HomeMy WebLinkAboutRES NO 079-13RESOLUTION NO.-079-13
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 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 this City's Blue and White Collar unit;
and
WHEREAS, the City's negotiator and S.E.I.U. have agreed to a Memorandum of
Understanding, as attached hereto; and
WHEREAS, the Council has determined that such Memorandum of
Understanding complies with the guidelines established by the City Council; and
WHEREAS, the Council has determined that provisions of the attached
Memorandum of Understanding shall commence on January 1, 2013, and expire at
midnight on December 31, 2014, for all employees of said Unit employed on the date of
adoption of this Resolution.
NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Bakersfield
that commencing June 26, 2013, the attached document entitled "Memorandum of
Understanding between the Service Employees International Union (S.E.I.U.) and City
of Bakersfield" shall constitute the salary schedule and related benefits for the
categories and positions specified therein on the date of adoption of this Resolution,
and that the whole of said attachment is hereby incorporated and approved as the
Memorandum of Understanding between the City of Bakersfield and Service Employees
International Union (S.E.I.U.) unit for the period beginning January 1, 2013, and expiring
at midnight, December 31, 2014.
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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
JUN Z 6 2013 , by the following vote:
AYES -
S:
AB IN:
ABS
RA V-- V., ✓
C0UNCILMEMBER, RIV , MAXWELL✓ , WEIR, I, SULLIVAN, JOHNSON
CITY CLERK and EX OFFICI LERK of
the Council of the City of Bakersfield
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JUN 2 6 2013
HARVEY L. HALL
MAYOR of the City of Bakersfield
APPROVE� as to form:
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VlFkGlNa A. GEMNARO
CITY ATTORNEY of the City of Bakersfield
Attachments
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MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF BAKERSFIELD AND
SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 521
The duly authorized representatives of the City of Bakersfield, herein
after referred to as "the City" and the Service Employees
International Union, Local 521 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 1 - 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 2 - RECOGNITION
Section 1. Pursuant to the provisions of the City Employer- Employee
Relations Ordinance, Supplemental Rules and Regulations and applicable
State law, the Service Employees International Union, 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 the Union from appearing in
his /her own behalf in his /her employment relations with the City.
ARTICLE 3 - TERM OF AGREEMENT
The City and the Union agree that the term of this Agreement shall
commence on January 1, 2013, and expire at 12:00 midnight on December
31, 2014.
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ARTICLE 4 - 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 December 31, 2014. 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 5 - 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 6 - REPRESENTATION - UNION OFFICERS
Section 1. The City and the
Representatives will be allowed
time for the purpose of meeting
loss of pay or any benefits.
Union agree that
to meet with City
and conferring in
Section 2. The Union agrees to
Manager with a list of the Union
their job classification, who are
good faith.
Section 3. The
be given access
Union grievance
Such visits are
Union Officers and
Management on City
good faith without
provide the City Human Resources
Officers and Representatives with
authorized to meet and confer in
City agrees that authorized Union staff members shall
to work locations during working hours to conduct
investigations and /or observe working conditions.
to be made in accordance with the procedures outlined AKF9
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in the applicable sections of the City of Bakersfield Employer -
Employee Relations Ordinance, Supplemental Rules and Regulations.
Section
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4. The City agrees to allow authorized Union representatives
in City facilities before and after working hours in order to
facts regarding benefit programs.
ARTICLE 7 - 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 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.
Section 4. Union Stewards may be elected to serve as an Officer or
Director of the Board of Directors for the Union. The members can
also be elected to serve as an Advisory Board Member of the Union,
which acts as a bridge between the Board of Directors and the Members.
The City shall allow these members to have release time for these
special union activities. In addition, periodically Union Stewards
are called upon to serve the Union for the benefit of members. In
these times, the City shall also allow these members to have release
time for these special union activities. No more than two (2)
employees, two (2) days of release time each shall be allowed per
month with an annual accumulative total of fifteen (15) days. Normal
time off approval request procedures apply. If used, the City of
Bakersfield shall invoice the Union for the hourly cost of employees
plus the cost of benefits for the day(s) used.
ARTICLE 8 - 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
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ARTICLE 9 - 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 10 - MAINTENANCE OF MEMBERSHIP
Section 1. Any employee covered by this agreement who is a Union
member, or becomes a Union member, shall continue to pay to the Union
those dues or fees regularly charged members of the Union in good
standing for the life of this agreement. Any new employee covered by
this Agreement who voluntarily joins the Union, shall be subject to
the same terms of continued membership as employees above.
Section 2. Every employee who is a member of the Union shall have the
right to withdraw from membership during the last thirty (30) days of
this Agreement. An employee who has properly withdrawn membership as
provided herein shall be subject to the provisions of Article 48
Agency Shop.
ARTICLE 11 - RIGHT TO REPRESENTATION
The City shall advise the employee of his /her right to be represented
by the Union or other representation of his /her choosing at any
meeting in which disciplinary action is to be imposed or at which
disciplinary action might reasonably be expected (by the employee) to
be imposed. Disciplinary investigations are included in this section.
If the employee elects to have representation present, and none is
immediately available, the meeting will be postponed for up to twenty -
four (24) hours not including Saturdays, Sundays, or holidays, in
order to permit the employee to obtain representation.
There is no right to representation during meetings where the employee
is not suspected of wrongdoing. For example, such meetings include,
but are not limited to, work related instruction, questions,
performance evaluations, etc. If the City advises the employee that a
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meeting does not involve potential discipline there is no right to
representation.
ARTICLE 12 — PROCESSING OF FORMAL GRIEVANCES
Section 1. The Union agrees that whenever investigations or
processing of a grievance is to be transacted during working hours,
only the amount of time necessary to bring about a prompt disposition
of the matter will be utilized.
Section 2. Stewards will be permitted reasonable time off with pay
for the investigation and processing of grievances. Stewards, when
leaving their work locations to transact such investigations or
processing, shall first obtain permission from the Department Head or
his /her designees and inform him /her of the nature of the business.
Permission to leave will be granted promptly unless such absence would
cause an undue interruption of work.
Section 3. Upon entering a work location, the Steward shall inform
the cognizant Department Head and Supervisor of the nature of his /her
business. Permission to leave the job, but not the location, will be
granted promptly to the employee unless such absence would cause undue
interruption of work. If the employee cannot be made available the
Steward will be immediately informed when the employee will be made
available.
Section 4. The parties agree that all formal grievances will be
processed in accordance with the City's grievance procedure. The
parties also agree that any grievance over the interpretation of the
terms and conditions of this Agreement may be submitted through the
grievance procedure for resolution.
Section 5. The City agrees to alter its formal grievance procedure as
follows: Grievances which are not settled pursuant to the grievance
procedure at the City Manager's level shall be further considered in
the following manner: Upon written response from the City Manager,
the affected employee shall have the option of a third party advisory
review.
Such advisory review shall be conducted as follows:
A. 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.
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.
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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.
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, add
to or subtract from any of the terms of this Memorandum. The
opinion of the third party shall be based solely upon the
evidence and arguments given by the respective parties in the
presence of each other.
E. Either party may be represented by legal counsel.
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 13 — 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 14 — PERS PICK —UP
At the beginning of the employee's sixth (6th) cumulative 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. Effective 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) cumulative years of service. The City will pay the full
portion of the contribution at the beginning of the employee's sixth
(6th) cumulative 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�A4�p
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Government Code Section 20615. This PERS pick -up is done in
accordance with Section 414H (2) of the Internal Revenue Code.
This article is not applicable to employees hired after January 1,
2013, that are not deemed "classic" members, as a result of the
Public Employees' Pension Reform Act of 2013 (PEPRA).
ARTICLE 15 - COMPENSATION
For all classifications covered under the terms of this Agreement and
for regular employees actively employed at the adoption of this MOU by
the City Council there will be a salary increase of two percent (2%)
effective July 1, 2013. The Fire Dispatcher classification shall
receive an additional market equity adjustment of two percent (2 %)for
a total of 4 %effective July 1, 2013.
ARTICLE 16 - STAND -BY PAY
The City and the Union agree that when an employee is designated by
management to be 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 Controlled
stand -by or faction thereof. Such pay shall be in addition to any
call -back compensation. To the extent feasible, the parties agree that
controlled stand -by shall be assigned on an equitable basis to all
eligible employees possessing the requisite skills.
Controlled Standby
Standby time is controlled where the City of Bakersfield requires an
employee during a specific time period to be within (45) minutes
driving time from the City limits to the work place or location where
the employee is to report. The rate of pay for controlled standby time
is the ($40) dollars per eight (8) hour shift. An employee on
controlled standby time is expected to:
A. Be ready to respond immediately to calls for service.
B. Be accessible by telephone, pager or City radio.
C. Remain a reasonable distance, within (45) minutes driving time
from the City.
D. Refrain from activities that may impair the ability of the
employee to perform the assigned duties.
Uncontrolled Standby
Uncontrolled standby time is uncontrolled where the employee leaves
the workplace and is required merely to inform his /her Supervisor 1) of F
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his /her designee of where /how the employee may be contacted, but the
employee's activities are not restricted.
ARTICLE 17 - CALL -BACK
Section 1. An employee who is directed to return to work to perform
additional services after completion of his regular work period shall
be authorized a minimum of two hours of work.
Section 2. 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).
Section 3. 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.
Section
4. 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 (six
minutes) .
Section 5. 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.
Section 6. The City will discuss appropriate circumstances for phone
calls at home with Supervisory personnel.
ARTICLE 18 - RETIREMENT
Section 1.
Tier One: For miscellaneous employees hired on or before, December 20,
2008, the City shall maintain a contract with CalPERS for the
provision of a 30 @ 60 (highest 12 months) retirement benefit formula.
Section 2.
Tier Two: For "classic" CalPERS members hired on or after December 20,
2008, the City shall maintain a contract with CalPERS for the
provision of a 2.7% @ 55 (average of the highest 36 months of service)
retirement benefit formula pursuant to CalPERS requirements.
Section 3.
Tier Three: For employees hired on
classified as "new" members of CalPERS
Pension Reform Act (PEPRA) , the City
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or after January 1, 2013 and
as defined by Public Employees
shall maintain a contract wO�ipYKF9�
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CalPERS for the provision of a 20 @ 62 (highest 36 months) retirement
benefit formula. Also pursuant to PEPRA, these employees are
responsible for paying one -half of the normal cost of this retirement
plan.
Section 4.
These plans include the Military Service Credit option and the Option
2 Death benefit.
ARTICLE 19 - 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 20 - CITY INSURANCE CONTRIBUTION
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 HMO Dental Fee Dental Dental HMO
Fee Health HMO Health HMO Health Fee Health Employee
Vision Vision Vision Vision Contribution
Employee 80% 80% 80% 80% 20%
Only
Employee 80% 80% 80% 80% 20%
+l
Family 80% 80% 80% 80% 20%
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 31st 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.
The 80o /20o premium split shall remain in effect unless an alternative
agreement has been reached. Any changes to the health plans shall
follow the existing process noted in this Article, whereby the City
will meet with the Insurance Committee.
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Life Insurance. The City
$30,000.
Insurance
conditions.
Employees have
beyond $30,000
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currently provides for Life Insurance of
the option of buying additional Life
at their expense, subject to carrier
Disability 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 21 — 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. The Union
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.
Section 7. Classifications, designated by Risk Management or mandated
by regulation, shall be provided with hepatitis vaccinations.
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Section 8.
Light Duty.
When due to injury
the injury or illness is work
perform his /her usual duties,
capacity based on the following
related and
the employee
conditions:
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or illness, whether or not
the employee is unable to
may work in a light -duty
A. An employee may work light duty only upon approval of the
Department Head upon the recommendation 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.
B. 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.
C. 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.
D. An employee shall accept light duty assignments, if offered, if
his /her illness /injury is job related.
E. An employee denied a requested light duty assignment will be
provided a written explanation, if requested.
F. 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. Safety Committee. The Union will be allowed to appoint
one member from each bargaining unit to serve on the City's Safety
Committee.
ARTICLE 22 — 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 gb`99
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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 23 - PREMIUM COMPENSATION
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.
Section 1. Acting Appointment- The City and the Union agree that
Department Heads, with the approval of the City Manager, may assign
the full range of duties and responsibilities of a vacant position to
a qualified regular employee for a period of time not to exceed six
months. Such appointment in excess of six months may be made with the
approval of the appropriate civil service board. The compensation for
the action appointment shall be within the salary range of the class
so assigned with a minimum of 50.
Section 2. Temporary Assignment- The City and the Union agree that
assigning an employee to perform the duties of a higher class will
occur only to meet work requirements within 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 base
rate.
The following table outlines the premium rate per grade temporarily
assigned above permanent assignment.
If percentage difference between classifications is:
Range ( % )
Premium rate ( o )
6 -19
5
20 -29
10
30 -39
17
40 -49
25
50 -59
34
60 -69
43
The range percentage is the difference between an employee's regular
grade at step 1 compared to the higher grade at step 1. Department
Head approval will be required if range percentage is 70o and above.
The premium rate column is equivalent to an employee at step 4 of
their current grade receiving step 2 of the higher grade.
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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 Collar or White Collar employee is assigned
responsibility over any work release or community service
workers.
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.
C. Unless a supervisor is present, a lead employee is to be
designated and paid lead assignment pay for the night sweeper
crew.
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 Service Maintenance Workers in the Sewer Division are
assigned lead responsibility on a two - person truck, they will be
considered as working at the Sewer Maintenance II level and paid
out -of- classification assignment.
ARTICLE 24 - HOLIDAYS
Section 1. 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.
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Section 2. Whenever a holiday falls on a Sunday, the following Monday
shall be observed. Whenever a holiday falls on a Saturday, the
previous Friday shall be observed as a holiday.
Section 3. Employees assigned to seven -day per week shift schedules
shall observe the actual, not the observed holiday. Those days are
Independence Day, Veterans Day, Christmas Day and New Years Day.
Section 4. Floating Holidays - Each employee in the Blue and White
Collar Unit, who is employed by the City when a floating holiday is
credited, shall be eligible for that floating holiday. Floating
holiday(s) must have prior departmental approval and shall be
consistent with the efficient operation of the affected department and
its activities.
A. Floating holidays shall be utilized as follows on years that
Christmas and New Years fall on:
1. Saturday, Sunday, or Monday, three floating holidays will be
credited to employees.
2. Tuesday, Wednesday, or Friday, Christmas and New Years Eve
will be observed as full day holidays and one floating
holiday will be credited each employee.
3. Thursday, the Fridays following Christmas and New Years will
be observed as full day holidays and one floating holiday
will be credited each employee.
4. Floating holidays not observed as Christmas or New Year's
Eve shall be credited and available by July 1 of each year.
Section 5. Solid Waste Holidays - The Solid Waste Division has two
types of field operations which normally work either a five day or
four day work week:
A. Refuse Collection Yard Operations:
Employees on a five day work week schedule may also be required
to work designated holidays which fall within their normal work
schedule, excluding New Year's Day, July 4th, Thanksgiving Day,
Christmas Day, and those days the disposal facility is closed.
Employees actually working any of the designated holidays will
receive time and one half pay for the hours worked that day, in
addition to the eight hour holiday pay.
For the purpose of completing the weekly refuse collection cycle
after a holiday which closes operation, employees may also be
required to work the Saturday after the holiday and will receive
time and one half pay for the hours worked that day.
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B. Recycling Facilities Operations:
Employees on a four day work week schedule may also be required
to work designated holidays which fall within their normal work
schedule, excluding New Years Day, July 4th, Thanksgiving Day,
and Christmas Day. Employees actually working any of the
designated holidays will receive time and one half pay for the
hours worked that day, in addition to the eight hour holiday pay.
Section 6. During the time of any leave of absence without pay
employees will not be eligible for Holiday Pay.
ARTICLE 25 - 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.
The City and Union agree that to meet the needs of the Police
Department the following factors shall be considered in making
assignments for employees in the Police Service Technician
classification:
Special skills
Experience
Seniority
Accommodation of education schedules
Other factors, as determined by the Chief of Police
The City and Union specifically acknowledge the need to balance
experience and inexperienced Police Service Technicians on all shifts.
Appointments shall be made at the sole discretion of the Department.
ARTICLE 26 - SHIFT DIFFERENTIAL
Section 1. A shift differential of $.90 per hour shall be paid any
employee when the majority of their shift falls between the hours of 3
p.m. and 12 midnight.
Section 2. A shift differential of $1.25 per hour will be paid any
employee when the majority of their shift falls between 12 midnight
and 7 a. m.
ARTICLE 27 - UNIFORM /FOOTWEAR ALLOWANCE
Section 1. Uniform Allowance - All employees in the Blue
required to wear uniforms will be furnished such uniforms
to the employees. The City shall provide employees with
uniforms during each bi- weekly uniform cleaning cycle.
]5
Collar Unit
at no cost
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A. Except for Police Service Technicians, non - safety personnel
employed in the Police Department, who are required by the Chief
of Police to wear a uniform, and Fire Dispatchers, shall be
provided with a Five hundred eighty dollars ($580) per year
uniform allowance. Animal Control Officers (ACO), Police Service
Technicians (PST) and Fire Prevention Personnel required to wear
a uniform shall receive a Eight hundred fifty dollars ($850) per
year uniform allowance. This allowance is to be paid on a bi-
weekly basis to meet CalPERS requirements. The City shall provide
at no cost to the employee all required patches and chevrons.
B. The City shall provide all employees required to wear uniforms,
provided through a uniform service with a choice of 100% cotton
or poly blend uniforms.
Section 2. Safety Footwear Allowance - The City shall provide a
safety footwear reimbursement of up to One hundred twenty five dollars
($125) annually, for a maximum of two (2) pairs of Department Head (or
designee) approved safety footwear per calendar year. Reimbursement
will be approved with the original receipt for those specific
classifications listed with Human Resources.
The City and the Union both reserve the right to make changes to add
or delete classifications from the list upon mutual agreement.
During the time of any leave of absence without pay employees will not
be eligible for uniform or footwear allowance.
ARTICLE 28 - TOOL ALLOWANCE
Employees in the following
January 1, and are required
approved by the Public Works
for approved tool purchases:
Equipment Mechanics
Fleet Service Worker II
Fleet Service Worker I
classifications who are employed as of
to provide a complement of hand tools as
Director, shall be reimbursed by the City
Up to $425.00
Up to $300.00
Up to $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 29 - BILINGUAL PAY
Employees who have been designated by the City Manager and regularly
utilize bilingual skills in their job or as a departmental translator
for the City, shall receive Thirty -five dollars ($35) bi- weekly F9
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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
the number of positions to receivE
of the City. Notwithstanding the
any language skills they possess
handling their responsibilities
compensation.
qualifying languages and authorize
bilingual pay based upon the needs
above, all personnel shall utilize
to the best of their ability in
on a non - regular basis without
During the time of any leave of absence without pay employees will not
be eligible for bilingual pay.
ARTICLE 30 - COMPENSATORY TIME
The accumulation of compensatory time shall not exceed eighty (80)
hours. Any compensatory time in excess of eighty (80) hours shall be
automatically paid if management is unable to schedule the time off.
The use of comp time shall be scheduled through mutual agreement
between the employee and management. Management may establish the
time off for comp time in excess of forty (40) hours where mutual
agreement cannot be reached. Employees retain the right to cash
payment for any comp time on the books, subject to budgetary
restraints.
ARTICLE 31 - OVERTIME
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.
ARTICLE 32 - SICK LEAVE
Blue and White Collar Unit employees accrue sick leave at the rate of
twelve (12) days per calendar year, with a maximum accrual of one
hundred twenty (120) days. An employee who has an accrued balance at
the end of the calendar year, which exceeds one hundred twenty (120)
days, will receive one hundred percent (1000) of his /her accruals in
excess of 120 days as vacation and may convert and be paid for up to
seventy -five percent (750) 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.
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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 Municipal Code Section 2.84.570. This
payment shall not be considered gross remuneration 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:
A. No repayment shall be required if an employee dies after
retirement and the survivor's allowance is converted to a
disability allowance.
B. 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 required
the retirement of the employee if still in active service.
ARTICLE 33 - 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 34 - DEFERRED COMPENSATION PLAN
All probationary and regular employees in the Blue and White Collar
Units of the City shall be eligible to participate in the City's
Deferred Compensation Plan.
ARTICLE 35 - PAYROLL DEDUCTIONS
The City agrees to provide payroll deductions for Union dues and
benefit programs at no cost to the employees or Union.
ARTICLE 36 - CLASSIFICATION REQUESTS
Requests for classification consideration will
year on February 1st, except those requests of an
determined by the Human Resources Office) may be
of the submission date and presented for review
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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:
A. By request of the employee and /or
B. By request of the Department Head
Prior to reaching any final decision, the Human Resources Office
shall forward its draft findings to the employee and shall consider
any comments the employee may have on the draft report. If the
recommendation of the Human Resources Office is negative, no further
action shall be taken on the request. If the recommendation is
positive, it shall be subject to the approval of the appropriate Civil
Service Commission and City Council.
The parties agree to continue negotiations on the issue of revising
the City's reclassification procedure.
ARTICLE 37 - LONGEVITY PROGRAM
Unit members shall be eligible for a Longevity Pay Program as follows:
10 or more uninterrupted years of City service 20 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 38 - RETIREE MEDICAL
Section 1. Medicare Coverage - 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.
Section
partner
health
of the
2. The City shall provide the surviving spouse /domestic
and eligible dependent(s) of any deceased employee with the
and welfare benefit contribution that had been made on behalf
employee prior to their death.
Section 3. 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 mandatory contributions to their Retirement Hee % -7,W,
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Savings account commencing the beginning of their sixth ( 6th) year of
employment.
Section 4. White Collar employees have elected a mandatory
contribution to place 50% of their eligible sick leave and vacation
payout into their RHS (Retirement Health Savings) plan. And be paid
out the other 50 %.
Blue Collar employees have elected not to participate in this plan
option.
Section 5. Retiree Medical - 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 regular service or retire due to disability. Such retirees
will receive a premium subsidy based upon 3% per year of service,
to the nearest quarter year, up to a maximum of 30 years (90 %),
of the lower of the HMO or Fee - For - Service Single rate. In no
case shall a retiree in this class receive more than 90% of their
applicable rate structure (i.e. single without Medicare rate,
single with Medicare rate, etc.) in subsidies from the City.
B. Any employee eligible to receive retiree
coverage who is eligible for Medicare coverac
through the City of Bakersfield, other
coverage, or for any other reason, shall be
and utilize such coverage as a condition for
under the City's retiree medical plan.
medical insurance
je ( Part A) whether
employers, spouse
required to obtain
receiving coverage
C. Employees hired after April 1, 1996 shall not be eligible to
receive the 42% Fee - For - Service plan subsidy.
Section 6. Retiree Medical - Employees hired prior to April 1, 1996
who retire following fifteen (15) years of regular 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:
Participation in the City retiree medical insurance plan will be
offered to those employees who retire following fifteen (15)
years of regular service or retire due to disability. Such
retirees will receive a premium subsidy based upon 3% per year of
service, to the nearest quarter year, 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 o99,0Ao of
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their applicable rate structure (i.e. single without Medicare
rate, single with Medicare rate, etc.) in subsidies from the
City.
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.
Section 7. Retirement Health Savings Accounts - The ICMA Vantage Care
Retiree Health Savings Account program (RHSA) has been implemented.
One (1 %) percent of base pay will be deducted from each employee's
paycheck on a pre -tax basis and deposited into their individual
account effective with program implementation.
As soon as is possible the City will amend the Retirement Health
Savings Account for the White Collar Unit to eliminate the
deposit of accrued leave payouts into the Account upon
retirement.
The City assumes no liability for adverse tax rulings by the IRS
relative to this program.
ARTICLE 39 - TRAINING STEP
A Training ( "T ") Step exists for the following classifications:
Clerk Typist I
Fleet Service Worker I
Service Maintenance Worker
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 40 - DRUG TESTING
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
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Authority for Testing - Only an employee's Department Head or his /her
designee, acting in the absence of the Department Head, may order a
drug test.
Conditions Allowing for Testing - Employees may be 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:
A. Having more evidence for than against.
B. An apparent state of facts and /or circumstances which would lead
a reasonable person to believe an individual was using
drugs /narcotics.
C. A reasonable grounds 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:
A. Positively identify employees prior to testing.
B. Provide for employee privacy and security of samples.
C. Establish if an employee is taking any drugs legitimately under
medical supervision.
D. 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.
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.
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ARTICLE 41 - COURT CALL BACK
Unit employees in the Police Department shall receive a minimum of
three (3) hours compensation at the appropriate rate of pay when
called back for court appearances.
ARTICLE 42 - VACATION
Vacation accrual shall be as follows:
Years
Days
0 -4
10
5 -13
15
14+
20
Maximum vacation accrual shall be three (3) years annual accrual.
Between 5 to 10 years of service, the maximum vacation accrual shall
be increased to three (3) years and three (3) days. After ten (10)
years of service, the maximum accrual shall be increased to three (3)
years and nine (9) days.
ARTICLE 43 - 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.
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:
DOT Tester Certification $1,000
California State Water Resources
Control Board Grade III (Waste Water) $1,500
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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
Qualified Applicator License (Parks) $500
Certified Arborist (Parks) $500
Certified Pool /Spa Operator (Recreation) $500
Bar 97 Advanced Smog Certification $1,000
Certified Latent Print Examiner $1,000
Notary Public License $500
Crane Operator Certificate $500
Automotive Service Excellence (ASE)
certificates (Equipment Maintenance) $ 100 per
certificate*
*Maximum Fleet Service Worker I $ 400
Fleet Service Worker II $ 600
Fleet Mechanic (All) $ 1,000
Automotive Parts Specialist $ 200
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 certificates.
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.
City or Union may request additional and /or modifications to
certification pay during the term of the agreement, which will be
implemented upon mutual agreement.
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ARTICLE 44 - 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 45 - IRS 125 PROGRAM
The City has implemented the IRS 125 Program for payment of medical
insurance premiums, childcare and un- reimbursed expense. Employees
may voluntarily participate in the childcare and un- reimbursed medical
portions of the program.
ARTICLE 46 - 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 47 - 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 to vacation
with all such payoffs being added to the regular paycheck.
3. Limit employees to changing financial institutions once
annually when participating in direct deposit.
4. Employees are responsible for investigating errors in direct
deposit with their bank.
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.
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ARTICLE 48 - 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 Code
Section 3502.5. The requirement for Blue Collar Bargaining Unit
members was implemented following a secret ballot election of the
Bargaining Unit employees which was held on February 28, 1989. The
requirement for White Collar Bargaining Unit members hired after the
adoption of the 1994 Memorandum of Understanding was negotiated and
adopted with the 1994 Memorandum of Understanding.
The Union agrees to adhere to all statutory and judicial requirements
relating to Agency Shop. Specifically:
Service Fee
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
operating statement certified as to accuracy by SEIU's Board and
a Certified Public Accountant.
B. Union further agrees to hold such disputed fees in their entirety
in an Escrow account pending resolution of the dispute pursuant
to the Service Fee Complaint procedure.
Service Fee Complaint 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:
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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 joining or financially
supporting public employee organizations.
1. In the event that
this procedure that
a religion or bod}
may designate a
taxation under
Subsection 3 of th
from the following:
it is determined pursuant to
such non - member is a member of
pursuant to this Section, he
charitable fund exempt from
Section 501, Paragraph C,
e Internal Revenue Code chosen
Any United Way Charity
2. City agrees to deduct and to remit fees so
designated on behalf of one of the above
charitable organizations 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 Service Employees
International Union. 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.
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 State 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.
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1. Date for Complaint Hearing - The Union shall contact the
selected Arbitrator within ten (10) calendar days from the
date of the completion of the Mediation Process, or in the
event that Mediation is not utilized, within ten (10)
working days of receipt of the complaint. Upon confirmation
by the Arbitrator, the Union will forthwith contact the
complainant by Certified Mail indicating the date, time and
place of the Complaint Hearing.
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 49 - NEW HIRE INFORMATION
The City will provide the Union a monthly listing of each newly hired
employee represented under SEIU which will include name and address.
The City shall also provide to the Union a listing of all Service Fee
Payers represented under SEIU which will include name and address each
Quarter.
ARTICLE 50 - UNION BULLETIN BOARD
The City will provide approximately a two by three foot (2' x 3')
bulletin board space at each of the major work site locations for
Union bulletins. If space is not available the Union may provide a two
by three foot (2' x 3') bulletin board which the City will install.
The space will be located in an area frequented by a majority of the
employees at the work site. The Union will be responsible to maintain
the designated posting area and ensure compliance with City, State,
and Federal compliance requirements, including the prohibitions of
derogatory or inappropriate documents.
ARTICLE 51 - SDI ELECTIOM
Blue and White Collar employees have elected to participate in the
State Disability Insurance (SDI) program. SDI benefits will be
automatically coordinated with wages for employees off work for seven
(7) or more calendar days.
o11`ZAK49s
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28 v
ORIGINAL
Final
ARTICLE 52 — REOPENER
The City and Union agree to reopener negotiations on the subjects of
salary and payment of the employee retirement contribution only for
the period commencing July 1, 2014. This reopener will not result in a
net decrease in employee compensation.
ARTICLE 53 — 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.
29
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Final
THIS MEMORANDUM OF UNDERSTANDING entered into and signed this 21,p day
of June 2013.
FOR THE SERVICE EMPLOYEES
INTERNATIONAL UNION, LOCAL 521
Bi
Marlen ldez
J nePatterson
Dena Murphy
30
FOR THE CITY OF BAKERSFIELD
Darin Budak
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