HomeMy WebLinkAboutReso 2002-137 - IBEW Local 1245 RESOLUTION NO. 2002- /3- 7
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING
AMENDING THE MEMORANDUM OF UNDERSTANDING ENTERED
INTO BETWEEN THE CITY OF REDDING AND THE INTERNATIONAL
BROTHERHOOD OF ELECTRICAL WORKERS, LOCAL UNION 1245,
ELECTRIC DEPARTMENT, EFFECTIVE SEPTEMBER 1, 2002.
WHEREAS, Local Union 1245, International Brotherhood of Electrical Workers, Electric
Department, has been formally recognized as the majority representative of an appropriate unit of
employees, as set forth in Section 2.1 of Article 2 of the attached memorandum of Understanding;
and
WHEREAS,the designated representatives of the City of Redding have conferred with and
entered into a Memorandum of Understanding with the designated representatives of Local
Union 1245, International Brotherhood of Electrical Workers, Electric Department, as required by
the provisions of the Meyers-Milias-Brown Act of 1968; and
WHEREAS, a true copy of the Memorandum of Understanding is attached hereto and
incorporated herein by reference;
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Redding that the aforesaid Memorandum of Understanding is hereby approved,and shall be deemed
effective September 1, 2002.
I HEREBY CERTIFY that the foregoing Resolution was introduced,read, and adopted at
a regular meeting of the City Council of the City of Redding on the 17th day of September,2002,by
the following vote:
AYES: COUNCIL MEMBERS: Cibula, McGeorge, Pohlmeyer, Stegall and Kight
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
ABSTAIN: COUNCIL MEMBERS: None
P-k.
PAT KIGHT, yor
ATTEST: FORM APPROVED:
4-ie-Au L__
CONNIE STROHMAY .f',t ity Clerk DAVID E.TRANBERG,Act' g Ci Attorney p
ul
D:\work\COUNC1L\9-17-02.reso.IBEW-EIec.wpd .J
MEMORANDUM OF UNDERSTANDING
Between
THE DESIGNATED REPRESENTATIVES OF THE CITY OF REDDING
and
THE DESIGNATED REPRESENTATIVES OF LOCAL UNION 1245
of
INTERNATIONAL BROTHERHOOD
OF ELECTRICAL WORKERS
AFL-CIO
ELECTRIC DEPARTMENT
EFFECTIVE: October 4, 1987
Amended: July 18, 1989
Amended: May 27, 1990
Amended: August 4, 1991
Amended: February 13, 1994
Amended: December 29, 1996
Amended: April 30, 2000
Amended: September 17, 2002
TABLE OF CONTENTS
ARTICLE 1: PREAMBLE 1
ARTICLE 2: RECOGNITION 2
ARTICLE 3: UNION SECURITY 3
ARTICLE 4: GRIEVANCE PROCEDURE 4
ARTICLE 5: SAFETY 7
ARTICLE 6: DISABILITY AND UNEMPLOYMENT 7
ARTICLE 7: EMPLOYEE STATUS 9
ARTICLE 8: WAGES AND CLASSIFICATIONS 9
ARTICLE 9: HOURS AND OVERTIME 11
ARTICLE 10: SENIORITY 15
ARTICLE 11: PROMOTION AND TRANSFER 15
ARTICLE 12: DEMOTION, DISPLACEMENT, AND LAYOFF 18
ARTICLE 13: LEAVE OF ABSENCE 19
ARTICLE 14: EXPENSES 20
ARTICLE 15: SICK LEAVE 22
ARTICLE 16: FUNERAL LEAVE 23
ARTICLE 17: HOLIDAYS 23
ARTICLE 18: VACATIONS 25
ARTICLE 19: INCLEMENT WEATHER PRACTICE 27
ARTICLE 20: MISCELLANEOUS 27
ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS 29
ARTICLE 22: ENTIRE AGREEMENT 31
ARTICLE 23: TERM 32
EXHIBIT A: SCHEDULE OF WAGE RATES
EXHIBIT B: JOB DEFINITIONS
EXHIBIT C: LINES OF PROGRESSION
EXHIBIT D: GRIEVANCE FORM
NOTE: Amendments to this Memorandum of Understanding effective 00
September 1,2002, are shown by underlining the new language and striking out the deleted
language.
MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING,made and entered into this
7th day of October, 1987, by and between the designated representatives of the CITY OF
REDDING (a public agency as defined in Section 3501(c) of Chapter 10 of Division 4 of
Title 1 of the Government Code of the State of California),hereinafter referred to as the City,
and the designated representatives of LOCAL UNION 1245 of INTERNATIONAL
BROTHERHOOD OF ELECTRICAL WORKERS,affiliated with the American Federation
of Labor - Congress of Industrial Organizations (a recognized employee organization as
defined in Section 3501(b) of Chapter 10 of Division 4 of Title 1 of the Government Code
of the State of California), hereinafter referred to as Union,
WITNESSETH that:
WHEREAS, the parties hereto desire to facilitate the peaceful adjustment of
differences that may from time to time arise between them, to promote harmony and
efficiency to the end that the City,Union and the general public may benefit therefrom, and
to establish fair and equitable wages, hours and working conditions for certain hereinafter
designated employees of the City,
NOW, THEREFORE, the parties hereto do agree as follows:
ARTICLE 1: PREAMBLE
1.1 The parties acknowledge the provisions of Chapter 10 (Section 3500, et seq.)
of Division 4 of Title 1 of the Government Code of the State of California.
1.2 It is the policy of the City and Union not to,and neither party will interfere with,
intimidate,restrain,coerce or discriminate against any employee because of race,creed,sex,
color or national origin.
1.3 The City is engaged in rendering services to the public,and the City and Union
recognize their mutual obligation for the continuous rendition and availability of such
services. It is further recognized by both the City and the Union that City owned power
generation facilities shall be kept in an operational ready condition at all times and to that end
the City and the Union will actively strive to maintain the highest level of commitment for
the continuous rendition of service to ensure such generation facilities are immediately ready
and available for operation.
1.4 The duties performed by employees of City as part of their employment pertain
to and are essential to the operation of a municipality and the welfare of the public dependent
thereon. During the term of this Memorandum of Understanding employees shall not
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partially or totally abstain from the performance of their duties for City during regular work
hours or on an overtime basis. Union shall not call upon or authorize employees individually
or collectively to engage in such activities and shall make a reasonable effort under the
circumstances to dissuade employees from engaging in such activities and City shall not
cause any lockout. Those employees who do individually or collectively partially or totally
abstain from the performance of their duties for City during regular work hours or on an
overtime basis shall be subject to disciplinary action up to and including discharge from
employment.
1.5 City employees shall perform loyal and efficient work and service,and shall use
their influence and best efforts to protect the properties of City and its service to the public,
and shall cooperate in promoting and advancing the welfare of City and in preserving the
continuity of its service to the public at all times.
1.6 City and Union shall cooperate in promoting harmony and efficiency among
City employees.
1.7 The management of the City and its business and the direction of its working
forces are vested exclusively in City, and this includes, but is not limited to, the following:
to direct and supervise the work of its employees,to hire,promote,demote,transfer,suspend,
and discipline or discharge employees for just cause; to plan,direct, and control operations;
to lay off employees because of lack of work or for other legitimate reasons; to introduce
new or improved methods or facilities,provided, however, that all of the foregoing shall be
subject to the provisions of this Memorandum of Understanding.
1.8 If the City of Redding transfers legal ownership of the City's Electric Utility
facilities to another entity during the term of this Memorandum of Understanding, all terms
and conditions of employment shall remain in full force and effect upon any City of Redding
employees employed at the time of the transfer.
ARTICLE 2: RECOGNITION
2.1 The City recognizes the Union as the "Exclusive Representative" of all
employees of the Electric Department of the City who hold a classification listed on Exhibit
"A" of this Memorandum of Understanding. The provisions of this Memorandum of
Understanding hereinafter set forth shall apply only to those employees of the City of
Redding for whom Local Union 1245 is the established exclusive representative.
2.2 Official representatives of Union will be permitted access to City property to
confer with City employees on matters of employer-employee relations but such
representatives shall not interfere with work in progress without agreement of Management.
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2.3 The City will provide the Union adequate bulletin board space for the purpose
of posting thereon matters relating to official Union business.
2.4 The City will not interfere with, intimidate, restrain, coerce or discriminate
against any employee because of the employee's membership in Union or the employee's
activity on behalf of Union.
2.5 Any employee, at the employee's request, shall be permitted representation by
a Union representative. The foregoing shall apply to reprimands, disciplinary actions,
investigations, interviews for promotion and hearings, providing there is no unreasonable
delay in obtaining representation.
2.6 Joint Shop Steward-Management meetings shall be held at least two (2)times
a year in February and August, or more often as agreed upon by Union and Management.
The purpose of these meetings shall be to promote harmony and efficiency and to improve
communications between employees and all levels of management. The meeting agenda
shall be determined by those in attendance and there shall be no restrictions on the subject
matter; provided, the meetings shall not substitute for normal grievance procedures or for
formal negotiations between the parties. Those in attendance shall consist of Union's
Business Representative and Shop Stewards and the City's Labor Relations Representative
and such other management personnel as determined by the City's Labor Relations
Representative. The meetings shall be summarized in written minutes. Except that the
provisions of this Section shall be observed, the meetings shall be self-organizing.
2.7 Whenever any employee is absent from work as a result of a formal request by
the Union's Business Manager and is engaged in official Union business,the City shall pay
for all regular time lost and shall be reimbursed therefor by the Union at the rate of one
hundred and fifty percent (150%) of the employee's regular wage rate.
ARTICLE 3: UNION SECURITY
3.1(a) Every employee covered by this Memorandum of Understanding shall, as a
condition of employment: (1)become a member of the Union and maintain the employee's
membership in the Union in good standing in accordance with its Constitution and Bylaws;
or(2) in the alternative,an employee must tender a registration fee to the Union equal to the
initiation fee required of Union members, and shall tender, monthly, an agency fee in an
amount equal to the amount of the monthly dues and per capita fees required of BA members
in the employee's base wage rate; except that:
3.1(b) Any employee appointed to any classification out of the bargaining unit covered
by this Memorandum of Understanding may withdraw from membership in Union and the
employee's obligation to pay an agency fee shall be suspended for the duration of such period
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as the individual is working for City in a job classification not covered by this Memorandum
of Understanding.
3.2 Any employee who is or who becomes a member of Union shall,as a condition
of employment, maintain the employee's membership in Union in good standing in
accordance with its Constitution and Bylaws.
3.3 The City shall deduct from their wages the regular membership dues of
employees who are members of the Union or agency fees of other employees provided for
in 3.1(a) not exempted by the provisions of 3.1(b), and who individually and voluntarily
authorize such deductions in writing in accordance with the provisions of Section 1157.3 of
the Government Code of the State of California.
3.4 Deductions shall be made from the second payroll period of each month and a
check for the total deductions shall be submitted to the Financial Secretary of Local Union
1245,IBEW,P. O.Box 4790,Walnut Creek,California 94596,within five(5)working days
of the date the dues or agency fees are withheld from the employee's check or by Electronic
Fund Transfer to a bank designated by IBEW Union Business Representative. The City shall
notify Union each month at the time of the dues or agency fees transmittal to Union of any
changes since the previous dues or agency fees transmittal and the reasons therefor.
3.5 The form of check-off authorization shall be approved by both the City and the
Union.
3.6 Upon written request from the Union, the City shall, within twenty-one (21)
calendar days, terminate the employment of any employee who fails to comply with the
requirements of this Article.
3.7 The City shall provide all new employees with Union membership application
forms, payroll deduction authorization forms, and a copy of this Memorandum of
Understanding before the end of the first pay period. Such materials will be furnished to the
City by the Union.
ARTICLE 4: GRIEVANCE PROCEDURE
4.1 Any grievance,which may arise between Union,or any of its members,and the
City,with respect to the interpretation or application of any of the terms of this Memorandum
of Understanding,and with respect to such matters as the alleged discriminatory or arbitrary
discharge, demotion or discipline of an individual employee, shall be determined by the
provisions of this Article, except that such matters as are included in the definition of
impasse as set forth in Resolution No. 4217 are not a grievance. Probationary employees
shall not be entitled to invoke Article 4, Grievance Procedure, with regard to matters of
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discharge or demotion. This shall not, however, prevent a probationary employee from
exercising any other rights under this Memorandum of Understanding. Work day as used in
this Article shall mean any day when City Hall is open to serve the public.
4.2 Step One: The initial step in the adjustment of a grievance shall be a discussion
between the Shop Steward and the immediate supervisor directly involved who will answer
within ten(10)work days. This step shall be started within thirty(30)work days of the date
of the action complained of, or the date the grievant became aware of the incident which is
the basis for the grievance. This step may be taken during the working hours of the Shop
Steward.
4.3 Step Two: If a grievance is not resolved in the initial step,the second step shall
be a written presentation of the grievance to the Power Plant Manager or Electric Program
Supervisor and a discussion between the Shop Steward and the Power Plant Manager or
Electric Program Supervisor,as applicable who shall answer in writing within ten(10)work
days. This step shall be taken within ten (10) work days of the date of the answer in Step
One.
4.4 Step Three: If a grievance is not resolved in the second step,the third step shall
be a written presentation of the grievance to the Division Head and a discussion between the
Shop Steward and the Division Head,who shall answer in writing within ten(10)work days.
This step shall be taken within ten (10) work days of the date of the Power Plant Manager
or Electric Program Supervisor's answer as applicable in Step Two.
4.5 Step Four: If a grievance is not resolved in the third step,the fourth step shall
be a written presentation of the grievance to the Department Director and a discussion
between the Shop Steward and the Department Director,who shall answer in writing within
ten (10) work days. This step shall be taken within ten (10) work days of the date of the
Division Head's answer in Step Three.
4.6 Step Five: If a grievance is not resolved in the in fourth step,the fifth step shall
be a written presentation of the grievance to the City's Labor Relations Representative and
a discussion between the Union's Business Representative, and the City's Labor Relations
Representative who shall conduct an investigation and attempt to resolve the grievance. If
no resolution of the grievance is achieved, the City's Labor Relations Representative shall
provide the Union's Business Representative with the City's answer, in writing, to the
grievance. This step shall be taken within ten(10)work days of the date of the Department
Director's answer in Step Four.
4.7 Step Six: If a grievance is not resolved in the fifth step, the sixth step shall be
the presentation of the grievance, in writing,by the Union's Business Representative to the
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City Manager, or designee, who shall answer, in writing, within ten (10) work days. The
sixth step shall be taken within ten (10) work days of the date of the answer in Step Five.
4.8(a) Step Seven: If a grievance is not resolved in the sixth step, the seventh step
shall be referral by either the City, or the Union, to arbitration. The seventh step shall be
taken within twenty(20) work days of the date of the answer in Step Six.
4.8(b) An arbitrator shall be appointed on each occasion that a grievance is submitted
to arbitration. The arbitrator shall be chosen by mutual agreement of the City and Union.
In the event that the City and Union are unable to agree on the selection of an arbitrator,they
shall request the State of California Mediation and Conciliation Service to nominate five(5)
persons for arbitrator. The City and the Union each will alternately challenge two(2)of such
nominees, the party having the first challenge to be determined by lot. The remaining
nominee shall be accepted as the arbitrator and the arbitrator's compensation and expenses
shall be borne equally by the City and Union. The City and Union shall pay the
compensation and expenses of their respective appointees and witnesses. At Union's request
the City shall release employees from duty to participate in arbitration proceedings.
4.8(c) The arbitrator shall hold such hearings and shall consider such evidence as
appears necessary and proper. The first hearing should be held within ninety(90)days of the
date of referral to arbitration. Following the hearings and prior to the arbitrator's final
decision, the arbitrator shall submit a proposed decision to the parties for their review and
the opportunity to submit additional information prior to the arbitrator's decision becoming
final and binding on the parties. Any additional information submitted by either party shall
be submitted to the arbitrator and the other party. Thereafter, the decision of the arbitrator
shall be final and binding on City and Union and the aggrieved employee, if any, provided
that such decision does not in any way add to, disregard or modify any of the provisions of
this Memorandum of Understanding.
4.9 Failure by the Union to meet any of the aforementioned time limits as set forth
in Section 4.2,4.3,4.4, 4.5, 4.6, 4.7 or 4.8(a)will result in forfeiture. Failure by the City to
meet any of the aforementioned time limits as set forth in Sections 4.2, 4.3, 4.4,4.5, or 4.7,
will allow the Union to go forward with the grievance to the next step of the established
procedures. Except, however, that the aforementioned time limits may be extended by
mutual agreement. Grievances settled by forfeiture shall not bind either party to an
interpretation of this Memorandum of Understanding,nor shall such settlements be cited by
either party as evidence in the settlement of subsequent grievances.
4.10 Notwithstanding the aforementioned procedure,any individual employee shall
have the right to present grievances to the City and to have such grievance adjusted without
the intervention of Union, provided that the adjustment shall not be inconsistent with this
Memorandum of Understanding and provided,further,that Union's Business Representative
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shall be given an opportunity to be present at such adjustment. Grievances settled by
individual employees without representation by Union officials shall not bind either party to
an interpretation of this Memorandum of Understanding,nor shall such settlements be cited
by either party as evidence in the proposed settlement of subsequent grievances.
ARTICLE 5: SAFETY
5.1 The City Council desires to maintain a safe place of employment for City
employees and to that end City Management shall make all reasonable provisions necessary
for the safety of employees in the performance of their work.
5.2 Regular "tailgate" meetings will be held on all jobs to plan the job and
emphasize safety in their performance.
5.3 Regular safety meetings will be held at least every other month for the purpose
of reviewing accidents and preventing their recurrence,eliminating hazardous conditions and
familiarizing employees with safe work procedures and applicable State Safety Orders and
for training in first aid. The City will notify the Union of the date, time and place of such
meetings, in order that the Union's Business Representatives may attend and participate.
5.4 In the event of an accident,resulting in serious injury or death of an employee
of the City, the City will notify the Union immediately in order that the Union's Business
Representative may conduct an investigation of the accident.
ARTICLE 6: DISABILITY AND UNEMPLOYMENT
6.1(a) Supplemental Benefits for Industrial Injury: Whenever any Regular employee,
who has completed their initial probationary period, and who is a member of the Public
Employees' Retirement System is disabled, whether temporarily or permanently, by injury
or illness arising out of and in the course of the employee's duties, which comes within the
application of the Workers' Compensation and Insurance Chapters of the State Labor Code,
the employee shall become entitled to compensation at the rate of eighty-five percent(85%)
of the employee's regular salary, in lieu of temporary disability payments, if any, which
would be payable under the State Labor Code, for the period of such disability but not
exceeding six(6) months, or until such earlier date as the employee is retired on permanent
disability pension. At the conclusion of six (6) months of receipt of supplemental benefits
at the rate of eighty-five percent(85%) of regular salary, any Regular employee who is still
unable to return to work and is still receiving temporary disability indemnity payments shall
become entitled to receive supplemental benefits at the rate of seventy percent(70%) of the
employee's regular salary for the period of such disability but not exceeding six (6) months
or until such earlier date as the employee is retired on permanent disability pension through
the Public Employees' Retirement System. In consideration of this benefit, the Regular
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employee shall pay over to the City any temporary or permanent disability compensation
received, whether from Workers' Compensation, employee group insurance benefits or
unemployment compensation benefits provided for under State law, and shall affirmatively
assist the City in obtaining any such benefits to which the employee may be entitled but has
not yet received arising out of such disability, but such payment from the employee to the
City from such sources shall not exceed in amount the supplemental benefits paid to the
employee by the City in accordance with the provisions of this paragraph. Whenever any
employee is released for light duty work and such employee declines such light duty
employment,the employee will thereby waive any and all rights to supplemental benefits for
industrial injury as set forth above. Whenever there is reason to suspect any employee of
abusing the employee's rights to workers' compensation benefits,the parties shall cooperate
in controlling such employee abuse.
6.1(b) An employee who is absent by reason of industrial disability may be returned
to work by the City and given temporary light duties within the employee's ability to
perform, with the consent of the employee's physician. The duration of any such period of
temporary work shall be determined by City. Such employee shall be compensated at the
then current rate of pay of the employee's regular classification while engaged in such
temporary duties. The City may require an employee being considered for return to work
after an absence caused by disability or illness to submit to a medical examination by a
physician or physicians approved by City for the purpose of determining that such employee
is physically and mentally fit and able to perform the duties of the employee's position
without hazard to the employee,or to the employee's fellow employees,or to the employee's
own permanent health.
6.1(c) If a third party is found to be responsible for the employee's industrial injury
and the employee recovers a judgment in damages from said third party, then all
supplemental benefits received as provided for in Section 6.1(a)not already repaid from the
other sources mentioned in Section 6.1(a) shall be repaid to the City by the employee.
6.1(d) Vacation and sick leave shall be accrued while a Regular employee is absent
from work as a result of a job related disability and receiving the supplemental benefits to
Workers' Compensation temporary disability compensation as set forth in 6.1(a) for the
period of such disability, but not exceeding one (1) year. All Regular employees who are
receiving Workers'Compensation temporary disability benefits shall receive group insurance
coverage during the period in which they are receiving temporary disability compensation
for up to a maximum of a cumulative total of five (5) years, rovided
the employee pays his or her normal share of the group medical insurance program premium,
if any. Holidays which occur during the period for which an employee is receiving
temporary disability compensation shall not be recognized by such employee for
compensation purposes.
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ARTICLE 7: EMPLOYEE STATUS
7.1 Employees will be designated as Regular, or Full-Time Temporary depending
upon the purpose for which they are hired and their length of continuous service with the
City.
7.2 A Regular employee is defined as an employee
hired for a full-time position that has been regularly established as an authorized
position and is of indeterminate duration. A Regular employee shall receive not less than
the minimum rate for the job and shall be eligible for sick leave pay, vacation pay, holiday
pay, retirement plan participation, insurance coverage and items of similar nature, as the
employee becomes eligible. Regular employees shall serve a probationary period of one(1)
year upon initial appointment to Regular status.Notwithstanding any other provision of this
Article, an employee's probationary period shall be extended by the duration of any unpaid
absence of ten (10) or more consecutive work days. Employees serving their initial
probationary period shall not be eligible for leave of absence, supplemental benefits for
industrial injury, nor be given preferential consideration for promotion or transfer.
7. 3 A Full-Time Temporary employee is defined as an employee hired for
occasional or seasonal work for a period not to exceed one thousand(1,000)hours in a fiscal
year. A Full-Time Temporary employee shall receive not less than the minimum rate for the
job but shall not be eligible for sick leave pay,holiday pay,vacation pay,insurance coverage,
retirement plan participation or items of a similar nature, nor shall the employee accrue
seniority, or promotion and transfer rights, or leave of absence rights. If a Full-Time
Temporary employee is reclassified to Regular status without a break in service, the
employee shall maintain continuous service from the employee's date of hire as a Full-Time
Temporary for seniority, vacation and sick leave accrual purposes only. If a Full-Time
- - -
• . . . . - - • . ' - :.p • . . . - . . • . . . .
ARTICLE 8: WAGES AND CLASSIFICATIONS
8.1 Employees shall be paid the wage established for their classification.
Employees shall be paid a wage rate based upon their work performance. Upon initial
appointment to a classification an employee shall normally be paid the lowest wage rate for
that classification. An employee may,however, be paid a wage rate above the lowest wage
rate if circumstances justify it. When an employee is appointed to a classification which has
a wage range overlapping the wage range of the employee's previous classification, the
employee shall be paid at the wage rate of the classification to which the employee is being
appointed,which is the next higher to his present wage rate,but not more than the top wage
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rate of the classification to which the employee is appointed.Notwithstanding the following
requirements relative to a period of employment at a salary step, the Department Director
may recommend a salary step increase at an earlier or later time. Step increases require City
Manager approval and may be granted as follows. After twenty-six (26) full pay periods of
employment at salary step 4,and with satisfactory or above work performance during the full
time period, an employee shall be advanced to salary step 5. A full pay period as used in 8.1
is defined as one in which the employee works or is paid for time off for at least half of the
regularly scheduled work hours.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays after 12:00 noon for
a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday,
payments shall be made on the preceding workday.
8.3 When an employee is temporarily assigned for a minimum of one-half(1/2)hour
accumulated during any workday to work in a classification higher than the employee's
regular classification, the employee shall be paid at the rate established for the higher
classification, with a minimum of two (2) hours and time computed to the nearest quarter
hour,except when the work is performed outside of the regular work hours and the duration
is less than two (2) hours. When an employee is temporarily assigned to work in a higher
classification which has a wage range overlapping the wage range of the employee's regular
classification, the employee shall be paid at the wage rate of the classification to which he
is temporarily assigned, which is next higher to the employee's present wage rate, but not
more than the top wage rate of the temporary classification.
8.4 When an employee is temporarily assigned to work in a classification lower
than the employee's regular classification, the employee's rate of pay will not be reduced.
Notwithstanding the foregoing,however,whenever any employee requests to be temporarily
assigned to perform the duties of a lower paying classification pursuant to Section 11.5 of
Article 11,Promotion and Transfer,such employee's wage rate shall be reduced to the wage
rate of the lower paying classification.
8.5 For purposes of wage rate progression in a temporary classification, the time
worked by an employee in other than the employee's regular classification shall also be
accrued in such temporary classification.
8.6 Effective September 1,2002,shift differential shall be paid to those employees
performing Power Plant Operations work and whose regularly scheduled work shift
represents one-half(1/2) or more of the following time periods and at the rate specified as
follows:
10
TIME PERIOD SHIFT DIFFERENTIAL
4:00 P.M. TO 12:00 midnight 3.5%
12:00 midnight to 8:00 a.m. 5%
8.67 Attached hereto and made a part hereof are:Exhibit"A-1",effective September
1, 2002, April 30, 2000 and Exhibit "A-2", effective January 5, 2003, Exhibit "A-3",
effective August 31, 2003,April 29, 2001 Exhibit"A-4", effective January 4, 2004,Exhibit
"A-5" effective August 29, 2004, and Exhibit "A-6, effective August 28, 2005, all both of
which are titled "Schedule of Wage Rates."
8.78 Attached hereto and made a part hereof is Exhibit"B",titled"Job Definitions".
ARTICLE 9: HOURS AND OVERTIME
9.1 All Regular employees will receive full-time employment for each workweek
employed, provided they report for duty and are capable of performing their work. This is
not to be interpreted that the City does not retain the right to lay off or release employees on
account of lack of work or other valid reason at the end of the workweek.
9.2 Each employee shall report for work at the employee's regularly established
headquarters and shall return thereto at the conclusion of the day's work and the time spent
in traveling between such headquarters and the job site shall be considered as time worked.
9.3 A workweek is defined to consist of seven (7) consecutive calendar days,
Sunday through Saturday, and, except as otherwise provided herein, a basic workweek is
defined to consist of five(5)consecutive workdays of eight(8)hours each,Monday through
Friday. The regular work hours shall be 7:00 a.m.to 11:00 a.m. and 11:30 a.m. to 3:30 p.m.
, provided however that those employees who are required to consume their lunch at a
location other than the City's Corporation Yard, shall not be required to take a lunch period
in excess of one-half(1/2)hour's duration. Notwithstanding the foregoing,the regular lunch
period may be advanced or delayed up to one (1) hour without the payment of overtime
compensation. The City shall provide the means of transportation and pay for time required
to transport employees for the purpose of consuming their lunch only when adverse weather
conditions exist at the job site. Whenever it becomes necessary for any employee to attend
first-aid meetings,safety meetings,or formal training sessions,such employee's work hours
and/or work days may be changed only for the duration of such requirements in order to
allow the employee to attend. Any such work schedule change shall not be construed as
meeting any of the definitions of Section 9.6, nor require payment pursuant to Section 9.7.
9.4(a) Notwithstanding the provisions of 9.1 and 9.3, employees engaged in service
work and Redding Power Plant Maintenance Mechanics and Instrument and Electrical
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Technicians may be assigned to any hours and/or days of work, providing the schedule is
regularly established to be of not less than four (4) weeks duration.
9.4(b) Notwithstanding the provisions of 9.1 and 9.3, Power Plant Operators, Power
Plant Equipment Operators, Power Plant Utility Workers, and Power Plant Warehouse
Workers' work may be assigned to any hours and/or days of work, providing the schedule
is regularly established to be of not less than one (1) two (2) weeks duration. Power Plant
Relief Operators' work may be assigned to any hours and/or days of work.
9.4(c)Notwithstanding the provisions of 9.3,employees classified as Utility Worker or
engaged in equipment maintenance or warehouse duties may be assigned to work a shift
which begins as early as 5:00 a.m. or ends as late as 12:00 midnight.
9.4(d)Pursuant to letter dated June 13, 1995, notwithstanding the provisions of 9.1 and
9.3,employees classified as Power Plant Operator and Power Plant Equipment Operator may
be assigned to work a schedule commonly known as a "seventy-six and eight." Such
schedule may from time to time be modified in accordance with the provisions of this
Memorandum of Understanding. Notwithstanding 9.4(b),the Power Plant Relief Operator
may be assigned to different work days upon seventy-two (72) hours notice and may be
assigned to different shift start and stop times upon twenty-four (24) hours notice.
9.4 (e) Any work shift other than as in 9.3 established as provided in 9.4(a), 9.4(b), or
9.4(c)shall consist of eight(8),ten(10),or twelve(12)consecutive hours as applicable,with
a meal taken near the middle of the shift, providing the work shift begins prior to 6:00 a.m.
or later than 12:00 noon. The work shift starting time shall not vary by more than two (2)
hours throughout the basic workweek. Establishment of hours and days of work other than
as in 9.3 shall be limited to the needs of the service.
9.5 Notwithstanding anything contained herein,any schedule of days and/or hours
of work may be established by mutual agreement between the employee,the Union, and the
City's Labor Relations Representative.
9.6 Overtime is defined as (a) time worked in excess of forty (40) hours in a
workweek,(b)time worked in excess of eight(8),ten(10),or twelve(12)hours as applicable
on a scheduled workday, (c) time worked on a non-workday, (d) time worked outside of
regular hours on a workday,and(e)time worked on a holiday. Overtime shall be computed
to the nearest one-quarter (1/4) hour. For those employees who work a "seventy-six and
eight" schedule,paid time off will count toward the calculation of overtime,but only during
the week which includes forty-eight (48) regularly scheduled hours, and only when the
employee works the hours paid as overtime.
9.7 Except as otherwise provided in this section, overtime compensation shall be
paid at a rate equivalent to one and one-half(1-1/2)times the regular rate of pay. Whenever
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any employee performs overtime work beginning on a regularly scheduled workday, the
overtime compensation rate shall be double the employee's regular hourly payrate after the
employee has worked four (4) consecutive overtime work hours at the time-and-one-half
payrate. Whenever such employee performs overtime work beginning on a non-workday,
the overtime payrate shall be increased to double the employee's hourly payrate after the
employee has worked twelve (12) overtime work hours at the time-and-one-half payrate
during that work period. Overtime pay at double the employee's regular payrate shall
continue until the employee is released from duty or the beginning of the employee's regular
work hours, whichever occurs first. Whenever any employee is called back to perform
overtime work outside of the employee's regularly scheduled work hours,the employee shall
be paid at a rate equivalent to two (2) times the employee's regular rate of pay. Whenever
any employee performs overtime work in conjunction with providing reimbursable mutual
aid to another agency, the employee shall be compensated at a rate equivalent to two (2)
times the employee's regular rate of pay. Notwithstanding the foregoing provisions on
compensation for overtime work, an employee may at the employee's option,providing it is
legally permissible and has City approval, elect to receive time off with pay at the same rate
of time off for each overtime hour worked as the employee's compensation rate would have
been. Effective July 1, 2000, compensatory time off accrual shall be limited to eighty(80)
hours per fiscal year and subject to a maximum accumulation of one hundred sixty (160)
hours. Effective July 1, 2000, for one time only, the employee shall have the option of
having all accrued compensatory time off exceeding one hundred sixty(160)hours paid off
on their next regular paycheck. Compensatory time off with pay shall be scheduled in the
same manner as vacations are normally scheduled.
9.8 Pursuant to letter dated June 13, 1995,notwithstanding the provisions of 9.6 and
9.7, for those employees who work a "seventy-six and eight" schedule, overtime
compensation during regularly scheduled hours, including briefing time up to one-quarter
(1/4) hour, shall be compensated at one and one-half(1-1/2) times the employee's regular
rate of pay.
9.9 Employees who are required to report for work on their non-workdays, or on
holidays they are entitled to have off,or outside of their regular hours on workdays, shall be
paid overtime compensation for the actual time worked, including one-half(1/2) hour travel
time each way,but in no event for less than two(2)hours compensation. If an employee who
is called out for such work outside of the employee's regular hours on a workday continues
to work into the employee's regular hours,the employee shall be paid overtime compensation
only for the actual time worked and travel time one way. If an employee performs overtime
work immediately following the end of the employee's regular shift no travel time shall be
paid. Notwithstanding the above, the Power Plant Relief Operator is not subject to this
language when appropriate notice as defined in 9.4(d) is provided.
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9.10 Overtime shall be distributed as equally as is practicable among those
employees who are qualified and available, and the City shall not require employees who
have worked overtime to take equivalent time off during a workday without pay.
9.11 Notwithstanding the provisions of 9.3, the City's Labor Relations
Representative and the Union's Business Representative may agree to a workweek or work
hours other than as defined in 9.3 during the term of this Memorandum of Understanding.
9.12(a)If an employee has worked for eight(8)hours or more at the overtime rate during
the sixteen(16)hour period immediately preceding the beginning of the employee's regular
work hours on a workday the employee shall be entitled to a rest period of eight (8)
consecutive hours on the completion of such overtime work.
9.12(b)There shall be included as part of the eight(8)hours worked at the overtime rate
in such sixteen (16) hour period any travel time and meal time to which the employee is
entitled when overtime work is performed except that any travel time and meal time to which
the employee is entitled after being dismissed from work shall not be included as hours
worked in such period, but it shall be included in the computation of the eight (8) hour rest
period.
9.12(c)Hours worked prior to any eight(8)hour rest period in which the employee does
not work shall not be included in computing another period of overtime work.
9.12(d) If the eight (8) hour rest period in whole or in part overlaps the employee's
regular work hours the employee will receive pay at the straight rate for the extent of the
overlap, except that the time taken during such overlap for any meal to which the employee
is entitled on dismissal shall be paid for at the overtime rate.
9.12(e) If the employee is called back to work during the employee's eight(8)hour rest
period a new rest period will commence at the conclusion of such work.
9.12(1) (1) If the rest period overlaps the employee's regular work hours but does
not extend into the second half of the employee's workday, the
employee may be excused from reporting for work until the beginning
of the second half of the employee's workday, and in such event the
employee will be paid for the time between the expiration of the rest
period and the end of the first half of the employee's workday.
(2) If the rest period extends into the second half of the employee's
workday, the employee may be excused from reporting for work until
the following workday, and in such event the employee will be paid for
the time between the expiration of the rest period and the employee's
regular quitting time on such day.
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(3) In the application of the foregoing, an employee, except for employees
assigned to the Redding Power Plant,unless otherwise instructed, shall
be deemed to be excused from reporting to work for the period between
the end of the employee's rest period and the reporting time as
designated by the applicable subdivision.
9.12(g)An employee entitled to a rest period hereunder may nevertheless be required to
work during regular work hours on a workday without having had a rest period of eight (8)
consecutive hours,in which event the employee shall be paid at the overtime rate for all work
performed until the employee has been relieved from duty for at least eight(8) consecutive
hours. Whenever an employee is required to work during regular work hours and through
an earned paid rest period, the employee shall be entitled to pay at two and one-half(2-1/2)
times the employee's regular rate of pay.
ARTICLE 10: SENIORITY
10.1 Seniority is defined as total length of continuous service with the City. In
determining an employee's seniority the continuity of the employee's service will be deemed
to be broken by termination of employment by reason of(1) resignation, (2) discharge for
cause, (3) layoff for more than six(6) consecutive months, (4) failure to return immediately
on the expiration of a leave of absence or acceptance of other full-time employment while
on leave, or (5) absence without pay, without a leave of absence, in excess of three (3)
consecutive workdays. Continuity of service will not be broken and seniority will accrue
when an employee is: (a) inducted, enlists or is called to active duty in the Armed Forces of
the United States,or service in the Merchant Marine,under any Act of Congress which pro-
vides that the employee is entitled to re-employment rights, (b) on duty with the National
Guard, (c) absent due to industrial injury(d) on leave of absence or(e) absent due to layoff
for a period of less than six (6) consecutive months.
ARTICLE 11: PROMOTION AND TRANSFER
11.1 Except as otherwise provided in this section for the entry-level positions of
Equipment Service Worker,Power Plant Utility Worker,Utility Worker,Groundman,Power
Plant Warehouse Worker,Warehouse Worker and Line Tree Trimmer,when new positions
or additional positions are created, or vacancies other than temporary vacancies occur, in
positions within the bargaining unit for whom Local Union 1245 is the exclusive
representative,the City shall fill such positions from qualified pre-bid employee applications,
if any. In filling such positions, the City shall give preferential consideration to Regular
employees as defined in 7.2, who are within the bargaining unit covered by this
Memorandum of Understanding, in the sequence set forth below. When employees in the
same preferential sequence as provided in(a) through(c) are each qualified by knowledge,
skill,efficiency,adaptability and physical ability for appointment to the position vacancy,the
pre-bid of the employee with the most City seniority shall be given preferential consideration
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for appointment. For each entry-level position vacancy which occurs, the City may refrain
from following the procedures set forth herein and may select any applicant for an entry-level
position vacancy which in the judgment of the City is best-qualified for said position
vacancy.
(a) Pre-bids made by Regular employees who are in the Department in which
the vacancy exists who hold a classification equal to or higher than that in which
the job vacancy exists.
(b) Pre-bids made by Regular employees who are in the Department in which
the vacancy exists who are at the top rate of pay of the next lower classification
in the normal line of progression.
(c) Pre-bids made by Regular employees who are in the Department as
applicable in which the vacancy exists who hold classifications other than those
listed above.
Whenever the City is unable to fill any position vacancy covered by this Memorandum
of Understanding as set forth above, the City shall give consideration to those employees
who are qualified and covered by any other Memorandum of Understanding between the City
and the Union, prior to the City employing any other person for a position covered by this
Memorandum of Understanding.
11.2 The City shall in not more than twenty-one (21) working days from the date the
position vacancy is filled, post on the designated bulletin boards a notice regarding the
disposition of the position with the name of the applicant selected, and mail a copy of such
notice to the Union's Business Representative together with a list of all applicants for the
position.
11.3 Any Regular employee of the City as defined in 7.2 may submit a pre-bid on any
existing job classification and location for which the employee desires consideration. The
pre-bid must be submitted on a form provided by the City's Personnel Office. At the time
the form is delivered to the Personnel Office, it will be dated and receipted and a copy
provided to the employee. The City shall not consider original pre-bids for any position
vacancies which are submitted less than eight (8) calendar days prior to the filling of a job
vacancy. Pre-bids will be valid until such time as the employee changes classifications, or
until fifteen (15) calendar days have elapsed from such time as the employee rejects a
permanent appointment to the classification and location on which the pre-bid is made.
11.4 Notwithstanding anything contained herein,the City need not consider the pre-bid
application of any employee who does not possess the knowledge, skill, efficiency,
adaptability, and physical ability required for the position for which the application is sub-
mitted. For purposes of determining employee qualifications, the City may utilize
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examinations. The City shall not consider the application of any employee for a Working
Foreman-Line position if the employee has been classified as Lineman less than the
equivalent of one(1)full year unless there is no otherwise eligible applicant for the position.
When the City intends to appoint an employee to a vacancy in preference to an employee
with greater seniority, as specified in 11.1, the City shall notify Union's Business
Representative of its intent prior to such appointment.
11.5 Whenever a vacancy occurs in any job classification, the City may, at its
discretion, temporarily fill such vacancy. If practicable, the City shall fill such temporary
vacancy with the employee who would be most eligible therefor under the provisions of this
Article. If the temporary vacancy lasts for forty-five (45) days or more, and the City elects
to temporarily fill such temporary vacancy,the City shall select the employee who would be
most eligible therefor under the provisions of this Article and shall fill such temporary
vacancy by temporary reclassification of the selected employee.
11.6 A temporary vacancy is one created by additional workload, or an employee's
absence from work due to illness,disability,vacation,leave of absence, or a vacancy of less
than six (6) months duration.
11.7 All appointments filled by promotion or transfer of a City employee shall be on
a probationary basis for three (3) calendar months for the purpose of determining
qualifications. At any time during the probationary period, either the employee or the City
may terminate the appointment. If an appointment is terminated, the employee shall be
returned to either the employee's previous classification and wage rate, or some other
classification that is mutually satisfactory to both the employee and the City. If an
appointment is terminated,the City need not give further consideration on that classification
and location for a period of one(1)year to the employee who did not successfully complete
the probationary period.
11.8 Notwithstanding anything contained in this Article, the City's Labor Relations
Representative and the Union's Business Representative may agree to other provisions
during the term of this Memorandum of Understanding.
11.9 At the discretion of the City,non-unit employees may be placed into the bargaining
unit under the following conditions:
(1) The non-unit employee must have previously been employed by the City
in a classification in the bargaining unit.
(2) The non-unit employee must be placed in a classification in the unit which
is no higher than the previous classification held.
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(3) With the exception of the initial three (3) calendar months out of the
bargaining unit, seniority accrued by the non-unit employee shall not be
recognized for the purposes of this Article only.
(4) The non-unit employee must be placed in a vacant position and may not
displace, demote, or cause the layoff of another unit member.
(5) After placement in the unit,the employee may not be promoted to a higher
classification within the unit until the employee has served at least one(1)year in
the bargaining unit. After completion of one (1) year of service back in the
bargaining unit, the employee's previous seniority accrued while in the unit and
the initial three (3) calendar months while out of the bargaining unit, shall be
combined with the new year of seniority for purposes of the provisions of this
Article.
11.10 Attached hereto and made a part hereof is Exhibit "C" titled "Lines of
Progression."
ARTICLE 12: DEMOTION, DISPLACEMENT, AND LAYOFF
12.1 When it becomes necessary for the City to lay off Regular employees,the City will
give employees involved as much notice as possible; but in no event will such employees
receive less than two (2) weeks notice of layoff. Where probationary or temporary
employees are to be laid off, no notice of layoff need be given.
12.2 Layoff in all cases due to lack of work will be determined by an employee's
seniority. An employee whose job is being eliminated may elect to displace an employee in
a lower paid classification if qualified to perform the duties of the lower paid classification
and if the employee's seniority is greater than that of the employee in the lower paid
classification.
12.3 Regular employees who are laid off will be given preference in filling future
vacancies for a period up to six (6) months, providing they keep the City advised of their
current address.
12.4 Notwithstanding the provisions of this Article, the City's Labor Relations
Representative and the Union's Business Representative may agree to other procedures
during the term of this Memorandum of Understanding.
12.5 Non-unit employees may be placed in the bargaining unit at management's
discretion pursuant to the provisions of Section 11.9.
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ARTICLE 13: LEAVE OF ABSENCE
13.1 Leave of absence may be granted to Regular employees by the City Manager for
urgent and substantial reasons,up to a maximum of one year(except when the employee is
receiving long term disability benefits in which case a time limit of five(5)continuous years
shall apply), providing satisfactory arrangements can be made to perform the employee's
duties without undue interference with the normal routine of work. Inability to return to
work after an employee's sick leave has been exhausted will be considered as an urgent and
substantial reason and in such cases a leave will be granted.
13.2 A leave of absence will commence on and include the first workday on which the
employee is absent and terminates with and includes the workday preceding the day the
employee returns to work.
13.3 All applications for leave of absence shall be made in writing except when the
employee is unable to do so. The conditions under which an employee will be restored to
employment on the termination of leave of absence shall be clearly stated by the City in
conjunction with the granting of a leave of absence. Upon an employee's return to work after
a leave of absence, the employee will be reinstated to the employee's former position and
working conditions, providing that the employee is capable of performing the duties of the
employee's former position, except that if there has been a reduction of forces or the
employee's position has been eliminated during said leave,the employee will be returned to
the position the employee would be in, had the employee not been on a leave of absence.
13.4 An employee's status as a Regular employee will not be impaired by such leave
of absence and the employee's seniority will accrue.
13.5 If an employee fails to return immediately on the expiration of the employee's
leave of absence or if the employee accepts other full-time employment while on leave, the
employee will thereby forfeit the leave of absence and terminate the employee's employment
with the City.
13.6 An employee on a leave of absence as provided herein shall not accrue vacation
or sick leave benefits nor maintain group insurance coverage. An employee may, however,
at the employee's option and expense, maintain the employee's group insurance coverage
providing the full monthly premium is received in the Finance Department of the City on or
before the first day of the month for which the premium is intended. Notwithstanding the
above,however, if the leave of absence is as a result of exhaustion of sick leave benefits an
employee's group insurance may be maintained for up to six (6) calendar months on the
normal premium-sharing formula pursuant to Article 21.2(a),providing the employee pays
the employee's share of the premium on a timely basis. If the leave of absence is as a result
of a work-related disability,the employee may elect retiree health benefits pursuant to Article
21.2(b) until such time as the employee is eligible for retirement.
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13.7 Except for the one (1) year limitation of 13.1 and the prohibition on other
employment of 13.5, a leave of absence for Union Business may be granted by the City
Manager for up to a maximum of three (3) years pursuant to the provisions of this Article.
ARTICLE 14: EXPENSES
14.1 Whenever an employee uses the employee's personal automobile for the City's
convenience, the employee will be reimbursed therefor at the same rate per mile as
established for non-represented City employees.
14.2 Whenever an employee is required to change the employee's residence from one
locality to another for City's convenience, the City will provide means of moving the
employee's household goods.
14.3 Employees who are assigned to temporary work at such distance from their regular
headquarters that it is impractical for them to return thereto each day,or to their regular place
of abode,will be allowed actual personal expenses for board and lodging for the duration of
such assignment,provided they board and lodge at places to be designated by the City. The
time spent by such employees in traveling to such temporary job at its beginning,to and from
home on holidays and weekends, and from such temporary job at its conclusion and any
reasonable expense incurred thereby will be paid by the City.
14.4 If the City requires an employee to perform work for one and one-half(1-1/2)
hours or more beyond regular work hours,it will provide the employee with a meal and with
meals at intervals of approximately four(4) hours, but not more than five (5) hours insofar
as it is possible for the City to do so. The cost of any meal and the time necessarily taken to
consume same will be at City's expense.
14.5(a) If City requires an employee to perform work outside of regular hours on either
workdays or on non-workdays,the City will provide meals at intervals of approximately four
(4) hours, but not more than five (5) hours insofar as it is possible for the City to do so and
for as long as the work continues. The cost of any such meals and the time necessarily taken
to consume same will be at the City's expense. Where any such work extends into regular
work hours on workdays,the foregoing provisions shall be operative until such time as the
employee is released from work for the day,providing,however,that such work period starts
at least two (2) hours or more before the regular starting time, and provided further that the
employees have not been given notification of the overtime work prior to the end of the
preceding regular work shift.
14.5(b)When employees are given notice by the end of the preceding work period, and
such work period starts at least two (2) hours but no more than four (4) hours before the
regular starting time,the normal lunch practices of releasing the employee from duty without
pay for one-half (1/2) hour to consume a meal at the employee's own expense will be
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followed. Following consumption of the employee's first meal,the City will provide meals
at intervals of approximately four(4)hours but not more than five(5)hours thereafter, as set
forth above in Section 14.5(a)
14.5(c) When employees are given notice by the end of the preceding work period, and
such work period starts less than two (2) hours before the regular starting time, the normal
lunch practices of releasing the employee from duty without pay for one-half hour at
approximately the usual meal time to consume a meal at the employee's expense will be
followed.
14.6 When work is to be performed during regular work hours on non-workdays and
the employee is given notice by the end of the preceding work period, the normal lunch
practices will be followed on such days.
14.7 The City shall pay the cost of any meal which it is required to provide, in
accordance with this Article, and shall consider as hours worked the time necessarily taken
to consume such meal, except, however, that when a meal is taken at City's expense
following dismissal from work the time allowance therefor shall be one (1) hour. If an
employee who is entitled to a meal under the provisions of this Article upon dismissal from
work does not accept such meal the employee shall nevertheless be entitled to such time
allowance of one and one-half(11/2) hours. If an employee who is entitled to a meal under
the provisions of this Article does not accept such meal,the employee shall nevertheless be
entitled to such time allowance of one-half(1/2)hour for each meal missed except for a meal
due at the end of the work period. The City's cost for any meal required by the provisions
of this Article between the employee's regular shift normal ending time and five (5) hours
later shall be limited to seventeen dollars and fifty cents ($17.50) fiftcen dollars ($ 15.00)
plus tax and a fifteen percent(15%)tip. The City's cost for meals provided at all other times
shall be limited to eight dollars and twenty-five cents ($8.25) sevcn dollars and fifty ccnts
($ 7.50) each, plus tax and a fifteen percent (15%) tip, except for out-of-town travel for
meetings, conferences, or training which shall be paid at the same rate as for unrepresented
employees (as set forth in the City of Redding Employee Benefit Policies for unrepresented
employees—Expenses,paragraph 3(C)). Any cost incurred by an individual employee above
those set forth above shall be at the employee's own expense by automatic payroll
withholding. City shall conduct an audit of meal expenditures on a quarterly basis and make
adjustments accordingly.
14.8 Notwithstanding the provisions of Sections 14.4, 14.5(b), 14.5(c) and 14.7,
employees assigned to the Redding Power Plant will not be allowed to leave their work site
to consume their meals without City approval.
14.9 Whenever any employee is entitled to payment for meals required under the
provisions of this Article, such payment shall be made with the employee's regular salary
check.
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ARTICLE 15: SICK LEAVE
15.1 Sick leave with pay shall be accumulated for each Regular employee at the rate of
four hundred sixty ten-thousandths (.0460) of an hour for each regular hour worked, or on
paid leave. (Accrual rate approximately one (1) day per month.) Employees working a
regular shift of 12 hours (seventy-six and eight schedule) shall accrue sick leave on a total
of eighty(80) hours per pay period providing that the employee works or is on paid leave a
minimum of eighty(80) hours during such pay period.
15.2 Sick leave shall be allowed for an absence due to: (a)the inability of an employee
to be present or perform the employee's duties because of personal illness, off duty injury,
or confinement for medical treatment; (b) personal medical or dental appointments, which
are impracticable to schedule outside of regular working hours, (c) the need to be present
during immediate family members' illness or disability for up to a maximum of forty-eight
(48)hours per calendar year. "Immediate family"member means those listed in the Funeral
Leave provisions of this Memorandum of Understanding.
15.3 Management may require satisfactory evidence of sickness or disability before
payment for sick leave will be made. The City may also require an employee requesting to
return to work after sick leave or leave of absence for medical reasons to submit to a medical
examination by a physician or physicians approved by City for the purpose of determining
that such employee is physically fit and able to perform the duties of the employee's former
position without hazard to the employee, or to the employee's fellow employees, or to the
employee's own permanent health. Such examination or examinations shall be at the sole
expense of the City. Whenever there is reason to suspect any employee of abusing the
employee's rights to sick leave with pay, the parties shall cooperate in controlling such
employee abuse.
15.4 If a holiday which an employee is entitled to have off with pay occurs on a
workday during the time an employee is absent on sick leave,the employee shall receive pay
for the holiday as such, and it shall not be counted as a day of sick leave.
15.5 Any employee who after ten(10)years of continuous service to the City terminates
employment shall be paid at the employee's regular pay rate for thirty-three and one-third
percent (33-1/3%) of the employee's accumulated sick leave hours. For employees with
fifteen (15) years or more but less than twenty (20) years of continuous service, the
percentage set forth above shall be increased to forty-five percent (45%). For employees
with twenty(20) years or more continuous service, the percentage set forth above shall be
increased to sixty percent (60%). An employee may, however, at the employee's option,
elect to waive the foregoing benefit and in lieu thereof, receive credit for said unused sick
leave toward the employee's retirement benefit through the Public Employees' Retirement
System pursuant to the contract between the City of Redding and the Public Employees'
Retirement System.
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15.6 Whenever any employee exhausts all categories of paid time off as a result of a
non-work related illness or injury,with approval of the employee's Department Director,the
HutnarrResetareerPersonnel Manager and the City Manager, an employee may receive up
to eighty (80) hours advanced sick leave with pay. If the employee returns to duty, such
advanced sick leave shall be returned to the City from subsequent sick leave accruals. If the
employee terminates City employment, such advanced sick leave shall be repaid to the City
from any funds due the employee by the City. If insufficient funds are due the employee by
the City,the employee shall directly reimburse the City for advanced sick leave in excess of
the funds, if any, previously withheld. Such direct reimbursement will be waived for
employees who are terminally ill or totally disabled (100 percent).
ARTICLE 16: FUNERAL LEAVE
16.1 Regular and Full-Time Temporary employees who are absent from work due to
the death of a member of the employee's"immediate family" shall receive compensation at
the regular rate of pay for the time necessary to be absent from work,but not to exceed forty
(40) working hours. "Immediate family" as used herein includes only employee's spouse;
or children, grandchildren,brothers, sisters,parents or grandparents of employee or spouse;
or other persons who are living in the employee's immediate household. The relationships
included herein shall apply whether by blood or marriage.
16.2 Regular and Full-Time Temporary employees who are absent from work to attend
the funeral of a person other than an immediate family member shall receive compensation
at the regular rate of pay for the time necessary to be absent from work,but not to exceed one
(1) regularly scheduled work day. A maximum of three (3) work days may be utilized in a
calendar year.
16.3 An employee must be in a paid status on both workdays immediately adjacent to
funeral leave in order to receive pay for such leave.
ARTICLE 17: HOLIDAYS
17.1 Regular employees,except as otherwise provided herein, shall be entitled to have
the following holidays off with pay:
(a) January 1st
(b) The third Monday in January,known as Martin Luther King, Jr. Day
(17 c) "Lincoln Day"
(e d) The third Monday in February
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(d e) The last Monday in May
(e f) July 4th
(f g) First Monday in September
(g h) Employee's birthday
(It i) The second Monday in October, known as "Columbus Day"
(U) November 11th, known as "Veterans' Day"
(j k) Thanksgiving
(k 1) Friday after Thanksgiving
(1 rn) The last four (4) work hours before Christmas
(m n) December 25th
If any of the foregoing holidays falls on a Sunday, the Monday following shall be
observed as the holiday, except by those employees who are regularly scheduled to work on
Sunday other than on an overtime basis. Employees who are regularly scheduled to work on
Sundays shall observe such holidays on Sunday. If any of the foregoing holidays falls on a
Saturday, the preceding Friday shall be observed as the holiday, except by those employees
who are regularly scheduled to work on Saturday other than on an overtime basis.
Employees who are regularly scheduled to work on Saturdays shall observe such holidays
on Saturday. If any of the foregoing holidays fall on any day from Monday through Friday,
inclusive,and that day is a regularly scheduled non-workday for an employee,such employee
shall be entitled to receive another workday off with pay,to be scheduled in the same manner
as vacation days are normally scheduled. Notwithstanding the foregoing provisions on
observing holidays, for those employees classified as Troubleman and assigned to a work
schedule other than as set forth in 9.3, holidays falling on Sunday shall be observed on the
last workday of the employee's work cycle, and holidays falling on Saturday shall be
observed on the first work day of the employee's work cycle. Notwithstanding the foregoing
an employee may observe the employee's birthday holiday on the employee's birthday or
anytime during the pay period in which the birthday occurs provided the employee gives the
supervisor at least ten (10) days advance notice, or the holiday may be deferred and
scheduled as vacations are normally scheduled. The holidays known as Lincoln Day,
Columbus Day, and Veterans Day shall be scheduled by employees and their supervisors in
the same manner as vacations are normally scheduled. Notwithstanding the foregoing,
employees regularly assigned to work twelve(12)hour shifts shall not be entitled to observe
24
the following holidays; Lincoln day, Columbus day, Veterans day nor the employee's
birthday.
17.2 Notwithstanding the foregoing,employees maybe scheduled to work on holidays,
in which event any such employee will, in addition to the employee's holiday pay, be
compensated therefor at the overtime rate of pay for all time worked on such days.
17.3 An employee must be in a paid status on both workdays immediately adjacent to
the holiday in order to receive pay for the holiday.
ARTICLE 18: VACATIONS
18.1(a) Regular employees of the City shall accrue vacations with pay up to 500 hours.
Effective January 1, 1998, Regular employees shall accrue vacations with pay up to 400
hours. Effective January 1, 1998, for one-time only, vacation hours in excess of 300 hours
will be retained in a separate time bank which may be used by the employee in the same
manner as regular vacation time. Vacation hours retained in the bank will not be lost as a
result of the 400-hour maximum. After January 1, 1998, vacation earned in excess of the
400-hour maximum will not be accumulated. Employees working a regular shift of 12 hours
(seventy-six and eight schedule) shall accrue vacation leave on a total of eighty(80) hours
per pay period providing that the employee works or is on paid leave a minimum of eighty
(80) hours during such pay period. The rate of vacation accrual will be as follows:
18.1(b) At the rate of thirty-nine thousandths (.039) of an hour for each regular hour
worked, or on paid leave, from the date of employment through the one hundred fourth
(104th) full pay period of employment. (Accrual rate approximately two(2)weeks per year
up to four (4) years of service.)
18.1(c) At the rate of fifty-eight thousandths (.058) of an hour for each regular hour
worked, or on paid leave, from the one hundred fourth (104th) full pay period through the
two hundred thirty-fourth (234th) full pay period of employment. (Accrual rate
approximately three (3) weeks per year after four(4) years of service.)
18.1(d) At the rate of sixty-eight thousandths (.068) of an hour for each regular hour
worked,or on paid leave, from the two hundred thirty-fourth(234th)full pay period through
the three hundred sixty-fourth (364th) full pay period of employment. (Accrual rate
approximately three and one-half(3-1/2) weeks per year after nine (9) years of service.)
18.1(e)At the rate of seventy-seven thousandths (.077) of an hour for each regular hour
worked,or on paid leave,from the three hundred sixty-fourth(364th)full pay period through
the four hundred ninety-fourth (494th) full pay period of employment. (Accrual rate
approximately four (4) weeks per year after fourteen (14) years of service.)
25
18.1(f) At the rate of eighty-seven thousandths (.087) of an hour for each regular hour
worked,or on paid leave,from the four hundred ninety-fourth(494th)full pay period through
the six hundred twenty-fourth (624th) full pay period of employment. (Accrual rate
approximately four and one-half(4-1/2)weeks per year after nineteen(19)years of service.)
18.1(g) At the rate of ninety-six thousandths (.096) of an hour for each regular hour
worked, or on paid leave, from and after the six hundred twenty-fourth (624th) full pay
period of employment. (Accrual rate approximately five(5)weeks per year after twenty-four
(24) years of service.)
18.1(h)A full pay period as used in this Article is defined as one in which the employee
works or is paid for time off for at least half of the regularly scheduled work hours.
18.2 Vacation cannot be accrued while an employee is in a non-pay status.
18.3(a) Vacations will be scheduled throughout the calendar year. Employees with
greater seniority will be given preference over those with less seniority in the selection of a
vacation period, provided, however, that if the senior employee splits the employee's
vacation by requesting less than a full year's allowance to be scheduled on consecutive
workdays,the employee's preferential rights shall only apply on one period in that calendar
year prior to all other employees being given consideration in the selection of their first
choice vacation period.
18.3(b) Notwithstanding the foregoing provisions of Section 18.3(a) vacations for
employees assigned to the Redding Power Plant may be scheduled at the convenience of the
City.
18.4 The City shall not require an employee to take the employee's vacation in lieu of
sick leave or leave of absence on account of illness.
18.5 If a holiday which an employee is entitled to have off with pay occurs on a
workday during the employee's vacation period, such employee will be entitled to an
additional day of vacation and will be compensated for same.
18.6 Employees whose employment with the City is terminated for any reason shall,at
the time of termination, receive any unused vacation period previously earned.
18.7 Whenever any employee has accrued 120 hours or more vacation allowance as set
forth in 18.1(a)-(h) a, the City will, at the employee's option compensate the employee for
up to forty (40) hours of accumulated vacation during any fiscal year. Additionally,
whenever any employee has accrued two hundred forty (240) hours or more vacation
allowance as set forth in 18.1(a)-(h),the City will at the employee's option compensate the
employee for up to 80 hours of accumulated vacation during any fiscal year.
26
18.8 Whenever any employee has exhausted all paid time off benefits, including
advanced sick leave benefits, as a result of a non-work related injury or disability, and is not
eligible for long-term disability insurance benefits as set forth in Article 21,other employees
may contribute their vacation credits to the disabled employee with vacation credits being
donated and granted on the basis of the dollar value of the vacation credits.
ARTICLE 19: INCLEMENT WEATHER PRACTICE
19.1 Regular employees who are unable to work in the field because of inclement
weather or other similar causes will receive pay for the full day,provided they have reported
for duty. During such day they may be held pending emergency calls,may be given first aid,
safety or other instruction or they may be assigned to perform miscellaneous duties in
sheltered locations.
19.2 Full-time temporary personnel who have reported for work but are unable to work
in the field because of inclement weather or other similar causes will be paid only for the
time they work or are held by the City, except, however, that they will be paid for not less
than two (2) hours.
19.3 City supervisors will be responsible for determining whether weather conditions
warrant cessation of outside work. In arriving at a decision with respect to weather
conditions, the Supervisor shall take into account such factors as: (a) employee health and
safety, (b) undue hazards, (c) operating requirements, (d) service to the public, (e)job site
working conditions,(0 anticipated duration of time required to leave unfinished job in a safe
condition, (g) anticipated duration of inclement weather, and (h) distance from job site to
operating headquarters.
ARTICLE 20: MISCELLANEOUS
20.1 The City shall not, by reason of the execution of this Memorandum of
Understanding, abrogate or reduce the scope of any present plan or rule beneficial to
employees, unless such plan or benefit is amended, altered or modified by one of the
understandings contained within this Memorandum of Understanding.
20.2 A Regular or Full-Time Temporary employee who is summoned for jury duty and
is thus unable to perform the employee's regular duties will be paid for the time lost at the
employee's regular rate of pay. The employee must be in a paid status on both workdays
immediately adjacent to jury duty in order to receive pay for jury duty.
20.3 Any employee, at the employee's request shall be permitted to review the
employee's own personnel file. The file may not,however,be removed from the Personnel
Office.
27
20.4 An employee who disagrees with the evaluator's statements or conclusions with
respect to the employee evaluation report shall have the right to review such evaluation report
with the City's Personnel Manager and,upon request,shall have the right
to have a Union representative present.
20.5 Whenever employees complete authorized courses taken for credit with a passing
grade, after advance approval by both the Department Director and the
Personnel Manager, the City shall reimburse the employee for the actual expenses of tuition
and the cost of required textbooks.
20.6 The City will provide and replace as necessary when worn out or broken all of the
following tools or clothing for those employees as specified below. Whenever any of the
following tools or clothing are lost, replacement shall be at the employee's expense.
(a) Gloves of a type as required by the nature of the work for all employees.
(b) Rain pants and coats for all employees.
(c) Required Lineman's tools for all pole climbing employees as follows:
1. Pole climbers
2. Lineman's body belts
3. Safety strap
4. Long gauntlet gloves
5. Material pouch
6. Small tool pouch
7. One (1) eight-inch (8") crescent wrench
8. One (1) ten-inch (10") crescent wrench
9. One (1) twelve-inch (12") crescent wrench
10. One (1) claw hammer
11. One (1) screw driver
12. One (1) pair of channel-lock-type pliers
13. One (1) pair nine-inch (9") side-cutter pliers
14. One (1) six-foot(6') fold-up wooden or plastic measuring device
15. One (1) wire-skinning knife
16. One(1)nine-sixteenths-inch by one-half-inch(9/16"x'/2")box-end
ratchet wrench
17. One (1) three-quarter-inch by five-eighths-inch (3/4" x 5/8") box-
end ratchet wrench
(d) Coveralls or special protective clothing for those employees whose work
is such that severe damage to clothing is expected.
28
20.7 The City will provide at its expense physical examinations required by the State
of California for certain classes of drivers licenses for those employees required to have said
licenses. Effective September 1,2002,the City shall commence reimbursing employees for
said license renewal fees.
20.8 Whenever any employee is subpoenaed to testify in court as a result of the
employee's employment, the employee shall be paid for all time required in such activity.
20.9 The Union's Business Representative and the City's Labor Relations
Representative may agree to limit the useful lifetime of employee disciplinary documents.
20.10 The City's Personnel Alcohol and Substance Abuse Policy and Procedure dated
January 1, 1995, is hereby incorporated into the Memorandum of Understanding by
reference. The parties will continue to meet and confer to modify the Personnel Alcohol and
Substance Abuse Policy and Procedure in order to establish a"fitness for duty" policy that
will apply to all employees.
20.11 The City will provide training and/or reimburse employees who are regularly
assigned to tree trimming duties for the costs, including time off to attend such training,
necessary to maintain a certificate issued by the International Society of Arboriculture, as a
"Certified Arborist."
20.12 To promote reasonable employee response times for emergency repairs, any
employee hired after May 1,2000, shall establish and maintain within four calendar months
of the completion of their probationary period, a primary residence within 25 City/County
roadway miles and less than 30 minutes driving time of their designated headquarters'
location. (It is not the intent of the parties that an existing employee would need to relocate
if reassigned to a location within the City limits.)
ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS
21.1 Retirement Plan: All Regular employees are covered by a State of California
Public Employees' Retirement System program pursuant to an existing contract with the
Public Employees' Retirement System. The City pays the employee's full cost of
participation in the Public Employee's Retirement System,including the employee's cost of
1959 Survivor's benefits (Indexed Level). • _ . •I . . . . . : 4
Ca1PERS retirement issues related to an actuarial report on Employer Paid Member
. . .. . •• . . II . • : • . . .. Effective January 1, 2002, the
City commenced reportingto Ca1PERS,as compensation,the amount the City pays on behalf
of the employee (7%) as Employer Paid Member Contribution for retirement calculation
purposes. If requested by the Union,the City agrees to meet and confer regarding Ca1PERS
29
enhancements during the term of this agreement (September 1, 2002 through August 31,
2006).
21.2(a) Group Insurance: All Regular employees are eligible to participate in a group
insurance benefit program effective the first day of employment. The City shall pay the full
cost of the program for both employees and dependents. The highlights of the benefits are:
(1) Life Insurance: Twice annual salary for employee, $3,000 for employee's
dependents.
(2) Health Benefits: $100 deductible per person per year; 80%payable for the first
$5,000 of eligible charges; except for hospital charges which are 100% payable; 100%
thereafter up to two million dollars lifetime limit; professional fees based upon U.C.R.;
normal typical exclusions and limitations. Effective July 1, 2003, $200 deductible per
person; $600 deductible per family per year; 80% payable for services performed by a
Preferred Provider or when no Preferred Provider is available and 70% for services
performed by a non-Preferred Provider for the first $5,000 of eligible charges; the out-of-
pocket waiver on the next following calendar year shall be eliminated;hospital charges 100%
payable: two million dollars lifetime limit professional fees based upon U.C.R.; normal
typical exclusions and limitations. Efftctive-Jtt}y 1, 2000, Coverage will includes cancer
screening with no separate dollar limit, annual physical examinations, "well-baby" care, a
30-visit annual limit on chiropractic, accidents paid at normal co-payment rate, smoking
tobacco use cessation when enrolled in a smoking tobacco use cessation program or behavior
modification program once per life-time limit, and birth control, . As soon as practicablc,
a prescription drug card program with . . . ••. _ .•. .
no deductible,a$5.00 employee co-payment for generic prescriptions -
• and a
$15.00 co-payment for name brand prescriptions will increase to $15.00, except when no
generic is available,the co-pay will be$8.50. • ••. . . •'. . . .4 .
benefit-For problems related to alcohol or substance abuse,and mental or nervous disorders-
The-major provistotr : Twelve (12) outpatient visits per calendar year paid at 100%with
no deductible and an additional twenty-four (24) visits per calendar year payable at 80%
subject to the annual deductible.
(3) Dental Benefits: No deductible and 100% of U.C.R.(90th percentile) for
prevention;no deductible and 50%up to$2,000 per lifetime per person for orthodontia; $25
deductible and 80%of U.C.R.up to$2,000 per person per year for all other eligible charges,
effective August 1, 1989.
(4) Long Term Disability: After three(3)months 60% of employee's salary integrated
with all other income benefits payable to age 65. As an alternative, the Union may elect to
receive funding equivalent to the cost for Union members to participate in the City long term
disability program in order to purchase its own long term disability policy.
30
(5) Vision Benefits: California Vision Service Plan A (or its equivalent) which
provides for$5 deductible; effective July 1, 2003, the deductible will increase to
$25:,an eye examination no more often than every twelve(12)months, and lenses
and frames no more often than each twenty-four (24) months.
The City may, if practicable, modify the group insurance program set forth above by
adding utilization review and by creating preferred provider organization programs which
create financial incentives for the employee to use such preferred provider services, but do
not reduce any current benefit level nor impose any penalty for the employee who chooses
not to use a preferred provider's services.
21.2(b) The City will pay fifty percent (50%) of the group medical insurance program
premium for each retiree and dependents,if any,presently enrolled and for each retiree in the
future who goes directly from active status to retirement and continues the group medical
insurance without a break in coverage. For those employees who retire on or after July 1,
2000, dental and vision insurance coverage may be continued as a package under the fifty
percent (50%) cost sharing basis provided the retiree also maintains the medical coverage.
Payments by the City will be discontinued upon the death of the retiree or upon termination
of group medical insurance coverage. The City will not contribute payments on behalf of any
retiree except as set forth above. Following the death of a retiree the surviving spouse, if
any, may continue the insurance. Notwithstanding the foregoing, the City may increase its
contribution to the retirees' group insurance premium or improve Public Employees'
Retirement System benefits during the term of this Memorandum of Understanding. As soon
as is practicable, the City will implement the VantageCare Retiree Health Savings Plan.
21.3 The parties agree that the foregoing benefits will remain in full force and effect,
unless modified by mutual agreement.
ARTICLE 22: ENTIRE AGREEMENT
22.1 Except as specifically provided in Article 23 (Term), during the term of this
Memorandum of Understanding the parties expressly waive and relinquish the right to meet
and negotiate on wages,hours of employment,and terms and conditions of employment,and
agree that neither party shall be obligated to meet and negotiate with respect to any subject
or matter whether referred to or covered in this Memorandum of Understanding or not,even
though such subject or matters may not have been within the knowledge or contemplation
of either or both the City or the Union at the time they met and negotiated on and executed
this Memorandum of Understanding, and even though such subjects or matters were
proposed and later withdrawn.
31
ARTICLE 23: TERM
23.1 This Memorandum of Understanding, having taken effect as of the day and year
first above written, shall continue in full force and effect until June 30, 2002 August 31,
2006, and thereafter from year to year unless written notice of change or termination shall
be given by either party ninety(90) days prior to the expiration date above or the expiration
date of any year thereafter,except,however,this Memorandum of Understanding shall only
become effective with approval of the City Council of the City of Redding.
23.2 Whenever notice is given for changes, the general nature of the changes desired
must be specified in the notice, and until a satisfactory conclusion is reached in the matter
of such changes, the original provision shall remain in full force and effect.
23.3 This Memorandum of Understanding shall not be amended or supplemented
except by agreement of the parties hereto, reduced to writing and duly signed by each.
23.4 Any provision of this Memorandum of Understanding which may be in conflict
with any Federal or State law, regulation or executive order shall be suspended and
inoperative to the extent of and for the duration of such conflict; the balance of this
Memorandum of Understanding, however, shall remain in full force and effect. Whenever
any provision of this Memorandum of Understanding is affected as set forth above, either
party may, by giving thirty (30) days' written notice to the other, open negotiations on the
subject of the affected provisions.
32
IN WITNESS WHEREOF, the parties have executed this Memorandum of
Understanding as of the day and year first above written.
CITY OF REDDING LOCAL UNION 1245, IBEW
s/Robert M. Christofferson s/Jack McNally
Robert M. Christofferson Jack McNally
City Manager Business Manager
s/ Charles R. Reynolds s/Howard Stiefer
Charles R. Reynolds Howard Stiefer
Director of Labor Relations President
s/Franklin D. Ryan s/Jack Osburn
Franklin D. Ryan Jack Osburn
Operations Manager Business Representative
Electric Department
s/James G. Bristow s/J. Joseph Kropholler
James G. Bristow J. Joseph Kropholler
Director of Personnel Services Shop Steward
s/John Trunnell
John Trunnell
Shop Steward
33
IN WITNESS WHEREOF the parties have executed amendments to this Memorandum
of Understanding as of the 17t day of September, 2002, to be effective September 1, 2002.
CITY OF REDDING LOCAL UNION 1245, IBEW
Michael Warren Perry Zimmerman
City Manager Business Manager
Randy Bachman Edward Mallory
Administrative Services Director President
Brenda Sciarra Jack Osburn
Senior Personnel Analyst Business Representative
Thomas Cline
Shop Steward
Sean McCall
Shop Steward
James D. Rich
Shop Steward
Johny A. Roberts
Shop Steward
Robert T. Sandoval
Shop Steward
34
INTERNATIONAL BRO" HOOD OF ELECTRICAL WORKERS CTRIC DEPARTMENT
L,.,1IBIT A-1: SCHEDULE OF WAGE RA I
Effective: September 1, 2002
Hourly Pay Rate -Salary Step Step 5
Monthly
1 * 2 * 3 * 4 5 Equivalent
886 Power Plant Utility Worker $10.13 $11.49 $13.02 $17.13 $17.98 $3,117
888 Utility Worker $10.13 $11.49 $13.02 $17.13 $17.98 $3,117
850 Groundman $17.97 $18.87 $3,271
842 Power Plant Warehouse Worker $18.37 $19.29 $3,344
840 Warehouse Worker $18.37 $19.29 $3,344
835 Utility Arborist $20.00 $3,467
885 Equipment Service Worker $20.70 $3,589
827 Line Equipment Operator $20.70 $3,589
830 Line Tree Trimmer Leadman** $21.15 $3,665
836 Senior Utility Arborist $21.57 $3,739
825 Warehouse Leadman $23.52 $4,077
833 Power Plant Equipment Operator $23.27 $24.43 $4,235
822 Power Plant Maintenance Mechanic $26.26 $4,551
823 Power Plant Operator $27.54 $4,774
815 Electrician $28.78 $4,989
817 Lineman $28.78 $4,989
816 Instrument& Electrical Technician $28.78 $4,989
834 Power Plant Relief Operator $29.30 $5,079
812 Troubleman $30.23 $5,239
811 Working Foreman - Electrician $31.66 $5,488
810 Working Foreman - Line $31.66 $5,488
813 Working Foreman - Power Plant Maintenance $31.66 $5,488
814 Working Foreman - Power Plant Operations $31.66 $5,488
* Full-time temporary employees only
** Effective April 30, 2000, no future employees will be appointed to this classification.
INTERNATIONAL BRO HOOD OF ELECTRICAL WORKERS .CTRIC DEPARTMENT
E HIBIT A-2: SCHEDULE OF WAGE RA _
Effective: January 5, 2003
Hourly Pay Rate -Salary Step Step 5
Monthly
1 * 2 * 3 * 4 5 Equivalent
886 Power Plant Utility Worker $10.13 $11.49 $13.02 $17.13 $17.98 $3,117
888 Utility Worker $10.13 $11.49 $13.02 $17.13 $17.98 $3,117
850 Groundman $17.97 $18.87 $3,271
842 Power Plant Warehouse Worker $18.37 $19.29 $3,344
840 Warehouse Worker $18.37 $19.29 $3,344
835 Utility Arborist $20.00 $3,467
885 Equipment Service Worker $20.70 $3,589
827 Line Equipment Operator $20.70 $3,589
830 Line Tree Trimmer Leadman** $21.15 $3,665
836 Senior Utility Arborist $21.57 $3,739
825 Warehouse Leadman $23.52 $4,077
833 Power Plant Equipment Operator $23.97 $25.17 $4,362
822 Power Plant Maintenance Mechanic $27.04 $4,688
823 Power Plant Operator $28.37 $4,917
815 Electrician $29.65 $5,139
817 Lineman $29.65 $5,139
816 Instrument& Electrical Technician $29.65 $5,139
834 Power Plant Relief Operator $30.18 $5,231
812 Troubleman $31.13 $5,396
811 Working Foreman - Electrician $32.61 $5,653
810 Working Foreman - Line $32.61 $5,653
813 Working Foreman - Power Plant Maintenance $32.61 $5,653
814 Working Foreman - Power Plant Operations $32.61 $5,653
* Full-time temporary employees only
** Effective April 30, 2000, no future employees will be appointed to this classification.
INTERNATIONAL BROTHOOD OF ELECTRICAL WORKERS 'CTRIC DEPARTMENT
IBIT A-3: SCHEDULE OF WAGE RA-1_
Effective: August 31, 2003
Hourly Pay Rate -Salary Step Step 5
Monthly
1 * 2 * 3 * 4 5 Equivalent
886 Power Plant Utility Worker $10.44 $11.83 $13.41 $17.64 $18.52 $3,211
888 Utility Worker $10.44 $11.83 $13.41 $17.64 $18.52 $3,211
850 Groundman $18.51 $19.44 $3,369
842 Power Plant Warehouse Worker $18.92 $19.87 $3,444
840 Warehouse Worker $18.92 $19.87 $3,444
835 Utility Arborist $20.60 $3,571
885 Equipment Service Worker $21.32 $3,696
827 Line Equipment Operator $21.32 $3,696
830 Line Tree Trimmer Leadman** $21.78 $3,775
836 Senior Utility Arborist $22.22 $3,851
825 Warehouse Leadman $24.22 $4,199
833 Power Plant Equipment Operator $24.69 $25.92 $4,493
822 Power Plant Maintenance Mechanic $27.86 $4,828
823 Power Plant Operator $29.22 $5,064
815 Electrician $30.54 $5,293
817 Lineman $30.54 $5,293
816 Instrument& Electrical Technician $30.54 $5,293
834 Power Plant Relief Operator $31.09 $5,388
812 Troubleman $32.07 $5,558
811 Working Foreman - Electrician $33.59 $5,822
810 Working Foreman - Line $33.59 $5,822
813 Working Foreman - Power Plant Maintenance $33.59 $5,822
814 Working Foreman - Power Plant Operations $33.59 $5,822
* Full-time temporary employees only
** Effective April 30, 2000, no future employees will be appointed to this classification.
INTERNATIONAL BROTI OOD OF ELECTRICAL WORKERS - 'TRIC DEPARTMENT
E, u T A-4: SCHEDULE OF WAGE RATL
Effective: January 4, 2004
Hourly Pay Rate -Salary Step Step 5
Monthly
1 * 2 * 3 * 4 5 Equivalent
886 Power Plant Utility Worker $10.44 $11.83 $13.41 $17.64 $18.52 $3,211
888 Utility Worker $10.44 $11.83 $13.41 $17.64 $18.52 $3,211
850 Groundman $18.51 $19.44 $3,369
842 Power Plant Warehouse Worker $18.92 $19.87 $3,444
840 Warehouse Worker $18.92 $19.87 $3,444
835 Utility Arborist $20.60 $3,571
885 Equipment Service Worker $21.32 $3,696
827 Line Equipment Operator $21.32 $3,696
830 Line Tree Trimmer Leadman** $21.78 $3,775
836 Senior Utility Arborist $22.22 $3,851
825 Warehouse Leadman $24.22 $4,199
833 Power Plant Equipment Operator $25.43 $26.70 $4,628
822 Power Plant Maintenance Mechanic $28.69 $4,973
823 Power Plant Operator $30.09 $5,216
815 Electrician $31.45 $5,452
817 Lineman $31.45 $5,452
816 Instrument& Electrical Technician $31.45 $5,452
834 Power Plant Relief Operator $32.02 $5,550
812 Troubleman $33.03 $5,725
811 Working Foreman - Electrician $34.60 $5,997
810 Working Foreman - Line $34.60 $5,997
813 Working Foreman - Power Plant Maintenance $34.60 $5,997
814 Working Foreman - Power Plant Operations $34.60 $5,997
* Full-time temporary employees only
** Effective April 30, 2000, no future employees will be appointed to this classification.
INTERNATIONAL BRC 'HOOD OF ELECTRICAL WORKERS ECTRIC DEPARTMENT
.1IBIT A-5: SCHEDULE OF WAGE RA
Effective: August 29, 2004
Hourly Pay Rate -Salary Step Step 5
Monthly
1 * 2 * 3* 4 5 Equivalent
886 Power Plant Utility Worker $10.75 $12.19 $13.81 $18.17 $19.08 $3,307
888 Utility Worker $10.75 $12.19 $13.81 $18.17 $19.08 $3,307
850 Groundman $19.07 $20.02 $3,470
842 Power Plant Warehouse Worker $19.49 $20.47 $3,548
840 Warehouse Worker $19.49 $20.47 $3,548
835 Utility Arborist $21.22 $3,678
885 Equipment Service Worker $21.96 $3,807
827 Line Equipment Operator $21.96 $3,807
830 Line Tree Trimmer Leadman** $22.43 $3,889
836 Senior Utility Arborist $22.88 $3,966
825 Warehouse Leadman $24.95 $4,325
833 Power Plant Equipment Operator $26.19 $27.50 $4,766
822 Power Plant Maintenance Mechanic $29.55 $5,122
823 Power Plant Operator $31.00 $5,373
815 Electrician $32.39 $5,615
817 Lineman $32.39 $5,615
816 Instrument& Electrical Technician $32.39 $5,615
834 Power Plant Relief Operator $32.98 $5,716
812 Troubleman $34.02 $5,897
811 Working Foreman - Electrician $35.64 $6,177
810 Working Foreman - Line $35.64 $6,177
813 Working Foreman - Power Plant Maintenance $35.64 $6,177
814 Working Foreman - Power Plant Operations $35.64 $6,177
* Full-time temporary employees only
** Effective April 30, 2000, no future employees will be appointed to this classification.
INTERNATIONAL BROORHOOD OF ELECTRICAL WORKERS ECTRIC DEPARTMENT
HIBIT A-6: SCHEDULE OF WAGE RA.
Effective: August 28, 2005
Hourly Pay Rate -Salary Step Step 5
Monthly
1 * 2 * 3 * 4 5 Equivalent
886 Power Plant Utility Worker $11.07 $12.55 $14.23 $18.72 $19.65 $3,406
888 Utility Worker $11.07 $12.55 $14.23 $18.72 $19.65 $3,406
850 Groundman $19.64 $20.62 $3,574
842 Power Plant Warehouse Worker $20.08 $21.08 $3,654
840 Warehouse Worker $20.08 $21.08 $3,654
835 Utility Arborist $21.86 $3,789
885 Equipment Service Worker $22.62 $3,921
827 Line Equipment Operator $22.62 $3,921
830 Line Tree Trimmer Leadman** $23.11 $4,005
836 Senior Utility Arborist $23.57 $4,085
825 Warehouse Leadman $25.70 $4,455
833 Power Plant Equipment Operator $26.98 $28.32 $4,909
822 Power Plant Maintenance Mechanic $30.44 $5,276
823 Power Plant Operator $31.93 $5,534
815 Electrician $33.37 $5,784
817 Lineman $33.37 $5,784
816 Instrument& Electrical Technician $33.37 $5,784
834 Power Plant Relief Operator $33.97 $5,888
812 Troubleman $35.04 $6,073
811 Working Foreman - Electrician $36.71 $6,362
810 Working Foreman - Line $36.71 $6,362
813 Working Foreman - Power Plant Maintenance $36.71 $6,362
814 Working Foreman - Power Plant Operations $36.71 $6,362
* Full-time temporary employees only
** Effective April 30, 2000, no future employees will be appointed to this classification.
EXHIBIT B: JOB DEFINITIONS
The Job Definitions included herein are intended to be general guidelines regarding the
duties to be performed by a particular classification, and are not to be construed as
restrictions on the duties an employee may perform. Any employee may be assigned to
perform the duties of a classification which has an equal or lower wage rate.
A crew as used herein is defined as three or more employees working together on the same
job.
Power Plant Utility Worker
An employee who is engaged in performing a wide variety of unskilled and semi-skilled
work. The employee's duties include installation, construction, maintenance and repair of
power plant equipment. The employee will be required to operate equipment such as a
forklift and portable power tools and to drive a truck hauling a load or towing a trailer of no
more than six thousand(6000)pounds. The employee will be required to assist other power
plant personnel in the operation and maintenance of a power plant. The employee shall be
capable of performing the duties with skill, efficiency, and safety. The employee must
possess the appropriate State of California Drivers License.
Utility Worker
An employee who is engaged in performing a wide variety of unskilled and semi-skilled
work. The employee's duties include installation, construction, maintenance and repair of
City facilities and property. The employee must possess the appropriate State of California
Drivers License. The employee will be required to operate equipment such as forklift,brush
chipper,portable power tools and drive a truck hauling a load or towing a trailer of no more
than six thousand (6000)pounds. The employee shall be capable of performing the duties
with skill, efficiency, and safety.
Groundman
An employee engaged in performing unskilled and semi-skilled duties,usually in connection
with the construction, maintenance and operation of electrical power transmission and
distribution systems. The employee's principal duties are normally performed as an assistant
to a Lineman. The employee may be required to drive a truck,or to use portable power tools.
The employee must possess the appropriate State of California drivers license, and shall be
capable of performing the duties efficiently and safely.
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Power Plant Warehouse Worker
An employee who, under general direction, is engaged in performing duties relative to the
purchasing,ordering,receiving,dispersing,maintaining records and salvaging of materials,
including the operation of material handling equipment. The employee will be required to
assist other power plant personnel in the operation and maintenance of a power plant. The
employee may be required to drive a vehicle and to type with moderate skill. The employee's
background of experience and training shall be such as to qualify the employee to perform
the duties safely with skill and efficiency. The employee must possess the appropriate State
of California drivers license.
Warehouse Worker
An employee who is engaged, subordinate to the employee in charge, in performing duties
relative to the purchasing, ordering, receiving, dispersing and salvaging of materials,
including the operation of material handling equipment. The employee may be required to
drive a vehicle and to type with moderate skill. The employee's background of experience
and training shall be such as to qualify the employee to perform the duties safely with skill
and efficiency. The employee must possess the appropriate State of California drivers
license.
Utility Arborist
An employee who is engaged in performing all types of pruning and tree trimming,including
tree trimming in close proximity to high voltage power lines, utilizing tree climbers, rope
rigging, mechanical lift equipment, and all types of mechanical and power pruning and
cutting tools. The employee will be required to drive a truck and operate equipment such as
fork lift,tractor/loader,brush chipper,tractor/mower and portable power tools and to direct
the work of not more than two (2) other lower paid employees engaged in unskilled work.
The employee's background of training and experience shall be such as to qualify the
employee to perform the duties with skill,efficiency and safety. The employee must possess
and maintain a certificate issued by the International Society of Arboriculture as a"Certified
Arborist" and the appropriate State of California drivers license.
Power Plant Equipment Operator
An employee who is engaged in performing a wide variety of duties relating to the operation,
maintenance and repair of a power plant, buildings, facilities, mechanical equipment and
other property of a similar nature as an assistant to other employees. Assists Power Plant
Operator in power plant operations, operates control panels for steam and combustion
2
generators. Performs startup and shutdown of major equipment and performs routine water
testing. May be required to perform carpentry,plumbing, electrical work,painting, gas and
electric welding, and the operation of machine shop tools and equipment and City vehicles.
The employee's background of training and experience must be such as to qualify the
employee to perform these duties safely with skill and efficiency. The employee must
possess the appropriate State of California drivers license.
Equipment Service Worker
An employee who is a journeyman and is engaged in performing a wide variety of duties
related to the maintenance and repair or modification of tools,equipment,vehicles,buildings,
facilities and transmission/distribution facilities. The employee may be required to drive a
truck or operate equipment and tools in connection with the duties, and must possess the
appropriate State of California drivers license. The employee may also be required to
perform carpentry,plumbing,painting,cement work,masonry,gas and electric welding,and
related clerical work. The employee should be a journeyman in one of the foregoing crafts
and should be reasonably competent and proficient in performing routine tasks of some of
the other crafts. The employee may be required to direct the work of another lower paid
employee. The employee's background of training and experience shall be such as to qualify
the employee to perform the duties safely with skill and efficiency.
Line Equipment Operator
An employee engaged in driving, operating and routine maintenance of trucks and other
equipment such as backhoe,front-end loader,and dump truck as required in connection with
the construction,maintenance and operation of electrical power transmission and distribution
systems,and must possess the appropriate State of California drivers license. The employee
may be required to perform job related clerical work; is responsible for keeping tools and
materials in good order on the truck; assists with ground work. The employee shall be
capable of performing the duties with skill, efficiency and safety.
Senior Utility Arborist
An employee who is a leadman in charge of not more than three(3)other employees engaged
in performing all types of pruning and tree trimming, including tree trimming in close
proximity to high voltage power lines, utilizing tree climbers, rope rigging, mechanical lift
equipment, and all types of mechanical and power pruning and cutting tools. The employee
must possess and maintain a certificate issued by the International Society of Arboriculture
as a"Certified Arborist." The employee will be required to drive a vehicle,may be required
to operate equipment, and must possess the appropriate State of California drivers license.
3
The employee shall have the personal qualifications of leadership and supervisory ability and
be familiar with the City's construction and safety standards,accounting procedures,and all
other applicable rules and regulations. The employee shall be capable of performing the
duties with skill, efficiency, and safety. The employee may be required to perform physical
inspections of tree trimming contractors' work and prepare regular reports on such activities.
When in charge of more than three other employees, the employee's wage rate shall be
increased by five percent (5%).
Power Plant Maintenance Mechanic
An employee who is engaged in performing a wide variety of duties relating to the operation,
maintenance and repair of a power plant and is skilled in turbine, boiler and generator
maintenance,work on high-pressure control valves and systems,pneumatic valve controllers
and actuators,alignment of pumps and turbine generators,welding pipe and pressure vessels
and other related duties as assigned. May be required to perform carpentry, plumbing,
electrical work,painting, gas and electric welding, and the operation of machine shop tools
and equipment and City vehicles. The employee's background of training and experience
must be such as to qualify the employee to perform these duties safely with skill and
efficiency. The employee must possess the appropriate State of California drivers license.
Power Plant Operator
An employee who operates power plants in accordance with operating instructions and
procedures and responds to alarms,takes appropriate corrective action,executes power plant
shutdown and startup procedures,reports abnormal conditions to the immediate supervisor,
assists in training other employees to operate power plants, conducts water testing and
treatment duties,operates control panels to regulate the load on the steam generators turbine
and to maintain proper steam temperature and pressure, feed water and fuel supply and
efficient combustion conditions, synchronizes generators and regulates load, voltage and
frequency and other duties as assigned. The employee's background of training and
experience shall be such as to qualify the employee to perform these duties with skill and
efficiency. The employee must possess the appropriate State of California drivers license,
and be capable of performing the duties safely.
Warehouse Leadman
An employee who is a working foreman and is in charge of stores wherein a number of
employees are engaged in performing duties relative to the purchasing, ordering,receiving,
dispersing, and salvaging of material and supplies. The employee may be required to drive
a vehicle and operate material handling equipment, and must possess the appropriate State
4
of California drivers license. The employee shall have the personal qualifications of
leadership and supervisory ability and be familiar with the City's stores procedures,
accounting procedures, safety standards and other applicable rules and regulations. The
employee shall be capable of performing the duties with skill, efficiency, and safety.
Electrician
An employee who is a journeyman and is engaged in performing all classes of electrical
work. The employee duties may include installing, testing and maintaining all types of
meters, protective relay and supervisory equipment, station apparatus, instruments, control
devices, fire alarm systems, remote control and telemetering equipment, traffic signals and
recording instruments. The employee's background of apprenticeship and experience shall
be such as to qualify the employee to perform these duties with skill and efficiency. The
employee must possess the appropriate State of California drivers license,and be capable of
performing the duties safely. When in charge of two or more other employees, the
employee shall be upgraded to Working Foreman- Electrician.
Lineman
An employee who is a journeyman and is engaged in performing all classes of electrical
power transmission and distribution system construction,maintenance and operation work.
The employee may be required to drive a truck and operate any associated equipment, and
must possess the appropriate State of California drivers license. The employee's background
of apprenticeship and experience shall be such as to qualify the employee to perform these
duties with skill and efficiency. The employee shall be capable of performing the duties
safely.
Instrument & Electrical Technician
An employee who is engaged in journey-level work and performs all classes of electrical
work. The employee's duties may include installing, testing and maintaining all types of
meters,protective relay, power plant distributed control systems, pneumatic control valves
and actuators, transducers, high voltage circuit breakers and switch-gear, motor control
centers, programmable logic controllers, sensors for pH level, pressure, temperature and
continuous emissions monitoring instruments control devices, fire alarm systems and
recording instruments. The employee's background of training and experience shall be such
as to qualify the employee to perform these duties with skill and efficiency. The employee
must possess the appropriate State of California drivers license,and be capable of performing
the duties safely.
5
Power Plant Relief Operator
An employee who under general supervision provides relief fill-in for absent Power Plant
Operator(s) or Power Plant Equipment Operator(s). The assigned shift is modified to meet
plan operating needs. Operates power plants in accordance with operating instructions and
procedures and responds to alarms,takes appropriate corrective action.,executes power plant
shutdown and startup procedures,reports abnormal conditions to the Power Plant Supervisor
or Power Plant Operator as appropriate to the relief assignment,operates control panels to
regulate load on the steam generators and steam and combustion turbine generators,
maintains proper steam pressure and temperature,synchronizes generators and regulates load,
voltage and frequency, feedwater supply, fuel supply and efficient combustion conditions,
operates major auxiliary apparatus and systems such as air compressors.boiler feedwater and
condensate treatment systems.reverse osmosis and storage system.pollution control systems
and all locally controlled electrical and mechanical equipment, assists in training other
employees.
When providing relief fill-in for absent Power Plant Equipment Operator.assist Power Plant
Operator in power_plant operations,operate control panels for steam and combustion turbine
generators,perform startup and shutdown of equipment,perform routine water testing. Will
perform other duties as assigned,such as inventory control,fire inspections,operational tests.
May be required to perform carpentry,.plumbing,_electrical work,painting,gas and/or electric
welding, and the operation of machine shop tools and equipment and City vehicles. The
employee's background of training and experience shall be such as to qualify the employee
to perform these duties with skill and efficiency in accordance with all federal,state and local
environmental and safety laws, rules and regulations. The employee must possess the
appropriate State of California driver's license, and be capable of performing the duties.
Troubleman
An employee who has the craft qualifications of a Lineman and performs any work in
connection with providing and maintaining service to the public, such as installing electric
services and all types of meters, replacing line and equipment fuses, patrolling, switching,
restoring service on "no light," "no power" and "no water" calls, minor servicing and
repairing of customers' equipment,operating substations,inspection for proper function and
performing minor repairs, maintenance and adjustments to City facilities, such as street
maintenance, operation and complaints; may be required to collect deposits and bills. In
trouble and emergency work involving immediate hazard to life or property,may be required
to work alone to cut circuits of over 600 volts in the clear. The employee must possess the
appropriate State of California drivers license, and shall be capable of performing the duties
with skill, efficiency, tact, diplomacy, and safety.
6
Working Foreman- Electrician
An employee who is a working foreman in charge of a crew of not more than four(4) other
employees engaged in performing all classes of electrical work. The employee shall have
the personal qualifications of leadership and supervisory ability, the craft qualifications of
an Electrician, and be familiar with the City's construction and safety standards, accounting
procedures and all other applicable rules and regulations. The employee shall be capable
of performing the duties with skill, efficiency, and safety, and must possess the appropriate
State of California drivers license. When in charge of more than four (4) other employees
the employee's wage rate shall be increased by ten percent (10%).
Working Foreman- Line
An employee who is a working foreman in charge of a crew of not more than four(4) other
employees engaged in performing all classes of electrical power transmission and distribution
system construction,maintenance and operation work. The employee shall have the personal
qualifications of leadership and supervisory ability,the craft qualifications of a Lineman,and
be familiar with the City's construction and safety standards,accounting procedures,General
Order 95 and all other applicable rules and regulations. The employee shall be capable of
performing the duties with skill, efficiency, and safety, and must possess the appropriate
State of California drivers license. When in charge of more than four (4) other employees
the employee's wage rate shall be increased by ten percent (10%). five percent (5%).
Working Foreman - Power Plant Maintenance
An employee who is a working foreman in charge of a crew of not more than five(5) other
employees from the Power Plant Maintenance Mechanic and Instrument and Electrical
Technician crafts. The employee must possess sufficient knowledge of: all tools and
equipment used under the employee's direction and guidance; the functions of power plant
equipment, how it operates mechanically, hydraulically, and electronically; the City's
construction and safety standards, accounting procedures, and all other applicable rules and
regulations; work procedures and methods for the areas of Mechanical and Instrument and
Electrical responsibility; and the City's clearance, safety, and hazardous materials handling
procedures/regulations. The employee must possess the ability to coordinate,schedule, and
plan all aspects of the construction, maintenance, and repair of the City's power plant
facilities and aid in both the design and planning of such projects; and the appropriate State
of California drivers license. The employee shall have not less than two (2) years
journeyman craft experience or its equivalent as a Power Plant Maintenance Mechanic and/or
Instrument and Electrical Technician, the personal qualifications of leadership and
supervisory ability,and the employee's background of training and experience shall be such
as to qualify the employee to perform the duties with skill and efficiency. When in charge
7
of more than five (5) other employees, the employee's wage rate shall be increased by ten
percent (10%).
Working Foreman - Power Plant Operations
An employee who is a working foreman in charge of a crew of not more than five (5) other
employees engaged in performing power plant operations. The employee shall have the
personal qualifications of leadership and supervisory ability, not less than two (2) years
experience as a Power Plant Operator,and be familiar with the City's power plant operation
procedures and practices, the City's clearance, safety, hazardous materials handling
procedures/regulations,accounting procedures,and all other applicable rules and regulations.
The employee's background of training and experience shall be such as to qualify the
employee to perform the duties with skill and efficiency. The employee must possess the
appropriate State of California drivers license. When in charge of more than five (5) other
employees, the employee's wage rate shall be increased by ten percent (10%).
8
EXHIBIT C: LINES OF PROGRESSION
CLASSIFICATION NEXT LOWER SAME OR HIGHER
CLASSIFICATION CLASSIFICATIONS
Power Plant Utility Worker
Utility Worker Groundman
Utility Arborist
Equipment Service Worker
Line Equipment Operator
Line Tree Trimmer Leadman
Senior Utility Arborist
Groundman Utility Worker Equipment Service Worker
Line Equipment Operator
Lineman
Troubleman
Working Foreman - Line
Power Plant Warehouse Worker Warehouse Leadman
Warehouse Worker Warehouse Leadman
Utility Arborist Senior Utility Arborist
Equipment Service Worker
Line Equipment Operator Groundman Lineman
Troubleman
Working Foreman- Line
Senior Utility Arborist Utility Arborist
Warehouse Leadman Warehouse Worker
Power Plant Warehouse Worker
Power Plant Equipment Operator Power Plant Operator
Power Plant Relief Operator
Working Foreman- Power Plant
Operations
Power Plant Maintenance Mechanic Power Plant Utility Worker Power Plant Operator
Power Plant Warehouse Worker Working Foreman- Power Plant
Power Plant Equipment Operator Maintenance
Power Plant Operator Power Plant Equipment Operator Power Plant Relief Operator
Working Foreman- Power Plant
Operations
Electrician Working Foreman-Electrician
1
CLASSIFICATION NEXT LOWER SAME OR HIGHER
CLASSIFICATION CLASSIFICATIONS
Lineman Troubleman
Working Foreman- Line
Instrument and Electrical Technician Working Foreman- Power Plant
Maintenance
Power Plant Relief Operator Power Plant Equipment Operator Power Plant Operator
Working Foreman - Power Plant
Operations
Troubleman Lineman Working Foreman- Line
Working Foreman- Electrician Electrician
Working Foreman- Line Lineman
Troubleman
Working Foreman- Power Plant Power Plant Maintenance
Maintenance Mechanic
Instrument and Electrical
Technician
Working Foreman - Power Plant Power Plant Operator
Operations Power Plant Relief Operator
2
L:XHIBIT D: GRIEVANCE FORM
GRIEVANCE
IBEW—Electric Unit
Grievant Division
Job Title Shop Steward
Date of Occurrence Date of Awareness
ISSUE
Specific Article(s) violated:
Explain specifically what happened and why you believe the MOU was violated:
❑ Supporting documents/other information attached.
Correction requested:
Submitted by(signed) Date:
City's answer: 0 supporting documents attached.
Signed: Date:
Disposition:
❑ Settled on at step one 0 two 0 three 0
❑ Withdrawn on
O Scheduled for Arbitration on