HomeMy WebLinkAbout_9.15(a)--Consider Resolution approving the Memorandum of Understanding and
CITY OF REDDING
REPORT TO THE CITY COUNCIL
Recommendation
Adopt Resolution approving the Memorandum of Understanding (MOU) and salary exhibits
with the International Brotherhood of Electrical Workers - Power Production Unit, for a three-
year term ending April 4, 2026; and approving the IBEW Power Production Schedule of Wage
Rates effective April 5, 2023.
Fiscal Impact
If the IBEW Power Production MOU is approved, there will be a savings of approximately
$490,327 over the next 10 years due to the group health and retirement benefit changes, with
$136,983 of the savings occurring during the term of the contract. The total estimated costs of
the new IBEW Power Production contract including wage adjustments and benefit changes for
the three-year term is $1,576,709 per year when fully implemented.
The long-term benefits shared cost of the contract consist of the additional employee
contributions toward the group health and retirement benefit costs. In conjunction with the
additional five percent group health premium contribution, IBEW Power Production Classic
California Public Employees Retirement System (CalPERS) members will be paying an
additional 0.85 percent in retirement contribution, and the Public Agency Retirement Services
(PARS) eligible employees will be paying an additional 0.13 percent, effective as soon as
administratively feasible. This equates to 50 percent of the normal cost of the retirement benefit
being paid by the employees.
Alternative Action
The City Council (Council) could decline to approve the MOU thereby returning the negotiator
to the bargaining table to continue the bargaining process with IBEW Power Production.
MEETING DATE: April 4, 2023
ITEM NO. 9.15(a)
FROM:
***APPROVED BY***
kmartinez@cityofredding.org
btippin@cityofredding.org
SUBJECT: 9.15(a)--Consider Resolution approving the Memorandum of Understanding and
Salary Schedules with the International Brotherhood of Electrical Workers - Power Production.
Kelley Martinez, Interim
Personnel Director
Report to Redding City Council March 30, 2023
Re: 9.15(a)--IBEW Power Production MOU Approval Page 2
Background/Analysis
Effective February 7, 2023, the IBEW Power Production became a newly formed bargaining unit
in the City of Redding (City). Negotiations for a Memorandum of Understanding began shortly
thereafter in February 2023. There are 22 employees covered by this unit. Classifications
covered under this bargaining unit include: Power Plant Utility Worker, Power Plant Warehouse
Worker, Maintenance Coordination Assistant, Power Plant Auxiliary Operator, Power Plant
Maintenance Mechanic, Power Plant Operator, Instrument and Electrical Technician, Power
Plant Relief Operator, Working Foreman – Power Plant Maintenance Mechanic, Working
Foreman – Power Plant Operations, Working Foreman – Instrument and Electrical Technician,
and Control and Automation Technician.
Conditioned upon Council approval, major provisions of the proposal package include:
Term and Wages
• 3-year contract through April 4, 2026.
• Equity Adjustments by Job Classification as indicated below:
Job Classification
Proposed Equity
Adjustment
Control and Automation Technician 20%
Instrument & Electrical Technician 20%
Maintenance Coordination Assistant 15%
Power Plant Auxiliary Operator 20%
Power Plant Maintenance Mechanic 20%
Power Plant Operator 20%
Power Plant Relief Operator 20%
Power Plant Utility Worker 10%
Power Plant Warehouse Worker 10%
Working Foreman - Instrument & Electrical Technician 20%
Working Foreman - Power Plant Maintenance Mechanic 20%
Working Foreman - Power Plant Operations 20%
• Five percent general wage increase effective March 31, 2024
• Five percent general wage increase effective March 20, 2025
The recommended wage adjustments for the classifications represented by IBEW Power
Production are based on a December 2021 salary study of classifications that were compared
against 10 comparable benchmark agencies. The analysis indicated the City’s IBEW Power
Production unit classifications, on average, were approximately 21 percent below median wage.
The cost of living does vary by geographic region, and was factored into the survey result. The
market wage disparity will continue to increase unless market wage adjustments are provided.
Staff expects some compression issues with these wage adjustments for positions that supervise
the IBEW Power Production classifications. Any recommended wage adjustments as a result of
this MOU will be brought to the Council for consideration in the near future.
Report to Redding City Council March 30, 2023
Re: 9.15(a)--IBEW Power Production MOU Approval Page 3
Benefit Modifications
Retirement Program
CalPERS Employee Paid Contribution Increase, CalPERS Classic Employees (2@55)
Formula):
• 0.85 percent, for a total of 9.125 percent, effective as soon as administratively feasible.
PARS Employee Paid Contribution Increase
• 0.13 percent, for a total of 2.21 percent, effective January 1, 2024.
Group Health Program
• Additional 5 percent employee paid premium contribution (20 percent of the Base plan)
in Calendar Year 2024.
• Increased Long Term Disability Insurance benefit, up to a maximum of $7,000 per
month.
Other
• Reduced Compensatory Time Off maximum hours available to 160, from 240 hours.
• Added Juneteenth holiday and deleted Columbus Day holiday.
• Added new stand-by duty provision.
There will be some compression with unrepresented employees which will be addressed at a later
date.
Environmental Review
This is not a project defined under the California Environmental Quality Act, and no further
action is required.
Council Priority/City Manager Goals
• Budget and Financial Management – “Achieve balanced and stable 10-year Financial
Plans for all funds.”
Attachments
^Resolution
IBEW Power Production MOU Final 2023-2026 CLEAN (002)
IBEW Power Production-April 2, 2023
IBEW Power Production-March 31, 2024
IBEW Power Production-March 30, 2025
RESOLUTION NO. 2023 -___
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING
ADOPTING THE MEMORANDUM OF UNDERSTANDING AND
SALARY EXHIBITS BETWEEN THE CITY OF REDDING AND
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS –
POWER PRODUCTION UNIT, EFFECTIVE APRIL 5, 2023
WHEREAS, International Brotherhood of Electrical Workers – Power Production 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 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 International
Brotherhood of Electrical Workers – Power Production Unit, as required by the provisions of the
Meyers-Milias-Brown Act of 1968; and
WHEREAS, staff has recommended adoption of said Memorandum of Understanding; and
WHEREAS, the City Council deems it to be in the best interest of the City to adopt such
recommendation;
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Redding
that the aforesaid Memorandum of Understanding and Salary Exhibits are hereby approved and
shall be effective April 5, 2023.
I HEREBY CERTIFY that the foregoing resolution was introduced and adopted at a regular
meeting of the City Council of the City of Redding on the 4th day April, 2023, by the following
vote:
AYES: COUNCIL MEMBERS:
NOES: COUNCIL MEMBERS:
ABSENT: COUNCIL MEMBERS:
ABSTAIN: COUNCIL MEMBERS:
MICHAEL DACQUISTO, Mayor
ATTEST: FORM APPROVED:
PAMELA MIZE, City Clerk BARRY E. DeWALT, City Attorney
MEMORANDUM OF UNDERSTANDING
between
THE DESIGNATED REPRESENTATIVES OF THE CITY OF REDDING
and
THE DESIGNATED REPRESENTATIVES OF LOCAL UNION 1245
of
INTERNATIONAL BROTHERHOOD
OF ELECTRICAL WORKERS AFL-CIO
POWER PRODUCTION UNIT,
ELECTRIC DEPARTMENT
EFFECTIVE: April 5, 2023
TABLE OF CONTENTS
ARTICLE 1: PREAMBLE .................................................................................................... 1
ARTICLE 2: RECOGNITION .............................................................................................. 2
ARTICLE 3: UNION DUES AND FEES ............................................................................. 3
ARTICLE 4: GRIEVANCE PROCEDURE ......................................................................... 4
ARTICLE 5: SAFETY .......................................................................................................... 6
ARTICLE 6: DISABILITY AND UNEMPLOYMENT ....................................................... 6
ARTICLE 7: EMPLOYEE STATUS ................................................................................... 7
ARTICLE 8: WAGES AND CLASSIFICATIONS .............................................................. 8
ARTICLE 9: HOURS AND OVERTIME ............................................................................ 9
ARTICLE 10: SENIORITY ................................................................................................. 12
ARTICLE 11: PROMOTION AND TRANSFER .............................................................. 13
ARTICLE 12: DEMOTION, DISPLACEMENT, AND LAYOFF .................................... 15
ARTICLE 13: LEAVE OF ABSENCE............................................................................... 15
ARTICLE 14: EXPENSES ................................................................................................. 16
ARTICLE 15: SICK LEAVE .............................................................................................. 18
ARTICLE 16: FUNERAL LEAVE .................................................................................... 19
ARTICLE 17: HOLIDAYS ................................................................................................. 20
ARTICLE 18: VACATIONS .............................................................................................. 21
ARTICLE 19: INCLEMENT WEATHER PRACTICE ..................................................... 22
ARTICLE 20: MISCELLANEOUS .................................................................................... 22
ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS ....................................................... 24
ARTICLE 22: ENTIRE AGREEMENT ............................................................................. 29
ARTICLE 23: TERM .......................................................................................................... 30
EXHIBIT A: SCHEDULE OF WAGE RATES
EXHIBIT B: JOB DEFINITIONS
EXHIBIT C: LINES OF PROGRESSION
EXHIBIT D: GRIEVANCE FORM
EXHIBIT E: STANDBY DUTY
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MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this 5th
day of April, 2023, by and between the designated representatives of the CITY OF REDDING (a
public agency as defined in Section 3501(c) of Chapter 10 of Division 4 of Title 1 of the
Government Code of the State of California), hereinafter referred to as the City, and the designated
representatives of LOCAL UNION 1245 of INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS, affiliated with the American Federation of Labor - Congress of
Industrial Organizations (a recognized employee organization as defined in Section 3501(b) of
Chapter 10 of Division 4 of Title 1 of the Government Code of the State of California), hereinafter
referred to as Union,
WITNESSETH that:
WHEREAS, the parties hereto desire to facilitate the peaceful adjustment of
differences that may from time to time arise between them, to promote harmony and efficiency to
the end that the City, Union and the general public may benefit therefrom, and to establish fair and
equitable wages, hours and working conditions for certain hereinafter designated employees of the
City,
NOW, THEREFORE, the parties hereto do agree as follows:
ARTICLE 1: PREAMBLE
1.1 The parties acknowledge the provisions of Chapter 10 (Section 3500, et seq.) of
Division 4 of Title 1 of the Government Code of the State of California.
1.2 It is the policy of the City and Union not to, and neither party will interfere with,
intimidate, restrain, coerce or discriminate against any employee because of race, color, sex, sexual
orientation, citizenship status, marital status, ethnicity, age (for people 40 and older), religion,
gender identity, gender expression, genetic information, national origin and ancestry, political
affiliation, creed, military or veteran status, physical disability, mental disability, medical condition
or any other characteristic protected by state or federal law.
1.3 The City is engaged in rendering services to the public, and the City and Union
recognize their mutual obligation for the continuous rendition and availability of such services. It is
further recognized by both the City and the Union that City owned power generation facilities shall
be kept in an operational ready condition at all times and to that end the City and the Union will
actively strive to maintain the highest level of commitment for the continuous rendition of service
to ensure such generation facilities are immediately ready and available for operation.
1.4 The duties performed by employees of City as part of their employment pertain to
and are essential to the operation of a municipality and the welfare of the public dependent thereon.
During the term of this Memorandum of Understanding employees shall not partially or totally
abstain from the performance of their duties for City during regular work hours or on an overtime
basis. Union shall not call upon or authorize employees individually or collectively to engage in
such activities and shall make a reasonable effort under the circumstances to dissuade employees
from engaging in such activities and City shall not cause any lockout. Those employees who do
individually or collectively partially or totally abstain from the performance of their duties for City
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during regular work hours or on an overtime basis shall be subject to disciplinary action up to and
including discharge from employment.
1.5 City employees shall perform loyal and efficient work and service, and shall use
their influence and best efforts to protect the properties of City and its service to the public, and
shall cooperate in promoting and advancing the welfare of City and in preserving the continuity of
its service to the public at all times.
1.6 City and Union shall cooperate in promoting harmony and efficiency among City
employees.
1.7 The management of the City and its business and the direction of its working forces
are vested exclusively in City, and this includes, but is not limited to, the following: to direct and
supervise the work of its employees, to hire, promote, demote, transfer, suspend, and discipline or
discharge employees for just cause; to plan, direct, and control operations; to lay off employees
because of lack of work or for other legitimate reasons; to introduce new or improved methods or
facilities, provided, however, that all of the foregoing shall be subject to the provisions of this
Memorandum of Understanding.
1.8 If the City of Redding transfers legal ownership of the City’s Electric Utility
facilities to another entity during the term of this Memorandum of Understanding, all terms and
conditions of employment shall remain in full force and effect upon any City of Redding
employees employed at the time of the transfer.
ARTICLE 2: RECOGNITION
2.1 The City recognizes the Union as the “Exclusive Representative” of all employees of
the Power Production Unit of the Electric Department of the City who hold a classification listed
on Exhibit “A” of this Memorandum of Understanding. The provisions of this Memorandum of
Understanding hereinafter set forth shall apply only to those employees of the City of Redding for
whom Local Union 1245 is the established exclusive representative.
2.2 Official representatives of 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.
2.3 The City will provide the Union adequate bulletin board space for the purpose of
posting thereon matters relating to official Union business.
2.4 The City will not interfere with, intimidate, restrain, coerce or discriminate against
any employee because of the employee’s membership in Union or the employee’s activity on
behalf of Union.
2.5 Any employee, at the employee’s request, shall be permitted representation by a
Union representative. The foregoing shall apply to reprimands, disciplinary actions, investigations,
interviews for promotion and hearings, providing there is no unreasonable delay in obtaining
representation.
2.6 Joint Shop Steward-Management meetings shall be held at least two (2) times a year
in February and August, or more often as agreed upon by Union and Management. The purpose of
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these meetings shall be to promote harmony and efficiency and to improve communications
between employees and all levels of management. The meeting agenda shall be determined by
those in attendance and there shall be no restrictions on the subject matter; provided, the meetings
shall not substitute for normal grievance procedures or for formal negotiations between the parties.
Those in attendance shall consist of Union’s Business Representative and Shop Stewards and the
City’s Labor Relations Representative and such other management personnel as determined by the
City’s Labor Relations Representative. The meetings shall be summarized in written minutes.
Except that the provisions of this Section shall be observed, the meetings shall be self-organizing.
2.7 Whenever any employee is absent from work as a result of a formal request by the
Union’s Business Manager and is engaged in official Union business, the City shall pay for all
regular time lost and shall be reimbursed therefor by the Union at the rate of one hundred and fifty
percent (150%) of the employee’s regular wage rate.
ARTICLE 3: UNION DUES AND FEES
3.1(a) The City will take payroll deductions from bargaining unit employees for any
International Brotherhood of Electrical Workers Local Union 1245 (“Union”) dues or fees
authorized by the employee.
3.1(b) The Union shall notify the City of any employee who has given the Union written
authorization for deduction of any Union due or fees. The Union certifies that it shall collect and
will maintain records of individual employee authorizations for deductions of said dues or fees.
The Union agrees to notify the City of any changes in employee authorizations to deduct Union
dues or fees. The City shall rely on the Union’s certification of any dues and fees authorized by an
employee and will not require the Union to provide a copy of the employee’s authorization unless a
dispute arises about the existence of terms of the authorization. Any inquiries by employees
regarding Union dues or fees should be directed to the Union. Upon Union notification to the City
of written authorization by an employee, deductions shall be made from the first and second
payroll periods of each month and a check for the total deduction shall be submitted to the Union
within five (5) working days of the date the dues are withheld from the employee’s check. The total
deduction shall be made via Automated Clearing House (ACH) deposit to the Financial Secretary
of Local Union 1245, IBEW. Any employee appointed to any classification out of the bargaining
unit covered by this Memorandum of Understanding may temporarily suspend their authorization
to pay Union dues and fees and upon notice to the City by the Union of such temporary
suspensions, the employee’s payroll deductions of any Union dues or fees 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.
3.2 At least every 120 days, the City will provide the Union with a master list of all
bargaining unit employees. The Master list will include the following information. Name, Address,
job title, department.
3.3 The City will provide the Union with not less than 10 calendar days’ advanced
notice of the time, date, and location of a new hire orientation session of any new employee. The
City and the Union agree that a designated IBEW representative will be offered the opportunity to
meet with newly hired members during the new hire orientation process or within 10 working days
from the date of hire for 30 minutes.
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3.4 The Union must indemnify the City against any liability arising from any claims,
demands, or actions made by any employee for deductions made pursuant to this article in reliance
on information provided by the Union.
3.5 In the event that any provision of this article is declared by a court of competent
jurisdiction to be illegal or unenforceable, the parties agree that the City will cease abid ing by such
provisions.
ARTICLE 4: GRIEVANCE PROCEDURE
4.1 Any grievance, which may arise between Union, or any of its members, and the City,
with respect to the interpretation or application of any of the terms of this Memorandum of
Understanding, and with respect to such matters as the alleged discriminatory or arbitrary
discharge, demotion or discipline of an individual employee, shall be determined by the provisions
of this Article, except that such matters as are included in the definition of impasse as set forth in
Resolution No. 2012-091 are not a grievance. Probationary employees shall not be entitled to
invoke Article 4, 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. Work day as used in this Article shall mean any day when City
Hall is open to serve the public.
4.2 Step One: The initial step in the adjustment of a grievance shall be a discussion
between the Shop Steward and the immediate supervisor directly involved who will answer within
ten (10) work days. This step shall be started within thirty (30) work days of the date of the action
complained of, or the date the grievant became aware of the incident which is the basis for the
grievance. This step may be taken during the working hours of the Shop Steward.
4.3 Step Two: If a grievance is not resolved in the initial step, the second step shall be a
written presentation of the grievance to the Power Plant Manager or Electric Program Supervisor
and a discussion between the Shop Steward and the Power Plant Manager or Electric Program
Supervisor, as applicable who shall answer in writing within ten (10) work days. This step shall be
taken within ten (10) work days of the date of the answer in Step One.
4.4 Step Three: If a grievance is not resolved in the second step, the third step shall be a
written presentation of the grievance to the Division Head and a discussion between the Shop
Steward and the Division Head, who shall answer in writing within ten (10) work days. This step
shall be taken within ten (10) work days of the date of the Power Plant Manager or Electric
Program Supervisor’s answer as applicable in Step Two.
4.5 Step Four: If a grievance is not resolved in the third step, the fourth step shall be a
written presentation of the grievance to the Department Director and a discussion between the
Shop Steward and the Department Director, who shall answer in writing within ten (10) work days.
This step shall be taken within ten (10) work days of the date of the Division Head’s answer in
Step Three.
4.6 Step Five: If a grievance is not resolved in the in fourth step, the fifth step shall be a
written presentation of the grievance to the City’s Labor Relations Representative and a discussion
between the Union’s Business Representative, and the City’s Labor Relations Representative who
shall conduct an investigation and attempt to resolve the grievance. If no resolution of the
grievance is achieved, the City’s Labor Relations Representative shall provide the Union’s
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Business Representative with the City’s answer, in writing, to the grievance. This step shall be
taken within ten (10) work days of the date of the Department Director’s answer in Step Four.
4.7 Step Six: If a grievance is not resolved in the fifth step, the sixth step shall be the
presentation of the grievance, in writing, by the Union’s Business Representative to the City
Manager, or designee, who shall answer, in writing, within ten (10) work days. The sixth step shall
be taken within ten (10) work days of the date of the answer in Step Five.
4.8(a) Step Seven: If a grievance is not resolved in the sixth step, the seventh step shall be
referral by either the City, or the Union, to arbitration. The seventh step shall be taken within
twenty (20) work days of the date of the answer in Step Six.
4.8(b) An arbitrator shall be appointed on each occasion that a grievance is submitted to
arbitration. The arbitrator shall be chosen by mutual agreement of the City and Union. In the
event that the City and Union are unable to agree on the selection of an arbitrator, they shall
request the State of California Mediation and Conciliation Service to nominate five (5) persons for
arbitrator. The City and the Union each will alternately challenge two (2) of such nominees, the
party having the first challenge to be determined by lot. The remaining nominee shall be accepted
as the arbitrator and the arbitrator’s compensation and expenses shall be borne equally by the City
and Union. The City and Union shall pay the compensation and expenses of their respective
appointees and witnesses. At Union’s request the City shall release employees from duty to
participate in arbitration proceedings.
4.8(c) The arbitrator shall hold such hearings and shall consider such evidence as appears
necessary and proper. The first hearing should be held within ninety (90) days of the date of
referral to arbitration. Following the hearings and prior to the arbitrator’s final decision, the
arbitrator shall submit a proposed decision to the parties for their review and the opportunity to
submit additional information prior to the arbitrator’s decision becoming final and binding on the
parties. Any additional information submitted by either party shall be submitted to the arbitrator
and the other party. Thereafter, the decision of the arbitrator shall be final and binding on City and
Union and the aggrieved employee, if any, provided that such decision does not in any way add to,
disregard or modify any of the provisions of this Memorandum of Understanding.
4.9 Failure by the Union to meet any of the aforementioned time limits as set forth in
Section 4.2, 4.3, 4.4, 4.5, 4.6, 4.7 or 4.8(a) will result in forfeiture. Failure by the City to meet any
of the aforementioned time limits as set forth in Sections 4.2, 4.3, 4.4, 4.5, or 4.7, will allow the
Union to go forward with the grievance to the next step of the established procedures, except,
however, that the aforementioned time limits may be extended by mutual agreement. Grievances
settled by forfeiture shall not bind either party to an interpretation of this Memorandum of
Understanding, nor shall such settlements be cited by either party as evidence in the settlement of
subsequent grievances.
4.10 Notwithstanding the aforementioned procedure, any individual employee shall have
the right to present grievances to the City and to have such grievance adjusted without the
intervention of Union, provided that the adjustment shall not be inconsistent with this
Memorandum of Understanding and provided, further, that Union’s Business Representative shall
be given an opportunity to be present at such adjustment. Grievances settled by individual
employees without representation by Union officials shall not bind either party to an interpretation
of this Memorandum of Understanding, nor shall such settlements be cited by either party as
evidence in the proposed settlement of subsequent grievances.
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ARTICLE 5: SAFETY
5.1 The City Council desires to maintain a safe place of employment for City employees
and to that end, City Management shall make all reasonable provisions necessary for the safety of
employees in the performance of their work.
5.2 Regular “tailgate” meetings will be held on all jobs to plan the job and emphasize
safety in their performance.
5.3 Regular safety meetings will generally be held every other month or as otherwise
required by Cal-OSHA regulations and/or the department Safety Charter. The purpose of the
meeting is to review accidents investigations and preventing their recurrence, identifying hazardous
conditions, discussion to resolve hazardous conditions, presentation of City or Department Safety
Procedures and applicable State Safety Orders. The City will notify the Union of the date, time
and place of such meetings, in order that the Union’s Steward or Business Representatives may
attend and participate.
5.4 In the event of an accident, resulting in serious injury or death of an employee of the
City, the City will notify the Union immediately in order that the Union’s Business Representative
may conduct an investigation of the accident.
5.5 The City shall provide training and certification, including first aid and CPR, and
personal protective equipment for its employees to perform their jobs safely according to federal,
state and local regulations.
ARTICLE 6: DISABILITY AND UNEMPLOYMENT
6.1(a) Supplemental Benefits for Industrial Injury: Whenever any Regular employee, who
has completed their initial probationary period, and who is a member of the Public Employees’
Retirement System is disabled, whether temporarily or permanently, by injury or illness arising out
of and in the course of the employee’s duties, which comes within the application of the Workers’
Compensation and Insurance Chapters of the State Labor Code, the employee shall become entitled
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 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 health and welfare insurance benefits or
unemployment compensation benefits provided for under State law, and shall affirmatively assist
the City in obtaining any such benefits to which the employee may be entitled but has not yet
received arising out of such disability, but such payment from the employee to the City from such
sources shall not exceed in amount the supplemental benefits paid to the employee by the City in
accordance with the provisions of this paragraph. Whenever any employee is released for light
7
duty work and such employee declines such light duty employment, the employee will thereby
waive any and all rights to supplemental benefits for industrial injury as set forth above. Whenever
there is reason to suspect any employee of abusing the employee’s rights to workers’ compensation
benefits, the parties shall cooperate in controlling such employee abuse.
6.1(b) An employee who is absent by reason of industrial disability may be returned to
work by the City and given temporary light duties within the employee’s ability to perform, with
the consent of the employee’s physician. The duration of any such period of temporary work shall
be determined by City. Such employee shall be compensated at the then current rate of pay of the
employee’s regular classification while engaged in such temporary duties. An employee engaged
in such temporary duties shall be eligible for overtime compensation at the discretion of City
management and where such duties necessitating overtime compensation are consistent with any
applicable work restrictions for the employee. Employees engaged in such temporary duties who
are eligible for overtime compensation as provided in this Section are not covered by the
provisions of Section 9.10 of this Agreement. 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 the City for the purpose of determining that
such employee is physically and mentally fit and able to perform the duties of the employee’s
position without hazard to the employee, or to the employee’s fellow employees, or to the
employee’s own permanent health.
6.1(c) If a third party is found to be responsible for the employee’s industrial injury and the
employee recovers a judgment in damages from said third party, then all supplemental benefits
received as provided for in Section 6.1(a) not already repaid from the other sources mentioned in
Section 6.1(a) shall be repaid to the City by the employee.
6.1(d) Vacation and sick leave shall be accrued while a Regular employee is absent from
work as a result of a job-related disability and receiving the supplemental benefits to Workers’
Compensation temporary disability compensation as set forth in 6.1(a) for the period of such
disability, but not exceeding one (1) year. All Regular 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 three (3) years, provided the employee pays his or her normal share of the
group health and welfare insurance coverage program premium. 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. If the employee is approved to return to
work both by the employee’s and the City’s medical doctor, but the employee is physically unable
to return to the previously held position, the City will work with the employee and the Union in an
effort to place the employee in vacant position within the City for which the employee is qualified
and physically able to perform.
ARTICLE 7: EMPLOYEE STATUS
7.1 Employees will be designated as Regular, or Full-Time Temporary depending upon
the purpose for which they are hired and their length of continuous service with the City.
7.2 A Regular employee (Status 3) is defined as an employee hired for a full-time
position that has been regularly established as an authorized position and is of indeterminate
duration. A Regular employee shall receive not less than the minimum rate for the job and shall be
eligible for sick leave pay, vacation pay, holiday pay, retirement plan participation, insurance
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coverage and items of similar nature, as the employee becomes eligible. Regular employees shall
serve a probationary period of one (1) year upon initial appointment to Regular status. Such
probationary period is considered to be a continuation of the selection process and employees may
be terminated from employment without recourse at any time during the probationary period.
Notwithstanding any other provision of this Article, an employee’s probationary period shall be
extended by the duration of any unpaid absence of ten (10) or more consecutive work days.
Employees serving their initial probationary period shall not be eligible for leave of absence,
supplemental benefits for industrial injury, nor be given preferential consideration for promotion or
transfer.
7. 3 A Full-Time Temporary employee (Status 7) is defined as an employee hired for
occasional or seasonal work for a period not to exceed one thousand (1,000) hours in a fiscal year.
A Full-Time Temporary employee shall receive not less than the minimum rate for the job and be
eligible for sick leave pay per California law, but shall not be eligible for holiday pay, vacation pay,
insurance coverage, retirement plan participation or items of a similar nature, nor shall the
employee accrue seniority, or promotion and transfer rights, or leave of absence rights. If a Full-
Time Temporary employee is reclassified to Regular status without a break in service, the
employee shall maintain continuous service from the employee’s date of hire as a Full-Time
Temporary for seniority, vacation and sick leave accrual purposes only.
ARTICLE 8: WAGES AND CLASSIFICATIONS
8.1 Employees shall be paid the wage established for their classification. Employees
shall be paid a wage rate based upon their work performance. Upon initial appointment to a
classification an employee shall normally be paid the lowest wage rate for that classification. An
employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it.
When an employee is appointed to a classification which has a wage range overlapping the wage
range of the employee’s previous classification, the employee shall be paid at the wage rate of the
classification to which the employee is being appointed, which is the next higher to his present
wage rate, but not more than the top wage rate of the classification to which the employee is
appointed. Notwithstanding the following requirements relative to a period of employment at a
salary step, the Department Director may recommend a salary step increase at an earlier or later
time. Step increases require City Manager approval and may be granted as follows. After twenty-
six (26) full pay periods of employment at salary step 4, and with satisfactory or above work
performance during the full time period, an employee shall be advanced to salary step 5. A full pay
period as used in 8.1 is defined as one in which the employee works or is paid for time off for at
least half of the regularly scheduled work hours.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays after 12:00 noon for a pay
period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payments
shall be made on the preceding workday. Employees hired after April 7, 2010, must make
arrangements to have their pay deposited to a bank account via electronic transfer.
8.3 When an employee is temporarily assigned for a minimum of one-half (½) hour
accumulated during any workday to work in a classification higher than the employee’s regular
classification, the employee shall be paid at the rate established for the higher classification, with a
minimum of two (2) hours and time computed to the nearest quarter hour, except when the work is
performed outside of the regular work hours and the duration is less than two (2) hours. When an
employee is temporarily assigned to work in a higher classification which has a wage range
overlapping the wage range of the employee’s regular classification, the employee shall be paid at
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the wage rate of the classification to which he is temporarily assigned, which is next higher to the
employee’s present wage rate, but not more than the top wage rate of the temporary classification.
The temporary upgrade wage rate will also apply to any meal time or travel time that occurs while
the employee is temporarily reassigned.
8.4 When an employee is temporarily assigned to work in a classification lower than the
employee’s regular classification, the employee’s rate of pay will not be reduced. Notwithstanding
the foregoing however, whenever any employee requests to be temporarily assigned to perform the
duties of a lower paying classification pursuant to Section 11.5 of Article 11, Promotion and
Transfer, such employee’s wage rate shall be reduced to the wage rate of the lower paying
classification.
8.5 For purposes of wage rate progression in a temporary classification, the time worked
by an employee in other than the employee’s regular classification shall also be accrued in such
temporary classification.
8.6 Shift differential shall be paid to those employees performing Power Plant
Operations, and Maintenance work when their regularly scheduled work shift represents one-half
(½) or more of the following time periods and at the rate specified as follows:
TIME PERIOD SHIFT DIFFERENTIAL
4:00 P.M. TO 12:00 midnight 3.5%
12:00 midnight to 8:00 a.m. 5%
Shift differential will be paid on regular hours worked to the employee who actually works the
evening or early morning schedule on any particular day.
8.7 Attached hereto and made a part hereof are: Exhibit “A-1” through “A-3”, all of
which are titled “Schedule of Wage Rates.”
8.8 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”.
8.9 Attached hereto and made a part hereof is Exhibit “E”, titled “Standby Duty”.
ARTICLE 9: HOURS AND OVERTIME
9.1 All Regular employees will receive full-time employment for each workweek
employed, provided they report for duty and are capable of performing their work. This is not to
be interpreted that the City does not retain the right to lay off or release employees on account of
lack of work or other valid reason at the end of the workweek.
9.2 Each employee shall report for work at the employee’s regularly established
headquarters and shall return thereto at the conclusion of the day’s work and the time spent in
traveling between such headquarters and the job site shall be considered as time worked.
9.3 A workweek is defined to consist of seven (7) consecutive calendar days, Sunday
through Saturday, and, except as otherwise provided herein, a basic workweek is defined to consist
of five (5) consecutive workdays of eight (8) hours each, Monday through Friday. The regular
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work hours shall be 7:00 a.m. to 11:00 a.m. and 11:30 a.m. to 3:30 p.m. Notwithstanding the
foregoing, the regular lunch period may be advanced or delayed up to one (1) hour without the
payment of overtime compensation. The City shall provide the means of transportation and pay for
time required to transport employees for the purpose of consuming their lunch only when adverse
weather conditions exist at the job site. Whenever it becomes necessary for any employee to attend
first-aid meetings, safety meetings, or formal training sessions, such employee’s work hours and/or
work days may be changed only for the duration of such requirements in order to allow the
employee to attend. Any such work schedule change shall not be construed as meeting any of the
definitions of Section 9.6, nor require payment pursuant to Section 9.7.
9.4(a) Notwithstanding the provisions of 9.1 and 9.3, employees engaged in service work
and Redding Power Plant Maintenance Mechanics and Instrument & Electrical Technicians may be
assigned to any hours and/or days of work, providing the schedule is regularly established to be of
not less than four (4) weeks duration. By mutual agreement, the employee and City can agree to
less than four (4) weeks duration.
9.4(b) Notwithstanding the provisions of 9.1 and 9.3, Power Plant Operators, Power Plant
Equipment Operators, Power Plant Utility Workers, and Power Plant Warehouse Workers’ may be
assigned to any hours and/or days of work, providing the schedule is regularly established to be of
not less than one (1) week duration. Power Plant Relief Operators’ may be assigned to any hours
and/or days of work. By mutual agreement, the employee and City can agree to less than one (1)
week duration.
9.4(c) Notwithstanding the provisions of 9.1 and 9.3, employees classified as Power Plant
Operator and Power Plant Equipment Operator may be assigned to work a schedule commonly
known as a “seventy-six and eight.” Such schedule may from time to time be modified in
accordance with the provisions of this Memorandum of Understanding. Notwithstanding 9.4(b),
the Power Plant Relief Operator may be assigned to different work days upon seventy-two (72)
hours notice and may be assigned to different shift start and stop times upon twenty-four (24) hours
notice.
9.4 (d) Any work shift other than as established in 9.3 as provided in 9.4(a), 9.4(b), or
9.4(c) shall consist of eight (8), ten (10), or twelve (12) consecutive hours as applicable, with a
meal taken near the middle of the shift, providing the work shift begins prior to 6:00 a.m. or later
than 12:00 noon. The work shift starting time shall not vary by more than two (2) hours
throughout the basic workweek. Establishment of hours and days of work other than as in 9.3 shall
be limited to the needs of the service.
9.5 Notwithstanding anything contained herein, any schedule of days and/or hours of
work may be established by mutual agreement between the employee, the Union, and the City’s
Labor Relations Representative.
9.6 Overtime is defined as (a) time worked in excess of forty (40) hours in a workweek,
(b) time worked in excess of eight (8), ten (10), or twelve (12) hours as applicable on a scheduled
workday, (c) time worked on a non-workday, (d) time worked outside of regular hours on a
workday, and (e) time worked on a holiday. Overtime shall be computed to the nearest one-quarter
(1/4) hour. For those employees who work a “seventy-six and eight” schedule, paid time off will
count toward the calculation of overtime, but only during the week which includes forty-nine (49)
regularly scheduled hours, and only when the employee works the hours paid as overtime.
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9.7 Except as otherwise provided in this section, overtime compensation shall be paid at
a rate equivalent to two (2) times the regular rate of pay. Overtime pay at double the employee’s
regular pay rate shall continue until the employee is released from duty or the beginning of the
employee’s regular work hours, whichever occurs first. Notwithstanding the foregoing provisions
on compensation for overtime work, an employee may at the employee’s option, providing it is
legally permissible, elect to receive time off with pay at the same rate of time off for each overtime
hour worked as the employee’s compensation rate would have been. The maximum compensatory
time off accrual shall be one hundred and sixty (160) hours. Compensatory time off with pay shall
be scheduled in the same manner as vacations are normally scheduled.
9.8 Notwithstanding the provisions of 9.6 and 9.7, for those employees who work a
“seventy-six and eight” schedule, overtime compensation during regularly scheduled hours,
including briefing time up to one-quarter (1/4) hour, shall be compensated at two (2) times the
employee’s regular rate of pay.
9.9 If an employee performs overtime work immediately following the end of the
employee’s regular shift no travel time shall be paid. Employees who are required to report for
work on their non-workdays, or on holidays they are entitled to have off, or outside of their regular
hours on workdays, or returning to work from a rest period, shall be paid overtime compensation
for the actual time worked, including one-half (½) hour travel time each way, but in no event for
less than two (2) hours compensation each time an employee is required back to work except in the
instance where the work continues into regular work hours. If an employee who is called out for
such work outside of the employee’s regular hours on a workday continues to work into the
employee’s regular hours, the employee shall be paid overtime compensation only for the actual
time worked and travel time one way. Notwithstanding the above, the Power Plant Relief Operator
is not subject to this language when appropriate notice as defined in 9.4(d) is provided.
9.10 Overtime shall be distributed as equally as is practicable among those employees
who are qualified and available, and the City shall not require employees who have worked
overtime to take equivalent time off during a workday without pay.
9.11 Notwithstanding the provisions of 9.3, the City’s Labor Relations Representative and
the Union’s Business Representative may agree to a workweek or work hours other than as defined
in 9.3 during the term of this Memorandum of Understanding.
9.12(a) If an employee has worked for eight (8) hours or more at the overtime rate during the
sixteen (16) hour period immediately preceding the beginning of the employee’s regular work
hours on a workday the employee shall be entitled to a rest period of eight (8) consecutive hours on
the completion of such overtime work. Notwithstanding the above, at the discretion of the Director
or his/her designee, for safety purposes an employee may be excused from a portion of their regular
shift with pay. This determination would be on a case by case basis.
9.12(b) There shall be included as part of the eight (8) hours worked at the overtime rate in
such sixteen (16) hour period any travel time and meal time to which the employee is entitled when
overtime work is performed except that any travel time and meal time to which the employee is
entitled after being dismissed from work shall not be included as hours worked in such period, but
it shall be included in the computation of the eight (8) hour rest period.
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9.12(c) Hours worked prior to any eight (8) hour rest period in which the employee does not
work shall not be included in computing another period of overtime work.
9.12(d) If the eight (8) hour rest period in whole or in part overlaps the employee’s regular
work hours the employee will receive pay at the straight rate for the extent of the overlap. Time
taken during such overlap for any meal to which the employee is entitled shall be paid at the
overtime rate.
9.12(e) If the employee is called back to work during the employee’s eight (8) hour rest period
a new rest period will commence at the conclusion of such work.
9.12(f) (1) If the rest period overlaps the employee’s regular work hours but does not
extend into the second half of the employee’s workday, the employee may be
excused from reporting for work until the beginning of the second half of the
employee’s workday, and the employee will be paid for the time between the
expiration of the rest period and the end of the first half of the employee’s
workday.
(2) If the rest period extends into the second half of the employee’s workday, the
employee may be excused from reporting for work until the following
workday, and the employee will be paid for the time between the expiration
of the rest period and the employee’s regular quitting time on such day.
(3) An employee, except for employees assigned to the Redding Power Plant,
unless otherwise instructed, shall be deemed to be excused from reporting to
work for the period between the end of the employee’s rest period and the
reporting time as designated by the applicable subdivision.
9.12(g) An employee entitled to a rest period may be required to work during regular work
hours on a workday without having had a rest period of eight (8) consecutive hours, in which event
the employee shall be paid at the overtime rate for all work performed until the employee has been
relieved from duty for at least eight (8) consecutive hours. Whenever an employee is required to
work during regular work hours and through an earned paid rest period, the employee shall be
entitled to pay at three (3) times the employee’s regular rate of pay.
ARTICLE 10: SENIORITY
10.1 Seniority is defined as total length of continuous service with the City except for
the purpose of promotion and transfer as outlined in Article 11. In determining an employee’s
seniority the continuity of the employee’s service will be deemed to be broken by termination of
employment by reason of (1) resignation, (2) discharge for cause, (3) layoff for more than six (6)
consecutive months, (4) failure to return immediately on the expiration of a leave of absence or
acceptance of other full-time employment while on leave, or (5) absence without pay, without a
leave of absence, in excess of three (3) consecutive workdays. Continuity of service will not be
broken and seniority will accrue when an employee is: (a) inducted, enlists or is called to active
duty in the Armed Forces of the United States, or service in the Merchant Marine, under any Act of
Congress which provides that the employee is entitled to re-employment rights, (b) on duty with
the National Guard, (c) absent due to industrial injury (d) on leave of absence or (e) absent due to
layoff for a period of less than six (6) consecutive months.
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ARTICLE 11: PROMOTION AND TRANSFER
11.1 Except as otherwise provided in this section for the entry-level positions of Power
Plant Utility Worker, Power Plant Auxiliary Operator, and Power Plant Warehouse Worker when
new positions or additional positions are created, or vacancies other than temporary vacancies
occur, in positions within the bargaining unit for whom Local Union 1245 is the exclusive
representative, the City shall fill such positions from qualified pre-bid employee applications, if
any. In filling such positions, the City shall give preferential consideration to Regular employees
as defined in 7.2, who are within the bargaining unit covered by this Memorandum of
Understanding, in the sequence set forth below. When employees in the same preferential
sequence as provided in (a) through (c) are each qualified by knowledge, skill, efficiency,
adaptability and physical ability for appointment to the position vacancy, the pre-bid of the
employee with the most seniority in an IBEW Local 1245 bargaining unit shall be given
preferential consideration for appointment. For each entry-level position vacancy which occurs,
the City may refrain from following the procedures set forth herein and may select any applicant
for an entry-level position vacancy which in the judgment of the City is best-qualified for said
position vacancy.
(a) Pre-bids made by Regular employees who are in the Department in
which the vacancy exists who hold a classification equal to or higher than that in which
the job vacancy exists.
(b) Pre-bids made by Regular employees who are in the Department in
which the vacancy exists who are at the top rate of pay of the next lower classification
in the normal line of progression.
(c) Pre-bids made by Regular employees who are in the Department as
applicable in which the vacancy exists who hold classifications other than those listed
above.
Whenever the City is unable to fill any position vacancy covered by this Memorandum of
Understanding as set forth above, the City shall give consideration to those employees who are
qualified and covered by any other Memorandum of Understanding between the City and the
Union, prior to the City employing any other person for a position covered by this Memorandum of
Understanding.
11.2 The City shall in not more than twenty-one (21) working days from the date the
position vacancy is filled, post on the designated bulletin boards a notice regarding the disposition
of the position with the name of the applicant selected, and mail a copy of such notice to the
Union’s Business Representative together with a list of all applicants for the position.
11.3 Any Regular employee of the City as defined in 7.2 may submit a pre-bid on any
existing job classification and location for which the employee desires consideration. The pre-bid
must be submitted on a form provided by the City’s Personnel Office. At the time the form is
delivered to the Personnel Office, it will be dated and receipted and a copy provided to the
employee. The City shall not consider original pre-bids for any position vacancies which are
submitted less than eight (8) calendar days prior to the filling of a job vacancy. Pre-bids will be
valid until such time as the employee changes classifications, or until fifteen (15) calendar days
have elapsed from such time as the employee rejects a permanent appointment to the classification
and location on which the pre-bid is made.
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11.4 Notwithstanding anything contained herein, the City need not consider the pre-bid
application of any employee who does not possess the knowledge, skill, efficiency, adaptability,
and physical ability required for the position for which the application is submitted. For purposes
of determining employee qualifications, the City may utilize examinations. When the City intends
to appoint an employee to a vacancy in preference to an employee with greater seniority, as
specified in 11.1, the City shall notify Union’s Business Representative of its intent prior to such
appointment.
11.5 Whenever a vacancy occurs in any job classification, the City may, at its discretion,
temporarily fill such vacancy. If practicable, the City shall fill such temporary vacancy with the
employee who would be most eligible therefor under the provisions of this Article. If the
temporary vacancy lasts for forty-five (45) calendar days or more, and the City elects to
temporarily fill such temporary vacancy, the City shall select the employee who would be most
eligible therefor under the provisions of this Article and shall fill such temporary vacancy by
temporary reclassification of the selected employee.
11.6 A temporary vacancy is one created by additional workload, or an employee’s
absence from work due to illness, disability, vacation, leave of absence, or a vacancy of less than
six (6) months duration.
11.7 All appointments filled by promotion or transfer of a City employee shall be on a
probationary basis for six (6) calendar months for the purpose of determining qualifications and fit
for the position. At any time during the probationary period, either the employee or the City may
terminate the appointment. If an appointment is terminated, the employee shall be returned to
either the employee’s previous classification and wage rate, or some other classification that is
mutually satisfactory to both the employee and the City. If an appointment is terminated, the City
need not give further consideration on that classification and location for a period of one (1) year to
the employee who did not successfully complete the probationary period.
11.8 Notwithstanding anything contained in this Article, the City’s Labor Relations
Representative and the Union’s Business Representative may agree to other provisions during the
term of this Memorandum of Understanding.
11.9 At the discretion of the City, non-unit employees may be placed into the bargaining
unit under the following conditions:
(a) The non-unit employee must have previously been employed by the City
in a classification in the bargaining unit.
(b) The non-unit employee must be placed in a classification in the unit
which is no higher than the previous classification held.
(c) With the exception of the initial three (3) calendar months out of the
bargaining unit, seniority accrued by the non-unit employee shall not be recognized for
the purposes of this Article only.
(d) The non-unit employee must be placed in a vacant position and may not
displace, demote, or cause the layoff of another unit member.
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(e) After placement in the unit, the employee may not be promoted to a
higher classification within the unit until the employee has served at least one (1) year
in the bargaining unit. After completion of one (1) year of service back in the
bargaining unit, the employee’s previous seniority accrued while in the unit and the
initial three (3) calendar months while out of the bargaining unit, shall be combined
with the new year of seniority for purposes of the provisions of this Article.
11.10 Attached hereto and made a part hereof is Exhibit “C” titled “Lines of Progression.”
ARTICLE 12: DEMOTION, DISPLACEMENT, AND LAYOFF
12.1 When it becomes necessary for the City to lay off Regular employees, the City will
give employees involved as much notice as possible; but in no event will such employees receive
less than two (2) weeks notice of layoff. Where probationary or temporary employees are to be
laid off, no notice of layoff need be given.
12.2 Layoff in all cases due to lack of work will be determined by an employee’s
seniority. An employee whose job is being eliminated may elect to displace an employee in a
lower paid classification if qualified to perform the duties of the lower paid classification and if the
employee’s seniority is greater than that of the employee in the lower paid classification.
12.3 Regular employees who are laid off will be given preference in filling future
vacancies for a period up to six (6) months, providing they keep the City advised of their current
address.
12.4 Notwithstanding the provisions of this Article, the City’s Labor Relations
Representative and the Union’s Business Representative may agree to other procedures during the
term of this Memorandum of Understanding.
12.5 Non-unit employees may be placed in the bargaining unit at management’s
discretion pursuant to the provisions of Section 11.9.
ARTICLE 13: LEAVE OF ABSENCE
13.1 Leave of absence may be granted to Regular employees by the City Manager for
urgent and substantial reasons, up to a maximum of one year (except when the employee is
receiving long term disability benefits in which case a time limit of five (5) continuous years shall
apply), providing satisfactory arrangements can be made to perform the employee’s duties without
undue interference with the normal routine of work. Inability to return to work after an employee’s
sick leave has been exhausted will be considered as an urgent and substantial reason and in such
cases a leave will be granted.
13.2 A leave of absence will commence on and include the first workday on which the
employee is absent and terminates with and includes the workday preceding the day the employee
returns to work.
13.3 All applications for leave of absence shall be made in writing except when the
employee is unable to do so. The conditions under which an employee will be restored to
employment on the termination of leave of absence shall be clearly stated by the City in
conjunction with the granting of a leave of absence. Upon an employee’s return to work after a
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leave of absence, the employee will be reinstated to the employee’s former position and working
conditions, providing that the employee is capable of performing the duties of the employee’s
former position, except that if there has been a reduction of forces or the employee’s position has
been eliminated during said leave, the employee will be returned to the position the employee
would be in, had the employee not been on a leave of absence.
13.4 An employee’s status as a Regular employee will not be impaired by such leave of
absence and the employee’s seniority will accrue.
13.5 If an employee fails to return immediately on the expiration of the employee’s leave
of absence or if the employee accepts other full-time employment while on leave, the employee
will thereby forfeit the leave of absence and terminate the employee’s employment with the City.
13.6 An employee on a leave of absence as provided herein shall not accrue vacation or
sick leave benefits nor maintain group insurance coverage. An employee may, however, at the
employee’s option and expense, maintain the employee’s group insurance coverage providing the
full monthly premium is received in the Finance Department of the City on or before the first day
of the month for which the premium is intended. Notwithstanding the above, however, if the leave
of absence is as a result of exhaustion of sick leave benefits an employee’s group insurance may be
maintained for up to six (6) calendar months on the normal premium-sharing formula pursuant to
Article 21.2, providing the employee pays the employee’s share of the premium on a timely basis.
If the leave of absence is as a result of a work-related disability, the employee may elect retiree
health benefits pursuant to Article 21.3 until such time as the employee is eligible for retirement.
13.7 Except for the one (1) year limitation of 13.1 and the prohibition on other
employment of 13.5, a reasonable leave of absence may be granted by the City Manager to an
employee for up to a maximum of three (3) years to serve as a steward or officer of the Union or of
any statewide or national employee organization with which the Union is affiliated pursuant to
Government Code section 3558.8.
ARTICLE 14: EXPENSES
14.1 Whenever an employee uses the employee’s personal automobile for the City’s
convenience, the employee will be reimbursed therefor at the same rate per mile as established for
non-represented City employees.
14.2 Whenever an employee is required to change the employee’s residence from one
locality to another for the City’s convenience, the City will provide means of moving the
employee’s household goods.
14.3 Employees who are assigned to temporary work at such distance from their regular
headquarters that it is impractical for them to return thereto each day, or to their regular place of
abode, will be allowed actual personal expenses for board and lodging for the duration of such
assignment, provided they board and lodge at places to be designated by the City. The time spent
by such employees in traveling to such temporary job at its beginning, to and from home on
holidays and weekends, and from such temporary job at its conclusion and any reasonable expense
incurred thereby will be paid by the City.
14.4 If the City requires an employee to perform work for one and one-half (1-1/2) hours
or more beyond regular work hours, it will provide the employee with a meal and with meals at
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intervals of approximately four (4) hours, but not more than five (5) hours insofar as it is possible
for the City to do so. The cost of any meal and the time necessarily taken to consume same will be
at City’s expense.
14.5(a) If City requires an employee to perform work outside of regular hours on either
workdays or on non-workdays, the City will provide meals at intervals of approximately four (4)
hours, but not more than five (5) hours insofar as it is possible for the City to do so and for as long
as the work continues. The cost of any such meals and the time necessarily taken to consume same
will be at the City’s expense. Where any such work extends into regular work hours on workdays,
the foregoing provisions shall be operative until such time as the employee is released from work
for the day, providing, however, that such work period starts at least two (2) hours or more before
the regular starting time, and provided further that the employees have not been given notification
of the overtime work prior to the end of the preceding regular work shift.
14.5(b) When employees are given notice by the end of the preceding work period, and such
work period starts at least two (2) hours but no more than four (4) hours before the regular starting
time, the normal lunch practices of releasing the employee from duty without pay for one-half (½)
hour to consume a meal at the employee’s own expense will be followed. Following consumption
of the employee’s first meal, the City will provide meals at intervals of approximately four (4)
hours but not more than five (5) hours thereafter, as set forth above in Section 14.5(a)
14.5(c) When employees are given notice by the end of the preceding work period, and such
work period starts less than two (2) hours before the regular starting time, the normal lunch
practices of releasing the employee from duty without pay for one-half hour at approximately the
usual meal time to consume a meal at the employee’s expense will be followed.
14.6 When work is to be performed during regular work hours on non-workdays and the
employee is given notice by the end of the preceding work period, the normal lunch practices will
be followed on such days.
14.7 The City shall pay the cost of any meal which it is required to provide, in
accordance with this Article, and shall consider as hours worked the time necessarily taken to
consume such meal, except, however, that when a meal is taken at City’s expense following
dismissal from work the time allowance therefor shall be one (1) hour. If an employee who is
entitled to a meal under the provisions of this Article upon dismissal from work does not accept
such meal the employee shall nevertheless be entitled to such time allowance of one and one-half
(1½) hours. If an employee who is entitled to a meal under the provisions of this Article does not
accept such meal, the employee shall nevertheless be entitled to such time allowance of one-half
(½) hour for each meal missed except for a meal due at the end of the work period. The City will
provide a thirty-eight dollar and fifty cent ($38.50) meal allowance in the employee’s paycheck for
any meal required by the provisions of this Article.
14.8 Notwithstanding the provisions of Sections 14.4, 14.5(b), 14.5(c) and 14.7,
employees assigned to the Redding Power Plant will not be allowed to leave their work site to
consume their meals without City approval.
14.9 Whenever any employee is entitled to payment for meals required under the
provisions of this Article, such payment shall be made with the employee’s regular salary check.
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ARTICLE 15: SICK LEAVE
15.1 Sick leave with pay shall be accrued as follows:
(a) Regular employees shall accrue sick leave at the rate of four hundred sixty ten-
thousandths (.0460) of an hour for each regular hour worked, or while on paid
leave. (Accrual rate approximately one (1) day per month, or 3.68 hours per pay
period) Such employees working a regular shift of 12 hours (seventy-six and
eight schedule) shall accrue sick leave on a total of eighty (80) hours per pay
period provided that the employee works or is on paid leave a minimum of
eighty (80) hours during such pay period.
(b) Full-Time Temporary employees (Status 7) will accrue paid sick leave at a rate
of one hour for every 30 hours worked which is equivalent to a rate of .033 per
hour worked. Full –Time Temporary employees (Status 7) will be eligible to use
the sick leave accrual on the 90th day of employment, and will be limited to 24
hours or three days of paid sick leave in each year of employment per California
state law. A minimum increment of sick leave usage is two hours.
15.2 Sick leave shall be allowed for an absence due to the following reasons:
(a) The inability of an employee to be present or perform the employee’s duties
because of personal illness, off duty injury, or confinement for medical
treatment;
(b) Personal medical or dental appointments, which are impracticable to schedule
outside of regular working hours,
(c) The need to be present during immediate family members’ illness or disability
for up to a maximum of forty-eight (48) hours per calendar year. “Immediate
family” member means those listed in the Funeral Leave provisions of this
Memorandum of Understanding;
(d) The need to be present during childbirth, surgery, critical illness or injury
involving members of the immediate family for up to forty (40) hours per
incident.
15.3 Management may require satisfactory evidence of sickness or disability before
payment for sick leave will be made. The City may also require an employee requesting to return
to work after sick leave or leave of absence for medical reasons to submit to a medical examination
by a physician or physicians approved by City for the purpose of determining that such employee is
physically fit and able to perform the duties of the employee’s former position without hazard to
the employee, or to the employee’s fellow employees, or to the employee’s own permanent health.
Such examination or examinations shall be at the sole expense of the City. Whenever there is
reason to suspect any employee of abusing the employee’s rights to sick leave with pay, the parties
shall cooperate in controlling such employee abuse.
15.4 If a holiday which an employee is entitled to have off with pay occurs on a workday
during the time an employee is absent on sick leave, the employee shall receive pay for the holiday
as such, and it shall not be counted as a day of sick leave.
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15.5 Any employee who after ten (10) years of continuous service to the City terminates
employment shall be paid at the employee’s regular pay rate for thirty-three and one-third percent
(33-1/3%) of the employee’s accumulated sick leave hours. For employees with fifteen (15) years
or more but less than twenty (20) years of continuous service, the percentage set forth above shall
be increased to forty-five percent (45%). For employees with twenty (20) years or more
continuous service, the percentage set forth above shall be increased to sixty percent (60%).
Effective September 20, 2011, or when the appropriate VantageCare contract amendment has
been executed, upon retirement, any sick leave pay out the employee is eligible to receive will be
transferred into the VantageCare Retirement Health Savings Plan on a pre-tax basis. The sick leave
pay out amount will be calculated using the percentage levels described in the paragraph above.
However, if the sick leave payout is less than $5,000, then the employee is not entitled to
participate in the VantageCare Retirement Health Savings Plan and shall receive a cash out
payment as described in the paragraph above. Any sick leave amount remaining will be used as
service credit toward the employee’s retirement benefit through CalPERS, pursuant to the contract
between the City of Redding and CalPERS.
15.6 Whenever any employee exhausts all categories of paid time off as a result of a non-
work-related illness or injury, with approval of the employee’s Department Director, the Personnel
Director and the City Manager, an employee may receive up to eighty (80) hours advanced sick
leave with pay. If the employee returns to duty, such advanced sick leave shall be returned to the
City from subsequent sick leave accruals. If the employee terminates City employment, such
advanced sick leave shall be repaid to the City from any funds due the employee by the City. If
insufficient funds are due the employee by the City, the employee shall directly reimburse the City
for advanced sick leave in excess of the funds, if any, previously withheld. Such direct
reimbursement will be waived for employees who are terminally ill or totally disabled (100
percent).
ARTICLE 16: FUNERAL LEAVE
16.1 Regular and Full-Time Temporary employees who are absent from work due to the
death of a member of the employee’s “immediate family” shall receive compensation at the regular
rate of pay for the time necessary to be absent from work, but not to exceed forty (40) working
hours. “Immediate family” as used herein includes only employee’s spouse or registered domestic
partner; or children, grandchildren, brothers, sisters, parents or grandparents of employee or
spouse; or other persons who are living in the employee’s immediate household. The relationships
included herein shall apply whether by blood or marriage. Employees are allowed to take up to
five (5) total work days due to the death of the employee’s “immediate family” in accordance with
Government Code section 12945.7. Employees who have exhausted their allowance of paid leave
as provided in this section may request to utilize sick leave, vacation or compensatory time off or
unpaid leave if the employee wants to take additional time off up to the five (5) total work days of
leave provided. Such bereavement leave for immediate family as provided in this section need not
be taken in consecutive days, but must be used up within three (3) months of the date of the death
of the immediate family member.
16.2 Regular and Full-Time Temporary employees who are absent from work to attend
the funeral of a person other than an immediate family member shall receive compensation at the
regular rate of pay for the time necessary to be absent from work, but not to exceed one (1)
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regularly scheduled work day. A maximum of three (3) work days may be utilized in a calendar
year.
16.3 An employee must be in a paid status on both workdays immediately adjacent to
funeral leave in order to receive pay for such leave.
ARTICLE 17: HOLIDAYS
17.1 Regular employees, except as otherwise provided herein, shall be entitled to have the
following holidays off with pay:
Holidays Fixed or Floating
1 January 1st Fixed
2 The third Monday in January, known as “Martin Luther King, Jr. Day” Fixed
3 February 12th, known as “Lincoln Day” Floater
4 The 3rd Monday in February, known as “President’s Day” Fixed
5 The last Monday in May, known as “Memorial Day” Fixed
6 June 19th, known as Juneteenth Fixed
7 July 4th Fixed
8 First Monday in September, Known as “Labor Day” Fixed
9 Employee’s birthday Floater
10 November 11th, known as “Veteran’s Day” Floater
11 Thanksgiving Fixed
12 Friday after Thanksgiving Fixed
13 December 24th The last half of the normal work shift before Christmas Fixed
14 December 25th Fixed
If any of the foregoing holidays falls on a Sunday, the Monday following shall be observed as
the holiday, except by those employees who are regularly scheduled to work on Sunday other than
on an overtime basis. Employees who are regularly scheduled to work on Sundays shall observe
such holidays on Sunday. If any of the foregoing holidays falls on a Saturday, the preceding Friday
shall be observed as the holiday, except by those employees who are regularly scheduled to work
on Saturday other than on an overtime basis. Employees who are regularly scheduled to work on
Saturdays shall observe such holidays on Saturday. If any of the foregoing holidays fall on any day
from Monday through Friday, inclusive, and that day is a regularly scheduled non-workday for an
employee, such employee shall be entitled to receive another workday off with pay, to be
scheduled in the same manner as vacation days are normally scheduled.
Notwithstanding the foregoing an employee may observe the employee’s birthday holiday on
the employee’s birthday or anytime during the pay period in which the birthday occurs provided the
employee gives the supervisor at least ten (10) days advance notice, or the holiday may be deferred
and scheduled as vacations are normally scheduled. The holidays known as Lincoln Day and
Veterans Day shall be scheduled by employees and their supervisors in the same manner as
vacations are normally scheduled. Notwithstanding the foregoing, employees regularly assigned to
work twelve (12) hour shifts shall not be entitled to observe the following holidays; Lincoln Day,
Juneteenth and Veterans Day nor the employee’s birthday.
17.2 Notwithstanding the foregoing, employees may be scheduled to work on holidays,
in which event any such employee will, in addition to the employee’s holiday pay, be compensated
therefor at the overtime rate of pay for all time worked on such days.
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17.3 An employee must be in a paid status on both workdays immediately adjacent to the
holiday in order to receive pay for the holiday.
ARTICLE 18: VACATIONS
18.1(a) Regular employees of the City shall accrue vacations with pay up to 400 hours.
Employees working a regular shift of 12 hours (seventy-six and eight schedule) shall accrue
vacation leave on a total of eighty (80) hours per pay period providing that the employee works or
is on paid leave a minimum of eighty (80) hours during such pay period. The rate of vacation
accrual will be as follows:
ACCRUAL
RATE PER HOUR
FROM
THROUGH PAY
PERIOD
APPROXIMATE
ACCRUAL RATE
YEARS OF
SERVICE
A .039 Date of
Employment 104th 2 weeks 1-4
B .058 105th 234th 3 weeks After 4
C .068 235th 364th 3 ½ weeks After 9
D .077 365th 494th 4 weeks After 14
E .087 495th 624th 4 ½ weeks After 19
F .096 625th -- 5 weeks After 24
18.1(b) A full pay period as used in this Article is defined as one in which the employee
works or is paid for time off for at least half of the regularly scheduled work hours.
18.1 (c) A full pay period as used in this Article is defined as one in which the employee
works or is paid for time off for at least half of the regularly scheduled work hours.
18.2 Vacation cannot be accrued while an employee is in a non-pay status.
18.3(a) Vacations will be scheduled throughout the calendar year. Employees with greater
seniority will be given preference over those with less seniority in the selection of a vacation
period, provided, however, that if the senior employee splits the employee’s vacation by requesting
less than a full year’s allowance to be scheduled on consecutive workdays, the employee’s
preferential rights shall only apply on one period in that calendar year prior to all other employees
being given consideration in the selection of their first choice vacation period. The City will notify
employees of vacation approvals or denials within a timely manner after employees submit their
vacation selections.
18.3(b) Notwithstanding the foregoing provisions of Section 18.3(a) vacations for employees
assigned to the Redding Power Plant may be scheduled at the convenience of the City.
18.4 The City shall not require an employee to take the employee’s vacation in lieu of
sick leave or leave of absence on account of illness.
18.5 If a holiday which an employee is entitled to have off with pay occurs on a workday
during the employee’s vacation period, such employee will be entitled to an additional day of
vacation and will be compensated for same.
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18.6 Employees whose employment with the City is terminated for any reason shall, at the
time of termination, receive any unused vacation period previously earned.
18.7 The City will, at the employee’s option, compensate employees for accumulated
vacation during any fiscal year as follows:
For Employees working other than 24 hour Shift:
Minimum Accrual Maximum Hours Payable
120 40
240 80
360 120
18.8 Whenever any employee has exhausted all paid time off benefits, including
advanced sick leave benefits, as a result of a non-work-related injury or disability, and is not
eligible for long-term disability insurance benefits as set forth in Article 21, other employees may
contribute their vacation credits to the disabled employee with vacation credits being donated and
granted on the basis of the dollar value of the vacation credits.
ARTICLE 19: INCLEMENT WEATHER PRACTICE
19.1 Regular employees who are unable to work in the field because of inclement
weather or other similar causes will receive pay for the full day, provided they have reported for
duty. During such day they may be held pending emergency calls, may be given first aid, safety or
other instruction or they may be assigned to perform miscellaneous duties in sheltered locations.
19.2 Full-time temporary personnel who have reported for work but are unable to work
in the field because of inclement weather or other similar causes will be paid only for the time they
work or are held by the City, except, however, that they will be paid for not less than two (2) hours.
19.3 City supervisors will be responsible for determining whether weather conditions
warrant cessation of outside work. In arriving at a decision with respect to weather conditions, the
Supervisor shall take into account such factors as: (a) employee health and safety, (b) undue
hazards, (c) operating requirements, (d) service to the public, (e) job site working conditions, (f)
anticipated duration of time required to leave unfinished job in a safe condition, (g) anticipated
duration of inclement weather, and (h) distance from job site to operating headquarters.
ARTICLE 20: MISCELLANEOUS
20.1 The City shall not, by reason of the execution of this Memorandum of
Understanding, abrogate or reduce the scope of any present plan or rule beneficial to employees,
unless such plan or benefit is amended, altered or modified by one of the understandings contained
within this Memorandum of Understanding.
20.2 A Regular or Full-Time Temporary employee who is summoned for jury duty and is
thus unable to perform the employee’s regular duties will be paid for the time lost at the
employee’s regular rate of pay. The employee must be in a paid status on both workdays
immediately adjacent to jury duty in order to receive pay for jury duty.
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20.3 Any employee, at the employee’s request shall be permitted to review the
employee’s own personnel file. The file may not, however, be removed from the Personnel Office.
20.4 An employee who disagrees with the evaluator’s statements or conclusions with
respect to the employee evaluation report shall have the right to review such evaluation report with
the City’s Personnel Director and, upon request, shall have the right to have a Union representative
present.
20.5 Whenever employees complete authorized courses taken for credit with a passing
grade, after advance approval by both the Department Director and the Personnel Director, the City
shall reimburse the employee for the actual expenses of tuition and the cost of required textbooks.
20.6 The City will provide and replace as necessary when worn out or broken all of the
following tools or clothing for those employees as specified below. Whenever any of the following
tools or clothing is lost, replacement shall be at the employee’s expense.
(a) Gloves of a type as required by the nature of the work for all employees.
(b) Rain pants and coats for all employees.
(c) Tools as needed for maintenance and operation of the City’s assets
(d) Coveralls or special protective clothing for those employees whose work is such
that severe damage to clothing is expected.
(e) Fire-rated clothing.
20.7 The City will reimburse all employees required to wear protective work boots up to a
maximum of three hundred fifty dollars ($350.00), every year. Employees are eligible for
reimbursement, with appropriate receipt of purchase. The reimbursement program covers the
purchase of new boots and repairs existing boots. Insoles, inserts, boot oil/wax, and laces are also
eligible for reimbursement.
20.8 The City will provide at its expense physical examinations required by the State of
California for certain classes of drivers licenses for those employees required to have said licenses.
The City shall commence reimbursing employees for said license renewal fees.
20.9 Whenever any employee is subpoenaed to testify in court as a result of the
employee’s employment, the employee shall be paid for all time required in such activity.
20.10 The Union’s Business Representative and the City’s Personnel Director may agree
to limit the useful lifetime of employee disciplinary documents.
20.11 The City’s Personnel Alcohol and Substance Abuse Policy and Procedure dated
November 27, 2018, is hereby incorporated into the Memorandum of Understanding by reference.
20.12 To promote reasonable employee response times for emergency repairs, any new
employee hired shall establish and maintain within four calendar months of the completion of their
probationary period, a primary residence within 25 City/County roadway miles and less than 30
minutes driving time of their designated headquarters’ location. (It is not the intent of the parties
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that an existing employee would need to relocate if assigned to a location within the City limits.)
20.13 The City will continue its practice of using the interactive process to work with
employees who have a medical condition to determine whether: 1) the employee has a disability
that makes it more difficult for the employee to perform essential work functions of their assigned
position; and 2) identify all potential accommodations that might enable the employee to perform
essential work functions without causing undue hardship to the City and without harming the
employee or others.
20.14 The City reserves the right at its discretion to offer hiring incentives to new
employees in those job classifications deemed difficult to recruit.
ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS
21.1 Retirement Plan: All Regular employees are covered by the California Public
Employees’ Retirement System (CalPERS) program pursuant to an existing contract with the
Public Employees’ Retirement System:
In accordance with Government Code section 20516, Tier 1 Employees have agreed to an
additional 1.275% cost sharing (resulting in a total employee contributions of 8.275% of
pensionable earnings) that will be paid by the employee through a bi-weekly payroll deduction on a
pre-tax basis.
Effective in the pay period as soon as administratively possible following approval of this
Agreement, in accordance with Government Code section 20516, Tier 1 Employees have agreed to
an additional 0.85% for a total of 2.125% in cost sharing (resulting in a total employee contribution
of 9.125% of pensionable earnings) that will be paid by the employee through a bi-weekly payroll
deduction on a pre-tax basis.
The City and Union agree to reopen negotiations if significant changes affecting the CalPERS
retirement plan (positive or negative) are identified during the term of the contract.
Additionally, all CalPERS eligible employees will pay the full cost of the 1959 Survivors’ Benefits
Program.
(a) Tier 1: Regular employees hired prior to January 1, 2013, and those considered to be
“Classic CalPERS Members” and will be covered under the 2.0% at age 55 retirement
benefit formula with the 12 highest paid consecutive month’s final compensation
provision. Employees will be covered by the Indexed level of 1959 Survivors’ Benefit
Program, Survivor Continuance allowance; credit for unused sick leave; and military
service credit buy back option. The employee contribution of seven percent (7%) of
pensionable earnings will be paid by the employee through a bi-weekly payroll deduction
on a pre-tax basis. Regular employees vested in Tier 1 who leave City employment and
subsequently are rehired will be re-employed with Tier 1 status for CalPERS benefits.
Except as provided below, the City will also provide employees hired prior to September
21, 2011, with the Public Agency Retirement System (PARS) 0.7% at age 55 retirement
benefit formula for each year of regular City Service, with no prior CalPERS service
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unless credited to the employee’s City of Redding CalPERS account while an employee of
the City as a supplement to the CalPERS benefit, so long as the employee is vested with
five (5) years of City service. Effective upon approval of this contract, all employees
eligible for the PARS defined benefit will make a mandatory PARS contribution of 2.08%,
equal to 50% of normal cost at the time of agreement, on a pre-tax basis per pay period.
(b) Tier 2: Pursuant to the California Public Employees’ Pension Reform Act of 2013
(PEPRA), employees hired on or after January 1, 2013, will be covered by the 2.0% at age
62 retirement formula with the 36 highest consecutive months final compensation
provision as a “New CalPERS Member” if the employee 1) has not been a member of a
California Public Retirement System, or 2) had prior CalPERS/reciprocity service with a
break in service of six months or longer. Employees will be covered by the Indexed level
of the 1959 Survivor’s Benefit Program; credit for unused sick leave; and military service
buy credit buy back option. Also pursuant to PEPRA, New CalPERS Members will be
responsible for paying one-half of the total normal cost rate for the retirement benefit on a
bi-weekly pre-tax basis.
Employees hired on or after September 21, 2011, will not be eligible for the Public
Agency Retirement System (PARS) 0.7% at age 55 supplemental retirement benefit
formula.
(c) Full-Time Temporary employees participate in the Social Security program. Effective
upon contract ratification, newly hired Full-Time Temporary and Temporary employees not
included within Section 21.1(a) or (b) above, shall not be covered by Social Security but
will be covered by PARS-457 Plan. Participating employees will pay half of the
contribution of 3.75 percent (3.75%) for the benefit through a bi-weekly payroll deduction
on a pre-tax basis. The City will pay the remainder of the contribution or 3.75 percent
(3.75%).
21.2 Group Health and Welfare Insurance Coverage: All Regular employees are eligible
to participate in a group health and welfare insurance benefit program which includes the medical,
prescription, dental, vision, life and long term disability insurance plans effective the first day of
employment. The City shall pay the cost of the program for both employees and dependents as
indicated below.
(a) Life Insurance: Twice annual salary for employee, $3,000 for employee’s dependents.
The City will pay the full cost of the premiums. More specific benefit information is provided in
the carrier booklet.
(b) Health Benefits:
The City will offer two health plans, a “Base Plan” and an optional “Premium Plan”. The health
plan benefits are offered through PRISM EIA Health Program. All eligible employees will be
enrolled in the “Base Plan” and will have the option on a voluntary basis to enroll in the “Premium
Plan” initially, and during the open enrollment period for each subsequent calendar year. Eligible
employees that fail to complete the annual open enrollment will automatically be placed in the group
health insurance plan they were enrolled in the previous year. Changes will be effective at the
beginning of the following calendar year.
The City’s contribution toward the monthly group health and welfare insurance composite
26
premium rate for the “Base Plan” shall be eighty-five percent (85%) and the employee will pay
fifteen percent (15%) of the rate through a bi-weekly payroll deduction. Employees electing to
enroll in the “Premium Plan” will be responsible for premiums beyond the City’s contribution of
eighty-five percent (85%) of the “Base Plan” composite rate. The City established a Section 125
Plan effective March 7, 2010, to redirect the portion of the employee’s salary to pay, on a pre-tax
basis, the employee’s contribution toward the medical, prescription, dental and vision insurance
composite premium rate.
Effective Calendar Year 2024, all employees participating in the Group Health and Welfare
Insurance Plan will pay twenty percent (20%) co-share of premium. The City’s contribution toward
the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall
be eighty percent (80%). Employees electing to enroll in the “Buy Up Plan” will be responsible for
premiums beyond the City’s contribution of 80% of the “Base Plan” composite rate.
All active employees will be able to select an optional high deductible plan (medical and
prescription only) as an additional lower cost option for group health. The City will contribute a
flat rate monthly amount, limited to the amount of the City’s contribution toward the “Base Plan”
for the high deductible plan. Retirees are not eligible for the high deductible plan.
For specifics regarding the City’s Group Health and Welfare Benefit Plan, refer to the Benefit
Summary Plan Description.
The City reserves the right to modify the group insurance composite rate structure to establish
classes of coverage and rates in an effort to create a rate structure more compatible to employee
claims experience. The City and the Union agree to meet and confer prior to any changes being
made to the group insurance composite rate structure.
Buy Up” plan benefits include:
$200 deductible per person; $600 deductible per family per year; 80% payable for services
performed by a Preferred Provider or when no Preferred Provider is available and 70% for services
performed by a non-Preferred Provider for the first $5,000 of eligible charges; the out-of-pocket
waiver on the next following calendar year shall be eliminated; hospital charges 100% payable;
professional fees based upon U.C.R.; normal typical exclusions and limitations. Coverage includes
cancer screening with no separate dollar limit, annual physical examinations, “well-baby” care, a
30-visit annual limit on chiropractic, accidents paid at normal co-payment rate, tobacco use
cessation when enrolled in a tobacco use cessation program or behavior modification program once
per life-time limit, and birth control. For problems related to alcohol or substance abuse, and
mental or nervous disorders: Twelve (12) outpatient visits per calendar year paid at 100% with no
deductible and an additional twenty-four (24) visits per calendar year payable at 80% subject to the
annual deductible.
“Base” plan benefits include:
Deductible: $500 deductible per person/$1,000 per family per year (Note: Does not apply to
preventative care)
Out-of-pocket Limit: $3,500 per individual/$7,000 per family per year
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Service
Employee Cost if
Performed by a
Preferred Provider
Employee Cost if
Performed by a Non-
Preferred Provider
Limitations
Primary Care Office
Visit $20 per visit 40% co-insurance --- None---
Other Practitioner
Office Visit
20% coinsurance for
chiropractic
40% coinsurance for
chiropractic
Up to 15 visits per calendar
year when combined with
acupuncture
Preventative Care/
Screening/
Immunizations No charge 40% co-insurance ---None---
Hospital Stay –
Facility Fee 20% coinsurance 40% coinsurance
If service provided by a non-
preferred provider, you pay the
coinsurance percentage of up
to $600 per day, plus charges
over $600 per day.
Hospital Stay -
Physician/Surgeon Fee 20% coinsurance 40% coinsurance ---None---
Mental/Behavioral
Health Outpatient
Services $20 / visit 40% coinsurance ---None---
Mental/Behavioral
Health Inpatient
Services 20% coinsurance 40% coinsurance
Prior authorization is required.
Failure to prior authorize may
result in nonpayment of
benefits.
Substance Use
Disorder Outpatient
Services Not Covered Not Covered ---None---
Substance Use
Disorder Inpatient
Services Not Covered Not Covered ---None---
Employees with spousal coverage will be allowed to “opt out” of the City’s group health
and welfare insurance coverage (cease paying their share of the premium). Employees “opting out”
of the City’s group health benefits must provide proof of alternative health care coverage on an
annual basis during the open enrollment period.
(c) Prescription Benefit: Employee co-payments as showing in the following table:
Note: Maintenance medication (i.e. a medication taken longer than 60 days) that are filled at the retail co-pay amount
more than twice will be filled at the mail order co-pay amount.
Retail (34 days’ supply)
Co-Pay Effective
12/1/2019
Generic $10.00
Brand $50.00
No Generic Available $20.00
Mail (90 days’ supply)
Generic $20.00
Brand $100.00
No Generic Available $40.00
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(d) Dental Benefits: For specifics regarding the City’s Dental Plan, refer to the Benefit
Summary Plan Description.
(e) Long Term Disability: After three (3) months, sixty percent (60%) of employee’s salary
to a maximum of $7,000 per month integrated with all other income benefits payable to age 65.
For specifics regarding the City’s Long Term Disability Plan, refer to the Benefit Summary Plan
Document. As an alternative, the Union may elect to receive funding equivalent to the cost for
Union members to participate in the City long term disability program in order to purchase its own
long term disability policy.
(f) Vision Benefits: For specifics regarding the City’s Vision Plan, refer to the Benefit
Summary Plan Document.
(g) Short – Term Disability: The City will administer employee-paid State Disability
Insurance for all IBEW Power Production employees.
(h) VantageCare: Effective upon Council approval, and when the appropriate VantageCare
contract amendment has been executed, employees shall contribute 1% of base taxable earnings,
per pay period, pre-tax, into a VantageCare Retire Health Savings Account (RHSA). In addition,
any eligible sick leave pay out made upon retirement of IBEW Power Production members will be
contributed to the VantageCare RHSA per section 15.5.
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, but do not reduce any current
benefit level nor impose any penalty for the employee who chooses not to use a preferred
provider’s services.
21.3 Group Health Benefits at Retirement for Employees
(a) Tier 1 –Hired Prior to September 20, 2011
All active employees hired prior to September 20, 2011, who retire from the City and are
eligible for CalPERS benefits upon separation of service shall be eligible for the City to pay a 50%
proportionate share of costs of the insurance premium should the active employee transitioning to
retirement elect to participate in the group health, dental and vision plan also made available to
active employees. To initially qualify for the benefit, the employee must go directly from active
status to retiree status with CalPERS. To maintain a qualified status, and to continue to receive the
benefit, the retired employee must continue the group medical insurance during retirement without
a break in coverage. Payments by the City will be discontinued upon termination of group medical
insurance coverage by the City retiree or loss of qualified status by the retiree. Following the death
of a retiree, the surviving spouse, if any, may continue the insurance and the City will continue the
benefit on the same terms and conditions for the life of the surviving spouse. The City will not
contribute payments on behalf of any retiree hired prior to September 20, 2011, except as set forth
above. (Employees who retired prior to July 1, 2000, are eligible for health coverage only.)
(b) Tier 2 – Hired On or After September 20, 2011
All active employees hired on or after September 20, 2011, who retire during the term of this
MOU and who have five (5) or more years of City service (and are eligible for CalPERS benefits
29
upon separation of service) shall be eligible for the City to pay shall pay a proportionate share of
the cost of the insurance premiums in accordance with the following formula: two percent (2%) for
every year of active service with the City of Redding up to a maximum of fifty percent (50%)
should the employee transitioning to retirement elect to participate in the group health, dental and
vision plan also made available to active employees. To initially qualify for the benefit, the
employee must go directly from active status to retiree status with CalPERS. To maintain a
qualified status, and to continue to receive the benefit, the retired employee must continue the
group medical insurance during retirement without a break in coverage and the retired employee
and their covered spouses who reach Medicare A/B eligibility age must enroll in Medicare.
Payments by the City will be discontinued upon termination of group medical insurance coverage
by the City retiree or loss of qualified status by the retiree. Following the death of a retiree, the
surviving spouse, if any, may continue the insurance and the City will continue the benefit on the
same terms and conditions for the life of the surviving spouse. The City will not contribute
payments on behalf of any retiree hired after September 20, 2011, except as set forth above.
(c) Retiring employees who were hired or who worked under a different Memorandum of
Understanding (MOU) or City Resolution shall be vested with the greatest retiree premium co-
share formula in effect and for which that employee qualified for during his or her term of
employment.
(d) All retired employees participating in the group health plan will be enrolled in the
“Base Plan” and will have the option on a voluntary basis to enroll in the “Buy Up Plan” initially,
and during the open enrollment period for each subsequent calendar year. Changes will be effective
at the beginning of the following calendar year. The City shall pay a proportionate share of the
cost of the “Base Plan” insurance premiums as outlined above in sections 21.3(a) and 21.3(b).
Participating retired employees electing to enroll in the “Buy Up Plan” will be responsible for
premiums beyond the City’s contribution of the “Base Plan” composite rate. The City’s
proportionate share for payments referenced above in 21.3(a) and 21.3(b) shall apply only to the
premium for the “Base Plan.”
21.4 The parties agree that the foregoing benefits will remain in full force and effect, unless
modified by mutual agreement.
21.5 The City and the Union agree to reopen negotiations if any changes to the Affordable
Care Act affect matter within the scope of representation.
ARTICLE 22: ENTIRE AGREEMENT
22.1 Except as specifically provided in Article 23 (Term), during the term of this
Memorandum of Understanding the parties expressly waive and relinquish the right to meet and
negotiate on wages, hours of employment, and terms and conditions of employment, and agree that
neither party shall be obligated to meet and negotiate with respect to any subject or matter whether
referred to or covered in this Memorandum of Understanding or not, even though such subject or
matters may not have been within the knowledge or contemplation of either or both the City or the
Union at the time they met and negotiated on and executed this Memorandum of Understanding,
and even though such subjects or matters were proposed and later withdrawn.
30
ARTICLE 23: TERM
23.1 This Memorandum of Understanding, having taken effect as of the day and year
first above written, shall continue in full force and effect until April 4, 2026, (Note: The parties
agree to begin bargaining for a successor MOU no later than December 5, 2025); and thereafter
from year to year unless written notice of change or termination shall be given by either party
ninety (90) days prior to the expiration date above or the expiration date of any year thereafter,
except, however, this Memorandum of Understanding shall only become effective with approval of
the City Council of the City of Redding.
23.2 Whenever notice is given for changes, the general nature of the changes desired
must be specified in the notice, and until a satisfactory conclusion is reached in the matter of such
changes, the original provision shall remain in full force and effect.
23.3 This Memorandum of Understanding shall not be amended or supplemented except
by agreement of the parties hereto, reduced to writing and duly signed by each.
23.4 Any provision of this Memorandum of Understanding which may be in conflict
with any Federal or State law, regulation or executive order shall be suspended and inoperative to
the extent of and for the duration of such conflict; the balance of this Memorandum of
Understanding, however, shall remain in full force and effect. Whenever any provision of this
Memorandum of Understanding is affected as set forth above, either party may, by giving thirty
(30) days’ written notice to the other, open negotiations on the subject of the affected provisions.
31
IN WITNESS WHEREOF the parties have executed amendments to this Memorandum of
Understanding, to be effective April 5, 2023.
CITY OF REDDING LOCAL UNION 1245, IBEW
s/Barry Tippin s/Robert Dean
Barry Tippin Robert Dean
City Manager IBEW Business Manager
s/Gage Dungy s/Dominic McCurtain
Gage Dungy Dominic McCurtain
Negotiator Business Representative
s/Kelley Martinez s/Jared Davis
Kelley Martinez Jared Davis
Interim Personnel Director Committee Member
s/Kyle Harder
Kyle Harder
Committee Member
s/Chris Holdren
Chris Holdren
Committee Member
EXHIBIT B: JOB DEFINITIONS
The Job Definitions included herein are intended to be general guidelines regarding the duties to be
performed by a particular classification, and are not to be construed as restrictions on the duties an
employee may perform. Any employee may be assigned to perform the duties of a classification
which has an equal or lower wage rate.
A crew as used herein is defined as three or more employees working together on the same job.
Power Plant Utility Worker
An employee engaged in performing a wide variety of unskilled and semi-skilled work. The
employee’s duties include installation, construction, maintenance and repair of City facilities and
property. The employee will be required to operate equipment such as forklift, brush chipper,
portable power tools and drive a truck hauling a load or towing a trailer of no more than six
thousand (6000) pounds. The employee shall be capable of performing the duties with skill,
efficiency, and safety. Must perform compliance duties (1) in accordance with applicable federal
and state laws and regulations, and (2) as described in the department air compliance, water
compliance, hazardous material compliance programs, NERC and safety. The employee must
possess the appropriate State of California driver’s license
Power Plant Warehouse Worker
An employee who, under general direction, is engaged in performing duties relative to the
purchasing, ordering, receiving, dispersing, maintaining records and salvaging of materials,
including the operation of material handling equipment. The employee will be required to assist
other power plant personnel in the operation and maintenance of a power plant. The employee
may be required to drive a vehicle and to type with moderate skill. The employee’s background of
experience and training shall be such as to qualify the employee to perform the duties safely with
skill and efficiency. Must perform compliance duties (1) in accordance with applicable federal and
state laws and regulations, and (2) as described in the department air compliance, water
compliance, hazardous material compliance programs, NERC and safety. The employee must
possess the appropriate State of California driver’s license.
Maintenance Coordination Assistant
An employee who, under general direction, is engaged in performing duties relative to the (1)
scheduling of maintenance work, (2) purchasing spare parts, rental equipment and coordination of
service work, (3) reviewing work orders for completion and accuracy, (4) evaluating and
identifying critical spares, (5) supporting computer-based maintenance management system
application, (6) assisting management with maintenance planning and scheduling. The employee’s
background of experience and training shall be such as to qualify the employee to perform the
duties safely with skill and efficiency. Must perform compliance duties (1) in accordance with
applicable federal and state laws and regulations, and (2) as described in the department air
compliance, water compliance, hazardous material compliance programs, NERC and safety. The
employee must possess the appropriate State of California driver’s license.
Power Plant Auxiliary Operator
An employee who is engaged in performing a wide variety of duties relating to the operation,
maintenance and repair of a power generation facility, buildings, facilities, mechanical equipment
and other property of a similar nature as an assistant to other employees. Assists Power Plant
Operator in power plant operations, startup and shutdown of power generation systems, operates
control panels for steam and combustion generators and heat recovery steam generators. Performs
startup and shutdown of major equipment and performs routine water testing. Conducts water
chemistry analysis and operation. May be required to perform carpentry, plumbing, electrical work,
painting, gas and electric welding, and the operation of machine shop tools and equipment and City
vehicles. The employee’s background of training and experience must be such as to qualify the
employee to perform these duties safely with skill and efficiency. Must perform compliance duties
(1) in accordance with applicable federal and state laws and regulations, and (2) as described in
the department air compliance, water compliance, hazardous material compliance programs,
NERC and safety. The employee must possess the appropriate State of California driver’s license.
Power Plant Maintenance Mechanic
An employee who is engaged in journey-level work performing a wide variety of duties related to
the operation, maintenance and repair of a power plant and is skilled in maintaining combustion
turbine, steam turbine, steam generating equipment, electrical and generators, ,. high-energy
control valves and systems, pneumatic valve controllers and actuators, can perform coupling
alignment of rotating equipment, welding of plant equipment and certified welding of pipe and
structural steel, and other related duties as assigned. May be required to perform carpentry,
plumbing, low voltage electrical work, painting, gas and electric welding, operation of machine
shop tools and equipment operate City vehicles, and perform safety tasks as trained. . Must
perform compliance duties (1) in accordance with applicable federal and state laws and
regulations, and (2) as described in the department air compliance, water compliance, hazardous
material compliance programs, NERC and safety. The employee’s background of training and
experience must be such as to qualify the employee to perform these duties safely with skill and
efficiency. The employee must possess the appropriate State of California driver’s license.
Power Plant Operator
An employee who operates power plants in accordance with operating instructions and procedures
and responds to alarms, takes appropriate corrective action, executes power plant shutdown and
startup procedures, reports abnormal conditions to the immediate supervisor, assists in training
other employees to operate power plants, conducts water testing and treatment duties, operates
control panels to regulate the load on the steam generators turbine and to maintain proper steam
temperature and pressure, feed water and fuel supply and efficient combustion conditions,
synchronizes generators and regulates load, voltage and frequency and other duties as assigned.
The employee’s background of training and experience shall be such as to qualify the employee to
perform these duties with skill and efficiency. Must perform compliance duties (1) in accordance
with applicable federal and state laws and regulations, and (2) as described in the department air
compliance, water compliance, hazardous material compliance programs, NERC and safety. The
employee must possess the appropriate State of California driver’s license, and be capable of
performing the duties safely.
Power Plant Instrument & Electrical Technician
An employee engaged in journey-level work and performs all classes of electrical work. The
employee’s duties may include installing, testing and maintaining all types of meters, protective
relay, power plant distributed control systems, pneumatic control valves and actuators, transducers,
high voltage circuit breakers and switch-gear, motor control centers, programmable logic
controllers, fiber optic equipment, sensors for pH level, pressure, temperature and continuous
emissions monitoring instruments control devices, batteries, and battery monitoring systems, fire
alarm systems and recording instruments. The employee’s background of training and experience
shall be such as to qualify the employee to perform these duties with skill and efficiency. Must
perform compliance duties (1) in accordance with applicable federal and state laws and
regulations, and (2) as described in the department air compliance, water compliance, hazardous
material compliance programs, NERC and safety. The employee must possess the appropriate
State of California driver’s license, and be capable of performing the duties safely.
Power Plant Relief Operator
An employee who under general supervision provides relief fill-in for absent Power Plant
Operator(s) or Power Plant Equipment Operator(s). The assigned shift is modified to meet plan
operating needs. Operates power plants in accordance with operating instructions and procedures
and responds to alarms, takes appropriate corrective action, executes power plant shutdown and
startup procedures, reports abnormal conditions to the Power Plant Supervisor or Power Plant
Operator as appropriate to the relief assignment, operates control panels to regulate load on the
steam generators and steam and combustion turbine generators, maintains proper steam pressure
and temperature, synchronizes generators and regulates load, voltage and frequency, feedwater
supply, operates major auxiliary apparatus and systems such as air compressors, boiler feedwater
and condensate treatment systems, reverse osmosis and storage system, pollution control systems
and all locally controlled electrical and mechanical equipment, assists in training other employees.
When providing relief fill-in for absent Power Plant Equipment Operator, assist Power Plant
Operator in power plant operations, operate control panels for steam and combustion turbine
generators, perform startup and shutdown of equipment, perform routine water testing. Will
perform other duties as assigned, such as assisting with updating procedures, operational testing of
equipment to ensure reliability and efficiency, operational reports, inventory control of chemical
and lab supplies, scheduling relief for operators and, fire inspections. May be required to perform
carpentry, plumbing, electrical work, painting, gas and/or electric welding, and the operation of
machine shop tools and equipment and City vehicles. The employee’s background of training and
experience shall be such as to qualify the employee to perform these duties with skill and
efficiency in accordance with all federal, state and local environmental and safety laws, rules and
regulations. Must perform compliance duties (1) in accordance with applicable federal and state
laws and regulations, and (2) as described in the department air compliance, water compliance,
hazardous material compliance programs, NERC and safety. The employee must possess the
appropriate State of California driver’s license, and be capable of performing the duties.
Working Foreperson - Power Plant Maintenance Mechanic
An employee who is a working Foreperson in charge of a crew of not more than five (5) other
employees from the Power Plant Maintenance Mechanic crafts. The employee must possess
sufficient knowledge of: all tools and equipment used under the employee’s direction and
guidance; the functions of power plant equipment, how it operates mechanically, hydraulically, and
electronically; the City’s construction and safety standards, accounting procedures, and all other
applicable rules and regulations; work procedures and methods for the areas of Mechanical
responsibility; and the City’s clearance, safety, and hazardous materials handling
procedures/regulations. The employee must possess the ability to coordinate, schedule, and plan
all aspects of the construction, maintenance, and repair of the City’s power plant facilities and aid
in both the design and planning of such projects; and the appropriate State of California Driver’s
License. The employee shall have not less than two (2) years journeyman craft experience or its
equivalent as a Power Plant Maintenance Mechanic, the personal qualifications of leadership and
supervisory ability, and the employee’s background of training and experience shall be such as to
qualify the employee to perform the duties with skill and efficiency. Must perform compliance
duties (1) in accordance with applicable federal and state laws and regulations, and (2) as
described in the department air compliance, water compliance, hazardous material compliance
programs, NERC and safety. When in charge of more than five (5) other employees, the
employee’s wage rate shall be increased by ten percent (10%).
Working Foreperson-Instrument and Electrical Technician:
An employee who is a working Foreperson in charge of a crew of not more than five (5) other
employees from the Instrument and Electrical Technician craft. The employee must possess
sufficient knowledge of: all tools and equipment used under the employee’s direction and
guidance; the functions of power plant equipment, how to operate it mechanically, hydraulically,
and electronically; the City’s construction and safety standards, accounting procedures, and all
other applicable rules and regulations; work procedures and methods for the area of Instrument and
Electrical responsibility; and the City’s clearance, safety, and hazardous materials handling
procedures/regulations. The employee must possess the ability to coordinate, schedule, and plan all
aspects of the construction, maintenance, and repair of the City’s power plant facilities and aid in
both the design and planning of such projects; and the appropriate State of California Driver’s
License. The employee shall have not less than two (2) years journeyman craft experience or its
equivalent as an Instrument and Electrical Technician, the personal qualifications of leadership and
supervisory ability, and the employee’s background of training and experience shall be such as to
qualify the employee to perform the duties with skill and efficiency. Must perform compliance
duties (1) in accordance with applicable federal and state laws and regulations, and (2) as
described in the department air compliance, water compliance, hazardous material compliance
programs, NERC and safety. When in charge of more than five (5) other employees, the
employee’s wage rate shall be increased by ten percent (10%).
Working Foreperson - Power Plant Operations
An employee who is a working Foreperson in charge of a crew of not more than five (5) other
employees engaged in performing power plant operations. The employee shall have the personal
qualifications of leadership and supervisory ability, not less than two (2) years experience as a
Power Plant Operator, and possess sufficient knowledge of the City’s power plant operation
procedures and practices, the City’s clearance, safety, hazardous materials handling
procedures/regulations, accounting procedures, and all other applicable rules and regulations. The
employee’s background of training and experience shall be such as to qualify the employee to
perform the duties with skill and efficiency. Must perform compliance duties (1) in accordance
with applicable federal and state laws and regulations, and (2) as described in the department air
compliance, water compliance, hazardous material compliance programs, NERC and safety. The
employee must possess the appropriate State of California Driver’s License. When in charge of
more than five (5) other employees, the employee’s wage rate shall be increased by ten percent
(10%).
Control and Automation Technician
An employee who is engaged in maintaining, calibrating and installing controls for gas turbines,
boilers and supporting systems, trouble shooting, making control and program changes as required.
The employee will work with Instrument & Electrical Technicians to maintain all plant electrical
and control systems. Must perform compliance duties (1) in accordance with applicable federal
and state laws and regulations, and (2) as described in the department air compliance, water
compliance, hazardous material compliance programs, NERC and safety.
EXHIBIT C: LINES OF PROGRESSION
CLASSIFICATION NEXT LOWER
CLASSIFICATION
SAME OR HIGHER
CLASSIFICATIONS
Power Plant Maintenance
Coordination Assistant
Power Plant Warehouse Worker
Power Plant Utility Worker
Power Plant Warehouse Worker
Power Plant Maintenance
Coordination Assistant
Power Plant Auxiliary Operator Power Plant Utility Worker Power Plant Operator
Power Plant Relief Operator
Working Foreperson - Power Plant
Operations
Power Plant Maintenance Mechanic Power Plant Utility Worker
Power Plant Warehouse Worker
Power Plant Auxiliary Operator
Power Plant Operator
Working Foreperson - Power Plant
Maintenance Mechanic
Power Plant Operator Power Plant Auxiliary Operator Power Plant Relief Operator
Working Foreperson - Power Plant
Operations
Instrument and Electrical Technician Working Foreperson – Instrument
and Electrical Technician
Control and Automation
Technician*
Power Plant Relief Operator Power Plant Auxiliary Operator Power Plant Operator
Working Foreperson - Power Plant
Operations
Working Foreperson - Power Plant
Maintenance Mechanic
Power Plant Maintenance
Mechanic
Control and Automation
Technician*
Instrument and Electrical
Technician
Working Foreperson – Instrument
and Electrical Technician
Working Foreperson - Power Plant
Operations
Power Plant Operator
Power Plant Relief Operator
Working Foreperson – Instrument
and Electrical Technician
Instrument and Electrical
Technician Control and Automation
Technician*
* Requires testing to determine qualifications; must have 3 or more years of Instrument and Electrical
Technician experience
EXHIBIT D: GRIEVANCE FORM
GRIEVANCE
IBEW—Power Plant Unit
Grievant Division
Job Title Shop Steward
Date of Occurrence Date of Awareness
ISSUE
Specific Article(s) violated:
Explain specifically what happened and why you believe the MOU was violated:
□ Supporting documents/other information attached.
Correction requested:
Submitted by (signed) _________________________________ Date:
City’s answer: □ supporting documents attached.
Signed: ___________________________________________ Date:
Disposition:
□ Settled on at step one □ two □ three □
□ Withdrawn on
□ Scheduled for Arbitration on
EXHIBIT E: STANDBY DUTY
Pursuant to the Memorandum of Understanding between the City of Redding and IBEW Local
1245, Power Production Unit, certain classifications and positions in City service are subject to
routine or periodic emergency call-back as an inherent and integral part of their assigned job
responsibilities in order to provide continuous public services. In addition, the REU Department
Director, or designee, will be responsible for determining the circumstances requiring an employee
or group of employees to be placed on standby duty. Personnel shall be provided as much advance
notice as possible for standby duty period, with mutual understanding that unforeseen and
emergency circumstances may arise. Employees placed on standby duty shall be qualified to safely
perform such duties with skill and efficiency.
A. Such standby duty periods will be no less than a full day and no more than one week in
duration, as determined by the applicable need for the standby duty period. Each full day of
a standby duty period is defined as 7:00 a.m. to 6:59 a.m. the following day.
B. The City will establish a method for employees to volunteer for standby duty periods that
are designated by the REU Department Director or designee. Initially, seniority will
establish the rolling list with latter additions or changes made to the bottom of the list, with
the exception of trades per item “H” below. In the event no one volunteers for a standby
duty period, the City shall assign an employee to serve. Employees will be assigned based
upon standby duty served during the previous 12-month period. The employee with the
least amount of standby duty served will be assigned.
C. An employee assigned to standby duty shall be required to carry a cell phone at all times
while on standby duty and remain within the appropriate reception area in order to be
available for call out. Cell phone equipment will be supplied by the City if required.
Alternatively, employees assigned to standby may be compensated at the City’s cell phone
stipend rate for the call out period.
D. Standby personnel shall be required to be fit-for-duty and shall report to their normal
headquarters as soon as possible within forty (40) minutes. Standby personnel may also be
provided with a vehicle for use during the employee’s standby duty period. In instances
where a take home vehicle is provided, the employee shall respond to an incident as soon as
possible within 40 minutes.
E. Standby personnel shall be required to respond unless the employee can provide just cause
for not responding. If the employee is unable to respond for any reason, the employee must
notify the supervisor as soon as possible. Any employee who is unable to fulfill their
commitment to a standby duty period shall forfeit standby compensation for an entire day,
twenty-four (24) hour period.
F. Compensation for standby duty periods shall be paid as follows:
• Two (2) hours of straight time pay for each weekday assigned to standby duty
(Monday-Friday).
• Four (4) hours of straight time pay for each weekend day assigned to standby duty
(Saturday and Sunday),
• Six (6) hours of straight time pay for each fixed holiday assigned to standby duty [in
lieu of the standard standby pay for that day].
• Applicable standby duty pay will be provided where an employee is assigned to
standby duty for the majority of the hours of that day.
G. In addition to compensation for standby duty, the overtime provisions of Article 9.9 shall
apply if the employee assigned to standby duty is required to respond. However, in
instances where a take home vehicle has been provided to the employee, the travel time
provisions of Article 9.9 shall not apply.
H. Employees may trade complete standby duty periods at any time up until the duty period
has begun with approval of the supervisor.
Step 5
Monthly
J/C Classification 1 2 3 4 5 Equivalent
886 Power Plant Utility Worker 17.80$ *20.16$ *22.85$ *31.18$ 32.74$ $5,675
842 Power Plant Warehouse Worker 36.97$ 38.82$ $6,729
804 Maintenance Coordination Assistant 50.21$ $8,703
833 Power Plant Auxiliary Operator $53.41 56.08$ $9,721
822 Power Plant Maintenance Mechanic 63.68$ $11,037
823 Power Plant Operator 66.72$ $11,564
816 Instrument & Electrical Technician 69.66$ $12,074
834 Power Plant Relief Operator 72.06$ $12,490
813 Working Foreman - Power Plant Maintenance Mechanic 76.48$ $13,257
814 Working Foreman - Power Plant Operations 76.48$ $13,257
802 Working Foreman - Instrument & Electrical Technician 76.48$ $13,257
805 Control and Automation Technician 80.14$ $13,891
*Full-time temporary employees only
Note:Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS - POWER PRODUCTION
EXHIBIT A-1: SCHEDULE OF WAGE RATES
Effective Date: April 2, 2023
Hourly Pay Rate - Salary Step
Step 5
Monthly
J/C Classification 1 2 3 4 5 Equivalent
886 Power Plant Utility Worker 18.69$ *21.17$ *23.99$ *32.74$ 34.38$ $5,959
842 Power Plant Warehouse Worker 38.82$ 40.76$ $7,066
804 Maintenance Coordination Assistant 52.72$ $9,138
833 Power Plant Auxiliary Operator $56.08 58.89$ $10,207
822 Power Plant Maintenance Mechanic 66.86$ $11,589
823 Power Plant Operator 70.05$ $12,143
816 Instrument & Electrical Technician 73.14$ $12,678
834 Power Plant Relief Operator 75.66$ $13,114
813 Working Foreman - Power Plant Maintenance Mechanic 80.31$ $13,920
814 Working Foreman - Power Plant Operations 80.31$ $13,920
802 Working Foreman - Instrument & Electrical Technician 80.31$ $13,920
805 Control and Automation Technician 84.15$ $14,586
*Full-time temporary employees only
Note:Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS - POWER PRODUCTION
EXHIBIT A-2: SCHEDULE OF WAGE RATES
Effective Date: March 31, 2024
Hourly Pay Rate - Salary Step
Step 5
Monthly
J/C Classification 1 2 3 4 5 Equivalent
886 Power Plant Utility Worker 19.63$ *22.23$ *25.19$ *34.38$ 36.10$ $6,257
842 Power Plant Warehouse Worker 40.76$ 42.80$ $7,419
804 Maintenance Coordination Assistant 55.36$ $9,595
833 Power Plant Auxiliary Operator $58.89 61.83$ $10,718
822 Power Plant Maintenance Mechanic 70.20$ $12,169
823 Power Plant Operator 73.56$ $12,750
816 Instrument & Electrical Technician 76.80$ $13,312
834 Power Plant Relief Operator 79.44$ $13,770
813 Working Foreman - Power Plant Maintenance Mechanic 84.32$ $14,616
814 Working Foreman - Power Plant Operations 84.32$ $14,616
802 Working Foreman - Instrument & Electrical Technician 84.32$ $14,616
805 Control and Automation Technician 88.36$ $15,315
*Full-time temporary employees only
Note:Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS - POWER PRODUCTION
EXHIBIT A-3: SCHEDULE OF WAGE RATES
Effective Date: March 30, 2025
Hourly Pay Rate - Salary Step