and White Collar Units
regarding health benefits date November 23, 1988.
Any employee eligible to receive retiree medical insurance coverage
who is eligible for Medicare coverage whether through the City of
Bakersfield, other employers, spouse coverage, or for any other
reason, shall be required to obtain and utilize such coverage as a
condition for receiving coverage under the City's plan.
ARTICLE XXXVII - TRAINING STEP
A Training ("T") Step exists for the following classifications:
Building Maintainer I
Street Maintainer I
Canal Tender I
Sewer Maintainer I
Auto 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
months of continuous service. Time spent in the"T"
count towards satisfying the probationary period.
of six (6)
Step shall
-14-
FINAL
ARTICLE XXXVIII - DRUG TESTING
Introduction. The goal and intent of this program is the
rehabilitation and assisting of first-time offenders with drug
problems. However, action taken against an employee shall be
determined by individual circumstances of each case, and
disciplinary action up to and including termination is possible.
Authority For Testing. Only an employee's
his/her designee, acting in the absence of
may order a drug test.
Department Head or
the Department Head,
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:
1) Having more evidence for than against.
2)
An apparent state of facts and/or circumstances which
would lead a reasonable person to believe an individual
was using drugs/narcotics.
3)
A reasonable grouncs for belief in the existence of facts
or circumstances warranuing an order to submit 5o a drug
test.
Testinc Procedure. Detailed zesning 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 tes~
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 se5 of samples shall be retained for
-15-
FINAL
six (6) months to allow for further testing in the event
of a dispute.
Testing 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 XXXIX - COURT CALL BACK
Unit employees in the Police Department shall receive a minimum of
three (3) hours compensation at the appropriate rate of pay when
called back for court appearances.
ARTICLE XL - VACATION
Vacation accrual shall be as follows:
Years Days
0-4 10
5-13 15
14+ 20
ARTICLE XLI - 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 XLII - JURY DUTY
The City will 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.
-16-
FINAL
ARTICLE XLIII - 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 XLIV RESIDENCY REQUIREMENT
The residency requirement for unit employees shall be amended to
require that employees maintain residency within forty-five (45)
minutes normal driving time from City Hall. Normal driving time
shall be defined as driving the most direct route at the posted
speed limit.
ARTICLE XLV - DIRECT DEPOSIT
The City and Union have discussed possible implementation of a
direc~ deposit system. No later than December, 1992, the City
shall implement a direct deposit system which will:
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.
Allow early release checks for approved vacation up to two
(2) pay periods in advance of the scheduled vacation. All
other elements of the vacation pre-release system will
remain unchanged. Early release vacation checks are
available only for employees who are not on direct deposit.
5. Employees are responsible for investigating errors in direct
deposit with their bank.
6. City will give notice to t~e Union should it wish to change
any of the paycheck release times currently in effect.
7. The City will give reasonable advance notice if it will be
unable to provide direct deposit for a given pay period.
ARTICLE XLVI AGENCY SHOP/BLUE COLLAR UNIT
Each employee in the Blue Collar Bargaining Unit 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 representationai fee. Such representational fee
shall be in an amount uniformly established by the Union's Board
-17-
FINAL
of Directors, but in no event shall such representational fee
exceed 95% of the amount that a Union member would pay in dues for
the same period.
The Union shall indemnify the employer and hold it harmless against
any and all suits, claims, demands or other liabilities, including
the employer's reasonable attorney fees, that may arise out of or
by reason of any action taken by the employer for purposes of
complying with this Article.
This Article was implemented in accordance with Government Code
Section 3502.5 and following a secret ballot election of the
bargaining unit employees which was held on February 28, 1989.
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 the 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, California, pending resolution of the
dispute pursuant to the Service Fee Complaint procedure.
Service Fee Complaint Procedure
This Complaint Procedure shall be utilized solely to
resolve disputes arising out of the deduction of a
Service Fee by the City pursuant to a negotiated
agreement.
Issues subject to this Complaint Procedure shall be
limited to the following:
That a portion of the Service Fee deduction is
being utilized for non-representational
activities.
That the non-member is a member of a bona fide
religion, body or sect which has historically
held conscientious objections to joining or
financially supporting public employee
organizations.
-18-
FINAL
Bo
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/she 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 Unite~ Way Charity
City agrees to deduct and to remit fees so
designated in 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.
2 o
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 State Conciliation
Service or the A~,erican 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 ef Arbitrausr. The Arbitrator shall be
selected by mutual aqreement between the Union and the
complainant.
Date for Complaint Hearing. The Union shall contact
the selected Arbitrator within ten (10) calendar days
from the date of the completion of the Mediation
Process, or in the even~ that Mediation is not
utilized, within ten (t0) working days of receipt of
the complaint. Upon confirmation by the Arbitrator,
-19-
FINAL
the Union will forthwith contact the complainant by
Certified Mail indicating the date, time and place
of the Complaint Hearing.
Payment of Costs. In the event that the Union prevails
in said Arbitration, the cost of arbitration shall be
shared equally between the Union and complainant. Should
complainant prevail, the Union shall pay the entire cost
of the Arbitration.
Effect of Arbitrator's Decision. The decision of the
Arbitrator shall be final and binding. Upon receipt of
the Arbitrator's decision, fees being held in Escrow
shall be disbursed by the Union in accordance with said
decision. In the event that the Union prevails, the City
shall continue to deduct the Service Fees and remit them
to the Union as determined by the Arbitrator.
ARTICLE XLVII - SEVERABILITY
It is understood and agreed that this Memorandum of Understanding
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 regulation 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 an confer
in an attempt to replace and/or adjust for any suspended or
superseded provisions.
-20-
FINAL
THIS MEMORANDUM OF UNDERSTANDING entered into and signed this
day of Agril, 1992.
KCPEA, S, EIU LOCAL 700, ,AFL-CIO
Chie, f Negotiator /
CITY OF BAKERSFIELD
Mayo r
Chief Negot i~
APPROVED AS TO FORM:
Ci~ttorney ~i~.
-21-
13 NAR 1992
0
CLS T CLASSIFICATION TIILE
J06 A BUILDING HAINTAINER I
306 A EUILCING HAIHTAINER 1
1RAINING
.~08
]O8
CIIY OF 8AKERSFIi=LU
AL A R Y S CII E DULE
I - OLUE COLLAR UNIT
H
SALARY
BAS15 STEP
HOURLY 8.225
81-gKLY 658.00
HONTHLY 1,431.15
OI-WKLY 592.16
MONTHLY J,281og5
A AUDIIORIUH HAINTAINER I H HOURLY 9.019
BI-~KLY 121.52
HONTHLY 1,569o31
A kUDIIORibH HAiNTAINER-~ - T HOURLY 8.1i7
IRAINIRG
510 A BUILCING HAINTAIH£R
112 A AUDITORIUM MAIHTAINER 11
314 A 5TREET MAINTAINER
114 A STREET RAIMTAIHER
TRAINING
A LIGHT EeUIP OPER-STREETS
]11
518 A LIGHT E~UIP OPER-PARKS
320 A HEAVY EgUIP OPER-STR£ETS
EFFECIiVE DALE: 50 DEC 1991
EDU
STEP 2 S1EP 3 STEP 4 STEP $ PCT
8,656 9.069 9.522 10.001
690.88 125o52 ~61.16 800.08
1,502.66 1-578o01 1,656.83 1,140.11
9.&69 9°945 10.443 10.963
751..52 795.60 835.44
1,641.61 1,730.45 1.811.08 1,907.56
8I-gKLY 649.56
HONTHLY 1,412.]6
H HOURLY 9.019
MONTHLY 1,569.31
H ROURLY Vo899
§I-gKLY ~91.9Z
HONTIILY 1,122.43
H HOURLY 9.899
MI-gKLY 791.92
HONTtlLY 1,722o43
HOURLY 8.909
R
O
81-~KLY 712.71
MONTHLY 1,550.17
HOURLY 11.133
OI-~KLY 890.64
RONTHLY 1.931.14
HOURLY 11.155
81-gKLY 890.64
MONTHLY 1,937.14
HOURLY 12.828
OI-~KL¥ 1,026.24
HONTHLY 2,232.07
9.469 9.945 10.443 10.96~
151.52 795.60 835.44 817.0&
1,641.61 1.130.43 1~811.08 1,907.56
10.191 10.910 11.~52 12.027
831.28 812.~0 916.16 962.16
1,80~.0] ~898.]~ 1,992.65 2,092.70
10.591 10.910 11.452 12.021
831.28 .8?Z.BO 916.16 962.16
1,808.0] ],898.]4 1,99~.65 2.092.10
11.~89 12.272 12.892 13.532
955.12 981.16 1,0~1.56__1~082.56
2,033.89 2,135.33 2-243.11
11.689 12.212 IZ.892 13.551
935.12 981.16 1,031o56 1,082.56
2,033.89 2,135.!3 2,245.21 2,354.5?
1~.466 14.140 14.850 15.588
1,U71.28 1,131.20 1-188.00
2,365.08 2,460.36 2,583.90 2,712.31
0
CLS T CLASSIFICATION lilLE
]Z! A HEAVY EQUIP OPER-PANKS
]22 A
CllY OF BAKERSFIELD
SALARY SCHEDULE
L - OLUE COLLAR UNIT
C SALARY
O BASIS SlIP i
HOURLY 12.828
UI-UKLV 1,026.24
MONTHLY 2,232.B?
HEAVY EQUIP OPER-gATER H HOURLY
. NONThLY
HEAVY EQUIP OPER-SARITATION fl
HOTOE SWEEPER OPLRATOR
PARK HAINTAI NER
PARK MAINTAINER
1RAINING
PARK MAINTAINER
33L A
332 A
.~$]4_ A
PARK MAINTAINER II
CANAL lENDER i
]34 A CANAL TENDER
1RAINING
R
U
EFFECTIVE
R
H
N
OAIE: 30 DEC 199]
CANAL TENDER II
i HOURLY 8.909
T HOURLY ~.909
HOURLY 9.899
UI-RKLY 191.92
MONTHLY L. lZ2.43
UI°WKLY
MONTHLY 1.550.17
HOURLY 12.253
BI-WKLY 978.64
HONTHLY 2,128.54
HOURLY 11.13J
81-WKLY 890.64
RONTRLY 1,937.14
HOURLY 9.899
BI-WKLY 791.92
MONTHLY 1,,722.43
BI't~KLY Ill. 72
MONTHLY
HOURLY
UI-UKLY 090.64
MONTHLY 1,917.14
HOURLY 12.836
BI-WKLY 1.026.88
MONTHLY 2.233.46
HOURLY ]2.828
8[-WKLY ],026.24
NORTHLY 2,232.07
12.828 1].466 14.140 14.850 15.588
1,026.24 1,077.28 1,L~1.20 1,188o00 1,24?.04
2,Z3Z.Q? 2,]4].08 2,460.36 2,585.90 2,712.31
15.466 14.140 14.850 15.588
1,011.28 1,131.20 1,188.00 1,247.04
2,345.08 2,460.~6 2,583.90 2,712.31
L~oA?? 14.152 14.MSS 15.601
i,O?8.16 1~132.16 1,188.40 1,248.08
2,345.00 2,462.45 2.58A.77 2.714.57
10.391 10.910 11.452 12.027
831.28 812.EO 916.16 962.16
1,808.03 2,898.]4 1,992.65 2.092.?0
12.840 1].482 14.L58 14o864
1,027.20 1,078.56 1,132.64 1,189.12
2,234.16 2,345.87 2,463.49 2,586.34
11.689 12.272 12.892 13.532
935.12 981.76 1,031.36 1,082.56
2,033.89 2,135.]3 2,243.21 2,354.57
LO.]9L 10.910 ]1.452 12.027
~31.28 872.80 916.16 962.16
1,808.03 1,898.34 1,992.65 2,092.?0
11.689 12.272 12.892 1].532
935.12 981.76 1,031.36 1,082.56
2,03~.89 2,135.3] 2,245.21 2,354.57
1~.466 16.140 14.d50 15.588
1,017.28 1,131o20 1,188.00 1,247.04
2,343.08 2,460.36 2,583.90 2,712.31
EOU
STEP 2 STEP J STEP 4 SIEP 5 PCT
13 NAR 199Z
0
LS T CLASSIFICAII ON lilLE
i39 A SANIIAIIOR UORKER I
SANITATION UORKER
1RAINING
CITY OF ~AKERSFILLO
SALARY SCHEDULE
! - BLUE COLLAR UNIT
SALARY
8ASI5 STEP !
HOURLY 9.899
BI-UKLY 791o92
HONTHLY 1,722o43
HOURLY 8.909
HONTHLY
EFFECTIVE DAle: 30 DEC 199l
EOU
STEP 2 S1EP 3 SIEP 4 SIEP 5 PCT
10.391 lO.~lO 11o452 12.o21
831.28 872.80 916o16 962.16
~,808003 1,898o]& ~,992o65 Z;g92.~O
;42 A SANIIATION UDR£ER II
;43 A SANITAIIOR NeRKER III
SEWER HAINTAANEA I
SEWER HAINTAINER !
IRAIHING
H HOURLY IL.133
UI-N&LY 890.6&
NONTtlLY 1.967.T4
H HOURLY 1Z.233
BI-WKLY 978.66
HONTHLY 2,128.56
HOURLY 9.899
UI-WKLY 191.92
HONTHLY 1,722.43
T HOURLY 8.909
8[-WKLY 712.72
HONTHLY 1.550.1Z
11.689 12.27Z 12.892 13.532
955o12 981.76 1;031.36 1.082o56
2,033.89 2,135.!3 2,Z4~.21 2,356.57
1~027.20 1~078.56 ~132.66 1~189.12
i0.391 10.910 11.452 12.027
a31.28 872.E0 916.16 _ 962.16
1.8o8.03 1,898.3~ 1,992.65 2,09Z=70
~46 A
S48 A
SEWER MAINTAINER Il
SEWER HAINTAINER ill
UTILITY WORKER
~51 A WELDER I
$52 A WELDER il
U HOURLY IL.138
UI-RKLY fl90.64
MONTHLY 1.9~?.16
R HOURLY 12.233
BI-WKLY 978.6~
HONTRLY 2,128.56
H HOURLY 9.019
BI-WKLY ~21.52
MONTHLY 1.569.31
U HOURLY 13.655
MONTHLY 2;3~1.17
H HOURLY 14o789
UI-WKLY 1.185.12
RONTHLY 2;571.29
11.689 12.272 1Z.892 13.532
935.12 981.~6 1~031.36 1~082.56
2,033.89 2,135.)3 2,243.Z1
1,027o20 1,078.56 1,132.66 1,189.12
2,Z36.16 2,365.87 2,663.69
9.669 9.945 lO.66S 10.963
757.52 795.60 835.4~ 877.06
1;64Z.61 1,730.&3 1,817.08 1.901.56
16.133 16.839 15.581 16.366
1,L30.66 1,18T.IZ 1,266.~8 1,309.28
2,459.14 2,581.99 2,711.09 2,847.68
15.525 1~.305 11.116
1~262.00 1,I06.I0 1,169.12 1,137.86
2,?01.35 2,837.07 2,~??.84 3,1Z?o30
0
LS I CLASSIFICAIIUN TITLE
58 A HACHINISI
61 A TREE HAINTAIRFR i
61 A IREE RAINTAINER
IRAIRIHG
32 A IREE HAINTAIHER 11
~3 A IREE HAIHTAIHER III
SPRAT Al6 OPERATOR
)6 A AUIO SERVICE ~ORKER
AUIO SER¥ICE WORKER
TRAINING
~8 A IRAFFIC PAINTER
a8 A IRAFFIC PAINIER
1RAINING
0 A ELECIRICAL TECH II
CilY OF BAKERSFIELD
SALARY SCHEDULE
X - BLUE COLLAH UNIT
C SALARY
O OASIS STEP I STEP
H HOURLY 14.789 15o225
UI-UKLY 1,183.12 1,242.00
NONTHLT 2,573.29
HOURLY 9oU99 10.191
~I-UKL¥ 791.92 831.28
XOHTHLY 1,?22.~5
HOURLY 8°909
HI-WKLY 712.72
HONTliLY 1,550.17
HOURLY 11.135
BI-UKLY 890°64 955o12
MONINLY 1,9~?.14 2,033°89
HOURLY 12.233 lg.840
HI-RKLY 9?8°64
HONTRLY 2,128.5~ 2,234o~6
HOURLY 11.13~ 11.689
81-UKLY 890.6~ 935.12
MONIHLY 1,91~.]4 2,033.89
HOURLY 9.899 10o~91
BI-XKLY 791.92 831o28
HORTHLY 1,722.13 1,B08.03
HOURLY ~.909
BI-WKLY 712.72
RONTHLY 1,550.17
HOURLY 9=899
UI-WKLY 791.92 031o28
MONTHLY 1,122.&3 1,808.03
HOURLY ~o909
HI-~KLY
MONTHLY
HOURLY 15.416 16.202
BI-UKLY 1,Z~4o88 1,296.16
NOHTHLY 2,685.86 2,819.15
£FFECIIVE DALE: 30 DEC 1991
EDU
SIEP $ SEEP 4 S1EP 5 PCI
1e.$05 17.114
1,304.40 1,$69.12
2,831.07 2,977.~4
10.910 11.452
8?Z.EO V16.16 962.16
1,898.34 1,992.65
12.272 12o892 15.532
981o76 1-031.16 1,082.56
2,135o13 2,245.21 2,156.57
1,0~.56 1,132.64 1,189.12
12.272 12.892 13.532
981.16 1,031.36 1,082.56
2,135.33 2,2~3o21
10.910 11o452 1~.027
872.80 916.16 962.16
1,898o34 1,992°65
10o910 11.452 12°027
872.~0 916.16 962.16
1,898.14 1-99~.65 2,092°?0
17.014 17.B64 18.?56
1-161.12 1,429o12
2,960.~ 3,108.14 1,263.54'
13 HAR 1992
CLS T CLASSIFICATI UR TITLE
413 A [LECIRICAL TFCH I
414 A AIR CORD TEEHNICAN i
419 A 1RAFFIC PAINIER ii
CITY OF BAKERSFIELD
SALARY SCHEDULE
! - BLUE CULLAR· UNIT
C SALARY
D BASIS STEP I
SIEP ~ Sl£F 3
EFFECIi¥E CATE:*30 DEC 1991
£DU ,
S{EP 4 STEP 5 PC{
H HOURLY 13.105 14.195 15.111 15.863 16.661
Mi-UKLY 1,096.40 1,151.60 1,208.88 1,269o04 1,332.88
MONTHLY 2,384.67 2,504.73 2,629031 2,?60016 2,899o01
HOURLY 15.455
Bi-~KLY 1,076.40
MONTHLY 2,341.17
H HOURLY 11.133
BI-gKLY ~90.64
MONTHLY 1,937.14
620 A MAINI CRAFT gORKER I H
14.133 140839 15.581 160366
1,130.64 1,187.12 1,246.48 1,309o28
2,459.14 2fS81*gg--2.rlloRg__2,8&lo68 .........
422 A MAIN{ CRAFT t{ORKER I i H
110689 12.272 120892 13.5~2
935012 --981016--1,031o36__1d082.36
2,033.89 2,135.33 2,243.21
428 A EeUIPHENT MECHANIC
HOURLY 11.131 15.791_ 14.472__ I5o~O& ..... 150961
BI-RKLY 1,050.48 1,101.28 1;158.16 1;216.32 1,276.88
MONTHLY 2,284.79 2,399.63 2,519.00 2,64S.S0 2,??7.21
633 A
HOURLY 14o067 14.778 15.522 16.310
81-RKLY 1,125.36 1,182.24 1,241o76 1,304.80 1,371.12
HONTHLY 2,441.66 2,571037 2,700.83
HOURLY 14.189 15.525 16.305
OI-gKLY 1,185.12 1,262.00 1,304.40
MONTHLY 2~573.29 2,?01.]$ 2,83?°07
630 A EgUIPMENT HECHANIC 11 M HOURLY 15.346 16.118
BI-MKLY 1,227.68 1,289.44
MONTHLY 2,670.20 2;804.53
432 A MAINIENANCE MECHANIC H HOURLY - 12.80i
RI-RKLY 1,024.08
HONTHLY _ 2~27.17 2;339.63
AUTOMOTIVE HECHANIC H HOURLY 12.217 1~o828
..... BI~KLY _ 977.3~. 1,026.24
MONTHLY 2,125.76
INDUSTRIAL gAS1£ INSPEC[CR H HOURLY 1~o110
flI-UKLY 1,068.80
MONTHLY 2,281016
17o11~ 11.973
1,369.12
2,S77.84 3,127.30
16.931 17.~90
1,354.~6 L,423020
2,967006 3,095046
14.112
1,128.96
1B.69i
1,~95.52
14.819 15.561
1,185.52 1,244.88
2,578.51 2,~0~.61
110661 lb.iii 14.849
1,077.36 1,131o28 1,187.9Z
2,343.26 2,460.53 2,583.73
1~.164 14.452 IS.171 15.9~4
1,101.12 1,156.16 1,213.84 1,274.12
2,394.94 2,514.65 2,640.10 2,~72.52
436 A g g TREAT PL LAB TECH OP H HOURLY 13.110 15.764 14.452 15.175 15.934
Bi-gKLY 1,048.80 1,101.12 1,156.16 1,213.84
· NONTHLY 2,281.14 2,394.94 2,514.65 2,640.10
639 A ~ g TREAT PLANT OPR I H HOURLY 10.863 11.404 ll.9?l 12.573 11=202
81-YKLY 869.04 912o32 957.68 ~,005.84 1,056.16
RONTliLY 1,890.16 1,984.30 ~,082.95 2,187.?0 2,297o15
13 HAH ~99Z
CITY OF BAKERSFIELU
SALARY SCHEDULE
I - BLUE COLLAR UNIT
CLS
0
T
CLASSIFICATION TITLE
A g ~ IREAT PLANT OPH Il N
443 A STAGE 1ECRNICIAN R
C SALARY
O BASIS
HOURLY
BI-gKLY
MONTHLY
HOURLY
BI-UKLY
MONTHLY
IRADES ASSI'SIANT - E6UIPHENT N HOURLY
.... BI~UKLY
MONTHLY
442 k iRADES ASSISTANT_ . H
HOURLY
BI-UKLY
MONTHLY
441 A IRADES ASSISTANT T HOURLY
IRAINING
UI-RKLY
MONTHLY
EFFECIIVE
DALE: 30 DEC 1991
EDU
STEP I STEP 2 STEP 3 STEP 4 SIEP 5 PCT
12.231 12.840 13.482 14.158 14.864
978.64 1,027.20 1,078.56 1,132.64 1,189o12
12.801 11.445 14.112 14.019 15.561
1,024.08 1,07~.60 1,128.96 1,185.52 1,244.88
2,227.37 2~339o43 2,455°49 2,578.51 2,707.61
11.133 11.689 12.272 12o892 13.532
890.64 --g35.12 981.76 1,031.36 1,082.56 .......
1.957.14 2.033.89 2.135.]3 2.243.21 2.354.57
11.133 11.689 12.272 12.892 13.532
890.64 935.12 981o76 1,031o36 1;082o56
1,937.1~ 2,033.09 ~,135o33 2,243o21 2,354o$?
448 A TRADES ASSASIANT - FIRE HYDR N HOURLY
OI-~KLY
MONTHLY
531 A TRAFFIC SIGNAL TECHNICIAN H HOURLY
BI-gKLY
......... MONTHLY
719 A TRAFFIC PAiNIER Ill N HOURLY
.................... BI-WKLY
RONTHLY
?5? A AIR COND ?CCH Il ........ N HOURLY
BI-gKLY
MONTHLY
9.7?8
782o24
1,701o37
11.133 11.689 12.272 12.892 13.532
890.64 935.12 981.76 1,031o36 1,082.56
1,931.14 2,033.89 2,135.33 2,243.21
15.436 16.202 17.014 17.86& 18o756
1,234.88 1,296.16 1,361.12 1,429.12 1,500.48
2.685.86 2,819.15 2,960.4~ 3,108.34 3,263.54 .
12.233 12.840 ]3.482
978°64 1,027o20 1,0Z8.56
2,128.54 2,234o16 2,345*87
14.158 ]4.864
1,132o64 ],18Y.]2 .....
2,465.49 2,586.34
14.428 15.149 15.908 16.698 17.535
1,154.24 1,211.92 1,Z72.~4 1,335.84 1,402.80
2,510.47 2,635.93 2,767.99 2,905.65 3,051.09
1~ HAR 1992
0
CLS T CLASSIF1CAIlON TITLE
120 A POLICE LAB TECHNICIAN
LGS A POLICE SERVICE 1ECN
FIRE INSPECTOR
$ A
CIIY OF BAKEHSEIELO
L A RY SCN E UUL E
WHITE COLLAR UNIT
C SALARY
D BASIS STEP 1
H HOURLY
Bi-MKLY 1,183.12
MONTHLY 2,573.29
N HOURLY
BI-UKLY 850.56
HONIRLY L,8§3.02
HOURLY 12.066
BI~KLY 963.68
MONTHLY 2,096.00
%~8 A FZRE PREVENTION INSPZEETBOL~ X
EFFECTIVE DALE: 30 DEC 1991
EDU
STEP 2 S1EP 3 SIEP 6 STEP 5 PC%
1~.525 16.]05 l?.114 17.973
1;262.00 1;306.60 1,369.12 1;637.86
2;?01.]5 2,831.07 2;977.86 3,127.30
1L.266 11.809 12.~00 13.019
899.52 966.12 991.00 1,061.52
1,956.66 2,056.17 2,157.60 2,265.31
12.649 13.285 13.969 16.667
1;011.92_ 1,062.80 1,115.92 1,171.76
2,200.93 2,311.59 2,627.13 2,568.58
HOURLY lg.066 12o868. . 13.285 13o969 16.667
BI-gKLY 963.68 1,02?.86 1;.062o80 1,115.92
MONTHLY 2,096.00 2,235.55 2,311o59 2,627o13 2,568.58
10.107
856.56
1,fl63.02
150 A COHHUNIIY SERVICE SPEcIALIsT N HOURLY
BI-XKLY
HONTHLY
63~ A AUIOMOTIYE PARTS SPCLIST I fl HOURLY
......... BI-~KLY
HONTHLY
IL.266 1~.809 12.400 13.019
899.52 966.72 992.00 1,061.52
1,956.66 2,056011._Z;157.60 2,265.~1
9.899 10.391 10.910 11o452 12.027
191.92 831.28 872.80 916.16_. 962.16
1,Z22.63 1,808.03 1,898.36 1,992.65 2,092.?0
502 A PLANfllNG~TECHNICIAN - HAZ HA H HOURLY
BI-UKLY
_ HONTHLY
503 A PLANNING TECHNICIAN H
HOURLY 15.676 16ogG~. 11.060
BI-UKLY 1,237.92 1,199o92 1,366.80 1,633.20 1,504.56
MONTHLY 2,692.68 2;82?°]3 2,968.44 3,117°21
13.626 14.092 16.798
1,073.92 1,127.36 1,183.86
2~*78 2,652.01 Z,576.85
1,262.80 1-305.12
HOURLY 13.~26 14.092 16.798 15.535 16.314
BI-NKLY 1,073o92 1,127.36 1,183.86
MONTHLY 2,335.78 2,652001 2,576°85 2;?03.09
506 A ASSISTANI PLANNER N HOURLY
BI-VKLY
MONTHLY
505 A ks$iSTAN1 PLANNER ]1 H HOURLY
BI-~KLY
NONTHLY
506 A DEVELOPNENT ASSOCIATE II HOURI. Y
~I-YKIY
15.166 16.107 16.912
1,169.12 1,227.68 1,288.56 1,351.96
2,562°86 2,670=20 2,802.62 2,962069
1,620.80
3,090.26
IB.]65 19*283 20.267 21.262 ~Z.326
1,469.20 1,5~2.6~ 1,619.16 1,100.96 1,~86.08
16.621 17.651 18.326 19.23B 20.199 ......
1,529.68 1,396.08 1,665.92 1,539.06 1,615.92
2,892.05 3,036.47 3,188038 1,367.61 3,$14.63
1) HAR 1992
0
Cl5 T CLASS'IFICATIGN TITLE
507 A OEVELOPMEflT ASSISTANT
500
509
A £ATA PROCESSING OPR
A PROGRAMMER/ANALYST
- SLO A - OEFICE_SYS{EHS ANALYST.
- ~11 A CF~IC£ SYSIEMS TECNNICi~H
512 A ENGINEER I
515 A ENGINEER
516 A IRANSPORIATION PLANNER
518 A ENGINEERING AIDE I
520 A COHPUT£R DRAFTING {ECH i
CIIY OF BAKERSFIELD
SALARY SCHEDULE
2 - WHITE COLLAR UNil
N
H
H
C SALARY
O BASIS STEP
STEP 2 SIEP 3
H HOURLY 16.621
BI-WKLY 1,329.68 1,396o08 1,465.92
HONTNLY 2,892.05 3,036.47
H HOURLY 11.115 11.673 12.258
UI-WKLY 889.20 933.84 980.64
MONTHLY _ 1,914.01 2,01L.10 .2,132.89
HOURLY 14.184 14.892 15.637
BI,UKLY .1,134.72 1,191.36 1,250.96
MONTHLY 2,468.02 2,59L.21 2,720.84
EFFECTIVE DATE: 30 DEC 1991
EDU
19.258 20~199
1,$$9o04 1.615.92
3.347.41 3.514.63
12.872 11.514
1,029.76 1,081.12
2,239.73
16.415 17.241
1,313.20 1,379.28 .........
2'856.21 2,999.93
521 A ENGINEERING AIDE II H HOURLY 11.133 1i.689 12.272 12.892 13.532
UI-~KLY 890.64 935.12 981.76 1,031.36 1,082.56
..... HONTHLY 1,937.14 2,033.89 2,135.~3 2,243.21
522 A ENGIM£ERING AIDE Ill H HOURLY 12.231 12.840 13.482 14.i58 14.864
RI-UKLY 978.6~ i,021.20 1,078.56 1,112.64 1,iB9.12
MONTHLY
HOURLY 9.899 10.39! 10.910 11.452 12.027
BI-gKLY 791.92 831.~8 872.80 916.16 962.16
MONTHLY 1,72~.43 1,808.03 1,898.34 1,992.65 2,092.10
HOURLY 12.235 12.840 11.482 14.158 14.864
BI-WKLY 978.64 1,02~.20 1,018.56 1,132.64 1,189.12
HONTHLY 2,128.54 2,234.16 2,345.8? 2,465.49 2,586.14
HOURLY 19.590 20.569 21.598 22.680 21.812
BI-HKLY /,561.20 1,645.52 1,727.84 1,814.40 1,904.96
HONTHLY 3,408.66 3,579.01 3,158.05 3,946.32 4,143029
HOURLY 19.590 20.569 21.598 22.680 23.812
BI-RKLY 1,567.20 1,645.52 1,721.84 1,814.40 1,904.96
HOURLY 17.034 11.886 18.782 19.122 20.?07
RI-RKLY 1,362.12 1,430.88 1,502.56 1,577.76 1,656.56
MONTHLY 2,96{.92 3,112.16 3,268.07 3,431.63 ],603.02
HOURLY 12.565 15.195 13.858 14.548 15.278 - ~-
BI-RKLY 1,005.20 1,055.44 1,108.64 1,165.84 1,222.24
MONTHLy 2,186.11 2,295.58 2,411.29 2,531.15 2,658.51
HOURLY _ _ L4.18~ -14.892
BI-RKLY 1,134.12 1,191.36 1,250.96 1,313.20
MONTHLY 2,~68.02 2,591.21 2,720.$~ 2,856.21 2,999.9~
CITY OF BAKERSFIELD
SALARY SCHEDULE
2 - ~RIIE COLLAR UNIT
EFFECTIVE DATE: 30
0 C SALARY
CLS T CLASSIFICATICN TITLE D BASIS STEP I STEP 2 STEP 3 STEP 4 STEP S
BI-NKLY 1,024.08 1,0T5.60 L,128.96 1,JBS.S~ 1,144.8B
RONTHLY ~,227.$? 2,319o4] Z.455o49 2,578o51
524 A COMPUTER DRAFTING TECM Il H HOURLY 14.536 15.053 15.805 16o$95
BI-gKLY 1,146.88 1,20~.14 1;264.40 1,327.60 1,354.08
525 A CONSTRUCTION INSPECTOR I R HOURLY 14.067 14.778 15.522 1b.310 17.139
MONTHLY 2,447.66 2,571.]7 2,700.83 2,837.9A 2,982.19
.526_. & CONSIRUClION INSPECTOR 11 -- _H_HOURLY ____ .15.474_ __10o24~__ I~.Q6Q .... 1~o~15- ~_18.80r _
527 A
BI-NKLY
ROHTRLY
~NGI,EERING TECH i fi-hOURLY
529 A TRAFFIC OP TECHNICIAN
600 A REAL PROPERTY AGENT
603 A ACCOUNTANT I
604 A kDRINISTRATIVE ANALYST I
OI-HKLY
MONTHLY
H HOURLY
BI-HKLY
MONTHLY
H HOURLY
RI-HKLY
RONTNLY
R HOURLY
DI-gKLY
HONTNLY
H HOURLY
~Io~KLY
MONTHLY
H HOURLY
BI-UKLY
MONTHLY
H HOURLY
BI-~KLY
MONTHLY
H HOURLY
HI-~KLY
MONTttLY
605 A ACCOUNTING CLERK i
606 ~ ACCOUNTING CLERK
608 A FINANCIAL INVESTIGATOR
1.237.92 1~299.92 1,364o80 1.43S.20 1.504.56
2,692.4~ 2,827.]3 2,968°44 3,11~.21 3,2?2°42
15.~4 16.249 17.060 1~.915 18.807
1,23~.92 1,~99.92 1,364.E0 1,~35.20 1,504.56
15.456 16.202 110014 17.864
1,234.88 1,296.16 1,361.12 1,429.12
2,685.86 2,819.15 2,960.44 3,108.34
17.977 10.875 19.818 20.810
1,438.16 1~510.00 1,585.44 1,664.80
3,128.00 3,284°25 5,44B.33 3,620°94
1~.195 13.854 1~.550 15.~76
1,055.60 1,108.32 1,164.00 1,222.08
2,295°93 2,41Q.60 2.531.70 2.658.02
14.614 15.346 16.lO? 16.912
1,169.12 1;227o68 1,288.56 1,152.96
2,542.84 2,670.20 2,802.62 2,942.69
9.019 9.469 9.945 10.445
1.569.31 1.647.61 1.730.43 1.817.08
9.967 10.465 10o991 11.537
797.]6 83?°20 879.28 ¥22°96
1,?]4.26 1,820.91 1,912.43 2,007.44
10.951 11.~00 120076 12.678
876.08 920000 966.08 1,014o24
1,90S.~? 2,001.00 2,101.22 2,205.97
18.756
1.$00.48
21.849
3,801.73
16.041
1.28].28
17.760
~,090.24
10.963
1.907.56
1~.116
969.28
2,108.18
13.310
1,064.80
2.315.94
DEC 1991
EDU _
PCT
NAR 1992
S
CIIY OF I~AKERSFIELO
AL A RY SCH E DUL E
Willie .COLLAR UNIT
CLS
609
0
T CLASSIFICATION TITLE
A BUDGET ANALYST
C SALARY
O OASIS
H HOURLY
BIoWKLY
MONTHLY
6tO A BUYER-TRAINEE H
611 A ADHINISTRATIVE ANALYST 11 H
612 A CASHiER-RECEPTIONIST
614 A HICROGRAPHIC TECHNICIAN
617 A DATA ENTRY CLERK H
618 A CLERK STENOGfiAP~ER i
62! A CLERK STENOGRAPHER
CLERK 1YPIST !
CLERK IYPIST I
1RAINING
623 A CLERK TYPIST Ii
625 a TRANSCRIOING TYPIST
HOURLY
Hi-WKLY
MONTHLY
HOURLY
BI-HKLY
HONTHLY
HOURLY
Ri-RKLY
HONTHLY
HOURLY
Oi-gKLY
RONTHLY
HOURLY
BI-gKLY
HONTHLY
N HOURLY
OI-gKLY
MONTHLY
H HOURLY
BI-NKLY
HONTHLY
H HOURLY
__BI-RKLY
MONTHLY
I HOURLY
OI-NKLY
MONTHLY
H HOURLY
O~-NKLY
MONTHLY
H MOURLY
EFFECTIVE OAIE: ]0 DEC 1991
EOU
SIEP I STEP 2 SIEP $ STEP 4 SIEP S PC?
14.614 15.~46 16.107 16.912 17.760
1,169.12 1,227.68 1,288.56 1,$52.96 1,420o80
2,542.84 2,670.20 2,802°62 2,942.69 3,090°24
11.651 12.238 12.845 15o487 14.165
932.08 979.04 1.027.60 1.0T8.96 1.133.20
2.027oZ? 2,1~9.41 2,235°03 2.346.74 2.&64.71
15.633 16.425 17o257 1&.133 19o048
1,25Q.64 1,314.00 1,380.56 1,450.64 1,523.84
2,~20.14 2,85?°95 3,002.72 3,155.14 3,314.35
8.611 9.042 9°494 9°969 10o470
688.88 723.36 759.52 797.52 837.60
1;498.31 1,573.31 1;651o96 1,734.61 1,e21.78
8.896 9°344 9.815 30.502 10.811
711.68 747.52 785.20 ~24.16 865.36
1,541.90 1,625.06 1,707.81 1,792.55 1;882.16
9.019 9.469 90945 10.443 10.963
721.52 757.52 195.60 835.44 8??°04
1.569.3! 1.647o6! 1.730.43 1.81~.08 1.901.56
8.611 9.042 9°494 9.969 lO.47Q
§R8.88 723.36 759052 ~97.52 837.60
1,498.31 1,575o31 1~651o96 L.r34.6! J.821.78
9.316 9.~79 10.270 10.789 11o323 --
145.28 782.32 821.~0 d63.12 NOS.B4
1,620.90 1,T01,55 1~786=98 1.877.29 l~9?O.~O
7.855 8.25! 8°660 9°096 9.550
628.&0 660.08 692.B0 727.68 . 764.00
1.366o77 1,435.67 1.506.84 1,582.70 1,661.?0
565.60
1.230.18
8.896 9. 34/*
711.68 741.52
1,5~?.90 1.625.,86
9./,84 9.956
x.?o,., x.7,., { .U.it
1] NAR 199~
CLS T CLASSIFICATION T il'LE
626__A FIRE DISPATCHER I
629 A FIRE DISPATCHER Ii
S A
CiTY OF BAKERSFIELD
L ARY SCHEDULE
2 - NHITE COLLAR UNIT
EFFECTIVE DATE: 30 DEC 1991
SALARY
BASIS STEP I STEP 2 SIEP J STEP 4 STEP $ PCI
HOURLY 9.87S 10.]69 10.888 11.43] - 12.005
BI-NKLY ?90°00 829052 821o04 914.6& 960.40
MONTHLY 1,718.25 1.804.21 1,894.51 1,989.34 Z,OOO.87
HOURLY 10.964 1L0515 120090 ]2.696 13.329
fll-gkLY 877.12 921.20 967.20 1,015.68 1,066.32
MONTHLY L,901.74 2,003.6! _2,[03.66 2,209.10 2,]19.25
630 A LEGAL SECRETARY - RUNICIPAL
H HOURLY 11.499 12.075 12.680 1J.312 13.974
HI-WKLY 919.92 966.00 _l;Ol&.40 1,064.96 1~11~.92
RONTHLY 2,000.83 2,101.05 2,206.32 2,316.29 2,431.48
LEGAL SecretARY - LITIGATION
HOURLY 1L.499 12.075 12.680
fll-gKLY 919.92 966.00 1,014.40 1,064.96 1,117.92
MONTHLY 2,000.83 2,10L.03 ~,206.32 2,316.29 2.431.48
HOURLY .... i .gsX .... 1 .6z8
BI-gKLY 816.Ofl 9~0.00 966.08 1,014.24 1.064.80
__HONTHLY____I;905.~Z 2.OOl. OO 2~101.22 _2;205.91 2,315094
637 A TELECDNHUNICATOR i
HOURLY 10.964 11.315 12.090 12.696 13.329
BI~UKLY .... 871.12 _921.Z0__ _961.20 _1~013.68__1,066.]2
MONTHLY 1,907.74 2,003.61 2;103.66 2,209.10 2,319.25
638 A
639 A
IELECOflRUNICATOR~II _ N_HOURLY L1.66) __
BI-~KLY 933.0~ 9?9°92 1;020.5& 1,080.40 1,114o32
MONTHLY 2,029.36 2,131.33 2,237.29 2,349.8~ ~67.15
HI-~KLY ~69.04 912.32 951.68 1,001.84 1,056.16
.................... HONTHLY 1;890.16 _1~984.30
640 A PERSONNEL TECHNICIAN H HOURLY
.............. BI-WKLY
HONIHLY
14.141 14.849 15.$90 16.311 11.187
1,131.28 _1,187.92 .1;24T.20 1,309.68__1f314.96
2,460.53 2,583.13 2,712.66 2,848.55 2,990.54
--66X_ A__PAflL&_LANDSCAEEOF-SIGNER-- _fl_HOURLY . 16.621___ 1[.451._ 18.324
81-NKLY 1,329.68 1;$96.08 1,465.92
RONTHLY 2;892005 3,036.&1 3,188.38
--~2 ' A ~E~TiONJ~ ....... H HOURLY 8.611-- 9.042 9.494
BI-UKLY 688.88 ?23.36 ?59.52
.... HONTHLY. . 1,498o]1 1~573.31 1,651.96
19.238___ 20.1~9
1,539o04 1,615.92
3o347.41 3.$14.63
9.969 - 10~70--
797.52 837.60
1,734.6! 1,121.~8 _.
643 A ADHINISTRATIVE TECHNICIAN
H HOURLY 14.141 14.849 15.590 16.371 17.18T
8I-UKLY 1,131.28 1,187.92 1,247.20 1,309.68 1,374.96
I3 RAR 3992
CITY OF BAKERSFIELD
SALARY SCHEDULE
2 - YltllE COLLAR UMI!
CLS
644
645 A
6&6 A
6~1 A
649 A
103 A
?04 A
A
?06 A
?07 A
108 A
710 A
CLASSIFICAllGH TITLE
PERSONNEL CLERK-HECRUIINENT
SECRETARY
C SALARY
H HOURLY
8I-gKLY
HONTHLY
H HOURLY
HI-UKLY
.......... MONTHLY ._
SENIOR POLICE RECORDS CLERK R HOURLY
.......... 8I.WKLY
MONTHLY
BEHEFII$ TECHNICIAN H HOURLY
BI-HKLY
HONTHLY
SECRETARY l[ ~ , H HOURLY
81-gKLY
HONTHLY
PARK PLANNER H HOURLY
BI-NKLY
HONTHLY
PERSONNEL ANALYST H HOURLY
MONTHLY
PLAN CHECKER (RESIDENIIALI H HOURLY
ASSOCIATE PLANNER
A$SOC PLANNER COH DEV
BUILDIHG INSFECTOR Il
REHABILITATION SPCLiST
BI-HKLY
MONTHLY
H HOURLY
HI-gKLY
HONTHLY
H HOURLY
8I-HKLY
MONTHLY
H HOURLY
BI-~KLY
HONTHLY
H HOURLY
BI-RKLY
HONTIII Y
STFP I STEP 2 SIEP 3
10.951 1L.SOO 12.076
876.08 920.00 966.08
1.905.47 2,001.00 2,101.22
9.967 10.465 10.99I
797.]6 837.20 879.28
1,134.26 .1,820.91 1,912.43
EFFECIIVE DAIE: 30 DEC 199i
EDU-~
5lIP 4 SIEP 5 PCT
12.670 l~o31Q __
1.014.24 1,064.80
2.205.97 2,315.94
11.537 12.116
922.96 969.28
2.001.44 2.108.18
17.977 18.875_ 19.818 20.810 21.849
1,438.16 X,SIO.O0 1,585.44 1,664.80 1;747.92
3,128.00 3,284.25 3,448.33 3.620.94 3,801.73
11.616 18.509 --'1~.446 20.432 21.465
1,409.28 1,480.72 1,555.68 1,614.56 1,711.20
3,065.18 3.220.57 ],383.60 3;555.17 3,754.91
18.365 19.283 20.241 21.262 22.326
1.469.20 1,542.64 1,619.76 1,700.96 1,786.08
3,195.51 3,555.24 $,522.$8 3,e99.59 3,884.72
18.365 19.283 20.247 21.262 22.326
1.469.20 1,542.64 1,619.76 1,700.96 1,786.08
3,195.51 3,355.24 3,522°98 3,699.59
15.474 16.249 17.060 17.91S 18.807
1,237.92 1,299.92 1,~64.80 1,433.20 1,504.56
2,692.48 2.827.33 2,968.44 3-117.21 3~272.42
15.474 16.249 11.060 17.915 18.801
1,237.92 1,299.92 1,J64.80 1,43~.20 1,504.56
18.365 19.283 20.247 21.262 22.326
1;469.20 1,542.64 1.619.76 1.700.96 1,796.08
3,195.51 3,355.24 ~,522.98 3,699.59 3,884.72
10.951 11.500 12.076 12.678 1~.110
876.08 920.00 966.08 1,014.24 1,064.80
1,905.47 2,OOL.O0 2,101.22 2,20So97 2,315.94
15.631 _ 16.425 11.251 18.133 19.048
1,250.64 1,314.00 1,580o56 1.450.64 1,523.84
2,720.14 2.857.95, 3,002.72 3,155.14 3.314.35
10.951 11.500 12.076 120678 13.310
- 876.08___ 920.00 966.08 1,014.24 1,064.80
1,905.47 2,001.00 2,101.22 2,205.91 2,315.94
NAR 1~9~
0
cL5 T CLASSIFICATION TITLE
1%3 A_ SENIOR PROGRAHHER/ARALYS!
CITY OF BAKERSFIELD
SALARY SCHEDULE
........ Z ~- gHITE COLLAR_UNiT...
£ SALARY
D BASIS
STEP I STEP 2, STEP 3
EFFECTIVE liATEI 30J DEC,%993~i
6I'#KLY 1.409.28 1,480.7Z 1,555.68 1.634.56
HONTHLY 3,065o18 3,220.57 3,383.60
Zl4 A BUILDING INSPECTOR i R HOURLY 14.067 16.?76 15o522, 16=310 1T.139
BI-gKLY X,125.36 I,X82,.24 1,2,41.76 1,304.80 1,3~1.12
116 A BUILDING PERMIT TECHNICIAN H HOURLY 14.067 14.778 15.52Z 16o310 17.139
..................... BI~UKLY ...... 1.125.36_ X.LBZ.Z4 IfZ41.H6--Lt304.80_. 1,371.12
MONTHLY 2.447.66 2t571.37 2,700°83 2,837.94 2,982o19
ZZ~ A HAZARDOUS HAIERIALS..SEECIALI__H HOURLY . ~ _ L?.O]4 .... L?.886 ..... 18.78Z_ Z9.TZZ
6I-gKLY 1~362.72 1t430.88 1,502.56 1,577o76
NORTHLY 2',965o92 ],112o16 ~268.07
754 A SENIOR PHOPERTY TE£UNi£IAN H HOURLY 1Z=801 15.645 1~o112 14o819 15.56~
HI-~KLY 1,024.08 1,075o60 1~12'8o96 1,185o52 1,244o88
· MONTHLY 2,~27.37 2,339°43 2,455.49 2,576o5!
STEP 4 STEP S PCT 'J'
1.717o20
ZO.rO;
1,656.56
3,603.02
?3? A COHHUNICATIONS TECHNICiAR I H HOURLY
.... BI?gKLY
HONTHLY
~]~ A ~NHUNIC~TiOH$ TECHNICIAN ii
751 A FIRE/SAFETY EDUCATION SPECIA
BUYER i
?54 A BUYER
14.067 14.778 15.52'Z 16.310 17.Z39
L,IZSo]6..I,IBZ. 24 1,241°76 1,304.80 1,3?I.IZ
2,447.66 2;571.]7 2,700.83 2,837.94 2,982.19
801 A ADMINISTRATIVE AlOE fl HOURLY 13=195 15.854 14.550 15°276 16.041
BI-UKLY 1,055.60 1,/08.12 1,164.00 1,222.08 1,283.28
- HONTHLY 2,295.93 2,410.60 2,531o70 2,058.02 ~791.15
H HOURLY 10.?07 11.2,44 11o809 12.400 13.019
BI-gKLY 856.56 899.51 964°72 992.00 1~041.52
NONTHLY 1,863.02 1,956.A6 2,054.77 Z,IS?.60 2;265.31
H HOURLY 12'.565 13o193 13.85B 14.548 15.278
BI-NKLY l,O05.ZO 1,055.44 1t108.~4 1,163o84 1,122'.2'6
HONTHLY 2,,186.31 2,,2,95.58 2,411.29 2,,531o35 2,,658.37
N HOURLY 15.474 16o2,49 11.060 17.915 I8.BOZ
BI-RKLY 1,237.92 1,299.92 1,364.80 1,433.20 1,504.56
MONTHLY 2.692.48 2,827.33 2.968.44 3,117.21 3.Z72.42
HOURLY 16.621 17.45i lO.]Z4 19.23B ~e.199
BI-gKLY 1,329.68 1,396°08 1,465o92 1,539.04 1,615.92
MONTHLY 2.892.05 3~036.4T 3,188o38 3t347.41 3.514.63