HomeMy WebLinkAboutReso 2018-020 - Amend MOU RESOLUTION NO. 2018-020
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING
AMENDING THE MEMORANDA OF UNDERSTANDING BETWEEN
THE CITY OF REDDING AND THE REDDING INDEPENDENT
EMPLOYEES' ORGANIZATION CLERICAL, TECHNICAL AND
PROFESSIONAL AND SUPERVISORY/CONFIDENTIAL EMPLOYEES
UNITS,EFFECTIVE MARCH 6,2018
WHEREAS, Redding Independent Employees' Organization (RIEO) - Clerical, Technical
and Professional (CTP) and Supervisory/Confidential Employees Units have 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 Memoranda of Understanding; and
WHEREAS, Staff has recommended amendments to the Redding Independent Employees'
Organization (RIEO) — Clerical, Technical and Professional and Supervisory/Confidential
Employees Memoranda of Understanding, and attached exhibits, effective March 6; and
WHEREAS, Staff has recommended adding a new classification titled Information
Technology Database Administrator to the Redding Independent Employees' Organization
(RIEO)—Supervisory/Confidential Employees Unit, effective March 6; and
WHEREAS, Staff has recommended amendments to the Redding Independent Employees'
Organization (RIEO) - Supervisory/Confidential Employees Exempt Schedule of Classifications
and Salary Ranges, and attached exhibits, effective March 6, 2018; and
WHEREAS, Staff has recommended amendments to the Redding Independent Employees'
Organization (RIEO) - Clerical, Technical and Professional (CTP) Exempt Schedule, Non
Exempt Schedule and P-T 457 Schedule of Classifications and Salary Ranges, and attached
exhibits, effective March 6, 2018; and Z�
WHEREAS,the designated representatives of the City of Redding have conferred with and1
entered into Memoranda of Understanding with the designated representatives of RIEO -
Clerical, Technical and Professional (CTP) and Supervisory/Confidential Employees Units, as m
required by the provisions of the Meyers-Milias-Brown Act of 1968; and
WHEREAS, a copy of the Memoranda of Understanding is available for review online; and
WHEREAS, the City Council deems it to be in the best interest of the City to adopt such
recommendation.
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Redding that the amendments to the Redding Independent Employees' Organization (RIEO)-
Supervisory/Confidential Employees Exempt Schedule of Classifications and Salary Ranges, as
set forth in the attached Exhibit "A-1," and the Redding Independent Employees' Organization
(RIEO)- Clerical, Technical and Professional (CTP) Exempt Schedule, Non Exempt Schedule
and P-T 457 Schedule of Classifications and Salary Ranges, as set forth in the attached Exhibits
"A-2, A-3, and A-4," and that the aforesaid Memoranda of Understanding is hereby approved
and shall be effective March 6, 2018.
I HEREBY CERTIFY that the foregoing resolution was introduced and adopted at a
regular meeting of the City Council of the City of Redding on the 6th day of March, 2018, by the
following vote:
AYES: COUNCIL MEMBERS: McElvain,Sullivan,Weaver,Winter,& Schreder
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
ABSTAIN: COUNCIL MEMBERS: None
KRISTEN S REDER,Mayor
ATTEST: FORM APPROVED:
�' .r...A E A MIZE, City Clerk BARRY E. DeWALT, City A orney
REDDING INDEPENDENT EMPLOYEES ORGANIZATION
CLERICAL, TECHNICAL AND PROFESSIONAL UNIT
EXHIBIT "A-1"
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES
Effective: March 6, 2018*
Hourly Wage Rate-Salary Step
Classification 1 2 3 4 5 6
399 Cashier $11.82 $12.41 $13.03 $13.69 $14.37 $15.09
383 Reprographics Technician I $13.09 $13.75 $14.44 $15.16 $15.92 $16.71
398 Clerk I $13.59 $14.27 $14.99 $15.74 $16.52 $17.35
397 Clerk II $15.04 $15.79 $16.58 $17.41 $18.28 $19.19
917 Telecommunications Technician I $15.19 $15.95 $16.75 $17.59 $18.47 $19.39
393 Account Clerk I $15.30 $16.06 $16.86 $17.71 $18.59 $19.52
391 Data Entry Operator $15.30 $16.06 $16.86 $17.71 $18.59 $19.52
384 Reprographics Technician II $15.30 $16.06 $16.86 $17.71 $18.59 $19.52
390 Administrative Assistant I $16.49 $17.31 $18.18 $19.09 $20.04 $21.05
373 Clerk III $16.49 $17.31 $18.18 $19.09 $20.04 $21.05
374 Crime Analysis Technician $16.75 $17.59 $18.47 $19.39 $20.36 $21.38
370 Account Clerk II $16.90 $17.75 $18.63 $19.56 $20.54 $21.57
341 Development Services Technician I $17.15 $18.01 $18.91 $19.86 $20.85 $21.89
369 Housing Technician $17.15 $18.01 $18.91 $19.86 $20.85 $21.89
368 Parking Violation Officer $17.98 $18.88 $19.82 $20.81 $21.85 $22.95
377 Administrative Assistant II $18.11 $19.01 $19.97 $20.96 $22.01 $23.11
359 Police Records Technician $18.14 $19.05 $20.00 $21.00 $22.05 $23.15
362 Accounting Specialist $18.19 $19.09 $20.05 $21.05 $22.10 $23.21
363 Computer Support Specialist I $18.19 $19.09 $20.05 $21.05 $22.10 $23.21
385 Reprographics Technician III $18.19 $19.09 $20.05 $21.05 $22.10 $23.21
361 Computer/Network Technician I $18.32 $19.24 $20.20 $21.21 $22.27 $23.38
565 Wastewater Plant Operator-in-Training $21.90 $23.00 $24.15
566 Water Plant Operator-in-Training $22.45 $23.57 $24.75
352 Development Services Technician II $19.68 $20.67 $21.70 $22.79 $23.92 $25.12
348 Energy Services Rebate Specialist $19.76 $20.74 $21.78 $22.87 $24.01 $25.21
357 Engineering Aid $19.76 $20.74 $21.78 $22.87 $24.01 $25.21
969 Graphic Designer $19.76 $20.74 $21.78 $22.87 $24.01 $25.21
364 Executive Assistant I $19.88 $20.87 $21.92 $23.01 $24.16 $25.37
351 Customer Service Representative $19.90 $20.90 $21.94 $23.04 $24.19 $25.40
360 Executive Assistant II $20.75 $21.79 $22.88 $24.02 $25.22 $26.48
333 Utility Support Technician $20.95 $22.00 $23.10 $24.25 $25.46 $26.74
335 Crime Statistician $21.39 $22.46 $23.58 $24.76 $26.00 $27.30
320 Computer/Network Technician II $21.94 $23.04 $24.19 $25.40 $26.67 $28.01
356 Computer Support Specialist II $22.16 $23.27 $24.44 $25.66 $26.94 $28.29
347 Development Services Technician Ill $22.16 $23.27 $24.44 $25.66 $26.94 $28.29
332 Engineering Technician I $22.16 $23.27 $24.44 $25.66 $26.94 $28.29
367 Telecommunications Technician II $22.16 $23.27 $24.44 $25.66 $26.94 $28.29
1 2 3 4 5 6
328 GIS Analyst I $22.20 $23.31 $24.48 $25.70 $26.98 $28.33
358 Business License Specialist $22.50 $23.62 $24.80 $26.04 $27.35 $28.71
372 Fire Prevention Specialist $22.50 $23.62 $24.80 $26.04 $27.35 $28.71
355 Housing Specialist I $22.50 $23.62 $24.80 $26.04 $27.35 $28.71
392 Records Specialist $22.50 $23.62 $24.80 $26.04 $27.35 $28.71
326 Utility Specialist I $22.50 $23.62 $24.80 $26.04 $27.35 $28.71
$22.98 $2443 $25-34 $26.61 $27.94 $29.33
331 Computer Support Specialist III $23.77 $24.96 $26.21 $27.52 $28.89 $30.34
323 Housing Specialist II $24.41 $25.63 $26.91 $28.26 $29.67 $31.16
327 Utility Specialist II $24.41 $25.63 $26.91 $28.26 $29.67 $31.16
329 Wastewater Laboratory Technician $24.41 $25.63 $26.91 $28.26 $29.67 $31.16
319 Building Inspector $24.51 $25.74 $27.02 $28.38 $29.79 $31.28
577 Wastewater Plant Operator- Grade II $24.61 $25.84 $27.14 $28.49 $29.92 $31.41
334 Engineering Technician II $25.02 $26.27 $27.58 $28.96 $30.41 $31.93
330 GIS Analyst II $25.02 $26.27 $27.58 $28.96 $30.41 $31.93
567 Wastewater Plant Operator-Grade III $25.23 $26.49 $27.81 $29.20 $30.66 $32.20
579 Water Plant Operator-T-3 (D-2) $25.86 $27.15 $28.51 $29.93 $31.43 $33.00
569 Wastewater Plant Operator- Grade IV $25.86 $27.15 $28.51 $29.93 $31.43 $33.00
321 Public Works Inspector $26.27 $27.58 $28.96 $30.41 $31.93 $33.53
317 Computer/Network Technician III $26.38 $27.70 $29.08 $30.54 $32.06 $33.66
571 Water Plant Operator-T-4 (D-3) $26.51 $27.83 $29.22 $30.68 $32.22 $33.83
572 Wastewater Plant Operator- Grade V $26.51 $27.83 $29.22 $30.68 $32.22 $33.83
573 Senior Wastewater Laboratory Technician $26.79 $28.12 $29.53 $31.01 $32.56 $34.19
575 Water Plant Operator-T-5 (D-4) $27.17 $28.53 $29.95 $31.45 $33.02 $34.67
3-4-4 Electric Utility Distribution Technician II $27.46 $28.83 $30.27 $31.7.8 $33-3-7 $355.04
552 Senior Wastewater Plant Operator- Grade III $28.92 $30.37 $31.89 $33.48 $35.16 $36.91
576 Senior Wastewater Plant Operator- Grade IV $29.65 $31.13 $32.68 $34.32 $36.03 $37.84
553 Senior Water Plant Operator-T-4 (D-3) $30.27 $31.78 $33.37 $35.04 $36.79 $38.63
520 Working Supervisor-Wastewater Plant-Grade III $36.90 $38.74
589 Senior Wastewater Plant Operator- Grade V $30.39 $31.91 $33.50 $35.18 $36.94 $38.78
592 Senior Water Plant Operator-T-5 (D-4) $31.03 $32.58 $34.21 $35.92 $37.71 $39.60
593 Working Supervisor-Wastewater Plant- Grade IV $37.82 $39.71
525 Working Supervisor-Water Plant-T-4l[-5(D-3/D-4) $38.62 $40.55
312 - _ _ • . - . _ '-- . $31.88 $33.47 $35.15 $36-90 $38.75 $40.69
594 Working Supervisor-Wastewater Plant-Grade V $38.76 $40.70
595 Working Supervisor-Water Plant-T-5 (D-4) $39.58 $41.56
Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
* Revised schedule reflects Unit Mod to UPEC.
REDDING INDEPENDENT EMPLOYEES ORGANIZATION
CLERICAL, TECHNICAL AND PROFESSIONAL UNIT
EXHIBIT "A-1"
PART-TIME EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES
PARS 457 ALTERNATIVE RETIREMENT PLAN
Effective: March 6, 2018*
Hourly Wage Rate-Salary Step
Classification 1 2 3 4 5 6
930 Student Aid $40.4 $4-0763 $11.16 $11.72 $12.30
931 Cashier $11.41 $11.98 $12.58 $13.21 $13.87 $14.56
932 Mail Courier $11.41 $11.98 $12.58 $13.21 $13.87 $14.56
933 Technical Intern $11.41 $11.98 $12.58 $13.21 $13.87 $14.56
934 Administrative Intern $12.26 $12.88 $13.52 $14.20 $14.91 $15.65
935 Clerk I $13.19 $13.85 $14.55 $15.27 $16.04 $16.84
978 Janitor $14.49 $15.22 $15.98 $16.78 $17.61 $18.50
937 Clerk II $14.55 $15.28 $16.04 $16.85 $17.69 $18.57
938 Account Clerk I $14.89 $15.63 $16.42 $17.24 $18.10 $19.00
922 Stage Technician $15.69 $16.47 $17.30 $18.16 $19.07 $20.02
990 Administrative Assistant I $16.04 $16.84 $17.69 $18.57 $19.50 $20.47
991 Clerk III $16.04 $16.84 $17.69 $18.57 $19.50 $20.47
992 Account Clerk II $16.45 $17.27 $18.14 $19.04 $19.99 $20.99
993 Junior Engineering Aid $16.45 $17.27 $18.14 $19.04 $19.99 $20.99
994 Administrative Assistant II $17.68 $18.57 $19.50 $20.47 $21.49 $22.57
948 Customer Service Representative $19.52 $20.50 $21.52 $22.60 $23.73 $24.91
366 Engineering Aid $19.52 $20.50 $21.52 $22.60 $23.73 $24.91
995 Electric Utility Distribution Technician I $22.82 $23.96 $25.16 $26.42 $27.74 $29.13
996 Water Plant Operator-Grade III $25.57 $26.85 $28.19 $29.60 $31.08 $32.64
*Salaries originally effective April 10,2016;revised schedule reflects CA minimum wage changes.
Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
REDDING INDEPENDENT EMPLOYEES ORGANIZATION
CLERICAL, TECHNICAL AND PROFESSIONAL UNIT
EXHIBIT "B-1"
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: March 6, 2018
Monthly Salary Rates-Salary Steps
Classification 1 2 3 4 5 6 7 8
118 Associate Civil Engineer $6,167 $6,476 $6,800 $7,140 $7,497 $7,871 $8,265 $8,678
119 Senior Planner $6,167 $6,476 $6,800 $7,140 $7,497 $7,871 $8,265 $8,678
146 Senior Redevelepment/Community
Project Coordinator $6,167 $6,476 $6,800 $7,140 $7,497 $7,871 $8,265 $8,678
223 Plan Check Engineer $5,847 $6,140 $6,447 $6,769 $7,107 $7,463 $7,836 $8,228
132 Traffic Engineer/Planner $5,847 $6,140 $6,447 $6,769 $7,107 $7,463 $7,836 $8,228
140 Associate Environmental Specialist $5,552 $5,830 $6,121 $6,427 $6,749 $7,086 $7,440 $7,812
141 Associate Planner $5,552 $5,830 $6,121 $6,427 $6,749 $7,086 $7,440 $7,812
158 Associate Rcdcvelopmcnt/Community $5,552 $5,830 $6,121 $6,427 $6,749 $7,086 $7,440 $7,812
Project Coordinator
178 Transportation Planner $5,552 $5,830 $6,121 $6,427 $6,749 $7,086 $7,440 $7,812
163 Assistant Engineer $5,162 $5,420 $5,691 $5,975 $6,274 $6,588 $6,917 $7,263
167 Safety Specialist $5,133 $5,389 $5,659 $5,942 $6,239 $6,551 $6,878 $7,222
148 Senior Fire Protection Plans Examiner $5,133 $5,389 $5,659 $5,942 $6,239 $6,551 $6,878 $7,222
162 Senior Plan Checker $5,133 $5,389 $5,659 $5,942 $6,239 $6,551 $6,878 $7,222
174 Systems Analyst/Programmer III $5,025 $5,276 $5,540 $5,817 $6,108 $6,413 $6,734 $7,070
205 Industrial Waste Analyst $4,868 $5,112 $5,367 $5,636 $5,918 $6,213 $6,524 $6,850
177 Assistant Planner $4,607 $4,837 $5,079 $5,333 $5,600 $5,880 $6,174 $6,482
159 Assistant Redevelopment/Community
Project Coordinator $4,607 $4,837 $5,079 $5,333 $5,600 $5,880 $6,174 $6,482
234 Plans Examiner $4,607 $4,837 $5,079 $5,333 $5,600 $5,880 $6,174 $6,482
325 Landscape Planning Specialist $4,600 $4,830 $5,072 $5,325 $5,592 $5,871 $6,165 $6,473
154 Accountant II $4,583 $4,812 $5,053 $5,305 $5,570 $5,849 $6,141 $6,448
232 Management Analyst II $4,583 $4,812 $5,053 $5,305 $5,570 $5,849 $6,141 $6,448
204 Senior Building Inspector $4,583 $4,812 $5,053 $5,305 $5,570 $5,849 $6,141 $6,448
229 Systems Analyst/Programmer II $4,583 $4,812 $5,053 $5,305 $5,570 $5,849 $6,141 $6,448
139 Senior GIS Analyst $4,555 $4,783 $5,022 $5,273 $5,536 $5,813 $6,104 $6,409
233 Survey Party Chief $4,555 $4,783 $5,022 $5,273 $5,536 $5,813 $6,104 $6,409
239 Senior Buyer $4,493 $4,717 $4,953 $5,201 $5,461 $5,734 $6,021 $6,322
228 Systems Analyst/Programmer I $4,127 $4,334 $4,550 $4,778 $5,017 $5,267 $5,531 $5,807
199 Accountant I $3,977 $4,176 $4,385 $4,604 $4,834 $5,076 $5,330 $5,596
231 Management Analyst I $3,977 $4,176 $4,385 $4,604 $4,834 $5,076 $5,330 $5,596
238 Buyer $3,901 $4,096 $4,301 $4,516 $4,742 $4,979 $5,228 $5,489
189 Contract Compliance Technician $3,752 $3,940 $4,137 $4,343 $4,561 $4,789 $5,028 $5,279
191 Convention Sales Representative $3,752 $3,940 $4,137 $4,343 $4,561 $4,789 $5,028 $5,279
908 Technical Director $3,752 $3,940 $4,137 $4,343 $4,561 $4,789 $5,028 $5,279
190 Tourism Development Representative $3,752 $3,940 $4,137 $4,343 $4,561 $4,789 $5,028 $5,279
220 Coordinator of Volunteers $3,455 $3,628 $3,810 $4,000 $4,200 $4,410 $4,631 $4,862
197 Energy Conservation Specialist $3,455 $3,628 $3,810 $4,000 $4,200 $4,410 $4,631 $4,862
Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
REDDING INDEPENDENT EMPLOYEES ORGANZIATION
SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "B-2"
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: March 6, 2018 *
Monthly Salary Rates - Salary Steps
Classification 1 2 3 4 5 6 7 8
216 City Surveyor $6,539 $6,866 $7,209 $7,570 $7,948 $8,346 $8,763 $9,201
124 Project Coordinator $6,539 $6,866 $7,209 $7,570 $7,948 $8,346 $8,763 $9,201
221 Permit Center Supervisor $6,134 $6,441 $6,763 $7,101 $7,456 $7,829 $8,220 $8,631
222 Development Services Supervisor $6,134 $6,441 $6,763 $7,101 $7,456 $7,829 $8,220 $8,631
183 Public Works Supervisor- Water $5,938 $6,235 $6,546 $6,874 $7,217 $7,578 $7,957 $8,355
596 PAN Supervisor Wastewater-Grade V $5,828 $6,120 $6,426 $6,747 $7,084 $7,438 $7,810 $8,201
597 P/W Supervisor Wastewater-Grade IV $5,696 $5,981 $6,280 $6,594 $6,923 $7,269 $7,633 $8,014
176 Information Technology Supervisor $5,530 $5,807 $6,097 $6,402 $6,722 $7,058 $7,411 $7,781
153 Telecommunications Manager $5,530 $5,807 $6,097 $6,402 $6,722 $7,058 $7,411 $7,781
173 Housing Program Supervisor $5,384 $5,654 $5,936 $6,233 $6,545 $6,872 $7,216 $7,576
168 Public Works Supervisor $5,298 $5,563 $5,841 $6,133 $6,440 $6,762 $7,100 $7,455
211 Code Enforcement Supervisor $5,281 $5,545 $5,822 $6,113 $6,419 $6,740 $7,077 $7,430
161 Inspection Services Supervisor $5,281 $5,545 $5,822 $6,113 $6,419 $6,740 $7,077 $7,430
171 Senior Accountant $5,211 $5,471 $5,745 $6,032 $6,334 $6,650 $6,983 $7,332
196 Database Administrator $5,162 $5,420 $5,691 $5,975 $6,274 $6,588 $6,917 $7,263
142 Network Administrator $5,162 $5,420 $5,691 $5,975 $6,274 $6,588 $6,917 $7,263
143 Systems Administrator $5,162 $5,420 $5,691 $5,975 $6,274 $6,588 $6,917 $7,263
144 Technical Services Supervisor $5,162 $5,420 $5,691 $5,975 $6,274 $6,588 $6,917 $7,263
598 Wastewater Compliance Coordinator $5,133 $5,389 $5,659 $5,942 $6,239 $6,551 $6,878 $7,222
236 Electric Utility Distribution Technician
Supervisor $5,025 $5,2-76 $6T640 $678 $6,108 $6,413 $6,734 $770-76
174 Systems Analyst/Programmer III $5,025 $5,276 $5,540 $5,817 $6,108 $6,413 $6,734 $7,070
170 Water Conservation Specialist $4,937 $5,184 $5,444 $5,716 $6,001 $6,302 $6,617 $6,947
149 Water Systems Specialist (D3/D4) $4,937 $5,184 $5,444 $5,716 $6,001 $6,302 $6,617 $6,947
147 Utility Field Services Supervisor $4,868 $5,112 $5,367 $5,636 $5,918 $6,213 $6,524 $6,850
160 Facility Supervisor $4,868 $5,112 $5,367 $5,636 $5,918 $6,213 $6,524 $6,850
157 Fleet Shop Supervisor $4,868 $5,112 $5,367 $5,636 $5,918 $6,213 $6,524 $6,850
187 Assistant City Clerk $4,846 $5,088 $5,342 $5,610 $5,890 $6,185 $6,494 $6,818
188 Deputy City Treasurer $4,846 $5,088 $5,342 $5,610 $5,890 $6,185 $6,494 $6,818
145 NPDES Coordinator $4,616 $4,847 $5,090 $5,344 $5,611 $5,892 $6,186 $6,496
232 Management Analyst II $4,583 $4,812 $5,053 $5,305 $5,570 $5,849 $6,141 $6,448
229 Systems Analyst/Programmer II $4,583 $4,812 $5,053 $5,305 $5,570 $5,849 $6,141 $6,448
235 Crime Analyst $4,577 $4,806 $5,047 $5,299 $5,564 $5,842 $6,134 $6,441
215 Personnel Analyst II $4,577 $4,806 $5,047 $5,299 $5,564 $5,842 $6,134 $6,441
237 Customer Service Supervisor $4,559 $4,787 $5,026 $5,278 $5,542 $5,819 $6,110 $6,415
213 Engineering Technician III $4,540 $4,767 $5,005 $5,255 $5,518 $5,794 $6,084 $6,388
210 Senior Housing Specialist $4,530 $4,756 $4,994 $5,244 $5,506 $5,781 $6,070 $6,374
186 Police Services Supervisor $4,174 $4,383 $4,602 $4,832 $5,074 $5,327 $5,594 $5,873
Monthly Salary Rates - Salary Steps
Classification 1 2 3 4 5 6 7 8
228 Systems Analyst/Programmer I $4,127 $4,334 $4,550 $4,778 $5,017 $5,267 $5,531 $5,807
224 Recreation Supervisor II $4,101 $4,306 $4,522 $4,748 $4,985 $5,234 $5,496 $5,771
217 Workflow Coordinator $4,000 $4,200 $4,410 $4,630 $4,862 $5,105 $5,360 $5,628
214 Personnel Analyst I $3,971 $4,170 $4,378 $4,597 $4,827 $5,068 $5,322 $5,588
193 Recreation Supervisor I $3,776 $3,964 $4,163 $4,371 $4,589 $4,819 $5,060 $5,313
242 Box Office Supervisor $3,757 $3,945 $4,142 $4,349 $4,566 $4,795 $5,034 $5,286
241 Office Services Supervisor $3,722 $3,908 $4,103 $4,308 $4,524 $4,750 $4,987 $5,237
250 Executive Assistant to Assistant $3,722 $3,908 $4,103 $4,308 $4,524 $4,750 $4,987 $5,237
City Manager
Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
* Revised salary schedule reflects Unit Mod to UPEC.
EXHIBIT "C"
RIEO - LINES OF PROGRESSION
SAME(LATERAL) LOWER
CLASSIFICATION CLASSIFICATIONS CLASSIFICATIONS
Account Clerk I Clerk II
Clerk I
Cashier
Account Clerk II Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Accountant I Accounting Specialist
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Accountant II Accountant I
Accounting Specialist
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Accounting Specialist Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Administrative Assistant I Clerk III Clerk II
Clerk I
Administrative Assistant II Administrative Assistant I
Clerk III
Clerk II
Clerk I
Administrative Intern
Assistant City Clerk Secretary to the City Manager
Executive Assistant to the Assistant City
Manager
Executive Assistant II
Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Assistant Engineer Engineering Technician III
Electr!r u tion Technician rr
Engineering Technician II
Electric Utility Distribution Technician I
Engineering Technician I
Engineering Aid
Page 1 of 10
SAME(LATERAL) LOWER
CLASSIFICATION CLASSIFICATIONS CLASSIFICATIONS
Assistant Planner Assistant Redevelop/Community
Project Coordinator
Assistant Redevelop/Community Project Assistant Planner
Coordinator
Associate Civil Engineer Assistant Engineer
Engineering Technician III
Electric Utility Distribution Technician II
Engineering Technician II
Electric Utility Distribution Technician I
Engineering Technician I
Engineering Aid
Associate Environmental Specialist
Associate Planner Associate Redevelop/Community Assistant Redevelop/Community Project
Project Coordinator Coordinator
Transportation Planner Assistant Planner
Associate Redevelop/Community Project Associate Planner Assistant Redevelop/Community Project
Coordinator Transportation Planner Coordinator
Assistant Planner
Box Office Supervisor Executive Assistant II
Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Cashier
Building Inspector
Business License Specialist Accounting Specialist
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Buyer Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Clerk I
Clerk II Clerk I
Clerk III Clerk II
Clerk I
Code Enforcement Supervisor Plans Examiner
Senior Building Inspector
Building Inspector
Computer Support Specialist I
Computer Support Specialist II Computer Support Specialist I
Computer Support Specialist III Computer Support Specialist II
Computer Support Specialist I
Computer/Network Technician I Computer Support Specialist I
Page 2 of 10
SAME(LATERAL) LOWER
CLASSIFICATION CLASSIFICATIONS CLASSIFICATIONS
Computer/Network Technician II Computer/Network Technician I
Computer Support Specialist I
Computer/Network Technician III Computer/Network Technician II
Computer/Network Technician I
Computer Support Specialist III
Computer Support Specialist II
Computer Support Specialist I
Contract Compliance Technician Administrative Assistant II
Account Clerk II
Administrative Assistant I
Clerk III
Account Clerk I
Clerk II
Clerk I
Convention Sales Representative Tourism Development Representative
Coordinator of Volunteers
Crime Analysis Technician
Crime Analyst Crime Statistician
Crime Scene Technician
Crime Statistician Crime Analysis Technician
Customer Service Representative Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Customer Service Supervisor Workflow Coordinator
Customer Service Representative
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Data Entry Operator
Deputy City Treasurer Management Analyst II
Management Analyst I
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Development Services Technician I Clerk III
Clerk II
Clerk I
Development Services Technician II Development Services Technician I
Clerk III
Clerk II
Clerk I
Development Services Technician III Development Services Technician II
Development Services Technician I
Clerk III
Clerk II
Clerk I
Page 3 of 10
SAME(LATERAL) LOWER
CLASSIFICATION CLASSIFICATIONS CLASSIFICATIONS
Engineering Aid
Junior Engineering Aid
Electric Utility Distribution Technician 11
Engineering Aid
Electric Utility Distribution Technician
Supervisor Engineering Technician III
Engineering Technician T
Engineering Aid
GIS-Analyst-II
Electric Utility Distribution Technician I
GIS Analyst I
Engined
Energy Conservation Specialist Energy Services Rebate Specialist
Energy Services Rebate Specialist Clerk III
Clerk II
Clerk I
Engineering Aid Junior Engineering Aid
Engineering Technician I Engineering Aid
Engineering Technician II Engineering Technician I
Engineering Aid
Junior Engineering Aid
Engineering Technician III Engineering Technician II
Engineering Technician I
Engineering Aid
Junior Engineering Aid
Executive Assistant I Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Executive Assistant II Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Page 4 of 10
SAME(LATERAL) LOWER
CLASSIFICATION CLASSIFICATIONS CLASSIFICATIONS
Executive Assistant to Assistant City Manager Executive Assistant II
Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Facility Supervisor
Fire Prevention Specialist
Fleet Shop Supervisor
GIS Analyst I
GIS Analyst II GIS Analyst I
Graphic Designer
Housing Program Supervisor Housing Specialist II
Housing Specialist I
Housing Technician
Clerk III
Clerk II
Clerk I
Housing Specialist I Housing Technician
Clerk III
Clerk II
Clerk I
Housing Specialist II Housing Specialist I
Housing Technician
Clerk III
Clerk II
Clerk I
Housing Technician Clerk III
Clerk II
Clerk I
Industrial Waste Analyst
Information Technology Supervisor Systems Administrator
Network Administrator
Systems Analyst/Programmer III
Systems Analyst/Programmer II
Computer Network Technician III
Systems Analyst/Programmer I
Computer Support Specialist III
Computer Support Specialist II
Computer Network Technician II
Computer Network Technician I
Computer Support Specialist I
Inspection Services Supervisor Plan Check Engineer
Plans Examiner
Senior Building Inspector
Building Inspector
Janitor
Junior Engineering Aid
Landscape Planning Specialist
Page 5 of 10
SAME(LATERAL) LOWER
CLASSIFICATION CLASSIFICATIONS CLASSIFICATIONS
Legal Assistant Executive Assistant II
Legal Secretary
Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Legal Secretary Executive Assistant II
Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Mail Courier
Management Analyst I Accountant I Accounting Specialist
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Management Analyst II Accountant II Management Analyst I
Accountant I
Accounting Specialist
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Network Administrator Systems Administrator Computer/Network Technician III
Computer Support Specialist III
Computer Support Specialist II
Computer/Network Technician II
Computer/Network Technician I
Computer Support Specialist I
NPDES Coordinator
Office Services Supervisor Executive Assistant II
Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
P/W Supervisor Wastewater—Grade IV Working Supervisor-Wastewater
Senior Wastewater Plant Operator
Wastewater Plant Operator
P/W Supervisor Wastewater—Grade V Public Works Supervisor Wastewater—Grade
IV
Working Supervisor—Wastewater
Senior Wastewater Plant Operator
Wastewater Plant Operator
Parking Violation Officer
Page 6 of 10
SAME(LATERAL) LOWER
CLASSIFICATION CLASSIFICATIONS CLASSIFICATIONS
Payroll and Benefits Technician Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Permit Center Supervisor Senior Plan Checker
Plans Examiner
Senior Building Inspector
Building Inspector
Personnel Analyst I Personnel Technician
Payroll&Benefits Technician
Clerk III
Clerk II
Clerk I
Personnel Analyst II Personnel Analyst I
Personnel Technician
Payroll&Benefits Technician
Clerk III
Clerk II
Clerk I
Personnel Technician Payroll&Benefits Technician
Clerk III
Clerk II
Clerk I
Plan Check Engineer Senior Plan Checker
Plans Examiner
Senior Building Inspector
Building Inspector
Plans Examiner Senior Building Inspector
Building Inspector
Police Records Technician Clerk III
Clerk II
Clerk I
Police Services Supervisor Police Records Technician
Clerk III
Clerk II
Clerk I
Project Coordinator Associate Civil Engineer
Assistant Engineer
Engineering Technician III
Engineering Technician II
Engineering Technician I
Engineering Aid
Junior Engineering Aid
Public Works Inspector Engineering Technician III
Engineering Technician II
Engineering Technician I
Engineering Aid
Junior Engineering Aid
Public Works Supervisor
Public Works Supervisor—Water(Treatment) Working Supervisor—Water
Senior Water Plant Operator
Water Plant Operator
Public Works Supervisor—Water
(Distribution) Water Systems Specialist D3/D4
Page 7 of 10
SAME(LATERAL) LOWER
CLASSIFICATION CLASSIFICATIONS CLASSIFICATIONS
Records Specialist Clerk III
Clerk II
Clerk I
Recreation Supervisor I
Recreation Supervisor II Recreation Supervisor I
Reprographics Technician I Mail Courier
Reprographics Technician II Reprographics Technician I
Mail Courier
Reprographics Technician III Reprographics Technician II
Reprographics Technician I
Mail Courier
Safety Specialist
Senior Accountant Accountant II
Accountant I
Accounting Specialist
Account Clerk III
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Senior Building Inspector Building Inspector
Senior Buyer Buyer
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Senior Fire Protection Plans Examiner Plans Examiner
Senior Building Inspector
Building Inspector
Senior GIS Analyst GIS Analyst II
GIS Analyst I
Senior Housing Specialist Housing Specialist II
Housing Specialist I
Housing Technician
Clerk III
Clerk II
Clerk I
Senior Plan Checker Plans Examiner
Senior Building Inspector
Building Inspector
Senior Planner Senior Rt ck vt-4,1, Community Project Transportation Planner
Coordinator Associate Planner
Associate Redevelop/Community Project
Coordinator
Assistant Planner
Assistant Redeveleo/Community Proiect
Senior :-redevelop/Community Project Senior Planner Associate Redevelop/Community Project
Coordinator Coordinator
Transportation Planner
Associate Planner
Assistant Redeve4eKonununity Project
Coordinator
Page 8 of 10
SAME(LATERAL) LOWER
CLASSIFICATION CLASSIFICATIONS CLASSIFICATIONS
Senior Wastewater Plant Operator—Grade III Wastewater Plant Operator
Senior Wastewater Plant Operator—Grade V Wastewater Plant Operator
Senior Water Plant Operator—Grade IV Water Plant Operator
Senior Water Plant Operator—Grade V Water Plant Operator
Stage Technician
Student Aid
Survey Party Chief Engineering Technician III
Public Works Inspector
Engineering Technician II
Engineering Technician I
Engineering Aid
Junior Engineering Aid
Systems Administrator Network Administrator Computer/Network Technician III
Computer Support Specialist III
Computer Support Specialist II
Computer/Network Technician II
Computer/Network Technician I
Computer Support Specialist I
Systems Analyst/Programmer I Computer Support Specialist III
Computer Support Specialist II
Computer Support Specialist I
Systems Analyst/Programmer II Systems Analyst/Programmer I
Computer Support Specialist III
Computer Support Specialist II
Computer Support Specialist I
Systems Analyst/Programmer III Systems Analyst/Programmer II
Systems Analyst/Programmer I
Computer Support Specialist III
Computer Support Specialist II
Computer Support Specialist I
Technical Director Stage Technician
Technical Intern
Technical Services Supervisor Customer Service Supervisor
Workflow Coordinator
Customer Service Representative
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Telecommunications Manager Telecommunication Technician II
Telecommunication Technician I
Telecommunications Technician I
Telecommunications Technician II Telecommunications Technician I
Tourism Development Representative Convention Sales Representative
Traffic Engineer/Planner
Transportation Planner Associate Planner Assistant Planner
Associate Redevelop/Community Assistant RedeTc CCommunity Project
Project Coordinator Coordinator
Page 9 of 10
SAME(LATERAL) LOWER
CLASSIFICATION CLASSIFICATIONS CLASSIFICATIONS
Utility Field Services Supervisor Customer Service Supervisor
Workflow Coordinator
Customer Service Representative
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Utility Specialist I _
Utility Specialist II Utility Specialist I
Utility Support Technician Clerk III
Clerk II
Clerk I
Wastewater Compliance Coordinator
Wastewater Laboratory Technician
Wastewater Plant Operator—Grade II
Wastewater Plant Operator—Grade III
Wastewater Plant Operator—Grade IV
Wastewater Plant Operator-in-Training
Water Conservation Specialist Management Analyst II
Management Analyst I
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Water Plant Operator—Grade III
Water Plant Operator—Grade IV
Water Plant Operator—Grade V
Water Plant Operator-in-Training
Water Systems Specialist(D3/D4)
Workflow Coordinator Customer Service Representative
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Working Supervisor—Wastewater Plant— Senior Wastewater Plant Operator
Grade III Wastewater Plant Operator
Working Supervisor—Wastewater Plant— Senior Wastewater Plant Operator
Grade IV Wastewater Plant Operator
Working Supervisor—Wastewater Plant— Senior Wastewater Plant Operator
Grade V Wastewater Plant Operator
Working Supervisor—Water Plant—Grade Senior Water Plant Operator
IV/V(D-3) Water Plant Operator
Working Supervisor—Water Plant—Grade V Senior Water Plant Operator
(D-4) Water Plant Operator
03/08/2018 12:48 PM! ! ! : !: . ! ! ! : ': ! ! : :! • DT
Page 10 of 10
EXHIBIT "D"
CITY OF REDDING HAZMAT RESPONSE PROGRAM
CLERICAL, TECHNICAL AND PROFESSIONAL
The City of Redding is required to establish procedures for handling accidental releases of
hazardous materials from City water and wastewater facilities. The current primary hazardous
chemicals of concern include chlorine and sulphur dioxide gases which are utilized at City water
and wastewater treatment facilities or other hazardous materials commonly used in water and
wastewater facilities in the United States, as well as other chemicals at the treatment facilities now
and in the future which do not exceed "potential hazards" as listed in the North American
Emergency Response Guidebook, 2000 edition, "Guide Section #124," page 212. A Hazardous
Materials Response (HAZMAT) Team has been established to perform work to handle and control
leaks or spills requiring close approach to a substance. The team will respond to releases or
potential releases of hazardous substances for the purposes of control and stabilization of an
incident. The team shall consist of a minimum of five (5) members as follows: one (1) incident
commander, two (2) entry personnel, and two (2) decontamination/rescue personnel. Incident
Command functions shall normally be conducted by Redding Municipal Utility Managers or RIEO
Supervisory/Confidential Unit employees. Entry and decontamination functions shall normally be
conducted by water and wastewater treatment plant staff. If a sufficient number of Redding
Municipal Utility Managers or RIEO-affiliated team members are not on site, any team member
may be assigned to any role on the team for which they are qualified. In addition, the City may
cross-train employees on all functions of the team, regardless of Union or non-Union affiliation.
In addition to training for and response to hazardous materials releases at wastewater and water
treatment facilities, as noted above, team members will train for and respond to hazardous chemical
releases outside of Redding Municipal Utilities water and wastewater treatment facilities and within
the Redding Fire Jurisdiction requiring the performance of decontamination duties and tasks only,
as distinguished from entry and rescue duties and tasks.
Members of the team must be proven qualified and capable of performing during response
conditions. Such conditions may cause high levels of exposure to toxic substances which pose
danger to employees and require immediate attention. For those incidents where the substance can
be absorbed, neutralized, or otherwise controlled at the time of release by any employee in the
immediate release area, or by maintenance personnel, such incidents shall not be considered an
emergency response within the scope of this program.
Participation on the team will be voluntary. All members of the team must be willing to actively
participate in all required elements of the program.
Training and testing will be paid by the City and conducted during City work hours.
The number of members on the team and the time frame in which additional members will be
included will be determined by the City. However, the ratio of RIEO represented team members to
non-RIEO represented team members will not be fewer than three to one, excluding Unrepresented
Management Employees, provided adequate numbers of RIEO team members are available.
MINIMUM STANDARDS:
A. Must be a full-time employee with no medical condition, or other conditions, which
require(s) any restriction of work duties required of team members. Employees will be
removed from the team if they are unavailable or expected to be unavailable for response
when called or unfit for duty for a period of at least sixty (60)days.
B. Must successfully pass a pulmonary function test, a respirator fit test and medical history
review, as determined by the City's physician. Testing will be paid by the City. If the
employee fails any of the said tests and one subsequent retest and chooses to challenge the
results, the costs of further testing will be borne by the City, with covered costs limited to
one City-approved pulmonary specialist and subsequent tests prescribed by that specialist.
During the period of such subsequent testing, but not longer than sixty (60) days, current
City-certified team members may participate in all team activities with the exception of
those that require donning a self-contained breathing apparatus (SCBA). If the results of
such subsequent testing reveal the affected employee cannot be cleared for SCBA and
HAZMAT duties, the member shall be removed from the team.
C. Must successfully pass a basic physical fitness test. Testing will consist of medically
qualifying with a blood pressure of 150/90 or less and completing the obstacle course at the
Stillwater Plant (patterned after the Butte College HAZMAT course) while suited up in a
Level "A" response suit. The course will include activities such as moving tools, walking
up and down obstacles, opening and closing valves, installing a chlorine repair kit, and
simulated victim rescue. The minimum time limit on respirator air will be twenty (20)
minutes, and the maximum time on air will be thirty (30) minutes, with a maximum use of
2,500 pounds of air when the ambient air temperature at the staging location is 75 degrees
Fahrenheit or lower. Whenever the ambient air temperature is greater than 75 degrees, an
additional 100 pounds of air will be allowed for up to every two (2) degrees Fahrenheit
increase in temperature above 75 degrees, so that 76 to 77 degrees would allow 2,600
pounds, 78 to 79 degrees would allow 2,700 pounds, etc. Temperature readings will be
rounded to the nearest full degree.
D. Must successfully complete a minimum of twenty-four (24) hours of hazardous materials
emergency response training as defined by the California Code of Regulations, Title 8 of the
General Industrial Safety Orders Section 5192 Hazardous Materials Technician, including
actual corrective response exercises utilizing a self-contained breathing apparatus and a
Level "A" response suit. Team members must also successfully complete a minimum of
sixteen (16) hours of hazardous materials emergency response training as defined by the
California Specialized Training Institute (CSTI) for First Responder Operational-
Decontamination.
E. Upon completion of items A through D, above, must participate as a HAZMAT team
member during at least one (1) City combined water and wastewater emergency response
training exercise.
F. Employee must commit to maintaining physical conditioning as needed to qualify for the
team. To the extent practicable, team members will receive approval from their supervisor
to modify work schedules in order to assist employees in maintaining their physical
condition.
G. Employee must commit to serving on the team for twelve (12) consecutive months,
including active participation in training, planning, and maintenance activities related to the
team. Employee must respond to incidents when called and fit for duty.
H. Employee must commit to maintaining facial hair such that it does not come between the
sealing surface of the face-piece and the face or such that it does not interfere with valve
function.
I. Pursuant to California Code Regulations Title 8, General Industrial Safety Orders Section
5192, the City will certify employees who have completed required training and who are
eligible to participate on the HAZMAT Team.
MAINTAINING QUALIFICATION: The following standards must be satisfied:
A. Items A, B, C, F, G, and H, above, must be successfully repeated annually, or more often if
advised by the City's physician. Any failure will require retesting which, if not successful
within sixty (60) calendar days of original failure, will result in City removing the employee
from the HAZMAT Team until the employee is re-qualified.
B. Annually, participate as a HAZMAT Team member during at least two (2) different City
combined water and wastewater emergency response training exercises, which will be
scheduled quarterly, or whenever possible. Medically qualify and properly utilize a SCBA
and a Level "A" training suit during at least two of these exercises or during additional
obstacle courses as approved by the Water or Wastewater Utility Manager.
C. Annually, participate in at least six (6) of the monthly equipment checks, procedure reviews,
or tailgate safety discussions on hazardous material issues of concern with supervisory staff
at the employee's primary work site.
D. In addition to Items A, B, and C, above, annually successfully complete a minimum of eight
(8) hour HAZMAT re-certification training.
RE-QUALIFICATION: Before being reinstated to the HAZMAT Team, the employee must
satisfy the deficiency (ies); provide a medical release for full work duties as approved by the City
physician; complete Minimum Standards item "C," above; and meet any requirements defined in
this agreement that have lapsed since the last training cycle.
ELIGIBILITY: Effective June 27, 2017 HAZMAT team participants will be selected from the
following classifications:
Public Works Supervisor regularly assigned to Water Treatment
Public Works Supervisor regularly assigned to Wastewater Treatment
Public Works Supervisor regularly assigned to Wastewater Collections
Public Works Supervisor regularly assigned to Water Distribution
Working Supervisor—Water Plant
Working Supervisor - Wastewater Plant
Senior Water Plant Operator
Senior Wastewater Plant Operator
Water Treatment Operator
Wastewater Treatment Operator
In order to balance and maximize the HAZMAT team's familiarity with each treatment facility
where chlorine or sulfur dioxide are stored, the filling of future treatment plant related vacancies will
be done with the objective of achieving the following distribution of ten (10) treatment related
positions:
• Water Treatment—(1) Public Works Supervisor and(3)eligible
treatment positions from Water Treatment.
• Stillwater Treatment—(1) Public Works Supervisor and (2)eligible
positions from SWTP.
• Clear Creek Treatment—(1)Public Works Supervisor and (2)
eligible positions from CCWTP.
The City is willing to meet with RIEO and discuss changes to the RIEO HAZMAT team, as the
need arises, if the team is to be reduced, expanded, or there is a delay in filling vacancies. All
current team members as of June 27, 2017, will be grandfathered to the team. Once the current
Industrial Waste Analyst departs from the team, the City will endeavor to backfill the vacancy with
an eligible position from one of the three plants.
It is the City's intent to balance staffing between the Wastewater and Water Treatment plants, using
the maximum number of team members identified at each plant. When vacancies occur, the plant
with the least number of team members will be offered the position first. The position will be
offered to the most senior person. Should there be two plants with an equal number of team
members, but less than the identified number for the plant, the position will be offered to the
individual in the qualified position, who has the most seniority. If the most senior candidate is not
qualified or does not accept the position the City will strive to fill the position through the lines of
progression within the same impacted plant.
The City retains its discretion whether or not vacancies are filled. However, the ratio of RIEO
represented team members to non-RIEO represented team members will not be fewer than three to
one, excluding Unrepresented Management employees, provided adequate numbers of RIEO team
members are available.
If the City decides to fill a vacancy, the City will endeavor to fill the vacant position within 90 days.
If it cannot be filled within the 90 days, the City will discuss the matter with RIEO. When a member
takes a position outside of the defined eligible staff, that member shall forfeit the position on the
team. City will endeavor to maintain a position on the team for either the Public Works Supervisor
Distribution or Public Works Supervisor Collections but not for both.
Newly qualified employees who meet the Minimum Standards will not cause the removal of
existing qualified employees who continue to meet the Minimum Standards for the length of any
existing qualified employee's one-year commitment.
COMPENSATION: Fully qualified team members who are certified by the City and who continue
to remain fully qualified for the team shall receive a six-and-one-half percent (6.5%) pay
differential rolled into base compensation.
The City may reduce or increase the number of compensated positions on the HAZMAT response
team if it deems such a measure necessary. In such circumstances, the eligibility provisions will
govern who is certified and remains on the team. Where there are no team openings, at the
supervisor's discretion, individual employees who request team membership and certification and
who meet all eligibility criteria may volunteer to participate in selected training activities. These
activities include: Minimum Standards Items B, C, and D (but do not include participation on
HAZMAT-related committees). Volunteers will not receive HAZMAT compensation to maintain
their qualifications for future openings.
EXHIBIT "D"
CITY OF REDDING HAZMAT RESPONSE PROGRAM
SUPERVISOR/CONFIDENTIAL UNIT
The City of Redding is required to establish procedures for handling accidental releases of hazardous
materials from City water and wastewater facilities. The current primary hazardous chemicals of
concern include chlorine and sulphur dioxide gases which are utilized at City water and wastewater
treatment facilities or other hazardous materials commonly used in water and wastewater facilities in
the United States, as well as other chemicals at the treatment facilities now and in the future which do
not exceed "potential hazards" as listed in the North American Emergency Response Guidebook,
2000 edition, "Guide Section #124," page 212. A Hazardous Materials Response (HAZMAT) Team
has been established to perform work to handle and control leaks or spills requiring close approach to a
substance. The team will respond to releases or potential releases of hazardous substances for the
purposes of control and stabilization of an incident. The team shall consist of a minimum of five (5)
members as follows: one (1) incident commander, two (2) entry personnel, and two (2)
decontamination/rescue personnel. Incident Command functions shall normally be conducted by
Redding Municipal Utility Managers or RIEO Supervisory/Confidential Unit employees. Entry and
decontamination functions shall normally be conducted by water and wastewater treatment plant staff.
If a sufficient number of Redding Municipal Utility Managers or RIEO-affiliated team members are
not on site, any team member may be assigned to any role on the team for which they are qualified. In
addition, the City may cross-train employees on all functions of the team, regardless of Union or non-
Union affiliation.
In addition to training for and response to hazardous materials releases at wastewater and water
treatment facilities, as noted above, team members will train for and respond to hazardous chemical
releases outside of Redding Municipal Utilities water and wastewater treatment facilities and within
the Redding Fire Jurisdiction requiring the performance of decontamination duties and tasks only, as
distinguished from entry and rescue duties and tasks.
Members of the team must be proven qualified and capable of performing during response conditions.
Such conditions may cause high levels of exposure to toxic substances which pose danger to
employees and require immediate attention. For those incidents where the substance can be absorbed,
neutralized, or otherwise controlled at the time of release by any employee in the immediate release
area, or by maintenance personnel, such incidents shall not be considered an emergency response
within the scope of this program.
Participation on the team will be voluntary. All members of the team must be willing to actively
participate in all required elements of the program.
Training and testing will be paid by the City and conducted during City work hours.
The number of members on the team and the time frame in which additional members will be included
will be determined by the City. However, the ratio of RIEO represented team members to non-RIEO
represented team members will not be fewer than three to one, excluding Unrepresented Management
Employees, provided adequate numbers of RIEO team members are available.
MINIMUM STANDARDS:
A. Must be a full-time employee with no medical condition, or other conditions, which require(s)
any restriction of work duties required of team members. Employees will be removed from the
team if they are unavailable or expected to be unavailable for response when called or unfit for
duty for a period of at least sixty(60) days.
B. Must successfully pass a pulmonary function test, a respirator fit test and medical history
review, as determined by the City's physician. Testing will be paid by the City. If the
employee fails any of the said tests and one subsequent retest and chooses to challenge the
results, the costs of further testing will be borne by the City, with covered costs limited to one
City-approved pulmonary specialist and subsequent tests prescribed by that specialist. During
the period of such subsequent testing, but not longer than sixty (60) days, current City-certified
team members may participate in all team activities with the exception of those that require
donning a self-contained breathing apparatus (SCBA). If the results of such subsequent testing
reveal the affected employee cannot be cleared for SCBA and HAZMAT duties, the member
shall be removed from the team.
C. Must successfully pass a basic physical fitness test. Testing will consist of medically
qualifying with a blood pressure of 150/90 or less and completing the obstacle course at the
Stillwater Plant(patterned after the Butte College HAZMAT course)while suited up in a Level
"A" response suit. The course will include activities such as moving tools, walking up and
down obstacles, opening and closing valves, installing a chlorine repair kit, and simulated
victim rescue. The minimum time limit on respirator air will be twenty (20) minutes, and the
maximum time on air will be thirty (30) minutes, with a maximum use of 2,500 pounds of air
when the ambient air temperature at the staging location is 75 degrees Fahrenheit or lower.
Whenever the ambient air temperature is greater than 75 degrees, an additional 100 pounds of
air will be allowed for up to every two (2) degrees Fahrenheit increase in temperature above 75
degrees, so that 76 to 77 degrees would allow 2,600 pounds, 78 to 79 degrees would allow
2,700 pounds, etc. Temperature readings will be rounded to the nearest full degree.
D. Must successfully complete a minimum of twenty-four (24) hours of hazardous materials
emergency response training as defined by the California Code of Regulations, Title 8 of the
General Industrial Safety Orders Section 5192 Hazardous Materials Technician, including
actual corrective response exercises utilizing a self-contained breathing apparatus and a Level
"A" response suit. Team members must also successfully complete a minimum of sixteen (16)
hours of hazardous materials emergency response training as defined by the California
Specialized Training Institute (CSTI)for First Responder Operational-Decontamination.
E. Upon completion of items A through D, above, must participate as a HAZMAT team member
during at least one (1) City combined water and wastewater emergency response training
exercise.
F. Employee must commit to maintaining physical conditioning as needed to qualify for the team.
To the extent practicable, team members will receive approval from their supervisor to modify
work schedules in order to assist employees in maintaining their physical condition.
G. Employee must commit to serving on the team for twelve (12) consecutive months, including
active participation in training, planning, and maintenance activities related to the team.
Employee must respond to incidents when called and fit for duty.
H. Employee must commit to maintaining facial hair such that it does not come between the
sealing surface of the face-piece and the face or such that it does not interfere with valve
function.
I. Pursuant to California Code Regulations Title 8, General Industrial Safety Orders Section
5192, the City will certify employees who have completed required training and who are
eligible to participate on the HAZMAT Team.
MAINTAINING QUALIFICATION: The following standards must be satisfied:
A. Items A, B, C, F, G, and H, above, must be successfully repeated annually, or more often if
advised by the City's physician. Any failure will require retesting which, if not successful
within sixty (60) calendar days of original failure, will result in City removing the employee
from the HAZMAT Team until the employee is re-qualified.
B. Annually, participate as a HAZMAT Team member during at least two (2) different City
combined water and wastewater emergency response training exercises, which will be
scheduled quarterly, or whenever possible. Medically qualify and properly utilize a SCBA and
a Level "A" training suit during at least two of these exercises or during additional obstacle
courses as approved by the Water or Wastewater Utility Manager.
C. Annually,participate in at least six (6) of the monthly equipment checks,procedure reviews, or
tailgate safety discussions on hazardous material issues of concern with supervisory staff at the
employee's primary work site.
D. In addition to Items A, B, and C, above, annually successfully complete a minimum of eight
(8)hour HAZMAT re-certification training.
RE-QUALIFICATION: Before being reinstated to the HAZMAT Team, the employee must satisfy
the deficiency(ies); provide a medical release for full work duties as approved by the City physician;
complete Minimum Standards item "C," above; and meet any requirements defined in this agreement
that have lapsed since the last training cycle.
ELIGIBILITY: Effective June 27, 2017 HAZMAT team participants will be selected from the
following classifications:
Public Works Supervisor regularly assigned to Water Treatment
Public Works Supervisor regularly assigned to Wastewater Treatment
Public Works Supervisor regularly assigned to Wastewater Collections
Public Works Supervisor regularly assigned to Water Distribution
Working Supervisor—Water Plant
Working Supervisor- Wastewater Plant
Senior Water Plant Operator
Senior Wastewater Plant Operator
Water Treatment Operator
Wastewater Treatment Operator
In order to balance and maximize the HAZMAT team's familiarity with each treatment facility where
chlorine or sulfur dioxide are stored, the filling of future treatment plant related vacancies will be done
with the objective of achieving the following distribution of ten(10) treatment related positions:
• Water Treatment—(1) Public Works Supervisor and (3) eligible
treatment positions from Water Treatment.
• Stillwater Treatment—(1) Public Works Supervisor and (2) eligible
positions from SWTP.
• Clear Creek Treatment—(1) Public Works Supervisor and (2) eligible
positions from CCWTP.
The City is willing to meet with RIEO and discuss changes to the RIEO HAZMAT team, as the need
arises, if the team is to be reduced, expanded, or there is a delay in filling vacancies. All current team
members as of June 27, 2017, will be grandfathered to the team. Once the current Industrial Waste
Analyst departs from the team, the City will endeavor to backfill the vacancy with an eligible position
from one of the three plants.
It is the City's intent to balance staffing between the Wastewater and Water Treatment plants, using
the maximum number of team members identified at each plant. When vacancies occur, the plant with
the least number of team members will be offered the position first. The position will be offered to the
most senior person. Should there be two plants with an equal number of team members, but less than
the identified number for the plant, the position will be offered to the individual in the qualified
position, who has the most seniority. If the most senior candidate is not qualified or does not accept
the position the City will strive to fill the position through the lines of progression within the same
impacted plant.
The City retains its discretion whether or not vacancies are filled. However, the ratio of RIEO
represented team members to non-RIEO represented team members will not be fewer than three to one,
excluding Unrepresented Management employees, provided adequate numbers of RIEO team members
are available.
If the City decides to fill a vacancy, the City will endeavor to fill the vacant position within 90 days. If
it cannot be filled within the 90 days, the City will discuss the matter with RIEO. When a member
takes a position outside of the defined eligible staff, that member shall forfeit the position on the team.
City will endeavor to maintain a position on the team for either the Public Works Supervisor
Distribution or Public Works Supervisor Collections but not for both.
Newly qualified employees who meet the Minimum Standards will not cause the removal of existing
qualified employees who continue to meet the Minimum Standards for the length of any existing
qualified employee's one-year commitment.
COMPENSATION: Fully qualified team members who are certified by the City and who continue to
remain fully qualified for the team shall receive a six-and-one-half percent (6.5%) pay differential
rolled into base compensation.
The City may reduce or increase the number of compensated positions on the HAZMAT response
team if it deems such a measure necessary. In such circumstances, the eligibility provisions will
govern who is certified and remains on the team. Where there are no team openings, at the supervisor's
discretion, individual employees who request team membership and certification and who meet all
eligibility criteria may volunteer to participate in selected training activities. These activities include:
Minimum Standards Items B, C, and D (but do not include participation on HAZMAT-related
committees). Volunteers will not receive HAZMAT compensation to maintain their qualifications for
future openings.
EXHIBIT "G"
RIEO CLASSIFICATIONS IN DMV PULL NOTICE PROGRAM
CLASSIFICATION I CLASSIFICATION
Assistant Engineer Public Works Supervisor
Assistant Planner Public Works Supervisor-Water
Assistant/Redevelopment Community Project Coordinator Recreation Supervisor I
Associate Civil Engineer Recreation Supervisor II
Associate Environmental Specialist Reprographics Technician I
Associate Planner Reprographics Technician II
Associate/Redevelopment Community Project Coordinator Reprographics Technician III
Building Inspector Senior Building Inspector
City Surveyor Senior Fire Protection Plans Examiner
Code Enforcement Supervisor Senior Housing Specialist
Computer/Network Technician I Senior Plan Checker
Computer/Network Technician II Senior Planner
Computer/Network Technician III Senior/Redevelopment Community Project Coordinator
Convention Sales Representative Senior Wastewater Laboratory Technician
Coordinator of Volunteers Senior Wastewater Plant Operator-Grade IV
Database Administrator Senior Wastewater Plant Operator-Grade V
Development Services Technician I Senior Wastewater Plant Operator-Grade II
Development Services Technician II Senior Water Plant Operator-T-4(D-3)
Development Services Technician III Senior Water Plant Operator-T-5(D-4)
Electric Utility Distribution Technician I Stage Technician
Electric Utility Distribution Technician II Survey Party Chief
Electric Utility Distribution Technician Supervisor Systems Administrator
Engineering Aid Telecommunications Technician I
Engineering Technician I Telecommunications Technician II
Engineering Technician II Traffic Engineer/Planner
Engineering Technician III Utility Field Services Supervisor
Facility Supervisor Utility Specialist I
Fire Prevention Specialist Utility Specialist II
Fleet Shop Supervisor Wastewater Compliance Coordinator
Housing Specialist I Wastewater Laboratory Technician
Housing Specialist II Wastewater Plant Operator-Grade II
Housing Technician Wastewater Plant Operator-Grade III
Inspection Services Supervisor Wastewater Plant Operator-Grade IV
Janitor Wastewater Plant Operator-Grade V
Junior Engineering Aid Wastewater Plant Operator-in-Training
Landscape Planning Specialist Water Conservation Specialist
Mail Courier Water Plant Operator-T-4(D-3)
Network Administrator Water Plant Operator-T-5(D-4)
NPDES Coordinator Water Plant Operator-T-3(D-2)
P/W Supervisor Wastewater-Grade V Water Plant Operator-in-Training
P/W Supervisor Wastewater-Grade IV Water Systems Specialist(D3/D4)
Personnel Analyst I Working Supervisor-Wastewater Plant-Grade III
Personnel Analyst II Working Supervisor-Wastewater Plant-Grade IV
Plan Check Engineer Working Supervisor-Wastewater Plant-Grade V
Project Coordinator Working Supervisor-Water Plant Grade T-4/T-5(D-3/D-4)
Public Works Inspector Working Supervisor-Water Plant-Grade T-5(D-4)
Note:Employees in a listed classification prior to December 22,2008 are exempt from signing an Authorization for Release of
Driver Record Information for as long as they hold that same classification.
Rev.2/16/18
196 CITY OF REDDING
INFORMATION TECHNOLOGY DATABASE ADMINISTRATOR
DEFINITION:
Under general direction, provide administration,planning, technical support for, and management
of SQL Database Management Systems (DBMS) and related systems; provide excellent customer
service; and perform related work as required.
DISTINGUISHING CHARACTERISTICS:
This is a journey-level Database Administrator classification. Incumbents are expected to work
under general direction to carry out complex assignments and projects and to perform technical
support for SQL database instances and related databases. The IT Database Administrator
performs independently and is proficient in all aspects of SQL database management and
administration.The incumbent will have strong interpersonal and communication skills;is capable
of explaining procedures orally and in writing; and possesses good communications skills (phone,
email, messaging, etc.).
EXAMPLES OF DUTIES:
NOTE: The following are the duties performed by employees in this classification, however,
employees may perform other related duties. Not all duties listed are necessarily performed by
each individual in the classification.
1. Primary support of databases for specified vendor applications; to include administration,
implementation, maintenance and ongoing support of production SQL database
environments.
Measures: Various databases, including production SQL database environments, are
efficiently and effectively implemented, administered, maintained and supported.
2. Work with leads in other functional areas to troubleshoot system problems when SQL
databases are involved.
Measures: Maintain professional relationships with City of Redding staff as well as with
outside vendors. Works well and is able to collaborate and lead within a team. Effectively
articulates issues and can implement solutions.
3. Install, patch, upgrade and test custom and vendor SQL DBMS software and databases.
Measures: Custom and vendor SQL DBMS software and databases are well maintained.
Communicates and initiates needed support installs, upgrades and other various
implementations. All phases of work are well documented and accessible to IT
management.
4. Ad-hoc reporting and incident tracking.
Measures: Reporting is done in a timely manner upon need being recognized. Incidents
are documented and tracked through to solution. Other leads are notified and brought in
when appropriate.
5. Develop and debug SQL queries and other database objects such as stored procedures.
Measures: Queries and other database objects are developed and tested to customer
satisfaction. Procedures are easily accessible, read clearly and can be followed by others.
6. Work with vendors and/or developers to tune existing queries and configuration to
improve performance or resolve performance issues.
Measures: Maintain current contact list of vendors and developers for individual
applications and databases. Develops and leads teams that identify ways to improve
performance and resolve issues.
7. Work closely with development team to assist with design and implementation of SQL
DBMS for complex business applications.
Measures: Participates and provides recommendations on design and implementation of
SQL DBMS. Educates development teams on the capabilities of SQL DBMS software
and works with them to identify the role a database can play in the business unit's
application.
8. Review proposed changes to databases and advise on performance impacts.
Measures: Is well versed on minor to complex scenarios/capabilities within SQL DBMS
software and can effectively illustrate the outcome of proposed changes. When needed,
offers alternative changes to meet the business unit's goal.
9. Participate in the evaluation of available database hardware and software; provide input
on hardware, software and other costs and facilitates adoption discussions.
Measures: Works with leads and other staff in the evaluation of available solutions, their
costs and implementation process.
10. Develop, implement and maintain database backup and recovery procedures to ensure
data integrity, security, and recoverability of data.
Measures: Creates and employs backup recovery procedures and maintains current
documentation of the process.
11. Prepare and implement business continuity and disaster recovery planning as it relates to
SQL databases.
Measures: Develop and document business continuity and disaster recovery procedures
related to SQL databases.
12. Develop, acquire, install, and maintain database performance measuring and reporting
systems.
Measures: Performance measuring and reporting systems are maintained.
13. Analyze performance data to determine need for modification or addition to system
configuration to meet current and future needs.
Measures: Thoroughly audits performance data on a routine basis.
14. Conduct capacity planning to ensure that the database infrastructure is designed for
current needs and future expansion; represent database support at meetings.
Measures: Conducts sessions with management and others regarding capacity planning
for current and future needs.
15. Advise developers in database design and lead in the area of development and design
standards.
Measures: Knowledgeable of current industry standards. Possesses proven development
and design skills and can articulate and illustrate design models applicable to business
unit's needs.
16. Develop and ensure standardization of SQL coding practices and adherence to coding
standards, change control, and SQL best practices.
Measures: Develops and sets standards of SQL coding practices and can ensure that
custom and outside vendor database environments meet them.
17. Coach and mentor development team members on best practices for database
technologies.
Measures: Is knowledgeable of current database technologies and best practices and takes
the lead role in educating and mentoring others.
18. Provide support and suggestions for improving departmental processes.
Measures: Is knowledgeable and understands departmental processes and can identify
where they can be improved. Makes suggestions and identifies path forward.
19. Assist in the research and evaluation of support tools and methodologies.
Measures: Researches and tests industry support tools and methodologies. Identifies tools
and methods that could be of use to various business units. Communicates suggestions
and is able to articulate cost, benefits and implementation process.
20. Secondary support for custom databases.
Measures: Maintains working documents for custom databases and can provide secondary
support on both minor and complex issues.
21. Assume temporary supervisorial duties as assigned when the IT Supervisor is unavailable
or scheduled away from the office.
Measures: Can provide leadership and general direction to other staff.
22. Continue education on databases through blogs, books, and trainings.
Measures: Seeks out ways to stay abreast of current topics and new information regarding
the administration of databases. Participates in provided opportunities for furthering
education.
23. Perform other duties as assigned within the scope of the job classification.
QUALIFICATIONS:
Knowledge of:
Relational databases, database design, and normalization; relational DBMS architecture;
Microsoft SQL Server product family; security; system and object level privileges, roles and an
understanding of how OS security options relate to the database environment; Windows operating
systems and networking; SQL Server administration and configuration; database performance
management and monitoring tools and methods; SQL Profiler, Execution Plans; transact-SQL;
Visual Studio, Object Oriented Programming and XML; Data Transformation Services(DTS)and
SQL Server Integration Services (SSIS); reporting tools; SQL Server Reporting Services (SSRS),
Crystal Reports.
Ability to:
Perform database problem resolution and cause analysis as well as recommend and implement
preventative techniques; design,develop and maintain database and data transformation packages;
create and update technical documentation; understand,translate and coordinate requirements into
efficient usage of software and hardware products; demonstrate good time management skills by
organizing work and desk space, managing priorities, meeting critical deadlines, and follow-up on
assignments with minimal of direction; adhere to and suggest improvements for standards in place
for Database Management Systems; plan and implement changes to database systems;
independently problem-solve; assess causes of database failures and initiate corrective action;
establish and maintain effective working relationships with department staff, other City
departments,other agencies,and the public;communicate clearly and concisely,both orally and in
writing; handle multiple tasks with shifting priorities.
Education:
Typical education would include the equivalent of a Bachelor's degree in Computer Science or a
related field of study,and at least three years of database experience. Any combination of relevant
education and work experience may be substituted for the required education on a year-for-year
basis.
Experience:
Any combination of training and experience that provides the required knowledge, skills, and
abilities is qualifying; typical experience would include three (3) years of database experience.
One year of database application development desired.
Special Requirements:
Possession of the appropriate California driver's license, or the ability to acquire one within ten
days of appointment. Depending upon assignment, an incumbent may need to regularly have
access to and utilize a suitable personal vehicle in the course of business(mileage is reimbursed at
the IRS rate). Proof of adequate insurance for the vehicle may be required.
SQL Server certification is desirable.
Requires some work to be performed after normal working hours and is subject to being on call to
solve system problems, provide back-up for staff, etc.
Proposed 1/2018
MEMORANDUM OF UNDERSTANDING
between
THE CITY OF REDDING
and
REDDING INDEPENDENT EMPLOYEES' ORGANIZATION
CLERICAL, TECHNICAL AND PROFESSIONAL UNIT
EFFECTIVE: July 1, 2016
TABLE OF CONTENTS
ARTICLE 1: PREAMBLE 1
ARTICLE 2: RECOGNITION 2
ARTICLE 3: CITY RIGHTS 2
ARTICLE 4: ORGANIZATION RIGHTS 2
ARTICLE 5: CONCERTED ACTIVITIES 3
ARTICLE 6: ORGANIZATION SECURITY 4
ARTICLE 7: GRIEVANCE PROCEDURE 5
ARTICLE 8: SAFETY 7
ARTICLE 9: DISABILITY AND UNEMPLOYMENT 7
ARTICLE 10: EMPLOYEE STATUS 8
ARTICLE 11: COMPENSATION AND CLASSIFICATIONS 10
ARTICLE 12: HOURS AND OVERTIME 13
ARTICLE 13: SENIORITY 14
ARTICLE 14: PROMOTION AND TRANSFER 14
ARTICLE 15: LAYOFF, DISPLACEMENT AND REINSTATEMENT 15
ARTICLE 16: LEAVE OF ABSENCE 16
ARTICLE 17: EXPENSES 17
ARTICLE 18: SICK LEAVE 18
ARTICLE 19: FUNERAL LEAVE 20
ARTICLE 20: HOLIDAYS 20
ARTICLE 21: VACATIONS 71
ARTICLE 22: ADMINISTRATIVE LEAVE 23
ARTICLE 23: UNIFORMS AND REPLACEMENT ALLOWANCE 23
ARTICLE 24: EMPLOYEE BENEFIT PROGRAMS 24
ARTICLE 25: JURY DUTY 28
ARTICLE 26: PERSONNEL RECORDS 28
ARTICLE 27: CONTINUING EDUCATION 29
ARTICLE 28: MISCELLANEOUS 29
ARTICLE 29: SAVINGS PROVISION 29
ARTICLE 30: EFFECT OF AGREEMENT 29
ARTICLE 31: EMERGENCY PROVISION 30
ARTICLE 32: COMPLETE AGREEMENT 30
ARTICLE 33: TERM 30
EXHIBIT A- NON-EXEMPT SCHEDULES OF CLASSIFICATIONS AND WAGE RATES
EXHIBIT B - EXEMPT SCHEDULES OF CLASSIFICATIONS AND SALARY RANGES
EXHIBIT C - LINES OF PROGRESSION
EXHIBIT D - HAZMAT RESPONSE PROGRAM - CTP
EXHIBIT E - STANDBY DUTY-WATER TREATMENT OPERATOR PERSONNEL
EXHIBIT F- STANDY DUTY-WASTEWATER TREATMENT OPERATOR PERSONNEL
EXHIBIT G - RIEO CLASSIFICATIONS IN DMV PULL NOTICE PROGRAM
MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this 5th day of
August, 2015, by and between the CITY OF REDDING (a public agency as defined in Section 3501(c)
of Chapter 10 of Division 4 of Title 1 of the Government Code of the State of California), hereinafter
referred to as the CITY, and the REDDING INDEPENDENT EMPLOYEES' ORGANIZATION (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 ORGANIZATION;
WITNESSETHthat:
WHEREAS, the Parties hereto desire to promote harmony and efficiency to the end that the
City, the Organization and the general public may benefit therefrom, and to establish fair and equitable
wages, hours and working conditions for certain hereinafter designated employees of the City, and to
facilitate the peaceful adjustment of differences that may from time to time arise between them;
NOW, THEREFORE, the Parties hereto do agree as follows:
ARTICLE 1: PREAMBLE
1.1 This Memorandum of Understanding supersedes and replaces all previous policies,
practices, procedures, resolutions, ordinances and terms and conditions of employment on subjects
which are covered by this Memorandum of Understanding. There shall be no loss of benefits as set
forth in Article 24, and Exhibits "A" and "B" as a result of this Memorandum of Understanding, except
as specifically agreed to herein.
1.2 It is the policy of the City and the Organization not to, and neither party will, interfere with,
intimidate, restrain, coerce or discriminate against any employee as prohibited by State and Federal
law.
1.3 The City is engaged in rendering services to the public and the City and the Organization
recognize their mutual obligation for the continuous rendition and availability of such services.
1.4 City employees shall perform loyal and efficient work and service and shall use their
influence and best efforts to protect the properties of the City and its service to the public and shall
cooperate in promoting and advancing the welfare of the City and in preserving the continuity of its
service to the public at all times.
1.5 The City and the Organization shall cooperate in promoting harmony and efficiency among
City employees.
1.6 The Parties have met and conferred in good faith and have reached agreement on
procedures set forth in this Memorandum of Understanding for resolution of disputes between the
Parties. The Parties agree to follow the procedures as set forth in this Memorandum of Understanding
or the bargaining process required by the Meyers-Milias-Brown Act and the Parties will make every
effort to persuade their members to also use the established procedures.
1
ARTICLE 2: RECOGNITION
2.1 The City recognizes the Organization as the "Exclusive Representative" of that Unit of
employees of the City who hold a classification listed on Exhibits"A" and"B"of this Memorandum of
Understanding.
2.1 (a)The Organization does not represent retirees, nor can the Organization bargain for or file
grievances on behalf of retirees. However, the Organization may file a grievance on behalf of a current
employee who becomes a retiree prior to resolution of the grievance.
2.1 (b) The City will make any changes to benefits due to employees who retire from City
service at the same time changes are applied to the bargaining unit recognized pursuant to this article
following appropriate meet and confer procedures.
2.2 The provisions of this Memorandum of Understanding hereinafter set forth shall apply only
to those employees of the City of Redding in this unit, except as otherwise specifically set forth in this
Memorandum of Understanding.
ARTICLE 3: CITY RIGHTS
3.1 Notwithstanding anything to the contrary, the Organization recognizes and accepts the right
of City of Redding management to manage the City. This recognition includes acceptance of the fact
that the management rights listed below are not subject to either grievance procedures or the meeting
and conferring in good faith process provided for by the Meyers-Milias-Brown Act, except, however,
grievances may be filed upon interpretations of the provisions of this Memorandum of Understanding
other than those set forth in this section. It is agreed by the Parties to this Memorandum of
Understanding that management rights include, by way of illustration and not by way of limitation, the
following: (a) the full and exclusive control of the management of the City; (b) the supervision of all
operations, methods, processes and means of performing any and all work; (c) the control of the
property and the composition, assignment, direction and determination of the size and the work hours
of its working forces; (d) the right to determine the work to be done by employees; (e) the right to
change or introduce new or improved operations, methods, means or facilities; (f) the right to establish
budget procedures and financial allocations; (g) the right to hire, classify, schedule, promote, demote,
transfer, evaluate, release, lay off and increase hours of employees; (h) the right to suspend, discipline
and discharge employees for just cause; (i) the right to contract out work to be done or services to be
rendered, provided however, that the impact and effect of any such decision may be subject to the meet
and confer process and; (j) the right to maintain an orderly, effective and efficient operation, provided
however, that all of the foregoing shall be subject to the express and explicit terms and provisions of
this Memorandum of Understanding.
ARTICLE 4: ORGANIZATION RIGHTS
4.1 Official representatives of the Organization 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.
2
4.2 The City will provide the Organization adequate bulletin board space on existing bulletin
boards for the purpose of posting thereon matters relating to official Organization business.
4.3 The City and the Organization will not interfere with, intimidate, restrain, coerce or
discriminate against any employee because of the employee's membership or non-membership in the
Organization or the employee's activity on behalf of the Organization.
4.4 Any employee, at the employee's request, shall be permitted representation by an
Organization representative and/or Steward. The foregoing shall apply to employee required
participation in processes involving reprimands, investigations that can reasonably be expected to
result in disciplinary actions and due process hearings, providing there is no unreasonable delay in
obtaining representation.
4.5 Joint Organization-Management meetings shall be held twice each year or as often as
agreed upon by the Organization and Management. The purpose of these meetings shall be to promote
harmony and efficiency and to improve communications between employees and all levels of
management. The meeting agenda shall be determined by those in attendance and there shall be no
restrictions on the subject matter, provided the meetings shall not substitute for normal grievance
procedures or for formal negotiations between the Parties. Those in attendance shall consist of the
Organization's Representative and such other Organization representatives as determined by the
Organization; and the City's Personnel Director and such other management personnel as determined
by the City. The number of representatives of each party shall be limited to five (5), except by advance
mutual agreement. The meetings shall be summarized in written minutes. Except that the provisions
of this section shall be observed, the meetings shall be self-organizing.
4.6 Whenever any employee is absent from work as a result of a formal request by the
Organization and is engaged in official Organization business, the City shall pay for all regular time
absent and shall be reimbursed therefor by the Organization at the rate of one hundred fifty percent
(150%) of the employee's regular pay rate.
4.7 The City agrees to provide the Organization, on a semi-annual basis, a listing of all
employees in the unit represented by the Organization. Such listing shall include the name, date of
employment,job classification and status, departmental work location, pay rate, and Organization unit
representation for each employee.
4.8 The City shall provide all new employees with a copy of this Memorandum of
Understanding at the time of employee orientation.
4.9 The Organization shall provide a list of all designated Stewards to the City and will
promptly notify the City of any changes. The City agrees to recognize all Stewards duly appointed by
the Organization.
ARTICLE 5: CONCERTED ACTIVITIES
5.1 The duties performed by employees of the City as part of their employment pertain to and
are essential to the operation of a municipality and the welfare of the public dependent thereon. During
3
the term of this Memorandum of Understanding, employees shall not partially or totally abstain from
the performance of their duties for the City during regular work hours or on an overtime basis. The
Organization shall not call upon or authorize employees individually or collectively to engage in such
activities and shall make a reasonable effort under the circumstances to dissuade employees from
engaging in such activities and in consideration thereof, the City shall not cause any lockout. Those
employees who do individually or collectively, partially or totally abstain from the performance of their
duties for the City during regular work hours or on an overtime basis shall be subject to disciplinary
action up to and including discharge from employment.
ARTICLE 6: ORGANIZATION SECURITY
6.1(a) Every employee covered by this Memorandum of Understanding shall: (1) become a
member of the Organization and maintain the employee's membership in the Organization in good
standing in accordance with its Constitution and Bylaws; or (2) in the alternative, an employee shall
tender, monthly, an agency fee in an amount set annually by the Organization, or (3) qualify as a bona
fide objector pursuant to Labor Code 3502.5 and make the requisite charitable contribution.
6.1(b) Any employee appointed to any classification out of the bargaining unit covered by this
Memorandum of Understanding may withdraw from membership in the Organization and the
employee's obligation to pay an agency fee shall be suspended for the duration of such period as the
individual is working for City in a job classification not covered by this Memorandum of
Understanding.
6.2 The City shall deduct from their wages the regular membership dues of employees who are
members of the Organization or agency fees of other employees provided for in 6.1(a) not exempted by
the provision of 6.1(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.
In the absence of a voluntary deduction authorization, the City will deduct the agency fee from the
members pay.
6.3 Deductions shall be made from the first payroll period of each month and a check for the
total deductions shall be submitted to the Treasurer of the Organization 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 the Organization. The City will notify the Organization each month at
the time of the dues or agency fees transmittal to the Organization of any changes since the previous
dues or agency fees transmittal and the reasons therefore.
6.4 The dues deduction authorization form shall be approved by both the City and the
Organization.
6.5 The City shall provide all new employees with the Organization 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 Organization.
6.6 Indemnity and Refund - The Organization shall file with the City an Indemnity Statement
wherein the Organization shall indemnify, defend and hold the City harmless against any claim made
4
and against any suit initiated against the City on account of Organization dues check off or premiums
for benefits. In addition, the Organization shall refund to the City any amounts paid to it in error upon
presentation of supporting evidence.
ARTICLE 7: GRIEVANCE PROCEDURE
7.1(a) Any grievance which may arise between the Organization or any of its members and the
City, with respect to the interpretation or application of any of the terms of this Memorandum of
Understanding and with respect to such matters as the alleged discriminatory or arbitrary discharge,
demotion or discipline of an individual employee, shall be determined by the provisions of this article,
except that such matters as are included in the definition of impasse as set forth in Resolution Number
2012-091 are not a grievance. Every employee designated by the City to hear the grievance of a
subordinate shall have the authority to settle that grievance.
7.1(b) Discipline involving more than a reprimand (i.e., discharge, demotion or suspension): 1)
Disciplinary grievances must be filed within ten (10) calendar days of receiving a final Notice of
Discipline; 2) Disciplinary grievances shall commence at step 1 of this procedure, at the Department
Director level, and may continue to step 5. Probationary employees as defined in Section 10.7 shall not
be entitled to invoke Article 7, Grievance Procedure, with regard to matters of discharge, or demotion.
This shall not, however, prevent a probationary employee from exercising any other rights under this
Memorandum of Understanding.
7.2 Step One: The initial step in the adjustment of a grievance shall be a discussion between
the employee or the employee's representative and/or Steward, and the immediate Supervisor. If the
grievance is not resolved, the employee or the employee's representative and/or Steward shall present
the grievance in writing to the Division Head or Department Director as applicable, who will answer,
in writing, within ten (10) calendar days. This step requires a presentation to every level of
management below the City Manager. This step shall be started within thirty (30) calendar days of the
date of the action complained of or the date the grievant became aware of the incident which is the
basis for the grievance. This step may be taken during the working hours of the employee.
7.3 Step Two: If a grievance is not resolved in the initial step, the second step shall be the
presentation of the grievance, in writing, (and may be supplemented by an oral presentation) by the
employee or the employee's representative and/or Steward to the Personnel Director who shall answer,
in writing, within ten (10) calendar days. This step shall be taken within ten (10) calendar days of the
date of the Department Director's answer in step one.
7.4 Step Three: If a grievance is not resolved in the second step, the third step shall be the
presentation of the grievance, in writing, (and may be supplemented by an oral presentation) by the
employee or the employee's representative and/or Steward to the City Manager or a designee from the
City Manager's Office, who shall answer, in writing, within ten (10) calendar days. The written
presentation shall be a clear, concise statement of the grievance, the circumstances involved, the
pertinent dates, the decision rendered at the previous step, the section/article of this Memorandum of
Understanding alleged to be violated, and the specific remedy sought. The third step shall be taken
within ten (10)calendar days of the date of the answer in step two.
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7.5 Step Four: If a grievance is not resolved in the third step, the fourth step shall be referral
by the Organization to mediation within twenty (20) calendar days of the answer in step three.
Whenever a grievance is referred to mediation, either the Organization or the City may request, in
writing, that the California State Mediation and Conciliation Service refer a state mediator. The
mediator shall assist the Parties in the resolution of the grievance in the same manner as that which is
normally used in the mediation of interest disputes. Referral to step five shall not occur until a
mediator has released the Parties from the mediation process.
7.6(a) Step Five: If a grievance is not resolved in the fourth step, the fifth step shall be referral,
in writing, by either the City or the Organization to arbitration. The fifth step shall be taken within
twenty(20) calendar days of the date of the answer in step four.
7.6(b) An arbitrator shall be appointed on each occasion that a grievance is submitted, in
writing, to arbitration. The City and the Organization shall mutually agree to the arbitrator. If the City
and the Organization fail to reach agreement on the appointment of an arbitrator, they shall request the
State of California Mediation and Conciliation Service to nominate five (5) persons to be the
Arbitrator. Each party shall, alternately strike a name from the list of names. The first party to strike a
name shall be determined by lot. At the point in time when one (1) name remains, that person shall be
the appointed arbitrator. The costs of arbitration shall be borne equally by the City and the
Organization. The City and the Organization shall pay the compensation and expenses for their
respective witnesses. At the Organization's request, the City shall release employees from duty to
participate in arbitration proceedings.
7.6(c) The arbitrator shall hold such hearings and shall consider such evidence as to the
arbitrator appears necessary and proper. The decision of the arbitrator shall be final and binding on the
City and the Organization and the aggrieved employee, if any, provided that such decision does not in
any way add to, disregard or modify any of the provisions of this Memorandum of Understanding.
7.7 Failure by the employee or the Organization to meet any of the aforementioned time limits
as set forth in Sections 7.1(b), 7.2, 7.3, 7.4, 7.5 or 7.6(a) will result in forfeiture, except however, that
the aforementioned time limits may be extended by mutual written agreement. If the City fails to
answer a grievance on a timely basis, the grievance may be advanced to the next level. Grievances
settled by forfeiture shall not bind either party to an interpretation of this Memorandum of
Understanding, nor shall such settlements be cited by either party as evidence in the settlement of
subsequent grievances.
7.8 Notwithstanding the aforementioned procedure, any individual employee shall have the
right to present grievances to the City and to have such grievances adjusted without the intervention of
the Organization, provided that the adjustment shall not be inconsistent with this Memorandum of
Understanding and further provided that the Organization shall be given an opportunity to be present at
such adjustment.
7.9 The City and the Organization agree to use the appropriate Grievance Form as provided by
the Organization to more timely and efficiently move grievances through the process.
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ARTICLE 8: SAFETY
8.1 The City desires to maintain a safe place of employment for City employees and to that end
City management shall make all reasonable provisions necessary for the safety of employees in the
performance of their work.
8.2 Regular employee safety meetings will be held for the purpose of reviewing accidents and
preventing their recurrence, eliminating hazardous conditions and familiarizing employees with safe
work procedures and applicable State Safety Orders and for training in first aid.
8.3 Whenever a hazardous condition presents a clear danger to the health or safety of
employees, a safety meeting of the Representatives of the Parties can be called by either party and shall
be scheduled by mutual agreement.
ARTICLE 9: DISABILITY AND UNEMPLOYMENT
9.1 Supplemental Benefits for Industrial Injury: Whenever any Regular employee who is a
member of the California Public Employees' Retirement System is disabled, whether temporarily or
permanently,by injury or illness arising out of and in the course of the employee's duties, which comes
within the application of the Workers' Compensation and Insurance Chapters of the State Labor Code,
the employee shall become entitled, regardless of the employee's period of service with the City to
compensation at the rate of eighty-five percent (85%) of the employee's regular salary, in lieu of
temporary disability payments, if any, which would be payable under the State Labor Code, for the
period of such disability but not exceeding six (6) months, or until such earlier date as the employee is
retired on permanent disability pension. At the conclusion of six (6) months of receipt of supplemental
benefits at the rate of eighty-five percent (85%) of regular salary, any Regular or Regular Job-Share
employee who is still unable to return to work and is still receiving temporary disability indemnity
payments shall become entitled to receive supplemental benefits at the rate of seventy percent (70%)of
the employee's regular salary for the period of such disability but not exceeding six (6) months or until
such earlier date as the employee is retired on permanent disability pension through the California
Public Employees' Retirement System. In consideration of this benefit, the Regular or Regular Job-
Share employee shall pay over to the City any temporary or permanent disability compensation
received, whether from Workers' Compensation, employee group insurance benefits or unemployment
compensation benefits provided for under State law, and shall affirmatively assist the City in obtaining
any such benefits to which the employee may be entitled but has not yet received arising out of such
disability, but such payment from the employee to the City from such sources shall not exceed in
amount the supplemental benefits paid to the employee by the City in accordance with the provisions
of this section. The Parties recognize abuse of the workers' compensation program is against the
interests of the City and employees alike, and, therefore,will cooperate as appropriate to prevent abuse.
9.2 An employee who is absent by reason of industrial disability may be returned to work by
the City and given temporary light duties within the employee's ability to perform, with the consent of
the employee's physician. The duration of any such period of temporary work shall be determined by
the City. Such employee shall be compensated at the then current rate of pay of the employee's regular
classification while engaged in such temporary duties. The City may require an employee being
considered for return to work after an absence caused by disability or illness to submit to a medical
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examination by a physician or physicians approved by City for the purpose of determining that such
employee is physically and mentally fit and able to perform the duties of the employee's position
without hazard to the employee, or to fellow employees, or to the employee's own health.
9.3 If a third party is found to be responsible for the employee's industrial injury and the
employee recovers a judgment in damages from said third party, then all supplemental benefits
received as provided for in Section 9.1 not already repaid from the other sources mentioned in Section
9.1 shall be repaid to the City by the employee.
9.4 Vacation and sick leave shall be accrued without regard to the established limits while a
Regular or Regular Job-Share employee is absent from work as a result of a job related disability and
receiving the supplemental benefits to Workers' Compensation temporary disability compensation as
set forth in 9.1. All Regular employees who are not in a City paid status and on leave receiving
Workers' Compensation temporary disability benefits shall receive group health and welfare insurance
coverage during the period in which they are receiving temporary disability compensation for up to a
maximum of a cumulative total of three (3) years, which includes the period in which the employee is
receiving supplemental disability benefits as set forth in 9.1, provided the employee pays his or her
share of the monthly group health and welfare insurance coverage program premium, if any. Holidays
which occur during the period for which an employee is receiving temporary disability compensation
shall not be recognized by such employee for compensation purposes.
ARTICLE 10: EMPLOYEE STATUS
10.1 Employees will be designated as Regular, Part-Time, Temporary, Job-Share or Part-
Time Regular depending upon the purpose for which they are hired and their length of continuous
service with the City.
10.2 A Regular employee (status code 3) is defined as an employee hired for a full-time
position that has been regularly established as an authorized position and is of indeterminate duration.
A Regular employee shall receive not less than the minimum rate for the job and shall be eligible for
sick leave pay, vacation pay, holiday pay, retirement plan participation, health and welfare insurance
coverage and items of a similar nature as the employee becomes eligible.
10.3 A Part-Time employee (status codes 8a and 8b) is defined as an employee hired to work
less than a Regular full-time employee. A Part-Time employee may work part-time, intermittently, or
on an irregular schedule. A status code 8a employee works for a period not to exceed one thousand
(1,000) hours per fiscal year. A status code 8b employee works for a period not to exceed one
thousand five hundred and sixty (1560) hours per fiscal year and is eligible to participate in the
Ca1PERS retirement plan. A Part-Time employee shall receive not less than the minimum rate for the
job, nine and one half (9 1/2) fixed holidays (January 1st; the third Monday in January; the third
Monday in February; the last Monday in May; July 4th; the first Monday in September; Thanksgiving;
Friday after Thanksgiving; the last half of the normal work shift before Christmas; and December 25`h),
and shall be eligible for sick leave pay per California State Law. However, a Part-Time employee shall
not be eligible for supplemental benefits for industrial injury, funeral leave pay, or items of a similar
nature . A Part-Time employee will be allowed to make-up absences due to jury duty service under the
same conditions as outlined in the City's Policy on Close Down of City Operations Due to Emergency
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Conditions; no Overtime Pay may be incurred as a result of this provision. The employee will be
eligible for the Public Agency Retirement System 457 Plan (PARS-457 Plan) or may be eligible for
participation in the Ca1PERS retirement plan if the employee exceeds 1,000 hours in a fiscal year.
After the completion of 24-months of continuous City service, the employee will be entitled to vacation
pay on the same basis as Regular employees. If a Part-Time employee attains Regular status, the
employee shall be credited with the employee's service as a Part-Time employee in determining
eligibility for benefits, if any, as may accrue to the employee in the employee's new status.
10.4 A Temporary employee (status codes 7 and 9) 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
status code 7 employee works full time for a period not to exceed six (6) months or one thousand
(1,000) hours per fiscal year whichever comes first. A Status code 9 employee works on-call, seasonal,
intermittent or on an irregular schedule for a period not to exceed one thousand (1,000) hours per fiscal
year. A Temporary employee shall receive not less than the minimum rate for the job and will be
eligible for the PARS-457 Plan and sick leave pay per California state law, but shall not be eligible for
holiday pay, vacation pay, or items of a similar nature, nor shall an employee accrue seniority or
promotion and transfer rights. A temporary employee may be terminated from employment or demoted
without recourse at any time. After the completion of 24-months of continuous City service, the
employee will be entitled to vacation pay on the same basis as Regular employees. If a Temporary
employee is reclassified to Part-Time or Regular status, the employee shall not be credited with service
in determining eligibility for such benefits as may accrue to the employee in the employee's new status.
10.5 A Job-Share employee (status code 2) is defined as an employee who is assigned to
work a portion of the regular work hours of a full-time regularly authorized position with another
employee who is assigned to work the other portion. A Job-Share employee shall receive not less than
the minimum rate for the job and shall receive benefits as set forth herein on a prorated basis at the
same ratio to full-time employee benefits as the employee's work hours bear to full-time employee's
work hours. Whenever a Regular employee is assigned to a job-share position, such employee shall
retain their Regular status. Whenever anyone other than a Regular employee is assigned to a job-share
position, such employee shall serve a one (1) year probationary period.
10.6 A Part-Time Regular employee (status code 6) is defined as an employee who has one
(1) year, or more, service with the City in full-time employment as a Regular employee, and who is
subsequently recategorized, without a break in service, to work less than fifteen hundred sixty (1,560)
hours but more than one thousand (1,000) hours. A Part-Time Regular employee shall receive not less
than the minimum rate for the job, and shall be eligible for sick leave pay, vacation pay, holiday pay
(accrued at .052 of an hour for each hour worked or on paid leave), retirement plan participation (as
outlined in Article 24), insurance coverage (pursuant to group insurance contract provisions), and
seniority accrual, but shall not be given preferential consideration for promotion or transfer nor shall
the employee be eligible for supplemental benefits for industrial injury, funeral leave pay, or items of a
similar nature. A Part-Time Regular employee will be allowed to make-up absences due to jury duty
service under the same conditions as outlined in the City's Policy on Close Down of City Operations
Due to Emergency Conditions; no Overtime Pay may be incurred as a result of this provision. If a Part-
Time Regular employee is eligible for and elects insurance coverage, the premiums shall be shared by
the City and the employee on a prorated basis at the same ratio to full-time employee benefits as the
employee's work hours bear to full-time employees' work hours. If a Part-Time Regular employee is
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reclassified to Regular status, the employee shall be credited with all continuous service in determining
eligibility for such benefits as may accrue to the employee in the employee's new status.
10.7 Regular employees shall serve a probationary period of one (1) year upon initial
appointment to Regular status. Such probationary period is considered to be a continuation of the
selection process and employees may be terminated from employment or demoted without recourse,
pursuant to Section 7.1(b). An employee's probationary period shall be extended by the duration of
any unpaid absence of ten (10) or more consecutive workdays. Probationary employees shall be
provided a written performance evaluation after six (6) months of service and as often as necessary as
determined by the employee's Supervisor. A probationary employee shall not be terminated after
completing six (6) months of the probationary period if the performance evaluation has not been
presented to the employee. The probationary period may also be extended by the City for up to six (6)
months in circumstances where further evaluation of the employee is necessary. The probationary
period will start over for any employee who transfers to another position during the probationary
period. Part-Time employees shall also serve a probationary period of one (1) year as outlined above
upon initial appointment to Part-Time status. Employees serving their initial probationary period shall
not be eligible for leave of absence, supplemental benefits for industrial injury, nor be given
preferential consideration for promotion or transfer. Temporary employees shall not serve a
probationary period, as the appointment is temporary by definition and can be terminated at any time.
10.8 Water Plant Operator in Training(OIT) employees will serve no less than a one (1) year
probationary period. The Treatment Grade III certification must be obtained within two (2) years and
six (6) months from the date of appointment. The Water Plant Off will promote to Water Plant
Operator once valid Water Plant Operator Grade TIII and DII certifications have been obtained and the
initial minimum one (1) year probationary period has been met.
Wastewater Plant Operator in Training(OIT) employees will serve no less than a one year probationary
period. Grade I must be obtained within one (1) year and six (6) months; Grade II within two (2) years
and six (6) months; and Grade III within four (4) years from the date of appointment. The Wastewater
Plant OIT will promote to Wastewater Plant Operator once a valid Wastewater Plant Operator Grade
III certificate is obtained, and the initial minimum one (1) year probationary period has been met.
10.9 A Part-Time or Temporary employee budgeted for 1,000 hours in the fiscal year will be
limited by the City to 990 hours pursuant to City policy to avoid situations in which such employee
may inadvertently exceed 1,000 hours in the fiscal year. The 990-hour limit may only be exceeded by
specific approval of the City Manager or designee following a written request from the department.
ARTICLE 11: COMPENSATION AND CLASSIFICATIONS
11.1 Employees holding a classification listed on Exhibits "A" or "B" shall be paid the rate
established for their classification. Upon initial appointment to a classification, an employee shall
normally be paid the lowest rate for that classification. An employee may, however, be paid a wage
rate above the lowest rate if circumstances justify it. Step increases require Department Director and
City Manager or his/her designee's approval and will be granted when an employee achieves an annual
overall performance evaluation rating of meets job standards or higher, as follows: After twenty-six
(26) full pay periods of employment in each and every successive Compensation Step in the
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Compensation Ranges listed in Exhibits "A" and "B", with the exception of part time status codes 8a
and 8b employees. Part time status codes 8a and 8b employees will be eligible for a step increase after
working 50% of the budgeted hours since the last step increase, provided a step increase has not been
received in the last twelve (12) months. Status code 9 employees will be eligible for a step increase
after working twenty-six (26) pay periods per step and 50% of the budgeted hours for the fiscal year. A
full pay period as used herein is defined as one in which the employee works or is paid for time off for
at least half of the regularly scheduled work hours, excluding those full time employees on an approved
FMLA leave. The effective date of a higher step shall be the first day of the pay period following
qualification for the new step. A promotion to a higher paid classification pursuant to Section 14.3
does not change the anniversary date for Compensation Step increases.
11.2 Compensation shall be paid at bi-weekly intervals on Thursdays at the end of the
employee's work period after 12:00 noon for a pay period ending no earlier than the preceding
Saturday. If a pay day falls on a holiday, payment shall be made on the preceding workday. Effective
May 6, 2008, all new employees must make arrangements to have their pay deposited to a bank
account via electronic transfer.
11.3 When an employee is temporarily assigned to work in a lower-paid classification than
the employee's regular classification, the employee's rate of pay will not be reduced.
11.4 Employees shall receive shift differential pay for each hour worked during the shift, in
addition to the employee's regular compensation, when assigned to work as follows:
SHIFT DIFFERENTIAL
TIME PERIOD
Regularly scheduled shift includes work between 4:00 p.m.and 12:00 midnight
(Employees whose shift ends on or before 6:00 p.m. will not receive shift differential 3.5%
pay.)
Regularly scheduled shift includes work between 12:00 midnight and 8:00 a.m. 5%
Employees whose shift starts at 6:00 a.m.or later will not receive shift differential pay.)
11.5 Attached hereto and made a part hereof are Exhibits "A-1" titled "Non-Exempt
Employees Schedule of Classifications and Wage Rates" and "B-1" titled "Exempt Employee Schedule
of Classifications and Salary Ranges."
11.6 Whenever an employee is reassigned by the City to replace an absent employee with a
higher pay rate and the employee performs a substantial majority (greater than fifty percent [50%]) of
the absent employee's duties for a substantial majority (greater than fifty percent [50%]) of the work
day, such employee shall have their compensation rate increased by a minimum of five percent (5%).
Temporary assignments to the duties of another higher paying classification and compensation requires
prior City approval. Temporary reclassifications and temporary increases that last 90 days or more will
require a side letter with the Organization.
Type Definition Compensation
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Temporary Reclassification Changing the classification of an employee due to Compensated at the higher
temporary change in the nature of the work which is classification rate of pay with a
anticipated to last more than one(1)pay period,but minimum of five percent(5%)
less than one(1)year. Requires Personnel Action more than the current rate of pay.
Form(PAF).
Temporary Upgrade Compensating an employee for performing the Compensated at a minimum of
functions of a higher-paid classification for a period five percent(5%)more than the
anticipated to be one(1)pay period or less. Processed current rate of pay.
through time keeping.
Temporary Increase Compensating an employee for performing the Compensated at a minimum of
functions of a higher paid classification for a period five percent(5%)more than the
anticipated to last more than one(1)pay period. current rate of pay.
Requires Personnel Action Form(PAF).
Whenever a Wastewater Plant Operator is assigned to work alone at the Wastewater Treatment
Plant from 5:30 p.m. on Friday until 7:00 a.m. on Monday, the employee shall have their compensation
rate increased by five percent (5%) to reflect a temporary upgrade to Senior Plant Operator during that
time period, regardless of the amount of hours worked.
11.7 Whenever a Police Records Technician is assigned to conduct, monitor and prepare
written documentation of the daily training and progress of a probationary Police Records Technician,
the employee shall receive five percent (5%) over base pay for the actual time spent performing this
specific function.
11.8 Whenever a Water Operator or Senior Water Operator or Wastewater Operator or Senior
Wastewater Operator is assigned to conduct, monitor and prepare written documentation of the daily
training progress of an Operator in Training employee(s), the employee shall receive five percent (5%)
over base pay for the actual time spent performing this specific function.
11.9 The City Manager may, based upon outstanding job performance, grant an employee a
one time salary increase up to ten percent (10%) above the top of the salary range for a period not to
exceed one (1) year. This one time increase is not cumulative and the employee would revert to the
employee's regular salary rate at the end of the one (1)year period.
11.10 Water and Wastewater Operator in Training employees will typically work a Monday to
Friday day shift schedule. They may be required to come in after hours or on the weekend to train on
special work projects/assignments, but they will not be placed on the call out or standby list.
11.11 Attached hereto and made a part hereof is Exhibit "D", titled "City of Redding Hazmat
Response Program-Clerical, Technical and Professional", Exhibit "E", titled "Standby Duty-Certified
Water Treatment Personnel", Exhibit "F", titled "Standby Duty-Certified Wastewater Treatment Plant
Operator Personnel"; and Exhibit"G",titled "RIEO Classifications in DMV Pull Notice Program".
ARTICLE 12: HOURS AND OVERTIME
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12.1 All Regular employees will receive full time employment for each workweek employed,
provided they report for duty and are capable of performing their work. This is not to be interpreted
that the City does not retain the right to lay off or release employees on account of lack of work or
other valid reason.
12.2 Each employee shall report for work at the employee's regularly established
headquarters and shall return thereto at the conclusion of the day's work and the time spent in traveling
between such headquarters and the job site shall be considered as time worked.
12.3 A workweek is defined to consist of seven (7) consecutive calendar days, Sunday
through Saturday, and a basic workweek is normally defined to consist of five (5) consecutive
workdays of eight (8) hours each. The basic workweek may begin on any day of the week or at any
hour of the day during the workweek. The City may modify employee work schedules from time to
time as needed. Except in the event of an emergency, the City will give employees as much notice as
possible of any permanent schedule change, but in any event not less than five (5) workdays, unless
there is mutual agreement. The basic workweek indicated above may be modified by mutual
agreement of the City and the affected employee(s) in those situations where such a modification
serves the interests of both the City and its employees.
12.4 Except for Part-Time and Temporary employees and those employees holding a
classification listed on Exhibit "B", overtime is defined as (a) time worked in excess of forty (40) hours
in a workweek, (b) time worked in excess of eight (8), nine (9), or ten (10) 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. For Part-Time employees, overtime is defined as time
worked over forty (40) hours in a workweek except time worked on a holiday which the employee is
entitled to have off with pay and shall be paid at the overtime rate of pay. For Temporary employees,
overtime is defined as time worked over forty (40) hours in a workweek. Overtime shall be computed
to the nearest one-quarter (1/4) hour. In such cases where the basic workweek has been modified by
mutual agreement pursuant to 12.3, these overtime requirements may be waived pursuant to applicable
law.
12.5 Provided the working of overtime has prior approval by an immediate supervisor or
other City management staff, overtime compensation shall be paid at a rate equivalent to one and one-
half(1'/z) times the regular rate of pay or, at the employee's option, the employee may elect to receive
time off with pay at the rate of one and one-half (11/2) hours off for each overtime hour worked.
Compensatory time off with pay shall be scheduled in the same manner as vacations are normally
scheduled. The maximum compensatory time off available for any employee at any time shall be the
maximum established by the Fair Labor Standards Act, which is presently two hundred forty (240)
hours. In the event overtime is worked by an employee who has the maximum accumulation of
compensatory time off, the employee shall be paid for the overtime worked as set forth above.
Employees whose employment with the City is terminated for any reason shall, at the time of
termination, receive payment for any unused compensatory time off previously earned.
12.6 Employees who are entitled to overtime compensation and who are required to report
for work on their non-workdays or on holidays they are entitled to have off, or outside of their regular
hours on workdays, shall be paid overtime compensation for the actual time worked, but in no event for
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less than two (2) hours compensation each time an employee is required to report back to work, except
however, that employees shall not be paid more than time and one-half the regular rate of pay for any
given time period. If an employee reports back to work for such overtime work outside of the
employee's regular hours on a workday continues to work into the employee's regular hours, the
employee shall be paid overtime compensation only for the actual overtime worked. If an employee
performs overtime work immediately following the end of the employee's regular shift, the employee
shall be paid overtime compensation only for the actual overtime worked.
12.7 For those employees who are entitled to overtime compensation, overtime shall be
distributed as equally as is practicable among those employees who are qualified and available and who
volunteer for overtime work and the City shall not require employees who have worked overtime to
take equivalent time off during a workday without pay.
12.8 All employees holding a classification listed on Exhibit "B" "Exempt Employee
Schedule of Classifications and Salary Ranges" are exempt from the Fair Labor Standards Act and the
provisions of this Article.
ARTICLE 13: SENIORITY
13.1 Seniority is defined as total length of continuous service with the City. In determining
an employee's seniority, the continuity of the employee's service will be deemed to be broken by
termination of employment by reason of(1) resignation, (2) discharge for cause, (3) layoff, (4) failure
to return immediately on the expiration of a leave of absence or acceptance of other full time
employment while on leave, and (5) unexcused absence without pay, without a leave of absence, in
excess of three (3) workdays. Continuity of service will not be broken and seniority will accrue when
an employee is (a) inducted, enlists or is called to active duty in the Armed Forces of the United States
or service in the Merchant Marine or under any Act of Congress which provides that the employee is
entitled to re-employment rights, (b) on duty with the National Guard, (c) absent due to industrial
injury, (d)on leave of absence or(e)on excused absence.
13.2 Water treatment employees with greater seniority, as defined in Article 13, will be given
preference over those with less seniority in the selection of a vacation period, holiday off and shift
schedules.
ARTICLE 14: PROMOTION AND TRANSFER
14.1 All promotions and transfers shall be in accordance with standards and procedures as
outlined in the City's Competitive Recruitment/Reclassification Policy.
14.2 Whenever any City Council authorized position vacancy occurs, which the City intends
to fill, the City will post the position vacancy in a consistent, distinctive manner with pertinent
information concerning the duties, qualifications and filing period, for not less than five (5) working
days on all work site bulletin boards. The City may opt to move an employee who has been filling a
half-time position to three-quarter time, or an employee who has been filling a three-quarter time
position to full-time without posting the position. The City recognizes the advantage of filling
vacancies from within and will endeavor to do so when it is in the City's interest; therefore, when
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filling vacancies, the City will consider the candidates' quality and length of service in making the
selection decision.
14.3 Whenever an employee is promoted to another higher paying classification, the
employee shall receive a five percent (5%)pay increase,provided, however, that the maximum pay rate
of the new classification compensation range is at least five percent (5%) higher than the employee's
current pay rate. Receiving a promotion and at least a five percent (5%) pay increase does not change
the salary step increase date. That date will remain as defined in Section 11.1.
14.4 All promotions and transfers of City employees shall be on a probationary basis for six
(6) months. At any time during the probationary period the City may terminate the appointment. If the
appointment is terminated, the employee shall be returned to either the employee's previous
classification and pay rate, or some other classification that is mutually acceptable to the employee and
the City. Any unpaid absences during a probationary period shall cause the probationary period to be
extended by the length of the absence. Employees on a promotional/transfer probation period shall be
provided a written performance evaluation after three (3)months of service and as often as necessary as
determined by the employee's Supervisor. A probationary employee shall not be terminated after
completing three (3) months of the probationary period if the performance evaluation has not been
presented to the employee. The probation period may also be extended by the City for up to six (6)
months in circumstances where further evaluation of the employee is necessary.
14.5 An employee requesting lateral transfer from one position to another position in the
same classification, or requesting voluntary demotion to a position in a lower paid classification, for
which the employee is qualified, shall be added to the current eligibility list for that classification.
ARTICLE 15: LAYOFF, DISPLACEMENT AND REINSTATEMENT
15.1 Whenever it becomes necessary for the City to lay off employees for any reason, the
City will notify the Organization and give employees involved as much notice as possible; but in no
event will such employees receive less than two (2)weeks notice of layoff. Notice to the Organization
will include an offer to meet and discuss the impact of the layoff to include a review of the agreed upon
"Lines of Progression"chart as referenced in Sections 15.3 and 15.4 below.
15.2 Regular employees will be laid off in the reverse order of the employee's City seniority.
Probationary employees as defined in Section 10.7, but excluding those defined in Section 14.4, will be
laid off before other Regular employees without regard for their seniority. Part-Time employees will
be laid off in the reverse order of their hire date within the Department.
15.3 An employee whose job is being eliminated, may elect to displace the least senior
employee in any equally or lower paid classification in the Supervisory/Confidential or the Clerical,
Technical and Professional Unit, if qualified to perform the duties of the classification and if the
employee's seniority is greater than that of the employee in the classification being displaced. The City
will utilize the "Lines of Progression" chart, attached hereto as Exhibit "C", to identify equal or lower
paid classifications within related classification series. "Qualified" for the purpose of this Article will
mean those classifications identified in the "Lines of Progression" chart as a lateral or lower
classification, or a classification the employee previously held within the Supervisory/Confidential or
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the Clerical, Technical and Professional Unit.The employee will not serve a probationary period.
15.4 A Part-Time employee whose job is being eliminated, with the exception of a
Temporary employee, may elect to displace the Part-Time employee with the latest employment date, if
qualified to perform the duties of the classification, and if the classification is in the
Supervisory/Confidential or Clerical, Technical, and Professional Units. "Qualified" for the purpose of
this Article will mean those classifications identified in the "Lines of Progression" chart as a lateral or
lower classification, or a classification the employee previously held within the
Supervisory/Confidential or the Clerical, Technical and Professional Unit.
15.5 Regular employees, who are laid off will be given preferential re-hire rights, in the
reverse order of layoff, in filling future vacancies, for which they are qualified, for a period of up to
two (2) years from the date of layoff, providing they keep the City advised of their current address.
Employees who accept a less than full-time position or lower paid position will be given preferential
re-hire rights, in the reverse order of layoff, in filling future vacancies, for which they are qualified, for
a period of up to one (1) year. If a current or laid off employee does not accept reinstatement, the
employee's name shall be removed from the reinstatement list and the employee shall no longer have
reinstatement rights. Employees who are reinstated from the reinstatement list, will be credited with all
previously accrued and unused employee benefits and seniority as of the date of layoff.
15.6 Employees on a reinstatement list will be notified of all position vacancies within the
City.
15.7 An employee reinstated to their original position, who completed probation or who
accepts a lateral or lower classification as a result of layoff, will not serve a probationary period. An
employee who did not complete probation in their original classification and who returns to that
classification will be required to complete the initial twelve (12)month probationary period.
15.8 Notwithstanding the provisions of this Article, the City and the Organization may agree
to other procedures, including furloughs, during the term of this Memorandum of Understanding.
ARTICLE 16: LEAVE OF ABSENCE
16.1 Leave of absence may be granted to employees by the City Manager for urgent and
substantial reason, up to a maximum of one (1) year, providing satisfactory arrangements can be made
to perform the employee's duties without undue interference with the normal routine of work. Inability
to return to work after an employee's sick leave has been exhausted will be considered as an urgent and
substantial reason and in such cases a leave will be granted.
16.2 A leave of absence will commence on and include the first workday on which the
employee is absent and terminates with and includes the workday preceding the day the employee
returns to work.
16.3 All applications for leave of absence shall be made in writing except when the employee
is unable to do so. The conditions under which an employee will be restored to employment on the
termination of leave of absence shall be clearly stated by the City in conjunction with the granting of a
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leave of absence. Upon an employee's return to work after a leave of absence, the employee will be
reinstated to the employee's former position and working conditions, providing that the employee is
capable of performing the duties of the former position. However, if there has been a reduction of
forces or the employee's position has been eliminated during said leave, the employee will be placed in
the position the employee would be in had the employee not been on a leave of absence.
16.4 An employee's status as a Regular employee will not be impaired by such leave of
absence and the employee's seniority will accrue.
16.5 If an employee fails to return immediately on the expiration of the employee's leave of
absence or if the employee accepts other full time employment while on leave, the employee will
thereby forfeit the leave of absence and terminate the employee's employment with the City.
16.6 An employee on a leave of absence as provided herein shall not accrue vacation or sick
leave benefits nor maintain group health and welfare insurance coverage. An employee may, however,
at their option and expense, maintain the employee's group health and welfare insurance coverage
providing the full monthly premium is received by the City Treasurer on or before the first day of the
month for which the premium is intended. Notwithstanding the above, however, if the leave of
absence is as a result of exhaustion of sick leave benefits an employee's group health and welfare
insurance may be maintained for up to three (3) calendar months utilizing the normal premium-sharing
formula, providing the employee pays their share of the premium on a timely basis.
16.7 The Parties acknowledge the provisions of State and Federal law governing family
leaves. The Family and Medical Leave Act (FMLA), which is subject to legislative change, currently
entitles those employees who have worked twelve hundred fifty (1,250) or more hours during the
preceding twelve (12) month period to take up to twelve (12) weeks of unpaid, job protected, leave
during any twelve (12) month period for serious health condition of employee or immediate family
member or for child birth or adoption. An employee is required, to give thirty (30) days advance notice
when leave is foreseeable, provide periodic medical certifications as to the conditions necessitating the
leave and report at the request of the City during the leave regarding the employee's status and
intention to return to work. Health insurance benefits will be continued on the same basis as prior to
the FMLA leave. Annually the City will post the applicable State and Federal laws pertaining to family
leave including maternity/paternity leave.
16.8 An employee may use sick leave, vacation or other accrued leave for a normal disability
period of maternity leave of up to six (6) weeks. That period may be extended with acceptable written
medical certification, if disability continues after the six (6) week period. If an employee elects to
remain off work for a longer period of time, the general provisions for Leave of Absence apply.
ARTICLE 17: EXPENSES
17.1 To allow for a fair and equitable means of reimbursing expenses incurred while
conducting City business, i.e., traveling to authorized meetings, seminars, training sessions, luncheons
and other events approved by the Department Director, reimbursements will be at the rate established
within the Employment and Benefit Policies for Unrepresented Employees.
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ARTICLE 18: SICK LEAVE
18.1 Sick leave with pay shall be accumulated for each Regular and Job-Share employee at
the rate of forty-six thousandths (.046) of an hour for each regular hour worked or on paid leave.
(Accrual rate approximately one (1)day per month; or 3.68 hours per pay period.)
Part-time and Temporary employees will accrue paid sick leave at a rate of one hour for every
30 hours worked which is equivalent to a rate of .033 per hour worked. Part-time and Temporary
employees shall eligible to use the sick leave accrual on the 90th day of employment, and will be
limited to 24 hours or three days of paid sick leave in each year of employment.
18.2 Sick leave shall be allowed for a non-work related absence due to: (a) the inability of an
employee to be present or perform the employee's duties because of personal physical or mental
illness, off duty injury or confinement for medical treatment; (b) personal medical or dental
appointments which are impractical to schedule outside of regular working hours; (c) the need to be
present during childbirth, surgery, critical illness or injury involving members of the immediate family
as defined in Section 19.1, for up to forty (40) hours per incident and (d) the need to attend sick or
injured immediate family members as defined in Section 19.1 for up to forty (48) hours per calendar
year.
18.3 Management may require satisfactory evidence of illness or disability in accordance
with State and Federal Law before payment for sick leave will be made. The City may also require an
employee requesting to return to work after sick leave or leave of absence for medical or psychiatric
reasons to submit to an examination by a physician or physicians approved by City for the purpose of
determining that such employee is physically or mentally fit and able to perform the duties of the
employee's former position without hazard to the employee, fellow employees or to the employee's
own health. Such examination or examinations shall be at the sole expense of the City, and the
employee shall be placed on leave with pay for the purposes of such examination. The Parties
recognize abuse of the sick leave program is against the interests of the City and employees alike, and
therefore, will cooperate, as appropriate, to prevent abuse.
18.4 If a holiday which an employee is entitled to have off with pay occurs on a workday
during the time an employee is absent on sick leave, the employee shall receive pay for the holiday as
such and it shall not be counted as a day of sick leave.
18.5 Whenever any employee exhausts all categories of paid time off as a result of illness or
injury, with approval of the employee's Department Director, the Personnel Director 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%).
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18.6 Any employee who after ten (10) years of continuous service to the City terminates
employment shall be paid at the employee's regular pay rate for thirty-three and one-third percent
(331/3%) of the employee's accumulated sick leave hours. For employees with fifteen (15) years or
more but less than twenty (20) years of continuous service, the percentage set forth above shall be
increased to forty-five percent (45%). For employees with twenty (20) years or more of continuous
service, the percentage set forth above shall be increased to sixty percent (60%). Pursuant to the
contract between the City of Redding and the California Public Employees' Retirement System
(Ca1PERS), when an employee makes an election to accept payment at the rates specified above, all
remaining unused sick leave will be used for service credit with Ca1PERS. Employees have the option
to take less sick leave pay-out and report more hours to Ca1PERS. If no such election is made, all sick
leave will be used for service credit with Ca1PERS.
18.7 Upon an affirmative vote of the membership during the term of this agreement, the City
and the Organization agree to implement a VantageCare (or similar program) at the employee's
expense. Details of the program will be subject to the mutual agreement of the Parties.
ARTICLE 19: FUNERAL LEAVE
19.1 Regular and Job-Share employees who are absent from work due to the death of a
member of the employee's "immediate family" shall receive compensation at the regular rate of pay for
the time necessary to be absent from work, but not to exceed forty (40) working hours. "Immediate
family" as used herein includes only employee's spouse, children, grandchildren, brothers, sisters,
parents, or grandparents of either spouse or other persons who are living in the employee's immediate
household.
19.2 Regular and Job-Share employees who are absent from work to attend the funeral of a
person other than an immediate family member shall give as much advance notice as possible and shall
receive compensation at the regular rate of pay for the time necessary to be absent from work, but not
to exceed one (1) regularly scheduled work day per funeral. A maximum of twenty four (24) hours
may be utilized in a calendar year.
19.3 An employee must be in a paid status on both scheduled workdays immediately adjacent
to funeral leave in order to receive pay for such leave.
ARTICLE 20: HOLIDAYS
20.1 Regular, Job-Share, and Part-Time (not Temporary) employees, except as otherwise
provided herein, shall be entitled to have the following holidays off with pay, except that Part-Time
employees shall not be entitled to have Lincoln Day, employee's birthday, Columbus Day or Veterans
Day off with pay:
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Fixed or
Holidays Floating
1 January 151 Fixed
2 The third Monday in January, known as"Martin Luther King, Jr. Day" Fixed
3 February 12th, known as"Lincoln Day" Floater
4 The third Monday in February, known as "President's Day" Fixed
5 The last Monday in May, known as "Memorial Day" Fixed
6 July 4th Fixed
7 The first Monday in September, known as "Labor Day" Fixed
8 Employee's birthday Floater
9 The second Monday in October, known as"Columbus Day" Floater
10 November 11th, known as"Veteran's Day" Floater
11 Thanksgiving Fixed
12 Friday after Thanksgiving Fixed
13 December 24th, the last half of the normal work shift before Christmas Fixed
14 December 25th Fixed
If any of the foregoing holidays fall on a Sunday, the Monday following shall be observed as
the holiday, except by those employees who are regularly scheduled to work on Sunday other than on
an overtime basis. Employees who are regularly scheduled to work on Sundays shall observe such
holidays on Sunday. If any of the foregoing holidays fall on a Saturday, the preceding Friday shall be
observed as the holiday, except by those employees who are regularly scheduled to work on Saturday
other than on an overtime basis. Employees who are regularly scheduled to work on Saturdays shall
observe such holidays on Saturday. If any of the foregoing holidays fall on any day from Monday
through Friday, inclusive, and that day is a regularly scheduled non-workday for an employee, such
employee shall be entitled to receive another workday off with pay to be scheduled in the same manner
as vacation days are normally scheduled. Notwithstanding the foregoing, an employee may observe the
employee's birthday holiday on the employee's birthday or anytime during the pay period in which the
birthday occurs, or the holiday may be deferred and scheduled as vacations are normally scheduled.
The holidays known as Lincoln Day, Columbus Day, and Veterans Day shall be scheduled by
employees and their supervisors in the same manner as vacations are normally scheduled. Employees
who work alternative work schedules commonly known as four-tens (4/10's or 9/80's and/or 4/5/9's)
will be entitled to holiday pay for eight (8), nine (9), or ten(10)hours as applicable.
20.2 Exempt employees scheduled to work on a holiday will observe that holiday at
another time to be scheduled by the employee and the employee's supervisor in the same manner as
vacations are normally scheduled.
20.3 Notwithstanding the foregoing, employees may be scheduled to work on holidays, in
which event Regular, Job Share and Part-Time (not Temporary) employee(s) will, in addition to the
employee's holiday pay, be compensated therefore at the overtime rate of pay per Section 12.5 for all
time worked on such days. An employee may, however, at the employee's option, elect to observe that
holiday at another time to be scheduled in the same manner as vacation days are normally scheduled, in
which event any such employee will only be compensated for time worked on that day at the
appropriate and applicable overtime rate of pay, and shall not receive holiday pay for such day.
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20.4 If an employee is in a non-pay status on either workday immediately adjacent to the
holiday, the employee shall not receive pay for the holiday.
ARTICLE 21: VACATIONS
21.1(a)Regular and Job-Share employees, and Part-Time employees with twenty-four (24)
months of continuous service shall accrue vacations with pay up to a maximum of four hundred (400)
hours as follows:
ACCRUAL THROUGH APPROXIMATE APPROXIMATE YEARS
ACCRUAL RATE
RATE PER PAY ACCRUAL OF
HOUR FROM PERIOD RATE PER FULL PAY SERVICE
PERIOD
Date of
A .039 Employment 104' 2 weeks 3.12 hours 1-4
B .058 105th 234`h 3 weeks 4.64 hours After 4
C .068 235th 364`h 3 'h weeks 5.44 hours After 9
D .077 365th 494'h 4 weeks 6.16 hours After 14
E .087 495th 624' 4'/2 weeks 6.96 hours After 19
F .096 625" -- 5 weeks 7.68 hours After 24
21.1(b) A full pay period as used in this Article is defined as one in which the employee works
or is paid for time off for at least half of the regularly scheduled work hours.
21.2 Vacation cannot be accrued while an employee is in a non-pay status.
21.3 Vacations will be scheduled throughout the calendar year. Employees with greater
seniority, as defined in Article 13, 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 apply on only one period in that calendar year prior to all other
employees being given consideration in the selection of their first choice vacation period. Departments
that have employees select vacations a year in advance, the first round will be done by seniority using
the same criteria listed above. With Department Director approval, employees may elect a second or
third round of vacation picks in the same manner used in the first round. Should a senior employee
forego selecting a vacation at any round, they forego their right to seniority.
21.4 The City shall not require an employee to take the employee's vacation in lieu of sick
leave or leave of absence on account of illness.
21.5 If a holiday which an employee is entitled to have off with pay occurs on a workday
during the employee's vacation period, such employee will be entitled to an additional day of vacation
and will be compensated for same.
21.6 Employees whose employment with the City is terminated for any reason shall, at the
time of termination, receive pay for any unused vacation previously earned.
21.7 The City will, at the employee's option, compensate employees for accumulated
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vacation during any fiscal year as follows:
MAXIMUM HOURS
MINIMUM ACCRUAL PAYABLE
PER FISCAL YEAR
120 40
240 80
360 120
21.8 Whenever any employee has exhausted all paid time off benefits as a result of a non-
work related injury or disability, and is not eligible for long-term disability insurance benefits, other
employees may contribute their vacation credits to the disabled employee with vacation credits being
donated and granted on the basis of the dollar value of the vacation credits.
21.9 An employee who has submitted a vacation request in writing more than two (2) weeks
prior to the beginning of the requested vacation shall receive approval or denial of the request in
writing within five (5) working days of the request. Failure of the supervisor to provide such decision
within five (5) working days will be treated as though the vacation request was approved. If an
employee's supervisor is not available to make such a decision, the employee's division manager or
department director will do so.
ARTICLE 22: ADMINISTRATIVE LEAVE
22.1 With City Manager approval, Department Directors may grant exempt employees up to
forty (40) hours paid administrative leave per calendar year, provided the employee commits to work a
minimum of forty (40) hours per year beyond regular work hours.
22.2 The City Manager may grant up to an additional forty (40) hours paid administrative
leave per calendar year to certain designated exempt employees who commit a significant number of
work hours above regular work hours to a specific project or projects, or to recognize outstanding
contributions to the City.
22.3 Administrative leave, if any, will be granted effective on the first day of the pay period
closest to January 1 each year and must be used before the end of the calendar year. No administrative
leave shall be carried over to the next calendar year, nor shall unused administrative leave be converted
to compensation.
22.4 In the event an employee does not agree with the administrative leave amount granted,
the employee may appeal to his/her department head. If not satisfied with the department head's
decision on appeal, the matter may be appealed to the Personnel Director, who will have the authority,
with City Manager concurrence, to adjust the allotment.
22.5 Administrative leave may not be taken for the purpose of outside employment or for self
employment.
ARTICLE 23: UNIFORM AND REPLACEMENT ALLOWANCE
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23.1 With the exception of newly hired employees, an annual uniform allowance for certain
classifications of employees as listed below shall be paid in equally divided installments on a bi-weekly
basis with the City's regular payroll processing. New employees and existing employees transferring
into the applicable position, will be given the opportunity to receive the full amount indicated below,
spend the full allowance with a City vendor, or spend a partial amount with a vendor and receive the
remaining amount with payroll. All of the above transactions must be completed prior to the end of the
current fiscal year. In July following the employee's hire date, regardless of time with the City, the
employee will begin receiving bi-weekly installments with the regular payroll. Annual uniform
allowances are as follows:
Parking Violation Officer $800
Police and Fire Miscellaneous employees $600
23.2 The City shall pay the reasonable cost of repair or replacement of uniforms, glasses,
watches, or other personal property up to two hundred dollars ($200) per incident damaged in the
course of employment. This provision does not apply to items lost or damaged as a result of
negligence of the employee.
ARTICLE 24: EMPLOYEE BENEFIT PROGRAMS
24.1 Retirement Plan: All Regular, Part-Time Regular, and Job-Share employees are
covered by the California Public Employees' Retirement System (Ca1PERS) program pursuant to an
existing contract with the California Public Employees' Retirement System.
(a) Tier 1: Regular employees hired prior to January 1, 2013, and those considered to be
"Classic Ca1PERS Members" and will be covered under the 2.0% at age 55 retirement benefit formula
with the 12 highest paid consecutive month's final compensation provision. Employees will be
covered by the Indexed Level of 1959 Survivors' Benefit Program, Survivor Continuance allowance;
credit for unused sick leave; and military service credit buy back option. Effective June 5, 2016 the
employee contribution of seven percent (7%) of pensionable earnings will be paid by the employee
through a bi-weekly payroll deduction on a pre-tax basis.
Regular employees vested in Tier 1 who leave City employment and subsequently are rehired
will be re-employed with Tier 1 status for Ca1PERS benefits. The City will also provide employees
hired prior to January 1, 2013, with the Public Agency Retirement System (PARS) 0.7% at age 55
retirement benefit formula for each year of regular City Service, any prior Ca1PERS service and
Ca1PERS service credit purchased and credited to the employee's City of Redding Ca1PERS account
while an employee of the City as a supplement to the Ca1PERS benefit, so long as the employee is
vested with ten (10) years of City service.
The City and Organization agree to reopen negotiations on the PARS plan during the term of
this agreement.
(b) Tier 2: Pursuant to the California Public Employees' Pension Reform Act of 2013
(PEPRA), employees hired on or after January 1, 2013, will be covered by the 2.0% at age 62
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retirement formula with the 36 highest consecutive months final compensation provision as a "New
Ca1PERS Member" if the employee 1) has not been a member of a California Public Retirement
System, or 2) had prior Ca1PERS/reciprocity service with a break in service of six months or longer.
Employees will be covered by the Indexed level of 1959 Survivors' Benefit Program, Survivor
Continuance allowance; credit for unused sick leave; and military service credit buy back option. Also
pursuant to PEPRA, New Ca1PERS Members will be responsible for paying one-half of the total
normal cost rate for the retirement benefit on a bi-weekly pre-tax basis.
Employees hired on or after January 1, 2013, will not be eligible for the Public Agency
Retirement System (PARS)0.7% at age 55 supplemental retirement benefit formula.
(c) Part-Time employees not included within Sections 24.1(a) or 24.1(b) above, and Temporary
employees, shall be covered by the PARS-457 Plan. Effective April 10, 2016 participating employees
will pay 3.75 percent (3.75%) for the benefit through a bi-weekly payroll deduction on a pre-tax basis.
(d) Deferred Compensation Program: Regular employees are eligible to participate in the
City's Deferred Compensation Plan through voluntary payroll deductions from the employee's pay.
Changes which affect, or have the potential to affect, the Organization members will be made only after
reasonable notification has been made and the meet and confer process, if any,has been concluded.
24.2 Group Health and Welfare Insurance Coverage: All Regular, and Job-Share employees
are eligible to participate in a group health and welfare insurance benefit program which includes the
medical, prescription, dental, vision, life and long term disability plans, effective the first day of
employment. The City shall pay the cost of the program for both employee and dependents as
indicated below. If a Part-Time Regular employee is eligible for and elects insurance coverage, the
premiums shall be shared by the City and the employee on a prorated basis at the same ratio to full-
time employee benefits as the employee's work hours bear to full-time employees' work hours.
(a) Life Insurance: Twice annual salary for employee, $3,000 for employee's dependents. The
City will pay the full cost of the premiums. More specific benefit information is provided in the
carrier's booklet.
(b) Health Benefits: City's contribution toward the monthly group health and welfare insurance
composite premium rate shall be ninety percent (90%) and the employee will begin paying ten percent
(10%) of the rate through a bi-weekly payroll deduction. The ten percent (10%) co-share of premium
will be recalculated every January ls`to coincide with the renewal of the City's Group Health Insurance
Plan. The City shall establish a Section 125 Plan effective with the first pay period the ten percent (10%)
co-share is taken from their pay. This will redirect the portion of the employee's salary to pay, on a pre-
tax basis, the employee's contribution toward the medical, prescription, dental and vision insurance
composite premium rate.
The City will offer two health plans, a "Base Plan" and an optional "Buy Up Plan". All
eligible employees will be enrolled in the "Base Plan" and will have the option on a voluntary basis to
enroll in the "Buy Up Plan" initially, and during the open enrollment period for each subsequent calendar
year. Changes will be effective at the beginning of the following calendar year. The City's contribution
toward the monthly group health and welfare insurance composite premium rate for the "Base Plan"
shall be ninety percent (90%) and the employee will pay ten percent(10%)of the premium rate through
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a bi-weekly payroll deduction. Employees electing to enroll in the"Buy Up Plan"will be responsible for
premiums beyond the City's contribution of 90%of the"Base Plan"composite rate.
Employees with spousal coverage will be allowed to "opt out" of the City's group health and
welfare insurance coverage (cease paying their share of the premium) . Employees "opting out" of the
City's group health benefits must provide proof of alternative health care coverage on an annual basis
during the open enrollment period.
The City and the Organization recognize that it is the on-going plan of the City that all
bargaining units will have the same group insurance benefits.
The City reserves the right to modify the group insurance composite rate structure to
establish classes of coverage and rates in an effort to create a rate structure more compatible to
employee claims experience. The City and the Organization agree to meet and confer prior to any
changes being made to the group insurance composite rate structure.
For specifics regarding the City's Group Health and Welfare Benefit Plan, refer to the Benefit
Summary Plan Document.
Prescription Benefit: Employee co-payments as shown in the following table:
Retail Effective 1/1/2017
The (34 days' supply) Co-Payment premium
cost of Generic $10.00 the
Brand $40.00 Prescription
benefit No Generic Available $20.00 program is
outlined Mail under
"Health (90 days' supply) Benefits"
above. Generic $20.00
Brand $70.00
No Generic Available $40.00
(c) Dental Benefits: The premium cost of the Dental benefit program is outlined under
"Health Benefits" above. For specifics regarding the City's Dental Plan, refer to the Benefit Summary
Plan Document.
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(d) Long Term Disability: For specifics regarding the City's Long Term Disability
Plan, refer to the Benefit Summary Plan Document.
(e) Vision Benefits: The premium cost of the Vision benefit program is outlined under
"Health Benefits" above. For specifics regarding the City's Vision Plan, refer to the Benefit Summary
Plan Document.
(f) Short-Term Disability: The City will administer employee-paid State Disability
Insurance for all employees, including Part-Time and Temporary employees.
(g) Effective January 1, 2107, prescription co-pay and alternative therapy (massage)
reimbursement benefits will no longer be offered.
24.3 Group Health Benefits at Retirement for Employees
(a)Tier 1 - Hired Prior to May 6, 2008
All active employees hired prior to May 6, 2008, who retire from the City and are eligible for
Ca1PERS benefits upon separation of service shall be eligible for the City to pay a 50% proportionate
share of costs of the insurance premium should the active employee transitioning to retirement elect to
participate in the group health, dental and vision plan also made available to active employees. To
initially qualify for the benefit, the employee must go directly from active status to retiree status with
Ca1PERS. To maintain a qualified status, and to continue to receive the benefit, the retired employee
must continue the group medical insurance during retirement without a break in coverage. Payments
by the City will be discontinued upon termination of group medical insurance coverage by the City
retiree or loss of qualified status by the retiree. Following the death a retiree, the surviving spouse, if
any, may continue the insurance and the City will continue the benefit on the same terms and
conditions for the life of the surviving spouse. The City will not contribute payments on behalf of any
retiree hired prior to May 6, 2008, except as set forth above. (Employees who retired prior to May 1,
2001, are eligible for health coverage only.)
(b) Tier 2 - Hired On or After May 6, 2008
All active employees hired on or after May 6, 2008, who retire from the City and have five (5)
or more years of City service (and are eligible for Ca1PERS benefits upon separation of service) shall
be eligible for the City to pay a proportionate share of the cost of the insurance premiums in accordance
with the following formula: two percent (2%) for every year of active service with the City of Redding
up to a maximum of fifty percent (50%) should the employee transitioning to retirement elect to
participate in the group health, dental and vision plan also made available to active employees. To
initially qualify for the benefit, the employee must go directly from active status to retiree status with
Ca1PERS. To maintain a qualified status, and to continue to receive the benefit, the retired employee
must continue the group medical insurance during retirement without a break in coverage and the
retired employee and their covered spouses who reach Medicare AB eligibility age must enroll in
Medicare. Payments by the City will be discontinued upon termination of group medical insurance
coverage by the City retiree or loss of qualified status by the retiree. Following the death a retiree, the
surviving spouse, if any, may continue the insurance and the City will continue the benefit on the same
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terms and conditions for the life of the surviving spouse. The City will not contribute payments on
behalf of any retiree hired on or after May 6, 2008 except as set forth above. Tier 2 is not a vested
benefit and is subject to change for then active employees in a successor MOU. Benefits will not be
changed for already retired employees.
(c) Retiring employees who were hired or who worked under a different Memorandum of
Understanding (MOU) or City Resolution (a different bargaining group) shall receive the greatest
retiree premium co-share formula in effect and for which that employee qualified for during his or her
term of employment.
(d) Beginning Calendar Year 2017, the City will offer two health plans, a "Base Plan" and an
optional "Buy Up Plan". All retired employees participating in the group health plan will be enrolled in
the "Base Plan" and will have the option on a voluntary basis to enroll in the "Buy Up Plan" initially, and
during the open enrollment period for each subsequent calendar year. Changes will be effective at the
beginning of the following calendar year. The City shall pay a proportionate share of the cost of the
"Base Plan" insurance premiums as outlined above in Sections 24.3(a) and 24.3(b). Participating
retired employees electing to enroll in the "Buy Up Plan" will be responsible for premiums beyond the
City's contribution of the "Base Plan" composite rate. The City's proportionate share for payments
referenced above in 24.3(a) and 24.3(b) shall apply only to the premium for the"Base Plan."
24.4 The parties agree that the foregoing benefits will remain in full force and effect during
the term of this agreement unless modified by mutual agreement.
24.5 The City and the Organization agree to meet and discuss during the term of this
agreement the recommendations of the Health Insurance Task Force.
24.6 The City and the Organization agree to reopen negotiations if any changes to the
Affordable Care Act affect matters within the scope of representation.
ARTICLE 25: JURY DUTY
25.1 A Regular or Job-Share employee who is summoned for jury duty and is thus unable to
perform the employee's regular duties will be paid for the time lost at the employee's regular rate of
pay. Part-time employees will be allowed to make-up absences due to jury duty service as outlined in
Sections 10.3 and 10.6.
25.2 The employee must be in a paid status on both scheduled workdays immediately adjacent
to jury duty in order to receive pay for jury duty.
ARTICLE 26: PERSONNEL RECORDS
26.1 Any employee, at the employee's request, shall be permitted to review the employee's
own personnel file. The file may not, however, be removed from the Personnel Department. With the
exception of examination materials, an employee may have copies of documents contained in the
employee's personnel file.
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26.2 An employee may authorize a representative to review the employee's personnel file.
26.3 An employee who disagrees with their evaluator's statements or conclusions with
respect to their employee evaluation report shall have the right to review such evaluation report with
the City's Personnel Director and, upon request, shall have the right to have an Organization
representative present. The employee may also attach a written rebuttal to the employee evaluation,
providing it is done within thirty (30) days of the employee's receipt of the evaluation.
26.4 The City will provide an employee with a copy of any negative or derogatory document
prior to it being placed in the employee's personnel file. The employee may attach a written rebuttal to
the negative or derogatory document.
26.5 Upon an employee's request, with Department Director approval, the City Manager may
seal and or remove any disciplinary element of an employee's personnel file.
ARTICLE 27: CONTINUING EDUCATION
27.1 Eligible City of Redding employees who complete authorized courses taken for credit
with a passing grade may, upon application, be reimbursed for the tuition and cost of required
textbooks and required materials, including but not limited to computer software, calculators, videos,
but not to include incidentals such as paper, pens and pencils.
27.2 Employees must obtain prior approval from their Department Director and the
Personnel Director. Reimbursement shall be limited to two hundred dollars ($200) per course
(semester/quarter).
ARTICLE 28: MISCELLANEOUS
28.1 Whenever any employee is subpoenaed to testify in court as a result of the employee's
employment and is therefore unable to perform the employee's regular duties, the employee shall be
paid for all regular time lost.
28.2 The City and the Organization recognize the need for, and efficacy of, the City's
Volunteer Program. The scope and intent of the Volunteer Program is described in Council Policy 209.
The City and the Organization agree that volunteers will not be used to displace current employees,
reduce the current Memorandum of Understanding, or cause cancellation of existing or future
Memoranda of Understanding. The City and the Organization agree
to meet at least once during the term of this Memorandum of Understanding to discuss
guidelines regarding the use of volunteers.
28.3 The City will pay the cost of fees to maintain professional licenses required by the City
to meet the minimum qualifications for the position.
28.4 Classification specifications delineate the major job duties assigned to each classification.
The classification specification is not meant to be an all-encompassing list of the duties employees may
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be assigned to perform. The wording, "other duties as assigned" is amended to read: "Other duties as
assigned within the scope of the job classification."
28.5 The City and Organization agree to meet and discuss the possibility of the classification
series Customer Service Representative, and other classification changes proposed by the City during
the term of the MOU.
ARTICLE 29: SAVINGS PROVISION
29.1 If any provisions of this Memorandum of Understanding are held to be contrary to law
by a court of competent jurisdiction, or held to be outside the scope of negotiations, such provisions
will not be deemed valid and subsisting except to the extent permitted by law, but all other provisions
will continue in full force and effect. Whenever any provision of this Memorandum of Understanding
is affected as set forth above, either Party may, by giving written notice to the other within thirty (30)
days of the court's action, open negotiations on the subject of the affected provisions.
ARTICLE 30: EFFECT OF AGREEMENT
30.1 It is understood and agreed that the specific provisions contained in this Memorandum
of Understanding shall prevail over City practices and procedures to the extent of a conflict, and that in
the absence of specific provisions in this Memorandum of Understanding, such practices and
procedures are discretionary.
ARTICLE 31: EMERGENCY PROVISION
31.1 The City retains the right to amend, modify or rescind policies, regulations, and
practices referred to in this Memorandum of Understanding in cases of emergency. For the purpose of
this Article, an "emergency" is defined as an act of God, war, natural or manmade disaster, which
interferes with the normal operations of the City.
ARTICLE 32: COMPLETE AGREEMENT
32.1 Except as specifically provided in Article 33, Term, during the term of this
Memorandum of Understanding, the Organization expressly waives and relinquishes the right to meet
and confer on wages, hours of employment, and terms and conditions of employment, and agrees that
the City shall not be obligated to meet and confer with respect to any subject or matter whether referred
to or covered in this Memorandum of Understanding or not, even though such subject or matters may
not have been within the knowledge or contemplation of either or both the City or the Organization at
the time they met and conferred on and executed this Memorandum of Understanding, and even
though such subjects or matters were proposed and later withdrawn. Both Parties acknowledge that
such waiver and relinquishment as set forth above carries with it the commensurate prohibition for
either Party to effect a unilateral change in an employment condition falling within the scope of
negotiations under Government Code Section 3500 et seq.
ARTICLE 33: TERM
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33.1 This Memorandum of Understanding shall remain in full force and effect until the thirty
first day of August, 2018. Parties agree to begin bargaining for a successor MOU no later than April
15, 2018. Specific meeting dates and times will be set to sufficiently complete the bargaining process
by August 31, 2018. A successor MOU shall only become effective with approval of the City Council
of the City.
33.2 Whenever notice is given for changes, the general nature of the changes desired must be
specified in the notice, and until a satisfactory conclusion is reached in the matter of such changes, the
original provision shall remain in full force and effect.
33.3 This Memorandum of understanding shall not be amended or supplemented except by
agreement of the Parties hereto, reduced to writing and duly signed by each.
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MEMORANDUM OF UNDERSTANDING
between
THE CITY OF REDDING
and
REDDING INDEPENDENT EMPLOYEES' ORGANIZATION
SUPERVISORY/CONFIDENTIAL UNIT
EFFECTIVE: July 1, 2016
TABLE OF CONTENTS
ARTICLE 1: PREAMBLE 1
ARTICLE 2: RECOGNITION 2
ARTICLE 3: CITY RIGHTS 2
ARTICLE 4: ORGANIZATION RIGHTS 2
ARTICLE 5: CONCERTED ACTIVITIES 3
ARTICLE 6: ORGANIZATION SECURITY 4
ARTICLE 7: GRIEVANCE PROCEDURE 5
ARTICLE 8: SAFETY 7
ARTICLE 9: DISABILITY AND UNEMPLOYMENT 7
ARTICLE 10: EMPLOYEE STATUS 8
ARTICLE 11: COMPENSATION AND CLASSIFICATIONS 10
ARTICLE 12: HOURS AND OVERTIME 12
ARTICLE 13: SENIORITY 13
ARTICLE 14: PROMOTION AND TRANSFER 13
ARTICLE 15: LAYOFF, DISPLACEMENT AND REINSTATEMENT 14
ARTICLE 16: LEAVE OF ABSENCE 15
ARTICLE 17: EXPENSES 16
ARTICLE 18: SICK LEAVE 17
ARTICLE 19: FUNERAL LEAVE 18
ARTICLE 20: HOLIDAYS 19
ARTICLE 21: VACATIONS 20
ARTICLE 22: ADMINISTRATIVE LEAVE 22
ARTICLE 23: UNIFORM AND REPLACEMENT ALLOWANCE 22
ARTICLE 24: EMPLOYEE BENEFIT PROGRAMS 23
ARTICLE 25: JURY DUTY 27
ARTICLE 26: PERSONNEL RECORDS 27
ARTICLE 27: CONTINUING EDUCATION 27
ARTICLE 28: MISCELLANEOUS 28
ARTICLE 29: SAVINGS PROVISION 28
ARTICLE 30: EFFECT OF AGREEMENT 28
ARTICLE 31: EMERGENCY PROVISION 28
ARTICLE 32: COMPLETE AGREEMENT 29
ARTICLE 33: TERM 29
EXHIBIT A - SUPV/CONF SCHEDULE OF CLASSIFICATIONS AND WAGE RATES
EXHIBIT B - CTP SCHEDULE OF CLASSIFICATIONS AND WAGE RATES
EXHIBIT C - LINES OF PROGRESSION
EXHIBIT D - HAZMAT RESPONSE PROGRAM - SUPERVISORY/CONFIDENTIAL
EXHIBIT E - STANDBY DUTY-WATER TREATMENT OPERATOR PERSONNEL
EXHIBIT F- STANDY DUTY-WASTEWATER TREATMENT OPERATOR PERSONNEL
EXHIBIT G - RIEO CLASSIFICATIONS IN DMV PULL NOTICE PROGRAM
MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING,made and entered into this 5th day of August,
2015,by and between the CITY OF REDDING(a public agency as defined in Section 3501(c)of Chapter
10 of Division 4 of Title 1 of the Government Code of the State of California),hereinafter referred to as the
CITY,and the REDDING INDEPENDENT EMPLOYEES' ORGANIZATION(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 ORGANIZATION;
WITNESSETHthat:
WHEREAS,the Parties hereto desire to promote harmony and efficiency to the end that the City,
the Organization and the general public may benefit therefrom,and to establish fair and equitable wages,
hours and working conditions for certain hereinafter designated employees of the City,and to facilitate the
peaceful adjustment of differences that may from time to time arise between them;
NOW, THEREFORE, the Parties hereto do agree as follows:
ARTICLE 1: PREAMBLE
1.1 This Memorandum of Understanding supersedes and replaces all previous policies,practices,
procedures,resolutions,ordinances and terms and conditions of employment on subjects which are covered
by this Memorandum of Understanding. There shall be no loss of benefits as set forth in Article 24, and
Exhibits"A"and"B"as a result of this Memorandum of Understanding, except as specifically agreed to
herein.
1.2 It is the policy of the City and the Organization not to, and neither party will, interfere with,
intimidate, restrain, coerce or discriminate against any employee as prohibited by State and Federal law.
1.3 The City is engaged in rendering services to the public and the City and the Organization
recognize their mutual obligation for the continuous rendition and availability of such services.
1.4 City employees shall perform loyal and efficient work and service and shall use their influence
and best efforts to protect the properties of the City and its service to the public and shall cooperate in
promoting and advancing the welfare of the City and in preserving the continuity of its service to the public
at all times.
1.5 The City and the Organization shall cooperate in promoting harmony and efficiency among
City employees.
1.6 The Parties have met and conferred in good faith and have reached agreement on procedures
set forth in this Memorandum of Understanding for resolution of disputes between the Parties. The Parties
agree to follow the procedures as set forth in this Memorandum of Understanding or the bargaining process
required by the Meyers-Milias-Brown Act and the Parties will make every effort to persuade their members
to also use the established procedures.
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ARTICLE 2: RECOGNITION
2.1 The City recognizes the Organization as the "Exclusive Representative" of that Unit of
employees of the City who hold a classification listed on Exhibits "A" and "B" of this Memorandum of
Understanding.
2.1 (a)The Organization does not represent retirees, nor can the Organization bargain for or file
grievances on behalf of retirees. However, the Organization may file a grievance on behalf of a current
employee who becomes a retiree prior to resolution of the grievance.
2.1 (b)The City will make any changes to benefits due to employees who retire from City service at
the same time changes are applied to the bargaining unit recognized pursuant to this article following
appropriate meet and confer procedures.
2.2 The provisions of this Memorandum of Understanding hereinafter set forth shall apply only to
those employees of the City of Redding in this unit, except as otherwise specifically set forth in this
Memorandum of Understanding.
ARTICLE 3: CITY RIGHTS
3.1 Notwithstanding anything to the contrary,the Organization recognizes and accepts the right of
City of Redding management to manage the City. This recognition includes acceptance of the fact that the
management rights listed below are not subject to either grievance procedures or the meeting and
conferring in good faith process provided for by the Meyers-Milias-Brown Act, except, however,
grievances may be filed upon interpretations of the provisions of this Memorandum of Understanding other
than those set forth in this section. It is agreed by the Parties to this Memorandum of Understanding that
management rights include,by way of illustration and not by way of limitation,the following: (a)the full
and exclusive control of the management of the City; (b) the supervision of all operations, methods,
processes and means of performing any and all work; (c)the control of the property and the composition,
assignment,direction and determination of the size and the work hours of its working forces;(d)the right
to determine the work to be done by employees; (e) the right to change or introduce new or improved
operations, methods, means or facilities; (f) the right to establish budget procedures and financial
allocations;(g)the right to hire,classify,schedule,promote,demote,transfer,evaluate,release,lay off and
increase work hours of employees; (h) the right to suspend, discipline and discharge employees for just
cause; (i)the right to contract out work to be done or services to be rendered,provided however, that the
impact and effect of any such decision may be subject to the meet and confer process and; (j)the right to
maintain an orderly,effective and efficient operation,provided however,that all of the foregoing shall be
subject to the express and explicit terms and provisions of this Memorandum of Understanding.
ARTICLE 4: ORGANIZATION RIGHTS
4.1 Official representatives of the Organization 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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4.2 The City will provide the Organization adequate bulletin board space on existing bulletin
boards for the purpose of posting thereon matters relating to official Organization business.
4.3 The City and the Organization will not interfere with, intimidate, restrain, coerce or
discriminate against any employee because of the employee's membership or non-membership in the
Organization or the employee's activity on behalf of the Organization.
4.4 Any employee,at the employee's request,shall be permitted representation by an Organization
representative and/or Steward. The foregoing shall apply to employee required participation in processes
involving reprimands, investigations that can reasonably be expected to result in disciplinary action,
disciplinary actions and due process hearings, providing there is no unreasonable delay in obtaining
representation.
4.5 Joint Organization-Management meetings shall be held twice each year or as often as agreed
upon by the Organization and Management. The purpose of these meetings shall be to promote harmony
and efficiency and to improve communications between employees and all levels of management. The
meeting agenda shall be determined by those in attendance and there shall be no restrictions on the subject
matter, provided the meetings shall not substitute for normal grievance procedures or for formal
negotiations between the Parties. Those in attendance shall consist of the Organization's Representative
and such other Organization representatives as determined by the Organization; and the City's Personnel
Director and such other management personnel as determined by the City. The number of representatives
of each party shall be limited to five (5), except by advance mutual agreement. The meetings shall be
summarized in written minutes. Except that the provisions of this section shall be observed,the meetings
shall be self-organizing.
4.6 Whenever any employee is absent from work as a result of a formal request by the
Organization and is engaged in official Organization business,the City shall pay for all regular time absent
and shall be reimbursed therefor by the Organization at the rate of one hundred fifty percent(150%)of the
employee's regular pay rate.
4.7 The City agrees to provide the Organization,on a semi-annual basis,a listing of all employees
in the unit represented by the Organization. Such listing shall include the name, date of employment,job
classification and status, departmental work location, pay rate, and Organization unit representation for
each employee.
4.8 The City shall provide all new employees with a copy of this Memorandum of Understanding
at the time of employee orientation.
4.9 The Organization shall provide a list of all designated Stewards to the City and will promptly
notify the City of any changes. The City agrees to recognize all Stewards duly appointed by the
Organization.
ARTICLE 5: CONCERTED ACTIVITIES
5.1 The duties performed by employees of the City as part of their employment pertain to and are
essential to the operation of a municipality and the welfare of the public dependent thereon. During the
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term of this Memorandum of Understanding, employees shall not partially or totally abstain from the
performance of their duties for the City during regular work hours or on an overtime basis. The
Organization shall not call upon or authorize employees individually or collectively to engage in such
activities and shall make a reasonable effort under the circumstances to dissuade employees from engaging
in such activities and in consideration thereof,the City shall not cause any lockout. Those employees who
do individually or collectively,partially or totally abstain from the performance of their duties for the City
during regular work hours or on an overtime basis shall be subject to disciplinary action up to and
including discharge from employment.
ARTICLE 6: ORGANIZATION SECURITY
6.1(a) Every employee covered by this Memorandum of Understanding shall: (1) become a
member of the Organization and maintain the employee's membership in the Organization in good
standing in accordance with its Constitution and Bylaws;or(2)in the alternative,an employee shall tender,
monthly,an agency fee in an amount set annually by the Organization,or(3)qualify as a bona fide objector
pursuant to Labor Code 3502.5 and make the requisite charitable contribution.
6.1(b) Any employee appointed to any classification out of the bargaining unit covered by this
Memorandum of Understanding may withdraw from membership in the Organization and the employee's
obligation to pay an agency fee shall be suspended for the duration of such period as the individual is
working for City in a job classification not covered by this Memorandum of Understanding.
6.2 The City shall deduct from their wages the regular membership dues of employees who are
members of the Organization or agency fees of other employees provided for in 6.1(a)not exempted by the
provision of 6.1(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. In
the absence of a voluntary deduction authorization,the City will deduct the agency fee from the members
pay.
6.3 Deductions shall be made from the first payroll period of each month and a check for the total
deductions shall be submitted to the Treasurer of the Organization 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 the Organization. The City will notify the Organization each month at the time of the dues
or agency fees transmittal to the Organization of any changes since the previous dues or agency fees
transmittal and the reasons therefore.
6.4 The dues deduction authorization form shall be approved by both the City and the
Organization.
6.5 The City shall provide all new employees with the Organization 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 Organization.
6.6 Indemnity and Refund - The Organization shall file with the City an Indemnity Statement
wherein the Organization shall indemnify, defend and hold the City harmless against any claim made and
against any suit initiated against the City on account of Organization dues check off or premiums for
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benefits. In addition, the Organization shall refund to the City any amounts paid to it in error upon
presentation of supporting evidence.
ARTICLE 7: GRIEVANCE PROCEDURE
7.1(a) Any grievance which may arise between the Organization or any of its members and the
City, with respect to the interpretation or application of any of the terms of this Memorandum of
Understanding and with respect to such matters as the alleged discriminatory or arbitrary discharge,
demotion or discipline of an individual employee, shall be determined by the provisions of this article,
except that such matters as are included in the definition of impasse as set forth in Resolution Number
2012-091 are not a grievance. Every employee designated by the City to hear the grievance of a
subordinate shall have the authority to settle that grievance.
7.1(b) Discipline involving more than a reprimand (i.e., discharge, demotion or suspension): 1)
Disciplinary grievances must be filed within ten (10) calendar days of receiving a final Notice of
Discipline; 2) Disciplinary grievances shall commence at step 1 of this procedure, at the Department
Director level,and may continue to step 5. Probationary employees as defined in Section 10.7 shall not be
entitled to invoke Section 7,Grievance Procedure,with regard to matters of discharge,or demotion. This
shall not, however, prevent a probationary employee from exercising any other rights under this
Memorandum of Understanding.
7.2 Step One: The initial step in the adjustment of a grievance shall be a discussion between the
employee or the employee's representative and/or Steward,and the immediate Supervisor. If the grievance
is not resolved,the employee or the employee's representative and/or Steward shall present the grievance in
writing to the Division Head or Department Director as applicable,who will answer,in writing,within ten
(10) calendar days. This step requires a presentation to every level of management below the City
Manager. This step shall be started within thirty(30)calendar days of the date of the action complained of
or the date the grievant became aware of the incident which is the basis for the grievance. This step may be
taken during the working hours of the employee.
7.3 Step Two: If a grievance is not resolved in the initial step, the second step shall be the
presentation of the grievance, in writing, (and may be supplemented by an oral presentation) by the
employee or the employee's representative and/or Steward to the Personnel Director who shall answer,in
writing,within ten(10)calendar days. This step shall be taken within ten(10)calendar days of the date of
the Department Director's answer in step one.
7.4 Step Three: If a grievance is not resolved in the second step, the third step shall be the
presentation of the grievance, in writing, (and may be supplemented by an oral presentation) by the
employee or the employee's representative and/or Steward to the City Manager or a designee from the City
Manager's Office,who shall answer, in writing,within ten (10)calendar days. The written presentation
shall be a clear, concise statement of the grievance, the circumstances involved, the pertinent dates, the
decision rendered at the previous step,the section/article of this Memorandum of Understanding alleged to
be violated, and the specific remedy sought. The third step shall be taken within ten(10)calendar days of
the date of the answer in step two.
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7.5 Step Four: If a grievance is not resolved in the third step,the fourth step shall be referral by
the Organization to mediation within twenty(20)calendar days of the answer in step three. Whenever a
grievance is referred to mediation, either the Organization or the City may request, in writing, that the
California State Mediation and Conciliation Service refer a state mediator. The mediator shall assist the
Parties in the resolution of the grievance in the same manner as that which is normally used in the
mediation of interest disputes. Referral to step five shall not occur until a mediator has released the Parties
from the mediation process.
7.6(a) Step Five: If a grievance is not resolved in the fourth step,the fifth step shall be referral,in
writing, by either the City or the Organization to arbitration. The fifth step shall be taken within twenty
(20)calendar days of the date of the answer in step four.
7.6(b) An arbitrator shall be appointed on each occasion that a grievance is submitted,in writing,
to arbitration. The City and the Organization shall mutually agree to the arbitrator. If the City and the
Organization fail to reach agreement on the appointment of an arbitrator, they shall request the State of
California Mediation and Conciliation Service to nominate five(5)persons to be the Arbitrator. Each party
shall,alternately strike a name from the list of names. The first party to strike a name shall be determined
by lot. At the point in time when one(1)name remains,that person shall be the appointed arbitrator. The
costs of arbitration shall be borne equally by the City and the Organization. The City and the Organization
shall pay the compensation and expenses for their respective witnesses. At the Organization's request,the
City shall release employees from duty to participate in arbitration proceedings.
7.6(c) The arbitrator shall hold such hearings and shall consider such evidence as to the arbitrator
appears necessary and proper. The decision of the arbitrator shall be final and binding on the City and the
Organization and the aggrieved employee, if any,provided that such decision does not in any way add to,
disregard or modify any of the provisions of this Memorandum of Understanding.
7.7 Failure by the employee or the Organization to meet any of the aforementioned time limits as
set forth in Sections 7.1(b), 7.2, 7.3, 7.4, 7.5 or 7.6(a) will result in forfeiture, except however, that the
aforementioned time limits may be extended by mutual written agreement. If the City fails to answer a
grievance on a timely basis, the grievance may be advanced to the next level. Grievances settled by
forfeiture shall not bind either party to an interpretation of this Memorandum of Understanding,nor shall
such settlements be cited by either party as evidence in the settlement of subsequent grievances.
7.8 Notwithstanding the aforementioned procedure,any individual employee shall have the right
to present grievances to the City and to have such grievances adjusted without the intervention of the
Organization, provided that the adjustment shall not be inconsistent with this Memorandum of
Understanding and further provided that the Organization shall be given an opportunity to be present at
such adjustment.
7.9 The City and the Organization agree to use the appropriate Grievance Form as provided by the
Organization to more timely and efficiently move grievances through the process.
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ARTICLE 8: SAFETY
8.1 The City desires to maintain a safe place of employment for City employees and to that end
City management shall make all reasonable provisions necessary for the safety of employees in the
performance of their work.
8.2 Regular safety meetings will be held for the purpose of reviewing accidents and preventing
their recurrence,eliminating hazardous conditions and familiarizing employees with safe work procedures
and applicable State Safety Orders and for training in first aid.
8.3 Whenever a hazardous condition presents a clear danger to the health or safety of employees,a
safety meeting of Representatives of the Parties can be called by either party and shall be scheduled by
mutual agreement.
ARTICLE 9: DISABILITY AND UNEMPLOYMENT
9.1 Supplemental Benefits for Industrial Injury: Whenever any Regular employee who is a
member of the California Public Employees' Retirement System is disabled, whether temporarily or
permanently, by injury or illness arising out of and in the course of the employee's duties, which comes
within the application of the Workers'Compensation and Insurance Chapters of the State Labor Code,the
employee shall become entitled, regardless of the employee's period of service with the City to
compensation at the rate of eighty-five percent(85%)of the employee's regular salary,in lieu of temporary
disability payments, if any, which would be payable under the State Labor Code, for the period of such
disability but not exceeding six (6) months, or until such earlier date as the employee is retired on
permanent disability pension. At the conclusion of six(6)months of receipt of supplemental benefits at the
rate of eighty-five percent(85%)of regular salary,any Regular or Regular Job-Share employee who is still
unable to return to work and is still receiving temporary disability indemnity payments shall become
entitled to receive supplemental benefits at the rate of seventy percent (70%) of the employee's regular
salary for the period of such disability but not exceeding six (6) months or until such earlier date as the
employee is retired on permanent disability pension through the California Public Employees'Retirement
System. In consideration of this benefit,the Regular or Regular Job-Share employee shall pay over to the
City any temporary or permanent disability compensation received,whether from Workers'Compensation,
employee group insurance benefits or unemployment compensation benefits provided for under State law,
and shall affirmatively assist the City in obtaining any such benefits to which the employee may be entitled
but has not yet received arising out of such disability,but such payment from the employee to the City from
such sources shall not exceed in amount the supplemental benefits paid to the employee by the City in
accordance with the provisions of this section. The Parties recognize abuse of the workers'compensation
program is against the interests of the City and employees alike, and, therefore, will cooperate as
appropriate to prevent abuse.
9.2 An employee who is absent by reason of industrial disability may be returned to work by the
City and given temporary light duties within the employee's ability to perform, with the consent of the
employee's physician. The duration of any such period of temporary work shall be determined by the City.
Such employee shall be compensated at the then current rate of pay of the employee's regular classification
while engaged in such temporary duties. The City may require an employee being considered for return to
work after an absence caused by disability or illness to submit to a medical examination by a physician or
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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.
9.3 If a third party is found to be responsible for the employee's industrial injury and the employee
recovers a judgment in damages from said third party,then all supplemental benefits received as provided
for in Section 9.1 not already repaid from the other sources mentioned in Section 9.1 shall be repaid to the
City by the employee.
9.4 Vacation and sick leave shall be accrued without regard to established limits while a Regular or
Regular Job-Share employee is absent from work as a result of a job related disability and receiving the
supplemental benefits to Workers' Compensation temporary disability compensation as set forth in 9.1. All
Regular employees who are not in a City paid status and on leave receiving Workers' Compensation
temporary disability benefits shall receive group health and welfare insurance coverage during the period in
which they are receiving temporary disability compensation for up to a maximum of a cumulative total of
three(3)years,which includes the period in which the employee is receiving supplemental disability benefits
as set forth in 9.1, provided the employee pays his or her share of the monthly group health and welfare
insurance coverage program premium, if any. Holidays which occur during the period for which any
employee is receiving temporary disability compensation shall not be recognized by such employee for
compensation purposes.
ARTICLE 10: EMPLOYEE STATUS
10.1 Employees will be designated as Regular, Part-Time,Temporary,Job-Share or Part-Time
Regular depending upon the purpose for which they are hired and their length of continuous service with
the City.
10.2 A Regular employee(status code 3)is defined as an employee hired for a full-time position
that has been regularly established as an authorized position and is of indeterminate duration. A Regular
employee shall receive not less than the minimum rate for the job and shall be eligible for sick leave pay,
vacation pay,holiday pay,retirement plan participation,health and welfare insurance coverage and items of
a similar nature, as the employee becomes eligible.
10.3 A Part-Time employee(status codes 8a and 8b)is defined as an employee hired to work less
than a Regular full-time employee. A Part-Time employee may work part-time, intermittently, or on an
irregular schedule. A status code 8a employee works for a period not to exceed one thousand(1,000)hours
per fiscal year. A status code 8b employee works for a period not to exceed one thousand five hundred and
sixty (1560) hours per fiscal year and is eligible to participate in the Ca1PERS retirement plan. A Part-
Time employee shall receive not less than the minimum rate for the job, nine and one half(9 '/) fixed
holidays(January 1S`;the third Monday in January;the third Monday in February;the last Monday in May;
July 4`h; the first Monday in September; Thanksgiving; Friday after Thanksgiving; the last half of the
normal work shift before Christmas; and December 25`h), and shall be eligible for sick leave pay per
California State Law. However, a Part-Time employee shall not be eligible for supplemental benefits for
industrial injury,funeral leave pay,or items of a similar nature. A Part-Time employee will be allowed to
make-up absences due to jury duty service under the same conditions as outlined in the City's Policy on
Close Down of City Operations Due to Emergency Conditions; no Overtime Pay may be incurred as a
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result of this provision.The employee will be eligible for the Public Agency Retirement System 457 Plan
(PARS-457 Plan) or may be eligible for participation in the Ca1PERS retirement plan if the employee
exceeds 1,000 hours in a fiscal year. After the completion of 24-months of continuous City service, the
employee will be entitled to vacation pay on the same basis as Regular employees.If a Part-Time employee
attains Regular status,the employee shall be credited with the employee's service as a Part-Time employee
in determining eligibility for benefits,if any,as may accrue to the employee in the employee's new status.
10.4 A Temporary employee (status codes 7 and 9) 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 status
code 7 employee works full time for a period not to exceed six(6)months or one thousand(1,000)hours
per fiscal year whichever comes first. A status code 9 employee works on-call,seasonal,intermittent or on
an irregular schedule for a period not to exceed one thousand(1,000)hours per fiscal year. A Temporary
employee shall receive not less than the minimum rate for the job and will be eligible for the PARS-457
Plan and sick leave pay per California state law,but shall not be eligible for holiday pay,vacation pay,or
items of a similar nature, nor shall an employee accrue seniority or promotion and transfer rights. A
temporary employee may be terminated from employment or demoted without recourse at any time.After
the completion of 24-months of continuous City service, the employee will be entitled to vacation pay on
the same basis as Regular employee. If a Temporary employee is reclassified to Part-Time or Regular
status, the employee shall not be credited with service in determining eligibility for such benefits as may
accrue to the employee in the employee's new status.
10.5 A Job-Share employee(status code 2)is defined as an employee who is assigned to work a
portion of the regular work hours of a full-time regularly authorized position with another employee who is
assigned to work the other portion. A Job-Share employee shall receive not less than the minimum rate for
the job and shall receive benefits as set forth herein on a prorated basis at the same ratio to full-time
employee benefits as the employee's work hours bear to full-time employee's work hours. Whenever a
Regular employee is assigned to a job-share position, such employee shall retain their Regular status.
Whenever anyone other than a Regular employee is assigned to a job-share position,such employee shall
serve a one (1) year probationary period.
10.6 A Part-Time Regular employee (status code 6)is defined as an employee who has one(1)
year, or more, service with the City in full-time employment as a Regular employee, and who is
subsequently re-categorized, without a break in service, to work less than fifteen hundred sixty (1,560)
hours but more than one thousand(1,000)hours. A Part-Time Regular employee shall receive not less than
the minimum rate for the job,and shall be eligible for sick leave pay,vacation pay,holiday pay(accrued at
.052 of an hour for each hour worked or on paid leave),retirement plan participation(as outlined in Article
24),insurance coverage(pursuant to group insurance contract provisions),and seniority accrual,but shall
not be given preferential consideration for promotion or transfer nor shall the employee be eligible for
supplemental benefits for industrial injury, funeral leave pay, or items of a similar nature. A Part-Time
Regular employee will be allowed to make-up absences due to jury duty service under the same conditions
as outlined in the City's Policy on Close Down of City Operations Due to Emergency Conditions; no
Overtime Pay may be incurred as a result of this provision. If a Part-Time Regular employee is eligible for
and elects insurance coverage, the premiums shall be shared by the City and the employee on a prorated
basis at the same ratio to full-time employee benefits as the employee's work hours bear to full-time
employees' work hours. If a Part-Time Regular employee is reclassified to Regular status, the employee
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shall be credited with all continuous service in determining eligibility for such benefits as may accrue to the
employee in the employee's new status.
10.7 Regular employees shall serve a probationary period of one (1) year upon initial
appointment to Regular status. Such probationary period is considered to be a continuation of the selection
process and employees may be terminated from employment or demoted without recourse, pursuant to
Section 7.1(b). An employee's probationary period shall be extended by the duration of any unpaid
absence of ten (10) or more consecutive workdays. Probationary employees shall be provided a written
performance evaluation after six (6) months of service and as often as necessary as determined by the
employee's Supervisor.A probationary employee shall not be terminated after completing six(6)months
of the probationary period if the performance evaluation has not been presented to the employee. The
probationary period will start over for any employee who transfers to another position during the
probationary period. Part-Time employees shall also serve a probationary period of one (1) year as
outlined above upon initial appointment to Part-Time status. Employees serving their initial probationary
period shall not be eligible for leave of absence, supplemental benefits for industrial injury,nor be given
preferential consideration for promotion or transfer. Temporary employees shall not serve a probationary
period, as the appointment is temporary by definition and can be terminated at any time.
10.8 A Part-Time or Temporary employee budgeted for 1,000 hours in the fiscal year will be
limited by the City to 990 hours pursuant to City policy to avoid situations in which such employee may
inadvertently exceed 1,000 hours in the fiscal year. The 990-hour limit may only be exceeded by specific
approval of the City Manager or designee following a written request from the department.
ARTICLE 11: COMPENSATION AND CLASSIFICATIONS
11.1 Employees holding a classification listed on Exhibits "A" or "B" shall be paid the rate
established for their classification. Upon initial appointment to a classification,an employee shall normally
be paid the lowest rate for that classification. An employee may,however,be paid a rate above the lowest
rate if circumstances justify it. Step increases require Department Director and City Manager or his/her
designee's approval and will be granted when an employee achieves an annual overall performance
evaluation rating of meets job standards or higher, as follows: After twenty-six (26) full pay periods of
employment in each and every successive Compensation Step in the Compensation Ranges listed in
Exhibits"A" and "B",with the exception of part time status codes 8a and 8b employees. Part time status
codes 8a and 8b employees will be eligible for a step increase after working 50% of the budgeted hours
since the last step increase,provided a step increase has not been received in the last twelve (12)months.
Status code 9 employees will be eligible for a step increase after working twenty-six (26)pay periods per
step and 50%of the budgeted hours for the fiscal year. A full pay period as used herein is defined as one in
which the employee works or is paid for time off for at least half of the regularly scheduled work hours,
excluding those full time employees on an approved FMLA leave. The effective date of a higher step shall
be the first day of the pay period following qualification for the new step. A promotion to a higher paid
classification pursuant to Section 14.3 does not change the anniversary date for Compensation Step
increases.
11.2 Compensation shall be paid at bi-weekly intervals on Thursdays at the end of the
employee's work period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If
a pay day falls on a holiday,payment shall be made on the preceding workday. Effective May 6,2008,all
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new employees must make arrangements to have their pay deposited to a bank account via electronic
transfer.
11.3 When an employee is temporarily assigned to work in a lower-paid classification than the
employee's regular classification, the employee's compensation will not be reduced.
11.4 Employees shall receive shift differential pay for each hour worked during the shift, in
addition to the employee's regular salary,when assigned to work a regularly scheduled shift as follows:
TIME PERIOD SHIFT DIFF'ERENTIAL
Shift begins between 3:00 p.m. and 11:30 p.m. 3.5%
Shift begins between 11:30 p.m. and 4:00 a.m. 5%
11.5 Attached hereto and made a part hereof are Exhibits "A-1" and "A-2" titled "Non-exempt
Employee Schedule of Classifications and Hourly Wage Rates" and "B-1" and "B-2" titled "Exempt
Employee Schedule of Classifications and Salary Ranges."
11.6 Whenever an employee is reassigned by the City to replace an absent employee with a
higher pay rate and the employee performs a substantial majority(greater than fifty percent[50%])of the
absent employee's duties for a substantial majority(greater than fifty percent[50%])of the work day,such
employee shall have their compensation rate increased by a minimum of five percent (5%). Temporary
assignments to the duties of another higher paying classification and compensation requires prior City
approval. Temporary reclassifications and temporary increases that last 90 days or more will require a side
letter with the Organization.
Type Definition Compensation
Temporary Reclassification Changing the classification of an employee due to Compensated at the higher
temporary change in the nature of the work which is classification rate of pay with a
anticipated to last more than one(1)pay period,but minimum of five percent(5%)
less than one(1)year. Requires Personnel Action more than the current rate of pay.
Form(PAF).
Temporary Upgrade Compensating an employee for performing the Compensated at a minimum of
functions of a higher-paid classification for a period five percent(5%)more than the
anticipated to be one(1)pay period or less. Processed current rate of pay.
through time keeping.
Temporary Increase Compensating an employee for performing the Compensated at a minimum of
functions of a higher paid classification for a period five percent(5%)more than the
anticipated to last more than one(1)pay period. current rate of pay.
Requires Personnel Action Form(PAF).
11.7 The City Manager may,based upon outstanding job performance,grant an employee a one
time salary increase up to ten percent(10%)above the top of the salary range for a period not to exceed one
(1)year. This one time increase is not cumulative and the employee will revert to the employee's regular
salary rate at the end of the one (1) year period.
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11.8 Attached hereto and made a part hereof is Exhibit "D" titled "City of Redding Hazmat
Response Program-Supervisory/Confidential",Exhibit"E"titled"Standby Duty-Certified Water Treatment
Personnel",Exhibit"F"titled"Standby Duty-Certified Wastewater Treatment Plant Operator Personnel";
and Exhibit"G", titled"RIEO Classifications in DMV Pull Notice Program".
11.9 Compensation Study — A Compensation Study will be conducted during the term of the
MOU. Results from the Compensation Study will be considered in negotiations for a successor MOU.
ARTICLE 12: HOURS AND OVERTIME
12.1 All Regular employees will receive full time employment for each workweek employed,
provided they report for duty and are capable of performing their work. This is not to be interpreted that
the City does not retain the right to lay off or release employees on account of lack of work or other valid
reason.
12.2 Each employee shall report for work at the employee's regularly established headquarters
and shall return thereto at the conclusion of the day's work and the time spent in traveling between such
headquarters and the job site shall be considered as time worked.
12.3 A workweek is defined to consist of seven(7)consecutive calendar days, Sunday through
Saturday,and a basic workweek is normally defined to consist of five(5)consecutive workdays of eight(8)
hours each. The basic workweek may begin on any day of the week or at any hour of the day during the
workweek. The City may modify employee work schedules from time to time as needed. Except in the
event of an emergency,the City will give employees as much notice as possible of any permanent schedule
change, but in any event not less than five (5) workdays, unless there is mutual agreement. The basic
workweek indicated above may be modified by mutual agreement of the City and the affected employee(s)
in those situations where such a modification serves the interests of both the City and its employees.
12.4 Except for Part-Time and Temporary employees and those employees holding a
classification listed on Exhibit"B",overtime is defined as(a)time worked in excess of forty(40)hours in a
workweek, (b)time worked in excess of eight(8),nine(9),or ten(10)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. For Part-Time employees, overtime is defined as time worked over forty
(40)hours in a workweek except time worked on a holiday which the employee is entitled to have off with
pay and shall be paid at the overtime rate of pay. For Temporary employees, overtime is defined as time
worked over forty(40)hours in a workweek. Overtime shall be computed to the nearest one-quarter(1/4)
hour. In such cases where the basic workweek has been modified by mutual agreement pursuant to 12.3,
these overtime requirements may be waived pursuant to applicable law.
12.5 Provided the working of overtime has prior approval by an immediate supervisor or other
City management staff,overtime compensation shall be paid at a rate equivalent to one and one-half(11/2)
times the regular rate of pay or, at the employee's option, the employee may elect to receive time off with
pay at the rate of one and one-half(11/2)hours off for each overtime hour worked. Compensatory time off
with pay shall be scheduled in the same manner as vacations are normally scheduled. The maximum
compensatory time off available for any employee at any time shall be the maximum established by the
Fair Labor Standards Act, which is presently two hundred forty (240) hours. In the event overtime is
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worked by an employee who has the maximum accumulation of compensatory time off,the employee shall
be paid for the overtime worked as set forth above. Employees whose employment with the City is
terminated for any reason shall,at the time of termination,receive payment for any unused compensatory
time off previously earned.
12.6 Employees who are entitled to overtime compensation and who are required to report for
work on their non-workdays or on holidays they are entitled to have off,or outside of their regular hours on
workdays, shall be paid overtime compensation for the actual time worked, but in no event for less than
two(2)hours compensation each time an employee is required to report back to work,except however,that
employees shall not be paid more than time and one-half the regular rate of pay for any given time period.
If an employee reports back to work for such overtime work outside of the employee's regular hours on a
workday continues to work into the employee's regular hours, the employee shall be paid overtime
compensation only for the actual overtime worked. If an employee performs overtime work immediately
following the end of the employee's regular shift,the employee shall be paid overtime compensation only
for the actual overtime worked.
12.7 For those employees who are entitled to overtime compensation, overtime shall be
distributed as equally as is practicable among those employees who are qualified and available and who
volunteer for overtime work and the City shall not require employees who have worked overtime to take
equivalent time off during a workday without pay.
12.8 All employees holding a classification listed on Exhibit"B""Exempt Employee Schedule of
Classifications and Salary Ranges"are exempt from the Fair Labor Standards Act and the provisions of this
Article.
ARTICLE 13: SENIORITY
13.1 Seniority is defined as total length of continuous service with the City. In determining an
employee's seniority,the continuity of the employee's service will be deemed to be broken by termination
of employment by reason of (1) resignation, (2) discharge for cause, (3) layoff, (4) failure to return
immediately on the expiration of a leave of absence or acceptance of other full time employment while on
leave,and(5)unexcused absence without pay,without a leave of absence,in excess of three(3)workdays.
Continuity of service will not be broken and seniority will accrue when an employee is(a)inducted,enlists
or is called to active duty in the Armed Forces of the United States or service in the Merchant Marine or
under any Act of Congress which provides that the employee is entitled to re-employment rights, (b) on
duty with the National Guard,(c)absent due to industrial injury,(d)on leave of absence or(e)on excused
absence.
ARTICLE 14: PROMOTION AND TRANSFER
14.1 All promotions and transfers shall be in accordance with standards and procedures as
outlined in the City's Competitive Recruitment/Reclassification Policy.
14.2 Whenever any City Council authorized full-time position vacancy occurs,which the City
intends to fill, the City shall post the position vacancy in a consistent, distinctive manner with pertinent
information concerning the duties,qualifications and filing period,for not less than five(5)working days
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on all work site bulletin boards. The City may opt to move an employee who has been filling a half-time
position to three-quarter time, or an employee who has been filling a three-quarter time position to full-
time without posting the position. The City recognizes the advantage of filling vacancies from within and
will endeavor to do so when it is in the City's interest; therefore, when filling vacancies, the City will
consider the candidates' quality and length of service in making the selection decision.
14.3 Whenever an employee is promoted to another higher paying classification, the employee
shall receive a five percent(5%)pay increase,provided, however, that the maximum pay rate of the new
classification compensation range is at least five percent(5%)higher than the employee's current pay rate.
Receiving a promotion and at least a five percent (5%) pay increase does not change the salary step
increase date. That date will remain as defined in Section 11.1.
14.4 All promotions and transfers of City employees shall be on a probationary basis for six(6)
months. At any time during the probationary period the City may terminate the appointment. If the
appointment is terminated,the employee shall be returned to either the employee's previous classification
and pay rate, or some other classification that is mutually acceptable to the employee and the City. Any
unpaid absences during a probationary period shall cause the probationary period to be extended by the
length of the absence. Employees on a promotional/transfer probation period shall be provided a written
performance evaluation after three (3)months of service and as often as necessary as determined by the
employee's Supervisor. A probationary employee shall not be terminated after completing three (3)
months of the probationary period if the performance evaluation has not been presented to the employee.
The probation period may also be extended by the City for up to six (6)months in circumstances where
further evaluation of the employee is necessary.
14.5 An employee requesting lateral transfer from one position to another position in the same
classification,or requesting voluntary demotion to a position in a lower paid classification,for which the
employee is qualified, shall be added to the current eligibility list for that classification.
ARTICLE 15: LAYOFF, DISPLACEMENT AND REINSTATEMENT
15.1 Whenever it becomes necessary for the City to lay off employees for any reason, the City
will notify the Organization and give employees involved as much notice as possible;but in no event will
such employees receive less than two(2)weeks notice of layoff. Notice to the Organization will include an
offer to meet and discuss the impact of the layoff to include a review of the agreed upon "Lines of
Progression" chart as referenced in Sections 15.3 and 15.4 below.
15.2 Regular employees will be laid off in the reverse order of the employee's City seniority.
Probationary employees as defined in Section 10.7, but excluding those defined in Section 14.4,will be
laid off before other Regular employees without regard for their seniority.Part-Time employees will be laid
off in the reverse order of their hire date within the Department.
15.3 An employee whose job is being eliminated,may elect to displace the least senior employee
in any equally or lower paid classification in the Supervisory/Confidential or the Clerical,Technical and
Professional Unit, if qualified to perform the duties of the classification and if the employee's seniority is
greater than that of the employee in the classification being displaced. The City will utilize the"Lines of
Progression" chart, attached hereto as Exhibit"C", to identify equal or lower paid classifications within
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related classification series. "Qualified" for the purpose of this Article will mean those classifications
identified in the "Lines of Progression" chart as a lateral or lower classification, or a classification the
employee previously held within the Supervisory/Confidential or the Clerical,Technical and Professional
Unit. The employee will not serve a probationary period.
15.4 A Part-Time employee whose job is being eliminated,with the exception of a Temporary
employee, may elect to displace the Part-Time employee with the latest employment date, if qualified to
perform the duties of the classification, and if the classification is in the Supervisory/Confidential or
Clerical, Technical, and Professional Units. "Qualified" for the purpose of this Article will mean those
classifications identified in the "Lines of Progression" chart as a lateral or lower classification, or a
classification the employee previously held within the Supervisory/Confidential or the Clerical,Technical
and Professional Unit.
15.45 Regular employees,who are laid off will be given preferential re-hire rights,in the reverse
order of layoff, in filling future vacancies,for which they are qualified,for a period of up to two(2)years
from the date of layoff, providing they keep the City advised of their current address. Employees who
accept a less than full-time position or lower paid position will be given preferential re-hire rights, in the
reverse order of layoff,in filling future vacancies,for which they are qualified,for a period of up to one(1)
year. If a current or laid off employee does not accept reinstatement, the employee's name shall be
removed from the reinstatement list and the employee shall no longer have reinstatement rights.
Employees who are reinstated from the reinstatement list,will be credited with all previously accrued and
unused employee benefits and seniority as of the date of layoff.
15.6 Employees on a reinstatement list will be notified of all position vacancies within the City.
15.7 An employee reinstated to their original position who completed probation,or who accepts a
lateral or lower classification as a result of layoff,will not serve a probationary period.An employee who
did not complete probation in their original classification and who returns to that classification will be
required to complete the initial twelve (12)month probationary period.
15.8 Notwithstanding the provisions of this Article,the City and the Organization may agree to
other procedures, including furloughs, during the term of this Memorandum of Understanding.
ARTICLE 16: LEAVE OF ABSENCE
16.1 Leave of absence may be granted to employees by the City Manager for urgent and
substantial reason,up to a maximum of one(1)year,providing satisfactory arrangements can be made to
perform the employee's duties without undue interference with the normal routine of work. Inability to
return to work after an employee's sick leave has been exhausted will be considered as an urgent and
substantial reason and in such cases a leave will be granted.
16.2 A leave of absence will commence on and include the first workday on which the employee
is absent and terminates with and includes the workday preceding the day the employee returns to work.
16.3 All applications for leave of absence shall be made in writing except when the employee is
unable to do so. The conditions under which an employee will be restored to employment on the
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termination of leave of absence shall be clearly stated by the City in conjunction with the granting of a
leave of absence. Upon an employee's return to work after a leave of absence, the employee will be
reinstated to the employee's former position and working conditions, providing that the employee is
capable of performing the duties of the former position. However,if there has been a reduction of forces or
the employee's position has been eliminated during said leave,the employee will be placed in the position
the employee would be in had the employee not been on a leave of absence.
16.4 An employee's status as a Regular employee will not be impaired by such leave of absence
and the employee's seniority will accrue.
16.5 If an employee fails to return immediately on the expiration of the employee's leave of
absence or if the employee accepts other full time employment while on leave,the employee will thereby
forfeit the leave of absence and terminate the employee's employment with the City.
16.6 An employee on a leave of absence as provided herein shall not accrue vacation or sick
leave benefits nor maintain group health and welfare insurance coverage. An employee may,however,at
their option and expense,maintain the employee's group health and welfare insurance coverage providing
the full monthly premium is received by the City Treasurer on or before the first day of the month for
which the premium is intended. Notwithstanding the above,however,if the leave of absence is as a result
of exhaustion of sick leave benefits an employee's group health and welfare insurance may be maintained
for up to three(3)calendar months utilizing the normal premium-sharing formula,providing the employee
pays their share of the premium on a timely basis_
16.7 The Parties acknowledge the provisions of State and Federal law governing family leaves.
The Family and Medical Leave Act(FMLA),which is subject to legislative change,currently entitles those
employees who have worked twelve hundred fifty(1,250)or more hours during the preceding twelve(12)
month period to take up to twelve(12)weeks of unpaid,job protected,leave during any twelve(12)month
period for serious health condition of employee or immediate family member or for child birth or adoption.
An employee is required, to give thirty (30) days advance notice when leave is foreseeable, provide
periodic medical certifications as to the conditions necessitating the leave and report at the request of the
City during the leave regarding the employee's status and intention to return to work. Health insurance
benefits will be continued on the same basis as prior to the FMLA leave. Annually the City will post the
applicable State and Federal laws pertaining to family leave including maternity/paternity leave.
16.8 An employee may use sick leave, vacation or other accrued leave for a normal disability
period of maternity leave of up to six (6) weeks. That period may be extended with acceptable written
medical certification,if disability continues after the six(6)week period. If an employee elects to remain
off work for a longer period of time, the general provisions for Leave of Absence apply.
ARTICLE 17: EXPENSES
17.1 To allow for a fair and equitable means of reimbursing expenses incurred while conducting
City business,i.e.,traveling to authorized meetings,seminars,training sessions,luncheons and other events
approved by the Department Director, reimbursements will be at the rate established within the
Employment and Benefit Policies for Unrepresented Employees.
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ARTICLE 18: SICK LEAVE
18.1 Sick leave with pay shall be accumulated for each Regular and Job-Share employee at the
rate of forty-six thousandths(.046)of an hour for each regular hour worked or on paid leave. (Accrual rate
approximately one (1) day per month, or 3.68 hours per pay period.)
Part-time and Temporary employees will accrue paid sick leave at a rate of one hour for every 30
hours worked which is equivalent to a rate of.033 per hour worked. Part-time and Temporary employees
shall eligible to use the sick leave accrual on the 90th day of employment,and will be limited to 24 hours or
three days of paid sick leave in each year of employment.
18.2 Sick leave shall be allowed for a non-work related absence due to: (a) the inability of an
employee to be present or perform the employee's duties because of personal physical or mental illness,off
duty injury or confinement for medical treatment; (b)personal medical or dental appointments which are
impractical to schedule outside of regular working hours; (c) the need to be present during childbirth,
surgery,critical illness or injury involving members of the immediate family as defined in Section 19.1,for
up to forty(40)hours per incident and(d)the need to attend sick or injured immediate family members as
defined in Section 19.1 for up to forty-eight(48)hours per calendar year.
18.3 Management may require satisfactory evidence of illness or disability in accordance with
State and Federal Law before payment for sick leave will be made. The City may also require an employee
requesting to return to work after sick leave or leave of absence for medical or psychiatric reasons to
submit to an examination by a physician or physicians approved by City for the purpose of determining that
such employee is physically or mentally fit and able to perform the duties of the employee's former position
without hazard to the employee,fellow employees or to the employee's own health. Such examination or
examinations shall be at the sole expense of the City, and the employee shall be placed on leave with pay
for the purposes of such examination. The Parties recognize abuse of the sick leave program is against the
interests of the City and employees alike, and therefore,will cooperate, as appropriate, to prevent abuse.
18.4 If a holiday which an employee is entitled to have off with pay occurs on a workday during
the time an employee is absent on sick leave,the employee shall receive pay for the holiday as such and it
shall not be counted as a day of sick leave.
18.5 Whenever any employee exhausts all categories of paid time off as a result of illness or
injury,with approval of the employee's Department Director,the Personnel Director and the City Manager
an employee may receive up to eighty(80)hours advanced sick leave with pay. If the employee returns to
duty, such advanced sick leave shall be returned to the City from subsequent sick leave accruals. If the
employee terminates City employment,such advanced sick leave shall be repaid to the City from any funds
due the employee by the City. If sufficient funds are due the employee by the City, the employee shall
directly reimburse the City for advanced sick leave in excess of the funds, if any, previously withheld.
Such direct reimbursement will be waived for employees who are terminally ill or totally disabled(100%).
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18.6 Any employee who after ten (10) years of continuous service to the City terminates
employment shall be paid at the employee's regular pay rate for thirty-three and one-third percent (33-
1/3%)of the employee's accumulated sick leave hours. For employees with fifteen(15)years or more but
less than twenty(20)years of continuous service,the percentage set forth above shall be increased to forty-
five percent(45%). For employees with twenty(20)years or more of continuous service,the percentage
set forth above shall be increased to sixty percent (60%). Pursuant to the contract between the City of
Redding and the California Public Employees' Retirement System(Ca1PERS),when an employee makes
an election to accept payment at the rates specified above,all remaining unused sick leave will be used for
service credit with Ca1PERS. Employees have the option to take less sick leave pay-out and report more
hours to Ca1PERS. If no such election is made,all sick leave will be used for service credit with Ca1PERS.
18.7 Upon an affirmative vote of the membership during the term of this agreement,the City and
the Organization agree to implement a VantageCare (or similar program) at the employee's expense.
Details of the program will be subject to the mutual agreement of the Parties.
ARTICLE 19: FUNERAL LEAVE
19.1 Regular and Job-Share employees who are absent from work due to the death of a member
of the employee's "immediate family" shall receive compensation at the regular rate of pay for the time
necessary to be absent from work,but not to exceed forty(40)working hours. "Immediate family"as used
herein includes only employee's spouse,children,grandchildren,brothers,sisters,parents,or grandparents
of either spouse or other persons who are living in the employee's immediate household.
19.2 Regular and or Job-Share employees who are absent from work to attend the funeral of a
person other than an immediate family member shall give as much advance notice as possible and shall
receive compensation at the regular rate of pay for the time necessary to be absent from work,but not to
exceed one (1)regularly scheduled work day per funeral. A maximum of twenty four(24)hours may be
utilized in a calendar year.
19.3 An employee must be in a paid status on both scheduled workdays immediately adjacent to
funeral leave in order to receive pay for such leave.
ARTICLE 20: HOLIDAYS
20.1 Regular, Job-Share, and Part-Time (not Temporary) employees, except as otherwise
provided herein, shall be entitled to have the following holidays off with pay, except that Part-Time
employees shall not be entitled to have Lincoln Day,employee's birthday,Columbus Day or Veterans Day
off with pay:
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Fixed or
Holidays Floating
1 January ls` Fixed
2 The third Monday in January,known as"Martin Luther King,Jr.
Day" Fixed
3 February 12th, known as"Lincoln Day" Floater
4 The third Monday in February, known as"President's Day" Fixed
5 The last Monday in May, known as"Memorial Day" Fixed
6 July 4th Fixed
7 First Monday in September, known as"Labor Day" Fixed
8 Employee's birthday Floater
9 The second Monday in October, known as"Columbus Day" Floater
10 November 11`h, known as "Veteran's Day" Floater
11 Thanksgiving Fixed
12 Friday after Thanksgiving Fixed
13 December 24th the last half of the normal work shift before Fixed
Christmas
14 December 25th Fixed
If any of the foregoing holidays fall on a Sunday, the Monday following shall be observed as the
holiday, except by those employees who are regularly scheduled to work on Sunday other than on an
overtime basis. Employees who are regularly scheduled to work on Sundays shall observe such holidays
on Sunday. If any of the foregoing holidays fall on a Saturday, the preceding Friday shall be observed as
the holiday,except by those employees who are regularly scheduled to work on Saturday other than on an
overtime basis. Employees who are regularly scheduled to work on Saturdays shall observe such holidays
on Saturday. If any of the foregoing holidays fall on any day from Monday through Friday,inclusive,and
that day is a regularly scheduled non-workday for an employee,such employee shall be entitled to receive
another workday off with pay to be scheduled in the same manner as vacation days are normally scheduled.
Notwithstanding the foregoing, an employee may observe the employee's birthday holiday on the
employee's birthday or anytime during the pay period in which the birthday occurs,or the holiday may be
deferred and scheduled as vacations are normally scheduled. The holidays known as Lincoln Day,
Columbus Day, and Veterans Day shall be scheduled by employees and their supervisors in the same
manner as vacations are normally scheduled. Employees who work alternative work schedules commonly
known as four-tens(4/10's or 9/80's and/or 4/5/9's)will be entitled to holiday pay for eight(8),nine(9),or
ten (10) hours as applicable.
20.2 Exempt shift employees who regularly must take deferred holidays,consistent with needs of
the service,may have their deferred holidays scheduled immediately adjacent to their regularly scheduled
days off.
20.3 Exempt employees scheduled to work on a holiday will observe that holiday at another time
to be scheduled by the employee and the employee's supervisor in the same manner as vacations are
normally scheduled.
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20.4 Notwithstanding the foregoing, non-exempt 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 therefore at the overtime rate of pay per Section 12.5 for all time worked on such days. An
employee may, however, at the employee's option, elect to observe that holiday at another time to be
scheduled in the same manner as vacation days are normally scheduled,in which event any such employee
will only be compensated for time worked on that day at the overtime rate of pay, and shall not receive
holiday pay for such day.
20.5 If an employee is in a non-pay status on either workday immediately adjacent to the holiday,
the employee shall not receive pay for the holiday.
ARTICLE 21: VACATIONS
21.1(a) Regular and Job-Share employees,and Part-Time employees with twenty-four(24)months
of continuous service shall accrue vacations with pay up to a maximum of four hundred (400) hours as
follows:
ACCRUAL THROUGH APPROXIMATE APPROXIMATE YEARS
ACCRUAL RATE
RATE PER PAY ACCRUAL OF
HOUR FROM PERIOD RATE PER FULL PAY SERVICE
PERIOD
Date of
A .039 Employment 104th 2 weeks 3.12 hours 1-4
B .058 105th 234th 3 weeks 4.64 hours After 4
C .068 235th 364th 3 '/z weeks 5.44 hours After 9
D .077 365th 494th 4 weeks 6.16 hours After 14
E .087 495th 624th 4th weeks 6.96 hours After 19
F .096 625th -- 5 weeks 7.68 hours After 24
21.1(b) A full pay period as used in this Article is defined as one in which the employee works or is
paid for time off for at least half of the regularly scheduled work hours.
21.2 Vacation cannot be accrued while an employee is in a non-pay status.
21.3 Vacations will be scheduled throughout the calendar year. Employees with greater
seniority,as defined in Article 13,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 apply only on one period in that calendar year prior to all other employees being
given consideration in the selection of their first choice vacation period. Departments that have employees
select vacations a year in advance, the first round will be done by seniority using the same criteria listed
above. With Department Director approval,employees may elect a second or third round of vacation picks
in the same manner used in the first round. Should a senior employee forego selecting a vacation at any
round, they forego their right to seniority.
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21.4 The City shall not require an employee to take the employee's vacation in lieu of sick leave
or leave of absence on account of illness.
21.5 If a holiday which an employee is entitled to have off with pay occurs on a workday during
the employee's vacation period,such employee will be entitled to an additional day of vacation and will be
compensated for same.
21.6 Employees whose employment with the City is terminated for any reason shall,at the time
of termination, receive pay for any unused vacation previously earned.
21.7 The City will,at the employee's option,compensate employees for accumulated vacation
during any fiscal year as follows:
MINIMUM ACCRUAL MAXIMUM HOURS PAYABLE
PER FISCAL YEAR
120 40
240 80
360 120
21.8 Whenever any employee has exhausted all paid time off benefits as a result of a non-work
related injury or disability,and is not eligible for long-term disability insurance benefits,other employees
may contribute their vacation credits to the disabled employee with vacation credits being donated and
granted on the basis of the dollar value of the vacation credits.
21.9 An employee who has submitted a vacation request in writing more than two (2) weeks
prior to the beginning of the requested vacation shall receive approval or denial of the request in writing
within five(5)working days of the request. Failure of the supervisor to provide such decision within five
(5)working days will be treated as though the vacation request was approved. If an employee's supervisor
is not available to make such a decision, the employee's division manager or department director will do
so.
ARTICLE 22: ADMINISTRATIVE LEAVE
22.1 With City Manager approval,Department Directors may grant exempt employees up to forty
(40)hours paid administrative leave per calendar year,provided the employee commits to work a minimum
of forty (40) hours per year beyond regular work hours.
22.2 The City Manager may grant up to an additional forty(40)hours paid administrative leave
per calendar year to certain designated exempt employees who commit a significant number of work hours
above regular work hours to a specific project or projects,or to recognize outstanding contributions to the
City.
22.3 Administrative leave, if any, will be granted effective on the first day of the pay period
closest to January 1 each year and must be used before the end of the calendar year. No administrative
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leave shall be carried over to the next calendar year,nor shall unused administrative leave be converted to
compensation.
22.4 In the event an employee does not agree with the administrative leave amount granted,the
employee may appeal to his/her department head. If not satisfied with the department head's decision on
appeal, the matter may be appealed to the Personnel Director, who will have the authority, with City
Manager concurrence, to adjust the allotment.
22.5 Administrative leave may not be taken for the purpose of outside employment or for self
employment.
ARTICLE 23: UNIFORM AND REPLACEMENT ALLOWANCE
23.1 With the exception of newly hired employees, an annual uniform allowance for certain
classifications of employees as listed below shall be paid in equally divided installments on a bi-weekly
basis with the City's regular payroll processing. New employees and existing employees transferring into
the applicable position,will be given the opportunity to receive the full amount indicated below,spend the
full allowance with a City vendor, or spend a partial amount with a vendor and receive the remaining
amount with payroll. All of the above transactions must be completed prior to the end of the current fiscal
year. In July following the employee's hire date,regardless of time with the City,the employee will begin
receiving bi-weekly installments with the regular payroll. Annual uniform allowances are as follows:
Police Services Supervisor $600
Office Services Supervisor(Police and Fire) $600
23.2 The City shall pay the reasonable cost of repair or replacement of uniforms, glasses,
watches,or other personal property up to two hundred dollars($200)per incident damaged in the course of
employment. This provision does not apply to items lost or damaged as a result of negligence of the
employee.
ARTICLE 24: EMPLOYEE BENEFIT PROGRAMS
24.1 Retirement Plan: All Regular,Part-Time Regular,and Job-Share employees are covered by
the California Public Employees'Retirement System(Ca1PERS)program pursuant to an existing contract
with the California Public Employees' Retirement System.
(a)Tier 1: Regular employees hired prior to January 1,2013,and those considered to be"Classic
Ca1PERS Members"and will be covered under the 2.0%at age 55 retirement benefit formula with the 12
highest paid consecutive month's final compensation provision. Employees be covered by the Indexed
level of 1959 Survivors' Benefit Program, Survivor Continuance allowance;credit for unused sick leave;
and military service credit buy back option. Effective August 16,2015,the employee contribution of seven
percent(7%)of pensionable earnings will be paid by the employee through a bi-weekly payroll deduction
on a pre-tax basis. Regular employees vested in Tier 1 who leave City employment and subsequently are
rehired will be re-employed with Tier 1 status for Ca1PERS benefits.
The City will also provide employees hired prior to January 1, 2013, with the Public Agency
Retirement System(PARS)0.7%at age 55 retirement benefit formula for each year of regular City Service,
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any prior Ca1PERS service and Ca1PERS service credit purchased and credited to the employee's City of
Redding Ca1PERS account while an employee of the City as a supplement to the Ca1PERS benefit,so long
as the employee is vested with ten (10) years of City service.
(b) Tier 2: Pursuant to the California Public Employees' Pension Reform Act of 2013(PEPRA),
employees hired on or after January 1,2013,will be covered by the 2.0%at age 62 retirement formula with
the 36 highest consecutive months final compensation provision as a "New Ca1PERS Member" if the
employee 1) has not been a member of a California Public Retirement System, or 2) had prior
Ca1PERS/reciprocity service with a break in service of six months or longer. Employees will be covered
by the Indexed level of 1959 Survivors' Benefit Program, Survivor Continuance allowance; credit for
unused sick leave; and military service credit buy back option. Also pursuant to PEPRA,New Ca1PERS
Members will be responsible for paying one-half of the total normal cost rate for the retirement benefit on a
bi-weekly pre-tax basis.
Employees hired on or after January 1,2013,will not be eligible for the Public Agency Retirement
System (PARS)0.7% at age 55 supplemental retirement benefit formula.
(c) Part-Time employees not included within Section 24.1(a) or 24.1(b) above, and Temporary
employees, shall be covered by the PARS-457 Plan. Effective August 16, 2015,participating employees
will pay 3.75 percent (3.75%) for the benefit through a bi-weekly payroll deduction on a pre-tax basis.
(d) Deferred Compensation Program: Regular employees are eligible to participate in the City's
Deferred Compensation Plan through voluntary payroll deductions from the employee's pay. Changes
which affect,or have the potential to affect,the Organization members will be made only after reasonable
notification has been made and the meet and confer process, if any, has been concluded.
24.2 Group Health and Welfare Insurance Coverage: All Regular and Job-Share employees are
eligible to participate in a group health and welfare insurance benefit program which includes the medical,
prescription,dental,vision,life and long term disability plans,effective the first day of employment. The
City shall pay the cost of the program for both employee and dependents as indicated below. If a Part-
Time Regular employee is eligible for and elects insurance coverage,the premiums shall be shared by the
City and the employee on a prorated basis at the same ratio to full-time employee benefits as the
employee's work hours bear to full-time employees' work hours.
(a) Life Insurance: Twice annual salary for employee, $3,000 for employee's dependents. The
City will pay the full cost of the premiums. More specific benefit information is provided in the carrier's
booklet.
The City's contribution toward the monthly group health and welfare insurance composite premium
rate shall be ninety percent(90%)and the employee will begin paying ten percent(10%)of the rate through a
bi-weekly payroll deduction. The ten percent(10%)co-share of premium will be recalculated every January
1" to coincide with the renewal of the City's Group Health Insurance Plan. The City shall establish a
Section 125 Plan effective with the first pay period the ten percent (10%)co-share is taken from their pay.
This will redirect the portion of the employee's salary to pay,on a pre-tax basis,the employee's contribution
toward the medical,prescription, dental and vision insurance composite premium rate.
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The City will offer two health plans, a "Base Plan" and an optional "Buy Up Plan". All eligible
employees will be enrolled in the "Base Plan"and will have the option on a voluntary basis to enroll in the
"Buy Up Plan"initially,and during the open enrollment period for each subsequent calendar year.Changes
will be effective at the beginning of the following calendar year.The City's contribution toward the monthly
group health and welfare insurance composite premium rate for the "Base Plan" shall be ninety percent
(90%) and the employee will pay ten percent (10%) of the premium rate through a bi-weekly payroll
deduction. Employees electing to enroll in the"Buy Up Plan"will be responsible for premiums beyond the
City's contribution of 90%of the "Base Plan"composite rate.
Employees with spousal coverage will be allowed to"opt out"of the City's group health and welfare
insurance coverage (cease paying their share of the premium). Employees"opting out"of the City's group
health benefits must provide proof of alternative health care coverage on an annual basis during the open
enrollment period.
The City and the Organization recognize that it is the on-going plan of the City that all
bargaining units will have the same group insurance benefits.
The City reserves the right to modify the group insurance composite rate structure to establish
classes of coverage and rates in an effort to create a rate structure more compatible to employee claims
experience.The City and the Organization agree to meet and confer prior to any changes being made to the
group insurance composite rate structure.
For specifics regarding the City's Group Health and Welfare Benefit Plan, refer to the Benefit
Summary Plan Document.
Prescription Benefit: Employee co-payments as shown in the following table:
Retail Effective 1/1/2016
(34 days' supply) Co-Payment
Generic $10.00
Brand $40.00
No Generic Available $20.00
Mail
(90 days' supply)
Generic $20.00
Brand $70.00
No Generic Available $40.00
The premium cost of the Prescription benefit program is outlined under"Health Benefits" above.
(c) Dental Benefits: The premium cost of the Dental benefit program is outlined under
"Health Benefits"above. For specifics regarding the City's Dental Plan,refer to the Benefit Summary Plan
Document.
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(d) Long Term Disability: For specifics regarding the City's Long Term Disability Plan,
refer to the Benefit Summary Plan Document.
(e) Vision Benefits: The premium cost of the Vision benefit program is outlined under
"Health Benefits"above.For specifics regarding the City's Vision Plan,refer to the Benefit Summary Plan
Document.
(f) Short-Term Disability: The City will administer employee-paid State Disability
Insurance for all employees, including Part-Time and Temporary employees.
(g) Effective January 1, 2016, prescription co-pay and alternative therapy (massage)
reimbursement benefits will no longer be offered.
24.3 Group Health Benefits at Retirement for Employees
(a)Tier 1 - Hired Prior to May 6, 2008
All active employees hired prior to May 6, 2008, who retire from the City and are eligible for Ca1PERS
benefits upon separation of service shall be eligible for the City to pay a 50% proportionate share of costs
of the insurance premium should the active employee transitioning to retirement elect to participate in the
group health, dental and vision plan also made available to active employees. To initially qualify for the
benefit, the employee must go directly from active status to retiree status with Ca1PERS. To maintain a
qualified status, and to continue to receive the benefit, the retired employee must continue the group
medical insurance during retirement without a break in coverage. Payments by the City will be
discontinued upon termination of group medical insurance coverage by the City retiree or loss of qualified
status by the retiree. Following the death a retiree,the surviving spouse,if any,may continue the insurance
and the City will continue the benefit on the same terms and conditions for the life of the surviving spouse.
The City will not contribute payments on behalf of any retiree hired prior to May 6, 2008, except as set
forth above. (Employees who retired prior to May 1, 2001, are eligible for health coverage only.)
(b) Tier 2- Hired On or After May 6, 2008
All active employees hired on or after May 6, 2008, who retire from the City and have five (5)or more
years of City service(and are eligible for Ca1PERS benefits upon separation of service)shall be eligible for
the City to pay a proportionate share of the cost of the insurance premiums in accordance with the
following formula: two percent (2%) for every year of active service with the City of Redding up to a
maximum of fifty percent(50%)should the employee transitioning to retirement elect to participate in the
group health, dental and vision plan also made available to active employees. To initially qualify for the
benefit, the employee must go directly from active status to retiree status with Ca1PERS. To maintain a
qualified status, and to continue to receive the benefit, the retired employee must continue the group
medical insurance during retirement without a break in coverage and the retired employee and their
covered spouses who reach Medicare A/B eligibility age must enroll in Medicare. Payments by the City
will be discontinued upon termination of group medical insurance coverage by the City retiree or loss of
qualified status by the retiree. Following the death a retiree,the surviving spouse,if any,may continue the
insurance and the City will continue the benefit on the same terms and conditions for the life of the
surviving spouse. The City will not contribute payments on behalf of any retiree hired on or after May 6,
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2008 except as set forth above. Tier 2 is not a vested benefit and is subject to change for then active
employees in a successor MOU. Benefits will not be changed for already retired employees.
(c) Retiring employees who were hired or who worked under a different Memorandum of
Understanding(MOU)or City Resolution (a different bargaining group)shall receive the greatest retiree
premium co-share formula in effect and for which that employee qualified for during his or her term of
employment.
(d) Beginning Calendar Year 2016, the City will offer two health plans, a "Base Plan" and an
optional"Buy Up Plan". All retired employees participating in the group health plan will be enrolled in the
"Base Plan"and will have the option on a voluntary basis to enroll in the"Buy Up Plan"initially,and during
the open enrollment period for each subsequent calendar year. Changes will be effective at the beginning of
the following calendar year. The City shall pay a proportionate share of the cost of the "Base Plan"
insurance premiums as outlined above in Sections 24.3(a) and 24.3(b). Participating retired employees
electing to enroll in the"Buy Up Plan"will be responsible for premiums beyond the City's contribution of the
"Base Plan"composite rate. The City's proportionate share for payments referenced above in 24.3(a)and
24.3(b) shall apply only to the premium for the "Base Plan."
24.4 The parties agree that the foregoing benefits will remain in full force and effect during the
term of this agreement unless modified by mutual agreement.
24.5 The City and the Organization agree to meet and discuss during the term of this agreement
the recommendations of the Health Insurance Task Force.
24.6 The City and the Organization agree to reopen negotiations if any changes to the Affordable
Care Act affect matters within the scope of representation.
ARTICLE 25: JURY DUTY
25.1 A Regular or Job-Share employee who is summoned for jury duty and is thus unable to
perform the employee's regular duties will be paid for the time lost at the employee's regular rate of pay.
Part-time employees will be allowed to make-up absences due to jury duty service as outlined in Sections
10.3 and 10.6.
25.2 The employee must be in a paid status on both scheduled workdays immediately adjacent to
jury duty in order to receive pay for jury duty.
ARTICLE 26: PERSONNEL RECORDS
26.1 Any employee,at the employee's request,shall be permitted to review the employee's own
personnel file. The file may not,however,be removed from the Personnel Department.With the exception
of examination materials, an employee may have copies of documents contained in the employee's
personnel file.
26.2 An employee may authorize a representative to review the employee's personnel file.
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26.3 An employee who disagrees with their evaluator's statements or conclusions with respect to
their employee evaluation report shall have the right to review such evaluation report with the City's
Personnel Director and, upon request,shall have the right to have an Organization representative present.
The employee may also attach a written rebuttal to the employee evaluation, providing it is done within
thirty (30) days of the employee's receipt of the evaluation.
26.4 The City will provide an employee with a copy of any negative or derogatory document
prior to it being placed in the employee's personnel file. The employee may attach a written rebuttal to the
negative or derogatory document.
26.5 Upon an employee's request with Department Director approval,the City Manager may seal
and or remove any disciplinary element of an employee's personnel file.
ARTICLE 27: CONTINUING EDUCATION
27.1 Eligible City of Redding employees who complete authorized courses taken for credit with
a passing grade may, upon application, be reimbursed for the tuition and cost of required textbooks and
required materials, including but not limited to computer software, calculators,videos,but not to include
incidentals such as paper, pens and pencils.
27.2 Employees must obtain prior approval from their Department Director and the Personnel
Director. Reimbursement shall be limited to two hundred dollars ($200)per course (semester/quarter).
ARTICLE 28: MISCELLANEOUS
28.1 Whenever any employee is subpoenaed to testify in court as a result of the employee's
employment and is therefore unable to perform the employee's regular duties, the employee shall be paid
for all regular time lost.
28.2 The City and the Organization recognize the need for,and efficacy of,the City's Volunteer
Program. The scope and intent of the Volunteer Program is described in Council Policy 209. The City and
the Organization agree that volunteers will not be used to displace current employees, reduce the current
Memorandum of Understanding,or cause cancellation of existing or future Memoranda of Understanding.
The City and the Organization agree to meet at least once during the term of this Memorandum of
Understanding to discuss guidelines regarding the use of volunteers.
28.3 The City will pay the cost of fees to maintain professional licenses required by the City to
meet the minimum qualifications for the position.
28.4 Classification specifications delineate the major job duties assigned to each classification.
The classification specification is not meant to be an all-encompassing list of the duties employees may be
assigned to perform. The wording, "other duties as assigned" is amended to read: "Other duties as
assigned within the scope of the job classification.""
28.5 The City and Organization agree to meet and discuss classification changes proposed by the
City during the term of the MOU.
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ARTICLE 29: SAVINGS PROVISION
29.1 If any provisions of this Memorandum of Understanding are held to be contrary to law by a
court of competent jurisdiction,or held to be outside the scope of negotiations,such provisions will not be
deemed valid and subsisting except to the extent permitted by law,but all other provisions will continue in
full force and effect. Whenever any provision of this Memorandum of Understanding is affected as set
forth above, either Party may, by giving written notice to the other within thirty (30) days of the court's
action,open negotiations on the subject of the affected provisions.
ARTICLE 30: EFFECT OF AGREEMENT
30.1 It is understood and agreed that the specific provisions contained in this Memorandum of
Understanding shall prevail over City practices and procedures to the extent of a conflict, and that in the
absence of specific provisions in this Memorandum of Understanding,such practices and procedures are
discretionary.
ARTICLE 31: EMERGENCY PROVISION
31.1 The City retains the right to amend, modify or rescind policies, regulations, and practices
referred to in this Memorandum of Understanding in cases of emergency. For the purpose of this Article,
an "emergency" is defined as an act of God, war, natural or manmade disaster, which interferes with the
normal operations of the City.
ARTICLE 32: COMPLETE AGREEMENT
32.1 Except as specifically provided in Article 33,Term,during the term of this Memorandum of
Understanding,the Organization expressly waives and relinquishes the right to meet and confer on wages,
hours of employment, and terms and conditions of employment, and agrees that the City shall not be
obligated to meet and confer with respect to any subject or matter whether referred to or covered in this
Memorandum of Understanding or not,even though such subject or matters may not have been within the
knowledge or contemplation of either or both the City or the Organization at the time they met and
conferred on and executed this Memorandum of Understanding,and even though such subjects or matters
were proposed and later withdrawn. Both Parties acknowledge that such waiver and relinquishment as set
forth above carries with it the commensurate prohibition for either Party to effect a unilateral change in an
employment condition falling within the scope of negotiations under Government Code Section 3500 et.
seq.
ARTICLE 33: TERM
33.1 This Memorandum of Understanding shall remain in full force and effect until the thirty first
day of August,2018 .Parties agree to begin bargaining for a successor MOU no later than April 15,2018.
Specific meeting dates and times will be set to sufficiently complete the bargaining process by August 31,
2018 . A successor MOU shall only become effective with approval of the City Council of the City.
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33.2 Whenever notice is given for changes, the general nature of the changes desired must be
specified in the notice, and until a satisfactory conclusion is reached in the matter of such changes, the
original provision shall remain in full force and effect.
33.3 This Memorandum of understanding shall not be amended or supplemented except by
agreement of the Parties hereto, reduced to writing and duly signed by each.
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