HomeMy WebLinkAboutReso 94-091 - Approve provisions of MOU between the COR & REO/SEIU effective 04/10/94 Supervisory Bargaining Unit 0 RESOLUTION NO. 94-91 •
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING APPROVING
THE PROVISIONS OF THE MEMORANDUM OF UNDERSTANDING BETWEEN THE
CITY OF REDDING AND THE REDDING EMPLOYEES ORGAN IZATION/SERVICE
EMPLOYEES INTERNATIONAL UNION, EFFECTIVE APRIL 10, 1994, WITH
RESPECT TO EMPLOYEES IN THE SUPERVISORY BARGAINING UNIT
WHEREAS,the Redding Employees Organization/Service Employees International Union with
respect to certain employees in the Supervisory Bargaining Unit has been formally recognized as the
majority representative of an appropriate unit of employees, as set forth in Section 2.1 of Article 2 of
the attached Memorandum of Understanding; and
WHEREAS, the designated representatives of the City of Redding have conferred with and
entered into a Memorandum of Understanding with the designated representatives of the Redding
Employees Organization/Service Employees International Union with respect to certain employees
in the Supervisory Bargaining Unit of the City of Redding, as required by the provisions of the
Meyers-Milias-Brown Act of 1968; and
WHEREAS, a copy of the Memorandum of Understanding is attached hereto and incorporated
herein by reference;
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Redding hereby
approves the aforesaid Memorandum of Understanding, effective April 10, 1994.
1 HEREBY CERTIFY that the foregoing Resolution was introduced and read at a special
meeting of the City Council of the City of Redding on the 13th day of April, 1994, and was duly
adopted at said meeting by the following vote:
AYES: COUNCIL MEMBERS: Anderson, xehoe and. doss
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: Arness and Dahl
ABSTAIN: COUNCIL MEMBERS: None
-100"6-ERT C. ANDERSON, Vice Mayor
City of Redding
ATTEST: FORM APPROVED:
CONNIE STROHMAYER, ty lerk RA DALL A. HAYS, Clt Attorney V
AMENDED BY PESO 94-309 \
MEMORANDUM OF UNDERSTANDING
between
THE CITY OF REDDING
and
REDDING EMPLOYEES ORGANIZATION
of the
SERVICE EMPLOYEES INTERNATIONAL UNION
SUPERVISORY EMPLOYEES' UNIT
EFFECTIVE: April 10, 1994
TABLE OF CONTENTS
ARTICLE Page
1 Preamble --------------------------------------- 1
2 Recognition ------------------------------------ 2
3 City Rights ------------------------------------ 2
4 Union Rights ----------------------------------- 3
5 Concerted Activities --------------------------- 4
6 Union Security --------------------------------- 4
7 Grievance Procedure ---------------------------- 5
8 Safety ----------------------------------------- 7
9 Disability and Unemployment -------------------- 7
10 Employee Status -------------------------------- 9
11 Salaries and Classifications -------------------- 9
12 Hours ------------------------------------------ 10
13 Seniority -------------------------------------- 11
14 Promotion and Transfer ------------------------- 11
15 Layoff, Displacement and Reinstatement ---------- 12
16 Leave of Absence ------------------------------- 13
17 Expenses --------------------------------------- 14
18 Sick Leave ------------------------------------- 15
19 Funeral Leave ---------------------------------- 16
20 Holidays --------------------------------------- 17
21 Vacations -------------------------------------- 18
22 Administrative Leave --------------------------- 20
23 Uniform and Replacement Allowance -------------- 20
24 Employee Benefit Programs ---------------------- 21
25 Jury Duty--------------------------------------- 22
26 Personnel Records ------------------------------ 22
27 Continuing Education --------------------------- 23
28 Miscellaneous ---------------------------------- 23
29 Savings Provision ------------------------------ 23
30 Effect of Agreement ---------------------------- 23
31 Emergency Provision ---------------------------- 24
32 Complete Agreement ----------------------------- 24
33 Term ------------------------------------------- 24
Exhibit "A" Schedule of Classifications and Salary Ranges-- 26
MEMORANDUM OF UNDERSTANDING
HIS MEMORANOF UN RSTANDING, made and entered into this
day of , 1994, by and between the CITY
40:g REDDING (a pubVic ag ncy as defined in Section 3501 (c) of
Chapter 10 of Division 4 of Title 1 of the Government Code of the
State of California) , hereinafter referred to as the CITY, and
the REDDING EMPLOYEES ORGANIZATION of the SERVICE EMPLOYEES
INTERNATIONAL UNION (a recognized employee organization as
defined in Section 3501 (b) of Chapter 10 of Division 4 of Title 1
of the Government Code of the State of California) , hereinafter
referred to as UNION;
W I T N E S S E T H that:
WHEREAS, the Parties hereto desire to promote harmony and
efficiency to the end that the City, the Union and the general
public may benefit therefrom, and to establish fair and equitable
salaries, hours and working conditions for certain hereinafter
designated employees of the City, and to facilitate the peaceful
adjustment of differences that may from time to time arise
between them;
NOW, THEREFORE, the Parties hereto do agree as follows:
ARTICLE 1
Preamble
1. 1 This Memorandum of Understanding supersedes and
replaces all previous policies, practices, procedures,
resolutions, ordinances and terms and conditions of employment on
subjects which are covered by this Memorandum of Understanding.
There shall be no loss of benefits as a result of this Memorandum
of Understanding, except as specifically agreed to herein.
1. 2 It is the policy of the City and the Union not to, and
neither party will, interfere with, intimidate, restrain, coerce
or discriminate against any employee as prohibited by State and
Federal law.
1. 3 The City is engaged in rendering services to the public
and the City and the Union recognize their mutual obligation for
the continuous rendition and availability of such services.
1. 4 City employees shall perform loyal and efficient work
and service and shall use their influence and best efforts to
protect the properties of the City and its service to the public
and shall cooperate in promoting and advancing the welfare of the
City and in preserving the continuity of its service to the
public at all times.
1
1. 5 The City and the Union shall cooperate in promoting
harmony and efficiency among City employees.
1. 6 The Parties have met and conferred in good faith and
have reached agreement on procedures set forth in this Memorandum
of Understanding for resolution of disputes between the Parties.
The Parties agree to follow the procedures as set forth in this
Memorandum of 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 Exhibit "A" of this Memorandum of
Understanding.
2 . 2 The provisions of this Memorandum of Understanding
hereinafter set forth shall apply only to those employees of the
City of Redding in this unit, except as otherwise specifically
set forth in this Memorandum of Understanding.
ARTICLE 3
City Rights
3 . 1 Notwithstanding anything to the contrary, the Union
recognizes and accepts the right of City of Redding management to
manage the City. This recognition includes acceptance of the
fact that the management rights listed below are not subject to
either grievance procedures or the meeting and conferring in good
faith process provided for by the Meyers-Milias-Brown Act,
except, however, grievances may be filed upon interpretations of
the provisions of this Memorandum of Understanding other than
those set forth in this section. It is agreed by the Parties to
this Memorandum of Understanding that management rights include,
by way of illustration and not by way of limitation, the
following: (a) the full and exclusive control of the management
of the City; (b) the supervision of all operations, methods,
processes and means of performing any and all work; (c) the
control of the property and the composition, assignment,
direction and determination of the size and the work hours of its
working forces; d) the right to determine the work to be done by
employees; (e) the right to change or introduce new or improved
operations, methods, means or facilities; (f) the right to
establish budget procedures and financial allocations; (g) the
right to hire, classify, schedule, promote, demote, transfer,
evaluate, release, lay off and increase work hours of employees;
(h) the right to suspend, discipline and discharge employees for
2
just cause; (i) the right to contract out work to be done or
services to be rendered provided however, that the impact and
effect of any such decision may be subject to the meet and confer
process and; (j ) the right to maintain an orderly, effective and
efficient operation, provided however, that all of the foregoing
shall be subject to the express and explicit terms and provisions
of this Memorandum of Understanding.
ARTICLE 4
Union Rights
4 . 1 Official representatives of the Union will be permitted
access to City property to confer with City employees on matters
of employer-employee relations, but such representatives shall
not interfere with work in progress without agreement of
Management.
4 . 2 The City will provide the Union adequate bulletin board
space on existing bulletin boards for the purpose of posting
thereon matters relating to official Union business.
4 . 3 The City and the Union will not interfere with,
intimidate, restrain, coerce or discriminate against any employee
because of the employee's membership or non-membership in the
Union or the employee's activity on behalf of the Union.
4 .4 Any employee, at the employee' s request, shall be
permitted representation by a Union representative. The
foregoing shall apply to employee-required participation in
processes involving reprimands, investigations that can
reasonably be expected to result in disciplinary action,
disciplinary actions and due process hearings, providing there is
no unreasonable delay in obtaining representation.
4 . 5 Joint Union-Management meetings shall be held twice
each year or as often as agreed upon by the Union and Management.
The purpose of these meetings shall be to promote harmony and
efficiency and to improve communications between employees and
all levels of management. The meeting agenda shall be determined
by those in attendance and there shall be no restrictions on the
subject matter, provided the meetings shall not substitute for
normal grievance procedures or for formal negotiations between
the Parties. Those in attendance shall consist of the Union' s
Representative and such other Union representatives as determined
by the Union; and the City's Director of Personnel and such other
management personnel as determined by the City. The number of
representatives of each party shall be limited to five (5) ,
except by advance mutual agreement. The meetings shall be
summarized in written minutes. Except that the provisions of
this section shall be observed, the meetings shall be self-
organizing.
3
4 . 6 Whenever any employee is absent from work as a result
of a formal request by the Union and is engaged in official Union
business, the City shall pay for all regular time absent and
shall be reimbursed therefor by the Union at the rate of one
hundred fifty percent (150%) of the employee' s regular pay rate.
4. 7 Within twenty one (21) days of hiring a new employee,
the City will notify the Union of the employee' s name,
classification and department.
4 . 8 The City shall provide all new employees with a copy of
this Memorandum of Understanding at the time of employee
orientation.
ARTICLE 5
Concerted Activities
5. 1 The duties performed by employees of the City as part
of their employment pertain to and are essential to the operation
of a municipality and the welfare of the public dependent
thereon. During the term of this Memorandum of Understanding,
employees shall not partially or totally abstain from the
performance of their duties for the City. 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 shall be subject to disciplinary
action up to and including discharge from employment.
ARTICLE 6
Union Security
6. 1 The City shall deduct from their salaries, the regular
membership dues of employees who are members of the Union and who
individually and voluntarily authorize such deductions in writing
in accordance with the provisions of Section 1157 . 3 of the
Government Code of the State of California.
6. 2 Deductions shall be made from the second payroll period
of each month and a check for the total deductions shall be
submitted to the Treasurer of Redding Employees Organization
within five (5) working days of the date the deductions are
withheld from the employee' s check. The City will notify the
Union each month at the time of the dues transmittal to Union of
any changes since the previous dues transmittal and the reasons
therefore.
6. 3 The form of check-off authorization shall be approved
by both the City and the Union.
4
ARTICLE 7
Grievance Procedure
7 . 1 Any grievance which may arise between the Union or any
of its members and the City, with respect to the interpretation
or application of any of the terms of this Memorandum of
Understanding and with respect to such matters as the alleged
discriminatory or arbitrary discharge, demotion or discipline of
an individual employee, shall be determined by the provisions of
this article, except that such matters as are included in the
definition of impasse as set forth in Resolution number 4217 are
not a grievance. Probationary employees shall not be entitled to
invoke Article 7, Grievance Procedure, with regard to matters of
discharge, or demotion. This shall not, however, prevent a
probationary employee from exercising any other rights under this
Memorandum of Understanding. Every employee designated by the
City to hear the grievance of a subordinate shall have the
authority to settle that grievance.
7 . 2 Step One: The initial step in the adjustment of a
grievance shall be a discussion between the employee or the
employee's representative, and the immediate Supervisor 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 for the
grievance. This step may be taken during the working hours of
the employee.
7 . 3 Step Two: If a grievance is not resolved in the
initial step, the second step shall be a discussion between the
employee or the employee' s representative and the Director of
Personnel 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, who shall answer, in writing, within ten (10)
calendar days. The written presentation shall be a clear,
concise statement of the grievance, the circumstances involved,
the pertinent dates, the decision rendered at the previous step,
the section of this Memorandum of Understanding alleged to be
violated, and the specific remedy sought. The third step shall
be taken within ten (10) calendar days of the date of the answer in
step two.
7 . 5 Step Four: If a grievance is not resolved in the third
step, the fourth step shall be referral by the Union to mediation
5
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
assist the Parties in the resolution of the grievance in the same
manner as that which is normally used in the mediation of
interest disputes. Referral to step five shall not occur until a
mediator has released the Parties from the mediation process.
7 . 6 (a) Step Five: If a grievance is not resolved in the
fourth step, the fifth step shall be referral by either the City
or the Union to arbitration. The fifth step shall be taken
within twenty (20) calendar days of the date of the answer in
step four.
7 . 6 (b) An arbitrator shall be appointed on each occasion
that a grievance is submitted to arbitration. The City and the
Union shall mutually agree to the arbitrator. If the City and
the Union fail to reach agreement on the appointment of an
arbitrator, they shall request the State of California Mediation
and Conciliation Service to nominate five (5) persons to be the
Arbitrator. Each party shall, alternately strike a name from the
list of names. The first party to strike a name shall be
determined by lot. At the point in time when one (1) name
remains, that person shall be the appointed arbitrator. The
costs of arbitration shall be borne equally by the City and the
Union. The City and the Union shall pay the compensation and
expenses for their respective witnesses. At the Union's request,
the City shall release employees from duty to participate in
arbitration proceedings.
7. 6 (c) The arbitrator shall hold such hearings and shall
consider such evidence as to the arbitrator appears necessary and
proper. The decision of the arbitrator shall be final and
binding on the City and the Union and the aggrieved employee, if
any, provided that such decision does not in any way add to,
disregard or modify any of the provisions of this Memorandum of
Understanding.
7 . 7 Failure by the employee or the Union to meet any of the
aforementioned time limits as set forth in Sections 7 . 2 , 7. 3 ,
7. 4 , 7. 5 or 7 . 6 (a) will result in forfeiture, except however,
that the aforementioned time limits may be extended by mutual
written agreement. If the City fails to answer a grievance on a
timely basis, the grievance may be advanced to the next level.
Grievances settled by forfeiture shall not bind either party to
an interpretation of this Memorandum of Understanding, 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
6
be inconsistent with this Memorandum of Understanding, and
further provided that the Union shall be given an opportunity to
be present at such adjustment.
ARTICLE 8
Safety
8. 1 The City desires to maintain a safe place of employment
for City employees and to that end City management shall make all
reasonable provisions necessary for the safety of employees in
the performance of their work.
8 . 2 Regular safety meetings will be held for the purpose of
reviewing accidents and preventing their recurrence, eliminating
hazardous conditions and familiarizing employees with safe work
procedures and applicable State Safety Orders and for training in
first aid.
8 . 3 Whenever a hazardous condition presents a clear danger
to the health or safety of employees, a safety meeting of
Representatives of the Parties can be called by either party and
shall be scheduled by mutual agreement.
8.4 Within sixty (60) days after the signing of this
agreement, the City and the. Union shall meet to discuss
guidelines relating to VDT use by employees. Issues to be
discussed shall include healthy and safe work stations and use of
VDTs.
ARTICLE 9
Disability and Unemployment
9. 1 Supplemental Benefits for Industrial Injury: Whenever
any regular employee who is a member of the Public Employees'
Retirement System is disabled, whether temporarily or
permanently, by injury or illness arising out of and in the
course of the employee' s duties, which comes within the
application of the Workers ' Compensation and Insurance Chapters
of the State Labor Code, the employee shall become entitled,
regardless of the employee' s period of service with the City to
compensation at the rate of eighty-five percent (85%) of the
employee's regular salary, in lieu of temporary disability
payments, if any, which would be payable under the State Labor
Code, for the period of such disability but not exceeding six (6)
months, or until such earlier date as the employee is retired on
permanent disability pension. At the conclusion of six (6)
months of receipt of supplemental benefits at the rate of eighty-
five percent (85%) of regular salary, any regular employee who is
still unable to return to work and is still receiving temporary
disability indemnity payments shall become entitled to receive
supplemental benefits at the rate of seventy percent (70%) of the
employee' s regular salary for the period of such disability but
not exceeding six (6) months or until such earlier date as the
7
employee is retired on permanent disability pension through the
Public Employees ' Retirement System. In consideration of this
benefit, the regular employee shall pay over to the City any
temporary or permanent disability compensation received, whether
from Workers ' Compensation, employee group insurance benefits or
unemployment compensation benefits provided for under State law,
and shall affirmatively assist the City in obtaining any such
benefits to which the employee may be entitled but has not yet
received arising out of such disability, but such payment from
the employee to the City from such sources shall not exceed in
amount the supplemental benefits paid to the employee by the City
in accordance with the provisions of this section. The Parties
recognize abuse of the workers ' compensation program is against
the interests of the City and employees alike, and, therefore,
will cooperate as appropriate to prevent abuse.
9. 2 An employee who is absent by reason of industrial
disability may be returned to work by the City and given
temporary light duties within the employee' s ability to perform,
with the consent of the employee' s physician. The duration of
any such period of temporary work shall be determined by the
City. Such employee shall be compensated at the then current
rate of pay of the employee's regular classification while
engaged in such temporary duties. The City may require an
employee being considered for return to work after an absence
caused by disability or illness to submit to a medical
examination by a physician or physicians approved by City for the
purpose of determining that such employee is physically and
mentally fit and able to perform the duties of the employee's
position without hazard to himself, or to the employee's fellow
employees, or to the employee's own permanent health.
9. 3 If a third party is found to be responsible for the
employee's industrial injury and the employee recovers a judgment
in damages from said third party, then all supplemental benefits
received as provided for in Section 9. 1 not already repaid from
the other sources mentioned in Section 9 . 1 shall be repaid to the
City by the employee.
9.4 Vacation and sick leave shall be accrued without regard
for the established limits while a regular employee is absent
from work as a result of a job related disability and receiving
the supplemental benefits to Workers ' Compensation temporary
disability compensation as set forth in 9 . 1. All regular and
probationary employees who are receiving Workers' Compensation
temporary disability benefits shall receive group insurance
coverage during the period in which they are receiving temporary
disability compensation for up to a maximum of a cumulative total
of five (5) years at the City' s expense. Holidays which occur
during the period for which an employee is receiving temporary
disability compensation shall not be recognized by such employee
for compensation purposes.
8
ARTICLE 10
Employee Status
10. 1 Employees will be designated as regular or probationary
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 who has one (1) year
or more seniority with the City in full time employment as a
probationary employee.
10. 3 A probationary employee is defined as an employee hired
for a full-time position that has been regularly established as
an authorized position and is of indeterminate duration. A
probationary 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. Upon completion of . one (1) year of continuous
full-time service with City, a probationary employee shall be
given the status of a regular employee. Notwithstanding any
other provisions of this Article, an employee' s probationary
period shall be extended by the duration of any unpaid absence of
ten (10) or more consecutive workdays. Probationary employees
shall be evaluated after six (6) months of service and as often
as necessary as determined by the employee' s Supervisor.
10. 4 Should the City, in its sole discretion, elect to
create job-share positions in this Unit, the Parties agree to
reopen this Memorandum of Understanding for the purpose of
meeting and conferring on the terms and conditions of employment
governing such positions.
ARTICLE 11
Salaries and Classifications
11. 1 Employees 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
employment date, as specified in the pay for performance plan.
11. 2 An employee may request a review of a pay for
performance evaluation and/or rate of salary adjustment by
submitting a written request to the City Manager or designee,
9
whose written decision will be final. Such request must be made
within thirty (30) days of the date employee has receipt of
employee pay for performance evaluation and/or rate of salary
adjustment.
11. 3 Salaries 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. 4 When an employee is temporarily assigned to work in a
classification lower than the employee' s regular classification,
the employee's salary rate will not be reduced.
11. 5 Employees shall receive shift differential pay for each
hour worked during the shift, in addition to the employee's
regular salary, when assigned to work a regularly scheduled shift
which begins between 3 : 00 p.m. and 11: 30 p.m. at the rate of
three and one-half percent (3 1/2%) or between 11: 30 p.m. and
4 : 00 a.m. at the rate of five percent (5%) .
11. 6 The City Manager may, based upon outstanding job
performance, grant an employee a one time salary increase up to
ten percent (10%) above the top of the salary range for a period
not to exceed one (1) year. This one time increase is not
cumulative and the employee will revert to the employee' s regular
salary rate at the end of the one year period.
11.7 Attached hereto and made a part hereof is Exhibit "A"
titled "Schedule of Classifications and Salary Ranges" .
ARTICLE 12
Hours
12 . 1 All employees are exempt from the Fair Labor Standards
Act and its overtime pay provisions. Employees shall receive a
salary which is not subject to variation for any week in which
work is performed without regard to the number of hours or days
worked. This is not to be interpreted that the City does not
retain the right to lay off or release employees on account of
lack of work or other valid reason.
12 . 2 Accrual of all employee benefits shall be based upon an
average of a normal full-time work schedule of eight (8) hours
per day and forty (40) hours per week regardless of the actual
number of work hours any employee performs.
12 . 3 Except in case of an emergency, in the event of a
significant change in work schedule, employees shall be given as
much notice as possible, but not less than five (5) calendar
days, unless mutually agreed otherwise.
10
12 . 4 Subject to operational needs of the City, shift
assignments and days off for employees in this Unit will be
determined on the basis of seniority, as defined in Section 13 . 1
of this Memorandum of Understanding.
ARTICLE 13
Seniority
13 . 1 Seniority is defined as total length of continuous
service with the City. In determining an employee' s seniority,
the continuity of the employee' s service will be deemed to be
broken by termination of employment by reason of (1) resignation,
(2) discharge for cause, (3) layoff, (4) failure to return
immediately on the expiration of a leave of absence or acceptance
of other full time employment while on leave, and (5) unexcused
absence without pay, without a leave of absence, in excess of
five (5) 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, together 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. When filling vacancies on a promotional basis, 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 (50)
higher than the employee's current salary rate.
14 . 4 All promotions and transfers of City employees shall be
on a probationary basis for one (1) year. At any time during the
probationary period the City may terminate such appointment. If
such appointment is terminated, the employee shall be returned to
11
either the employee's previous classification and pay rate, or
some other classification that is mutually acceptable to the
employee and the City. Any unpaid absences during a probationary
period shall cause the probationary period to be extended by the
length of the absence.
14 . 5 An employee requesting lateral transfer from one
position to another position in the same class shall be added to
the current eligibility list for that class, provided, however,
that probationary employees are not eligible for transfer within
the same classification until the designated probationary period
has been successfully completed, unless the position being filled
by the probationary employee has been identified for elimination.
ARTICLE 15
Layoff, Displacement and Reinstatement
15. 1 Whenever it becomes necessary for the City to lay off
employees, the City will give employees involved as much notice
as possible; but in no event will such employees receive less
than two (2) weeks ' notice of layoff.
15. 2 Regular employees will be layed off in the reverse
order of the employee's City seniority. Probationary employees
as defined in Section 10. 3 , but excluding those defined in
Section 14 . 4, will be layed off before regular employees without
regard for their seniority.
15. 3 An employee whose job is being eliminated may, elect to
displace the least senior employee in any Division or Department
in any equally or lower paid classification in the Confidential,
Supervisors 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.
15.4 Regular employees, who are layed off, will be given
preferential re-hire rights, in the reverse order of layoff, in
filling future vacancies, for which they are qualified, for a
period of up to one year, providing they keep the City advised of
their current address. An employee reinstated by the City, under
the layoff policy, shall be credited with all previously accrued
and unused employee benefits and seniority as of the date of
layoff.
15. 5 Notwithstanding the provisions of this Article, the
City and the Union may agree to other procedures, including
furloughs, during the term of this Memorandum of Understanding.
12
ARTICLE 16
Leave of Absence
16. 1 Leave of absence may be granted to employees by the
City Manager for urgent and substantial reason, up to a maximum
of one (1) year, providing satisfactory arrangements can be made
to perform the employee's duties without undue interference with
the normal routine of work. Inability to return to work after an
employee's sick leave has been exhausted will be considered as an
urgent and substantial reason and in such cases a leave will be
granted.
16. 2 A leave of absence will commence on and include the
first workday on which the employee is absent and terminates with
and includes the workday preceding the day the employee returns
to work.
16 . 3 All applications for leave of absence shall be made in
writing except when the employee is unable to do so. The condi-
tions under which an employee will be restored to employment on
the termination of leave of absence shall be clearly stated by
the City in conjunction with the granting of a leave of absence.
Upon an employee's return to work after a leave of absence, the
employee will be reinstated to the employee's former position and
working conditions, providing that the employee is capable of
performing the duties of the former position. However, if there
has been a reduction of forces or the employee's position has
been eliminated during said leave, the employee will be placed in
the position the employee would be in had the employee not been
on a leave of absence.
16. 4 An employee's status as a regular employee will not be
impaired by such leave of absence and the employee' s seniority
will accrue.
16. 5 If an employee fails to return immediately on the
expiration of the employee's leave of absence or if the employee
accepts other full time employment while on leave, the employee
will thereby forfeit the leave of absence and terminate the
employee' s employment with the City.
16. 6 An employee on a leave of absence as provided herein
shall not accrue vacation or sick leave benefits nor maintain
group insurance coverage. An employee may, however, at the
employee's option and expense, maintain the employee's group
insurance coverage providing the full monthly premium is received
by the City Treasurer on or before the first day of the month for
which the premium is intended. Notwithstanding the above,
however, if the leave of absence is as a result of exhaustion of
sick leave benefits, an employee' s group insurance may be
maintained for up to three (3) calendar months.
13
16. 7 The Parties acknowledge the provisions of State and
Federal law governing family leaves. The Family and Medical
Leave Act (FMLA) , which is subject to legislative change,
currently entitles those employees who have worked twelve hundred
fifty (1, 250) or more hours during the preceding twelve (12)
month period to take up to twelve (12) weeks of unpaid, job
protected, leave during any twelve (12) month period for serious
health condition of employee or immediate family member or for
child birth or adoption. An employee is required, to give thirty
(30) days advance notice when leave is foreseeable, provide
periodic medical certifications as to the conditions
necessitating the leave and report at the request of the City
during the leave regarding the employee' s status and intention to
return to work. Health insurance benefits will be continued on
the same basis as prior to the FMLA leave. Annually the City
will post the applicable State and Federal laws pertaining to
family leave including maternity/paternity leave.
16. 8 An employee may use deferred time, sick or vacation
leave for a normal disability period of maternity leave of up to
six (6) weeks. That period may be extended with acceptable
written medical certification, if disability continues after the
six (6) week period. If an employee elects to remain off work
for a longer period of time, the general provisions for Leave of
Absence apply.
ARTICLE 17
Expenses
17. 1 Whenever an employee is authorized and uses the
employee's personal automobile for City business as a direct
result of employment or representation of the City, the employee
will be reimbursed therefor at the same rate per mile as
established for unrepresented City employees. The City will not,
however, be responsible for any loss, damage, repairs or
maintenance of personal vehicles used on City business.
17 . 2 Employees shall follow the City Council Resolutions and
policies restricting employee use of City vehicles for personal
purposes.
17 . 3 Whenever an employee is required to travel out of the
City, the City will determine a reasonable means of travel and
travel time allowance, if any.
17. 4 Whenever an employee travels on official City business,
the employee shall receive actual lodging expenses provided they
are approved in advance by the City.
14
17 . 5 Meal allowances, including tax and tip, at the
following rates may be allowed while an employee is on official
City business:
Dinner $17 . 50
Lunch 8 . 50
Breakfast 6 . 00
With advance City approval optional meals or programs
included as a part of the conference or meeting program shall be
paid at the stated program rate. Employees will make every
effort to stay within the above limits, however, with City
Manager approval, when circumstances justify it, reimbursement of
actual meal expenses will be made.
17. 6 With City approval and proper documentation of the
expense, employees may be reimbursed for incidental expenses
while on official City business for items such as:
Registration
Taxi, bus and other transportation fares
Business phone calls and faxes
Gratuities
Parking
ARTICLE 18
Sick Leave
18 . 1 Sick leave with pay shall be accumulated for each
regular and probationary employee at the rate of forty-six
thousandths ( . 046) of an hour for each regular hour worked or on
paid leave. (Accrual rate approximately one (1) day per month. )
18 . 2 Sick leave shall be allowed for a non-work related
absence due to: (a) the inability of an employee to be present
or perform the employee's duties because of personal physical or
mental illness, off duty injury or confinement for medical
treatment; (b) personal medical or' dental appointments which are
impractical to schedule outside of regular working hours; (c) the
need to be present during childbirth, surgery, critical illness
or injury involving members of the immediate family as defined in
Funeral Leave Section 19. 1, for up to forty (40) hours per
incident and (d) the need to attend sick or injured immediate
family members as defined in section Funeral Leave Section 19 . 1
for up to forty (40) hours per calendar year.
18. 3 Management may require satisfactory evidence of illness
or disability in accordance with State and Federal Law before
payment for sick leave will be made. The City may also require
an employee requesting to return to work after sick leave or
leave of absence for medical or psychiatric reasons to submit to
an examination by a physician or physicians approved by City for
the purpose of determining that such employee is physically or
15
mentally fit and able to perform the duties of the employee's
former position without hazard to the employee, fellow employees
or to the employee's own health. Such examination or
examinations shall be at the sole expense of the City, and the
employee shall be placed on leave with pay for the purposes of
such examination. The Parties recognize abuse of the sick leave
program is against the interests of the City and employees alike,
and therefore, will cooperate, as appropriate, to prevent abuse.
18 . 4 If a holiday which an employee is entitled to have off
with pay occurs on a workday during the time an employee is
absent on sick leave, the employee shall receive pay for the
holiday as such and it shall not be counted as a day of sick
leave.
18. 5 Whenever any employee exhausts all categories of paid
time off as a result of illness or injury, with approval of the
employee's Department Director, the Director of Personnel 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.
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 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 the contract between the City of
Redding and the Public Employees' Retirement System.
ARTICLE 19
Funeral Leave
19. 1 Regular and probationary employees who are absent from
work due to the death of a member of the employee' s "immediate
family" shall receive compensation at the regular rate of pay for
the time necessary to be absent from work, but not to exceed
forty (40) working hours. "Immediate family" as used herein
includes only employee's spouse, children, grandchildren,
brothers, sisters, parents, or grandparents of either spouse or
other persons who are living in the employee's immediate
household.
16
19 . 2 Regular and probationary employees who are absent from
work to attend the funeral of a person other than an immediate
family member shall give as much advance notice as possible and
shall receive compensation at the regular rate of pay for the
time necessary to be absent from work, but not to exceed one (1)
regularly scheduled work day per funeral. A maximum of twenty
four (24) hours may be utilized in a calendar year.
ARTICLE 20
Holidays
20. 1 Regular and probationary employees, except as otherwise
provided herein, shall be entitled to have the following holidays
off with pay:
(a) January 1st
(b) February 12th, known as "Lincoln Day"
(c) The third Monday in February
(d) The last Monday in May
(e) July 4th
(f) The first Monday in September
(g) Employee's birthday
(h) The second Monday in October, known as "Columbus Day"
(i) November 11th, known as "Veterans ' Day"
(j) Thanksgiving
(k) Friday after Thanksgiving
(1) The last four (4) work hours before Christmas
(m) December 25th
If any of the foregoing holidays fall on a Sunday, the
Monday following shall be observed as the holiday. If any of the
foregoing holidays fall on a Saturday, the preceding Friday shall
be observed as the holiday. Notwithstanding the foregoing, an
employee may observe the employee' s birthday holiday on the
employee' s birthday or anytime during the pay period in which the
birthday occurs, or the holiday may be deferred and scheduled as
vacations are normally scheduled. The holidays known as Lincoln
Day, Columbus Day, and Veterans Day shall be scheduled by
employees and their supervisors in the same manner as vacations
are normally scheduled.
17
20. 2 Exempt shift employees who regularly must take deferred
holidays, consistent with needs of the service, may have their
deferred holidays scheduled immediately adjacent to their
regularly scheduled days off.
20. 3 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.
ARTICLE 21
Vacations
21. 1 (a) Regular and probationary employees of the City shall
accrue vacations with pay up to a maximum of four hundred (400)
hours as follows:
21. 1 (b) At the rate of thirty-nine thousandths ( . 039) of an
hour for each regular hour worked or on paid leave from the date
of employment through the one hundred fourth (104th) full pay
period of employment. (Accrual rate approximately two (2) weeks
per year up to four (4) years of service. )
21. 1 (c) At the rate of fifty-eight thousandths ( . 058) of an
hour for each regular hour worked or on paid leave from the 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 year after four (4) years
of service. )
21. 1 (d) At the rate of sixty-eight thousandths ( . 068) of an
hour for each regular hour worked or on paid leave from the two
hundred thirty-fourth (234th) full pay period through the three
hundred sixty-fourth (364th) full pay period of employment.
(Accrual rate approximately three and one-half (3-1/2) weeks per
year after nine (9) years of service. )
21. 1 (e) At the rate of seventy-seven thousandths ( . 077) of
an hour for each regular hour worked or on paid leave from the
three hundred sixty-fourth (364th) full pay period through the
four hundred ninety-fourth (494th) full pay period of employment.
(Accrual rate approximately four (4) weeks per year after
fourteen (14) years of service. )
21. 1 (f) At the rate of eighty-seven thousandths ( . 087) of an
hour for each regular hour worked or on paid leave from the four
hundred ninety-fourth (494th) full pay period through the six
hundred twenty-fourth (624th) full pay period of employment.
(Accrual rate approximately four and one-half (4-1/2) weeks per
year after nineteen (19) years of service. )
21. 1(8) At the rate of ninety-six thousandths ( . 096) of an
hour for each regular hour worked or on paid leave from and after
18
the six hundred twenty-fourth (624th) full pay period of
employment. (Accrual rate approximately five (5) weeks per year
after twenty-four (24) years of service. )
21. 1 (h) A full pay period as used in this Article is defined
as one in which the employee works or is paid for time off for at
least half of the regularly scheduled work hours.
21. 2 Vacation cannot be accrued while an employee is in a
non-pay status.
21. 3 Vacations will be scheduled throughout the calendar
year. Employees with greater seniority will be given preference
over those with less seniority in the selection of a vacation
period; provided, however, that if the senior employee splits the
employee's vacation by requesting less than a full year's
allowance to be scheduled on consecutive workdays, the employee's
preferential rights shall only apply on one period in that
calendar year prior to all other employees being given
consideration in the selection of their first choice vacation
period.
21.4 The City shall not require an employee to take the
employee' s vacation in lieu of sick leave or leave of absence on
account of illness.
21. 5 If a holiday which an employee is entitled to have off
with pay occurs on a workday during the employee' s vacation
period, such employee will be entitled to an additional day of
vacation and will be compensated for same.
21. 6 Employees whose employment with the City is terminated
for any reason shall, at the time of termination, receive pay for
any unused vacation previously earned.
21. 7 Whenever any 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 employee has accrued two
hundred forty (240) hours or more of vacation allowance as set
forth in 21. 1 (a-g) , the City will, at the employee' s option,
compensate the employee for up to eighty (80) hours of
accumulated vacation during any fiscal year.
21. 8 Subject to City approval, if an employee requests to
participate in the voluntary vacation donation program, the
employee may voluntarily donate unused vacation hours to another
employee on the basis of value (dollar basis) , so that vacation
hours from the donor will be converted to the appropriate
vacation hours of the donee. Furthermore, the donee must have
exhausted all paid leave and not be eligible for long-term
disability benefits, nor shall such donee be eligible as a result
of a workers ' compensation injury.
19
ARTICLE 22
Administrative Leave
22 . 1 With City Manager approval, Department Directors may
grant 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 employees who commit a significant number of work
hours above regular work hours to a specific project or projects,
or to recognize outstanding contributions to the City.
22 . 3 Administrative leave, if any, will be granted effective
on the first day of the pay period closest to January 1 each year
and must be used before the end of the calendar year. No
administrative leave shall be carried over to the next calendar
year, nor shall unused administrative leave be converted to
compensation.
22 . 4 Administrative leave may not be taken for the purpose
of outside employment or for self employment.
ARTICLE 23
Uniform and Replacement Allowance
23 . 1 An annual uniform allowance for certain classifications
of employees who wear a uniform as a part of their normal duties
as set forth below shall be paid during the first pay period in
July of each year and is for the purpose of maintenance and
replacement of uniforms for the ensuing fiscal year. The
allowance is not a reimbursement for the prior year. The first
clothing allowance shall be a prorated amount for that period of
time from the employee' s date of employment through the following
June 30th.
Annual uniform allowances are as follows:
Police Services Supervisor $350 per year
Supervisor - Communications and Records $350 per year
23 . 2 The City shall pay the reasonable cost of repair or
replacement of glasses, watches, or other personal property up to
two hundred dollars ($200. 00) damaged in the course of
employment. This provision does not apply to items lost or
damaged as a result of negligence of the employee.
20
ARTICLE 24
Employee Benefit Programs
24 . 1 Retirement Plan: All regular and probationary
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 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 Insurance: All regular employees and all
probationary 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
year except for accidents which shall have none but shall
have a maximum benefit of $500 for each accident; 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.
(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 bene-
fits 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.
The City may if practicable, modify the group insurance
program set forth above by adding utilization review and by
creating preferred provider organization programs which create
financial incentives for the employee to use such preferred
provider services. The Parties agree to meet at least once
21
•
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 termination of group medical insurance coverage. The City
will not contribute payments on behalf of any retiree except as
set forth above. Following the death of a retiree the surviving
spouse, if any, may continue the insurance at their own expense
until becoming eligible for participation in any other group
insurance program.
ARTICLE 25
Jury Duty
25. 1 A regular or probationary employee who is summoned for
jury duty and is thus unable to perform the employee' s regular
duties will be paid for the time lost at the employee' s regular
rate of pay.
ARTICLE 26
Personnel Records
26. 1 Any employee, at the employee' s request, shall be
permitted to review the employee' s own personnel file. The file
may not, however, be removed from the Personnel Office. With the
exception of examination materials, an employee may have copies
of documents contained in the employee' s personnel file.
26.2 An employee may authorize a representative to review
the employee's personnel file.
26. 3 An employee who disagrees with a performance evaluation
shall have the rights set forth in Section 11.2 . The employee
may also attach a written rebuttal to the evaluation, providing
it is done within thirty (30) days of the employee' s receipt of
the evaluation.
26.4 The City will provide an employee with a copy of any
negative or derogatory document prior to it being placed in the
employee's personnel file. The employee may attach a written
rebuttal to the negative or derogatory document.
26.5 Upon an employee's request with Department Director
approval, the City Manager may seal and or remove any
disciplinary element of an employee' s personnel file.
22
ARTICLE 27
Continuing Education
27 . 1 Employees who complete authorized courses taken for
credit with a passing grade may, upon approval, be reimbursed for
the tuition and cost of textbooks. Such approval shall not be
unreasonably withheld.
27 . 2 Textbooks for which reimbursement payments are made
shall become the property of the City of Redding. These
textbooks will be placed in the Personnel Department library to
complement this program.
27 . 3 Employees must obtain prior approval from their
Department Director, the Director of Personnel and the City
Manager. Reimbursement shall be limited to one hundred dollars
($100. 00) per semester/quarter.
ARTICLE 28
Miscellaneous
28. 1 Whenever any employee is subpoenaed to testify in court
as a result of the employee' s employment and is therefore unable
to perform the employee's regular duties, the employee shall be
paid for all regular time lost.
ARTICLE 29
Savings Provision
29. 1 If any provisions of this Memorandum of Understanding
are held to be contrary to law by a court of competent
jurisdiction, or held to be outside the scope of negotiations,
such provisions will not be deemed valid and subsisting except to
the extent permitted by law, but all other provisions will
continue in full force and effect. Whenever any provision of
this Memorandum of Understanding is affected as set forth above,
either Party may, by giving written notice to the other within
thirty (30) days of the courts action, open negotiations on the
subject of the affected provisions.
ARTICLE 30
Effect of Agreement
30. 1 It is understood and agreed that the specific
provisions contained in this Memorandum of Understanding shall
prevail over City practices and procedures to the extent of a
conflict, and that in the absence of specific provisions in this
Memorandum of Understanding, such practices and procedures are
discretionary.
23
-1
ARTICLE 31
Emergency Provision
31. 1 The City retains the right to amend, modify or rescind
policies, regulations, and practices referred to in this
Memorandum of Understanding in cases of emergency. For the
purpose of this Article, an "emergency" is defined as an act of
God, war, natural or manmade disaster, which interferes with the
normal operations of the City.
ARTICLE 32
Complete Agreement
32 . 1 Except as specifically provided in Article 33 , Term,
during the term of this Memorandum of Understanding, the Union
expressly waives and relinquishes the right to meet and confer on
salaries, hours of employment, and terms and conditions of
employment, and agrees that the City shall not be obligated to
meet and confer with respect to any subject or matter whether
referred to or covered in this Memorandum of Understanding or
not, even though such subject or matters may not have been within
the knowledge or contemplation of either or both the City or the
Union at the time they met and conferred on and executed this
Memorandum of Understanding, and even though such subjects or
matters were proposed and later withdrawn. Both Parties
acknowledge that such waiver and relinquishment as set forth
above carries with it the commensurate prohibition for either
Party to effect a unilateral change in an employment condition
falling within the scope of negotiations under Government Code
Section 3500 et. seq.
ARTICLE 33
Term
33 . 1 This Memorandum of Understanding, having taken effect
as of the day and year first above written, shall remain in full
force and effect until the first day of July, 1997, 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.
24
r-
33 . 3 This Memorandum of understanding shall not be amended
or supplemented except by agreement of the Parties hereto,
reduced to writing and duly signed by each.
IN WITNESS WHEREOF, the Parties have executed this
Memorandum of Understanding as of the day and year first above
written.
CITY OF REDDING REDDING EMPLOYEES ORGANIZATION
SERVICE EMPLOYEES INTERNATIONAL
UNION
1/4
� i
Robert M. Chris rson Esther Conway
t e
C' na er Negotiator
Samuel S. McMurry Marleen Hoffman
Assis int City Manacter Negotiator
L-f �, �►�, ,_
n R. Downing Kim Waldron
Director of Finance Representative
i
Robert P. Kohn
Assistant Director General Services
Charles R. Reyn ds
Labor Relationg Representative
Approved as to form:
Ra all A. Hays
City Attorney ,
25
EXHIBIT "A-1"
SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: April 10, 1994
Monthly Salary Ranges
Classifications Minimum Maximum
General Foreman - Water $ 2 , 948 $ 4 , 561
Foreman - Streets 2 , 780 4 , 300
Purchasing Officer 2 , 732 4 , 226
Senior Accountant 2 , 732 4 , 226
Chief Wastewater Plant Operator 2 , 700 4 , 177
Chief Water Plant Operator 2 , 700 4 , 177
Foreman - Wastewater Collection 2 , 700 4 , 177
Housing Supervisor - Programs and Rentals 2 , 690 4, 161
Senior Building Inspector 2 , 690 4 , 161
Supervisor - Industrial Waste 2 , 639 4, 083
Fleet Shop Supervisor 2 , 536 3 , 924
Solid Waste Supervisor 2, 536 3 , 924
Utility Field Services Supervisor 2 , 536 3 , 924
Housing Supervisor - Rehab 2 , 393 3 , 702
Survey Party Chief 2 , 367 3 , 662
Deputy City Treasurer 2 , 338 3 , 617
Records Supervisor 2 , 245 3 , 473
Police Services Supervisor 2 , 157 3, 337
Recreation Supervisor II 2 , 138 3 , 308
Supervisor - Credit and Collections 2 , 055 3 , 179
Supervisor - Communications and Records 1, 985 3 , 070
Supervising Customer Services Representative 1, 951 3 , 018
Community Access Supervisor 1, 941 3 , 003
Recreation Supervisor 1, 941 3, 003
Print Shop Supervisor 1,846 2 ,857
26
EXHIBIT "A-2"
SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: July 3 , 1994
Monthly Salary Ranges
Classifications Minimum Maximum
General Foreman - Water $ 2 , 948 $ 4 , 652
Foreman - Streets 2 , 780 4 , 386
Purchasing Officer 2 , 732 4 , 311
Senior Accountant 2 , 732 4 , 311
Chief Wastewater Plant Operator 2 , 700 4 , 261
Chief Water Plant Operator 2 , 700 4 , 261
Foreman - Wastewater Collection 2 , 700 4 , 261
Housing Supervisor - Programs and Rentals 2 , 690 4 , 244
Senior Building Inspector 2 , 690 4 , 244
Supervisor - Industrial Waste 2 , 639 4 , 165
Fleet Shop Supervisor 2 , 536 4 , 002
Solid Waste Supervisor 2 , 536 4 , 002
Utility Field Services Supervisor 2 , 536 4, 002
Housing Supervisor - Rehab 2 , 393 3 , 776
Survey Party Chief 2 , 367 3 , 735
Deputy City Treasurer 2 , 338 3 , 689
Records Supervisor 2 , 245 3 , 542
Police Services Supervisor 2 , 157 3 , 404
Recreation Supervisor II 2 , 138 3 , 374
Supervisor - Credit and Collections 2 , 055 3 , 243
Supervisor - Communications and Records 1, 985 3 , 131
Supervising Customer Services Representative 1, 951 3 , 078
Community Access Supervisor 1, 941 3 , 063
Recreation Supervisor 1, 941 3 , 063
Print Shop Supervisor 1, 846 2, 914
27
0
EXHIBIT "A-3"
SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: July 2 , 1995
Monthly Salary Ranges
Classifications Minimum Maximum
General Foreman - Water $ 2 , 948 $ 4 , 792
Foreman - Streets 2 , 780 4, 518
Purchasing Officer 2 , 732 4 , 440
Senior Accountant 2 , 732 4 ,440
Chief Wastewater Plant Operator 2 , 700 4, 389
Chief Water Plant Operator 2 , 700 4, 389
Foreman - Wastewater Collection 2 , 700 4 , 389
Housing Supervisor - Programs and Rentals 2, 690 4, 371
Senior Building Inspector 2 , 690 4 , 371
Supervisor - Industrial Waste 2; 639 4 , 290
Fleet Shop Supervisor 2 , 536 4 , 122
Solid Waste Supervisor 2 , 536 4, 122
Utility Field Services Supervisor 2 , 536 4, 122
Housing Supervisor - Rehab 2 , 393 3 , 889
Survey Party Chief 2 , 367 3 , 847
Deputy City Treasurer 2 , 338 3 , 800
Records Supervisor 2 , 245 3 , 648
Police Services Supervisor 2 , 157 3 , 506
Recreation Supervisor II 2 , 138 3 ,475
Supervisor - Credit and Collections 2 , 055 3 , 340
Supervisor - Communications and Records 1, 985 3 , 225
Supervising Customer Services Representative 1, 951 3 , 170
Community Access Supervisor 1, 941 3 , 155
Recreation Supervisor 1, 941 3 , 155
Print Shop Supervisor 1, 846 3 , 001
28
• 0
EXHIBIT "A-4"
SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: July 1, 1996
Monthly Salary Ranges
Classifications Minimum Maximum
General Foreman - Water $ 2, 948 $ 4 , 960
Foreman - Streets 2 , 780 4 , 676
Purchasing Officer 2 , 732 4 , 595
Senior Accountant 2 , 732 4 , 595
Chief Wastewater Plant Operator 2 , 700 4 , 543
Chief Water Plant Operator 2 , 700 4 , 543
Foreman - Wastewater Collection 2 , 700 4 , 543
Housing Supervisor - Programs and Rentals 2 , 690 4, 524
Senior Building Inspector 2 , 690 4, 524
Supervisor - Industrial Waste 2 , 639 4 , 440
Fleet Shop Supervisor 2 , 536 4 , 266
Solid Waste Supervisor 2 , 536 4 , 266
Utility Field Services Supervisor 2 , 536 4, 266
Housing Supervisor - Rehab 2 , 393 4 , 025
Survey Party Chief 2 , 367 3 , 982
Deputy City Treasurer 2 , 338 3 , 933
Records Supervisor 2 , 245 3 , 776
Police Services Supervisor 2 , 157 3 , 629
Recreation Supervisor II 2 , 138 3 , 597
Supervisor - Credit and Collections 2 , 055 3 , 457
Supervisor - Communications and Records 1, 985 3 , 338
Supervising Customer Services Representative 1, 951 3 , 281
Community Access Supervisor 1, 941 3 , 265
Recreation Supervisor 1, 941 3 , 265
Print Shop Supervisor 1, 846 3 , 106
29