HomeMy WebLinkAboutReso 2002-144 - IBEW Local 1245RESOLUTION NO. 2002-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING
AMENDING THE MEMORANDUM OF UNDERSTANDING ENTERED
INTO BETWEEN THE CITY OF REDDING AND THE INTERNATIONAL
BROTHERHOOD OF ELECTRICAL WORKERS, LOCAL UNION 1245,
MAINTENANCE EMPLOYEES, EFFECTIVE SEPTEMBER 15, 2002.
WHEREAS, Local Union 1245, International Brotherhood of Electrical Workers,
Maintenance Employees, has been formally recognized as the majority representative of an
appropriate.unit of employees, as set forth in Section 2.1 of Article 2 of the attached memorandum
of Understanding; and
WHEREAS, the designated representatives of the City of Redding have conferred with and
entered into a Memorandum of Understanding with the designated, representatives of Local
Union 1245, International Brotherhood of Electrical Workers, Maintenance Employees, as required
by the provisions of the Meyers-Milias-Brown Act of 1968; and
WHEREAS, a true copy of the Memorandum of Understanding is attached hereto and
incorporated herein by reference;
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Redding that the aforesaid Memorandum of Understanding is hereby approved, and shall be deemed
effective September 15, 2002
I HEREBY CERTIFY that the foregoing Resolution was introduced, read, and adopted at
a regular meeting of the City Council of the City of Redding on thel st day of October, 2002, by the
following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
COUNCIL MEMBERS: McGeorge, Pohlmeyer,
COUNCIL MEMBERS: None
COUNCIL MEMBERS: None
COUNCIL MEMBERS: Cibula
Stegall and Kight
PAT KIGHT, Mayor
ATTEST: ~,
CONNIE .S.TR~6I:iMAyE .R,..~ity Clerk
FORM APPROVED:
BRAD L. FULLER, City A~or~"fi~f
D:\work\COUNCIL\ 10-1-02.reso. lBEW-ma.wpd
MEMORANDUM OF UNDERSTANDING
between
THE DESIGNATED REPRESENTATIVES OF THE CITY OF REDDING
and
THE DESIGNATED REPRESENTATIVES OF LOCAL UNION 1245
of
INTERNATIONAL BROTHERHOOD
OF ELECTRICAL WORKERS
AFL-CIO
MAINTENANCE EMPLOYEES
EFFECTIVE:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
July 1, 1970 (Insofar as legally possible)
June 16, 1971, to be effective July 1, 1971
June 15, 1972, to be
June 11, 1973, to be
June 26, 1974, to be
May 29, 1975, to be
effective July 1, 1972
effective June 13, 1973
effective July 1, 1974
effective June 29, 1975
June 21, 1978, to be effective June 25, 1978
July 30, 1981, to be effective August 2, 1981
July 16, 1984, to be effective July 15, 1984
October 7, 1987, to be effective October 4, 1987
November 15, 1990, to be effective October 28, 1990
May 14, 1993, to be effective May 23, 1993
September 28, 1994, to be effective September 20, 1994
September 11, 1996, to be effective September 22, 1996
February 1, 2000, to be effective December 12, 1999
October 1, 2002, to be effective September 15, 2002
TABLE OF CONTENTS
ARTICLE 1: PREAMBLE ...................................................... 1
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 .............................................. 7
ARTICLE 8: WAGES AND CLASSIFICATIONS ................................... 8
ARTICLE 9: HOURS AND OVERTIME ......................................... 11
ARTICLE 10: SENIORITY .................................................... 15
ARTICLE 11: PROMOTION AND TRANSFER ................................... 15
ARTICLE 12: DEMOTION, DISPLACEMENT, AND LAYOFF ...................... 18
ARTICLE 13: LEAVE OF ABSENCE ........................................... 19
ARTICLE 14: EXPENSES ..................................................... 20
ARTICLE 15: SICK LEAVE ................................................... 22
ARTICLE 16: EMERGENCY FUNERAL LEAVE ................................. 23
ARTICLE 17: HOLIDAYS .................................................... 23
ARTICLE 18: VACATIONS ................................................... 24
ARTICLE 19: INCLEMENT WEATHER PRACTICE ............................... 26
ARTICLE 20: MISCELLANEOUS .............................................. 26
ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS ................................ 29
ARTICLE 22: ENTIRE AGREEMENT ........................................... 30
ARTICLE 23: TERM ......................................................... 30
EXHIBIT A:
EXHIBIT B:
EXHIBIT C:
EXHIBIT D:
EXHIBIT E:
SCHEDULE OF WAGE RATES
JOB DEFINITIONS
LINES OF PROGRESSION
STANDBY DUTY
STANDBY DUTY FOR CERTIFIED WATER DISTRIBUTION PERSONNEL
EXHIBIT E F: VEHICLE/EQUIPMENT OPERATION DIRECTORY
NOTE:
Additions, Amendments, changes to this Memorandum of Understanding, effective
' ~ ' """ September 15, 2002, or thereafter, are underlined, deleted language
is lined out.
MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this 28th day of
July 1970, by and between the designated representatives of the CITY OF REDDING (a public
agency as defined in Section 3501(c) of Chapter 10 of Division 4 of Title 1 of the Government Code
of the State of California), hereinafter referred to as the City, and the designated representatives of
LOCAL UNION 1245 of INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS,
affiliated with the American Federation of Labor - Congress of Industrial Organizations (a
recognized employee organization as defined in Section 3501(b) of Chapter 10 of Division 4 of
Title 1 of the Government Code of the State of California), hereinafter referred to as Union,
WITNESSETH that:
WHEREAS, the parties hereto desire to facilitate the peaceful adjustment of differences that
may fi.om time to time arise between them, to promote harmony and efficiency to the end that the
City, Union and the general public may benefit therefrom, and to establish fair and equitable wages,
hours and working conditions for certain hereinafter designated employees of the City,
NOW, THEREFORE, the parties hereto do agree as follows:
ARTICLE 1: PREAMBLE
1.1 The parties acknowledge the provisions of Chapter 10 (Section 3500, et sell.) of Division 4
of Title 1 of the Govermnent 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, creed, sex, color or national
origin.
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.
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 fi.om
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 fi.om engaging
in such activities and City shall not cause any lockout. Those employees who do individually or
collectively partially or totally abstain fi.om 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 fi.om 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.
ARTICLE 2: RECOGNITION
2.1 The City recognizes the Union as the "Exclusive Representative" of all employees 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
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attendance shall consist of Union's Business Representative and Shop Stewards and the City's
Dk¢cZc, r,,,-~' ',_~o,,,-'~-- R¢lauons Labor Representative and such other management personnel as
......~" -'- " ' -'--- Ci_ty Manager. The meetings shall be summarized
determined by the Dk¢¢Zor ~,,
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 SECURITY
3.1 (a) Every employee covered by this Memorandum of Understanding shall, as a condition
of employment: (1) become a member of the Union and maintain the employee's membership in
the Union in good standing in accordance with its Constitution and Bylaws; or (2) in the alternative,
an employee must tender a registration fee to the Union equal to the initiation fee required of Union
members, and shall tender, monthly, an agency fee in an amount equal to the amount of the monthly
dues and per capita fees required of BA members in the employee's base wage rate; except that:
3.1 (b) Any employee of City in a classification represented by Union and who, on June 29,
1975, was an employee and was not a member of the Union, and who remains an employee
continuously after June 29, 1975, is exempt from the provisions of Section 3.1(a) unless the
employee becomes a member of Union.
3.1 (c) Any employee appointed to any classification out of the bargaining unit covered by
this Memorandum of Understanding may withdraw from membership in Union and the employee's
obligation to pay an agency fee shall be suspended for the duration of such period as the individual
is working for City in a job classification not covered by this Memorandum of Understanding.
3.2 Any employee who is or who becomes a member of Union. shall, as a condition of
employment, maintain the employee's membership in Union in good standing in accordance with
its Constitution and Bylaws.
3.3 The City shall deduct from their wages the regular membership dues of employees who are
members of the Union or agency fees of other employees provided for in 3.1 (a) not exempted by the
provisions of 3.1 (b) or 3.1 (c), and who individually and voluntarily authorize such deductions in
writing in accordance with the provisions of Section 1157.3 of the Government Code of the State
of California.
3.4 Deductions shall be made from the second payroll period of each month and a check for
the total deductions shall be submitted to the Financial Secretary of Local Union 1245, IBEW,
P.O. Box 4790, Walnut Creek, California 94596, within five (5) working days of the date the dues
or agency fees are withheld from the employee's check. The City shall notify Union each month at
the time of the dues or agency fees transmittal to Union of any changes since the previous dues or
agency fees transmittal and the reasons therefor.
3.5 The form of check-off authorization shall be approved by both the City and the Union.
3.6 Upon written request from the Union, the City shall, within twenty-one (21) calendar days,
terminate the employment of any employee who fails to comply with the requirements of this Article.
3.7 The City shall provide all new employees with Union membership application forms,
payroll deduction authorization forms, and a copy of this Memorandum of Understanding on or
before the first day of employment. Such materials will be furnished to the City by the Union.
ARTICLE 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. 4217 are not a grievance. Probationary employees as defined in Article 7.2 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.
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)
days. This step shall be started within thirty (30) days of the date of the action complained of, or the
date the grievant became aware of the incident which is the basis for the grievance. This step may
be taken during the working hours of the Shop Steward.
4.3 Step Two: If a grievance is not resolved in the initial step, the second step shall be the
presentation of the grievance, in writing, by the Shop Steward or the Union's Business
Representative to the Division Head who shall answer in writing within ten (10) days. This step
shall be taken within ten (10) days of the date of the immediate supervisor's answer in Step One.
4.4 Step Three: If a grievance is not resolved in the second step, the third step shall be the
presentation of the grievance, in writing, by the Shop Steward or the Union's Business
Representative to the Department Head who shall answer in writing within ten (10) days. This step
shall be taken within ten (10) days of the date of the Division Head's answer in Step Two.
4.5 Step Four: If a grievance is not resolved in the third step, the fourth step shall be the
presentation of the grievance, in writing, by either the Shop Steward, or the Union's Business
Representative, to 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
to the grievance in writing. This step shall be taken within ten (10) days of the date of the
Department Head's answer in Step Three
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4.6 Step Five: If a grievance is not resolved in the fourth step, the fifth 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) days. The fifth step shall be
taken within ten (10) days of the date of the answer in Step Four.
4.7 Step six: If a grievance is not resolved in the fifth step, the sixth step shall be referral by
the Union to mediation within twenty (20) calendar days of the answer in step five. Whenever a
grievance is referred to mediation, either the Union or the City may request that the California State
Mediation and Conciliation Service refer a state mediator. The mediator shall assist the Parties in
the resolution of the grievance in the same manner as that which is normally used in the mediation
of interest disputes. Referral to step seven shall not occur until a mediator has released the Parties
from the mediation process.
4.8(a) Step Seven: Ifa 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) 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 heatings 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 4.6 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, in writing, 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
oppommity 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.
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 be held at least every other month for the purpose of reviewing
accidents and preventing their recurrence, eliminating hazardous conditions and familiarizing
employees with safe work procedures and applicable State Safety Orders and for training in first aid.
The City will notify the Union of the date, time and place of such meetings, in order that the Union's
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.
ARTICLE 6: DISABILITY AND UNEMPLOYMENT
6.1 (a) Supplemental Benefits for Industrial Injury: Whenever any Regular employee who
is a member of the Public Employees' Retirement System is disabled, whether temporarily or
permanently, by injury or illness arising out of and in the course of the employee's duties, which
comes within the application of the Workers' Compensation and Insurance Chapters of the State
Labor Code, the employee shall become entitled, regardless of the employee's period of service with
the City to compensation at the rate of eighty-five percent (85%) of the employee's regular salary,
in lieu of temporary disability payments, if any, which would be payable under the State Labor Code,
for the period of such disability but not exceeding six (6) months, or until such earlier date as the
employee is retired on permanent disability pension. At the conclusion of six (6) months of receipt
of supplemental benefits at the rate of eighty-five percent (85%) of regular salary, any Regular
employee who is still unable to return to work and is still receiving temporary disability indemnity
payments shall become entitled to receive supplemental benefits at the rate of seventy percent (70%)
of the employee's regular salary for the period of such disability but not exceeding six (6) months
or until such earlier date as the 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 fi.om
Workers' Compensation, employee group insurance benefits or unemployment compensation bene-
6
fits 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 fi.om the employee to the City fi.om 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 there is reason to suspect any employee of abusing the employee's fight 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
detemfined 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. 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 fi.om said third party, then all supplemental benefits
received as provided for in Section 6. l(a) not already repaid fi.om 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 five (5) years at '~-,~l~-,~,,y"~' .... ~ cxpcn$~ provided the employee pays_ his or her normal share of
the group medical insurance program premium, if any. Holidays which occur during the period for
which an employee is receiving temporary disability compensation shall not be recognized by such
employee for compensation purposes.
ARTICLE 7: EMPLOYEE STATUS
7.1 Employees will be designated as Regular, Full-Time Temporary, or Temporary depending
upon the purpose for which they are hired and their length of continuous service with the City.
7.2 A Regular employee is defined as an employee hired for a full-time position that has been
regularly established as an authorized position and is of indeterminate duration. A 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. Notwithstanding any other provision of this
Article, an employee's probationary period shall be extended by the duration of any absence as a
result of a work related disability or any unpaid absence often (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, or promotion and transfer rights.
7.3 A Full-Time Temporary employee is defined as an employee hired for occasional or
seasonal work for a period not to exceed one thousand (1,000) hours in a fiscal year. A Full-Time
Temporary employee shall receive not less than the minimum rate for the job but shall not be eligible
for sick leave pay, holiday pay, vacation pay, insurance coverage, retirement plan participation or
items of a similar nature, nor shall the employee accrue seniority, or promotion and transfer rights,
or leave of absence rights. Full-time Temporary employees will be entitled to paid time offbenefits
that may accrue to the employee as set forth in Section 20.15. Ifa 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 seniori _ty, vacation and sick
1¥ ........... ' ~ ~ gal ......
leave accrual purposes on .., ,~ ,.-,.-....~ · ~.,~,,,.,,j ~,"t,',-,y~ -o ,,~,~,~O,l.,~ L,., Re ;..- o~,,,~
7.4 A Temporary employee assigned to perform the duties of a Utility Field Worker or Meter
Reader 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 Temporary employee may work full-time, part-time,
intermittent, or on an irregular schedule. A Temporary employee shall receive not less than the
minimum rate for the job but shall not be eligible for sick leave pay, holiday pay, vacation pay,
insurance coverage, retirement plan participation or items of a similar nature, nor shall the employee
accrue seniority or promotion or transfer rights. Ifa Temporary employee is reclassified to Regular
or Full-Time Temporary status, the employee shall not be credited with service in determining
eligibility for such benefits as may accrue to the employee in the new status. Temporary employees
shall not displace Regular employees nor be used to avoid incidental over-time from Regular
employees.
ARTICLE 8: WAGES AND CLASSIFICATIONS
8.1 Employees hired prior to October 28, 1990 shall be paid the wage established for their
classification. Employees hired on or after October 28, 1990 shall be paid a wage rate based upon
their work performance. Upon initial appointment to a classification an employee shall normallybe
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 Head may
recommend a salary step increase at an earlier or later time. Step increases require City Manager
approval and maybe granted as follows: After twenty-six (26) full pay periods of employment at
salary step 1, and with satisfactory or above work performance during the full time period, an
employee shall be advanced to salary step 2. After twenty-six (26) full pay periods of employment
at salary step 2, and with satisfactory or above work performance during the full time period, an
8
employee shall be advanced to salary step 3. Aftei: twenty-six (26) full pay periods of employment
at salary step 3, and with satisfactory or above work performance during the full time period, an
employee shall be advanced to salary step 4. 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 at the end of the employee's work
period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. Ifa pay day
falls on a holiday, payments shall be made on the preceding workday.
8.3 When an employee is temporarily assigned for a minimum of one-half (¼) 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 next full 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.
Whenever a full-time Regular employee is reassigned by the Ci_ty to replace an absent Supervisor
with a higher pay rate and classification outside the bargaining unit and performs a substantial
majority of the absent employee's duties for a full work day, such employee shall have their
compensation rate increased by five percent (5%).
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 11.6 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 Attached hereto and made a part hereof are: Exhibit "A-1", effective D~¢¢n-,ber 12, 1999
September 15, 2002; Exhibit "A-2", effective
Exhibit" " -
A-3 , effective"
o,~},~,,.,,o,,, ,t ,,,,,,, September 12, 2004; and Exhibit "A 4", effective
September 11, 2005, all of which are titled "Schedule of Wage Rates."
8.7 Attached hereto and made a part hereof is Exhibit "B", titled "Job Definitions."
8.8 Effective .......,.,~,~l,,~,~l~---,~.,'" ,'"""~, SePtember 15, 2002, California Water Environment
Association Collection System Maintenance certification incentives shall be added to the base pay
of those Regular employees working in the Wastewater Division and classified as follows:
CLASSIFICATION GRADE AMOUNT
Public Works Maintenance Worker lI 2.5%
Wastewater Collection Maintenance Worker II
Wastewater Collection Maintenance Worker III or above 5%
Wastewater Collection Lead Worker III
Working Supervisor-Wastewater Collection III
Wastewater Collection Lead Worker IV 7.5%
Working Supervisor-Wastewater Collection IV
Effective September 15, 2002, State of California Department of Health Services Water
Distribution Operator certification incentives shall be added to the base pay of those Regular
employees working in the Water Division and classified as follows:
CLASS IFICATION GRADE AMOUNT
Public Works Maintenance Worker
Required None 0.0%
Voluntary_ I ~2.5%
Water Maintenance Worker
Required ! 2.5%
Voluntary_ II 5.0%
Water Lead Worker
Required II 5.0%
Voluntary III 7.5%
Working Supervisor-Water
Required III 5.0%
Voluntary_ IV 7.5%
10
........ CLASS~ICATION
2.5% ;;'atcr pl;,.~t Operator
~,o Water Pla,ut,-,v,.,"' ...... ,~,,,' P~
Wastcwatcr Pla,ut ^
,,,,,,,.,,,~ o,,pc,,,o,,,-,,.,~ Pla,at P~
7 $% "'--' .......... '--' '" ....... ¥
~'--'--" ............ Pla,at '" .......
Working Supcrvlsor-Wa~¢r Pla,at
8.9 Effective December 12, 1999, shift differential shall be paid to those employees whose
regularly scheduled work shift represents one-half(¼) 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 only on regular hours worked (i.e., not on paid leave or for overtime
work). Shift differential, as is the City's normal practice, will be paid on regular hours worked to
the employee normally assigned to the shift. Notwithstanding the above, in the case of the Solid
Waste Division and the Convention Center Division, 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.
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 offor 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
11
(5) consecutive workdays of eight (8) hours each, Monday through Friday. The regular work hours
shall be 8:00 a.m. to 12:00 noon and 1:00 p.m. to 5:00 p.m. or 8:00 a.m. to 12:00 noon and.
12:30 p.m. to 4:30 p.m. fi.om the first day of Pacific Standard Time through the last day of Pacific
Standard Time, and 7:00 a.m. to 11:00 a.m. and 12:00 noon to 4:00 p.m., or 7:00 a.m. to 11:00 a.m.
and 11:30 a.m. to 3:30 p.m. fi'om the first day of Pacific Daylight Time through the last day of
Pacific Daylight Time, 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 ofone-half(~A) 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 9.7,
nor require payment pursuant to Section 9.8. The basic work week. indicated above, may be
modified by mutual agreement of the City, the affected employee(s), and the Union in those
situations where such a modification serves the interests of both the City and its employees.
9.4(a) Notwithstanding the provisions of 9.3, employees engaged in street maintenance
duties or parking meter servicing duties may be assigned to work a shift which begins as early as
3:00 a.m.
9.4(b) Notwithstanding the provisions of 9.3, employees engaged in street sweeping duties,
using engine powered equipment, may be assigned to work a shift which begins as early as 12:00
midnight.
9.4(c) Notwithstanding the provisions of 9.3, employees engaged in waste collection and
disposal duties may be assigned to a basic workweek of Tuesday through Saturday. Furthermore,
they may be assigned to work a shift which begins as early as 3:00 a.m.
9.4(d) Notwithstanding the provisions of 9.3, employees engaged in park maintenance work
may be assigned to a basic workweek of Tuesday through Saturday or Sunday through Thursday.
Furthermore, they may be assigned to work a shift which begins as early as 3:00 a.m. or ends as late
as 12:00 Midnight. The provisions of this section for Sunday or evening work effective October 28,
1990 shall only be applicable to new employees in the classification on or after the effective date of
the amendments, except, however, current employees in the classification may request and be given
preference.
9.4(e) Notwithstanding the provisions of 9.3, employees engaged in water
~a~ment-l~tmtrwater distribution, street and storm drain maintenance, sewer television inspection
and sealing work, service work, utility field service work, or meter reading, may be assigned to any
hours and/or days of work, providing the schedule is regularly established to be of not less than four
(4) weeks duration. Notwithstanding the above, and by mutual agreement, an employee and
supervisor may agree to a duration of less than four (4) weeks, but not less than one (1) week, with
at least one (1) week prior notice.
12
9.4(0 Notwithstanding the provisions of 9.3, employees engaged in Support
Services duties may be assigned to work a shift which begins as early as 6:00 a.m. or ends as late as
12:00 midnight.
9.4(g) Notwithstanding the provisions of 9.3 and in addition to the provisions of 9.4(0,
employees engaged in vehicle and equipment maintenance and repair duties may be assigned to a
basic workweek which includes Saturday. Furthermore, they may be assigned to work a shift which
begins as early as 6:00 a.m. or ends as late as 12:00 Midnight. The new provisions of this section
effective October 28, 1990 for Support Services employees shall only be applicable to new
employees in the classification on or after the effective date of the amendments, except, however,
that current employees in the classification may request and be given preference.
9.4(h) Any work shift other than as in 9.3 established as provided in 9.4(a), (b), (c), (d), or
(e) shall consist of eight (8) or ten (10) consecutive hours as applicable, with a meal break 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 the provisions of 9.3, employees engaged in work at the Convention Center
or the Redding Mall, and custodial employees assigned to Support Services and the Police
Department may be assigned to any hours or days of work, providing as much notice as possible is
given, and in any event not less than five (5) days' notice. Schedules, as provided herein, shall
provide for five (5) consecutive workdays and for not less than twelve (12) hours offbetween shifts.
9.6 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 Labor Relations
Representative.
9.7 Overtime is defined as (a) time worked in excess of forty (40) hours in a workweek, (b) time
worked in excess of eight (8) or ten (10) 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.
9.8 Except as otherwise provided in this section, overtime compensation shall be paid at a rate
equivalent to one and one-half (1 lA) times the regular rate of pay, or at the employee's option,
providing it is legally permissible and has City approval, the employee may elect to receive time off
with pay at the rate of one and one-half hours off for each overtime hour worked. The maximum
compensatory time offavallable for any employee at any time shall be the maximum established by
the Fair Labor Standards Act, which is presently two hundred forty (240) hours. Effective
September 15, 2002, compensato~ time offaccrual shall be limited to eighty (80) hours per fiscal
year and subject to a maximum accumulation of one hundred sixty (160) hours. Effective September
15, 2002, for one time only, the employee shall have the option of having all accrued compensatory_
time off exceeding one hundred sixty (160) hours paid off on their next regular paycheck.
Compensatory time offwith pay shall be scheduled in the same manner as vacations are normally
scheduled. To the extent scheduling of compensatory time becomes a problem for the City or Union,
13
the parties agree to re-open this Memorandum of Understanding to meet and confer on the effects
of such scheduling problems.
9.9 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, shall be paid overtime
compensation for the actual time worked, including one-half (½) hour travel time each way, but in
no event for less than two (2) hours compensation. 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. If an employee performs overtime work immediately following the end of the
employee's regular shift no travel time shall be paid. If an employee is capable of effectively and
efficiently handling a call-out via a telephone conversation with the City's answering service or a
member of the public, the employee shall be paid a minimum of one-half (½) hour overtime
compensation.
9.10 Overtime shall be distributed as equally as is practicable among Regular employees
who are qualified and available, and the City shall not require employees who have worked overtime
to take equivalent time off during a workday without pay.
9.11 Notwithstanding the provisions of 9.3, the City's Labor Relations Representative and
the Union's Business Representative may agree to a workweek or work hours other than as defined
in 9.3 during the term of this Memorandum of Understanding.
9.12(a) If an employee has worked for eight (8) hours or more at the overtime rate during the
sixteen (16) hour period immediately preceding the beginning of the employee's regular work hours
on a workday the employee shall be entitled to a rest period of eight (8) consecutive hours on the
completion of such overtime work.
9.12(b) There shall be included as part of the eight (8) hours worked at the overtime rate in
such sixteen (16) hour period any travel time and meal time to which the employee is entitled when
overtime work is performed except that any travel time and meal time to which the employee is
entitled after being dismissed from work shall not be included as hours worked in such period, but
it shall be included in the computation of the eight (8) hour rest period.
9.12(c) Hours worked prior to any eight (8) hour rest period in which the employee does not
work shall not be included in computing another period of overtime work.
9.12(d) If the eight (8) hour rest period in whole or in part overlaps the employee's regular
work hours the employee will receive pay at the straight rate for the extent of the overlap, except that
the time taken during such overlap for any meal to which the employee is entitled on dismissal shall
be paid for at the overtime rate.
9.12(e) If the employee is called back to work during the employee's eight (8) hour rest
period a new rest period will commence at the conclusion of such work.
14
9.12(0(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 in such event 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
in such event 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)
In the application of the foregoing, an employee, unless otherwise instructed, shall be
deemed to be excused from reporting to work for the period between the end of the
emploYee's rest period and the reporting time as designated by the applicable
subdivision.
9.12(g) An employee entitled to a rest period hereunder may nevertheless 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.
ARTICLE 10: SENIORITY
10.1 Seniority is defined as total length of continuous service with the City. In determining an
employee's seniority the continuity of the employee's service will be deemed to be broken by
termination of employment by reason of(1 ) resignation, (2) discharge for cause, (3) layoff for more
than one year, (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) 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 one
year.
ARTICLE 11: PROMOTION AND TRANSFER
11.1 Except as otherwise provided for in this section for the entry-level positions of Custodian,
Utility Field Worker, Solid Waste Worker, Solid Waste Track Driver I, Airport Maintenance
Worker, Garage Maintenance Worker, and Public Works Maintenance Worker when new positions,
additional positions, or new shifts (i.e. days, swings, graveyards) within the same Division or
Department are created, or vacancies other than temporary vacancies occur, in positions within the
appropriate bargaining units for whom Local Union 1245 is the exclusive representative, the City
shall fill such positions or shifts from qualified pre-bid employee applications, if any. In filling such
positions or shifts, 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
15
sequence set forth below. When employees in the same preferential sequence as provided in (a)
through (f) 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 City seniority shall
be given preferential consideration for appointment. For the first and each subsequently odd-
numbered entry-level position vacancy which occurs aider July 15, 1984, in each of the divisions or
departments as set forth in 11.4, the City will follow the procedures set forth as follows in filling
each such entry-level position vacancy. Whenever any qualified bargaining unit employee hired
before October 28, 1990 pre-bids the entry-level position vacancy, the City must select from among
those bargaining unit employee pre-bidders. Whenever no qualified bargaining unit employee hired
before October 28, 1990 pre-bids, the City may select any applicant to fill the entry-level position
vacancy. For each even-numbered entry-level position vacancy which subsequently occurs, the City
may refrain from following the procedures set forth above 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 Division or Department, as
applicable, in which the vacancy exists who hold a classification the same or higher
than that in which the job vacancy exists. The word "same" is in reference to the
Lines of Progression and not wages.
(b)
Pre-bids made by Regular employees who are in the Division or Department, as
applicable, 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 hold a classification the.same or higher
than that in which the job vacanCy exists who are assigned to any other Division or
Department.
(d)
Pre-bids made by Regular employees who are at the top rate of pay of the next lower
classification in the normal line of progression who are assigned to any other Division
or Department.
(e)
Pre-bids made by Regular employees who are in the Division or Department as
applicable in which the vacancy exists who hold classifications other than those listed
above.
(0
Pre-bids made by Regular employees who are outside of the Division or Department
as applicable in which the vacancy exists who hold any classification 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.
16
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 or shift within the same Department or Division 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 photocopy 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. The City shall post, for
a minimum of fifteen (15) calendar days, all newly created positions, classifications, shifts, or
reclassifications of existing vacant positions.
11.4 For purposes of this Article, the Divisions and Departments as used herein shall be:
(a) Utility Field Service Division
(b) Support Services Department
(c) Streets Division
(d) Water Division
(e) Wastewater Collection Division
(f) Solid Waste Division
(g) Wastewater Treatment Division
(h) Parks Division
(i) Community Services Department
(,j) Airports Department
(k) Police Department
11.5 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.
11.6 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 vacancy
is one which is expected to last less than fifteen (15) working days, City may temporarily fill such
vacancy with the employee in the division or department in which the vacancy exists who would be
most eligible therefor under the provisions of this Article. If the temporary vacancy lasts for forty-
five (45) days or more, and the City elects to temporarily fill such temporary vacancy, the City shall
17
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.
11.7 A temporary vacancy is one created by additional workload, or an employee's absence
firom work due to illness, disability, vacation, or leave of absence, or a vacancy of less than six (6)
months duration.
11.8 All appointments filled by promotion or transfer of a City employee shall be on a
probationary basis for four (4) months for the purpose of determining qualifications. 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.
11.9 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.
11.10 Attached hereto and made a part hereof is Exhibit "C" titled "Lines of Progression."
11.11 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) Seniority accrued by the non-unit employee while out of the bargaining unit 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 shall be combined with the new year of
seniority for purposes of the provisions of this Article.
18
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 Layoffin all cases due to lack ofwork will be determined by an employee's seniority. An
employee whose job is being eliminated may elect to displace the least senior employee in any
Division or Department as set forth in section 11.4 in any equally or lower paid classification if
qualified to perform the duties of the classification and if the employee's seniority is greater than that
of the employee in the classification being displaced.
12.3 Regular employees who are laid offwill be given preference in filling future vacancies
for a period up to one year, 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 11.11.
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 five (5) year time limit 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. An employee is required to provide periodic medical certifications as to the
conditions necessitating the leave if the leave is as a result of exhaustion of sick leave and report at
the request of the City during the leave regarding the employee's status and intention to return to
work. 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
19
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 three (3) calendar months on the normal premium-sharing formula, providing
the employee pays the employee's share of the premium on a timely basis.
13.7 Except for the one (1) year limitation of 13.1 and the prohibition on other employment of
13.5, a leave of absence for Union Business may be granted by the City Manager for up to a
maximum of three (3) years pursuant to the provisions of this Article.
13.8 The Parties acknowledge the provisions of State and Federal law governing family leaves.
The Family and Medical Leave Act (FMLA), which is subject to legislative change, currently entitles
those employees who have worked twelve hundred fifty (1,250) or more hours during the preceding
twelve (12) month period to take up to twelve (12) weeks of unpaid, job protected, leave during any
twelve (12) month period for serious health condition of employee or immediate family member or
for child birth or adoption. An employee is required, to give thirty (30) days advance notice when
leave is foreseeable, provide periodic medical certifications as to the conditions necessitating the
leave and report at the request of the City during the leave regarding the employee's status and
intention to remm to work. Health insurance benefits will be continued on the same basis as prior
to the FMLA leave.
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
20
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 two (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 one and one-half (1½) hours
or more before the regular starting time, and provided further that the employees have not been given
notification of the overtime work prior to the end of the preceding regular work shift.
14.5(b) When employees are given notice by the end of the preceding work period, and such
work period starts at least two (2) hours but no more than four (4) hours before the regular starting
time, the normal lunch practices of releasing the employee from duty without pay for one-half (½)
hour to consume a meal at the employee's own expense will be followed. Following consumption
of the employee's first meal, the City will provide meals at intervals of approximately four (4) hours
but not more than five (5) hours thereafter, as set forth above in Section 14.5(a)
14.5(c) When employees are given notice by the end of the preceding work period, and such
work period starts less than two (2) hours before the regular starting time, the normal lunch practices
of releasing the employee from duty without pay for one-half hour at approximately the usual meal
time to consume a meal at the employee's expense will be followed.
14.6 When work is to be performed during regular work hours on non-workdays and the
employee is given notice by the end of the preceding work period, the normal lunch practices will
be followed on such days.
14.7 The City shall pay the cost of any meal which it is required to provide, in accordance with
this Article, and shall consider as hours worked the time necessarily taken to consume such meal,
except, however, that when a meal is taken at City's expense following dismissal from work the time
allowance therefor shall be one (1) hour. If an employee who is entitled to a meal under the
provisions of this Article upon dismissal from work does not accept such meal the employee shall
nevertheless be entitled to such time allowance of one and one-half (1 ~A) hours. If an employee who
is entitled to a meal under the provisions of this Article does not accept such meal, the employee
shall nevertheless be entitled to such time allowance of one-half (¼) hour for each meal missed
21
except for a meal due at the end of the work period. The City's cost for any meal required by the
provisions of this Article between the employee's regular shift normal ending time and five (5) hours
later shall be limited to seventeen dollars and fifty_ cents ($17.50) ~:~,,.,~,,~,. .... ,,,,1.~.oJ-"--- ~,l'~" .,.,,,,~ ~ ""' plus tax
and a fifteen percent (15%) tip. The City's cost for meals provided at all other times shall be limited
to eight dollars and twenty-five cents ($8.25) sewn dollars/aid 15,,~-y ~iit$ ($7.50) each, plus tax and
a fifteen percent (15%) tip, except for out-of-town travel for meetings, conferences, or training,
which shall be paid at the same rate as for unrepresented employees. Any cost incurred by an
individual employee above those set forth above shall be at the employee's own expense by
automatic payroll withholding.
14.8 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 accumulated for each Regular employee at the rate of four
hundred sixty ten-thousandths (.0460) of an hour for each regular hour worked, or on paid leave.
(Accrual rate approximately one (I) day per month.)
15.2 Sick leave shall be allowed for a absence due to: (a) the inability of an employee to be
present or perform the employee's duties because of personal illness, offduty injury or confinement
for medical treatment; Co) personal medical or dental appointments which are impracticable to
schedule outside of regular working hours; (c) the need to attend sick or injured immediate family
members as defined in Article 16.1 for up to forty-eight (48) hours per calendar year.
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
alter 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 right to sick leave with pay, the parties shall
cooperate in controlling such employee abuse.
15.4 Ifa holiday which an employee is entitled to have offwith 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 Whenever any employee exhausts all categories of paid time offas a result of a non-work
related illness or injury, with approval of the employee's Department Director, the Human Resources
Manager 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 fi.om subsequent sick leave accruals. If the employee terminates City employment, such
advanced sick leave shall be repaid to the City fi.om 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
22
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%).
15.6 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
(331/3%) of the employee's accumulated sick leave hours. For employees with fifteen (15) years or
more but less than twenty (20) years of continuous service, the percentage set forth above shall be
increased to forty-five percent (45%). For employees with twenty (20) years or more continuous
service, the percentage set forth above shall be increased to sixty percent (60%). An employee may,
however, at the employee's option, elect to waive the foregoing benefit and in lieu thereof, receive
credit for said unused sick leave toward the employee's retirement benefit through the Public
Employees' Retirement System pursuant to the contract between the City of Redding and the Public
Employees' Retirement System.
ARTICLE 16: EMERGENCY FUNERAL LEAVE
16.1 Regular and Full-Time Temporary employees who are absent fi.om work due to the death
..... ": --' "' .... ora member of the employee's "immediate family" shall receive compensation at
the regular rate of pay for the time necessary to be absent fi.om work, but not to exceed forty (40)
working hours. "Immediate family" as used herein includes oral'y-employee's spouse;,i or children,
grandchildren, brothers, sisters, parents, or grandparents of either-employee or spouse; or other
persons who are living in the employee's immediate household. The relationships included herein
apply by -'"--' "' ..........-' '- .... '--: ...... '--- -'--"-
shall whether blood or marriage. C.,LI,~,~ ,~ ,,,.~.~t~ ~, d~x~ii~ a~
is ........ :-"-- -' ..... -'
16.2 Regular and Full-Time Temporary employees who are absent fi.om 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 fi.om 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. I Regular employees, except as otherwise provided herein, shall be entitled to have the
following holidays off with pay:
(a)
lb)
('edD
(de_)
(e_f)
fig)
January 1 st
The third Monday in January_, known as Martin Luther King, Jr. Day
"Lincoln Day"
The third Monday in February
The last Monday in May
July 4th
First Monday in September
Employee's birthday
23
(kD
(mhd
"Columbus Day"
"Veterans' Day"
Thanksgiving
Friday after Thanksgiving
The last four (4) work hours before Christmas
December 25th
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 offwith pay, to be scheduled
in the same manner as vacation days are normally scheduled. Notwithstanding the foregoing an
employee may observe the employee's birthday holiday on the employee's birthday or anytime
during the pay period in which the birthday occurs provided the employee gives the supervisor at
least five (5) calendar days advance notice, or the holiday may be deferred and scheduled as
vacations are normally scheduled. The holidays known as Lincoln Day, Columbus Day, and
Veterans Day shall be scheduled by employees and their supervisors in the same manner as vacations
are normally scheduled.
17.2 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 If an employee is in a non-pay status on either workday immediately adjacent to the
holiday, the employee shall not 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 October 1, 1997, Regular employees shall accrue vacations with pay up to 400 hours.
Effective October 1, 1997, for one-time only, vacation hours in excess of 350 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 October 1, 1997, vacation earned in excess of the 400-hour maximum will not be accumulated.
The rate of vacation accrual will be as follows:
18.1 (b) At the rate of thirty-nine thousandths (.039) of an hour for each regular hour worked,
or on paid leave, from the date of employment through the one hundred fourth (104th) full pay
period of employment. (Accrual rate approximately two (2) weeks per year up to four (4) years of
service.)
24
18.1(c) At the rote of fifty-eight thousandths (.058) of an hour for each regular hour worked,
or on paid leave, fi:om the one hundred fourth (104th) full pay period through the two hundred thirty-
fourth (234th) full pay period of employment. (Accrual rate approximately three (3) weeks per year
after four (4) years of service.)
18.1 (d) At the rote of sixty-eight thousandths (.068) of an hour for each regular hour worked,
or on paid leave, fi:om the two hundred thirty-fourth (234th) full pay period through the three
hundred sixty-fourth (364th) full pay period of employment. (Accrual rate approximately three and
one-half (3 ½½) weeks per year after nine (9) years of service.)
18.1 (e) At the rate of seventy-seven thousandths (.077) of an hour for each regular hour
worked, or on paid leave, fi:om the three hundred sixty-fourth (364th) full pay period through the
four hundred ninety-fourth (494th) full pay period of employment. (Accrual rate approximately four
(4) weeks per year after fourteen (14) years of service.)
18.1 (f) At the rate of eighty-seven thousandths (.087) of an hour for each regular hour worked,
or on paid leave, from the four hundred ninety-fourth (494th) full pay period through the six hundred
twenty-fourth (624th) full pay period of employment. (Accrual rate approximately four and one-half
(4~A) weeks per year after nineteen (19) years of service.)
"18.1 (g) At the rate of ninety-six thousandths (.096) of an hour for each regular hour worked,
or on paid leave, fi:om and at~er the six hundred twenty-fourth (624th) full pay period of
employment. (Accrual rate approximately five (5) weeks per year after twenty-four (24) years of
service.)
18.1 (la) 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 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.
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 Ifa holiday which an employee is entitled to have offwith 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.
25
18.7 Whenever any employee has accrued one hundred twenty (120) hours or more vacation
allowance as set forth in 18.1(a)-(h)-a, the City will, at the employee's option, compensate the
employee for up to forty (40) hours of accumulated vacation during any fiscal year;.. ~ a ~:._.___,,__
whenever any employee has accrued two hundred forty (240) hours or more vacation allowance as
set forth in 18.1(a)-0a), the City will at the employee's option compensate the employee for up to
eighty (80) hours of accumulated vacation during any fiscal year; and whenever any employee has
accrued three hundred sixty (360) hours or more vacation allowance as set forth in 18.1 (a)-(h), the
City will at the employee's option compensate the employee for up to one hundred twenty (120)
hours of accumulated vacation during any fiscal year.
18.8 Whenever any employee has exhausted all paid time offbenefits, including advanced sick
leave benefits, as a result ora 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 or probationary 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 du _ty.
26
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 Human Resources Manager 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 the Department Head, the City shall reimburse the employee for the actual
expenses of tuition and the cost of required textbooks up to one hundred dollars ($100), even though
the employee retains the books and related material.
20.6 Whenever any employee in the equipment shop who is required to furnish the employee's
own tools suffers a major loss of personal tools, such as by fire, flood or theit, the City will replace
those tools providing the employee pays the first one hundred dollars ($100) of the cost of
replacement. For purposes of this provision, each covered employee must have on file with the City
Personnel Office a complete itemized list of all the employee's personal tools with the original price
of each tool, or if unavailable, an estimate of its replacement cost.
20.7 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 are 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 rain coats for all employees.
(c)
Ten (10) shirts with City emblem for all employees except those employees who don't
have other clothing provided. Five (5) shirts shall be lightweight for summertime use and
five (5) shall be heavy long-sleeved shirts for winter use. Laundering will be provided
by the employee. Employees for whom the City supplies shirts shall be required to wear
them while on duty.
(d) Coveralls, pants or shorts (Meter Readers only) and shirt uniforms for all Meter Readers,
Shop and Solid Waste employees.
(e) Coveralls or special protective clothing for those employees whose work is such that
severe damage to clothing is expected.
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 15, 2002, the City shall commence reimbursing employees for said license
renewal fees.
27
20.9 An annual tool allowance offiu~¢ huiidi-~d fi~- four hundred dollars ($050 $400) shall
be paid to all employees classified as Equipment Mechanic, Welder, or Working Supervisor-Shop.
An annual tool allowance of two hundred fifty dollars ~'~"^
~4,~,,,, $250) shall be paid to all employees
classified as Garage Maintenance Worker. The tool allowance shall normally be paid in July of each
year and it is for the purpose of repair and replacement of tools for the ensuing fiscal year. The first
tool allowance shall be a prorated amount for that period of time from the employee's date of
employment in a covered classification to the following July 1. If an employee's service is
terminated, the final tool allowance shall be a prorated amount and any overpayment shall be
withheld from any funds due the employee.
20.10 Whenever any employee is subpoenaed to testify in court as a result of the employee's
employment, the employee shall be paid for all regular time required in such activity.
20.11 The Union's Business Representative and the City's Labor Relations Representative may
agree to limit the useful lifetime of employee disciplinary documents.
20.12 The City's Personnel Alcohol and Substance Abuse Policy and Procedure dated January
1, 1995, is hereby incorporated into the Memorandum of Understanding by reference. The parties
will continue to meet and confer to modify the Personnel Alcohol and Substance Abuse Policy and
Procedure in order to establish a "fitness for duty" policy that will apply to all employees.
20.13 The City will provide training and/or reimburse employees who are regularly assigned
to tree trimming or. gardening 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" or a certificate issued by the International Society of Aboriculmre/Western
Chapter as a "Certified Tree Worker."
20.14 The City shall pay the reasonable cost of repair or replacement of uniforms, glasses,
watches, or other personal property up to two hundred dollars ($200.00) per incident, damaged in
the course of employment. This provision does not apply to items lost or damaged as a result of
negligence of the employee.
20.15 Full-Time Temporary employees will be entitled to paid time off (accrued at the rate of
.033 of an hour for each hour worked or on paid leave). If a Full-Time Temporary employee is
reclassified to Regular status, accrued or used paid time off benefits will be deducted from any
vacation accrual the employee may be entitled to in the employee's new status.
ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS
21.1 Retirement Plan: All Regular employees are covered by a State of California Public
Employees' Retirement System program pursuant to an existing contract with the Public Employees'
Retirement System. The City pays the employees' full cost of participation in the Public Employees'
Retirement System. Employees will be covered by the Indexed-third-level of 1959 Survivors'
Benefit (Government Code Section 21382.4). If requested by the Union, the Ci_ty agrees to meet and
confer regarding CalPERS enhancements during the term of this agreement (September 15, 2002
through September 14, 2006).
28
21.2(a) Group Insurance: All Regular employees are eligible to participate in a group
insurance benefit program effective the first day of employment. The City shall pay the full cost of
the program for both employees and dependents. The highlights of the benefits are:
(1) Life Insurance: Twice annual salary for employee, $3,000 for employee's dependents.
(2)
Health Benefits: $100 deductible per person per year; 80% payable for the first $5000 of
eligible charges, except for hospital charges which are 100% payable; 100% thereafter up
to two million dollars lifetime limit effective July 1, 1991; professional fees based upon
U.C.R.; normal typical exclusions and limitations. Effective January_ 1, 2004, $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; two million dollars lifetime limit; professional fees based
upon U.C.R.; normal _typical exclusions and limitations. Effactlva J~.aur..-y I, 2000,,
Coverage --will 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, ~obacco use cessation when enrolled in a
tobacco use cessation program or behavior modification program once per life-time limit,
and-birth control, As ,,,,,il ,~ VJ,,,.L',.,~ol~, :',ia City---:11 -' ..... 1 ....... a
· -~'. '-,'v'~'-~", prescription drug
card program with the~"- 111O,,,,.,liS,---niajor ,.,,.,,l~,,o.-' ........ no deductible; a $5.00 employee co-
payment for genetic prescriptions; ~.-i ~'° ...... '
,o..,~, ~,,},,,,j~ co-pay~nant fo,
...... -'-~'--- "~'--': ...... ' ..... "" "-- and a $15 00 co-payment for name brand
prescriptions v-ill incraasa to $ 1.5.00, except when no generic is available, the co-pay will
be $8.50. ~- - '"= .... ~"' ---: ' - - ' ...... a,-i ii-,¢rca~d b¢iiafit For problems related to
alcohol or substance abuse, and mental or nervous disorders. ~ia niajor bi-,:,vlak, n is:
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.
(3)
Dental Benefits: No deductible and 100% of U.C.R. (90th percentile) for prevention; no
deductible and 50% up to $2,000 per lifetime per person for orthodontia; $25 deductible
and 80% of U.C.R. up to $2,000 per person per year for all other eligible charges.
(4) Long Term Disability: After three (3) months 60% of employee's salary integrated with
all other income benefits payable to age 65.
(5)
Vision Benefits: California Vision Service Plan A (or its equivalent), which provides for
$25 deductible; an eye examination no more often than every twelve (12) months, and
lenses and frames no more often than each twenty-four (24) months.
The City may, if practicable, modify the group insurance program set forth above by adding
utilization review and by creating preferred provider organization programs which create financial
incentives for the employee to use such preferred provider services, but do not reduce any current
29
benefit level nor impose any penalty for the employee who chooses not to use a preferred provider's
services.
21.2(b) The City will pay fifty percent (50%) of the group health benefits program premium
for each retiree and dependents, if any, presently enrolled and for each retiree in the future who goes
directly fi.om active status to retirement and continues the group medical insurance without a break
in coverage. For those employees who retire on or after January 1,2000, dental and vision insurance
coverage may be continued as a package under the fit3, percent (50%) cost sharing basis provided
the retiree also maintains the medical insurance. Payments by the City will be discontinued upon
the death of the retiree or upon termination of group health benefits coverage. The City will not
contribute payments on behalf of any retiree except as set forth above. Following the death of a
retiree the surviving spouse, if any, may continue the insurance. Notwithstanding the foregoing, the
City may increase its contribution to the retirees' group insurance premium or improve Public
Employees' Retirement System benefits during the term of this Memorandum of Understanding.
As soon as is practicable, the Ci_ty will implement the VantageCare Retiree Health Savings Plan.
21.3 The parties agree that the foregoing benefits will remain in full force and effect, unless
modified by mutual agreement.
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 July 1, 1970, and having
thereafter been amended fi.om time to time shall continue in full force and effect until the-twent'y~
eighth fourteenth day of September, 2002 2006, and thereafter fi.om 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.
23.2 Whenever notice is given for changes, the general nature of the changes desired must be
specified in the notice, and until a satisfactory conclusion is reached in the matter of such changes,
the original provision shall remain in full force and effect.
23.3 This Memorandum of Understanding shall not be amended or supplemented except by
agreement of the parties hereto, reduced to writing and duly signed by each.
30
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) day's written
notice to the other, open negotiations on the subject of the affected provisions.
31
IN WITNESS WHEREOF, the parties have executed this Memorandum of Understanding as
of the day and year first above written.
s/William Brickwood
William Brickwood
Municipal Employee Relations Officer
City of Redding
s/Charles R. Regnolds
Charles R. Reynolds
Business Representative Local
Union 1245 of International
Brotherhood of Electrical
Workers AFL-CIO
s/Robert E. Courtne¥
Robert E. Courtney
Personnel Director
s/Thomas D. Brogard
Thomas D. Brogard
Shop Steward
Approved as to form:
s/Montie O. Huff
Montie O. Huff
Shop Steward
s/Earl D. Murphy
Earl D. Murphy
City Attorney
s/George E. Moore
George E. Moore
Shop Steward
32
IN WITNESS WHEREOF, the parties have executed these Amendments to this
Memorandum of Understanding on the 1 st day of October, 2002, to be effective September 15, 2002.
CITY OF REDDING
LOCAL UNION 1245, IBEW
Michael Warren
City Manager
Perry Zimmerman
Business Manager
Randy Bachman
Administrative Services Director
Edward Mallory
President
Brenda Sciarra
Senior Personnel Analyst
Jack Osbum
Business Representative
Michael Camahan
Shop Steward
Mathew Cervenka
Shop Steward
James Hayes
Shop Steward
Darryl Hughart
Shop Steward
Dwayne Norman
Shop Steward
Michael Pierce
Shop Steward
33
EXHIBIT A-l: SCHEDULE OF WAGE RATES
Effective: September 15, 2002
EMPLOYEES
Hourly Pay Rate - Salary Step
I 2 3 4
5
Step 5
Monthly
Equivalent
590 Solid Waste Worker
588 Custodian
587 Utility Field Worker
586 Custodial Lead Worker
585 Resource Recovery Worker
584 Solid Waste Truck Ddver I
$11.05 $11.60
$9.84 * $11.15 *
$9.32 $9.79 $10.28 $1,781
$11.98 $12.58 $13.21 $2,289
$12.18 $12.79 $13.43 $2,327
$13.84 $14.53 $2,518
$14.83 $15.57 $2,699
$12.64 * $16.42 $17.24 $2,989
581 Airport Maintenance Worker
583 Garage Maintenance Worker
582 Public Works Maintenance Worker
$9.84 * $11.15 * $12.64 * $16.79 $17.63 $3,056
$9.84 * $11.15 * $12.64 * $16.79 $17.63 $3,056
$9.84 * $11.15 * $12.64 * $16.79 $17.63 $3,056
580 Meter Reader
$9.84 * $11.15 * $12.64 * $17.62 $18.50 $3,207
562 Equipment Operator
564 Gardener
563 Solid Waste Truck Driver II
568 Street Sweeper Operator
570 Tree Trimmer
574 Wastewater Collection Maintenance Worker
546 Water Maintenance Worker
541 Airport Maintenance Lead Worker
540 Building Trades Maintenance Worker
544 Heavy Equipment Operator
557 Lead Meter Reader
548 Parking Meter Service Worker
549 Parks Lead Worker
550 Public Works Lead Worker
542 Solid Waste Maintenance Worker
578 Transfer Station Operator
554 Tree Trimmer Lead Worker
545 Wastewater Collection Lead Worker
547 Water Lead Worker
$18.01 $18.91 $3,277
$18.91 $3,277
$18.91 $3,277
$18~1 $18.91 $3,277
$18.91 $3,277
$18.01 $18.91 $3,277
$18.01 $18.91 $3,277
$19.42 $20.39 $3,535
$20.39 $3,535
$20.39 $3,535
$20.39 $3,535
$20.39 $3,535
$20.39 $3,535
$20.39 $3,535
$20.39 $3,535
$20.39 $3,535
$20.39 $3,535
$20.39 $3,535
$20.39 $3,535
537 Welder
535 Equipment Mechanic
536 Solid Waste Maintenance Mechanic
553 Sen!c; Water P!ant Operator
$2O.89 $3,622
$21.47 $3,721
$21.47 $3,721
539 HVAC Technician
530 Customer Service Worker
Hourly Pay Rate -
2 3
Step
521
522
523
524
526
528
519
527
529
Working Supervisor-Airports
Working Supervisor-Buildings
Working Supervisor-Landfill
Working Supervisor-Parks
Working Supervisor-Public Works
Working Supervisor-Shop
Working Supervisor-Utility Field Services
Working Supervisor-Wastewater Collection
e ....~""' ~""* ..... *~' P!cnt
Wc~!.".; _.,.
Working Supervisor-Water
515 Electrical Technician
* Full-time Temporary employees only
4
5
$22.50
$22.50
$23.03
$23.03
$23.03
$23.03
$23.03
$23.03
$23.03
$23.03
$23.03
$28.69
Step 5
Monthly
Equivalent
$3,899
$3,899
$3,991
$3,991
$3,991
$3,991
$3,991
$3,991
$3,991
$3,991
$3,991
$4,972
INTERNATIONAL
BROTHI~IOOD OF ELECTRICAL WORKERS -~I¥~TENANCE EMPLOYEES
EXHIBIT A-2: SCHEDULE OF WAGE RATE~r
Effective: September 14, 2003
Hourly Pay' Rate - Salary Step
I 2 3 4 5
Step 5
Monthly
Equivalent
590 Solid Waste Worker
588 Custodian
587 Utility Field Worker
586 Custodial Lead Worker
585 Resource Recovery Worker
584 Solid Waste Truck Ddver I
581 Airport Maintenance Worker
583 Garage Maintenance Worker
582 Public Works Maintenance Worker
580 Meter Reader
562 Equipment Operator
564 Gardener
563 Solid Waste Truck Ddver il
568 Street Sweeper Operator
570 Tree Tdmmer
574 Wastewater Collection Maintenance Worker
546 Water Maintenance Worker
541 Airport Maintenance Lead Worker
540 Building Trades Maintenance Worker
544 Heavy Equipment Operator
557 Lead Meter Reader
548 Parking Meter Service Worker
549 Parks Lead Worker
550 Public Works Lead Worker
542 Solid Waste Maintenance Worker
578 Transfer Station Operator
554 Tree Trimmer Lead Worker
545 Wastewater Collection Lead Worker
547 Water Lead Worker
537 Welder
535 Equipment Mechanic
536 Solid Waste Maintenance Mechanic
539 HVAC Technician
530 Customer Service Worker
$9.60 $10.08 $10.58
$12.34 $12.96 $13.60
$11.38 $11.95 $12.54 $13.17 $13.83
$14.25 $14.96
$15.27 $16.04
$10.13 * $11.48 * $13.02 * $16.91 $17.76
$10.13 * $11.48 * $13.02 * $17.29 $18.16
$10.13 * $11.48 * $13.02 * $17.29 $18.16
$10.13 * $11.48 * $13.02 * $17.29 $18.16
$10.13 * $11.48 * $13.02 * $18.15 $19.06
$18.55 $19.47
$19.47
$19.47
$18.55 $19.47
$19.47
$18.55 $19.47
$18.55 $19.47
$20.01
$21.01
$21.01
$21.01
$21.01
$21.01
$21.01
$21.01
$21.01
$21.01
$21.01
$21.01
$21.01
$21.52
$22.11
$22.11
$23.17
$23.17
$1,834
$21358
$2,397
$2,594
$2,780
$3,078
$3,147
$3,147
$3,147
$3,303
$3.376
$3 376
$3 376
$3 376
$3 376
$3 376
$3 376
$3,641
$3,641
$3,641
$3,641
$3,641
$3,641
$3,641
$3,641
$3,641
$3,641
$3,641
$3,641
$3,730
$3,832
$3,832
$4,016
$4,016
521
522
523
524
526
528
519
527
529
Hourly Pay Rate - ~y Step
1 2 3 4 5
Working Supervisor-Airports
Working Supervisor-Buildings
Working Supervisor-Landfill
Working Supervisor-Parks
Working Supervisor-Public Works
Working Supervisor-Shop
Working Supervisor-Utility Field Services
Working Supervisor-Wastewater Collection
Working Supervisor-Water
515 Electrical Technician
* Full-time Temporary employees only
$23.72
$23.72
$23.72
$23.72
$23.72 '
$23.72
$23.72
$23.72
$23.72
$30.43
Step 5
Monthly
Equivalent
$4,111
$4,111
$4,111
$4,1,11
$4,111
$4,111
$4,111
$4,111
$4,111
$5,275
INTERNATIONAL EMPLOYEES
BROTI~IOOD OF ELECTRICAL WORKERS- ~INTENANCE
EXHIBIT A-3: SCHEDULE OF WAGE RATES
Effective: September 12, 2004
Hourly Pay Rate - Salary Step
1 2 3 4 5
Step 5
Monthly
Equivalent
590 Solid Waste Worker
588 Custodian
587 Utility Field Worker
586 Custodial Lead Worker
585 Resource Recovery Worker
584 Solid Waste Truck Driver I
581 Airport Maintenance Worker
583 Garage Maintenance Worker
582 Public Works Maintenance Worker
580 Meter Reader
562 Equipment Operator
564 Gardener
563 Solid Waste Truck Driver II
568 Street Sweeper Operator
570 Tree Trimmer
574 Wastewater Collection Maintenance Worker
546 Water Maintenance Worker
541 Airport Maintenance Lead Worker
540 Building Trades Maintenance Worker
544 Heavy Equipment Operator
557 Lead Meter Reader
548 Parking Meter Service Worker
549 Parks Lead Worker
550 Public Works Lead Worker
542 Solid Waste Maintenance Worker
578 Transfer Station Operator
554 Tree Tdmmer Lead Worker
545 Wastewater Collection Lead Worker
547 Water Lead Worker
537 Welder
535 Equipment Mechanic
536 Solid Waste Maintenance Mechanic
539 HVAC Technician
530 Customer Service Worker
$9.89
$12.71
$11.72 $12.30 $12.92
$10.44 * $11.83 * $13.41 *
$10.44 * $11.83 * $13.41 *
$10.44 * $11.83 * $13.41 *
$10.44 * $11.83 * $13.41~ *
$10.44 * $11.83 * $13.41 *
$10.38 $10.90
$13.35 $14.01
$13.57 $14.24
$14.68 $15.41
$15.73 $16.52
$17.42 $18.29
$17.81 $18.70
$17.81 $18.7o
$17.81 $18.70
$18.69 $19.63
$19.10 $20.06
$20.06
$20.06
$19.10 $20.06
$20.06
$19.10 $20.06
$19.10 $20.06
$20.61
$21.64
$21.64
$21.64
$21.64
$21.64
$21.64
$21.64
$21.64
$21.64
$21.64
$21.64
$21.64
$22.17
$22.77
$22.77
$23.87
$23.87
$1,889
$2,429
$2,469
$2,672
$2,863
$3,171
$3,242
$3,242
$3,242
$3,402
$3,477
$3,477
$3,477
$3,477
$3,477
$3,477
$3,477
$3,750
$3,750
$3,750
$3,750.
$3,750
$3,750
$3,750
$3,750
$3,750
$3,750
$3,750
$3,750
$3,842
$3,947
$3,947
$4,137
$4,137
Hourly Pay Rate~lary Step
I 2 3 4 5
521 Working Supervisor-Airports
522 Working Supervisor-Buildings
523 Working Supervisor-Landfill
524 Working Supervisor-Parks
526 Working Supervisor-Public Works
528 Working Supervisor-Shop
519 Working Supervisor-Utility Field Services
527 Working Supervisor-Wastewater Collection
529 Working Supervisor-Water
515 Electrical Technician
* Full-time Temporary employees only
$24.43
$24.43
$24.43
$24.43
$24.43
$24.43
$24.43
$24.43
$24.43
$32.29
Step 5
Monthly
Equivale?~
$4,234
$4,234
$4,234
$4,234
$4,234
$4,234
$4,234
$4,234
$4,234
$5.596
INTERNATIONAL
BROTi~HOOD OF ELECTRICAL WORKERS-~JTENANCE EMPLOYEES
'~I~HIBIT A-4: SCHEDULE OF WAGE RA
Effective: September 11,2005
Hourly Pay Rate - Salary Step
1 2 3 4 5
Step 5
Monthly
~quivalent
590 Solid Waste Worker
588 Custodian
587 Utility Field Worker
586 Custodial Lead Worker
585 Resource Recovery Worker
584 Solid Waste Truck Driver I
581 Airport Maintenance Worker
583 Garage Maintenance Worker
582 Public Works Maintenance Worker
580 Meter Reader
562 Equipment Operator
564 Gardener
563 Solid Waste Truck Driver II
568 Street Sweeper Operator
570 Tree Trimmer
574 Wastewater Collection Maintenance Worker
546 Water Maintenance Worker
541 Airport Maintenance Lead Worker
540 Building Trades Maintenance Worker
544 Heavy Equipment Operator
557 Lead Meter Reader
548 Parking Meter Service Worker
549 Parks Lead Worker
550 Public Works Lead Worker
542 Solid Waste Maintenance Worker
578 Transfer Station Operator
554 Tree Trimmer Lead Worker
545 Wastewater Collection Lead Worker
547 Water Lead Worker
537 Welder
535 Equipment Mechanic
536 Solid Waste Maintenance Mechanic
539 HVAC Technician
530 Customer Service Worker
$10.18 $10.69 ~ $11.23
$13.09 $13.75 $14.43
$12.07 $12.67 $13.31 $13.97 $14.67
$15.12 $15.88
$16.20 $17.01
$10.75 * $12.18 * $13.81 * $17.94 $18.84
$10.75 * $12.18 * $13.81 * $18.35 $19.26
$10.75 * $12.18 * $13.81 * $18.35 $19.26
$10.75 * $12.18 * $13.81 * $18.35 $19.26
$10.75 * $12.18 * $13.81 * $19.25 $20.22
$19.68 $20.66
$20.66
$20.66
$19.68 $20.66
$20.66
$19.68 $20.66
$19.68 $20.66
$21.22
$22.29
$22.29
$22.29
$22.29
$22.29
$22.29
$22.29
$22.29
$22.29
$22.29
$22.29
$22.29
$22.83
$23.46
$23.46
$24.58
$24.58
$1,946
$2,502
$2,543
$2,752
$2,949
$3,266
$3,339
$3,339
$3,339
$3,504
$3,581
$3,581
$3,581
$3,581
$3,581
$3,581
$3,581
$3,863
$3,863
$3,863
$3,863
$3,863
$3,863
$3,863
$3,863
$3,863
$3,863
$3,863
$3,863
$3,957
$4,066
$4,066
$4,261
$4,261
Hourly Pay Rate
2 3
Step
521 Working Supervisor-Airports
522 Working Supervisor-Buildings
523 Working Supervisor-Landfill
524 Working Supervisor-Parks
526 Working SuPervisor-Public Works
528 Working Supervisor-Shop
519 Working Supervisor-Utility Field Services
527 Working Supervisor-Wastewater Collection
529 Working Supervisor-Water
515 Electrical Technician
* Full-time Temporary employees only
4
$25.16
$25.16
$25.16
$25.16
$25.16
$25.16
$25.16
$25.16
$25.16
$33.26
Step 5
Monthly
Equive!ent
$4,361
$4,361
$4,361
$4,361
$4,361
$4,361
$4,361
$4,361
$4,361
EXHIBIT "B": JOB DEFINITIONS
The Job Definitions included herein are intended to be general guidelines regarding the duties to be
performed by a particular classification, and are not to be construed as restrictions on the duties an
employee may perform. Any employee may be assigned to perform the duties of a classification
which has an equal or lower wage rate.
A crew as used herein is defined as three or more employees working together on the same job.
For vehicle/equipment operation, see Exhibit '4 F" - "VEHICLE/EQUIPMENT OPERATION
DIRECTORY."
Solid Waste Worker
An employee who is engaged in performing a variety of unskilled work. The employee's duties
include the collection of litter along roadways and at disposal sites, directing traffic at disposal sites,
collection of fees and issuing of receipts and cleaning and washing of solid waste equipment and
vehicles. The employee shall be capable of performing the duties efficiently and safely.
Custodian
An employee who is engaged in performing all types of custodial work. The employee shall be
capable of performing the duties efficiently and safely.
Utility Field Worker
An employee who is engaged in a variety of customer service utility duties, such as the delivery to
customers of delinquency notices, service contracts, and other notifications to utility customers. The
employee's duties include the performance of various meter route maintenance duties, such as
correction of meter access problems, trimming of shrubs to provide meter access, the removing of
water and other debris from water meter boxes. The employee will be required to read both water
and electric meters for purposes of providing closing statements to customers, and will be required
to perform related clerical work in keeping and reviewing records, comparing names and numbers
accurately, and performing simple mathematical calculations. The employee will also be required
to deliver City mail.. The employee will be required to interact with the public. The employee's
background and experience must be such as to qualify the employee to perform the duties safely with
skill, tact, diplomacy, and efficiency.
Custodial Lead Worker
An employee who is a lead worker in charge of lower paid employees engaged in all types of
custodial work. The employee shall have the personal qualifications of leadership and supervisory
ability and be familiar with the City's safety standards and other applicable rules and regulations.
The employee shall be capable of performing the duties efficiently and safely.
Resource Recovery Worker
An employee who is engaged in performing a wide variety of duties in the operation of a transfer
station recycling center. The employee's duties include directing traffic at transfer or recycling areas,
collecting fees and issuing receipts, quality control and sorting recyclables at a voluntary drop-off
center, providing training, supervision, assistance to alternative workers and volunteers and general
site cleanup. The employee shall be capable of performing the duties efficiently and safely.
Solid Waste Truck Driver I
An Employee who is engaged in the collection and disposal of solid wastes and the operation and
routine maintenance of equipment associated with collection and processing of solid waste,
recyclables and household reusables. The employee will be required to clean and wash vehicles and
waste collection equipment. The employee may also be required to perform other urn'elated work
in order to utilize the employee's full working time. The employee may be required to direct the
work of one (1) 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.
Airport Maintenance Worker
An employee who is engaged in performing a wide variety of unskilled and semi-skilled work on
airport facilities. The employee's duties include installation, construction, maintenance, and repair
of buildings, grounds, landscaped arms, and other airport property. The employee will be required
to operate portable power tools. The employee will be familiar, and comply, with FAA safety,
security, and ground movement regulations. The employee may be required to direct the work of
another lower paid employee engaged in unskilled work. The employee shall be capable of
performing the duties safely, with skill, tact, diplomacy, and efficiency.
Garage Maintenance Worker
An employee who is engaged in a variety of routine, semi-skilled maintenance and repairs of tools,
equipment, and vehicles. The employee may also be required to perform related clerical 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.
Public Works Maintenance Worker
An employee who is engaged in performing a wide variety of unskilled and semi-skilled work. The
employee's duties include installation, construction, maintenance and repair of streets, curbs, gutters,
sidewalks, storm drains, water and sewer lines, parks, buildings, facilities and other City property.
2
~h¢ ~p;c,~,,-~.~¢ g~ ~f C~l~f,)m~ ~fi-~-~ L~c¢,~¢ The employee will be required to operate
portable power tools. The employee may be required to direct the work of another lower-paid
employee engaged in unskilled work, and shall be capable of performing the duties efficiently and
safely.
Meter Reader
An employee who is engaged in reading meters, calculating consumptions and reporting
irregularities of either the customer's or the City's facilities. The employee maybe required to check
for stopped water meters, collect bills, sequence routes, and perform clerical work. The employee
will be required to meet the public. The employee's background and experience must be such as
to qualify the employee to perform these duties safely with skill, tact, diplomacy and efficiency.
Equipment Operator
An employee who is engaged in the operation and routine maintenance of equipment, particularly
mobile power equipment associated with the construction, maintenance and repair of streets, parks,
pipelines, and other facilities. The employee may be required to direct the work of up to two (2)
other lower paid employees. 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.
Gardener
An employee who is engaged in performing all types of semi-skilled and skilled lawn, garden, sports
playing area, and parks grounds installation and maintenance work. The employee will be required
to direct the work of up to two (2) other lower paid employees engaged in unskilled work. Must
possess an appropriate State of California Department of Food and Agriculture Commercial
Applicator Certificate for use of restrictive materials in those categories that are job related. The
employee's background of training and experience shall include at least sixteen (16) units of college
level horticultural academic work or the equivalent and shall be such as to qualify the employee to
perform the duties safely with skill and efficiency.
Solid Waste Truck Driver I1
An employee who is engaged in the operation and routine maintenance of all sanitation collection
and disposal trucks and vehicles. The employee may be required to perform routine vehicle
maintenance and job related clerical work. The employee may be required to perform other
unrelated duties in order to utilize the full working time. The employee's background of training and
experience shall qualify the employee to perform the duties with skill, efficiency, and safety.
Street Sweeper Operator
An employee who is engaged in the operation and routine maintenance of a self-propelled street
sweeper. The employee's background of training and experience shall be such as to qualify the
employee to perform the employee's duties safely with skill and efficiency.
Tree Trimmer
An employee who is engaged in performing all types of pruning and Wee trimming, including tree
trimming in close proximity to high voltage power lines, utilizing tree climbers, rope rigging,
mechanical lif~ equipment, and all types of mechanical and power pruning and cutting tools. The
employee will be required to direct the work of another lower paid employee engaged in unskilled
work. The employee must possess or acquire within two (2) years of appointment and maintain a
certificate issued by the International Society of Aboriculture as a "Certified Arborist." The
employee's background of training and experience shall be such as to qualify the employee to
perform the employee duties with skill, efficiency and safety. The employee must possess the
appropriate State of California drivers license.
Water Maintenance Worker
An employee who is engaged in performing all types of installation, construction, repair, operation,
and maintenance work on water supply, distribution, transmission and treatment facilities. The
employee may be required to meet the public, and if the employee is, the employee shall be capable
of performing assignments with tact and diplomacy. The employee may be required to direct the
work of up to two (2) other lower paid employees. The employee's background of training and
experience shall be such as to qualify the employee to perform these duties with skill, safety, and
efficiency. Must possess an American Water Works Association Water Distribution Operator
Certificate Grade I.
Wastewater Collection Maintenance Worker
An employee who is engaged in performing all types of installation, construction, operation,
maintenance and repair work on wastewater collection and treatment facilities. The employee may
be required to direct the work of up to two (2) other lower-paid employees. The employee's
background of training and experience shall be such as to qualify the employee to perform these
duties with skill, safety, and efficiency. Must possess a California Water Environment Association
Collection System Maintenance Certificate Grade ~ II.
Transfer Station Operator
An employee who is engaged in the operation and maintenance of all types of solid waste transfer
station equipment. The employee may be required to direct the work of up to two (2) other lower
4
paid employees. The employee's background shall be such as to qualify the employee to perform
these duties with skill, efficiency, tact, diplomacy and safety.
Airport Maintenance Lead Worker
An employee who is a lead worker in charge of not more than three other employees engaged in
performing a wide variety of skilled and semi-skilled duties relating to the installation, construction,
maintenance and repair of buildings, grounds, landscaped areas and other Airport facilities. The
employee must be familiar with, and comply with FAA Safety, Security, and Ground Movement
Regulations. 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.
Building Trades Maintenance Worker
An employee who is a journeyman and is engaged in performing a wide variety of duties relating to
the installation, construction, operation, maintenance and repair of buildings, facilities, mechanical
equipment, street signs and sprinkler systems and other property of a similar nature. Maybe required
to perform carpentry, plumbing, electrical work, painting, cement work, masonry, and gas and
electric welding. The employee should be a journeyman in one of the foregoing crafts and should
be reasonably competent and proficient in performing routine tasks of some of the other crafts.
to direct the work of up to three (3) other lower-paid employees. The employee may be required to
meet the public and, if the employee is, the employee shall be capable of performing such assignment
with tact and diplomacy. The employee's background of apprenticeship and experience must be
such as to qualify the employee to perform these duties safely with skill and efficiency.
Heavy Equipment Operator
An employee who is engaged in the operation and routine maintenance of all types of equipment,
particularly mobile power equipment associated with the construction, maintenance, and repair of
streets, parks, pipelines, and other facilities. The employee may be required to direct the work of
up to two (2) other lower paid employees. The employee shall be capable of performing the duties
with skill, efficiency and safety.
Lead Meter Reader
An employee who is a in charge of employees engaged in reading meters. The employee will be
required to arrange meter reading routes, handle customer complaints relative to Meter Readers or
bills, resolve problems encountered by Meter Readers, such as meter access and hazardous
conditions. The employee may be required to read meters. The employee will be required to
perform related clerical work. The employee must have the personal qualifications of leadership and
supervisory ability and a background of experience and training which qualify the employee to
perform the duties with skill, efficiency, tact, diplomacy, and safety.
Parking Meter Service Worker
An employee who is engaged in performing all classes of parking meter work alone or as a lead
worker with one or more assistants with same or lower classifications. The employee's duties
include installation, maintenance and repair of all types of parking meters and related facilities, and
the collection and sorting of coins from meters. The employee's background of training and
experience shall be such as to qualify the employee to perform the duties safely with skill,
efficiency, tact and diplomacy.
Parks Lead Worker
An employee who is a lead worker in charge of not more than three (3) other employees, engaged
in performing a variety of skilled and semi-skilled duties relating to the installation, construction,
operation, maintenance and repair of park-type facilities. The employee's background of training
and experience shall include at least sixteen (16) units of college level horticultural academic work
or the equivalent and possess a State of California Department of Food and Agriculture Commercial
Applicators' Certificate for the use of restricted materials in those categories that are job related.
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.
6
Public Works Lead Worker
An employee who is a lead worker in charge of not more than three (3) other employees, engaged
in performing a variety of duties such as the installation, construction, operation, maintenance and
repair of streets, parks, pipelines, buildings, and other facilities. The employee should possess the
craft qualifications of a Heavy Equipment Operator or another related journeyman craft. 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.;
Solid Waste Maintenance Worker
An employee who is a joumeyrnan and is engaged in performing a wide variety of duties relating to
the installation, construction` operation, maintenance and repair of buildings, facilities, mechanical
equipment, street signs, sprinkler s~tems and other property of a similar nature. May be required
to perform carpentry, plumbing, electrical work, painting, cement work, masonry_, and gas and
electric welding. The employee should be a journeyman in one of the foregoing crafLs 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 up to three (3) other lower-paid employees. The
employee may be required to meet the public and, if the employee is, the employee shall be capable
of performing such assignment with tact and diplomacy. The employee's background of
apprenticeship and experience must be such as to quali~ the employee to perform these duties safely
with skill and efficiency.
Tree Trimmer Lead Worker
An employee who is a lead worker 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
ofmechardcal and power pruning and cutting tools. The employee must possess or acquire within
two (2) years of appointment and maintain a certificate issued by the International Society of
Arboriculture as a "Certified Arborist.' 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.
Wastewater Collection Lead Worker
An employee who is a lead worker in charge of not more than three (3) other employees engaged in
performing all types of installation, construction, repair, operation and maintenance work on
wastewater collection and treatment facilities. The employee may be required to meet the public,
and if the employee is, the employee shall be capable of performing such assignments with tact and
7
diplomacy. The employee shall have the personal qualifications of leadership and supervisory
ability, the craf~ qualifications necessary to maintain sewerage facilities, and be familiar with the
City's 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. Must possess
a California Water Environment Association Collection System Maintenance Certificate Grade
Il1.
Water Lead Worker
An employee who is a lead worker in charge of not more than three (3) other employees engaged in
performing all types of installation, construction, repair, operation and maintenance work on water
supply, distribution, and treatment facilities. The employee may be required to meet the public, and
if the employee is, the employee shall be capable of performing such assignments with tact and
diplomacy. The employee shall have the personal qualifications of leadership and supervisory
ability, the craft qualifications necessary to maintain water facilities, and be familiar with the City's
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. Must possess
an American Water Works Association Water Distribution Operator Certificate Grade I.
Welder
An employee who is a journeyman and is engaged in performing all types of welding, fabrication,
and the operation of metal shop tools. The employee shall be required to perform tool maintenance
and repair work. 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.
~V&t¢i- Tr~hii~iit ~ ~ G.,d~ P~
Equipment Mechanic
An employee who is a journeyman is engaged in performing all types of tool, equipment, and
automotive maintenance and repair work, including fabrication and welding. The employee may
also be required to perform job related clerical work as required. The employee's background of
apprenticeship and experience shall be such as to qualify the employee to perform these duties safely
with skill and efficiency.
Solid Waste Maintenance Mechanic
An employee who is a journeyman and is engaged in performing a wide variety of duties relating to
complex projects including the design, installation, construction, operation, maintenance and repair
of buildings, facilities, mechanical equipment, street signs and sprinkler systems and other property
of a similar nature. May be required to perform carpentry_, plumbing, electrical work, painting,
cement work, masonry, metal fabrication and gas and electric welding. The employee should be a
journeyman 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 lower-paid employees. The employee may be required to meet the public and, if the
employee is, the employee shall be capable of performing such assignment with tact and diplomacy.
The employee's background of apprenticeship and experience must be such as to quali _f-y the
employee to perform these duties safely with skill and efficiency.
Customer Service Worker
An employee engaged in performing service work, such as installing and removing all types of
meters (excluding high voltage electric meters or installation of current coils or potential transformer
metering installations), handling a customer change of party, handling customer complaints,
collection of bills and deposits and routine inspection for proper function and performing minor
repairs, maintenance or adjustment to City's facilities, such as substations and sewer and water
plants. The employee shall maintain a high standard of public relations and personal appearance.
The employee's background and experience shall be such as to qualify the employee to perform the
employee's duties with skill, efficiency, tact and diplomacy. The employee shall be capable of
performing the duties safely.
HVAC Technician
An employee who is a journewnan engaged in tracking and performing heating, ventilation, and air
conditioning (HVAC) preventative maintenance, troubleshooting and repair work and performing
a wide variety of other duties related to the installation, construction, operation, maintenance and
repair of buildings, facilities, mechanical equipment, sprinkler systems and other property of a
similar nature. The employee shall possess journey level experience in performing extensive HVAC
maintenance and repair. The employee maybe required to direct the work of up to three (3) other
lower-paid employees. The employee may be required to meet the public and shall be capable of'
performing such ~q.qignment with tact and diplomacy. The employee's background of apprenticeship
and experience must be such as to quali~ the employee to perform these duties safely with skill and
efficiency. The employee shall be required to possess Environmental Protection Agency {EPA)
Refrigeration Certification of Compliance.
Working Supervisor - Airports
An employee who is a'working supervisor in charge of employees engaged in performing a variety
of unskilled and semi,skilled duties relating to the installation, construction, operation, maintenance
and repair Of buildings, grounds, landscaped areas and other Airport property or facilities. The
employee may be required to meet the public and, if the employee is, the employee shall be capable
of performing such assignment with tact and diplomacy. The employee shall have the personal
qualifications of leadership and supervisory ability, be familiar with Airport operations and facilities,
be familiar, and comply with FAA safety, security and ground movement regulations, the City's
safety standards, accounting procedures and all other applicable roles and regulations. The employee
shall be capable of performing the duties with skill, efficiency, and safety.
Working Supervisor - Buildings
An employee who is a working supervisor in charge of employees engaged in performing duties such
as maintenance, operation and repair of buildings and grounds. The employee may be required to
meet the public and, if the employee is, the employee shall be capable of performing such assignment
with tact and diplomacy. The employee shall have the personal qualifications of leadership and
supervisory ability, the craft qualifications necessary to maintain large buildings and complex
building mechanical equipment, and be familiar with the City's 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.
Working Supervisor - Landffil
An employee who is a working supervisor in charge of crews of employees who are engaged in the
disposal of solid wastes and performs a wide variety of duties, such as installation, construction,
operation, and maintenance of the landfill. The employee will be required to possess the appropriate
certifications and craft qualifications of a Heavy Equipment Operator. 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 roles and
regulations. The employee may be required to make minor repairs and adjustments to heavy
equipment. When in charge of more than eight (8) other employees, the employee's wage rate shall
be increased by five percent (5%). The employee shall be capable of performing the duties with
skill, efficiency, and safety.
10
Working Supervisor - Parks
An employee who is a working supervisor in charge of not more than eight (8) other employees
engaged in maintenance, construction and installation of parks, buildings, grounds, plantings, trees,
and other similar City facilities. Must possess an appropriate State of California Department of
Food and Agriculture Commercial Applicator Certificate for use of restrictive materials in those
categories that are job related. The employee shall have the personal qualifications of leadership and
supervisory ability, a background of experience in parks maintenance work or related work of a
similar nature, must possess a minimum of 16 units of college level horticultural work or the
equivalent, and must be familiar with the City's construction and safety standards, accounting
procedures, and all other applicable rules and regulations. When in charge of more than eight (8)
other employees the employee's wage rate shall be increased by five (5) percent. The employee shall
be capable of performing the duties with skill, efficiency, and safety.
Working Supervisor - Public Works
An employee who is a working supervisor in charge of a crew of not more than six (6) other
employees engaged in performing a wide variety of duties, such as the installation, construction,
operation, maintenance and repair of streets, pipelines, buildings and other facilities. The employee
should possess the craft qualifications of a Heavy Equipment Operator or another related journeyman
craft. 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. When in charge of a crew of more than six (6) other employees the
employee's wage rate shall be increased by five percent (5%).
Working Supervisor - Shop
An employee who is a working supervisor in charge of a Shop wherein a number of other employees,
not more than six (6), are engaged in performing all types of tool, equipment and automotive
maintenance and repair work, including fabrication and welding. The employee shall have the
personal qualifications of leadership and supervisory ability, the craft qualifications of an Equipment
Mechanic, and be familiar with the City's safety standards, accounting procedures and all other
applicable rules and regulations. When in charge of a crew of more than six (6) other employees the
employee's wage rate shall be increased by five percent (5%). The employee shall be capable of
performing the duties with skill, efficiency, and safety.
11
Working Supervisor - Utility Field Services
An employee who is a working supervisor in charge of employees engaged in reading meters and
performing customer service work. The employee will be required to arrange meter reading mutes,
handle customer complaints relative to meter reading, customer service work or bills, resolve
problems encountered by Utility Field Services personnel, such as meter access and hazardous
conditions. The employee may be required to meet the public and, if the employee is, the employee
shall be capable of performing such assignment with tact and diplomacy. The employee shall have
the personal qualifications of leadership and supervisory ability, be familiar with City Utility policies
and procedures, City's safety standards, accounting procedures, and all other applicable rules and
regulations. The employee may be required to read meters and perform customer service worker
duties and be capable of performing all assigned duties with skill, efficiency, and safety.
Working Supervisor - Wastewater Collection
An employee who is a working supervisor in charge of employees engaged in performing all types
of installation, construction, repair, operation and maintenance work on wastewater collection and
treatment facilities. The employee may be required to meet the public, and if the employee is, the
employee shall be capable of performing such assignments with tact and diplomacy. The employee
shall have the personal qualifications of leadership and supervisory ability, the cr'af~ qualifications
necessary to maintain sewerage facilities, and be familiar with the City's 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. Must possess a California Water
Environment Association Collection System Maintenance Certificate Grade III. When in charge of
more than eight (8) other employees, the employee's wage rate shall be increased by five percent
(5%).
Working Supervisor - Water
An employee who is a working supervisor in charge of employees engaged in performing all types
of installation, construction, repair, operation and maintenance work on water supply, distribution,
12
and treatment facilities. The employee may be required to meet the public, and if the employee is,
the employee shall be capable of performing such assignments with tact and diplomacy. The
employee shall have the personal qualifications of leadership and supervisory ability, the craft
qualifications necessary to maintain water facilities, and be familiar with the City's safety standards,
accounting procedures, and all other applicable rules and regulations. Must be capable of
performing the duties with skill, efficiency, and safety. Must possess an American Water Works
Association Water Distribution Operator Certificate Grade II. When in charge of more than eight
(8) other employees, the employee's wage rate shall be increased by five percent (5%).
Electrical Technician
An employee who is a journeyman and is engaged in performing all classes of electrical work. The
employee's 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 telemetering equipment, traffic signals and recording instruments. 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 be capable of performing the
duties safely.
13
EXHIBIT "C": LINES OF PROGRESSION
CLASSIFICATION
NEXT LOWER
CLASSIFICATIONS
SAME OR HIGHER
CLASSIFICATIONS
SOLID WASTE WORKER
Resource Recovery Worker
Solid Waste Crew Worker
Transfer Station Worker
Solid Waste Lead Worker
Solid Waste Truck Driver
Transfer Station Operator
Heavy Equipment Operator
Working Supervisor- Landfill
CUSTODIAN Custodial Lead Worker
UTILITY FIELD WORKER Meter Reader
Lead Meter Reader
Customer Service Worker
CUSTODIAL LEAD Custodian
WORKER
RESOURCE RECOVERY Solid Waste Worker Solid Waste Crew Worker
WORKER Transfer Station Worker
Solid Waste Lead Worker
Solid Waste Track Driver
Transfer Station Operator
Heavy Equipment Operator
Working Supervisor - Landfill
SOLID WASTE TRUCK
DRIVER I
Solid Waste Worker
Solid Waste Truck Driver II
Transfer Station Operator
Heavy Equipment Operator
Working Supervisor - Landfill
AIRPORT MAINTENANCE Working Supervisor - Airports
WORKER Airports Maintenance Lead Worker
GARAGE MAINTENANCE Equipment Mechanic
WORKER Working Supervisor - Shop
CLASSIFICATION
PUBLIC WORKS
MAINTENANCE WORKER
METER READER
EQUIPMENT OPERATOR
NEXT LOWER
CLASSIFICATIONS
SAME OR HIGFm~R
CLASSIFICATIONS
Equipment Operator
Gardener
Street Sweeper Operator
Tree Trimmer
Wastewater Collection Maintenance Worker
Water Maintenance Worker
Building Trades Maintenance Worker
Heavy Equipment Operator
Parks Lead Worker
Public Works Lead Worker
Tree Trimmer Lead Worker
Wastewater Collection Lead Worker
Water Lead Worker
Working Supervisor - Buildings
Working
Working
Working
Working
Utility Field Worker
Supervisor - Parks
Supervisor - Public Works
Supervisor - Wastewater Collection
Supervisor - Water
GARDENER
Public Works Maintenance Worker
Wastewater Collection Maintenance Worker
Heavy Equipment Operator
Public Works Lead Worker
Wastewater Collection Lead Worker
Working Supervisor - Public Works
Working Supervisor - Wastewater Collection
Public Works Maintenance Worker
Tree Trimmer
Lead Tree Trimmer
Parks Lead Worker
Working Supervisor - Parks
SOLID WASTE TRUCK
DRIVER II
Solid Waste Truck Driver I
Transfer Station Operator
Heavy Equipment Operator
Working Supervisor - Landfill
STREET SWEEPER
OPERATOR
Public Works Maintenance Worker
Equipment Operator
Heavy Equipment Operator
Public Works Lead Worker
Working Supervisor - Public Works
2
Working Supervisor-Utility Field Services
Lead Meter Reader
Customer Service Worker
CLASSIFICATION
NEXT LOWER
CLASSIFICATIONS
SAME OR HIGm~.R
CLASSIFICATIONS
TREE TRIMMER
Public Works Maintenance Worker
Gardener
Parks Lead Worker
Tree Trimmer Lead Worker
Working Supervisor -Parks
WASTEWATER
COLLECTION
MAINTENANCE WORKER
Public Works Maintenance Worker
Public Works Lead Worker
Wastewater Collection Lead Worker
Working Supervisor - Wastewater Collection
WATER MAINTENANCE
WORKER
Public Works Maintenance Worker
Public Works Lead Worker
Water Lead Worker
Working Supervisor- Water
TRANSFER STATION
OPERATOR
Solid Waste Track Driver II
Solid Waste Track Driver I
Heavy Equipment Operator
Working Supervisor - Landfill
: : - ......................................
WAS ,~;VATER PLANT l'abl,,, W,,,~o M ................. o~,,,v,° ",,'
PLANT OPERATOR P bl W k M
...... M ...........W~,k~, S ...... W
Working
AIRPORT MAINTENANCE
LEAD WORKER
Airpon Maintenance Worker
Working Supervisor - Airports
BUILDING TRADES
MAINTENANCE WORKER
Welder
Working Supervisor - Buildings
Working Supervisor - Public Works
HEAVY EQUIPMENT
OPERATOR
Equipment Operator
Solid Waste Truck Driver II
Transfer Station Operator
Public Works Lead Worker
Working Supervisor - Public Works
Working Supervisor - Landfill
LEAD METER READER
Meter Reader
Customer Service Worker
Working Supervisor - Utility Field Services
PARKING METER SERVICE
WORKER
PARKS LEAD WORKER
Gardener
Tree Trimmer
Lead Tree Trimmer
Working Supervisor - Parks
PUBLIC WORKS LEAD
WORKER
Public Works Maintenance Worker
Equipment Operator
Wastewater Collection Maintenance Worker
Heavy Equipment Operator
Working Supervisor - Public Works
SOLID WASTE
MAINTENANCE WORKER
3
NEXT LOWER SAME OR HIGHER
CLASSIFICATION CLASSIFICATIONS CLASSIFICATIONS
TREE TRIMMER LEAD Gardener Parks Lead Worker
WORKER Tree Trimmer Working Supervisor - Parks
WASTEWATER COLLECTION Wastewater Collection Maintenance Worker Working Supervisor - Wastewater Collection
LEAD WORKER
WATER LEAD WORKER Public Works Maintenance Worker
Water Maintenance Worker Working Supervisor - Water
WELDER Building Trades Maintenance Worker
PLANT OPERATOR
SENIOR WATER ?L~4T W PI t Op ......................
EQUIPMENT MECHANIC Garage Maintenance Worker Working Supervisor - Shop
SOLID WASTE
MAINTENANCE MECHANIC
HVAC TECHNICIAN
CUSTOMER SERVICE Lead Meter Reader Working Supervisor'- Utility Field Services
WORKER Meter Reader
WORKING SUPERVISOR - Airport Maintenance Lead Worker
AIRPORTS
WORKING SUPERVISOR - Building Trades Maintenance Worker
BUILDINGS
WORKING SUPERVISOR - Solid Waste Truck Driver II
LANDFILL Transfer Station Operator
Heavy Equipment Operator
WORKING SUPERVISOR - Parks Lead Worker
PARKS Tree Trimmer Lead Worker
WORKING SUPERVISOR - Heavy Equipment Operator
PUBLIC WORKS Public Works Lead Worker
WORKING SUPERVISOR - Equipment Mechanic
SHOP
WORKING SUPERVISOR - Lead Meter Reader
UTILITY FIELD SERVICES Customer Service Worker
WORKING SUPERVISOR - Wastewater Collection Lead Worker
WASTEWATER COLLECTION
4
NEXT LOWER SAME OR HIGI/F~R
CLASSIFICATION CLASSIFICATIONS CLASSH~ICATIONS
WAS,~WATER PLANT
WORKING SUPERVISOR Water Lead Worker
WATER g~aio~ W&;,x l'l~ii~
ELECTRICAL TECHNICIAN
5
EXHIBIT "D": STANDBY DUTY
Pursuant to the Memorandum of Understanding between the City of Redding and International
Brotherhood of Electrical Workers, Maintenance Unit, certain classifications and positions in
City service are subject to routine or periodic emergency call-back as an inherent and integral
part of their assigned job responsibilities in order to provide continuous public services. In
addition, Department Directors, or designee, will be responsible for determining the
circumstances requiring employees to be placed on standby duty. Personnel shall be provided
two (2) weeks advance notice of standby duty period. Employees placed on standby duty shall
be qualified to. safely perform such duties with skill and efficiency.
The City 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, with the exception of trades per item "G" below. Once the list of
volunteers has been established, standby duty will be rotated equally among those
qualified and available employees.
If there are insufficient volunteers for a standby duty period, employees will be called
utilizing the regular call out list and procedures and, in such circumstances, employees
will not receive standby duty compensation.
Bo
The employee shall be required to carry a cellular telephone or a pager at all times while
on standby duty and remain within the appropriate telephone or pager reception area in
order to be available for call out. Telephone and paging equipment will be supplied by
the City.
Co
Standby personnel shall be required to be fit-for-duty and shall report to their normal
headquarters as soon as possible within forty (40) minutes. Standby personnel may also
be provided with a vehicle for use during the employee's standby duty period. In
instances where a take home vehicle is provided, the employee shall respond to an
incident as soon as possible within 40 minutes.
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.
Compensation for standby duty periods shall be paid as follows: one (1) hour of overtime
for weekday (12:01 a.m. Sunday through midnight Friday); two (2) hours of overtime for
weekend days (12:01 a.m. Saturday through midnight Sunday); and three (3) hours of
overtime for holidays except for those holidays designated as floating holidays.
In addition to compensation for standby duty, the overtime provisions of Article 9.9 shall
apply if the employee assigned to standby duty is required to respond. However, in
instances where a take home vehicle has been provided to the employee, the travel time
provisions of Article 9.9 shall not apply.
Go
Employees may Ixade complete standby duty periods at any time up until the duty period
has begun with prior approval of the supervisor.
EXHIBIT "E"
STANDBY DUTY FOR CERTIFIED WATER DISTRIBUTION PERSONNEL
Pursuant to the Memorandum of Understanding between the City of Redding and International
Brotherhood of Electrical Workers, Maintenance Unit, certain classifications and positions in City
services are subject to routine or periodic emergency call-back as an inherent and integral part of
their assi~_qmment job responsibilities in order to provide continuous public service. In addition,
Department Directors, or designee, will be responsible for determining the circumstances requiring
employees to be placed on standby duty period. Personnel shall be provided two (2) weeks advance
notice of standby dutyperiod. Employees placed on standby du_ty shall be qualified to safely perform
such duties with skill and efficiency.
The City will establish a method for employees to volunteer for standby du_ty periods.
Initially, seniority will establish the rolling list with latter additions or changes made to the
bottom of the list, with the exception of trades per item "G" below. In the event no one
volunteers for a standby du_ty period, the City shall assign an employee to serve. Employees
will be assigned based upon standby du_ty served during the previous 12-month period. The
employee with the least amount of standby du_ty served will be assigned. Certified Water
Distribution personnel will serve on standby duty for intervals of up to one (1) week.
The employee shall be required to cany a cellular telephone and/or a pager at all times while
on standby duty and remain within forty minutes response time area in order to be available
for a call out. Telephone and paging equipment will be supplied by the City.
Standby personnel shall be required to be fit-for-duty and shall report to their normal
headquarters as soon as possible within forty (40) minutes. Standby personnel may also be
provided with a vehicle for use during the employee's standby duty period. In those
instances where a take home vehicle is provided, the employee shall respond to an incident
as soon as possible within 40 minutes.
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.
Compensation for standby duty periods shall be paid as follows: one (1) hour of overtime for
weekdays (12:01 a.m. Sunday through midnight Friday); two (2) hours of overtime for
weekend days (12:01 a.m. Saturday through midnight Sunday); and three (3) hours of
overtime for holidays except for those holidays designated as floating holidays.
In addition to compensation for standby du _ty, the overtime provisions of Article 9.9 shall
apply if the employee assigned to standby duty is required to respond. However, in instances
where a take home vehicle has been provided to the employee, the travel time provisions of
Article 9.9 shall not apply. Overtime will commence at the time the employee receives the
callout.
Employees may trade complete standby duty periods at any time up until the duty period has
begun with prior approval of the supervisor.
EXHIBIT "~ _F': VEHICLE/EQUIPMENT OPERATION DIRECTORY
Effective September 15, 2002
CLASSIFICATION VEHICLES/EQUIPMENT*
Custodian
Custodial Lead Worker
Solid Waste Worker
Utility Field Worker
Airport Maintenance Worker
Garage Maintenance Worker**
Solid Waste Track Driver I
Public Works Maintenance Worker
Meter Reader
*_ff.* Upgrade only when moving vehicles larger
or more complex than listed herein on
public streets.
Equipment Operator
Gardener
Solid Waste Truck Driver II
Street Sweeper Operator
Tree Trimmer
Wastewater Collection Maintenance Worker
Water Maintenance Worker
All vehicles/equipment such as a car, pick up
truck, van, forklift, or any other functional
equivalents.
All of the above vehicles/equipment as well as:
retriever/packer, pick up and 5t~ wheel trailer,
container delivery vehicles, packer, baler,
granulator, sorting system, brush chipper,
tractor/mower, two (2) axle truck hauling or
towing a trailer of no more than six thousand
(6,000) pounds, tractor/loader of less than
fourteen thousand (14,000) pounds (no size
limit when used in a corporation yard), or any
other functional equivalents.
All of the above vehicles/equipment as well as:
roller, sweeper, dump trucks (above 26,000
pounds), front end load (up to 3 yards, other
than when used as a grader), side load, front
load, roll off, rear load, water truck, boom
truck transport, crane transport, hydro cleaners,
green waste, recycle truck, self-propelled street
sweeper, bucket truck, or any other functional
equivalents.
Airport Maintenance Lead Worker
Building Trades Maintenance Worker
Heavy Equipment Operator
Lead Meter Reader
Parking Meter Service Worker
Parks Lead Worker
Public Works Lead Worker
Solid Waste Maintenance Worker
Transfer Station Operator
Tree Trimmer Lead Worker
Wastewater Collection Lead Worker
Water Lead Worker
Welder
Equipment Mechanic
Solid W~te M~finten~mce Mech.-fie
Customer Scn4ce Worker
}iVAC Technician
All Workin§ Supervisors
£lectricnl Technician
All of the above vehicles/equipment as well as:
fi-om end loader (over 3 yards), trammel, tub
grinder, transfer truck, loader, crane operation,
compost screen, compost turner, other types of
collection and solid waste material processing
equipment, backhoe, grader, track/trailer
combination, or any. other functional
*THIS LIST INCLUDES EXAMPLES ONLY AND IS NOT INTENDED TO BE ALL
INCLUSIVE LIST OF VEHICLES/EQUIPMENT UTILIZED IN PERFORMANCE OF
DUTIES.
EMPLOYEES MUST POSSESS THE APPROPRIATE STATE OF CALIFORNIA DRIVERS
LICENSE
2