HomeMy WebLinkAboutRES NO 22-91RESOLUTION NO. 22-91
A RESOLUTION OF THE COUNCIL OF THE CITY OF
BAKERSFIELD APPROVING MEMORANDUM OF UNDER-
STANDING FOR EMPLOYEES OF THE BLUE AND WHITE
COLLAR UNITS OF THE CITY OF BAKERSFIELD;
ADOPTING SALARY SCHEDULE AND RELATED BENEFITS;
RECLASSIFYING ENGINEERING DRAFTER TO COMPUTER
DRAFTING TECHNICIAN II; DELETING CLASS TITLE
OF ENGINEERING DRAFTER! AND ADDING COMPUTER
DRAFTING TECHNICIAN I TO THE WHITE COLLAR UNIT.
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 (SEIU), which
represents employees of the City's Blue and White Collar Units; and
WHEREAS, the City's negotiator and the SEIU 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
SEIU are acceptable.
NOW, THEREFORE, BE IT RESOLVED by the Council of the
City of Bakersfield as follows:
1. That, effective February 18, 1991, the following
salary schedule and. class titles to the White Collar Unit are
hereby added:
520 A Computer Drafting Technician I
12.112 12.713 13.349 14.018 14.717
968.96 1,017.04 1,067.92 1,121.44 1,177.36
2,107.49 2,212.06 2,322.73 2,439.13 2,560.76
524 A Computer Drafting Technician II
14.194 14.904 15.649 16.431 17.253
1,135.52 1,192.32 1,251.92 1,314.48 1,380.24
2,469.76 2,593.30 2,722.93 2,858.99 3,002.02
2. That, effective February 18, 1991, the following
class title to the White Collar Unit is hereby deleted:
524 A Engineering Drafter
3. That Resolution No. 6-89, together with amendatory
resolutions, to the extent the same applies to employees in the
Blue and White Collar Units, is superseded by this resolution.
4. 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.
5. That, effective December 31, 1990, except as other-
wise provided in the resolution, the attached salary schedule
covering Blue an~ 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 SEIU for Blue and White
Collar Units.
6. 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.
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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 ~E8 ~ ~ 1991 __ , by
the following vote:
AYES: COUNCILMEMBERS: EDWARDS,,,D, eMONO, SMITH, BRUNNI, PETERSON, McDERMOTt, SALVAGGIO
NOES: COUNCILMEMBERS:
ABSENT COUNCILMEMBERS:
ABSTAIN: COUNCILMEMBERS'
CITY CLERK and Ex Officio Clerk of
Council of the City of Bakersfield
the
APPROVED FEB ~ $ 1991
MAYOR of the City of Bakersfield
APPROVED as to form:
~AWRENCE M. LUNARDINI
CITY ATTORNEY of the City of Bakersfield
LML/meg
Attachments
Memorandum of Understanding
Salary Schedule
R RES 5
SAL.BW91.1
2/7/91
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 provision 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
While Collar Unit and as the exclusive bargaining agent for the
employees in said Units.
Section 2. The term "employee" or "employees" as used herein shall
refer only to the regular and probationary employees employed by
the City in said Unit in the employees classifications comprising
said Units as well as such classes as may be added hereafter by
mutual agreement between the City and the Union according to the
provisions of the City Employer-Employee Relations Ordinance.
Section 3. Nothing contained in this Memorandumshall 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 1, 1991, and expire at 12:00 midnight on
January 1, 1992.
ARTICLE IV - RENEWAL
Except as provided herein, the City and the Union agree that, for
the term of this agreement, each party waives the right and each
agrees that the other party shall not be obligated to meet and
confer with respect to any subject or matter pertaining to or
covered by this agreement, except as to meeting and conferring over
the renewal or continuation of this agreement. The City and the
Union further agree that meeting and conferring over the renewal or
continuation of this agreement shall be initiated and conducted in
accordance with the applicable sections of the City of 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,
1992. It is further agreed that nothing in this agreement shall in
any way diminish the rights of the employees, the City or the Union
as established by the Meyers-Milias-Brown Act of the State of
California and all amendments thereto, except as herein provided.
ARTICLE V - MAINTENANCE OF BENEFITS
Section 1. The City and the Union agree that the following
benefits shall remain in full force and effect for the duration of
this agreement: Hours of Work, Call-Back, Overtime, Jury Duty,
Sick Leave and Vacation except as modified herein.
Section 2. It is understood that existing ordinances, resolutions
and policies of the City cover matters pertaining to employer-
employee relations including, but not limited to, salaries, wages,
benefits, hours and other terms and conditions of employment.
Therefore, it is agreed that all such ordinances, resolutions and
policies including the City of Bakersfield Employer-Employee
Relations Ordinance, Supplemental Rules and Regulations are hereby
incorporated herein as though set forth in full.
ARTICLE VI - REPRESENTATION - UNION OFFICERS
Section 1. The City and the Union agree that Union Officers and
Representatives will be allowed to meet with City Management on
City time for the purpose of meeting and conferring in good faith
without loss of pay or any benefits.
Section 2. The Union agrees to provide the City Personnel Officer
with a list of the Union Officers and Representatives with their
job classification, who are authorized to meet and confer in good
faith.
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Section 3. The City agrees that authorized Union staff members
shall be given access to 'work locations during working hours to
conduct Union grievance investigations and/or observe working
conditions. Such visits are to be made in accordance with the
procedures outlined in the applicable sections of the City of
Bakersfield Employer-Employee Relations Ordinance, Supplemental
Rules and Regulations.
Section 4. The City agrees to allow authorized Union
representatives access in City facilities before and after working
hours in order to present facts regarding benefit programs.
ARTICLE VII - UNION STEWARDS
Section 1. The City agrees that the Union may designate up to ten
(10) Stewards per bargaining unit to represent employees in the
processing of grievances. It is further agreed the Union may
designate alternate Stewards for use when a Steward is on an
approved leave of absence or vacation.
Section 2. The Union shall furnish Management Representatives with
a written list identifying by name and work location all regular
and alternate Stewards and the list shall be kept current by the
Union at all times.
Section 3. The Steward is to begin investigating a grievance only
after the employee has tried to resolve the problem with his/her
immediate supervisor and the two parties failed to reach a
resolution of the problem.
ARTICLE VIII - NO STRIKE OR LOCKOUT
The City and the Union agree that during the term of this agreement
the City will not lockout employees and the Union will not engage
in labor practices detrimental to providing services to the
citizens of Bakersfield; or detrimental to the interests of the
City, nor will the Union sanction, support, condone, approve or
engage in any strike, sick-in, slow down, work stoppage or speed
ups. The City and the Union further agree that all matters of
controversy coming within the scope of this agreement will be
settled by established grievance procedures.
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 - WORKING OUT OF CLASSIFICATION
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 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 any 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 percent (10%)
premium pay wheneves the out-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.
ARTICLE XI - PROCESSING OF FORMAL GRIEVANCES
Section 1. The union agrees that whenever investigations or
processing of a grievance is to be transacted during working hours,
only the amount of time necessary to bring about a prompt
disposition of the matter will be utilized.
Section 2. Stewards will be permitted reasonable time off with pay
for the investigation and processing of grievances. Stewards, when
leaving their work locations to transact such investigations or
processing, shall first obtain permission from the Department Head
or his/her designees. and inform him/her of the nature of the
business. Permission to leave will be granted promptly unless such
absence would cause an undue interruption of work.
Section 3. Upon entering a work location, the Steward shall inform
the cognizant Department Head and Supervisor of the nature of
his/her business. Permission to leave the job, but not the
location, will be granted promptly to the employee unless such
absence would cause undue interruption of work. If the employee
cannot be made available the Steward will be immediately informed
when the employee will be made available.
Section 4. The parties agree that all formal grievances will be
processed in accordance with the City's grievance procedure. The
parties also agree that any grievance over the interpretation of
the terms and conditions of this agreement may be submitted through
the grievance procedure for resolution.
Section 5. The City agrees to alter its formal grievance procedure
as follows: Grievances which are not settled pursuant to the
grievance procedure at the City Manager's level shall be further
considered in the following manner: Upon written response from the
City Manager, the affected employee shall have the option of a
third party advisory review.
Such advisory review shall be conducted as follows:
The City and Union shall select one representative for the
purpose of selecting a third party who shall hold a hearing
for the purpose of reviewing the City Manager's decision.
The agreed to third party, shall, as soon as practical, but
not later than thirty (30) days, hold closed hearings on the
grievance which shall be held in conformity to normal hearing
procedures.
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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.
5. Either party may be represented by legal counsel.
6. Parties shall pay their own expenses except for the third
party whose expenses shall be shared equally.
The opinion of the third party shall be strictly advisory and
shall be submitted to the employee or his/her designated
representative and to the City Manager for his/her further
consideration.
No opinion of the third party shall require the exercise of
the legislative authority of the City Council nor shall it
contravene any existing City Ordinance, City Charter or State
law. The opinion of the third party shall be in writing
within twenty (20) days from the close of the hearing.
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
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 to Government Code Section 20615.
This PERS pick-up is done in accordance with Section 414H (2) of
the Internal Revenue Code.
ARTICLE XIV - COMPENSATION
Effective December 31, 1990, salary ranges shall be increased by
five percent (5%) for all classifications.
ARTICLE XV - STAND-BY PAY
The City and the Union agree that when an employee is officially
designated by management to remain available to return to work at
any time during specific hours outside of normal working hours the
employee shall receive twenty five dollars ($25) per each eight (8)
hours on stand-by or faction 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 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 XVII 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. Effective February 1, 1991,
the City shall provide bi-weekly contributions towards a medical,
vision and dental plan for all employees of these Units subject to
the following contributions:
Employee
only
Fee Dental Dental Net Fee Dental Dental Net Employee
Fee Health Health Net Health Net Fee Health Contribution
(all plans)
$52.73 $48.27 $51.56 $49.44 $]0.00
Employee 108.47 99.54 106.13 101.88 17.00
+1
Family 172.15 150.18 163.70 158.63 19.50
All increases to the City's portion of medical contribution shall be paid from
the medical trust account until depleted. Then at such time, the City's general
funds will be used.
Life Insurance. Effective April 1, 1991, or as soon as possible
thereafter, the City shall increase the existing life insurance
coverage by Ten Thousand Dollars ($10,000) for a total of Twelve
Thousand Dollars ($12,000).
ARTICLE XVIII - 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
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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 Clty 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 XIX - 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 XX - 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
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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 high
classifications.
ARTICLE XXI - 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:
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.
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.
ARTICLE XXII - HOLIDAYS
All eligible employees in the Blue and White Collar Units
shall observe the following eight-hour holiday with pay:
Tuesday
Monday
Monday
Monday
Monday
Thursday
Monday
Monday
Thursday
Friday
January 1, 1991
January 21
February 18
May 27
July 1
July 4
September 2
November 11
November 28
November 29
-1991-
One Floating Holiday Credited*
(to be used by 12-31-91)
Martin Luther King's Birthday
Presidents Day
Memorial Day
One Floating Holiday Credited*
(to be used by 6-30-92)
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving Day
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Tuesday December 24 Christmas Eve
(4-hour holiday)
Wednesday
December 25
Christmas Day
Tuesday
December 31
New Year's Eve
(4-hour holiday)
Wednesday
January 1, 1992
New Year's Day
* Note: No employee may have more than two (2) floating holidays
on the books at any one time.
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.
Whenever a holiday falls on a Sunday, the following Monday
shall be observed. Whenever a holiday falls on a Saturday,
none of the above shall be observed as a holiday.
Employees assigned to seven-day per week shift schedules shall
observe the actual, not the observed holiday.
Floating Holidays. Each employee in the Blue and White Collar
Unit, who is employed by the City when a floating holiday is
credited, shall be eligible for that floating holiday.
Floating holiday(s) must have prior departmental approval and
shall be consistent with the efficient operation of the
affected department and its activities.
Sanitation Holidays. The Sanitation Division will work all
designated holidays, excluding New Year's Day, Thanksgiving
Day 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 XXIII - SHIFT ASSIGNMENTS
The City agrees to continue its present practice in scheduling
shift assignments. If changes are made, the City will meet and
consult with the Union prior to making said changes.
ARTICLE XXIV - SHIFT DIFFERENTIAL
A shift differential of $.65 per hour
employee when the majority of their shift
hours of 3 P.M. and 12 midnight.
will be paid any
falls between the
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A shift differential of $.85 per hour will be paid any
employee when the majority of their shift falls between 12
midnight and 7 A.M.. Effective July 1, 1991, the shift
differential for shifts that fall between 12 midnight and 7
A.M. shall be increased to $1.00 per hour.
ARTICLE XXV - 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
Police to wear a uniform, shall be provided with a Two Hundred
Fifty Dollar ($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 Xkn;I - 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 XXVII - 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.
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The deferred compensation program allows employees to convert
compensatory time, under existing rules, to deferred compensation
once annually not to exceed IRS regulations.
ARTICLE XXVIII - 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.
ARTICLE XXIX - PERSONAL NECESSITY LEAVE
The City agrees to allow each employee covered by this Agreement to
utilize eight (8) ihours 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 XXX - DEFERRED COMPENSATION PLAN
All probationary and permanent employees in the Blue and White
Collar Units of the City shall be eligible to participate in the
City's Deferred Compensation Plan.
ARTICLE XXXI - PAYROLL DEDUCTIONS
The City agrees to provide payroll deductions for Union dues and
benefit programs at no cost to the employees or Union.
ARTICLE XXXII - 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 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
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Prior to reaching any final decision, the Personnel 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 Personnel 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 Commission and
City Council.
ARTICLE XXXIII COMMITTEE
Within thirty (30) days from ratification of this agreement, the
City and Union shall form a committee to study issues involving
safety shoes and jackets. The committee shall consist of three (3)
members appointed by the Union and three (3) by the City. The
Committee shall meet and complete its recommendations by May 1,
1991.
ARTICLE XXXIV - LONGEVITY PROGRAM
Unit members shall be eligible for 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 XXXV - 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 dated November 23, 1988.
Effective immediately, 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.
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ARTICLE XXXVI - 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 to 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 XXXVII - DRUG TESTING
Introduction. The goal and intent of this program is the
rehabilitation and assisting of first-time offenders with drug
problems. However, action taken against an employee shall be
determined by individual circumstances of each case and
disciplinary action up to and including termination is possible.
Authority for Testing. Only an employee's Department Head or
his/her designee, acting in the absence of the Department Head, may
order a drug test.
Conditions Allowing for Testing. Employees may be subject 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.
14
Testing 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.
Establish if an employee is taking any drugs legitimately
under medical supervision.
Develop a two-step test. Both urine and blood samples
shall be drawn unless the employee waives his/her right
to the blood sample. Any specimen testing positive in
the urinalysis shall be subject to confirmation by blood
test unless waived. No notification shall be given of
initial positive tests until the confirmation blood test
has been completed and is positive. At the time the
samples axe drawn, a second set of samples shall be taken
and sealed. Should the original blood test show
positive, the second sealed set of samples shall be
retained for six (6) months to allow for further testing
in the event of a dispute.
Testing Agent. The laboratory selected to conduct the analysis
must be experienced and capable of quality control, documentation,
chain of custody, technical expertise and demonstrated proficiency.
ARTICLE XXXVIII 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 XXXIX - VACATION
Effective April 1, 1991, the vacation accrual schedule shall read:
Years Da~;s
0-4 10
5-13 15
14+ 20
ARTICLE XL - 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
15
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 XLI - JURY DUTY
The City shall provide paid leave, when an employee is subpoenaed
to Jury Duty and/or is required 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 XLII - IRS 125 PROGRAM
The City has implemented the IRS 125 Program for payment of medical
insurance premiums. During the term of this agreement the City and
Union shall, through the Joint City/Employee Medical Insurance
Committee, study the possible expansion of the IRS 125 Program to
include child care and other items. The Committee shall make its
recommendations by September 1, 1991. Approved changes shall
become effective January 1, 1992.
ARTICLE XLIII - 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 XLIV - ACTUARIAL STUDY
The City shall obtain an actuarial study on the cost of obtaining
the two percent (2%) at age fifty-five (55) retirement program from
PERS during the term of this Agreement. It is the intent of the
parties that negotiations for a successor agreement shall focus on
salary, retirement and health insurance issues.
ARTICLE XLV - 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 employees sick leave as is done in the White
Collar Unit.
16
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 representational fee. Such representational fee
shall be in an amount uniformly establishedby the Union's Board 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 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, 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:
17
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 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 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
18
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.
selected by mutual agreement
complainant.
The Arbitrator shall be
between the Union and the
Date for Complaint Hearing. The Union shall
contact the selected Arbitrator within ten (10)
calendar days from the date of the completion of
the Mediation Process, or in the event that
Mediation is not utilized, within ten (10) working
days of receipt of the complaint. Upon
confirmation by the Arbitrator, the Union will
forthwith contact the complainant by Certified Mail
indicating the date, time and place of the
Complaint Hearing.
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
of 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.
19
THIS MEMORANDUM OF UNDERSTANDING entered into and signed this
day of February, 1991.
KCPEA, SEIU LOCAL 700, AFL-CIO
CITY OF BAKERSFIELD
Chief Negotiator /
~
Chief Negotiato~
kef
MOU.91
CIIY OF HAKERSFIELD
S A L A ° Y S CH E D U L E
SALARY
~ASIS STEP I
EFFECTIVE DATE: 31 DEC
H HOURLY 8.144
BI-WKLY 651.52
MONTHLY 1.417.06
E
STEP 2 STEP 3 STEP 4 STEP 5 F
HOURLY
BI~WKLY
MDNTHLY
HOURLY
B1-WKLY
7.329
58~.32
1,275.25
8.930 9.375 9.847 10.340 10.854
714.40 750.00 787.76 827.20 868.52
H HOURLY
8.930 9.3Z5 ~.84Z 10.340 10.854
714.40 750.00 787.76 827.20 868.$2
1,553.32 1,631.25 1,713.38 1,~99.16 1,8M8.60
H HOUNLY
S[-~KLY
MONTHLY
9.801 10.288 10.~02 11.339 11.908
784.08 823.04 B64.16 907.12 952.64
H HOURLY
BI-gKLY
9.801 10.288 10.~02 11.339 11.908
31~ A 5IREL) ttAIHIAINE~
T HOURLY ~.821
~I-~KLY ?05.68
MONTHLY 1,534.85
Fi HOURLY 11.023
MONTHLY 1,918.00
R HOURLY 11.023
BI-WKLY 8~1.B4
H HOURLY 12.701
dI-WKLY 1,016.08
)~ONTHLY 2,209.9?
11.573 12.150 12.764 13.398
925.5& 9Z2.00 1.021.L2 1.071.8&
2~013.?0 2.114.10 2.220.94 2.331.25
11.573 12.150 12.764 15.398
925.84 972.00 1,021.12 1,071.84
2,013.?0 2,114.10 2,220.94
CITY OF BAKERSFIELD
SALARY SCHEDULE
321_A ~E~][ L~U1R CPER-PARNS H HOURLY
UI-WKLY
MONTHLY
522 A HEAVY EQUIP CFER-WATLH
$25 A
330
330
EFFECTIVE DATE: 31 DEC 1
ED
STEP I STEP Z STEP $ STEP 4 STEP 5 PC
1,016.08 1,066.64 1,120.00 1,176.24 1,234.72
2,209.97 2,319.94 2.436.00 2.558.32 2.d$5.52
12.701 13.333 14.000 14.70] lS.434
1,016.08 1,066.64 1.120.00 1.170.24 1.234.12
§I-WKLY 1.010.72 1.067.52 1.120.96 1,176.64 1.235.76
MONTHLY 2.211.37 2,321.86 2,438.09 2.559.19 2.687.78
R HOURLY 9.BO1 10.280 10.802 11.539 11.908
~I-WKLY ?~4.08 ~23.04 864.16 907.12 952.64
~ONTHLY_ 1~05.3~ i~790.11~1~B1~.55 1~972.~__2~D71.99
UPE~ATUB
HOURLY 8.821
MONTHLY 1,534.85
531
352
A PARK ~A1NTAINER III H
HOURLY 12.112 12.713 13.349 14.018 14.?17
BI-WKLY 968.96 1.017.04 1.067.92 1.121.44 1.177.]6
MOHTHLY 2.I07.49 2.212.06 2,522.73 2.439.13 2.560.76
PARK MAINTAINE~ Il H HOURLY
DI~W~LY
MONTHLY
TRAIHING
11.023 11.573 12.150' 12.764 13.398
1,918.00 2,013.70 2.114.10 2.220.94: 2.331.25
H HOUGLY 9.801 i0.288 10.802 1I.339 11.908
DI-HKLY 754.08 823.04 864.16 907.12 952.64
MONTHLY 1,705.37 1.790.11 1.879.55 1.972.99 2.071.99
T HOURLY 8.821
BI-WKLY 705.~
MUNTHLY 1,534.85
H HOURLY
BI-WKLY
HONTHLY
11.023 11.573 12.150 12.764 15.598
881.84 925.84 972.00 1,021.12 i,071.84
1,918.00 2.013.70 2.114.10 2.220.94 2.]31.25
S A L A R Y S C H E D U L E
07 FEB 1991
CLS ! CLASSIFICAIlON TITL? D BASIS STEP 1
J59 A 5ANIIAIIUN W~HKEH I H HOURLY V.SOl
BI-WKLY ?84.08
MONTHLY 1.705.37
MONTHLY 1,534.85
EFFECTIVE DATE: 31 DEC 1~
EDt
STEP 2 STEP 3 STEP 4 STEP 5 PC]
823.04 864.16 907.12 952.64
1,790.11 1,879.55 1.972.99 2.071.99
13=398
1,071.84
2,331.25
14.717
1,177.36
2~560.76
R HOURLY 11.028 11.573 12.150 12.764
BI-WKLY 881.84 925.84 972.00 1,021.12
MONTHLY 1,918.00 2,013.70 2,114.10 2,220.94
81-WKLY 968.96 1,017.04 1,067.92 1,121.44
MONTHLY 2~107.I? 2,212.06 2,~22.?~ 2,4~9.13
H HOURLY 9.801 10.288 10.802 11.339 11.908
MONTHLY I,?05.37 1,790.11 1,879.55 1,972.99 2,071.99
344 A SEwEH HAINTAINER I T HOURLY ~.821
J46 A 5ENER MAI~;TAINER I1 H HOURLY 11.02~
8I-WKLY 881.84
MONTHLY 1,91~.00
_.S_I1 & bEN£1t HAINIAIN~a Ili
]52 A WELDE~ Il
11.573 12.150 12.764 13.398
925.84 9F2.00 1,021.12 1,071.84
2,013.70 2,114.10 2,220.94 2,331.25
HOURLY 12.112 11.213 .... 15.~ l~.Ol~L AA.~IZ
BI-WKLY 968.96 1.017.04 1.067.92 1,121.~4 1,177.36
MONTHLY 2,i07.~9 2,212.06 2,822.7~ 2,4~9.15 2,560.?6
H HOURLY 8.930 9.375 9.847 10.340 10=854
BI-WKLY 714.40 750.00 787.76 827.20 868.32
MONTHLY 1x553.82 1~b31~25 1,213o35 1,799o16 1~888.60
BI-W~LY 1,065=76 1,119.44 L,175.36 1,234.16 1,296.32
HOURLY 14.643 15=371 16.144 16.945 17.795
8I-RKLY 1,171.44 1,229.68 1,291.52 1,355.60 1,425.60
MONTHLY 2,5&?.88 2,6?4.55 2,809.06 2,948.4~ 5,096.33
07 FEB 1991
CITY OF r3AKE4SFIELD
S A L A R Y S C H E g U L E
] -J~LLIF (-6It AR UNIT
0 C $~LAHY
CLS T CLASSIFI(_AllgN TITLE D :JASJS STEP !
EFFECTIVE DATE;:31 DEC~19,
STEP 2 STEP 3 STEP 4 STEP $ PCT
$61 A TREE MAINTAINER I T HOURLY 8.821
TRAIhING
BI~WKLY
MONTHLY.
362 k 1REE MAINTAINER II H HOURLY
BI-WKLY
MONTHLY
- - 8I-W~L¥
--~ ~ ~0 ~VIE~ ~oRk~ H HOURLY
--- ]~AININ5
Ii HOURLY 1~.6~5 15.~1 .16~l~s ~_
8I-~KLY 1,171.44 1,229.68 1,291.52
~ONT HLY 2.S47.88 2,674. SS ~,809.06 2.948.~3 ~~
H HOURLY 9.80I lO. 288 10.802 ~.~9 ?84.08 82J.04 864.~6 902.12
11.023 11.573 12.150 12.764
881.84 925.84 972.00 1,021.12
1,918.00 2,013.70 2,114.10 2,220.9~
13.398
1.071.84
2.J31.25
14.717
968.96 -lz012.0~__1~062.92 1,121.~4 1.122~]6
2,107.49 2,212.06 2,~22.73 2,439.1~ 2,560.76
ti.O~l 11,~?1 12.150 12.704 1].198
8al.84 925.84 972.00 1,021.12 1,071.84
1.918.00 2,013.70 2,114.10 2~220.94 2,!31.25
~8~.o8 8~5.o, 86~.18 ~o~.12 ~s~.6~
1,?05.~7 1,790.~! L,879.55 1,972.99 2,071.99
BI-UKLV '70S.~8
MONTHLY 1,534.85
408 A IRAFFIC PAINIE~ 1 H HOURLY
BI-WKLY ·
MONTHLY
408 A TRAFFIC PAINTER I T HOURLY
41~ A [LECIRICAL TECH II
9.801 10.288 10.802 11.339 11.908
78G.98 82~.0l 864.16 907.12 952.64
i~TOS.~7 1,~0.11 1~8~9.55 1,972.99 2,0~1.99
8.821
H HOURLY
BI-WKLY
MONTHLY
15.281 16.042 16.846 17.687 18.570
1,222.64 1,285.36 1,347.68 1,414.96 1,485.60
2,659.24 2,791.]1 2,9)1.20 $,077.54 3,231.18
4~0 A
EFFECTIVE DATE: 31 DEC 1~
SALARY ED;
BASIS STEP i STEP 2 STEP 3 STEP 4 SIEP 5 PC'
HOURLY 13.322 1S.993 14.692 15~427 16.204
~I-WKLY 1,065.76 1,119.44 1,175.36 1,234.16 1,296.32
MONTHLY
H HOURLY 15.92d 14.632 15.]68 16.14~ 16.969
BI-WZLY 1,114.24 1,170.56 1,229.44 1,291.92 1,357.52
MONTHLY 2,423.4? 2,545.97 2,674.03 2,~09.93 2,952.61
H HOURLY ]4.645 15.$~1 lo.144 16.945 17.795
~[~WKLY 1,171.44 1,229.68 1,291.52 1,355.60 1,423.60
MONTHLY 2,547.88 2,674.55 2,809.~6 2,94~.43
H HOURLY 15.194 15.~5~ lb.769 17.014 18.509
8I-VKLY 1,215.52 1,276.64 1,341.52 1,409.12 1,480.72
MONTHLY 2,~43.76 2,??0.69 2,917.81 3,064.~4 ],220.57
~[-W&LY 1,015.92 1,064.96 1,L17.75 1,173.76 1,232.56
MONTHLY 2,205.2~ 2,31b.29 2,431.I3 2,552.93 2,680.82
H HOURLY 15.001. 13.65½ 14.336 15.053 15.803
BI-WKLY 1,040.08 1,092.32 1,146.72 1,204.24 1,264.24
MONTHLY 2,262.I7 2,375.80 2,494.12 2,6]9.22 2,749.72
H HOURLY 11.023 11.573 12o150 IZ.764 13.398
8I-W~L¥ 881.84 925.84 972.00 1,021.12 1,071.84
G7 FEB ~99~
CLS
I CLA$$1FICRiI CN TITLE
A W W _I~f. AT PLAN[ UPR L[
TRADES ASSISTAHT - E(~UIPHENT
TRAD[~ ASSISTANT
4&7 A IRACES ASSISIANI
531 A TRAFFIC SIGNAL EECH'~ICIAN
CiTY OF BAKERSFIELD
S A L A R Y S C H E D U L E
EFFECTIVE DALE: 3! DEC ~'
flAS1S STEP i STEP 2 STEP 3 STEP 4 STEP 5 PC
HOURLY
HONTHLY
HOURLY 12.674
MONTHLY 2,205.28
HOURLY 11.023 iI.~?~ ~2.150 12o764 1~.398
BI-WKLY ~81.84 925.84 9?2.00 1,021.L2
MONTHLY 1,91~.00 2,01~.70 2,114.10 2,220.94 2,]31.25
HOU~L~
8[-WKLY
MONTHLY
968.96 1,017.04 1,067.92 1,121.44 1,177.36
2,I07.49 2,212.06 2,~22.?) 2,439.1) 2,560.?6
lS.~i~ 13.97~ 14.6~2 15.407
1,064.96 1,117.76 1,173.76 1,232.56
881.8& 925.84 972.00 1,021.12 1,071.84
1,918.00 2,015.70 2,114.10 2,220.94 2,]31.25
T HOURLY 9.68I
8[-WKLY
MONTHLY
1,684.49
H HOURLY %1.02] 11.~73 12.150 12.~64 13.398
OJ-WKLY 881.8~ 925.84 972.00 1,021.12 1,071.84
MONTHLY 1,91~.00 2,013.70 2,114.10 2,220.94 2,331.25
BI-WKLY 1,222.64 1,283.$6 1,341.68 1,414.96 1,485.60
MONTHLY 2,659.24 2~791.31 2,931.20 3,077.54 3,231.1~
H HOURLY 12.112 12.713 13.349 14.018 14.717
d[~W~LY
MONTHLy 2,107.49 2,212.06 2,322.?3 2,439.[3 2,560°?6
H HOURLY
~-~KLY 1,142.80 1,199.92 1,260.00 1,322.64 1,388.88
MONTHLY 2,4R5.59 2,609.83 2,740.50 2,8?6.?4 3,020.81
O? FEB 1991
CLS T CLASSIFICATICN TITLE
CITY OF BAKPRSFIELD
SALARY SCHEDULE
EFFECTIVE DATE: 31 DEC 1
C SALARY ED
O BASIS STEP i STEP 2 STEP 3 STEP 4 STEP 5 PC
145 A ~LICC SE.ViCE TECB
147 A FINE INSPECTOR
B[-WKLY
NONTHLY
HOURLY
81-WKLY
MONThlY
H HOURLY
8I~WKLY
MONTHLY
1,171.44 1,229.68 1~291.52 1~355.60 1,423.60
2,547.88 2,674.55 2;809.06 2.948.43 3,096.33
lO.60k 11.1 12.2 1 .89o
848.08 890.64 938.36 982.16 1,031.20
11.9~7 12.524 13.153 1).811 14.502
95~.16 1.001.92 1.O52.2&_l.10~.88 1.160.16
2.075.30 2,179.18 2.288.62 2.403.11 2,523.35
I&B.~A i:11~£ PH£VCNTIQH iNS~/Pf_[HOLF_ It.i~OUgLY ......... 11_.92Z__ -1Z,zzL__~ll.liL__lS. 81L 14.502__~
BJ-WKLY
MONTHLY
150 A LOHHLNITY MEHVICE JPE~IALIST R HoUrLY
954.16 1,017.68 1~052.24
2,075.30 2.213.45 2.288.62
848.08 890.64 935.36
1.104.88 1,160.16
2.403.11 2.523.35
12.277 12.890
982.16 1,031.20
~-1~6~2D ~24Z. 86
9.801 10.288 10.802 11.339 11.908
Z8~.08 823.04 864.16 907.12 952.64
1,708.37 1,790.11 1,879.55 1,972.99 2,071.99
H_NOURLY _. 15.321__16~D8iL 16o8~L1~ ..-1Z.Z38 _ 18.621
BI-~KLY 1,225.68 1,287o0~ 1.351.28 1~419.04 1,489.68
MONTHLY 2,665.85 2,799.31 2,939.03 3,086.41 3,240.05
PLANNING TECHNICIAN - HAZ ~A N HOURLY 15.291 1~952 1A.6Sl 15.381 16.152
1,063.28 1,116.16 1,172.08 1,230.48 1,292.16
503 A PLANNING TECHNICIAN
50.6 A ASSISTAN[ 8L~J~NER
505 A ASSISTANT PLANNER II
506 A DEVELOPMENT ASSOCIATE
HOUNLY 13.291 13.952 14.651 15.381 16.152
HI-WKLY 1.063.28 1.116.16 1.172.08 1.230.48 1.292.16
MONTHLY 2,312.63 2,42?.65 2,549.27 2,67b.29 2,810.45
8I-WKLY 1,157.52 1,215.52 1,275.84 1,339.60 1,406.72
HOURLY i6.456 17o278 18.143 19.048 19.999
MONTHLY Z,~63.34 3,006.3? 3~1~b.88 3,314.35 3,479.83
HOURLY 18.I8~ 19.092 20.047 21.05I 22.i05
BI-WKLY 1,454.64 1,527.36 1,603.76 1,b84.08 1,768.40
MONTHLY 3,163.84 3,322.01 3,488.18 3,662.8? 3,846.27
16.745 17.584 _
EFFECTIVE DATE: 31 DEC !
SALARY ED
BASIS STEP 1 STEP 2 STEP 5 STEP 6 STEP 5 PC
HOURLY 16.~56
81-WKLY 1,316.48 1,382.26 1,651.44 1,523.86 1,599.92
MONTHLY 2.863°34 3.006.37 3.156.88
N HOURLY 16.044 14.745 15.682 16.252 17.070
~I-W~LY 1,125.52 1,179.60 1,238.56 1,500.16 1,165.60
MONTHLY 2,463.e6 2,565.63 2,693.87 Z,822.~5 2,970.18
H HOURLY 16.U66_ 14.Z~5__ 15.~82 lo.252 1Z.OZO
§I-UKLY 1,123.52 1,129.60 1,238.56 1,300.16 1,365.&0
MONTHLY 2,66~.66 2,565.63 2,693.8? 2,82?.85 2,970.18
H HOURLY 16.865 1F.?09 1~.596 19.52? 20.502
MONTHLY ~,~4.~1 3~ O~l. 3~ ~215.70 i~397.~0 3.56Z.~5
N HOURLY 19.396 20°365 21.384 22.455 23.576
H HOURLY 19.~6 20.~65 21.~84 22.455
O[-WKLY 1,551.6S 1,629.20 1,710o22 1,296.40 1,886.08
MONTULY ~,326.90 5,54~.5! ~,220.82 3,902.I? 6,102.22
R HOURLY 9.801 10.288 ~0.802 i1.~9 TI.908
MONTHLY 1,205.32 1,290.11 1~29.5§ 1~922.99
H HOURLY 12.I12 12.213 11.349 16.018 16.712
MONTHLY 2,107.49 2,212.06 2,~22.?~ 2,6~9.L~ 2,560.?6
N HOUR~ t1~02~ 11.523 12.150 12.264 13.398
BI-WKLY 881.84 925.86 922.00 1,021.12 1,071.84
MONTHLY 1,915.00 2,013.70 2,116.10 2,220.94 2,]31.25
H HOURLY
HT-WKLY
MONTHLY
12.112 12.213 13.349 14.01H
968.96 1,017.06 1,062.92 1,121.44
2,102.~9 2,212.06 2m322.23 2,639.13 2~560.26
H HOURLY 12.674 15.512 13.922 14.672 15.407
BI-~RLY 1,013.92 1,064.96 1,112.76 1,173.76 1,232.56
MONTHLY 2,205.2~ 2,3!6.29 2,63.1o1~ 2,~52.93 2,680.82
CITY OF bAKERSFIELD
SALARY SCHEDULE
O? FEB 1991
524 A
H HOURLY
§I-WKLY
MONTHLY
H HOURLY
81-WKLY
MQNIHLY
H HOURLY
DI~W~LY
MONTHLY
EFFECTIVE DATE: 31 DEC I
ED
STEP I STEP 2 STEP 3 STEP 4 svE~ 5 Pc
1,135.52 1,192.32 1,251.92 1.514.48 1,380.24
2,669.?6 2,593.]0 2,222.93 2,858.99 3,002.02
13.928 14.632 15.368 16.I&9 16.969
1,116.24 1,120.56 1,229.44 1,291.92 1,352.52
15.321 16.088 16.891 17.738 18.621
1,225.68 1,28?L0t~1.,~151.28 1,619.04 1,689.68
2,665.85 2,299.31 2,939.03 3,086.61 3,260.05
600 A HEAL PROPERTY AGENT
60~ A ACLOuNIANT I
604 A ADHINISTRAIIYE ANALYST I
605 A ACLOUNIING CLERK I
bob A ACCCUHIING CLERK [i
609 A BUDGET qNALY51
OI-WKLY
MONTHLY
R HOURLY
BI-WKLY
MONTHLY
H HOURLY
MONTHLY
fl HOURLY
BI-WKJ. Y
MONTHLY
HOURLY
5I-gKLY
1,225.68 1,287.06 1,351.28 1,419.04 1,689.68
2,665.85 2,799.31 2,939.03 3.086.61 3,260.05
1,222.64 1,283.16 1,547.68 1,414.96 1,485.60
lr.799 18.688 19.622 20.604 21.633
1,625.92 1,495.0~ 1~569.~6 I~668.32 1,730.64
3,097.03 3,251.71 3,416.23 3,585.10 3,764.14
13.06~L _ ~.31? l!L. 60~ 15.125_ 15.88Z___
1,045.12 L,09?.36 1,152.48 1,210.00 1,220.56
2,273.14 2,356.26 2,506.64 2,631.75 2,763.67
14.~69 15.194 15.948 ~6.765 17.584
I,I57.52 1,215.52 1,275.84 1,~39.60 1,406.72
MONTHLY _ 2,517.61 2~6~.16 2~1Z~5 2,913.63. 3,059.62
H HOURLY 8.930 9.3?5 9.86? 10.560 10.856
BI-WKLY 716.40 ?50.00 28?.76 822.20 868.32
MONTNLY 1,553.82 1,631.25 1,713.38 1,799.16 1.888.60
H HOURLY 91~68 10.]61 10.882 11.623 11.996 __
8[-WKLY
MONTHLY
HOURLY
OI-WKLY
MONTHLY
789.44 828.88 870.56 913.84 959.68
1,71f.03 1,802.81 1,893.62 1,982.60 2,087.30
~67.44 910.88 950.68 1,004.16 1,054.24
H HOURLY 14.469 15.194 15.948
OI-WKLY 1,132.52 1,215.52 1,275.86
MONTHLY 2,512.61 2,643.?6 2,774.95
16.765 17.586
1,339.60 1,406.72
2,913.O3 3,059.62
~10 A ~UYEH-1RAINF E
HOURLY
bI-NKLY
MONTHLY
617 A DAIA ENTRY CLEHK
62~ A CLC~K STENOGHAPHER I I 14
CLERK 1YP] 51
C SALARY
D ~ASIS STEP I STEP 2 STEP 3 STEP 4 STEP 5
922.88 969.36 1,017.44 1,068.2& 1,122.00
1,238.24 1,300.96 1,366.88 1,436.24 1,508.72
EFFECTIVE DATE: 31 DEC 1'
.....
PC
H HOURLY 8.526 8.952 9.400 9.870 10.366
UI-WRLY 682.08 F16.16 752.00 )89.60 829.28 _
MONTHLY 1,AR3.52 1,557.65 1,635.60 1,717.38 1,803.68
H HOURLY .. 8.808 .... ~.ZS~L__ ~ZlJi_ ...... l~.OO I{L..ZIO
HI-WKLY 704.66 7~0.08 ?77.44 816.00 856.80
NONTHLY 1,5~2.59 1,609.67 1,690.9~
H HOURLY 8.9~0 9.$?S 9.8G? 10.$~0 10.8~i
8I-UKLY 71q. AO 750.00 ?8?°76 8~?.20 868.]2
MONTHLY 1~551.~2__.1z611~25 lzlli.38. 1,799.16 1,888.60
HOURLY 8.526 8.95~ 9.400 9.870 10.366
81-WKLY 68~.08 716.16
MONTHLY 1,A83.52 1,557.65 1,635.60 1,717..$8 1,80).68
896.88
?.777 8.169 8.574 9.006 9,455 '
622.16 65~.52 685.92 220.48 756.40
8I-WKLY 737.92 774.56 811.A4 854.56
MONTHLY 1,60l.gR 1,684.67 1,769.23 1,858.67
N HOURLY
9.118 10.200 10.710
T HOURLY 7.000
8I-WKLY 560.00
MONTHLY 1,218.00
H HOURLY 8.808 9.251
8~-WKLY ?04.~A 740.08 ???.44 ~!~.00 856.80
MONTHLY 1,532.59 1,609.67 1,690.93 1,774.80
fi HOURLY 9.390 9.857 10.352 10.868
UI-WKLY 751.20 788.~6 8~8,1~ ~69,~4 911.12 ....
MONTHLY 1,633.86 1,?15.12 1,801.25 1,891.03 1,g86.0&
H HOURLY 9.777 10.266 10.780 11.320 11.886
OI-gKLY 782.16 821.28 862.40 905.60 950.~8
MONTHLY 1,701.20 1,786.28 1,875.72 1,969.68 2,068.16
CITY OF 6AKERSFIELD
SALARy SCHEDULE
FEB 1991
EFFECTIVE DATE: 31 DEC 1
ED
STEP ! STEP 2 STEP 3 S1EP 4 STEP 5 Pc
868.40 912.05 95?.60 1,005.60 1,055.76
1,288.?? 1,985.?? 2,082.78 2,187.18 2,296.28
11.385 ]1.955 12.554 13.180 1].856
63L A LEGAL SECRET~RY - LITIGATION
R HOURLY 11.S$5 11.955 1~.554 13.[80' 15.836
BI-WKLY 910=E0 956.40 1,004.32 ..1,054=40 1,106.88
MONTHLY 1,9a0.99 2,080.17 2,184.40 2,293.32 2,40?.46
H HOUHLY 10.841 ll.58G ..... 11.~5b ..... 12.5~2__ 15.1~
H
H
BI-WKLY 867.~4 910.88 956.48 1.004.16 1.054.24
MONTHLY 1,886.68 1,981.16 ~,080.34 2,~84.05 2,292.97
HOURLY ~o.~s~ 1L.4O~ ~:~?0 12.s;o ~7
BI-~KLY 868.40 912.08 95~.60 1,005.60 1,055.76
HOURLY 1~.001 14~02 15.436 16.209 17o017
HOURLY _ 8.526-- &.gsz 9.400 9.870 1Q.366~
BI-WKLY 682.08 716.16 752.00 789.60 829.28
MONT HI Y 1,48~.5~ 1,557.65 1,635.60 1,717.38 1,803.68
HOURLY 14.001 14.702 15.436 16.209 I?.017
MONTHLY 2,436.17 2,558.15 2,685.86 2,820.J? 2,960.96
HOURLY 10.843 11.386 11.956 12.~52 13.178
BI-WKLY 867.44 910.88 956.48 1,004.16 1,054.24
MONTHLY 1,886.68 1,981.16 2,080.~4 2,184.05 2,292.97
O? FEB 1991
0
~L$ T CLASSIFIC^TICN TITLE
66~__A_~RLTARy i
-g~g A
649 A
PARK PLA~NLH
104 A PLRSONH~L ANALYST
~'05 A PLAN CttECKLR (I?ESIUENTIAL)
~00 A AS3OLIATL PLAN~E]~
?0! A
Z~O A ~EHA~ILI~AIICN SPCLI~T
'C
D
H
H
R
CITY OF B~KERSFIEI. O
A L A R Y S C H E D U L E
2 - WHITE COllAR UNIT
HOURLY
BI-WKLY
HONTHLY
HQNTHLY
EFFECTIVE DATE: 31 DEC 15
..... EDt
STEP I STEP 2 STEP 3 STEP 4 STEP 5 PC1
789.44 828.88 820.56 915.84 959.68
1,717.03 1,802.81 1,895.42 1,987.60 2,082.30 :
HOURLY 10.863 11.386 11.956 12.552 13.128
~I-WKLY 867.44 910.88 956.48 1,004.16 1,05~.24
HOURLY 1~.185 l~.~E2 20.O~t 21.051 22.105
BI-WKLY 1,454.6& 1,522.~6 1,60~.26 1,684.08 1,268.40
MONTHLY 3,163.84 3,322.01 3,488.18 3,662.8? 3,846.2?
HOURLY
HONTHLY
17.799 1~.688 19.622 20.604 2i.633
1,~23.92 1,495.04 1,569.26 1,648.32 1,230.~4
ttOURLY 17.442 18.526 19.253 20.230 21.252
~I-WKLY 1,395.36 1,466.08 1,540.24 1,018.40 1,?00.16
MONTHLY 3,0~4.91 3,1R~.22 3,350.02 3,520.02 3,697.85
HOURLY i~.1~3 1~. OEL 20.0~Z 21.051 2~L~105 _
8I-WKLY i,454.64 1,527.36 1,603.76 1,684.08 1,768.40
MONTHLY 3,16~.84 3,322.01 3,488.18 3,662.8? 3,846.27
HOURLY lg.1~1 19.092 20.04? 21.051 22.105
OI-WKIY 1,454.64 1,522.36 1,603.76 1,684.08 1,768.40
MONTHLY 3~165.~ ]z~2~.01 ]t~.l~ .3,66~.~[. 1~8~6.27
HOURLY 15.321 16.088 16.891 17.738 18.621
BI-WKLY 1,225.68 1, dOt.04 1,351.2§ 1,419.04 1,489.68
MONTHLY 2,~6b.85 2,799.31 2,939.03 3,086.al 3,240.05
bI-WKLY 1,225.68 1,282.04 1,]51.28 1,419.04 1,489.68
MONTHLY 2,665.85 2,299.]1 2,939.0] 3,086.41 3,240.05
HOURLY I?.442 18.326 19.255 20.230 21.252
BI-UKLY 1,595.36 1,460.08 1,540.24 1,618.40 1,700.16
MONTHLY
HOURLY 13.928 16.632 15.368 16.149 16.969
BI-WLLy 1,114.24 1,170.56 1,229.~4 1,291.92 1,352.52
MONTHLY 2,423.47 2,545.97 2,674.05 2,809.93 2,952.61
S A L A R Y S C H F D U L E
07 FEB 1991
EFFECTIVE DATE: 31 DEC 19
CL~ 1
710 A
734 A
?37 A
£DU
STEP 1 STEP 2 STEP ] STEP 4 STEP S PCT
HOURLY 13.928 14.632 15.368 16.149 16.969
BI-WKLY 1,114.24 1,170.56 L,229.44 1,291.92 1,357.52
HONTHLY 2,423.47 2,545.97 2,614.03 2.809.93 2,g52.61
H HOURLY 12.674 13.312 13.972 14.672 15.407
BI-WKLY 1,013.92 1,064.96 [,117o76 I,I73.76 1,232.56
COHMtNICATIONS TECHNICIAN I
73~ A COH~UNICATICNS TECHNICIAN Ii
151 A FiRE/s~F~TY E~UCATION SPECI~
HOURLY 13.928 14.632 15.368 16.149 16.969
BI-WKLY 1,114.24 1.170.S6 1,229.44 1,291.92 1,357.52
HONTHLY 2,425.47 2,565.9? 2.674.03 2,809.93 2,952.61
HOURLY 16.456 1~.278 18.143 19.048
8I-WKLY 1.316.48 1,382.24 1,451.44 1,523.8~ 1,599.92
MONTHLY 2,863.~4 3,006.37 $,156.88 3,314.35
HouRLY 10.~01 11.[33 i1.692 12.277 12.~90
BI-~KLY 84~.~8 890.64 935.36 982.16 1,031.20
?52 A ~UYEN
H HOURLY 12.441 15.062 11.721 14.404 15.127
BI-WKLY 995.2~ 1,044.96 1,097.68 1,152.32 1,210.16
MONTHLY 2,164.73 2,272.79 2,387.45 2,50~.~0 2,652.10
Z56_.A . dUY£8 I1
H HOUELY 15.32Z_ lh~088~ 16.8~1~ 17.738 18.621
UI-WKLY [,225.6~ 1,287.04 1,55[.28 1,419.04 1,489.68
MONTHLY 2,665.85 2,799.31 2,939.0~ ~,086.41 3,240.05
PI-RKIY 1,045.12 1,097.36 1,152.48 1,210.00 1,270.5~