HomeMy WebLinkAboutReso 97-117 - Approve the Provisions of the Memorandums of Understanding Entered into between the COR & the Redding Emp Org of teh Serv Emp Int'l Union � �
RESOLUTION NO. 97- /� �
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING
APPROVING THE PROVISIONS OF THE MEMORANDUMS OF
UNDERSTANDING ENTERED INTO BETWEEN THE CITY OF REDDING
AND THE REDDING EMPLOYEES ORGANIZATION OF THE SERVICE
EMPLOYEES INTERNATIONAL UNION—CLERICAL,TECHNICAL AND
PROFESSIONAL EMPLOYEES' UNIT AND SUPERVISORY/
CONFIDENTIAL EMPLOYEES' UNIT.
WHEREAS, the Redding Employees Organization of the Service Employees International
Uniorr—�lerical, Technical and Professional Employees' Unit and Supervisor/Confidential
Employees' Unit, have been formally recognized as the majority representatives of appropriate units
of employees, as set forth in Section 2.1 of Article 2 of the attached Memorandums of Understanding;
and
WHEREAS,the designated representatives of the City of Redding have conferred with and
entered into Memorandums of Understanding with the designated representatives of Redding
Employees Organization of the Service Employees International Uniot��lerical, Technical and
Professional Employees' Unit and Supervisor/Confidential Employees' Unit, as required by the
provisions of the Meyers-Milias-Brown Act of 1968; and
WHEREAS, true copies of the Memorandums of Understanding are attached hereto and
incorporated herein by reference;
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Redding that the aforesaid Memorandums of Understanding are hereby approved, and shall be
deemed effective June 29, 1997.
I HEREBY CERTIFY that the foregoing Resolution was introduced, read, and adopted at
a regular meeting of the City Council of the City of Rcdding on the 1 st day of July, 1997, by the
following vote: ,
AYES: COUNCIL MEMBERS: R. Anderson, Kehoe, �'IcGeorge, Murray an�i P. Anderson
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
ABSTAIN: COUNCIL MEMBERS: None
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PATRICIA A. ANDERSON, Mayor
ATTEST: FORM APPROVED:
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;:�'�YtCZl�jc� �.
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�'ONNIE TROH E , City Clerk W. LEONARD WI"NG TE, City Attorney
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MEMORANDUM OF UNDERSTANDING
beri�veen
THE CITY OF REDDING
and
REDD[NG EMPLOYEES ORGANIZATION
of the
SERVICE EMPLOYEES iNTERNATIONAL UNION
SUPERVISORY/CONFIDENTIAL EMPLOYEES' UNIT
EFFECTIVE: April 10, 1994
AMENDED• June 5 1997 to bc effcctive Junc ?9, 1997
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TABLE OF CONTENTS
ARTICLE 1: PREAMBLE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
ARTICLE 2: RECOGNITION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
ARTICLE 3: CITY RIGHTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
ARTICLE 4: UNION RIGHTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
ARTICLE 5: CONCERTED ACTNITIES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
ARTICLE 6: UNION SECURITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
ARTICLE 7: GRIEVANCE PROCEDURE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
ARTICLE 8: SAFETY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
ARTICLE 9: DISABILITY AND UNEMPLOYMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
ARTICLE 10: EMPLOYEE STATUS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
ARTICLE 11: S�%E� COMPENSATION AND CLASSiFICATIONS . . . . . . . . . . . . . . . 9
ARTICLE 13: SENIORITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
ARTICLE 14: PROMOTION AND TRANSFER . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
ARTICLE 15: LAYOFF, DISPLACEMENT AND REINSTATEMENT . . . . . . . . . . . . . . . 13
ARTICLE 16: LEAVE OF ABSENCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
ARTICLE 17: EXPENSES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
ARTICLE 18: SICK LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
ARTICLE 19: FUNERAL LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
ARTICLE 20: HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
ARTICLE 21: VACATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
ARTICLE 22: ADMINISTRATIVE LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
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ARTICLE 23: LTNIFORM AND REPLACEMENT ALLOWANCE . . . . . . . . . . . . . . . . . . . 21
ARTICLE 24: EMPLOYEE BENEFIT PROGRAMS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
ARTICLE 25: JURY DUTY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
ARTICLE 26: PERSONNEL RECORDS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
ARTICLE 27: CONTINUING EDUCATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
ARTICLE 28: MISCELLANEOUS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
ARTICLE 29: SAVINGS PROVISION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
ARTICLE 30: EFFECT OF AGREEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
ARTICLE 31: EMERGENCY PROVISION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
ARTICLE 32: COMPLETE AGREEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
ARTICLE 33: TERM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
EXHIBIT "A-1":
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND HOURLY WAGE RATES
Effective: June29, 1997 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
EXHIB[T "A-2":
NON-EXEMPT EMPLOYE� SCHEDULE OF CLASSIFICATIONS
AND HOURLY WAGE RATES
Effcctivc: June28. 199R . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
EXHIBIT "A-3":
NON-EXEMPT EMPLOYEE SCHEDUI:E OF CLASSIFICATIONS
AND HOIIRLY WAGE RATES
Effcctivc: June27, 1999 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
EXH[BIT "A-4":
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND HOURLY WAGE RATES
Effective: June27, 1999 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
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EXHIBIT "B-1":
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND SALARY RANGES
Effective: June29, 1997 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
EXHIBIT `B-2":
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND SALARY RANGES �
Effective: June28, 1998 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34
EXHIBIT "B-3":
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND SALARY RANGES
Effective: June27, 1999 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
EXHISIT "B-4":
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND SALARY RANGES
Effective: June27, 1999 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
EXHIBIT "G 1":
EXEMPT (PAY-FOR-PERFORMANCE) EMPLOYEE
SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES*
Effective: Junc29, 1997 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37
EXHIBIT "C-2":
EXEMPT (PAY-FOR-PERFORMANCE) EMPLOYEE
SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effcctivc: Junc28, 1998 . . . : . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
EXHIBIT "C-3":
EXEMPT (PAY-FOR-PERFORMANCE) EMPLOYEE
SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: June27, 1999 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41
EXHIBIT "C-4":
EXEMPT (PAY-FOR-PERFORMANCE) EMPLOYEE
SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effectivc: June27, 1999 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43
NOTE• Amendments to this Memorandum of Understanding effectivc June 29 1997, are shown
bv underlining thc ncw lan�ua�c and Striking out the deleted langua�c.
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MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF LTNDERSTANDING, made and entered into this 15th day of
April, 1994, by and between the CITY OF REDDING (a public agency as defined in Section 3501(c)
of Chapter 10 of Division 4 of Title 1 of the Government Code of the State of California), hereinafter
referred to as the CITY, and the REDDING EMPLOYEES ORGANIZATION of the SERVICE
EMPLOYEES INTERNATIONAL UN10N (a reco�mized 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 IJNION;
WITNESSETHthat:
WHEREAS,the Parties hereto desire to promote harmony and efficicncy to the end that the
City, the Union and the general public may benefit therefrom, and to establish fair and equitable
salaries, hours and working conditions for certain hereinafter designated employees of the City, and
to facilitate the peaceful adjustment of differences that may from time to time arise between them;
NOW, THEREFORE, the Parties hereto do agree as follows:
ARTICLE 1: PREAMBLE
1.1 This Memorandum of Understanding supersedes and replaces all previous policies.
practiccs, procedures, resolutions, ordinances and terms and conditions of employment on subjects
which are covered by this Mcmorandum of Understanding. There shall be no lo5s of bencfits as a
result of this Mcmorandum of Understanding, except as specifically agreed to herein.
1.2 It is the policy of thc City and the Union not to, ancl neither party will. interfere with.
intimidate, restrain, cocrce or discriminate against any employee as prohibited by Statc and Fcderal
1 aw.
1.3 The City is engaged in rendering services to the public and the City and the Union
rccognizc thcir mutual obligation for thc continuous rcndition and availability of Such scrviccs.
1.4 City employees shall perform loyal and efficient work and service and shall use their
influence and best efforts to.protect thc properties of the City and its scrvice to the public and shall
cooperate in promoting and advancing the welfarc of the City and in preserving thc continuity of its
5crvicc to thc public at all times.
l,j The City and the Union shall cooperate in promoting harmony anci efficiency amon�
City employccs.
1.6 The Parties have met and conferred in good faith anci havc reached agreement on
procedures set forth in this Mcmorandum of Undcrstanding for resolution of ciisputcs between thc
Partics. Thc Partics agrcc to follow thc proccdures as sct forth in this Mcmorandum of
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Understanding or the bargaining process required by the Meyers-Milias-Brown Act and the Parties
will make every effort to persuade their members to also use the established procedures.
ARTICLE 2: RECOGNITION
2.1 The City recognizes the Union as the "Exclusive Representative" of that Unit of
employees of the City who hold a classification listed on Exhibits "A," "B" and "C" of this
Memorandum of Understanding.
2.2 The provisions of this Memorandum of Understanding hereinafter set forth shall apply
only to those employees of the City of Redding in this unit, except as otherwise specifically set forth
in this Memorandum of Understanding.
ARTICLE 3: CITY RIGHTS
3.1 Notwithstanding anything to the contrary, the Union recognizes and accepts the right
of City of Redding management to manage thc 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 providcd for by the Meyers-Milias-Brown Act, except, however,
�-ievances may be filed upon intecpretations 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,
thc following: (a) the full and exclusive control of the management of the City; (b) the supervision
of all operations, mcthod5, processes and mcans of performing any and all work; (c) the control of
the property znd the composition, assignment, dircction and determination of the size and the work
hours of its working forces; d) the right to determinc the work to be done by employees; (e) the
right to changc or introducc ncw or improvcd operations, methods, mcans or facilitics; (f� thc right
to establish budgct procedures and financial allocations; (g) the right to hire, clas5ify, schedule,
promote, demote, transfer, evaluate, releasc, 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 scrvices to bc rendered provided however, that the impact and effect of any such
decision may be subject to thc mect and confer process and; (j) the right to maintain an orderly,
effective and efficient operation, provided however, that all of the foregoing shall be subject to the
express and explicit terms and provisions of this Memorandum of Understanding.
ARTICLE 4: UNION RIGHTS
4.1 Official representatives of the Union will be permitted access to City property to
confcr with City cmployces on matters of employer-employee relarions,but such representatives shall
not intcrfcre with work in progress without agreement of Management.
4.? The City will providc the Union adcquatc bulletin board space on existing bulletin
boards for the purpo5e of posting thercon matters relating to official Union business.
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4.3 The City and the Union will not interfere with, intimidate, restrain, coerce or
discriminate against any employee because of the employee's membership or non-membership in the
Union or the employee's activity on behalf of the Union.
4.4 Any employee, at the employee's request, shall be permitted representation by a Union
representative. The foregoing shall apply to employee-required participation in processes involving
reprimands, investigations that can reasonably be expected to result in disciplinary action, disciplinary
actions and due process hearings, providing there is no unreasonable delay in obtaining
representation. •
4.5 Joint Union-Management meetings shall be held twice each year or as often as agreed
upon by the Union and Management. The purpose of these meetings shall be to p:omote harmony
and efl5ciency and to improve communications between employees and all levels of management. The
meeting agenda shall be determined by those in attendance and there shall be no restrictions on the
subject matter, provided the meetings shall not substitute for normal grievance procedures or for
formal negotiations between the Parties. Those in attendance shall consist of the Union's
Representative and such other Union representatives as determined by the Union; and the City's
Human Resources Manaeer and such other management personnel as
detcrmincd by the City. The number of representatives of cach 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.
4.0 Whenever any employee is absent from work as a result of a formal request by the
Union and is cngaged in official Union business, thc City shall pay for all regular timc absent and shall
be reimbursed therefor by the Union at thc ratc of onc hundred fifty perccnt (150°/a) of the
employee's regular pay rate.
4.7 ,
. , .. . Thc Citv agrce5 to providc thc Union, on a
semi-annual basis a listing of all emplo�ees in thc unit repre5ented by the Union. Such listin�shall
include the name date of em l�oyment job classification and statu5 departmcntal work location, pav
rate. and SEIU unit representation for each cmplovee.
4.8 The City shall provide all new employces with a copy of this Mcmorandum of
Undcrstanding at the time of employce orientation.
ARTICLE 5: CONCERTED ACTIVITIES
5.1 The duties performed by employees of the City as part of their employment pertain
to nnd are es5ential to the operation of a municipality and the welfare of thc public dependent thereon.
During the term of this Memorandum of Understanding, employces shall not partially or totally
abstain from the performance of their dutie5 for the City during regular work hours or on an overtime
basis. Thc Union shall not call upon or authorize employccs individually or collcctivcly to cngage in
such activities and shall make a reasonable effort under the circumstanccs to dissuade employees from
cngaging in such activitics and in considcration thcreof, thc City shall not causc any lockout. Those
employces who do individually or collectively, partiaily or totally abstain from the performance of
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their duties for the City shall be subject to disciplinary action up to and including discharge from
employment.
ARTICLE 6: UNION SECURITY
6.1 The City shall deduct from their salaries, the regular membership dues of employees
who are members of the Union and who individually and voluntarily authorize such deductions in
writing in accordance with the provisions of Section 1157.3 of the Government Code of the State of
California. �
6.2 Deductions shall be made from the second payroll period of each month and a check
for the total deductions shall be submitted to the ?reasurer of Redding Emplayees Organization
within five(5) working days of the date thc deduction.5 are withheld from the employee's check. The
City will notify thc Union each month at the time of the dues transmittal to Union of any changes
sincc the previous dues transmittal and the reasons therefore.
6.3 The form of check-off authorization shall be approved by both the City and the Union.
6.4 At new emnlovice orientation the Union will nrovide Union membershi� ant�lication
forms a roll deduction authorization forms and a co of this Memorandum of Understandin
In addition at cach orientation a Union sho stcward will be afforded an o o ni to make a short
resentation 30 minutes maximum to the new em lo ee after the Ci re re ent tive ha concluded
oricn_ tat�°n•
ARTICLE 7: GRIEVANCE PROCEDURE
7.1 Any �T icvance which may arise between the Union or any of its members and the City,
with re5pcct to the interpretation or application of any of the terms of this Memorandum of
Undcrstanding and with respect to such matters as thc alleged discriminatory or arbitrary discharge,
demotion or discipline of an individual employce, shall be detcrmined by the provisions of this articic,
except that such matters as are included in the definition of impasse as set forth in Resolution number
4217 are not a gnevance. Probationary employecs shall not be entitled to invoke Article 7, Grievance
Proccdurc, with rcgard to matters of discharge, or demotion. This shall not, howcver, prcvent a
probationary employce from cxercising any other rights under this Memorandum of Understanding.
Evcry employcc designated by the City to hear the gricvance of a subordinatc shall have the authority
to scttic that grievancc.
7,2 Stcp Onc: Thc initial stcp in thc adjustment of a grievance shall be a discussion
bctwecn thc cmployce or the employee'S repre5entative, and the immediate Supervisor directly
involved, Division Head or Department Director as npplicable, who will answer within ten (10)
calcndar days. This step reauires a presentation to every level of management below the City
Mana�cr. This step shall be started within thirty (30) calendar days of the date of the action
cornplaincd of or the date the gricvant became a narhours of the employee. is thc basis for the
gncvancc. This stcp may bc takcn dunn� thc woik �
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7.3 Step Two: If a grievance is not resolved in the initial step, the second step shall be
a discussion between the employee or the employee's representative and the�ire
Human Resources Mana�er who shall answer within ten (10) calendar days. This step shall be taken
within ten (10) calendar days of the date of the Department Director's answer in step one.
7.4 Step Three: If a grievance is not resolved in the second step, the third step shall be
the presentation of the grievance, in writing, by the employee or the employee's representative to the
City Manager or a desi�nee from the Citv Mana¢er'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 rendcred at the previous step, the section
of this Memorandum of Understanding alleged to be violated, and the specific remedy sought. The
third step shall be taken within ten (10) calendar days of the date of the answer in step two.
7.5 Step Four: If a grievance is not resolved in the third step, the fourth step shall be
referral by the Union to mediation within twenty (20) calendar days of the answer in step three.
Whenever a grievance is referred to mediation, either the Union or the City may request that the
California State Mediation and Conciliation Service refer a state mediator. The mediator shall a5sist
the Parties in thc resolution of the grievance in the same manner as that which is normally used in the
mediation of interest dispute5. Referral to step fivc shall not occur until a mediator has released the
Partics from the mediation process.
7.6(a) Step Five: If a grievance is not resolvcd in the fourth step, the fifth step shall be
refenal by either the City or the Union to arbitration. Thc fifth step shall be taken within twenty (20)
calcndar days of thc date of thc antiwer in step four.
7.6(b) An arbitrator shall be appointed on cach occasion that a grievance is submitted to
arbitration. The City and the Union shall mutually agrce to thc arbitrator. [f the City and the Union
fail to rcach agrcement on the appointment of an arbitrator, thcy shall rcquest the Statc of California
Mediation and Conciliation Service to nominate five (5) persons to be the Arbitrator. Each party
shall, altcrnately strike a namc 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)namc remains, that per5on shall be the appointed
arbitrator. The costs of arbitration shall be borne ec�ually by the City and the Union. The City and
thc Union shall pay the compensation and expenses for their respcctivc witnesses. At thc Union's
rec�uest, the City shall releasc cmployces from duty to participate in arbitration proceedings.
7.6(c) The arbitrator shall hold such hearings and shall consider such evidence as to the
arbitrator appears necessary and proper. The decision of the arbitrator shall be final and binding on
the City and the Union and the aggrieved employee, if any, provided that such decision doe5 not in
any way add to. disregard or modify any of the provisions of this Memorandum of Understandin�.
7.7 Failure by the employce or the Union lo mu�t in fort iturcf�cx cpt howcvermthla�thc
as sct forth in Sections 7.2, 7.3, 7.4, 7.5 or 7.6(a) w�l
aforementioncd time limits may be cxtended by mutual written agrcemcnt. [f thc City fails to answer
a gricvance on a timely basis, the grievance may be advanced to the next level. Grievances settled
by fortciture shall not bind either party to an interprctat�on of this Memorandum of Understanding.
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nor shall such settlements be cited by either party as evidence in the settlement of subsequent
grievances.
7,8 Notwithstanding the aforementioned procedure, any individual employee shall have
the right to present grievances to the City and to have such grievances adjusted without the
intervention of the Union, provided that the adjustment shall not be inconsistent with this
Memorandum of Understanding, and further provided that the Union shall be given an opportunity
to be present at such adjustment.
ARTICLE R: 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 performancc of thcir work.
8.2 Regular safety meetings will be hcld 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 present5 a clear danger to the health or safety of
employees, a safety mceting of Representatives of the Parties can be called by either party and shall
be scheduled by mutual agreement.
g.� Within siacty(60)days after the signing of this agrcement,the City and the Union shall
meet to discuss guidelines relsting to VDT use by employees. Issues to be discussed shall include
healthy and safc work stations and use of VDTs.
ARTICLE 9: DISABILITY AND UNEMPLOYMENT
9.1 Suppicmental Bencfits for Industrial Injury: Whenever any Regular employee who
is a membcr of thc Public Employces' Retirement Systcm is disabled, whether temporarily or
permanently, by injury or illncss arising out of and in the course of the employee's duties, which
comes within the application of thc Workcrs' Compensation and Insurance Chapters of the State
Labor Code, thc cmployce 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 paymcnts, if any, which would be payable under the State Labor Code,
for the period of such disability but not excecding six (6) months, or until such earlier date as the
employec is rctired on permancnt disability pcnsion. At the conclusion of six (6)months of receipt
of supplementai bcnefits at the ratc of cighty-fivc percent (85%) of regular salary, any Regular
employce who is still unable to return to work and is still receiving temporary disability indemnity
payments shall become entitled to receive supplemental bcncfits 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 ns thc employee is retired on permanent disability pension through the Public
Employces' Retirement System. [n consideration of this benefit, the Regular employee shall pay over
to the City any temporary or permanent disability compensation received, whethcr from Workers'
Compensation, employee �oup insurance benefit5 or uncmployment compensation benefits provided
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for under State law, and shall affirmatively assist the City in obtaining any such benefits to which the
employee may be entitled but has not yet received arising out of such disability, but such payment
from the employee to the City from such sources shall not exceed in amount the supplemental benefits
paid to the employee by the City in accordance with the provisions of this section. The Parties
recognize abuse of the workers' compensation program is against the interests of the City and
employees alike, and, therefore, will cooperate as appropriate to prevent abuse.
9.2 An employee who is absent by reason of industrial disability may be returned to work
by the City and given temporary light duties within the employee's ability to perform, with the
consent of the employee's physician. The duration of any such period of temporary work shall be
determined by the City. Such employee shall be compensated at the then current rate of pay of the
employee's regular classification while engaged in such temporary duties. The City may require an
employee being considered for return to work after an absence caused by disability or illness to
submit to a medical examination by a physician or physicians approved by City for the purpose of
determining that such employee is physically and mentally fit and able to perform the duties of the
employee's position without hazard to himself, or to the employee's fellow employees, or to the
employee's own permanent health.
9.3 If a third party is found to be responsible for the employee's industrial injury and the
employee recovers a judgment in damages from said third party, then all supplemental benefits
receivcd as provided for in Section 9.l not already repaid from the other sources mentioned in
Section 9.1 shall be repaid to the City by the employec.
9.4 Vacation and sick leave shall bc accrucd without rcgard for the established limits while
a Regular employee is absent from work as a result of a job related disability and recciving the
supplcmental benefits to Workers' Compensation temporary disabiliry compensation as set forth in
9.1. All Regular employees who are recciving Workcrs' Compensation temporary
disability benefits shall receive group insurance coverage during thc period in which they are receiving
temporary disability compensatior� for up to a maximum of a cumulative total of tive (5) years at the
City's expense. Holidays which occur during the period for which an employec is receiving tempo-
rary disability compensation shall not be reco�mized by such employee for compensation purpose5.
ARTICLE 10: EMPLOYEE STATUS
10.1 Employees will be designated as Regular-ai-pr��ttarrxry Purt-Time Tcmt�orarv. 1ob-
Share or Part-Time Regular dcpending upon the purpose for which thcy arc hircd and thcir length of
continuous servicc with thc City.
10.2 A Regular employee is an employec . �
� ilircd for a full-timc position that
has been regularly e5tablished as an authorized position and is of indeterminate duration. A
pr�ratiarrarq Rcgular employee shall receive not les5 than thc minimum rate for the job and shall be
cli�ible for sick leave pay, vacation pav, holiday pay, retirement plan participation, insurance coverage
and itcros of a similar nature as the employec becomes cligible.
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10.3 A Part Time emt�lovee is defincd as an em�lovee hired to work less than a Re lar
full time emnlovee A Part Time employee ma�work part-time intermittentiv or on an irre�lar
schedule A Part Time em�lo�ee shall receive not less than the mmimum rate for the iob but shall
not be eli�ible for sick leave pav holida nav or items of a similar nature nor shall the emnlovee be
elieible for in5urance covera�e The emplo eY. e mav however be eli�ble for narticivatton m the
retirement nlan After the com�letion of 24 months of continuous Citv service the emnlovee will be
entitled to vacation�av on the same basis as Regular emplovees If a Part-Time emnlovee attams
Re ular status the emt�lovee shall be credited with the emplovee's sernce as a Part-Tune emnloyee
in determinin� eli�ibilitv for benefits if any as may accrue to the emnlovee m the emnlovee's new
status.
,
10.4 � � , -
. A Temnorarv
em lo ee is defincd as an em lo ee hired for occasional or seasonal work for a eriod not to exceed
onc thou5and (1 0001 hours in a fiscal Xear A Temporarv emnlovee mav work full-time nart-time.
intermittent or on an irrc�ular Schedulc A Temporarv emnlovee shall recerve not less than the
m�nimum rate for the iob but shall not be eli4�ible for sick leave nav hohdav nav vacatton nav.
insurance covc,ra�c retirement�lan�articipation or itcros of a sunilar nature, nor shall an emnloYee
accrue scniorit or romotion and transfer ri hts. After the com letion of 24-months of contmuous
City Servicc the emolo�ec will be entitled to vacation pav on the same basis as Re�ular emnlovees.
If a Temoorarv emnlovee is reclassified to Part-Time or Re�ular status, the emnlovee 5ha11 not be
creditcd with service in detcrmini�eligibili� for Such benefits as mav accrue to the emnlovee in thc
new status.
10.5 A Job Share empiovee is an em�lovee who is assi�ned to work a nortion of the re�ular
work hours of a full timc re�ular� authorized po5ition with another emvlovee who is assigned to
work the other ortion. A Job-Share em lo ce shall rcccive not le than the min�mum rate for the
'ob and shall receive bcncfits as set forth herein on a rorated basi� at th ame ratio to full-time
em lo ce bcnefits as thc em lo ce's work hours bear to full-time em lo ee' • work hours. Whenever
a Rc�ular emplovec i5 assi�ned to a job share position such emnlovee shall retain their Regular
statu5 Whencver anyone other than a Re�ular emplovee is assiened to a iob-share �o5itto=
emolovee Shnll be Serve a 12-month probationarv veriod.
10.6 A Part Time ReQular em�lovec i5 defined as an employee who has one (11 vear, or
more Service with the Citv in full time emplovment as a Re�ular emnlovee and who is subscaucntiv
recate�orized without a break in service to work less than fifteen hundred stxtv (1.5601 hour5 but
morc than one thousand 1 000 hours. A Part-Time Re ular em lo ee shall receive not le5s than
the minimum ratc for the iob and shall be eli�ible for sick leave nav vacation vav holidav oaY
�accrued at 048 of an hour for each hour worked or on aaid leavel renrement nlan oamci arion as
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governed bx the Public Employees' Retirement Svsteml insurance coverage (pursuant to group
insurance contract provisionsl and senioritv accrual but shall not be given preferential consideration
for promotion or transfer nor shall the emplovee be eli�ible for su�plemental benefits for industrial
�urY funeral leave pav jury duty pay or items of a similar nature If a Part-Time Re�ular emplovee
is eli�ble for and elects insurance coverag.e the premiums shall be shared b�the Citv and the
employee on a prorated basis at the same ratio to full-time em�loyee benefits as the emplovee's work
hours bear to full-time emplovees' work hours If a Part-Time Regular em�loyee is reclassified to
Regular status the emplovee shall be credited with all continuous service in determinin�eli�ibilitv
for such benefits as mav accrue to the emplovee in the emplovee's new status. �
10.7 ReEular employees shall serve a �robationar�,neriod of one (11 year upon initial
aopointment to Re�ular status Such probationarv neriod is considered to be a continuation of the
selection process and emplovees mav be terminated from em�lovment or demoted without recourse.
pursuant to Article 7 1 An employee's probationar�period shall be extended bX the duration of anv
unQaid absence of ten (101 or more consecutive workdaXs Probationary em�loyees shall be
evaluated after six (61 months of service and as often as necessarv as determined bv the emploYee's
Supervisor The�robationary neriod mav also be extended bv the City for up to six 61 months in
circumstances where further evaluation of the employee is necessarv The.probationary�erioci will
start over for an,�plovee who transfers to another po5ition durin� the�robationa.r� �eriod. Part-
Timc Emplovees shall also serve a Qrobationary neriod of one (1)year as outlined above upon initial
anoointment to Part-Time status. Tem�ora , em l�oyees �hall not Serve a probationary period. as the
a�aointment is temporarv by definirion and can be terminated at an, t�ime.
10.8 A Part-Time or Temporarv em�lovee budgeted for 1 000 hours in the fiscal vear will
be limited bv the City to 990 hours pursuant to Citkpolicv to avoid Situations in which such emplo ��ee
max inadvcrtentiv cxceed 1 000 hours in the fiscal vear The 990-hour limit mav onlv be exceedcd
bv specific approval of thc Ci , Mana�er or desi�nee followin� a written rec�uest from the
dcnartmcnt.
ARTICLE 11: ��ES COMPENSATION AND CLASSIFICATIONS
11.1 . , .
.. . , , .
.� ,
. Emplovees holdin� a classification listed on Exhibit "A"
or `B" Shall be paid thc ratc established for their cla5sification U�on initial apvointment to a
classification an emplovee shall normall,�� bc paid the lowest rate for that classification. An emplo ��ee
maX, however, be paid a rate above the lowest rate if circumstances iusti it. Stcp increases require
Dcpartmcnt Director and Citv Mana�pproval and ma�bc granted with satisfactor�performance
as fo11ow5' After twentv-si�c (261 full pa,�periods of cmplo,Lment at Salarv St� 1 an emnloxee will
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be advanced to Sala�v Step 2 After twenty-Six(261 full pav oeriods of em.�lo�ment at Salary Ste�
an emplovee will be advanced to Salary Step 3 Aftcr twent�six(261 ful�av neriods of em�lo.�ment
at Salarv Step 3 an emplovee will be advanced to Saluv Step 4 After twentv-six 261 full pay
periods of emplo�ment at Salary Step 4 an employee will be advanced to Salarv Step 5. For
emplovees holding a classification listed on Exhibit "B " after twentv-six 261 full pav periods of
em�lovrnent at Salary Step 5 an employee will be advanced to Salary Ste� 6 After twen -six (261
full pav neriods of em�loyment at Salarv Step 6 an em�lovee will be advanced to Salarv Step 7. A
full �av neriod as used herein is defined as one in which the emplovee works or is naid for time off
for at lea5t half of the regularlv scheduled work hours The effective date of a higher step shall�be
the first dav of the pa,�neriod followin�aualification for the new stens
11.�2 Employees holdine a classification listed on Exhibit "C" shall be paid a salary rate
based upon their work performance, pursuant to Policies and Procedures established by the City.
Employee movement within the pay for performance range; shall be administered in as equitable a
manner as possible. Upon initial appointment to a classification, an employee shall normally be paid
the lowest salary rate for that classification. An employee may, however, be paid a salary rate above
the lowest salary rate if circumstances justify it. The effective date of any salary rate shall be the first
day of the pay period closest to the anniversary of their employment date, following qualification for
the new rate. Employees shall be evaluated annually on or before the anniversary of their cmployment
date, as specified in thc pay for performance plan.
11.�3 An employce may request a review of a pay for performance evaluation and/or rate
of salary adjustmcnt by submitting a written request to the City Manager or designee, whose written
decision will be final. Such requc5t must be made within thirty (30)days of the date employee has
receipt of cmployce pay for performance cvaluation and/or rate of salary adjustment.
1 1.�4 ��rics Com�cnsation shall be paid at bi-weekly intervals on Thursdays at the end
of thc cmployce's work period aftcr 12:00 noon for a p�y period ending no earlier than the preceding
Saturday. If a pay day falls on a holiday, payment shall be made on the preceding workday.
1 1.�5 When an employee is temporarily assigned to work in a lower- a�id,classification
�avver than thc employee's regular cla�sification, the employee's sa�lary-rate compensation will not be
reduccd.
I 1.56 Employee5 shall receive shift differcntial pay for each hour worked during the shift,
in addition to thc cmployee's rcgular salary, whcn assigned to work a regularly scheduled shift which
begins bctwcen 3:00 p.m. and 1 1:30 p.m. at thc rate of three and one-half percent (3 1/2%) or
between 1 1:30 p.m. and 4:00 a.m. at the rate of five perccnt (5%).
1 1.67 For emplovices holdin�a classification listed on Exhibit "C," the City Manager
may, based upon outstanding job performance, grant an employee a one time salary increase up to
ten percent (10%) abovc the top of the salary range for a period not to exceed one (1) year. This one
tune incrcase is not cumulative and the employee will revert to the employee's regular salary rate at
thc enci of the one year period.
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11.�8 " " "
, ". Attached hereto and made a part hereof is Exhibit "A" titled
"Non-exempt Emplovee Schedule of Classifications and Hourly Wa�e Rates " Exhibit "B" titled
"Exem�t Employee Schedule of Classificarions and Salarv Ran�es "and E�chibit"C"titled"Exempt
(Pav-For-Performancel Employee Schedule of Classifications and Salarv Range1
11.9 Whenever a full-time Re lgu ar employee is reassigned by the Citv to replace an absent
emplovee with a hi�her pay rate and�erforms a substantial majoritv of the absent emplovee's duries
for a full work dav such em�lovee shall have their compensation rate increased bX five percent 5°,�0
Tempora� assignments to the duties of another hi�her paving classification and compensation
therefore, rec�uires prior Cit,�p�roval.
. ARTICLE 12: HOURS AND OVERTIME
12.1
. All Re�ular emplovees will receive full time em�lovment for each
workweek emplo�d provided the�report for dutv and are capable of performing their work. This
is not to be interpreted that the Citv does not retain the ri�ht to lax off or release emplovees on
account of lack of work or other valid reason.
12.2 -
. . Each employee shall re�ort for work at the
emplovee'S re�'ularlv establi5hed headquarters and shall return thereto at the conclusion of the da�s
work •ind thc time s�ent in traveling between such headc�uarters and the�ob site shall be considered
as timc workcd.
12.3 . • •
. .. , , ..
. . A workweek is defincd to comist of scven (7) consccutive calendar dav5.
Sunda, t�ough SaturdaY and a basic workweek is norn�allv defined to consist of five (51 consecutivc
workdays of ei�ht (81 hours cach The basic workwcek mav be�in on anx day of the week or at anv
hour of thc dav during thc workwcek The Citv mav modify cm�lovee work schedules from time to
time as needcd EYcept in the event of an eme�encv the City will give emplovees as much notice
as oos5ible of any permanent schcdule change but in any event not less than five (51 work davs.
unle5s their i5 mutual agreement The basic workwcck indicated above may be modified bv mutual
a�reement of the Citv and the affected emplovee(s) in those 5ituations where such a modification
serves thc interests of both the City and its emplovices.
12.4
. Except for Part-Time and Ternporarv emplo�ces and those
emplo�ees holdin�a classification listed on Exhibit "B" or "C " overtime is defined as (al time
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worked in excess of fort,�(401 hours in a workweek,�bl time worked in excess of eight�8 hours
�l time worked on a non-workdav (dl time worked outside of re�ular hours on a workdav, and (el
time worked on a holidav Overtime shall be computed to the nearest one-c�uarter(1/41 hour. In such
cases where the basic workweek has been modified by mutual a�reement nursuant to 12.3, these
overtime re�uirements may be waived pursuant to ap�licable law.
12.5 Provided the working of overtime has City a�roval overtime com�ensation shall be
�aid at a rate ec�uivalent to one and one-half�1-1/21 times the regular rate of�av or. at the employee's
o�tion the employee mav elect to receive time off with�av at the rate of one and one-half(1-1f21
hours off for each overtime hour worked Compensatorv time off with�av shall be scheduled in the
same manner as vacations are normallv scheduled The maximum com�ensatory time off available
for any emplovee at any time shall be the maximum established bv the Fair Labor Standards Act,
which is presentiv two hundred forty (2401 hours In the event overtime is worked bv an employee
who ha5 the maximum accumulation of com.�ensator�time off the emploXee shall be paid for the
overtime worked as Set forth above Employees whose emplovment with the Cit�is terminated for
anv reason Shall at the time of termination receive�avment for anv unused compensatory time off
nrcviousl,y earned.
12.6 Emplo,yees who are entitled to overtime compensation and who are required to report
for work on their non-workdavs or on holidavs thev arc entitled to have off or outside of their
re�ular hours on workdavs shall be paid overtime compensation for the actual time worked, but in
no event for less than two (21 hours compensation for each call-out except however, that employees
shall not be paid more than timc and onc-half thc re�ular rate of pav for an}r �iven time period. If an
emplovee who is called out for such overtime work out5ide of the em�loXee's re$ular hours on_a
workclav continucs to work into the cmplovee'S rc�ular hours the em�lo,�ee shall be paid overtime
com�en5ation onlv for the actual overtime worked if an emplovee oerforms overtime work
immcdiatcl�followin�the end of thc cmployce'S regular shift the em�lo�ee shall be paid overtime
corn�cnsation onlv for the actual ovcrtimc workcd.
12.7 For tho5e employees who are entiticd to overtime comnensation ovcrtime shall be
distributed a5 equall�as i5 practicable amon� those emploXees who are 4ualified and �vailable and
who voluntcer for overtime work and the Citv 5ha11 not rcquire emplovees who have workcd overtimc
to takc cquivalcnt timc off during a workdav without pav.
12.8 All em�loyees holdin� a classification listed on Exhibit "B" "Exempt Emplovee
Schedulc of Clastiifications and Salarv Ranges" or Exhibit "C" "Exemp� (Pav-For-Performancel
EmploXee Schedule of Classifications and Salary Ran�es" are exem�t from the Fair Labor Standards
Act and thc provisions of this Articic.
ARTICLE 13: SENIORITY
I 3.1 Seniority is defined as total length of continuous service with the City. In determining
an cmployee's seniority, the continuity of the employee's service will be deemed to be broken by
teirnination of employment by reason of(1) resignation, (2)discharge for cause, (3) layoff, (4) failure
to return immcdiately on the expiration of a lcave of abscnce or acceptance of other full time
employment while on leave, and (5) unexcused absence without pay, without a leave of absenec, in
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excess of five (5) workdays. Continuity of service will not be broken and seniority will accrue when
an employee is (a) inducted, enlists or is called to active duty in the Armed Forces of the United
States or service in the Merchant Marine or under any Act of Congress which provides that the
employee is entitled to re-employment rights, (b)on duty with the National Guard, (c) absent due to
industrial injury, (d)on leave of absence or(e) on excused absence.
ARTICLE 14: PROMOTION AND TRANSFER
14.1 All promotions and transfers shall be in accordance with standards and procedures�as
determined by the City.
14.2 Whenever any City Council authorized full-time position vacancy occurs, which the
City intends to fill, the City shall post the position vacancy;to�Ct�rer in a consistent, distinctive
manner with pertinent information concerning the duties, qualifications and filing period, for not less
than five (5) working days on all work site bulletin boards. The City recognizes the advantage of
filling vacancies from within and will endeavor to do so when it is in the City's interest.-: therefore,
when filling vacancies ' , the City will consider the candidates° quality and length
of service in making the selection decision.
14.3 Whenever an employee is promoted to another higher paying classification, the
employee shall receive a five percent (5%) salary increase, provided, however, that the maximum
salary rate of the new classification is at least five percent (5%) higher than the employee's current
salary ratc.
14.4 All promotions and transfers of City employees shall be on a probationary basis for
onc (1) year. At any time during the probationary period the City may terminatc such appointmcnt.
If such appointment is terminated, the employee shall be returned to cither thc employce's previous
classification and pay rate, or some other classification that is mutuaily acccptable to the employee
and thc City. Any unpaid abscnces during a probationary period shall cause the probationary period
� to be extended by thc length of thc abscnce.
14.5 An employee requesting lateral transfer from one position to anothcr position in the
same ciass shall be added to the current eligibility list for that class. , ,
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ARTICLE 15: LAYOFF, DISPLACEMENT AND REINSTATEMENT
15.1 Whenever it becomes necessary for the City to lay off employees for an.y reason, thc
City will give employees involved as much noticc as possible: but in no event will such employees
receive less than two (2) weeks' noticc of layoff.
15.2 Regular employees will be laid off in thc rcverse order of the employce's Citv
seniority. Probationary employecs as defined in Section 10.�7, but c�ccluding those defined in
Section 14.4, will be laid off before other Regular cmployces without rcgard for thcir seniority.
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15.3 An employee whose job is being eliminated may, elect to displace the least senior
employee in any Division or Department in any equally or lower paid classification in the
Supervisorv/Confidential, , or the Clerical, Technical and Professional Unit, if qualified
to perform the duties of the classification and if the employee's seniority is greater than that of the
employee in the classification being displaced. A Part-Time emplovee whose�ob is beine eliminated,
with the exception of a Temporar,�ployee max elect to displace the Part-Time employee with the
latest emplovment date in anv division or department if c�ualified to.�erForm the duties of the
classification and if the classification is in the Supervisor,y/Confidential or ClericaUTechnical/
Professional Units. �
15.4 Regular employees, who are laid off, will be given preferential re-hire rights, in the
reverse order of layoff, in filling future vacancies, for which they are qualified, for a period of up to
one year, providing they keep the City advised of their current adciress. An employee reinstated by
the City, under the layoff policy, shall be credited with all previously accrued and unused employee
benefits and seniority as of the date of layoff.
15.5 Notwithstanding the provisions of this Article, the City and the Union may agree to
other procedures, including furloughs, during the term of this Memorandum of Understanding.
ARTICLE 16: LEAVE OF ABSENCE
16.1 Leave of ab5ence 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 perfoc-m thc employee's dutics without unduc interference with the normal routine of work.
[nability to return to work after an employce's sick lcave has been e�chausted will be considered as
an urgent and substantial reason and in such cases a leave will be s�-anted.
16.2 A leave of absence will commence on and include the first workday on which the
employce is abscnt and terminatcs with and includes thc 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
employec is unable to do so. The conditions under which an employee will bc restored to
employmcnt on the termination of leave of abscnce shall be clearly stated by the City in conjunction
with the granting of a leave of ab�ence. Upon an cmployee's return to work after a leave of absence,
the cmployee will be rcinstated to thc employee's former position and working conditions, providing
that thc employec is capablc of performing the duties of the former position. However, if there has
becn a reduction of forces or the employee's position has been eliminated during said leave, the
employee will be placed in the position the employec would be in had the employee not been on a
leavc of abscncc.
16.4 An employee's statu� as a Regular employee will not be impaired by such leave of
absence and the employee's seniority will accrue.
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16.5 If an employee fails to return immediately on the expiration of the employee's leave
of absence nr if the employee accepts other full time employment while on leave, the employee will
thereby forfeit the leave of absence and terminate the employee's employment with the City.
16.6 An employee on a leave of absence as provided herein shall not accrue vacation or sick
leave benefits nor maintain group insurance coverage. An employee may, however, at the employee's
option and expense, maintain the employee's group insurancc coverage providing the full monthly
premium is received by the City Treasurer on or before the first day of the month for which the
premium is intended. Notwithstanding the above, however, if the leave of absence is as a result�of
exhaustion of sick leave benefits, an employee's group insurance may be maintained for up to three
(3) calendar months.
16.7 The Parties acknowledge the provisions of State and Federal law governing family
leaves. The Family and Medical Leave Act (FMLA), which is subject to legislative change, currently
entitles those employees who have worked twelve hundred fifty (1,250) or more hours during the
preceding twelve(12) month period to take up to twelve (12) weeks of unpaid,job protected, leave
during any twelve (12) month period for serious health condition of employee or immediate family
member or for child birth or adoption. An cmployee 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 ofthe City during the leave regarding the employee's
status and intention to return to work. Health insurance bencfits 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 ,
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�pp�}� An emplovec mav use sick leavc. vacation or other accrued leave for a normal disability period
of maternitv leave of up to six (61 weeks That period m� bc extended �vith acceptable written
medical certification. if disabilit� continues after thc �ix Ll week period ff an cmplovee elects to
remain off work for a longer period of time the general provisions for Lcave of Abscnce a�plv
ARTICLE 17: EXPENSES
17.1 Whenever an employce is authorized and uscs the employee's personal automobilc for
City business as a direct result of employment or representation of the City, the employee will be
reimbursed therefor at the same rate per mile as established for unrepresented City employee5. The
City will not, however, be responsible for any loss, damage, repairs or maintenancc of personal
vehicic5 used on City business.
17.2 Employees shall follow the City Council Resolutions and policies restricting employee
use of City vchicics for personal purposcs.
17.3 Whenever an cmployce is required to travel out of the City, the City will determine
a reasonable means of travel and travel time allowance, if any.
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17.4 Whenever an employee travels on official City business, the employee shall receive
actual lodging expenses provided they are approved in advance by the City. �
17.5 Meal allowances, including tax and tip, at the following rates mayj be allowed while
an employee is on official City business:
Dinner $17.50
Lunch 8.50
Breakfast 6.00 •
With advance City approval optional meals or programs included as a part of the conference
or meeting program shall be paid at the stated program rate. Employees will make every effort to
stay within the above limits, however, with E�na�' Finance Officer approval, when
circumstances justify it, reimbursement of actual meal expenses will be made.
17.6 With City approval and proper documentation of the expense, employees may be
reimbursed for incidental expenses while on official City business for items such as:
Registration
Taxi, bus and other transportation fares
Business phone calls and faxes
Gratuities
Parkin�
ARTICLE 18: SICK LEAVE
I H.1 Sick leave with pay shall be accumulated for each Regular and prob�iorrsrp Job-Share
employee at the rate of forty-six thousandths (.046) of an hour for each regular hour workcd or on
paid leave. (Accrual rate approximately one (1) day per month.)
18.2 Sick leave shall be allowcd for a non-work related absence due to: (a)the inability
of an employcc to be present or perform the ernployce's duties because of personal physical or mental
illncss, off duty injury or confinement for medical treatment; (b) personal medical or dental
appointment5 which are impractical to schedule outside of regular working hours; (c) the need to be
present during chilclbirth, surgery, critical illness or injury involving members of the immediate family
as defined in Funeral Leave Section 19.1, for up to forty (40) hours per incident and (d) the need to
attend sick or injured immediate family members as defincd in section Funeral Leave Section 19.1 for
up to forty (40) hours per calcndar year.
18.3 Management may require satisfactory evidence of illness or disability in accordance
with State and Federal Law before payment for sick leavc 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
p5ychiatric reasons to submit to an exarr�ination by a physician or physicians approved by City for the
purpose of detemiining that such employee is physically or mentally fit and able to perform thc duties
of the employce's former position without hazard to the employee, fellow employees or to the
employec's own hcalth. 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. Thc Parties
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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 � Human
Resources Mana�er 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 etnployment, 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 em�lo�ee by the City the emploXee shall directiv reimburse the Citv for
advanced sick leave in excess of the funds if anv �reviousl�withheld Such direct reimbursement
will be waived for emplovees who are terminallX ill or totally disabled(100%l.
18.6 Any employee who after ten(10) years of 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 leavc hours. For employees with fifteen (15) years or more but less
than twenty (20) years of service, the percentage set forth above shall be increased to forry-five
percent (45%). For employees with twenty(20)years or more service, the percentage set forth above
shall be increased to Sixty percent (60%). An employee may, however, at the employee's option,
elect to waive the foregoing benefit and in lieu thereof, receive credit for said unused sick leave
toward the employee's retirement benefit through the Public Employees' Retirement System pursuant
to thc contract between thc City of Redding and thc Public Employees' Retirement System.
ARTICLE 19: FUNERAL LEAVE
19.1 Regular and prab�tiarr�ry Job-Share employees who are absent from work due to the
death of a mcmber of the employee's "immediate family" shall receive compcnsation at thc regular
rate of pay for the timc necessary to be absent from work, but not to exceed forty (40) working
hours. "Immediate family"as used herein includes only employce's spouse, children, grandchildren.
brothers, sisters, parents, or grandparcnts of cither spouse or othcr persons who arc living in thc
employee's imrnediate houschold.
19.2 Regular and or pro�batiorrary Job-Sharc employees who are absent from work to attcnd
the funeral of a person other than an immediate family member shall give as much advance notice as
possible and shall reccive compensation at the regular rate of pay for thc time nccessary to be absent
from work, but not to exceed one (1) regularly schcduled work day per funeral. A maximum of
� twenty four (24) hours may be utilizcd in a calendar year.
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ARTICLE 20: HOLIDAYS
20.1 Regular and pn�atian�y Job-Share em}�loyees, except as otherwise provided herein,
shall be entitled to have the following holidays off with pay:
(a) January 1 st
(b) February 12th, known as "Lincoln Day"
(c) The third Monday in February
(d) The last Monday in May
(e) July 4th
(� The first Monday in September
(g) Employee's birthday
(h) The second Monday in October, known as "Columbus Day"
(i) November 11 th, known as "Veterans' Day"
(j) Thanksgiving
(k) Fnday aftcr Thanksgiving
(1) Thc last four (4) work hours before Christmas
(m) December 25th '
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, . If anv of the foregoing
holidavs fall on a Sundav the Monday followin� shall be obscrved as the holiday, except by those
emploYees who are rcgularly schcdulcd to work on Sundax other than on an overtime basis.
Emplox.ces who are re�Tularly Schcdulcd to work on Sundavs shall observe such holidavs on Sundav.
If anv of thc forc�Toin� holidavs fall on a Saturday the prccedin� FridaX shall be observed as the
holidav except bv those emplovees who are re�ularlv scheduled to work on Saturday other than on
an overtime basis Em�loyees who are regularlv 5cheduled to work on Saturdays shall observe such
holiday5 on Saturdav If anv of the forcgoin� holidavs fall on any dav from Mondav throu�h Fridav.
inclusive and that dav is a re ru�v �cheduled non-workdav for an employee such emplovee shall
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be entitled to receive another workdav off with�av to be scheduled in the same manner as vacation
davs are normallv scheduled Notwithstanding the foregoing, an em.plo e�e may observe the
emplovee's birthdav holidav on the emploXee's birthday ar anvtime during the�av neriod in which
the birthdav occurs or the holidav mav be deferred and scheduled as vacations are normallv
scheduled The holidavs known as Lincoln Da� Columbus Da� and Veterans Day shall be scheduled
� emplokees and their supervisors in the same manner as vacations are normally scheduled.
20.2 Exempt shift employees who regularly must take deferred holidays, consistent with
needs of the service, may have their deferred holidays scheduled 'unmediately adjacent to their
regularly scheduled days off.
20.3 Exemnt employees scheduled to work on a holiday will observe that holiday at another
time to be scheduled by the employee and the employee's supervisor in the same manner as vacations
are normally scheduled.
20.4 Notwithstanding the foregoing non-exempt emklovees may be scheduled to work on
holidavs in which event anv such emploxee will in addition to the em�lovee's holida�pay, be
compensated therefor at the overtime rate of pav for all time worked on such davs. An employee
may howcver at the emplovee's option elect to observe that holida�at another time to be scheduled
in the same manner as vacation davs are normallv scheduled in which event any such emplo ey e will
only be compensatcd for time worked on that day at the overtime rate of�av and shall not receive
holida�pav for such dav.
20.5 If an em�loxec is in a non-pav status on either workday immediately adjacent to the
holiday, the em.plovee shall not reccive �av forthe holida�
ARTICLE 21: VACATIONS
21.1(a) Regular and . � Job-Share cmplovees, and part-
time empioyees with twentv-four(24) months of continuous service shall accrue vacations with pay
up to a maximum of four hundred (400) hours as follows:
21.1(b) At the rate of thirty-nine thousandths (.039) of an hour for each regular hour
workcd or on paid lcave from the datc of employment through the one hundred fourth (104th) full
pay period of employment. (Accrual rate approximately two (2) weeks per year up to four (4) ycars
of scrvicc.)
21.1(c) At thc rate of fifty-eight thousandths (.058) of an hour for each regular hour
workcd or on paid lcavc from thc on hundred fourth (104th) full pay period through thc two hundred
� thirty-fourth(234th) full pay period of cmployment. (Accrual rate approximatcly three (3) ���eeks per
ycar attcr four(4) ycars of servicc.)
21.1(d) At the rate of sixty-eight thousandths (.068) of an hour for each regular hour
worked or on paid leave from the two hundred thirty-fourth (234th) full pay period through the thrce
hundred sixty-fourth (364th) full pay perioci of employment. (Accrual rate approximately thrce and
one-half(3-l/2) weeks per year after nine (9)years of servicc.)
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21.1(e) At the rate of seventy-seven thousandths (.077) of an hour for each regular hour
worked or on paid leave from the three hundred sixty-fourth (364th) full pay period through the four
hundred ninety-fourth (494th) full pay period of employment. (Accrual rate approximately four(4)
weeks per year after fourteen (14) years of service.)
21.1(fl At the rate of eighty-seven thousandths (.087) of an hour for each regular hour
woi•ked or on paid leave from the four hundred ninety-fourth (494th) full pay period through the six
hundred twenty-fourth(624th) full pay period of employment. (Accrual rate approximately four and
one-half(4-1/2) weeks per year after nineteen (19)years of service.) •
21.1(g) At the rate of ninety-six thousandths (.096) of an hour for each regular hour
worked or on paid leave from and after the six hundred twenty-fourth (624th) full pay period of
employment. (Accrual rate approximately five (5) weeks per year after twenty-four (24) years of
service.)
2 l.1(h) A full pay period as used in this Article is defined as one in which the employee
works or is paid for time off for at least half of the regularly scheduled work hours.
21.2 Vacation cannot be accrued while an employee is in a non-pay status.
21.3 Vacations will be scheduled throughout the calendar year. Employees with�'eater
seniority will be given preference over those with less seniority in the selection of a vacation period;
providcd, however, that if the senior cmployce splits the employee's vacation by requesting less than
a full year's allowance to be scheduled on consecutive workdays, the employee's prefcrential rights
shall only apply on one period in that calendar ycar prior to all other employees bcing given
consideration in thc selection of their first choice vacation period.
21.4 Thc City shall not requirc an employee to take the employee's vacation in lieu of sick
leavc or lcave of abscnce on account of illness.
21.5 If a holiday which an employee is entitled to have off with pay occurs on a workday
during thc employee's vacation period, such employee will be entitled to an additional day of vacation
and will bc compcnsatcd for samc.
21.6 Employces whosc cmployment with the City is terminated for any reason shall, at thc
time of termination, rcceive pay for any unused vacation previously earned.
21.7 Wllenever any excmot employee has accrued one hundred twenty(120) hours or more
vacation allowance as set forth in 21.I(a-g), the City will, at the employee's option, compensate the
employce for up to forty (40) hours of accumulated vacation during any fiscal year. Additionally,
whenevcr any exemot employce has accrued two hundred forty (240) hours or more of vacation
allowance as set forth in 21.1 (a-g), the City will, at the employee's option, compensate the employee
for up to eighty(80) hours of accumulated vacation during any fiscal year. Non-exempt emnlo�ees
will become cli�ible under this article on Julv 1, 1998.
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21.8 .
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' . Whenever anv employee has exhausted all naid time off benefits
as a result of a non-work related injurv or disabilitx, and is not eli�ible for long-term disabilitv
insurance benefits other em�lovees mav contribute their vacation credits to the disabled emplo�ee
with vacation credits being donated and granted on the basis of the dollar value of the vacation
credits.
21.9 An emplovee who has submitted a vacation re4uest in writin�more than two (21
wecks prior to the beginning of the requested vacation shall receive a�roval or denial of the request
in writing within five (51 workin� davs of the request Faiiure of the su�ervisor to provide such
decision within five (51 working davs will be treated as thou�h the vacation request was approved.
If an employee's supervisor is not available to make such a decision the em�lovee's division manaEer
or department director will do so.
ARTICLE 22: ADMINISTRATIVE LEAVE
22.1 With City Managcr approval, Department Directors may grant exem t 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 ycar 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 exemnt employees who commit a significant number of
work hours abovc regular work hours to a specific project or projects, or to recognize outstanding
contributions to thc City.
22.3 Administrative leave, if any, will be�-anted effective on the first day of the pay period
closcst to January 1 each year and must be used before the end of the calendar year. No
administrativc leave shall be camed ovcr to the next calendar year, nor shall unuscd zdministrativc
leave bc converted to compcnsation.
22.4 Administrativc leave may not be taken for the purpose of outsidc employment or for
self employment.
ARTICLE 23: UNIFORM AND REPLACEMENT ALLOWANCE
23.1 An annual uniform allowance for certain classifications of employecs who wear a
uniform as a part of thcir normal duties as set forth below Shall bc paid . thc
week followin� thc second pav day in July of each year and is for the purposc of maintenance and
replaccment of uniforms for the ensuing fiscal year. The allowancc is not a reimbursement for the
prior year. The first clothing allowance shall be a proratcd amount for that period of time from the
employee's date of employment through the following June 30th. Emplovees separatin >�emplovment
21 .. ... ..
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shall have the uniform allowance advanced for that fiscal vear deducted from their final pa cY heck,
except for the prorated amount for that period of time from Julv 1 to the date of separation.
Annual uniform allowances are as follows:
Police Services Supervisor �3-59 60 per year
As of Julv 1 2000 the allowances will be increased to $375 for Police Services Supervisor.
23.2 The City shall pay the reasonable cost of repair or replacement of glasses, watches,
or other personal property up to two hundred dollars ($200.00) damaged in the course of
employmcnt. 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 and�n�bstian�cp Job-Share employees are covered by
a State of California Public Employees' Retirement System program pursuant to an existing contract
with the Public Employees' Retirement System. The major features are: two percent (2%) at age
sixty (60); normal retircment age sixty (60); one (1) year's compensation in benefit formula; 1959
Survivors Benetit; Post-Retiremcnt Survivors allowance; credit for unused sick leave; and certain
military service credit. The City pays the employec's full cost of participation in the Public
Employccs' Rctircmcnt System.
24.2(a) Group Insurancc: All Regulat;and Job-Share p employces arc
eligible to participate in a group in5urance benefit program, effective the first day of employment.
The City shall pay the full cost of the program for both employee and dependents. The major
cicmcnts of thc group insurancc bencfit pro�-am are:
(1) Life Insurance: Twice annual salary for employce, $3,000 for employee's
dcpcndcnts.
(2) Hcalth Benefits: $100 deductible per person per year-e�
: 80%
payable for first $5,000 of eligible charges, except for hospital charges which are 100%
payable: 100`% thcreafter up to one million dollars lifetime limit; professional fees based upon
U.C.R.; normal typical exclusions and limitations. Effective Julv 1 1997, covera�e will
include canccr screenin� with no separate dollar limit annual phvsical examinations for all
covered member5 "well-babv"care a 30-visit annual limit on chiropractic and accidents paid
at normal co-pavment rate Effective not later than Se�tember l. 1997, the Citv will
implcment a�rescri�tion dru� card program with the following major elements: No
deductiblc� a $5 00 emplovee co-payment for �eneric prescrintions: an $8.50 emplovee co-
pavment for name brand �rescriptions and with all prescriptions previously reimbursable to
bc covcrcd bx the prescription dru� card•
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(3) Dental Benefits: No deductible and 100% of U.C.R. for prevention; no
deductible and 50%up to $2,000 per lifetime per person for orthodontia; $25 deductible and
80% of U.C.R. up to $2,000 per person per year for all other eligible charges.
(4) Long Term Disability: After three (3) months, 60% of employee's salary
integrated with all other income benefits payable to age 65.
(5) Vision Benefits: California Vision Service Plan A, which provides for $25
deductible, an eye examination no more than every twelve (12) months and lenses and frames
no more often than each twenty-four(24) months.
� Short-Term Disability• No later than September 1 1997 the City will
administer emplovee-paid State Disabilitv Insurance for all employees includin� Part-Time
and TemRorarv emplovees.
The City may if practicable, modify the group insurance program set forth above by adding
urilization review and by creating preferred provider organization programs which create financial
incentives for the employee to use such preferrcd provider services. The Parties agree to meet at least
once during the term of this Memorandum of Understanding to discuss cost containment and
wellness.
24.2(b) The City will pay fifty percent (50`%) of the group medical insurance premium for
each retirec and dependents, if any, presently enrolled and for cach retiree in the future who goes
directly from active status to retirement and continues the group medical insurance without a break
in coverage. Payments by the City will be discontinued upon the dcath of the retiree or upon
termination of group medical insurance coverage. The City will not contribute paymcnts on behalf
of any retiree except as set forth above. Following thc death of a retirce the surviving spouse, if any,
may continue the in5uranee at their own expense until becoming eligible for participation in any other
group insurancc program.
<
ARTICLE 25: JURY DUTY
25.1 A Rcgular or pn�b�ti�r�r�y Job-Sharc cmployec who is summoncd for jury duty and
is thus unable to perform the employce's regular duties will bc paid for the time IoSt at the cmployee's
rcgular rate of pay.
;
ARTICLE 26: PERSONNEL RECORDS
26.1 Any employee, at the employce's request, shall be permitted to rcview thc employee's
own personnel file. The file may not, however, bc removed from the Personnel Officc. With the
exccption of examination materials, an employec may havc copics of documcnts containcd in the
employec's personnel file.
26.2 An employee may authorize a representativc to review the employee's personnel file.
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26.3
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' . An emplovee who
disa�-ees with their evaluator's statements or conclusions with respect to their emplovee evaluation
re�ort shall have the right to review such evaluation re�ort with the City's Human Resources
Man�er and upon rec�uest shall have the right to have a Union re�.resentative nresent The
emplovee mav also attach a written rebuttal to the emplo�ee evaluation providing it is done within
thirtx(301 davs 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 �
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. Eli�ible Citv of Reddin� emplovees who complete authorized courses taken
for crcdit with a�assin�,�rade may upon ap�lication be reimbursed for the tuition and cost of
rec�uired textbooks.
27.�2 Employees must obtain prior approval from their Department Directo ,
of�ers�mc� and the Citp Human �2csourccs Manager. Rcimbursement shall be limitcd to anc two
hundred dollars (�-1-6��6� 200.00 per course semester/quarterl.
ARTICLE 28: MISCELLANEOUS
28.1 Whencver any employce is subpoenaed to testify in court as a result of the employee's
employment and is thcrcfore unable to perform the employee's regular duties, the employee shall be
paid for all regular time lost.
28.2 The City and the Union reco�nize the need for and effica� of. the Citv's Volunteer
Pro�ram The sco�e and intent of the Volunteer Program is described in Council Policv 209. The
Cit�and thc union agrec that voluntcers will not be used to dis�lace current emplovees reduce the
current Memorandum of Understanding or cause cancellation of existin�or future Memoranda of
UndcrStanding The Citv and thc Union a�ree to meet at least once durin� the term of this
Memorandum of Understandin�to discuss guidelinc5 regardin�the use of volunteers.
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28.3 The City will pav the cost of fees to maintain professional licenses rec�uired b the Ci
to meet the minimum c�ualifications for the position.
28.4 The Citv will develop a written disciplinarY..�policX through the meet-and-confer
�rocess with affected emplovee �roups bv Januarv 1 1998 The �olicy will incorporate the
�rinciples of just cause for all emplovee covered bv this 1VIOU with the exce�tion of probationarv
emplovees�ursuant to Article 7 1 The policy also will incorporate the �rinciples outlined in the
Su�reme Court decisions in Wein�arten and Skellv If the policv is not completed by JanuarY 1.
1998 the parties agree to reopen the MOU for the limitcd�urpose of ne�otiating re¢ardin�such a
op lic�
28.5 The parties reco�nize the ongoin� work of thc Reclassification Task Force and its
efforts to �roduce a Ci wide �olicv on reclassifications and desk audits If the work of the Task
Forcc is on�oing as of the effective date of this Memorandum of Understanding and the Citv and
Task Force are subse�uentiv unable to arrive at a stinulated policy this MOU will be reopened within
thirty (301 davs for the limited�urpose of ne�otiatin�egardin� such a�olic�
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 cxcept to the eactent permitted by law, but all other provisions
will continue in full force and effect. Whenever any provision of this Memorandum of Understanding
is affected as set forth above, either Party may, by giving written notice to the other within thirty (30)
days of the courts action, open negotiations on the subject of the affected provisions.
ARTICLE 30: EFFECT OF AGREEMENT
30.1 It is understood and agrced that the specific provisions contained in this Memorandum
of Understanding Shall prevail over�City practices and procedures to the cxtent of a conflict, nnd that
in the ab5ence of specific provisions in this Mcmorandum of Understanding, such practices and
proccdures arc discrctionary.
ARTICLE 31: EMERGENCY PROVISION
31.1 The City retains the right to amend, modify or rescind policies, regulations, and
practiccs refened to in this Memorandum of Understanding in cases oti emergency. For the purpose
of this Article, an"emergency" is dctincd 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 Articic 33, Term, during the term of this
Memorandum of Understanding, the Union expressly waives and relinquishes the right to meet and
confer on salaries, hours of employment, and terms and conditions of employment, and a�rees that
thc City shall not be obligated to meet and confer with respect to any subject or mattcr whether
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referred to or covered in this Memorandum of Understanding or not, even though such subject or
matters may not have been within the knowledge or contemplation of either or both the City or the
Union at the time they met and conferred on and executed this Memorandum of Understanding, and
even though such subjects or matters were proposed and later withdrawn. Both Parties acknowledge
that such waiver and relinquishment as set forth above carries with it the commensurate prohibition
for either Party to effect a unilateral change in an employment condition falling within the scope of
negutiations under Government Code Section 3500 et. seq.
ARTICLE 33: TERM •
33.1 This Memorandum of Understanding, having taken effect as of the day and year first
above written, shall remain in full force and effect until the first day of 3u�q;�99�Januarv. 2001, and
thereafter from year to year unless written notice of change or termination shall be given by either
party ninety(90)days prior to the expiration date above or the expiration date of any year thereafter,
except, however, that it shall only become effective with approval of the City Council of City.
33.2 Whenever notice is given for changes, the general nature of the changes desired must
be specified in the notice, and until a satisfactory conclusion is reached in the matter of such changes,
the original provision shall remain in full force and effect.
33.3 This Memorandum of understanding shall not be amended or supplemented except
by agrcement of the Parties hereto, reduced to writing and duly signed by each.
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IN WITNESS WHEREOF, the Parties have executed this Memorandum of Understanding
as of the day and year first above written.
CITY OF REDDING REDDING EMPLOYEES ORGANIZAT'ION
SERVICE EMPLOYEES INTERNATIONAL.
UNION
s/ Robert M. Christofferson s/Esther Conwav
Robert M. Christofferson Esther Conway
City Manager Negotiator
s/ Samuel S. McMurrv s/ Marleen Hoffinan
Samuel S. McMurry � Marleen Hoffman
Assistant City Manager Negotiator
s/ Linda R. Downing s/Kim Waldron
Linda R. Downing Kim Waldron
Dircctor of Finance Representative
s/ Robert P. Kohn
Robcrt P. Kohn
Assistant Director Generai Services
s/ Charlcs R. Rcvnolds
Charlcs R. Rcynolds �
Labor Rclations Representative
Approvcd as to form:
s/ Randall A. Havs
Rzndall A. Hays
City Attorney
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IN WITNESS WHEREOF, the Parties have executed this Memorandum of Understanding as of the
day of June, 1997, to be effective June 29, 1997.
CITY OF REDDING REDDING EMPLOYEES ORGANIZATION
SERVICE EMPLOYEES INTERNATIONAL
UNION
Michael Warren Marleen Hoffman
City Manager Negotiator
Randy Bachman Kathleen Spiteri
Human Resources Manager Negotiator
Robert Belgeri
Representative
Approved as to form:
W. Leonard Wingatc
City Attorncy
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SEIU-SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "A-1":
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND HOURLY WAGE RATES
Effective: June 29, 1997
Hourly Wage Rate - Salary Step
1 2 3 4 5
398 Clerk I 8.38 8.92 9.46 9.98 10.49
397 Clerk II 9.76 10.17 10.69 11.22 11.77
393 Account Clerk I 10.17 10.69 11.22 11.77 12.29
373 Clerk III 10.35 I 1.00 11.65 12.28 12.94
390 Secretary I* 10.35 11.00 11.65 12.28 12.94
370 Account Clerk II 11.22 11.77 12.29 12.93 13.57
377 Secretary II* 11.61 12.15 12.72 13.37 14.05
360 Executive Secretarv 12.79 13.38 14.07 14.78 15.55
350 Lc�al SecrctarX 13.39 14.07 14.78 15.55 16.31
342 Personnel Technician 1339 14.07 14.78 15.55 16.31
343 Para-Lc�al Tcchnician 14.01 14.66 15.39 16.18 17.01
* Classifications subject to five percent (5%)differential for shorthand per class specifications.
29
� �
SEIU-SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "A-2":
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND HOURLY WAGE RATES
Effective: June 28, 1998**
Hourly Wage Rate - Salary Step
1 2 3 4 5
398 Clerk I 8.68 9.24 9.80 1034 10.87
397 Clerk tI 10.11 10.54 11.07 11.62 12.19
393 Account Clerk I 10.54 11.07 11.62 12.19 12.73
373 Clerk lII 10.72 11.40 12.07 12.72 13.41
390 Sccrctary I* 10.72 11.40 12.07 12.72 13.41
370 Account Clerk II 11.62 12.19 12.73 13.40 14.06
377 Secretar�II* 12.03 12.59 13.18 13.85 14.56
360 Executive Secretarv 13.25 13.86 14.58 15.31 16.11
350 Le��tl Secretar� 13.87 14.58 15.31 16.11 16.90
342 Personnel Technician 13.87 14.58 15.31 16.11 16.90
343 Para-Lc�al Technician 14.51 15.19 15.94 16.76 17.62
* Classifications subjcct to five percent (5%) differential for shorthand per class specifications.
**Note: This exhibit will become effective only if thc City does not implement the PERS 2`% @ 55
retircmcnt plan prior to Junc 28, 199H.
30
� �
SEN-SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "A-3":
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND HOURLY WAGE RATES
Effective: June 27, 1999**
Hourly Wage Rate - Salary Step �
1 2 3 4 5
398 Clerk I 8.97 9.55 10.13 10.69 11.24
397 Clerk II 10.45 10.90 11.44 12.01 12.60
393 Account Clerk I 10.90 11.44 12.01 12.60 13.16
373 Clerk III 11.08 11.78 12.48 13.15 13.86
390 Secretar,�* 11.08 11.78 12.48 13.15 13.86
370 Account Clerk II 12.01 12.60 13.16 13.85 14.53
377 SecretarX II* 12.44 13.01 13.62 1432 15.05
360 Executive Secretarv 13.70 14.33 15.07 15.83 16.65
350 Le�al SecretarX 14.34 15.07 15.83 16.65 17.47
342 Personnel Technician 14.34 15.07 15.83 16.65 17.47
343 Para-Le�al Technician 15.00 15.70 16.48 17.33 18.21
* Classifications subject to five percent (5%) differential for shorthand per class specifications.
**Note: This exhibit will becomc effective only if the City does not implemcnt thc PERS 2% � 55
retircmcnt plan prior to Junc 28, 1998.
, ....�
.. ._...... ..... ... _. .... ... ...
31 ��� � �
- � �
SEIU-SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "A-4":
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND HOURLY WAGE RATES
Effective: June 27, 1999**
Hourly Wage Rate - Salary Step '
1 2 3 4 5
398 Clerk I 8.66 9.22 9.78 10.32 10.84
397 Clerk II 10.09 10.51 11.05 11.60 12.17
393 Account Clerk I 10.51 11.OS 11.60 12.17 12.70
373 Clerk III 10.70 11.37 12.04 12.69 13.38
390 Secretar,�* 10.70 11.37 12.04 12.69 1338
370 Account Clerk II 11.60 12.17 12.70 1337 14.03
377 Secrctary II* 12.00 12.56 13.15 13.82 14.52
360 Executivc Secretarv 13.22 13.83 14.54 15.28 16.07
350 Lcgal Sccretarv 13.84 14.54 15.28 16.07 16.86
342 Pcrsonnel Tcchnician 13.84 14.54 15.28 16.07 16.86
343 Para-Lc�al Technician 14.48 15.15 15.91 16.73 17.58
* Classifications subject to five perccnt (5%) diffcrential for shorthand per class specifications.
**Notc: This cxhibit will bccomc cffcctivc only if thc City implcmcnts the PERS 2% @ 55 rctircmcnt
plan prior to Junc ?R, 1998.
3�
� �
SEIU—SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT `B-1":
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND SALARY RANGES
Effective: June 29, 1997*
Monthly Salary Rates - Saiary Steps*
1 2 3 4 5 6 . 7
228 Systems Anal s�t/Programmer I 2,792 2,932 3,079 3,233 3,395 3,564 3,742
229 SXstems Analyst/Programmer II 3,105 3,260 3,424 3,594 3,774 3,963 4,161
*Note: Due to revision and compression of these salary steps effective June 29, 1997, existing employees may
be paid an amount between steps or below Step 1 until their first evaluation (anniversary date) following the
effective date of this cxhibit.
�� .. ... ..
. �� �
SEIU—SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "B-2":
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND SALARY RANGES
Effective: June 28, 1998*
Monthly Salary Rates - Salary Steps
1 2 3 4 5 6 . 7
228 Svstems Anal sv�t/Pro�rammer I 2,893 3,038 3,190 3,349 3,517 3,692 3,877
229 Svstems Anal, stY /Pro�rammer II 3,217 3,377 3,547 3,723 3,910 4,106 4,31 1
*Note: This exhibit will become cffective only if the City does not implement the PERS 2% @ 55 retirement
plan prior to Junc 28, 1998.
.... .... ...
34
! w
SEIU—SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "B-3":
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND SALARY RANGES
Effective: June 27, 1999*
Monthly Salary Rates - Salary Steps
1 2 3 4 5 6 . 7
228 Svstems Analvst/Pro�rammer I 2,991 3,141 3,29R 3,462 3,636 3,817 4,008
229 Svstems Analyst/Programmcr II 3,326 3,491 3,667 3,849 4,042 4,245 4,456
*Note: This exhibit will become effective only if the City does not implement the PERS 2% @ 55 retirement
plan prior to June 28, 1998.
....... �.... ... ... ... ... _. _.
35
� •
SEIU—SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "B-4":
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND SALARY RANGES
Effective: June 27, 1999*
Monthly Salary Rates - Salary Steps
1 2 3 4 5 6 • 7
228 Svstems Analxst/Programmer I 2,886 3,031 3,183 3,342 3,510 3,684 3,868
229 Systems Analyst/Pro�rammer D 3,210 3,370 3,540 3,715 3,901 4,097 4,301
*Note: This eachibit will become effective only if the City implements the PERS 2% @ 55 retirement plan prior
to June 28, 1998.
_ _... .:........_ ... ... ....... ..
36 ;,_ .. . .. :.
� �
SEIU�UPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "G 1":
EXEMPT (PAY-FOR-PERFORMANCE) EMPLOYEE
SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES*
Effective: June 29, 1997
Monthly Salary Ranges
Minimum* Maximum
221 Permit Center Supervisor 4,186 5,609
13� General Foreman - Water 3,826 5,127
182 Geo��ranhic Information Svstems Mana�er 3,766 5,047
176 Information Svstems Operations Mana�er 3,766 5,047
173 HouSin� Pro�ram Supervisor 3,665 4,911
148 Foreman - Streets 3,607 4,834
153 Telecommunicarions Mana�cr 3,589 4,810
166 Purchasing Officer 3,545 4,750
171 Senior Accountant 3,545 4,750
160 Chief Wnstcwater Plant Operator 3,505 4,696
161 Chicf Water Plant Operator 3,505 4,696
159 Forcman - Wastewater Collection 3,505 4,696
2�7 Buildin� Inspection Supervisor 3,490 4,677
158 Supervisor- Industrial Waste 3,425 4,590
174 Lcad S_ystems Analvst 3,416 4,577
157 Fleet Shop Supervisor 3,291 4,410
1 R 1 Solid Wastc Supervisor 3,291 4,410
147 Utility Field Services Supervisor 3,291 4,410
215 Pcrsonncl Analyst II 3,105 4,161
230 Chief En�ineering Technician 3,072 4,116
233 Survey Party Chief 3,072 4,116
187 Assistant City Clerk 3,034 4,066
188 Deputy City Treasurer 3,034 4,066
�,.. ; , . :...:.....:. ...:�
. _ ..,
.. .._ ... ......... .., ... ...- .
3 7 .. ... .
� � •
Monthly Salary Ranges
Minimum* Maximum
186 Police Services Supervisor 2,800 3,751
224 Recreation Supervisor II 2,775 3,718
214 Personnel Anal,Yst I 2,685 3,597
210 Supervisor- Credit and Collecrions 2,667 3,574
243 Reprogranhics Supervisor 2,531 3,392
237 Supervising Customer Services Representative 2,531 3,392
193 Recreation Supervisor 2,519 3,375
241 Office Services Supervisor 2,510 3,364
250 Secretary to Assistant City Mana�er 2,510 3,364
* Note: Due to compression of these salary ranges effective June 29, 1997, existing employees may be paid
below the salary range minimum until thcir first evaluation (anniversary date) following thc effective date of thi5
e�chibit.
�... ...:.....
... ..... ... .... _...... .,. .._. _. ... .... _.
38 .
� �
SEIU�UPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "G2":
EXEMPT (PAY-FOR-PERFORMANCE) EMPLOYEE
SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: June 28, 1998*
Monthly Salary Ranges
Minimum Maximutn
221 Permit Center Supervisor 4,336 5,811
139 General Foreman - Water 3,964 5,312
182 Geo r�a�hic Information Svstems Mana�er 3,902 5,229
176 Information Systems Operations Mana�er 3,902 5,229
173 Housing Pro rag m Supervisor 3,797 5,088
14R Foreman - Streets 3,737 5,008
153 Telecommunications Mana�er 3,719 4,983
166 Purchasing Officer 3,672 4,921
171 Senior Accountant 3,672 4,921
160 Chief Wastewater Plant Operator 3,631 4,865
161 Chief Water Plant Operator 3,631 4,865
�9 Forcman - Wastewater Collcction 3,631 4,865
21� Building Ins�ection Sunervisor 3,616 4,845
158 Supervisor - Industrial Waste 3,549 4,75�
174 Lcad Systcros Anal�t 3,539 4,742
157 Fleet Shop Supervisor 3,409 4,569
181 Solid Waste Supervisor 3,409 4,569
147 Utility Field Services Supervisor 3,409 4,569
215 Personnel Analyst II 3,217 4,311
- � -
230 Chief En�ineering Technician 3,1 R2 4,264
233 Survey Party Chief 3,I H2 4,26�1
187 ASsiStant Ci Clerk 3,143 4,212
188 Dcputy City Trcasurcr 3,143 4,212
... ... ...
39
� �
Monthly Salary Ranges
Minimum Maximum
186 Police Services Supervisor 2,900 3,886
224 Recreation Supervisor II 2,874 3,852
214 Personnel Analyst I 2,781 3,726
210 Supervisor- Credit and Collections 2,763 3,703
243 Repro�x'anhics Su.�ervisor 2,622 3,514
237 Supervising Customer Services Representative 2,622 3,514
193 Recreation Supervisor 2,609 3,497
241 Office Services Supervisor 2,601 3,485
250 Secretarv to Assistant Citv Mana�er 2,601 3,485
*Note: This exhibit will become effective only if the City does not implement the PERS 2% @ 55 retirement
plan prior to Junc 28, 1998.
,. � . :
�: . : :
.. ........� ...:........,..... �.
40 .. . ... ... .. ... .,. ..
/
� .
SEIU-SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "C-3":
EXEMPT (PAY-FOR-PERFORMANCE) EMPLOYEE
SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: June 27, 1999*
Monthly Salary Ranges
Minimum Maximum
221 Permit Center Supervisor 4,483 6,007
139 General Foreman - Water 4,098 5,491
182 Geo�anhic Information Systems Mana�er 4,034 5,405
176 Information Systems Operations Manaeer 4,034 5,405
173 Housing Pro�ram Supervisor 3,925 5,260
148 Foreman - Streets 3,863 5,177
153 Telecommunications Mana�er 3,844 5,151
166 Purchasing Officer 3,796 5,087
171 Senior Accountant 3,796 5,087
160 Chief Wastewater Plant Operator 3,753 5,029
16l Chief Water Plant Operator 3,753 5,029
159 Foreman - Wastewater Collcction 3,753 5,029
2�7 Building Inspection Supervisor 3,738 5,009
158 Supervisor- Industrial Waste 3,66R 4,915
174 Lcad Svstcros Anal ��.st 3,65K 4,902
157 Flcct Shop Supervisor 3,525 4,723
181 Solid Waste Supervisor 3,525 4,723
147 Utility Field Serviccs Supervisor 3,525 4,723
215 Personnel Anal S�I 3,326 4,456
230 Chief En�neerine Technician 3,289 4,408
233 Survey Party Chief 3,289 4,408
187 Assistant Ci Clerk 3,249 4,354
188 Deputy City Treasurer 3,249 4,354
.... ..... .. . .... ... ... ... ... _.
41
� •
Monthly Salary Ranges
Minimum Maximum
186 Police Services Supervisor 2,998 4,017
224 Recreation Supervisor II 2,972 3,982
214 Personnel Anal,� 2,874 3,852
210 Supervisor- Credit and Collections 2,857 3,828
243 Reprographics Supervisor 2,711 3,633
237 Supervising Customer Services Representative 2,711 3,633
193 Recreation Supervisor 2,698 3,615
241 Office Services Supervisor 2,688 3,603
250 Secretarv to Assistant Ci , Mana� 2,688 3,603
*Note: This exhibit will become effective only if the City does not implement the PERS 2% @ 55 retirement
plan prior to June 28, 1998.
............. .. ... .. ... , ... .,. _. .
42
i •
SEIU�UPERVISORY/CONFIDENTIAL L1NIT
EXHIBIT "C-4":
EXEMPT (PAY-FOR-PERFORMANCE) EMPLOYEE
SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: June 27, 1999*
Monthly Salary Ranges
Minimum Maximum
221 Permit Center Supervisar 4,327 5,798
139 General Foreman- Water 3,955 5,300
182 Geo�ra�hic Information Systems Mana�er 3,893 5,217
176 Information Svsterns Operations Mana�er 3,893 5,217
173 Housin� Pro�ram Supervisor 3,789 5,077
148 Foreman - Streets 3,729 4,997
153 Telecommunications Mana�er 3,711 4,972
166 Purchasing Officer 3,664 4,910
171 Senior Accountant 3,664 4,910
160 Chief Wastewater Plant Operator 3,623 4,854
161 Chief Water Plant Operator 3,623 4,854
159 Foreman - Wastewater Collection 3,623 4,854
2�� Building Inspection Supervisor 3,608 4,835
� Supervisor- Industrial Wastc 3,541 4,745 •
174 Lcad Svstems Analyst 3,531 4,731
157 Fieet Shop Supervisor 3,402 4,559
181 Solid Waste Supervisor 3,402 4,559
147 Utility Field Services Supervisor 3,402 4,559
215 Personnel Analvst II 3,210 4,301
230 Chief Eneineering Technician 3,175 4,255
233 Survey Party Chief 3,175 4,255
187 Assistant Citv Clerk 3,137 4,203
188 Deputy City Treasurer 3,I 37 4,203
......... ............� .... ... ... .,. ..
43 .. ... .
, . � �
Monthly Salary Ranges
Minimum Maximum
186 Police Services Supervisor 2,894 3,878
224 Recreation Supervisor II 2,868 3,843
214 Personnel Analyst I 2,775 3,718
210 Supervisor- Credit and Collections 2,757 3,695
243 Repro�raphics SuQervisor 2,617 3,506
237 Supervising Customer Services Representative 2,617 3,506
193 Recreation Supervisor 2,604 3,489
241 Officc Services Supervisor 2,595 3,478
250 Secretary to Assistant Citv Manager 2,595 3,478
*Note: This exhibit will become effective only if the City implements the PERS 2% @ 55 retirement plan prior
to June 28, 1998.
..� ... ... .....
... _. ... ..: ........ ... ... ...
44
� �
MEMORANDUM OF UNDERSTANDING
between
THE CITY OF REDDING
and
REDD[NG EMPLOYEES ORGANIZATION
of the
SERV[CE EMPLOYEES INTERNATIONAL UNION
CLERICAL, TECHNICAL AND PROFESSIONAL
EMPLOYEES' UN[T
EFFECTIVE: April 10, 1994
AMENDED: June 18, 1996
AMENDED: June 5 1997 to be effective June 29 1997
� �
4 .. 1
TABLE OF CONTENTS
ARTICLE 1: PREAMBLE . . . . . . . . . . . . . . . . . . . . . : . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
ARTICLE 2: RECOGNITION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
ARTICLE 3: CITY RIGHTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
ARTICLE 4: UNION RIGHTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
ARTICLE 5: CONCERTED ACTIVITIES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
ARTICLE 6: UNION SECURITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
ARTICLE 7: GRIEVANCE PROCEDURE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
ARTICLE 8: SAFETY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
ARTICLE 9: DISABILITY AND UNEMPLOYMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
ARTICLE 10: EMPLOYEE STATUS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
ARTICLE 11: COMPENSATION AND CLASSIFICATIONS . . . . . . . . . . . . . . . . . . . . . . . 10
ARTICLE 12: HOURS AND OVERTIME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
ARTICLE 13: SENIORITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
. .
ARTICLE 14: PROMOTION AND TRANSFER . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
ARTICLE 15: LAYOFF, DISPLACEMENT AND REINSTATEMENT . . . . . . . . . . . . . . . 13
ARTICLE 16: LEAVE OF ABSENCE . . . : . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
ARTICLE 17: EXPENSES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
ART[CLE 18: SICK LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
ARTICLE 19: FLJNERAL LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
ARTICLE 20: HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
ARTICLE 21: VACATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
ARTICLE 22: ADMINISTRATIVE LEAVE -- ��° � ; . :.:,:_?1 ::::. �
� �
� ►
ARTICLE 23: UNIFORMS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
ARTICLE 24: EMPLOYEE BENEFIT PROGRAMS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
ARTICLE 25: JURY DUTY . . . . . . . . . . . . . . . . . . . . . . : . . . . . . . . . . . . . . . . . . . . . . . . . . 23
ARTICLE 26: PERSONNEL RECORDS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
ARTICLE 27: CONTINUING EDUCATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
ARTICLE 28: MISCELLANEOUS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
ARTICLE 29: SAVINGS PROVISION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
ARTICLE 30: EFFECT OF AGREEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
ARTICLE 31: EMERGENCY PROVISION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
ARTICLE 32: COMPLETE AGREEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
ARTICLE 33: TERM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
EXHIBIT "A-1":
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND HOURLY WAGE RATES
Effective: June29, 1997 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
EXHIBIT "A-2":
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND HOURLY WAGE RATES
Effective: June28, 1998 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
EXHIBIT "A-3":
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND HOURLY WAGE RATES
Effective: June 27, 1999 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
EXHIBIT "A-4":
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND HOURLY WAGE RATES
Effective: June27, 1999 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
EXHIBIT "B-1":
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND SALARY RANGES
Effective: June 29, 1997 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37
� �
r r
EXHIBIT "B-2":
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND SALARY RANGES
. . . . . . . . . 39
Effective: June 28, 1998 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
EXHIBIT `B-3":
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND SALARY RANGES
. . . . . . . . 41
Effective: June 27, 1999 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
EXHISIT "B-4":
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND SALARY RANGES
. . . . . . . . . 43
Effective: June 27, 1999 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
NOTE: Amendments to this Memorandum of Understandin effective Jul 1 1997 are shown
bv undcrlinin�the ncw lan�uag,e and striking out the deleted lan�ua�e.
� �
r
MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this 15th day of �
April, 1994,by and between the CITY OF REDDING (a public agency as defined in Section 3501(c)
of Chapter 10 of Diviston 4 of Title 1 of the Government Code°ORGANIZATION of the SERV CE
referred to as the C1TY, and the REDDING EMPLOYEES
EMPLOYEES INTERNATIONAL UNION (a recogniz dthe Governme t C de of theeState of
Section 3501(b) of Chapter 10 of Division 4 of Trtle 1 0
California), hereinafter referred to as LJNION;
WITNESSETHthat:
WHEREAS,the Parties hereto desire to promote harmon anadof stabl sh fairhand equ t b1e
City, the Union and the general public may benefit therefrom,
wages, hours and working conditions for certain hereinafter de�g��edo n?mle ar se between t�ma
to facilitate the peaceful adjustment of differences that may fro
NOW, THEREFORE, the Parties hereto do agree as follows:
ARTICLE 1: PREAMBLE
1.l Thi� 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 Understandiug'oThhis Meml orandum of Unde st ndmg,
forth in Article 24, and Exhibits "A" and "B" as a res
except as speeifically agreed to herein.
1.2 It is the policy of tl�e City and the Union not to, and neither party will, interfcre with,
intimidate, restrain, coerce or discriminate against any employee as prohibited by State and Federal
law.
13 The City is engaged in rendering services to the public and the City and the Union
rccognize 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 thc City ana in S e erving thecontinu ty of ts
cooperate in promotmg and advancing the welfare of the City a p
service to the public at all times.
1.5 The City and thc Union shall cooperate in promoting harmony and efficiency among
City cmployees.
1.6 The Parties have met and conferred in good faith and hav of d sh ues between he
procedures set forth in this Memorandum of Understanding for resolution p
Parties. The Parties agree to follow the procedures as set forth in this Memorandum of
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Understanding or the bargaining process required by the Meyers-Milias-Brown Act and the Parties
will make every effort to persuade their members to also use the established procedures.
ARTICLE 2: RECOGNITION
2.1 The City recognizes the Union as the "Exclusive Representative" of that Unit of
employees of the City who hold a classification listed on Exhibits "A-1 through A-4" and "B-1
through B-4" of this Memorandum of Understanding.
2.2 The provisions of this Memorandum of Understanding hereinafter set forth shall apply
only to those employees of the City of Redding in this unit, except as otherwise specifically set forth
in this Memorandum of Understanding.
ARTICLE 3: CITY RIGHTS
3.1 Notwithstanding anything to the contrary, the Union recognizes and accepts the right
of City of Redding management to manage the City. This recognition includes acceptance of the fact
that the management rights listed below are not subject to either grievance procedures or the meeting
and conferring in good faith process provided for by the Meyers-Milias-Brown Act, except, however,
grievances may be filed upon interpretations of the provisions of this Memarandum of Understanding
other than those set forth in this section. It is agreed by the Parties to this Memorandum of
Understanding that managemenf 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; (� the right to
establish budget procedures and financial allocations; (g) thc right to hirc, 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 bc subject to the meet and confer process and; (j)the right to maintain an ordcrly, 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: LINION RIGHTS
4.1 Official representativcs of the Union will be permitted access to City property to
confer with City employees on matters of employer-employee relations, but such representatives shali
not interfere with work in progress without agreement of Management.
4.2 The City will provide the Union adequate bulletin board space on existing bulletin
boards for the purpose of posting thereon matters relating to official Union business.
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4.3 The City and the Union will not interfere with, intimidate, restrain, coerce or
discriminate against any employee because of the employee's membership or non-membership in the
Union or the employee's activity on behalf of the Union.
4.4 Any employee, at the employee's request, shall be pernutted representation by a Union
repres�ntative. The foregoing shall apply to employee-required participation in processes involving
reprimands, investigations, disciplinary actions and due process hearings, providing there is no
unreasonable delay in obtaining representation.
4.5 Joint Union-Management meetings shall be held twice each year or as often as agreed
upon by the Union and Management. The purpose of these meetings shall be to promote harmony
and efficiency and to improve communications betwcen 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 nortnal grievance procedures or for
formal negotiarions between the Parties. Those in attendance shall consist of the Union's
Representative and such other Union representatives as determined by the Union; and the City's
Human Resources Mana�er 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 suminarized in written minutes. Except
that the provisions of this section shall be observed,the meetings shall be self-organizing.
4.(� Whenever any employee is absent from work as a result of a formal request by the
Union and is engaged in official Union business,the City shall pay for all regular time absent and shall
be reimbursed therefor by the Union at the rate of one hundred fifty percent (150%) of the
employee's regular pay rate.
4.7 '
� . The Citv a�rees to provide the Union, on a
semi annual ba5is a listing of all e�n�lovees in the unit represented bv the Union Such listing shall
tnclude the name date of emnloyment job cla5si�cation and status denartmental work location. nav
rate and SEIU unit renresentation for each cmnlovee.
ARTICLE 5: CONCERTED ACTIVITIES
5.1 The duties performed by employecs of the City as part of their employment pertain
to and are essential to the operation of a municipality and the welfare of the public dependent thereon.
During the term of this Memorandum of Understanding, employees shall not partially or totally
abstain from the performance of their duties for the City during regular work hours or on an overtime
basis. The Union shall not call upon or authorize employees individually or collectively to engage in
such activities and shall make a reasonable effort under the circumstances to dissuade employees from
engaging in such activities and in consideration thereof, the City shall not cause any lockout. Those
employees who do individually or collectively, partially or totally abstain from the performance of
their duties for the City during regular work hours or on an overtime basis shall be subject to
disciplinary action up to and including discharge from ernployment.
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ARTICLE 6: UNION SECURITY
6.1(a) Every employee covered by tlus Memorandum of Understanding shall, as a condition
of employment: (1)become a member o f the Union and maintain the employee's membership in the
Union in good standing in accordance c it ee m annamount q alBtolthesam u2 t of t eamonthly dues
employee shall tender,monthly, an age y
required of inembers; except that:
6.1(b) Any employee of City in a classification represented by Union and who, on April 10,
1994 was an employee and was not a member of the Union, and who remains an employee
continuously after April 10, 1994 is exempt from the provisions of Section 6.1(a)unless the employee
becomes a member of Union.
6.1(c) Any employee appointed to any classification out of the bargaining unit covered by
this Memorandum of Understanding may withdraw from membership in Union and the employee's
obligation to pay an agency fee shall be suspended for the duration of such period as the individual
is working for City in a job classification not covered by this Memorandum of Understanding.
(,2 Any employee who is or who becomes a member of Union shall, as a condition of
employment, maintain the employee's membership in Union in good standing in accordance with its
Constitution and Bylaws.
6.3 The City shall deduct from their wages the regular membership dues of employees
who are members of the Union or agency fees of other employees provided for in 6.1(a) not
exempted by the provisions of 6.1(b) or 6.1(c), and who individually and voluntarily authorize such
deductions in writing in accordance with the provisions of Section 11573 of the Government Code
of the State of California.
6.4 Deductions shall be:made from the second payroll period of each month and a check
for the total deductions shall be submitted to the Treasurer of Redding Employees Organization
within five (5) working days ofthe date the deductions are withheld from the employee's check. The
City will notify the Union each month at the time of the dues transmittal to Union of any changes
since the previous dues transmittal and the reasons therefore.
(�.5 The form of check-off authorization shall be approved by both the City and the Union.
6.6 Upon written request from the Union, the City shall, within twenty-one (21) calendar
days, terminate the employment of any employee who fails to comply with the requirements of this
Article.
6 � ' At new emnlovee orientation, the Union
will� Union membership application forms, payroll deduction authorization forms, and a copy
of this Memorandum of Understandin � '
. In addition at each orientation a Union shon steward will be
afforded an onnortunitv to make a short QreSentation (30 minute5 maximum�to the new em 1Q OVee
after the Cit re resentative has concluded orientation.
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ARTICLE 7: GRIEVANCE PROCEDURE
7.1 Any grievance which may arise between the Union or any of its members and the City,
with respect to the interpretation or application of any of the terms of this Memorandum of
Understand'mg and with respect to such matters as the alleged discriminatory or arbitrary discharge,
demotion or discipline of an individual employee, shall be determined by the provisions of this article,
except that such matters as are included in the definition of impasse as set forth in Resolution Number
4217 are not a grievance. Probationary employees as defined in Article 10.7 shall not be entitled to
invoke Article 7, Grievance Procedure, with regard to matters of discharge, or demotion. This shall
not, however, prevent a probationary employee fram exercising any other rights under this
Memorandum of Understanding. Every employee designated by the City to hear the grievance of a
subordinate shall have the authority to settle that grievance.
7.2 Step One: The initial step in the adjustment of a grievance shall be a discussion
between the employee or the employee's representative, and the immediate Supervisor directly
involved, Division Head or Department Director as applicable, who will answer 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 far the
grievance. This step may be taken during the working hours of the employee.
7.3 Step Two: If a grievance is not resolved in the initial step,the second step shall be
a discussion between the employee or the employee's representative and the �
Human Resources Mana�er who shall answer 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�-ievance, in writing, by the employee or the employee's representative to the
City Manager or a desi�nee from the Citv Manager's Office, who shall answer, in writing, within ten
(10) calendar days. The written presentation shall be a clear, concise statement of the grievance, the
circumstances involved, the pertinent dates, the decision rendered at the previous step, the section
of this Memorandum of Understanding alleged to be violated, and the specific remedy sought. The
third stcp shall be taken within ten (10) calendar days of the date of the answer in step two.
7.5 Step Four: If a grievance is not resolved in the third step, the fourth step shall be
referral by the Union to mediation within twcnty (20) calendar days of the answer in 5tep three.
Whenever a grievance is referred to mediation, either the Union or the City may request that the
California State Mediation and Conciliation Scrvice 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 unril 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 by either the City or the Union to arbitration. The fifth step shall be taken within twenty (20)
calendar days of the date of the answer in step four.
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7.6(b) An arbitrator shall be appointed on each occasion that a grievance is submitted to
arbitration. The City and the Union shall mutually agree to the arbitrator. If the City and the Union
fail to reach agreement on the appointment of an arbitrator, they shall request the State of California
Mediation and Conciliation Service to nominate five(5) persons to be the Arbitrator. Each party
shall, alternately strike a name from the list of names. The first party to strike a name shall be
determined by lot. At the point in time when one(1)name remains,that person shall be the appointed
arbitrator. The costs of arbitration shall be borne equally by the City and the Union. The City and
the Union shall pay the compensation and expenses for their respective witnesses. At the Union's
renuest, the City shall release employees from duty to participate in arbitration proceedings.
7.6(c) The arbitrator shall hold such hearings and shall consider such evidence as to the
arbitrator appears necessary and proper. The decision of the arbitrator shall be final and binding on
the City and the Union and the aggrieved employee, if any,provided that such decision does not in
any way add to, disregard or modify any of the provisions of this Memorandum of Understanding.
7.7 Failure by the employee or the Union to meet any of the aforementioned time limits
as set forth in Sections 7.2, 7.3, 7.4, 7.5 or 7.6(a) will result in forfeiture, except however, that the
aforementioned time limits may be extended by mutual written agreement. If the City fails to answer
a grievance on a timely basis, the grievance may be advanced to the next level. Grievances settled
by forfeiture shall not bind either party to an interpretation of this Memorandum of Understanding,
nor shall such settlements be cited by either party as evidence in the settlement of subsequent
grievances.
7.8 Notwithstanding the aforementioncd procedure, any individual employee shall have
the right to present grievances to the City and to have such grievances adjusted without the
intervention of the Union, provided that the adjustment shall not be inconsistent with this
Memorandum of Understanding, and further provided that the Union shall be given an opporiunity
to be present at such adjustment.
ARTICLE 8: SAFETY
8.1 T'he 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 thcir work.
8,2 Rcgular employee safety meetings will be held for the purpose of reviewing accidents
and preventing their recurrence, eliminating hazardous conditions and familiarizing employees with
safe work procedures and applicable State Safety Orders and for training in first aid.
8.3 Whenever a hazardous condition presents a clear danger to the health or safety of
employees, upon request of the Union, Representatives of the Parties will hold Safety meetings at
mutually convenient times.
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ARTICLE 9: DISABILITY AND UNEMPLOYMENT
9.1 Supplemental Benefits for Industrial Injury: Whenever any Regular -
�hare employee who is a member of the Public Employees' Retirement System is disabled, whether
temporarily or permanently, by injury or illness arising out of and in the course of the employee's
duties, which comes within the application of the Workers' Compensation and Insurance Chapters
of the State Labor Code,the employee shall become entitled, regardless of the employee's period of
service with the City to compensation at the rate of eighty-five percent (85%) of the employee's
regular salary, in lieu of temporary disability payments, if any, which would be payable under the
State Labor Code, for the period of such disability but not exceeding six(6) months, or until such
earlier date as the employee is retired on permanent disability pension. At the conclusion of six(6)
months of receipt of supplemental benefits at the rate of eighty-five percent(85%) of regular salary,
any Regular or Regular Job-Share employee who is still unable to return to work and is still receiving
temporary disability indemnity payments shall become entitled to receive supplemental benefits at the
rate of seventy percent(70%) of the employee's regular salary for the period of such disability but
not exceeding six (6) months or until such earlier date as the employee is retired on permanent
disability pension through the Public Employees' Retirement System. In consideration of this benefit,
the Regular or Regular Job-Share employee shall pay over to the City any temporary or permanent
disability compensation received, whether from Warkers' 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
employce's regular classification while engaged in such temporary duties. The City may require an
employee being considered for return to work after an absence caused by disability or illness to
submit to a medical examination by a physician or physicians approved by City for the purpose of
determining that such employee is physically and mcntally 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 jud�nent in damages from said third party, then all supplemcntal 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
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as set forth in 9.1. All Regular employees who are receiving Workers' Com-
pensation temporary disability benefits shall receive group insurance coverage during the period in
which they are receiving temporary disability compensation for up to a maximum of a cumulative total
of five (5) years at the City's expense. Holidays which occur during the period for which an
employee is receiving temporary disability compensation shall not be recognized by such employee
for compensation purposes.
ARTICLE 10: EMPLOYEE STATUS
10.1 Employees will be designated as Regular, pra��trarr�� Part-Time, Temporary, Job-
Share or Part-Time Regular depending upon the purpose for which they are hired and their length of
continuous service with the City.
10.2 A Regular employee is an employee
a�t�itre�-�e�aw�
hired for a full-time position that
has been regularly established as an authorized position and is of indeterminate duration. A
prc�io�q Re�ular employee shall receive not less than the minimum rate for the job and shall be
eligible for sick leave pay, vacation pay, holiday pay,retirement plan participation, insurance coverage
and items of a similar nature as the employee becomes eligible,
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10.�3 A Part-Time employee is defined as an employee hired to work less than a Regular
full-time employee. A Part-Time employee may work part-time, intermittently, or on an irregular
schedule. A Part-Time employee shall receive not less than the minimum rate for the job, but shall
not be eligible for sick leave pay, holiday pay, , or items of a similar nature, nor shall the
employee be eligible for insurance coverag , � ,
, . The employee may, however, be eligible for participation in the retirement plan.
After the com�letion of 24 months of continuous Citv service the emplovee will be entitled to
vacation�av on the same basis as Regular employees.
. . If a Part-Time employee
attains pra�iorrnrp Regular status, the employee shall be credited with the employee's service as a
Part-Time employee in determining eligibility for benefits, if any, as may accrue to the employee in
the employee's new status.
10.�4 A Temporary employee is defined as an employee hired for occasional or seasonal
work for a period not to exceed one thousand(1,000) hours in a �scal year. A Temporary employee
may work full-time, part-time, intermittent, or on an irregular schedule. A Temporary employee shall
receive not less than the minimum rate for the job but shall not be eligible for sick leave pay, holiday
pay, vacation pay, insurance coveragc, retirement plan participation or items of a similar nature, nor
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shall an employee accrue seniority or promotion and transfer rights. After the completion of 24-
months of continuous City service the em l�okee will be entitled to vacation pav on the same basis
as Re�ular employees. lf a Temporary employee is reclassified to Part-Time or
Regular status, the employee shall not be credited with service in determining eligibility for such
benefits as may accrue to the employee in the new status.
10.65 A Job-Share employee is an employee who is assigned to work a portion of the regular
work hours of a full-time regularly authorized position with another employee who is assigned to
work the other portion. A Job-Share employee shall receive not less than the minimum rate for the
job and shall receive benefits as set forth herein on a prorated basis at the same ratio to full-time
employee benefits as the employee's work hours bear to full-time employee's work hours. Whenever
a Regular employee is assigned to a job-share position, such employee shall retain their Regular
status. Whenever anyone other than a Regular C�tq employee is assigned to a job-share position, such
employee shall�e serve a one (�year probationary ep riod � •
10,�6 A Part-Time Regular employee is defined as an employee who has one (1) year, or
more, �erri�ritp service with the City in full-time employment as a �� Regular
employee, and who is subsequently recategorized, without a break in service,to work less than fifteen
hundred sixty (1,560) hours but more than one thousand (1,000) hours. A Part-Time Regular
employee shall receive not less than the minimum rate for the job, and shall be eligible for sick leave
pay, vacation pay, holiday pay (accrued at 048 of an hour for each hour worked or on naid leavel,
retirement plan participation (as governed by the Public Employees' Retirement System),�insurance
coverage (pursuant to group insurance contract provisions), and seniority accrual, but shall not be
given preferential consideration for promotion or transfer nor shall the employee be eligible for
supplemental benefits for industrial injury, funeral leave pay,jury duty pay, or items of a similar
nature. [f a Part-Time Regular employee is eligible for and elects insurance coverage, the prcmiums
shall be shared by the City and the employee on a prorated basis at the same ratio to full-time
employee benefits as thc employee's work hours bear to full-time employees'work hours. If a Part-
Time Regular employee is reclassified to Regular status, the employee shall be credited with all
continuous service in determining eligibility for such benefits as may accrue to the employee in the
employee's new status.
10.7 Regular employces shall serve a �robationar� neriod of one (11 year unon initial
ap,�ointment to Re�ular status Such probationarv neriod is considered to be a continuation of the
sclection�rocess and emplovees m��be terminated from employment or demoted without recourse.
pursuant to Articic 7 1 An emplo�e's probationar�period shall be extended bv the duration of a�
un�aid absence of ten (1 Ol or more consecutive workdaxs Probationarv emplovees shall be
evaluated after six (61 months of service and as often as necessarv as determined bv the emnlovees
Supervisor The�robationar�period mav also be extended by the City for up to six (61 months in
circumstances where further evaluation of the em�lo�ee is necessa� The probationarv neriod will
start over for anv emplovee who transfers to another position during the probationarv neriod. Part-
Time Em�lo�ees shall also Serve a�robationary_period of one (11 year as outlined above unon imtial
aonointment to Part-Time status. Tem�orary em�lo,yees shall not serve a probationarv period, as the
anpointment is temporary b� dcfinition and can be terminated at anv time.
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10.8 A Part Time or Tem�orary emplovee bud�eted for 1 000 hours in the fiscal vear will
be limited b�the CitX to 990 hours�ursuant to Cit�policy to avoid situations in which such emulovee
mav inadvertentiv exceed 1 000 hours in the fiscal vear The 990-hour limit mav onlv be exceeded
bv�s�ecific a�nroval of the CitX Mana�er or desi�nee followin� a written reauest from the
department.
ARTICLE 1 l: COMPENSATION AND CLASSIFICATIONS
11.1 Employees holding a classification listed on Exhibits "A-1 through A-4" shall be paid
the wage rate established for their classification. Upon initial appointment to a classification, an
employee shall normally be paid the lowest wage rate for that classification. An employee may,
however, be paid a wage rate above the lowest wage rate if circumstances justify it. Step increases
require Department Director and City Manager approval and may be granted with satisfactorv
�erformance as follows: After t��iri�een-{�3�j twenty-six(261 full pay periods of employment at Salary
Step 1, an employee will be advanced to Salary Step 2. After twenty-six (26) full pay periods of
employment at Salary Step 2, an employee will be advanced to Salary Step 3. After twenty-six (26)
full pay periods of employment at Salary Step 3, an employee will be advanced to Salary Step 4.
After twenty-six(26) full pay periods of employment at Salary Step 4, an employee will be advanced
to Salary Step 5. For emnloXees holdin¢ a classification listed on Eachibit"B " after twentv-six (26
full�ay oeriods of em�lovment at Salary Step 5 an em�lovee will be advanced to Salarv Sten 6•
After twenty six(261 full pav periods of emplo.yment at Salary Ste� 6 an emplovee will be advanced
to Sala�Step 7. A full pay period as used herein is defined as one in which the employee works or
is paid for time off for at least half of the regularly scheduled work hours. The effective date of a
higher wage step shall be the first day of the pay period following nualification for the new step.
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11.�2 Compensation shall be paid at bi-weekly intervals on Thursdays at the end of the
employee's work period after 12:00 noon for a pay period ending no earlier than the preceding
Saturday. If a pay day falls on a holiday, payment shall be made on the preceding workday.
11.�3 When an employee is temporarily assi�med to work in a lower-�aid classification�orover
than the employee's regular classification, the employee's rate of pay will not be reduced.
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11.54 Except for those employees whose shift ends on or before 6:00 p.m., employees shall
receive shift differential pay of three and one-half percent (3 1/2%) of the employee's regular pay rate
for each hour worked between the hours of 4:00 p.m. and 12:00 midnight, in addition to the
employee's regular compensation when assigned to work a regularly scheduled shift which includes
work hours between 4:00 p.m. and 12:00 midnight. Except for employees whose shift starts at 6:00
a.m. or later, for time worked between 12:00 midnight and 8:00 a.m. shift differential pay shall be
increased to five percent (5%).
11.65 Whenever a full-time Regular employee is reassigned by the City to
replace an absent employee with a higher pay rate and performs a substantial majority of the absent
employee's duties for a full work dav, such employee shall have their compensation rate increased
by five percent (5%) . Temporary assignments to the
duties of another higher paying classification and compensation therefore, requires prior City
approval.
11.�6 The City Manager may,based upon outstanding job perfortnance, 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 year period.
11.$7 Attached hereto and made a part hereof is are Exhibits"A-1 through A-4"titled"Non-
exempt Employee Schedule of Classifications and Hourly Wage Rates " and`B-1 through B-4" titled
"Exempt Employee Schedule of Classifications and Salary Ranges."
ARTICLE 12: HOURS AND OVERTIME
12.1 All Regular employees will receive full time employment for each workweek
employed, provided they report for duty and are capable of performing their work. This is not to be
interpreted that the City does not retain thc right to lay off or release employees on account of lack
of work or other valid reason.
12.2 Each employee shall report for work at the employee's regularly established
headquarters and shall return thereto at the conclusion of the day's work and the time spent in
traveling between such headquarters and the job site shall be considered as time worked.
12.3 A workweek is defined to consist of seven (7) consecutive calendar days, Sunday
through Saturday, and a basic workweek is normally defined to consist of five (5) consecutive
workdays of eight (8) hours each. The basic workweek may begin on any day of the week or at any
hour of the day during the workweek. The City may modify employee work schedules from time to
time as needed. Except in the event of an emergency, the City will give employees as much notice
as possible of any permanent schedule change, but in any event not less than five (5) work days,
unle5s their is mutual agreement. The basic workweek indicated above mav be modified bv mutual
a�reement of the CitX and the affected emploXee(sl in those situations where such a modification
serves the interests of both the City and its emplo�ees.
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12.4 Except for Part-Time and Temporary employees and those employees holdmg a
classification listed on Exhibit "B", overtime is defined as (a) time worked in excess of forty (40)
hours in a workweek, (b) time worked in excess of eight (8) hours, (c) time worked on a non-
workday, (d)time worked outside of regular hours on a workday, and (e) time worked on a holiday.
For Part-Time and Temporary employees,overtime is defined as time worked over forty (40) hours
in a workweek. Overtime shall be computed to the nearest one-quarter (1/4) hour. In such cases
where the basic warkweek has been modified b�mutual a�,reement pursuant to 12 3 these overtime
requirements maX be waived�ursuant to applicable law.
12.5 Provided the working of overtime has Citv approval, overtime compensation shall be
paid at a rate equivalent to one and one-half(1-1/2)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(1-1/2) hours off far each overtime hour worked. Compensatory time off with
pay shall be scheduled in the same manner as vacations are normally scheduled. The maximum
compensatory time off available for any employee at any time shall be the maximum established by
the Fair Labor Standards Act, which is presently two hundred forty (240) hours. In the event
overtime is worked by an employee who has the maximum accumulation of compensatory time off,
the employee shall be paid for the overtime worked as set forth above. Employees whose
employment with the City is terminated for any reason shall, at the time of termination, receive
payment for any unused compensatory time off previously earned.
12.6 Employees who are entitled to overtime compensation and who are required to report
for work on their non-workdays or on holidays they are entitled to have off, or outside of their
regular hours on workdays, shall be paid overtime compensation for the actual time worked, but in
no event for less than two (2)hours compensation far each call-out, except however, that employees
shall not be paid morc than time and one-half the regular rate of pay for any given tune period. If an
employee who is called out for such overtime work outside of the employce's regular hours on a
workday continues to work into the employee's regular hours,the employee shall be paid overtime
compensation only for the actual overtime worked. If an employee performs overtime work
immediately following the end of the employee's regular shift, the employee shall be paid overtime
compensation only for the actual overtime worked.
12.7 For those employees who are entitled to overtime compensation, overtime shall be
distributed as equally as is practicable among those employees who are qualified and available and
who volunteer for overtime work and the City shall not require employees who have worked overtime
to take equivalent time off during a workday without pay.
12.8 All employees holding a classification listed on Exhibits `B-1 through B-4" "Exempt
Employee Schedule of Classifications and Salary Ranges" are exempt from the Fair Labor Standards
Act and the provisions of this Article.
ARTICLE 13: SENIORITY
13.1 Seniority is defined as total length of continuous service with the City. In determining
an employee's seniority, the continuity of the employee's service will be deemed to be broken by
teimination of employment by reason of(1) resignation, (2)discharge for cause, (3) layoff, (4) failure
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to return immediately on the expiration of a leave of absence or acceptance of other full time
employment while on leave, and(5)unexcused absence without pay, without a leave of absence, in
excess of five (5) workdays. Continuity of service will not be broken and seniority will acerue when
an employee is (a) inducted, enlists or is called to active duty in the Armed Farces of the United
States or service in the Merchant Marine or under any Act of Congress which provides that the
employee is entitled to re-employment rights, (b) on duty with the National Guard, (c) absent due to
industrial injury, (d)on leave of absence or(e) on excused absence.
ARTICLE 14: PROMOTION AND TRANSFER
14.1 All promotions and transfers shall be in accordance with standards and procedures as
determined by the City.
14.2 Whenever any City Council authorized position vacancy occurs, which the City
intends to fill, the City will post the position vacancy t�g�etker in a consistent distinctive manner with
pertinent information concerning the duties, c{ualifications and filing period, for not less than five (5)
working days on all work site bulletin boards. The City recognizes the advantage of filling vacancies
from within and will endeavor to do so when it is in the City's interest.� therefore. when filling
vacancies '., the City will consider the quality and length of service
in making the selection decision.
14.3 Whenever an employee is promoted to another higher paying classification, the
employee shall receive a five percent (5%)pay increase, provided, however, that the maximum pay
rate of the new classification is at least five percent(5%) higher than the employce's current pay rate.
14.4 All promotions and transfers of City employees shall be on a probationary basis for
one (l) year. At any time during the probationary period the City may terminate the appointment.
If an appointment is terminated, the employce shall be returned to either the employee's previous
classification and pay rate, or some other classification that is mutually acceptable to the employee
and the City. Any unpaid absences during a probationary period shall cause the probationary period
to be extended by the length of the absence.
14.5 An employee requesting latera] transfer from one position to another position in the
same classification or requesting voluntary demotion to a position in a lower�aid classification, for
which the employee is qualified, shall be addcd to the current eligibility list for such classification;
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ARTICLE 15: LAYOFF, DISPLACEMENT AND REINSTATEMENT
15.1 Whenever it becomes necessary for the City to lay off employees for anv reason, the
City will give employees involved as much notice as possible; but in no event will such employees
receive less than two (2) weeks' notice of layoff.
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15.2 Regular employees will be laid off in the re t excludinr tho e defined in Sect on
seniority. Probationary employees as defined in Section 10.�7, bu �
14.4, will be laid off before other Regular employee T hire dateewithin the D partmen� Part-tune
employees wi l l be lai d o f f i n t h e r e v e r s e o r d e r o f t h e
15.3 An employee whose job is being eliminated, may lowert�a dpclas fcat on nt he
employee in any Division or Depart�me�he1Cle caUTechni al/Profess onal iJnits, if qualified to
S up ervi sorv/Confidential�per�i s�
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erform the duties of the classification and if the employee's se ee whose�ob is behnn el minat d
employee in the classification being displaced. A Part-Time em o
with the exce tion of a Tem or em lo ee ma elect to dis la 1 f ed oart e orm hel dut es�of t e
latest em lo ment date m an division or de artment if ua
classification and if the classification is in the Su erviso /Confidential or ClericaUTechnical/
Professional Units.
15.4 Regular employees, who are laid off, will be given preferential re-hire rights, in the
reverse order of layoff, in filling future vacancies, for which thu�ent addr-es5a Employeeswho ar�
one (1) year, providing they keep the City advtsed of the�r
reinstated, within one (1) year after layoff, shall have all previously accrued and unused benefits
restored.
15.5 Notwithstanding the provisions of this Article,
the City and the Union may agree to
othcr 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 b facto Clarrangements�can benmade
substantial reason, up to a ma�c�rnum of one(1)year, providulg satis ry
to perform the employee's duties without undue interferencbeenite haus c�d willrbetcons de ed as
Inability to return to work after an employee s stck leave has
an urgent and substantial reason and in such cases a]eave will be g'anted.
16.2 A leave of abscnce will commence on and include trecedin the day the emp oyee
employee is absent and termtnatcs with and includes thc workday p �
returns to work.
16.3 All applications for leave of absence shall be andem lo eelnwillXbepresto eath�e
employee is unable to ation of leave of bls�ce sha 1 be clearly stated by the City in conjunction
employment on the termi
with the granting of a leave of absence. Upon an emplo�eeo���on and work ng condition o prov d ng
the employee will be reinstated to the employee 5 forme p
that the employee is capable of performing the duties of the fb�ee�inatea a ri g said leave, the
been a reduction of forces or the employee's positton has
employee will be placed in the position the employee would be in had the employee not been on a
leave of absence.
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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 ar 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 ar sick
leave benefits nor maintain gr'oup insurance coverage. An employee may, however, at the employee's
option and expense, maintain the employee's group insurance coverage providing the full monthly
premium is received by the City Treasurer on or before the first day of the month for which the
premium is intended. Notwithstanding the above, however, if the leave of absence is as a result of
exhaustion of sick leave benefits, an employee's group insurance may be maintained for up to three
(3) calendar months.
16.7 The Parties acknowledge the provisions of State and Federal law governing family
leaves. The Family and Medical Leave Act(FMLA), which is subject to legislative change, currently
entitles those employees who have worked twelve hundred fifty (1,250) or more hours during the
preccding 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 lea�e 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 Lcave of
Absence apply.
ARTICLE 17: EXPENSES
17.1 Whenever an employee is authorized and uses the employee's personal automobile for
City business as a direct result of employment or representation of the City, the employee will be
reimbur5ed therefor at the same rate per mile as established for un-represented City employees. The
City will not, however, be responsible for any loss, damage, repairs or maintenance of personal
vchicles used on City business.
17.2 Employees shall follow City Resolutions and policies on restricting employee use of
City vehicles for personal purposes.
17.3 Whenever an employee is required to travel out of the City, the City will determine
the appropriate means of travel and the travel time allowance, if any. .
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17.4 Whenever an employee travels on official City business, the employee shall receive
actual lodging expenses, provided they are approved in advance by the City. With advance City
approval,optional meals or programs included as a part of the conference or meeting program shall
be paid at the stated program rate.
17.5 Meal allowances, including tax and tip, at the following rates may be allowed while
an employee is on official City business:
Dinner $17.50
Lunch 8.50
Breakfast 6.00
Employees will make every effort to stay within the above limits,however, with '
Finance Officer approval, when circumstances justify it, reimbursement of actual meal expenses will
be made.
1�.6 With City approval and proper documentation of the expense, employees may be
reimbursed for incidental expenses while on official City business for items such as:
Registration
Taxi, bus and other transportation fares
Business phone calls and faxes
Gratuities
Parkin
ARTICLE 18: SICK LEAVE
18.1 Sick leave with pay shall be accumulated for each Regular; and Job-Share �
employee at the rato of forty-six thousandths (.046) of an hour for each regular hour
worked or on paid lcave. (Accrual rate approximately one (1) day per month.)
18.2 Sick leave shall be allowed for a non-work related absence due to: (a)the inability
of an employee to be present or perform the employee's duties because of personal physical or mental
illncss, 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 immediatc 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 (40) hours per calendar
year.
18.3 Management may require satisfactory evidence of illness or disability befare 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
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examinations shall be at the sole expense of the City, and the employee shall be placed on leave with
pay for the purposes of such examination. The Parties shall cooperate as appropriate, in controlling
employee abuse of the sick leave program.
18.4 If a holiday which an employee is cntitled 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 o H�an
or injury, with approval of t he emp loyee's Department Director, the �
Resources Mana�er 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 em�lo�Y the Citv the emnlovee shall directiv
reimburse the Ci for advanced sick leave in excess of the funds if an reviousl wrthheld. Such
du-ect reimbursement will be waived for emnlovees who are terminallv ill or totallv disabled (100%l.
18.6 Any employee who after ten(10) years of 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 service, the percentage set forth above shall be increased to forty-five
perccnt (45%). For employees with twenty(20)years or more service,the percentage set forth above
shall be increased to sixty percent (60%). An employee may, however, at the employee's option,
elect to waive the foregoing benefit and in lieu thereof, receive credit for said unused sick leave
toward the employee's retirement benefit through the Public Employees' Retirement System pursuant
to the contract between the City of Redding and the Public Employees' Retirement System.
ARTICLE 19: FUNERAL LEAVE
19.1 Regular; and Job-Share employees who are absent from work due
to the death of a member of the employee's "immediate family" shall receive compensation at the
regular rate of pay for the time necessary to be absent from work, but not to exceed forty (4�)
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 cmployee'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.
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ARTICLE 20: HOLIDAYS
20.1 Regular, and Job-Share employees, except as otherwise provided
herein, shall be entitled to have the following holidays off with pay:
(a) January 1 st
(b) February 12th,known as"Lincoln Day"
(c) The third Monday in February
(d) The last Monday in May
(e) July 4th
(� The first Monday in September
(g) Employee's birthday
(h) The second Monday in October, known as"Columbus Day"
(i) November l lth, known as "Veterans' Day"
(j) Thanksgiving
(k) Friday after Thanksgiving
(1) The last four(4) work hours beforc Christmas
<
(m) December 25th
If any of the foregoing holidays fall on a Sunday, the Monday following shall be observed as
the holiday, except by those employees who are regularly scheduled to work on Sunday other than
on an overtime basis. Employees who are regularly scheduled to work on Sundays shall observe such
the receding Friday shall
holidays on Sunday. If any of the foregoing holidays fall on a Saturday, p
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. Notwithstanciing thc foregoing, an
employee may observe the employee's birthday holiday on the employee's birthday or anytimc 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. �� :
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20.2 Notwithstanding the foregoing, employees may be scheduled to work on holidays, in
which event any such employee will, in addition to the employee's holiday pay, be compensated
therefor at the overtime rate of pay for all time worked on such days. An employee may, however,
at the employee's option, elect to observe that holiday at another time to be scheduled in the same
manner as vacation days are normally scheduled, in which event any such employee will only be
compensated for time worked on that day at the overtime rate of pay, and shall not receive holiday
pay for such day.
20.3 If an employee is in a non-pay status on i�ati� either workdays immediately adjacent
to the holiday, the employee shall not receive pay for the holiday.
ARTICLE 21: VACATIONS
21.1(a) Regulat;and Job-Share emplovees and�art-time emploxees with twentv-four (241
months of continuous service ' shall accrue vacations with pay
up to a maximum of four hundred(400) hours as follows:
21.1(b) At the rate of thiriy-nine thousandths (.039) of an hour for each regular hour
worked or on paid leave from the date of employment through the one hundred fourth (104th) full
pay period of employment. (Accrual rate approximately two (2) weeks per year up to four(4) years
of servicc.)
21.1(c) At the rate of fifty-eight thousandths (.058) of an hour for each regular hour
workcd or on paid leave from the on hundred fourth(104th) full pay period through the two hundred
thirty-fourth(234th) full pay period of employment. (Accrual rate approximately three (3) weeks per
ycar after four(4) years of service.)
21.1(d) At thc ratc of sixty-cight thousandths (.068) of an hour for each rcgular hour
worked or on paid leave from the two huncircd thirty-fourth (234th) full pay period through the three
- hundred sixty-fourth (364th) full pay period of cmployment. (Accrual rate approximatcly three and
one-half(3-1/2) weeks per year after ninc (9)years of scrvice.)
21.1(c) At the rate of seventy-seven thousandths (.077) of an hour for each regular hour
worked or on paid leave from the three hundred sixty-fourth (364th) full pay perioci through the four
huncired ninety-fourth (494th) full pay period of employment. (Accrual rate approximately four(4)
weeks per year after fourteen (14) years of service.)
21.1(fl At thc rate of eighty-seven thousandths (.087) of an hour for each regular hour
workcd or on paid leave from the four hundred ninety-fourth (494th) full pay period through thc six
hundred twenty-fourth (624th) full pay period of employment. (Accrual rate approximately four and
one-half(4-1/2) weeks per year after nincteen (19) years of service.)
21.1(g) At the rate of ninety-six thousandths (.096) of an hour for each regular hour
worked or on paid leave from and after the six hundred twenty-fourth (624th) full pay period of
employment. (Accrual ratc approximately fivc (5) weeks per ycar after twenty-four (24) years of
scrvice.)
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21.1(h) A full pay period as used in this Article is defined as one in which the employee
works or is paid for time off for at least half of the regularly scheduled work hours.
21.2 Vacation cannot be accrued while an employee is in a non-pay status.
21.3 Vacations will be scheduled throughout the calendar year. Employees with �-eater
seniority will be given preference over those with less seniority in the selection of a vacation period:
provided,however,that if the senior employee splits the employee's vacation by requesting less than
a fizll year's allowance to be scheduled on consecutive workdays,the employee's preferential rights
shall only apply on one period in that calendar year prior to all other employees being given
consideration in the selection of their first choice vacation period.
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 tertnination, receive pay for any unused vacation previously earned.
21.7 Whenever any exempt employee has accrued one hundred twenty(120) hours or more
vacation allowance as set forth in 21.1 (a-g), the City will, at the employee's option, compensate the
employee for up to forty (40) hours of accumulated vacation during any fiscal year. Additionally,
whenever any exempt employee has accrued two huncired forty (240) hours or more of vacation
allowance as set forth in 21.1 (a-g),the City will, at the employee's option, compensate the employee
for up to eighty(SO) hours of accumulated vacation during any ftscal year. Non-exemot cmployees
will become eli�ible under this article on Julv l. 1998.
21.8 Whenever any employee has exhausted all paid time off benefits as a result of a non-
work related injury or disability, and is not eligible for long-term disability insurance bcncfits, other
employees may contribute their vacation credits to the disabled employee with vacation credits being
donatcd and granted on the basis of the dollar value of the vacation credits.
21.9 An emploxee who has submitted a vacation rec�uest in writing more than two (21
wceks�rior to the be�innin�of the rec�uested vacation shall receive approval or denial of the reauest
in writin� within five�51 working daxs of the rec�ucst Failure of the supervisor to nrovide such
decision within five (51 working daXs will be treated as though the vacation reauest was approved.
If an em�loXee's suQervisor is not available to make such a decision the emplovee's d�vision mana er
or de�artment director will do so.
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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�'anted effective on the first day of the pay period
closest to January 1 each year and must be used before the end of the calendar year. No
administrative leave shall be carried over to the next calendar year, nor shall unused administrative
be converted to compensation.
22.4 Administrative leave may not be taken for the purpose of outside employment or for
self employment.
ARTICLE 23: UNIFORMS
23.1 An annual uniform allowance for certain classifications of employees as set forth below
shall be paid the week following the second nav dav in July each year and
is for the puipose of maintenance and replacement of uniforms for the ensuing fiscal year. The
allowance is not a reimbursement for the prior year. The first clothing allowance shall be a prorated
amount for that period of time from the employee's date of employment through the following June
30th. EmploXees separatin� emplovment shall have the uniform allowance advanced for that fiscal
xear deducted from their final pavcheck except for the prorated amount for that neriod of tune from
JuIX 1 to the date of separation. Annual uniform allowances are as follows:
Parking Violation Officcr $3-�5 425
Police and Fire Miscellaneous employees $3-59 360
As of Ju� 1 2000 the allowances will be increased to $450 for Parking Violation Officer and
$375 for Police and Fire Miscellaneous emploYces•
23.2 The City shall pay the rcasonable cost of repair or replacement of uniforms, glasses,
watchcs, or other personal property up to two huncired dollars ($200.00)per incident damaged in the
course of cmployment. 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 Regulat;and Job-Sharc employees are covered
by a State of California Public Employees' Retirement System program pursuant to an existing
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contract with the Public Employees' Retirement System. The major features are: two percent (2%)
at age sixty (60); normal retirement age sixty (60); one (1)year's compensation in benefit formula;
1959 Survivors Benefit; Post-Retirement Survivors allowance; credit for unused sick leave; and
certain military service credit. The City pays the employee's full cost of participation in the Public
Employees' Retirement System.
24.2(a) Group Izisurance: All Regulat;and Job-Share employees are
eligible to participate in a group insurance benefit program, effective the first day of employment.
The City shall pay the full cost of the program for both employee and dependents. The major
elements of the group insurance benefit program are:
(1) Life Insurance: Twice annual salary for employee, $3,000 for employee's
dependents.
(2) Health Benefits: $100 deductible per person per yea
; 80%
payable for first $5,000 of eligible charges, except for hospital charges which are 100%
payable; 100%thereafter up to one million dollars lifetime limit; professional fees based upon
U.C.R.; normal typical exclusions and limitations. Effective JuIY 1 1997 covera�e will
include cancer screening with no se�arate dollar limit annual physical examinations,"well-
babv"care a 30 visit annual limit on chiro�ractic and accidents paid at normal co-navment
rate Effective not later than Se�tember 1 1997 the Citv will implement a prescrintion dru�
card�rogram with the following malor elements• No deductible• a $5 00 emolovee co-
��ivment for generic �rescrintions� an $8 50 em�loYee co-payment for name brand
�rescriptions; and with all prescriptions�reviouslv reimbursable to be covered bv the
�rescription dru,� card•
(3) Dental Benefits: No deductible and 100% of U.C.R. for prevention; no
deductible and 50% up to $2,000 per lifetime per person for orthodontia; $25 deductible and
80% of U.C.R. up to $2,000 per person per year for all other eligible charges.
(4) Long Term Disability: After three (3) months, 60%� of employee's salary
integrated with all other income benefits payable to age 65.
(5) Vision Benefits: California Vision Service Plan A, which provides for $25
deductible, an eye examination no more than every twelve (12) months and lenses and frames
no more often than each twenty-four(24) months.
� Short Term Disabilitv• No later than Se�tember 1 1997 the Citv will
administer emplovc,e paid State Disability Insurance for all cm�lovees includin�Part-Time
and Tem�orary em lp oyees,
The City may if practicable, modify the group insurance program set forth above by adding
utilization review and by creating preferred provider organization programs which create financial
incentives for the employee to use such preferred provider 5ervices. The Parties agree to meet at least
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once during the term of this Memorandum of Understanding to discuss cost containment and
wellness.
24.2(b) The City will pay fifty percent(50%)of the group medical insurance premium for
each retiree and dependents, if any, presently enrolled and for each retiree 'in the future who goes
directly from active status to retirement and continues the group medical insurance without a break
in coverage. Payments by the City will be discontinued upon the death of the retiree or upon
ternunation of group medical insurance coverage. The City will not contribute payments on behalf
of any retiree except as set forth above. Following the death of a retiree the surviving spouse, if any,
may continue the insurance at their own expense until becoming eligible for participation in any other
group insurance program.
ARTICLE 25: JURY DUTY
25.1 A Regular or Job-Share�ti�rnrp 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
employce's regular rate of pay.
ARTICLE 26: PERSONNEL RECORDS
26.1 Any employee, at the employee's request, shall be permitted to review the employee's
own personnel file. The file may not, however, be removed from the Personnel Office.' With the
exception of examination materials, an employee may have copies of documents contained in the
employee's personnel file.
26.2 An cmployee may authorize a representative to review the employee's personncl 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 � Human Resources Mana�er and, upon request, shall have thc right
to have a Union representative present. The employee may also attach a written rebuttal to the
employee evaluation, providing it is done within thirty (30) days of the employee's receipt of thc
evaluation.
26.4 Prior to any negative or derogatory documents being placed in the personnel file, the
affcctcd employee shall receive a copy and be given the opportunity to attach a written rebuttal.
26.5 Upon an employee's request, with Department Director approval, the City Manager
may seal and or remove any disciplinary element of an employee's personnel file.
ARTICLE 27: CONTINUING EDUCATION
27.1 Eligible City of Redding employees who complete authorized courses taken for credit
with a passing grade may, upon application, be reimbursed for the tuition and cost of required
textbooks.
23
� �
27.�2 Employees must obtain prior approval from their Department Directo�t�re B�reetar
�f��'ersanne� and the�itp Human Resources Manager. Reimbursement shall be limited to erte two
hundred dollars(-�66:96j 200.00 per course semester/quarter�.
ARTICLE 28: MISCELLANEOUS
28.1 Whenever any employee is subpoenaed to testify in court as a result of the employee's
employment and i�therefore unable to perform the employee's regular duties,the employee shall be
paid for all regular time lost.
,
,
,
, •
28.�2 The CitX and the Union reco¢nize the need for and efficacv of the Citv's Volunteer
Pro�ram The Sco�e and intent of the Volunteer Program is described in Council Policv 209. The
CitXand the union agree that volunteers will not be used to d�snlace current emnlovees reduce the
current Memorandum of Understandin or cause cancellation of existin or future Memoranda of
Understandin� The City and the Union a��ree to meet at least once durin� the term of this
Memorandum of Understandingto discuss guidelines re�ardin�the use of volunteers.
28.3 The City will pav the cost of fees to maintain�rofessional licenses reauired bv the Citv
to meet the minimum c�ualification� for the nosition.
28.4 The Ci� will develo� a written disciplinar�policv throu�h the meet-and-confer
process with affected em�lovee grou�s by Januarv 1 1998 The nolicv will incorporate the
�rinciple5 o�u5t cause for all em�lovee covered bv this MOU with the exception of probattonarv
em�lovees�ursuant to Article 7 1 The policv also will incoroorate the pnncinles outlmed in the
Supreme Court decisions in Wei�igar•fen and Skellv If the nolicv is not completed bv JanuarY 1.
1998 the�arties a�ree to reopen the MOU for the limited ouroose of neQoriatxn� re ardtn such a
op licv•
28.5 The arties reco ize the on oin work of th Reclassification Task Force and its
efforts to roduce a Cit wide olic on reclas ifications and desk audits. If the work of the Task
Force is on�oin� as of the effective date of this Memorandum of Understandin� and the Citv and
Task Force are subse�uentiv unable to arrive at a stipulated�olicv this MOU will be reonened within
thirtv (301 davs for the limited�uroose of ne�otiatin�re�ardin� such a uolicv.
24
� •
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, mociify or rescind policies, regulations, and
practices referred to in this Memorandum of Understanding in cases of emergency. For the purpose
of this Article, an"emergenc}�'is defined as an act of God, war, natural or manmade disaster, which
r
interferes with the normal operations of the City.
ARTICLE 32: COMPLETE AGREEMENT
32.1 Except as specifically provided in Article 33, Term, during the term of this
Memorandum of Understanding, the Union expressly waives and relinquishes the right to meet and
confer on wages, hours of employment, and terms and conditions of employment, and agrees that the
City shall not bc obligated to mcet and confer with respect to any subject or matter whether referred
to or covered in this Memorandum of Understanding or not, even though such subject or matters may
not have been within the knowledge or contemplation of either or both the City or the Union at the
time they met and conferred on and executcd this Memorandum of Understanding, and even though
such subjects or matters were proposed and later withdrawn. Both Parties acknowledgc that such
waiver and relinquishment as set forth above cames with it the commensurate prohibition for either
Party to effect a unilateral change in an employment condition falling within the scope of negotiations
under Government Code Section 3500 et. seq.
ARTICLE 33: TERM
33.1 This Memorandum of Understanding, having taken effect as of the day and year first
above written, 5hall remain in full force and effect until the first day of 3u}y,-�9��Januarv 2001, and
thereafter from year to year unless written notice of change or termination shall be given by either
party ninety(90) days prior to the expiration date above or the expiration date of any year thereafter,
except, however, that it shall only become effective with approval of the City Council of City.
. ...
... ... ... ... ... ... ... ... .. .
25
� �
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 Memarandum of understanding shall not be amended or supplemented except
by agreement of the Parties hereto, reduced to writing and duly signed by each.
_........_ . . ... . .. ... _. ... ..
26
� •
IN WTTNESS WHEREOF,the Parties have executed this Memorandum of Understanding as of the
day and year first above written.
CITY OF REDDING REDDING EMPLOYEES ORGANIZATION
SERVICE EMPLOYEES INTERNATIONAL
UNION
s/Robert M. Christofferson s/ Sarah Haddox
Robert M. Christofferson Sarah Haddox
City Manager Negotiator
s/ Samuel S. McMurrv s/Rebecca Kraft
Samuel S. McMurry . Rebecca Kraft
Assistant City Manager Negotiator
s/ Ste�hen J Craig s/Giannine O'Connor
Stephen J. Craig Giannine O'Connor
Superintendent - Wastewater Negotiator
5/Rita Vokal s/ Marta Stevens
Rita Vokal Marta Stevens
Director of Utilities Customer Service Negotiator
s/ Phillip A Perr,� s/Kim Waldron
Phillip A. Perry Kim Waldron
Director of Planning and Represcntative
Community Development
s/ Charles R. Reynolds
Charles R. Reynolds
Labor Relations Representative
Approved as to form:
s/Randall A. Havs
Randall A. Hays�
City Attorney
27 .._.. .... .... ,
_ .. ...
. � �
IN WITNESS WHEREOF, the Parties have executed this Memorandum of Understanding as of the
day of June, 1997, to be effective June 29, 1997.
C1TY OF REDDING REDDING EMPLOYEES ORGANIZATION
SERVICE EMPLOYEES INTERNATIONAL
LJNI ON
Michael Warren Rebecca Kraft
City Manager Negotiator
Randy Bachman Gregoty Piper
Human Resources Manager Negotiator
Leonard Moty Denise Seeman
Police Lieutenant Negotiator
Louisa Sparkman
N egotiator
� Marta Stcvens
Ncgotiator
Robert Belgeri
Representative
Approved as to form:
W. Lconard Wingate
City Attorney
28
- • �
SEIU--CLERICAL, TECHNICAL AND PROFESSIONAL UNIT
EXHIBIT "A-1":
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND HOURLY WAGE RATES
Effective: June 29, 1997
Hourly Wage Rate - Salary Step
1 2 3 4 5
916 Mail Courier 5.11 5.42 5.78 6.14 6.49
964 Student Aid 5.11 5.42 5.78 6.14 6.49
no� e,�--`------ '�'----'�il[
399 Cashier 5.11 5.78 6.49 7.22 7.94
968 Assistant Museum Curator 6.49 7.23 7.94 8.65 9.41
910 TechnicalIntern 6.49 7.23 7.94 8.65 9.41
927 Administrative Intern 7.23 7.94 8.65 9.41 10.12
398 Clerk I 8.38 8.92 9.46 9.98 10.49
383 Reprographics Technician I 8.3K 8.92 9.46 9.98 10.49
397 Clerk II 9.76 10.17 10.69 1 l.22 11.77
978 Janitor 9.83 1034 10.84 11.38 11.96
922 Stage Technician 9.78 10.38 11.00 11.62 12.22
919 Computer Operator Technician 9.41 10.12 10.82 11.54 12.26
917 Telecommunications Technician 9.41 10.12 10.82 11.54 12.26
967 Muscum Registrar 10.82 11.20 11.54 1191 12.26
391 Data Entry Operator 10.17 10.69 11.22 11.77 12.29
393 Account Clerk I 10.17 10.69 11.22 11.77 12.29
384 Reprographics Technician II 10.17 10.69 11.22 11.77 12.29
373 Clerk III 10.35 11.00 11.65 12.28 12.94
969 Computer Graphics Designer 10.35 11.00 11.65 12.28 12.94
390 Secretary [* 10.35 1 1.00 11.65 12.28 12.94
918 Community Services Coordinator 10.12 10.82 11.54 12.26 12.98
_.. .... ... ... .. ... ... ... . ..
29
� �
Hourly Wage Rate - Salary Step
1 2 3 4 5
374 Crime Analysis Technician 11.22 11.77 12.29 12.93 13.57
351 Customer Services Representative 11.22 11.77 12.29 12.93 13.57
375 Junior Engineering Aid 11.22 11.77 12.29 12.93 13.57
370 Account Clerk II 11.22 11.77 12.29 12.93 13.57
369 Housing Technician 11.34 11.93 12.55 13.21 13.91
377 Secretary II* 11.61 12.15 12.72 13.37 14.05
908 Technical Director 11.26 11.93 12.64 13.36 14.06
368 Parking Violation Officer 12.02 12.62 13 31 13.93 14.61
362 Accounting Specialist 12.21 12.79 1338 14.07 14.78
361 Computer Equipment Technician 12.21 12.79 13.38 14.07 14.78
363 Computer Operator 12.21 12.79 13.38 14.07 14.78
392 Records Specialist 12.21 12.79 1338 14.07 14.78
385 Reprographics Technician III 12.21 12.79 13.3R 14.07 14.78
366 Waste Inspector 12.93 13.58 14.27 14.99 15.80
371 Building Technician 13.31 13.93 14.61 15.34 16.11
357 Engineering Aid 13.31 13.93 14.61 15.34 16.1 1
346 Secretary to City Council 13.69 14.54 15.39 16.25 17.11
332 Engineering Technician 14.99 15.72 16.49 17.35 18.14
356 Senior Computer Operator 14.99 15.72 1f�.49 17.35 1 R.14
355 Housing Specialist I i 15.06 15.86 16.64 17.47 18.36
331 Computer Training Specialist 15.12 16.10 17.03 17.97 1 R.93
319 Building Inspector 16.49 17.35 18.14 19.05 20.03
323 Housing Specialist II 16.49 17.35 18.14 19.05 20.03
325 Landscapc Technician 16.49 17.35 18.14 19.05 20.�3
32] Public Warks Inspector 16.49 17.35 18.14 19.05 20.03
329 Wastcwatcr Laboratory Tcchnician 16.49 17.35 18.14 19.05 20.03
317 Computer/Network Specialist 17.26 18.35 19.43 20.5 l 2l.60
* Classifications subject to five percent (5%) differential for shorthand per class specifications.
..= ... ....� ... ... ... ... .. .:. ..... � .. .... .....
30 .. . .. .
� i
SEIU-CLERICAL, TECHNICAL AND PROFESSIONAL LJNIT
EXHIBIT "A-2": �
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND HOURLY WAGE RATES
Effective: June 28, 1998**
Hourly Wage Rate - Salary Step
1 2 3 4 5
916 Mail Courier 5.29 5.62 5.99 6.36 6.72
964 Student Aid 5.29 5.62 5.99 6.36 6.72
no� �,r------� �u '- '
399 Cashier 5.29 5.99 6.72 7.48 8.23
968 Assistant Museum Curator 6.72 7.49 8.23 896 9.75
910 TechnicalIntern 6.72 7.49 8.23 8.96 9.75
927 Administrative Intern 7.49 8.23 8.96 9.75 10.48
398 Clerk I 8.68 9.24 9.80 1034 10.87
383 Reprographics Technician I 8.68 9.24 9.80 10.34 10.87
397 Clerk II 10.11 10.54 11.07 11.62 12.19
978 Janitor 10.18 10.71 11.23 11.79 12.39
922 Stage Technician 10.13 10.75 11.40 12.04 12.66
919 Computer Operator Technacian 9.75 10.48 11.21 1 1.96 12.70
917 Telecommunications Technician 9.75 10.48 11.21 11.96 12.70
967 Museum Registrar 11.21 1 l.60 11.96 12.34 12.70
391 Data Entry Operator 10.54 11.07 11.62 12.19 12.73
393 Account Clerk I 10.54 11.07 11.62 12.19 12.73
384 Reprographics Technician fI 10.54 11.07 11.62 12.19 12.73
373 Clerk III 10.72 11.40 12.07 12.72 13.41
969 Computer Graphics Designer 10.72 11.40 12.07 12.72 13.41
390 Secretary I* 10.72 11.40 12.07 12.72 13.41
918 Community Services Coordinator 10.48 11.21 1196 12.70 13.45
374 Crime Analysis Technician 11.62 12.19 12.73 13.40 14.06
351 Customer Services Representative 11.62 12.19 12.73 13.40 14.06
375 Junior Engineering Aid 1 1.62 12.19 12.73 13.40 14.06
370 Account Clerk II 11.62 12.19 12.73 13.40 14.06
31
! �
Hourly Wage Rate - Salary Step
1 2 3 4 5
369 Housing Technician 11.75 12.36 13.00 13.69 14.41
377 Secretary II* 12.03 12.59 13.18 13.85 14.56
908 Technical Director 11.67 12.36 13.10 13.84 14.57
368 Parking Violation Officer 12.45 13.07 13.79 14.43 15.14
362 Accounting Specialist 12.65 13.25 13.86 14.58 15.31
361 Computer Equipment Technician 12.65 13.25 13.86 14.58 15.31
363 Computer Operator 12.65 13.25 13.86 14.58 15.31
392 Records Specialist 12.65 13.25 13.86 14.58 15.31
385 Reprographics Technician III 12.65 13.25 13.86 14.58 15.31
366 Waste Inspector 13.40 14.07 14.78 15.53 16.37
371 Building Technician 13.79 14.43 15.14 15.89 16.69
357 Engineering Aid 13.79 14.43 15.14 15.89 16.69
346 Secretary to City Council 14.18 15.06 15.94 16.84 17.73
332 Engineering Technician 15.53 16.29 17.08 17.97 18.79
356 Senior Computer Operator 15.53 16.29 17.08 17.97 18.79
355 Housing Specialist I 15.60 16.43 17.24 18.10 19.02
331 Computer Training Specialist 15.66 16.68 17.64 18.62 19.61
319 Building Inspector 17.08 17.97 18.79 19.74 20.75
323 Housing Specialist II � 17.08 17.97 18.79 19.74 20.75
325 Landscape Technician 17.08 17.97 18.79 19.74 20.75
321 Public Works Inspector 17.08 17.97 18.79 19.74 20.75
329 Wastewater Laboratory Technician 17.08 17.97 18.79 19.74 20.75
317 Computer/Network Specialist 17.88 19.01 20.13 21.25 22.38
* Classifications subject to fivc percent (5%)differential for shorthand per class speci�cations.
**Note: This exhibit will become effective only if thc City does not implement the PERS 2% @ 55
retirement plan prior to June 28, 1998.
................. ... ... . _.. .
_ _
.. ... ... ... ... ... . ... _ .,. ... . ... . ...
32
� �
SEIU-CLERICAL, TECHNICAL AND PROFESSIONAL LTNIT
EXHIBIT "A-3":
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND HOURLY WAGE RATES
Effective: June 27, 1999**
Hourly Wage Rate - Salary Step
1 2 3 4 5
916 Mail Courier 5.47 5.81 6.19 6.57 6.95
964 Student Aid 5.47 5.81 6.19 6.57 6.95
9��� �,�---------_���--�-�-�
aui
399 Cashier 5.47 6.19 6.95 7.73 8.51
968 Assistant 1Vluseum Curator 6.95 7.74 8.51 9.26 10.08
910 TechnicalIntern 6.95 7.74 8.51 9.26 10.08
927 Administrative Intern 7.74 8.51 9.26 10.08 10.83
398 Clerk I 8.97 9.55 10.13 10.69 11.24
383 Rcprographics Technician I 8.97 9.55 10.13 10.69 11.24
397 Clerk II 10.45 10.90 11.44 12.01 12.60
978 Janitor 10.52 11.07 I1.61 12.19 12.81
922 Stage Technician 10.47 11.11 11.78 12.45 13.09
919 Computer Operator Technician 10.08 10.83 11.59 12.36 13.13
917 Telecommunications Technician 10.08 10.83 11.59 12.36 13.13
967 Muscum Registrar I 1.59 11.99 12.36 12.76 13.13
391 Data Entry Operator 10.90 11,44 12.01 12.60 13.16
393 Account Clerk I 10.90 11.44 12.01 12.60 13.16
384 Rcprographics Technician II 10.90 11.44 12.01 12.60 13.16
373 Clerk III 11.OK 11.78 12.48 13.15 13.86
969 Computer Graphics Designer 11.08 11.78 12.48 13.15 13.86
390 Secretary I* 1 I.OR 11.78 12.48 13.15 13.86
918 Community Services Coordinator 10.83 11.59 12.36 13.13 13.90
374 Crime Analysis Technician 12.01 12.60 13.16 13.85 14.53
351 Customer Services Representative 12.01 12.60 13.16 13.85 14.53
375 Junior Engineering Aid 12.01 12.60 13.16 13.85 14.53
370 Account Clerk II 12.01 12.60 13.16 13.85 14.53
33
� �
Hourly Wage Rate - Salary Step
1 2 3 4 5
369 Housing Technician 12.15 12.78 13.44 14.15 14.90
377 Secretary II* 12.44 13.01 13.62 1432 15.05
908 Technical Director 12.06 12.78 13.54 1431 15.06
368 Parking Violation Officer 12.87 13.51 14.26 14.92 15.65
362 Accounting Specialist 13.08 13.70 14.33 15.07 15.83
361 Computer Equipment Technician 13.08 13.70 14.33 15.07 15.83
363 Computer Operator 13.08 13.70 1433 15.07 15.83
392 Records Specialist 13.08 13.70 1433 15.07 15.83
385 Reprographics Technician III 13.08 13.70 1433 15.07 15.83
366 Waste Inspector 13.85 14.54 15.28 16.05 1692
371 Building Technician 14.26 14.92 15.65 16.43 17.25
357 Engineering Aid 14.26 14.92 15.65 16.43 17.25
346 Secretary to City Council 14.66 15.57 16.48 17.41 18.33
332 Engineering Technician 16.05 16.84 17.66 18.58 19.42
356 Senior Computer Operator 16.05 16.K4 17.66 18.58 19.42
355 Housing Specialist I 16.13 16.98 17.82 18.71 19.66
331 Computer Training Specialist 16.19 17.24 18.24 19.25 20.27
319 Building Inspector 17.66 18.58 19.42 20.41 21.45
323 Housing Speciali5t II � 17.66 18.58 19.42 20.41 21.45
325 Landscape Technician 17.66 18.58 19.42 20.41 21.45
321 Public Works Inspector 17.66 18.58 19.42 20.41 21.45
329 Wastewater Laboratory Technician 17.66 1 R.58 19.42 20.41 21.45
317 Computer/Network Specialist 18.48 19.65 20.81 21.97 23.14
* Classifications subject to five percent (5%) differcntial for shorthand per class specifications.
** Note: This elchibit will become effective only if the City does not implement the PERS 2% @ 55
retirement plan prior to June 28, 1998.
..: ... .... . ... ... ... ...
34
� �
SEIU-CLERICAL, TECHNICAL AND PROFESSIONAL UNIT
EXHIBIT "A-4":
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND HOURLY WAGE RATES
Effective: June 27, 1999**
Hourly Wage Rate - Salary Step
1 2 3 4 5
916 Mail Courier 5.28 5.60 5.98 6.35 6.71
964 Student Aid 5.28 5.60 5.98 6.35 6.71
399 Cashier 5.28 5.98 6.71 7.46 8.21
968 Assistant Museum Curator 6.71 7.47 8.21 8.94 9.73
910 Technicallntern 6.71 7.47 8.21 8.94 9.73
927 Aciministrative Intern 7.47 8.21 8.94 9.73 10.46
398 Clerk T 8.66 9.22 9.78 10.32 10.84
383 Reprographics Technician I 8.66 9.22 9.78 10.32 10.84
397 Clerk II 10.09 10.51 1 1.05 1 I.60 12.17
978 Janitor 10.16 10.69 11.21 11.76 12.36
922 Stage Technician 10.11 10.73 11.37 12.01 12.63
919 Computer Operator Technician 9.73 10.46 11.I 9 11.93 12.67
917 Telecommunications Technician 9.73 10.46 11.19 1 l.93 12.67
967 Museum Registrar 11.19 l 1.58 11.93 12.31 12.67
391 Data Entry Operator 10.51 11.OS 11.60 12.17 12.70
393 Account Clerk I 10.51 11.OS 11.60 12.17 12.70
3R4 Reprographics Technician il 10.51 11.OS 11.60 12.17 12.70
373 Clerk III 10.70 11.37 12.04 12.69 13.38
969 Computer Graphics Designer 10.70 1 l.37 12.04 12.69 13.38
390 Secretary I* 10.70 11.37 12.04 12.69 13.38
918 Community Services Coordinator 10.46 11.19 11.93 12.67 13.42
374 Crime Analysis Technician 11.60 12.17 12.70 1337 14.03
351 Customer Services Representative 11.60 12.17 12.70 1337 14.03
375 Junior Engineering Aid 11.60 12.17 12.70 1337 14.03
370 Account Clerk II 11.60 12.17 12.70 13.37 14.03
35
� �
Hourly Wage Rate - Salary Step
1 2 3 4 5
369 Housing Technician 11.72 12.13 12.97 13.66 14.38
377 Secretary II* 12.00 12.56 13.15 13.82 14.52
908 Technical Director 11.64 1233 13.07 13.81 14.53
368 Parking Violation Officer 12.43 13.05 13.76 14.40 15.10
362 Accounting Specialist 12.62 13.22 13.83 14.54 15.28
361 Computer Equipment Technician 12.62 13.22 13.83 14.54 15.28
363 Computer Operator 12.62 13.22 13.83 14.54 15.28
392 Records Specialist 12.62 13.22 13.83 14.54 15.28
385 Reprographics Technician III 12.62 13.22 13.83 14.54 15.28
366 Waste Inspector 1337 14.04 14.75 15.50 16.33
371 Building Technician 13.76 14.40 15.10 15.86 16.65
357 Engineering Aid 13.76 14.40 15.10 15.86 16.65
346 Secretary to City Council 14.15 15.03 15.91 16.81 17.69
332 Engineering Technician 15.50 16.25 17.05 17.94 18.75
356 Senior Computer Operator 15.50 16.25 17.05 17.94 18.75
355 Housing Specialist I 15.57 16.40 17.20 18.06 18.98
331 Computer Training Specialist 15.63 16.64 17.60 18.58 19.57
319 Building Inspector 17.05 17.94 18.75 19.69 20.71
323 Housing Specialist II 17.05 l 7.94 18.75 19.69 20.71
325 Landscape Technician 17.05 17.94 18.75 19.69 20.71
321 Public Works Inspector 17.05 17.94 18.75 19.69 20.71
329 Wastewater Laboratory Technician 17.05 17.94 18.75 19.C9 20.71
317 Computer/Network Specialist 17.84 1 R.97 20.09 21.20 22.33
* Classifications subject to five percent (5%) diffcrcntial for shorthand per class specifications.
**Note: This exhibit will become effective only ifthe City implements the PERS 2% @ 55 retirement
plan prior to June 28, 1998.
... _. ... ..., ,.... ...
.. . ...... ... .. .. .
36 ...: ... .. : _:.. ...
_ � �
. � a
SEIU-CLERICAL, TECHNICAL AND PROFESSIONAL LTNIT
EXHIBIT `B-1":
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND SALARY RANGES
Effective: June 29, 1997*
Monthly Salary Rates - Salary Steps
1 2 3 4 5 6 7
118 Associate Civil Engineer 4,193 4,403 4,623 4,853 5,096 5,351 5,618
119 Senior Planner 4,193 4,403 4,623 4,853 5,096 5,351 5,618
223 Plan Check Engineer 3,982 4,186 4,396 4,616 4,846 5,088 5,342
132 Traffic Engineer/Planner 3,982 4,186 4,396 4,616 4,846 5,0�8 5,342
141 Associate Planner 3,766 3,954 4,153 4,359 4,577 4,807 5,047
E�r
163 Assistant Civil Engineer 3,490 3,665 3,848 4,040 4,243 4,454 4,677
167 Safety Specialist 3,490 3,665 3,848 4,040 4,243 4,454 4,677
162 Senior Plan Checker 3,490 3,665 3,848 4,040 4,243 4,454 4,677
205 Industrial Waste Analyst 3,291 3,456 3,628 3,809 4,001 4,200 4,410
216 Right of Way Specialist 3,291 3,456 3,628 3,809 4,001 4,200 4,410
219 Computer Network Administrator 3,245 3,407 3,577 3,756 3,944 4,141 4,348
117 CrosS-Connection Control Specialist 3,121 3,277 3,440 3,612 3,793 3,9R3 4,182
154 Accountant II 3,105 3,260 3,424 3,594 3,774 3,963 4,161
177 Assistant Planner 3,105 3,260 3,424 3,594 3,774 3,963 4,161
235 Crime Analyst 3,1 OS 3,260 3,424 3,594 3,774 3,963 4,161
232 Management Analyst II 3,1 OS 3,260 3,424 3,594 3,774 3,963 4,161
234 Plan Checker 3,105 3,260 3,424 3,594 3,774 3,963 4,161
229 Systems Analyst/Programmer II 3,105 3,260 3,424 3,594 3,774 3,963 4,161
228 Systems Analyst/Programmer I 2,792 2,932 3,079 3,233 3,395 3,564 3,742
231 Management Analyst I 2,685 2,819 2,960 3,107 3,264 3,426 3,597
199 Accountant I 2,639 2,771 2,910 3,055 3,208 3,368 3,536
238 Buyer 2,631 2,763 2,901 3,046 3,198 3,359 3,526
37
. _ .
� �
Monthly Salary Rates - Salary Steps
� 2 3 4 5 6 7
191 Convention Sales Representative 2,528 2,655 2,�g� 2�927 3,072 3,226 3,388
190 Tourism Development Representative 2,528 2,655 2,
197 Energy Conservation Specialist 2,326 2,442 2,
565 2,693 2,827 2,969 3,117
220 Coordinator of Volunteers 2,326 2,442 2,565 2,693 2,827 2,969 3,117
*Due to revision and compression of these salary ranges effective�June 2��9 ersa X�d t) folpovving he e f e p�d
an amount between steps or be lo w S t e p 1 u n t i l t h e i r f i r s t c v a l u a t i o n (a r Y
date of this exhibit.
38
• •
SEIU--CLERICAL, TECHNICAL AND PROFESSIONAL UNIT
EXHIBIT "B-2":
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND SALARY RANGES
Effective: June 28, 1998*
Nlonthly Salary Rates - Salary Steps
1 2 3 4 5 6 7
118 Associate Civil Engineer 4,344 4,562 4,789 5,028 5,279 5,544 5,820
ior Planner 4,344 4,562 4,789 5,028 5,279 5,544 5,820
119 Sen
223 Plan Check Engineer 4,125 4,337 4,554 4,782 5,020 5,271 5,534
132 Traffic Engineer/Planner 4,125 4,337 4,554 4,782 5,020 5,271 5,534
141 Associate Planner 3,902 4,096 4,303 4,516 4,742 4,980 5,229
E;��
163 Assistant Civil Engineer 3,616 3,797 3,987 4,185 4,39� 4,614 4,845
167 Safety Specialist
3,616 3,797 3,987 4,185 4,396 4,614 4,845
162 Senior Plan Checker 3,616 3,797 3,987 4,185 4,396 4,614 4,845
205 Industrial Waste Analyst 3,409 3,580 3,759� 3,946 4,145 4,351 4,569
216 Right of Way Specialist
3,409 3,580 3,75
219 Computer Network Administrator 3,362 3,530 3,706 3,891 4,086 4,290 4,505
117 Cross-Connection Control Specialist 3,233 3,395 3,564 3,742 3,930 4,126 4,333
154 Accountant II 3,217 3,377 3,547 3,723 3,910 4,106 4,311
177 Assistant Planner 3,217 3,377 3,547 3,723 3,910 4,106 4,311
235 Crime Analyst 3,217 3,377 3,547 3,�23 3,910 4,106 4,311
232 Management Analyst II 3,217 3,377 3,547 3,72
234 Plan Checker 3,217 3,377 3,5�� 3,723 3,910 4,106 4,311
229 Systems Analyst/Programmer II 3,217 3,377 3,5
n7n n� � rr-- IG a
228 Systems Analyst/Programmer I 2,893 3,038 3,190 3,349 3,517 3,692 3,877
231 Management Analyst I 2,782 2,920 3,067 3,219 3,382 3,549 3,726
199 Accountant I 2,734 2,871 3,015 3,165 3,323 3,489 3,663
238 Buyer 2,726 2,862 3,005 3,156 3,313 3,480 3,653
39
. ! �
Monthly Salary Rates - Salary Steps
1 2 3 4 5 6 7
191 Convention Sales Representative 2,619 2��51 2�gg� 3�032 3,183 3,342 3,510
190 Tourism Development Representative 2,619 2,751 2,8
197 Energy Conservation Specialist 2,410 2,530 2,657 2,790 2,929 3,076 3,229
220 Coordinator of Volunteers 2,410 2,530 2,657 2,790 2,929 3,076 3,229
*Note: This e�ibit will become effective only if the City does not implement the PERS 2% @ 55 retirement
plan prior to June 28, 1998.
40
. „: ,
• �
SEIU-CLERICAL, TECHNICAL AND PROFESSIONAL UNIT
EXHIBIT `B-3":
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND SALARY RANGES
Effective: June 27, 1999*
Monthly Salary Rates - Salary Steps
1 2 3 4 5 6 7
118 Associate Civil Engineer 4,491 4,716 4,951 5,198 5,457 5,731 6,016
119 Senior Planner 4,491 4,716 4,951 5,198 5,457 5,731 6,016
223 Plan Check Engineer 4,264 4,483 4,708 4,943 5,189 5,449 5,721
132 Traffic Engineer/Planner 4,264 4,483 4,708 4,943 5,189 5,449 5,721
141 Associate Planner 4,034 4,234 4,448 4,668 4,902 5,148 5,405
E��a►'
163 Assistant Civil Engineer 3,738 3,925 4,122 4,326 4,544 4,770 5,009
167 Safety Specialist 3,738 3,925 4,122 4,326 4,544 4,770 5,009
162 SeniorPlan Checker 3,738 3,925 4,122 4,326 4,544 4,770 5,009
205 Industrial Waste Analyst 3,524 3,701 3,886 4,079 4,285 4,498 4,723
216 Right of Way Specialist 3,524 3,701 3,886 4,079 4,285 4,498 4,723
219 Computer Network Administrator 3,475 3,649 3,831 4,022 4,224 4,435 4,657
117 Cross-Connection Control Sp�cialist 3,342 3,510 3,684 3,868 4,063 4,265 4,479
154 Accountant II 3,326 3,491 3,667 3,849 4,042 4,245 4,456
177 Assistant Planner 3,326 3,491 3,667 3,849 4,042 4,245 4,456
235 Crime Analyst 3,326 3,491 3,667 3,849 4,042 4,245 4,456
232 Management Analyst II 3,326 3,491 3,667 3,849 4,042 4,245 4,456
234 Plan Checker 3,326 3,491 3,667 3,849 4,042 4,245 4,456
229 Systems Analyst/Programmer II 3,326 3,491 3,667 3,849 4,042 4,245 4,456
n�n �� _rr 'r -L lali
llG......�
228 Systems Analyst/Programmer I 2,991 3,141 3,298 3,462 3,636 3,817 4,008
231 Management Analyst I 2,876 3,019 3,171 3,328 3,496 3,669 3,85?
199 Accountant 1 2,826 2,968 3,117 3,272 3,435 3,607 3,787
238 Buyer 2,818 2,959 3,106 3,263 3,425 3,597 3,776
4]
, �� .t
~ � �
Monthly Salary Rates - Salary Steps
1 2 3 4 5 6 7
191 Convention Sales Representative 2,707 2,844 2,
984 3,134 3,290 3,455 3,628
l90 Tourism Development Representative 2,707 2,844 2,984 3,134 3,290 3,455 3,628
197 Energy Conservation Specialist 2,491 2,615 2,747 2,884 3,028 3,180 3,338
220 Coordinatar of Volunteers 2,491 2,615 2,747 2,884 3,028 3,180 3,338
*Note: This exhibit will become effectivc only if the City does not implemcnt the PERS 2% @ 55 retirement
plan prior to June 28, 1998.
r
c
42
� •
� „: A
SEIU-CLERICAL, TECHNICAL AND PROFESSIONAL UNIT
EXHIBIT `B-4":
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS
AND SALARY RANGES
Effective: June 27, 1999*
Monthly Salary Rates - Salary Steps
1 2 3 4 5 6 �
118 Associate Civil Engineer 4,335 4,552 4,779 5,017 5,268 5,532 5,80R
119 Senior Planner 4,335 4,552 4,779 5,017 5,268 5,532 5,808
223 Plan Check Engineer 4,116 4,327 4,544 4,772 5,010 5,260 5,522
132 Traffic Engineer/Planner 4,116 4,327 4,544 4,772 5,010 5,260 5,522
141 Associate Planner 3,893 4,087 4,293 4,506 4,731 4,969 5,217
E'c�rc�i�r�t�r
163 Assistant Civil Engineer 3,608 3,789 3,978 4,176 4,386 4,604 4,835
167 Safety Specialist 3,608 3,789 3,978 4,176 4,386 4,604 4,835
162 Senior Plan Checker 3,608 3,789 3,978 4,176 4,386 4,604 4,835
205 Industrial Waste Analyst 3,402 3,573 3,750 3,938 4,136 4,342 4,559
216 Right of Way Specialist 3,402 3,573 3,750 3,938 4,136 4,342 4,559
219 Computer Network Administrator 3,355 3,522 3,698 3,883 4,077 4,281 4,495
117 Cross-Connection Control Specialist 3,226 3,388 3,556 3,734 3,921 4,] 17 4,323
154 Accountant II 3,210 3,370 3,540 3,715 3,901 4,097 4,301
177 Assistant Planner 3,210 3,370 3,540 3,715 3,901 4,097 4,301
235 Crimc Analyst 3,210 3,370 3,540 3,715 3,901 4,097 4,301
232 Management Analyst II 3,210 3,370 3,540 3,715 3,901 4,097 4,301
234 Plan Checker 3,210 3,370 3,540 3,715 3,901 4,097 4,301
229 Systems Analyst/Programmer II 3,210 3,370 3,540 3,715 3,901 4,097 4,301
228 Systems Analyst/Programmer I 2,886 3,031 3,183 3,342 3,510 3,684 3,868
231 Management Analyst I 2,776 2,914 3,060 3,212 3,374 3,542 3,718
199 Accountant I 2,728 2,865 3,008 3,158 3,316 3,482 3,655
23g Suyer 2,720 2,856 2,999 3,149 3,306 3,472 3,645
43
' , � �
� : .� •
Monthly Salary Rates - Salary Steps
1 2 3 4 5 6 7
191 Convention Sales Representative 2,613 2,745 2,881 3,026 3,176 3,335 3,502
190 Tourism Development Representative 2,613 2,745 2,881 3,026 3,176 3,335 3,502
197 Energy Conservation Specialist 2,405 2,524 2,652 2,784 2,922 3,069 3,222
220 Coordinator of Volunteers 2,405 2,524 2,652 2,784 2,922 3,069 3,222
*Note: This exhibit will become effective only if the City implements the PERS 2% � 55 retirement plan prior
to June 28, 1998.
44