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Home My WebLink AboutRES NO 049-06 RESOLUTION NO. 049-06 A RESOLUTION APPROVING THE MEMORANDUM OF UNDERSTANDING FOR EMPLOYEES OF THE BLUE AND WHITE COLLAR UNITS AND ADOPTING SALARY SCHEDULE AND RELATED BENEFITS. WHEREAS, the Charter of the City of Bakersfield, Section 12, authorizes the City Council to provide for salaries and related benefits for officers and employees of the City; and WHEREAS, in compliance with the Meyers-Milias-Brown Act of the State of California, the City has met and conferred in good faith with the Service Employees International Union (S.E.I.U.), which represents employees of the City's Blue and White Collar Units; and WHEREAS, the City's negotiator and the SEI.U. have agreed upon salaries and benefits for said Units; and WHEREAS, the Council has detenmined that the salaries and related benefits a agreed upon by the City's negotiator and the SEI.U. are acceptable. NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Bakersfield as follows: 1. That Resolution No. 046-02, together with amendatory resolutions, to the extent the same applies to employees in the Blue and White Collar Units, is superseded by this Resolution. 2. That the attached Memorandum of Understanding for the Blue and White Collar Units is hereby approved, setting salaries and benefits for employees in said Units. 3. That, effective January 1, 2006, except as otherwise provided in the Resolution, the attached salary schedule covering Blue and White Collar Units shall constitute the salaries for employees in the categories and positions specified therein and that the whole of said attachment is hereby incorporated and approved as a part of the attached Memorandum of Understanding between the City of Bakersfield and the SEI.U. for Blue and White Collar Units. 4. That the schedule of paid holidays set forth in the attached Memorandum of Understanding is hereby adopted and approved for employees in the Blue and White Collar Units. ----------000---------- '< 'òAlì,,-ý a Ú' )0.. ..,. f- iñ - r0- o.::> (:, '1RIGINAI 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 FES 2 2 2006 by the following vote: GAlliJ NOES: ABSTAIN: ABSENT 1/ ---- COUNCILMEMBER CARSON, BENHAM, MAGGARD, COUCH HANSON, SULLIVAN, SCRIVNER COUNCILMEMBER COUNCILMEMBER COUNCILMEMBER PAMELA A. McCARTHY, C CITY CLERK and Ex Officio lerk of the Council of the City of Bakersfield FEB 22 2006 APPROVED: By ARVEY L. HALL Mayor APPROVED AS TO FORM: VIRGINIA G;~CITY ATTORNEY B~"~Æo y R~~~Y' Deputy City Attorney ..-.---.-.,----, ~ 'òAK"1 o 0' )0.. ~ f- rr _ r0- C> (;, ORIGINAl MEMORANDUM OF UNDERSTANDING Between THE CITY OF BAKERSFIELD AND CENTRAL CALIFORNIA ASSOCIATION OF PUBLIC EMPLOYEES Table of Contents Page ARTICLE I. PURPOSE ............................................................................................................... I ARTICLE ll. RECOGNITION...................................................................................................... I ARTICLE III. TERM OF AGREEMENT ...................................................................................... I ARTICLE IV. RENEWAL ...............................,.............................................................................2 ARTICLE V. MAINTENANCE OF BENEFITS.......................................................................... 2 ARTICLE VI. REPRESENTATION - UNION OFFICERS ......................................................... 2 ARTICLE VII.UNION STEWARDS .............................................................................................3 ARTICLE VllI.NO STRIKE OR LOCKOUT................................................................................ 3 ARTICLE IX. MANAGEMENT RIGHTS ....................................................................................3 ARTICLE X. RESERVED ............................................................................................................ 4 ARTICLE XI. PROCESSING OF FORMAL GRIEVANCES ...................................................... 4 ARTICLE XII.EQUAL OPPORTUNITY EMPLOYMENT ......................................................... 5 ARTICLE XIII. PERS PICK-UP ................................................................................................... 5 ARTICLE XIV. COMPENSATION .............................................................................................. 6 ARTICLE XV. STAND-BY PAY ..................................................................................................6 ARTICLE XVI. CALL-BACK.......................................................................................................6 ARTICLE XVll. RETIREMENT ...................................................................................................7 ARTICLE XVllI. PROMOTIONS .................................................................................................7 ARTICLE XVIV. CITY INSURANCE CONTRIBUTION ........................................................... 7 ARTICLE XX. SAFETY ................................................................................................................8 1 «. 'òAK,,1' C) c::, ORIGINAl Table of Contents Page ARTICLE XXI. TRAINING........................................................................................................... 9 ARTICLE XXII. PREMIUM COMPENSATION .......................................................................10 ARTICLE XXIII. HOLIDA YS.........................................................,...........................................11 ARTICLE XXIV. SHIFT ASSIGNMENTS.................................................................................12 ARTICLE XXV. SHIFT DIFFERENTIAL .................................................................................. 12 ARTICLE XXVI. UNIFORM ALLOWANCE ............................................................................12 ARTICLE XXVII. TOOL ALLOWANCE...................................................................................13 ARTICLE XXVIII. BILINGUAL PAy........................................................................................ 13 ARTICLE XXIX. COMPENSATORY TIME.............................................................................. 14 ARTICLE XXX. OVERTIME...................................................................................................... 14 ARTICLE XXXI. SICK LEA VE.................................................................................................. 14 ARTICLE XXXII. PERSONAL NECESSITY LEAVE ............................................................. 15 ARTICLE XXXIII. DEFERRED COMPENSATION PLAN..................................................... 15 ARTICLE XXXIV. PAYROLL DEDUCTIONS ........................................................................ 15 ARTICLE XXXV. CLASSIFICATION REQUESTS................................................................. 15 ARTICLE XXXVI. LONGEVITY PROGRAM ......................................................................... 16 ARTICLE XXXVII. RETIREE MEDICAL ................................................................................ 16 ARTICLE XXXVIII. TRAINING STEP ..................................................................................... 18 ARTICLE XXXIX. DRUG TESTING ........................................................................................ 18 ARTICLE XL. COURT CALL BACK........................................................................................ 19 ARTICLE XLI. VACATION ...................................................................................................... 19 ARTICLE XLII. CERTIFICATION PAy.................................................................................... ] 9 ARTICLE XLIII. JURY DUTy.....................................................................,............................. 2] ARTICLE XLIV. IRS ]25 PROGRAM ...................................................................................... 2] ARTICLE XLV. RESIDENCY REQUIREMENT...................................................................... 2] ~ 'òAK~?, C) - ~ 11 ~ ~ ù (:, ""QIf;INAL Table of Contents Page ARTICLE XLVI. PAYROLL CHANGES .................................................................................. 21 ARTICLE XL VII. AGENCY SHOP ........................................................................................... 22 ARTICLE XLVIII. SEVERABILITY ......................................................................................... 24 SIGNATURE P AGE.....................................................................................................................25 111 X 'òA/«(:?- o ô '"\ )0.. - f- n _ r- C> <::: ORIr::IMÞ' Final MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF BAKERSFIELD AND CENTRAL CALIFORNIA ASSOCIATION OF PUBLIC EMPLOYEES The duly authorized representatives of the City of Bakersfield, herein after referred to as wThe CityW and the Central California Association of Public Employees, hereinafter referred to as "The Union", having met and conferred in good faith concerning the issues of wages, hours and other terms and conditions of employment, as herein set forth, declare their agreement to the provisions of this Memorandum of Understanding. ARTICLE I - PURPOSE It is the purpose of this Memorandum of Understanding to promote and provide the harmonious relations, cooperation and understanding between Management and the employees covered by this Memorandum; to provide an orderly and equitable means of resolving any misunderstanding; and to set forth the full and entire understanding of the parties reached as a result of good faith meeting and conferring regarding the wages, hours and other terms and conditions of employment covered by this Memorandum. ARTICLE II - RECOGNITION Section 1. Pursuant to the provisions of the City Employer-Employee Relations Ordinance, Supplemental Rules and Regulations and applicable State law, the Central California Association of Public Employees, is recognized as the majority representative of the City employees in the Blue Collar Unit and While Collar Unit and as the exclusive bargaining agent for the employees in said Units. Section 2. The term "employee" or "employees" as used herein shall refer only to the regular and probationary employees employed by the City in said Unit in the employees classifications comprising said Units as well as such classes as may be added hereafter by mutual agreement between the City and the Union according to the provisions of the City Employer-Employee Relations Ordinance. Section 3. Nothing contained in this Memorandum shall prohibit any employee of the Blue Collar Unit or White Collar Unit of the City of Bakersfield, who is not a member of CCAPE from appearing in his/her own behalf in his/her employment relations with the City. ARTICLE III - TERM OF AGREEMENT The Ci ty and the Union agree that the term of this Agreement shall commence on January 1, 2005, and expire at 12:00 midnight on December 31, 2007. ~ ~1\I(~'9 o <!;, )0.. _ ¡- m - ,... C>OR/G'NAf~ Final 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, 2005. 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 payor any benefits. Section 2. The Union agrees to provide the Ci ty Human Resources Manager with a list of the Union Officers and Representatives with their job classification, who are authorized to meet and confer in good faith. Section 3. The City agrees that authorized Union staff members shall be given access to work locations during working hours to conduct Union grievance investigations and/or observe working conditions. Such visits are to be made in accordance with the procedures outlined in the applicable sections of the City of Bakersfield Employer- Employee Relations Ordinance, Supplemental Rules and Regulations. '-<. ~M,,?, o <!;, >- - 2 '::::. ~ C> (:, ORIGINAl Final 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 a reasonable number of 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 after the employee has immediate supervisor and of the problem. is to begin investigating a grievance only tried to resolve the problem with his/her the two parties failed to reach a resolution 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. 3 «. ~I\/(,,?, o c.P )0.. ê2 ¡.- '" - r0- C> (:, ORIGINAL Final ARTICLE X - RESERVED 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 wi th the Ci ty' 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: A. The City and Union shall select one representative for purpose of selecting a third party who shall hold a hearing the purpose of reviewing the City Manager's decision. the for B. The agreed to third party, shall, as soon a practical, but not later than thirty (30) days, hold closed hearings on the grievance which shall be held in conformity to normal hearing procedures. C. Either the City or the Union may call any employee as a witness and the City agrees to release said witness from work if 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. 4 ~ ~A/{,,?> o <!;, )0.. - ~ m _ ro- .~ (:, "ol~I"'AI Final Employees called by the Union may be reimbursed by the Union for any loss of pay for time off. D. The third party shall have no power to alter, amend, change, to or subtract from any of the terms of this Memorandum. opinion of the third party shall be based solely upon evidence and arguments given by the respective parties in presence of each other. add The the the E. Either party may be represented by legal counsel. F. Parties shall pay their own expenses except for the third party whose expenses shall be shared equally. G. The opinion of the third party shall be strictly advisory and shall be submitted to the employee or his/her designated representative and to the City Manager for his/her further consideration. H. No opinion of the third party shall require the exercise of the legislative authority of the City Council nor shall it contravene any existing City Ordinance, City Charter or State law. The opinion of the third party shall be in writing within twenty (20) days from the close of the hearing. ARTICLE XU - EQUAL OPPORTUNITY EMPLOYMENT The City and the Union agree that the provisions of this Agreement shall be applied equally to all employees covered herein without favor or discrimination because of race, creed, color, sex, age handicap, marital status, national origin, political or religious affiliations or union membership. ARTICLE XIII - PERS PICK-UP At the beginning of the employee's sixth (6th) uninterrupted year of service, the City will pay the full portion of the normal contributions required to be paid by the employee to the Public Employees' Retirement System. Effecti ve with the implementation of the 3% at 60 retirement program, City agrees to pay one (1%) percent of the employee's retirement contribution for employees with less than six (6) uninterrupted years of service. The City will pay the full portion of the contribution at the beginning of the employee's sixth (6th) uninterrupted year of service. Employees hired subsequent to February 22, 2006 will not receive this one (1%) percent contribution. Such payments by the City shall be reported as normal contributions and shall be credited to said employees' accounts pursuant to Government Code Section 20615. This PERS pick-up is done in accordance with Section 4l4H (2) of the Internal Revenue Code. The City and Union have discussed the fact that PERS has questioned this method of paying the employees retirement contribution. Should PERS find this to be improper; the parties agree to reopen ~ ~1\~§'1' o ú' )0.. -n 5 ~ G 0RIGINAL Final negotiations to replace this practice with a like salary/benefit provision. ARTICLE XIV - COMPENSATION Effective December 26, 2005, salary ranges shall be increased by three percent (3%) for all classifications covered under the terms of this Agreement and employed at the time of its execution. Effective December 25, 2006, the salary ranges shall be increased by four percent (4%) for all classifications. Within 60 days of the ratification of this agreement the City will conduct a classification study on the Fire Dispatcher classification. Upon completion the City will meet and confer with the Union on the study results. Within 60 days of the ratification of this agreement the review the salary and/or two levels of the Legal classification. City will Secretary 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 forty dollars ($40) 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 - CALL-BACK A. An employee who is directed to return to work additional services after completion of his regular shall be authorized a minimum of two hours of work. to perform work period B. Any call-back during which the employee performs two or more hours of work shall entitle him to an authorized credit for the number of hours actually worked completed to the nearest one- tenth of an hour (six minutes) . C. In computing work hours during a call-back, employees will be credited up to 30 minutes travel for both reporting and returning home following call-back. The travel time will be included in the two-hour minimum covered in (A) above. D. Any call-back which occurs prior to and which continue through the beginning of the employees regular work period shall not entitle the employee to the two-hour minimum. The call-back shall entitle the employee to an authorized credit of the number of hours actually worked computed to the nearest one-tenth of an hour (s ix minutes) . ~ (þFIK,,1' o <!;, >- - ~ ~ 6 C> (:, ORIGINAL Final E. Call-back hours which result in additional hours to the basic work week or work period shall be credited to the employee as compensatory time off or paid, as determined by the department head at the employee's applicable overtime rate. F. The City will discuss appropriate circumstances for phone calls at home with Supervisory personnel. ARTICLE XVII - RETIREMENT The City shall maintain in effect the three percent (3%) at 60 retirement formula, including the Military Service Credit pursuant to Section 20930.3. The employer paid member contribution to PERS (8%) to be considered specialty pay and thus eligible to be used in retirement calculations. 1959 Survivors Benefits. The City has amended its contract with PERS to provide for the Fourth Level 1959 Survivors Benefits. ARTICLE XVIII - 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 XIX - CITY INSURANCE CONTRIBUTION The City and Union have agreed that all future meeting and conferring and decisions regarding the structure of medical/dental insurance coverage's shall take place through the Joint City/Employee Medical Insurance Committee. The Committee shall consist of representatives from each Unit and the City. There shall be a good faith effort to make all decisions by October 31 of each year. Discussions as to the City's contribution toward medical/dental insurance shall continue to be determined through the formal meet and confer process between the City and the individual Units. Medical. Vision and Dental Benefits. The City and employees shall share bi-weekly contributions towards a medical, vision and dental plan for all employees of these Units subject to the following contributions: Fee Dental Fee Health Vision HMO Dental HMO Health Vision Fee Dental HMO Health vision Dental HMO Fee Health Vision Employee Contribution Employee Only 80% 80% 80% 80% 20% 7 ~ <ç¡f\I(,,?, o ~. )0.. - r- lTi _ r0- C> C;) ORIGINAl Final Employee +1 80% 80% 80% 80% 20% Family 80% 80% 80% 80% 20% Life Insurance. The City $30,000. Employees have Insurance beyond $30,000 conditions. currently provides for Life Insurance of the option of buying additional Life at their expense, subject to carrier Disabili tv Insurance. Employees in the Blue and White Collar Units may voluntarily participate at their expense, in the long-term disability program currently offered to Supervisory and Management employees. The terms and conditions for this benefit shall be the same as provided for Supervisory and Management employees. ARTICLE XX 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 ~ '?IM"1- o <!;, )0.. - .... m _ r0- C> (:, ORIGINAL Final Section 7. Wastewater and Sewer Maintenance classifications shall be provided with hepatitis vaccinations. Section 8. Light Duty. When due to injury or illness, whether or not the injury or illness is work related and the employee is unable to perform his/her usual duties, the employee may work in a light-duty capacity based on the following conditions: I. An employee may work light duty only upon approval of the Department Head upon the recorrunendation of the appointed City Physician, and only to the extent that the employee's illness or injury is not further aggravated by working in this capacity, nor is a hazard created for other employees. 2. Human Resources Division, working with the city departments, will identify potential light duty assignments. The employee may perform a light duty assignment within any City department, as determined by the City. The City will determine the availability and duration of light duty assignments. 3. Individuals will not be assigned to light duty if there is a chance that doing so might result in liability against the City, as determined by the City. 4. An employee shall accept light duty assignments, if offered, if his/her illness/injury is job related. 5. An employee denied a requested light duty assignment will be provided a written explanation, if requested. 6. Industrial light duty assignments have precedence over non- industrial assignments. Section 9. Safety Equipment. The City and the union agree that the City will either provide all safety equipment required by the City or will reimburse the employee for purchasing the equipment whenever such equipment has been required by the City as necessary on the job. Such equipment shall include, but not be limited to, safety shoes, safety glasses, helmets, gloves, boots, life jackets and all related safety items. Both parties agree that the City shall retain the right to determine the minimum specifications of the safety equipment, procurement procedures and limitations and exclusions. Section 10. one member Corrunittee. Safety Corrunittee. The Union will be allowed to appoint from each bargaining unit to serve on the City's Safety ARTICLE XXI - TRAINING The City and Union recognize that the training programs and the advancement of employees to positions of higher skills are matters of great importance and interest to the City, the Union and the employees '< 'òf>..K.,,1' o <!;, )0.. - 9 ~ ~ <J (:, 0RIGINAl Final covered by this Agreement. The City and Union agree that all costs and time for training or instruction required by the City shall be paid by the City; however, the City shall retain the right to determine what training is required for the employee to improve his/her performance on the job and to make such training a condition of employment. Whenever possible and practical, the City will rotate the scheduling of employees into training programs in order to assure employees an equal opportunity in advancing to higher classifications. ARTICLE XXII - PREMIUM COMPENSATION Section 1. The City and the Union agree that it is the intent of Departmental Management, whenever possible, to avoid working an employee out-of-classification for a prolonged period of time. It is further agreed that working an employee out-of-classification will occur only to meet work requirements wi thin the City. When performing duties assigned by the Supervisor, for the majority of the scheduled shift, the employee shall be compensated for the full work day at the rate of the higher compensation For the purpose of this Article, an out-of-class assignment is the full-time performance of the majority of the duties of a full-time position in one (1) 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 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 higher classification. Section 2. Sanitation employees working alone on a route designated by the City as a two-person route shall be compensated with an additional four (4) hours of straight time pay. Section 3. The City and the Union agree that when an employee is assigned as follows, they shall receive a five percent (5%) increase during the period of such lead assignment: A. When any Blue responsibility workers. Collar or over any White Collar work release employee is or community assigned service B. When any White or Blue Collar employee is assigned lead worker responsibility over a crew of three (3) or more temporary, extra help or full-time employees and whose job description does not include lead responsibilities. A crew of three (3) means, a crew of three (3) including the lead worker. 10 ~ ~f>,/í"1' o ~ >- IT. I::: ('. C> C) ORIGINAl -~~-_.--_.------ Final C. Unless a designated crew. supervisor is present, a lead employee is and paid lead assignment pay for the night to be sweeper D. Except in emergency situations, the City will continue the current practice of assigning work release or community service workers to employees who have voluntarily accepted the responsibility and completed any required training. E. When Maintenance Service Workers assigned lead responsibility on a considered as working at the Sewer out-of-classification assignment. in the sewer division are two-man truck, they will be Maintenance II level and paid ARTICLE XXIII - HOLIDAYS A. All eligible employees in the Blue and White Collar Units shall observe the following eight-hour holidays with pay: Martin Luther King Day President's Day Memorial Day Independence Day Labor Day Veterans Day Thanksgiving Day Day after Thanksgiving Day Christmas Day New Year's Day Three Floating Holidays, as provided below. Employees shall also receive every day designated by the City Council as special holidays in commemoration or in memorial of an extraordinary occurrence as paid holidays. B. Whenever a holiday falls be observed. Whenever previous Friday shall be on a Sunday, the following Monday a holiday falls on a Saturday, observed as a holiday. shall the C. Employees assigned to seven-day per week shift schedules shall observe the actual, not the observed holiday. D. Floatina Holidavs. 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. Floating holidays shall be utilized as follows on years that Christmas and New Years fall on: 11 'òM~?- ¿. <!, )0.. n >;: r- c> e:-. ORIGINA! - ""'----"'-' '-',-- ._._--_._~-_.__.~..._,..._----,_.- Final Saturday. Sunday. or Monday. three floating holidays will be credited to employees. Tuesday. Wednesday. or Friday. Christmas and New Years eye will be observed as full day holidays and one floating holiday will be credited each employee. Thursday. the Fridays following Christmas and New Years will be observed as full day holidays and one floating holiday will be credited each employee. Floating holidays not observed as Christmas or New Year's Eve shall be credited and available by July 1 of each year. D. Solid Waste Holidays. The Solid Waste Division will work all designated holidays, excluding New Year's Day, Thanksgiving Day, Christmas Day, July 4th and those days the landfill is closed. Employees working on the next scheduled route day following a holiday off shall be paid an additional four (4) hours of straight time for that day. Overtime compensation on those days (next scheduled route day) shall commence with the ninth hour of actual work. ARTICLE XXIV - SHIFT ASSIGNMENTS The City agrees to continue its present practice at the Public Works Department in scheduling shift assignments. If changes are made, the ci ty will meet and consult with the Union prior to making said changes. ARTICLE XXV - SHIFT DIFFERENTIAL A. A shift differential of $.75 per hour shall 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 $1.10 per hour will be paid any employee when the majority of their shift falls between 12 midnight and 7 a.m. C. Effective January 2007, shift differential shall increase to $.90 per hour 3 p.m. to midnight and $1.25 per hour midnight to 7 a.m., respectively. ARTICLE XXVI - UNIFORM ALLOWANCE All employees in the Blue Collar Unit required to wear uniforms will be furnished such uniforms at no cost to the employees. The City shall provide employees with eleven (11) uniforms during each bi- weekly uniform cleaning cycle. Except for Police Service Technicians, non-safety personnel employed in the Police Department, who are required by the Chief of Police to wear a uniform, Animal Control Officers (ACO) , and Fire Dispatchers, shall be provided with a Four Hundred Fifty Five ($455) per year '(¡M~1> ~ <!;, >- ñi y: r- Õ (:, OR!GINAI 12 Final uniform allowance. Police Service Technicians and Personnel required to wear a uniform shall receive a Seventy-One Dollar ($671) per year uniform allowance. 1, 2003, the above uniform amounts shall be modified and Eighty Dollars ($480) and Seven Hundred and Nine per year respectively. This allowance is to be paid in six months on a pro rata basis. The City shall provide the employee all required patches and chevrons. Fire Prevention six Hundred and Effective July to Four Hundred ($709) Dollars advance every at no cost to The City shall provide all employees required to wear provided through a uniform service with a choice of 100% poly blend uniforms. uniforms, cotton or The City shall pay a boot allowance of up to One Hundred dollars per calendar year for each employee required to wear Boot reimbursement will be paid upon receipt of sales slip. ($100) boots. ARTICLE XXVII - TOOL ALLOWANCE The following classifications who are employed as of January 1, and are required to provide a complement of hand tools as approved by the Public Works Director, shall be reimbursed by the City for approved tool purchases: Equipment Mechanics Fleet Service Worker II Fleet Service Worker I Up to $400.00 Up to $275.00 Up to $150.00 Effective January 2007 $425.00 $300.00 $300.00 Fleet Service Worker II shall provide two-thirds (2/3) of the full tool set as per the established tool list. Fleet Service Worker I shall provide one-third (1/3) of the full tool set to be determined by management. Tools purchased pursuant to this Section remain the property of the employee. ARTICLE XXVIII - BILINGUAL PAY Employees who have been designated by the City Manager and regularly utilize bi-lingual skills in their jOb or as a departmental translator for the City, shall receive Twenty-Five ($25.00) Dollars per pay period for such services. To be eligible, an employee must pass a test demonstrating their bilingual conversational fluency and will be subject to periodic retest. The City Manager shall designate qualifying languages and authorize the number of positions to receive bi-lingual pay based upon the needs of the City. Notwithstanding the above, all personnel shall utilize any language skills they possess to the best of their ability in handling their responsibilities. In 'òM<;:: J t "" >- - I::: I!- 13 C> ~ ORIGINAL Final case of an emergency, all employees will use whatever language skills they possess to assist to the maximum extent possible. ARTrCLE xxrx - COMPENSATORY TrME 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. ARTrCLE XXX - OVERTrME Overtime worked must receive pre-approval. All overtime compensation shall be in the form of compensatory time, unless pre-approved for cash payment. overtime compensation is credited at one and one-half times the employee's regular rate of compensation. Overtime compensation will be credited only for those hours in excess of the employee's regular scheduled workday or the 40-hours workweek. ARTrCLE xxxr - SrCK LEAVE Blue and White Collar Unit employees accrue sick leave at the rate of twel ve (12) days per calendar year, wi th a maximum accrual of one hundred twenty (120) days. An employee who has an accrued balance at the end of the calendar year, which exceeds one hundred twenty (120) days, will receive one hundred percent (100%) of his/her accruals in excess of 120 days as vacation and may convert and be paid for up to seventy-five percent (75%) of that amount of vacation. The amount to be converted must be designated by the employee no later than the following January 31, which will be paid to employee the second pay day in February. Employees receiving the above conversion will not receive any sixty (60) to one hundred twenty (120) day conversion of sick leave for that calendar year. The previously established non- conversion sick leave "bank" will no longer exist for this group. For the term of this agreement, the parties agree that individuals retiring with a service retirement shall be entitled to a premium sick leave pay-out. Specifically, individuals shall receive an additional 25% of accrued sick leave compensation at the time of retirement beyond that provided for in City Code Section 2.84.570. This payment shall not be considered gross renumeration for purposes of retirement. Except as provided below, any employee converting the service retirement to a disability retirement within five (5) years of the date of retirement shall refund this premium sick leave payment to the City. If repayment is required, a reasonable repayment schedule shall be established between the employee and the City. Exceptions to the repayment requirement may be made as follows: 14 ~ ~p.I("1 o ú "" )0.. - ..... " _ r-- C> e;, ORIGINAl .. ~--- ---~...._---_...._--_...--~--_.__._~ Final 1. No repayment shall retirement and the disability allowance. be required if an survivor's allowance employee dies is converted after to a 2. The City Manager will waive repayment in the event of a catastrophic event resulting in substantial disability from heart attack, stroke or cancer for the employee. Substantial disability is defined as a disability which would have reauired the retirement of the employee if still in active service. ARTICLE XXXII - PERSONAL NECESSITY LEAVE The City agrees to allow each employee covered by this Agreement to utilize eight (8) hours per year as Personal Necessity Leave, chargeable to Sick Leave. Such leave is designed to permit employee time off during normal working time to conduct personal business. Personal Leave shall require prior approval and shall be taken in minimum two (2) hour increments. ARTICLE XXXIII - DEFERRED COMPENSATION PLAN All probationary and regular Units of the City shall be Deferred Compensation Plan. employees in the Blue and White Collar eligible to participate in the City's ARTICLE XXXIV - PAYROLL DEDUCTIONS The Ci ty agrees to provide payroll deductions for Union dues and benefit programs at no cost to the employees or Union. ARTICLE XXXV - CLASSIFICATION REQUESTS Requests for classification consideration will be processed once a year on February 1, except those requests of an emergency nature (as determined by the Human Resources Office) may be acted upon regardless of the submission date and presented for review outside the routine schedule. The effective date of any proposed upward classification will be implemented with the budget in the year that it is approved. Normally, position reviews will be generated in one of two ways: 1. by request of the employee and/or 2. by request of the Department Head Prior to reaching any final decision, the Human Resources Office shall forward its draft findings to the employee and shall consider any comments the employee may have on the draft report. I f the recommendation of the Human Resources Office is negative, no further action shall be taken on the request. If the recommendation is positive, it shall be subject to the approval of the appropriate Civil Service Commission and City Council. 15 ~ ~AKf?, C) <!;, ">- - >-- m _ r- ) (:, "IQIGINAl , ..~~.--.._.__._. .------.---.. _....._...._._----"-~- Final The parties agree to continue negotiations on the issue of revising the City's reclassification procedure. ARTICLE XXXVI - LONGEVITY PROGRAM Unit members shall be eligible for a Longevity Pay Program as follows: 10 or more uninterrupted years of City service 2% of Base Pay. 15 or more uninterrupted years of City service 4% of Base Pay. 20 or more uninterrupted years of City service 6% of Base Pay. The amounts above are not cumulative. Employees hired after January 1, 1985, shall not be eligible for Longevity Pay. ARTICLE XXXVII - RETIREE MEDICAL Medicare Coveraae. Any employee eligible to receive retiree medical insurance coverage who is eligible for Medicare coverage whether through the City of Bakersfield, other employers, spouse/domestic partner coverage, or for any other reason, shall be required to obtain and utilize such coverage as a condition for receiving coverage under the City's plan. The Ci ty shall provide the eligible dependent (s) of any welfare benefit contribution employee prior to their death. surviving spouse/domestic partner deceased employee with the heal th that had been made on behalf of and and the Employees hired after February 22, 2006 will not participate in either of the retiree health subsidy programs set forth in this section. In lieu, the City will match up to one (1%) percent of the employee's non-mandatory contributions to their Retirement Health Savings account commencing the beginning of their sixth (6'h) year of employment. Retiree Medical EmDlovees hired after ADril 1. 1996 but before Februarv 22. 2006. Employees hired after April 1, 1996, but before February 22, 2006 will be eligible for retiree medical under the following conditions: a) participation in the City retiree medical insurance plan will be offered to those employees who retire following twenty (20) years of permanent service or retire due to disability. Such retirees will receive a premium subsidy based upon 3% per year of service up to a maximum of 30 years (90%), of the lower of the HMO or Fee-For-Service Single rate. In no case shall a retiree in this class receive more than 90% of their applicable rate structure (i.e. single without Medicare rate, single with Medicare rate, etc.) in subsidies from the City. 16 «."i>Mf1' C) <!;, )0.. - f- m _ r- 'J (:, 'ìRIGINAL . -.-. "~---" -----.-...--.,..----.------...------.- Final b) Any employee eligible to receive retiree medical insurance coverage who is eligible for Medicare coverage (Part A) whether through the City of Bakersfield, other employers, spouse coverage, or for any other reason, shall be required to obtain and utilize such coverage as a condition for receiving coverage under the City's retiree medical plan. c) Employees hired after April 1, 1996 shall not be eligible to receive the 42% Fee-For-Service plan subsidy. Retiree Medical - EmDlovees Hired Prior to ADril 1. 1996. For retired employees hired by the City prior to April 1, 1996, who retire fOllowing fifteen (15) years of permanent service or retire due to disability, eligibility for and contributions towards retiree medical insurance shall be as originally set forth in City Council Resolution #227-88 and herein set forth: . A. Retired employees enrolled under the City's health plan shall receive city contributions based on the following formula: The City shall contribute two percent (2%) of the monthly premium for Health Net (under age 65 rate) times each year of service (to the nearest half year) for single-party coverage, and one and one-half percent (1 1/2%) of monthly premium for two-party coverage for Health Net (under age 65 rate) time each year of service (to the nearest half year) for retired employees with two-party and family coverage. B. Forty-two (42%) percent of the actual premium for the "Fee for Service" Retiree Health Plan shall be paid by the City and the balance of the premium shall be calculated and paid pursuant to the formula in "A" above. C. Retired employees covered under the HMO Insurance plans shall only receive the City contributions under the formula in "A" above. Retirement Health Savinas Accounts. The lCMA Vantage Care Retiree Health Savings Account program (RHSA) has been implemented. One (1%) percent of base pay will be deducted from each employees paycheck on a pre-tax basis and deposited into their individual account effective with program implementation. The RHSA will provide for deposit of termination payouts into the employees account and additional voluntary employee contributions. These and other provisions will be as set forth in the agreement between the City and ICMA. The City assumes no liability for adverse tax rulings by the IRS relative to this program. 17 ~ ~M,,?> o <!;, )0.. - I- m _ r- o (:, ORIr,INÞI Final ARTICLE XXXVIII - TRAINING STEP A Training ("T") Step exists for the following classifications: Clerk Typist I Trades Assistant Facility Worker Fleet Service Worker I Service Maintenance Worker Maintainer CGCC This step shall be ten percent (10%) below Step "1". Newly hired employees shall be hired at the "T" Step whenever, in the opinion of the City, the hiree is not fully prepared to function in their classification until a training period has been completed. Employees shall be advanced to Step "1" by the end of six (6) months of continuous service. Time spent in the "T" Step shall count towards satisfying the probationary period. ARTICLE XXXIX - DRUG TESTING Introduction. The goal and intent of this program is the rehabilitation and assisting of first-time offenders with drug problems. However, action taken against an employee shall be determined by individual circumstances of each case and disciplinary action, up to and including termination, is possible. Authoritv for Testina. Only an employee's Department Head or his/her designee, acting in the absence of the Department Head, may order a drug test. Conditions Allowina for Testina. Employees may be subjected to drug testing if the City has a reasonable suspicion that the employee is using: 1) illegal drugs, 2) prescription drugs without or contrary to a prescription, or 3) being under the influence of alcohol during working hours. Reasonable suspicion shall mean one or more of the following exists as determined by the Department Head or his/her designee: 1. Having more evidence for than against. 2. An apparent state of facts a reasonable person to drugs/narcotics. and/or circumstances which would lead believe an individual was using 3. A reasonable grounds for belief in the existence of facts or circumstances warranting an order to submit to a drug test. Testina Procedure. the City to: Detailed testing procedures shall be 18 developed by ~ ~þ..K"1' o c.P )0.. ~ ..... m _ r- 'J (:, '1RIGINAL ._~ .._".._-~. --"'.._~.."._"'---_. Final 1. Positively identify employees prior to testing. 2. Provide for employee privacy and security of samples. 3. Establish if an employee is taking any drugs legitimately under medical supervision. 4. Develop a two-step test. Both urine and blood samples shall be drawn unless the employee waives his/her right to the blood sample. Any specimen testing positive in the urinalysis shall be subject to confirmation by blood test unless waived. No notification shall be given of initial positive tests until the confirmation blood test has been completed and is positive. At the time the samples are drawn, a second set of samples shall be taken and sealed. Should the original blood test show positive, the second sealed set of samples shall be retained for six (6) months to allow for further testing in the event of a dispute. Testina Aaent. The laboratory selected to conduct the analysis must be experienced and capable of quality control, documentation, chain of custody, technical expertise and demonstrated proficiency. ARTICLE XL - COURT CALL BACK Unit employees in the Police Department shall receive three (3) hours compensation at the appropriate rate called back for court appearances. a minimum of of pay when ARTICLE XLI - VACATION vacation accrual shall be as follows: Years ~ 0-4 5-13 14+ 10 15 20 Maximum vacation accrual shall be three (3) Between 5 to 10 years of service, the maximum be increased to three (3) years and three (3) years of service, the maximum accrual shall be years and nine (9) days. years annual accrual. vacation accrual shall days. After ten (10) increased to three (3) ARTICLE XLII - CERTIFICATION PAY A. When the City requires an employee as a condition of employment or request the employee to voluntarily obtain and/or maintain a State or National certification, the City shall reimburse the employee for any cost of obtaining and/or renewing the certification. 19 ~ ~Mf~ C) <!;, )0.. _ f- m - r- 'J (:, f')!:¡IGINAl Final B. The City shall reimburse employees for any cost of obtaining and/or renewing a City required driver's license, above the cost of a class 'C" license. C. Employees who have been designated by their department head and regularly use specialized skills for which a state or national certification is required in their job, shall receive annual certification pay, to be paid in the last pay period of December of every year, for such services. To be eligible, an employee must pass the test given by the certifying agency, obtain required continuing education units and keep certification current. The certification pay will only be paid if an employee maintains the certification for an entire calendar year. The certification must not be a requirement listed in the job specification in order to obtain the job. The recognized certifications are: California State Water Resources Control Board Grade III (Waste Water) $1,500 Certified Backflow Prevention Assembly Tester (Parks) $1,500 Pest Control Advisor License (Parks) $1,000 Combination of D.O.T. Hydrotester and State Fire Marshal Fire Extinguisher (Fire) $1,000 $500 $500 $500 $1,000 $1,000 $500 Qualified Applicator License (Parks) Certified Arborist (Parks) Certified Pool/Spa Operator (Recreation) Bar 97 Advanced Smog Certification Certified Latent Print Examiner Notary Public License Automotive Service Excellence (ASE) certificates (Equipment Maintenance) $ 100 per certificate* *Maximum Fleet Service worker I Fleet Service Worker II Fleet Mechanic (All) Automotive Parts Specialist $ 400 $ 600 $ 1,000 $ 200 20 «. 'OM,,?> o ó' )0.. ~ f- rn - r- o (:, 0RIGINAI Final Effective December 2006, the following certificate pays will become effective: · Waste Water Mechanic - Plant Maintenance Mechanical Technologist $100 Grade I, $200 Grade II per year, non-accumulative. · Building Inspectors, Code Enforcement and Building Staff - $100. each per year for City approved certification, up to a maximum of 5 . · Crane Operator Certificate - $500.00 per year. . Traffic Signal Technician International Municipal Signal Association Certification $100 Grade I, $200 Grade II, $300 Grade III, non-accumulative, per year. . Signing and Striping Certificates - $100 Grade I, $200 Grade II, $300 Grade III, non-accumulative per year. ARTICLE XLIII - JURY DUTY The City shall provide for paid leave, when an employee is subpoenaed to Jury Duty and/or to appear as a witness in court in Kern County on matters of civic concern. Examples of matters of civic concern would include criminal matters, accidents, etc. ARTICLE XLIV - IRS 125 PROGRAM The City has implemented the IRS 125 Program for payment of medical insurance premiums, childcare and unreimbursed expense. Employees may voluntarily participate in the childcare and unreimbursed medical portions of the program. ARTICLE XLV - RESIDENCY REQUIREMENT The residency requirement for Unit employees shall require that employees maintain residency within forty-five (45) minutes normal driving time from City Hall. Normal driving time shall be defined as driving the most direct route at the posted speed limit. ARTICLE XLVI - PAYROLL CHANGES A. The City shall maintain in effect the voluntarily direct deposit program for unit employees with the following provisions: 1. Require all regular employees hired on or after January 1, 1994 to participate in direct deposit. participation shall be voluntary for employees prior to January 1, 1994. 2. Eliminate payoff checks for sick leave converted with all such payoffs being added to the regular 21 to vacation paycheck. 'òM,,1' J U' '" )0.. - I- fT¡ _ r- C> t) ORIGINAl Final 3. Limit employees to changing financial institutions once annually when participating in direct deposit. 4. Employees are responsible for investigating errors in direct deposit with their bank. 5. City will give notice to the Union should it wish to change any of the paycheck release times currently in effect. 6. The City will give reasonable advance notice if it will be unable to provide direct deposit for a given pay period. B. All payroll changes shall become effective at the start of the nearest payroll period. C. There will be no early release of vacation checks. ARTICLE XLVII - AGENCY SHOP Each employee in the Blue Collar Bargaining Unit and new employees in the White Collar Unit hired after the adoption of the 1994 Memorandum of Understanding shall either 1) become a member of the Union to the extent of tendering the periodic dues uniformly required for membership, or 2) pay to the Union a periodic representational fee. Such representational fee shall be in an amount uniformly established by the Union's Board of Directors, but in no event shall such representational fee exceed ninety-five percent (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 Section 3502.5. The requirement for Blue Collar Bargaining members was implemented following a secret ballot election of Bargaining Unit employees which was held on February 28, 1989. requirement for White Collar Bargaining Unit members hired after adoption of the 1994 Memorandum of Understanding was negotiated adopted with the 1994 Memorandum of Understanding. Code Unit the The the and The Union agrees to adhere to all statutory and judicial requirements relating to Agency Shop. Specifically: Service Fee A. 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 ~ 'ÔMi"-ý o ~ >- - 22 ~ ~ <.J (:, ()RIGINAl "~. ._ ..._..~ ,_~_~__,__,,_.",_·__"~··.···ft·,·_,___·.>,_Hm_.'··._ Final operating statement certified as to accuracy by CCAPE's Board and a Certified Public Accountant. B. 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 ComD1aint Procedure A. This Complaint Procedure shall be utilized solely to resolve disputes arising out of the deduction of a Service Fee by the City pursuant to a negotiated agreement. 1. Issues subject to this Complaint Procedure shall be limited to the following: a. That a portion of the Service Fee deduction is being utilized for non-representational activities. b. That the non-member is a member of a bona fide religion, body or sect which has historically held conscientious objections to JOlning or financially supporting public employee organizations. 1. 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 2 . City agrees to deduct designated on behalf charitable organizations and to remit fees so of one of the above to said organization. . B. Any non-member who objects to the deduction of the Service Fee by the Union shall file a complaint with the Central California Association of Public Employees. 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. 1. An employee who objects to the deduction of the Service Fee shall forward his/her written complaint to the Union within forty-five (45) calendar days after the fee is initially deducted. 23 ~ ~AKê?, C) <!;, )0.. _ f- m _ r- C> (:, ORIGINAL Pinal 2. 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. C. Informal Mediation. Notwithstanding Step B, Subsection 2, above; either the Union or the complainant may request the services of a State Conciliation Service Mediator in a preliminary effort to resolve the dispute prior to arbitration. The Mediator shall be utilized in an advisory capacity only. Following such non- binding informal advisory mediation, if either complainant or Union is dissatisfied either party may request arbitration. D. Selection of Arbitrator. The Arbitrator shall be selected by mutual agreement between the union and the complainant. 1. Date for ComDlaint Hearina. 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. E. 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. F. 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 XLVIII - SEVERABILITY It is understood and agreed that this Memorandum of understanding is subject to all present and future applicable Federal and State laws and regulations and the provisions hereof shall be effective and implemented only to the extent permitted by such laws or regulations. If any part of this Memorandum of Understanding is in conflict or inconsistent with such applicable provisions of Federal and State laws or regulations, or otherwise held to be invalid or unenforceable by any tribunal of competent jurisdiction, such part or provisions shall be suspended and superseded by such applicable laws and regulations and the remainder of this Memorandum of understanding shall not be affected thereby and shall remain in full force and effect. The City and Union agree to meet and confer in an attempt to replace and/or adjust for any suspended or superseded provisions. ~~Kf?, .~ <!;, ~ m _ r- 24 , ')RIr,INAE' '--' --------,- --~,--_._--,------,-_._---_._.._--~----,_._-~-~-~-------- Final THXS MEMORANDUM OF UNDERSTANDXNG entered into and signed this 22 day of February 2006. FOR THE CENTRAL CALXFORNXA ASSOCXATXON OF PUBLXC EMPLOYEES v FOR THE CXTY OF BAKERSFXELD ~;L~ u v' Barnes ~~Æ IV ~~derwood Sandra J~ /~ - ,1 '(/(.1 / Alan Christ- j¡ 25 «. ~M,,'Ý o ú· )0.. :1 f- n _ r- Ù (:, (\DIIO'f\lAI .... '" æ I-< 0( 0( 0( 0( 0( 0( 0( 0( 0( 0( 0( 0( 0( 0( 0( 0( 0( 0( 0( 0( 0( 0( 0( 0( 0 "' 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 '" '" () () () ... '" 0 () '" () '" () .... .... "' '" .... ID .., .., 0 .... .... () oo oo .... oo 0 .... .... '" '" '" () "' "' .... "' '" oo ID .., ... ID .... .., .., "' I-< '" .., "' .... .... "' .... .., ... .., "' ... .., "' '" '" '" '" .... .... .... '" '" '" '" '" '" .... '" '" .., .., '" ... 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 '" ID '" '" '" '" '" ID "' .., ... () '" "' "' .... '" .... .... 0 0 .... ... .... '" "' .... oo "' .... .... .... "' '" .... .... .... .... ... '" .... ID "' .... .... "' ... .... .... ... I-< '" '" "' ID ID ... ID '" .., '" ... .., '" ... 0 0 .... '" .... .... .... '" '" '" '" '" '" .... 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