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Home My WebLink AboutRES NO 11-87RESOLUTION NO. 11-87 A RESOLUTION OF THE COUNCIL OF THE CITY OF BAKERSFIELD ADOPTING A SALARY SCHEDULE FOR EMPLOYEES OF THE BLUE AND WHITE COLLAR UNITS OF THE CITY OF BAKERSFIELD. 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 ~eyers-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 this City's Blue and White Collar Unit employees; and WHEREAS, the City's negotiator and the SEIU have agreed upon salaries and benefits for said units; and WHEREAS, the City Council determined that the salaries and related benefits as agreed upon by the City's negotiator and the SEIU are acceptable, and approved a Memorandum of Under- standing between the City and SEIU for the Blue and White Collar Units at the Council Meeting held on January 14, 1987. NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Bakersfield that, effective January 5, 1987, the attached salary schedule covering Blue and White Collar Units shall constitute the salary schedule and related benefits for officers and employees for the categories and positions specified therein, and that the whole of said attachment is hereby incorporated and approved as a part of the Memorandum of Understanding previously adopted between the City of Bakersfield and the SEIU for Blue and White Collar Units.. .......... o0o .......... 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 3anuar¥ 2i, 1987 , by the following vote: AYES: COUNCILMEMBERS: CHILDS. C;;~'.ST[;:.C-":;. SMITH. I~TT~,. M. OOi~E. DIOI([RCOIJ. SALVAGGIO NOES: COUNCILMEM,ERS: ~, ~'~,~ ASSENT: COUNCILM EMBERS: C ~ r I:~~ A~S/AINING: COUNCt[M~MRERS: CITY CLERK and E~ Officio Clerk of Council of the City of Bakersfield the APPROVED Januar% 21, ]987 NAYOR of the City of Bakersfield APPROVED as to form: AJS/JS/meg 5 R.MOU - 2 - 15 JAN 1987 0 CLS T 306 A 306 A 308 A 308 A 310 A 312 A 314 A 314 A 315 A 317 A 318 A 320 A 321 A 322 A 323 A 327 A 330 A 330 A 332 A 334 A 334 A 335 A 336 A CLASSIFICATION TITLE BUILDING MAINTAINER I BUILDINQ MAINTAINER I AUDITORIUM MAINTAINER I AUDITORIUM MAINTAINER I BUILDINQ MAINTAINER II AUDITORIUM MAINTAINER II STREET MAINTAINER STREET MAINTAINER EQUIPMENT OPERATOR LIGHT EQUIP OPER-STREETS LIQHT EQUIP OPER-PARKS HEAVY EQUIP OPER-STREETS HEAVY EQUIP OPER-PARKS HEAVY EQUIP OPER-WATER HEAVY EQUIP OPER-SANITATION MOTOR SWEEPER OPERATOR PARK MAINTAINER PARK MAINTAINER PARK MAINTAINER II CANAL TENDER I CANAL TENDER CANAL TENDER II LABORER CITY OF BAKERSFIELD SALARY SCHEDULE 1 - BLUE COLLAR UNIT EFFECTIVE DATE~ 05 JAN 1987 C SALARY EDU D BASIS STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 PCT H HOURLY 6,895 7,239 7.602 7.983 8.383 T HOURLY 6.206 H HOURLY 7.561 7,938 8.337 8.755 9.189 T HOURLY 6.805 H HOURLY 7. 5&1 7.938 8.337 8,755 9. 18~ H HOURLY 8.298 8.711 9.146 9.601 10,083 H HOURLY 8.298 8.711 9. 14& 9.~01 10.083 T HOURLY 7,4~8 7.843 8.235 H HOURLY 8.298 8.711 9.146 9.~01 10.083 H HOURLY 9.333 9.798 10.287 10.806 11.343 H HOURLY 9.333 9,798 10.287 10.806 11.343 H HOURLY 10.754 11.288 11.853 12.448 13.067 H HOURLY 10.754 11.288 11.853 12.448 13.0&7 H HOURLY 10.754 11.288 11.853 12.448 13.0~7 H HOURLY 10.754 11.288 11.853 12,448 13.067 H HOURLY I0,760 11.298 11,8~3 12.453 13.078 H HOURLY 8.298 8.711 9.146 9.601 10.083 T HOURLY 7,4~8 H HOURLY 9.333 9.798 10.287 10.806 11.343 H HOURLY 8.298 8.711 9.146 9.601 10.083 T HOURLY 7.4~8 H HOURLY 9.333 ~.7~8 10.287 10.806 11.343 H HOURLY &.895 7.239 7,~02 7.983 8.383 · 15 JAN 19B7 0 CLS T CLASSIFICATION TITLE 339 A SANITATION WORKER I 339 A SANITATION WORKER I 342 A SANITATION WORKER II 343 A SANITATION WORKER III 344 A SEWER MAINTAINER I 344 A SEWER MAINTAINER I 346 A SEWER MAINTAINER II 347 A SEWER MAINTAINER III 348 A UTILITY WORKER 351 A WELDER I 352 A WELDER II 358 A MACHINIST 361 A TREE MAINTAINER 361 A TREE MAINTAINER I 3&2 A TREE MAINTAINER II 364 A SPRAY R!Q OPERATOR 405 A PARTS & MATERIALS CLERK 406 A AUTO SERVICE WORKER 406 A AUTO SERVICE WORKER 408 A TRAFFIC PAINTER I 408 A TRAFFIC PAINTER I 410 A ELECTRICAL TECH II 413 A ELECTRICAL TECH I CITY OF BAKERSFIELD SALARY SCHEDULE 1 - BLUE COLLAR UNIT EFFECTIVE DATE: 05 JAN 1987 C SALARY EDU D BASIS STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 PCT H HOURLY 8.298 8.711 9.146 9.601 10.083 T HOURLY 7.468 H HOURLY 9.333 9.798 10.287 10.806 11.343 H HOURLY 10.254 10.763 11.302 11.868 12.4&1 H HOURLY 8.298 8,711 9. 146 9.601 10.083 T HOURLY 7.468 H HOURLY 9.333 9.798 10.287 10.806 11.343 H HOURLY 10.254 10.763 11.302 11.868 12.461 H HOURLY 7.561 7.938 8.337 8.755 9.189 H HOURLY 11.280 11.847 12.439 13.062 13.718 H HOURLY 12.398 13.014 13.668 14.346 15.066 H HOURLY 12.398 13.014 13.668 14.346 15.066 H HOURLY 8.298 8.711 9.146 9.601 10.083 T HOURLY 7.468 H HOURLY 9.333 9.798 10.287 10.806 11.343 H HOURLY 9.333 9.798 10.287 10.806 11.343' H HOURLY 12.449 13.069 13.724 14.411 15.131 H HOURLY 8.298 8.711 9.146 9.601 10.083 T HOURLY 7.468 H HOURLY 8.298 8.711 9.146 9.601 10.083 T HOURLY 7.468 H HOURLY 12.939 13.582 14.263 14.975 15.723 H HOURLY 11.488 12.066 12.667 13.298 13.966 · CITY OF BAKERSFIELD SALARY SCHEDULE 1 - BLUE COLLAR UNIT · 15 OAN 1987 0 C SALARY · CLS T CLASSIFICATION TITLE D BASIS STEP I 414 A AIR COND TECHNICAN I H HOURLY 11.280 419 A TRAFFIC PAINTER II H HOURLY 9,333 · 420 A MAINT CRAFT WORKER I H HOURLY 11.008 422 A MAINT CRAFT WORKER II H HOURLY 11,792 424 A AUTO BODY REPAIR WORKER H HOURLY 12.398 · 428 A EQUIPMENT MECHANIC H HOURLY 12.398 430 A EQUIPMENT MECHANIC II H HOURLY 12.863 432 A MAINTENANCE MECHANIC H HOURLY 10.731 · 433 A AUTOMOTIVE MECHANIC H HOURLY 10.241 435 A INDUSTRIAL WASTE INSPECTOR H HOURLY 10.990 436 A W W TREAT PL LAB TECH OP H HOURLY 10,990 · 439 A W W TREAT PLANT OPR I H HOURLY 9. 106 442 A W W TREAT PLANT OPR II H HOURLY 10.254 447 A TRADES ASSISTANT H HOURLY 9.333 · 447 A TRADES ASSISTANT T HOURLY 8.196 448 A TRADES ASSISTANT - FIRE HYDR H HOURLY 9.333 719 A TRAFFIC PAINTER III H HOURLY 10.254 · 757 A AIR COND TECH II H HOURLY 12,095 STEP 2 11.847 9.798 11.561 12,388 13,014 13.014 13.511 11.270 10.754 11, 538 11.538 9, 559 10.763 9,798 9.798 10.763 12.700 STEP 3 10,287 12.136 13.012 13.668 13.668 14.197 11.830 11.289 12.115 12,115 10.036 11,302 10.287 10.287 11.302 13.335 EFFECTIVE DATE: STEP 4 13.062 10.806 12.745 13.672 14.346 14.346 14.913 11.854 12.720 12.720 10. 540 11.868 10.806 05 dAN 1987 EDU STEP 5 PCT 13,718 11.343 13.379 14,366 15.06~ 15.066 15,671 13.044 12.447 13.357 13. 357 11.067 12.461 11.343 10.806 11.343 11.868 12.461 13.998 14.&99 CITY OF BAKERSFIELD · SALARY SCHEDULE 2 - WHITE COLLAR UNIT · 15 JAN 1987 0 C SALARY · CLS T CLASSIFICATION TITLE D BASIS STEP 1 120 A POLICE LAB TECHNICIAN H HOURLY 12.398 144 A CRIME PREVENTION UNIT COORD H HOURLY 10~731 · 145 A POLICE SERVICE TECH H HOURLY 8.976 146 A FIRE SERVICE TECH H HOURLY 8.976 147 A VOLUNTEER COORDINATOR (TEMP) H HOURLY 8.97& · 148 A FIRE PREVENTION INSP/PETROLE H HOURLY 8.976 302 A RECREATION PROGRAM ASSISTANT H HOURLY 8.950 503 A PLANNING TECHNICIAN H HOURLY 11.253 · 504 A ASSISTANT PLANNER H HOURLY 12,250 505 A ASSISTANT PLANNER II H HOURLY 13.932 508 A DATA PROCESSINQ OPR H HOURLY 9.317 · 509 A * PROQRAMMER/ANALYST H HOURLY 11.890 510 A OFFICE SYSTEMS ANALYST H HOURLY 11.890 512 A ENQINEER I H HOURLY 14.279 · 515 A ENQINEER II H HOURLY 16.422 516 A TRANSPORTATION PLANNER H HOURLY 16.422 518 A ENQINEERINQ AIDE I H HOURLY 8.298 · 521 A ENQINEERINQ AIDE II H HOURLY 9.333 522 A ENQINEERINQ AIDE III H HOURLY 10.254 524 A ENQINEERINQ DRAFTER H HOURLY 10.731 · 525 A CONSTRUCTION INSPECTOR I H HOURLY 11.792 526 A CONSTRUCTION INSPECTOR It H HOURLY 12.~71 527 A ENQINEERINO TECH I H HOURLY 12.~71 EFFECTIVE DATE: STEP 2 STEP 3 STEP 4 STEP 0 13.014 13.668 14.346 15.066 11.270 11.830 12.422 13.044 9.426 9.8~ 10.394 10.913 9.426 9.899 10.394 10.913 9.426 9.89~ 10.394 10.913 9.426 9.899 10.394 10.913 9.426 9.899 10.3~4 10.913 11.813 12.404 13.023 13.675 12.863 13.503 14.178 14.888 14.628 15.361 16~ 127 16.933 9.786 10.276 10.790 11.32~ 12.485 13.109 13.761 14.453 12.485 13.109 13.761 14.453 14.993 15.744 16.533 17.359 17.242 18.106 19.012 1~.961 17.242 18.106 19.012 19.~61 8.711 9.146 9.601 10.083 ~.7~8 10,287 10.806 11.343 10.763 11~302 11.868 12.461 11.270 11.830 12.422 13.044 12.388 13.012 13.672 14.386 13.821 14.301 15.017 15.765 13.621 14.301 15.017 15.765 O00AN 1987 EDU PCT 15 JAN 1987 CITY OF BAKERSFIELD SALARY SCHEDULE ~ - WHITE COLLAR UNIT 0 C SALARY CLS T CLASSIFICATION TITLE D BASIS STEP 1 529 A TRAFFIC OP TECHNICIAN H HOURLY 12.939 603 A ACCOUNTANT I H HOURLY 11.061 604 A ADMINISTRATIVE ANALYST I H HOURLY 12~250 605 A ACCOUNTINQ CLERK I H HOURLY 7.561 606 A ACCOUNTINO CLERK II H HOURLY 8.355 607 A ~ ACCT CLERK II CONF H HOURLY 8.355 608 A FINANCIAL INVESTIGATOR H HOURLY 8.355 609 A BUDOET ANALYST H HOURLY 12.250 610 A BUYER-TRAINEE H HOURLY 9.767 611 A ADMINISTRATIVE ANALYST II H HOURLY 13. 105 612 A CASHIER-RECEPTIONIST H HOURLY 7.219 614 A MICROQRAPHtC TECHNICIAN H HOURLY 7~458 616 A * CLERK STENO II CONF H HOURLY 7.810 618 A CLERK STENOQRAPHER I H HOURLY 7.219 620 A * LEGAL STENOGRAPHER II H HOURLY 8~ 181 621 A CLERK STENOORAPHER II H HOURLY 7~810 622 A CLERK TYPIST I H HOURLY 6~585 622 A CLERK TYPIST I T HOURLY 5.927 623 A CLERK TYPIST II H HOURLY 7~458 624 A ~ CLERK TYPIST II CONF H HOURLY 7~458 625 A TRANSCRIBINO TYPIST H HOURLY 7.950 627 A KEYPUNCH OPERATOR I H HOURLY 6.895 628 A KEYPUNCH OPERATOR II H HOURLY 7.561 STEP 2 13.582 11.614 12.863 7.938 8.772 8.772 8.772 12.863 10.~59 13.768 7.580 7.832 8.197 7. 580 8. 584 8.197 6.916 7.832 7.832 8.346 7,239 7,938 STEP 3 14.263 12.197 13.503 8.337 9.213 13. 503 10.767 14.465 7.959 8.228 8.610 7.909 9.015 8,610 7.260 8.228 8.228 8.764 7.602 8.337 EFFECTIVE DATE: STEP 4 14.975 12.806 14.178 8.755 9.672 9.672 9.672 14.178 11.306 15.200 8.356 8.636 9.044 8,356 9.464 9.044 7,625 05 JAN 1987 EDU STEP 5 PCT 15.723 13.447 14.888 9.189 10.157 10.157 10.157 14.888 11.874 15.967 8.776 9.491 8.776 9.939 9.491 8.006 8.636 9.068 8,636 9.068 9.201 9.663 7.983 8.383 8.755 9.189 · CITY OF BAKERSFIELD SALARY SCHEDULE 2 - WHITE COLLAR UNIT · 15 dAN 1987 0 C SALARY · CLS T CLASSIFICATION TITLE D BASIS STEP 1 630 A ~ LEQAL SECRETARY H HOURLY 9. 181 632 A DATA PROC ACCT CLERK H HOURLY 7~918 · 636 A ~ PERSONNEL CLERK H HOURLY 9~ 181 637 A TELECDMMUNICATOR I H HOURLY 9.190 638 A TELECOMMUNICATOR II H HOURLY 9.777 · 639 A REVENUE PRO~RAM AID H HOURLY 9.106 640 A ~ PERSONNEL TECHNICIAN H HOURLY 11,854 641 A PARK & LANDSCAPE DESIQN H HOURLY 13.041 · 642 A RECEPTIONIST H HOURLY 7~219 644 A HYDROGRAPHER H HOURLY 14.014 645 A ~ SECRETARY I H HOURLY 8.355 · 646 A HYDROGRAPHIC DISPATCHER H HOURLY 9.333 649 A ~ SECRETARY II H HOURLY 9.181 650 A DEPUTY CITY CLERK H HOURLY 11.061 · 703 A PARK PLANNER H HOURLY 15.395 705 A PLAN CHECKER (RESIDENTIAL) H HOURLY 14.767 706 A ASSOCIATE PLANNER H HOURLY 15.395 · 707 A ASSOC PLANNER COM DEV H HOURLY 15.395 708 A ~UILDINQ INSPECTOR II H HOURLY 12.971 710 A REHABILITATION SPCLIST H HOURLY 12.971 · 713 A SENIOR PROGRAMMER/ANALYST H HOURLY 14.767 714 A BUILDING INSPECTOR I H HOURLY 11.792 716 A BUILDING PERMIT TECHNICIAN H HOURLY 11.792 EFFECTIVE DATE: STEP 2 STEP 3 STEP 4 STEP 5 9.640 10.123 10.627 11.157 8.312 8,727 9.168 9.624 9.640 10. 123 10.627 11. 157 9.652 10.135 10.642 11.174 10.268 10.780 11.320 11.887 9.559 10.036 10.540 11.067 12.447 13.069 13.723 14.409 13.692 14.377 15.097 15.853 7.580 7.959 8,356 8.776 14.716 15.453 16.224 17.033 8.772 9.213 9.672 10.157 9.798 10.287 10.806 11.343 9.640 10.123 10.627 11.157 11.614 12.197 12,806 13.447 16.165 16.973 17.824 18.714 15.516 16.301 17.128 17.993 16.165 16.973 17,824 18.714 16.165 16.973 17.824 18.714 13.621 14.301 15.017 15.765 13.621 14.301 15.017 15.765 15. 516 16,301 17.128 17.993 12.388 13.012 13.672 14.366 12.388 13.012 13.672 14.366 05 ~AN 1987 EDU PCT 15 dAN lg87 CITY OF BAKERSFIELD SALARY SCHEDULE 2 - WHITE COLLAR UNIT 0 C SALARY CLS T CLASSIFICATION TITLE D BASIS STEP 1 734 A POLICE PROPERTY M~R H HOURLY 10~731 737 A COMMUNICATIONS TECHNICIAN I H HOURLY 11.792 738 A COMMUNICATIONS TECHNICIAN II H HOURLY 13.932 752 A BUYER I H HOURLY 10.534 754 A BUYER II H HOURLY 1~,971 789 A COMMUNITY CENTER LDR H HOURLY 9.767 795 A ACCOUNTANT II H HOURLY 13.191 801 A ~ ADMINISTRATIVE AIDE H HOURLY 11.061 STEP 2 11.270 12.388 14.628 11.060 13~6~1 10.259 13.851 11.614 STEP 3 11.830 13.012 15.361 11.617 14.301 10.767 14.544 12.197 EFFECTIVE DATE: STEP 4 12.422 13.67~ 16.127 1~.195 15.017 11.306 15.270 12.806 05 dAN 1~87 EDU STEP 5 PCT 13.044 14.366 16.933 12.808 15.765 11.874 16.034 13.447 City Contract No. MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF BAKERSFIELD AND THE K/~RN COUNTY PUBLIC EMPLOYEES ASSOCIATION, INC., LOCAL 700 SERVICE EMPLOYEES' INTERNATIONAL UNION, AF OF L, 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, AF of L, CI0, 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 others 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., AF of L, 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 probationary-classified employees employed by the City in said Unit in the employees classifications comprisinq 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. -1- ARTICLE III - TERM OF AGREEMENT The City and the Union agree that the term of this agreement shall commence on January 1, 1987 and expire at 12:00 midnight January 1, 1988. on 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, 1988. 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 and Supplemental Rules and Regulations are hereby as though set forth in full. ARTICLE V]Z - 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. -2- Section 2. The UnJ. on agrees to provide the City Personnel Officer with a list of the Union Officers and Representatives, with their job classification, whc are authorized to meet and confer in good faith. Section 3. The City agrees that authorized Union staff members shall be given access to work locations during working hours to conduct Union grievance investigations and/or observe working conditions. Such visits are to be made in accordance with the procedures outlined in the applicable sections of the City of Bakersfield Employer-Employee Relations Ordinance, Supplemental Rules and Regulaticns. 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 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 albsence 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. -3- 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 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 an authorized, funded, permanent, full-time position in one class by an employee on a position in another class. A minimum of five percent (5%) premium pay shall be provided for the period of out-of-class work and a minimum of ten percent (10%) premium pay whenever the out-of-class work: 1) involves work in a classification whose compensation is twenty percent (20%) higher 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 out-of-class classification. -4- 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 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 a allable 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 J.n 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 reviewing the City Manager's decision. 2) 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. 3) Either the City or the Union may call any employee as a witness, and the City agrees to release said witness from -5- 4) 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) 6) 7)¸ Either party may be represented by legal counsel. Parties shall pay their own expenses, except for the third party whose expenses shall be shared equally. The opinion of the third party shall be Strictly advisory and shall be submitted to the employee or his/her designated representative .and to the City Manager for his/her further consideration. 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 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, national origin, political or religious affiliations or Union membership. ARTICLE XIII - PERS PICK-UP The City will pay the full portion of the normal contributioLs 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 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. -6- ARTICLE XIV - COMPENSATION Effective January 5, 1987 salary ranges shall be increased by four (4%) 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 ($20) 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. 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 or open-promotional basis where upon City employees will be placed at the top of the list in accordance with existing Civil Service Rules. ARTICLE XVII - CITY INSURANCE CONTRIBUTION The City agrees to .consult with the Union on any proposed changes in the insurance program prior to implementation, including selection of carrier, insurance contract renewal, changes on program specifications and complaints by employees relative to the quality of service being rendered by the insurance carrier. Such consultation may be initiated by the City or the Union. Medical and Dental Benefits. Effective January 1, 1987, the City shall pay the cost of medical and dental insurance premiums, subject to the following maximum amounts: Category Bi-weekly maximum Employee only $42.14 Employee and one 84.97 dependent Family 114.05 Employees shall pay the balance through payroll deduction. -7- The accrued medical reserve fund shall remain in existence until it is depleted through the payment of increased employee medical insurance premiums or other agreed upon expenditures. Life Insurance. For the term of this Agreement, The City shall maintain in effect and pay the premium for the existing life insurance coverage. Vision Insurance. .As soon as practicable, the City shall implement vision insurance coverage for all employees and their family members. Plan coverage shall be as agreed by the medical insurance committee. The City shall pay the full premium for the term of this agreement. 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 legislation as may be passed by the State of California to implement that plan. Section 2. The City agrees that any safety courses the employees are required to take will be provided on City time with pay. Section 3. The City agrees to maintain a Safety Program in accordance with, and where required by law. Section 4. The Union agrees to support without qualification, the City's Safety Program and will encourage its members to attend safety courses and to obtain First Aid Certificates if required by the City and made available on City time. Section 5. Both the City and the Union recognize the need and will strive to reduce the number of industrial injuries among the employees. Employees are expected to report for work in suitable clothing including appropriate footwear, for the type of work to be performed. Section 6. It is the duty of Management to make every reasonable effort to provide and maintain a safe place of employment. Local 700 will cooperate by encouraging all employees to perform their work in a safe manner. It is the duty of all employees in the course of performing their regularly assigned duties to be alert to unsafe practices, equipment and conditions and to report any such unsafe practices or conditions to their immediate supervisors. If such condition cannot be satisfactorily remedied by his/her immediate supervisor, any employee has the right to submit the matter either personally or through the steward to his/her department head or his/her designated representative. -8- ~/{TICLE 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 exclusion. 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 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 employment2 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. A~{TICLE XXI - LEAD ASSIGNMENT The City and the Union agree that when an employee is assigned as follows, they shall receive a 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 Maintenance II, Spray Rig Operator, Maintenance Craftworker I and II or Sewer Maintainer is assigned to lead worker responsibilities for the majority of a shift to a project, truck or job. ARTICLE XXII - HOLIDAYS (A) All eligible employees in the Blue and White Collar Units shall observe the following eight-hour holidays with pay: -9- -1987- Thursday Monday Monday Wednesday Friday Monday Wednesday Thursday Friday Thursday Friday Thursday Friday * Note: February 12, 1987 February 16, 1987 May 25, 1987 July 1, 1987 July 3, 1987 September 7, 1987 November 11, 1987 November 26, 1987 November 27, 1987 December 24, 1987 December 25, 1987 December 31, 1987 January 1, 1988 - Lincoln's Birthday Washington's Birthday Memorial Day - Floating Holiday Credited* - Independence Day Observed - Labor Day - Veteran's Day Thanksgiving Day Day After Thanksgiving - 1/2 Day Christmas Eve - Christmas Day - 1/2 Day New Year's Eve - New Year's Day Floating Holidays shall be available for use by employees during the full fiscal year. Employees President, commemoration paid holidays. shall also receive every day designated by the Governor or City Council as special holidays in or in memorial of an extraordinary occurrance as (B) (C) 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. One Floating Holiday. Each employee in the Blue and White Collar Unit, who is employed by the City as of July 1st of each fiscal year shall be eligible for one floating holiday per fiscal year of their choice. Floating holidays must have prior departmental approval and shall be consistent with the efficient operation of the affected department and its activities. -10- (D) The Sanitation Division will work all designated holidays, excluding New Year's Day (January 1). ARTICLE Y~XIII - 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 XXIV - SIlIFT DIFFERENTIAL Effective January 5, 1987, a shift differential of $.55 per hour will be paid any employee when the majority of their shift falls between the hours of 3 p.m. and 12 midnight. (B) A shift differential of $.75 per hour will be paid any employee when the majority of their shift falls between 12 midnight and 7 a.m. /kRTICLE XXV - UNIFORM ALLOWANCE All employees in tt~e Blue Collar Unit required to wear uniforms will be furnished such uniforms at no cost to the employees. Effective immediately, the City shall provide employee 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 shall receive a three hundred ($300) 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 YOCVI - T00L ALLOWANCE Equipment Mechanics who are employed as of Jan. 1st, and are required to provide a full complement of handtools as approved by the Public Works Director shall be reimbursed by the City for approved tool purchases up to $300 per year. Trades Assistants who are employed as of Jan. 1st and are required to provide a partial complement of hand tools as approved by the Public Works Director shall be reimbursed for approved tool purchases up to $200 per year. Effective Jan. 1, 1987, Service Workers who are employed as of Jan. 1st and are required to provide a partial complement of hand tools as approved by the Public Works Manager shall be reimbursed for approved tool purchases up to $100 per year. -11- The following items are added to the full set Tool Set, Drop Light, 3/8" Drive Air Ratchet, Wrench, Freeze Plug Installation Kit. of tools: Torx 1/2" Drive Air 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 purs6ant to this section remain the property of the employee. ARTICLE XXVII - COMPENSATORY TIME The accumulation of compensatory time shall not exceed sixty (60) hours. Any compensatory time in excess of sixty (60) 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 estralnts 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, .sash 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) 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. Ai~TICLE XXX - DEFERRED COMPENSATION PLAN Employees in the Blue and White Collar Units may voluntarily participate in the City sponsored 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. -12- ARTICLE XXXII - CLASSIFICATION STUDIES The City shall conduct classification and internal relationship compensation studies of the following positions: Hydrographer-Dispatcher Tree Trimmer II Trades Assistant (R.Whitmore) Community Center Leader (V.Anderson) Building Maintainer I (M.Hayes) Spray Rig Operator Electrical Technician II Park and Landscape Designer Rehabilitation Specialist Telecommunicators The study shall be completed and submitted to the City Council no later than April 1, 1987. The City Council approved changes shall be implemented July 1, 1987. ARTICLE XXXIII - 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 XXXIV - RETIREE MEDICAL Only employees with a minimum of fifteen years accumulated service shall be eligible for participation in the Retiree Medical Insurance program. The fifteen year minimum shall be waived for employees retiring because of disability. The section shall become effective only if implemented for all employee groups. ARTICLE XXXV - TRAINING STEP A Training ("T") step exists for the following classifications: Building Maintainer I Street Maintainer I Auditorium Maintainer I Park Maintainer -13- Canal Tender I Sewer Maintainer I Auto Service Worker Trades Assistant Sanitation Worker I Tree Maintainer I Traffic Painter I Clerk Typist I This step shall be ten (10%) percent 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 months of continuous service. Time spent in the T step shall count towards satisfying the probationary period. ARTICLE XXXVI - 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 i~11owing 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 a prescription or 3) being under the influence of alcohol during working hours. Reasonable suspicicn shall mean one or more of the following exist 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 ground for belief in the existence of facts or circumstances warranting an order to submit to a drug test. Testing Procedure Detailed testing procedures shall be developed by the City to: 1) Positively identify employees prior to testing. 2) Provide for employee privacy and security of samples. -14- 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. Anuy specimen testing positive in the urinalysis, shall be subject to confirmation by blood test. No notification shall be given of initial positive tests until the confirmation blood test has been completed and is positive. At the time the samples are drawn, a second set of samples shall be taken and sealed. Should the original blood test show positive, the second sealed set of samples shall be retained for six (6) months to allow for further testing in the event of a dispute. Testing Agent. The laboratory selected to conduct the analysis must be experienced and capable of quality control, documentation, chain of custody, technical expertise and demonstrated proficiency. ARTICLE M3QCVII - CHARTER / CODE REOPENER The City is currently undertaking a comprehensive consultant study of its personnel system. The study recommendations may require modification to code, rule or charter provisions. The City and Union agree to meet and confer on any proposed changes which involve matters within the scope of representation prior to the City taking any action. The Union shall have the right to propose changes to code, rule or charter provisions to the consultant and the City as part of the review process. ARtiCLE XXXVIII - SDI ELECTION The Blue and White Units shall vote separately on the addition of State Disability Insurance coverage. If implemented, insurance premiums shall be paid for by employees through payroll deduction. Prior to implementation of the insurance coverage, the City and Union %~ill agree on an integration formula which shall operate to insure that employees receiving SDI do not receive greater net pay than they would receive if working. ARTICLE XXXIX - VACATION Effective January 1, 1987, the vacation accrual schedule shall be modified to provide for accrual of the 4th week of vacation beginning with the 16th year of service instead of the 20th year of service. ARTICLE XL - SEVERABILITY It is understood and agreed that this Memorandum of Understanding is subject to all present and future applicable Federal and State -15- 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 and confer in an attempt to replace and/or adjust for any suspended or superseded provisions. THIS MEMORANDUM OF UNDERSTANDING entered into and signed this 14th day of January, 1987. KCPEA, SEIU LOCAL 700, AFL-CIO Chief Negotiator '~ :" u"~ ~: ~ '.-.'~ ~ ?: / ,,/:.~ V::~--' ',~ -16-