HomeMy WebLinkAboutReso 2000-097 - IBEW-Electric RESOLUTION NO. 2000- q 7
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING
AMENDING THE MEMORANDUM OF UNDERSTANDING ENTERED
INTO BETWEEN THE CITY OF REDDING AND THE INTERNATIONAL
BROTHERHOOD OF ELECTRICAL WORKERS, LOCAL UNION 1245,
ELECTRIC DEPARTMENT, EFFECTIVE APRIL 30, 2000.
WHEREAS, Local Union 1245, International Brotherhood of Electrical Workers, Electric
Department, has been formally recognized as the majority representative of an appropriate unit of
employees, as set forth in Section 2.1 of Article 2 of the attached memorandum of Understanding;
and
WHEREAS,the designated representatives of the City of Redding have conferred with and
entered into a Memorandum of Understanding with the designated representatives of Local
Union 1245, International Brotherhood of Electrical Workers, Electric Department, as required by
the provisions of the Meyers-Milias-Brown Act of 1968; and
WHEREAS, a true copy of the Memorandum of Understanding is attached hereto and
incorporated herein by reference;
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Redding that the aforesaid Memorandum of Understanding is hereby approved, and shall be deemed
effective April 30, 2000.
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 16`h day of May, 2000, by the
following vote:
AYES: COUNCIL MEMBERS: Cibula, Kight, McGeorge, Pohlmeyer and Anderson
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
ABSTAIN: COUNCIL MEMBERS: None
/
i BERT C. ANDERSON, Mayor
ATTEST: FORM ROVED:. Pez..41,
CONNIE STR HMAYER/ity lerk W. LEONARD W ATE, City Attorney
D:\work\COLTNCTL\5-16-CO.reso.IBE W-Elec.wpd
MEMORANDUM OF UNDERSTANDING
Between
THE DESIGNATED REPRESENTATIVES OF THE CITY OF REDDING
and
THE DESIGNATED REPRESENTATIVES OF LOCAL UNION 1245
of
INTERNATIONAL BROTHERHOOD
OF ELECTRICAL WORKERS
AFL-CIO
ELECTRIC DEPARTMENT
EFFECTIVE: October 4, 1987
Amended: July 18, 1989
Amended: May 27, 1990
Amended: August 4, 1991
Amended: February 13, 1994
Amended: December 29, 1996
Amended: April 30, 2000
TABLE OF CONTENTS
ARTICLE 1: PREAMBLE 1
ARTICLE 2: RECOGNITION 2
ARTICLE 3: UNION SECURITY 3
ARTICLE 4: GRIEVANCE PROCEDURE 4
ARTICLE 5: SAFETY 7
ARTICLE 6: DISABILITY AND UNEMPLOYMENT 7
ARTICLE 7: EMPLOYEE STATUS 9
ARTICLE 8: WAGES AND CLASSIFICATIONS 9
ARTICLE 9: HOURS AND OVERTIME 11
ARTICLE 10: SENIORITY 15
ARTICLE 11: PROMOTION AND TRANSFER 15
ARTICLE 12: DEMOTION, DISPLACEMENT, AND LAYOFF 18
ARTICLE 13: LEAVE OF ABSENCE 19
ARTICLE 14: EXPENSES 20
ARTICLE 15: SICK LEAVE 22
ARTICLE 16: FUNERAL LEAVE 23
ARTICLE 17: HOLIDAYS 23
ARTICLE 18: VACATIONS 25
ARTICLE 19: INCLEMENT WEATHER PRACTICE 27
ARTICLE 20: MISCELLANEOUS 27
ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS 29
ARTICLE 22: ENTIRE AGREEMENT 31
ARTICLE 23: TERM 32
EXHIBIT A: SCHEDULE OF WAGE RATES
EXHIBIT B: JOB DEFINITIONS
EXHIBIT C: LINES OF PROGRESSION
NOTE: Amendments to this Memorandum of Understanding effective D___=Le=
1996 April 30, 2000, are shown by underlining the new language and striking out the
deleted language.
MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this
7th day of October, 1987, by and between the designated representatives of the CITY OF
REDDING (a public agency as defined in Section 3501(c) of Chapter 10 of Division 4 of
Title 1 of the Government Code of the State of California), hereinafter referred to as the
City, and the designated representatives of LOCAL UNION 1245 of INTERNATIONAL
BROTHERHOOD OF ELECTRICAL WORKERS,affiliated with the American Federation
of Labor - Congress of Industrial Organizations (a recognized employee organization as
defined in Section 3501(b) of Chapter 10 of Division 4 of Title 1 of the Government Code
of the State of California), hereinafter referred to as Union,
WITNESSETH that:
WHEREAS, the parties hereto desire to facilitate the peaceful adjustment of
differences that may from time to time arise between them, to promote harmony and
efficiency to the end that the City, Union and the general public may benefit therefrom, and
to establish fair and equitable wages, hours and working conditions for certain hereinafter
designated employees of the City,
NOW, THEREFORE, the parties hereto do agree as follows:
ARTICLE 1: PREAMBLE
1.1 The parties acknowledge the provisions of Chapter 10 (Section 3500, et seq.)
of Division 4 of Title 1 of the Government Code of the State of California.
1.2 It is the policy of the City and Union not to, and neither party will interfere
with, intimidate, restrain, coerce or discriminate against any employee because of race,
creed, sex, color or national origin.
1.3 The City is engaged in rendering services to the public, and the City and Union
recognize their mutual obligation for the continuous rendition and availability of such
services. It is further recognized by both the City and the Union that City owned power
generation facilities shall be kept in an operational ready condition at all times and to that
end the City and the Union will actively strive to maintain the highest level of commitment
for the continuous rendition of service to ensure such generation facilities are immediately
ready and available for operation.
1.4 The duties performed by employees of City as part of their employment pertain
to and are essential to the operation of a municipality and the welfare of the public
dependent thereon. During the term of this Memorandum of Understanding employees shall
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not partially or totally abstain from the performance of their duties for City during regular
work hours or on an overtime basis. Union shall not call upon or authorize employees
individually or collectively to engage in such activities and shall make a reasonable effort
under the circumstances to dissuade employees from engaging in such activities and City
shall not cause any lockout. Those employees who do individually or collectively partially
or totally abstain from the performance of their duties for City during regular work hours or
on an overtime basis shall be subject to disciplinary action up to and including discharge
from employment.
1.5 City employees shall perform loyal and efficient work and service, and shall
use their influence and best efforts to protect the properties of City and its service to the
public, and shall cooperate in promoting and advancing the welfare of City and in preserving
the continuity of its service to the public at.all times.
1.6 City and Union shall cooperate in promoting harmony and efficiency among
City employees.
1.7 The management of the City and its business and the direction of its working
forces are vested exclusively in City, and this includes, but is not limited to, the following:
to direct and supervise the work of its employees, to hire, promote, demote, transfer,
suspend, and discipline or discharge employees for just cause; to plan, direct, and control
operations; to lay off employees because of lack of work or for other legitimate reasons; to
introduce new or improved methods or facilities, provided, however, that all of the
foregoing shall be subject to the provisions of this Memorandum of Understanding.
1.8 If the City of Redding transfers legal ownership of the City's Electric Utility
facilities to another entity during the term of this Memorandum of Understanding, all terms
and conditions of employment shall remain in full force and effect upon any City of Redding
employees employed at the time of the transfer.
ARTICLE 2: RECOGNITION
2.1 The City recognizes the Union as the "Exclusive Representative" of all
employees of the Electric Department of the City who hold a classification listed on Exhibit
"A" of this Memorandum of Understanding. The provisions of this Memorandum of
Understanding hereinafter set forth shall apply only to those employees of the City of
Redding for whom Local Union 1245 is the established exclusive representative.
2.2 Official representatives of Union will be permitted access to City property to
confer with City employees on matters of employer-employee relations but such
representatives shall not interfere with work in progress without agreement of Management.
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2.3 The City will provide the Union adequate bulletin board space for the purpose
of posting thereon matters relating to official Union business.
2.4 The City will not interfere with, intimidate, restrain, coerce or discriminate
against any employee because of the employee's membership in Union or the employee's
activity on behalf of Union.
2.5 Any employee, at the employee's request, shall be permitted representation by
a Union representative. The foregoing shall apply to reprimands, disciplinary actions,
investigations, interviews for promotion and hearings, providing there is no unreasonable
delay in obtaining representation.
2.6 Joint Shop Steward-Management meetings shall be held at least two (2)times
a year in February and August, or more often as agreed upon by Union and Management.
The purpose of these meetings shall be to promote harmony and efficiency and to improve
communications between employees and all levels of management. The meeting agenda
shall be determined by those in attendance and there shall be no restrictions on the subject
matter; provided, the meetings shall not substitute for normal grievance procedures or for
formal negotiations between the parties. Those in attendance shall consist of Union's
Business Representative and Shop Stewards and the City's Labor Relations Representative
and such other management personnel as determined by the City's Labor Relations
Representative. The meetings shall be summarized in written minutes. Except that the
provisions of this Section shall be observed, the meetings shall be self-organizing.
2.7 Whenever any employee is absent from work as a result of a formal request by
the Union's Business Manager and is engaged in official Union business, the City shall pay
for all regular time lost and shall be reimbursed therefor by the Union at the rate of one
hundred and fifty percent (150%) of the employee's regular wage rate.
ARTICLE 3: UNION SECURITY
3.1(a) Every employee covered by this Memorandum of Understanding shall, as a
condition of employment: (1)become a member of the Union and maintain the employee's
membership in the Union in good standing in accordance with its Constitution and Bylaws;
or(2) in the alternative, an employee must tender a registration fee to the Union equal to the
initiation fee required of Union members, and shall tender, monthly, an agency fee in an
amount equal to the amount of the monthly dues and per capita fees required of BA
members in the employee's base wage rate; except that:
3.1(b) Any employee appointed to any classification out of the bargaining unit
covered by this Memorandum of Understanding may withdraw from membership in Union
and the employee's obligation to pay an agency fee shall be suspended for the duration of
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such period as the individual is working for City in a job classification not covered by this
Memorandum of Understanding.
3.2 Any employee who is or who becomes a member of Union shall, as a condition
of employment, maintain the employee's membership in Union in good standing in
accordance with its Constitution and Bylaws.
3.3 The City shall deduct from their wages the regular membership dues of
employees who are members of the Union or agency fees of other employees provided for
in 3.1(a) not exempted by the provisions of 3.1(b), and who individually and voluntarily
authorize such deductions in writing in accordance with the provisions of Section 1157.3
of the Government Code of the State of California.
3.4 Deductions shall be made from the second payroll period of each month and
a check for the total deductions shall be submitted to the Financial Secretary of Local Union
1245, IBEW,P. O. Box 4790, Walnut Creek, California 94596,within five(5)working days
of the date the dues or agency fees are withheld from the employee's check or by Electronic
Fund Transfer to a bank designated by IBEW Union Business Representative. The City
shall notify Union each month at the time of the dues or agency fees transmittal to Union of
any changes since the previous dues or agency fees transmittal and the reasons therefor.
3.5 The form of check-off authorization shall be approved by both the City and the
Union.
3.6 Upon written request from the Union, the City shall, within twenty-one (21)
calendar days, terminate the employment of any employee who fails to comply with the
requirements of this Article.
3.7 The City shall provide all new employees with Union membership application
forms, payroll deduction authorization forms, and a copy of this Memorandum of
Understanding . • • • • • • • . • • • before the end of the first pay
period. Such materials will be furnished to the City by the Union.
ARTICLE 4: GRIEVANCE PROCEDURE
4.1 Any grievance, which may arise between Union, or any of its members, and the
City, with respect to the interpretation or application of any of the terms of this
Memorandum of Understanding, and with respect to such matters as the alleged
discriminatory or arbitrary discharge,demotion or discipline of an individual employee,shall
be determined by the provisions of this Article, except that such matters as are included in
the definition of impasse as set forth in Resolution No. 4217 are not a grievance.
Probationary employees shall not be entitled to invoke Article 4, Grievance Procedure,with
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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.
Work day as used in this Article shall mean any day when City Hall is open to serve the
public.
4.2 Step One: The initial step in the adjustment of a grievance shall be a discussion
between the Shop Steward and the immediate supervisor directly involved who will answer
within ten(10)work days. This step shall be started within thirty(30)work days of the date
of the action complained of, or the date the grievant became aware of the incident which is
the basis for the grievance. This step may be taken during the working hours of the Shop
Steward.
4.3 Step Two: If a grievance is not resolved in the initial step,the second step shall
be a written presentation of the grievance to the Power Plant Manager or Electric Program
Supervisor and a discussion between the Shop Steward and the Power Plant Manager or
Electric Program Supervisor, as applicable who shall answer in writing
within ten (10) work days. This step shall be taken within ten(10)work days of the date of
the answer in Step One.
4.4 Step Three: If a grievance is not resolved in the second step,the third step shall
be a written presentation of the grievance to the Division Head and a discussion between the
Shop Steward and the Division Head, who shall answer in writing within ten (10) work
days. This step shall be taken within ten (10) work days of the date of the Power Plant
Manager or Electric Program Supervisor's answer as applicable in Step
Two.
4.5 Step Four: If a grievance is not resolved in the third step, the fourth step shall
be a written presentation of the grievance to the Department Director and a discussion
between the Shop Steward and the Department Ilcad Director, who shall answer in writing
within ten (10) work days. This step shall be taken within ten(10)work days of the date of
the Division Head's answer in Step Three.
4.6 Step Five: If a grievance is not resolved in the in fourth step, the fifth step shall
be a written presentation of the grievance to the Citv's Labor Relations Representative and
a discussion between the Union's Business Representative, and the City's Labor Relations
Representative who shall conduct an investigation and attempt to resolve the grievance. If
no resolution of the grievance is achieved, the City's Labor Relations Representative shall
provide the Union's Business Representative with the City's answer, in writing, to the
grievance. This step shall be taken within ten(10)work days of the date of the Department
Ilead's Director's answer in Step Four.
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4.7 Step Six: If a grievance is not resolved in the fifth step, the sixth step shall be
the presentation of the grievance, in writing, by the Union's Business Representative to the
City Manager, or designee, who shall answer, in writing, within ten (10) work days. The
sixth step shall be taken within ten (10) work days of the date of the answer in Step Five.
4.8(a) Step Seven: If a grievance is not resolved in the sixth step, the seventh step
shall be referral by either the City, or the Union, to arbitration. The seventh step shall be
taken within twenty (20) work days of the date of the answer in Step Six.
4.8(b) An arbitrator shall be appointed on each occasion that a grievance is submitted
to arbitration. The arbitrator shall be chosen by mutual agreement of the City and Union.
In the event that the City and Union are unable to agree on the selection of an arbitrator, they
shall request the State of California Mediation and Conciliation Service to nominate five(5)
persons for arbitrator. The City and the Union each will alternately challenge two (2) of
such nominees, the party having the first challenge to be determined by lot. The remaining
nominee shall be accepted as the arbitrator and the arbitrator's compensation and expenses
shall be borne equally by the City and Union. The City and Union shall pay the
compensation and expenses of their respective appointees and witnesses. At Union's request
the City shall release employees from duty to participate in arbitration proceedings.
4.8(c) The arbitrator shall hold such hearings and shall consider such evidence as
appears necessary and proper. The first hearing should be held within ninety (90) days of
the date of referral to arbitration. Following the hearings and prior to the arbitrator's final
decision, the arbitrator shall submit a proposed decision to the parties for their review and
the opportunity to submit additional information prior to the arbitrator's decision becoming
final and binding on the parties. Any additional information submitted by either party shall
be submitted to the arbitrator and the other party. Thereafter, the decision of the arbitrator
shall be final and binding on City and Union and the aggrieved employee, if any, provided
that such decision does not in any way add to, disregard or modify any of the provisions of
this Memorandum of Understanding.
4.9 Failure by the Union to meet any of the aforementioned time limits as set forth
in Section 4.2, 4.3, 4.4, 4.5, 4.6, 4.7 or 4.8(a)will result in forfeiture. Failure by the City to
meet any of the aforementioned time limits as set forth in Sections 4.2, 4.3, 4.4, 4.5, or 4.7,
will allow the Union to go forward with the grievance to the next step of the established
procedures. Except, however, that the aforementioned time limits may be extended by
mutual agreement. Grievances settled by forfeiture shall not bind either party to an
interpretation of this Memorandum of Understanding, nor shall such settlements be cited by
either party as evidence in the settlement of subsequent grievances.
4.10 Notwithstanding the aforementioned procedure, any individual employee shall
have the right to present grievances to the City and to have such grievance adjusted without
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the intervention of Union, provided that the adjustment shall not be inconsistent with this
Memorandum of Understanding and provided,further,that Union's Business Representative
shall be given an opportunity to be present at such adjustment. Grievances settled by
individual employees without representation by Union officials shall not bind either party
to an interpretation of this Memorandum of Understanding, nor shall such settlements be
cited by either party as evidence in the proposed settlement of subsequent grievances.
ARTICLE 5: SAFETY
5.1 The City Council desires to maintain a safe place of employment for City
employees and to that end City Management shall make all reasonable provisions necessary
for the safety of employees in the performance of their work.
5.2 Regular "tailgate" meetings will be held on all jobs to plan the job and
emphasize safety in their performance.
5.3 Regular safety meetings will be held at least every other month for the purpose
of reviewing accidents and preventing their recurrence, eliminating hazardous conditions
and familiarizing employees with safe work procedures and applicable State Safety Orders
and for training in first aid. The City will notify the Union of the date, time and place of
such meetings, in order that the Union's Business Representatives may attend and
participate.
5.4 In the event of an accident, resulting in serious injury or death of an employee
of the City, the City will notify the Union immediately in order that the Union's Business
Representative may conduct an investigation of the accident.
ARTICLE 6: DISABILITY AND UNEMPLOYMENT
6.1(a) Supplemental Benefits for Industrial Injury: Whenever any Regular employee,
who has completed their initial probationary period, and who is a member of the Public
Employees' Retirement System is disabled, whether temporarily or permanently, by injury
or illness arising out of and in the course of the employee's duties, which comes within the
application of the Workers' Compensation and Insurance Chapters of the State Labor Code,
the employee shall become entitled, :.. . . . . . • ' •• • • ••.• •
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
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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 benefits provided for under State law, and shall affirmatively assist the City
in obtaining any such benefits to which the employee may be entitled but has not yet
received arising out of such disability, but such payment from the employee to the City from
such sources shall not exceed in amount the supplemental benefits paid to the employee by
the City in accordance with the provisions of this paragraph. Whenever any employee is
released for light duty work and such employee declines such light duty employment, the
employee will thereby waive any and all rights to supplemental benefits for industrial injury
as set forth above. Whenever there is reason to suspect any employee of abusing the
employee's rights to workers' compensation benefits, the parties shall cooperate in
controlling such employee abuse.
6.1(b) An employee who is absent by reason of industrial disability may be returned
to work by the City and given temporary light duties within the employee's ability to
perform, with the consent of the employee's physician. The duration of any such period of
temporary work shall be determined by City. Such employee shall be compensated at the
then current rate of pay of the employee's regular classification while engaged in such
temporary duties. The City may require an employee being considered for return to work
after an absence caused by disability or illness to submit to a medical examination by a
physician or physicians approved by City for the purpose of determining that such employee
is physically and mentally fit and able to perform the duties of the employee's position
without hazard to the employee,or to the employee's fellow employees, or to the employee's
own permanent health.
6.1(c) If a third party is found to be responsible for the employee's industrial injury
and the employee recovers a judgment in damages from said third party, then all
supplemental benefits received as provided for in Section 6.1(a)not already repaid from the
other sources mentioned in Section 6.1(a) shall be repaid to the City by the employee.
6.1(d) Vacation and sick leave shall be accrued while a Regular employee is absent
from work as a result of a job related disability and receiving the supplemental benefits to
Workers' Compensation temporary disability compensation as set forth in 6.1(a) for the
period of such disability, but not exceeding one (1) year. All Regular-and-probationary
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
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temporary disability compensation shall not be recognized by such employee for
compensation purposes.
ARTICLE 7: EMPLOYEE STATUS
7.1 Employees will be designated as Regular, or Full-Time
Temporary depending upon the purpose for which they are hired and their length of
continuous service with the City.
7.2 A Regular employee is defined as an employee who-harone-M-year-or more
. , .. . ■ • . I I - . . • .
. . .. . • . . • . • • . . • hired for a full-time
position that has been regularly established as an authorized position and is of indeterminate
duration. A probationary Regular employee shall receive not less than the minimum rate for
the job and shall be eligible for sick leave pay, vacation pay, holiday pay, retirement plan
participation, insurance coverage and items of similar nature, as the employee becomes
eligible, . • - . . . _ . •• . . • .
I - . • • • . • I - . . • . . . . • .1 . • . . • .
• .. , •, . I V . • .1 • . . • • . I • I I . :.. .I . . •
Regular employees shall serve a probationary period of one(l)_year upon initial appointment
to Regular status. Notwithstanding any other provision of this Article, an employee's
probationary period shall be extended by the duration of any unpaid absence of ten (10) or
more consecutive work days. Employees serving their initial probationary period shall not
be eligible for leave of absence, supplemental benefits for industrial injury, nor be given
preferential consideration for promotion or transfer.
7.4 3 A Full-Time Temporary employee is defined as an employee hired for
occasional or seasonal work for a period not to exceed one thousand(1,000)
hours in a fiscal year. A Full-Time Temporary employee shall receive not less than the
minimum rate for the job but shall not be eligible for sick leave pay, holiday pay, vacation
pay, insurance coverage, retirement plan participation or items of a similar nature, nor shall
the employee accrue seniority, or promotion and transfer rights, or leave of absence rights.
If a Full-Time Temporary employee is reclassified to probationary 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.
ARTICLE 8: WAGES AND CLASSIFICATIONS
8.1 Employees shall be paid the wage established for their classification.
Employees shall be paid a wage rate based upon their work performance. Upon initial
appointment to a classification an employee shall normally be paid the lowest wage rate for
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that classification. An employee may, however, be paid a wage rate above the lowest wage
rate if circumstances justify it. When an employee is appointed to a classification which has
a wage range overlapping the wage range of the employee's previous classification, the
employee shall be paid at the wage rate of the classification to which the employee is being
appointed, which is the next higher to his present wage rate, but not more than the top wage
rate of the classification to which the employee is appointed. Notwithstanding the following
requirements relative to a period of employment at a salary step, the Department Head
Director may recommend a salary step increase at an earlier or later time. Step increases
require City Manager approval and may be granted as follows. After twenty-six(26)full pay
periods of employment at salary step 4, and with satisfactory or above work performance
during the full time period, an employee shall be advanced to salary step 5. A full pay
period as used in 8.1 is defined as one in which the employee works or is paid for time off
for at least half of the regularly scheduled work hours.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays after 12:00 noon for
a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday,
payments shall be made on the preceding workday.
8.3 When an employee is temporarily assigned for a minimum of one-half(1/2)hour
accumulated during any workday to work in a classification higher than the employee's
regular classification, the employee shall be paid at the rate established for the higher
classification, with a minimum of two (2) hours and time computed to the nearest quarter
hour, except when the work is performed outside of the regular work hours and the duration
is less than two (2) hours. When an employee is temporarily assigned to work in a higher
classification which has a wage range overlapping the wage range of the employee's regular
classification, the employee shall be paid at the wage rate of the classification to which he
is temporarily assigned, which is next higher to the employee's present wage rate, but not
more than the top wage rate of the temporary classification.
8.4 When an employee is temporarily assigned to work in a classification lower
than the employee's regular classification, the employee's rate of pay will not be reduced.
Notwithstanding the foregoing,however,whenever any employee requests to be temporarily
assigned to perform the duties of a lower paying classification pursuant to Section 11.5 of
Article 11, Promotion and Transfer, such employee's wage rate shall be reduced to the wage
rate of the lower paying classification.
8.5 For purposes of wage rate progression in a temporary classification, the time
worked by an employee in other than the employee's regular classification shall also be
accrued in such temporary classification.
8.6 Attached hereto and made a part hereof are: Exhibit"A-1", effective April 30,
2000 Dccembcr 29, 1996; and Exhibit"A-2", effective April 29, 2001 Dcccmbcr 28, 1997;
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and Exhibit "A-3", effective December 27, 1998, ail both of which are titled "Schedule of
Wage Rates." . - . . .
at 55" program during .lcndar year 1997, Exhibits "A-2" and "A-3" will be dccmcd to be
•. . • - - - - - -
. . IP i :. - II . - - - . . • :. I .1 • , •, ... . : ! . :. .
8.7 Attached hereto and made a part hereof is Exhibit"B",titled"Job Definitions".
ARTICLE 9: HOURS AND OVERTIME
9.1 All Regular employees will receive full-time employment for each workweek
employed, provided they report for duty and are capable of performing their work. This is
not to be interpreted that the City does not retain the right to lay off or release employees on
account of lack of work or other valid reason at the end of the workweek.
9.2 Each employee shall report for work at the employee's regularly established
headquarters and shall return thereto at the conclusion of the day's work and the time spent
in traveling between such headquarters and the job site shall be considered as time worked.
9.3 A workweek is defined to consist of seven (7) consecutive calendar days,
Sunday through Saturday, and, except as otherwise provided herein, a basic workweek is
defined to consist of five(5)consecutive workdays of eight(8)hours each, Monday through
Friday. The regular work hours shall be :.0: •• . . .. • . : •. . . .: : •.
or-7:00 a.m. to 11:00 a.m. and 11:30 a.m. to 3:30 p.m. . . +
. . : • . : - . . , provided however that those employees who are required
to consume their lunch at a location other than the City's Corporation Yard, shall not be
required to take a lunch period in excess of one-half(1/2) hour's duration. Notwithstanding
the foregoing, the regular lunch period may be advanced or delayed up to one (1) hour
without the payment of overtime compensation. The City shall provide the means of
transportation and pay for time required to transport employees for the purpose of
consuming their lunch only when adverse weather conditions exist at the job site. Whenever
it becomes necessary for any employee to attend first-aid meetings, safety meetings, or
formal training sessions, such employee's work hours and/or work days may be changed
only for the duration of such requirements in order to allow the employee to attend. Any
such work schedule change shall not be construed as meeting any of the definitions of
Section 9.6, nor require payment pursuant to Section 9.7.
9.4(a) Notwithstanding the provisions of 9.1 and 9.3, employees engaged in service
work and Redding Power Plant Maintenance Mechanics and Instrument
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and Electrical Technicians may be assigned to any hours and/or days of work,providing the
schedule is regularly established to be of not less than four (4) weeks duration.
9.4(b) Notwithstanding the provisions of 9.1 and 9.3, Power Plant Operators, Power
Plant Equipment Operators Power Plant Utility Workers, and Power Plant Warehouse
Workers' work may be assigned to any hours and/or days of work, providing the schedule
is regularly established to be of not less than two (2) weeks duration.
9.4 (b)Notwithstanding the provisions of 9.3, employees classified as Utility Worker
or engaged in equipment maintenance or warehouse duties may be assigned to work a shift
which begins as early as 5:00 a.m. or ends as late as 12:00 midnight.
9.4(d)(e) Pursuant to letter dated June.13, 1995, notwithstanding the provisions of 9.1
and 9.3, employees classified as Power Plant Operator and Power Plant Equipment Operator
may be assigned to work a schedule commonly known as a "seventy-six and eight." Such
schedule may from time to time be modified in accordance with the provisions of this
Memorandum of Understanding.
9.4 01) Any work shift other than as in 9.3 established as provided in 9.4(a) or
9.4(b), or 9.4(c) shall consist of eight (8), ten (10), or twelve (12) consecutive hours as
applicable, with a meal taken near the middle of the shift, providing the work shift begins
prior to 6:00 a.m. or later than 12:00 noon. The work shift starting time shall not vary by
more than two (2) hours throughout the basic workweek. Establishment of hours and days
of work other than as in 9.3 shall be limited to the needs of the service.
9.5 Notwithstanding anything contained herein, any schedule of days and/or hours
of work may be established by mutual agreement between the employee,the Union, and the
City's Labor Relations Representative.
9.6 Overtime is defined as (a) time worked in excess of forty (40) hours in a
workweek, (b) time worked in excess of eight (8), ten (10), or twelve (12) hours as
applicable on a scheduled workday, (c) time worked on a non-workday, (d) time worked
outside of regular hours on a workday, and (e) time worked on a holiday. Overtime shall
be computed to the nearest one-quarter (1/4) hour. For those employees who work a
"seventy-six and eight" schedule, paid time off will count toward the calculation of
overtime, but only during the week which includes forty-eight (48) regularly scheduled
hours, and only when the employee works the hours paid as overtime.
9.7 Except as otherwise provided in this section, overtime compensation shall be
paid at a rate equivalent to one and one-half(1-1/2)times the regular rate of pay. Whenever
any employee performs overtime work beginning on a regularly scheduled workday, the
overtime compensation rate shall be double the employee's regular hourly payrate after the
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employee has worked four (4) consecutive overtime work hours at the time-and-one-half
payrate. Whenever such employee performs overtime work beginning on a non-workday,
the overtime payrate shall be increased to double the employee's hourly payrate after the
employee has worked twelve (12) overtime work hours at the time-and-one-half payrate
during that work period. Overtime pay at double the employee's regular payrate shall
continue until the employee is released from duty or the beginning of the employee's regular
work hours, whichever occurs first. Whenever any employee is called back to perform
overtime work outside of the employee's regularly scheduled work hours,the employee shall
be paid at a rate equivalent to two (2) times the employee's regular rate of pay. Whenever
any employee performs overtime work in conjunction with providing reimbursable mutual
aid to another agency, the employee shall be compensated at a rate equivalent to two (2)
times the employee's regular rate of pay. Notwithstanding the foregoing provisions on
compensation for overtime work, an employee may at the employee's option, providing it
is legally permissible and has City approval, elect to receive time off with pay at the same
rate of time off for each overtime hour worked as the employee's compensation rate would
have been. Effective July 1, 2000, compensatory time off accrual shall be limited to eighty
(80) hours per fiscal year and subject to a maximum accumulation of one hundred sixty
(160) hours. Effective July 1, 2000, for one time only, the employee shall have the option
of having all accrued compensatory time off exceeding one hundred sixty (160) hours paid
off on their next regular paycheck. Compensatory time off with pay shall be scheduled in
the same manner as vacations are normally scheduled.
9.8 Pursuant to letter dated June 13, 1995, notwithstanding the provisions of 9.6
and 9.7, for those employees who work a "seventy-six and eight" schedule, overtime
compensation during regularly scheduled hours, including briefing time up to one-quarter
(1/4) hour, shall be compensated at one and one-half(1-1/2) times the employee's regular
rate of pay.
9.9 Employees who are required to report for work on their non-workdays, or on
holidays they are entitled to have off, or outside of their regular hours on workdays, shall be
paid overtime compensation for the actual time worked, including one-half(1/2) hour travel
time each way, but in no event for less than two (2) hours compensation. If an employee
who is called out for such work outside of the employee's regular hours on a workday
continues to work into the employee's regular hours, the employee shall be paid overtime
compensation only for the actual time worked and travel time one way. If an employee
performs overtime work immediately following the end of the employee's regular shift no
travel time shall be paid.
9.10 Overtime shall be distributed as equally as is practicable among those
employees who are qualified and available, and the City shall not require employees who
have worked overtime to take equivalent time off during a workday without pay.
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9.11 Notwithstanding the provisions of 9.3, the City's Labor Relations
Representative and the Union's Business Representative may agree to a workweek or work
hours other than as defined in 9.3 during the term of this Memorandum of Understanding.
9.12(a) If an employee has worked for eight (8) hours or more at the overtime rate
during the sixteen(16)hour period immediately preceding the beginning of the employee's
regular work hours on a workday the employee shall be entitled to a rest period of eight(8)
consecutive hours on the completion of such overtime work.
9.12(b)There shall be included as part of the eight(8)hours worked at the overtime rate
in such sixteen (16) hour period any travel time and meal time to which the employee is
entitled when overtime work is performed except that any travel time and meal time to which
the employee is entitled after being dismissed from work shall not be included as hours
worked in such period, but it shall be included in the computation of the eight(8) hour rest
period.
9.12(c)Hours worked prior to any eight(8)hour rest period in which the employee does
not work shall not be included in computing another period of overtime work.
9.12(d) If the eight (8) hour rest period in whole or in part overlaps the employee's
regular work hours the employee will receive pay at the straight rate for the extent of the
overlap, except that the time taken during such overlap for any meal to which the employee
is entitled on dismissal shall be paid for at the overtime rate.
9.12(e)If the employee is called back to work during the employee's eight(8)hour rest
period a new rest period will commence at the conclusion of such work.
9.12(f) (1) If the rest period overlaps the employee's regular work hours but does
not extend into the second half of the employee's workday, the
employee may be excused from reporting for work until the beginning
of the second half of the employee's workday, and in such event the
employee will be paid for the time between the expiration of the rest
period and the end of the first half of the employee's workday.
(2) If the rest period extends into the second half of the employee's
workday, the employee may be excused from reporting for work until
the following workday, and in such event the employee will be paid for
the time between the expiration of the rest period and the employee's
regular quitting time on such day.
(3) In the application of the foregoing, an employee, except for employees
assigned to the Redding Power Plant, unless otherwise instructed, shall
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be deemed to be excused from reporting to work for the period between
the end of the employee's rest period and the reporting time as
designated by the applicable subdivision.
9.12(g) An employee entitled to a rest period hereunder may nevertheless be required
to work during regular work hours on a workday without having had a rest period of eight
(8) consecutive hours, in which event the employee shall be paid at the overtime rate for all
work performed until the employee has been relieved from duty for at least eight (8)
consecutive hours. Whenever an employee is required to work during regular work hours
and through an earned paid rest period,the employee shall be entitled to pay at two and one-
half(2-1/2) times the employee's regular rate of pay.
ARTICLE•10: SENIORITY
10.1 Seniority is defined as total length of continuous service with the City. In
determining an employee's seniority the continuity of the employee's service will be deemed
to be broken by termination of employment by reason of(1) resignation, (2) discharge for
cause, (3) layoff for more than six(6)consecutive months, (4)failure to return immediately
on the expiration of a leave of absence or acceptance of other full-time employment while
on leave, or(5) absence without pay, without a leave of absence, in excess of three (3)five
consecutive workdays. Continuity of service will not be broken and seniority will accrue
when an employee is: (a) inducted, enlists or is called to active duty in the Armed Forces
of the United States, or service in the Merchant Marine, under any Act of Congress which
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) absent due to layoff
for a period of less than six (6) consecutive months.
ARTICLE 11: PROMOTION AND TRANSFER
11.1 Except as otherwise provided in this section for the entry-level positions of
Equipment Service Worker,Power Plant Utility Worker,Utility Worker,Groundman,Power
Plant Warehouse Worker, Warehouse Worker and Line Tree Trimmer, when new positions
or additional positions are created, or vacancies other than temporary vacancies occur, in
positions within the bargaining unit for whom Local Union 1245 is the exclusive
representative, the City shall fill such positions from qualified pre-bid employee
applications, if any. In filling such positions, the City shall give preferential consideration
to Regular employees as defined in 7.2, who are within the bargaining unit covered by this
Memorandum of Understanding, in the sequence set forth below. When employees in the
same preferential sequence as provided in (a) through (c) are each qualified by knowledge,
skill, efficiency, adaptability and physical ability for appointment to the position vacancy,
the pre-bid of the employee with the most City seniority shall be given preferential
consideration for appointment. For each entry-level position vacancy which occurs,the City
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may refrain from following the procedures set forth herein and may select any applicant for
an entry-level position vacancy which in the judgment of the City is best-qualified for said
position vacancy.
(a) Pre-bids made by Regular employees who are in the Department in which
the vacancy exists who hold a classification equal to or higher than that in which
the job vacancy exists.
(b) Pre-bids made by Regular employees who are in the Department in which
the vacancy exists who are at the top rate of pay of the next lower classification
in the normal line of progression.
(c) Pre-bids made by Regular employees who are in the Department as
applicable in which the vacancy exists who hold classifications other than those
listed above.
Whenever the City is unable to fill any position vacancy covered by this Memorandum
of Understanding as set forth above, the City shall give consideration to those employees
who are qualified and covered by any other Memorandum of Understanding between the
City and the Union, prior to the City employing any other person for a position covered by
this Memorandum of Understanding.
11.2 The City shall in not more than twenty-one (21) working days from the date the
position vacancy is filled, post on the designated bulletin boards a notice regarding the
disposition of the position with the name of the applicant selected, and mail a copy of such
notice to the Union's Business Representative together with a list of all applicants for the
position.
11.3 Any Regular employee of the City as defined in 7.2 may submit a pre-bid on any
existing job classification and location for which the employee desires consideration. The
pre-bid must be submitted on a form provided by the City's Personnel Office. At the time
the form is delivered to the Personnel Office, it will be dated and receipted and a copy
provided to the employee. The City shall not consider original pre-bids for any position
vacancies which are submitted less than eight (8) calendar days prior to the filling of a job
vacancy. Pre-bids will be valid until such time as the employee changes classifications, or
until fifteen (15) calendar days have elapsed from such time as the employee rejects a
permanent appointment to the classification and location on which the pre-bid is made.
11.4 Notwithstanding anything contained herein,the City need not consider the pre-bid
application of any employee who does not possess the knowledge, skill, efficiency,
adaptability, and physical ability required for the position for which the application is sub-
mitted. For purposes of determining employee qualifications, the City may utilize
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examinations. The City shall not consider the application of any employee for a Working
Foreman-Line position if the employee has been classified as Lineman less than the
equivalent of one(1)full year unless there is no otherwise eligible applicant for the position.
When the City intends to appoint an employee to a vacancy in preference to an employee
with greater seniority, as specified in 11.1, the City shall notify Union's Business
Representative of its intent prior to such appointment.
11.5 Whenever a vacancy occurs in any job classification, the City may, at its
discretion, temporarily fill such vacancy. If practicable, the City shall fill such temporary
vacancy with the employee who would be most eligible therefor under the provisions of this
Article. If the temporary vacancy lasts for forty-five (45) days or more, and the City elects
to temporarily fill such temporary vacancy, the City shall select the employee who would be
most eligible therefor under the provisions of this Article and shall fill such temporary
vacancy by temporary reclassification of the selected employee.
11.6 A temporary vacancy is one created by additional workload, or an employee's
absence from work due to illness, disability,vacation, leave of absence, or a vacancy of less
than six (6) months duration.
11.7 All appointments filled by promotion or transfer of a City employee shall be on
a probationary basis for three (3) calendar months for the purpose of determining
qualifications. At any time during the probationary period, either the employee or the City
may terminate the appointment. If an appointment is terminated, the employee shall be
returned to either the employee's previous classification and wage rate, or some other
classification that is mutually satisfactory to both the employee and the City. If an
appointment is terminated,the City need not give further consideration on that classification
and location for a period of one (1)year to the employee who did not successfully complete
the probationary period.
11.8 Notwithstanding anything contained in this Article, the City's Labor Relations
Representative and the Union's Business Representative may agree to other provisions
during the term of this Memorandum of Understanding.
11.9 At the discretion of the City, non-unit employees may be placed into the
bargaining unit under the following conditions:
(1) The non-unit employee must have previously been employed by the City
in a classification in the bargaining unit.
(2) The non-unit employee must be placed in a classification in the unit which
is no higher than the previous classification held.
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(3) With the exception of the initial three (3) calendar months out of the
bargaining unit, S-seniority accrued by the non-unit employee
shall not be recognized for the purposes of this Article only.
(4) The non-unit employee must be placed in a vacant position and may not
displace, demote, or cause the layoff of another unit member.
(5) After placement in the unit,the employee may not be promoted to a higher
classification within the unit until the employee has served at least one (1) year
in the bargaining unit. After completion of one (1) year of service back in the
bargaining unit, the employee's previous seniority accrued while.in the unit and
the initial three (3) calendar months while out of the bargaining unit, shall be
combined with the new year of seniority for purposes of the provisions of this
Article.
11.10 Attached hereto and made a part hereof is Exhibit "C" titled "Lines of
Progression."
ARTICLE 12: DEMOTION, DISPLACEMENT, AND LAYOFF
12.1 When it becomes necessary for the City to lay off Regular employees,the City will
give employees involved as much notice as possible; but in no event will such employees
receive less than two (2) weeks notice of layoff. Where probationary or temporary
employees are to be laid off, no notice of layoff need be given.
12.2 Layoff in all cases due to lack of work will be determined by an employee's
seniority. An employee whose job is being eliminated may elect to displace an employee
in a lower paid classification if qualified to perform the duties of the lower paid
classification and if the employee's seniority is greater than that of the employee in the lower
paid classification.
12.3 Regular employees who are laid off will be given preference in filling future
vacancies for a period up to six (6) months, providing they keep the City advised of their
current address.
12.4 Notwithstanding the provisions of this Article, the City's Labor Relations
Representative and the Union's Business Representative may agree to other procedures
during the term of this Memorandum of Understanding.
12.5 Non-unit employees may be placed in the bargaining unit at management's
discretion pursuant to the provisions of Section 11.9.
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ARTICLE 13: LEAVE OF ABSENCE
13.1 Leave of absence may be granted to Regular employees by the City Manager for
urgent and substantial reasons, up to a maximum of one year(except when the employee is
receiving long term disability benefits in which case no a time limit of five (5) continuous
years shall apply), providing satisfactory arrangements can be made to perform the
employee's duties without undue interference with the normal routine of work. Inability to
return to work after an employee's sick leave has been exhausted will be considered as an
urgent and substantial reason and in such cases a leave will be granted.
13.2 A leave of absence will commence on and include the first workday on which the
employee is absent and terminates with and includes the workday preceding the day the
employee returns to work. •
13.3 All applications for leave of absence shall be made in writing except when the
employee is unable to do so. The conditions under which an employee will be restored to
employment on the termination of leave of absence shall be clearly stated by the City in
conjunction with the granting of a leave of absence. Upon an employee's return to work
after a leave of absence, the employee will be reinstated to the employee's former position
and working conditions, providing that the employee is capable of performing the duties of
the employee's former position, except that if there has been a reduction of forces or the
employee's position has been eliminated during said leave, the employee will be returned
to the position the employee would be in, had the employee not been on a leave of absence.
13.4 An employee's status as a Regular employee will not be impaired by such leave
of absence and the employee's seniority will accrue.
13.5 If an employee fails to return immediately on the expiration of the employee's
leave of absence or if the employee accepts other full-time employment while on leave, the
employee will thereby forfeit the leave of absence and terminate the employee's employment
with the City.
13.6 An employee on a leave of absence as provided herein shall not accrue vacation
or sick leave benefits nor maintain group insurance coverage. An employee may, however,
at the employee's option and expense, maintain the employee's group insurance coverage
providing the full monthly premium is received in the Finance Department of the City on or
before the first day of the month for which the premium is intended. Notwithstanding the
above, however, if the leave of absence is as a result of exhaustion of sick leave benefits an
employee's group insurance may be maintained for up to six (6) calendar months on the
normal premium-sharing formula pursuant to Article 21.2(a), providing the employee pays
the employee's share of the premium on a timely basis. If the leave of absence is as a result
19
of a work-related disability, the employee may elect retiree health benefits pursuant to
Article 21.2(b) until such time as the employee is eligible for retirement.
13.7 Except for the one (1) year limitation of 13.1 and the prohibition on other
employment of 13.5, a leave of absence for Union Business may be granted by the City
Manager for up to a maximum of three (3) years pursuant to the provisions of this Article.
ARTICLE 14: EXPENSES
14.1 Whenever an employee uses the employee's personal automobile for the City's
convenience, the employee will be reimbursed therefor at the same rate per mile as
established for non-represented City employees.
14.2 Whenever an employee is required to change the employee's residence from one
locality to another for City's convenience, the City will provide means of moving the
employee's household goods.
14.3 Employees who are assigned to temporary work at such distance from their
regular headquarters that it is impractical for them to return thereto each day, or to their
regular place of abode, will be allowed actual personal expenses for board and lodging for
the duration of such assignment, provided they board and lodge at places to be designated
by the City. The time spent by such employees in traveling to such temporary job at its
beginning, to and from home on holidays and weekends, and from such temporary job at its
conclusion and any reasonable expense incurred thereby will be paid by the City.
14.4 If the City requires an employee to perform work for one and one-half(1-1/2)
hours or more beyond regular work hours, it will provide the employee with a meal and with
meals at intervals of approximately four (4) hours, but not more than five (5) hours insofar
as it is possible for the City to do so. The cost of any meal and the time necessarily taken
to consume same will be at City's expense.
14.5(a) If City requires an employee to perform work outside of regular hours on either
workdays or on non-workdays,the City will provide meals at intervals of approximately four
(4) hours, but not more than five (5) hours insofar as it is possible for the City to do so and
for as long as the work continues. The cost of any such meals and the time necessarily taken
to consume same will be at the City's expense. Where any such work extends into regular
work hours on workdays, the foregoing provisions shall be operative until such time as the
employee is released from work for the day,providing,however,that such work period starts
at least two (2) hours or more before the regular starting time, and provided further that the
employees have not been given notification of the overtime work prior to the end of the
preceding regular work shift.
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14.5(b)When employees are given notice by the end of the preceding work period, and
such work period starts at least two (2) hours but no more than four (4) hours before the
regular starting time,the normal lunch practices of releasing the employee from duty without
pay for one-half ('/2) hour to consume a meal at the employee's own expense will be
followed. Following consumption of the employee's first meal, the City will provide meals
at intervals of approximately four (4) hours but not more than five (5) hours thereafter, as
set forth above in Section 14.5(a)
14.5(c)When employees are given notice by the end of the preceding work period, and
such work period starts less than two (2) hours before the regular starting time, the normal
lunch practices of releasing the employee from duty without pay for one-half hour at
approximately the usual meal time to consume a meal at the employee's expense will be
followed.
14.6 When work is to be performed during regular work hours on non-workdays and
the employee is given notice by the end of the preceding work period, the normal lunch
practices will be followed on such days.
14.7 The City shall pay the cost of any meal which it is required to provide, in
accordance with this Article, and shall consider as hours worked the time necessarily taken
to consume such meal, except, however, that when a meal is taken at City's expense
following dismissal from work the time allowance therefor shall be one (1) hour. If an
employee who is entitled to a meal under the provisions of this Article upon dismissal from
work does not accept such meal the employee shall nevertheless be entitled to such time
allowance of one and one-half(1'/2) hours. If an employee who is entitled to a meal under
the provisions of this Article does not accept such meal, the employee shall nevertheless be
entitled to such time allowance of one-half('/2)hour for each meal missed except for a meal
due at the end of the work period. The City's cost for any meal required by the provisions
of this Article between the employee's regular shift normal ending time and five (5) hours
later shall be limited to fifteen dollars($ 15.00)plus tax and a fifteen percent(15%)tip. The
City's cost for meals provided at all other times shall be limited to seven dollars and fifty
cents ($ 7.50) each, plus tax and a fifteen percent (15%) tip, except for out-of-town travel
for meetings, conferences, or training which shall be paid at the same rate as for
unrepresented employees (as set forth in the City of Redding Employee Benefit Policies for
unrepresented employees—Expenses, paragraph 3(C)). Any cost incurred by an individual
employee above those set forth above shall be at the employee's own expense by automatic
payroll withholding. City shall conduct an audit of meal expenditures on a quarterly basis
and make adjustments accordingly.
14.8 Notwithstanding the provisions of Sections 14.4, 14.5(b), 14.5(c) and 14.7,
employees assigned to the Redding Power Plant will not be allowed to leave their work site
to consume their meals without City approval.
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14.9 Whenever any employee is entitled to payment for meals required under the
provisions of this Article, such payment shall be made with the employee's regular salary
check.
ARTICLE 15: SICK LEAVE
15.1 Sick leave with pay shall be accumulated for each Regular
employee at the rate of four hundred sixty ten-thousandths (.0460) of an hour for each
regular hour worked, or on paid leave. (Accrual rate approximately one(1)day per month.)
Employees working a regular shift of 12 hours(seventy-six and eight schedule) shall accrue
sick leave on a total of eighty (80) hours per pay period providing that the employee works
or is on paid leave a minimum of eighty (80) hours during such pay period.
•
15.2 Sick leave shall be allowed for an absence due to: (a)the inability of an employee
to be present or perform the employee's duties because of personal illness, off duty injury,
or confinement for medical treatment; (b) personal medical or dental appointments, which
are impracticable to schedule outside of regular working hours, (c) the need to be present
during immediate family members' illness or disability for up to
a maximum of tv forty-eight (48) hours per
calendar year. "Immediate family" member means those listed in the Funeral Leave
provisions of this Memorandum of Understanding.
15.3 Management may require satisfactory evidence of sickness or disability before
payment for sick leave will be made. The City may also require an employee requesting to
return to work after sick leave or leave of absence for medical reasons to submit to a medical
examination by a physician or physicians approved by City for the purpose of determining
that such employee is physically fit and able to perform the duties of the employee's former
position without hazard to the employee, or to the employee's fellow employees, or to the
employee's own permanent health. Such examination or examinations shall be at the sole
expense of the City. Whenever there is reason to suspect any employee of abusing the
employee's rights to sick leave with pay, the parties shall cooperate in controlling such
employee abuse.
15.4 If a holiday which an employee is entitled to have off with pay occurs on a
workday during the time an employee is absent on sick leave, the employee shall receive pay
for the holiday as such, and it shall not be counted as a day of sick leave.
15.5 Any employee who after ten (10) years of continuous service to the City
terminates employment shall be paid at the employee's regular pay rate for thirty-three and
one-third percent(33-1/3%)of the employee's accumulated sick leave hours. For employees
with fifteen (15) years or more but less than twenty (20) years of continuous service, the
percentage set forth above shall be increased to forty-five percent (45%). For employees
with twenty (20) years or more continuous service, the percentage set forth above shall be
22
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.
15.6 Whenever any employee exhausts all categories of paid time off as a result of a
non-work related illness or injury, with approval of the employee's Department Director,the
Human Resources Manager and the City Manager, an employee may receive up to
eighty (80) hours advanced sick leave with pay. If the employee returns to duty, such
advanced sick leave shall be returned to the City from subsequent sick leave accruals. If the
employee terminates City employment, such advanced sick leave shall be repaid to the City
from any funds due the employee by the City. If insufficient funds are due the employee by
the City, the employee shall directly reimburse the City for advanced sick leave in excess of
the funds, if any, previously withheld. Such direct reimbursement will be waived for
employees who are terminally ill or totally disabled (100 percent).
ARTICLE 16: FUNERAL LEAVE
16.1 Regular, , and Full-Time Temporary employees who are absent from
work due to the death of a member of the employee's "immediate family" shall receive
compensation at the regular rate of pay for the time necessary to be absent from work, but
not to exceed forty (40) working hours. "Immediate family" as used herein includes only
employee's spouse; or children, grandchildren, brothers, sisters, parents or grandparents of
employee or spouse; or other persons who are living in the employee's immediate
household. The relationships included herein shall apply whether by blood or marriage.
16.2 Regul , and Full-Time Temporary employees who are absent from
work to attend the funeral of a person other than an immediate family member shall receive
compensation at the regular rate of pay for the time necessary to be absent from work, but
not to exceed one (1) regularly scheduled work day. A maximum of three (3) work days
may be utilized in a calendar year.
ARTICLE 17: HOLIDAYS
17.1 Regul employees, except as otherwise provided herein, shall
be entitled to have the following holidays off with pay:
(a) January 1st
(b) "Lincoln Day"
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(c) The third Monday in February
(d) The last Monday in May
(e) July 4th
(f) 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
(k) Friday after Thanksgiving
(1) The last four (4) work hours before Christmas
(m) December 25th.
If any of the foregoing holidays falls on a Sunday, the Monday following shall be
observed as the holiday, except by those employees who are regularly scheduled to work on
Sunday other than on an overtime basis. Employees who are regularly scheduled to work
on Sundays shall observe such holidays on Sunday. If any of the foregoing holidays falls
on a Saturday, the preceding Friday shall be observed as the holiday, except by those
employees who are regularly scheduled to work on Saturday other than on an overtime basis.
Employees who are regularly scheduled to work on Saturdays shall observe such holidays
on Saturday. If any of the foregoing holidays fall on any day from Monday through Friday,
inclusive, and that day is a regularly scheduled non-workday for an employee, such
employee shall be entitled to receive another workday off with pay, to be scheduled in the
same manner as vacation days are normally scheduled. Notwithstanding the foregoing
provisions on observing holidays, for those employees classified as Troubleman and
assigned to a work schedule other than as set forth in 9.3, holidays falling on Sunday shall
be observed on the last workday of the employee's work cycle, and holidays falling on
Saturday shall be observed on the first work day of the employee's work cycle.
Notwithstanding the foregoing an employee may observe the employee's birthday holiday
on the employee's birthday or anytime during the pay period in which the birthday occurs
provided the employee gives the supervisor at least ten (10) days advance notice, or the
holiday may be deferred and scheduled as vacations are normally scheduled. The holidays
known as Lincoln Day, Columbus Day, and Veterans Day shall be scheduled by employees
24
and their supervisors in the same manner as vacations are normally scheduled.
Notwithstanding the foregoing, employees regularly assigned to work twelve (12) hour
shifts shall not be entitled to observe the following holidays; Lincoln day, Columbus day,
Veterans day nor the employee's birthday.
17.2 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.
17.3 An employee must be in a paid status on both workdays immediately adjacent to
the holiday in order to receive pay for the holiday.
ARTICLE, 18: VACATIONS
18.1(a) Regularemployees of the City shall accrue vacations with pay
up to 500 hours. Effective January 1, 1998, Regular-and-probationary employees shall
accrue vacations with pay up to 400 hours. Effective January 1, 1998, for one-time only,
vacation hours in excess of 300 hours will be retained in a separate time bank which may
be used by the employee in the same manner as regular vacation time. Vacation hours
retained in the bank will not be lost as a result of the 400-hour maximum. After January 1,
1998, vacation earned in excess of the 400-hour maximum will not be accumulated.
Employees working a regular shift of 12 hours(seventy-six and eight schedule) shall accrue
vacation leave on a total of eighty (80) hours per pay period providing that the employee
works or is on paid leave a minimum of eighty (80lhours during such pay period. The rate
of vacation accrual will be as follows:
18.1(b) At the rate of thirty-nine thousandths (.039) of an hour for each regular hour
worked, or on paid leave, from the date of employment through the one hundred fourth
(104th)full pay period of employment. (Accrual rate approximately two (2)weeks per year
up to four (4) years of service.)
18.1(c) At the rate of fifty-eight thousandths (.058) of an hour for each regular hour
worked, or on paid leave, from the one hundred fourth (104th) full pay period through the
two hundred thirty-fourth (234th) full pay period of employment. (Accrual rate
approximately three (3) weeks per year after four (4) years of service.)
18.1(d) At the rate of sixty-eight thousandths (.068) of an hour for each regular hour
worked, or on paid leave, from the two hundred thirty-fourth(234th)full pay period through
the three hundred sixty-fourth (364th) full pay period of employment. (Accrual rate
approximately three and one-half(3-1/2) weeks per year after nine (9) years of service.)
25
18.1(e)At the rate of seventy-seven thousandths(.077)of an hour for each regular hour
worked, or on paid leave, from the three hundred sixty-fourth (364th) full pay period
through the four hundred ninety-fourth(494th)full pay period of employment. (Accrual rate
approximately four(4) weeks per year after fourteen (14) years of service.)
18.1(f) At the rate of eighty-seven thousandths (.087) of an hour for each regular hour
worked, or on paid leave, from the four hundred ninety-fourth (494th) full pay period
through the six hundred twenty-fourth(624th)full pay period of employment. (Accrual rate
approximately four and one-half(4-1/2)weeks per year after nineteen(19)years of service.)
18.1(g) At the rate of ninety-six thousandths (.096) of an hour for each regular hour
worked, or on paid leave, from and after the six hundred twenty-fourth (624th) full pay
period of employment. (Accrual rate approximately five (5) weeks per year after twenty-
four (24) years of service.)
18.1(h)A full pay period as used in this Article is defined as one in which the employee
works or is paid for time off for at least half of the regularly scheduled work hours.
18.2 Vacation cannot be accrued while an employee is in a non-pay status.
18.3(a) Vacations will be scheduled throughout the calendar year. Employees with
greater seniority will be given preference over those with less seniority in the selection of
a vacation period, provided, however, that if the senior employee splits the employee's
vacation by requesting less than a full year's allowance to be scheduled on consecutive
workdays, the employee's preferential rights shall only apply on one period in that calendar
year prior to all other employees being given consideration in the selection of their first
choice vacation period.
18.3(b) Notwithstanding the foregoing provisions of Section 18.3(a) vacations for
employees assigned to the Redding Power Plant may be scheduled at the convenience of the
City.
18.4 The City shall not require an employee to take the employee's vacation in lieu of
sick leave or leave of absence on account of illness.
18.5 If a holiday which an employee is entitled to have off with pay occurs on a
workday during the employee's vacation period, such employee will be entitled to an
additional day of vacation and will be compensated for same.
18.6 Employees whose employment with the City is terminated for any reason shall,
at the time of termination, receive any unused vacation period previously earned.
26
18.7 Whenever any employee has accrued 120 hours or more vacation allowance as set
forth in 18.1(a)-(h) a, the City will, at the employee's option compensate the employee for
up to forty (40) hours of accumulated vacation during any fiscal year. Additionally,
whenever any employee has accrued two hundred forty (240) hours or more vacation
allowance as set forth in 18.1(a)-(h), the City will at the employee's option compensate the
employee for up to 80 hours of accumulated vacation during any fiscal year.
18.8 Whenever any employee has exhausted all paid time off benefits, including
advanced sick leave benefits, as a result of a non-work related injury or disability, and is not
eligible for long-term disability insurance benefits as set forth in Article 21, other employees
may contribute their vacation credits to the disabled employee with vacation credits being
donated and granted on the basis of the dollar value of the vacation credits.
ARTICLE 19: INCLEMENT WEATHER PRACTICE
19.1 Regularemployees who are unable to work in the field because
of inclement weather or other similar causes will receive pay for the full day, provided they
have reported for duty. During such day they may be held pending emergency calls, may be
given first aid, safety or other instruction or they may be assigned to perform miscellaneous
duties in sheltered locations.
19.2 Full-time temporary personnel who have reported for work but are unable to work
in the field because of inclement weather or other similar causes will be paid only for the
time they work or are held by the City, except, however, that they will be paid for not less
than two (2) hours.
19.3 City supervisors will be responsible for determining whether weather conditions
warrant cessation of outside work. In arriving at a decision with respect to weather
conditions, the Supervisor shall take into account such factors as: (a) employee health and
safety, (b) undue hazards, (c) operating requirements, (d) service to the public, (e)job site
working conditions, (f)anticipated duration of time required to leave unfinished job in a safe
condition, (g) anticipated duration of inclement weather, and (h) distance from job site to
operating headquarters.
ARTICLE 20: MISCELLANEOUS
20.1 The City shall not, by reason of the execution of this Memorandum of
Understanding, abrogate or reduce the scope of any present plan or rule beneficial to
employees, unless such plan or benefit is amended, altered or modified by one of the
understandings contained within this Memorandum of Understanding.
27
20.2 A Regula probationary or Full-Time Temporary employee who is summoned
for jury duty and is thus unable to perform the employee's regular duties will be paid for the
time lost at the employee's regular rate of pay.
20.3 Any employee, at the employee's request shall be permitted to review the
employee's own personnel file. The file may not,however, be removed from the Personnel
Office.
20.4 An employee who disagrees with the evaluator's statements or conclusions with
respect to the employee evaluation report shall have the right to review such evaluation
report with the City's Human Resources Manager and, upon request, shall have the right to
have a Union representative present.
•
20.5 Whenever employees complete authorized courses taken for credit with a passing
grade, after advance approval by both the Department Head Director and the Human
Resources Manager,the City shall reimburse the employee for the actual expenses of tuition
and the cost of required textbooks.
20.6 The City will provide and replace as necessary when worn out or broken all of the
following tools or clothing for those employees as specified below. Whenever any of the
following tools or clothing are lost, replacement shall be at the employee's expense.
(a) Gloves of a type as required by the nature of the work for all employees.
(b) Rain pants and coats for all employees.
(c) Required Lineman's tools for all pole climbing employees as follows:
1. Pole climbers
2. Lineman's body belts
3. Safety strap
4. Long gauntlet gloves
5. Material pouch
6. Small tool pouch
7. One (1) eight-inch (8") crescent wrench
8. One (1) ten-inch (10") crescent wrench
9. One (1) twelve-inch (12") crescent wrench
10. One (1) claw hammer
11. One (1) screw driver
12. One (1) pair of channel-lock-type pliers
13. One (1) pair nine-inch (9") side-cutter pliers
14. One (1) six-foot (6') fold-up wooden or plastic measuring device
28
15. One (1) wire-skinning knife
16. One(1)nine-sixteenths-inch by one-half-inch(9/16"x%s")box-end
ratchet wrench
17. One (1) three-quarter-inch by five-eighths-inch (3/4" x 5/8") box-
end ratchet wrench
(d) Coveralls or special protective clothing for those employees whose work
is such that severe damage to clothing is expected.
20.7 The City will provide at its expense physical examinations required by the State
of California for certain classes of drivers licenses for those employees required to have said
licenses.
•
20.8 Whenever any employee is subpoenaed to testify in court as a result of the
employee's employment, the employee shall be paid for all time required in such activity.
20.9 The Union's Business Representative and the City's Labor Relations
Representative may agree to limit the useful lifetime of employee disciplinary documents.
20.10 The City's Personnel Alcohol and Substance Abuse Policy and Procedure dated
January 1, 1995, is hereby incorporated into the Memorandum of Understanding by
reference. The parties will continue to meet and confer to modify the Personnel Alcohol and
Substance Abuse Policy and Procedure in order to establish a"fitness for duty" policy that
will apply to all employees.
20.11 The City will provide training and/or reimburse employees who are regularly
assigned to tree trimming duties for the costs, including time off to attend such training,
necessary to maintain a certificate issued by the International Society of Arboriculture, as
a "Certified Arborist."
20.12 To promote reasonable employee response times for emergency repairs, any
employee hired after May 1, 2000, shall establish and maintain within four calendar months
of the completion of their probationary period, a primary residence within 25 City/County
roadway miles and less than 30 minutes driving time of their designated headquarters'
location. (It is not the intent of the parties that an existing employee would need to relocate
if reassigned to a location within the City limits.)
ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS
21.1 Retirement Plan: All Regular employees are covered by a State
of California Public Employees'Retirement System program pursuant to an existing contract
with the Public Employees' Retirement System. The City pays the employee's full cost of
29
participation in the Public Employee's Retirement System, including the employee's cost of
1959 Survivor's benefits. The City agrees to meet and discuss during the term of this
agreement (April 30, 2000, through June 30, 2002), if requested by the Union, Ca1PERS
retirement issues related to an actuarial report on Employer Paid Member Contributions, or
new contract options related to decreasing the employee contribution or a proposed two
percent (2%) at fifty (50) retirement formula.
21.2(a) Group Insurance: All Regular—and—probationary employees are eligible to
participate in a group insurance benefit program effective the first day of employment cxccpt
. : •• : - • • - •, : • - : '- • • • . The City shall pay the full cost of the
program for both employees and dependents. The highlights of the benefits are:
(1) Life Insurance: Twice annual salary for employee, $3000 for employee's
dependents.
(2) Health Benefits: $100 deductible per person per year cxccpt for accidents
11 . 11.
•• . , • . • . • • . • .e I I I 119,1/11 • •
accident; 80%payable for the first $5000 of eligible charges, except for hospital
charges which are 100% payable; 100% thereafter up to one two million dollars
lifetime limit; - • • , •• :, • • • ••
million dollars; professional fees based upon U.C.R.; normal typical exclusions
and limitations. Effective July 1, 2000, coverage will include cancer screening
with no separate dollar limit, annual physical examinations, "well-baby" care, a
30-visit annual limit on chiropractic, accidents paid at normal co-payment rate,
smoking cessation when enrolled in a smoking cessation program or behavior
modification program once per life-time limit, and birth control. As soon as
practicable, the City will implement 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. Effective July 1, 2000, 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. The City will provide employees an increased benefit for
problems related to alcohol or substance abuse, and mental or nervous disorders.
The major provision is: Twelve (12) outpatient visits per calendar year paid at
100% with no deductible and an additional twenty-four (24) visits per calendar
year payable at 80% subject to the annual deductible.
(3) Dental Benefits: No deductible and 100% of U.C.R.(90th percentile) for
prevention; no deductible and 50% up to $2,000 per lifetime per person for
orthodontia; $25 deductible and 80%of U.C.R. up to $2,000 per person per year
for all other eligible charges, effective August 1, 1989.
30
(4) Long Term Disability: After three (3) months 60% of employee's salary
integrated with all other income benefits payable to age 65. As an alternative, the
Union may elect to receive funding equivalent to the cost for Union members to
participate in the City long term disability program in order to purchase its own
long term disability policy.
(5) Vision Benefits: California Vision Service Plan A (or its equivalent)
which provides for $5 deductible; an eye examination no more often than every
twelve (12) months, and lenses and frames no more often than each twenty-four
(24) months.
The City may, if practicable, modify the group insurance program set forth above by
adding utilization review and by creating preferred provider organization programs which
create fmancial incentives for the employee to use such preferred provider services, but do
not reduce any current benefit level nor impose any penalty for the employee who chooses
not to use a preferred provider's services.
21.2(b) The City will pay fifty percent (50%) of the group medical insurance program
premium for each retiree and dependents, if any, presently enrolled and for each retiree in
the future who goes directly from active status to retirement and continues the group medical
insurance without a break in coverage. For those employees who retire on or after July 1,
2000, dental and vision insurance coverage may be continued as a package under the fifty
percent (50%) cost sharing basis provided the retiree also maintains the medical coverage.
Payments by the City will be discontinued upon the death of the retiree or upon termination
of group medical insurance coverage. The City will not contribute payments on behalf of
any retiree except as set forth above. Following the death of a retiree the surviving spouse,
if any, may continue the insurance . . •• • • • • .
• .• • . 0 . .1 • .• • • 1109 .4 •• al . .• . Notwithstanding the foregoing,the City
may increase its contribution to the retirees' group insurance premium or improve Public
Employees' Retirement System benefits during the term of this Memorandum of
Understanding.
21.3 The parties agree that the foregoing benefits will remain in full force and effect,
unless modified by mutual agreement.
ARTICLE 22: ENTIRE AGREEMENT
22.1 Except as specifically provided in Article 23 (Term), during the term of this
Memorandum of Understanding the parties expressly waive and relinquish the right to meet
and negotiate on wages,hours of employment, and terms and conditions of employment, and
agree that neither party shall be obligated to meet and negotiate with respect to any subject
or matter whether referred to or covered in this Memorandum of Understanding or not, even
31
though such subject or matters may not have been within the knowledge or contemplation
of either or both the City or the Union at the time they met and negotiated on and executed
this Memorandum of Understanding, and even though such subjects or matters were
proposed and later withdrawn.
ARTICLE 23: TERM
23.1 This Memorandum of Understanding, having taken effect as of the day and year
first above written, shall continue in full force and effect until the first day of June 30, 2002
May72000, and thereafter from year to year unless written notice of change or termination
shall be given by either party ninety (90) days prior to the expiration date above or the
expiration date of any year thereafter,except,however,this Memorandum of Understanding
shall only become effective with approval of the City Council of the City of Redding.
23.2 Whenever notice is given for changes, the general nature of the changes desired
must be specified in the notice, and until a satisfactory conclusion is reached in the matter
of such changes, the original provision shall remain in full force and effect.
23.3 This Memorandum of Understanding shall not be amended or supplemented
except by agreement of the parties hereto, reduced to writing and duly signed by each.
23.4 Any provision of this Memorandum of Understanding which may be in conflict
with any Federal or State law, regulation or executive order shall be suspended and
inoperative to the extent of and for the duration of such conflict; the balance of this
Memorandum of Understanding, however, shall remain in full force and effect. Whenever
any provision of this Memorandum of Understanding is affected as set forth above, either
party may, by giving thirty (30) days' written notice to the other, open negotiations on the
subject of the affected provisions.
32
IN WITNESS WHEREOF, the parties have executed this Memorandum of
Understanding as of the day and year first above written.
CITY OF REDDING LOCAL UNION 1245, IBEW
s/ Robert M. Christofferson s/Jack McNally
Robert M. Christofferson Jack McNally
City Manager Business Manager •
s/ Charles R. Reynolds s/ Howard Stiefer
Charles R. Reynolds Howard Stiefer
Director of Labor Relations President
s/ Franklin D. Ryan s/Jack Osburn
Franklin D. Ryan Jack Osburn
Operations Manager Business Representative
Electric Department
s/ James G. Bristow s/J. Joseph Kropholler
James G. Bristow J. Joseph Kropholler
Director of Personnel Services Shop Steward
s/John Trunnell
John Trunnell
Shop Steward
33
IN WITNESS WHEREOF the parties have executed amendments to this Memorandum
of Understanding as of the day of , to be effective
April 30, 2000.
CITY OF REDDING LOCAL UNION 1245, IBEW
Michael Warren Jack McNally
City Manager Business Manager
Randy Bachman Howard Stiefer
Administrative Services Director President
Linda Johnson Jack Osburn
Human Resources Manager Business Representative
Brenda Sciarra J. Joseph Kropholler
Personnel Analyst II Shop Steward
Jim Rich
Shop Steward
Johny A. Roberts
Shop Steward
Robert T. Sandoval
Shop Steward
34
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS—ELECTRIC DEPARTMENT
EXHIBIT A-1: SCHEDULE OF WAGE RATES
Effective: April 30, 2000
Hourly Pay Rate - Salary Step Step 5
Monthly
1 2 3 4 5 Equivalent
: : . .'. •'
886 Power Plant Utility Worker $9.30* $10.74* $12.15* $16.00 $16.79 $2,910
888 Utility Worker 9.30* 10.74* 12.15* 16.00 16.79 2,910
850 Groundman •
16.79 17.62 3,054
842 Power Plant Warehouse Worker 17.13 18.01 3,122
840 Warehouse Worker 17.13 18.01 3,122
835 Utility Arborist 18.31 3,174
885 Equipment Service Worker 19.33 3,351
827 Line Equipment Operator 19.33 3,351
830 Line Tree Trimmer Leadman** 19.74 3,422
836 Senior Utility Arborist 19.74 3,422
822 I'v r Plant MaintL.na,n.c MeaaiiiL,
825 Warehouse Leadman 20.62 3,574
833 Power Plant Equipment Operator 21.10 22.14 4,029
822 Power Plant Maintenance Mechanic 23.80 4,125
823 Power Plant Operator 24.96 4,543
815 Electrician 26.09 4,522
817 Lineman 26.09 4,522
816 Instrument & Electrical Technician 26.09 4,522
812 Troubleman 26.56 4,604
811 Working Foreman - Electrician 27.94 4,843
810 Working Foreman - Line 27.94 4,843
* Full-time temporary employees only.
** Effective April 30, 2000, no future employees will be appointed to this classification.
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS—ELECTRIC DEPARTMENT
EXHIBIT A-2: SCHEDULE OF WAGE RATES
Effective: April 29, 2001
Hourly Pay Rate - Salary Step Step 5
Monthly
1 2 3 4 5 Equivalent
886 Power Plant Utility Worker $9.67* $11.17* $12.64* $16.64 $17.46 $3,026
888 Utility Worker 9.67* $11.17* 12.64* 16.64 17.46 3,026
850 Groundman 17.46 18.32 3,175
842 Power Plant Warehouse Worker 17.82 18.73 3,247
840 Warehouse Worker 17.82 18.73 3,247
835 Utility Arborist 19.04 3,300
885 Equipment Service Worker 20.10 3,484
827 Line Equipment Operator 20.10 3,484
830 Line Tree Trimmer Leadman** 20.53 3,559
836 Senior Utility Arborist 20.53 3,559
825 Warehouse Leadman 21.44 3,716
833 Power Plant Equipment Operator 21.94 23.03 4,191
822 Power Plant Maintenance Mechanic 24.75 4,290
823 Power Plant Operator 25.96 4,725
815 Electrician 27.13 4,703
817 Lineman 27.13 4,703
816 Instrument & Electrical Technician 27.13 4,703
812 Troubleman 27.62 4,787
811 Working Foreman - Electrician 29.06 5,037
810 Working Foreman- Line 29.06 5,037
* Full-time temporary employees only.
** Effective April 30, 2000, no future employees will be appointed to this classification.
EXHIBIT B: JOB DEFINITIONS
The Job Definitions included herein are intended to be general guidelines regarding the
duties to be performed by a particular classification, and are not to be construed as
restrictions on the duties an employee may perform. Any employee may be assigned to
perform the duties of a classification which has an equal or lower wage rate.
A crew as used herein is defined as three or more employees working together on the same
job.
. • . - - • - - " V -
.i -, - . • • - , . • - - - . . • • - : •' . . . • . • • . . . :
' . . .. • - - - - -. - - . . • - . . - . • - - . • - . we - . - • - •
•• , . - - I , • •• • Vie . . • — :• . - , . ra . . • • •
Mc cmploycc to perform the dutics with skill, cfficicncy, and safcty.
Power Plant Utility Worker
An employee who is engaged in performing a wide variety of unskilled and semi-skilled
work. The employee's duties include installation, construction, maintenance and repair of
power plant equipment. The employee will be required to operate equipment such as a
forklift and portable power tools and to drive a truck hauling a load or towing a trailer of no
more than six thousand(6000)pounds. The employee will be required to assist other power
plant personnel in the operation and maintenance of a power plant. The employee shall be
capable of performing the duties with skill, efficiency, and safety. The employee must
possess the appropriate State of California Drivers License.
Utility Worker
An employee who is engaged in performing a wide variety of unskilled and semi-skilled
work. The employee's duties include installation, construction, maintenance and repair of
City facilities and property. The employee must possess the appropriate State of California
Drivers License. The employee will be required to operate equipment such as forklift, brush
chipper, portable power tools and drive a truck hauling a load or towing a trailer of no more
1
than six thousand (6000) pounds. The employee shall be capable of performing the duties
with skill, efficiency, and safety.
Groundman
An employee engaged in performing unskilled and semi-skilled duties,usually in connection
with the construction, maintenance and operation of electrical power transmission and
distribution systems. The employee's principal duties are normally performed as an assistant
to a Lineman. The employee may be required to drive a truck, or to use portable power
tools. The employee must possess the appropriate State of California drivers license, and
shall be capable of performing the duties efficiently and safely.
Power Plant Warehouse Worker
An employee who, under general direction, is engaged in performing duties relative to the
purchasing, ordering, receiving, dispersing, maintaining records and salvaging of materials,
including the operation of material handling equipment. The employee will be required to
assist other power plant personnel in the operation and maintenance of a power plant. The
employee may be required to drive a vehicle and to type with moderate skill. The
employee's background of experience and training shall be such as to qualify the employee
to perform the duties safely with skill and efficiency. The employee must possess the
appropriate State of California drivers license.
Warehouse Worker
An employee who is engaged, subordinate to the employee in charge, in performing duties
relative to the purchasing, ordering, receiving, dispersing and salvaging of materials,
including the operation of material handling equipment. The employee may be required to
drive a vehicle and to type with moderate skill. The employee's background of experience
and training shall be such as to qualify the employee to perform the duties safely with skill
and efficiency. The employee must possess the appropriate State of California drivers
license.
Utility Arborist
An employee who is engaged in performing all types of pruning and tree trimming,
including tree trimming in close proximity to high voltage power lines, utilizing tree
climbers, rope rigging, mechanical lift equipment, and all types of mechanical and power
pruning and cutting tools. The employee will be required to drive a truck and operate
equipment such as fork lift, tractor/loader,brush chipper,tractor/mower and portable power
2
tools and to direct the work of not more than two (2) other lower paid employees engaged
in unskilled work. The employee's background of training and experience shall be such as
to qualify the employee to perform the duties with skill, efficiency and safety. The employee
must possess . . • •• •••. ••. • . : . ..' . and maintain a certificate issued
by the International Society of Arboriculture as a "Certified Arborist" and the appropriate
State of California drivers license.
Power Plant Equipment Operator
An employee who is engaged in performing a wide variety of duties relating to the
operation, maintenance and repair of a power plant, buildings, facilities, mechanical
equipment and other property of a similar nature as an assistant to other employees. Assists
Power Plant Operator in power plant operations, operates control panels for steam and
combustion generators. Performs startup and shutdown of major equipment and performs
routine water testing. May be required to perform carpentry, plumbing, electrical work,
painting, gas and electric welding, and the operation of machine shop tools and equipment
and City vehicles. The employee's background of training and experience must be such as
to qualify the employee to perform these duties safely with skill and efficiency. The
employee must possess the appropriate State of California drivers license.
Equipment Service Worker
An employee who is a journeyman and is engaged in performing a wide variety of duties
related to the maintenance and repair or modification of tools, equipment, vehicles,
buildings, facilities and transmission/distribution facilities. The employee may be required
to drive a truck or operate equipment and tools in connection with the duties, and must
possess the appropriate State of California drivers license. The employee may also be
required to perform carpentry, plumbing, painting, cement work, masonry, gas and electric
welding, and related clerical work. The employee should be a journeyman in one of the
foregoing crafts and should be reasonably competent and proficient in performing routine
tasks of some of the other crafts. The employee may be required to direct the work of
another lower paid employee. The employee's background of training and experience shall
be such as to qualify the employee to perform the duties safely with skill and efficiency.
Line Equipment Operator
An employee engaged in driving, operating and routine maintenance of trucks and other
equipment such as backhoe, front-end loader, and dump truck as required in connection with
the construction, maintenance and operation of electrical power transmission and
distribution systems, and must possess the appropriate State of California drivers license.
The employee may be required to perform job related clerical work; is responsible for
3
keeping tools and materials in good order on the truck; assists with ground work. The
employee shall be capable of performing the duties with skill, efficiency and safety.
Senior Utility Arborist • ..
An employee who is a leadman in charge of not more than three (3) other employees
engaged in performing all types of pruning and tree trimming, including tree trimming in
close proximity to high voltage power lines, utilizing tree climbers,rope rigging,mechanical
lift equipment, and all types of mechanical and power pruning and cutting tools. The
employee must possess . • • • • •• . • : . . . .. and maintain a certificate
issued by the International Society of Arboriculture as a"Certified Arborist." The employee
will be required to drive a vehicle, may be required to operate equipment, and must possess
the appropriate State of California drivers license. The employee shall have the personal
qualifications of leadership and supervisory ability and be familiar with the City's
construction and safety standards, accounting procedures, and all other applicable rules and
regulations. The employee shall be capable of performing the duties with skill, efficiency,
and safety. The employee may be required to perform physical inspections of tree trimming
contractors' work and prepare regular reports on such activities. When in charge of more
than three other employees, the employee's wage rate shall be increased by five percent
(5%).
Mechanic
. . •• . I ,, - • . :. . _ _ . . Is . . • • . .. ,
. • • - , .1 . . • . I • . - .1 - .. I .. •• . , . . . . • • . .1 . •• I _
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• - . . . . . •• . . • - a. - • . • - •. jives . . •• .
- - . • - . • • . I . • • . - - . . • . . . ■ . . - - •. I - , • •,
Power Plant Maintenance Mechanic
An employee who is engaged in performing a wide variety of duties relating to the
operation, maintenance and repair of a power plant and is skilled in turbine, boiler and
generator maintenance, work on high-pressure control valves and systems, pneumatic valve
controllers and actuators, alignment of pumps and turbine generators, welding pipe and
pressure vessels and other related duties as assigned. May be required to perform carpentry,
plumbing, electrical work, painting, gas and electric welding, and the operation of machine
shop tools and equipment and City vehicles. The employee's background of training and
4
experience must be such as to qualify the employee to perform these duties safely with skill
and efficiency. The employee must possess the appropriate State of California drivers
license.
Power Plant Operator
An employee who operates power plants in accordance with operating instructions and
procedures and responds to alarms,takes appropriate corrective action, executes power plant
shutdown and startup procedures, reports abnormal conditions to the immediate supervisor,
assists in training other employees to operate power plants, conducts water testing and
treatment duties, operates control panels to regulate the load on the steam generators turbine
and to maintain proper steam temperature and pressure, feed water and fuel supply and
efficient combustion conditions, synchronizes generators and regulates load, voltage and
frequency and other duties as assigned. The employee's background of training and
experience shall be such as to qualify the employee to perform these duties with skill and
efficiency. The employee must possess the appropriate State of California drivers license,
and be capable of performing the duties safely.
Warehouse Leadman
An employee who is a working foreman and is in charge of stores wherein a number of
employees are engaged in performing duties relative to the purchasing, ordering, receiving,
dispersing, and salvaging of material and supplies. The employee may be required to drive
a vehicle and operate material handling equipment, and must possess the appropriate State
of California drivers license. The employee shall have the personal qualifications of
leadership and supervisory ability and be familiar with the City's stores procedures,
accounting procedures, safety standards and other applicable rules and regulations. The
employee shall be capable of performing the duties with skill, efficiency, and safety.
Electrician
An employee who is a journeyman and is engaged in performing all classes of electrical
work. The employee duties may include installing, testing and maintaining all types of
meters, protective relay and supervisory equipment, station apparatus, instruments, control
devices, fire alarm systems, remote control and telemetering equipment, traffic signals and
recording instruments. The employee's background of apprenticeship and experience shall
be such as to qualify the employee to perform these duties with skill and efficiency. The
5
employee must possess the appropriate State of California drivers license, and be capable
of performing the duties safely. When in charge of three two or more other
employees, the employeeshall be ' upgraded to
Working Foreman - Electrician.
Lineman
An employee who is a journeyman and is engaged in performing all classes of electrical
power transmission and distribution system construction, maintenance and operation work.
The employee may be required to drive a truck and operate any associated equipment, and
must possess the appropriate State of California drivers license. The employee's
background of apprenticeship and experience shall be such as to qualify the employee to
perform these duties with skill and efficiency. The employee shall be capable of performing
the duties safely.
Instrument& Electrical Technician
An employee who is engaged in journey-level work and performs all classes of electrical
work. The employee's duties may include installing, testing and maintaining all types of
meters, protective relay, power plant distributed control systems, pneumatic control valves
and actuators, transducers, high voltage circuit breakers and switch-gear, motor control
centers, programmable logic controllers, sensors for pH level, pressure, temperature and
continuous emissions monitoring instruments control devices, fire alarm systems and
recording instruments. The employee's background of training and experience shall be such
as to qualify the employee to perform these duties with skill and efficiency. The employee
must possess the appropriate State of California drivers license, and be capable of
performing the duties safely.
Troubleman
An employee who has the craft qualifications of a Lineman and performs any work in
connection with providing and maintaining service to the public, such as installing electric
services and all types of meters, replacing line and equipment fuses, patrolling, switching,
restoring service on "no light," "no power" and "no water" calls, minor servicing and
repairing of customers' equipment, operating substations,inspection for proper function and
performing minor repairs, maintenance and adjustments to City facilities, such as street
maintenance, operation and complaints; may be required to collect deposits and bills. In
trouble and emergency work involving immediate hazard to life or property,may be required
to work alone to cut circuits of over 600 volts in the clear. The employee must possess the
6
appropriate State of California drivers license, and shall be capable of performing the duties
with skill, efficiency, tact, diplomacy, and safety.
Working Foreman - Electrician
An employee who is a working foreman in charge of a crew of not more than four(4) other
employees engaged in performing all classes of electrical work. The employee shall have
the personal qualifications of leadership and supervisory ability, the craft qualifications of
an Electrician, and be familiar with the City's construction and safety standards, accounting
procedures and all other applicable rules and regulations. The employee shall be capable
of performing the duties with skill, efficiency, and safety, and must possess the appropriate
State of California drivers license. When in charge of more than four (4) other employees
the employee's wage rate shall be increased by five percent (5%).
Working Foreman - Line
An employee who is a working foreman in charge of a crew of not more than four (4) other
employees engaged in performing all classes of electrical power transmission and
distribution system construction,maintenance and operation work. The employee shall have
the personal qualifications of leadership and supervisory ability, the craft qualifications of
a Lineman, and be familiar with the City's construction and safety standards, accounting
procedures, General Order 95 and all other applicable rules and regulations. The employee
shall be capable of performing the duties with skill, efficiency, and safety, and must possess
the appropriate State of California drivers license. When in charge of more than four (4)
other employees the employee's wage rate shall be increased by five percent (5%).
7
EXHIBIT C: LINES OF PROGRESSION
CLASSIFICATION NEXT LOWER SAME OR HIGHER
CLASSIFICATION CLASSIFICATIONS
Equipnient Service Woikci
Groundman
Mechanic
Power Plant Utility Worker
Utility Worker Equipment Service, Worker
Groundman
Linc Tree Trithinci Utility Arborist
Equipment Service Worker
Line Equipment Operator
Line Tree Trimmer Leadman
Mechanic
Senior Utility Arborist
Groundman Utility Worker Equipment Service Worker
Line Equipment Operator
Lineman
Troubleman
Working Foreman - Line
Power Plant Warehouse Worker Warehouse Leadman
Warehouse Worker Warehouse Leadman
Utility Arborist Senior Utility Arborist Line Tree
Trimmer Lead,na,i
Equipment Service Worker
Line Equipment Operator Groundman Lineman
Troubleman
Working Foreman - Line
Senior Utility Arborist Linc TrcL Utility Arborist Line-Tree
Trin im r Lead►iia,c Triminei
MeclraniL Equipment ScricL WviltL1
Warehouse Leadman Warehouse Worker
Power Plant Warehouse Worker
Power Plant Equipment Operator Power Plant Operator
1
CLASSIFICATION NEXT LOWER SAME OR HIGHER
CLASSIFICATION CLASSIFICATIONS
Power Plant Maintenance Mechanic Power Plant Utility Worker Power Plant Operator
Power Plant Warehouse Worker
Power Plant Equipment Operator
Power Plant Operator Power Plant Equipment Operator
Electrician Working Foreman-Electrician
Lineman Troubleman
Working Foreman - Line
Instrument and Electrical Technician
Troubleman Lineman Working Foreman - Line
Working Foreman - Electrician Electrician
Working Foreman - Line Lineman
Troubleman
2