Loading...
HomeMy WebLinkAboutReso 94-093 - Approve provisions of the MOU between COR & the REO of the SEIU with respect to Clerical, Technical, and Professional Empl Unit, Effective 04/10/94 • • RESOLUTION NO. 94-'�U A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING APPROVING THE PROVISIONS OF THE MEMORANDUM OF UNDERSTANDING ENTERED INTO BETWEEN THE CITY OF REDDING AND THE REDDING EMPLOYEES ORGANIZATION OF THE SERVICE EMPLOYEES INTERNATIONAL UNION WITH RESPECT TO THE CLERICAL, TECHNICAL, AND PROFESSIONAL EMPLOYEES' UNIT, EFFECTIVE APRIL 10, 1994. WHEREAS, the Redding Employees Organization of the Service Employees International Union with respect to the Clerical, Technical, and Professional Employees' Unit has been formally recognized as the Exclusive Representative of an appropriate unit of employees, as set forth in Section 2. 1 of Article 2 of the attached Memorandum of Under- standing; 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 of the Service Employees International Union with respect to the Clerical, Technical, and Professional Employees' Unit, as required by the provisions of the Meyers-Milias-Brown Act of 1968 ; and WHEREAS, a true copy of the Memorandum of Understanding is attached hereto and incorporated herein by reference; NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Redding that the aforesaid Memorandum of Understanding is hereby approved, and shall become effective April 10, 1994. I HEREBY CERTIFY that the foregoing Resolution was introduced, read, and adopted at an/sgeciael meeting of the City Council on the 18th day of April, 1994, by the following vote: AYES: COUNCIL MEMBERS: Anderson, Dahl and Kehoe NOES: COUNCIL MEMBERS: None ABSENT: COUNCIL MEMBERS: Arness and toss ABSTAIN: COUNCIL MEMBERS: None CARL ARNESS, Mayor City of Redding AT72ST: FORM PROVED: CONNIE STROHMAYER, City Clerk RANDALL A. HAYS, Lty Attorney MEMORANDUM OF UNDERSTANDING between THE CITY OF REDDING and REDDING EMPLOYEES ORGANIZATION of the SERVICE EMPLOYEES INTERNATIONAL UNION CLERICAL, TECHNICAL and PROFESSIONAL EMPLOYEES' UNIT EFFECTIVE: April 10, 1994 s • 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 -------------------- 8 10 Employee Status -------------------------------- 9 11 Compensation and Classifications --------------- 11 12 Hours and Overtime ----------------------------- 13 13 Seniority -------------------------------------- 14 14 Promotion and Transfer -------------------------- 15 15 Layoff, Displacement and Reinstatement---------- 15 16 Leave of Absence ------------------------------- 16 17 Expenses --------------------------------------- 18 18 Sick Leave ------------------------------------- 18 19 Funeral Leave ---------------------------------- 20 20 Holidays --------------------------------------- 20 21 Vacations -------------------------------------- 22 22 Administrative Leave --------------------------- 23 23 Uniforms --------------------------------------- 24 24 Employee Benefit Programs ---------------------- 24 25 Jury Duty--------------------------------------- 26 26 Personnel Records ------------------------------ 26 27 Continuing Education --------------------------- 26 28 Miscellaneous ---------------------------------- 27 29 Savings Provision ------------------------------ 27 30 Effect of Agreement ---------------------------- 27 31 Emergency Provision ---------------------------- 27 32 Complete Agreement ----------------------------- 28 33 Term ------------------------------------------- 28 Exhibit "A" Non-Exempt Employee Schedule of -------------- 30 Classifications and Hourly Wage Rates Exhibit "B" Exempt Employee Schedule of ----------------- 36 Classifications and Salary Ranges MEMORANDUM OF UNDERSTANDING / THIS MEMORA DUM OF INDERSTANDING, made and entered into this day of , 1994 , by and between the CITY OF RIEDDING (a p lic agency as defined in Section 3501 (c) of Chapter 10 of Division 4 of Title 1 of the Government Code of the State of California) , hereinafter referred to as the CITY, and the REDDING EMPLOYEES ORGANIZATION of the SERVICE EMPLOYEES INTERNATIONAL UNION (a recognized employee organization as defined in Section 3501 (b) of Chapter 10 of Division 4 of Title 1 of the Government Code of the State of California) , hereinafter referred to as UNION; 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 wages, hours and working conditions for certain hereinafter designated employees of the City, and to facilitate the peaceful adjustment of differences that may from time to time arise between them; NOW, THEREFORE, the Parties hereto do agree as follows: ARTICLE 1 Preamble 1. 1 This Memorandum of Understanding supersedes and replaces all previous policies, practices, procedures, resolutions, ordinances and terms and conditions of employment on subjects which are covered by this Memorandum of Understanding. There shall be no loss of benefits as set forth in Article 24, and Exhibits "A" and "B" as a result of this Memorandum of Understanding, except as specifically agreed to herein. 1. 2 It is the policy of the City and the Union not to, and neither party will, interfere with, intimidate, restrain, coerce or discriminate against any employee as prohibited by State and Federal law. 1. 3 The City is engaged in rendering services to the public and the City and the Union recognize their mutual obligation for the continuous rendition and availability of such services. 1. 4 City employees shall perform loyal and efficient work and service and shall use their influence and best efforts to protect the properties of the City and its service to the public and shall cooperate in promoting and advancing the welfare of the City and in preserving the continuity of its service to the public at all times. 1 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" and "B" of this Memorandum of Understanding. 2 . 2 The provisions of this Memorandum of Understanding hereinafter set forth shall apply only to those employees of the City of Redding in this unit, except as otherwise specifically set forth in this Memorandum of Understanding. ARTICLE 3 City Rights 3 . 1 Notwithstanding anything to the contrary, the Union recognizes and accepts the right of City of Redding management to manage the City. This recognition includes acceptance of the fact that the management rights listed below are not subject to either grievance procedures or the meeting and conferring in good faith process provided for by the Meyers-Milias-Brown Act, except, however, grievances may be filed upon interpretations of the provisions of this Memorandum of Understanding other than those set forth in this section. It is agreed by the Parties to this Memorandum of Understanding that management rights include, by way of illustration and not by way of limitation, the following: (a) the full and exclusive control of the management of the City; (b) the supervision of all operations, methods, processes and means of performing any and all work; (c) the control of the property and the composition, assignment, direction and determination of the size and the work hours of its working forces; (d) the right to determine the work to be done by employees; (e) the right to change or introduce new or improved operations, methods, means or facilities; (f) the right to establish budget procedures and financial allocations; (g) the right to hire, classify, schedule, promote, demote, transfer, evaluate, release, lay off and increase hours of employees; (h) the right to suspend, discipline and discharge employees for just cause; (i) the right to contract out work to be done or services 2 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, 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. 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 3 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. ARTICLE 5 Concerted Activities 5. 1 The duties performed by employees of the City as part of their employment pertain to and are essential to the operation of a municipality and the welfare of the public dependent thereon. During the term of this Memorandum of Understanding, employees shall not partially or totally abstain from the performance of their duties for the City during regular work hours or on an overtime basis. The Union shall not call upon or authorize employees individually or collectively to engage in such activities and shall make a reasonable effort under the circumstances to dissuade employees from engaging in such activities and in consideration thereof, the City shall not cause any lockout. Those employees who do individually or collectively, partially or totally abstain from the performance of their duties for the City during regular work hours or on an overtime basis shall be subject to disciplinary action up to and including discharge from employment. ARTICLE 6 Union Security 6. 1 (a) Every employee covered by this Memorandum of Understanding shall, as a condition of employment: (1) become a member of the Union and maintain the employee' s membership in the Union in good standing in accordance with its Constitution and Bylaws; or (2) in the alternative, an employee shall tender, monthly, an agency fee in an amount equal to the amount of the monthly dues required of members; except that: 6. 1 (b) Any employee of City in a classification represented by Union and who, on April 10, 1994 was an employee and was not a member of the Union, and who remains an employee continuously after April 10, 1994 is exempt from the provisions of Section 6. 1 (a) unless the employee becomes a member of Union. 6. 1 (c) Any employee appointed to any classification out of the bargaining unit covered by this Memorandum of Understanding may withdraw from membership in Union and the employee' s obligation to pay an agency fee shall be suspended for the duration of such period as the individual is working for City in a job classification not covered by this Memorandum of Understanding. 4 6. 2 Any employee who is or who becomes a member of Union shall, as a condition of employment, maintain the employee ' s membership in Union in good standing in accordance with its Constitution and Bylaws. 6. 3 The City shall deduct from their wages the regular membership dues of employees who are members of the Union or agency fees of other employees provided for in 6 . 1 (a) not exempted by the provisions of 6. 1 (b) or 6 . 1 (c) , and who individually and voluntarily authorize such deductions in writing in accordance with the provisions of Section 1157 . 3 of the Government Code of the State of California. 6.4 Deductions shall be made from the second payroll period of each month and a check for the total deductions shall be submitted to the Treasurer of Redding Employees Organization within five (5) workingdays of the date the deductions are withheld from the employee' s check. The City will notify the Union each month at the time of the dues transmittal to Union of any changes since the previous dues transmittal and the reasons therefore. 6. 5 The form of check-off authorization shall be approved by both the City and the Union. 6. 6 Upon written request from the Union, the City shall, within twenty-one (21) calendar days, terminate the employment of any employee who fails to comply with the requirements of this Article. 6. 7 The City shall provide all new employees with Union membership application forms, payroll deduction authorization forms, and a copy of this Memorandum of Understanding on or before the first day of employment. Such materials will be furnished to the City by the Union. 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 5 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 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 6 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 indi- vidual employee shall have the right to present grievances to the City and to have such grievances adjusted without the intervention of the Union, provided that the adjustment shall not be inconsistent with this Memorandum of Understanding, and further provided that the Union shall be given an opportunity to be present at such adjustment. ARTICLE 8 Safety 8 . 1 The City desires to maintain a safe place of employment for City employees and to that end City management shall make all reasonable provisions necessary for the safety of employees in the performance of their work. 8 . 2 Regular employee safety meetings will be held for the purpose of reviewing accidents and preventing their recurrence, eliminating hazardous conditions and familiarizing employees with safe work procedures and applicable State Safety Orders and for training in first aid. 7 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. ARTICLE 9 Disability and Unemployment 9 . 1 Supplemental Benefits for Industrial Injury: Whenever any regular or regular job-share employee who is a member of the Public Employees ' Retirement System is disabled, whether temporarily or permanently, by injury or illness arising out of and in the course of the employee' s duties, which comes within the application of the Workers ' Compensation and Insurance Chapters of the State Labor Code, the employee shall become entitled, regardless of the employee ' s period of service with the City to compensation at the rate of eighty-five percent (85%) of the employee' s regular salary, in lieu of temporary disability payments, if any, which would be payable under the State Labor Code, for the period of such disability but not exceeding six (6) months, or until such earlier date as the employee is retired on permanent disability pension. At the conclusion of six (6) months of receipt of supplemental benefits at the rate of eighty-five percent (85%) of regular salary, any regular or regular job-share employee who is still unable to return to work and is still receiving temporary disability indemnity payments shall become entitled to receive supplemental benefits at the rate of seventy percent (70%) of the employee ' s regular salary for the period of such disability but not exceeding six (6) months or until such earlier date as the employee is retired on permanent disability pension through the Public Employees ' Retirement System. In consideration of this benefit, the regular or regular job-share employee shall pay over to the City any temporary or permanent disability compensation received, whether from Workers ' Compensation, employee group insurance benefits or unemployment compensation benefits provided for under State law, and shall affirmatively assist the City in obtaining any such benefits to which the employee may be entitled but has not yet received arising out of such disability, but such payment from the employee to the City from such sources shall not exceed in amount the supplemental benefits paid to the employee by the City in accordance with the provisions of this section. The Parties recognize abuse of the workers ' compensation program is against the interests of the City and employees alike, and, therefore, will cooperate as appropriate to prevent abuse. 9 . 2 An employee who is absent by reason of industrial disability may be returned to work by the City and given temporary light duties within the employee ' s ability to perform, with the consent of the employee ' s physician. The duration of any such period of temporary work shall be determined by the City. Such employee shall be compensated at the then current 8 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 men- tally fit and able to perform the duties of the employee' s position without hazard to the employee, or to fellow employees, or to the employee' s own health. 9 . 3 If a third party is found to be responsible for the employee' s industrial injury and the employee recovers a judgment in damages from said third party, then all supplemental benefits received as provided for in Section 9 . 1 not already repaid from the other sources mentioned in Section 9 . 1 shall be repaid to the City by the employee. 9 . 4 Vacation and sick leave shall be accrued without regard to the established limits while a regular or regular job- share employee is absent from work as a result of a job related disability and receiving the supplemental benefits to Workers' Compensation temporary disability compensation as set forth in 9 . 1. All regular 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. ARTICLE 10 Employee Status 10. 1 Employees will be designated as regular, probationary, 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 who has completed a probationary period as outlined below. 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, but shall not be given preferential consideration for promotion or transfer. Upon completion of one (1) year of continuous full-time service with City, a probationary employee shall be given the status of a regular 9 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 employees Supervisor. 10. 4 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, vacation pay, or items of a similar nature, nor shall the employee be eligible for insurance coverage, nor shall the employee accrue seniority, or promotion and transfer rights. The employee may, however, be eligible for participation in the retirement plan. The employee will be entitled to any paid time off benefits that may accrue to the employee as set forth in Section 28 . 2 . If a part-time employee attains probationary 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. 5 A temporary employee is defined as an employee hired for occasional or seasonal work for a period not to exceed one thousand (1000) hours in a fiscal year. A temporary employee may work full-time, part-time, intermittent, or on an irregular schedule. A temporary employee shall receive not less than the minimum rate for the job but shall not be eligible for sick leave pay, holiday pay, vacation pay, insurance coverage, retirement plan participation or items of a similar nature, nor shall an employee accrue seniority or promotion and transfer rights. If a temporary employee is reclassified to part-time or probationary 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. 6 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 employees 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 City employee is assigned to a job-share position, such employee shall be probationary for two thousand eighty (2080) hours. 10.7 A part-time regular employee is defined as an employee who has one (1) year, or more, seniority with the City in full- time employment as a probationary and regular employee, and who 10 • i is subsequently recategorized, without a break in service, to work less than fifteen hundred sixty (1560) hours but more than one thousand (1000) 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, retirement plan participation (as governed by the Public Employees ' Retirement System) , insurance coverage (pursuant to group insurance contract provisions) , and seniority accrual, but shall not be given preferential consideration for promotion or transfer nor shall the employee be eligible for supplemental benefits for industrial injury, funeral leave pay, jury duty pay, or items of a similar nature. If a part-time regular employee is eligible for and elects insurance coverage, the premiums shall be shared by the City and the employee on a prorated basis at the same ratio to full-time employee benefits as the employee' s work hours bear to full-time employees work hours. If a part-time regular employee is reclassified to regular status, the employee shall be credited with all continuous service in determining eligibility for such benefits as may accrue to the employee in the employee' s new status. ARTICLE 11 Compensation and Classifications 11. 1 Employees holding a classification listed on Exhibit "A" 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 as follows: After thirteen (13) 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. A full pay period as used herein is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours. The effective date of a higher wage step shall be the first day of the pay period following qualification for the new step. 11. 2 (a) Employees holding a classification on Exhibit "B" shall be paid a salary rate based upon their work performance, pursuant to Policies and Procedures established by the City, which shall be administered in as equitable a manner as is practicable. Upon initial appointment to a classification, an employee shall normally be paid the lowest compensation rate for that classification. An employee may, however, be paid a compensation rate above the lowest compensation rate if 11 circumstances justify it. The effective date of a higher compensation rate shall be the first day of the pay period closest to the anniversary of their employment date. Employees shall be evaluated annually on or before the anniversary of their employment date. 11. 2 (b) Employees may within thirty (30) days request reconsideration, in writing, of either their evaluation or pay- rate through their supervisor up to the City Manager or designee, whose decision shall be in writing, within thirty (30) days and shall be final and binding. 11. 3 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. 4 When an employee is temporarily assigned to work in a classification lower than the employee ' s regular classification, the employee' s rate of pay will not be reduced. 11. 5 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 employees 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. 6 Whenever a full-time regular or probationary 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, such employee shall have their compensation rate increased by five percent (5%) on the fourth (4th) day of such assignment. Temporary assignments to the duties of another higher paying classification and compensation therefore, requires prior City approval. 11. 7 The City Manager may, based upon outstanding job performance, grant an employee a one time salary increase up to ten percent (10%) above the top of the salary range for a period not to exceed one (1) year. This one time increase is not cumulative and the employee would revert to the employee' s regular salary rate at the end of the one year period. 11. 8 Attached hereto and made a part hereof is Exhibit "A" titled "Non-exempt Employee Schedule of Classifications and Hourly Wage Rates " and "B" titled "Exempt Employee Schedule of Classifications and Salary Ranges. " 12 ARTICLE 12 Hours and Overtime 12 . 1 All regular employees will receive full time employment for each work week employed, provided they report for duty and are capable of performing their work. This is not to be interpreted that the City does not retain the right to lay off or release employees on account of lack of work or other valid reason. 12 . 2 Each employee shall report for work at the employee 's regularly established headquarters and shall return thereto at the conclusion of the day' s work and the time spent in traveling between such headquarters and the job site shall be considered as time worked. 12 . 3 A work week is defined to consist of seven (7) consecutive calendar days, Sunday through Saturday, and a basic work week is normally defined to consist of five (5) consecutive workdays of eight (8) hours each. The basic work week may begin on any day of the week or at any hour of the day during the work week. The City may modify employee work schedules from time to time as needed. Except in the event of an emergency, the City will give employees as much notice as possible of any permanent schedule change, but in any event not less than five (5) work days, unless their is mutual agreement. 12 . 4 Except for part-time and temporary employees and those employees holding a classification listed on Exhibit "B", overtime is defined as (a) time worked in excess of forty (40) hours in a work week, (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. 12 . 5 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, provided it has City approval, the employee may elect to receive time off with pay at the rate of one and one-half (1-1/2) hours off for each overtime hour worked. Compensatory time off with pay shall be scheduled in the same manner as vacations are normally scheduled. The maximum compensatory time off available for any employee at any time shall be the maximum established by the Fair Labor Standards Act, which is presently two hundred forty (240) hours. In the event overtime is worked by an employee who has the maximum accumulation of compensatory time off, the employee shall be paid for the overtime worked as set forth above. Employees whose employment with the City is terminated for any reason shall, at the time of termination, receive payment for any unused compensatory time off previously earned. 13 12 . 6 Employees who are entitled to overtime compensation and who are required to report for work on their non-workdays or on holidays they are entitled to have off, or outside of their regular hours on workdays, shall be paid overtime compensation for the actual time worked, but in no event for less than two (2) hours compensation for each call-out, except however, that employees shall not be paid more than time and one-half the regular rate of pay for any given time period. If an employee who is called out for such overtime work outside of the employee' s regular hours on a workday continues to work into the employee' s regular hours, the employee shall be paid overtime compensation only for the actual overtime worked. If an employee performs overtime work immediately following the end of the employee's regular shift, the employee shall be paid overtime compensation only for the actual overtime worked. 12 . 7 For those employees who are entitled to overtime compensation, overtime shall be distributed as equally as is practicable among those employees who are qualified and available and who volunteer for overtime work and the City shall not require employees who have worked overtime to take equivalent time off during a workday without pay. 12 . 8 All employees holding a classification listed on Exhibit "B" "Exempt Employee Schedule of Classifications and Salary Ranges" are exempt from the Fair Labor Standards Act and the provisions of this Article. ARTICLE 13 Seniority 13 . 1 Seniority is defined as total length of continuous service with the City. In determining an employee ' s seniority, the continuity of the employee' s service will be deemed to be broken by termination of employment by reason of (1) resignation, (2) discharge for cause, (3) layoff, (4) failure to return immediately on the expiration of a leave of absence or acceptance of other full time employment while on leave, and (5) unexcused absence without pay, without a leave of absence, in excess of 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. 14 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 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 or transfer basis, the City will consider the quality and length of service in making the selection decision. 14 . 3 Whenever an employee is promoted to another higher paying classification, the employee shall receive a five percent (5%) pay increase, provided, however, that the maximum pay rate of the new classification is at least five percent (5%) higher than the employee's current pay rate. 14 . 4 All promotions and transfers of City employees shall be on a probationary basis for one (1) year. At any time during the probationary period the City may terminate the appointment. If an appointment is terminated, the employee shall be returned to either the employee' s previous classification and pay rate, or some other classification that is mutually acceptable to the employee and the City. Any unpaid absences during a probationary period shall cause the probationary period to be extended by the length of the absence. 14 . 5 An employee requesting lateral transfer from one position to another position in the same classification or requesting voluntary demotion to a position in a lower classification, for which the employee is qualified, shall be added to the current eligibility list for such classification, 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 15 . 2 Regular employees will be laid off in the reverse order of the employee ' s City seniority. Probationary employees as defined in Section 10. 3 , but excluding those defined in Section 14 . 4 , will be laid off before regular employees without regard for their seniority. Part-time employees will be laid off in the reverse order of their hire date within the Department. 15 . 3 An employee whose job is being eliminated, may elect to displace the least senior employee in any Division or Department in any equally or lower paid classification in the Confidential, Supervisors or the Clerical/Technical/Professional Units, if qualified to perform the duties of the classification and if the employee's seniority is greater than that of the employee in the classification being displaced. 15. 4 Regular employees, who are laid off, will be given preferential re-hire rights, in the reverse order of layoff, in filling future vacancies, for which they are qualified, for a period of up to one (1) year, providing they keep the City advised of their current address. Employees who are reinstated, within one (1) year after layoff, shall have all previously accrued and unused benefits restored. 15. 5 Notwithstanding the provisions of this Article, the City and the Union may agree to other procedures, including furloughs, during the term of this Memorandum of Understanding. ARTICLE 16 Leave of Absence 16. 1 Leave of absence may be granted to employees by the City Manager for urgent and substantial reason, up to a maximum of one (1) year, providing satisfactory arrangements can be made to perform the employee' s duties without undue interference with the normal routine of work. Inability to return to work after an employee' s sick leave has been exhausted will be considered as an urgent and substantial reason and in such cases a leave will be granted. 16. 2 A leave of absence will commence on and include the first workday on which the employee is absent and terminates with and includes the workday preceding the day the employee returns to work. 16. 3 All applications for leave of absence shall be made in writing except when the employee is unable to do so. The conditions under which an employee will be restored to employment on the termination of leave of absence shall be clearly stated by the City in conjunction with the granting of a leave of absence. Upon an employee' s return to work after a leave of absence, the employee will be reinstated to the employee' s former position and working conditions, providing that the employee is capable of performing the duties of the former position. However, if there 16 has been a reduction of forces or the employee ' s position has been eliminated during said leave, the employee will be placed in the position the employee would be in had the employee not been on a leave of absence. 16 . 4 An employee' s status as a regular employee will not be impaired by such leave of absence and the employee' s seniority will accrue. 16. 5 If an employee fails to return immediately on the expiration of the employee' s leave of absence or if the employee accepts other full time employment while on leave, the employee will thereby forfeit the leave of absence and terminate the employee' s employment with the City. 16. 6 An employee on a leave of absence as provided herein shall not accrue vacation or sick leave benefits nor maintain group insurance coverage. An employee may, however, at the employee' s option and expense, maintain the employee' s group insurance coverage providing the full monthly premium is received by the City Treasurer on or before the first day of the month for which the premium is intended. Notwithstanding the above, however, if the leave of absence is as a result of exhaustion of sick leave benefits, an employee ' s group insurance may be maintained for up to three (3) calendar months. 16. 7 The Parties acknowledge the provisions of State and Federal law governing family leaves. The Family and Medical Leave Act (FMLA) , which is subject to legislative change, currently entitles those employees who have worked twelve hundred fifty (1, 250) or more hours during the preceding twelve (12) month period to take up to twelve (12) weeks of unpaid, job protected, leave during any twelve (12) month period for serious health condition of employee or immediate family member or for child birth or adoption. An employee is required, to give thirty (30) days advance notice when leave is foreseeable, provide periodic medical certifications as to the conditions necessitating the leave and report at the request of the City during the leave regarding the employee ' s status and intention to return to work. Health insurance benefits will be continued on the same basis as prior to the FMLA leave. Annually the City will post the applicable State and Federal laws pertaining to family leave including maternity/paternity leave. 16. 8 An employee may use sick leave, vacation or other accrued leave for a normal disability period of maternity leave of up to six (6) weeks. That period may be extended with acceptable written medical certification, if disability continues after the six (6) week period. If an employee elects to remain off work for a longer period of time, the general provisions for Leave of Absence apply. 17 ARTICLE 17 Expenses 17 . 1 Whenever an employee is authorized and uses the employee' s personal automobile for City business as a direct result of employment or representation of the City, the employee will be reimbursed therefor at the same rate per mile as established for un-represented City employees. The City will not, however, be responsible for any loss, damage, repairs or maintenance of personal vehicles used on City business. 17 . 2 Employees shall follow City Resolutions and policies on restricting employee use of City vehicles for personal purposes. 17 . 3 Whenever an employee is required to travel out of the City, the City will determine the appropriate means of travel and the travel time allowance, if any. 17 . 4 Whenever an employee travels. on official City business, the employee shall receive actual lodging expenses, provided they are approved in advance by the City. With advance City approval, optional meals or programs included as a part of the conference or meeting program shall be paid at the stated program rate. 17 . 5 Meal allowances, including tax and tip, at the following rates may be allowed while an employee is on official City business: Dinner $17 . 50 Lunch 8 . 50 Breakfast 6 . 00 Employees will make every effort to stay within the above limits, however, with 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 ARTICLE 18 Sick Leave 18 . 1 Sick leave with pay shall be accumulated for each regular, job-share and probationary employee at the rate of forty-six thousandths ( . 046) of an hour for each regular hour 18 worked or on paid leave. (Accrual rate approximately one (1) day per month. ) 18 . 2 Sick leave shall be allowed for a non-work related absence due to: (a) the inability of an employee to be present or perform the employee' s duties because of personal physical or mental illness, off duty injury or confinement for medical treatment; (b) personal medical or dental appointments which are impractical to schedule outside of regular working hours; (c) the need to be present during childbirth, surgery, critical illness or injury involving members of the immediate family as defined in Section 19 . 1, for up to forty (40) hours per incident and (d) the need to attend sick or injured immediate family members as defined in Section 19 . 1 for up to forty (40) hours per calendar year. 18 . 3 Management may require satisfactory evidence of illness or disability before payment for sick leave will be made. The City may also require an employee requesting to return to work after sick leave or leave of absence for medical or psychiatric reasons to submit to an examination by a physician or physicians approved by City for the purpose of determining that such employee is physically or mentally fit and able to perform the duties of the employee' s former position without hazard to the employee, fellow employees or to the employee' s own health. Such examination or examinations shall be at the sole expense of the City, and the employee shall be placed on leave with pay for the purposes of such examination. The Parties shall cooperate as appropriate, in controlling employee abuse of the sick leave program. 18 .4 If a holiday which an employee is entitled to have off with pay occurs on a workday during the time an employee is absent on sick leave, the employee shall receive pay for the holiday as such and it shall not be counted as a day of sick leave. 18 . 5 Whenever any employee exhausts all categories of paid time off as a result of illness or injury, with approval of the employee's Department Director, the 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 (2 0) years of service, the percentage set forth above shall be increased to forty-five percent (45%) . For employees with twenty (20) years 19 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, job-share 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. 19 . 2 Regular, job-share 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, job-share 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" 20 (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, except by those employees who are regularly scheduled to work on Sunday other than on an overtime basis. Employees who are regularly scheduled to work on Sundays shall observe such holidays on Sunday. If any of the foregoing holidays fall on a Saturday, the preceding Friday shall be observed as the holiday, except by those employees who are regularly scheduled to work on Saturday other than on an overtime basis. Employees who are regularly scheduled to work on Saturdays shall observe such holidays on Saturday. If any of the foregoing holidays fall on any day from Monday through Friday, inclusive, and that day is a regularly scheduled non-workday for an employee, such employee shall be entitled to receive another workday off with pay to be scheduled in the same manner as vacation days are normally scheduled. Notwithstanding the foregoing, an employee may observe the employee's birthday holiday on the employee ' s birthday or anytime during the pay period in which the birthday occurs, or the holiday may be deferred and scheduled as vacations are normally scheduled. The holidays known as Lincoln Day, Columbus Day, and Veterans Day shall be scheduled by employees and their supervisors in the same manner as vacations are normally scheduled. 20. 2 Notwithstanding the foregoing, employees may be scheduled to work on holidays, in which event any such employee will, in addition to the employee' s holiday pay, be compensated therefor at the overtime rate of pay for all time worked on such days. An employee may, however, at the employee' s option, elect to observe that holiday at another time to be scheduled in the same manner as vacation days are normally scheduled, in which event any such employee will only be compensated for time worked on that day at the overtime rate of pay, and shall not receive holiday pay for such day. 20. 3 If an employee is in a non-pay status on both workdays immediately adjacent to the holiday, the employee shall not receive pay for the holiday. 21 ARTICLE 21 Vacations 21. 1 (a) Regular, job-share 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 (g) At the rate of ninety-six thousandths ( . 096) of an hour for each regular hour worked or on paid leave from and after the six hundred twenty-fourth (624th) full pay period of employment. (Accrual rate approximately five (5) weeks per year after twenty-four (24) years of service. ) 21. 1 (h) A full pay period as used in this Article is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours. 21. 2 Vacation cannot be accrued while an employee is in a non-pay status. 22 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 exempt employee has accrued one hundred twenty (120) hours or more vacation allowance as set forth in 21. 1 (a-g) , the City will, at the employee ' s option, compensate the employee for up to forty (40) hours of accumulated vacation during any fiscal year. Additionally, whenever any exempt employee has accrued two hundred forty (240) hours or more of vacation allowance as set forth in 21. 1 (a-g) , the City will, at the employee 's option, compensate the employee for up to eighty (80) hours of accumulated vacation during any fiscal year. 21. 8 Whenever any employee has exhausted all paid time off benefits as a result of a non-work related injury or disability, and is not eligible for long-term disability insurance benefits, other employees may contribute their vacation credits to the disabled employee with vacation credits being donated and granted on the basis of the dollar value of the vacation credits. 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 23 work hours above regular work hours to a specific project or projects, or to recognize outstanding contributions to the City. 22 . 3 Administrative leave, if any, will be granted effective on the first day of the pay period closest to January 1 each year and must be used before the end of the calendar year. No administrative leave shall be carried over to the next calendar year, nor shall unused administrative be converted to compensation. 22 . 4 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 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: Parking Violation Officer $375 Police and Fire Miscellaneous employees $350 23 . 2 The City shall pay the reasonable cost of repair or replacement of uniforms, glasses, watches, or other personal property up to two hundred dollars ($200 . 00) per incident damaged in the course of employment. This provision does not apply to items lost or damaged as a result of negligence of the employee. ARTICLE 24 Employee Benefit Programs 24 . 1 Retirement Plan: All regular, job-share 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, job-share and all probationary employees are eligible to participate in a group insurance benefit program, effective the first day of employment. 24 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 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. The City may if practicable, modify the group insurance program set forth above by adding utilization review and by creating preferred provider organization programs which create financial incentives for the employee to use such preferred provider services. The Parties agree to meet at least once during the term of this Memorandum of Understanding to discuss cost containment and wellness. 24 . 2 (b) The City will pay fifty percent (50%) of the group medical insurance premium for each retiree and dependents, if any, presently enrolled and for each retiree in the future who goes directly from active status to retirement and continues the group medical insurance without a break in coverage. 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. 25 ARTICLE 25 Jury Duty 25 . 1 A regular, job-share 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 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 Director of Personnel and, upon request, shall have the right to have a Union representative present. The employee may also attach a written rebuttal to the employee evaluation, providing it is done within thirty (30) days of the employee' s receipt of the evaluation. 26. 4 Prior to any negative or derogatory documents being placed in the personnel file, the affected employee shall receive a copy and be given the opportunity to attach a written rebuttal. 26 . 5 Upon an employee' s request, with Department Director approval, the City Manager may seal and or remove any disciplinary element of an employee ' s personnel file. ARTICLE 27 Continuing Education 27 . 1 Eligible City of Redding employees who complete authorized courses taken for credit with a passing grade may, upon application, be reimbursed for the tuition and cost of required textbooks. 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. 26 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. 28 . 2 After each two thousand eighty hours of compensated time, a part time employee shall receive sixteen hours of paid time off, to be used by the employee in the same manner as vacation or sick leave is used, as applicable. After Six thousand two hundred forty hours of compensated time, the employee shall receive twenty four hours of paid time off for each two thousand eighty hours of compensated time. ARTICLE 29 Savings Provision 29 . 1 If any provisions of this Memorandum of Understanding are held to be contrary to law by a court of competent jurisdiction, or held to be outside the scope of negotiations, such provisions will not be deemed valid and subsisting except to the extent permitted by law, but all other provisions will continue in full force and effect. Whenever any provision of this Memorandum of Understanding is -affected as set forth above, either Party may, by giving written notice to the other within thirty (30) days of the court ' s action, open negotiations on the subject of the affected provisions. ARTICLE 30 Effect of Agreement 30. 1 It is understood and agreed that the specific provisions contained in this Memorandum of Understanding shall prevail over City practices and procedures to the extent of a conflict, and that in the absence of specific provisions in this Memorandum of Understanding, such practices and procedures are discretionary. ARTICLE 31 Emergency Provision 31. 1 The City retains the right to amend, modify or rescind policies, regulations, and practices referred to in this Memorandum of Understanding in cases of emergency. For the 27 purpose of this Article, an "emergency" is defined as an act of God, war, natural or manmade disaster, which interferes with the normal operations of the City. ARTICLE 32 Complete Agreement 32 . 1 Except as specifically provided in Article 33 , Term, during the term of this Memorandum of Understanding, the Union expressly waives and relinquishes the right to meet and confer on wages, hours of employment, and terms and conditions of employment, and agrees that the City shall not be obligated to meet and confer with respect to any subject or matter whether referred to or covered in this Memorandum of Understanding or not, even though such subject or matters may not have been within the knowledge or contemplation of either or both the City or the Union at the time they met and conferred on and executed this Memorandum of Understanding, and even though such subjects or matters were proposed and later withdrawn. Both Parties acknowledge that such waiver and relinquishment as set forth above carries with it the commensurate prohibition for either Party to effect a unilateral change in an employment condition falling within the scope of negotiations under Government Code Section 3500 et. seq. ARTICLE 33 Term 33 . 1 This Memorandum of Understanding, having taken effect as of the day and year first above written, shall remain in full force and effect until the first day of July, 1996, and thereafter from year to year unless written notice of change or termination shall be given by either party ninety (90) days prior to the expiration date above or the expiration date of any year thereafter, except, however, that it shall only become effective with approval of the City Council of City. 33 . 2 Whenever notice is given for changes, the general nature of the changes desired must be specified in the notice, and until a satisfactory conclusion is reached in the matter of such changes, the original provision shall remain in full force and effect. 33 . 3 This Memorandum of understanding shall not be amended or supplemented except by agreement of the Parties hereto, reduced to writing and duly signed by each. 28 s • 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 c ROBERT M. CHTOFFERSON Sarah Haddox City Manager Negotiator Samuel S. McMurry R ecca Kra Assistant City Man e N gotiator Stephen J`. Crafg Giannine O 'Connor Super ' endent - Wastewater Negotiator Rita Vokal Marta Stevens Director of Utilities Negotiator Custom r Service - -09=�� - - / 4� hillip . Perry Kim Waldron Director of Plannin and Representative Commu 'ty Develo m t 0,0 zz",-Z��— harles R. ReynoldA Labor Relations Apresentative Approved as to form: Ra Ball A. Ha s City Attorney 29 0 s EXHIBIT "A-1" NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES Effective: April 10, 1994 Hourly Wage Rates CLASSIFICATIONS Salary Step 1 2 3 4 5 Mail Courier $ 4 . 54 $ 4 . 81 $ 5. 14 $ 5.46 $ 5.77 Student Aid 4 . 54 4 . 81 5. 14 5. 46 5.77 Museum Attendant 5 . 14 5. 46 5 . 77 6. 11 6.42 Cashier 4 . 54 5 . 14 5 . 77 6 . 42 7 . 06 Assistant Museum Curator 5 . 77 6 . 42 7 . 06 7 . 70 8. 36 Technical Intern 5 . 77 6 . 42 7 . 06 7 . 70 8 . 36 Clerk 7 . 11 7 . 56 8 . 01 8 . 45 8. 89 Public Information 7 . 11 7 . 56 8 . 01 8 . 45 8 . 89 Assistant Administrative Intern 6 . 42 7 . 06 7 . 70 8 . 36 9 . 00 Intermediate Clerk 8 . 68 9 . 05 9 . 51 9 . 97 10.47 Stage Technician 8 . 70 9 . 24 9 . 78 10. 33 10. 87 Computer Operator 8 . 36 9 . 00 9 . 64 10. 26 10.91 Technician Telecommunications 8 . 36 9 . 00 9 . 64 10. 26 10. 91 Technician Museum Registrar 9 . 64 9 . 96 10. 26 10. 60 10.91 Museum Store Coordinator 9 . 64 9 . 96 10. 26 10. 60 10. 91 Data Entry Operator 9 . 05 9 . 51 9 . 97 10. 47 10. 94 Intermediate Account Clerk 9 . 05 9 . 51 9 . 97 10. 47 10. 94 Senior Clerk 9 . 21 9 . 78 10. 36 10. 93 11. 52 Community Services 9 . 00 9 . 64 10. 26 10. 91 11. 56 Coordinator Cable Access Studio 9 . 97 10. 47 10 . 94 11. 51 12 . 08 Technician Customer Service 9 . 97 10. 47 10 . 94 11. 51 12 .08 Representative Junior Engineering Aid 9 . 97 10. 47 10. 94 11. 51 12 . 08 Senior Account Clerk 9 . 97 10. 47 10. 94 11. 51 12 . 08 30 Housing Technician 10 . 09 10 . 62 11. 17 11. 75 12 . 37 Technical Director 10 . 01 10 . 63 11 . 25 11. 88 12 . 51 Exhibits Coordinator 7 . 70 9 . 00 10 . 26 11 . 56 12 . 83 Parking Violation Officer 10. 70 11. 24 11 . 84 12 . 39 12 . 99 Accounting Specialist 10 . 86 11. 37 11. 90 12 . 52 13 . 16 Computer Operator 10. 86 11. 37 11. 90 12 . 52 13 . 16 Offset Press Operator 10. 86 11. 37 11. 90 12 . 52 13 . 16 Records Specialist 10. 86 11. 37 11. 90 12 . 52 13 . 16 Secretary Stenographer 10. 86 11. 37 11. 90 12 . 52 13 . 16 Waste Inspector 11. 51 12 . 09 12 . 69 13 . 33 14 . 05 Building Technician 11. 84 12 . 39 12 . 99 13 . 65 14 . 32 Engineering Aid 11. 84 12 . 39 12 . 99 13 . 65 14 . 32 Secretary to City Council 12 . 18 12 . 93 13 . 70 14 . 46 15. 22 Secretary to Electric 12 . 18 12 . 93 13 . 70 14 . 46 15. 22 Utility Commission Engineering Technician 13 . 33 13 . 99 14 . 67 15.43 16. 15 Senior Computer Operator 13 . 33 13 . 99 14 . 67 15 . 43 16. 15 Housing Specialist I 13 . 40 14 . 11 14 . 81 15. 54 16. 33 Computer Training 13 . 46 14 . 31 15 . 15 15 . 98 16. 83 Specialist Building Inspector 14 . 67 15 . 43 16 . 15 16 . 95 17 . 81 Housing Specialist II 14 . 67 15 . 43 16 . 15 16 . 95 17 . 81 Landscape Technician 14 . 67 15 . 43 16 . 15 16 . 95 17 . 81 Public Works Inspector 14 . 67 15 . 43 16 . 15 16 . 95 17 . 81 Wastewater Laboratory 14 . 67 15 . 43 16 . 15 16 . 95 17 . 81 Technician 31 I EXHIBIT "A-2" NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES Effective: July 3 , 1994 Hourly Wage Rates CLASSIFICATIONS Salary Step 1 2 3 4 5 Mail Courier $ 4 . 63 $ 4 . 91 $ 5. 24 $ 5 . 57 $ 5. 89 Student Aid 4 . 63 4 . 91 5 . 24 5 . 57 5. 89 Museum Attendant 5. 24 5. 57 5. 89 6 . 23 6. 55 Cashier 4 . 63 5 . 24 5 . 89 6 . 55 7 . 20 Assistant Museum Curator 5 . 89 6 . 55 7 . 20 7 . 85 8 . 53 Technical Intern 5. 89 6 . 55 7 . 20 7 . 85 8 . 53 Clerk 7 . 25 7 . 71 8 . 17 8 . 62 9. 07 Public Information 7 . 25 7 . 71 8 . 17 8 . 62 9. 07 Assistant Administrative Intern 6. 55 7 . 20 7 . 85 8 . 53 9 . 18 Intermediate Clerk 8 . 85 9 . 23 9 . 70 10. 17 10. 68 Stage Technician 8 . 87 9 . 42 9 . 98 10. 54 11. 09 Computer Operator 8 . 53 9 . 18 9 . 83 10. 47 11. 13 Technician Telecommunications 8 . 53 9 . 18 9 . 83 10. 47 11. 13 Technician Museum Registrar 9 . 83 10 . 16 10. 47 10. 81 11. 13 Museum Store Coordinator 9 . 83 10 . 16 10 . 47 10 . 81 11. 13 Data Entry Operator 9 . 23 9 . 70 10 . 17 10. 68 11. 16 Intermediate Account Clerk 9 . 23 9 . 70 10 . 17 10. 68 11. 16 Senior Clerk 9 . 39 9 . 98 10. 57 11. 15 11. 75 Community Services 9 . 18 9 . 83 10. 47 11. 13 11.79 Coordinator Cable Access Studio 10. 17 10. 68 11. 16 11.74 12 . 32 Technician Customer Service 10. 17 10. 68 11. 16 11. 74 12 . 32 Representative Junior Engineering Aid 10. 17 10. 68 11. 16 11. 74 12 . 32 Senior Account Clerk 10. 17 10. 68 11 . 16 11. 74 12 . 32 32 Housing Technician 10. 29 10 . 83 11. 39 11 . 99 12 . 62 Technical Director 10 . 21 10 . 83 11 . 48 12 . 12 12 . 76 Exhibits Coordinator 7 . 85 9 . 18 10 . 47 11 . 79 13 . 09 Parking Violation Officer 10 . 91 11 . 46 12 . 08 12 . 64 13 . 25 Accounting Specialist 11. 08 11. 60 12 . 14 12 .77 13 .42 Computer Operator 11. 08 11. 60 12 . 14 12 . 77 13 .42 Offset Press Operator 11. 08 11. 60 12 . 14 12 . 77 13 .42 Records Specialist 11. 08 11. 60 12 . 14 12 .77 13 .42 Secretary Stenographer 11. 08 11 . 60 12 . 14 12 . 77 13 .42 Waste Inspector 11. 74 12 . 33 12 . 94 13 . 60 14 . 33 Building Technician 12 . 08 12 . 64 13 . 25 13 . 92 14 . 61 Engineering Aid 12 . 08 12 . 64 13 . 25 13 . 92 14 . 61 Secretary to City Council 12 . 42 13 . 19 13 . 97 14 . 75 15. 52 Secretary to Electric 12 . 42 13 . 19 13 . 97 14 . 75 15. 52 Utility Commission Engineering Technician 13 . 60 14 . 27 14 . 96 15 . 74 16.47 Senior Computer Operator 13 . 60 14 . 27 14 . 96 15 .74 16.47 Housing Specialist I 13 . 67 14 . 39 15 . 11 15 . 85 16. 66 Computer Training 13 . 73 14 . 60 15 . 45 16 . 30 17 . 17 Specialist Building Inspector 14 . 96 15 . 74 16 . 47 17 . 29 18 . 17 Housing Specialist II 14 . 96 15 . 74 16 . 47 17 . 29 18 . 17 Landscape Technician 14 . 96 15. 74 16. 47 17 . 29 18 . 17 Public Works Inspector 14 . 96 15 . 74 16. 47 17 . 29 18 . 17 Wastewater Laboratory 14 . 96 15. 74 16 . 47 17 . 29 18 . 17 Technician 33 EXHIBIT "A-3" NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES Effective: July 2 , 1995 Hourly Wage Rates CLASSIFICATIONS Salary Step 1 2 3 4 5 Mail Courier $ 4 . 77 $ 5 . 06 $ 5 . 40 $ 5. 74 $ 6. 07 Student Aid 4 . 77 5. 06 5 . 40 5. 74 6. 07 Museum Attendant 5. 40 5 . 74 6. 07 6 . 42 6. 75 Cashier 4 . 77 5 . 40 6. 07 6 . 74 7 . 42 Assistant Museum Curator 6. 07 6 . 75 7 . 42 8 . 09 8 . 79 Technical Intern 6 . 07 6 . 75 7 . 42 8 . 09 8 . 79 Clerk 7 . 47 7 . 94 8 . 42 8 . 88 9. 34 Public Information 7 . 47 7 . 94 8 . 42 8 . 88 9. 34 Assistant Administrative Intern 6. 75 7 . 42 8 . 09 8 . 79 9 . 46 Intermediate Clerk 9 . 12 9 . 51 9 . 99 10. 48 11. 00 Stage Technician 9 . 14 9 . 70 10 . 28 10. 86 11. 42 Computer Operator 8 . 79 9 . 46 10 . 12 10 . 78 11. 46 Technician Telecommunications 8 . 79 9 . 46 10. 12 10. 78 11. 46 Technician Museum Registrar 10. 12 10. 46 10. 78 11. 13 11. 46 Museum Store Coordinator 10. 12 10. 46 10. 78 11. 13 11. 46 Data Entry Operator 9 . 51 9 . 99 10 . 48 11. 00 11.49 Intermediate Account Clerk 9 . 51 9 . 99 10 . 48 11 . 00 11.49 Senior Clerk 9 . 67 10 . 28 10 . 89 11. 48 12 . 10 Community Services 9 .46 10. 12 10 . 78 11 . 46 12 . 14 Coordinator Cable Access Studio 10. 48 11. 00 11. 49 12 . 09 12 . 69 Technician Customer Service 10. 48 11 . 00 11. 49 12 . 09 12 . 69 Representative Junior Engineering Aid 10. 48 11. 00 11 . 49 12 . 09 12 . 69 Senior Account Clerk 10. 48 11. 00 11 . 49 12 . 09 12 . 69 34 Housing Technician 10. 60 11. 15 11. 73 12 . 35 13 . 00 Technical Director 10. 52 11. 15 11. 82 12 . 48 13 . 14 Exhibits Coordinator 8 . 09 9 . 46 10 . 78 12 . 14 13 . 48 Parking Violation Officer 11. 24 11. 80 12 . 44 13 . 02 13 . 65 Accounting Specialist 11. 41 11. 95 12 . 50 13 . 15 13 . 82 Computer Operator 11. 41 11. 95 12 . 50 13 . 15 13 . 82 Offset Press Operator 11. 41 11. 95 12 . 50 13 . 15 13 . 82 Records Specialist 11. 41 11. 95 12 . 50 13 . 15 13 . 82 Secretary Stenographer 11. 41 11. 95 12 . 50 13 . 15 13 . 82 Waste Inspector 12 . 09 12 . 70 13 . 33 14 . 01 14 . 76 Building Technician 12 . 44 13 . 02 13 . 65 14 . 34 15 . 05 Engineering Aid 12 . 44 13 . 02 13 . 65 14 . 34 15 . 05 Secretary to City Council 12 . 79 13 . 59 14 . 39 15 . 19 15. 99 Secretary to Electric 12 . 79 13 . 59 14 . 39 15 . 19 15. 99 Utility Commission Engineering Technician 14 . 01 14 . 70 15 . 41 16 . 21 16. 96 Senior Computer Operator 14 . 01 14 . 70 15 . 41 16. 21 16.96 Housing Specialist I 14 . 08 14 . 82 15 . 56 16. 33 17 . 16 Computer Training 14 . 14 15 . 04 15 . 91 16 . 79 17 . 69 Specialist Building Inspector 15. 41 16 . 21 16 . 96 17 . 81 18. 72 Housing Specialist II 15 . 41 16 . 21 16 . 96 17 . 81 18 . 72 Landscape Technician 15. 41 16 . 21 16 . 96 17 . 81 18 . 72 Public Works Inspector 15 . 41 16 . 21 16 . 96 17 . 81 18 . 72 Wastewater Laboratory 15 . 41 16. 21 16 . 96 17 .81 18 . 72 Technician 35 EXHIBIT "B-1" EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES Effective: April 10, 1994 Monthly Salary Ranges CLASSIFICATIONS Minimum Maximum Associate Civil Engineer $3 , 231 $4 , 998 Senior Planner 3 , 321 4 , 998 Plan Check Engineer 3 , 073 4 , 754 Traffic Engineer/Planner 3 , 073 4 , 754 Associate Planner 2 , 902 4, 490 Telecommunications Specialist 2 , 766 4 , 279 Assistant Civil Engineer 2 , 690 4, 161 Safety Specialist 2 , 690 4 , 161 Senior Plan Checker 2 , 690 4 , 161 Industrial Waste Analyst 2 , 536 3 , 924 Right of Way Specialist 2 , 536 3 , 924 Accountant II 2 , 393 3 , 702 Assistant Planner 2 , 393 3 , 702 Crime Analyst 2 , 393 3 , 702 Management Analyst II 2 , 393 3 , 702 Plan Checker 2 , 393 3 , 702 Systems Analyst/Programmer II 2 , 393 3 , 702 Chief Engineering Technician 2 , 367 3 , 662 Systems Analyst/Programmer I 2 , 152 3 , 329 Management Analyst I 2 , 069 3 , 200 Buyer 2 , 028 3 , 137 Convention Sales Representative 1, 948 3 , 014 Tourism Development Representative 1, 948 3 , 014 Art Curator 1, 941 3 , 003 Education Coordinator 1, 846 2 , 857 Museum Conservator 1, 846 2 , 857 Energy Conservation Specialist 1, 793 2 , 773 Museum Development Officer 1, 658 2 , 564 Museum Preparator 1, 529 2 , 366 Science Museum Curator 1, 495 2 , 313 Coordinator of Volunteers 1, 444 2 , 234 36 s � EXHIBIT "B-2" EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES Effective: July 3 , 1994 Monthly Salary Ranges CLASSIFICATIONS Minimum Maximum Associate Civil Engineer $3 , 231 $5, 098 Senior Planner 3 , 231 5, 098 Plan Check Engineer 3 , 073 4 , 849 Traffic Engineer/Planner 3 , 073 4 , 849 Associate Planner 2 , 902 4 , 580 Telecommunications Specialist 2 , 766 4 , 365 Assistant Civil Engineer 2 , 690 4 , 244 Safety Specialist 2 , 690 4 , 244 Senior Plan Checker 2 , 690 4 , 244 Industrial Waste Analyst 2 , 536 4 , 002 Right of Way Specialist 2 , 536 4 , 002 Accountant II 2 , 393 3 , 776 Assistant Planner 2 , 393 3 , 776 Crime Analyst 2 ,393 3 , 776 Management Analyst II 2 , 393 3 , 776 Plan Checker 2 , 393 3 , 776 Systems Analyst/Programmer II 2 , 393 3 , 776 Chief Engineering Technician 2 , 367 3 , 735 J Systems Analyst/Programmer I 2 , 152 3 , 396 Management Analyst I 2 , 069 3 , 264 Buyer 2 , 028 3 , 200 Convention Sales Representative 1, 948 3 , 074 Tourism Development Representative 1, 948 3 , 074 Art Curator 1, 941 3 , 063 Education Coordinator 1, 846 2 , 914 Museum Conservator 1, 846 2 , 914 Energy Conservation Specialist 1, 793 2 , 828 Museum Development Officer 1, 658 2 , 615 Museum Preparator 1, 529 2 , 413 Science Museum Curator 1, 495 2 , 359 Coordinator of Volunteers 1, 444 2 , 279 37 EXHIBIT "B-3 EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES Effective: July 2 1995 Monthly Salary Ranges CLASSIFICATIONS Minimum Maximum Associate Civil Engineer $3 , 231 $5, 251 Senior Planner 3 , 231 5, 251 Plan Check Engineer 3 , 073 4 , 994 Traffic Engineer/Planner 31073 4 , 994 Associate Planner 2 , 902 4 , 717 Telecommunications Specialist 2 , 766 4 , 496 Assistant Civil Engineer 2 , 690 4 , 371 Safety Specialist 2 , 690 4 , 371 Senior Plan Checker 2 , 690 4 , 371 Industrial Waste Analyst 2 , 536 4 , 122 Right of Way Specialist 2 , 536 4 , 122 Accountant II 2 , 393 3 , 889 Assistant Planner 2 , 393 3 , 889 Crime Analyst 2 , 393 31889 Management Analyst II 2 , 393 3 , 889 Plan Checker 2 , 393 31889 Systems Analyst/Programmer II 2 , 393 3 , 889 Chief En nee ing Technician 2 , 367 3 , 847 0 Systems Analyst/Programmer I 2 , 152 3 , 498 Management Analyst I 2 , 069 3 , 362 Buyer 2 , 028 3 , 296 Convention Sales Representative 1, 948 3 , 166 Tourism Development Representative 1, 948 3 , 166 Art Curator 1, 941 3 , 155 Education Coordinator 1, 846 3 , 001 Museum Conservator 1, 846 3 , 001 Energy Conservation Specialist 1, 793 2 , 913 Museum Development Officer 1, 658 2 , 693 Museum Preparator 1, 529 2, 485 Science Museum Curator 1, 495 2 , 430 Coordinator of Volunteers 1, 444 2 , 347 38