HomeMy WebLinkAboutReso 2001-068 - REIO RESOLUTION NO. 01- Ci
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING
APPROVING THE PROVISIONS OF THE MEMORANDUMS OF
UNDERSTANDING ENTERED INTO BETWEEN THE CITY OF REDDING
AND THE REDDING EMPLOYEES ORGANIZATION OF THE SERVICE
EMPLOYEES INTERNATIONAL UNION—CLERICAL,TECHNICAL AND
PROFESSIONAL EMPLOYEES' UNIT AND SUPERVISORY/
CONFIDENTIAL EMPLOYEES' UNIT, EFFECTIVE JANUARY 1, 2001.
WHEREAS,the Redding Employees Organization of the Service Employees International
Union—Clerical, Technical and Professional Employees' Unit and Supervisory/Confidential
Employees' Unit have been formally recognized as the majority representative of appropriate units
of employees, as set forth in Section 2.1 of Article 2 of the attached Memorandums of
Understanding; and
WHEREAS,the designated representatives of the City of Redding have conferred with and
entered into Memorandums of Understanding with the designated representatives of the Redding
Employees Organization of the Service Employees International Union—Clerical, Technical and
Professional Employees' Unit and Supervisory/Confidential Employees' Unit , as required by the
provisions of the Meyers-Milias-Brown Act of 1968; and
WHEREAS, copies of the Memorandums of Understanding are attached hereto and made
a part hereof;
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Redding that the aforesaid Memorandums of Understanding are hereby approved and shall be
effective January 1, 2001.
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 17`h day of April, 2001,by the
following vote:
AYES: COUNCIL MEMBERS: Cibula, Kight, Pohlmeyer, Stegall and McGeorge
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
ABSTAIN: COUNCIL MEMBERS: None
DAVID . cGEO C c or
ATTEST:, FORM APPROVED:
CON IE STROHMAYER,City C •rk W.LEONARD WINGATJ City Attorney
D:\work\COUNCIL\SEIU-MOU.01.res.wpd
MEMORANDUM OF UNDERSTANDING
between
THE CITY OF REDDING
and
REDDING EMPLOYEES ORGANIZATION
of the
SERVICE EMPLOYEES INTERNATIONAL UNION
CLERICAL, TECHNICAL AND PROFESSIONAL
EMPLOYEES' UNIT
EFFECTIVE: April 10, 1994
AMENDED: June 18, 1996
AMENDED: June 5, 1997, to be effective June 29, 1997
AMENDED: April 17, 2001, to be effective January 1, 2001
TABLE OF CONTENTS
ARTICLE 1: PREAMBLE 1
ARTICLE 2: RECOGNITION 2
ARTICLE 3: CITY RIGHTS 2
ARTICLE 4: UNION RIGHTS 2
ARTICLE 5: CONCERTED ACTIVITIES 3
ARTICLE 6: UNION SECURITY 4
ARTICLE 7: GRIEVANCE PROCEDURE 5
ARTICLE 8: SAFETY 6
ARTICLE 9: DISABILITY AND UNEMPLOYMENT 7
ARTICLE 10: EMPLOYEE STATUS 8
ARTICLE 11: COMPENSATION AND CLASSIFICATIONS 10
ARTICLE 12: HOURS AND OVERTIME 11
ARTICLE 13: SENIORITY 12
ARTICLE 14: PROMOTION AND TRANSFER 12
ARTICLE 15: LAYOFF, DISPLACEMENT AND REINSTATEMENT 13
ARTICLE 16: LEAVE OF ABSENCE 14
ARTICLE 17: EXPENSES 15
ARTICLE 18: SICK LEAVE 16
ARTICLE 19: FUNERAL LEAVE 17
ARTICLE 20: HOLIDAYS 17
ARTICLE 21: VACATIONS 18
ARTICLE 22: ADMINISTRATIVE LEAVE 20
ARTICLE 23: UNIFORMS 21
ARTICLE 24: EMPLOYEE BENEFIT PROGRAMS 21
ARTICLE 25: JURY DUTY 23
ARTICLE 26: PERSONNEL RECORDS 23
ARTICLE 27: CONTINUING EDUCATION 23
ARTICLE 28: MISCELLANEOUS 24
ARTICLE 29: SAVINGS PROVISION 24
ARTICLE 30: EFFECT OF AGREEMENT 25
ARTICLE 31: EMERGENCY PROVISION 25
ARTICLE 32: COMPLETE AGREEMENT 25
ARTICLE 33: TERM 25
NOTE: Amendments to this Memorandum of Understanding effective January 1,2001,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 15th day of
April, 1994,by and between 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 REDDING EMPLOYEES ORGANIZATION of the SERVICE
EMPLOYEES INTERNATIONAL UNION (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;
WITNESSETHthat:
WHEREAS,the Parties hereto desire to promote harmony and efficiency to the end that the
City, the 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, and
to facilitate the peaceful adjustment of differences that may from time to time arise between them;
NOW, THEREFORE, the Parties hereto do agree as follows:
ARTICLE 1: PREAMBLE
1.1 This Memorandum of Understanding supersedes and replaces all previous policies,
practices,procedures,resolutions,ordinances and terms and conditions of employment on subjects
which are covered by this Memorandum of Understanding. There shall be no loss of benefits as set
forth in Article 24, and Exhibits "A" and "B" as a result of this Memorandum of Understanding,
except as specifically agreed to herein.
1.2 It is the policy of the City and the Union not to, and neither party will, interfere with,
intimidate,restrain,coerce or discriminate against any employee as prohibited by State and Federal
law.
1.3 The City is engaged in rendering services to the public and the City and the Union
recognize their mutual obligation for the continuous rendition and availability of such services.
1.4 City employees shall perform loyal and efficient work and service and shall use their
influence and best efforts to protect the properties of the City and its service to the public and shall
cooperate in promoting and advancing the welfare of the City and in preserving the continuity of its
service to the public at all times.
1.5 The City and the Union shall cooperate in promoting harmony and efficiency among City
employees.
1.6 The Parties have met and conferred in good faith and have reached agreement on
procedures set forth in this Memorandum of Understanding for resolution of disputes between the
Parties. The Parties agree to follow the procedures as set forth in this Memorandum of
1
Understanding or the bargaining process required by the Meyers-Milias-Brown Act and the Parties
will make every effort to persuade their members to also use the established procedures.
ARTICLE 2: RECOGNITION
2.1 The City recognizes the Union as the "Exclusive Representative" of that Unit of
employees of the City who hold a classification listed on Exhibits "A-1 through A-4" and `B=f
through 13-4"of this Memorandum of Understanding.
2.2 The provisions of this Memorandum of Understanding hereinafter set forth shall apply
only to those employees of the City of Redding in this unit,except as otherwise specifically set forth
in this Memorandum of Understanding.
ARTICLE 3: . CITY RIGHTS
3.1 Notwithstanding anything to the contrary,the Union recognizes and accepts the right of
City of Redding management to manage the City. This recognition includes acceptance of the fact
that the management rights listed below are not subject to either grievance procedures or the meeting
and conferring in good faith process provided for by the Meyers-Milias-Brown Act,except,however,
grievances may be filed upon interpretations of the provisions of this Memorandum of
Understanding other than those set forth in this section. It is agreed by the Parties to this
Memorandum of Understanding that management rights include,by way of illustration and not by
way of limitation, the following: (a)the full and exclusive control of the management of the City;
(b)the supervision of all operations,methods,processes and means of performing any and all work;
(c)the control of the property and the composition, assignment, direction and determination of the
size and the work hours of its working forces; (d) the right to determine the work to be done by
employees; (e) the right to change or introduce new or improved operations, methods, means or
facilities; (f)the right to establish budget procedures and financial allocations; (g)the right to hire,
classify, schedule, promote, demote, transfer, evaluate, release, lay off and increase hours of
employees; (h)the right to suspend, discipline and discharge employees for just cause; (i)the right
to contract out work to be done or services to be rendered, provided however, that the impact and
effect of any such decision may be subject to the meet and confer process and; (j) the right to
maintain an orderly, effective and efficient operation, provided however, that all of the foregoing
shall be subject to the express and explicit terms and provisions of this Memorandum of
Understanding.
ARTICLE 4: UNION RIGHTS
4.1 Official representatives of the 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.
4.2 The City will provide the Union adequate bulletin board space on existing bulletin boards
for the purpose of posting thereon matters relating to official Union business.
2
4.3 The City and the Union will not interfere with,intimidate,restrain,coerce or discriminate
against any employee because of the employee's membership or non-membership in the Union or
the employee's activity on behalf of the Union.
4.4 Any employee, at the employee's request, shall be permitted representation by a Union
representative. The foregoing shall apply to employee-required participation in processes involving
reprimands, investigations, disciplinary actions and due process hearings, providing there is no
unreasonable delay in obtaining representation.
4.5 Joint Union-Management meetings shall be held twice each year or as often as agreed
upon by the 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 the Union's
Representative and such other Union representatives as determined by the Union; and the City's
Personnel Manager and such other management personnel as determined by the
City. The number of representatives of each party shall be limited to five (5), except by advance
mutual agreement. The meetings shall be summarized in written minutes. Except that the provisions
of this section shall be observed, the meetings shall be self-organizing.
4.6 Whenever any employee is absent from work as a result of a formal request by the Union
and is engaged in official Union business,the City shall pay for all regular time absent and shall be
reimbursed therefor by the Union at the rate of one hundred fifty percent(150%)of the employee's
regular pay rate.
4.7 The City agrees to provide the Union,on a semi-annual basis,a listing of all employees
in the unit represented by the Union. Such listing shall include the name,date of employment,job
classification and status,departmental work location,pay rate,and SEIU unit representation for each
employee.
ARTICLE 5: CONCERTED ACTIVITIES
5.1 The duties performed by employees of the 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 partially or totally
abstain from the performance of their duties for the City during regular work hours or on an overtime
basis. The 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 in consideration thereof, the City shall not cause any lockout.
Those employees who do individually or collectively, partially or totally abstain from the
performance of their duties for the City during regular work hours or on an overtime basis shall be
subject to disciplinary action up to and including discharge from employment.
3
ARTICLE 6: UNION SECURITY
6.1(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 shall tender,monthly, an agency fee in an amount equal to the amount of the monthly
dues required of members; except that:
6.1(b) Any employee of City in a classification represented by Union and who,on April 10,
1994 was an employee and was not a member of the Union, and who remains an employee
continuously after April 10, 1994 is exempt from the provisions of Section 6.1(a) unless the
employee becomes a member of Union.
6.1(c) 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 as the individual
is working for City in a job classification not covered by this Memorandum of Understanding.
6.2 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.
6.3 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 6.1(a)not exempted
by the provisions of 6.1(b)or 6.1(c),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.
6.4 Deductions shall be made from the second payroll period of each month and a check for
the total deductions shall be submitted to the Treasurer of Redding Employees Organization within
five(5)working days of the date the deductions are withheld from the employee's check. The City
will notify the Union each month at the time of the dues transmittal to Union of any changes since
the previous dues transmittal and the reasons therefore.
6.5 The form of check-off authorization shall be approved by both the City and the Union.
6.6 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.
6.7 At new employee orientation, the Union will provide Union membership application
forms, payroll deduction authorization forms, and a copy of this Memorandum of Understanding.
In addition, at each orientation, a Union shop steward will be afforded an opportunity to make a
short presentation (30 minutes maximum) to the new employee after the City representative has
concluded orientation.
4
ARTICLE 7: GRIEVANCE PROCEDURE
7.1 Any grievance which may arise between the 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
Number 4217 are not a grievance. Probationary employees as defined in Article 10.7 shall not be
entitled to invoke Article 7,Grievance Procedure,with regard to matters of discharge,or demotion.
This shall not,however,prevent a probationary employee from exercising any other rights under this
Memorandum of Understanding. Every employee designated by the City to hear the grievance of
a subordinate shall have the authority to settle that grievance.
7.2 Step One: The initial step in the adjustment of a grievance shall be a discussion between
the employee or the employee's representative, and the immediate Supervisor_ ,
If the grievance is not resolved, the employee or the employee's representative shall present the
grievance in writing to the Division Head or Department Director as applicable, who will answer,
in writing, within ten (10) calendar days. This step requires a presentation to every level of
management below the City Manager. This step shall be started within thirty(30)calendar 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 employee.
7.3 Step Two: If a grievance is not resolved in the initial step, the second step shall be-a
the presentation of the grievance,in writing,by the employee or the employee's
representative and-to the finirrarr Resources Personnel Manager who shall answer,in writing,within
ten (10) calendar days. This step shall be taken within ten (10) calendar days of the date of the
Department Director's answer in step one.
7.4 Step Three: If a grievance is not resolved in the second step, the third step shall be the
presentation of the grievance, in writing, by the employee or the employee's representative to the
City Manager or a designee from the City Manager's Office, who shall answer, in writing, within
ten(10)calendar days. The written presentation shall be a clear,concise statement of the grievance,
the circumstances involved,the pertinent dates,the decision rendered at the previous step,the section
of this Memorandum of Understanding alleged to be violated,and the specific remedy sought. The
third step shall be taken within ten(10) calendar days of the date of the answer in step two.
7.5 Step Four: If a grievance is not resolved in the third step,the fourth step shall be referral
by the Union to mediation within twenty(20) calendar days of the answer in step three. Whenever
a grievance is referred to mediation, either the Union or the City may request, in writing,that the
California State Mediation and Conciliation Service refer a state mediator. The mediator shall assist
the Parties in the resolution of the grievance in the same manner as that which is normally used in
the mediation of interest disputes. Referral to step five shall not occur until a mediator has released
the Parties from the mediation process.
5
7.6(a) Step Five: If a grievance is not resolved in the fourth step, the fifth step shall be
referral,in writing.,by either the City or the Union to arbitration. The fifth step shall be taken within
twenty(20) calendar days of the date of the answer in step four.
7.6(b) An arbitrator shall be appointed on each occasion that a grievance is submitted, in
writing,to arbitration. The City and the Union shall mutually agree to the arbitrator. If the City and
the Union fail to reach agreement on the appointment of an arbitrator,they shall request the State of
California Mediation and Conciliation Service to nominate five (5) persons to be the Arbitrator.
Each party shall, alternately strike a name from the list of names. The first party to strike a name
shall be determined by lot. At the point in time when one(1)name remains,that person shall be the
appointed arbitrator. The costs of arbitration shall be borne equally by the City and the Union. The
City and the Union shall pay the compensation and expenses for their respective witnesses. At the
Union's request,the City shall release employees from duty to participate in arbitration proceedings.
7.6(c) The arbitrator shall hold such hearings and shall consider such evidence as to the
arbitrator appears necessary and proper. The decision of the arbitrator shall be final and binding on
the City and the 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.
7.7 Failure by the employee or the Union to meet any of the aforementioned time limits as
set forth in Sections 7.2, 7.3, 7.4, 7.5 or 7.6(a) will result in forfeiture, except however, that the
aforementioned time limits may be extended by mutual written agreement. If the City fails to answer
a grievance on a timely basis, the grievance may be advanced to the next level. 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.
7.8 Notwithstanding the aforementioned procedure,any individual employee shall have the
right to present grievances to the City and to have such grievances adjusted without the intervention
of the Union, provided that the adjustment shall not be inconsistent with this Memorandum of
Understanding, and further provided that the Union shall be given an opportunity to be present at
such adjustment.
ARTICLE 8: SAFETY
8.1 The City 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.
8.2 Regular employee safety meetings will be held 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.
8.3 Whenever a hazardous condition presents a clear danger to the health or safety of
employees, upon request of the Union, Representatives of the Parties will hold Safety meetings at
mutually convenient times.
6
ARTICLE 9: DISABILITY AND UNEMPLOYMENT
9.1 Supplemental Benefits for Industrial Injury: Whenever any Regular employee 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,regardless of the employee's period of service with
the City 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 or
Regular Job-Share 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 or Regular Job-Share 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 section. The Parties recognize abuse of the
workers' compensation program is against the interests of the City and employees alike, and,
therefore, will cooperate as appropriate to prevent abuse.
9.2 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 the 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 fellow employees, or to the employee's own health.
9.3 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 9.1 not already repaid from the other sources mentioned in
Section 9.1 shall be repaid to the City by the employee.
9.4 Vacation and sick leave shall be accrued without regard to the established limits while
a Regular or Regular Job-Share 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 9.1. All Regular employees who are receiving Workers'Compensation
7
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 at the City's expense. 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.
ARTICLE 10: EMPLOYEE STATUS
10.1 Employees will be designated as Regular,Part-Time,Temporary,Job-Share or Part-
Time Regular depending upon the purpose for which they are hired and their length of continuous
service with the City.
10.2 A Regular employee is 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 a similar
nature as the employee becomes eligible.
10.3 A Part-Time employee is defined as an employee hired to work less than a Regular
full-time employee. A Part-Time employee may work part-time, intermittently, or on an irregular
schedule. A Part-Time employee shall receive not less than the minimum rate for the job,eight and
one-half(81/2) fixed holidays (January 1st; the third Monday in February; the last Monday in May:
July 4't'; the first Monday in September; Thanksgiving; Friday after Thanksgiving; the last four(4)
work hours before Christmas; and December 25`h), but shall not be eligible for sick leave pay;
holiday pay, or items of a similar nature,nor shall the employee be eligible for insurance coverage.
The employee will be eligible for PARS (Public Agency Retirement System) or may, , be
eligible for participation in the Ca1PERS retirement plan if the employee exceeds 1,000 hours in a
fiscal year. After the completion of 24-months of continuous City service, the employee will be
entitled to vacation pay on the same basis as Regular employees. If a Part-Time employee attains
Regular status,the employee shall be credited with the employee's service as a Part-Time employee
in determining eligibility for benefits, if any,as may accrue to the employee in the employee's new
status.
10.4 A 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 Temporary employee
may work full-time, part-time, intermittent, or on an irregular schedule. A Temporary employee
shall receive not less than the minimum rate for the job and will be eligible for PARS (Public
Agency Retirement System),but shall not be eligible for sick leave pay,holiday pay,vacation pay,
insurance coverage, or items of a similar nature,nor shall an employee
accrue seniority or promotion and transfer rights. After the completion of 24-months of continuous
City service,the employee will be entitled to vacation pay on the same basis as Regular employees.
If a Temporary employee is reclassified to Part-Time or Regular status, the employee shall not be
credited with service in determining eligibility for such benefits as may accrue to the employee in
the new status.
8
10.5 A Job-Share employee is an employee who is assigned to work a portion of the
regular work hours of a full-time regularly authorized position with another employee who is
assigned to work the other portion. A Job-Share employee shall receive not less than the minimum
rate for the job and shall receive benefits as set forth herein on a prorated basis at the same ratio to
full-time employee benefits as the employee's work hours bear to full-time employee's work hours.
Whenever a Regular employee is assigned to a job-share position, such employee shall retain their
Regular status. Whenever anyone other than a Regular employee is assigned to a job-share position,
such employee shall serve a one(1)year probationary period.
10.6 A Part-Time Regular employee is defined as an employee who has one (1) year, or
more,service with the City in full-time employment as a Regular employee,and who is subsequently
recategorized, without a break in service, to work less than fifteen hundred sixty(1,560)hours but
more than one thousand (1,000) hours. A Part-Time 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
(accrued at.048 of an hour for each hour worked or on paid leave),retirement plan participation(as
governed by the Public Employees' Retirement System), insurance coverage (pursuant to group
insurance contract provisions),and seniority accrual,but shall not be given preferential consideration
for promotion or transfer nor shall the employee be eligible for supplemental benefits for industrial
injury, funeral leave pay, jury duty pay, or items of a similar nature. If a Part-Time Regular
employee is eligible for and elects insurance coverage,the premiums shall be shared by the City and
the employee on a prorated basis at the same ratio to full-time employee benefits as the employee's
work hours bear to full-time employees'work hours. If a Part-Time Regular employee is reclassified
to Regular status,the employee shall be credited with all continuous service in determining eligibility
for such benefits as may accrue to the employee in the employee's new status.
10.7 Regular employees shall serve a probationary period of one (1) year upon initial
appointment to Regular status. Such probationary period is considered to be a continuation of the
selection process and employees may be terminated from employment or demoted without recourse,
pursuant to Article 7.1. An employee's probationary period shall be extended by the duration of any
unpaid absence of ten (10) or more consecutive workdays. Probationary employees shall be
evaluated after six(6)months of service and as often as necessary as determined by the employees
Supervisor. The probationary period may also be extended by the City for up to six (6) months in
circumstances where further evaluation of the employee is necessary. The probationary period will
start over for any employee who transfers to another position during the probationary period. Part-
Time Employees shall also serve a probationary period of one(1)year as outlined above upon initial
appointment to Part-Time status. 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. Temporary employees shall not serve a probationary period,
as the appointment is temporary by definition and can be terminated at any time.
10.8 A Part-Time or Temporary employee budgeted for 1,000 hours in the fiscal year will
be limited by the City to 990 hours pursuant to City policy to avoid situations in which such
employee may inadvertently exceed 1,000 hours in the fiscal year. The 990-hour limit may only be
exceeded by specific approval of the City Manager or designee following a written request from the
department.
9
ARTICLE 11: COMPENSATION AND CLASSIFICATIONS
11.1 Employees holding a classification listed on Exhibits"A-1 tl,rousli A-4"shall be paid
the wage rate established for their classification. 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. Step increases
require Department Director and City Manager approval and may be granted with satisfactory
performance as follows: After twenty-six(26) full pay periods of employment at Salary Step 1, an
employee will be advanced to Salary Step 2. After twenty-six(26) full pay periods of employment
at Salary Step 2, an employee will be advanced to Salary Step 3. After twenty-six (26) full pay
periods of employment at Salary Step 3, an employee will be advanced to Salary Step 4. After
twenty-six (26) full pay periods of employment at Salary Step 4, an employee will be advanced to
Salary Step 5. Effective January 6, 2002, after twenty-six (26) full pay periods of employment at
Salary Step 5, an employee will be advanced to Salary Step 6. For employees holding a
classification listed on Exhibit"B,"after twenty-six(26) full pay periods of employment at Salary
Step 5, an employee will be advanced to Salary Step 6. After twenty-six (26) full pay periods of
employment at Salary Step 6, an employee will be advanced to Salary Step 7. Effective January 6,
2002, after twenty-six (26) full pay periods of employment at Salary Step 7, an employee will be
advanced to Salary Step 8. A full pay period as used herein 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. The effective
date of a higher wage step shall be the first day of the pay period following qualification for the new
step.
11.2 Compensation shall be paid at bi-weekly intervals on Thursdays at the end of the
employee's work period after 12:00 noon for a pay period ending no earlier than the preceding
Saturday. If a pay day falls on a holiday, payment shall be made on the preceding workday.
11.3 When an employee is temporarily assigned to work in a lower-paid classification than
the employee's regular classification, the employee's rate of pay will not be reduced.
11.4 Except for those employees whose shift ends on or before 6:00 p.m.,employees shall
receive shift differential pay of three and one-half percent(31/2%)of the employee's regular pay rate
for each hour worked between the hours of 4:00 p.m. and 12:00 midnight, in addition to the
employee's regular compensation when assigned to work a regularly scheduled shift which includes
work hours between 4:00 p.m. and 12:00 midnight. Except for employees whose shift starts at 6:00
a.m. or later, for time worked between 12:00 midnight and 8:00 a.m. shift differential pay shall be
increased to five percent(5%).
11.5 Whenever a full-time Regular employee is reassigned by the City to replace an absent
employee with a higher pay rate and performs a substantial majority of the absent employee's duties
for a full work day,such employee shall have their compensation rate increased by five percent(5%).
Temporary assignments to the duties of another higher paying classification and compensation
therefore,requires prior City approval.
11.6 The City Manager may,based upon outstanding job performance,grant an employee
a one time salary increase up to ten percent(10%)above the top of the salary range for a period not
10
to exceed one(1)year. This one time increase is not cumulative and the employee would revert to
the employee's regular salary rate at the end of the one year period.
11.7 Attached hereto and made a part hereof are Exhibits"A-1"through*4"A-3"titled
"Non-exempt Employee Schedule of Classifications and Hourly Wage Rates"and`B-1"through
B=4"B-3"titled "Exempt Employee Schedule of Classifications and Salary Ranges."
ARTICLE 12: HOURS AND OVERTIME
12.1 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.
12.2 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.
12.3 A workweek is defined to consist of seven (7) consecutive calendar days, Sunday
through Saturday, and a basic workweek is normally defined to consist of five (5) consecutive
workdays of eight(8)hours each. The basic workweek may begin on any day of the week or at any
hour of the day during the workweek. The City may modify employee work schedules from time
to time as needed. Except in the event of an emergency,the City will give employees as much notice
as possible of any permanent schedule change, but in any event not less than five (5) work days,
unless there is mutual agreement. The basic workweek indicated above may be modified by mutual
agreement of the City and the affected employee(s) in those situations where such a modification
serves the interests of both the City and its employees.
12.4 Except for Part-Time and Temporary employees and those employees holding a
classification listed on Exhibit "B", overtime is defined as(a)time worked in excess of forty(40)
hours in a workweek, (b) time worked in excess of eight (8) hours, (c) time worked on a non-
workday, (d)time worked outside of regular hours on a workday,and(e)time worked on a holiday.
For Part-Time and Temporary employees,overtime is defined as time worked over forty(40)hours
in a workweek. Overtime shall be computed to the nearest one-quarter ('/) hour. In such cases
where the basic workweek has been modified by mutual agreement pursuant to 12.3,these overtime
requirements may be waived pursuant to applicable law.
12.5 Provided the working of overtime has City approval, overtime compensation shall
be paid at a rate equivalent to one and one-half (11/2) times the regular rate of pay or, at the
employee's option, the employee may elect to receive time off with pay at the rate of one and one-
half(11/2) hours off for each overtime hour worked. Compensatory time off with pay shall be
scheduled in the same manner as vacations are normally scheduled. The maximum compensatory
time off available for any employee at any time shall be the maximum established by the Fair Labor
Standards Act, which is presently two hundred forty(240) hours. In the event overtime is worked
by an employee who has the maximum accumulation of compensatory time off,the employee shall
be paid for the overtime worked as set forth above. Employees whose employment with the City is
11
terminated for any reason shall, at the time of termination, receive payment for any unused
compensatory time off previously earned.
12.6 Employees who are entitled to overtime compensation and 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,but in
no event for less than two(2)hours compensation for each call-out,except however,that employees
shall not be paid more than time and one-half the regular rate of pay for any given time period. If
an employee who is called out for such overtime 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 overtime worked. If an employee performs overtime work
immediately following the end of the employee's regular shift,the employee shall be paid overtime
compensation only for the actual overtime worked.
12.7 For those employees who are entitled to overtime compensation, overtime shall be
distributed as equally as is practicable among those employees who are qualified and available and
who volunteer for overtime work and the City shall not require employees who have worked
overtime to take equivalent time off during a workday without pay.
12.8 All employees holding a classification listed on Exhibits"B-1 through B-4""Exempt
Employee Schedule of Classifications and Salary Ranges"are exempt from the Fair Labor Standards
Act and the provisions of this Article.
ARTICLE 13: SENIORITY
13.1 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,(4)failure
to return immediately on the expiration of a leave of absence or acceptance of other full time
employment while on leave,and(5)unexcused absence without pay,without a leave of absence,in
excess of fvc (5)three (3) 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 or under any Act of Congress which provides
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) on excused absence.
ARTICLE 14: PROMOTION AND TRANSFER
14.1 All promotions and transfers shall be in accordance with standards and procedures
as determined by the City.
14.2 Whenever any City Council authorized position vacancy occurs, which the City
intends to fill, the City will post the position vacancy in a consistent, distinctive manner with
pertinent information concerning the duties, qualifications and filing period, for not less than five
(5) working days on all work site bulletin boards. The City recognizes the advantage of filling
vacancies from within and will endeavor to do so when it is in the City's interest; therefore,when
12
filling vacancies, the City will consider the quality and length of service in making the selection
decision.
14.3 Whenever an employee is promoted to another higher paying classification, the
employee shall receive a five percent(5%)pay increase,provided,however,that the maximum pay
rate of the new classification is at least five percent(5%)higher than the employee's current pay rate.
14.4 All promotions and transfers of City employees shall be on a probationary basis for
one(1) year. At any time during the probationary period the City may terminate the appointment.
If an appointment is terminated, the employee shall be returned to either the employee's previous
classification and pay rate,or some other classification that is mutually acceptable to the employee
and the City. Any unpaid absences during a probationary period shall cause the probationary period
to be extended by the length of the absence.
14.5 An employee requesting lateral transfer from one position to another position in the
same classification or requesting voluntary demotion to a position in a lower paid classification,for
which the employee is qualified, shall be added to the current eligibility list for such classification.
ARTICLE 15: LAYOFF, DISPLACEMENT AND REINSTATEMENT
15.1 Whenever it becomes necessary for the City to lay off employees for any reason,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.
15.2 Regular employees will be laid off in the reverse order of the employee's City
seniority. Probationary employees as defined in Section 10.7,but excluding those defined in Section
14.4, will be laid off before other Regular employees without regard for their seniority. Part-time
employees will be laid off in the reverse order of their hire date within the Department.
15.3 An employee whose job is being eliminated, may elect to displace the least senior
employee in any Division or Department in any equally or lower paid classification in the
Supervisory/Confidential or the Clerical/Technical/Professional Units, if qualified to perform the
duties of the classification and if the employee's seniority is greater than that of the employee in the
classification being displaced. A Part-Time employee whose job is being eliminated, with the
exception of a Temporary employee,may elect to displace the Part-Time employee with the latest
employment date in any division or department, if qualified to perform the duties of the
classification, and if the classification is in the Supervisory/Confidential or Clerical/Technical/
Professional Units.
15.4 Regular employees, who are laid off, will be given preferential re-hire rights, in the
reverse order of layoff,in filling future vacancies, for which they are qualified,for a period of up to
one (1) year, providing they keep the City advised of their current address. Employees who are
reinstated, within one (1) year after layoff, shall have all previously accrued and unused benefits
restored.
13
15.5 Notwithstanding the provisions of this Article,the City and the Union may agree to
other procedures, including furloughs, during the term of this Memorandum of Understanding.
ARTICLE 16: LEAVE OF ABSENCE
16.1 Leave of absence may be granted to employees by the City Manager for urgent and
substantial reason, up to a maximum of one (1) year, 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.
16.2 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.
16.3 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 former position. However, if there has
been a reduction of forces or the employee's position has been eliminated during said leave, the
employee will be placed in the position the employee would be in had the employee not been on a
leave of absence.
16.4 An employee's status as a Regular employee will not be impaired by such leave of
absence and the employee's seniority will accrue.
16.5 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.
16.6 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 by the City Treasurer 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 three (3) calendar months.
16.7 The Parties acknowledge the provisions of State and Federal law governing family
leaves. The Family and Medical Leave Act(FMLA),which is subject to legislative change,currently
entitles those employees who have worked twelve hundred fifty(1,250) or more hours during the
preceding twelve(12)month period to take up to twelve(12)weeks of unpaid,job protected,leave
during any twelve(12)month period for serious health condition of employee or immediate family
member or for child birth or adoption. An employee is required, to give thirty(30) days advance
14
notice when leave is foreseeable, provide periodic medical certifications as to the conditions
necessitating the leave and report at the request of the City during the leave regarding the employee's
status and intention to return to work. Health insurance benefits will be continued on the same basis
as prior to the FMLA leave. Annually the City will post the applicable State and Federal laws
pertaining to family leave including maternity/paternity leave.
16.8 An employee may use sick leave, vacation or other accrued leave for a normal
disability period of maternity leave of up to six (6) weeks. That period may be extended with
acceptable written medical certification, if disability continues after the six(6) week period. If an
employee elects to remain off work for a longer period of time,the general provisions for Leave of
Absence apply.
ARTICLE 17: EXPENSES
17.1 Whenever an employee is authorized and uses the employee's personal automobile
for City business as a direct result of employment or representation of the City, the employee will
be reimbursed therefor at the same rate per mile as established for un-represented City employees.
The City will not,however,be responsible for any loss,damage,repairs or maintenance of personal
vehicles used on City business.
17.2 Employees shall follow City Resolutions and policies on restricting employee use of
City vehicles for personal purposes.
17.3 Whenever an employee is required to travel out of the City,the City will determine
the appropriate means of travel and the travel time allowance, if any.
17.4 Whenever an employee travels on official City business,the employee shall receive
actual lodging expenses, provided they are approved in advance by the City. With advance City
approval,optional meals or programs included as a part of the conference or meeting program shall
be paid at the stated program rate.
17.5 Meal allowances,including tax and tip, at the following rates may be allowed while
an employee is on official City business:
Dinner $17.50
Lunch 8.50
Breakfast 6.00
Employees will make every effort to stay within the above limits, however, with Finance
Officer approval, when circumstances justify it, reimbursement of actual meal expenses will be
made.
15
17.6 With City approval and proper documentation of the expense, employees may be
reimbursed for incidental expenses while on official City business for items such as:
Registration
Taxi,bus and other transportation fares
Business phone calls and faxes
Gratuities
Parking
ARTICLE 18: SICK LEAVE
18.1 Sick leave with pay shall be accumulated for each Regular and Job-Share employee
at the rate of forty-six thousandths(.046)of an hour for each regular hour worked or on paid leave.
(Accrual rate approximately one(1) day per month.)
18.2 Sick leave shall be allowed for a non-work related absence due to: (a) the inability
of an employee to be present or perform the employee's duties because of personal physical or
mental illness, off duty injury or confinement for medical treatment; (b)personal medical or dental
appointments which are impractical to schedule outside of regular working hours;(c)the need to be
present during childbirth, surgery, critical illness or injury involving members of the immediate
family as defined in Section 19.1, for up to forty(40)hours per incident and (d) the need to attend
sick or injured immediate family members as defined in Section 19.1 for up to forty-eight (40 48)
hours per calendar year.
18.3 Management may require satisfactory evidence of illness 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 or psychiatric reasons to submit to an examination
by a physician or physicians approved by City for the purpose of determining that such employee is
physically or mentally fit and able to perform the duties of the employee's former position without
hazard to the employee, fellow employees or to the employee's own health. Such examination or
examinations shall be at the sole expense of the City,and the employee shall be placed on leave with
pay for the purposes of such examination. The Parties shall cooperate as appropriate,in controlling
employee abuse of the sick leave program.
18.4 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.
18.5 Whenever any employee exhausts all categories of paid time off as a result of illness
or injury, with approval of the employee's Department Director, the I InmairRcsuuicc.3 Personnel
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
16
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%).
18.6 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
(331/3%)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 of 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.
ARTICLE 19: FUNERAL LEAVE
19.1 Regular and Job-Share 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, children, grandchildren,
brothers, sisters, parents, or grandparents of either spouse or other persons who are living in the
employee's immediate household.
19.2 Regular and Job-Share employees who are absent from work to attend the funeral of
a person other than an immediate family member shall give as much advance notice as possible and
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 per funeral. A maximum of twenty four(24)
hours may be utilized in a calendar year.
ARTICLE 20: HOLIDAYS
20.1 Regular and—Job-Share, and Part-Time (not Temporary) employees, except as
otherwise provided herein,shall be entitled to have the following holidays off with pay, except that
Part-Time employees shall not be entitled to have Lincoln Day,employee's birthday,Columbus Day
or Veterans Day off with pay:
(a) January 151
(b) February 12`'',known as "Lincoln Day"
(c) The third Monday in February
(d) The last Monday in May
(e) July 4th
(f) The first Monday in September
(g) Employee's birthday
(h) The second Monday in October, known as"Columbus Day"
(i) November 11th, known as "Veterans Day"
(j) Thanksgiving
17
(k) Friday after Thanksgiving
(1) The last four(4)work hours before Christmas
(m) December 25th
If any of the foregoing holidays fall 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 fall 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, 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, 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.
20.2 Notwithstanding the foregoing, employees may be 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. An employee may,however,
at the employee's option, elect to observe that holiday at another time to be scheduled in the same
manner as vacation days are normally scheduled, in which event any such employee will only be
compensated for time worked on that day at the overtime rate of pay, and shall not receive holiday
pay for such day.
20.3 If an employee is in a non-pay status on either workday immediately adjacent to the
holiday, the employee shall not receive pay for the holiday.
20.4 Notwithstanding the provisions of 20.1, the City shall eliminate the employee's
birthday holiday should City Council declare Martin Luther King Jr. Dav a municipal holiday
resulting in the closure of all non-emergency offices or operations, thus replacing the employee's
birthday with a newly created non-floating holiday. The effective date of elimination of the
employee's birthday holiday will be the date the first Martin Luther King Jr. Day is observed as a
holiday for eligible City employees.
ARTICLE 21: VACATIONS
21.1(a) Regular and Job-Share employees,and part-time employees with twenty-four(24)
months of continuous service shall accrue vacations with pay up to a maximum of four hundred
(400) hours as follows:
21.1(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
18
pay period of employment. (Accrual rate approximately two(2)weeks per year up to four(4)years
of service.)
21.1(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.)
21.1(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.)
21.1(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.)
21.1(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.)
21.1(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.)
21.1(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.
21.2 Vacation cannot be accrued while an employee is in a non-pay status.
21.3 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. Seniority will be determined by
seniority in the division, not the City. Where necessary, such seniority will be used within
classifications where coverage by that particular classification is critical and separate from the shift
assignments of other classifications. Employees cannot bump a less senior person who has had a
vacation already approved.
21.4 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.
19
21.5 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.
21.6 Employees whose employment with the City is terminated for any reason shall,at the
time of termination, receive pay for any unused vacation previously earned.
21.7 Whenever any exempt employee has accrued one hundred twenty(120)hours or more
vacation allowance as set forth in 21.1 (a-g),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 exempt employee has accrued two hundred forty (240) hours or more of vacation
allowance as set forth in 21.1 (a-g),the City will,at the employee's option,compensate the employee
for up to eighty(80)hours of accumulated vacation during any fiscal year. Non-exempt employees
will become eligible under this article on July 1,, 1998.
21.8 Whenever any employee has exhausted all paid time off benefits as a result of a non-
work related injury or disability,and is not eligible for long-term disability insurance benefits,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.
21.9 An employee who has submitted a vacation request in writing more than two (2)
weeks prior to the beginning of the requested vacation shall receive approval or denial of the request
in writing within five (5) working days of the request. Failure of the supervisor to provide such
decision within five(5) working days will be treated as though the vacation request was approved.
If an employee's supervisor is not available to make such a decision, the employee's division
manager or department director will do so.
ARTICLE 22: ADMINISTRATIVE LEAVE
22.1 With City Manager approval,Department Directors may grant exempt employees up
to forty(40)hours paid administrative leave per calendar year, provided the employee commits to
work a minimum of forty(40) hours per year beyond regular work hours.
22.2 The City Manager may grant up to an additional forty(40)hours paid administrative
leave per calendar year to certain designated exempt employees who commit a significant number
of work hours above regular work hours to a specific project or projects,or to recognize outstanding
contributions to the City.
22.3 Administrative leave, if any, will be granted effective on the first day of the pay
period closest to January 1 each year and must be used before the end of the calendar year. No
administrative leave shall be carried over to the next calendar year,nor shall unused administrative
be converted to compensation.
22.4 In the event an employee does not agree with the administrative leave amount
granted, the employee may appeal to his/her department head. If not satisfied with the department
20
head's decision on appeal,the matter may be appealed to the Personnel Manager,who will have the
authority, with City Manager concurrence, to adjust the allotment.
22.4 5 Administrative leave may not be taken for the purpose of outside employment or for
self employment.
ARTICLE 23: UNIFORMS
23.1 An annual uniform allowance for certain classifications of employees as set forth
below shall be paid the week following the second pay day in July each year and is for the purpose
of maintenance and replacement of uniforms for the ensuing fiscal year. The allowance is not a
reimbursement for the prior year. The first clothing allowance shall be a prorated amount for that
period of time from the employee's date of employment through the following June 30th.
Employees separating employment shall have the uniform allowance advanced for that fiscal year
deducted from their final paycheck, except for the prorated amount for that period of time from
July 1 to the date of separation. Effective July 1, 2001,annual uniform allowances are as follows:
Parking Violation Officer $ 425 $700
Police and Fire Miscellaneous employees X366 $400
...
. •
23.2 The City shall pay the reasonable cost of repair or replacement of uniforms,glasses,
watches,or other personal property up to two hundred dollars($200.00)per incident damaged in the
course of employment. This provision does not apply to items lost or damaged as a result of
negligence of the employee.
ARTICLE 24: EMPLOYEE BENEFIT PROGRAMS
24.1L0 Retirement Plan: All Regular and Job-Share 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 major features are: two percent(2%) at age fifty-
five(55)_sixty(69);normal retirement age sixty(69)fifty-five(55);one(1)year's compensation in
benefit formula; 1959 Survivors Benefit; Post-Retirement Survivors allowance; credit for unused
sick leave;and certain military service credit. The City pays the employee's full cost of participation
in the Public Employees' Retirement System.
24.1(b) Part-time and Temporary employees shall be covered by Public Agency
Retirement System(PARS). The cost of participation in the retirement plan will be equally divided
between the employee and the City. The plan will be implemented as soon as practicable upon
completion of appropriate membership procedures.
24.2(a) Group Insurance: All Regular and Job-Share employees are eligible to participate
in a group insurance benefit program, effective the first day of employment. The City shall pay the
21
full cost of the program for both employee and dependents. The major elements of the group
insurance benefit program 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 first
$5,000 of eligible charges, except for hospital charges which are 100% payable; 100%
thereafter up to one million dollars lifetime limit;effective January 1,2002,the lifetime limit
shall increase to two million dollars; professional fees based upon U.C.R.; normal typical
exclusions and limitations. Effective July 1, 1997,Coverage wilfincludes cancer screening
with no separate dollar limit, annual physical examinations, "well-baby" care, a 30-visit
annual limit on chiropractic, and accidents paid at normal co-payment rate. -Effective-not
•.• Coverage also includes a prescription
drug card program with the following major elements:No deductible;a$5.00 employee co-
payment for generic prescriptions; an $8.50 employee co-payment for name brand
prescriptions; and with all prescriptions previously reimbursable to be covered by the
prescription drug card. Effective May 1.2001,the co-payment for name brand prescriptions
will increase to $15.00. except when no generic is available, the co-pay will be $8.50.
Effective May 1,2001,coverage will include smoking cessation when enrolled in a smoking
cessation program or behavior modification program once per life-time limit, and birth
control. Calendar year maximum benefit per person, outpatient benefit for mental or
emotional conditions, alcohol and/or drug dependency changed from $2,500 per calendar
year to 24 visits per calendar year at 80%, subject to the annual deductible.
(3) Dental Benefits: No deductible and 100% of U.C.R. (90`h 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.
(4) Long Term Disability: After three (3) months, 60% of employee's salary
integrated with all other income benefits payable to age 65.
(5) Vision Benefits: California Vision Service Plan A, which provides for$25
deductible,an eye examination no more than every twelve(12)months and lenses and frames
no more often than each twenty-four(24)months.
(6) Short-Term Disability: No later than September 1, 1997, the City will
administer employee-paid State Disability Insurance for all employees,including Part-Time
and Temporary employees.
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. The Parties agree to meet at
least once during the term of this Memorandum of Understanding to discuss cost containment and
wellness.
22
24.2(b) The City will pay fifty percent (50%) of the group medical insurance 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 May 1, 2001, 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 insurance. Payments by the City will be discontinued upon
thc dcath of thc oi-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 insuranc- . • • •• • . . •
• •. . • •.. •. • . • . . . . • . . . . .. on the premium cost percentage basis
set forth for retirees in this paragraph.
ARTICLE 25: JURY DUTY
25.1 A Regular or Job-Share 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.
ARTICLE 26: PERSONNEL RECORDS
26.1 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. With the
exception of examination materials, an employee may have copies of documents contained in the
employee's personnel file.
26.2 An employee may authorize a representative to review the employee's personnel file.
26.3 An employee who disagrees with their evaluator's statements or conclusions with
respect to their 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. The employee may also attach a written rebuttal to the employee
evaluation, providing it is done within thirty(30) days of the employee's receipt of the evaluation.
26.4 Prior to any negative or derogatory documents being placed in the personnel file,the
affected employee shall receive a copy and be given the opportunity to attach a written rebuttal.
26.5 Upon an employee's request,with Department Director approval,the City Manager
may seal and or remove any disciplinary element of an employee's personnel file.
ARTICLE 27: CONTINUING EDUCATION
27.1 Eligible City of Redding employees who complete authorized courses taken for credit
with a passing grade may, upon application, be reimbursed for the tuition and cost of required
textbooks and required materials,including but not limited to computer software,calculators,videos.,
but not to include incidentals such as paper, pens and pencils.
23
27.2 Employees must obtain prior approval from their Department Director and the IIarmn
Resources Personnel Manager. Reimbursement shall be limited to two hundred dollars ($200.00)
per course, (semester/quarter).
ARTICLE 28: MISCELLANEOUS
28.1 Whenever any employee is subpoenaed to testify in court as a result of the employee's
employment and is therefore unable to perform the employee's regular duties, the employee shall
be paid for all regular time lost.
28.2 The City and the Union recognize the need for, and efficacy of,the City's Volunteer
Program. The scope and intent of the Volunteer Program is described in Council Policy 209. The
City and the union agree that volunteers will not be used to displace current employees,reduce the
current Memorandum of Understanding, or cause cancellation of existing or future Memoranda of
Understanding. The City and the Union agree to meet at least once during the term of this
Memorandum of Understanding to discuss guidelines regarding the use of volunteers.
28.3 The City will pay the cost of fees to maintain professional licenses required by the
City to meet the minimum qualifications for the position.
28.4 The City will develop a written disciplinary policy, through the meet-and-confer
process with affected employee groups, by January 1, 1998. The policy will incorporate the
principles of just cause for all employee covered by this MOU,with the exception of probationary
employees pursuant to Article 7.1. The policy also will incorporate the principles outlined in the
Supreme Court decisions in Weingarten and Skelly. If the policy is not completed by Jimary 1,
1998 July 1, 2001, the parties agree to reopen the MOU for the limited purpose of negotiating
regarding such a policy.
28.5 • • _ • • •
• . •• . . . •. I •• • • .A . . .1 • • . •• . •• • • .A
Force,is ongoing as of the cffUtivw,date of this Memorandum of UndLJAaiidi,ig and the-City and
.1 . • • • • . . 1 ■ .1 • • . - •. . • •• •, • : •' • •
11 • V
• •
ARTICLE 29: SAVINGS PROVISION
29.1 If any provisions of this Memorandum of Understanding are held to be contrary to
law by a court of competent jurisdiction, or held to be outside the scope of negotiations, such
provisions will not be deemed valid and subsisting except to the extent permitted by law, but all
other provisions will continue in full force and effect. Whenever any provision of this Memorandum
of Understanding is affected as set forth above,either Party may,by giving written notice to the other
within thirty (30) days of the court's action, open negotiations on the subject of the affected
provisions.
24
ARTICLE 30: EFFECT OF AGREEMENT
30.1 It is understood and agreed that the specific provisions contained in this
Memorandum of Understanding shall prevail over City practices and procedures to the extent of a
conflict, and that in the absence of specific provisions in this Memorandum of Understanding,such
practices and procedures are discretionary.
ARTICLE 31: EMERGENCY PROVISION
31.1 The City retains the right to amend, modify or rescind policies, regulations, and
practices referred to in this Memorandum of Understanding in cases of emergency. For the purpose
of this Article,an"emergency"is defined as an act of God,war,natural or manmade disaster,which
interferes with the normal operations of the City.
ARTICLE 32: COMPLETE AGREEMENT
32.1 Except as specifically provided in Article 33, Term, during the term of this
Memorandum of Understanding,the Union expressly waives and relinquishes the right to meet and
confer on wages, hours of employment, and terms and conditions of employment, and agrees that
the City shall not be obligated to meet and confer 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 conferred on and executed this Memorandum of Understanding,and
even though such subjects or matters were proposed and later withdrawn. Both Parties acknowledge
that such waiver and relinquishment as set forth above carries with it the commensurate prohibition
for either Party to effect a unilateral change in an employment condition falling within the scope of
negotiations under Government Code Section 3500 et. seq.
ARTICLE 33: TERM
33.1 This Memorandum of Understanding,having taken effect as of the day and year first
above written,shall remain in full force and effect until the fust day ofJancrary,2001 thirty-first day
of December, 2003, 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,that it shall only become effective with approval of the
City Council of City.
33.2 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.
33.3 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.
25
IN WITNESS WHEREOF,the Parties have executed this Memorandum of Understanding as of the
day and year first above written.
CITY OF REDDING REDDING EMPLOYEES ORGANIZATION
SERVICE EMPLOYEES INTERNATIONAL
UNION
s/Robert M. Christofferson s/Sarah Haddox
Robert M. Christofferson Sarah Haddox
City Manager Negotiator
s/ Samuel S. McMurry s/Rebecca Kraft
Samuel S. McMurry Rebecca Kraft
Assistant City Manager Negotiator
s/ Stephen J. Craig s/Giannine O'Connor
Stephen J. Craig Giannine O'Connor
Superintendent- Wastewater Negotiator
s/Rita Vokal s/Marta Stevens
Rita Vokal Marta Stevens
Director of Utilities Customer Service Negotiator
s/ Phillip A. Perry s/Kim Waldron
Phillip A. Perry Kim Waldron
Director of Planning and Representative
Community Development
s/Charles R. Reynolds
Charles R. Reynolds
Labor Relations Representative
Approved as to form:
s/ Randall A. Hays
Randall A. Hays
City Attorney
26
IN WITNESS WHEREOF,the Parties have executed this Memorandum of Understanding as of the
17`h day of April, 2001, to be effective January 1, 2001.
CITY OF REDDING REDDING EMPLOYEES ORGANIZATION
SERVICE EMPLOYEES INTERNATIONAL
UNION
Michael Warren Rebecca Fookes
City Manager Negotiator
Randy Bachman Rebecca Kraft
Administrative Services Director Negotiator
Linda Johnson Debbie Morgan
Personnel Manager Negotiator
Marta Stevens
Negotiator
Robert Belgeri
Representative
27
SERVIC EMPLOYEES INTERNATIONAL U ION
CLERICTECHNICAL AND PROFESSIONUNIT
EXHIBIT "A-1"
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES
Effective: March 18, 2001
Hourly Wage Rate-Salary Step
Classification 1 2 3 4 5
9-1-6 Mail-Courier
964 Student Aid $6.98 $7.32 $7.69 $8.08 $8.48
399 Cashier
399 Cashier $8.28 $8.69 $9.13 $9.58 $10.06
916 Mail Courier $8.28 $8.69 $9.13 $9.58 $10.06
910 Technical Intern $8.28 $8.69 $9.13 $9.58 $10.06
927 Administrative Intern $8.90 $9.34 $9.81 $10.30 $10.82
398 Clerk I $8.92 $9.68 $10.17 $10.67 $11.21
383 Reprographics Technician I $9.22 $9.68 $10.17 $10.67 $11.21
397 Clerk II $10.35 $10.87 $11.41 $11.98 $12.58
978 Janitor $10.17 $11.04 $11.59 $12.17 $12.78
922 Stage Technician
919 Computer Operator Technician $10.78 $11.32 $11.88 $12.48 $13.10
917 Telecommunications Technician I $10.78 $11.32 $11.88 $12.48 $13.10
96.7
391 Data Entry Operator $10.80 $11.34 $11.91 $12.51 $13.13
393 Account Clerk I $10.80 $11.34 $11.91 $12.51 $13.13
384 Reprographics Technician II $10.80 $11.34 $11.91 $12.51 $13.13
373 Clerk III $11.38 $11.95 $12.55 $13.18 $13.83
969 - - -- - - -- - ''
390 Secretary I* $11.38 $11.95 $12.55 $13.18 $13.83
918 Community Services Coordinator $11.42 $11.99 $12.59 $13.22 $13.88
374 Crime Analysis Technician $11.93 $12.53 $13.16 $13.82 $14.51
351 Customer Service Representative $11.93 $12.53 $13.16 $13.82 $14.51
375 Junior Engineering Aid $11.93 $12.53 $13.16 $13.82 $14.51
370 Account Clerk II $11.93 $12.53 $13.16 $13.82 $14.51
359 Police Records Technician $11.93 $12.53 $13.16 $13.82 $14.51
341 Development Services Technician - Planning $12.23 $12.84 $13.49 $14.16 $14.87
369 Housing Technician $12.23 $12.84 $13.49 $14.16 $14.87
377 Secretary II* $12.35 $12.97 $13.62 $14.30 $15.01
998
368 Parking Violation Officer $12.85 $13.49 $14.16 $14.87 $15.61
Hourly V' Rate-Salary Step
Classification 1 2 3 4 5
362 Accounting Specialist $13.00 $13.65 $14.33 $15.05 $15.80
361 Computer/Network Technician I $13.00 $13.65 $14.33 $15.05 $15.80
363 Computer Support Specilaist I $13.00 $13.65 $14.33 $15.05 $15.80
352 Lead Customer Service Representative $13.00 $13.65 $14.33 $15.05 $15.80
392 Records Specialist $13.00 $13.65 $14.33 $15.05 $15.80
385 Reprographics Technician III $13.00 $13.65 $14.33 $15.05 $15.80
360 Executive Secretary** $13.67 $14.35 $15.07 $15.83 $16.62
371 Building Technician $14.16 $14.87 $15.62 $16.40 $17.22
969 Graphic Designer $14.16 $14.87 $15.62 $16.40 $17.22
357 Engineering Aid $14.16 $14.87 $15.62 $16.40 $17.22
346 Secretary is Sity Council
333 Utility Support Technician $15.05 $15.80 $16.59 $17.42 $18.29
320 Computer/Network Technician II . $15.71 $16.50 $17.32 $18.19 $19.10
332 Engineering Technician $15.95 $16.75 $17.59 $18.46 $19.39
356 Computer Support Specilaist II $15.95 $16.75 $17.59 $18.46 $19.39
328 GIS Analyst I $15.95 $16.75 $17.59 $18.46 $19.39
367 Telecommunications Technician II $15.95 $16.75 $17.59 $18.46 $19.39
358 Business License Specialist $16.15 $16.95 $17.80 $18.69 $19.63
355 Housing Specialist I $16.15 $16.95 $17.80 $18.69 $19.63
366 Hazardous Waste Specialist $16.15 $16.95 $17.80 $18.69 $19.63
577 Wastewater Plant Operator $19.03 $19.98
579 Water Plant Operator $19.03 $19.98
331 Computer Support Specialist III $17.14 $18.00 $18.90 $19.84 $20.84
319 Building Inspector $17.62 $18.50 $19.42 $20.39 $21.41
330 GIS Analyst II $17.62 $18.50 $19.42 $20.39 $21.41
323 Housing Specialist II $17.62 $18.50 $19.42 $20.39 $21.41
325 Landscape Technician $17.62 $18.50 $19.42 $20.39 $21.41
321 Public Works Inspector $17.62 $18.50 $19.42 $20.39 $21.41
329 Wastewater Laboratory Technician $17.62 $18.50 $19.42 $20.39 $21.41
552 Senior Wastewater Plant Operator $20.42 $21.45
553 Senior Water Plant Operator $20.42 $21.45
520 Working Supervisor-Wastewater Plant $22.26
525 Working Supervisor-Water Plant $22.26
317 Computer/Network Technician III $19.00 $19.95 $20.94 $21.99 $23.09
318 Senior Building Inspector $19.38 $20.35 $21.36 $22.43 $23.55
* Classifications subject to five percent(5%) differential for shorthand per class specifications.
** Classification subject to five percent (5%)differential when assigned to be primary secretary to the City Council.
SERVICE EMPLOYEES INTERNATIONAL Um'ON
CLERIC, ECHNICAL AND PROFESSION 'NIT
EXHIBIT "A-2"
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES
Effective: January 6, 2002
Hourly Wage Rate-Salary Step
Classification 1 2 3 4 5 6
964 Student Aid $6.98 $7.32 $7.69 $8.08 $8.48 $8.90
399 Cashier $8.28 $8.69 $9.13 $9.58 $10.06 $10.56
916 Mail Courier $8.28 $8.69 $9.13 $9.58 $10.06 $10.56
910 Technical Intern $8.28 $8.69 $9.13 $9.58 $10.06 $10.56
927 Administrative Intern $8.90 $9.34 $9.81 $10.30 $10.82 $11.36
398 Clerk I $8.92 $9.68 $10.17 $10.67 $11.21 $11.77
383 Reprographics Technician I $9.22 $9.68 $10.17 $10.67 $11.21 $11.77
397 Clerk II $10.35 $10.87 $11.41 $11.98 $12.58 $13.21
978 Janitor $10.17 $11.04 $11.59 $12.17 $12.78 $13.42
919 Computer Operator Technician $10.78 $11.32 $11.88 $12.48 $13.10 $13.76
917 Telecommunications Technician I $10.78 $11.32 $11.88 $12.48 $13.10 $13.76
391 Data Entry Operator $10.80 $11.34 $11.91 $12.51 $13.13 $13.79
393 Account Clerk I $10.80 $11.34 $11.91 $12.51 $13.13 $13.79
384 Reprographics Technician II $10.80 $11.34 $11.91 $12.51 $13.13 $13.79
373 Clerk III $11.38 $11.95 $12.55 $13.18 $13.83 $14.53
390 Secretary I* $11.38 $11.95 $12.55 $13.18 $13.83 $14.53
918 Community Services Coordinator $11.42 $11.99 $12.59 $13.22 $13.88 $14.57
374 Crime Analysis Technician $11.93 $12.53 $13.16 $13.82 $14.51 $15.23
351 Customer Service Representative $11.93 $12.53 $13.16 $13.82 $14.51 $15.23
375 Junior Engineering Aid $11.93 $12.53 $13.16 $13.82 $14.51 $15.23
370 Account Clerk II $11.93 $12.53 $13.16 $13.82 $14.51 $15.23
359 Police Records Technician $11.93 $12.53 $13.16 $13.82 $14.51 $15.23
341 Development Services Technician - Planning $12.23 $12.84 $13.49 $14.16 $14.87 $15.61
369 Housing Technician $12.23 $12.84 $13.49 $14.16 $14.87 $15.61
377 Secretary II* $12.35 $12.97 $13.62 $14.30 $15.01 $15.76
368 Parking Violation Officer $12.85 $13.49 $14.16 $14.87 $15.61 $16.39
362 Accounting Specialist $13.00 $13.65 $14.33 $15.05 $15.80 $16.59
361 Computer/Network Technician I $13.00 $13.65 $14.33 $15.05 $15.80 $16.59
363 Computer Support Specilaist I $13.00 $13.65 $14.33 $15.05 $15.80 $16.59
352 Lead Customer Service Representative $13.00 $13.65 $14.33 $15.05 $15.80 $16.59
392 Records Specialist $13.00 $13.65 $14.33 $15.05 $15.80 $16.59
385 Reprographics Technician III $13.00 $13.65 $14.33 $15.05 $15.80 $16.59
360 Executive Secretary** $13.67 $14.35 $15.07 $15.83 $16.62 $17.45
Hourly Wage "-,te Salary Step
1 2 3 4 5 6
371 Building Technician $14.16 $14.87 $15.62 $16.40 $17.22 $18.08
969 Graphic Designer $14.16 $14.87 $15.62 $16.40 $17.22 $18.08
357 Engineering Aid $14.16 $14.87 $15.62 $16.40 $17.22 $18.08
333 Utility Support Technician $15.05 $15.80 $16.59 $17.42 $18.29 $19.21
320 Computer/Network Technician II $15.71 $16.50 $17.32 $18.19 $19.10 $20.05
332 Engineering Technician $15.95 $16.75 $17.59 $18.46 $19.39 $20.36
356 Computer Support Specilaist II $15.95 $16.75 $17.59 $18.46 $19.39 $20.36
328 GIS Analyst I $15.95 $16.75 $17.59 $18.46 $19.39 $20.36
367 Telecommunications Technician II $15.95 $16.75 $17.59 $18.46 $19.39 $20.36
358 Business License Specialist $16.15 $16.95 $17.80 $18.69 $19.63 $20.61
355 Housing Specialist I $16.15 $16.95 $17.80 $18.69 $19.63 $20.61
366 Hazardous Waste Specialist $16.15 $16.95 $17.80 $18.69 $19.63 $20.61
577 Wastewater Plant Operator $19.03 $19.98 $20.98
579 Water Plant Operator $19.03 $19.98 $20.98
331 Computer Support Specialist III $17.14 $18.00 $18.90 $19.84 $20.84 $21.88
319 Building Inspector $17.62 $18.50 $19.42 $20.39 $21.41 $22.48
330 GIS Analyst II $17.62 $18.50 $19.42 $20.39 $21.41 $22.48
323 Housing Specialist II $17.62 $18.50 $19.42 $20.39 $21.41 $22.48
325 Landscape Technician $17.62 $18.50 $19.42 $20.39 $21.41 $22.48
321 Public Works Inspector $17.62 $18.50 $19.42 $20.39 $21.41 $22.48
329 Wastewater Laboratory Technician $17.62 $18.50 $19.42 $20.39 $21.41 $22.48
552 Senior Wastewater Plant Operator $20.42 $21.45 $22.52
553 Senior Water Plant Operator $20.42 $21.45 $22.52
520 Working Supervisor-Wastewater Plant $22.26 $23.38
525 Working Supervisor-Water Plant $22.26 $23.38
317 Computer/Network Technician III $19.00 $19.95 $20.94 $21.99 $23.09 $24.24
318 Senior Building Inspector $19.38 $20.35 $21.36 $22.43 $23.55 $24.73
Classifications subject to five percent(5%)differential for shorthand per class specifications.
** Classification subject to five percent(5%) differential when assigned to be primary secretary to the City Council.
SERVICE EMPLOYEES INTERNATIONAL UNION
CLERIC 'ECHNICAL AND PROFESSIOP UNIT
EXHIBIT "A-3"
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES
Effective: January 5, 2003
Hourly Wage Rate-Salary Step
Classification 1 2 3 4 5 6
964 Student Aid $7.18 $7.54 $7.92 $8.32 $8.73 $9.17
399 Cashier $8.53 $8.95 $9.40 $9.87 $10.36 $10.88
916 Mail Courier $8.53 $8.95 $9.40 $9.87 $10.36 $10.88
910 Technical Intern $8.53 $8.95 $9.40 $9.87 $10.36 $10.88
927 Administrative Intern $9.16 $9.62 $10.10 $10.61 $11.14 $11.70
398 Clerk I $9.50 $9.97 $10.47 $11.00 $11.54 $12.12
383 Reprographics Technician I $9.50 $9.97 $10.47 $11.00 $11.54 $12.12
397 Clerk II $10.66 $11.20 $11.76 $12.34 $12.96 $13.61
978 Janitor $10.83 $11.37 $11.94 $12.54 $13.16 $13.82
919 Computer Operator Technician $11.10 $11.66 $12.24 $12.85 $13.49 $14.17
917 Telecommunications Technician I $11.10 $11.66 $12.24 $12.85 $13.49 $14.17
391 Data Entry Operator $11.13 $11.68 $12.27 $12.88 $13.53 $14.20
393 Account Clerk I $11.13 $11.68 $12.27 $12.88 $13.53 $14.20
384 Reprographics Technician II $11.13 $11.68 $12.27 $12.88 $13.53 $14.20
373 Clerk III $11.72 $12.31 $12.93 $13.57 $14.25 $14.96
390 Secretary I* $11.72 $12.31 $12.93 $13.57 $14.25 $14.96
918 Community Services Coordinator $11.76 $12.35 $12.96 $13.61 $14.29 $15.01
374 Crime Analysis Technician $12.29 $12.91 $13.55 $14.23 $14.94 $15.69
351 Customer Service Representative $12.29 $12.91 $13.55 $14.23 $14.94 $15.69
375 Junior Engineering Aid $12.29 $12.91 $13.55 $14.23 $14.94 $15.69
370 Account Clerk II $12.29 $12.91 $13.55 $14.23 $14.94 $15.69
359 Police Records Technician $12.29 $12.91 $13.55 $14.23 $14.94 $15.69
341 Development Services Technician - Planning $12.60 $13.23 $13.89 $14.59 $15.31 $16.08
369 Housing Technician $12.60 $13.23 $13.89 $14.59 $15.31 $16.08
377 Secretary II* $12.72 $13.36 $14.03 $14.73 $15.46 $16.24
368 Parking Violation Officer $13.23 $13.89 $14.59 $15.32 $16.08 $16.89
362 Accounting Specialist $13.39 $14.06 $14.76 $15.50 $16.27 $17.09
361 Computer/Network Technician I $13.39 $14.06 $14.76 $15.50 $16.27 $17.09
363 Computer Support Specilaist I $13.39 $14.06 $14.76 $15.50 $16.27 $17.09
352 Lead Customer Service Representative $13.39 $14.06 $14.76 $15.50 $16.27 $17.09
392 Records Specialist $13.39 $14.06 $14.76 $15.50 $16.27 $17.09
385 Reprographics Technician III $13.39 $14.06 $14.76 $15.50 $16.27 $17.09
360 Executive Secretary** $14.08 $14.78 $15.52 $16.30 $17.11 $17.97
Hourly WP Sate-Salary Step
1 2 4 5 6
371 Building Technician $14.59 $15.32 $16.08 $16.89 $17.73 $18.62
969 Graphic Designer $14.59 $15.32 $16.08 $16.89 $17.73 $18.62
357 Engineering Aid $14.59 $15.32 $16.08 $16.89 $17.73 $18.62
333 Utility Support Technician $15.50 $16.27 $17.09 $17.94 $18.84 $19.78
320 Computer/Network Technician II $16.18 $16.99 $17.84 $18.73 $19.67 $20.65
332 Engineering Technician $16.43 $17.25 $18.11 $19.02 $19.97 $20.97
356 Computer Support Specilaist II $16.43 $17.25 $18.11 $19.02 $19.97 $20.97
328 GIS Analyst I $16.43 $17.25 $18.11 $19.02 $19.97 $20.97
367 Telecommunications Technician II $16.43 $17.25 $18.11 $19.02 $19.97 $20.97
358 Business License Specialist $16.63 $17.46 $18.33 $19.25 $20.21 $21.22
355 Housing Specialist I $16.63 $17.46 $18.33 $19.25 $20.21 $21.22
366 Hazardous Waste Specialist $16.63 $17.46 $18.33 $19.25 $20.21 $21.22
577 Wastewater Plant Operator $19.60 $20.58 $21.60
579 Water Plant Operator $19.60 $20.58 $21.60
331 Computer Support Specialist III $17.14 $18.00 $18.90 $19.84 $20.84 $22.53
319 Building Inspector $18.15 $19.05 $20.01 $21.01 $22.06 $23.16
330 GIS Analyst II $18.15 $19.05 $20.01 $21.01 $22.06 $23.16
323 Housing Specialist II $18.15 $19.05 $20.01 $21.01 $22.06 $23.16
325 Landscape Technician $18.15 $19.05 $20.01 $21.01 $22.06 $23.16
321 Public Works Inspector $18.15 $19.05 $20.01 $21.01 $22.06 $23.16
329 Wastewater Laboratory Technician $18.15 $19.05 $20.01 $21.01 $22.06 $23.16
552 Senior Wastewater Plant Operator $21.04 $22.09 $23.19
553 Senior Water Plant Operator $21.04 $22.09 $23.19
520 Working Supervisor-Wastewater Plant $22.93 $24.08
525 Working Supervisor-Water Plant $22.93 $24.08
317 Computer/Network Technician III $19.57 $20.54 $21.57 $22.65 $23.78 $24.97
318 Senior Building Inspector $19.96 $20.96 $22.01 $23.11 $24.26 $25.47
* Classifications subject to five percent(5%)differential for shorthand per class specifications.
** Classification subject to five percent(5%) differential when assigned to be primary secretary to the City Council.
SERV EMPLOYEES INTERNATIONA ION
CLERIGW, TECHNICAL AND PROFESSION UNIT
• EXHIBIT "B-1"
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: March 18, 2001
Monthly Salary Rates-Salary Steps
Classification 1 2 3 4 5 6 7
118 Associate Civil Engineer $4,481 $4,705 $4,941 $5,188 $5,447 $5,719 $6,005
119 Senior Planner $4,481 $4,705 $4,941 $5,188 $5,447 $5,719 $6,005
146 Senior Redevelopment Project Coordinator $4,481 $4,705 $4,941 $5,188 $5,447 $5,719 $6,005
223 Plan Check Engineer $4,261 $4,474 $4,697 $4,932 $5,179 $5,438 $5,710
132 Traffic Engineer/Planner $4,261 $4,474 $4,697 $4,932 $5,179 $5,438 $5,710
141 Associate Planner $4,025 $4,227 $4,438 $4,660 $4,893 $5,138 $5,394
158 Associate Redevelopment Project Coordinator $4,025 $4,227 $4,438 $4,660 $4,893 $5,138 $5,394
163 Assistant Civil Engineer $3,73.1 $3,917 $4,113 $4,319 $4,535 $4,761 $4,999
167 Safety Specialist $3,731 $3,917 $4,113 $4,319 $4,535 $4,761 $4,999
162 Senior Plan Checker $3,731 $3,917 $4,113 $4,319 $4,535 $4,761 $4,999
174 Lead Systems Analyst $3,650 $3,833 $4,025 $4,226 $4,437 $4,659 $4,892
205 Industrial Waste Analyst $3,518 $3,694 $3,878 $4,072 $4,276 $4,490 $4,714
246 Right of Way Specialist
24-9 -e":.
117 Cross-Connection Control Specilist $3,336 $3,502 $3,677 $3,861 $4,054 $4,257 $4,470
154 Accountant II $3,319 $3,485 $3,659 $3,842 $4,034 $4,235 $4,447
177 Assistant Planner $3,319 $3,485 $3,659 $3,842 $4,034 $4,235 $4,447
159 Assistant Redevelopment Project Coordinator $3,319 $3,485 $3,659 $3,842 $4,034 $4,235 $4,447
232 Management Analyst II $3,319 $3,485 $3,659 $3,842 $4,034 $4,235 $4,447
234 Plan Checker $3,319 $3,485 $3,659 $3,842 $4,034 $4,235 $4,447
229 Systems Analyst/Programmer II $3,319 $3,485 $3,659 $3,842 $4,034 $4,235 $4,447
139 Senior GIS Analyst $3,299 $3,463 $3,637 $3,818 $4,009 $4,210 $4,420
233 Survey Party Chief $3,299 $3,463 $3,637 $3,818 $4,009 $4,210 $4,420
228 Systems Analyst/Programmer I $2,984 $3,134 $3,290 $3,455 $3,628 $3,809 $4,000
231 Management Analyst I $2,869 $3,012 $3,163 $3,321 $3,487 $3,661 $3,844
199 Accountant I $2,820 $2,961 $3,109 $3,265 $3,428 $3,599 $3,779
238 Buyer $2,812 $2,953 $3,101 $3,256 $3,419 $3,589 $3,769
191 Convention Sales Representative $2,702 $2,837 $2,979 $3,128 $3,284 $3,449 $3,621
908 Technical Director $2,702 $2,837 $2,979 $3,128 $3,284 $3,449 $3,621
190 Tourism Development Representative $2,702 $2,837 $2,979 $3,128 $3,284 $3,449 $3,621
197 Energy Conservation Specialist $2,486 $2,610 $2,741 $2,878 $3,022 $3,173 $3,332
220 Coordinator of Volunteers $2,486 $2,610 $2,741 $2,878 $3,022 $3,173 $3,332
SERV EMPLOYEES INTERNATIONA ION
CLERICW, TECHNICAL AND PROFESSION UNIT
EXHIBIT "B-2"
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: January 6, 2002
Monthly Salary Rates-Salary Steps
Classification 1 2 3 4 5 6 7 8
118 Associate Civil Engineer $4,481 $4,705 $4,941 $5,188 $5,447 $5,719 $6,005 $6,306
119 Senior Planner $4,481 $4,705 $4,941 $5,188 $5,447 $5,719 $6,005 $6,306
146 Senior Redevelopment Project
Coordinator $4,481 $4,705 $4,941 $5,188 $5,447 $5,719 $6,005 $6,306
223 Plan Check Engineer $4,261 $4,474 $4,697 $4,932 $5,179 $5,438 $5,710 $5,995
132 Traffic Engineer/Planner $4,261 $4,474 $4,697 $4,932 $5,179 $5,438 $5,710 $5,995
141 Associate Planner $4,025 $4,227 $4,438 $4,660 $4,893 $5,138 $5,394 $5,664
158 Associate Redevelopment Project
Coordinator $4,025 $4,227 $4,438 $4,660 $4,893 $5,138 $5,394 $5,664
163 Assistant Civil Engineer $3,731 $3,917 $4,113 $4,319 $4,535 $4,761 $4,999 $5,249
167 Safety Specialist $3,731 $3,917 $4,113 $4,319 $4,535 $4,761 $4,999 $5,249
162 Senior Plan Checker $3,731 $3,917 $4,113 $4,319 $4,535 $4,761 $4,999 $5,249
174 Lead Systems Analyst $3,650 $3,833 $4,025 $4,226 $4,437 $4,659 $4,892 $5,136
205 Industrial Waste Analyst $3,518 $3,694 $3,878 $4,072 $4,276 $4,490 $4,714 $4,950
117 Cross-Connection Control Specilist $3,336 $3,502 $3,677 $3,861 $4,054 $4,257 $4,470 $4,693
154 Accountant II $3,319 $3,485 $3,659 $3,842 $4,034 $4,235 $4,447 $4,670
177 Assistant Planner $3,319 $3,485 $3,659 $3,842 $4,034 $4,235 $4,447 $4,670
159 Assistant Redevelopment Project
Coordinator $3,319 $3,485 $3,659 $3,842 $4,034 $4,235 $4,447 $4,670
232 Management Analyst II $3,319 $3,485 $3,659 $3,842 $4,034 $4,235 $4,447 $4,670
234 Plan Checker $3,319 $3,485 $3,659 $3,842 $4,034 $4,235 $4,447 $4,670
229 Systems Analyst/Programmer II $3,319 $3,485 $3,659 $3,842 $4,034 $4,235 $4,447 $4,670
139 Senior GIS Analyst $3,299 $3,463 $3,637 $3,818 $4,009 $4,210 $4,420 $4,641
233 Survey Party Chief $3,299 $3,463 $3,637 $3,818 $4,009 $4,210 $4,420 $4,641
228 Systems Analyst/Programmer I $2,984 $3,134 $3,290 $3,455 $3,628 $3,809 $4,000 $4,199
231 Management Analyst I $2,869 $3,012 $3,163 $3,321 $3,487 $3,661 $3,844 $4,037
199 Accountant I $2,820 $2,961 $3,109 $3,265 $3,428 $3,599 $3,779 $3,968
238 Buyer $2,812 $2,953 $3,101 $3,256 $3,419 $3,589 $3,769 $3,957
191 Convention Sales Representative $2,702 $2,837 $2,979 $3,128 $3,284 $3,449 $3,621 $3,802
908 Technical Director $2,702 $2,837 $2,979 $3,128 $3,284 $3,449 $3,621 $3,802
190 Tourism Development Representative $2,702 $2,837 $2,979 $3,128 $3,284 $3,449 $3,621 $3,802
197 Energy Conservation Specialist $2,486 $2,610 $2,741 $2,878 $3,022 $3,173 $3,332 $3,498
220 Coordinator of Volunteers $2,486 $2,610 $2,741 $2,878 $3,022 $3,173 $3,332 $3,498
SERVI MPLOYEES INTERNATIONAL ON
CLERIC ECHNICAL AND PROFESSIONUNIT
EXHIBIT "B-3"
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: January 5, 2003
Monthly Salary Rates-Salary Steps
Classification 1 2 3 4 5 6 7 8
118 Associate Civil Engineer $4,616 $4,847 $5,089 $5,343 $5,611 $5,891 $6,186 $6,495
119 Senior Planner $4,616 $4,847 $5,089 $5,343 $5,611 $5,891 $6,186 $6,495
146 Senior Redevelopment Project
Coordinator $4,616 $4,847 $5,089 $5,343 $5,611 $5,891 $6,186 $6,495
223 Plan Check Engineer $4,389 $4,608 $4,838 $5,080 $5,334 $5,601 $5,881 $6,175
132 Traffic Engineer/Planner $4,389 $4,608 $4,838 $5,080 $5,334 $5,601 $5,881 $6,175
141 Associate Planner $4,146 $4,353 $4,571 $4,800 $5,040 $5,292 $5,556 $5,834
158 Associate Redevelopment Project
Coordinator $4,146 $4,353 $4,571 $4,800 $5,040 $5,292 $5,556 $5,834
163 Assistant Civil Engineer $3,843 $4,035 $4,236 $4,448 $4,671 $4,904 $5,149 $5,407
167 Safety Specialist $3,843 $4,035 $4,236 $4,448 $4,671 $4,904 $5,149 $5,407
162 Senior Plan Checker $3,843 $4,035 $4,236 $4,448 $4,671 $4,904 $5,149 $5,407
174 Lead Systems Analyst $3,760 $3,948 $4,145 $4,353 $4,570 $4,799 $5,039 $5,291
205 Industrial Waste Analyst $3,623 $3,804 $3,995 $4,194 $4,404 $4,624 $4,855 $5,098
117 Cross-Connection Control Specilist $3,436 $3,607 $3,788 $3,977 $4,176 $4,385 $4,604 $4,834
154 Accountant II $3,418 $3,589 $3,769 $3,957 $4,155 $4,363 $4,581 $4,810
177 Assistant Planner $3,418 $3,589 $3,769 $3,957 $4,155 $4,363 $4,581 $4,810
159 Assistant Redevelopment Project
Coordinator $3,418 $3,589 $3,769 $3,957 $4,155 $4,363 $4,581 $4,810
232 Management Analyst II $3,418 $3,589 $3,769 $3,957 $4,155 $4,363 $4,581 $4,810
234 Plan Checker $3,418 $3,589 $3,769 $3,957 $4,155 $4,363 $4,581 $4,810
229 Systems Analyst/Programmer II $3,418 $3,589 $3,769 $3,957 $4,155 $4,363 $4,581 $4,810
139 Senior GIS Analyst $3,397 $3,567 $3,746 $3,933 $4,130 $4,336 $4,553 $4,781
233 Survey Party Chief $3,397 $3,567 $3,746 $3,933 $4,130 $4,336 $4,553 $4,781
228 Systems Analyst/Programmer I $3,074 $3,228 $3,389 $3,559 $3,737 $3,923 $4,119 $4,325
231 Management Analyst I $2,955 $3,103 $3,258 $3,421 $3,592 $3,771 $3,960 $4,158
199 Accountant I $2,905 $3,050 $3,202 $3,363 $3,531 $3,707 $3,893 $4,087
238 Buyer $2,897 $3,042 $3,194 $3,353 $3,521 $3,697 $3,882 $4,076
191 Convention Sales Representative $2,783 $2,922 $3,068 $3,222 $3,383 $3,552 $3,730 $3,916
908 Technical Director $2,783 $2,922 $3,068 $3,222 $3,383 $3,552 $3,730 $3,916
190 Tourism Development Representative $2,783 $2,922 $3,068 $3,222 $3,383 $3,552 $3,730 $3,916
197 Energy Conservation Specialist $2,561 $2,689 $2,823 $2,964 $3,112 $3,268 $3,431 $3,603
220 Coordinator of Volunteers $2,561 $2,689 $2,823 $2,964 $3,112 $3,268 $3,431 $3,603
MEMORANDUM OF UNDERSTANDING
between
THE CITY OF REDDING
and
REDDING EMPLOYEES ORGANIZATION
of the
SERVICE EMPLOYEES INTERNATIONAL UNION
SUPERVISORY/CONFIDENTIAL EMPLOYEES' UNIT
EFFECTIVE: April 10, 1994
AMENDED: June 5, 1997,to be effective June 29, 1997
AMENDED: April 17, 2001, to be effective January 1, 2001
TABLE OF CONTENTS
ARTICLE 1: PREAMBLE 1
ARTICLE 2: RECOGNITION 2
ARTICLE 3: CITY RIGHTS 2
ARTICLE 4: UNION RIGHTS 2
ARTICLE 5: CONCERTED ACTIVITIES 3
ARTICLE 6: UNION SECURITY 4
ARTICLE 7: GRIEVANCE PROCEDURE 4
ARTICLE 8: SAFETY 6
ARTICLE 9: DISABILITY AND UNEMPLOYMENT 6
ARTICLE 10: EMPLOYEE STATUS 7
ARTICLE 11: COMPENSATION AND CLASSIFICATIONS 9
ARTICLE 13: SENIORITY 12
ARTICLE 14: PROMOTION AND TRANSFER 12
ARTICLE 15: LAYOFF, DISPLACEMENT AND REINSTATEMENT 13
ARTICLE 16: LEAVE OF ABSENCE 13
ARTICLE 17: EXPENSES 15
ARTICLE 18: SICK LEAVE 15
ARTICLE 19: FUNERAL LEAVE 16
ARTICLE 20: HOLIDAYS 17
ARTICLE 21: VACATIONS 18
ARTICLE 22: ADMINISTRATIVE LEAVE 20
•
ARTICLE 23: UNIFORM AND REPLACEMENT ALLOWANCE 21
ARTICLE 24: EMPLOYEE BENEFIT PROGRAMS 21
ARTICLE 25: JURY DUTY 23
ARTICLE 26: PERSONNEL RECORDS 23
ARTICLE 27: CONTINUING EDUCATION 23
ARTICLE 28: MISCELLANEOUS 24
ARTICLE 29: SAVINGS PROVISION 24
•
ARTICLE 30: EFFECT OF AGREEMENT 24
ARTICLE 31: EMERGENCY PROVISION 25
ARTICLE 32: COMPLETE AGREEMENT 25
ARTICLE 33: TERM 25
NOTE: Amendments to this Memorandum of Understanding effective January 1, 2001, 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 15th day of
April, 1994,by and between 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 REDDING EMPLOYEES ORGANIZATION of the SERVICE
EMPLOYEES INTERNATIONAL UNION (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;
WITNESSETHthat:
WHEREAS,the Parties hereto desire to promote harmony and efficiency to the end that the
City, the Union and the general public may benefit therefrom, and to establish fair and equitable
salaries,hours and working conditions for certain hereinafter designated employees of the City,and
to facilitate the peaceful adjustment of differences that may from time to time arise between them;
NOW, THEREFORE, the Parties hereto do agree as follows:
ARTICLE 1: PREAMBLE
1.1 This Memorandum of Understanding supersedes and replaces all previous policies,
practices,procedures,resolutions,ordinances and terms and conditions of employment on subjects
which are covered by this Memorandum of Understanding. There shall be no loss of benefits as a
result of this Memorandum of Understanding, except as specifically agreed to herein.
1.2 It is the policy of the City and the Union not to, and neither party will, interfere with,
intimidate,restrain,coerce or discriminate against any employee as prohibited by State and Federal
law.
1.3 The City is engaged in rendering services to the public and the City and the Union
recognize their mutual obligation for the continuous rendition and availability of such services.
1.4 City employees shall perform loyal and efficient work and service and shall use their
influence and best efforts to protect the properties of the City and its service to the public and shall
cooperate in promoting and advancing the welfare of the City and in preserving the continuity of its
service to the public at all times.
1.5 The City and the Union shall cooperate in promoting harmony and efficiency among City
employees.
1.6 The Parties have met and conferred in good faith and have reached agreement on
procedures set forth in this Memorandum of Understanding for resolution of disputes between the
Parties. The Parties agree to follow the procedures as set forth in this Memorandum of
1
Understanding or the bargaining process required by the Meyers-Milias-Brown Act and the Parties
will make every effort to persuade their members to also use the established procedures.
ARTICLE 2: RECOGNITION
2.1 The City recognizes the Union as the "Exclusive Representative" of that Unit of
employees of the City who hold a classification listed on Exhibits "A;" and "B" and "C" of this
Memorandum of Understanding.
2.2 The provisions of this Memorandum of Understanding hereinafter set forth shall apply
only to those employees of the City of Redding in this unit,except as otherwise specifically set forth
in this Memorandum of Understanding.
ARTICLE 3: CITY RIGHTS
3.1 Notwithstanding anything to the contrary,the Union recognizes and accepts the right of
City of Redding management to manage the City. This recognition includes acceptance of the fact
that the management rights listed below are not subject to either grievance procedures or the meeting
and conferring in good faith process provided for by the Meyers-Milias-Brown Act,except,however,
grievances may be filed upon interpretations of the provisions of this Memorandum of
Understanding other than those set forth in this section. It is agreed by the Parties to this
Memorandum of Understanding that management rights include,by way of illustration and not by
way of limitation, the following: (a) the full and exclusive control of the management of the City;
(b)the supervision of all operations,methods,processes and means of performing any and all work;
(c)the control of the property and the composition, assignment, direction and determination of the
size and the work hours of its working forces;(d) the right to determine the work to be done by
employees; (e) the right to change or introduce new or improved operations, methods, means or
facilities; (f)the right to establish budget procedures and financial allocations; (g)the right to hire,
classify, schedule, promote, demote, transfer, evaluate,release, lay off and increase work hours of
employees; (h)the right to suspend, discipline and discharge employees for just cause; (i)the right
to contract out work to be done or services to be rendered provided however, that the impact and
effect of any such decision may be subject to the meet and confer process and; (j) the right to
maintain an orderly, effective and efficient operation, provided however, that all of the foregoing
shall be subject to the express and explicit terms and provisions of this Memorandum of
Understanding.
ARTICLE 4: UNION RIGHTS
4.1 Official representatives of the 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.
4.2 The City will provide the Union adequate bulletin board space on existing bulletin boards
for the purpose of posting thereon matters relating to official Union business.
2
4.3 The City and the Union will not interfere with,intimidate,restrain,coerce or discriminate
against any employee because of the employee's membership or non-membership in the Union or
the employee's activity on behalf of the Union.
4.4 Any employee, at the employee's request, shall be permitted representation by a Union
representative. The foregoing shall apply to employee-required participation in processes involving
reprimands, investigations that can reasonably be expected to result in disciplinary action,
disciplinary actions and due process hearings,providing there is no unreasonable delay in obtaining
representation.
4.5 Joint Union-Management meetings shall be held twice each year or as often as agreed
upon by the 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 the Union's
Representative and such other Union representatives as determined by the Union; and the City's
fittirratr Resources Personnel Manager and such other management personnel as determined by the
City. The number of representatives of each party shall be limited to five (5), except by advance
mutual agreement. The meetings shall be summarized in written minutes. Except that the provisions
of this section shall be observed, the meetings shall be self-organizing.
4.6 Whenever any employee is absent from work as a result of a formal request by the Union
and is engaged in official Union business,the City shall pay for all regular time absent and shall be
reimbursed therefor by the Union at the rate of one hundred fifty percent(150%)of the employee's
regular pay rate.
4.7 The City agrees to provide the Union,on a semi-annual basis,a listing of all employees
in the unit represented by the Union. Such listing shall include the name, date of employment,job
classification and status,departmental work location,pay rate,and SEN unit representation for each
employee.
4.8 The City shall provide all new employees with a copy of this Memorandum of
Understanding at the time of employee orientation.
ARTICLE 5: CONCERTED ACTIVITIES
5.1 The duties performed by employees of the 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 partially or totally
abstain from the performance of their duties for the City during regular work hours or on an overtime
basis. The 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 in consideration thereof,the City shall not cause any lockout.
Those employees who do individually or collectively, partially or totally abstain from the
3
performance of their duties for the City shall be subject to disciplinary action up to and including
discharge from employment.
ARTICLE 6: UNION SECURITY
6.1 The City shall deduct from their salaries,the regular membership dues of employees who
are members of the Union 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.
6.2 Deductions shall be made from the second payroll period of each month and a check for
the total deductions shall be submitted to the Treasurer of Redding Employees Organization within
five(5)working days of the date the deductions are withheld from the employee's check. The City
will notify the Union each month at the time of.the dues transmittal to Union of any changes since
the previous dues transmittal and the reasons therefore.
6.3 The form of check-off authorization shall be approved by both the City and the Union.
6.4 At new employee orientation, the Union will provide Union membership application
forms, payroll deduction authorization forms, and a copy of this Memorandum of Understanding.
In addition,at each orientation,a Union shop steward will be afforded an opportunity to make a short
presentation(30 minutes maximum)to the new employee after the City representative has concluded
orientation.
ARTICLE 7: GRIEVANCE PROCEDURE
7.1 Any grievance which may arise between the 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
number 4217 are not a grievance. Probationary employees shall not be entitled to invoke Article 7,
Grievance Procedure, with regard to matters of discharge, or demotion. This shall not, however,
prevent a probationary employee from exercising any other rights under this Memorandum of
Understanding. Every employee designated by the City to hear the grievance of a subordinate shall
have the authority to settle that grievance.
7.2 Step One: The initial step in the adjustment of a grievance shall be a discussion between
the employee or the employee's representative, and the immediate Supervisor,dircctly innolvcd,
If the grievance is not resolved, the employee or the employee's representative shall present the
grievance in writing to the Division Head or Department Director as applicable, who will answer,
in writing., within ten (10) calendar days. This step requires a presentation to every level of
management below the City Manager. This step shall be started within thirty(30)calendar 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 employee.
4
7.3 Step Two: If a grievance is not resolved in the initial step, the second step shall be a
the presentation of the grievance,in writing,by the employee or the employee's
representative and the fiumarrResettrees Personnel Manager who shall answer, in writing,within
ten (10) calendar days. This step shall be taken within ten (10) calendar days of the date of the
Department Director's answer in step one.
7.4 Step Three: If a grievance is not resolved in the second step, the third step shall be the
presentation of the grievance, in writing, by the employee or the employee's representative to the
City Manager or a designee from the City Manager's Office, who shall answer, in writing, within
ten(10)calendar days. The written presentation shall be a clear,concise statement of the grievance,
the circumstances involved,the pertinent dates,the decision rendered at the previous step,the section
of this Memorandum of Understanding alleged to be violated,and the specific remedy sought. The
third step shall be taken within ten (10) calendar days of the date of the answer in step two.
7.5 Step Four: If a grievance is not resolved in the third step,the fourth step shall be referral
by the Union to mediation within twenty(20)calendar days of the answer in step three. Whenever
a grievance is referred to mediation, either the Union or the City may request, in writing,that the
California State Mediation and Conciliation Service refer a state mediator. The mediator shall assist
the Parties in the resolution of the grievance in the same manner as that which is normally used in
the mediation of interest disputes. Referral to step five shall not occur until a mediator has released
the Parties from the mediation process.
7.6(a) Step Five: If a grievance is not resolved in the fourth step, the fifth step shall be
referral,in writing,by either the City or the Union to arbitration. The fifth step shall be taken within
twenty(20) calendar days of the date of the answer in step four.
7.6(b) An arbitrator shall be appointed on each occasion that a grievance is submitted to
arbitration. The City and the Union shall mutually agree to the arbitrator. If the City and the Union
fail to reach agreement on the appointment of an arbitrator,they shall request the State of California
Mediation and Conciliation Service to nominate five (5) persons to be the Arbitrator. Each party
shall, alternately strike a name from the list of names. The first party to strike a name shall be
determined by lot. At the point in time when one (1) name remains, that person shall be the
appointed arbitrator. The costs of arbitration shall be borne equally by the City and the Union. The
City and the Union shall pay the compensation and expenses for their respective witnesses. At the
Union's request,the City shall release employees from duty to participate in arbitration proceedings.
7.6(c) The arbitrator shall hold such hearings and shall consider such evidence as to the
arbitrator appears necessary and proper. The decision of the arbitrator shall be final and binding on
the City and the 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.
7.7 Failure by the employee or the Union to meet any of the aforementioned time limits as
set forth in Sections 7.2, 7.3, 7.4, 7.5 or 7.6(a) will result in forfeiture, except however, that the
aforementioned time limits may be extended by mutual written agreement. If the City fails to answer
a grievance on a timely basis, the grievance may be advanced to the next level. Grievances settled
by forfeiture shall not bind either party to an interpretation of this Memorandum of Understanding,
5
nor shall such settlements be cited by either party as evidence in the settlement of subsequent
grievances.
7.8 Notwithstanding the aforementioned procedure,any individual employee shall have the
right to present grievances to the City and to have such grievances adjusted without the intervention
of the Union, provided that the adjustment shall not be inconsistent with this Memorandum of
Understanding, and further provided that the Union shall be given an opportunity to be present at
such adjustment.
ARTICLE 8: SAFETY
8.1 The City 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.
8.2 Regular safety meetings will be held 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.
8.3 Whenever a hazardous condition presents a clear danger to the health or safety of
employees,a safety meeting of Representatives of the Parties can be called by either party and shall
be scheduled by mutual agreement.
8.4 Within sixty(60) days after the signing of this agreement, the City and the Union shall
meet to discuss guidelines relating to VDT use by employees. Issues to be discussed shall include
healthy and safe work stations and use of VDTs.
ARTICLE 9: DISABILITY AND UNEMPLOYMENT
9.1 Supplemental Benefits for Industrial Injury: Whenever any Regular employee 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,regardless of the employee's period of service with
the City 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 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
6
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
section. The Parties recognize abuse of the workers' compensation program is against the interests
of the City and employees alike, and, therefore, will cooperate as appropriate to prevent abuse.
9.2 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 the 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 himself,or to the employee's fellow employees,or to the employee's own
permanent health.
9.3 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 9.1 not already repaid from the other sources mentioned in
Section 9.1 shall be repaid to the City by the employee.
9.4 Vacation and sick leave shall be accrued without regard for the established limits 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
9.1. 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 at the City's
expense. Holidays which occur during the period for which an employee is receiving temporary
disability compensation shall not he recognized by such employee for compensation purposes.
ARTICLE 10: EMPLOYEE STATUS
10.1 Employees will be designated as Regular,Part-Time,Temporary,Job-Share or Part-
Time Regular depending upon the purpose for which they are hired and their length of continuous
service with the City.
10.2 A Regular employee is 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 a similar
nature as the employee becomes eligible.
10.3 A Part-Time employee is defined as an employee hired to work less than a Regular
full-time employee. A Part-Time employee may work part-time, intermittently, or on an irregular
7
schedule. A Part-Time employee shall receive not less than the minimum rate for the job,eight and
one-half(81/2) fixed holidays (January ls`; the third Monday in February; the last Monday in May;
July 4`'`; the first Monday in September; Thanksgiving; Friday after Thanksgiving; the last four(4)
work hours before Christmas; and December 25'), but shall not be eligible for sick leave pay,
holidar or items of a similar nature,nor shall the employee be eligible for insurance coverage.
The employee will be eligible for PARS (Public Agency Retirement System) or mar ,be
eligible for participation in the Ca1PERS retirement plan if the employee exceeds 1,000 hours in a
fiscal year. After the completion of 24-months of continuous City service, the employee will be
entitled to vacation pay on the same basis as Regular employees. If a Part-Time employee attains
Regular status,the employee shall be credited with the employee's service as a Part-Time employee
in determining eligibility for benefits,if any, as may accrue to the employee in the employee's new
status.
10.4 A 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 Temporary employee
may work full-time, part-time, intermittent, or on an irregular schedule. A Temporary employee
shall receive not less than the minimum rate for the job and will be eligible for PARS (Public
Agency Retirement System),but shall not be eligible for sick leave pay,holiday pay,vacation pay,
insurance coverage, or items of a similar nature,nor shall an employee
accrue seniority or promotion and transfer rights. After the completion of 24-months of continuous
City service,the employee will be entitled to vacation pay on the same basis as Regular employees.
If a Temporary employee is reclassified to Part-Time or Regular status, the employee shall not be
credited with service in determining eligibility for such benefits as may accrue to the employee in
the new status.
10.5 A Job-Share employee is an employee who is assigned to work a portion of the
regular work hours of a full-time regularly authorized position with another employee who is
assigned to work the other portion. A Job-Share employee shall receive not less than the minimum
rate for the job and shall receive benefits as set forth herein on a prorated basis at the same ratio to
full-time employee benefits as the employee's work hours bear to full-time employee's work hours.
Whenever a Regular employee is assigned to a job-share position, such employee shall retain their
Regular status. Whenever anyone other than a Regular employee is assigned to a job-share position,
such employee shall be serve a 12-month probationary period.
10.6 A Part-Time Regular employee is defined as an employee who has one(1) year, or
more,service with the City in full-time employment as a Regular employee,and who is subsequently
recategorized, without a break in service,to work less than fifteen hundred sixty(1,560)hours but
more than one thousand(1,000)hours. A Part-Time 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
(accrued at.048 of an hour for each hour worked or on paid leave),retirement plan participation(as
governed by the Public Employees' Retirement System), insurance coverage (pursuant to group
insurance contract provisions),and seniority accrual,but shall not be given preferential consideration
for promotion or transfer nor shall the employee be eligible for supplemental benefits for industrial
injury, funeral leave pay, jury duty pay, or items of a similar nature. If a Part-Time Regular
employee is eligible for and elects insurance coverage,the premiums shall be shared by the City and
the employee on a prorated basis at the same ratio to full-time employee benefits as the employee's
8
work hours bear to full-time employees'work hours. If a Part-Time Regular employee is reclassified
to Regular status,the employee shall be credited with all continuous service in determining eligibility
for such benefits as may accrue to the employee in the employee's new status.
10.7 Regular employees shall serve a probationary period of one (1) year upon initial
appointment to Regular status. Such probationary period is considered to be a continuation of the
selection process and employees maybe terminated from employment or demoted without recourse,
pursuant to Article 7.1. An employee's probationary period shall be extended by the duration of any
unpaid absence of ten (10) or more consecutive workdays. Probationary employees shall be
evaluated after six(6)months of service and as often as necessary as determined by the employee's
Supervisor. The probationary period may also be extended by the City for up to six (6) months in
circumstances where further evaluation of the employee is necessary. The probationary period will
start over for any employee who transfers to another position during the probationary period. Part-
Time Employees shall also serve a probationary period of one(1)year as outlined above upon initial
appointment to Part-Time status. 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. Temporary employees shall not serve a probationary period,
as the appointment is temporary by definition and can be terminated at any time.
10.8 A Part-Time or Temporary employee budgeted for 1,000 hours in the fiscal year will
be limited by the City to 990 hours pursuant to City policy to avoid situations in which such
employee may inadvertently exceed 1,000 hours in the fiscal year. The 990-hour limit may only be
exceeded by specific approval of the City Manager or designee following a written request from the
department.
ARTICLE 11: COMPENSATION AND CLASSIFICATIONS
11.1 Employees holding a classification listed on Exhibit"A"or"B"shall be paid the rate
established for their classification. Upon initial appointment to a classification, an employee shall
normally be paid the lowest rate for that classification. An employee may,however,be paid a rate
above the lowest rate if circumstances justify it. Step increases require Department Director and City
Manager approval and may be granted with satisfactory performance as follows: After twenty-six
(26) full pay periods of employment at Salary Step 1, an employee will be advanced to Salary Step
2. After twenty-six (26) full pay periods of employment at Salary Step 2, an employee will be
advanced to Salary Step 3. After twenty-six(26) full pay periods of employment at Salary Step 3,
an employee will be advanced to Salary Step 4. After twenty-six (26) full pay periods of
employment at Salary Step 4, an employee will be advanced to Salary Step 5. Effective January 6,
2002, after twenty-six (26) full pay periods of employment at Salary Step 5. an employee will be
advanced to Salary Step 6. For employees holding a classification listed on Exhibit "B," after
twenty-six (26) full pay periods of employment at Salary Step 5, an employee will be advanced to
Salary Step 6. After twenty-six(26) full pay periods of employment at Salary Step 6, an employee
will be advanced to Salary Step 7. Effective January 6,2002, after twenty-six (26) full pay periods
of employment at Salary Step 7, an employee will be advanced to Salary Step 8. A full pay period
as used herein 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. The effective date of a higher step shall be the first day of
the pay period following qualification for the new step.
9
11.2 Employccs holding a classification listcd on Exhibit"C" shall be paid a salary rate
•: : . .: - ••11 • • • , •• .: : •: • :1 : • :
- -
11 • - .• •: • : • 11 .1 • _ , • • :: - - ; • • • . • /
'
: 1 - • •: I WI: • : ..: : • • • • , • • i • - - • . • • • •:':
•• • . •• • • I, - . - - 11 • 1 • •I • : Si . - ;; , • 11 .. = • ■• . • •
•• • • • • - • . •I •• • .11 I. • • • • . •11 ••
- _• ••
• -; , : • • ' •. • • • • •1 U . .
11.3 An employee may request a rcvicw of a pay for perffimanec Evaluation andfoi
• : : : • ::'• • • • • : •• - • • • • • • • : : _ - -, .. •
11.4 2 Compensation shall be paid at bi-weekly intervals on Thursdays at the end of the
employee's work period after 12:00 noon for a pay period ending no earlier than the preceding
Saturday. If a pay day falls on a holiday, payment shall be made on the preceding workday.
11.5 3 When an employee is temporarily assigned to work in a lower-paid classification
than the employee's regular classification, the employee's compensation will not be reduced.
11.6 4 Employees shall receive shift differential pay for each hour worked during the
shift,in addition to the employee's regular salary,when assigned to work a regularly scheduled shift
which begins between 3:00 p.m. and 11:30 p.m. at the rate of three and one-half percent(31/2%) or
between 11:30 p.m. and 4:00 a.m. at the rate of five percent (5%).
11.7 For employees holding a classification listed on Exhibit"e B,"the City Manager
may, based upon outstanding job performance, grant an employee a one time salary increase up to
ten percent(10%)above the top of the salary range for a period not to exceed one(1)year. This one
time increase is not cumulative and the employee will revert to the employee's regular salary rate
at the end of the one year period.
11.$ 5 Attached hereto and made a part hereof is Exhibit "A" titled "Non-exempt
Employee Schedule of Classifications and Hourly Wage Rates;" and Exhibit "B" titled "Exempt
Employee Schedule of Classifications and Salary Ranges;" and Exhibit"C"titled "Exempt(Pay-
. .
11.9 6 Whenever a full-time Regular employee is reassigned by the City to replace an absent
employee with a higher pay rate and performs a substantial majority of the absent employee's duties
for a full work day,such employee shall have their compensation rate increased by five percent(5%).
Temporary assignments to the duties of another higher paying classification and compensation
therefore, requires prior City approval.
10
ARTICLE 12: HOURS AND OVERTIME
12.1 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.
12.2 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.
12.3 A workweek is defined to consist of seven (7) consecutive calendar days, Sunday
through Saturday, and a basic workweek is normally defined to consist of five (5) consecutive
workdays of eight(8)hours each. The basic workweek may begin on any day of the week or at any
hour of the day during the workweek. The City may modify employee work schedules from time
to time as needed. Except in the event of an emergency,the City will give employees as much notice
as possible of any permanent schedule change, but in any event not less than five (5) work days,
unless there is mutual agreement. The basic workweek indicated above may be modified by mutual
agreement of the City and the affected employee(s) in those situations where such a modification
serves the interests of both the City and its employees.
12.4 Except for Part-Time and Temporary employees and those employees holding a
classification listed on Exhibit`B,"or"C,"overtime is defined as(a)time worked in excess of forty
(40)hours in a workweek, (b)time worked in excess of eight(8)hours, (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. In such cases where the basic
workweek has been modified by mutual agreement pursuant to 12.3, these overtime requirements
may be waived pursuant to applicable law.
12.5 Provided the working of overtime has City approval, overtime compensation shall
be paid at a rate equivalent to one and one-half (11/2) times the regular rate of pay or, at the
employee's option,the employee may elect to receive time off with pay at the rate of one and one-
half(11/2) hours off for each overtime hour worked. Compensatory time off with pay shall be
scheduled in the same manner as vacations are normally scheduled. The maximum compensatory
time off available for any employee at any time shall be the maximum established by the Fair Labor
Standards Act, which is presently two hundred forty(240)hours. In the event overtime is worked
by an employee who has the maximum accumulation of compensatory time off,the employee shall
be paid for the overtime worked as set forth above. Employees whose employment with the City is
terminated for any reason shall, at the time of termination, receive payment for any unused
compensatory time off previously earned.
12.6 Employees who are entitled to overtime compensation and 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,but in
no event for less than two(2)hours compensation for each call-out,except however,that employees
shall not be paid more than time and one-half the regular rate of pay for any given time period. If
11
an employee who is called out for such overtime 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 overtime worked. If an employee performs overtime work
immediately following the end of the employee's regular shift,the employee shall be paid overtime
compensation only for the actual overtime worked.
12.7 For those employees who are entitled to overtime compensation, overtime shall be
distributed as equally as is practicable among those employees who are qualified and available and
who volunteer for overtime work and the City shall not require employees who have worked
overtime to take equivalent time off during a workday without pay.
12.8 All employees holding a classification listed on Exhibit "B" "Exempt Employee
Schedule of Classifications and Salary Ranges" or Exhibit "C" "Exempt (Pay-For-Pcrformancc)
. , • . . . . • . •. . . . • _ "are exempt from the Fair Labor Standards
Act and the provisions of this Article.
ARTICLE 13: SENIORITY
13.1 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,(4)failure
to return immediately on the expiration of a leave of absence or acceptance of other full time
employment while on leave, and(5)unexcused absence without pay,without a leave of absence,in
excess of five (5)three (3) 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 or under any Act of Congress which provides
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) on excused absence.
ARTICLE 14: PROMOTION AND TRANSFER
14.1 All promotions and transfers shall be in accordance with standards and procedures
as determined by the City.
14.2 Whenever any City Council authorized full-time position vacancy occurs,which the
City intends to fill,the City shall post the position vacancy in a consistent, distinctive manner with
pertinent information concerning the duties, qualifications and filing period, for not less than five
(5) working days on all work site bulletin boards. The City recognizes the advantage of filling
vacancies from within and will endeavor to do so when it is in the City's interest; therefore, when
filling vacancies ,the City will consider the candidates' quality and length of service in making the
selection decision.
14.3 Whenever an employee is promoted to another higher paying classification, the
employee shall receive a five percent (5%) salary increase, provided, however, that the maximum
salary rate of the new classification is at least five percent(5%)higher than the employee's current
salary rate.
12
14.4 All promotions and transfers of City employees shall be on a probationary basis for
one(1)year. At any time during the probationary period the City may terminate such appointment.
If such appointment is terminated,the employee shall be returned to either the employee's previous
classification and pay rate, or some other classification that is mutually acceptable to the employee
and the City. Any unpaid absences during a probationary period shall cause the probationary period
to be extended by the length of the absence.
14.5 An employee requesting lateral transfer from one position to another position in the
same class shall be added to the current eligibility list for that class.
ARTICLE 15: LAYOFF, DISPLACEMENT AND REINSTATEMENT
15.1 Whenever it becomes necessary for the City to lay off employees for any reason,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.
15.2 Regular employees will be laid off in the reverse order of the employee's City
seniority. Probationary employees as defined in Section 10.7, but excluding those defined in
Section 14.4, will be laid off before other Regular employees without regard for their seniority.
15.3 An employee whose job is being eliminated may, elect to displace the least senior
employee in any Division or Department in any equally or lower paid classification in the
Supervisory/Confidential or the Clerical, Technical and Professional Unit, if qualified to perform
the duties of the classification and if the employee's seniority is greater than that of the employee
in the classification being displaced. A Part-Time employee whose job is being eliminated,with the
exception of a Temporary employee, may elect to displace the Part-Time employee with the latest
employment date in any division or department, if qualified to perform the duties of the
classification, and if the classification is in the Supervisory/Confidential or Clerical/Technical/
Professional Units.
15.4 Regular employees,who are laid off,will be given preferential re-hire rights, in the
reverse order of layoff, in filling future vacancies,for which they are qualified,for a period of up to
one year,providing they keep the City advised of their current address. An employee reinstated by
the City,under the layoff policy,shall be credited with all previously accrued and unused employee
benefits and seniority as of the date of layoff.
15.5 Notwithstanding the provisions of this Article,the City and the Union may agree to
other procedures, including furloughs, during the term of this Memorandum of Understanding.
ARTICLE 16: LEAVE OF ABSENCE
16.1 Leave of absence may be granted to employees by the City Manager for urgent and
substantial reason, up to a maximum of one (1) year, 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
16.2 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.
16.3 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 former position. However, if there has
been a reduction of forces or the employee's position has been eliminated during said leave, the
employee will be placed in the position the employee would be in had the employee not been on a
leave of absence.
16.4 An employee's status as a Regular employee will not be impaired by such leave of
absence and the employee's seniority will accrue.
16.5 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.
16.6 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 by the City Treasurer 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 maybe maintained for
up to three(3) calendar months.
16.7 The Parties acknowledge the provisions of State and Federal law governing family
leaves. The Family and Medical Leave Act(FMLA),which is subject to legislative change,currently
entitles those employees who have worked twelve hundred fifty(1,250) or more hours during the
preceding twelve(12)month period to take up to twelve(12)weeks of unpaid,job protected,leave
during any twelve(12)month period for serious health condition of employee or immediate family
member or for child birth or adoption. An employee is required, to give thirty(30) days advance
notice when leave is foreseeable, provide periodic medical certifications as to the conditions
necessitating the leave and report at the request of the City during the leave regarding the employee's
status and intention to return to work. Health insurance benefits will be continued on the same basis
as prior to the FMLA leave. Annually the City will post the applicable State and Federal laws
pertaining to family leave including maternity/paternity leave.
16.8 An employee may use sick leave, vacation or other accrued leave for a normal
disability period of maternity leave of up to six (6) weeks. That period may be extended with
acceptable written medical certification, if disability continues after the six (6)week period. If an
employee elects to remain off work for a longer period of time,the general provisions for Leave of
Absence apply.
14
ARTICLE 17: EXPENSES
17.1 Whenever an employee is authorized and uses the employee's personal automobile
for City business as a direct result of employment or representation of the City, the employee will
be reimbursed therefor at the same rate per mile as established for unrepresented City employees.
The City will not,however,be responsible for any loss,damage,repairs or maintenance of personal
vehicles used on City business.
17.2 Employees shall follow the City Council Resolutions and policies restricting
employee use of City vehicles for personal purposes.
17.3 Whenever an employee is required to travel out of the City,the City will determine
a reasonable means of travel and travel time allowance, if any.
17.4 Whenever an employee travels on official City business,the employee shall receive
actual lodging expenses provided they are approved in advance by the City.
17.5 Meal allowances, including tax and tip, at the following rates may be allowed while
an employee is on official City business:
Dinner $17.50
Lunch 8.50
Breakfast 6.00
With advance City approval optional meals or programs included as a part of the conference
or meeting program shall be paid at the stated program rate. Employees will make every effort to
stay within the above limits, however, with Finance Officer approval, when circumstances justify
it, reimbursement of actual meal expenses will be made.
17.6 With City approval and proper documentation of the expense, employees may be
reimbursed for incidental expenses while on official City business for items such as:
Registration
Taxi, bus and other transportation fares
Business phone calls and faxes
Gratuities
Parking
ARTICLE 18: SICK LEAVE
18.1 Sick leave with pay shall be accumulated for each Regular and Job-Share employee
at the rate of forty-six thousandths(.046)of an hour for each regular hour worked or on paid leave.
(Accrual rate approximately one(1) day per month.)
18.2 Sick leave shall be allowed for a non-work related absence due to: (a)the inability
of an employee to be present or perform the employee's duties because of personal physical or
mental illness,off duty injury or confinement for medical treatment; (b)personal medical or dental
15
appointments which are impractical to schedule outside of regular working hours;(c)the need to be
present during childbirth, surgery, critical illness or injury involving members of the immediate
family as defined in Funeral Leave Section 19.1, for up to forty(40)hours per incident and(d)the
need to attend sick or injured immediate family members as defined in section Funeral Leave Section
19.1 for up to forty(40)hours per calendar year.
18.3 Management may require satisfactory evidence of illness or disability in accordance
with State and Federal Law 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 or
psychiatric reasons to submit to an examination by a physician or physicians approved by City for
the purpose of determining that such employee is physically or mentally fit and able to perform the
duties of the employee's former position without hazard to the employee,fellow employees or to the
employee's own health. Such examination or examinations shall be at the sole expense of the City,
and the employee shall be placed on leave with pay for the purposes of such examination. The
Parties recognize abuse of the sick leave program is against the interests of the City and employees
alike, and therefore, will cooperate, as appropriate, to prevent abuse.
18.4 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.
18.5 Whenever any employee exhausts all categories of paid time off as a result of illness
or injury, with approval of the employee's Department Director, the flumarr Resources Personnel
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 sufficient
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%).
18.6 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 of
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.
ARTICLE 19: FUNERAL LEAVE
19.1 Regular and Job-Share 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
16
•
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, children, grandchildren,
brothers, sisters, parents, or grandparents of either spouse or other persons who are living in the
employee's immediate household.
19.2 Regular and or Job-Share employees who are absent from work to attend the funeral
of a person other than an immediate family member shall give as much advance notice as possible
and 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 per funeral. A maximum of twenty
four(24)hours may be utilized in a calendar year.
ARTICLE 20: HOLIDAYS
20.1 Regulars and—Job-Share, and Part-Time (not Temporary) employees, except as
otherwise provided herein,shall be entitled to have the following holidays off with pay,except that
Part-Time employees shall not be entitled to have Lincoln Day,employee's birthday,Columbus Day
or Veterans Day off with pay:
(a) January 1"
(b) February 12`'',known as "Lincoln Day"
(c) The third Monday in February
(d) The last Monday in May
(e) July 4th
(f) The first Monday in September
(g) Employee's birthday
(h) The second Monday in October, known as"Columbus Day"
(i) November 11`h, known as"Veterans Day"
(j) Thanksgiving
(k) Friday after Thanksgiving
(1) The last four(4) work hours before Christmas
(m) December 25`h
If any of the foregoing holidays fall 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 fall 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, 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, or the holiday may be deferred and scheduled
as vacations are normally scheduled. The holidays known as Lincoln Day, Columbus Day, and
17
Veterans Day shall be scheduled by employees and their supervisors in the same manner as vacations
are normally scheduled.
20.2 Exempt shift employees who regularly must take deferred holidays,consistent with
needs of the service, may have their deferred holidays scheduled immediately adjacent to their
regularly scheduled days off.
20.3 Exempt employees scheduled to work on a holiday will observe that holiday at
another time to be scheduled by the employee and the employee's supervisor in the same manner as
vacations are normally scheduled.
20.4 Notwithstanding the foregoing,non-exempt 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. An employee
may,however,at the employee's option,elect to observe that holiday at another time to be scheduled
in the same manner as vacation days are normally scheduled,in which event any such employee will
only be compensated for time worked on that day at the overtime rate of pay, and shall not receive
holiday pay for such day.
20.5 If an employee is in a non-pay status on either workday immediately adjacent to the
holiday, the employee shall not receive pay for the holiday.
20.6 Notwithstanding the provisions of 20.1, the City shall eliminate the employee's
birthday holiday should City Council declare Martin Luther King Jr. Dav a municipal holiday
resulting in the closure of all non-emergency offices or operations, thus replacing the employee's
birthday with a newly created non-floating holiday. The effective date of elimination of the
employee's birthday holiday will be the date the first Martin Luther King Jr. Day is observed as a
holiday for eligible City employees.
ARTICLE 21: VACATIONS
21.1(a) Regular and Job-Share employees,and part-time employees with twenty-four(24)
months of continuous service shall accrue vacations with pay up to a maximum of four hundred
(400)hours as follows:
21.1(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.)
21.1(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
•
21.1(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.)
21.1(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.)
21.1(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.)
21.1(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.)
21.1(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.
21.2 Vacation cannot be accrued while an employee is in a non-pay status.
21.3 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. Seniority will be determined by
seniority in the division, not the City. Where necessary, such seniority will be used within
classifications where coverage by that particular classification is critical and separate from the shift
assignments of other classifications. Employees cannot bump a less senior person who has had a
vacation already approved.
21.4 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.
21.5 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.
21.6 Employees whose employment with the City is terminated for any reason shall,at the
time of termination, receive pay for any unused vacation previously earned.
19
21.7 Whenever any exempt employee has accrued one hundred twenty(120)hours or more
vacation allowance as set forth in 21.1(a-g),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 exempt employee has accrued two hundred forty (240) hours or more of vacation
allowance as set forth in 21.1 (a-g),the City will,at the employee's option,compensate the employee
for up to eighty(80)hours of accumulated vacation during any fiscal year. Non-exempt employees
will become eligible under this article on July 1, 1998.
21.8 Whenever any employee has exhausted all paid time off benefits as a result of a non-
work related injury or disability,and is not eligible for long-term disability insurance benefits,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.
21.9 An employee who has submitted a vacation request in writing more than two (2)
weeks prior to the beginning of the requested vacation shall receive approval or denial of the request
in writing within five (5) working days of the request. Failure of the supervisor to provide such
decision within five(5)working days will be treated as though the vacation request was approved.
If an employee's supervisor is not available to make such a decision, the employee's division
manager or department director will do so.
ARTICLE 22: ADMINISTRATIVE LEAVE
22.1 With City Manager approval,Department Directors may grant exempt employees up
to forty(40)hours paid administrative leave per calendar year,provided the employee commits to
work a minimum of forty(40) hours per year beyond regular work hours.
22.2 The City Manager may grant up to an additional forty(40)hours paid administrative
leave per calendar year to certain designated exempt employees who commit a significant number
of work hours above regular work hours to a specific project or projects,or to recognize outstanding
contributions to the City.
22.3 Administrative leave, if any, will be granted effective on the first day of the pay
period closest to January 1 each year and must be used before the end of the calendar year. No
administrative leave shall be carried over to the next calendar year,nor shall unused administrative
leave be converted to compensation.
22.4 In the event an employee does not agree with the administrative leave amount
granted. the employee may appeal to his/her department head. If not satisfied with the department
head's decision on appeal.the matter may be appealed to the Personnel Manager,who will have the
authority, with City Manager concurrence, to adjust the allotment.
22.4 5 Administrative leave may not be taken for the purpose of outside employment or
for self employment.
20
ARTICLE 23: UNIFORM AND REPLACEMENT ALLOWANCE
23.1 An annual uniform allowance for certain classifications of employees who wear a
uniform as a part of their normal duties as set forth below shall be paid the week following the
second pay day in July of each year and is for the purpose of maintenance and replacement of
uniforms for the ensuing fiscal year. The allowance is not a reimbursement for the prior year. The
first clothing allowance shall be a prorated amount for that period of time from the employee's date
of employment through the following June 30th. Employees separating employment shall have the
uniform allowance advanced for that fiscal year deducted from their final paycheck, except for the
prorated amount for that period of time from July 1 to the date of separation.
Annual uniform allowances are as follows:
Police Services Supervisor $360$375 per year
... •
. II .
• . • , . ., . . A - .. . . . . '
Supervisor.
23.2 The City shall pay the reasonable cost of repair or replacement of glasses, watches,
or other personal property up to two hundred dollars ($200.00) damaged in the course of
employment. This provision does not apply to items lost or damaged as a result of negligence of the
employee.
ARTICLE 24: EMPLOYEE BENEFIT PROGRAMS
24.1 Laj Retirement Plan: All Regular and Job-Share 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 major features are: two percent(2%) at age fifty-
five (55) sixty(60) ; normal retirement age sixty (60) fifty-five(55); one (1) year's compensation
in benefit formula; 1959 Survivors Benefit;Post-Retirement Survivors allowance;credit for unused
sick leave;and certain military service credit. The City pays the employee's full cost of participation
in the Public Employees' Retirement System.
24.1(b) Part-time and Temporary employees shall be covered by Public Agency
Retirement System(PARS). The cost of participation in the retirement plan will be equally divided
between the employee and the City. The plan will be implemented as soon as practicable upon
completion of appropriate membership procedures.
24.2(a) Group Insurance: All Regular and Job-Share 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 employee and dependents. The major elements of the group
insurance benefit program are:
(1) Life Insurance: Twice annual salary for employee, $3,000 for employee's
dependents.
21
(2) Health Benefits: $100 deductible per person per year; 80%payable for first
$5,000 of eligible charges, except for hospital charges which are 100% payable; 100%
thereafter up to one million dollars lifetime limit;effective January 1,2002,the lifetime limit
shall increase to two million dollars; professional fees based upon U.C.R.; normal typical
exclusions and limitations. Effective July 1, 1997,Coverage will-includes cancer screening
with no separate dollar limit, annual physical examinations, "well-baby" care, a 30-visit
annual limit on chiropractic, and accidents paid at normal co-payment rate. Ef&ctirc not
, •• , overage also includes a prescription
drug card program with the following major elements:No deductible; a$5.00 employee co-
payment for generic prescriptions; an $8.50 employee co-payment for name brand
prescriptions; and with all prescriptions previously reimbursable to be covered by the
prescription drug card. Effective May 1,2001,the co-payment for name brand prescriptions
will increase to $15.00, except when no generic is available, the co-pay will be $8.50.
Effective May 1,2001,coverage will include smoking cessation when enrolled in a smoking
cessation program or behavior modification program once per life-time limit, and birth
control. Calendar year maximum benefit per person, outpatient benefit for mental or
emotional conditions, alcohol and/or drug dependency changed from $2,500 per calendar
year to 24 visits per calendar year at 80%, subject to the annual deductible.
(3) Dental Benefits: No deductible and 100% of U.C.R. (90`h 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.
(4) Long Term Disability: After three (3) months, 60% of employee's salary
integrated with all other income benefits payable to age 65.
(5) Vision Benefits: California Vision Service Plan A, which provides for$25
deductible,an eye examination no more than every twelve(12)months and lenses and frames
no more often than each twenty-four(24)months.
(6) Short-Term Disability: No later than September 1, 1997, the City will
administer employee-paid State Disability Insurance for all employees,including Part-Time
and Temporary employees.
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. The Parties agree to meet at
least once during the term of this Memorandum of Understanding to discuss cost containment and
wellness.
24.2(b) The City will pay fifty percent(50%) of the group medical insurance 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 May 1, 2001, 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 insurance. Payments by the City will be discontinued upon
22
the-death-of tharetiree-orupon 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 insuranc- . • . •• . • . •
eligibkfor participation in anyvther-groap insuiaacc piagraiii on the premium cost percentage basis
set forth for retirees in this paragraph.
ARTICLE 25: JURY DUTY
25.1 A Regular or Job-Share 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.
ARTICLE 26: PERSONNEL RECORDS
26.1 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. With the
exception of examination materials. an employee may have copies of documents contained in the
employee's personnel file.
26.2 An employee may authorize a representative to review the employee's personnel file.
26.3 An employee who disagrees with their evaluator's statements or conclusions with
respect to their 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. The employee may also attach a written rebuttal to the employee
evaluation, providing it is done within thirty(30)days of the employee's receipt of the evaluation.
26.4 The City will provide an employee with a copy of any negative or derogatory
document prior to it being placed in the employee's personnel file. The employee may attach a
written rebuttal to the negative or derogatory document.
26.5 Upon an employee's request with Department Director approval,the City Manager
may seal and or remove any disciplinary element of an employee's personnel file.
ARTICLE 27: CONTINUING EDUCATION
27.1 Eligible City of Redding employees who complete authorized courses taken for credit
with a passing grade may, upon application, be reimbursed for the tuition and cost of required
textbooks and required materials,including but not limited to computer software,calculators,videos,
but not to include incidentals such as paper,pens and pencils.
27.2 Employees must obtain prior approval from their Department Director and the human
Resources Personnel Manager. Reimbursement shall be limited to two hundred dollars ($200.00)
per course(semester/quarter).
23
ARTICLE 28: MISCELLANEOUS
28.1 Whenever any employee is subpoenaed to testify in court as a result of the employee's
employment and is therefore unable to perform the employee's regular duties, the employee shall
be paid for all regular time lost.
28.2 The City and the Union recognize the need for,and efficacy of,the City's Volunteer
Program. The scope and intent of the Volunteer Program is described in Council Policy 209. The
City and the union agree that volunteers will not be used to displace current employees,reduce the
current Memorandum of Understanding, or cause cancellation of existing or future Memoranda of
Understanding. The City and the Union agree to meet at least once during the term of this
Memorandum of Understanding to discuss guidelines regarding the use of volunteers.
28.3 The City will pay the cost of fees to maintain professional licenses required by the
City to meet the minimum qualifications for the position.
28.4 The City will develop a written disciplinary policy, through the meet-and-confer
process with affected employee groups, by January 1, 1998. The policy will incorporate the
principles of just cause for all employee covered by this MOU,with the exception of probationary
employees pursuant to Article 7.1. The policy also will incorporate the principles outlined in the
Supreme Court decisions in Weingarten and Skelly. If the policy is not completed by January 1,
1998 July 1. 2001, the parties agree to reopen the MOU for the limited purpose of negotiating
regarding such a policy.
28.5 • • -
. V P III • • •. . .. • . • • V .1 . . . .. . " • , .
I'orcc is ortgvingas of tl,, cffL tr c datc of-this Mviiioranchriii of Und..istandirrs and-tlrc City and
•. Of • . • . . . • •. • 4 . .. • . .. •, • VIP •• . - . . ,
. .. .. . • . . q . - - . • ..
ARTICLE 29: SAVINGS PROVISION
29.1 If any provisions of this Memorandum of Understanding are held to be contrary to
law by a court of competent jurisdiction, or held to be outside the scope of negotiations, such
provisions will not be deemed valid and subsisting except to the extent permitted by law, but all
other provisions will continue in full force and effect. Whenever any provision of this Memorandum
of Understanding is affected as set forth above,either Party may,by giving written notice to the other
within thirty (30) days of the courts action, open negotiations on the subject of the affected
provisions.
ARTICLE 30: EFFECT OF AGREEMENT
30.1 It is understood and agreed that the specific provisions contained in this
Memorandum of Understanding shall prevail over City practices and procedures to the extent of a
conflict,and that in the absence of specific provisions in this Memorandum of Understanding,such
practices and procedures are discretionary.
24
ARTICLE 31: EMERGENCY PROVISION
31.1 The City retains the right to amend, modify or rescind policies, regulations, and
practices referred to in this Memorandum of Understanding in cases of emergency. For the purpose
of this Article,an"emergency"is defined as an act of God,war,natural or manmade disaster,which
interferes with the normal operations of the City.
ARTICLE 32: COMPLETE AGREEMENT
32.1 Except as specifically provided in Article 33, Term, during the term of this
Memorandum of Understanding,the Union expressly waives and relinquishes the right to meet and
confer on salaries,hours of employment,and terms and conditions of employment, and agrees that
the City shall not be obligated to meet and confer 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 conferred on and executed this Memorandum of Understanding,and
even though such subjects or matters were proposed and later withdrawn. Both Parties acknowledge
that such waiver and relinquishment as set forth above carries with it the commensurate prohibition
for either Party to effect a unilateral change in an employment condition falling within the scope of
negotiations under Government Code Section 3500 et. seq.
ARTICLE 33: TERM
33.1 This Memorandum of Understanding,having taken effect as of the day and year first
above written,shall remain in full force and effect until the fry st day ofanuary,2001 thirty-first day
of December,2003, 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,that it shall only become effective with approval of the
City Council of City.
33.2 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.
33.3 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.
25
IN WITNESS WHEREOF,the Parties have executed this Memorandum of Understanding
as of the day and year first above written.
CITY OF REDDING REDDING EMPLOYEES ORGANIZATION
SERVICE EMPLOYEES INTERNATIONAL
UNION
s/Robert M. Christofferson s/Esther Conway
Robert M. Christofferson Esther Conway
City Manager Negotiator
s/ Samuel S. McMurry s/Marleen Hoffiiian
Samuel S. McMurry Marleen Hoffman
Assistant City Manager Negotiator
s/ Linda R. Downing s/Kim Waldron
Linda R. Downing Kim Waldron
Director of Finance Representative
s/Robert P. Kohn
Robert P. Kohn
Assistant Director General Services
s/Charles R. Reynolds
Charles R. Reynolds
Labor Relations Representative
Approved as to form:
s/Randall A. Hays
Randall A. Hays
City Attorney
26
IN WITNESS WHEREOF,the Parties have executed this Memorandum of Understanding as of the
17th day of April, 2001, to be effective January 1, 2001.
CITY OF REDDING REDDING EMPLOYEES ORGANIZATION
SERVICE EMPLOYEES INTERNATIONAL
UNION
Michael Warren Marleen Hoffman
City Manager Negotiator
Randy Bachman Kathleen Spiteri
Administrative Services Director Negotiator
Linda Johnson Dan Zempel
Personnel Manager Negotiator
Robert Belgeri
Representative
27
SERVICE EMPLOYEES INTERNATIONAL ION
•ERVISORY/CONFIDENTIAL UNI
EXHIBIT A-1
- NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES
Effective: March 18, 2001
Hourly Wage Rate-Salary Step
Classification 1 2 3 4 5
398 Clerk I $9.22 $9.68 $10.17 $10.67 $11.21
397 Clerk II $10.35 $10.87 $11.41 $11.98 $12.58
393 Account Clerk I $10.80 $11.34 $11.91 $12.51 $13.13
373 Clerk Ill $11.38 $11.95 $12.55 $13.18 $13.83
390 Secretary I* $11.38 $11.95 $12.55 $13.18 $13.83
370 Account Clerk II $11.93 $12.53 $13.16 $13.82 $14.51
377 Secretary II* $12.35 $12.97 $13.62 $14.30 $15.01
360 Executive Secretary** $13.67 $14.35 $15.07 $15.83 $16.62
350 Legal Secretary $14.34 $15.06 $15.81 $16.60 $17.43
342 Personnel Technician $14.34 $15.06 $15.81 $16.60 $17.43
343 Para-Legal Technician $14.95 $15.70 $16.49 $17.31 $18.18
* Classifications subject to five percent(5%)differential for shorthand per class specifications.
** Classification subject to five percent(5%) differential when assigned to be primary secretary to the City Council.
SERVICE EMPLOYEES INTERNATIONAL U ON:
SI�RVISORY/CONFIDENTIAL UNIT
,
EXHIBIT A-2
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES
Effective: January 6, 2002
Hourly Wage Rate-Salary Step
Classification 1 2 3 4 5 6
398 Clerk I $9.22 $9.68 $10.17 $10.67 $11.21 $11.77
397 Clerk II $10.35 $10.87 $11.41 $11.98 $12.58 $13.21
393 Account Clerk I $10.80 $11.34 $11.91 $12.51 $13.13 $13.79
373 Clerk Ill $11.38 $11.95 $12.55 $13.18 $13.83 $14.53
390 Secretary I* $11.38 $11.95 $12.55 $13.18 $13.83 $14.53
370 Account Clerk II $11.93 $12.53 $13.16 $13.82 $14.51 $15.23
•
377 Secretary II* $12.35 $12.97 $13.62 $14.30 $15.01 $15.76
360 Executive Secretary** $13.67 $14.35 $15.07 $15.83 $16.62 $17.45
350 Legal Secretary $14.34 $15.06 $15.81 $16.60 $17.43 $18.30
342 Personnel Technician $14.34 $15.06 $15.81 $16.60 $17.43 $18.30
343 Para-Legal Technician $14.95 $15.70 $16.49 $17.31 $18.18 $19.09
* Classifications subject to five percent(5%) differential for shorthand per class specifications.
** Classification subject to five percent (5%)differential when assigned to be primary secretary to the City Council.
SERVICE ^MPLOYEES INTERNATIONAL U'' 1N
St .VISORY/CONFIDENTIAL UNI1
EXHIBIT "A-3"
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES
Effective: January 5, 2003
Hourly Wage Rate-Salary Step
Classification 1 2 3 4 5 6
398 Clerk I $9.50 $9.97 $10.47 $11.00 $11.54 $12.12
397 Clerk II $10.66 $11.20 $11.76 $12.34 $12.96 $13.61
393 Account Clerk I $11.13 $11.68 $12.27 $12.88 $13.53 $14.20
373 Clerk III $11.72 $12.31 $12.93 $13.57 $14.25 $14.96
390 Secretary I* $11.72 $12.31 $12.93 $13.57 $14.25 $14.96
370 Account Clerk II $12.29 $12.91 $13.55 $14.23 $14.94 $15.69
377 Secretary II* $12.72 $13.36 $14.03 $14.73 $15.46 $16.24
360 Executive Secretary** $14.08 $14.78 $15.52 $16.30 $17.11 $17.97
350 Legal Secretary $14.77 $15.51 $16.29 $17.10 $17.96 $18.85
342 Personnel Technician $14.77 $15.51 $16.29 $17.10 $17.96 $18.85
343 Para-Legal Technician $15.40 $16.17 $16.98 $17.83 $18.72 $19.66
* Classifications subject to five percent(5%)differential for shorthand per class specifications.
** Classification subject to five percent(5%) differential when assigned to be primary secretary to the City Council.
SERV'-- EMPLOYEES INTERNATIONAL ILUION
ERVISORY/CONFIDENTIAL UN
EXHIBIT "B-1"
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: March 18, 2001
Monthly Salary Rates-Salary Steps
Classification 1 2 3 4 5 6 7
124 Project Coordinator $4,766 $5,004 $5,255 $5,517 $5,793 $6,083 $6,387
221 Permit Center Supervisor $4,474 $4,697 $4,932 $5,179 $5,438 $5,710 $5,995 176 Information Systems Supervisor $4,025 $4,227 $4,438 $4,660 $4,893 $5,138 $5,394
216 City Surveyor $4,025 $4,227 $4,438 $4,660 $4,893 $5,138 $5,394
153 Telecommunications Manager $4,025 $4,227 $4,438 $4,660 $4,893 $5,138 $5,394
173 Housing Program Supervisor $3,917 $4,113 $4,319 $4,535 $4,762 $5,000 $5,250
168 Public Works Supervisor $3,836 $4,028 $4,230 $4,441 $4,663 $4,896 $5,141
146 Purchasing Officer
171 Senior Accountant $3,788 $3,978 $4,177 $4,386 $4,605 $4,835 $5,077
143 A/S 400 Administrator $3,731 $3,917 $4,113 $4,319 $4,535 $4,761 $4,999
217 Building Inspection Supervisor $3,731 $3,917 $4,113 $4,319 $4,535 $4,761 $4,999
142 Network Administrator $3,731 $3,917 $4,113 $4,319 $4,535 $4,761 $4,999
174 L ad Systems Analyst
160 Facility Supervisor $3,518 $3,694 $3,878 $4,072 $4,276 $4,490 $4,714
157 Fleet Shop Supervisor $3,518 $3,694 $3,878 $4,072 $4,276 $4,490 $4,714
181 Solid Waste Supervisor $3,518 $3,694 $3,878 $4,072 $4,276 $4,490 $4,714
147 Utility Field Services Supervisor $3,518 $3,694 $3,878 $4,072 $4,276 $4,490 $4,714
235 Crime Analyst $3,319 $3,485 $3,659 $3,842 $4,034 $4,235 $4,447
215 Personnel Analyst II $3,319 $3,485 $3,659 $3,842 $4,034 $4,235 $4,447
229 Systems Analyst/Programmer II $3,319 $3,485 $3,659 $3,842 $4,034 $4,235 $4,447
230 Chief Engineering Technician $3,283 $3,447 $3,620 $3,801 $3,991 $4,190 $4,400
211 Code Enforcement Supervisor $3,283 $3,447 $3,620 $3,801 $3,991 $4,190 $4,400
187 Assistant City Clerk $3,243 $3,405 $3,575 $3,754 $3,942 $4,139 $4,346
188 Deputy City Treasurer $3,243 $3,405 $3,575 $3,754 $3,942 $4,139 $4,346
186 Police Services Supervisor $2,992 $3,142 $3,299 $3,464 $3,637 $3,819 $4,010
228 Systems Analyst/Programmer I $2,984 $3,134 $3,290 $3,455 $3,628 $3,809 $4,000
224 Recreation Supervisor II $2,965 $3,113 $3,269 $3,433 $3,604 $3,784 $3,974
214 Personnel Analyst I $2,869 $3,012 $3,163 $3,321 $3,487 $3,661 $3,844
210 Supervisor- Credit and Collections $2,851 $2,994 $3,143 $3,300 $3,465 $3,639 $3,821
243
237 Supervising Customer Service Representative $2,705 $2,840 $2,982 $3,132 $3,288 $3,453 $3,625
193 Recreation Supervisor I $2,692 $2,827 $2,968 $3,116 $3,272 $3,436 $3,608
Monthly SE Rates—Salary Steps
1 2 3 4 5 6 7
241 Office Services Supervisor $2,684 $2,818 $2,959 $3,107 $3,262 $3,425 $3,596
250 Secretary to Assistant City Manager $2,684 $2,818 $2,959 $3,107 $3,262 $3,425 $3,596
SERV" - EMPLOYEES INTERNATIONAL - "ION
ERVISORY/CONFIDENTIAL Uh
EXHIBIT "B-2"
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: January 6, 2002
Monthly Salary Rates-Salary Steps
Classification 1 2 3 4 5 6 7 8
124 Project Coordinator $4,766 $5,004 $5,255 $5,517 $5,793 $6,083 $6,387 $6,706
221 Permit Center Supervisor $4,474 $4,697 $4,932 $5,179 $5,438 $5,710 $5,995 $6,295
176 Information Systems Supervisor $4,025 $4,227 $4,438 $4,660 $4,893 $5,138 $5,394 $5,664
216 City Surveyor $4,025 $4,227 $4,438 $4,660 $4,893 $5,138 $5,394 $5,664
153 Telecommunications Manager $4,025 $4,227 $4,438 $4,660 $4,893 $5,138 $5,394 $5,664
173 Housing Program Supervisor $3,917 $4,113 $4,319 $4,535 $4,762 $5,000 $5,250 $5,512
168 Public Works Supervisor $3,836 $4,028 $4,230 $4,441 $4,663 $4,896 $5,141 $5,398
171 Senior Accountant $3,788 $3,978 $4,177 $4,386 $4,605 $4,835 $5,077 $5,331
143 A/S 400 Administrator $3,731 $3,917 $4,113 $4,319 $4,535 $4,761 $4,999 $5,249
217 Building Inspection Supervisor $3,731 $3,917 $4,113 $4,319 $4,535 $4,761 $4,999 $5,249
142 Network Administrator $3,731 $3,917 $4,113 $4,319 $4,535 $4,761 $4,999 $5,249
160 Facility Supervisor $3,518 $3,694 $3,878 $4,072 $4,276 $4,490 $4,714 $4,950
157 Fleet Shop Supervisor $3,518 $3,694 $3,878 $4,072 $4,276 $4,490 $4,714 $4,950
181 Solid Waste Supervisor $3,518 $3,694 $3,878 $4,072 $4,276 $4,490 $4,714 $4,950
147 Utility Field Services Supervisor $3,518 $3,694 $3,878 $4,072 $4,276 $4,490 $4,714 $4,950
235 Crime Analyst $3,319 $3,485 $3,659 $3,842 $4,034 $4,235 $4,447 $4,670
215 Personnel Analyst II $3,319 $3,485 $3,659 $3,842 $4,034 $4,235 $4,447 $4,670
229 Systems Analyst/Programmer II $3,319 $3,485 $3,659 $3,842 $4,034 $4,235 $4,447 $4,670
230 Chief Engineering Technician $3,283 $3,447 $3,620 $3,801 $3,991 $4,190 $4,400 $4,620
211 Code Enforcement Supervisor $3,283 $3,447 $3,620 $3,801 $3,991 $4,190 $4,400 $4,620
187 Assistant City Clerk $3,243 $3,405 $3,575 $3,754 $3,942 $4,139 $4,346 $4,563
188 Deputy City Treasurer $3,243 $3,405 $3,575 $3,754 $3,942 $4,139 $4,346 $4,563
186 Police Services Supervisor $2,992 $3,142 $3,299 $3,464 $3,637 $3,819 $4,010 $4,210
228 Systems Analyst/Programmer I $2,984 $3,134 $3,290 $3,455 $3,628 $3,809 $4,000 $4,199
224 Recreation Supervisor II $2,965 $3,113 $3,269 $3,433 $3,604 $3,784 $3,974 $4,172
214 Personnel Analyst I $2,869 $3,012 $3,163 $3,321 $3,487 $3,661 $3,844 $4,037
210 Supervisor- Credit and Collections $2,851 $2,994 $3,143 $3,300 $3,465 $3,639 $3,821 $4,012
237 Supervising Customer Service
Representative $2,705 $2,840 $2,982 $3,132 $3,288 $3,453 $3,625 $3,806
193 Recreation Supervisor I $2,692 $2,827 $2,968 $3,116 $3,272 $3,436 $3,608 $3,788
241 Office Services Supervisor $2,684 $2,818 $2,959 $3,107 $3,262 $3,425 $3,596 $3,776
250 Secretary to Assistant City Manager $2,684 $2,818 $2,959 $3,107 $3,262 $3,425 $3,596 $3,776
• SERNalkE EMPLOYEES INTERNATIONAlifiNION
IIPPERVISORY/CONFIDENTIAL U
EXHIBIT "B-3"
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: January 5, 2003
Monthly Salary Rates-Salary Steps
Classification 1 2 3 4 5 6 7 8
124 Project Coordinator $4,909 $5,155 $5,412 $5,683 $5,967 $6,265 $6,579 $6,908
221 Permit Center Supervisor $4,608 $4,838 $5,080 $5,334 $5,601 $5,881 $6,175 $6,484
176 Information Systems Supervisor $4,146 $4,353 $4,571 $4,800 $5,040 $5,292 $5,556 $5,834
216 City Surveyor $4,146 $4,353 $4,571 $4,800 $5,040 $5,292 $5,556 $5,834
153 Telecommunications Manager $4,146 $4,353 $4,571 $4,800 $5,040 $5,292 $5,556 $5,834
173 Housing Program Supervisor $4,035 $4,237 $4,448 $4,671 $4,904 $5,150 $5,407 $5,677
168 Public Works Supervisor $3,951 $4,149 $4,356 $4,574 $4,803 $5,043 $5,295 $5,560
171 Senior Accountant $3,902 $4,097 $4,302 $4,517 $4,743 $4,980 $5,229 $5,491
143 A/S 400 Administrator $3,843 $4,035 $4,236 $4,448 $4,671 $4,904 $5,149 $5,407
217 Building Inspection Supervisor $3,843 $4,035 $4,236 $4,448 $4,671 $4,904 $5,149 $5,407
142 Network Administrator $3,843 $4,035 $4,236 $4,448 $4,671 $4,904 $5,149 $5,407
160 Facility Supervisor $3,623 $3,804 $3,995 $4,194 $4,404 $4,624 $4,855 $5,098
157 Fleet Shop Supervisor $3,623 $3,804 $3,995 $4,194 $4,404 $4,624 $4,855 $5,098
181 Solid Waste Supervisor $3,623 $3,804 $3,995 $4,194 $4,404 $4,624 $4,855 $5,098
147 Utility Field Services Supervisor $3,623 $3,804 $3,995 $4,194 $4,404 $4,624 $4,855 $5,098
235 Crime Analyst $3,418 $3,589 $3,769 $3,957 $4,155 $4,363 $4,581 $4,810
215 Personnel Analyst II $3,418 $3,589 $3,769 $3,957 $4,155 $4,363 $4,581 $4,810
229 Systems Analyst/Programmer II $3,418 $3,589 $3,769 $3,957 $4,155 $4,363 $4,581 $4,810
230 Chief Engineering Technician $3,382 $3,551 $3,728 $3,915 $4,110 $4,316 $4,532 $4,758
211 Code Enforcement Supervisor $3,382 $3,551 $3,728 $3,915 $4,110 $4,316 $4,532 $4,758
187 Assistant City Clerk $3,340 $3,507 $3,683 $3,867 $4,060 $4,263 $4,476 $4,700
188 Deputy City Treasurer $3,340 $3,507 $3,683 $3,867 $4,060 $4,263 $4,476 $4,700
186 Police Services Supervisor $3,082 $3,236 $3,398 $3,568 $3,746 $3,933 $4,130 $4,337
228 Systems Analyst/Programmer I $3,074 $3,228 $3,389 $3,559 $3,737 $3,923 $4,119 $4,325
224 Recreation Supervisor II $3,054 $3,207 $3,367 $3,536 $3,712 $3,898 $4,093 $4,298
214 Personnel Analyst I $2,955 $3,103 $3,258 $3,421 $3,592 $3,771 $3,960 $4,158
210 Supervisor- Credit and Collections $2,937 $3,083 $3,238 $3,399 $3,569 $3,748 $3,935 $4,132
237 Supervising Customer Service $2,786 $2,926 $3,072 $3,226 $3,387 $3,556 $3,734 $3,921
Representative
193 Recreation Supervisor I $2,773 $2,911 $3,057 $3,210 $3,370 $3,539 $3,716 $3,902
241 Office Services Supervisor $2,764 $2,902 $3,047 $3,200 $3,360 $3,528 $3,704 $3,889
250 Secretary to Assistant City Manager $2,764 $2,902 $3,047 $3,200 $3,360 $3,528 $3,704 $3,889
•r