HomeMy WebLinkAboutReso 2023-119 - Adopt Resolution adopting successor MOU and salary exhibits Intl Brotherhood of Electrical WorkersRESOLUTION NO. 2023-119
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WHEREAS, Local Union 1245 of the International Brotherhood of Electrical Workers AFL-CIO
— Electric Department (IBEW — Electric) has been formally recognized as the exclusive
representative of an appropriate unit of employees, as set forth in Section 2.1 of Article 2 of the
Memorandum of Understanding between the City of Redding and IBEW - Electric; and
WHEREAS, the designated representatives of the City of Redding engaged in good faith
bargaining regarding terms and conditions of employment with the designated representatives of
IBEW - Electric as required by the provisions of the Meyers-Milias-Brawn Act of 1968, resulting
in the proposed Memorandum of Understanding and Salary Exhibits attached hereto; and
WHEREAS, staff recommends adoption of said Memorandum of Understanding and Salary
Exhibits; 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 comprehensive Memorandum of Understanding governing the period of November 7,
2023, and ending November 7, 2026, and accompanying Salary Exhibits are hereby adopted
effective November 12, 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 7th day of November, 2023, by the
following vote:
AYES: COUNCIL MEMBERS: Audette, Mezzano, Munns, Winter, and Dacquisto
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
ABSTAIN: COUNCIL MEMBERS: None
,,/ SHARLENE TIPTON; City Clerk
MICHAEL DACQUISTO, Mayor
BARRY E. De ALT, City Attorney
INTERNATIONAL BROTHERHOOD <3F ELECTRUCALVVORKERS-EUECTRKCDERARTMENT
EXHIBIT A-0: SCHEDULE QFWAGE RATES
Effective Date: February 19, 2023
D1gLineman (Certification Rate)
$80.37
$10,463
828 Meter Technician (Certification Rate)
Step
$10.463
HouNyPayRote-So|aryStep
$6037
$10.463
Monthly
J/C Classification
1 2 3
4
5
Equivalent
888 Utility Worker
$1G.1O ° $18.33 ^ $ 20J7
° $ 28.35
$2077
$5.159
QW PeweF Plant Utility VV0FkeF
$4{i44 V 18.33 * $ 20.77
* V 28.36
V�29.77
$6,150
8508roundman
$11,048
$29.69
$31.18
$5.404
O27Line Equipment Operator
$64.11
$11.113
$34.1U
$5.911
842 PeweF Plant VVaFeheuse Wedw
82QWorking Foreman ' Meter Technician (Certification Rate)
$33.6#$
35.29
$6,118
84OWarehouse Worker
$11.489
$33.61
s35.20
$6.118
835 Utility Arborist
$37.D2
$6.556
885 Equipment Service Worker
$3Q�33
s6.816
D3GSenior Utility Arborist
$4O�GQ
$7.052
825 VVarehouoeLeadman
$42.79
$7.417
804
$ 43.66
$7,668
833 PeweF Plant Auxiliary QpeFatGf
$44.61'$
4K&74
$8,#ol
515Electrical Technician
$43.89
s46.08
$48.39
$8.387
321 Substation Maintenance Worker
$44.88
$47.12
$40.48
$8.576
422 PeweF PlaRt MaintenanGe MeGhaRio
$ 63.06
8K9,i9Aa
824 PeweF Plant QpeFateF
$ 66.60
$9,637-
��817
817Lineman
$5G.42
s9.770
846
$ 6&Q6
$10,062
818 Lineman (Training Reba)
$ 58.39
$10.121
812Tnoub|eman
*5Q.1Q
$10.250
D1gLineman (Certification Rate)
$80.37
$10,463
828 Meter Technician (Certification Rate)
$60.37
$10.463
815 Substation Electrical Technician
$6037
$10.463
O0GTroub!emon(Training Rate)
$61.26
$10.619
81OWorking Foreman -Line
$61.94
$10.737
8O7Truub!eman(Certification Rate)
$63.33
$10.978
801 Electrical Inspector
$63.38
*10.886
844 WGFking FGFeman PoweF Plant MaintenanGe MeGhaniG
$ 63.74
$11,048
844
$ 63.74
$11,048
8G2
$ 63.74
$11,048
8U8Working Foreman - Line (Training Rate)
$64.11
$11.113
8OSWorking Foreman - Line (Certification Rate)
$66.28
$11.480
82QWorking Foreman ' Meter Technician (Certification Rate)
$66.28
$11.489
811 VVorkinOForeman-SubatobonBeotrica|Teuhnioion
$66.28
$11.489
806
$66.78
$14,676
~ 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 'ELECTRIC DEPARTMENT
EXHIBIT A-1: SCHEDULE OFWAGE RATES
Effective Date: November 12,2u23
Step
Hourly Pay Rate - Salary Step
Monthly
JxC Classification 1 2 3
4
5
Equivalent
888 Utility Worker $1S.42 ° *21 99 ~ $24.93 °
$34.O2
$35,72
$0.181
85UGmundme+Worker
$35.63
$37A2
$0.485
027 Lino Equipment Operator
$ 40�93
$7.034
84OWarehouse Worker
$40�34
$42.55
$7.341
835 Utility Arborist
$45.38
$7.867
885 Equipment Service Worker
$47.18
$8.180
B30Senior Utility Arborist
$48.82
$8.463
825 VVamhnuaeLeadenaR
$51.35
$8.901
821 Substation Maintenance Worker $53.85
$56.55
* 59.37
s10.291
515 Electrical Technician $54.86
$57.80
$ OO.40
$10.484
817 Linee+aRZechnicban!
$70�52
$12.224
828 Meter Technician (Certification Rate)
$72A4
$12.556
815 Substation Electrical Technician
$72.44
$12.556
818 LinemeRTechnician (Training Rate)
$7238
$12.051
819Linem*FlTechnician (Certification Rate)
$75.46
*13.079
812 Tmub|epma+Shooter
*70.10
$13.202
810 VVeFk;Rg FGFeman Line Senior Line Technician
$7743
$13.421
806 Tr ub|eme*ShooteI(TrainingRete)
$78.83
$13.004
801 Electrical Inspector
$78.23
$13.733
829 W9FkiR@jF=GFemaR Senior Meter Technician (Certification Rate)
$ 73.54
$13.786
811 WeFking FGFemaR Senior Substation Electrical Technician
$78.54
$13.786
808 WeFkiR9 FeFemaR LiRe Senior Line Technician (Training Rate)
$80.14
$13.881
807 Tmub|onaeShooter (Certification Rate)
$81.50
$14.126
800 (Certification Rate)
$O185
*14.561
803
$ 84�35
$14,020
Top Step
HnudyPayRato-So|oryStep
Monthly
J/C Classification 1 2 3
4
5
6
7 Equivalent
852 Apprentice Line Technician $49.05 $52.82 $56.59
$60�37
$64.14
$67.91
$71�68 $12,425
854 Apprentice Electric Meter Technician X472I8 $50L71 $54.33
$57J95
$61.5I
$65.19
$11,300
^ pmm=e temporary employees only
Note: pay rates are calculated ublizing ostandardized formula and small differences may occur due mrounding,
INTERNATIONAL BROTHERHOOD OFELECTRICALVVORKERS-ELECTRCDEPARTMENT
$12,835
EXHIBIT A-2: SCHEDULE OFWAGE RATES
$13,184
$75.06
*13,184
Effective Date: November 10.2V34
$13,284
$79�23
*13.733
$79.87
s13.862
Step
$14.002
Hourly Pay Rate - Salary Step
$14.347
Mvmmx
.VC Classification
1 2 3 4
5
Equivalent
888 Utility Worker
$20.88 ° $23.08 ~ *2OA7 ^ $35.72
$37.51
*0.501
85OGround Worker
$37.42
$39.28
$6.810
827Line Equipment Operator
$42.97
*7.448
84OWarehouse Worker
$42.35
$44.47
$7.708
O35Utility Arborist
$47.65
s8.260
085Equipment Service Worker
836 Senior Utility Arbohst
825Warehouse Lead
821 Substation Maintenance Worker
515 Electrical Technician
817 Line Technician
828 Meter Technician (Certification Rate)
015Substation Electrical Technician
818 Line Technician (Training Rote)
819Line Technician (Certification Rate)
012Trouble Shooter
O1OSenior Line Technician
OO8Trouble Shooter (Training Rate)
801 Electrical Inspector
823 Senior Meter Technician (Certification Rate)
811 Senior Substation Electrical Technician
808Senior Line Technician (Training Rate)
8O7Trouble Shooter (Certification Rate)
803 Senior Line Technician (Certification Rate)
8O3Trouble Shooter - Night Shift (Certification Rate)
$5192 $9,346
$ 74�05
$12,835
$76.06
$13,184
$75.06
*13,184
$70.64
$13,284
$79�23
*13.733
$79.87
s13.862
$81.30
$14.002
$82.77
$14.347
$ 83.1S
$14.420
$83.51
$14.476
$83.51
$14.476
$84.15
s14.586
$85.57
$14.832
$8U�90
$15.079
$88.57
$15.351
Top Step
Hourly Pay Rate 'Salary Step Monthly
J/C Classification 1 2 3 4 5 G 7 Equivalent
852 Apprentice Line Technician $51.50 $55.46 $59.42 *83.38 *07.35 $71.31 $75�27 *13.046
D54Apprentice Electric Meter Technician $48A4 *5324 $57.05 $60�85 $64�05 $08.45 $11.865
^
Full-time temporary employees only
Note: Pay rates are calculated utilizing astandardized formula and small differences may occur due mrounding.
INTERNATIONAL BROTHERHOOD OFELECTRICALVVORKERS-ELECTRKC DEPARTMENT
$13,470
EXHIBIT A' : SCHEDULE OFWAGE RATES
$13.843
$79�8S
$13.845
Effective Date: November $,2V%5
*13.948
$83.13
$14.420
$ 83.97
$14.555
Step
$14.787
Hourly Pay Rate - Salary Step
$15.065
Monthly
J»C Classification
1 2 3 4
5
Equivalent
888 Utility Worker
s21.41 ° $24.25 ° $27.48 ° $37.51
$39.38
*8.820
85OGround Worker
$39.28
*41.25
$7.150
827 Line Equipment Operator
$45.12
$7,821
84OWarehouse Worker
$44.47
$48.09
$8.094
835 Utility Arborist
$50.04
$8.573
085Equipment Service Worker
836 Senior Utility Arborist
825Warehouse Lead
021 Substation Maintenance Worker
515Electrical Technician
O17Line Technician
828 Meter Technician (Certification Rate)
815 Substation Electrical Technician
818 Line Technician ([raining Rate)
819 Line Technician (Certification Rate)
O12Trouble Shooter
81USenior Line Technician
800 Trouble Shooter (Training Rate)
801 Electrical Inspector
828Senior Meter Technician (Certification Rate)
811 Senior Substation Electrical Technician
808 Senior Line Technician (Training Rate)
807 Trouble Shooter (Certification Rate)
809 Senior Line Technician (Certification Rate)
8O3Trouble Shooter - Night Shift (Certification Rate)
$52.03 $9,018
$5183 $9.330
$50.82 $9.813
*58.37 *62.34 $05.40 $11.346
$60.48 $63.51 $0O.08 $11.558
$77.75
$13,470
$79.88
$13.843
$79�8S
$13.845
$80.47
*13.948
$83.13
$14.420
$ 83.97
$14.555
$85.37
$14.787
$86.81
$15.065
$87.35
$15,141
$87�O9
$15.200
$87.69
$15.200
$88.36
*15.315
$89�85
$15.574
$81.34
$15.833
$8299
$16.119
Top Step
Hourly Pay Rate - Salary Step Monthly
J/C Classification 1 2 3 4 5 $ 7 Equivalent
052 Apprentice Line Technician *54.07 $5823 $6339 $6&55 $7071 *74�87 $79.03 $13.699
854 Apprentice Electric Meter Technician $51 91 $5590 $59.90 $63.89 $67.88 $71.88 $12,459
^ Full-time temporary employees only
Note: Pay rates are calculated utilizing ustandardized formula and small differences may occur due mrounding.
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
ELECTRIC DEPARTMENT
EFFECTIVE: October 4, 1987
Amended:
July 18, 1989
Amended:
May 27, 1990
Amended:
August 4, 1991
Amended:
February 13, 1994
Amended:
December 29, 1996
Amended:
April 30, 2000
Amended:
September 17, 2002
Amended:
September 7, 2004
Amended:
September 20, 2011
Amended:
February 2, 2016
Amended:
June 19, 2018
Amended:
May 17, 2019, to be effective February 22, 2019
Amended:
November 7, 2023
TABLE OF CONTENTS
ARTICLE 1:
PREAMBLE
I
ARTICLE 2:
RECOGNITION
2
ARTICLE 3:
UNION SECURITY
3
ARTICLE 4:
GRIEVANCE PROCEDURE
4
ARTICLE 5:
SAFETY
6
ARTICLE 6:
DISABILITY AND UNEMPLOYMENT
6
ARTICLE 7:
EMPLOYEE STATUS
8
ARTICLE 8:
WAGES AND CLASSIFICATIONS
8
ARTICLE 9:
HOURS AND OVERTIME
10
ARTICLE 10:
SENIORITY
12
ARTICLE 11:
PROMOTION AND TRANSFER
13
ARTICLE 12:
DEMOTION, DISPLACEMENT, AND LAYOFF
15
ARTICLE 13:
LEAVE OF ABSENCE
16
ARTICLE 14:
EXPENSES
17
ARTICLE 15:
SICK LEAVE
18
ARTICLE 16:
FUNERAL LEAVE
20
ARTICLE 17:
HOLIDAYS
20
ARTICLE 18:
VACATIONS
21
ARTICLE 19:
INCLEMENT WEATHER PRACTICE
23
ARTICLE 20:
MISCELLANEOUS
23
ARTICLE 21:
EMPLOYEE BENEFIT PROGRAMS
25
ARTICLE 22:
ENTIRE AGREEMENT
31
ARTICLE 23:
TERM
31
I
EXHIBIT B: JOB DEFINITIONS
EXHIBIT C: LINES OF PROGRESSION
EXHIBIT E: STANDBY DUTY
lWas
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this 7th
day of October, 1987, by and between the designated representatives of the CITY OF BEDDING
(a public agency as defined in Section 3501(c) of Chapter 10 of Division 4 of Title I 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 I 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:
0 11% 1 Eel 4 0 my 114 C a
1.1 The parties acknowledge the provisions of Chapter 10 (Section 3500, et seq.) of
Division 4 of Title I 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
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 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 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
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.
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 abiding 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. For unit
employees in the Public Works Department, if the grievance is not resolved in this initial step, the
next step would be Step Three as provided in Section 4.4 of this Article.
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 Electric Program Supervisor and a discussion between
the Shop Steward and the 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 (or initial step for unit
employees in the Public Works Department), 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 Electric Program Supervisor's answer as applicable in Step Two (or
for unit employees in the Public Works Department, within ten (10) work days of the date of the
answer in Step One).
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
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.
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 safety to federal, state and
local regulations.
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
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 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
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 (1/2) 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
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 Maintenance work
when their regularly scheduled work shift represents one-half (%2) 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-0" 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".
8.10 Attached hereto and made a part hereof is Exhibit "17", titled "Apprenticeship
Program"
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
work hours shall be 7:00 a.m. to 11:00 a.m. and 11:30 a.m. to 3:30 p.m., provided however that
those employees who are required to consume their lunch at a location other than the City's
Corporation Yard, shall not be required to take a lunch period in excess of one-half (V2) hour's
duration. 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 Sections 9.1 and 9.3 above, employees classified
as Trouble Shooter or Trouble Shooter — Night Shift may be assigned to work a schedule of eight
consecutive ten (10) hour shifts followed by six consecutive days off. The regular work hours for
the Trouble Shooter are 5:00 a.m. to 3:00 p.m., and the regular hours for the Trouble Shooter —
Night Shift are 2:00 p.m. to 12:00 a.m.
9.4(b) Notwithstanding the provisions of 9.3, employees classified as Utility Worker or
engaged in equipment maintenance or warehouse duties may be assigned to work a shift which
begins as early as 5:00 a.m. or ends as late as 12:00 midnight.
9.4 (c) Any work shift other than as in 9.3 established as provided in 9.4(a) or 9.4(b) 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.
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. If an employee has compensatory time
off accruals greater than the above -referenced maximum accrual cap at the time of its
implementation under this Agreement, the employee will not be able to accrue any further
compensatory time off until such accruals fall below the maximum accrual cap. Compensatory
time off with pay shall be scheduled in the same manner as vacations are normally scheduled.
9.8 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 (1/2) 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.
9.9 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.
9.10 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.
9.11(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.
9.11(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.
9.11(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.
9.11(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.
9.11(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.
9.11(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 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.
9.11(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.
11.1 Except as otherwise provided in this section for the entry-level positions of
Equipment Service Worker, Utility Worker, Ground Worker, Warehouse Worker and Line Tree
Trimmer, Substation Maintenance Worker, Apprentice Line Technician and Apprentice Electric
Meter Technician, 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.
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:
(1) The non -unit employee must have previously been employed by the City
in a classification in the bargaining unit.
(2) The non -unit employee must be placed in a classification in the unit
which is no higher than the previous classification held.
(3) 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.
(4) The non -unit employee must be placed in a vacant position and may not
displace, demote, or cause the layoff of another unit member.
(5) 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
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 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
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 (1/2)
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 provide a thirty-eight dollar and fifty cent ($38.50) meal allowance in
the form of taxable wages in the employee's paycheck for any meal which it is required to provide
pursuant to Sections 14.4 and 14.5(a) -(c) of this Article.
Any time necessary to consume any such meal provided pursuant to Sections 14.4 and
14.5(a) -(c) of this Article shall be considered as hours worked, except as follows:
• If an employee misses a meal period due, they will be compensated with Y2 hour for the
time to consume the meal and $38.50 toward the cost of the meal.
• If an employee defers a meal period earned to the end of their shift, after they have clocked
out, they will be compensated with 1 Y2 hours which includes the City's contribution to the
cost of the meal and the time to consume the meal.
Whenever any employee performs work in conjunction with providing mutual aid to
another requesting agency and incurs meal expenses that are billable to the requesting agency, the
employee will submit a receipt for an out-of-pocket meal expense reimbursement in lieu of the
$38.50 meal allowance provided above. The reimbursement will be paid by the City, provided that
the costs of the meal are reasonable and not excessive. The City shall consider any time necessary
to consume such meal as hours worked.
14.8 Meals for out-of-town travel for meetings, conferences, or training shall be paid at
the same rate as for unrepresented employees (as outlined in the City of Redding Employee
Benefits Policies for unrepresented employees — Article 12: Expenses, Section 12.3, paragraph
3(c)).
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.
ARTICLE 15: SICK LEAVE
15.1 Sick leave with pay shall be accrued as follows:
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)
0 - 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.
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
(33-113%) 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).
I
Lsmnlr*�UNNV FRIM
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 funeral 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)
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
I
January I It
Fixed
2
The third Monday in January, known as "Martin Luther King, Jr. ,D4X"
Fixed
3
February 12", known as "Lincoln Day"
Floater
4
The 31 Monday in February, known as "President's Day"
Fixed
5
The last Monday in May, known as "Memorial Day"
Fixed
6
June 191, 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
The foregoing holiday schedule shall become effective in the calendar year 2024. For calendar
year 2023 only, Columbus Day shall be observed as a floater holiday. 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 provisions on observing holidays, for those employees classified as
Trouble Shooter and assigned to a work schedule other than as set forth in 9.3, who are scheduled
to work on a fixed holiday will, in addition to holiday pay, be compensated at the overtime rate of
pay for all time worked on such days. Such a Trouble Shooter employee may, however, elect to
observe that holiday at another time, to be scheduled in the same manner as vacation days are
normally scheduled. In that event, the Trouble Shooter employee will only be compensated for
time worked on that day at the overtime rate of pay and shall not receive holiday pay.
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
Columbus Day (calendar year 2023 only), 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 (beginning in calendar year 2024),
Columbus Day (calendar year 2023 only), 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.
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 500 hours.
Effective January 1, 1998, Regular employees shall accrue vacations with pay up to 400 hours.
Effective January 1, 1998, for one-time only, vacation hours in excess of 300 hours will be retained
in a separate time bank which may be used by the employee in the same manner as regular vacation
time. Vacation hours retained in the bank will not be lost as a result of the 400 -hour maximum.
After January 1, 1998, vacation earned in excess of the 400 -hour maximum will not be
accumulated. 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:
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.
18.4 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.
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
1050,
234h
3 weeks
After 4
C
.068
235th
364th
3 V2weeks
After 9
D
.077
365h
494'
4 weeks
After 14
E
.087
495th
6201
4 1/2 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.
18.4 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.
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.
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) Required Line Technician's tools for all pole climbing employees as follows:
1. Pole climbers
2. Line Technician's body belts
3. Safety strap
4. Long gauntlet gloves
5. Material pouch
6. Small tool pouch
7. One (1) eight -inch (8") crescent wrench
8. One (1) ten -inch (10") crescent wrench
9. One (1) twelve -inch (12") crescent wrench
10. One (1) claw hammer
11. One (1) screw driver
12. One (1) pair of channel -lock -type pliers
13. One (1) pair nine -inch (9") side -cutter pliers
14. One (1) six-foot (6) fold -up wooden or plastic measuring device
15. One (1) wire -skinning knife
16. One (1) nine -sixteenths -inch by one -half-inch (9/16" x 1/2") box -end
ratchet wrench
17. One (1) three -quarter -inch by five -eighths -inch (3/4" x 5/8") box -end
ratchet wrench
(d) Coveralls or special protective clothing for those employees whose work is such
that severe damage to clothing is expected.
20.7 Effective January 1, 2019, 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.
Effective upon approval of this Agreement, the City will reimburse all employees required to wear
protective work boots up to a maximum of four hundred dollars ($400.00) for calendar year 2023,
and for every calendar year thereafter. 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.
Effective September 1, 2002, 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 The City will provide training and/or reimburse employees who are regularly
assigned to tree trimming duties for the costs, including time off to attend such training, necessary
to maintain a certificate issued by the International Society of Arboriculture, as a "Certified
Arborist".
20.13 To promote reasonable employee response times for emergency repairs, any
employee hired after May 1, 2000, 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 that an existing employee would need to relocate if assigned to a location within the
City limits.)
20.14 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.
20.15 The City reserves the right at its discretion to offer hiring incentives to new
employees in those job classifications deemed difficult to recruit.
20.16 The City will reimburse employees in the job classifications of Utility Arborist and
Senior Utility Arborist who are required to wear hearing protection up to a maximum of one
hundred fifty dollars ($150.00), every year, for the purchase of custom -fit, reusable hearing
protection with a Noise Reduction Rating (NRR) of 30 or greater.
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 I 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 I Employees have agreed to
an additional 1.75% for a total of 3.025% in cost sharing (resulting in a total employee contribution
of 10.025% 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 I who leave City employment and
subsequently are rehired will be re-employed with Tier I 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
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.
(1) 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.
(2) 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
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 eiohtv percent (80%). EMDlovees electing to enroll in the "Buv 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
Employee Cost if
Employee Cost if
Performed by a
Performed by a Non -
Service
Preferred Provider
Preferred Provider
Limitations
Primary Care Office
Visit
$20 per visit
40% co-insurance
--- None ---
Up to 15 visits per calendar
Other Practitioner
20% coinsurance for
40% coinsurance for
year when combined with
Office Visit _
chiropractic
chiropractic
acupuncture
Preventative Care/
Screening/
Immunizations
No charge
40% co-insurance
---None---
If service provided by a non -
preferred provider, you pay the
coinsurance percentage of up
Hospital Stay —
to $600 per day, plus charges
Facility Fee
20% coinsurance
40% coinsurance
over $600 per day.
Hospital Stay -
Employees
Co -Pay Effective
12/1/19
Generic
$10.00
Ph sician/Sur eon
Physician/Surgeon Fee..
20% coinsurance
40% coinsurance
--- None ---
Mental/Behavioral
Mail (90 da s' supply)
Health Outpatient
$20.00
Brand
$100.00
Services
$20 / visit
40% coinsurance
---None---
-- None ---
Prior authorization is required.
Prior
Mental/Behavioral
Failure to prior authorize may
Health Inpatient
result in nonpayment of
Services
20% coinsurance
40% coinsurance
benefits.
Substance Use
Disorder Outpatient
Services
Not Covered
Not Covered
---None---
Substance Use
Disorder Inpatient
Services
Not Covered
Not Covered
---None---
-- 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.
(3) Prescription Benefit: Employee co -payments as showing in the following table:
Retail (34 days' supply)
Co -Pay Effective
12/1/19
Generic
$10.00
Brand
$50.00
No Generic Available
$20.00
Mail (90 da s' supply)
Generic
$20.00
Brand
$100.00
No Generic Available
$40.00
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.
(4) Dental Benefits: For specifics regarding the City's Dental Plan, refer to the Benefit
Summary Plan Description.
(5) Long Tenn Disability: After three (3) months, sixty percent (60%) of employee's salary
up to a maximum of $8,500 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.
(6) Vision Benefits: For specifics regarding the City's Vision Plan, refer to the Benefit
Summary Plan Document.
(7) Short — Term Disability: The City will administer employee -paid State Disability
Insurance for all IBEW Electric employees.
(8) 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 Electric 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 I —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
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.
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 November 7, 2026, (Note: The
parties agree to begin bargaining for a successor MOU no later than June 8, 2026)i 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.
? Whenever notice iq given for chnnges- 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.
IN WITNESS WHEREOF, the parties have executed this Memorandum of Understanding as of the
day and year first above written.
CITY OF REDDING
s/Robert M. Christofferson
Robert M. Christofferson
City Manager
s/Charles R. Reynolds
Charles R. Reynolds
Director of Labor Relations
s/Franklin D. Ry
Franklin D. Ryan
Operations Manager
Electric Department
s/James G. Bristow
James G. Bristow
Director of Personnel Services
LOCAL UNION 1245, IBEW
s/Jack McNally
Jack McNally
Business Manager
s/Howard Stiefer
Howard Stiefer
President
s/Jack Osburn
Jack Osburn
Business Representative
s/J. Joseph Kropholler
J. Joseph Kropholler
Shop Steward
s/John Trunnell
John Trunnell
Shop Steward
IN WITNESS WHEREOF the parties have executed amendments to this Memorandum of
Understanding, to be effective November 7, 2023.
CITY OF REDDING LOCAL UNION 1245, IBEW
s/Barry Tipp s/Robert Dean
Barry Tippin Robert Dean
City Manager IBEW Business Manager
s/Gage Dungy s/Dylan Gottfried
Gage Dungy Dylan Gottfried
Negotiator Senior Assistant Business Manager
s/Kari Kibler s/Dominic McCurtain
Kari Kibler Dominic McCurtain
Personnel Director Business Representative
s/Kelley Martinez
s/Glenn Newsome
Kelley Martinez
Glenn Newsome
Personnel Manager
Committee Member
s/Dustin Hamilton
Dustin Hamilton
Committee Member
s/ChrisBryan
Chris Bryant
Committee Member
s/Skyler Carlson
Skyler Carlson
Committee Member
s/John Rossic
John Rossie
Committee Member
EXHIBIT A: SCHEDULE OF WAGE RATES
tNTERKATIONAL BROTHERHOOD OF ELECTRICAL WORKERS - ELECTRIC DEPARTMENT
EXHIBIT A-0: SCHEDL&E Of WAGE RATES
Effective Date: February 19, 2023
Step 5
Hourly Pay, Rate - Salary Step
Monft
J/C Classification 1 2
3 4
5
Equivalent
888 Utility Worker $ 16-143 18:33
20.77 ' $28.35
$ 2977
$5,159
4" Rewer- Flafit 644ky Wef4e $ 4 & 4 =9
294q -$ 2846
&2@-m
$9499
85L Groundman
$29.69
$ 31A8
$5,404
827 Line Equipment Operator
S 34101
55,911
449 ReweF;21af4WaFA9hise W8*eF
1i 2&29
S44is
W Warehouse Worker
$33.61
$3529
$6,118
835 Utility Arborist
$ 3712
$8.556
885 Equipment Service Worker
$39.33
$6'816
836 Senior Utility Arborist
$40.159
$7,052
825 Warehouse Leadn-on
$ 42.741
$7,417
43" Ma44eRaR8e GeeWiRR60A A-qP-#QF14
6 43.40
$7,698
4U ReweF RlaRt A�Beiliafy Op eFateF
$44.64
4 4@44
*8,40;
515 Electrical Technician
$43-n W.08
$48.39
$8,397
821 Substation Maintenance Worker
344.88 547.12
$49,48
$8,578
42Z FeweF RlaRt MaiRtenaRee Meehanie
@&0@
$G';08
429 Rewef Plant QpeFakw
6&6G
$9'@;7
817 Lineman
$56.42
$9,779
44.9 InswwfjeF4 & Eleet0eal Teahnieias
; 68,06
$49,902
8 IS Lineman (Training Rate)
$58.39
$10,121
812 Troub4ernan
59.19
$103,259
494 021ant RekefgpeFmAw
@9.96
319,408
8 1 g Uneman (Certification Rate)
$60-37
$111,463
828 Meter-Tedinician(Certificartion, Rate)
3 80 37
$10,483
815 Substation Electricaf Tecbnk:ian
S e6.37
$10,483
806 TrouNernan (Training Rate)
61.28
$107,619
810 Working Foreman - Line
$61-94
$111,737
807 Troubleman (Certification Rate)
$03.33
$107,978
8GI Electrical Inspector
$ 033.38
$111,986
444WefkiA@;;9fewaFt
$ @3.7-4
$44,948
444 WaFking Fe+efPaR Rewef Flafft QpefaWns
6 63-74
;41,948
4gZ WeFkififf Fefeman jRs4wFReFA & Ree#ieal TeehRieian
6 03-74
641.949
8118 Working Foreman - Line (Trainina Rate)
$ 64A 1
$11,113
SN Working Foreman - Line (CeAftation Rate)
$0618,
311,489
829 Working Foreman - MeterTechnician (Cerfifloation Rate)
$ e6,28,
$11,489
811 Workirg F - Substation Electrical Technician
$ 66.28
$11,48€1
EKHIBIT A-1- SC44EDULEOFWAGE RATES
Effeative, Date: November IZ 2023
. FJ -ti- *mw”
step &
Hourly Pay Rate - Salary Step
monthly
JIC Classification 1
2 3
4
5
EqWvakrA
888 LhftyWorkef $ 19-42
$21.22 2413
- $34.02
$35.72
$8,101
850 Grot Work
5 3513
$37.42
$8,485
827 Ume Equipment qm-Aw
S 40.93
$7,094
W Warehouse Worker
$40.34
$42.35
$7.341
835 UtRyArbwit
$45.30
$7s867
885 Eqqxnerrt Service Worker
$ 47.19
$8J80
836 Seqf" UtilityArborist
$ 48.82
$8.483
825 W , Leada%wl,
$ 5135
$Uo 1
821 Substation Maintenance Worker
$53.85
$58.55
$52.37
$10:291
515 Ek<ttal Technician
$54.88
557,80
$80.48
$10,484
817 Lk;effwff Technidw
$70.52
$I2„224
828 Meter Techniciart (Gerlikation Rate)
$72.44
$12,556
815 Substation Etedjw4 Technician
$ 72.44
$12„558
818 Lheffhw Technician (TraKmV Rate)
$72.99
$12,851
819 Line"him Technicim (CertKcation Rate)
$ 75A6
V3.079
812 Troubk== Shooter
$78,10
513-24021
810 w"Rg rtomman Senior Uner Technician
$ 77.43'
$13,4221
ON Troublew.= Shooter (Training Rate)
4 78,83
513„664
801 Becttal to
$7923
$11733
M We*n# reFewhan Meter Technician (Certification Rate)
$7,2.54
$13,786
ell W"RUr-efeffiaFi Senior Substation Electrical
Technician
$72,54
$13,780
808We*Rqr-er;eFnaf4 ! ine Senior Li Technician
kTraining Rate)
$80.14
$13,891
807 Troubleffian, Shooter (Gertfie3bw Rate)
$81,50
$14,126
809WbAingriamman Una Senior Line Technidw
(Cert2fication Rate)
$ 8185
$14,361
803 Tmuble Shooter - NdA Shih fCefffcagon Rate)
$84,35
514.820
TOP Sh[p
Hourty Pay Rate Salary Step
woldw
JIC Classiftabon 1
2 3
4
5
6
7
in Techni&ian S49 D5
SW59
SOD,37
SfI4.14
S87,91
ZZLf& S12.
Apare,lice Electric Meter Technician S4T.D8
35D.71 254.33
S57.95
381-57
365,19
311-1w
. FJ -ti- *mw”
VANI&OFAVIIIV-11
EXHIBITA-2SGHEDULEOFWAGE RATES
Effe-dive Date- November 10, 2024
stwp a
Hourly Pay Rate - Salary Step
U047thfy
XC Classification 1
2 3 4
5
equftat"A
888 Utfty Work 520.39
23.02 267.17 - 535.72
$ 37b1
$6,501
850 Worker
$ 37.42
$3929
56,810
827 Line Equipment Operator
$ 42.97
$7,4413
840 WarehouseWorker
54225
$44.47
$7,708
835 Utlityflirbofist
$ 47.65
$8.280
885 EqLjVnent Service Worker
$ 49.55
$8,589
836 --*r6or Utility Arborist
$5126
$8,886
025 Warehouse Lead
$53.92
$9,346
821 svbsCation Maintenance Worker
$M.56 $50.37
$62.34
V0,806
515 Electrical Technic-
$57.60 360A8
$63.51
$11:1 8
817 Line Technician
S 74.05
V2,835
828 Meter Technician (Cerffication Rate)
3 78.06
313,184
815 Sikstation Electried Technician
$ 36.06
513,184
818 Ur* Technician (Training Rate)
$78,84
113,204
819 L*e Technician (Certification Rate)
$7923
$13.733
812 Trouble Shooter
17-2.97
$M802
810 Serwor Line Technician
581:30
51:4;092
ODO Trouble er fTraining Rate)
182.77
$14„347
801 Elecer.31 Inspector
$83.19
$14,420
en Semor Meter Tectw6d3n (CeftificaUon Rade)
$83.51
$9 ,478
811 Senior Substation Bectr;cal Technician
$ 83.51
$14.4715
808 Senior Line Techniffra-lfrg Rate)
$84.15
$14x586
SOT Trouble Shooter (Certificabon Rate)
$ 8557
$K832
809 Senixx Line Technic; (Cerfi5c-aton Rate)
$88.29
5152079
803 Trouble Shooter -Night Shift {Certification Rate)
$85.57
$15,351
Too atop
Hourly Pay Rate - Salary Step
KCIAW
YC Classification 1
2 3 4
5
G
7 EqUfV**fA
852 Apprentoe Line Technician $51:50
355.48 $%42 $63.33
$67.35
$7131
V517 $13.048
854 ApprentioL- Electric Meter Techni6an $49,44
$53.24 157.05 $60.85
564.65
$68 45
$11,W5
EXHIEWT A-3: SC14EDULE OF WAGE RATES
Effective Date- November % 2025
F,"— *mow" -*"— 6*
Map G
Hourly Pay Rate - Salary Step
U"Ihiv
XC Ctassification 1
2 3 4
5
Equivatent
898 Lhfty Worker $ 21A1
$2425 27.48 - $3711
$39.38
$13,828
850 Cvound Worker
$39.29
$4125
$T150
827 Lkie Equipment Operator
$45.12
$7,821
840 W Worker
$44.47
$48.89
58k 94
SM UtAtyArbodst
S 511.04
$8,673
885 EqAxnent Service Worker
$ 52.03
39.018
836 Serux Lklity Arbonst
453.83
$9.330
825 Wamhouse Lead
$58.62
$9,B13
821 Subst3tiori Maintenance Worker
$N.37 $82.34
$85.46
511:345
515 Electical Technician
$W.48 583,51
$68.88
$11;558
817 Ur* Technician
S 7715
$13,476
828 Meter Tec hnicim (Certification Rate)
472.86
$13,843
815 Substation Electria Technician
$72.88
$11843
818 Um Technician (Training Rate)
S 80A7
$13,048
819 Lirie Technician (Certification Rate)
$83,19
$14,420
812 Tmuble Shooter
S 83.97
114,555
810 Senw Line Technician
$ 8537
114,797
806 Trmitile Shooter (Training Rate)
$88,91
5158085
801 Electrical Inspector
$87.35
$15,141
829 Semor Meter Teduman (Certification Rate)
$87.89
$15,2DO
811 Serikir Substation 1EIectrical Technician
1 87.89
$15,2170
808 Serum Line Technician (Tra;*V Rate)
$88,36
515<315
807 Trouble Shooter lCertificabon Rate)
$89-85
$15,574
809 Senior Line Tee inidan (CertiFration Rate)
$91,34
315,833
803 Trouble Shocw - Night Shift (Cerdication Rate)
$92.99
$16-119
T" simp
Hourly Pay Rate - Salary Step
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JVC Classification 1
2 3 4
5
9
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852 Apprentice Line Techn$54.07
$58.23 $W,39 SOU5
$7031
$74,87
$79.0 $13,M
854 Apprentice Electric:. Technician $51-91
$55.20 $59.90 103,89
$137.88
171.88
$12,459
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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.
When a Line Technician is assigned to work with another Line Technician (not an Apprentice Line
Technician) or an Electrical Inspector/Trouble Shooter assigned to undertake Line Technician
duties without a Senior Line Technician present for the work shift, the senior Line Technician with
the most seniority pursuant to the prebid list under Article 11 of the MOU shall be paid at the
Senior Line Technician rate of pay and assume the duties of Senior Line Technician.
When an Apprentice Line Technician ("Cold") or Ground Worker is assigned to a crew, the
Apprentice Line Technician ("Cold") or Ground Worker is not permitted to substitute for or
replace either the Line Technician, Electrical Inspector/Trouble Shooter assigned to undertake Line
Technician duties, or the Senior Line Technician in their respective roles as part of a crew under
any circumstances. However, an Apprentice Line Technician ("Hot") is eligible to be assigned to a
crew and may replace one of the above -referenced job positions on a crew in accordance with the
approved training requirements and standards of the Apprenticeship Program under Exhibit "F of
this Agreement.
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. The employee must possess the appropriate State of California driver's
license.
Ground Worker
An employee engaged in performing unskilled and semi -skilled duties, usually in connection with
the construction, maintenance and operation of electrical power transmission and distribution
systems. The employee's principal duties are normally performed as an assistant to a Line
Technician. The employee may be required to drive a truck, or to use portable power tools. The
employee must possess the appropriate State of California driver's license, and shall be capable of
performing the duties efficiently and safely.
Utility Arborist
An employee who is engaged in performing all types of pruning and tree trimming, including tree
trimming in close proximity to high voltage power lines, utilizing tree climbers, rope rigging,
mechanical lift equipment, and all types of mechanical and power pruning and cutting tools. The
employee will be required to drive a truck and operate equipment such as fork lift, tractor/loader,
brush chipper, tractor/mower and portable power tools and to direct the work of not more than two
(2) other lower paid employees engaged in unskilled work. The employee's background of training
and experience shall be such as to qualify the employee to perform the duties with skill, efficiency
and safety. The employee must possess and maintain a certificate issued by the International
Society of Arboriculture as a "Certified Arborist" and the appropriate State of California driver's
license.
Line Equipment Operator
An employee engaged in driving, operating and routine maintenance of trucks and other equipment
such as backhoe, front-end loader, and dump truck as required in connection with the construction,
maintenance and operation of electrical power transmission and distribution systems, and must
possess the appropriate State of California drivers license. The employee may be required to
perform job related clerical work; is responsible for keeping tools and materials in Rood order on
the truck; assists with ground work. The employee shall be capable of performing the duties with
skill, efficiency and safety.
Warehouse Worker
An employee who is engaged, subordinate to the employee in charge, in performing duties relative
to the purchasing, ordering, receiving, dispersing and salvaging of materials, including the
operation of material handling equipment. 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. The employee must
possess the appropriate State of California driver's license.
Senior Utility Arborist
An employee who is a lead employee and in charge of not more than three (3) other employees
engaged in performing all types of pruning and tree trimming, including tree trimming in close
proximity to high voltage power lines, utilizing tree climbers, rope rigging, mechanical lift
equipment, and all types of mechanical and power pruning and cutting tools. The employee must
possess and maintain a certificate issued by the International Society of Arboriculture as a
"Certified Arborist." The employee will be required to drive a vehicle, may be required to operate
equipment, and must possess the appropriate State of California driver's license. The employee
shall have the personal qualifications of leadership and supervisory ability and be familiar with the
City's construction and safety standards, accounting procedures, and all other applicable rules and
regulations. The employee shall be capable of performing the duties with skill, efficiency, and
safety. The employee may be required to perform physical inspections of tree trimming
contractors' work and prepare regular reports on such activities. When in charge of more than
three other employees, the employee's wage rate shall be increased by ten percent (10%).
Equipment Service Worker
A journey level employee who is engaged in performing a wide variety of duties related to the
maintenance and repair or modification of tools, equipment, vehicles, buildings, facilities and
transmission/distribution facilities. The employee may be required to drive a truck or operate
equipment and tools in connection with the duties, and must possess the appropriate State of
California driver's license. The employee may also be required to perform carpentry, plumbing,
painting, cement work, masonry, gas and electric welding, and related clerical work. The
employee should be at journey level in one of the foregoing crafts and should be reasonably
competent and proficient in performing routine tasks of some of the other crafts. The employee
may be required to direct the work of another lower paid employee. The employee's background
of training and experience shall be such as to qualify the employee to perform the duties safely
with skill and efficiency.
Warehouse Lead
An employee who is a lead employee and is in charge of stores wherein a number of employees
are engaged in performing duties relative to the purchasing, ordering, receiving, dispersing, and
salvaging of material and supplies. The employee may be required to drive a vehicle and operate
material handling equipment, and must possess the appropriate State of California driver's license.
The employee shall have the personal qualifications of leadership and supervisory ability and be
familiar with the City's stores procedures, accounting procedures, safety standards and other
applicable rules and regulations. The employee shall be capable of performing the duties with
skill, efficiency, and safety.
Substation Maintenance Worker
An employee who is engaged in performing inspections and assist with maintenance in electric
transmission and distribution, substations, and associated facilities, hazard material control and
disposal of spent distribution transformers, and read instruments and devices; calculate and record
data using computers; use power tools; work as a crew member or alone; communicate clearly and
work cooperatively with City employees; follow verbal and written instructions; observe all safety
rules; perform physical work; and work overtime hours during outages as required. The employee's
background of training and experience shall be such as to qualify the employee to perform the
duties with skill, efficiency and safety. The employee must possess the appropriate State of
California driver's license. Forklift operators certification and crane operator certification required
within one year of employment (City to provide training).
Substation Electrical Technician
A journey level employee who is engaged in performing all classes of electrical work. The
employee duties may include installing, testing and maintaining all types of meters, protective relay
and supervisory equipment, station apparatus, instruments, control devices, fire alarm systems,
remote control and tele -metering equipment, traffic signals and recording instruments. Any
substation metering duties are only to be performed by this employee, and not by a Metering
Technician. The employee's background of apprenticeship and experience shall be such as to
qualify the employee to perform these duties with skill and efficiency. The employee must possess
the appropriate State of California driver' license, and be capable of performing the duties safely.
When in charge of two or more other employees, the employee shall be upgraded to — Senior
Substation Electrical Technician.
Electrical Inspector
An employee who is a journey level Line Technician whose primary duties consist of overhead and
underground visual, detailed and intrusive inspections of the electric distribution system to identify
hazards that impact safety and system reliability. Various diagnostic tests are performed during
detail inspections such as infrared imaging, pole drill testing, conductor height measurements,
checking for oil leaks, etc., and perform repair and maintenance work on poles and substructure as
required. At times, the employee will be required to perform all the duties of the Line Technician
Classification.
Line Technician
A journey level employee who is engaged in performing all classes of electrical power
transmission and distribution system construction, maintenance and operation work. The
employee may be required to drive a truck and operate any associated equipment, and must possess
the appropriate State of California driver's license. The employee's background of apprenticeship
and experience shall be such as to qualify the employee to perform these duties with skill and
efficiency. The employee shall be capable of performing the duties safely.
Trouble Shooter
An employee who has the craft qualifications of a Line Technician and performs any work in
connection with providing and maintaining service to the public, such as installing electric services
and all types of meters, replacing line and equipment fuses, patrolling, switching, restoring service
on "no light," "no power" and "no water" calls, minor servicing and repairing of customers'
equipment, operating substations, inspection for proper function and performing minor repairs,
maintenance and adjustments to City facilities, such as street maintenance, operation and
complaints; may be required to collect deposits and bills. In trouble and emergency work
involving immediate hazard to life or property, may be required to work alone to cut circuits of
over 600 volts in the clear. The employee must possess the appropriate State of California driver's
license, and shall be capable of performing the duties with skill, efficiency, tact, diplomacy, and
safety.
Trouble Shooter — Night Shift
Same job definition as above for "Trouble Shooter" with employee assigned to undertake such
duties on a night shift from 2:00p.m. to 12:00a.m.
Senior Substation Electrical Technician
An employee who is a lead employee and in charge of a crew of not more than four (4) other
employees engaged in performing all work in electric substations. The employee shall have the
personal qualifications of leadership and supervisory ability, the craft qualifications of a Substation
Electrical Technician, and be familiar with the City's construction and safety standards, accounting
procedures and all other applicable rules and regulations. The employee shall be capable of
performing the duties with skill, efficiency, and safety, and must possess the appropriate State of
California driver's license. When in charge of more than four (4) other employees the employee's
wage rate shall be increased by ten percent (10%).
Senior Line Technician
An employee who is a lead employee and in charge of a crew of not more than four (4) other
employees engaged in performing all classes of electrical power transmission and distribution
system construction, maintenance and operation work. The employee shall have the personal
qualifications of leadership and supervisory ability, the craft qualifications of a Line Technician,
and be familiar with the City's construction and safety standards, accounting procedures, General
Order 95 and all other applicable rules and regulations. The employee shall be capable of
performing the duties with skill, efficiency, and safety, and must possess the appropriate State of
California driver's license. When in charge of more than four (4) other employees the employee's
wage rate shall be increased by ten percent (10%).
Meter Technician (Certification Rate)
A journey level employee who is engaged in performing all classes of electrical work. The
employee's duties may include testing, maintenance, repair and installation of the utility's electric
revenue and power quality metering equipment, installation of current and voltage transformers
with associated equipment and verification of complete installation to assure accurate metering.
The employee will have knowledge of operating, maintenance, and testing procedures, electrical
test equipment and standards of measurement, computer applications for utility testing and
maintenance, EUSERC standards, environmental and safety practices, local codes and regulations,
procedures and standards, applicable electrical codes and must take precautions when working
around energized equipment. The employee's background of training and experience shall be such
as to qualify the employee to perform these duties with skill and efficiency. The employee must
possess the appropriate State of California driver's license, and be capable of performing the duties
safely.
Senior Meter Technician (Certification Rate)
An employee who is a lead employee and in charge of a crew of not more than 4 other employees
engaged in performing all classes of electrical work. The employee shall have the personal
qualifications of leadership and supervisory ability, the craft qualifications of a Meter Technician,
and be familiar with the City's construction and safety standards, accounting procedures and other
applicable rules and regulations. The employee shall be capable of performing the duties with
skill, efficiency, and safety, and must possess the appropriate State of California driver's license.
When in charge of more than 4 other employees the employee's wage rate shall be increases by ten
percent (10%).
Electrical Technician
An employee who is a journeyman industrial electrician or is engaged in ordering, installing,
commissioning, and calibrating electrical and instrumentation equipment as well as diagnosing and
repairing existing equipment at water treatment and supply facilities, wastewater collection and
treatment facilities, and other City -owned facilities, in accordance with duties as defined in the
Electrical Technician classification specification code 515. Typical equipment worked on may
include chemical dosing/analytical equipment, variable frequency drives, programmable logic
controllers, SCADA systems, traffic signal devices, and instrumentation and controls at the City's
water and wastewater treatment plants and associated facilities. The employee may also oversee
construction electrical work that is being performed by contracted electrical contractors. The
employee must be capable of performing the duties safely with skill and efficiency.
EXHIBIT C: LINES OF PROGRESSION
CLASSIFICATION
NEXT LOWER
SAME OR HIGHER
CLASSIFICATION
CLASSIFICATIONS
Utility Worker
Ground Worker
Utility Arborist
Equipment Service Worker
Line Equipment Operator
Senior Utility Arborist
Ground Worker
Utility Worker
Equipment Service Worker
Line Equipment Operator
Line Technician
Trouble Shooter
Senior Line Technician
Warehouse Worker
Warehouse Lead
Utility Arborist
Senior Utility Arborist
Equipment Service Worker
Line Equipment Operator
Ground Worker
Line Technician
Trouble Shooter
Senior Line Technician
Senior Utility Arborist
Utility Arborist
Warehouse Lead
Warehouse Worker
Substation Maintenance Worker
Substation Electrical Technician
Senior Substation Electrical
Technician
Line Technician
Electrical Inspector
Trouble Shooter/Trouble Shooter —
Night Shift
Senior Line Technician
Electrical Inspector
Line Technician
Trouble Shooter/Trouble Shooter —
Night Shift
Senior Line Technician
Electrical Technician
Meter Technician
Senior Meter Technician
Trouble Shooter/Trouble Shooter —
Line Technician
Senior Line Technician
Night Shift
Electrical Inspector
NEXT LOWER SAME OR HIGHER
CLASSIFICATION
CLASSIFICATION CLASSIFICATIONS
Senior Substation Electrical
Substation Electrical Technician
rechnician
Senior Line Technician
Electrical Inspector
Trouble Shooter/Trouble Shooter
— Night Shift
Line Technician
Senior Meter Technician
Meter Technician
GRIEVANCE
IBEW—Electric Unit
Grievant Division
Job Title Shop Steward
Date of Occurrence
Specific Article(s) violated:
Date of Awareness
ISSUE
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
Pursuant to the Memorandum of Understanding between the City of Redding and IBEW Local
1245, Electric, certain classifications and positions in City service are subject to routine or periodic
emergency call-backs as an inherent and integral part of their assigned job responsibilities to
provide continuous public services. In addition, an employee or group of employees may be placed
on standby duty pursuant to the terms and conditions of this policy. Employees placed on standby
duty shall be qualified to safely perform such duties with skill and efficiency.
A. Employees in the Line Technician, Senior Line Technician, Electrical Inspector, Utility
Arborist, Senior Utility Arborist, and Substation Electrical Technician Classifications will
be selected for standby duty in the following manner:
Standby duty periods will be one week in duration, beginning at 7:00 am each
Tuesday and ending at 6:59 am the following Tuesday. Each full day of a standby
duty period is defined as 7:00 am to 6:59 am the following day.
2. The Electric Department will establish a method for employees in these
classifications to volunteer for the following standby crews:
■ Line Technician, Senior Line Technician, Electrical Inspector (who will
undertake line duties) — up to four (4) employees on standby
■ Utility Arborist and Senior Utility Arborist — up to two (2) employees on
standby
■ Substation Electrical Technician — up to one (1) employee on standby
Volunteer standby periods shall be distributed as equally as practicable among those
employees who are qualified and available.
3. In the event of a callout, the Electric Department will first utilize the regular callout
list within the applicable job classifications to identify employees who are able to
respond irrespective of who is on standby. If a full crew is not available after one
time through the list, the Electric Department will make a second call to standby
employees within the applicable job classifications in the order they appear on the
regular callout list until a full crew of qualified employees within the applicable job
classifications is identified.
In recognition of the mutual obligation to render continuous service, as stated in Article 1.3,
the Electric Department Director or their designee may choose to assign standby duty if the
procedures of voluntary standby and voluntary callout lists are insufficient to provide
adequate coverage for emergency callouts. If this option is exercised, the following
procedures will apply:
The Electric Department will first seek volunteers to fill the applicable crew for the
standby duty period.
• If there are not enough volunteers to fill the applicable crew for the standby duty
period, the Electric Department shall assign the remaining balance of qualified
employees to fill the applicable standby duty crew. Any assigned standby duty shall
be distributed as equally as practicable.
The City and the Union can meet during this period of assigned standby duty to resolve any
barriers to rendering continuous service. Following such discussions, the City may then
agree to revert back to the voluntary standby duty procedures under this section of the
policy.
B. Employees in the Trouble Shooter classification will be assigned standby duty in the
following manner:
1. Standby duty periods will be one week in duration, beginning at Midnight (12:00
am) each Thursday and ending at 4:59 am the following Wednesday. Each full day
of a standby duty period is defined as Midnight (12:00 am) to 4:59 am each day.
2. Standby periods shall be distributed as equally as practicable among those
employees who are qualified and available.
C. Employees in the Electrical Technician classification will be selected for standby duty in
the following manner:
Standby duty periods typically will be one week in duration, beginning at 6:00
am/7:00 am each Wednesday and ending at 5:59 am/ 6:59 am the following
Wednesday as applicable to a regular scheduled workday. Each full day of a standby
duty period is defined as 6:00 am/7:00 am to 5:59 am/6:59 am the following day as
applicable to a regular scheduled workday.
2. The Public Works Department will establish a method for employees to volunteer
for standby duty periods. Initially, seniority will establish the rolling list, with later
additions or changes made to the bottom of the list. Once the list of volunteers has
been established, standby duty will be rotated equally among those qualified and
available employees.
3. If there are insufficient volunteers for a standby duty period, employees will be
called utilizing the regular callout list and procedures, and, in such circumstances,
employees will not receive standby duty compensation.
D. Employees in all other classifications in the bargaining unit will be selected for standby
duty in the following manner:
The Electric Department Director, or designee, will be responsible for determining
the circumstances requiring an employee or group of employees to be placed on
standby duty. 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 am to 6:59 am
the following day.
The Electric Department will establish a method for employees in these
classifications to volunteer for standby duty periods that are designated by the
Electric Department Director or designee. Standby periods shall be distributed as
equally as practicable among those employees who are qualified and available.
2. If there are insufficient volunteers for a standby duty period, employees will be
called utilizing the regular callout list and procedures and, in such circumstances,
employees will not receive standby duty compensation.
E. 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 callout. Cell phone equipment will be supplied by the City if required.
Alternatively, employees may be compensated at the City's cell phone stipend rate on a
monthly basis.
F. Standby personnel shall be required to be fit for duty and, when called upon, shall report to
their normal headquarters as soon as possible within sixty (60) minutes.
G. 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.
H. Compensation for standby duty periods shall be paid on a daily basis as follows:
1. One (1) hour of overtime pay for each weekday assigned to standby duty (Monday -
Friday), including floating holidays.
2. Two (2) hours of overtime pay for each Saturday assigned to standby duty,
3. Three (3) hours of overtime pay for each Sunday and fixed holiday assigned to
standby duty [in lieu of the standard standby pay for that day].
4. Applicable standby duty pay will be provided when an employee is assigned to
standby duty for the majority of the hours of that day.
Overtime pay will be provided in accordance with Section 9.7 of the MOU.
I. In addition to compensation for standby duty, the overtime provisions of Section 9.8 of the
MOU shall apply if the employee assigned to standby duty is required to respond.
J. Employees will not be assigned standby duty on days they are scheduled to be out of the
office using approved leave or are otherwise ineligible to respond to callouts.
K. Employees may trade standby duty periods or portions of standby periods with advance
notification to their supervisor.
EXHIBIT F: APPRENTICESHIP PROGRAM
General Provisions - Apprenticeships
The City desires to develop a Registered Apprentice Program and will enter into a separate
agreement with an external training provider to provide Related and Supplemental Instruction for
apprentice programs.
An Apprenticeship Committee will be established and shall be composed of two (2) voting
members appointed by the International Brotherhood of Electrical Workers, Local #1245 (Union),
and two (2) City Staff members assigned by the Electric Utility Director or designee. This
committee will prepare, review and revise apprenticeship standards as necessary. Apprenticeship
standards developed by the Apprenticeship Committee are subject to the approval of the Union
Business Manager or designee and the City Manager or designee.
An apprentice will be paid when working or training on the job in the field.
An Apprentice will be entitled to straight -time pay for up to 40 hours per week and for reasonable
expenses in accordance with City policies and procedures, subject to approval while training at an
external training facility. An Apprentice will not be entitled to pay or expenses for weekend
training at external training facilities unless this training is pre -approved by the Electric Utility
Director or designee.
Apprenticeship classroom training at City facilities will be on paid time if during normal work
hours or unpaid if -outside regular work hours, unless pre -approved by the Electric Utility Director
or designee. Study will normally be outside of regular work hours and without pay, but the Electric
Utility Director or his/her designee may permit limited apprenticeship study during paid work
hours, workload permitting, typically during inclement weather.
Employees in a City of Redding apprentice program remain on a probationary status that is in
effect throughout their entire Apprenticeship Program. If the Apprentice fails to adhere to the
standards outlined in the Apprentice Program, the employee will be rejected on probation and
removed from the program. The City retains its sole discretion to determine whether an Apprentice
completes probation.
Employees rejected on probation within the first year of an Apprenticeship Program shall be
reinstated to the classification from which the employee was promoted if the employee held regular
status in the position except for those employees promoted from the Ground Worker position and
the Utility Field Services Technician position. Employees who were promoted from these
positions or employees who were rejected on probation from the Apprenticeship program after the
first year will be released from City service without cause at the sole discretion of the City and do
not have reinstatement rights to a previously held position within the City. The Union and City
acknowledge and agree that the length of the probationary period under this Apprenticeship
Program reflects the unique nature and required training and evaluation time for the classifications
contemplated herein. The probationary period is an intrinsic part and. extension of the employee
selection process during which the employee shall be considered in training and under careful
observation and evaluation by supervisory personnel. Generally, this period will be utilized to train
and evaluate the employee's effective adjustment to work tasks, conduct, observance of rules,
attendance and job responsibilities, and to provide for the release of any probationary employee
whose performance does not meet required standards of job progress or adaptation.
Apprentice Line Technician
The Apprentice Line Technician program is intended to be a program of seven steps. An
Apprentice Line Technician will be eligible for consideration for a merit increase upon completion
of 13 pay periods in a step, provided the available workload provided appropriate experience and
provided further that the Apprentice Line Technician is making normal progress in training and
testing. The Apprentice Line Technician will advance from step to step when the Electric Utility
Director or his/her designee determines following a recommendation of the Apprenticeship
Committee that the Apprentice Line Technician has achieved the qualifications necessary for such
advancement and approvals are received pursuant to City policies and procedures.
Outline of Step Progression
All Apprentice Line Technician are required to have a minimum of one-year of experience working
on an Electric Line Crew before starting the program. The City of Redding will recognize time
worked with the Electric Department in the Ground Worker classification toward the one-year
experience requirement. Qualifying experience working in other classifications may be considered
on a case by case basis.
All training requirements (on-the-job and classroom) established by this program must be fulfilled
in order to remain in the program, to advance to each of the next steps within the program, and to
advance from Apprentice Line Technician to Line Technician upon successful completion of the
program.
Pay scale is the percentage of top step Line Technician (Certification Rate).
Step Hourly %
Step I ............ 65%
Step 2 ............
70%
Step 3 ............
75%
Step 4 ............
80%
Step 5 ............
85%
Step 6 ............
90%
Step 7 ............
95%
Upon Successful completion of the Journeyman Line Technician test, the Apprentice Line
Technician Step 7 promotes to the top step Line Technician (Certification Rate) pay scale.
Apprentice Electric Meter Technician
The Apprentice Electric Meter Technician program is intended to be a program of six steps. An
Apprentice Electric Meter Technician will be eligible for consideration for a merit increase upon
completion of 13 pay periods in a step, provided the available workload provided appropriate
experience and provided further that the Apprentice Electric Meter Technician is making normal
progress in training and testing. The Apprentice Electric Meter Technician will advance from step
to step when the Electric Utility Director or his/her designee determines following a
recommendation of the Apprenticeship Committee that the Apprentice Electric Meter Technician
has achieved the qualifications necessary for such advancement and approvals are received
pursuant to City policies and procedures.
Outline of Step Progression
All Apprentice Electric Meter Technicians are required to have a minimum of one year of
experience working in an electric utility meter shop environment before starting the program. The
City of Redding will recognize time worked with the Electric Department in the Utility Field
Services Technician classification toward the one-year experience requirement. Qualifying
experience working in other classifications may be considered on a case by case basis.
All training requirements (on-the-job and classroom) established by this program must be fulfilled
in order to remain in the program, to advance to each of the next steps within the program, and to
advance from Apprentice Electric Meter Technician to Certified Meter Technician upon successful
completion of the program.
The pay scale is the percentage of the top step of the Certified Electric Meter Technician.
Step Hourly %
Step I ............ 65%
Step 2 ............
70%
Step 3 ............
75%
Step 4 ............
80%
Step 5 ............
85%
Step 6 ............
90%
Upon Successful completion of the Certified Electric Meter Technician test, the Apprentice
Electric Meter Technician Step 6 promotes to the top step Certified Electric Meter Technician pay
scale.