HomeMy WebLinkAboutReso 2004-028 -Redding Employees OrganizationRESOLUTION NO. 04-28
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING
APPROVING THE PROVISIONS OF THE MEMORANDUMS O17
UNDERSTANDING ENTERED INTO BETWEEN THE CITY OF REDDING
AND THE REDDING EMPLOYEES ORGANIZATION OF THE SERVICE
EMPLOYEES INTERNATIONAL UNION-CLERICAL, TECHNICAL AND
PROFESSIONAL EMPLOYEES' UNIT AND SUPERVISORY/
CONFIDENTIAL EMPLOYEES' UNIT, EFFECTIVE JANUARY 1, 2004.
WHEREAS, the Redding Employees Organization of the Service Employees International
Union-Clerical, Technical ancl Professional Employees' Unit and Supervisory/Confidential
Employees' Unit have been formally recognized as the majority representative of appropriate units
of employees, as set forth iht Section 2.1 of Article 2 of the attached Memorandums of
Understanding; and
WHEREAS, the designated representatives of the City of Redding have conferred with and
entered into Memorandums of Understanding with the designated representatives of the Redding
Employees Organization of the Service Employees International Union-Clerical, Technical and
Professional Employees' Unit and Supervisory/Confidential Employees' Unit, as required by the
provisions of the Meyers-Milias-Brown Act of 1968; and
WHEREAS, copies of the Memorandums of Understanding are available for review in the
office of the City Clerk;
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the: City of
Redding that the aforesaid Memorandums of Understanding are hereby approved and :shall be
effective January 1, 2004.
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 the 17th day of February, 2004, by
the following vote:
COUNCIL MEMBERS:
COUNCIL MEMBERS:
COUNCIL MEMBERS:
COUNCIL MEMBERS:
AYES:
NOES:
ABSENT:
ABSTAIN:
Cibula, Kight, Mathena, Stegal~ and Pohhneyer
None
None
None
ATTEST:
CONNIE,ST~ROHMAY~, l~ity Clerk
FORM APPROVED:
B~D L2 ~'UL~-ER, City Attorney'
C:\Documents aud Settings dovitt\Local Settings,Temporary Internet Files\OLK7~2-17-04.SEIUctpsup.res.wpd
MEMORANDUM OF UNDERSTANDING
between
THE CITY OF REDDING
and
REDDING EMPLOYEES ORGANIZATION
of the
SERVICE EMPLOYEES INTERNATIONAL UNION
SUPERVISORY/CONFIDENTIAL EMPLOYEES' UNIT
EFFECTIVE: April 10, 1994
AMENDED: June 5, 1997, to be effective June 29, 1997 '
AMENDED: April 17, 2001, to be effective January 1, 2001
AMENDED: February 17, 2004, to be effective January 1, 2004
TABLE OF CONTENTS
ARTICLE 1:
ARTICLE 2:
ARTICLE 3:
ARTICLE 4:
ARTICLE 5:
ARTICLE 6:
ARTICLE 7:
ARTICLE 8:
ARTICLE 9:
ARTICLE 10:
ARTICLE 11:
ARTICLE 12:
ARTICLE 13:
ARTICLE 14:
ARTICLE 15:
ARTICLE 16:
ARTICLE 17:
ARTICLE 18:
ARTICLE 19:
ARTICLE 20:
ARTICLE 21:
PREAMBLE ............................................................................................................ 1
RECOGNITION ...................................................................................................... 2
CITY RIGHTS ......................................................................................................... 2
UNION RIGHTS ..................................................................................................... 2
CONCERTED ACTIVITIES ................................................................................... 3
UNION SECURITY ................................................................................................ 4
GRIEVANCE PROCEDURE .................................................................................. 4
SAFETY .................................................................................................................. 6
DISABILITY AND UNEMPLOYMENT..., ........................................................... 6
EMPLOYEE STATUS ..........................................................................................
COMPENSATION AND CLASSIFICATIONS .................................................... 9
HOURS AND OVERTIME ............................................................ 11
SENIORITY ........................................................................................................ 12
PROMOTION AND TRANSFER ....................................................................... 13
LAYOFF, DISPLACEMENT AND REINSTATEMENT .................................. 13
LEAVE OF ABSENCE ....................................................................................... 14
EXPENSES .......................................................................................................... 15
SICK LEAVE ...................................................................................................... 16
FUNERAL LEAVE ............................................................................................. 17
HOLIDAYS ......................................................................................................... 17
VACATIONS ...................................................................................................... 19
ARTICLE 22:
ARTICLE 23:
ARTICLE 24:
ARTICLE 25:
ARTICLE 26:
ARTICLE 27:
ARTICLE 28:
ARTICLE 29:
ARTICLE 30:
ARTICLE 31:
ARTICLE 32:
ARTICLE 33:
ADMINISTRATIVE LEAVE ............................................................................. 21
UNIFORM AND REPLACEMENT ALLOWANCE ......................................... 21
EMPLOYEE BENEFIT PROGRAMS ................................................................ 22
JURY DUTY ....................................................................................................... 24
PERSONNEL RECORDS ................................................................................... 25
CONTINUING EDUCATION ............................................................................ 25
MISCELLANEOUS ............................................................................................ 25
SAVINGS PROVISION ...................................................................................... 26
EFFECT OF AGREEMENT ............................................................................... 26
EMERGENCY PROVISION .............................................................................. 26
COMPLETE AGREEMENT ............................................................................... 27
TERM .................................................................................................................. 27
NOTE: Amendments to this Memorandum of Understanding effective February 1, 2004, are
shown by underlining the new language and striking out the deleted language.
MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this' 15th day
of April, 1994, by and between 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 REDDING EMPLOYEES
ORGANIZATION of the SERVICE EMPLOYEES INTERNATIONAL UNION (a recognized
employee organization as defined in Section 3501 (b) of Chapter 10 of Division 4 of Title 1 of the
Government Code of the State of California), hereinafter referred to as UNION;
WITNESS E T H that:
WHEREAS, the Parties hereto desire to promote harmony and efficiency to the end that
the City, the Union and the general public may benefit therefrom, and to establish fair and
equitable salaries, hours and working conditions for certain hereinafter designated employees of
the City, and to facilitate the peaceful adjustment of differences that may from time to time arise
between them;
NOW, THEREFORE, the Parties hereto do agree as follows:
ARTICLE 1: PREAMBLE
1.1 This Memorandum of Understanding supersedes and replaces all previous policies,
practices, procedures, resolutions, ordinances and terms and conditions of employment on
subjects which are covered by this Memorandum of Understanding. There shall be no loss of
benefits as a result of this Memorandum of Understanding, except as specifically agreed to
herein.
1.2 It is the policy of the City and the Union not to, and neither party will, interfere with,
intimidate, restrain, coerce or discriminate against any employee as prohibited by State and
Federal law.
1.3 The City is engaged in rendering services to the public and the City and the Union
recognize their mutual obligation for the continuous rendition and availability of such services.
1.4 City employees shall perform loyal and efficient work and service and shall use their
influence and best efforts to protect the properties of the City and its service to the public and
shall cooperate in promoting and advancing the welfare of the City and in preserving the
continuity of its service to the public at all times.
1.5 The City and the Union shall cooperate in promoting harmony and efficiency among
City employees.
1.6 The Parties have met and conferred in good faith and have reached agreement on
procedures set forth in this Memorandum of Understanding for resolution of disputes between
the Parties. The Parties agree to follow the procedures as set forth in this Memorandum of
Understanding or the bargaining process required by the Meyers-Milias-Brown Act and the
Parties will make every effort to persuade their members to also use the established procedures.
ARTICLE 2: RECOGNITION
2.1 The City recognizes the Union as the "Exclusive Representative" of that Unit of
employees of the City who hold a classification listed on Exhibits "A" and "B" of this
Memorandum of Understanding.
2.1 (a) The Union does not represent retirees, nor can the Union bargain for or file
grievances on behalf of retirees. However, the Union may file a grievance on behalf of a current
employee who becomes a retiree prior to resolution of the grievance.
2.1 (b) The City will make any changes to benefits due to employees who retire from
City service at the same time changes are applied to the bargaining unit recognized pursuant to
this article following appropriate meet-and-confer procedures.
2.2 The provisions of this Memorandum of Understanding hereinafter set forth shall
apply only to those employees of the City of Redding in this unit, except as otherwise
specifically set forth in this Memorandum of Understanding.
ARTICLE 3: CITY RIGHTS
3.1 Notwithstanding anything to the contrary, the Union recognizes and accepts the fight
of City of Redding management to manage the City. This recognition includes acceptance of the
fact that the management rights listed below are not subject to either grievance procedures or the
meeting and conferring in good faith process provided for by the Meyers-Milias-Brown Act,
except, however, grievances may be filed upon interpretations of the provisions of this
Memorandum of Understanding other than those set forth in this section. It is agreed by the
Parties to this Memorandum of Understanding that management rights include, by way of
illustration and not by way of limitation, the following: (a) the full and exclusive control of the
management of the City; (b) the supervision of all operations, methods, processes and means of
performing any and all work; (c) the control of the property and the composition, assignment,
direction and determination of the size and the work hours of its working forces;(d) the fight to
determine the work to be done by employees; (e) the right to change or introduce new or
improved operations, methods, means or facilities; (f) the fight to establish budget procedures
and financial allocations; (g) the right to hire, classify, schedule, promote, demote, transfer,
evaluate, release, lay off and increase work hours of employees; (h) the fight to suspend,
discipline and discharge employees for just cause; (i) the right to contract out work to be done or
services to be rendered provided however, that the impact and effect of any such decision may be
subject to the meet and confer process and; (j) the right to maintain an orderly, effective and
efficient operation, provided however, that all of the foregoing shall be subject to the express and
explicit terms and provisions of this Memorandum of Understanding.
ARTICLE 4: UNION RIGHTS
4.1 Official representatives of the Union will be permitted access to City property to
confer with City employees on matters of employer-employee relations, but such representatives
shall not interfere with work in progress without agreement of Management.
4.2 The City will provide the Union adequate bulletin board space on existing bulletin
boards for the purpose of posting thereon matters relating to official Union business.
4.3 The City and the Union will not interfere with, intimidate, restrain, coerce or
discriminate against any employee because of the employee's membership or non-membership
in the Union or the employee's activity on behalf of the Union.
4.4 Any employee, at the employee's request, shall be permitted representation by a
Union representative. The foregoing shall apply to employee-required participation in processes
involving reprimands, investigations that can reasonably be expected to result in disciplinary
action, disciplinary actions and due process hearings, providing there is no unreasonable delay in
obtaining representation.
4.5 Joint Union-Management meetings shall be held twice each year or as often as agreed
upon by the Union and Management. The purpose of these meetings shall be to promote
harmony and efficiency and to improve communications between employees and all levels of
management. The meeting agenda shall be determined by those in attendance and there shall be
no restrictions on the subject matter, provided the meetings shall not substitute for normal
grievance procedures or for formal negotiations between the Parties. Those in attendance shall
consist of the Union's Representative and such other Union representatives as determined by the
Union; and the City's Personnel Mmmg~ Director and such other management personnel as
determined by the City. The number of representatives of each party shall be limited to five (5),
except by advance mutual agreement. The meetings shall be summarized in written minutes.
Except that the provisions of this section shall be observed, the meetings shall be self-organizing.
4.6 Whenever any employee is absent from work as a result of a formal request by the
Union and is engaged in official Union business, the City shall pay for all regular time absent
and shall be reimbursed therefor by the Union at the rate of one hundred fifty percent (150%) of
the employee's regular pay rate.
4.7 The City agrees to provide the Union, on a semi-annual basis, a listing of all
employees in the unit represented by the Union. Such listing shall include the name, date of
employment, job classification and status, departmental work location, pay rate, and SEIU unit
representation for each employee.
4.8 The City shall provide all new employees with a copy of this Memorandum of
Understanding at the time of employee orientation.
ARTICLE 5: CONCERTED ACTIVITIES
5.1 The duties performed by employees of the City as part of their employment pertain to
and are essential to the operation of a municipality and the welfare of the public dependent
thereon. During the term of this Memorandum of Understanding, employees shall not partially
or totally abstain from the performance of their duties for the City during regular work hours or
on an overtime basis. The Union shall not call upon or authorize employees individually or
collectively to engage in such activities and shall make a reasonable effort under the
circumstances to dissuade employees from engaging in such activities and in consideration
3
thereof, the City shall not cause any lockout. Those employees who do individually or
collectively, partially or totally abstain from the performance of their duties for the City shall be
subject to disciplinary action up to and including discharge from employment.
ARTICLE 6: UNION SECURITY
6.1 The City shall deduct from their salaries, the regular membership dues of employees
who are members of the Union and who individually and voluntarily authorize such deductions
in writing in accordance with the provisions of Section 1157.3 of the Government Code of the
State of California.
6.2 Deductions shall be made from the second payroll period of each month and a check
for the total deductions shall be submitted to the Treasurer of Redding Employees Organization
within five (5) working days of the date the deductions are withheld from the employee's check.
The City will notify the Union each month at the time of the dues transmittal to Union of any
changes since the previous dues transmittal and the reasons therefore.
6.3 The form of check-off authorization shall be approved by both the City and the
Union.
6.4 At new employee orientation, the Union will provide Union membership application
forms, payroll deduction authorization forms, and a copy of this Memorandum of Understanding.
In addition, at each orientation, a Union shop steward will be afforded an opportunity to make a
short presentation (30 minutes maximum) to the new employee after the City representative has
concluded orientation.
6.5 City agrees that a section on the Payroll Deduction Authorization Form provided by
Union will permit employees to voluntarily contribute to Union's Committee on Political
Education ("COPE") in an amount to be determined by the employee. Such contribution shall be
deducted and paid to Union in the same manner as membership dues as set forth in 6.2 above.
COPE funds will be paid separate from dues and other fees.
ARTICLE 7: GRIEVANCE PROCEDURE
7.1 Any grievance which may arise between the Union or any of its members and the
City, with respect to the interpretation or application of any of the terms of this Memorandum of
Understanding and with respect to such matters as the alleged discriminatory or arbitrary
discharge, demotion or discipline of an individual employee, shall be determined by the
provisions of this article, except that such matters as are included in the definition of impasse as
set forth in Resolution number 4217 are not a grievance. Probationary employees shall not be
entitled to invoke Article 7, Grievance Procedure, with regard to matters of discharge, or
demotion. This shall not, however, prevent a probationary employee from exercising any other
rights under this Memorandum of Understanding. Every employee designated by the City to
hear the grievance of a subordinate shall have the authority to settle that grievance.
7.2 Step One: The initial step in the adjustment of a grievance shall be a discussion
between the employee or the employee's representative, and the immediate Supervisor. If the
4
grievance is not resolved, the employee or the employee's representative shall present the
grievance in writing to the Division Head or Department Director as applicable, who will
answer, in writing, within ten (10) calendar days. This step requires a presentation to every level
of management below the City Manager. This step shall be started within thirty (30) calendar
days of the date of the action complained of or the date the grievant became aware of the incident
which is the basis for the grievance. This step may be taken during the working hours of the
employee.
7.3 Step Two: If a grievance is not resolved in the initial step, the second step shall be
the presentation of the grievance, in writing, by the employee or the employee's representative
and the Personnel ~ Director who shall answer, in writing, within ten (10) calendar days.
This step shall be taken within ten (10) calendar days of the date of the Department Director's
answer in step one.
7.4 Step Three: If a grievance is not resolved in the second step, the third step shall be
the presentation of the grievance, in writing, by the employee or the employee's representative to
the City Manager or a designee from the City Manager's Office, who shall answer, in writing,
within ten (10) calendar days. The written presentation shall be a clear, concise statement of the
grievance, the circumstances involved, the pertinent dates, the decision rendered at the previous
step, the section of this Memorandum of Understanding alleged to be violated, and the specific
remedy sought. The third step shall be taken within ten (10) calendar days of the date of the
answer in step two.
7.5 Step Four: If a grievance is not resolved in the third step, the fourth step shall be
referral by the Union to mediation within twenty (20) calendar days of the answer in step three.
Whenever a grievance is referred to mediation, either the Union or the City may request, in
writing, that the California State Mediation and Conciliation Service refer a state mediator. The
mediator shall assist the Parties in the resolution of the grievance in the same manner as that
which is normally used in the mediation of interest disputes. Referral to step five shall not occur
until a mediator has released the Parties from the mediation process.
7.6(a) Step Five: If a grievance is not resolved in the fourth step, the fifth step shall be
referral, in writing, by either the City or the Union to arbitration. The fifth step shall be taken
within twenty (20) calendar days of the date of the answer in step four.
7.6(b) An arbitrator shall be appointed on each occasion that a grievance is submitted in
writing to arbitration. The City and the Union shall mutually agree to the arbitrator. If the City
and the Union fail to reach agreement on the appointment of an arbitrator, they shall request the
State of California Mediation and Conciliation Service to nominate five (5) persons to be the
Arbitrator. Each party shall, alternately strike a name from the list of names. The first party to
strike a name shall be determined by lot. At the point in time when one (1) name remains, that
person shall be the appointed arbitrator. The costs of arbitration shall be borne equally by the
City and the Union. The City and the Union shall pay the compensation and expenses for their
respective witnesses. At the Union's request, the City shall release employees from duty to
participate in arbitration proceedings.
7.6(c) The arbitrator shall hold such hearings and shall consider such evidence as to the
arbitrator appears necessary and proper. The decision of the arbitrator shall be final and binding
on the City and the Union and the aggrieved employee, if any, provided that such decision does
not in any way add to, disregard or modify any of the provisions of this Memorandum 'of
Understanding.
7.7 Failure by the employee or the Union to meet any of the aforementioned time limits
as set forth in Sections 7.2, 7.3, 7.4, 7.5 or 7.6(a) will result in forfeiture, except however, that
the aforementioned time limits may be extended by mutual written agreement. If the City fails to
answer a grievance on a timely basis, the grievance may be advanced to the next level.
Grievances settled by forfeiture shall not bind either party to an interpretation of this
Memorandum of Understanding, nor shall such settlements be cited by either party as evidence
in the settlement of subsequent grievances.
7.8 Notwithstanding the aforementioned procedure, any individual employee shall have
the right to present grievances to the City and to have such grievances adjusted without the
intervention of the Union, provided that the adjustment shall not be inconsistent with this
Memorandum of Understanding, and further provided that the Union shall be given an
opportunity to be present at such adjustment.
ARTICLE 8: SAFETY
8.1 The City desires to maintain a safe place of employment for City employees and to
that end City management shall make all reasonable provisions necessary for the safety of
employees in the performance of their work.
8.2 Regular safety meetings will be held for the purpose of reviewing accidents and
preventing their recurrence, eliminating hazardous conditions and familiarizing employees with
safe work procedures and applicable State Safety Orders and for training in first aid.
8.3 Whenever a hazardous condition presents a clear danger to the health or safety of
employees, a safety meeting of Representatives of the Parties can be called by either party and
shall be scheduled by mutual agreement.
8.4 Within sixty (60) days after the signing of this agreement, the City and the Union
shall meet to discuss guidelines relating to VDT use by employees. Issues to be discussed shall
include healthy and safe work stations and use of VDTs.
ARTICLE 9: DISABILITY AND UNEMPLOYMENT
9.1 Supplemental Benefits for Industrial Injury: Whenever any'Regular employee who is
a member of the Public Employees' Retirement System is disabled, whether temporarily or
permanently, by injury or illness arising out of and in the course of the employee's duties, which
comes within the application of the Workers' Compensation and Insurance Chapters of the State
Labor Code, the employee shall become entitled, regardless of the employee's period of service
with the City to compensation at the rate of eighty-five percent (85%) of the employee's regular
salary, in lieu of temporary disability payments, if any, which would be payable under the State
Labor Code, for the period of such disability but not exceeding six (6) months, or until such
earlier date as the employee is retired on permanent disability pension. At the conclusion of six
(6) months of receipt of supplemental benefits at the rate of eighty-five percent (85%) of regular
salary, any Regular employee who is still unable to return to work and is still receiving
temporary disability indemnity payments shall become entitled to receive supplemental benefits
at the rate of seventy percent (70%) of the employee's regular salary for the period of such
disability but not exceeding six (6) months or until such earlier date as the employee is retired on
permanent disability pension through the Public Employees' Retirement System. In
consideration of this benefit, the Regular employee shall pay over to the City any temporary or
permanent disability compensation received, whether from Workers' Compensation, employee
group insurance benefits or unemployment compensation benefits provided for under State law,
and shall affirmatively assist the City in obtaining any such benefits to which the employee may
be entitled but has not yet received arising out of such disability, but such payment from the
employee to the City from such sources shall not exceed in amount the supplemental benefits
paid to the employee by the City in accordance with the provisions of this section. The Parties
recognize abuse of the workers' compensation program is against the interests of the City and
employees alike, and, therefore, will cooperate as appropriate to prevent abuse.
9.2 An employee who is absent by reason of industrial disability may be returned to work
by the City and given temporary light duties within the employee's ability to perform, with the
consent of the employee's physician. The duration of any such period of temporary work shall
be determined by the City. Such employee shall be compensated at the then current rate of pay
of the employee's regular classification while engaged in such tempOrary duties. The City may
require an employee being considered for return to work after an absence caused by disability or
illness to submit to a medical examination by a physician or physicians approved by City for the
purpose of determining that such employee is physically and mentally fit and able to perform the
duties of the employee's position without hazard to himself, or to the employee's fellow
employees, or to the employee's own permanent health.
9.3 If a third party is found to be responsible for the employee's industrial injury and the
employee recovers a judgment in damages from said third party, then all supplemental benefits
received as provided for in Section 9.1 not already repaid from the other sources mentioned in
Section 9.1 shall be repaid to the City by the employee.
9.4 Vacation and sick leave shall be accrued without regard for the established limits
while a Regular employee is absent from work as a result ora job .rel.ated disability and receiving
the supplemental benefits to Workers' Compensation temporary disability compensation as set
forth in 9.1. All Regular employees who are not in a City paid status and on leave 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, which includes the period in which the
employee is receiving supplemental disability benefits as set forth in 9.1, 'provided the employee
pays his or her share of the monthly group medical insurance program premium, if any. at-the
C-~. Holidays which occur during the period for which an employee is receiving
temporary disability compensation shall not be recognized by such employee for compensation
purposes.
ARTICLE 10: EMPLOYEE STATUS
10.1 Employees will be designated as Regular, Part-Time, Temporary, Job-Share or
Part-Time Regular depending upon the purpose for which they are hired and their length of
7
continuous service with the City.
10.2 A Regular employee is 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 a similar nature as the employee becomes eligible.
10.3 A Part-Time employee is defined as an employee hired to work less than a
Regular full-time employee. A Part-Time employee may work part-time, intermittently, or on an
irregular schedule. A Part-Time employee, shall receive not less than the minimum rate for the
job, eight and one-half (8½) fixed holidays (January lSt; the third Monday in February; the last
Monday in May; July 4th; the first Monday in September; Thanksgiving; Friday after
Thanksgiving; the last four (4) work hours before Christmas; and December 25th), but shall not
be eligible for sick leave pay, or items of a similar nature, nor shall the employee be eligible for
insurance coverage. A Part-Time employee will be allowed to make-up absences due to iury duty
service under the same conditions as outlined in the City's Policy on Close Down Of City
Operations Due to Emergency Conditions; no Overtime Pay may be incurred as a result of this
provision. The employee will be eligible for the PARS (Public Agency Retirement System)-457
Plan (PARS-457 Plan) or may be eligible for participation in the CalPERS retirement plan if the
employee exceeds 1,000 hours in a fiscal year. After the completion of 24-months of continuous
City service, the employee will be entitled to vacation pay on the same basis as Regular
employees. If a Part-Time employee attains Regular status, the employee shall be credited with
the employee's service as a Part-Time employee in determining eligibility for benefits, if any, as
may accrue to the employee in the employee's new status.
10.4 A 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
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 and will be eligible
for the PARS-457 Plan rD,,~,~;~ ^
~ ........e, .... .~ ............... j ...... j, but shall not be eligible for sick
leave pay, holiday pay, vacation pay, insurance coverage, or items of a similar nature, nor shall
an employee accrue seniority or promotion and transfer rights. After the completion of 24-
months of continuous City service, the employee will be entitled to vacation pay on the same
basis as Regular employees. If a Temporary employee is reclassified to Part-Time or Regular
status, the employee shall not be credited with service in determining eligibility for such benefits
as may accrue to the employee in the new status. .~..
10.5 A Job-Share employee is an employee who is assigned to work a portion of the
regular work hours of a full-time regularly authorized position with another employee who is
assigned to work the other portion. A Job-Share employee shall receive not less than the
minimum rate for the job and shall receive benefits as set forth herein on a prorated basis at the
same ratio to full-time employee benefits as the employee's work hours bear to full-time
employee's work hours. Whenever a Regular employee is assigned to a job-share position, such
employee shall retain their Regular status. Whenever anyone other than a Regular employee is
assigned to a job-share position, such employee shall be serve a one (1) year probationary period.
10.6 A Part-Time Regular employee is defined as an employee who has one (1) year,
or more, service with the City in full-time employment as a Regular employee, and who is
subsequently recategorized, without a break in service, to work less than fifteen hundred sixty
(1,560) hours but more than one thousand (1,000) hours. A Part-Time Regular employee shall
receive not less than the minimum rate for the job, and shall be eligible for sick leave pay,
vacation pay, holiday pay (accrued at .052 4,g of an hour for each hour worked or on paid leave),
retirement plan participation (as outlined in Article 24) ....... ~ k,, o~mr?r,~
Emp.,~yees Re*; ..... , e,,o,~_x insurance coverage (pursuant to group insurance contract
provisions), and seniority accrual, but shall not be given preferential consideration for promotion
or transfer nor shall the employee be eligible for supplemental benefits for industrial injury,
funeral leave pay, jury *~"* ......
· ~--., v~-.~, or items of a similar nature. A Part-Time Regular employee
will be allowed to make-up absences due to jur~ duty service under the same conditions as
outlined in the City's Policy on Close Down Of City Operations Due to Emergency Conditions;
no Overtime Pay may be incurred as a result of this provision.. If a Part-Time Regular employee
is eligible for and elects insurance coverage, the premiums shall be shared by the City and the
employee on a prorated basis at the same ratio to full-time employee benefits as the employee's
work hours bear to full-time employees' work hours. If a Part-Time Regular employee is
reclassified to Regular status, the employee shall be credited with all continuous service in
determining eligibility for such benefits as may accrue to the employee in the employee's new
~tatus.
10.7 Regular employees shall serve a probationary period of one (1) year upon initial
appointment to Regular status. Such probationary period is considered to be a continuation of
the selection process and employees may be terminated from employment or demoted without
recourse, pursuant to Article 7.1. An employee's probationary period shall be extended by the
duration of any unpaid absence of ten (10) or more consecutive workdays. Probationary
employees shall be e~aated provided a written performance evaluation after six (6) months of
service and as often as necessary as determined by the employees Supervisor. A probationary
employee shall not be terminated after completing six (6) months of the probationary period if
the performance evaluation has not been presented to the employee. The probationary period
The probationary period will start over for any employee who transfers to another position
during the probationary period. Part-Time Employees shall also serve a probationary period of
one (1) year as outlined above upon initial appointment to Part-Time status. Employees serving
their initial probationary period shall not be eligible for leave of absence, supplemental benefits
for industrial injury, nor be given preferential consideration for promotion or transfer.
Temporary employees shall not serve a probationary period, as the appointment is temporary by
definition and can be terminated at any time.
10.8 A Part-Time or Temporary employee budgeted for 1,000 hours in the fiscal year
will be limited by the City to 990 hours pursuant to City policy to avoid situations in which such
employee may inadvertently exceed 1,000 hours in the fiscal year. The 990-hour limit may only
be exceeded by specific approval of the City Manager or designee following a written request
from the department.
ARTICLE 11' COMPENSATION AND CLASSIFICATIONS
11.1 Employees holding a classification listed on Exhibits "A" or "B" shall be paid the
rate established for their classification. Upon initial appointment to a classification, an employee
shall normally be paid the lowest rate for that classification. An employee may, however, be
9
paid a rate above the lowest rate if circumstances justify it. Step increases require Department
Director and City Manager or his/her designee's approval and may will be granted with
s~+;~c~+ ....... c ...... when an employee achieves an annual overall performance evaluation
rating of meets job standards or higher, as follows: After twenty-six (26) full pay periods of
employment in each and every successive Compensation Step in the Compensation Ranges listed
in Exhibits "A" and Exhibits "B".
full pay period as used herein is defined as one in which the employee works or is paid for time
off for at least half of the regularly scheduled work hours. The effective date of a higher step
shall be the first day of the pay period following qualification for the new step. A promotion to
a higher paid classification p~su~t to Section 14.3 does not change the ~nivers~y date for
Compensation Step increases.
11.2 Compensation shall be paid at bi-weekly intervals on Thursdays at the end of the
employee's work period after 12:00 noon for a pay period ending no earlier than the preceding
Saturday. If a pay day falls on a holiday, payment shall be made on the preceding workday.
11.3 When an employee is temporarily assigned to work in a lower-paid classification
than the employee's regular classification, the employee's compensation will not be reduced.
11.4 Employees shall receive shift differential pay for each hour worked during the
shift, in addition to the employee's regular salary, when assigned to work a regularly scheduled
shift which begins between 3:00 p.m. and 11:30 p.m. at the rate of three and one-half percent
(3 I/2%) or between 11:30 p.m. and 4:00 a.m. at the rate of five percent (5%).
11.5 Attached hereto and made a part hereof are Exhibits "A-I" through "A-4 ~" titled
"Non-exempt Employee Schedule of Classifications and Hourly Wage Rates" and "B-I"
through "B-4 3" titled "Exempt Employee Schedule of Classifications and Salary Ranges."
11.6 Whenever a full-time Regular employee is reassigned by the City to replace an
absent employee with a higher pay rate and performs a substantial majority of the absent
employee's duties for a full work day, such employee shall have their compensation rate
increased by five percent (5%). Temporary assignments to the duties of another higher paying
classification and compensation therefore, requires prior City approval.
.... r-'~; ........... ~ .................... B, t The City Manager
may, based upon outstanding job performance, grant an employee a one time salary increase up
to ten percent (10%) above the top of the salary range for a period not to exceed one (1) year.
This one time increase is not cumulative and the employee will revert to the employee's regular
10
salary rate at the end of the one year period.
11.8 During the term of this agreement, the City and the Union agree to meet and
confer over modifications to compensation schedule(s) as necessary as a result of a
compensation equity study. The Union will provide the list of classifications to be studied, in
writing, to the Personnel Director during the month of January of each year. The City and the
Union agree to meet and confer over the number of, and the specific classifications to be
included in an equity study. The appropriate compensation shall be determined by comparing
like duties, responsibilities, and minimum qualification .requirements to comparable
classifications in the following agencies: Chico, Davis, Fairfield, Folsom, Lodi, Roseville, Tracy,
Turlock, Vacaville, and Woodland. The City's analysis will take into consideration internal
alignment in making a compensation recommendation. The primary intent of an equity study is
to determine an equitable wa~e or salary range. However, modifications to classification
specifications may also result. This article does not prohibit the City from submitting to the
Union additions, deletions, or modifications of classification titles or specifications when the
need exists.
ARTICLE 12: HOURS AND OVERTIME
12.1 All RegUlar employees will receive full time employment for each workweek
employed, provided they report for duty and are capable of performing their work. This is not to
be interpreted that the City does not retain the right to lay off or release employees on account of
lack of work or other valid reason.
12.2 Each employee shall report for work at the employee's regularly established
headquarters and shall return thereto at the conclusion of the day's work and the time spent in
traveling between such headquarters and the job site shall be considered as time worked.
12.3 A workweek is defined to consist of seven (7) consecutive calendar days, Sunday
through Saturday, and a basic workweek is normally defined to consist of five (5) consecutive
workdays of eight (8) hours each. The basic workweek may begin on any day of the week or at
any hour of the day during the workweek. The City may modify employee work schedules from
time to time as needed. Except in the event of an emergency, the City will give employees as
much notice as possible of any permanent schedule change, but in any event not less than five (5)
work days, unless there is mutual agreement. The basic workweek indicated above may be
modified by mutual~ agreement of the City and the affected employee(s) in those situations where
such a modification serves the interests of both the City and its employees.
12.4 Except for part-Time and Temporary employees and those employees holding a
classification listed on Exhibit "B," overtime is defined as (a) time worked in excess of forty (40)
hours in a workweek, (b) time worked in excess of eight (8), nine (9), or ten (10) hours as
applicable on a scheduled work day, (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. In such cases where the basic workweek has been modified
by mutual agreement pursuant to 12.3, these overtime requirements may be waived pursuant to
applicable law.
11
12.5 Provided the working of overtime has City approval, overtime compensation shall
be paid at a rate equivalent to one and one-half (1½) times the regular rate of pay or, at the
employee's option, the employee may elect to receive time off with pay at the rate of one and
one-half (1½) hours off for each overtime hour worked. Compensatory time off with pay shall
be scheduled in the same manner as vacations are normally scheduled. The maximum
compensatory time off available for any employee at any time shall be the maximum established
by the Fair Labor Standards Act, which is presently two hundred forty (240) hours. In the event
overtime is worked by an employee who has the maximum accumulation of compensatory time
off, the employee shall be paid for the overtime worked as set forth above. Employees whose
employment with the City is terminated for any reason shall, at the time of termination, receive
payment for any unused compensatory time off previously earned.
12.6 Employees who are entitled to overtime compensation and who are required to
report for work on their non-workdays or on holidays they are entitled to have off, or outside of
their regular hours on workdays, shall be paid overtime compensation for the actual time worked,
but in no event for less than two (2) hours compensation for eac~ ca!! cut, each time an
employee is required to report back to work, except however, that employees shall not be paid
more than time and one-half the regular rate of pay for any given time period. If an employee
who i~ called out reports back to work for such overtime work outside of the employee's regular
hours on a workday continues to work into the employee's regular hours, the employee shall be
paid overtime compensation only for the actual overtime worked. If an employee performs
overtime work immediately following the end of the employee's regular shift, the employee shall
be paid overtime compensation only for the actual overtime worked.
12.7 For those employees who are entitled to overtime compensation, overtime shall be
distributed as equally as is practicable among those employees who are qualified and available
and who volunteer for overtime work and the City shall not require employees who have worked
overtime to take equivalent time off during a workday without pay.
12.8 All employees holding a classification listed on Exhibit "B .... Exempt Employee
Schedule of Classifications and Salary Ranges" are exempt from the Fair Labor Standards Act
and the provisions of this Article.
ARTICLE 13: SENIORITY
13.1 Seniority is defined as total length of continuous service with the City. In
determining an employee's seniority, the continuity of the employee's service will be deemed to
be broken by termination of employment by reason of (1) resignation, (2) discharge for cause,
(3) layoff, (4) failure to return immediately on the expiration of a leave of absence or acceptance
of other full time employment while on leave, and (5) unexcused absence without pay, without a
leave of absence, in excess of 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 or under any Act of
Congress which provides that the employee is entitled to re-employment rights, (b) on duty with
the National Guard, (c) absent due to industrial injury, (d) on leave of absence or (e) on excused
absence.
12
ARTICLE 14: PROMOTION AND TRANSFER
14.1 All promotions and transfers shall be in accordance with standards and procedures
as outlined in the City's Competitive Recruitment/Reclassification Policy. ~ete,--m'~neO by
14.2 Whenever any City Council authorized full-time position vacancy occurs, which
the City intends to fill, the City shall post the position vacancy in a consistent, distinctive manner
with pertinent information concerning the duties, qualifications and filing period, for not less
than five (5) working days on all work site bulletin boards. The City may opt to move an
employee who has been filling a half-time position to three-quarter time, or an employee who
has been filling a three-quarter time position to full-time without posting the position. The City
recognizes the advantage of filling vacancies from within and will endeavor to do so when it is in
the City's interest; therefore, when filling vacancies , the City will consider the candidates'
quality and length of service in making the selection decision.
14.3 Whenever an employee is promoted to another higher paying classification, the
employee shall receive a five percent (5%) salary increase, provided, however, that the
maximum salary rate of the new classification compensation range is at least five percent (5%)
higher than the employee's current salary rate. Receiving a promotion and at least a five percent
(5%) pay increase does not chan~e the salary step increase date. That date will remain as defined
in Section 11.1.
14.4 All promotions and transfers of City employees shall be on a probationary basis
for one (1) year. At any time during the probationary period the City may terminate such
appointment. If such appointment is terminated, the employee shall be returned to either the
employee's previous classification and pay rate, or some other classification that is mutually
acceptable to the employee and the City. Any unpaid absences during a probationary period
shall cause the probationary period to be extended by the length of the absence.
14.5 An employee requesting lateral transfer from one position to another position in
the same class shall be added to the current eligibility list for that class.
ARTICLE 15: LAYOFF, DISPLACEMENT AND REINSTATEMENT
15.1 Whenever it becomes necessary for the City to lay off employees for any reason,
the City will give employees involved as much notice as possible; but in no 'event wi'll-such
employees receive less than two (2) weeks' notice of layoff.
15.2 Regular employees will be laid off in the reverse order of the employee's City
seniority. Probationary employees as defined in Section 10.7, but excluding those defined in
Section 14.4, will be Ih, id off before other Regular employees without regard for their seniority.
15.3 An employee whose job is being eliminated may, elect to displace the least senior
employee in any Division or Department in any equally or lower paid classification in the
Supervisory/Confidential or the Clerical, Technical and Professional Unit, if qualified to perform
the duties of the classification and if the employee's seniority is greater than that of the employee
in the classification being displaced. A Part-Time employee whose job is being eliminated, with
13
the exception of a Temporary employee, may elect to displace the Part-Time employee with the
latest employment date in any division or department, if qualified to perform the duties of the
classification, and if the classification is in the Supervisory/Confidential or Clerical/Technical/
Professional Units.
15.4 Regular employees, who are laid off, will be given preferential re-hire rights, in
the reverse order of layoff, in filling future vacancies, for which they are qualified, for a period
of up to one year, providing they keep the City advised of their current address. An employee
reinstated by the City, under the layoff policy, shall be credited with all previously accrued and
unused employee benefits and seniority as of the date of layoff.
15.5 Notwithstanding the provisions of this Article, the City and the Union may agree
to other procedures, including furloughs, during the term of this Memorandum of Understanding.
ARTICLE 16: LEAVE OF ABSENCE
16.1 Leave of absence may be granted to employees by the City Manager for urgent
and substantial reason, up to a maximum of one (1) year, providing satisfactory arrangements
can be made to perform the employee!s duties without undue interference with the normal
routine of work. Inability to return to work after an employee's sick leave has been exhausted
will be considered as an urgent and substantial reason and in such cases a leave will be granted.
16.2 A leave of absence will commence on and include the first workday on which the
employee is absent and terminates with and includes the workday preceding the day the
employee returns to work.
16.3 All applications for leave of absence shall be made in writing except when the
employee is unable to do so. The conditions under which an employee will be restored to
employment on the termination of leave of absence shall be clearly stated by the City in
conjunction with the granting of a leave of absence. Upon an employee's return to work after a
leave of absence, the employee will be reinstated to the employee's former position and working
conditions, providing that the employee is capable of performing the duties of the former
position. However, if there has been a reduction of forces or the employee's position has been
eliminated during said leave, the employee will be placed in the position the employee would be
in had the employee not been on a leave of absence.
16.4 An employee's status as a Regular employee will not be impaired by such leave
of absence and the employee's seniority will accrue.
16.5 If an employee fails to return immediately on the expiration of the employee's
leave of absence or if the employee accepts other full time employment while on leave, the
employee will thereby forfeit the leave of absence and terminate the employee's employment
with the City.
16.6 An employee on a leave of absence as provided herein shall not accrue vacation
or sick leave benefits nor maintain group insurance coverage. An employee may, however, at
the employee's option and expense, maintain the employee's group insurance coverage
14
providing the full monthly premium is received by the City Treasurer on or before the first day
of the month for which the premium 'is intended. Notwithstanding the above, however, if the
leave of absence is as a result of exhaustion of sick leave benefits, an employee's group
insurance may be maintained for up to three (3) calendar months.
16.7 The Parties acknowledge the provisions of State and Federal law governing
family leaves. The Family and Medical Leave Act (FMLA), which is subject to legislative
change, currently entitles those employees who have worked twelve hundred fifty (1,250) or
more hours during the preceding twelve (12) month period to take up to twelve (12) weeks of
unpaid, job protected, leave during any twelve (12) month period for serious health condition of
employee or immediate family member or for child birth or adoption. An employee is required,
to give thirty (30) days advance notice when leave is foreseeable, provide periodic medical
certifications as to the conditions necessitating the leave and report at the request of the City
during the leave regarding the employee's status and intention to return to work. Health
insurance benefits will be continued on the same basis as prior to the FMLA leave. Annually the
City will post the applicable State and Federal laws pertaining to family leave including
maternity/paternity leave.
16.8 An employee may use sick leave, vacation or other accrued leave for a normal
disability period of maternity leave of up to six (6) weeks. That period may be extended with
acceptable written medical certification, if disability continues after the six (6) week period. If
an employee.elects to remain off work for a longer period of time, the general provisions for
Leave of Absence apply.
ARTICLE 17: EXPENSES
17.1 Whenever an employee is authorized and uses the employee's personal
automobile for City business as a direct result of employment or representation of the City, the
employee will be reimbursed therefor at the same rate per mile as established for unrepresented
City employees. The City will not, however, be responsible for any loss, damage, repairs or
maintenance of personal vehicles used on City business.
17.2 Employees shall follow the City Council Resolutions and policies restricting
employee use of City vehicles for personal purposes.
17.3 Whenever an employee is required to travel out of the City, the City will
determine a reasonable means of travel and travel time allowance, if any.
17.4 Whenever an employee travels on official City business, the employee shall
receive actual lodging expenses provided they are approved in advance by the City.
17.5 Meal allowances, including tax and tip, at the following rates may be allowed
while an employee is on official City business:
Dinner $17.50
Lunch 8.50
Breakfast 6.00
15
With advance City approval optional meals or programs included as a part of the
conference or meeting program shall be paid at the stated program rate. Employees will make
every effort to stay within the above limits, however, with Finance Officer approval, when
circumstances justify it, reimbursement of actual meal expenses will be made.
17.6 With City approval and proper documentation of the expense, employees may be
reimbursed for incidental expenses while on official City business for items such as:
Registration
Taxi, bus and other transportation fares
Business phone calls and faxes
Gratuities
Parking
ARTICLE 18: SICK LEAVE
18.1 Sick leave with pay shall be accumulated for each Regular and Job-Share
employee at the rate of forty-six thousandths (.046) of an hour for each regular hour worked or
on paid leave. (Accrual rate approximately one (1) day per month.)
18.2 Sick leave shall be allowed for a non-work related absence due to: (a) the
inability of an employee to be present or perform the employee's duties because of personal
physical or mental illness, off duty injury or confinement for medical treatment; (b) personal
medical or dental appointments which are impractical to schedule outside of regular working
hours; (c) the need to be present during childbirth, surgery, critical illness or injury involving
members of the immediate family as defined in Funeral Leave Section 19.1, for up to forty (40)
hours per incident and (d) the need to attend sick or injured immediate family members as
defined in section Funeral Leave Section 19.1 for up to forty-eight (48) hours per calendar year.
18.3 Management may require satisfactory evidence of illness or disability in
accordance with State and Federal Law before payment for sick leave will be made. The City
may also require an employee requesting to return to work after sick leave or leave of absence
for medical or psychiatric reasons to submit to an examination by a physician or physicians
approved by City for the purpose of determining that such employee is physically or mentally fit
and able to perform the duties of the employee's former position without hazard to the employee,
fellow employees or to the employee's own health. Such examination or examinations shall be
· at the 'sole expense of the City, and the employee shall be placed on-leave with pay for the
purposes of such examination. The Parties recognize abuse of the sick leave program is against
the interests of the City and employees alike, and therefore, will cooperate, as appropriate, to
prevent abuse.
18.4 If a holiday which an employee is entitled to have off with pay occurs on a
workday during the time an employee is absent on sick leave, the employee shall receive pay for
the holiday as such and it shall not be counted as a day of sick leave.
18.5 Whenever any employee exhausts all categories of paid time off as a result of
illness or injury, with approval of the employee's Department Director, the Personnel Mmaage~
Director and the City Manager an employee may receive up to eighty (80) hours advanced sick
16
leave with pay. If the employee returns to duty, such advanced sick leave shall be returned to the
City from subsequent sick leave accruals. If the employee terminates City employment, such
advanced sick leave shall be repaid to the City from any funds due the employee by the City. If
sufficient funds are due the employee by the City, the employee shall directly reimburse the City
for advanced sick leave in excess of the funds, if any, previously withheld. Such direct
reimbursement will be waived for employees who are terminally ill or totally disabled (100%).
18.6 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 (33-1/3%) of the employee's accumulated sick leave hours. For employees with
fifteen (15) years or more but less than twenty (20) years of continuous service, the percentage
set forth above shall be increased to forty-five percent (45%). For employees with twenty (20)
years or more of continuous service, the percentage set forth above shall be increased to sixty
percent (60%) An ~ ......... r, .......... + ,k .... , ......... +:"~ ~+ +~ waive
...................... ~ .......... ~, ............... ~,.~., ............... ~ ....... Pursuant
to the contract between the City of' Redding and the California Public Employees' Retirement
System (CaIPERS), when an employee makes an election to accept payment at the rates
specified above, all remaining unused sick leave will be used for service credit with CalPERS.
Employees have the option to take less sick leave pay-out and report more hours to CaIPERS. If'
no such election is made, all sick leave will be used for service credit with CaIPERS.
ARTICLE 19: FUNERAL LEAVE
19.1 Regular and Job-Share employees who are absent from work due to the death of a
member of the employee's "immediate family" shall receive compensation at the regular rate of
pay for the time necessary to be absent from work, but not to exceed forty (40) working hours.
"Immediate family" as used herein includes only employee's spouse, children, grandchildren,
brothers, sisters, parents, or grandparents of either spouse or other persons who are living in the
employee's immediate household.
19.2 Regular and or Job-Share employees who are absent from work to attend the
funeral of a person other than an immediate family member shall give as much advance notice as
possible and shall receive compensation at the regular rate of pay for the time necessary to be
absent from work, but not to exceed one (1) regularly scheduled work day per funeral. A
maximum of twenty four-.(24) hours may be utilized in a calendar year.
19.3 An employee must be in a paid status on both scheduled workdays immediately
adjacent to funeral leave in order to receive pay for such leave.
ARTICLE 20: HOLIDAYS
20.1 Regular, Job-Share, and Part-Time (not Temporary) employees, except as
otherwise provided herein, shall be entitled to have the following holidays off with pay, except
that Part-Time employees shall not be entitled to have Lincoln Day, employee's birthday,
Columbus Day or Veterans Day off with pay:
17
(a)
(b)
c)
I)
0
0 m)
(m _n)
January 1st
The third Monday in January_, known as Martin Luther King, Jr. Day
February 12th, known'as "Lincoln Day"
The third Monday in February
The last Monday in May
July 4th
The first Monday in September
Employee's birthday
The second Monday in October, known as "Columbus Day"
November 11 th, known as "Veterans Day"
Thanksgiving
Friday after Thanksgiving
December 24th The last c .... ~ ..... ~- kcurs half of the normal work shift
before Christmas
December 25th
If any of the foregoing holidays fall on a Sunday, the Monday following shall be
observed as the holiday, except by those employees who are regularly scheduled to work on
Sunday other than on an overtime basis. Employees who are regularly scheduled to work on
Sundays shall observe such holidays on Sunday. If any of the foregoing holidays fall on a
Saturday, the preceding Friday shall be observed as the holiday, except by those employees who
are regularly scheduled to work on Saturday other than on an overtime basis. Employees who
are regularly scheduled to work on Saturdays shall observe such holidays on Saturday. If any of
the foregoing holidays fall on any day from Monday through Friday, inclusive, and that day is a
regularly scheduled non-workday for an employee, such employee shall be entitled to receive
another workday off with pay to be scheduled in the same manner as vacation days are normally
scheduled. Notwithstanding the foregoing, an employee may observe the employee's birthday
holiday on the employee's birthday or anytime during the pay period in which the birthday
occurs, or the holiday may be deferred and scheduled as vacations are normally scheduled. The
holidays known as Lincoln Day, Columbus Day, and Veterans Day shall be scheduled by
employees and their supervisors in the same manner as vacations are normally scheduled.
Employees who work alternative work schedules commonly known as four-tens (4/10's or 9/80's
and/or 4/5/9's will be entitled to holiday pay for eight (8), nine (9), or ten (10) hours aK
applicable.
20.2. Exempt shift employees who regularly must take deferred holidays, consistent
with needs of the service, may.. have their deferred holidays scheduled immediately adjacent, to
their regularly scheduled days off.
20.3 Exempt employees scheduled to work on a holiday will observe that holiday at
another time to be scheduled by the employee and the employee's supervisor in the same manner
as vacations are normally scheduled.
20.4 Notwithstanding the foregoing, non-exempt employees may be scheduled to work
on holidays, in which event any such employee will, in addition to the employee's holiday pay,
be compensated therefor at the overtime rate of pay for all time worked on such days. An
employee may, however, at the employee's option, elect to observe that holiday at another time
to be scheduled in the same manner as vacation days are normally scheduled, in which event any
18
such employee will only be compensated for time worked on that day at the overtime rate of pay,
and shall not receive holiday pay for such day.
20.5 '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 21' VACATIONS
21.1 (a) Regular and Job-Share employees, and part-time employees with twenty-four
(24) months of continuous service shall accrue vacations with pay up to a maximum of four
hundred (400) hours as follows:
21. l(b) At the rate of thirty-nine thousandths (.039) of an hour for each regular hour
worked or on paid leave from the date of employment through the one hundred fourth (104th)
full pay period of employment. (Accrual rate approximately two (2) weeks per year up to four
(4) years of service.)
21 .l(c) At the rate of fifty-eight thousandths (.058) of an hour for each regular hour
worked or on paid leave from 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.)
21. l(d) At the rate of sixty-eight thousandths (.068) of an hour for each regular hour
worked or on paid leave from the two hundred thirty-fourth (234th) full pay period through the
three hundred sixty-fourth (364th) full pay period of employment. (Accrual rate approximately
three and one-half (3-1/2) weeks per year after nine (9) years of service.)
21.1(e) At the rate of seventy-seven thousandths (.077) of an hour for each regular
hour worked or on paid leave from the three hundred sixty-fourth (364th) full pay period through
the four hundred ninety-fourth (494th) full pay :.-period of employment. (Accrual rate
approximately four (4) weeks per year after fourteen (14) years of service.)
21.1(0 At the rate of eighty-seven thousandths (.087) of an hour for each regular hour
worked or on paid leave from the four hundred ninety-fourth (494th) full pay period through the
six hundred twenty-fourth (624th) full pay period of employment. (Accrual rate approximately
four and one-half (4-1/2) weeks per year after nineteen (19) years of service.)
21.1 (g) At the rate of ninety-six thousandths (.096) of an hour for each regular hour
worked or on paid leave from and after the six hundred twenty-fourth (624th) full pay period of
employment. (Accrual rate approximately five (5) weeks per year after twenty-four (24) years of
service.)
19
21.1(h) A full pay period as used in this Article is defined as one in which the
employee works or is paid for time off for at least half of the regularly scheduled work hours.
21.2 Vacation cannot be accrued while an employee is in a non-pay status.
21.3 Vacations will be scheduled throughout the calendar year. Employees with
greater seniority, as defined in Article 13, 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 oPAy apply only on one period in
that calendar year prior to all other employees being given consideration in the selection of their
first choice vacation period
21.4 The City shall not require an employee to take the employee's vacation in lieu of
sick leave or leave of absence on account of illness.
21.5 If a holiday which an employee is entitled to have off with pay occurs on a
workday during the employee's vacation period, such employee will be entitled to an additional
day of vacation and will be compensated for same.
21.6 Employees whose employment with the City is terminated for any reason shall, at
the time of termination, receive pay for any unused vacation previously earned.
21.7 Whenever any exempt employee has accrued one hundred twenty (120) hours or
more vacation allowance as set forth in 21.1(a-g), the City will, at the employee's option,
compensate the employee for up to forty (40) hours of accumulated vacation during any fiscal
year. Additionally, whenever any exempt employee has accrued two hundred forty (240) hours
or more of vacation allowance as set forth in 21.1 (a-g), the City will, at the employee's option,
compensate the employee for up to eighty (80) hours of accumulated vacation during any fiscal
year. Non-exempt employees will become eligible under this article on July 1, 1998.
21.8 Whenever any employee has exhausted all paid time off benefits as a result of a
J,.non-work related injury or disability, and is not eligible for. long-term disability insurance
benefits, other employees may contribute their vacation credits to the disabled employee with
vacation credits being donated and granted on the basis of the dollar 'value of the vacation
credits.
21.9 An employee who has submitted a vacation request in writing more than two (2)
weeks prior to the beginning of the requested vacation shall receive approval or denial of the
request in writing within five (5) working days of the request. Failure of the supervisor to
provide such decision within five (5) working days will be treated as though the vacation request
was approved. If an employee's supervisor is not available to make such a decision, the
employee's division manager or department director will do so.
20
ARTICLE 22: ADMINISTRATIVE LEAVE
22.1 With City Manager approval, Department Directors may grant exempt employees
up to forty (40) hours paid administrative leave per calendar year, provided the employee
commits to work a minimum of forty (40) hours per year beyond regular work hours.
22.2 The City Manager may grant up to an additional forty (40) hours paid
administrative leave per calendar year to certain designated exempt employees who commit a
significant number of work hours above regular work hours to a specific project or projects, or to
recognize outstanding contributions to the City.
22.3 Administrative leave, if any, will be granted effective on the first day of the pay
period closest to January 1 each year and must be used before the end of the calendar year. No
administrative leave shall be carded over to the next calendar year, nor shall unused
administrative leave be converted to compensation.
22.4 In the event an employee does not agree with the administrative leave amount
granted, the employee may appeal to his/her department head. If not satisfied with the
department head's decision on appeal, the matter may be appealed to the Personnel Manager,
who will have the authority, with City Manager concurrence, to adjust the allotment.
22.5 Administrative leave may not be taken for the purpose of outside employment or
for self employment.
ARTICLE 23: UNIFORM AND REPLACEMENT ALLOWANCE
23.1 An annual uniform allowance for certain classifications of employees who wear a
uniform as a part of their normal duties as set forth below shall be paid the week following the
second pay day in July of each year and is for the purpose of maintenance and replacement of
uniforms for the ensuing fiscal year. The allowance is not a reimbursement for the prior year.
The first clothing allowance shall be a prorated amount for that period of time from the
employee's date of employment through the following June 30th. Employees separating
employment shall have the uniform allowance advanced for that fiscal year deducted from their
final paycheck, except for the prorated amount for that period of time from July 1 to the date of
separation.
Effective July 1, 2001, annual uniform allowances are as follows:
Police Services Supervisor
$400 per year
Office Services Supervisor (Police & Fire)
$400 per year
23.2 The City shall pay the reasonable cost of repair or replacement of glasses,
watches, or other personal property up to two hundred dollars ($200.00) damaged in the course
of employment. This provision does not apply to items lost or damaged as a result of negligence
of the employee.
21
ARTICLE 24: EMPLOYEE BENEFIT PROGRAMS
24.1(a) Retirement Plan: All Regular, Part-Time Regular and Job-Share employees are
covered by a State of California Public Employees' Retirement System program pursuant to an
existing contract with the Public Employees' Retirement System (CalPERS). The major features
are: two percent (2%) at age fifty-five (55) normal retirement age fifty-five (55); highest
compensated one (1) year's compensation in benefit formula; 1959 Survivors Benefit (Indexed
Level); Post-Retirement Survivors allowance; credit for unused sick leave; and certain military
service credit. The City pays the employee's full cost of participation in CalPERS the-Bulg~
~-,v."Jr:~ ...... ....o' ....-.~..,...r' ~,; ..... · ~/e"~*~o,-,,-. As soon as is practicable, the City will commence reporting to
CalPERS, as compensation, the amount the City pays on behalf of the employee (7%) as
Employer Paid Member Contribution for retirement calculation purposes.
24.1(b) For all employees participating in the CalPERS retirement program, effective
January 1, 2005, the City will provide employees with the Public Agenc? Retirement System
(PARS) 2.5% ~ age 55 retirement enhancement benefit formula; prior years of CalPERS service
credit; and vested ten (10) years. The City and the Union agree to meet and confer within ten (10
working days of any Miscellaneous Unit's agreement to adopt or convert to a CalPERS enhanced
retirement program.
24.1 (c_b) Part-time employees not included within Section 24. l(b) above and Temporary
employees shall be covered by the~r"'k~;~,..,..~ ~^~e,.~.,~/ ...... ~..~.~,~-~,~.~r~*: ..... ~ Sy~*~o~,~.. (PARS-457 Plag). The
cost of participation in the retirement plan will be equally divided between the employee and the
City. The City's cost of participation will increase to five percent (5%) effective on January 2,
2005; to six and a quarter percent (6 ¼%) effective on January 1, 2006; and to seven and one-
half percent (7 1/2%), the full cost of participation, on December 31, 2006. Tk~ ~ ..... :n ~.~
24.2(a) Group Insurance: All Regular and Job-Share employees are eligible to
participate in a group insurance benefit program, effective the first day of employment. The City
shall pay the full cost of the program for both employee and dependents. The major elements of
the group insurance benefit program are:
(1) Life Insurance: Twice annual salary for employee, $3,000 for employee's
dependents.
(2) Health Benefits: $100 deductible..per person per year; 8'0% payable for first
$5,000 of eligible charges, except for hospital charges which are 100% payable; 100%
.-~.~:~:+ o...~k~" :..~.~.~ ....... +~,~ two million doll.s lifetime limit; professional fees based upon
U.C.R.; no~al t~ical exclusions ~d limitations. Effective J~u~y 1, 2005, $200
deductible per person; $600 deductible per family per ye~; 80% payable for se~ices
performed by a Prefe~ed Provider or when no Preferred Provider is available ~d 70%
for services performed by a non-Preferred provider for the first $5,000 of eligible
charges; and effective January 1, 2006, the out-of-pocket waiver on the next following
calendar year shall be eliminated. If at the conclusion of bargaining with any non-SEIU
bargaining unit or employee group during the term of this agreement, February 1, 2004
through December 31, 2007, the above listed deductibles, Preferred Provider structure or
22
out-of-pocket waiver is more advantageous than that outlined above, the City will grant
the employees represented by this Union the more advantageous benefit at that time. The
City and the Union agree that no retroactive reimbursement or benefit will be made if
such plan modifications are effected. The City and the Union recognize it is the on-going
plan of the City that all bargaining units will have the same group insurance benefits.
Coverage includes cancer screening with no separate dollar limit, annual physical
examinations, "well-baby" care, a 30-visit annual limit on chiropractic, and accidents
paid at normal co-payment rate. Coverage also includes a prescription drug card program
with ~u~ c^. .... ; .... ;~. ~ .... ,~. XT no deductible and co-payments as shown in the
following table:
Effective Effective · - Effective
5/1/2001 7/1/2006 7/1/2007
Retail (34 days' supply) Co-Payment Co-Payment Co-Payment
Generic $5.00 $7.50 $7.50
Brand $15.00 $20.00 ..$30.00
No Generic Available $8.50 $10.00 $15.00
Mail (90 days' supply)
Generic $7.50 $10.00 $11.25
Brand $22.50 $35.00 $45.00
No Generic Available $12.75 $15.00 $22.50
If at the conclusion of bargaining with any non-SEIU bargaining unit or employee group
during the term of this agreement, February 1, 2004 through December 31, 2007, the
prescription drug co-payment is more advantageous than that outlined above, the City
will grant the employees represented by this Union the more advantageous benefit at that
time. The City and the Union agree that no retroactive reimbursement or benefit will be,
made if such co-payment reduction is effected. The City and the Union recognize it is
the on-going plan of the City that all bargaining units will have the same group insurance
ene s. ,.. ~ .....,,. -.--xF--,j~-. v.. ~,..j...~... x..~ e,"""--" Fx-.o.---F---.--~, ~,- ~..,....,
............. ~, ...... l~ ................. ., ..... , exce ....... '-^ enerlc is
.... ;~.~.~ ,u .......... ;' ~'" $2.50. Effective May 1, 2001, coverage will include
tobacco useo....~.....~,~"'^~;"" cessation when enrolled in a tobacco use'.,~--'-~-:-,-~ cessation
prb~i:am or behavior modification program once per life-tiii~e lirfi'fL and birth control.
...... v .......... ff ......... , o..,,d ................... e w roy e
employees an increased benefit for problems related to alcohol or substance abuse, and
mental or nervous disorders. The major provision 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
23
out-of-pocket waiver is more advantageous than that outlined above, the City will grant
the employees represented by this Union the more advantageous benefit at that time. The
City and the Union agree that no retroactive reimbursement or benefit will be made if
such plan modifications are effected. The City and the Union recognize it is the on-going
plan of the City that all bargaining units will have the same group insurance benefits.
Coverage includes cancer screening with no separate dollar limit, annual physical
examinations, "well-baby" care, a 30-visit annual limit on chiropractic, and accidents
paid at normal co-payment rate. Coverage also includes a prescription drug card program
with *~-~ c~1, .... ; .... ;^' ~' ....*~' N no deductible and co-payments as shown in the
following table:
Effective Effective Effective
5/1/2001 7/1/2006 7/1/2007
Retail (34 days' supply) Co-Payment Co-Payment Co-Payment
Generic $5.00 $7.50 $7.50
Brand $15.00 $20.00 $30.00
No Generic Available $8.50 $10.00 $15.00
Mail (90 days' supply)
Generic $7.50 $10.00 $11.25
Brand $22.50 $35.00 $45.00
No Generic Available $12.75 $15.00 $22.50
If at the conclusion of bargaining with any non-SEIU bargaining unit or employee group
during the term of this agreement, February 1, 2004 through December 31, 2007, the
prescription drug co-payment is more advantageous than that outlined above, the City
will grant the employees represented by this Union the more advantageous benefit at that
time. The City and the Union agree that no retroactive reimbursement or benefit will be
made if such co-payment reduction is effected. The City and the Union recognize it is
the on-going plan of the City that all bargaining units will have the same group insurance
benefits. ·
....... rug ............... ; cO
~,~,,-~-~,;~ ,~_,~ .......... ~ ~ ,,.,,;" ~ ,~.~.~ qa Effective May 1, 2001, coverage will include
tobacco use ~-;~ cessation when e~olled in a tobacco use ~v;~ cessation
progrm or'behavi0~ modification progrm once per life-time limit, ~d ¢]~h cshtrol.
.... ,~ v ........ ye~ to 24
employees ~ increased benefit for problems related to alcohol or subst~ce abuse, ~d
mental or nervous disorders. The major provision is: twelve (12) outpatient visits per
calendar year paid at 100% with no deductible and an additional ~enty-four (24) visits
per calend~ year payable at 80% subject to the a~ual 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
23
charges.
(4) Long Term Disability: After three (3) months, 60% of employee's salary
integrated with all other income benefits payable to age 65.
(5) Vision Benefits: California Vision Service Plan A, which provides for $25
deductible, an eye examination no more than every twelve (12) months and lenses and
frames no more often than each twenty-four (24) months.
(6) Short-Term Disability: No later than September 1, 1997, the City will
administer employee-paid State Disability Insurance for all employees, including Part-
Time and Temporary employees.
(7) Deferred Compensation Program: Changes which affect, or have the potential
to affect, SEIU members will be made only after reasonable notification has been made
and the meet and confer process, if'any, has been concluded.
The City may if practicable, modify the group insurance program set forth above by
adding utilization review and by creating preferred provider organization programs which create
financial incentives for the employee to use such preferred provider services. The Parties agree
to meet at least once during the term of this Memorandum of Understanding to discuss cost
containment and Wellness.
24.2(b)The City will pay fifty percent (50%) of the group medical insurance premium for
each retiree and dependents, if any, presently enrolled and for each retiree in the future who goes
directly from active status to retirement and continues the group medical insurance without a
break in coverage. For those employees who retire on or after May 1, 2001, dental and vision
insurance coverage may be continued as a package under the fifty percent (50%) cost sharing
basis, provided the retiree also maintains the medical insurance. PaYments by the City will be
discontinued upon termination of group medical insurance coverage. The City will not
contribute payments on behalf of any retiree except as set forth above. Following the death of a
retiree the surviving spouse, if any, may continue the insurance on the premium cost percentage
basis set forth for retirees in this paragraph. As soon as is practicable, the City will implement
the VantageCare Retiree Health Savings Plan.
24.2 (c) The City and the Union agree to meet and confer during the term of this
agreement to discuss the results of~a study..involving the voluntary enrollment of employees not
currently participating in the Medicare insurance program. The cost of such enrollment shall be
based on the cost-sharing percentage as set forth in Federal law.
ARTICLE 25: JURY DUTY
25.1 A Regular or Job-Share 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. Part-time employees will be allowed to make-up absences due to jury duty
service as outlined in Article 10.3.
25.2 The employee must be in a paid status on both scheduled workdays immediately
24
adjacent to jury duty in order to receive pay for jury duty.
ARTICLE 26: PERSONNEL RECORDS
26.1 Any employee, at the employee's request, shall be permitted to review the
employee's own personnel file. The file may not, however, be removed from the Personnel
Office. With the exception of examination materials, an employee may have copies of
documents contained in the employee's personnel file.
file.
26.2 An employee may authorize a representative to review the employee's personnel
26.3 An employee who disagrees with their evaluator's statements or conclusions with
respect to their employee evaluation report shall have the right to review such evaluation report
with the City's Personnel Mmmge~ Director and, upon request, shall have the right to have a
Union representative present. The employee may also attach a written rebuttal to the employee
evaluation, providing it is done within thirty (30) days of the employee's receipt of the
evaluation.
26.4 The City will provide an employee with a copy of any negative or derogatory
document prior to it being placed in the employee's personnel file. The employee may attach a
written rebuttal to the negative or derogatory document.
26.5 Upon an employee's request with Department Director approval, the City
Manager may seal and or remove any disciplinary element of an employee's personnel file.
ARTICLE 27: CONTINUING EDUCATION
27.1 Eligible City of Redding employees who complete authorized courses taken for
credit with a passing grade may, upon application, be reimbursed for the tuition and cost of
required textbooks and required materials, including but not limited to computer software,
calculators, videos, but not to include incidentals such as paper, pens and pencils.
27.2 Employees must obtain prior approval from their Department Director and the
Personnel Mav, ag~ Director. Reimbursement shall be limited to two hundred dollars ($200.00)
per course (semester/quarter).
ARTICLE 28: MISCELLANEOUS
28.1 Whenever any employee is subpoenaed to testify in court as a result of the
employee's employment and is therefore unable to perform the employee's regular duties, the
employee shall be paid for all regular time lost.
28.2 The City and the Union recognize the need for, and efficacy of, the City's
Volunteer Program. The scope and intent of the Volunteer Program is described in Council
Policy 209. The City and the union agree that volunteers will not be used to displace current
employees, reduce the current Memorandum of Understanding, or cause cancellation of existing
25
or future Memoranda of Understanding. The City and the Union agree to meet at least once
during the term of this Memorandum of Understanding to discuss guidelines regarding the use of
volunteers.
28.3 The City will pay the cost of fees to maintain professional licenses required by the
City to meet the minimum qualifications for the position.
28.4 Effective February 1, 2004, the City and the Union have completed the meet and
confer process and reached agreement on the provisions of the City's Policy on Discipline as
well as the City's Policy on Nepotism. These policies will be implemented upon the conclusion
of bargaining with all City bargaining units. ~r~,~
t~e p r i nc [p! es ~.~c
28.5 The City and the Union agree to meet and confer during the term of this
agreement, February 1, 2004 through December 31, 2007, after the City has successfully met-
and-conferred with other bargaining units representing Redding Police Department employees
regarding emergency response, to discuss emergency situations and the need for those
employees working at the Redding Police Department to live within forty (40) miles or sixty
(60) minutes driving time from the employee's workplace.
ARTICLE 29: SAVINGS PROVISION
29.1 If any provisions of this Memorandum of Understanding are held to be contrary to
law by a court of competent jurisdiction, or held to be outside the scope of negotiations, such
provisions will not be deemed valid and subsisting except to the extent permitted by law, but all
other provisions will continue in full force and effect. Whenever any provision of this
Memorandum of Understanding is affected as set forth above, either Party may, by giving
written notice to the other within thirty (30) days of the courts action, open negotiations on the
subject of the affected provisions.
ARTICLE 30:
EFFECT OF AGREEMENT
30.1 It is understood and agreed that the specific provisions contained in this
Memorandum of Understanding shall prevail over City practices and procedures to the extent of
a conflict, and that in the absence of specific provisions in this Memorandum of Understanding,
such practices and procedures are discretionary.
ARTICLE 31: EMERGENCY PROVISION
31.1 The City retains the right to amend, modify or rescind policies, regulations, and
practices referred to in this Memorandum of Understanding in cases of emergency. For the
purpose of this Article, an "emergency" is defined as an act of God, war, natural or manmade
disaster, which interferes with the normal operations of the City.
26
ARTICLE 32: COMPLETE AGREEMENT
32.1 Except as specifically provided in Article 33, Term, during the term of this
Memorandum of Understanding, the Union expressly waives and relinquishes the right to meet
and confer on salaries, hours of employment, and terms and conditions of employment, and
agrees that the City shall not be obligated to meet and confer with respect to any subject or
matter whether referred to or covered in this Memorandum of Understanding or not, even though
such subject or matters may not have been within the knowledge or contemplation of either or
both the City or the Union at the time they met and conferred on and executed this Memorandum
of Understanding, and even though such subjects or matters were proposed and later withdrawn.
Both Parties acknowledge that such waiver and relinquishment as set forth above carries with it
the commensurate prohibition for either Party to effect a unilateral change in an employment
condition falling within the scope of negotiations under Government Code Section 3500 et. seq.
ARTICLE 33: TERM
33.1 This Memorandum of Understanding, having taken effect as of the day and year
first above written, shall remain in full force and effect until the thirty-first day of December,
2003 2007, and thereafter from year to year unless written notice of change or termination shall
be given by either party ninety (90) days prior to the expiration date above or the expiration date
of any year thereafter, except, however, that it shall only become effective with approval of the
City Council of City.
33.2 Whenever notice is given for changes, the general nature of the changes desired
must be specified in the notice, and until a satisfactory conclusion is reached in the matter of
such changes, the original provision shall remain in full force and effect.
33.3 This Memorandum of understanding shall not be amended or supplemented
except by agreement of the Parties hereto, reduced to writing and duly signed by each.
27
IN WITNESS WHEREOF, the Parties have executed this Memorandum of Understanding as of
the day and year first above written.
CITY OF REDDING
REDDING EMPLOYEES
ORGANIZATION/SERVICE
EMPLOYEES INTERNATIONAL UNION
s/Robert M. Christofferson
Robert M. Christofferson
City Manager
s/Sarah Haddox
Sarah Haddox
Negotiator
s/Samuel S. McMurry
Samuel S. McMurry
Assistant City Manager
s/Rebecca Kraft
Rebecca Kraft
Negotiator
s/Stephen J. Craig
Stephen J. Craig
Superintendent - Wastewater
s/Giannine O'Connor
Giannine O'Connor
Negotiator
s/Rita Vokal
Rita Vokal
Director of Utilities Customer Service
s/Marta Stevens
Marta Stevens
Negotiator
s/Phillip A. Perry
Phillip A. Perry
Director of Planning and
Community Development
s/Kim Waldron
Kim Waldron
Representative
s/Charles R. Reynolds
Charles R. Reynolds
Labor Relations Representative
Approved as to form:
s/Randall A. Hays
Randall A. Hays
City Attorney
28
IN WITNESS WHEREOF, the Parties have executed this Memorandum of Understanding as of.
the 17th day of February, 2004, to be effective January ,1,2004.
CITY OF REDDING
City Manager
Personnel Di~ or~~
Brenda Sciarra
Senior Personnel Analyst
REDDING EMPLOYEES
ORGANIZATION/SERVICE
EMPLOYEES INTERNATIONAL UNION
Flint Cokeley
Negotiator
Katthy Spitq/ri
Negot/jftor
Robert Belgeri
Representative
29
S-UPERVlSORY/CONFIDENTIAL UNIT
EXHIBIT "A-I"
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES
Effective: February 1, 2004
Hourly Wage Rate - Salary Step
Classification 1 2 3 4 5 6
398
397
393
373
390
370
377
379
360
350
342
343
349
Clerk I $9.83 $10.32 $10.83 $11.38 $11.94 $12.54
Clerk II $11.03 $11.58 $12.16 $12.77 $13.41 $14.08
Account Clerk I $11.51 $12.09 $12.69 $13.33 $13.99 $14.69
Clerk III $12.13 $12.74 $13.37 $14.04 $14.74 $1 5.48
Secretary I* $12.13 $12.74 $13.37 $14.04 $14.74 $1 5.48
Account Clerk II $12.72 $13.36 $14.02 '$14.72 $15.46 $16.23
Secretary I1' $13.16 $13.82 $14.51 $15.24 $16.00 $16.80
Payroll and Benefits Technician $13.85 $14.54 $15.27 $16.04 $16.84 ~17.68
Executive Secretary** $14.57 $15.30 $16.06 $16.86 $17.71 $1 8.59
Legal Secretary $15.28 $16.05 $16.85 $17.69 $18.58 $19.51
Personnel Technician $15.28 $16.05 $16.85 $17.69 $18.58 $19.51
Para-Legal Technician $15.94 $16.73 $17.57 $18.45 $19.37 $20.34
Legal Assistant $16.81 $17.65 $18.53 $19.46 $20.43 $21.45
Note:
Classifications subject to five percent (5%) differential for shorthand per class specifications.
Classification subject to five percent (5%) differential when assigned to be primary secretary to the City Coun(
Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
~JUPERVlSORY/CONFIDENTIAL UNIT
EXHIBIT "A-2"
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES
Effective: January 2, 2005
Hourly Wage Rate - SalarY Step
Classification 1 2 3 4
5 6
398
397
393
373
390
370
377
379
360
350
342
343
349
Note:
Clerk I $10.06 $10.56 $11.09 $11.65
Clerk II $11.29 $11.86 $12.45 $13.07
Account Clerk I $11.79 $12.38 $12.99 $13.64
Clerk III $12.42 $13.04 $13.69 $14.37
SecretarY I* $12.42 $13.04 $13.69 $14.37
Account Clerk II $13.02 $13.67 $14.35 $15.07
SecretarY I1' $13.47 $14.15 $14.86 $15.60
Payroll and Benefits Technician $14.18 $14.89 $15.63 $16.42
Executive SecretarY** $14.91 $15.66 $16.44 $17.26
Legal SecretarY $15.65 $16.43 $17.25 $18.11
Personnel Technician $15.65 $16.43 $17.25 $18.11
Para-Legal Technician $16.31 $17.13 $17.99 $18.89
Legal Assistant $17.21 $18.07 $18.97 $19.92
$12.23 $12.84
$13.73 $14.41
$14.33 $15.04
$15.09 $15.85
$15.09 $15.85
$15.83 $16.62
$16.38 $17.20
$17.24 $18.10
$18.13 $19.03
$19.02 $19.97
$19.02 $19.97
$19.83 $20.82
$20.91 $21.96
Classifications subject to five percent (5%) differential for shorthand per class specifications.
Classification subject to five percent (5%) differential when assigned to be primarY seCretarY to the City Coun¢
Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
SER~E EMPLOYEES INTERNATIONA~NION
'SUPERVISORY/CONFIDENTIAL UNTT
EXHIBIT "A-3"
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES
Effective: January 1, 2006
Hourly Wage Rate - Salary Step
Classification 1 2 3 4 5 6
398
397
393
373
390
370
377
379
360
350
342
343
349
Clerk I $10.30 $10.81 $11.35 $11.92 $12.52 $13.14
Clerk II $11.56 $12.14 $12.75 $13.38 $14.05 $14.76
Account Clerk I $12.07 $12.67 $13.30 $13.97 $14.67 $15.40
Clerk Ill $12.71 $13.35 $14.01 $14.71 $15.45 $16.22
Secretary I* $12.71 $13.35 $14.01 $14.71 $15.45 $16.22
Account Clerk II $13.33 $13.99 $14.69 $15.43 $16.20 $17.01
Secretary I1' $13.79 $14.48 $15.21 $15.97 $16.77 $17.61
Payroll and Benefits Technician $14.52 $15.24 $16.00 $16.80 $17.64 $18.53
Executive Secretary** $15.27 $16.03 $16.83 $17.67 $18.56 $19.48
Legal Secretary $16.02 $16.82 $17.66 $18.54 $19.47 $20.44
Personnel Technician $16.02 $16.82 $17.66 $18.54 $19.47 $20.44
Para-Legal Technician $16.70 $17.54 $18.41 $19.33 $20.30 $21.32
Legal Assistant $17.61 $18.49 $19.42 $20.39 $21.41 $22.48
Note:
Classifications subject to five percent (5%) differential for shorthand per class specifications. "'
Classification subject to five percent (5%) differential when assigned to be primary secretary to the City Counc
Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES
Effective: December 31, 2006
Hourly Wage Rate - Salary Step
Classification 1 2 3 4 5 6
398 Clerk I $10.54 $11.07 $11.62 $12.20 $12.81 $13.45
397 Clerk II $11.84 $12.43 $13.05 $13.70 $14.39 $15.11
393 Account Clerk I $12.35 $12.97 $13.62 $14.30 $15.01 $15.76
373 Clerk III $13.01 $13.66 $14.35 $15.06 $15.82 $16.61
390 Secretary I* $13.01 $13.66 $14.35 $15.06 $15.82 $16.61
370 Account Clerk II $13.64 $14.33 $15.04 $15.79 $16.58 $17.41
377 Secretary Il* $14.12 $14.83 $15.57 $16.35 $17.16 $18.02
379 Payroll and Benefits Technician $14.86 $15.60 $16.38 $17.20 $18.06 $18.97
360 Executive Secretary** $15.63 $16.41 $17.23 $18.09 $19.00 $19.95
350 Legal Secretary $16.40 $17.22 $18.08 $18.98 $19.93, $20.93
342 Personnel Technician $16.40 $17.22 $18.08 $18.98 $19.93 $20.93
343 Para-Legal Technician $17.10 $17.95 $18.85 $19.79 $20.78 $21.82
349 Legal Assistant $18.03 $18.93 $19.88 $20.87 $21.92 $23.01
Note:
Classifications subject to five percent (5%) differential for shorthand per class specifications.
Classification subject to five percent (5%) differential when assigned to be primary secretary to the City Coun¢
Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
SERVIC~EMPLOYEES INTERNATIONAL
S~ERVISORYICONFIDENTIAL UNI~ON
EXHIBIT, "B-I"
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: February 1, 2004
Monthly Salary Rates - Salary Steps
Classification 1 2 3 4 5 6 7
124 Project Coordinator $5,079 $5,333 $5,600 $5,880 $6,174 $6,483 $6,807 $7,147
221 Permit Center Supervisor $4,768 $5,006 $5,256 $5,519 $5,795 $6,085 $6,389 $6,708
183 Public Works Supervisor - Water* $4,599 $4,829 $5,071 $5,324 $5,591 $5,870 $6,164 $6,472
176 Information Systems Supervisor $4,290 $4,504 $4,730 $4,966 $5,214 $5,475 $5,749 $6,036
216 City Surveyor $4,290 $4,504 $4,730 $4,966 $5,214 $5,475 $5,749 $6,036
153 Telecommunications Manager $4,290 $4,504 $4,730 $4,966 $5,214 $5,475 $5,749 $6,036
173 Housing Program Supervisor $4,175 $4,383 $4,603 $4,833. $5,074 $5,328 $5,595 $5,874
161 Inspection Services Supervisor $4,088 $4,293 $4,507 $4,733 $4,969 $5,218 $5,479 $5,753
168 Public Works Supervisor $4,088 $4,293 $4,507 $4,733 $4,969 $5,218 $5,479 $5,753
171 Senior Accountant $4,037 $4,239 $4,451 $4,674 $4,907 $5,153 $5,410 $5,681
143 Systems Administrator $3,976 $4,175 $4,383 $4,602 $4,833 $5,074 $5,328 $5,594
142 Network Administrator $3,976 $4,175 $4,383 $4,602 $4,833 $5,074 $5,328 $5,594
236 Electric Utility Distribution Technician
Supervisor $3,890 $4,085 $4,289 $4,504 $4,729 $4,965 $5,213 $5,474
160 Facility Supervisor $3,749 $3,936 $4,133 $4,340 $4,557 $4,784 $5,024 $5,275
157 Fleet Shop Supervisor $3,749 $3,936 $4,133 $4,340 $4,557 $4,784 $5,024 $5,275
181 Solid Waste Supervisor $3,749 $3,936 $4,133 $4,340 $4,557 $4,784 $5,024 $5,275
147 Utility Field Services Supervisor $3,749 $3,936 $4,133 $4,340 $4,557 $4,784 $5,024 $5,275
235 Crime Analyst $3,537 $3,713 $3,899 $4,094 $4,299 $4,514 $4,739 $4,976
215 Personnel Analyst II $3,537 $3,713 $3,899 $4,094 $4,299 $4,514 $4,739 $4,976
229 Systems Analyst/Programmer II $3,537 $3,713 $3,899 $4,094 $4,299 $4,514 $4,739 $4,976
230 Chief Engineering Technician $3,499 $3,674 $3,857 $4,050 $4,253 $4,465 $4,689 $4,923
211 Code Enforcement Supervisor $3,499 $3,674 $3,857 $4,050 $4,253 $4,465 $4,689 $4,923
187 Assistant City Clerk $3,456 $3,629 $3,810 $4,001 $4,201 $4,411 '$4,631 $4,863
188 Deputy City Treasurer $3,456 $3,629 $3,810 $4,001 $4,201 $4,411 $4,631 $4,863
186 Police Services Supervisor $3,189 $3,348 $3,516 $3,691 $3,876 $4,070 $4,273 $4,487
228 Systems Analyst/Programmer I $3,181 $3,340 $3,507 $3,682 $3,866 $4,059 $4,262 $4,475
224 Recreation Supervisor II $3,160 $3,318 $3,484 $3,658 $3,841 $4,033 $4,235 $4,446
214 Personnel Analyst I $3,057 $3,210 $3,371 $3,539 $3,716 $3,902 $4,097 $4,302
210 Supervisor - Credit and Collections $3,038 $3,190 $3,350 $3,517 $3,693 $3,878 $4,072 $4,275
* Certification pay included in base salary for eligible water employees. This does not pertain to wastewater employees.
Classification
MOnthly Salary Rates - Salary Steps
1 2 3 4 5 6 7 8
237 Supervising Customer Service
Representative
193 Recreation Supervisor I
242 Box Office Supervisor
$2,883 $3,027 $3,178 $3,337 $3,504 $3,679 $3,863 $4,057
$2,869 $3,012 $3,163 $3,321 $3,487 $3,662 $3,845 '$4,037
$2,860 $3,003 $3,153 $3,311 $3,476 $3,650 $3,833 $4,024
241 Office Services Supervisor $2,860 $3,003 $3,153 $3,311 $3,476 $3,650 $3,833 $4,024
250 Secretary to Assistant City Manager $2,860 $3,003 $3,153 $3,311 $3,476 $3,650 $3,833 $4,024
Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
SERVICe, EMPLOYEES INTERNATIONAL I~ON
S~I~ERVISORYICON FIDENTIAL UNI~
EXHIBIT "B-2"
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: January 2, 2005
Monthly Salary Rates - Salary Steps
Classification 1 2 3 ' 4 5 6 7
124 Project Coordinator $5,199 $5,459 $5,732 $6,019 $6,320 $6,636 $6,968 $7,316
221 Permit Center Supervisor $4,880 $5,124 $5,381 $5,650 $5,932 $6,229 $6,540 $6,667
183 Public Works Supervisor- Water* $4,708 $4,944 $5,191 $5,450 $5,723 $6,009 $6,310 $6,625
176 Information Systems Supervisor $4,391 $4,611 $4,842 $5,084 $5,338 $5,605 $5,885 $6,179
216 City Surveyor $4,391 $4,611 $4,842 $5,084 $5,338 $5,605 $5,885 $6,179
153 Telecommunications Manager $4,391 $4,611 $4,842 $5,084 $5,338 $5,605 $5,885 $6,179
173 Housing Program Supervisor $4,274 $4,487 $4,712 $4,947 $5,195 $5,454 $5,727 $6,013
161 Inspection Services Supervisor $4,185 $4,394 $4,614 $4,845 $5,087 $5,341 $5,608 $5,889
168 Public Works Supervisor $4,185 $4,394 $4,614 $4,845 $5,087 $5,341 $5,609 $5,889
171 Senior Accountant $4,133 $4,340 $4,557 $4,784 $5,024 $5,275 $5,539 $5,616
143 Systems Administrator ' $4,070 $4,273 $4,487 $4,711 $4,947 $5,194 $5,454 $5,727
142 Network Administrator $4,070 $4,273 $4,487 $4,711 $4,947 $5,194 $5,454 $5,727
236 Electric Utility Distribution Technician
Supervisor $3,982 $4,182 $4,391 $4,610 $4,841 $5,083 $5,337 $5,604
160 Facility Supervisor
157 Fleet Shop Supervisor
181 Solid Waste Supervisor
147 Utility Field Services Supervisor
235 Crime Analyst
215 Personnel Analyst II
229 Systems Analyst/Programmer I1
230 Chief Engineering Technician
211 Code Enforcement Supervisor
187 Assistant. City Clerk
188 Deputy City Treasurer
186 Police Services Supervisor
228 Systems Analyst/Programmer I'
224 Recreation Supervisor II
214 Personnel Analyst I
210 Supervisor- Credit and Collections
* Certification pay included in base Salary for
$3,838 $4,029 $4,231 $4,442 $4,665
$3,838 $4,029 $4,231 $4,442 $4,665
$3,838 $4,029 $4,231 $4,442 $4,665
$3,838 $4,029 $4,231 $4,442 $4,665
$3,620 $3,801 $3,991 $4,191. $4,401
$3,620 $3,801 $3,991 $4,191 $4,401
$3,620 $3,801 $3,991 $4,191 $4,401
$3,582 $3,761 $3,949 $4,146 $4,354
$3,582 $3,761 $3,949 $4,146 $4,354
$3,538 $3,715 $3,900 $4,096 $4,300
$3,538 $3,715 $3,900 $4,096 $4,300
$3,264 $3,428 $3,599 $3,779 $3,968
$3,256 $3,419 $3,590 $3,769 $3,958
$3,235 $3,397 $3,566 $3,745 $3,932
$3,130 $3,286 $3,450 $3,623 $3,804
$3,110 $3,266 $3,429 $3,601 $3,781
eligible water employees. This does not pertain
$4,898 $5,143 $5,400
$4,898 $5,143 $5,400
$4,898 $5,143 $5,400
$4,898 $5,143 $5,400
$4,621 $4,852 $5,094
$4,621 $4,852 $5,094
$4,621 $4,852 $5,094
$4,~71 $4,800 $5,040
$4.,571 $4,800 $5,040
$4,515 $4,741 $4,978
$4,.515 $4,741 $4,978
$4;i66 $4,374 $4,593
$4,]55 $4,363 $4,581
$4,129 $4,335 $4,552
$~,994 $4,194 $4,404
$3,970 $4,168 $4,376
to wastewater employees.
Classification
Monthly Salary Rates - Salary Steps
1 2 3 4 5 6
237 Supervising Customer Service
Representative
193 Recreation Supervisor I
$2,951 $3,099 $3,254 $3,416 $3,587 $3,767 $3,955 $4,153
$2,937 $3,084 $3,238 $3,400 $3,570 $3,748 $3,936 $4,132
242 BoxOffice Supervisor $2,928 $3,074 $3,228 $3,389 $3,559 $3,736 $3,923 $4,119
241 Office Services Supervisor $2,928 $3,074 $3,228 $3,389 $3,559 $3,736 $3,923 $4,119
250 Secretary to Assistant City Manager $2,928 $3,074 $3,228 $3,389 $3,559 $3,736 $3,923 $4,119
Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
SERVIC~EMPLOYEES INTERNATIONAL I~i~ON
S~ERVlSORY/CON FIDENTIAL UNIf
EXHIBIT "B-3"
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: January 1, 2006
Monthly Salary Rates - Salary Steps
Classification 1 2 3 4 5 6 7 8
124
221
183
176
216
153
173
161
168
171
143
142
236
Project Coordinator
Permit Center Supervisor
Public Works Supervisor - Water *
Information Systems Supervisor
City Surveyor
Telecommunications Manager
Housing Program Supervisor
Inspection Services Supervisor
Public Works Supervisor
Senior Accountant
Systems Administrator
Network Administrator
Electric Utility Distribution Technician
Supervisor
160 Facility Supervisor
157 Fleet Shop Supervisor
181 Solid Waste Supervisor
147 Utility Field Services Supervisor
235 Crime Analyst
215 Personnel Analyst II
229 Systems Analyst/Programmer II
230 Chief Engineering Technician
211 Code Enforcement Supervisor
187 Assistant City Clerk
188 Deputy City Treasurer
186 Police Services Supervisor
228 Systems Analyst/Programmer I
224 Recreation Supervisor II
214 Personnel Analyst I
210 Supervisor ~ Credit and Collections
$5,323 $5,589 $5,868 $6,162 $6,470 $6,793 $7,133 $7,489
$4,996 $5,246 $5,508 $5,784 $6,073 $6,376 $6,695 $7,030
$4,820 $5,061 $5,314 $5,579 $5,858 $6,151 $6,459 $6,782
$4,495 $4,720 $4,956 $5,204 $5,464 $5,737 $6,024 $6,325
$4,495 $4,720 $4,956 $5,204 $5,464 $5,737 $6,024 $6,32'5
$4,495 $4,720 $4,956 $5,204 $5,464 $5,737 $6,024 $6,325
$4,375 $4,593 $4,823 $5,064 $5,318 $5,583 $5,863 $6,156
$4,284 $4,498 $4,723 $4,960 $5,208 $5,468 $5,74i $6,028
$4,284 $4,498 $4,723 $4,960 $5,208 $5,468 $5,741 $6,028
$4,231 $4,442 $4,665 $4,898 $5,143 $5,400 $5,670 $5,953
$4,166 $4,375 $4,593 $4,823 $5,064 $5,317 $5,583 $5,862
$4,166 $4,375 $4,593 $4,823 $5,064 $5,317 $5,583 $5,862
$4,077 $4,281 $4,495 $4,719
$3,928 $4,125 $4,331 $4,548
$3,928 $4,125 $4,331 $4,548
$3,928 $4,125 $4,331 $4,548
$3,928 $4,125 $4,331 $4,548
$3,706 $3,891 $4,086 $4,290
$3,706 $3,891 $4,086 $4,290
$3,706 $3,891 $4,086 $4,290'
$3,666 $3,850 $4,042 $4,244
$3,666 $3,850 $4,042 $4,244
$3,622 $3,803 $3,993 $4,192
$3,622 $3,803 $3,993 $4,192
$3,342 $3,509 $3,684 $3,868
$3,333 $3,500 $3,675 $3,858
$3,311 $3,477 $3,651 $3,833
$3,204 $3,364 $3,532 $3,709
$3,184 $3,343 $3,510 $3,686
$4,955 $5,203 $5,463 $5,736
..
$4,775 $5,014 $5,264 $5,5~8
$4,775 $5,014 $5,264 $5,528
$4,775 $5,014 $5,264 $5,528
$4,775 $5,014 $5,264 $5,528
$4,505 $4,730 $4,966 $5,215
$4,505 $4,730 $4,966 $5,215
$4,505 $4,730 $4,966 $5,2i5
$4,457 $4,679 $4,913 $5,1'59
$4,457 $4,679 $4,913 $5,159
$4,402 $4,622 $4,853 $5,096
$4,402 $4,622 $4,853 $5,096
$4,062 $4,265 $4,478 $4,702
$4,051 $4,254 $4,467 $4,690
$4,025 $4,226 $4,438 $4,660
$3,894 $4,089 $4,293 $4,508
$3,870 $4,064 $4,267 $4,480
* Certification pay included in base salary for eligible water employees. This does not pertain to wastewater employeesl
Classification
Monthly Salary Rates - Salary Steps
1 2 3 4 5 6 7 8
237 Supervising Customer Service
Representative
193 Recreation Supervisor I
242 Box Office Supervisor
$3,021 $3,172 $3,331 $3,497 $3,672 $3,856 $4,048 $4,251
$3,006 $3,157 $3,315 $3,480 $3,654 $3,837 $4,029 $4,230
$2,997 $3,147 $3,304 $3,469 $3,643 $3,825 $4,016 $4,217
241 Office Services Supervisor $2,997 $3,147 $3,304 $3,469 $3,643 $3,825 $4,016 $4,217
250 Secretary to Assistant City Manager $2,997 $3,147 $3,304 $3,469 $3,643 $3,825 $4,016 $4,217
Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
SERVI~i~ EMPLOYEES INTERNATIONAL IJbilON
8~I~ERVISORY/CONFIDENTIAL UNI
EXHIBIT "B-4"
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: December 31, 2006
Monthly Salary Rates - Salary Steps
Classification I 2 3 4 5 6
7 8
124 Project Coordinator $5,449 $5,721 $6,007 $6,307 $6,623
221 Permit Center Supervisor $5,114 $5,370 $5,639 $5,920 $6,216
183 Public Works Supervisor- Water* $4,934 $5,181 $5,440 $5,712 $5,997
176 Information Systems Supervisor $4,602 $4,832 $5,073 $5,327 $5,594
216 City Surveyor $4,602 $4,832 $5,073 $5,327 $5,594
153 Telecommunications Manager $4,602 $4,832 $5,073 $5,327 $5,594
173 Housing Program Supervisor $4,478 $4,702 $4,937 $5,184 $5,443
161 Inspection Services Supervisor $4,386 $4,605 $4,835 $5,077 $5,331
168 Public Works Supervisor $4,386 $4,605 $4,835 $5,077 $5,331
171 Senior Accountant $4,331 $4,548 $4,775 $5,014 $5,264
143 Systems Administrator $4,265 $4,478 $4,702 $4,937 $5,184
142 Network Administrator $4,265 $4,478 $4,702 $4,937 $5,184
236 Electric Utility Distribution Technician
Supervisor $4,173
$4,382 $4,601 $4,831 $5,073
160 Facility Supervisor $4,021 $4,222 $4,434 $4,655 $4,888
157 Fleet Shop Supervisor $4,021 $4,222 $4,434 $4,655 $4,888
181 Solid Waste Supervisor $4,021 $4,222 $4,434 $4,655 $4,888
147 Utility Field Services Supervisor $4,021 $4,222 $4,434 $4,655 $4,888
235 Crime Analyst $3,794 $3,984 $4,183 $4,392 $4,611
215 Personnel Analyst II $3,794 $3,984 $4,183 $4,392 $4,611
229 Systems Analyst/Programmer II $3,794 $3,984 $4,183 $4,392 $4,611
230 Chief Engineering Technician $3,753 $3,941 $4,138 $4,345 $4,562
211 Code Enforcement Supervisor $3,753 $3,941 $4,138 $4,345 $4,562
187 Assistant City Clerk $3,707 $3,893 $4,087 $4,292 $4,506
188 Deputy City Treasurer $3,707 $3,893 $4,087 $4,292 $4,506
186 Police Services Supervisor $3,421 $3,592 $3,771 $3,960 $4,158
228 Systems Analyst/Programmer I $3,412 $3,582 $3,762 $3,950 $4,147
224 Recreation Supervisor II $3,390 $3,559 $3,737 $3,924 $4,120
214 Personnel Analyst I $3,280 $3,444 $3,616 $3,797 $3,986
210 Supervisor- Credit and Collections $3,259 $3,422 $3,593 $3,773 $3,962
* Certification pay included in base salary for eligible water employees. This does not pertain
$6,954
$6,527
$6,297
$5,873
$5,873
$5,873
$5,716
$5,597
$5,597
$5,528
$5,443
$5,443
$7,302 $7,667
$6,854 $7,196
$6,612 $6,942
$6,167 $6,475
$6,167 $6,475
$6,167 $6,475
$6,001 $6,301
$5,877 $6,171
$5,877 $6,171
$5,804 $6,094
$5,715 $6,001
$5,715 $6,001
$5,326
$5,132
$5,132
$5,132
$5,132
$4,842
$4,842
$4,842
$4,790
$4,790
$4,732
$4,732
$4,366
$4,355
$4,326
$4,186
$4,160
to
$5,593 $5,872
$5,389 $5,659
$5,389 $5,659
$5,389 $5,659
$5,389 $5,659
$5,084 $5,338
$5,084 $5,338
$5,084 $5,338
$5,030 $5,281
$5,030 $5,281
$4,968 $5,217
$4,968 $5,217
$4,584 $4,813
$4,572 $4,801
$4,543 $4,770
$4,395 $4,615
$4,368 $4,586
wastewater employees.
Classification 1 2
Monthly Salary Rates - Salary Steps
3 4 5 6 7 8
237 Supervising Customer Service
Representative
$3,093
193 Recreation Supervisor
$3,078
242 Box Office Supervisor $3,068
241 Office Services Supervisor $3,068
250 Secretary to Assistant City Manager $3,068
$3,247
$3,231
$3,221
$3,221
$3,410 $3,580 $3,759. $3,947 $4,144 $4,352
$3,393 $3,563 $3,74i;I' $3,928 $4,124 $4,330
$3,382 $3,551 $3,729 $3,915 $4,111 $4,317
$3,382 $3,551 $3,729 $3,915 $4,111 $4,317
$3,221 $3,382 $3,551 $3,729 $3,915 $4,111 $4,317
Note: Pay rates are calculated utilizing a standardized formula and small differences may oc. cur due to rounding.
MEMORANDUM OF UNDERSTANDING
between
THE CITY OF REDDING
and
REDDING EMPLOYEES ORGANIZATION
of the
SERVICE EMPLOYEES INTERNATIONAL UNION
CLERICAL, TECHNICAL AND PROFESSIONAL
EMPLOYEES' UNIT
EFFECTIVE:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
April 10, 1994
June 18~ 1996
June 5, 1997, to be effective June 29, 1997
April 17~ 2001~ to be effective January 1, 2001
February 17~ 2004~ to be effective Janua~ 1~ 2004
TABLE OF CONTENTS
ARTICLE 1:
ARTICLE 2:
ARTICLE 3:
ARTICLE 4:
ARTICLE 5:
ARTICLE 6:
ARTICLE 7:
ARTICLE 8:
PREAMBLE ............................................................................................................ 1_
RECOGNITION ....................................................................................................... 2
CITY RIGHTS ......................................................................................................... 2
UNION RIGHTS ...................................................................................................... 3
CONCERTED ACTIVITIES ........................................................ , .......................... 3
UNION SECURITY ........................................ : ........................................................ 4
GRIEVANCE PROCEDURE ....................... . .............. ~ ............................ i ............... 5 ..
SAFETY ............................................... : ........................ ' ........................................... 7
ARTICLE 9: DISABILITY AND UNEMPLOYMENT ...... · .......................................................... 7
ARTICLE 10:
ARTICLE 11:
ARTICLE 12:
ARTICLE 13:
ARTICLE 14:
ARTICLE 15:
ARTICLE 16:
ARTICLE 17:
ARTICLE 18:
ARTICLE 19:
ARTICLE 20:
ARTICLE 21:
EMPLOYEE STATUS ............................................. . ............................................. 8
COMPENSATION AND CLASSIFICATIONS ........................................ . ......... 10
HOURS AND OVERTIME ................................................................................. 12
SENIORITY ......................................................................................................... 13
PROMOTION AND TRANSFER ....................................................................... 14
LAYOFF, DISPLACEMENT AND REINSTATEMENT .................................. 14
LEAVE OF ABSENCE ....................................................................................... 15
EXPENSES .......................................................................................................... l 6
SICK LEAVE ....................................................................................................... 17
FUNERAL LEAVE ............................................................................................. 18
HOLIDAYS ......................................................................................................... 19
VACATIONS ....................................................................................................... 20
ARTICLE 22:
ARTICLE 23:
ARTICLE 24:
ARTICLE 25:
ARTICLE 26:
ARTICLE27:
ARTICLE 28:
ARTICLE 29:
ARTICLE 30:
ARTICLE 31:
ARTICLE 32:
ARTICLE 33:
ADMINISTRATIVE LEAVE .............................................................................. 22
UNIFORMS ......................................................................................................... 22
EMPLOYEE BENEFIT PROGRAMS ................................................................ 22
JURY DUTY ........................................................................................................ 25
PERSONNEL RECORDS ................................................................................... 26
CONTINUING EDUCATION ............................................................................. 26
MISCELLANEOUS ................................................. ~ ........................................... 26
SAVINGS PROVISION ....................................................................................... 27
EFFECT OF AGREEMENT ................................................................................ 27
EMERGENCY PROVISION ................ -...:. ........................................................... 27
COMPLETE AGREEMENT ............................................................................... 28
TERM ................................................................................................................... 28
NOTE: Amendments to this Memorandum of Understanding effective February 1, 2004, are
shown by underlining the new language and striking out the deleted language.
MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this 15th day
of April, 1994, by and between the CITY OF REDDING (a public agency as defined in Section
3501(c) of Chapter 10 of Division 4 of Title I of the Government Code of the State of'
California), hereinafter referred to as the CITY, and the REDDING EMPLOYEES
ORGANIZATION of the SERVICE EMPLOYEES INTERNATIONAL UNION (a recognized
employee organization as defined in Section 3501(b) of Chapter 10 of Division 4 of Title 1 of the
Government Code of the State of Califomia), hereinafter referred to as UNION;
W I TN E S S E T H that:
WHEREAS, the Parties hereto desire to promote harmony and efficiency to the end that
the City, the Union and the general public may benefit therefrom, and to establish fair and
equitable wages, hours and working conditions for certain hereinafter designated employees of
the City, and to facilitate the peaceful adjustment of differences that may from time to time arise
between them;
NOW, THEREFORE, the Parties h~reto do agree as follows:
ARTICLE 1' PREAMBLE
1.1 This Memorandum of Understanding supersedes and replaces all previous policies,
practices, procedures, resolutions, ordinances and terms and conditions of employment on
subjects which are covered by this Memorandum of Understanding. There shall be no loss of
benefits as set forth in Article 24, and Exhibits "A" and "B" as a result of this Memorandum of
Understanding, except as specifically agreed to herein.
1.2 It is the policy of the City and the Union not to, and neither party will, interfere with,
intimidate, restrain, coerce or discriminate against any employee as prohibited by State and
Federal law.
1.3 The City is engaged in rendering services to the public and the City and the Union
recognize their mutual obligation for the continuous rendition and availability of such services.
1.4 City employees shall perform loyal and efficient work and service and shall use their
influence and best efforts to protect the properties of the City and its service to the public and
shall cooperate in promoting and advancing the welfare of the City and in preserving the
continuity of its service to the public at all times.
1.5 The City and the Union shall cooperate in promoting harmony and efficiency among
City employees.
1.6 The Parties have met and conferred in good faith and have reached agreement on
procedures set forth in this Memorandum of Understanding for resolution of disputes betWeen
the Parties. The Parties agree to follow the procedures as set forth in this Memorandum of
Understanding or the bargaining process required by the Meyers-Milias-Brown Act and the
Parties will make every effort to persuade their members to also use the established procedures.
ARTICLE 2: RECOGNITION
2.1 The City recognizes the Union as the "Exclusive Representative" of that Unit of
employees of the City who hold a classification listed on Exhibits "A" and "B" of this
Memorandum of Understanding.
2.1 (a) The Union does not represent retirees, nor can the Union bargain for or file,
grievances on behalf of retirees. However, the Union may file a grievance on behalf of a current
employee who becomes a retiree prior to resolution of the grievance.
2.1 (b) The City will make any changes to benefits due to employees who retire from City
service at the same time changes are applied to the bargaining unit recognized pursuant to this
article following appropriate meet and confer procedures
2.2 The provisions of this Memorandum of Understanding hereinafter set forth shall
apply only to those employees of the City of Redding in this unit, except as otherwise Specifically
set forth in this Memorandum of Understanding.
ARTICLE 3: CITY RIGHTS
3.1 Notwithstanding anything to the contrary, the Union recognizes and accepts the right
of City of Redding management to manage the City. This recognition includes acceptance of the
fact that the management rights listed below are not subject to either grievance procedures or the
meeting and conferring in good faith process provided for by the Meyers-Milias-Brown Act,
except, however, grievances may be filed upon interpretations of the provisions of this
Memorandum of Understanding other than those set forth in this section. It is agreed by the
Parties to this Memorandum of Understanding that management rights include, by way of
illustration and not by way of limitation, the following: (a) the full and exclusive control of the
management of the City; (b) the supervision of all operations, methods, processes and means of
performing any and all work; (c) the control of the property and the composition, assignment,
direction and determination of the size and the work hours of its working forces; (d) the right to
determine the work to be done by employees; (e) the right to change or introduce new or
improved operations, methods, means or facilities; (f) the right to establish budget procedures
and financial allocations; (g) the right to hire, classify, schedule, promote, demote, transfer,
evaluate, release, lay off and increase hours of employees; (h) the right to suspend, discipline and
discharge employees for just cause; (i) the right to contract out work to be done or services to be
rendered, provided however, that the impact and effect of any such decision may be subject to the
meet and confer process and; (j) the right to maintain an orderly, effective and efficient operation,
provided however, that all of the foregoing shall be subject to the express and explicit terms and
provisions of this Memorandum of Understanding.
ARTICLE 4: UNION RIGHTS
4.1 Official representatives of the Union will be permitted access to City property to
confer with City employees on matters of employer-employee relations, but such representatives
shall not interfere with work in progress without agreement of Management.
4.2 The City will p.rovide the Union adequate bulletin board space on existing bulletin
boards for the purpose of posting thereon matters relating to official Union business.
4.3 The City and the Union will not interfere with, intimidate, restrain, coerce or
discriminate against any employee because of the employee's membership or non-membership in
the Union or the employee's activity on behalf of the Union.
4.4 Any employee, at the employee's request, shall be permitted representation by a
Union representative. The foregoing shall apply to employee-required participation in processes
involving reprimands, investigations, disciplinary actions and due process hearings, providing
there is no unreasonable delay in obtaining representation.
4.5 Joint Union-Management meetings shall be held twice each year or as often as agreed
upon by the Union and Management. The purpose of these meetings shall'be to promote
harmony and efficiency and to improve communications between employees and all levels of
management. The meeting agenda shall be determined by those in attendance and there shall be
no restrictions on the subject matter, provided the meetings shall not substitute for normal
grievance procedures or for formal negotiations between the Parties. Those in attendance shall
consist of the Union's Representative and such other Union representatives as determined by the
Union; and the City's Personnel Mmaa-g~ Director and such other management personnel as
determined by the City. The number of representatives of each party shall be limited to five (5),
except by advance mutual agreement. The meetings shall be summarized in written minutes.
Except that the provisions of this section shall be observed, the meetings shall be self-organizing.
4.6 Whenever any employee is absent from work as a result of a formal request by the
Union and is engaged in official Union business, the City shall pay for all regular time absent and
shall be reimbursed therefor by the Union at the rate of one hundred fifty percent (150%) of the
employee's regular pay rate.
4.7 The City agrees to provide the Union, on a semi-annual basis, a listing of all
employees in the unit represented by the Union. Such listing shall include the name, date of
employment, job classification and status, departmental work location, pay rate, and SEIU unit
representation for each employee.
ARTICLE 5: CONCERTED ACTIVITIES
5.1 The duties performed by employees of the City as part of their employment pertain to
and are essential to the operation of a municipality and the welfare of the public dependent
thereon. During the term of this Memorandum of Understanding, employees shall not partially
or totally abstain from the performance of their duties for the City during regular work hours or
on an overtime basis. The Union shall not call upon or authorize employees individually' or
collectively to engage in such activities and shall make a reasonable effort under the
circumstances to dissuade employees from engaging in such activities and in consideration
thereof, the City shall not cause any lockout. Those employees who do individually or
collectively, partially or totally abstain from the performance of their duties for the City during
regular work hours or on an overtime basis shall be subject to disciplinary action up to and
including discharge from employment.
ARTICLE 6: UNION SECURITY
6.1(a) Every employee covered by this Memorandum of.Understanding shall, as a
condition of employment: (1) become a member of the Union and maintain the employee's
membership in the Union in good standing in accordance with its Constitution and Bylaws; or (2)
in the alternative, an employee shall tender, monthly, an agency fee in an amount equal to the
amount of the monthly dues required of members; except that:
6.1 (b) Any employee of City in a classification represented by Union and who, on April
10, 1994 was an employee and was. not a member of the Union, and who remains an employee
continuously after April 10, 1994 is exempt from the provisions of Section 6.1(a) unless the
employee becomes a member of Union.
6. l(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.
6.2 Any employee who is or who becomes a member of Union shall, as a condition of
employment, maintain the employee's membership in Union in good standing in accordance with
its Constitution and Bylaws.
6.3 The City shall deduct from their wages the regular membership dues of employees
who are members of the Union or agency fees of other employees provided for in 6.1(a) not
exempted by the provisions of 6.1(b) or 6.1(c), and who individually and voluntarily authorize
such deductions in writing in accordance with the provisions of Section-1157.3 of the
Government Code of the State of California.
6.4 Deductions shall be made from the second payroll period of each month and a check
for the total deductions shall be submitted to the Treasurer of Redding Employees Organization
within five (5) working days of the date the deductions are withheld from the employee's check.
The City will notify the Union each month at the time of the dues transmittal:to Union of any
changes since the previous dues transmittal and the reasons therefore. ?.
6.5 The form of check-off authorization shall be approved by both ;the City and the
Union.
6.6 Upon written request from the Union, the City shall, within twenty-one (21) calendar
days, terminate the employment of any employee who fails to comply with the requirements of
this Article.
6.7 At new employee orientation, the Union will provide Union membership application
forms, payroll deduction authorization forms, and a copy of this Memorandum of Understanding.
In addition, at each orientation, a Union shop steward will be afforded an opportunity to make a
short presentation (30 minutes maximum) to the new employee after the City representative has
concluded orientation.
6.8 City agrees that a section on the Payroll Deduction Authorization Form provided by
Union will permit employees to voluntarily contribute to Union's Committee on .Political
Education ("COPE") in an amount to be determined by the employee. Such contribution shall be
deducted and paid to Union in the same manner as membership dues as set forth in 6.4 above
COPE funds will be paid separate from dues and other fees.
ARTICLE 7: GRIEVANCE PROCEDURE
7.1 Any grievance which may arise between the Union or any of its members and the
City, with respect to the interpretation or application of any of the terms of this Memorandum of
Understanding and with respect to such matters as the alleged discriminatory or arbitrary
discharge, demotion or discipline of an individual employee, shall be determined by the
provisions of this article, except that such matters as are included in the definition of impasse as
set forth in Resolution Number 4217 are not a grievance. Probationary employees as defined in
Article 10.7 shall not be entitled to invoke Article 7, Grievance Procedure, with regard to' matters
of discharge, or demotion. This shall not, however, prevent a probationary employee from
exercising any other rights under this Memorandum of Understanding. Every employee
designated by the City to hear the grievance of a subordinate shall have the authority to Settle that
grievance.
7.2 Step One: The initial step in the adjustment of a grievance shall be a discussion
between the employee or the employee's representative, and the immediate Supervisor: If the
grievance is not resolved, the employee or the employee's representative shall present the
grievance in writing to the Division Head or Department Director as applicable, who will answer,
in writing, within ten (10) calendar days. This step requires a presentation to every level of
management below the City Manager. This step shall be started within thirty (30) calendar days
of the date of the action complained of or the date the grievant became aware of the'incident
which is the basis for the grievance. This step may be taken during the working hours, of the
employee. .: ·
7.3 Step Two: If a grievance is not resolved in the initial step, the second step shall be
the presentation of the grievance, in writing, by the employee or the employee's represeniative to
the Personnel ha ......
....... ~,~. Director who shall answer, in writing, within ten (10) calendar days.
This step shall be taken within ten (10) calendar days of the date of the Department Director's
answer in step one.
7.4 Step Three: If a grievance is not resolved in the second step, the third step shall be
the presentation of the grievance, in writing, by the employee or the employee's representative to
the City Manager or a designee from the City Manager's Office, who shall answer, in writing, .
within ten (10) calendar days. The written presentation shall be a clear, concise statement of the
grievance, the circumstances involved, the pertinent dates, the decision rendered at the previous.
step, the section of this Memorandum of Understanding alleged to be violated, and the specific.
remedy sought. The third step shall be taken within ten (10) calendar days of the date of the
answer in step two.
7.5 Step Four: If a grievance is not resolved in the third step, the fourth step shall be
referral by the Union to mediation within twenty (20) calendar days of the answer in step three.
Whenever a grievance is referred to mediation, either the Union or the City may request, in
writing, that the California State Mediation and Conciliation Service refer a state mediator. The
mediator shall assist the Parties in the resolution of the grievance in the same manner as that
which is normally used in the mediation of interest disputes. Referral to step five shall not occur
until a mediator has released the Parties from the mediation process.
7.6(a) Step Five: If a grievance is not resolved in the fourth step, the fifth step shall be
referral, in writing, by either the City or the Union to arbitration. The fifth step shall be taken
within twenty (20) calendar days of the date of the answer in step four.
7.6(b) An arbitrator shall be appointed on each occasion that a grievance is submitted, in
writing, to arbitration. The City and the Union shall mutually agree to the arbitrator. If the City
and the Union fail to reach agreement on the appointment of an arbitrator, they shall request the
State of California Mediation and Conciliation Service to nominate five (5) persons to be the
Arbitrator. Each party shall, alternately strike a name from the list of names. The first party to
strike a name shall be determined by lot. At the point in time when one (1) name remains, that
person shall be the appointed arbitrator. The costs of arbitration shall be borne equally by the
City and the Union. The City and the Union shall pay the compensation and expenses for their
respective witnesses. At the Union's request, the City shall release employees from duty to
participate in arbitration proceedings.
7.6(c) The arbitrator shall hold such hearings and shall consider such evidence as to the '
arbitratoi' appears necessary and proper. The decision of the arbitrator shall be final and binding",
on the City and the Union and the aggrieved employee, if any, provided that such decision does i
.not in any way add to, disregard or modify any of the provisions of this Memorandum of ...
Understanding.
7.7 Failure by the employee or the Union to meet any of the aforementioned time limits ''~
as set forth in Sections 7.2, 7.3, 7.4, 7.5 or 7.6(a) will result in forfeiture, except however, tha(:"
the aforementioned time limits may be extended by mutual written agreement. If the City fails to
answer a grievance on a timely basis, the grievance may be advanced to the next level.
Grievances settled by forfeiture shall not bind either party to an interpretation of this
Memorandum of Understanding, nor shall such settlements be cited by either party as evidence in.
the settlement of subsequent grievances.
6
7.8 Notwithstanding the aforementioned procedure, any individual employee shall have
the right to present grievances to the City and to have such grievances adjusted without the
intervention of the Union, provided that the adjustment shall not be inconsistent with this
Memorandum of Understanding, and further provided that the Union shall be given an oppor-
tunity to be present at such adjustment.
ARTICLE 8: SAFETY
8.1 The City desires to maintain a safe place of employment for City employees and to
that end City management shall make all reasonable provisions necessary for the safety of
employees in the performance of their work.
8.2 Regular employee safety meetings will be held for the purpose of reviewing accidents
and preventing their recurrence, eliminating hazardous conditions and familiarizing employees
with safe work procedures and applicable State Safety Orders and for training in first aid.
8.3 Whenever a hazardous condition presents a clear danger to the health or safety of
employees, upon request of the Union, Representatives of the Parties will hold Safety meetings at
mutually convenient times.
ARTICLE 9: DISABILITY AND UNEMPLOYMENT
9.1 Supplemental Benefits for Industrial Injury: Whenever any Regular employee who is
a member of the Public Employees' Retirement System is disabled, whether temporarily or
permanently, by injury or illness arising out of and in the course of the employee's duties, which
comes within the application of the Workers' Compensation and Insurance Chapters of the State
Labor Code, the employee shall become entitled, regardless of the employee's period of service
with the City to compensation at the rate of eighty-five percent (85%) of the employee's regular
salary, in lieu of temporary disability payments, if any, which would be payable under the State
Labor Code, for the period of such disability but not exceeding six (6) months, or until such
earlier date as the employee is retired on permanent disability pension. At the conclusion of six
(6) months of receipt of supplemental benefits at the rate of eighty-five percent (85%) of regular
salary, any Regular or Regular Job-Share employee who is still unable to return to work and is
still receiving temporary disability indemnity payments shall become entitled to receive
supplemental benefits at the rate of seventy percent (70%) of the employee's regular salary for
the period of such disability but not exceeding six (6) months or until such earlier date as the
employee is retired on permanent disability pension through the Public Employees' Retirement
System. In consideration of this benefit, the Regular or Regular Job-Share employee shall pay
over to the City any temporary or permanent disability compensation received, whether from
Workers' Compensation, employee group insurance benefits or unemployment compensation
benefits provided for under State law, and shall affirmatively assist the City in obtaining any such
benefits to which the employee may be entitled but has not yet received arising out of such
disability, but such payment from the employee to the City from such sources shall not exceed in
amount the supplemental benefits paid to the employee by the City in accordance with the
provisions of this section. The Parties recognize abuse of the workers' compensation program is
against the interests of the City and employees alike, and, therefore, will cooperate as appropriate
to prevent abuse.
9.2 An employee who is absent by reason of industrial disability may be returned to work
by the City and given temporary light duties within the employee's ability to perform, with the
consent of the employee's physician. The duration of any such period of temporary work shall be
determined by the City. Such employee shall be compensated at the then current 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 fellow employees, or to
the employee's own health.
9.3 If a third party is found to be responsible for the employee's industrial injury and the
employee recovers a judgment in damages from said third party, then all supplemental benefits
received as provided for in Section 9.1 .not already repaid from the other sources mentioned in
Section 9.1 shall be repaid to the City by the employee.
9.4 Vacation and sick leave shall be accrued without regard to the established limits
while a Regular or Regular Job-Share employee is absent from work as a result of a job related
disability and receiving the supplemental benefits to Workers' Compensation temporary
disability compensation as set forth in 9.1. All Regular employees who are not in a City paid
status and on leave 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, which includes the
period in which the employee is receiving supplemental disability benefits as set forth in 9.1 ..
provided the employee pays his or her share of the monthly group medical insurance program
premium, if any.~,,~ ~.~,,... r,:,.,,~,~,¥ ~ expense. Holidays which occur during the period for which an
employee is receiving temporary disability compensation shall not be recognized by such
employee for compensation purposes.
ARTICLE 10: EMPLOYEE STATUS
10.1 Employees will be designated as Regular, Part-Time, Temporary, Job-Share or
Part-Time Regular depending upon the purpose for which they are hired and their length of
continuous service with the City.
10.2 A Regular employee is an employee 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 a similar nature as the employee becomes eligible.
10.3 A Part-Time employee is defined as an employee hired to work less than a
Regular full-time employee. A Pan-Time employee may work part-time, intermittently, or on an
irregular schedule. A Part-Time employee shall receive not less than the minimum rate for the
job, eight and one-half (8V2) fixed holidays (January lSt; the third Monday in February; the last
Monday in May; July 4th; the first Monday in September; Thanksgiving; Friday after
Thanksgiving; the last four (4) work hours before Christmas; and December 25th), but shall not
be eligible for sick leave pay or items of a similar nature, nor shall the employee be eligible for
insurance coverage. A Part-Time employee will be allowed to make-up absences due to jury.
duty service under the same conditions as outlined in the City's Policy on Close Down Of City
Operations Due to Emergency Conditions; no Overtime Pay may be incurred as a result of this
provision. The employee will be eligible for the ?AP, S (Public Agency Retirement System) 457
Plan (PARS-457 Plan) or may be eligible for participation in the CalPERS retirement plan if the
employee exceeds 1,000 hours in a fiscal year. After the completion of 24-months of continuous
City service, the employee will be entitled to vacation pay on the same basis as Regular
employees. If a Part-Time employee attains Regular status, the employee shall be credited with
the employee's service as a Part-Time employee in determining eligibility for benefits, if any,'as
may accrue to the employee in the employee's new status..
10.4 A 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 Temporary
employee may work full-time, part-time, intermittent, or on an irregular schedule. A Temporary
employee shall i'eceive not less than the minimum rate for the job and will be eligible for the
c.~., ..... ~ but shall not be eligible for sick leave pay,
PARS-457 Plan ~t~,a,~:,. ^,. .......... t~: .......... ~, .......... ~,
holiday pay, vacation pay, insurance coverage, or items of a similar nature, nor shall an employee
accrue seniority or promotion and transfer rights. After the completion of 24-months of
continuous City service, the employee will be entitled to vacation pay on the same basis as
Regular employees. If a Temporary employee is reclassified to Part-Time or Regular status, the
employee shall not be credited with service in determining eligibility for such benefits as may
accrue to the employee in the new status.
10.5 A Job-Share employee is an employee who is assigned to work a portion of the
regular work hours of a full-time regularly authorized position with another employee who is
assigned to work the other portion. A Job-Share employee shall receive not less than the
minimum rate for the job and shall receive benefits as set forth herein on a prorated basis at the
same ratio to full-time employee benefits as the employee's work hours bear to full-time
employee's work hours. Whenever a Regular employee is assighed to a job-share position, such
employee shall retain their Regular status. Whenever anyone other than a Regular employee is
assigned to a job-share position, such employee shall serve a one (1) year probational,period.
10.6 A Part-Time Regular employee is defined aS an employee who has one (1) year, or
more, service with the City in full-time employment as a Regular employee, and who is
subsequently recategorized, without a break in service, to work less than fifteen hundred sixty
(1,560) hours but more than one thousand (1,000) hours. A Part-Time Regular employee shall
receive not less than the minimum rate for the job,_, and shall be eligible for sick leave pay,
vacation pay, holiday pay (accrued at .052 48 of' an hour for each hour worked or on paid leave),
retirement plan participation (as outlined in Article 24 ....... ,4 r-~m~:~,c
~ ........by..~ ....... t-he-P4b~
e"~'"~x insurance coverage (pursuant to group insurance contract
provisions), and seniority accrual, but shall not be given przferential consideration for promotion
or transfer nor shall the employee be eligible., for supplemental benefits for industrial injury,
9
funeral leave pay, ju.D' ~uty pay, or items of a similar nature. A Part-Time Regular employee will
be allowed to make-up absences due to jury duty service under the same conditions as outlined in
the City's Policy on Close Down Of City Operations Due to Emergency Conditions; no Overtime
Pay may be incurred as a result of this provision.. If a Part-Time Regular employee is eligible for
and elects insurance coverage, the premiums shall be shared by the City and the employee on a
prorated basis at the same ratio to full-time employee benefits as the employee's work hours bear
to full-time employees' work hours. If a Part-Time Regular employee is reclassified to Regular
status, the employee shall be credited with all continuous service in determining eligibility for
such benefits as may accrue to the employee in the employee's new status.
10.7 Regular employees shall serve a probationary period of one (1) year upon initial
appointment to Regular status. Such probationary period is considered to be a continuation of
the selection process and employees may be terminated from employment or demoted without
recourse, pursuant to Article 7.1. An employee's probationary period shall be extended by the
duration of any unpaid absence of ten (10) or more consecutive workdays. Probationary
employees shall be e-valuated provided a written performance evaluation after six (6) months of
service and as often as .necessary as determined by the employee's Supervisor. A probationary
employee shall not be terminated after completing six (6) months of the probationa~ period if
the performance evaluation has not been presented to the employee. The probationary.period
may also' be extended by the 'City for up to six (6) months in circumstances where further
evaluation' of the employee is necessary. The probationary period will start over for any
employee who transfers to another position during the probationary period. Part-Time
Employees shall also serve a probationary period of one (1) year as outlined above upon initial
appointment to Part-Time status. Employees serving their initial probationary period shall not be
eligible for leave of absence, supplemental benefits for industrial injury, nor be given preferential
consideration for promotion or transfer. Temporary employees shall not serve a probationary
period, as the appointment is temporary by definition and can be terminated at any time.
10.8 A Part-Time or Temporary employee budgeted for 1,000 hours in the fiscal year
will be limited by the City to 990 hours pursuant to City policy to avoid situations in which such
employee may inadvertently exceed 1,000 hours in the fiscal year. The 990-hour limit may only
be exceeded by specific approval of the City Manager or designee following a written request
from the department.
ARTICLE 11' COMPENSATION AND CLASSIFICATIONS
11.1 Employees holding a classification listed on Exhibits "A" or Exhibits "B" shall be
paid the wage .rate established for their classification. Upon initial appointment to a
classification, an employee shall normally be paid the lowest wage rate for that classification. An
employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify
it. Step increases require Department Director and City Manager or his/her designee's approval
and may will be granted '":th ~m;,c.~,,, ...... r .......
............... j ~, ............. when an employee achieves an annual
overall performance evaluation rating of meets job standards or higher, as follows: After twehty-
six (26) full pay periods of employment in each and every successive Compensation Step in the
Compensation Ranges listed in Exhibits "A" and Exhibits "B"' "' c~,,~,-,, .,
........ j Step I ~..n employee
I0
..... ~ ........ :, ~ ~ ...... ~ ,~ ~-~, c,.~ ~ A ~11 pay period as used herein is defined as
one in which the employee works or is paid for time off for at least half of the regularly
scheduled work hours. The effective date of a higher wage step shall be the first day of the pay
period following qualification for the new step. A promotion to a higher paid classification
pursuant to Section 14.3 does not change the a~iversa~ date for Compensation Step increases.
11.2 Compensation shall be paid at bi-weekly intervals on Thursdays at the end of the
employee's work period after 12:00 noon for a pay period ending no earlier than the preceding
Saturday. If a pay day falls on a holiday, payment shall be made on the preceding workday.
11.3 When an employee is temporarily assigned to work in a low6r-paid classification
than the employee's regular classification, the employee's rate of pay will not be reduced.
11.4 Except for those employees whose shift ends on or before 6:00 p.m., employees
shall receive shift differential pay of three and one-half percent (3'A%) of the employee's regular
pay rate for each hour worked between the hours of 4:00 p.m. and 12:00 midnight, in addition to
the employee's regular compensation when assigned to work a regularly scheduled shift which
includes work hours between 4:00 p.m. and 12:00 midnight. Except for employees whose shift
starts at 6:00 a.m. or later, for time worked between 12:00 midnight and 8:00 a.m. shift
differential pay shall be increased to five percent (5%).
11.5 Whenever a full-time Regular employee is reassigned by the City to replace an
absent employee with a higher pay rate and performs a substantial majority of the absent
employee's duties for a full work day, such employee shall have their compensation rate
increased by five percent (5%). Temporary assignments to the duties of another higher paying
classification and compensation therefore, requires prior City approval.
11.6 Whenever a Police Records Technician is assigned to conduct, monitor and prepare
written documentation of the daily training and progress of a probationary Police Records
Technician, the employee shall receive five percent (5%) over base pay for the actual time spent
performing this specific function. ·
11.67 The City Manager may, based upon outstanding job performance, grant an
employee a one time salary increase up to ten percent (10%) above the top of the salary range for
a period not to exceed one (1) year. This one time increase is not cumulative and the employee
would revert to the employee's regular salary rate at the end of the one year period.
11
11.78 Attached hereto and made a part hereof are Exhibits "A-1" through "A-4 3" titled
"Non-exempt Employee Schedule of Classifications and Hourly Wage Rates" and "B-1" through
"B-4 3" titled "Exempt Employee Schedule of Classifications and Salary Ranges."
11.9 During the term of this agreement, the City and the Union agree to meet and
confer over modifications to compensation schedule(s) as necessary as a result of a compensation
equity study. The Union will provide the list of classifications to be studied, in writing, to the
Personnel Director during the month of January of each year. The City and the Union agree to
meet and confer over the number of, and the specific classifications to be included in an equity
study. The appropriate compensation shall be determined by comparing like duties,
responsibilities, and minimum qualification requirements to comparable classifications in the
following agencies: Chico, Davis, Fairfield, Folsom, Lodi, Roseville, Tracy, Turlock, Vacaville,
and Woodland. The City's analysis will take into consideration internal alignment in making a
compensation recommendation. The primary intent of an equity study is to determine an
equitable wage or salary range. However, modifications to classification specifications may also
result. This article does not prohibit the City from submitting to the Union additions, deletions.
or modifications of classification titles or specifications when the need exists.
~RTICLE 12: HOURS AND OVERTIME
12.1 All Regular employees will receive full time employment for each workweek
employed, provided they report for duty and are capable of performing their work. This is not to
be interpreted that the City does not retain the right to lay off or release employees on account of'
lack of work or other valid reason.
12.2 Each employee shall report for work at the employee's regularly established
headquarters and shall return thereto at the conclusion of the day's work and the time spent in
traveling between such headquarters and the job site shall be considered as time worked.
12.3 A workweek is defined to consist of seven (7) consecutive calendar days, Sunday
through Saturday, and a basic workweek is normally defined to consist of five (5) consecutive
workdays of eight (8) hours each. The basic workweek may begin on any day of the week or at
any hour of the day during the workweek. The City may modify employee work schedules from
time to time as needed. Except in the event of an emergency, the City will give employees as
much notice as possible of any permanent schedule change, but in any event not less than five (5)
work days, unless there is mutual agreement. The basic workweek indicated above may be
modified by mutual agreement of the City and the affected employee(s) in those situations where
such a modification serves the interests of both the City and its employees.
12.4 Except for Part-Time and Temporary employees and those employees holding a
classification listed on Exhibit "B", overtime is defined as (a) time worked in excess of forty (40)
hours in a workweek, (b) time worked in excess of eight (8), nine (9), or ten (10) hours as
applicable on a scheduled work day, (c).time worked on a non-workday, (d) time worked outside
of regular hours on a workday, and (e) time worked on a holiday. For Part-Time employees,
overtime is defined as time worked over forty (40) hours in a workweek except time worked on a
holiday which the employee is entitled to have off with pay and shall be paid at the overtime rate
of pay. For Pa~ '.rime and Temporary employees, overtime is defined as time worked over forty
12
(40) hours in a workweek. Overtime shall be computed to the nearest one-quarter ('A) hour. In
such cases where the basic workweek has been modified by mutual agreement pursuant to 12.3,
these overtime requirements may be waived pursuant to applicable law.
12.5 Provided the working of overtime has City approval, overtime compensation shall
be paid at a rate equivalent to one and one-half (1½) times the regular rate of pay or, at the
employee's option, the employee may elect to receive time off with pay at the rate of one and
one-half (1 ½) hours off for each overtime hour worked. Compensatory time off with pay shall be
scheduled in the same manner as vacations are normally scheduled. The maximum
compensatory time off available for. any employee at any time shall be the maximum established
by the Fair Labor Standards Act, which is presently two hundred forty (240) hours. In the event
overtime is worked by an employee who has the maximum accumulation of compensatory time
off, the employee shall be paid for the overtime worked as set forth above. Employees whose
employment with the City is terminated for any reason shall, at the time of termination, receive
payment for any unused compensatory time off previously earned.
12.6 Employees who are entitled to overtime compensation and who are required to
report for work on their non-workdays or on holidays they are entitled to have off, or outside of'
their regular hours on workdays, shall be paid overtime.compensation for the actual time worked,
but in no event for less than two (2) hours compensation c.,,. ..... ~,.,,..h .,,...""n -,~.~,""* each time an employee
is required to report back to work, except however, that employees shall not be paid more than
time and one-half the regular rate of pay for any given time period. If an employee who, :.~ called
om reports back to work for such overtime work outside of the employee's regular hours on a
workday continues to work into the employee's regular hours, 'the employee shall be paid over-
time compensation only for the actual overtime worked. If an employee performs overtime work
immediately following the end of the employee's regular shift, the employee shall be paid
overtime compensation only for the actual overtime worked.
12.7 For those employees who are entitled to overtime compensation, overtime shall be
distributed as equally as is practicable among those employees who are qualified and available
and who volunteer for overtime work and the City shall not require employees who have worked
overtime to take equivalent time off during a workday without pay.
12.8 All employees holding a classification listed on Exhibits "B .... Exempt Employee
Schedule of Classifications and Salary Ranges" are exempt from the Fair Labor Standards Act
and the provisions of this Article.
ARTICLE 13: SENIORITY
13.1 Seniority is defined as total length of continuous service with the City. In
determining an employee's seniority, the continuity of the employee's service will be deemed to
be broken by termination of employment by reason of (1) resignation, (2) discharge for cause, (3)
layoff, (4) failure to return immediately on the expiration of a leave of absence or acceptance of
other full time employment while on leave, and (5) unexcused absence without pay, without a
leave of absence, in excess of 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 or under any Act of
13
Congress which provides that the employee is entitled to re-employment rights, (b) on duty with
the National Guard, (c) absent due to industrial injury, (d) on leave of absence or (e) on excused
absence.
ARTICLE 14: PROMOTION AND TRANSFER
14.1 All promotions and transfers shall be in accordance with standards and procedures
as outlined in the City's Competitive Recruitment/Reclassification Policy. ~ete.nn;,ned b2,' the
14.2 Whenever any City Council authorized position vacancy occurs, which the City
intends to fill, the City will post the position vacancy in a consistent, distinctive manner with
pertinent information concerning the duties, qualifications and filing period, for not less than five
(5) working days on all work site bulletin boards. The City may opt to move an employee who
has been filling a half-time position to three-quarter time, or an employee who has been filling a
three-quarter time position to full-time without posting the position. The City recognizes the
advantage of .filling vacancies from within and will endeavor to do so when it is in the City's
interest; therefore, when filling vacancies, the City will consider the quality and length of service
in making the selection decision.
14.3 Whenever an employee is promoted to another higher paying classification, the
employee shall receive a five percent (5%) pay increase, provided, however, that the maximum
pay rate of the new classification compensation range is at least five percent (5%) higher than the
employee's current pay rate. Receiving a promotion and at least a five percent (5%) pay increase
does not change the salary step increase date. That date will remain as defined in Section 11.1.
14.4 All promotions and transfers of City employees shall be on a probationary basis
for one (1) year. At any time during the probationary period the City may terminate the
appointment. If an appointment is terminated, the employee shall be returned to either the
employee's previous classification and pay rate, or some other classification that is mutually
acceptable to the employee and the City. Any unpaid absences during a probationary period shall
cause the probationary period to be extended by the length of the absence.
14.5 An employee requesting lateral transfer from one position to another position in
the same classification or requesting voluntary demotion to a position in a lower paid
classification, for which the employee is qualified, shall be added to the current eligibility list for
such classification.
ARTICLE 15: LAYOFF, DISPLACEMENT AND REINSTATEMENT
15.1 Whenever it becomes necessary for the City to lay off employees for any reason,
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.
14
15.2 Regular employees will be laid off in the reverse order of the employee's City
seniority. Probationary employees as defined in Section 10.7, but excluding those defined in
Section 14.4, will be laid off before other Regular employees without regard for their seniority.
Part-time employees will be laid off in the reverse order of their hire date within the Department.
15.3 An employee whose job is being eliminated, may elect to displace the least senior
employee in any Division or Department in any equally or lower paid classification in the
Supervisory/Confidential or the Clerical/Technical/Professional Units, if qualified to perform the
duties of the classification and if the employee's seniority is greater than that of the employee in
the classification being displaced. A Part-Time employee whose job is being eliminated, with
the exception of a Temporary employee, may elect to displace the Part-Time employee with the
latest employment date in any division or department, if qualified to perform the duties of the
classification, and if the classification is in the Supervisory/Confidential or Clerical/Technical/
Professional Units.
15.4 Regular employees, who are laid off, will be given preferential re-hire rights, in
the reverse order of layoff, in. filling future vacancies, for which they are qualified, for a period of
up to one (1) year, providing they keep the City advised of their current address. Employees who
are reinstated, within one (1) year after layoff, shall have all previously accrued and unused
benefits restored.
15.5 Notwithstanding the provisions of this Article, the City and the Union may agree
to other procedures, including furloughs, during the term of this Memorandum of Understanding.
ARTICLE 16: LEAVE OF ABSENCE
16.1 Leave of absence may be granted to employees by the City Manager for urgent
and substantial reason, up to a maximum of one (1) year, providing satisfactory arrangements can
be made to perform the employee's duties without undue interference with the normal routine of
work. Inability to return to work after an employee's sick leave has been exhausted will be
considered as an urgent and substantial reason and in such cases a leave will be granted.
16.2 A leave-of absence will commence on and include the first workday on which the
employee is absent and terminates with and includes the workday preceding the day the
employee retums to work.
16.3 All applications for leave of absence shall be made in writing except when the
employee is unable to do so. The conditions under which an employee will be restored to
employment on the termination of leave of absence shall be clearly stated by the City in
conjunction with the granting of a leave of absence. Upon an employee's retum to work after a
leave of absence, the employee will be reinstated to the employee's former position and working
conditions, providing that the employee is capable of performing the duties of the former po-
sition. However, if there has been a reduction of forces or the employee's position has been
eliminated during said leave, the employee will be placed in the position the employee would be
in had the employee not been on a leave of absence.
15
16.4 An employee's status as a Regular employee will not be impaired by such leave of
absence and the employee's seniority will accrue.
16.5 If an employee fails to return immediately on the expiration of the employee's
leave of absence or if the employee accepts other full time employment while on leave, the
employee will thereby forfeit the leave of absence and terminate the employee's employment
with the City.
16.6 An employee on a leave of absence as provided herein shall not accrue vacation or
sick leave benefits nor maintain group insurance coverage. An employee may, however, at the
employee's option and expense, maintain the employee's group insurance coverage providing the
full monthly premium is received by the City Treasurer on or before the first day of the month for
which the premium is intended. Notwithstanding the above, however, if the leave of absence is
as a result of exhaustion of sick leave benefits, an employee's group insurance' may be
maintained for up to three (3) calendar months.
16.7:. The Parties acknowledge the provisions of State and Federal law governing famiiy
leaves. The. Family and Medical Leave Act (FMLA), which is subject to legislative change,
currently entitles those employees who have worked twelve hundred fifty (1,250) or more hours
during the preceding twelve (12) month period to take up to twelve (12) weeks of unpaid, job
protected, leave during any twelve (12) month period for serious health condition of employee or
immediate family member or for child birth or adoption. An employee is required, to give thirty
(30) days advance notice when leave is foreseeable, provide periodic medical certifications as to
the conditions necessitating the leave and report at the request of the City during the leave
regarding the employee's status and intention to return to work. Health insurance benefits will be
continued on the same basis as prior to the FMLA leave. Annually the City will post the
applicable State and Federal laws pertaining to family leave including maternity/paternity leave.
16.8 An employee may use sick leave, vacation or other accrued leave for a normal
disability period of maternity leave of up to six (6) weeks. That period may be extended with
acceptable written medical certification, if disability continues after the six (6) week period. If
an employee elects to remain off work for a longer period of time, the general provisions for
Leave of Absence apply.
ARTICLE 17: EXPENSES
17.1 Whenever an employee is authorized and uses the employee's personal
automobile for City business as a direct result of employment or representation of the City, the
employee will be reimbursed therefor at the same rate per mile as established for un-represented
City employees. The City will not, however, be responsible for any loss, damage, repairs or
maintenance of personal vehicles used on City business.
17.2. Employees shall follow City Resolutions and policies on restricting employee use
of City vehicles for personal purposes.
17.3 Whenever an employee is required to travel out of the City, the City will
determine the appropriate means of travel and the travel time allowance, if any.
16
17.4 Whenever an employee travels on official City business, the employee shall
receive actual lodging expenses, provided they are approved in advance by the City. With
advance City approval, optional meals or programs included as a part of the conference or
meeting program shall be paid at the stated program rate.
17.5 Meal allowances, including tax and tip, at the following rates may be allowed
while an employee is on official City business:
Dinner $17.50
Lunch 8.50
Breakfast 6.00
Employees will make every effort to stay within the above limits, however, with Finance
Officer approval, when circumstances justify it, reimbursement of actual meal expenses will be
made.
17.6 With City approval and proper documentation of the expense, employees may be
reimbursed for incidental expenses while on official City business for items such as:
Registration
Taxi, bus and other transportation fares
Business phone calls and faxes
'Gratuities
Parking
ARTICLE 18: SICK LEAVE
18.1 Sick leave with pay shall be accumulated for each Regular and Job-Share
employee at the rate of forty-six thousandths (.046) of an hour for each regular hour worked or
on paid leave. (Accrual rate approximately one (1) day per month.)
18.2 Sick leave shall be allowed for a non-work related absence due to: (a) the
inability of an employee to be present or perform the employee's duties because of personal.
physical or mental illness, off duty injury or confinement for medical treatment; (b) personal
medical or dental appointments which are impractical to schedule outside of regular working
hours; (c) the need to be present during childbirth, surgery, critical illness or injury involving
members of the immediate family as defined in Section 19.1, for up to forty (40) hours per
incident and (d) the need to attend sick or injured immediate family members as defined in
Section 19.1 for up to forty (48) hours per calendar year.
18.3 Management may require satisfactory evidence of illness or disability before
payment for sick leave will be made. The City may also require an employee requesting to return
to work after sick leave or leave of absence for medical or psychiatric reasons to submit to an
examination by a physician or physicians approved by City for the purpose of determining that
such employee is physically or mentally fit and able to perform the duties of the employee's
former position without hazard to the employee, fellow employees or to the employee's own
17
health. Such examinatiot~r examinations shall be at the sole e~ense of the City, and the
employee shall be placed on leave with pay for the purposes of such examination. The Parties
shall cooperate as appropriate, in controlling employee abuse of the sick leave program.
18.4 If a holiday which an employee is entitled to have off with pay occurs on a
workday during the time an employee is absent on sick leave, the employee shall receive pay for
the holiday as such and it shall not be counted as a day of sick leave.
18.5 Whenever any employee exhausts all categories of paid time off as a result of
illness or injury, with approval of the employee's Department Director, the Personnel ha ......
Director and the City Manager, an employee may receive up to eighty (80) hours advanced sick
leave with pay. If the employee retums to duty, such advanced sick leave shall be returned to the
City from subsequent sick leave accruals. If the employee terminates City employment, such
advanced sick leave shall be repaid to the City from any funds due the employee by the City. If
insufficient funds are due the employee by the City, the employee shall directly reimburse the
City for advanced sick leave in excess of the funds, if any, previously withheld. Such direct
reimbursement will be waived for employees who are terminally ill or totally disabled (100%).
18.6 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/a%) 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 of continuous service, the percentage set forth above shall be increased to sixty
percent (60%)
............. j .......... ~ ................ ~,,,..~ .................. .~o,,.m p. Pursuant
to the contract between the City of Redding and the California Public Employees' Retirement
System (CalPERS),¥¢ when an employee makes an election to accept payment at the rates
specified above, all remaining unused sick leave will be used for service credit with CalPERS.
Employees have the option to take less sick leave pay-out and report more hours to CalPERS. If
no such election is made, all sick leave will be used for service credit with CalPERS.
ARTICLE 19: FUNERAL LEAVE
19.1 Regular and Job-Share employees who are absent from work due to the death of a
member of the employee's "immediate family" shall receive compensation at the regular rate of
pay for the time necessary to be absent from work, but not to exceed forty (40) working hours.
"Immediate family" as used herein includes only employee;s spouse, children, grandchildren,
brothers, sisters, parents, or grandparents of either spouse or other persons who are living in the
employee's immediate household.
19.2 Regular and Job-Share employees who are absent from work to attend the funeral
of a person other than an immediate family member shall give as much advance notice as
possible and shall receive compensation at the regular rate of pay for the time necessary to be
absent from work, but not to exceed one (1) regularly scheduled work day per funeral. A
maximum of twenty four (24) hours may be utilized in a calendar year.
18
19.3 An employee must be in a paid status on both scheduled workdays immediately
adjacent to funeral leave in order to receive pay for such leave.
ARTICLE 20: HOLIDAYS
20.1 Regular: Job-Share, and Part-Time (not Temporary) employees, except as
otherwise provided herein, shall be entitled to have the following holidays off with pay, except
that Part-Time employees shall not be entitled to have Lincoln Day, employee's birthday,
Columbus Day or Veterans Day off with pay:
(a)
(b)
(b c)
(d e)
(e _f)
(tg)
(g h)
(hi)
Ok)
0 m)
(m _n)
January 1 st
The third Monday in January, known as Martin Luther King, Jr. Day
February 12th, known as "Lincoln Day"
The third Monday in February
The last Monday in May
July 4th
The first Monday in September
Employee's birthday
The second Monday in October, known as "Columbus Day"
November 1 l th, known as "Veterans Day"
Thanksgiving
Friday after Thanksgiving
December 24th The last~,,~.,c .... rAx~ ,~ ..... ..,,...~' .v,..o ~' ..... half of the normal work shift
before Christmas
December 25th
If any of the foregoing holidays fall on a Sunday, the Monday following shall be observed
as the holiday, except by those employees who are regularly scheduled to work on Sunday other
than on an overtime basis. Employees who are regularly scheduled to work on Sundays shall
observe such holidays on Sunday. If any of the foregoing holidays fall on a Saturday, the
preceding Friday shall be observed as the holiday, except by those employees who are regularly
scheduled to work on Saturday other than on an overtime basis. Employees who are regularly
scheduled to work on Saturdays shall observe such holidays on Saturday. If any of the foregoing
holidays fall on any day from Monday through Friday, inclusive, and that day is a regularly
scheduled non-workday for an employee, such employee shall be entitled to receive another
workday off with pay to be scheduled in the same manner as vacation days are normally
scheduled. Notwithstanding the foregoing, an employee may observe the employee's birthday
holiday on the employee's birthday or anytime during the pay period in which the birthday
occurs, or the holiday may be deferred and scheduled as vacations are normally scheduled. The
holidays known as Lincoln Day, Columbus Day, and Veterans Day shall be scheduled by
employees and their supervisors in the same manner as vacations are normally scheduled.
Employees who work alternative work schedules commonly known as four-tens (4/10's or 9/80's
and/or 4/5/9's will be entitled to holiday pay for eight (8), nine (9), or ten (10) hours as
applicable.
20.2 Notwithstanding the foregoing, employees may be scheduled to work on holidays,
in which event any such employee will, in addition to the employee's holiday pay, be
19
I
compensated therefor at tll~vertime rate of pay for all time worke~n such days. An employee
may, however, at the employee's option, elect to observe that holiday at another time to be
scheduled in the same manner as vacation days are normally scheduled, in which event any such
employee will only be compensated for time worked on that day at the overtime rate of pay, and
shall not receive holiday pay for such day.
20.3 If an employee is in a non-pay status on either workday immediately adjacent to
the holiday, the employee shall not receive pay for the holiday.
ARTICLE 21: VACATIONS
21. l(a)Regular and Job-Share employees, and part-time employees with. twenty-four (24)
months of continuous service shall accrue vacations with pay up to a maximum of four hundred
(400) hours as follows:.
21.1(b)At the rate of thirty-nine thousandths (.039) of an hour for each regular hour
worked or on paid leave from the date of employment through the one hundred fourth (104th)
full pay period of employment. (Accrual rate approximately two (2) weeks per year up to four
(4) years of service.)
21.1(c)At the rate of fifty-eight thousandths (.058) of an hour for each regular hour
worked or on paid leave from the 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.)
21.1(d)At the rate of sixty-eight thousandths (.068) of an hour for each regular hour
worked or on paid leave from the two hundred thirty-fourth (234th) full pay period through the
three hundred sixty-fourth (364th) full pay period of employment. (Accrual rate approximately
three and one-half (3-1/2) weeks per year after nine (9) years of service.)
21.1(e) At the rate of seventy-seven thousandths (.077) of an hour. for each regular hour
worked or on paid leave from the three hundred sixty-fourth (364th) full pay period through the
four hundred ninety-fourth (494th) full pay period of employment. (Accrual rate approximately
four (4) weeks per year after fourteen (14) years of service.)
·
21.1(f) At the rate of eighty-seven thousandths (.087) of an hour for each regular hour
worked or on paid leave from the four hundred ninety-fourth (494th) full pay period through the
six hundred twenty-fourth (624th) full pay period of employment. (Accrual rate approximately
four and one-half (4-1/2) weeks per year after nineteen (19) years of service.)
21.1(g)At the rate of ninety-six thousandths (.096) of an hour fOr each regular hour
worked or on paid leave from and a?ter the six hundred twenty-fourth (624th) full pay period of
20
employment. (Accrual rai~t~ipproximately five (5) weeks per year
service.)
r twenty-four (24) years of
21.1(h)A full pay period as used in this Article is defined as one in which the employee
works or is paid for time off for at least half of the regularly scheduled work hours.
21.2 Vacation cannot be accrued while an employee is in a non-pay status.
21.3 Vacations will be scheduled throughout the calendar year. Employees with
greater seniority, as defined in Article 13, 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 znly apply on only one period in
that calendar year prior to all other employees being given consideration in the selection of their
rst c ocevaca on ero. ~..~ ..... ... j ............ ~ ~-.-- ~ : ......... : ................ , ........
· ' - .................... ~ approve:
21.4 The City shall not require an employee to take the employee's vacation in lieu of'
sick leave or leave of absence on account of illness.
21.5 If a holiday which an employee is entitled to have off with pay occurs on a
workday during the employee's vacation period, such employee will be entitled to an additional
day of vacation and will be compensated for same.
21.6 Employees whose employment with the City is terminated for any reason shall, at
the time of termination, receive pay for any unused vacation previously earned.
21.7 Whenever any exempt employee has accrued one hundred twenty (120) hours or
more vacation allowance as set forth in 21.1 (a-g), the City will, at the employee's option,
compensate the employee for up to forty (40) hours of accumulated vacation during any fiscal
year. Additionally, whenever any exempt employee has accrued two hundred forty (240) hours
or more of vacation allowance as set forth in 21.1 (a-g), the City will, at the employee's option,
compensate the employee for up to eighty (80) hours of accumulated vacation during any fiscal
year. Non-exempt employees will become eligible under this article on July 1, 1998.
21.8 Whenever any employee has exhausted all paid time off benefits as a result of a
non-work related injury or. disability, and is not eligible for long-term disability insurance
benefits, other employe'es 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.
21.9 An employee who has submitted a vacation request in writing more than two (2)
weeks prior to the beginning of the requested vacation shall receive approval or denial of the
request in writing within five (5) working days of the request. Failure of the supervisor to
provide such decision within five (5) working days will be treated as though the vacation request
was approved. If an employee's supervisor is not available to make such a decision, the
employee's division manager or department director will do so.
21
22.1 With City Manager approval, Department Directors may grant exempt employees
up to forty (40) hours pa!d administrative leave per calendar year, prOvided the employee
commits to work a minimum of forty (40) hours per year beyond regular work hours.
22.2 The City Manager may grant up to an additional forty (40) hours paid
administrative leave per calendar year to certain designated exempt employees who commit a
significant number of work hours above regular work hours to a specific project or projects, or to
recognize outstanding contributions to the City.
22.3 Administrative leave, if any, will be granted effective on the first day of the pay
period closest to January I each year and must be used before the end of the calendar year. No
administrative leave shall be carried over to the next calendar year, nor shall unused
administrative leave be converted to compensation.
22.4 In the event an employee does not agree with the administrative leave amount
granted, the employee may appeal to his/her department head. If not satisfied with the
department head's decision on appeal, the matter may be appealed to the Personnel Managc, r
Director, who will have the authority, with City Manager concurrence, to adjust the allotment.
22.5 Administrative leave may not be taken for the purpose of outside employment or
for self employment.
ARTICLE 23: UNIFORMS
23.1 An annual uniform allowance for certain classifications of employees as set forth
below shall be paid the week following the second pay day in July each year and is for the
purpose of maintenance and replacement of uniforms for the ensuing fiscal year. The allowance
is not a reimbursement for the prior year. The first clothing allowance shall be a prorated amount
'for that period of time from the employee's date of employment through the following June 30th.
Employees separating employment shall have the uniform allowance advanced for that fiscal year
deducted from their final paycheck, except for the prorated amount for that period of time from
July 1 to the date of separation. Effective July 1, 2001, annual uniform allowances are as follows:
Parking Violation Officer
$7OO
Police and Fire Miscellaneous employees
$400
23.2 The City shall pay the reasonable cost of repair or replacement of uniforms,
glasses, watches, or other personal property up to two hundred dollars ($200.00) per incident
damaged in the Course of employment. This provision does not apply to items lost or damaged as
a result of negligence, of the employee.
ARTICLE 24: EMPLOYEE BENEFIT PROGRAMS
24.1(a) ~Reti'rement Plan: All Regular, Part-Time Regula:r and Job-Share employees
are covered by a State of Califomia Public Employees' Retirement System program pursuant to
22
an existing contract with~e Public Employees' Retirement S (CalPERS). The major
features are: two percent (2%) at age fifty-five (55) normal retirement age fifty-five (55); highest
compensated one (1) year's 'Compensation in benefit formula; 1959 Survivors Benefit (Indexed
Level); Post-Retirement Survivors allowance; credit 'for unused sick leave; and certain military
service credit. The City pays the employee's full cost of participation in CalPERS O,,e-Public-
.... v.w .................. v ....... As soon as is practicable, the City will commence reporting to
CalPERS, as compensation, the amount the City pays on behalf of the employee (7%) as
Employer Paid Member Contribution for retirement calculation purposes.
24.1(b) For all employees participating in the CalPERS retirement program, effective.
January 1,' 2005, the City will provide employees with ~he Public Agency Retirement System
(PARS) 2.5% ~ age 55 retirement enhancement benefit formula; prior years of CalPERS service
credit; andvested ten (10) years. The City and the Union agree to meet and confer within ten (10
working days of any Miscellaneous Unit's agreement to adopt or convert to a CalPERS enhanced
retirement program.
24.1(_cb) Part-time employees not included within Section'24.1(b) above and
Temporary employees shall be covered .by the~r"&n~',,,,,.,. ,'~'~....w ........ r,~.,.~,,..,,,.,,,,~,~ System-(PARS-457
Plaq¢. The cost of participation in the retirement plan will be equally divided between the
employee and. the City. The City's cost of participation will increase to five percent (5%)
effective on January 2, 2005; to six and a quarter percent (6 ¼%) effective on January 1, 2006;
and to seven and one-half percent (7 1/2%), the full cost of participation, on December 31, 2006.
24.2(a) Group Insurance: All Regular and Job-Share employees are eligible to participate
in a group insurance benefit program, effective the first day of employment. The City shall pay
the full cost of the program for both employee and dependents. The major elements of the group
insurance benefit program are:
(1) Life Insurance: Twice annual salary for employee, $3,000 for employee's
dependents.
(2) Health Benefits: $100 deductible per person per year; 80% payable' for first
$5,000 of eligible charges, except for hospital charges which are 100% payable; 100%
thereafter up to one..,,...,,,,~;u;~- dollars,,,,,,,.,~:c'~+;~ ,,,.,,,,~:~;+'
limit ska!! ~ncrease to two million dollars lifetime limit; professional fees based upon
U.C.R.; normal typical exclusions and limitations. Effective January 1, 2005, $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;
and effective January 1, 2006, the out-of-pocket waiver on the next following calendar
year shall be eliminated. If at the conclusion of bargaining with any non-SEIU bargaining
unit or employee group during the term of this agreement, February 1, 2004 through
December 31, 2007, the above listed deductibles, Preferred Provider Structure or out-of
pocket waiver is more advantageous than that outlined above, the City will grant the
employees represented by this Union the more advantageous benefit at that time. The
City and the Union agree that no retroactive reimbursement or benefit will be made if
such plan modifications are effected. The City and the Union recognize it is the on-going
23
plan of the City bargaining units will have the group insurance benefits.
Coverage includes cancer screening with no separate dollar limit, annual physical
examinations, "well-baby" care, a 30-visit annual limit on chiropractic, and accidents
paid at normal co-payment rate. Coverage also includes a prescription drug card program
with 'ue r~,, .... : .... :.,, Hem,m,~: _
............. ~ .... a ...... N no deductible and co-payments as shown in the
following table:
Effective Effective Effective
5/1/2001 7/1/2006 7/1/2007
Retail (34 days' supply) Co-Payment Co-Payment Co-Payment
Generic $5 [00 $7.50 $7.50
Brand $15.00 $20.00 $30.00
No Generic Available $8.50 $10.00 $15.00
Mail (90 days' supply)
Generic $7.50 $10.00 $11.25
Brand $22.50 $35.00 $45.00
No Generic Available $12.75 $15.00 $22.50
If at the concl'Usion of bargaining with any non-SEIU bargaining unit or employee group
during the term of this agreement, February 1, 2004 through December 31, 2007, thc
prescription drug co-payment is more advantageous than that outlined above, the City
will grant the employees represented by this Union the more advantageous benefit at that
time. The City and the Union agree that no retroactive reimbursement or benefit will be
made if such co-payment reduction is effected. The City and the Union recognize it is the
on-going plan of the City that all bargainin~ units will have the same group insurance
b fit ·
~ ......... v~/ ,,...;" ~ ~.50. Effective May 1, 2001, coverage will include tobacco use o~v;~
cessation when e~ol]ed in a tobacco use .......... ~ cessation program or behavior
modification program once per life-time limit, and biflh control. ~ ....... ·
~no/_ ~,,~:~. ,~ .u .........~ ~,a~a"~';~.~Th City ill id pl i d
.... , o~w ................ e w prov e em oyees an ncrease
benefit for problems related to alcohol or substance abuse, and mental or nemous
disorders. The major provision is: twelve (12) outpatient visits per calendai: 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.
24
(5) Vision I~nefits: Califomia Vision Service which provides for $25
deductible, an eye examination no more than every twelve (12) months and lenses and
frames no more often than each twenty-four (24) months.
(6) Short-Term Disability: No later than September 1, 1997, the City will
administer employee-paid State Disability Insurance for all employees, including Part-
Time and Temporary employees.
(7) Deferred Compensation Program: Changes which affect, or have the potential
to affect, SEIU members will be made only after reasonable notification has been made
and the meet and confer process, if any, has been concluded.
The City may if practicable, modify the group insurance program set forth above by
adding utilization review and by creating preferred provider organization programs which create
financial incentives for the employee to use such preferred provider services. The Parties agree
to meet at least once during the term of this Memorandum of Understanding to discuss cost
containment and Wellness.
24.2(b)The City will pay fifty percent (50%) of the group medical insurance premium for
each retiree and dependents, if any, presently enrolled and for each retiree in the future who goes
directly from active status to retirement and continues the group medical insurance without a
break in coverage. For those employees who retire on or after May 1, 2001, dental and vision
insurance coverage may be continued as a package under the fifty percent (50%) cost sharing
· basis, provided the retiree also maintains the medical insurance. Payments by the City will be
discontinued upon termination of group medical insurance coverage. The City will not
contribute payments on behalf of any retiree except as set forth above. Following the death of a
retiree the surviving spouse, if any, may continue the insurance on the premium cost percentage
basis set forth for retirees in this paragraph. As soon as is practicable, the City will implement
the VantageCare Retiree Health Savings Plan.
24.2 (c) The City and the Union agree to meet and confer during the term of this
agreement to discuss the results of a study involving the voluntary enrollment of employees not
currently participating in the Medicare insurance program. The cost of such enrollment shall be
based on the cost-sharing percentage as set forth in Federal law.
ARTICLE 25: JURY DUTY
25.1 A Regular or Job-Share 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. Part-time employees will be allowed to make-up absences due to jury duty
service as outlined in Article 10.3 and 10.6.
25.2 The employee must be in a paid status on both scheduled workdays immediately
adjacent to iu_ry duty in order to receive pay for jury duty.
25
~RTICLE 26: PERSONNEL RECORD~
26.1 Any employee, at the employee's request, shall be permitted to review the
employee's own personnel file. The file may not, however, be removed from the Personnel
Office. With the exception of examination materials, an employee may have copies of
documents contained in the employee's personnel file.
file.
26.2
An employee may authorize a representative to review the employee's personnel
26.3 An employee who disagrees with their evaluator's statements or conclusions with
respect to their employee evaluation report shall have the right to review such evaluation report
with the City's Personnel ~'~,,,-,,~, ...... Director and, upon request, shall have the right to have a
Union representative present. The employee may also attach a written rebuttal to the employee
evaluation, providing it is done within thirty (30) days of the employee's receipt of the
evaluation.
26.4 Prior to any negative or derogatory documents being placed in the personnel file,
the affected employee shall receive a copy and be given the opportunity to attach a written
rebuttal.
26.5 Upon an employee's request, with Department Director approval, the City
Manager may seal and or remove any disciplinary element of an employee's personnel file.
ARTICLE 27: CONTINUING EDUCATION
27.1 Eligible City of Redding employees who complete authorized courses taken for
credit with a passing grade may, upon application, be reimbursed for the tuition and cost of
required textbooks and required materials, including but not limited to computer software,
calculators, videos, but not to include incidentals such as paper, pens and pencils.
27.2 Employees must obtain prior approval from their Department Director and the
Personnel ~'~ ....
...... e,-~. Director. Reimbursement shall be limited to two hundred dollars ($200.00)
per course, (semester/quarter).
ARTICLE 28: MISCELLANEOUS
28.1 Whenever any employee is subpoenaed to testify in court as a result of the
employee's employment and is therefore unable to perform the employee's regular duties, the
employee shall be paid for all regular time lost.
28.2 The City and the Union recognize the need for, and efficacy of, the City's
Volunteer Program. The scope and intent of the Volunteer Program is described in Council
Policy 209. The City and the union agree that volunteers will not be used to'displace current
employees, reduce the current Memorandum of Understanding, or cause cancellation of existing
or future Memoranda of Understanding. The City and the Union agree to meet at least once
during the term of this Memorandum of Understanding to discuss guidelines regarding the use of
volunteers.
26
28.3 The City -,. [,ay the cost of fees to maintain pro ess~onal
City to meet the minimum qualifications for the position.
licenses required by the
28.4 Effective February 1, 2004, the City and the Union have completed the meet and
confer process and reached agreement on the provisions of the City's Policy on Discipline as well
as the City's Policy on Nepotism. These policies will be implemented upon the conclusion of
bargaining with all City bargaining units. The ~:" .... :' -~ .... ~ ....... ;-~- ,~;o,,;~u ....
~"-~ ........... v ...............~ ..... ., pa!icy,
28.5 The City and the Union agree to meet and confer during the term of this
agreement, February 1, 2004 through December .31, 2007, after, the City has successfully met
and-conferred with other bargaining units representing Redding Police Department employees
regarding emergency response, to discuss emergency situations and the need for those employees
working at the' Redding Police Department to live within forty .(40) miles or sixty (60) minutes
driving time from the employee's workplace.
ARTICLE 29: SAVINGS PROVISION
29.1 If any provisions of this Memorandum of Understanding are held to be contrary to
law by a court of competent jurisdiction, or held to be outside the scope of negotiations, such
provisions will not be deemed valid and subsisting except to the extent permitted by law, but all
other provisions will continue in full force and effect. Whenever any provision of this
Memorandum of Understanding is affected as set forth above, either Party may, by giving written
notice to the other within thirty (30) days of the court's action, open negotiations on the subject
of the affected provisions:
ARTICLE 30: EFFECT OF AGREEMENT
30.1 It is understood and agreed that the specific provisions contained in-this
Memorandum of Understanding shall prevail over City practices and procedures to the extent of
a conflict, and that in the absence of specific provisions in this Memorandum of Understanding,
such practices and procedures are discretionary.
ARTICLE 31' EMERGENCY PROVISION
31.1 The City retains the right to amend, modify or rescind policies, regulations, and
practices referred to in this Memorandum of Understanding in cases of emergency..For the
purpose of this Article, an "emergency" is defined as an act of God, war, natural or manmade
disaster, which interferes with the normal operations of the City. -.
27
~I~TICLE 32: COMPLETE AGREEME~
32.1 Except as specifically provided in Article 33, Term, during the term of this
Memorandum of Understanding, the Union expressly waives and relinquishes the right to meet
and confer on wages, hours of employment, and terms and conditions of employment, and agrees
that the City shall not be obligated to meet and confer with respect to any subject or matter
whether referred to or covered in this Memorandum of Understanding or not, even though such
subject or matters may not have been within the knowledge or contemplation of either or both the
City or the Union at the time they met and conferred on and executed this Memorandum of
Understanding, and even though such subjects or matters were proposed and later withdrawn.
Both Parties acknowledge that such waiver and relinquishment as set forth above carries with it
the commensurate prohibition for either Party to effect a unilateral change in an employment
condition falling within the scope of negotiations under Government Code Section 3500 et. seq.
ARTICLE 33: TERM
33.1 This Memorandum of Understanding, having taken effect as of the day and year
first above written, shall remain in full force and effect until the thirty-first day of December,
20037, and thereafter from year to year unless written notice of change or termination shall be
given by either party ninety (90) days prior to the expiration date above or the expiration date of
any year thereafter, except, however, that it shall only become effective with approval of the City
Council of City.
33.2 Whenever notice is given for changes, the general nature of the changes desired
must be specified in the notice, and until a satisfactory conclusion is reached in the matter of
such changes, the original provision shall remain in full force and effect.
33.3 This Memorandum of understanding shall not be amended or supplemented
except by agreement of the Parties hereto, reduced to writing and duly signed by each.
28
IN WITNESS WHEREO[~e Parties have executed this Memorandum of Understanding as of
the day and year first above written.
CITY OF REDDING
REDDING EMPLOYEES
ORGANIZATION/SERVICE
EMPLOYEES INTERNATIONAL UNION
s/Robert M. Christofferson
Robert M. Christofferson
City Manager
s/Sarah Haddox
Sarah Haddox
Negotiator
s/Samuel S. McMurry
Samuel S. McMurry
Assistant City Manager
s/Rebecca Kraft
Rebecca Kraft
Negotiator
s/Stephen J. Craig
Stephen J. Craig .
Superintendent - Wastewater
s/Giannine O'Connor
Giannine O'Connor
Negotiator
s/Rita Vokal
Rita Vokal
Director of Utilities Customer Service
s/Marta Stevens
Marta Stevens
Negotiator
s/Phillip A. Perry_
Phillip A. Perry
Director of Planning and
Community Development
s/Kim Waldron
Kim Waldron
Representative
s/Charles R. Reynolds
Charles R. Reynolds
Labor Relations Representative
Approved as to form:
s/Randall A. Hays
Randall A. Hays
City Attorney
29
IN WITNESS WHEREOF, the Parties have executed this Memorandum of Understanding as of
the 17th day of February, 2004, to be effective~ January,.1, 2004.
CITY OF REDDING
City Manager
REDDING EMPLOYEES
ORGANIZATION/SERVICE
)NAL UNION
Jo~
Li6da Johnso~ )
Personnel DirLm'tor
Senior Personnel Analyst
Sher
ator
on,
gotiatSr /'3
obert Belgeri, Rep~
30
SERV~E EMPLOYEES INTERNATIONAI~NION
CLERIC'AI_, TECHNICAL AND PROFESSIOI~t.L UNIT
EXHIBIT "A-I"
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES
Effective: February 1, 2004
Hourly Wage Rate - Salary Step
Classification 1 2 3 4 5
964 Student Aid
399 Cashier
916 Mail Courier
910 Technical Intern
927
Administrative Intern
398 Clerk I
383 Reprographics Technician I
397 Clerk II
978 Janitor
919
917
391
393
384
373
39O
922
918
374
351
375
37O
359
341
369
377
368
362
361
363
379
392
385
Computer Operator Technician
Telecommunications Technician I
Data Entry Operator
Account Clerk I
Reprographics Technician II
$7.43 $7.81 $8.20 $8.61 $9.04 $9.49
$8.82 $9.26 $9.72 $10.21 $10.72 $11.26
$8.82 $9.26 $9.72 $10.2.1 $10.72 $11.26
$8.82 $9.26 $9.72 $10.21 $10.72 $11.26
$9.48 $9.96 $10.45 $10.98 $11.53 $12.10
$9.83 $10.32 $10.83 $11.38 $11.94 $12.54
$9.83 $10.32 $10.83 $11.38 $11.94 $12.54
$11.03 $11.58 $12.16 $12.77 $13.41 $14.08
$11.21 $11.77 $12.35 $12.97 $13.62 $14.30
$11.49 $12.06 $12.66 $13.30 $13.96 $14.66
$11.49 $12.06' $12.66 $13.30 $13.96 $14.66
$11.51 $12.09 $12.69 $13.33 $13.99 $14.69
$11.51 $12.09 $12.69 $13.33 $13.99 $14.69
$11.51 $12.09 $12.69 $13.33 $13.99 $14.69
Clerk III $12.13 $12.74 $13.37 $14.04 $14.74 $15.48
Secretary I* $12.13 $12.74 $13.37 $14.04 $14.74 $15.48
Stage Technician $12.13 $12.74 $13.37 $14.04 $14.74 $15.48
Community Services Coordinator
Crime Analysis Technician
Customer Service Representative
Junior Engineering Aid
Account Clerk II
Police Records Technician
Development Services Technician - Plannin!
Housing Technician
$12.17 $12.77 $13.41 $14.08 $14.79 $15.53
$12.72 $13.36 $14.02 $14.72 $15.46 $16.23
$12.72 $13.36 $14.02 $14.72 $15.46 $16.23
$12.72 $13.36 $14.02 $14.72 $15.46 $16.23
$12.72 $13.36 $14.02 $14.72 $15.46 $16.23
$12.72 $13.36 $14.02 $14.72 $15.46 $16.23
$13.04 $13.69 $14.37 $15.09 $15.85 $16.64
$13.04 $13.69 $14.37 $15.09 $15.85 $16.64
Secretary I1' $13.16 $13.82 $14.51 $15.24 $16.00 $16.80
Parking Violation Officer
Accounting Specialist
ComputedNetwork Technician I
Computer Support Specialist I
Payroll and Benefits Technician
Records Specialist
Reprographics Technician Ill
$13.69 $14.37 $15.09 $15.85 $16.64 $17.47
$13.85 $14.54 $15.27 $16.04 $16.84 $17.68
$13.85 $14.54 $15.27 $16.04 $16.84 $17.68
$13.85 $14.54 $15.27 $16.04 $16.84 $17.68
$13.85 ¢14.54 $15.27 $16.04 $16.84 $17.68
$13.85 $14.54 $15.27 $16.04 $16.84 $17.68
$13.85 $14.54 $15.27 $16.04 $16.84 $17.68
360 Executive Secretary** $14.57 $15.30 $16.06 $16.86 $17.71 $18.59
Hourly Wage Rate~ Salary Step
2 3 4 5
372 Fire Prevention Specialist
$15.04 $15.79 $16.58 $17.41 $18.28 $19.19
371
969
357
352
Building Technician
Graphic Designer
Engineering Aid
Lead Customer Service Representative
$15.09 $15.85 $16.64 $17.47 $18.35 $19.26
$15.09 $15.85 $16.64 :$17.47 $18.35 $19.26
$15.09 $15.85 $16.64 $17.47 $18.35 $19.26
$15.09 $15.85 $16.64 $17.47 $18.35 $19.26
313
333
Electric Utility Distribution Technician I
Utility Support Technician
$16.04 $16.84 $17.68 $18.56 $19.49 $20.47
$16.04 $16.84 $17.68 $18.56 $19.49 $20.47
320 Computer/Network Technician II
$16.74 $17.58 $18.46 $19.38 $20.35 $21.37
332
356
328
367
Engineering Technician
Computer Support Specilaist II
GIS Analyst I
Telecommunications Technician II
$17.00 $17.85 $18.74 $19.68 $20.66 $21.69
$17.00 $17.85 $18.74 $19.68 $20.66 $21.69
$17.00 $17.85 $18.74 $19.68 $20.66 $21.69
$17.00 $17.85 $18.74 $19.68 $20.66 $21.69
358
355
366
326
Business License Specialist
Housing Specialist I
Hazardous Waste Specialist
Utility Specialist I
$17.21 $18.07 $18.97 $19.92 $20.91 $21.96
$17.21 $18.07 $18.97 $19.92 $20.91 $21.96
$17.21 $18.07 $18.97 $19.92 $20.91 $21.96
$17.21 $18.07 $18.97 '$19.92 $20.91 $21.96
331 Computer Support Specialist III
$18.27 $19.18 $20.14 -$21.15 $22.20 $23.31
577
Wastewater Plant Operator
319 Building Inspector
330 GIS Analyst II
323 Housing Specialist II
325 Landscape Technician
321 Public Works Inspector
327 Utility Specialist II
329 Wastewater Laboratory Technician
$18.39 $19.31 $20.28
$18.77 $19.71 $20.70
$18.77 $19.71 $20.70
$18.77 $19.71 $20.70
$18.77 $19.71 $20.70
$18.77 $19.71 $20.70
$18.77 $19.71 $20.70
$18.77 $19.71 $20.70
$21.29 $22.36 $23.48
~$21.73 $22.82 $23.96
$21.73 $22.82 $23.96
,$21.73 $22.82 $23.96
· $21.73 $22.82 $23.96
'$21.73 $22.82 $23.96
$21.73 $22.82 $23.96
'$21.73 $22.82 $23.96
314
579
317
Electric Utility Distribution Technician II $19.20
Water Plant Operator*** $19.77
Computer/Network Technician III $20.24
$20.16 $21.17 '$22.23 $23.34 $24.51
$20.76 $21.80 ".$22.89 $24.04 $25.24
$21.26 $22.32 $23.43 $24.61 $25.84
552
520
553
525
Note:
Senior Wastewater Plant Operator $21.28 $22.34 $23.46 ' .' $24.63
:.
Working Supervisor - Wastewater Plant - ·
Senior Water Plant Operator*** $23.41 $24.58 $25.81 · $27.10
-.
Working Supervisor - Water Plant***
$25.86 $27.16
$27.18 $28.53
$28.45 $29.88
$29.89 $31.39
Classifications subject to five percent (5%) differential for shorthand per class spedifications.
Classification subject to five percent (5%) differential when assigned to be primary Secretary to the City Council.
Certification pay included in base salary for eligible water employees. This does not pertain to wastewater
employees.
Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
SERVIC iMPLOYEES INTERNATIONAL
CLERICA 'ECHNICAL AND PROFESSIONA,~"[INIT
EXHIBIT "A-2"
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES
Effective: January 2, 2005
Hourly Wage Rate - Salary Step
Classification 1 2 3 4 5 6
964 Student Aid
399 Cashier
916 Mail Courier
910 Technical Intern
927 Administrative Intern
398 Clerk I
383 Reprographics Technician I
$7.61 $7.99 $8.39 $8.81 $9.25 $9.71
397 Clerk II
$9.03 $9.48 $9.96 $10.45 $10.98 $11.52
$9.03 $9.48 $9.96 $10.45 $10.98 $11.52
$9.03 $9.48 $9,96 $10.45 $10.98 $11.52
978 Janitor
$9.71 $10.19 $10.70 $11.24 $11.80 $12.39
919 Computer Operator Technician
917 Telecommunications Technician I
$10.06 $10.56 $11.09 $11.65 $12.23 $12.84
$10.06 $10.56 $11.09 $11.65 $12.23 $12.84
$11.29 $11.86 $12.45 $13.07 $13.73 $14.41
$11,47 $12.04 $12.65 $13.28 $13.94 $14.64
391 Data Entry Operator
393 Account Clerk I
384 Reprographics Technician II
$11.76 $12.35 $12.96 $13.61 $14.29 $15.01
$11.76 $12.35 $12.96 $13.61 $14.29 $15.01
373 Clerk III
390 Secretary I*
922 Stage Technician
$11.79 $12.38 $12.99 $13.64 $14.33 $15.04
$11.79 $12.38 $12.99 $13.64 $14.33 $15.04
$11.79 $12.38 $12.99 $13.64 $14.33 $15.04
918 Community Services Coordinator
$12.42 $13.04 $13.69 $14.37 $15.09 $15.85
$12.42 $13.04 $13.69 $14.37 $15.09 $15.85
$12.42 $13.04 $13.69 $14.37 $15.09 $15.85
374 Crime Analysis Technician
351 Customer Service Representative
375 Junior Engineering Aid
370 Account Clerk II
359 Police Records Technician
$12.45 $13.08 $13,73 $14.42 $15.14 $15.89
$13.02 $13.67 $14.35 $15.07 $15.83 $16.62
$13.02 $13.67 $14.35 $15.07 $15.83 $16.62
$13.02 $13.67 $14.35 $15.07 $15.83 $16.62
$13.02 $13.67 $14.35 $15.07 $15.83 $16.62
$13.02 $13.67 $14.35 $15.07 $15.83 $16.62
341 Development Services Technician-Plannin $13.35
369 Housing Technician $13.35
377 Secretary I1' $13.47
368 Parking Violation Officer
$14.01 $14.71 $15.45 $16.22 $17.03
$14.01 $14.71 $15.45 $16.22 $17.03
362 Accounting Specialist
361 Computer/Network Technician I
363 Computer Support Specialist I
379 Payroll and Benefits Technician
392 Records Specialist
385 Reprographics Technician III
$14.15 $14.86 $15.60 $16;38 $17.20
$14.01 $14.71 $15.45 $16.22 $17,03 $17.88
$14.18 $14.89 $15.63 $16.42 $17.24 $18.10
$14.18 $14.89 $15.63 $16.42 $17.24 $18.10
$14.18 $14.89 $15.63 $16.42 $17.~24 $18.10
$14.18 $14.89 $15.63 $16.42 $17.24 $18.10
$14.18 $14.89 $15.63 $16.42 $17.24 $18.10
$14.18 $14.89 $15.63 $16.42 $17.24 $18.10
360 Executive Secretary** $14.91 $15.66 $16.44 $17.26 $18.13 $19.03
372 Fire Prevention Specialist
371 Building Technician
969 Graphic Designer
357 Engineering Aid
352 Lead Customer Service Representative
313 Electric Utility Distribution Technician I
333 Utility Support Technician
320 Computer/Network Technician II
332 Engineering Technician
356 Computer Support Specilaist II
330 GIS Analyst II
367 Telecommunications Technician II
358 Business License Specialist
355 Housing Specialist I
366 Hazardous Waste Specialist
326 Utility Specialist I
331 Computer Support Specialist III
577 Wastewater Plant Operator
319 Building Inspector
328 GIS Analyst I
323 Housing Specialist II
325 Landscape Technician
321 Public Works Inspector
327 Utility Specialist II
329 Wastewater Laboratory Technician
314 Electric Utility Distribution Technician II
Hourly Wage Rate - Salary Step
I 2 3 4 5 6
$15.39 $16.16 $16.97 $17.82 $18.71 $19.64
$15.45 $16.22 $17.04 $17.89 $18.78 $19.72
$15.45 $16.22 $17.04 $17.89 $18.78 $19.72
$15.45 $16.22 $17.04 $17.89 $18.78 $19.72
$15.45 $16.22 $17.04 $17.89 $18.78 . $19.72
$16.42 $17.24 $18.10 $19.00 $19.95 $20.95
$16.42 $17.24 $18.10 $19.00 $19.95 $20.95
$17.14 $18.00 $18.90 $19.84 $20.83 $21.88
$17.40 $18.27 $19.18 $20.14 $21.15 $22.21
$17.40 $18.27 $19.18 $20.14 $21.15 $22.21
$17.40 $18.27 $19.18 $20.14 $21.15 $22.21
$17.40 $18.27 $19.18 $20.14 $21.15 $22.21
$17.61 $18.49 $19.42 $20.39 $21.41 $22.48
$17.61 $18.49 $19.42 $20.39 $21.41 $22.48
$17.61 $18.49 $19.42 $20.39 $21.41 $22.48
$17.61 $18.49 $19.42 $20.39 $21.41 $22.48
$18.70 $19.63 $20.62 $21.65 $22.73 $23.87
$18.83 $19.77 $20.76 $21.80 $22.89 $24.03
$19.22 $20.18 $21.19 $22.25 $23.36 $24.53
$19.22 $20.18 $21.19 $22.25 $23.36 $24.53
$19.22 $20.18 $21.19 $22.25 $23.36 $24.53
$19.22 $20.18 $21.19 $22.25 $23.36 $24,53
$19.22 $20.18 $21.19 $22.25 $23.36 $24.53
$19.22 $20.18 $21.19 $22,25 $23.36 $24.53
$19.22 $20.18 $21.19 $22.25 $23.36 $24.53
$19.66 $20.64 $21.67 $22.75 $23.89 $25.09
579 Water Plant Operator*** $20.24 $21.25 $22.32 $23.43 $24.60 $25.83
317 Computer/Network Technician III $20.72 $21.76 $22.85 $23.99 $25.19 $26.45
552 Senior Wastewater Plant Operator $21.78 $22.87 $24.02 $25.22 $26.48 $27.80
520 Working Supervisor-Wastewater Plant
$27.82 $29.21
553 Senior Water Plant Operator*** $23.96 $25.16 $26.42 $27.74 $29.13 $30.58
525 Working Supervisor- Water Plant***
$30.6O $32.13
Note:
Classifications subject to five percent (5%) differential for shorthand per class specifications.
Classification subject to five percent (5%) differential when assigned to be primary secretary to the City Council.
Certification pay included in base salary for eligible water employees. This does not pertain to wastewater
employees. :
Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
SERVIC~MPLOYEES INTERNATIONAL LI~DN
CLERICAL; TECHNICAL AND PROFESSIONAL UNIT
EXHIBIT "A-3"
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES
Effective: January 1, 2006
Hourly Wage Rate - Salary Step
Classification 1 2 3 4 5 6
964 Student Aid
399 Cashier
916 Mail Courier
910 Technical Intern
927 Administrative Intern
398 Clerk I
383 Reprographics Technician I
397 Clerk II
978 Janitor
919 Computer Operator Technician
917 Telecommunications Technician I
391 Data Entry Operator
393 Account Clerk I
384 Reprographics Technician II
373 Clerk III
390 Secretary I*
922 Stage Technician
918 Community Services Coordinator
374 Crime Analysis Technician
351 Customer Service Representative
375 Junior Engineering Aid
370 Account Clerk II
359 Police Records Technician
$7.79 $8.18 $8,59 $9,02 $9.47 $9.94
$9.24 $9.71 $10.19 $10.70 $11.24
$9.24 $9.71 $10.19 $10.70 $11.24
$9.24 $9.71 $10.19 $10.70 $11.24
$9.94 $10.43 $10.96 $11.50 $12.08
$11.80
$11.80
$11.80
$12.68
$10.30 $10.81 $11.35 $11.92 $12.52 $13.!4
$10.30 $10.81 $11,35 $11.92 $12.52 $13.14
$11.56 $12.14 $12.75 $13.38 $14.05 $14,76
$11.74 $12.33 $12.95 $13.59 $14.27 $14.99
$12.04 $12.64 $13,27 $13.93 $14,63 $15.36
$12.04 $12.64 $13.27 $13.93 $14.63 $15,36
$12.07 $12.67 $13.30 $13.97 $14.67 $15.40
$12.07 $12.67 $13.30 $13.97 $14.67 $15.40
$12.07 $12.67 $13.30 $13,97 $14.67 $15.40
$12.71 $13.35 $14.01 $14.71 $15.45 $16.22
$12.71 $13.35 $14.01 $14.71 $15.45 $16.22
$12.71 $13.35 $14.01 $14.71 $15.45 $16.22
$12.75 $13.39 $14.06 $14.76 $15.50 $16.27
$13,33 $13.99 $14.69 $15.43 $16.20 $17.01
$13.33 $13.99 $14.69 $15.43 $16.20 $17.01
$13.33 $13.99 $14.69 $15.43 $16.20 $17.01
$13.33 $13.99 $14,69 $15.43 $16.20 $17.01
$13.33 $13.99 $14,69 $15.43 $16.20 $17.01
341 Development Services Technician - Planning $13,66 $1'4.34
369 Housing Technician $13.66 $14.34
377 Secretary I1' $13.79 $14.48
$15.06 $15.81 $16.61 $17.44
$15.06 $15.81 $16,61 $17,44
$15,21 $15.97 $16.77 $17.61
$14.35 $15.06 $15.82 $16.61 $17.44 $18.31
$14.52 $15.24 $16.00 $16.80 $17.64 $18.53
$14.52 $15.24 $16.00 $16.80 $17.64 $18,53
$14.52 $15.24 $16.00 $16.80 $17.64 $18.53
$14.52 $15.24 $16.00 $16.80 $17,64 $18.53
$14.52 $15,24 $16.00 $16.80 $17.64 $18.53
$14.52 $15.24 $16,00 $16.80 $17.64 $18,53
368 Parking Violation Officer
362 Accounting Specialist
361 ComputedNetwork Technician I
363 Computer Support Specialist I
379 Payroll and Benefits Technician
392 Records Specialist
385 Reprographics Technician Ill
360 Executive Secretary** $15.27 $16.03 $16.83 $17.67 $18.56 $19.48
372 Fire Prevention Specialist
371 Building Technician
969 Graphic Designer
357 Engineering Aid
352 Lead Customer Service Representative
313 Electric Utility Distribution Technician I
333 Utility Support Technician
320 ComputedNetwork Technician II
332 Engineering Technician
356 Computer Support Specilaist II
328 GIS Analyst I
367 Telecommunications Technician II
358 Business License Specialist
355 Housing Specialist I
366 Hazardous Waste Specialist
326 Utility Specialist I
331 Computer Support Specialist III
577 Wastewater Plant Operator
319 Building Inspector
330 GIS Analyst II
323 Housing Specialist II
325 Landscape Technician
321 Public Works Inspector
327 Utility Specialist II
329 Wastewater Laboratory Technician
Hourly Wage Rate - Salary Step
1 2 3 4 5 6
$15.76 $16.54 $17.37 $18.24 $19.15 $20.11
$15.82 $16.61 $17.44 $18.31 $19.23 $20.19
$15.82 $16.61 $17.44 $18.31 $19.23 $20.19
$15.82 $16.61 $17.44 $18.31 $19.23 $20,19
$15.82 $16.61 $17.44 $18.31 $19.23 $20.19
$16.81 $17.65 $18,53 $19.45 $20.43 $21.45
$16.81 $17.65 $18.53 $19.45 $20.43 $21,45
$17.55 $18.42 $19.35 $20.31 $21.33 $22,39
$17.81 $18.70 $19.64 $20,62 $21.65 $22.73
$17.81 $18.70 $19.64 $20.62 $21.65 $22.73
$17.81 $18.70 $19.64 $20.62 $21.65 $22.73
$17.81 $18.70 $19.64 $20.62 $21.65 $22,73
$18.03 $18.93 $19.88 $20.87 $21.92 $23,01
$18.03 $18.93 $19.88 $20.87 $21.92 $23.01
$18.03 $18.93 $19.88 $20.87 $21.92 $23.01
$18.03 $18.93 $19.88 $20.87 $21.92 $23.01
$19.14 $20.10 $21.10 $22.16 $23.27 $24.43
$19.28 $20,24 $21.25 $22,31 $23.43 $24.60
$19.67 $20,66 $21.69 $22.78 $23.91 $25.11
$19.67 $20.66 $21.69 $22.78 $23.91 $25.11
$19.67 $20.66 $21.69 $22.78 $23,91 $25.11
$19.67 $20.66 $21.69 $22.78 $23.91 $25.11
'$19.67 $20.66 $21.69 $22.78 $23.91 $25.11
$19.67 $20.66 $21.69 $22.78 $23.91 $25.11
$19.67 $20.66 $21.69 $22.78 $23.91 $25.11
314 Electric Utility Distribution Technician II $20.12
579 Water Plant Operator***
317 ComputedNetwork Technician III
552 Senior Wastewater Plant Operator
520 Working Supervisor - Wastewater Plant
553 Senior Water Plant Operator***
525 Working Supervisor- Water Plant***
$21.13 $22.18 $23.29 $24.46 $25.68
$20.72 $21.76 $22.85 $23.99 $25,19 $26.45
$21.21 $22.27 $23.39 $24.56 $25.79 $27.07
$22.30 $23.41 $24.58 $25.81 $27.10 $28.46
$28.48 $29,9O
$24.53 $25.76 $27.04 $28.40 $29.82 $31.31
$31,33 $32.89
Note:
Classifications subject to five percent (5%) differential for shorthand per class specifications.
Classification subject to five percent (5%) differential when assigned to be primary secretary to the City Council.
Certification pay included in base salary for eligible water employees. This does not pertain to wastewater.
employees.
Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding..
CLERICAL,-TECHNICAL AND PROFESSIONAL UNIT
EXHIBIT "A-4"
NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES
Effective: December 31, 2006
Hourly Wage Rate - Salary Step
Classification 1 2 3 4 5 6
964 Student Aid $7.97 $8.37 $8.79 $9.23 $9.69 $10.18
399 Cashier $9.46 $9.94 $10,43 $10.95 $11.50 $12.08
916 Mail Courier $9.46 $9.94 $10.43 $10.95 $11.50 $12.08
910 Technical Intern $9.46 $9.94 $10.43 $10,95 $11.50 $12.08
927 Administrative Intern $10.17 $10.68 $11.21 $11.78 $12.36 $12.98
398 Clerk I $10.54 $11.07 $11.62 $12.20 $12.81 $13.45
383 Reprographics Technician I $10.54 $11.07 $11.62 $12.20 $12.81 $13.45
397 Clerk II $11.84 $12.43 $13.05 $13.70 $14.39 $15.11
978 Janitor $12.02 $12.62 $13.25 $13.91 $14.61 $15.34
919 Computer Operator Technician $12.32 $12.94 $13.58 $14.26 $14.98 $15.73
917 Telecommunications Technician I $12.32 $12.94 $13.58 $14.26 $14.98 $15.73
391 Data Entry Operator $12.35 $12.97 $13.62 $14.30 $15.01 $15.76
393 Account Clerk I $12.35 $12.97 $13.62 $14.30 $15.01 $15.76
384 Reprographics Technician II $12.35 $12.97 $13.62 $14.30 $15.01 $15.76
373 Clerk III $13.01 $13.66 $14.35 $15.06 $15.82 $16.61
390 Secretary I* $13.01 $13.66 $14.35 $15.06 $15.82 $16.61
922 Stage Technician $13.01 $13.66 $14.35 $15.06 $15.82 $16.61
918 Community Services Coordinator $13.05 $13.70 $14.39 $15.11 $15.86 $16.66
374 Crime Analysis Technician
351 Customer Service Representative
375 Junior Engineering Aid
370 Account Clerk II
359 Police Records Technician
341 Development Services Technician - Plann
369 Housing Technician
$13.64 $14.33 $15.04 $15.79 $16.58 $17.41
$13.64 $14.33 $15.04 $15.79 $16.58 $17.41
$13.64 $14.33 $15.04 $15.79 $16.58 $17.41
$13.64 $14.33 $15.04 $15.79 $16.58 $17.41
$13.64 $14.33 $15.04 $15.79 $16.58 $17.41
$13.98 $14.68 $15.42 $16.19 $17.00 $17.85
$13.98 $14.68 $15.42 $16.19 $17.00 $17.85
362 Accounting Specialist $14.86 $15.60 $16.38 $17.20 $18.06 $18.97
361 ComputedNetwork Technician I $14.86 $15.60 $16.38 $17.20 $18.06 $18.97
363 Computer Support Specialist I $14.86 $15.60 $16.38 $17.20 $18.06 $18.97
379 Payroll and Benefits Technician $14.86 $15.60 $16.38 $17.20 $18.06 $18.97
392 ' Records Specialist $14.86 $15.60 $16.38 $17.20 $18.06 $18.97
385 Reprographics Technician III $14.86 $15.60 $16.38 $17.20 $18.06 $18.97
360 Executive Secretary** $15.63 $16.41 $17.23 $18.09 $19.00 $19.95
368 Parking Violation Officer $14.68 $15.42 $16,19 $17.00 $17.85 $18.74
377 Secretary I1' $14.12 $14.83 $15.57 $16.35 $17.16 $18.02
372 Fire Prevention Specialist
Hourly Wage Rate - Salary step
1 2 3 4 5 6
$16.13 $16.94 $17.78 $18.67 $19.61 $20,59
371 Building Technician
969 Graphic Designer
357 Engineering Aid
352 Lead Customer Service Representative
$16.19 $17.00 $17.85 $18.74 $.19.68 $20.67
$16.19 $17.00 $17.85 $18.74 $19.68 $20.67
$16.19 $17.00 $17,85 $18.74 ..$19.68 $20.67
$16.19 $17.00 $17.85 $18.74 $19.68 $20.67
313 Electric Utility Distribution Technician I $17.20 $18.06 $18,97 $19.92 $20.91 $21.96
333 Utility Support Technician $17.20 $18.06 $18.97 $19.92 $20.91 $21.96
320 ComputedNetwork Technician II $17.96 $18.86 $19.80 $20.79 $21.83 $22.92
332 Engineering Technician $18.23 $19.15 $20.10 $21.11 $22.16 $23.27
356 Computer Support Specilaist II $18.23 $19.15 $20.10 $21.11 $22.16 $23.27
328 GIS Analyst I $18.23 $19.15 $20.10 $21.11 $22.16 $23.27
367 Telecommunications Technician II $18.23 $19.15 $20.10 $21.11 $22.16 $23.27
358 Business License Specialist
355 Housing Specialist I
366 Hazardous Waste Specialist
326 Utility Specialist I
331 Computer Support Specialist III
$18.46 $19.38 $20.35 $21.37 $22.44 $23.56
$18.46 $19.38 $20.35 $21.37 $22.44 $23.56
$18.46 $19.38 $20.35 $21.37 $22.44 $23.56
$18.46 $19.38 $20.35 $21.37 $22.44 $23.56
$19.60 $20.58 $21.60 $22.68 $23.82 $25.01
577 Wastewater Plant Operator $19.73
319 Building Inspector $20.14
330 GIS Analyst II $20.14
323 Housing Specialist II $20.14
325 Landscape Technician $20.14
321 Public Works Inspector $20.14
327 Utility Specialist II $20.14
329 Wastewater Laboratory Technician $20.14
$20.72 $21.75 $22.84 $23.98 $25.18
$21.15 $22.20 $23.31 $24.48 $25.70
$21.15 $22.20 $23.31 $24.48 $25.70
$21.15 $22.20 $23.31 '~24.48 $25.70
$21,15 $22.20 $23.31 $24.48 $25.70
$21.15 $22.20 $23.31 '$24.48 $25.70
$21.15 $22.20 $23.31 ,$24.48 $25.70
$21.15 $22.20 $23.31 $24.48 $25.70
314 Electric Utility Distribution Technician II $20.60
579 Water Plant Operator*** $21.21
317 ComputedNetwork Technician III $21.72
552 Senior Wastewater Plant Operator $22.83
520 Working Supervisor- Wastewater Plant
553 Senior Water Plant Operator*** $25.11
525 Working Supervisor- Water Plant***
Note:
$21.63 $22.71 $23.84 $25.04 $26.29
$22.27 $23.39 $24.56 ,'$25.78 $27.07
$22.80 $23.94 $25.14 $26.40 $27.72
$23.97 $25.17 $26.42 ;.$27.75 $29.13
'.$29.15 $30.61
$26.37 $27.68 $29,07 '$30.52 $32.05
.~ $32.07 $33.67
Classifications subject to five percent (5%) differential for shorthand per class specifications.
Classification subject to five percent (5%) differential when assigned to be primary secretary to the City Council.
Certification pay included in base salary for eligible water employees. This does not perta!n to wastewater
employees.
Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
SERapE EMPLOYEES INTERNATIONAL~ION
CLIERI~I~L, TECHNICAL AND PROFESSlOI~II[ UNIT
EXHIBIT "B-I"
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: Febuary 1, 2004
Monthly Salary Rates - Salary Steps
Classification 1 2 3 4 5 6 7
118 Associate Civil Engineer $4,776 $5,015 $5,265 $5,529 $5,805 $6,095 $6,400
119 Senior Planner $4,776 $5,015 $5,265 $5,529 $5,805 $6,095 $6,400
146 Senior Redevelopment Project
Coordinator $4,776 $5,015 $5,265 $5,529 $5,805 $6,095 $6,400
223 Plan Check Engineer $4,541 $4,768 $5,006 $5,256 $5,519 $5,795 $6,085
132 Traffic Engineer/Planner $4,541 $4,768 $5,006 $5,256 $5,519 $5,795 $6,'085
141 Associate Planner $4,290 $4,504 $4,730 $4,966 $5,214 $5,475 $5,749
158 Associate Redevelopment Project
Coordinator $4,290 $4,504 $4,730 $4,966 $5,214 $5,475 $5,749
163 Assistant Civil Engineer $3,976 $4,175 $4,383 $4,602 $4,833 $5,074 $5,328
167 Safety Specialist $3,976 $4,175 $4,383 $4,602 $4,833 $5,074 $5,328
148 Senior Fire Protection Plans Examiner $3,976 $4,175 $4,383 $4,602 $4,833 $5,074 $5,328
162 Senior Plan Checker $3,976 $4,175 $4,383 $4,602 $4,833 $5,074 $5,328
174 Systems Analyst/Programmer III $3,890 $4,085 $4,289 $4,504 $4,729 $4,965 $5,~213
205 Industrial Waste Analyst $3,749 $3,936 $4,133 $4,340 $4,557 $4,784 $5,~24
117 Water Systems Specialist $3,555 $3,732 $3,919 $4,115 $4,321 $4,537
117 r- .... /- ..... ,i.... r.....,.~, ~......i...~.'~'~ ~ $3,732 ~-~ n~n $.~ 415
154 Accountant II $3,537 $3,713 $3,899 $4,094 $4,299 $4,514
177 Assistant Planner $3,537 $3,713 $3,899 $4,094 $4,299 $4,514
159 Assistant Redevelopment Project
Coordinator $3,537 $3,713 $3,899 $4,094 $4,299 $4,514
232 Management Analyst II $3,537 $3,713 $3,899 $4,094 $4,299 $4,514
234 Plans Examiner $3,537 $3,713 $3,899 $4,094 $4,299 $4,514
204 Senior Building Inspector $3,537 $3,713 $3,899 $4,094 $4,299 $4,514
229 Systems Analyst/Programmer II $3,537 $3,713 $3,899 $4,094 . $4,299 $4,514
139 SeniorGIS Analyst $3,515 $3,691 $3,876 $4,069 $4,273 $4,486
233 Survey Party Chief $3,515 $3,691 $3,876 $4,069 $4,273 $4,486
239 Senior Buyer $3,470 $3,643 $3,825 $4,017 $4,217 $4,428
228 Systems Analyst/Programmer I $3,181 $3,340 $3,507 $3,682 $3,866 $4,059
199 Accountant I $3,057
231 Management Analyst I $3,057
199 Acccu.-.t=r.t I $3,005
238 Buyer $2,997
191 Convention Sales Representative $2,880
908 Technical Director $2,880
190 Tourism Development Representative $2,880
197 Energy Conservation Specialist $2,649
220 Coordinator of Volunteers $2,649
Note: Pay rates are calculated utilizing a standardized
$4,764
$4,~39
$4,~39
$4;739
$4,739
$41739
$4,.739
$4~739
,;
$4,~.11
$4,711
$4,6'5o
$4~2~2
$3,210 $3,371 $3,539 $3,716 $3,902 $4-,097
$3,210 $3,371 $3,539 $3,716 $3,902 $4;097
~ ~ $3,3!3 $3~17-8 $3,653 Sd,~
...... $3,836 028
$3,147 $3,304 $3,470 $3,643 $3,825 $4,9~7
$3,024 $3,175 $3,334 $3,500 $3,675 $3,859
$3,024 $3,175 $3,334 $3,500 $3,675 $3,859
$3,024 $3,175 $3,334 $3,500 $3,675 $3,859
$2,782 $2,921 $3,067 $3,220 $3,381 $3,5~0
$2,782 $2,921 $3,067 $3,220 $3,381 $.3,550
formula and smalldifferences may occurdueto rounding.
$6,720
$6,720
$6,720
$6,389
$6,389
$6,O36
$6,O36
$5,594
$5,594
$5,594
$5,594
$5,474
$5,275
$5,002
$4,976
$4,976
$4,976
$4,976
$4,976
$4,976
$4,976
$4,946
$4,946
$4,882
$4,475
~4,302
$4,302
$4,~229
$4,217
$4,052
$4,052
$4,052
$3,728
$3,728
SE~ICE EMPLOYEES INTERNATIONA~INION
CLE/AL, TECHNICAL AND PROFESSlOII~L UNIT
EXHIBIT "B-2"
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: January 2, 2005
Monthly Salary Rates - Salary Steps
Classification I 2 3 4 5 6
7 8
118 Associate Civil Engineer $4,889 $5,133 $5,390 $5,659
119 Senior Planner $4,889 $5,133 $5,390 $5,659
146 Senior Redevelopment Project
Coordinator $4,889 $5,133 $5,390 $5,659
223 Plan Check Engineer $4,648 $4,881 $5,125 $5,381
132 Traffic Engineer/Planner $4,648 $4,881 $5,125 $5,381
141 Associate Planner $4,391 $4,611 $4,842 $5,084
158 Associate Redevelopment Project
Coordinator $4,391 $4,611 $4,842 $5,084
163 Assistant Civil Engineer $4,070 $4,273 $4,487 $4,711
167 Safety Specialist $4,070 $4,273 $4,487 $4,711
148 Senior Fire Protection Plans Examiner $4,070 $4,273 $4,487 $4,711
162 Senior Plan Checker $4,070 $4,273 $4,487 $4,711
174 SystemsAnalyst/Programmer III $3,982 $4,182 $4,391 $4,610
205 Industrial Waste Analyst $3,838 $4,029 $4,231 $4,442
117 Water Systems Specialist $3,639 $3,821 $4,012 $4,212
117 r' .... r- ..... ,~.... r.....,..-.i ~..~-.,i~. ¢'~ ~'~ $'~ ~'~ $'!.,012 $'!. 2!2
154 Accountant II $3,620 $3,801 $3,991 $4,191
177 Assistant Planner $3,620 $3,801 $3,991 $4,191
159 Assistant Redevelopment Project
Coordinator $3,620 $3,801 $3,991 $4,191
232 Management Analyst II $3,620 $3,801 $3,991 $4,191
234 Plans Examiner $3,620 $3,801 $3,991 $4,191
204 Senior Building Inspector $3,620 $3,801 $3,991 $4,191
229 SystemsAnalyst/Programmer II $3,620 $3,801 $3,991 $4,191
139 Senior GIS Analyst $3,598 $3,778 $3,967 $4,166
233 Survey Party Chief $3,598 $3,778 $3,967 $4,166
239 Senior Buyer $3,552 $3,729 $3,916 $4,112
228 SystemsAnalyst/Programmer I $3,256 $3,419 $3,590 $3,769
199 Accountant I $3,130 $3,286 $3,450 $3,623
231 Management Analyst I $3,130 $3,286 $3,450 $3,623
238 Buyer $3,068 $3,222 $3,383 $3,552
191 Convention Sales Representative $2,948 $3,095 $3,250 $3,412
908 Technical Director $2,948 $3,095 $3,250 $3,412
190 Tourism Development Representative $2,948 $3,095 $3,250 $3,412
197 Energy Conservation Specialist
220 Coordinator of Volunteers
Note:
$2,712 $2,848 $2,990 $3,140
$2,712 $2,848 $2,990 $3,140
Pay rates are calculated utilizing a standardized formula and small differences
$5,942 $6,240 $6,552 $6,879
$5,942 $6,240 $6,552 $6,879
$5,942 $6,240 $6,552 $6,879
$5,650 $5,932 $6,229 $6,540
$5,650 $5,932 $6,229 $6,540
$5,338 $5,605 $5,885 $6,179
$5,338 $5,605 $5,885 $6,179
$4,947 $5,194 $5,454 $5,727
$4,947 $5,194 $5,454 $5,727
$4,947 $5,194 $5,454 $5,727
$4,947 $5,194 $5,454 $5,727
$4,841 $5,083 $5,337 $5,604
$4,665 $4,898 $5,143 $5,400
$4,423 $4,644 $4,876 $5,120
cA A~ $4~ SA ~7~ $5,120
$4,401 $4,621 $4,852 $5,094
$4,401 $4,621 $4,852 $5,094
$4,401 $4,621 $4,852 $5,094
$4,401 $4,621 $4,852 $5,094
$4,401 $4,621 $4,852 $5,094
$4,401 $4,621 $4,852 $5 094
$4,401 $4,621 $4,852 $5,094
$4,374 $4,593 $4,822 $5,063
$4,374 $4,593 $4,822 $5,063
$4,317 $4,533 $4,760 $4,998
$3,958 $4,155 $4,363 $4,581
$3,804 $3,994 $4,194 $4,404
$3,804 $3,994 $4,194 $4,404
$3,729 $3,916 $4,112 $4,317
$3,583 $3,762 $3,950 $4,148
$3,583 $3,762 $3,950 $4,'148
$3,583 $3,762 $3,950 $41148
$3,297 $3,461 $3,634 $3,816
$3,297 $3,461 $3,634 $3,816
may occurdueto rounding.
SEI~CE EMPLOYEES INTERNATIONAI~ION
CL. EI~I~A,L, TECHNICAL AND PROFESSIO~I~[L UNIT
EXHIBIT "B-3"
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: January 1, 2006
Monthly Salary Rates - Salary Steps
Classification 1 2 3 4 5 6
7 8
118 Associate Civil Engineer $5,005 $5,255
119 Senior Planner $5,005 $5,255
146 Senior Redevelopment Project
Coordinator $5,005 $5,255
223 Plan Check Engineer $4,758 $4,996
132 Traffic Engineer/Planner $4,758 $4,996
141 Associate Planner $4,495 $4,720
158 Associate Redevelopment Project
Coordinator $4,495 $4,720
163
167
148
162
Assistant Civil Engineer $4,166 $4,375
Safety Specialist $4,166 $4,375
Senior Fire Protection Plans Examiner $4,166 $4,375
Senior Plan Checker $4,166 $4,375
174 SystemsAnalyst/Programmer III $4,077 $4,281
205 Industrial Waste Analyst
$3,928 $4,125
117 Water Systems Specialist $3,725 $3,911
117 Cross Connect!cs Cc,",trc! Spec!allst $3,725 ~
154 Accountant II $3,706 $3,891
177 Assistant Planner $3,706 $3,891
159 Assistant Redevelopment Project
Coordinator $3,706 $3,891
232 Management Analyst II $3,706 $3,891
234 Plans Examiner $3,706 $3,891
204 Senior Building Inspector $3,706 $3,891
229 SystemsAnalyst/Programmer II $3,706 $3,891
139 Senior GIS Analyst $3,684 $3,868
233 Survey Party Chief $3,684 $3,868
239 Senior Buyer $3,636 $3,818
228 SystemsAnalyst/Programmer I
$3,333 $3,500
199 Accountant l $3,204 $3,364
231 Management Analyst I $3,204 $3,364
238 Buyer $3,141 $3,298
191 Convention Sales Representative $3,018 $3,168
908 Technical Director $3,018 $3,168
190 Tourism Development Representative $3,018 $3,168
197 Energy Conservation Specialist $2,776 $2,915
220 Coordinator of Volunteers $2,776 $2,915
Note:
Pay rates are calculated utilizing a standardized formula and
$5,518 $5,793 $6,083 $6,387 $6,707 $7,042
$5,518 $5,793 $6,083 $6,387 $6,707 $7,042
$5,518 $5,793 $6,083 $6,387 $6,707 $7,042
$5,246 $5,508 $5,784 $6,073 $6,376 $6,695
$5,246 $5,508 $5,784 $6,073 $6,376 $6,695
$4,956 $5,204 $5,464 $5,737 $6,024 $6,325
$4,956 $5,204 $5,464 $5,737 $6,024 $6,325
$4,593 $4,823 $5,064 $5,317 $5,583 $5,862
$4,593 $4,823 $5,064 $5,317 $5,583 $5,862
$4,593 $4,823 $5,064 $5,317 $5,583 $5,862
$4,593 $4,823 $5,064 $5,317 $5,583 $5,862
$4,495 $4,719 $4,955 $5,203 $5,463 $5,736
$4,331 $4,548 $4,775 $5,014 $5,264 $5,528
$4,107 $4,312 $4,528 $4,754 $4,992 $5,241
cA ~n7 $d,3!2 cA ~ ~ ~ $5,241
$4,086 $4,290 $4,505 $4,730 $4,966 $5,215
$4,086 $4,290 $4,505 $4,730 $4,966 $5,215
$4,086 $4,290 $4,505 $4,730 $4,966 $5,215
$4,086 $4,290 $4,505 $4,730 $4,966 $5,215
$4,086 $4,290 $4,505 $4,730 $4,966 $5,215
$4,086 $4,290 $4,505 $4,730 $4,966 $5,215
$4,086 $4,290 $4,505 $4,730 $4,966 $5,215
$4,061 $4,264 $4,478 $4,701 $4,936 $5,183
$4,061 $4,264 $4,478 $4,701 $4,936 $5,183
$4,009 $4,209 $4,419 $4,640 $4,872 $5,116
$3,675 $3,858 $4,051 $4,254 $4,467 $4,690
$3,532 $3,709 $3,894 $4,089 $4,293 $4,508
$3,532 $3,709 $3,894 $4,089 $4,293 $4,508
$3,463 $3,636 $3,818 $4,009 $4,209 $4,419
$3,327 $3,493 $3,668 $3,851 $4,044 $4,246
$3,327 $3,493 $3,668 $3,851 $4,044 $4,246
$3,327 $3,493 $3,668 $3,851 $4,044 $4,246
$3,061 $3,214 $3,375 $3,543 $3,721 $3,907
$3,061 $3,214 $3,375 $3,543 $3,721 $3,907
smalldifferencesmay occurdueto rounding.
SEI~CE EMPLOYEES INTERNATIONAI~iNiON
CLERICAL, TECHNICAL AND PROFESSIO'I~JE, L UNIT
EXHIBIT "B-4"
EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
Effective: December 31, 2006
Monthly Salary Rates - Salary Steps
Classification I 2 3 4 5 6 7 8
118 Associate Civil Engineer $5,123 $5,379 $5,648
119 Senior Planner $5,123 $5,379 $5,648
146 Senior Redevelopment Project
Coordinator $5,123 $5,379 $5,648
223 Plan Check Engineer $4,871 $5,114 $5,370
132 Traffic Engineer/Planner $4,871 $5,114 $5,370
141 Associate Planner $4,602 $4,832 $5,073
158 Associate Redevelopment Project
Coordinator $4,602 $4,832 $5,073
163 Assistant Civil Engineer $4,265 $4,478 $4,702
167 Safety Specialist $4,265 $4,478 $4,702
148 Senior Fire Protection Plans Examiner $4,265 $4,478 $4,702
162 Senior Plan Checker $4,265 $4,478 $4,702
174 Systems Analyst/Programmer III $4,173 $4,382 $4,601
205 Industrial Waste Analyst $4,021 $4,222 $4,434
117 Water Systems Specialist $3,813 $4,004 $4,204
~'7 ~ .... ," ..... .i.-.,. ,",-...,...I ~.....-~l~, $3,813
154 Accountant II $3,794 $3,984 $4,183
177 Assistant Planner $3,794 $3,984 $4,183
159 Assistant Redevelopment Project
Coordinator $3,794 $3,984 $4,183
232 Management Analyst II $3,794 $3,984 $4,183
234 Plans Examiner $3,794 $3,984 $4,183
204 Senior Building Inspector $3,794 $3,984 $4,183
229 SystemsAnalyst/Programmer II $3,794 $3,984 $4,183
139 Senior GISAnalyst $3,771 $3,959 $4,157
233 Survey Party Chief $3,771 $3,959 $4,157
239 Senior Buyer $3,722 $3,908 $4,103
228 SystemsAnalyst/Programmer I $3,412 $3,582 $3,762
199 Accountant I $3,280 $3,444 $3,616
231 Management Analyst I $3,280 $3,444 $3,616
238 Buyer $3,215 $3,376 $3,545
191 Convention Sales Representative $3,089 $3,243 $3,406
908 Technical Director $3,089 $3,243 $3,406
190 Tourism Development Representative $3,089 $3,243 $3,406
197 Energy Conservation Specialist $2,842 $2,984 $3,133
220 Coordinator of Volunteers $2,842 $2,984 $3,133
Note:
Pay rates are calculated utilizing a standardized formula and
$5,931 $6,227 $6,539 $6,865 $7,209
$5,931 $6,227 $6,539 $6,865 $7,209
$5,931 $6,227 $6,539 $6,865 $7,209
$5,639 $5,921 $6,217 $6,527 $6,854
$5,639 $5,921 $6,217 $6,527 $6,854
$5,327 $5,594 $5,873 $6,167 $6,475
$5,327 $5,594 $5,873 $6,167 $6,475
$4,937 $5,184 $5,443 $5,715 $6,001
$4,937 $5,184 $5,443 $5,715 $6,001
$4,937 $5,184 $5,443 $5,715 $6,001
$4,937 $5,184 $5,443 $5,715 $6,001
$4,831 $5,073 $5,326 $5,593 $5,872
$4,655 $4,888 $5,132 $5,389 $5,659
$4,414 $4,635 $4,867 $5,110 $5,366
~ $'!.,~35 $'!,8~7 $5,!!0 $5,366
$4,392 $4,611 $4,842 $5,084 $5,338
$4,392 $4,611 $4,842 $5,084 $5,338
$4,392 $4,611 $4,842 $5,084 $5,338
$4,392 $4,611 $4,842 $5,084 $5,338
$4,392 $4,611 $4.842 $5,084 $5,338
$4,392 $4,611 $4,842 $5,084 $5,338
$4,392 $4,611 $4,842 $5,084 $5,338
$4,365 $4,584 $4,813 $5,053 $5,306
$4,365 $4,584 $4,813 $5,053 $5,306
$4,309 $4,524 $4,750 $4,988 $5,237
$3,950 $4,147 $4,355 $4.572 $4,801
$3,797 $3,986 $4,186 $4,395 $4,615
$3,797 $3,986 $4,186 $4,395 $4,615
$3,722 $3,908 $4,103 $4,309 $4,524
$3,576 $3,755 $3,942 $4,140 $4,347
$3,576 $3,755 $3,942 $4,140 $4,347
$3,576 $3,755 $3,942 $4,140 $4,347
$3,290 $3,455 $3,627 $3,809 $3,999
$3,290 $3,455 $3,627 $3,809 $3,999
small differences may occur due to rounding.