HomeMy WebLinkAboutRESO 6778f. ~ ...
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follows:
··-• ORIGINAL
RESOWTION KO. 6778
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO
ALTO AMENDING SECTION 1401 OF THE MERIT SYSTEM
RULES AND REGULATIONS
The council of the City of Palo Alto does RESOLVE as
SEC1'IQN l~ section 1401 of the Merit System Rules and
Regulations is amended to read as follows:
"1401. x .. oranc:tua of aqreeaen~ incorporate4
by refereno•. That certain memorandum of
agr~ement dated April 30, 1989, by and between
the City of Palo Alto and Local 715A, SEIU,
AFL-CIO, CLC, consisting of a Preamble and
A...-ticles I through XXVI with seven appendices
attached thereto and incorporated therein for
a term commencing May 1, 1989, and expiring
April 30, 1991, is hereby incorporated into
these Merit system Rules and Regulations by
reference as though fully set forth herein.
Said memorandum shall apply to all employees
in classifications represented by said Local
715A, SEIU, AFL-cro, CLC, except where specifi-
cally provided otherwise herein.n
"In case of conflict between this chapter and
any other provision of the Merit Syste11 Rules
and Regulations, this chapter will prevail over
such other provision as to employees represen-
ted by said Local 71SA, SEIU, AFL-CIO, CLC.•
SEC'l'ION 2. The changes provided for in this resolution
shall not affect any right established or accrued, or any offense
or act committed, or any penalty or forfeiture incurred, or any
prosecution, suit, or proce00ing pending, or any judgment rendered
prior to the effective date of this resolution.
§ECTXQJ!_.J.. The Council finds that this is not a project
under the California Enviroruaental Quality Act and, therefore, no
environmental btpact assesa.ent is necessary.
INTRODUCED AND PASSED: May 22. 1989
AYES: Bechtel, Cobb, Fletcher, Klein, Lavy, Patitucci t Renzel, Sutorius • Woolley
NOES: None
ABSTENTIONS: None
ABSENT: None
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1989-91
MEMORANDUM OF AGREEMENT
City of Palo Alto and Local 715, SEIU, AFL-CIO, CLC
lhis Memorandum Of Agreement is 81 ltered into by the City of Palo Alto (hereinafter
referred to as the City) and Loc&l 715 Service Employees International Union, AR..-CIO,
CLC {heluinafter referred to as the Union). Employee, for the purposes of this
Memorandum ot Agreement, shall mean an employee asSigned to a classification within
the SEIU unit This Memorandum of Agreement is pursuant and subject to sections 3500
• 3510 of the Go\temment Code of the State of California and Chapter 12 of the City of
Palo Alto Merit Rules 8nd Regulations.
AftTICLE I • RECOjjNIIION
secuon i. Pursuant to Sections ssocl-ss10 · ot the Gov8tnment Code .. !Jf the Staie. or
C8tifomia and Ch8pf.er 12 of the City of PalO Alto Merit~ Rule$ and Regulations,-the
City recogn2es the Union as the· exclusive representative of a repreSentation unit
consisting " all ·f'90lllar fuB -end·~ employee$ in the classifications ~ in
Appendix A attached. This un1t shalfot purposes-of~ be tillEldthe SEIU "'*-.
. ·. -· S!fclkn2. No supenriSor wiB p8rfOrm the work of an emplQyee in the SSU unit provided
tt1at there is an employee avaiftble who regulm1y peiforms such work. This does not
preclude a supervisor from performing work of a minor nature or· during bona fide
emergancies ar on a standby status When wiling and qualified ri employees do not he.
within a reasonable response time of the Municipal Service Center.
Supenrisory personnel shall be called out to perfom1 unscheduled \\"Of'k only when SEIU
unit employees are unavalBble to ·perb'in Stx;h work or in cases of bona fide
emergencies as defined in Artide Vin, S9dion 2. -Jn cases of bona fide emergencies,
SBU unit employees shal be called out to complete tt18 necessary work after the
invnediate .~ situation has been reasonably contained.
AID1cLE ·--"° PllCBlll.laD>N
s,cuon 1. The City and UniQn ~:that no person employed by ~ jpplying for
employment hENeto. ahal be disafmina:ed against beca ase cl race, rellglan. creed,
political affiliation, color, national origin, ancfistry, ~ ac:tMty. 89t'. handicap. sexual
prefefence. at ta \1'*'88 w Js a bona fide occupationaf qualficatlon as defined in
~orStata'8W.
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Section 2. The City and the Union agree to protect the rights of al1 empk>yees to
exercise their free choice to join the Union and to abide by the express provisklns of
applicable State and local laws.
5ection 3. The City and the Union Wilt cooperate in pursuing a policy of affirmative
action. Any City-estabfished advisory employee committee relating to ~ action
shaH provide fair Union representation on that committee.
ARTICLE Ill • UNIQN SECURITY
Section 1. When a r.>6fSOO is hired in any of the covered job ctasSifications, the City shall
notify that person that the Union is the recognized bargaining ~ for the
employee in said unit and give the employee a current riOt:ii" Qf"the Memorandum of
Agreement
When a group employee orientatiOn iS held for new employees of the bargaining unit, a
union representative may make a presentation to suc:h bargaining unit employees for the
purpose of explaining matters of representation. The presentation shall not exceed 15
minutes.
Section 2.. Maintenance of Memberlhip. AH Union members on payroll deduction tor
payment of Union dues on the day of the signing of this Memorandum of Agreement
must remain on payroll deduction for the life of this Memorandum of .Agreement or so
long as they remain members d h representation unit Union members who establish
dues payro!I decluction during :he term of the Memorandum of Agreement shall remain
on payrol deCtuCtion for the life d this Memorandum of At,J eema It or so long as they
remain members' of the representation unit Union members on dues payrol deduction
may declare~ intention to tem*1ate such payrol deduction by registered fetter. relUm
receipt requested, to the Director of Personnel, folowing expiration of ·this Memorandum
o1 Agteement durirlg the 30-day period between m and eo days prior to expiration ot the
MemorandOm of Agreement The City wiB notify the Union of all payrol deduction
canceUations under. this provision.
SeCllon 3. The City shall supply the Union with:
(a) a monthly computer run 1')f the names, addlasses and dassifications d al unit
employees excSptthose who file writ!en notice with 1he Personnel Department
objecting to release of addresses, in which case i1formetion wil be
transmitted without address.
(b) a fist of representation unit new hirlJ!S, terminationt and retirements which
oca.rred during the pr8Yious month.
Sectloq 4. l!QfOll DlcluCtlqL The City shal deduct Union membership dues and any
Olher mutually . 8Dfeed upon payroll deduction from 1he bi-weekly pay of member
employees. The dues deci Oien nut be authorized in writing by the employee or an
authorization card acceptabte to the cay and ttte Union. The dues deduction caro shal
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indude a check box for those employees who wish the Unior to receive notification in the
event of unsatisfactory work. oonduct, or disciplinary action taken pursuant to Article XX.
City shal remit the deducted dues to the Union as soon as possible after deduction.
SJpcUon s. Bulllin Bolrdl Mid .,..,...,,.,... MIU. The Union shall have access to
iller-olllce mal, exislfng bUletin boards In lri: employee woc1c n., and 8ldsltr~~
paid t9'ephone answeri ag device for the purpose of postil ~. transmittir.g, or ·-
notice or announcertB1tS including notices of social events, recreational events, U ··
membership meetings. results " elec1iorls and reports of minutes of Union ~' An/ other material must have prior approval of the Personnel Office. Action on ~
wil be taken within 24 hours cJ submission. ,. "-
lectlon .. ..... to> Unlop ,,...,........ Representatives of the Union~authorized 8ccess to CilY work locations for the PlSf>OS8 of conducting busi ms · _
the Scop.l d repese1 ltalion, prtMded that no disruption d MJri< is inVOlved and
business transacled is other tt81 reautting of members or cOlectitg of dues, and th8
represenlaliVe must notify the Persomel Depar1ment Oflce prior to er ttering the work location. -
SediolJ 7. 111 anng prrM. The Union Shall have the right to reserve City meetirlQ and
-conference rooms tor use during lunch periods or other non-working hours. SUch
meeti 19 ptaces wl be made ava•lble in confer 1 nity wilh City's reg. llatiorlS and subject to
1he irnialioP:fof ~ cornn~
ltcllon 8. Na. .. to ....... -The union shell be ilbmedir:1 advance in writing
-Managemreslt-tiefol:e aiy prapcaed dlBiOSS not covered by this Meno~ of
Agreemenl M9 made Jn berl9fits, WOl1<ilg-~dtionSs Of' OCher terms and CCII dlial'6 d
empbJment ·whlCh require meet and oonfar or meet and consult process _ .~
SICIQn I. Unkm L.Qgp. M mlllelials end documents produced on Itek and metaJ_
plates, by the City print-aid reprodl ICliOn shop,·shall carry the union !abel on the inside
-d covers or tide pages in axoda1C!8 wilh customary piding trades practi:es. -
llctlon 11. The City shall make ••~to the Urion in a timely m&1•• oopies d al
City Cowd meelilg agendas. miUe$ and·sche(Ma of meetirlgS. These malelials may
be picked up at the City Clerk's Ollice <bing bulil.., tiours.
ARIICl.l IY,;. SiDtMDS·
IMIJOn 1. The Union agrees ~ nolif; the ~ of PersOnnel of those irdviduals
dn'gned _ • Union olicers~ and stewards who ~ -#Id investigate grievances and
repeaal'i employees ~ ManaQement. Alternate& may be designated to ~
-~ UicliOI• <bing the.absences or~ of the stewau
II ft'Lla 1l'9 number .of Bl! aards _~ ~ U. Union at a gNer't time shall not
8XCI 8d tw8nly fNe _{25). -'
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section 3. It is agreed that, as Jong as there Is no disruption of work. stewards shaft be
alowed reasonable release time eNifrY from their work duties, without loss of pay, to act
in representing a unit employee or employees on grievances or matters within the scope
of representation, including:
(a) A meeting of the steward and an employee or employees of that unit related
to a grievance. · ·
(b) A m&eting with Management.
(c) Investigation and preparatton of grievances.
Grievances may be transmitted on City time.
AR steward release time shal be reported on time cards.
SeCtion 4. The Union agrees that the steward shal give aMnce notification to his/her
supervisor before leaving the work location except in thoSe cases involving emergencies
where advance notice cannot be given.
S8Cllon 5. 1hrBe Union officers who are City employees, shall be allowed a reasonable
amount of release time off for purposes of meeting and eo1 lfe11it IQ or meetii 19 and
consulting on matters wittW1 the scope of representation. All such time wil be reported
on time cards.
section 6. uilion stewards m8'/ utilize space in as.qgned desks for storage of Union
materials. In the event stewards are not assigned ,, .dks the City wil provide locker or
other mutually agreeable space for storage of Union materials.
ARTICLE Y -REDUCTION !N FORCE
r-swcvon 1. 1n the event o1 reductions in forc&l, they shal be accomplished wtiereYer
posst>;e through alb itiori.
secaon z. \\'hen the City determines that layoffs are im11inent resoling from reduction
in force witt*1 the representation unit. City wil gtwJ the lJnion such advance notice as is
reasonable under the circumstances. The notice wil i1dicate the departmer'.ts and
divisions which will be affected and the circumstances requiring the layoffs. Upon
request, the City will funish the Union with a anent representation ri seniority list.
· §ectlon 3. If the work force is reduced within a~. dMsiol'I, or otlice for reasons
of change in ·duties or orgarhation. abolition of positiott. shortage of WOf1c: or funds, or
completion at work. employees with the shortest length of aeMCe wll be laid off first so
long as ~ retained are fuly qualfied, trained, and capable of performing
remaining wodc. Lenglh of S8Nice for~ ID'POS8 of this article will be based on oorrent
senrice hJre date of t8COrd in a regular ctassfation with no adjustment for leaves of
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absence. Length of seNice ties wfl be determined in favor of the employee with the
lowest employee l"U11ber last five digits.
Employees laid. off due to the above reasons will be given written notice at least thirty
days prior to the raduction in force. A copy of such notice wHI be given to the Union.
Such employees $hall be offered priority employment rights to regular or hourly JX>SitionS
which we reqWsitioned and for which the employees are qualified for a period beginning
with notffk:atlon and ending sixty days ·following the reduction in force. Employees
transferred or reclas$ified under this section wll be assigned to the step in 1he ntlW
classification salary range closest to the employee's salary range at the time of
l'8dassific:ati
§IGllqn 4. Employees idec .iified for fayoff who h8va seniority (bumping) rights to 1heir
current or previously held dasslications within the rapresentation urit must declllre their
i1t8ntion to amrcise these rd* within seven (7) working days aft9r Wtftten notification
d layofft otherwise bumping rights will automatically terminate. Bumping may ocxu
· within the representation unit only to the least seniOr incumbent Of the. aJIT8nt or e
pAwiousiy held ttwification. To succ:essfulty bump, the employee must be fully qualfied.
~ and capabte of pefforming al· work in the pos':ion bumped. An employee who
decfa'es bumping rights mtrt not also claim priorly employment rVU. For purposes of
this section of the Agreerraltr the tam ~ dat/S• shall mean Mondays through
Fridays, exclusive d holidays.
••caon s. ftl=f.tlPcmnlnl lJIL . The names ot persons laid arr or 'A'ho through
bumping changed dassificetion in.accordance wlh the provisions of 1hls 8'tide shel be .
.. ad upon·. nMmpfoyment list In seniorily· order. The person wilh 1he highest
~ on a c:MSion ~1st for a particular dlMtslicalion when a vacancy
.exi&IS In that dassilcation in that ~ shall be offered 1he appoi IUneld. Names shall
be caried on a ~ 1st tor a period of two (2) years from. the date of
88p8t &lion from Cly senrices or Change of classiftcalion through bl.mpklg. Upon re-
employment within the two-year period, the employee's tire date of record at the time of
layoff will be reir IStated.
l•Q11)1) I. ff, pursuant to Section 2, the Oily is ooable to o«er a regular position to an
en1*Jyee during the period beginW'lg with rkltilcaUorl d la)dr and ending 60 days
followfng layoff, the City shaft pay the 9111*1pe a ·S&Wr*109 pay equal to one morll 1's
saay at the ernpioylMl's final rate of pay. prior to ta'mil aation.
bQtioo z. Employees laid off pursuant to Section 2 who are reinstated to a regc a
poelJon wilt*' sbdy days shal retain .the sick leave balance they had at the tim&d layoff
untass ~ have received a Sick leave payoff In accordance with Article XII. Upon
relr'8trd8rnent 1he employee's hire date of r«:Of'd at ht time~ layoff WI be r8inG!al8d.
lllllon 8. No~unita~ewllbetaiddforremalliona~
1st when houfty employees are performilQ aub8la lllaly al 118 c:U.ies.of the desaification
d tl18 emPoYea ~ a layolf notice or on a re-employment lat. This prolJision shall
not be 8f¥'l&d lo hourty positions which haw9 been· Ir~ Ul8d for seasooal and
pan-time work. .
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ARTICLE YI • PEBSQNNEL AGTIONS
Slctlon ls probation. Each new regular or part-time employee shaft serve a
probationary period of six (6) months, commencfng with the first day of hisfher
employment. 1ll8 probationary period shalt be regarded as a part of the testing process
and shal be utilized for ctosely observing the ~-·s work. for securing the effec1ive
adjustment of a new employee to his/her position, and for rejecting any probationary
employee whose performance does not meet 1he acceptabae standards of work. At least
one written performance appraisal wiR be given each probationary employee on or before
expiration of th8 probationary period. Normally this appraisal wil be given at the end of
the third month.
In the event of termination prior to successful completion of the probationary period, such
terminated emptoyee shall be given written notice of hisfher tarmination with the reasons
for the !ermination stated therein. The Personnel Department shall, upon request. afford
an interview in a timety fashion to the terminated employee for discussion of the reasons
for termination. The empklyee may, upon request, be accompanied. by a Union
representative. The interview shaft not be deemed ·a hearing nor shall it obligate the City
to reconsider or alter the termination action.
the .parties agree that probationary emp1oyees shall have an rights under this
Memorandum of Agreement, including fuff and complete access to the grievance
procedure; S8'l8 and except for instances of. suspension, demotion or termination.
SlclloD 2. fttrlOOOll Eyakudlonl. Personnel evaluations will be given employees as
~· by ~-f>ersonnel evaluatiOi1s are not appealatJle through the
grievance procedure but.. in the event of ds8glaement aver content, the. employee may.
request a review of the evaluation with the next higher level of Ma1agement. in
conSultalion with the .Personnel Dep8i b118tlt. For pu-poses of this revietN. the employee
may be represented by th8 Union. t>ecisiot1s regardisg evaluation appeal shal be made
in writing within ten (10) working days folowing the nMew meeting..
SacUon 3. PeratnnJll fllM. Records of al disciplinary actionS shall be kept in 1he
central persomel file. EmplQyees shall be 81 ditted to Sign and date al action fOrms in
their persomet files. Employees are entitled to review their persoMel files upon written
request or to ~ in writing, nM9w bJ their Union representattws. An employee
or the UriiOO shal be allowed, upon reasonable request. copies of materials in· an
~s personnel file relating to a griiNance. Records of disciplinary actions shalt be .
removed from-a personnel file upon written request btj. the employee. or in the norm&
process of fie review after a period of three years, rx sooner as mutually agreed by
Management and the employee •
. SlcUQn 4, Halas-QI lnfOnplllon. The City will only release informadon to creditof's
or other' persons upori prior ·idet llificatioll of 1he inquirer a1d acceptable l98SOl'1S for the
inquiry. . .. dometioll then glveirl from personnel files is limited to verificatiOn d
employment.· length of .eq>loyrnent and verification and disdOsure at salary range
ilformation. Release of more specific Information may be authorized by the employee.
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(a) Ppstiua.
Promotional opporUlities for dassificalions within the representation unit will
be posted for at least ten (10) working days (Monday through Friday) prior
to aelec:ticn.
Outside rec:n.ilment may be used fof promotional openings and INrf begin
at the time of postillQ. or any time thereafter. If, however, there are three or
more qualfied internal carddates wilt*1 the depai b1*1t where the vacancy
OCCUS, outside C*"ddlies wl not be COi asidered.
(b) IQllmal_~ •.
M non-probationary F9P1e&ei datiorl l.N empb/ees are elgible to apply for
posted promotional oppottu'Vtles, except 1hat management may waive this
requirement for all probationary employees wittin the department where the
promotional opportunity OCCUfS,
(c) SMctiQn ..
The selection procecbefor-=tt promotional openil IQ wl be determined and
admlnisteled by hJ P9Bw.-.l Depaibnent in conUtalion wilh 1he
~'1ina depabnent. Selection pmcedt.re ar.d job descaiptbi
~~on will be •lllat*t • '-Persori1el Olice at the timed posting.
Efbts wil be made to Slandaldize tests. and procedl... where
Sladadza&>n is ftitable and approprtale. Any 18Sts used. shal be
re11Di'18bly predictive of SUCC1SS in the c111 ali*°'-and tests not be bi8sed
wlh ••peel to ........ relgiora, aeed, pcllJtical aft'lalion, color, ·nallonal
origin. ancestJy, et • Selection procecin9 may include 81'1 or al d the
folki Wing phases:
(1) Apphllrpj, 80ttt inside and outside c:sdclates wil make application
on forms~~ the Perscnnal Dapab1ell. ~· must
be subn'illed to the P'etsoniwJI Office..
· (2) Sg'llnirg. Applcllltlas wl be screened by the Personnel OepeM ait
to ascertain ~ candidates meet mif*run requiremenls as
outlined in 1he Job dl9IC;iiplior1. 1t•1sat C8fididates deemed not !o meet
"**1un requirements may SUbmit addlicnll qualfica~ informalton
writing YM1in .,,.. working . c:t./S d ncJCiflcafian of reqWernent
deficiency.
(3) PwtprnwJCI T•hL Performn:e t8sls. such as twJing. machinery
or V8hicle opaatior.-. skill demonstlalion, phy&ical aglty, etc., • be
qualfying. Pass fal PQinll w8 be lnnCU1C8d In adYance for quallytr\g
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tests. If requested in writing prior to the test. performance test may be
witnessed by Union steward.
(4) Written Tosta. Written achievement or apdtude tests will be qualifying.
f>ass.fail points will be announced In advance for qualifying tests.
(5) lnteryiews. Aggraisals. Interviews may be conducted individually or by
interview boards and wlll be qualifying. Interview boards shall be
composed cl qualified and unbiased people. Where inteMew boards
are used. Management will include at least one bargai ting unit
employee on each board. If indMdual interview or an interview board
is used, a majority of the individuals or board members must
reconmend a candidate in order for the candidate to qualify for
appoiutment. Performanoe appraisals written by cartdidates'
supervisors may be used as indicated in the selection pnx:edure.
(d) Recommended <Jendidatf§,
Candidates who successfufty complete al phases of the selection procedure
wl be .recommended to the appoir sting authority ..
(e) Seniority, for purposes Of this Article, wll l;\3 based on current service hire
dale of record in a 18Q!J1ar classlicalion with no adjustment for leaves ci
atJSet a. Seniority tieS wl be deler'mined in fa\o" of the employee with the
lowest employee JUnber Jest fiVe digits. Exceptions to this subsection may
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be established by nU1Jal agreement on a departmental or dMsional basis. ·· Such ·acceptions se listed in Appencix G. , ..
(f) .IVP*llnwnt.
'The appointing authority wil make awoa ltlneuts from among those
recommended catdi:.tates who are most qualified as deten 11ileCI by objective
review of selection pnx:edure results a1d background materiatS. With regard
to promodanal oppcr1unitie&, the following factors wl be considered equally
in making appcinlmenls: Past performance, aftimative action and seniority.
Additionar infomlation regarding the applcaliarl " past periormance and
alfirmative action crilelia to specific openings is available upon request from
the empiapnant administ1ator.
(f) ViolatiOI m.
Any violation of ti'lis Article may be appeEd to the ?eisonnel Director in Step
JH d the grievance pnx:edure.
Sagfnn I.. IJnit ~ applying for ·a vacant equal or lower ~ position shall
have fl8 same rights as unil employees.~ for a promotion.
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Section 7. A1Ja'10t1C1 Polftlqnl,
(a) The City shall estableh apprentice pos.1ions wherever feasible. l8ngttl or
apprenticeship. type c:Atraining, and pay levels shall b9 by mutuai agreement.
Where possible, apprentice positions will underfilf regular positions so that
incumbents may automatically progress to the classification for which they are
training upon succeSiful compfetion oi apprenticeship. The City will meet and
confer' with the Union before adclng atrt new apprenticeship programs during
the term of this agreement. Al apprenticeship programs !n effect at the
beginning of the 8igfeement. whether active or inactive. are listed in Apperdx
B. Appendix B also includes •Electr ician/Uneperson-Cable Spicer apprentice
program conceptual out1ne•. This outRne is hereby adopted by reference.
The City wl meet and confer with the Union during the term of the agreen lent
befcre finalizjng program details.
(b) By September 30. 19891 a jOint Union/Management committee wiH meet for
the purpose or establishing apprenticeshtp programs where mutually
agreeable.
SactJgt a. In assigning employees to regular or special shills, transfer. standby,
overtilte, or v8cation salcction, ablity to perform the work, length of service Md/ex
eq1itable rutatioJ·1 shal detetmite the assignments. in accon:B1ce with this prcMsion,
more definitive rules may be mranged by mutual agreement of 1ha Union and individual
City depatments.
ARTICLE W • PAY RATE$ MfO PRACTICES
Saellon 1.
(a) Blective with 1he pay period including May 1, 1989, a 5.0% increase at the
E-step wl be SAJled to all cl8ssificaticns in the repesentaticn unit.
(b) Effective wilh the pay petiod including May 1, 1990, Ii 5.0% hc:rease at the
E-step wil be eppled to al dassificalions In the tepresel mtion t.d.
(c) Effective wilh the pay period including December 1, 1989, the iollowilg
dassiftcaiions wil receiwt special adj1Sb11811lS at the E-step as indicated:
Surveyor, PN _ 3.0%
Inspect Surwy Tech 3.0%
BUilding ~ 3.0%
~ lnsp. Spec' 'at 3.0%
City Ord. OlmpL lnsp 3.0%
Convn!Jnduat; Tech. Spec. 3.0%
Conservation Ad. Rep. 3.0%
ConserY8ltlan At-Spec. a0%
Senior Ranger 3.0%.
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Water Trans. Oper. 3.0%
Water Trans Oper. Lead 3.0%
Systems Oper /Scheduler 2.0%
Power Engineer 2.0%
A..~. Power Engr. 2.0%
Asst Power Engr. 2.0%
lndust. Waste 'nspector 2.0%
lnspec. CrOS&-Connec. Cntl. 2.0%
Sr. Ind. Waste Inspector 2.0%
Motorized Equip Mech. 2.0%
Auto Service Mech. 2.0%
Fleet Svcs. Coord. 2.0%
Gang Mower Mech. 2.0%
Goff Course Equip. Mech. 2.0%
Motorized Equip. Mech.-Lead 2.0%
Park Maim. Asst 2.0%
Gang Mower Oper. 2.0%
Golf Course ·Maint. Person 2.0%
Greenskeeper 2.0%
Park Maint. Person 2.0%
Park Maint. Person--Lead 2.0%
Parks Crew-Lead 2.0%
Parks/Open Space Asst 2..0%
Sprinkler Sys. Repai"er 2.0%
Equipment Par1s Tech. 2.0%
Equip. Maint SvcpeJson 2.0%
Senior Librarian 2.0%
Ubrm1an 2.0%. _,-
Coard. Lib. Prag. 2.0% .. Library .Associate 2;0% .. : -·_,
SUpervisor Lib. Circ. 2.()%-
Mech. Unit Repairer ~°" Contrd/ N;d. Spec. 1.0%
Contrd./kd.. Asst 1.0%
Comrr14/kd. Spec.-tead 1.0%
Tree Trin'l/Ln. Cir. 1.0% "-Tree Trimfln. Cir. Asst 1.0%
Tl'98 Trim/Ln. Clr.-Lead 1.0%
Tree Maint. Asst. 1.0%
Tree Mainl Person 1.0%
Communications Tech. 1.0%
Chief Comm. Tech. 1.0%
Comm.Svc.Officer 1.0%
Senior WQC Oper. 1.0%
Utility Inst/Rep. 1.0%
Utility Inst/Rep. A$St. 1.0%
Utility lnst./Rflp. -Lead 1.0%
_field Svc. 'Person 1.()%
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Electrician 1.0%
Electrician-lead 1.0%
Eledriciarr-Apprel llice 1.0%
Unepersor1/Ceble Spl. 1.0%
Uneperson/Ceble Spl.-Lead 1.0%
~/cat1ta Spi.-Apprentice 1.0%
cable Splicer Asst 1.0%
Electrlcel Asst 1.0%
Chief Elec. Undergmd Ins. 1.0%
catttOdic Tech. 1.0%
Chief Meler Person 1.0%
Producer Arts & Sci 1.0%
Ubrary Asst. 1.0%
Library Speciaftst 1.0%
(d) salaries for al represented classes during the term or this agieena1t are
Isled In Appendix A.
lectlon 2 ........ Merit actvaneements from the first salary step to the second
salary step shal be granled at six-month intervals and beMeen second and subsequent
steps at one.year intervals if the iffected employee. has demonstrated contnJed
improvement and a1licient and eleclive SEM:YiC&· For the porpbse d determining step tine requirements, time wl commence on the first day of the mt'V1th coinciding with or
folowing entraa onto a salary etep., Step inae·ases shall b8 elfactN& on the first day
d the payrol period In whicb. the tine.~ have been met.
...
lectlon .a. Anmllt Mu••aML AttrlJB1/lt,, -="employee Who hOlds a regtB ful.time or regular part41me appoi ltltRWlt in the ·m&.ncipal S8NiCe on or before July first and
continUes in IUCh status throt.Q1the first pay period in December shal receive, in addition
to the salary pescribed henir\ a selat1. adjustment._.. to one· per ca rt (1%) of the
employee's current annual salary; fir at the ~·s option and sOOject to
management approval, 24 :~paid...,. to be used priOr to the Jar-...y 31 folowing.
Annual adjuslments· or time Off. Shall be prorated to r8lact appoidl11811t from Jar-...y 1
through -lit 1 of the a.rrent yes, ·parMfme seMc8 or in&errupted senrice during the year.
s.:apn t. Woddng Old Qf ~11111a11on.. 'The teem "Working out ot dassificition• is
defined as a~ authorized~~ to a budgeted.position on a
umporay b8lls whereir~ a1·1igclllcir\t duties n perronned by an·idvldual hQklng a
dassiftcallon wtlt1n a tower oorilpansalon range. Pflf for ~ out of *"'cation shall be 8S folOw$: . . -;
(a) Employees appoinl8d to . untied requisitioned ~ on an •out al
das alation• basis wll ·lecalve ~ pay Mlhin the. range of the higher·
clll &.lllalfion begllvq the tlrst. day of the 89SigMlent Where out-d-dass
appoi•n8f)tl last fer more than 90 dlPJs. Md.....__ feasible, ~
8A)Oirment wl be rol8tBd emOng qualliedi'1terestad 8mployees in the wotk group. .
11
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(b) Employees appointed to a position tor vacation, sick leave or other leave of
absence coverage will receive acting pay within the range of the higher
classification after two days of assignment in the acting position cumulative
over the agreement year (May 1 to May 1 ).
The step within the range of the higher Classification wUI be the step at which the
empk>yee would be µaid if permanently appointed to that classification.
Out of classification prov'.sions do not apply to work assignment performed in connection
with spec .. fic predetermined apprenticeship or training programs or declared Conditions
of public peril and/or disaster.
$jc11Qn 5. Claaslflcatlon Changes •
(a) During the courssof this agreement, th8 Union and affected employees~
be no1ified in advance of any contemplated changes in dassification
descriptiont and such changes shaft be subject to the meet and confer
process during the term of this Memorandum of Agreement. If the Union and
the _City cannot reach agreement on the appropriate ptf1 level from a job so
reclassified. the cfassification shall revert to its former status.
secuon s. Job ee-eyaluaUon.
(a) Dutjng thbs6l yearS in which negotiations do not occur due to multi-year --
&greements, an employee or his/t&-,...._ltative may request in writing a rfHMlluation Of his/her job based on sQ-tiffCant d,18AQ6S in job content or
Sigl ilicant disaepancies behween· Job conteilt arld· dassification desa iption.
The request must OOl ltain justification and may be -mErde only during 1he
period of December 10 through January 10. A statement by 0man8gement
that a job ~ request· .wilt be submitted with 1he departmental
budget ·doeS not relieve an employee frOm the responsibility Of submitting
his/her own request during this period The Administrator d Compensation
wil·respond. to such requests in a timely maria. If meetir1g5 are held, 1he
employeeln&y request~. Anyehanges determirted wil become
effective.·the first PlPJ period of the --foloMng -fiscal yew, or 1he Job wilt be . returned .to its previous status. ---. --
lectlOn 7. Acl¥lnCt otYICltion·PtJ. Vacation pav SbEll be made available in advance of r8gular pay~ provided ·tf1at_employee -rSquests such advance in writing to the
Ananc8 Department at least two weeks prior to his/her vacation date. 'The employee's
sup8Msor must verify vacation date C>n the request.
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MDJCl.E Ylft • HOURI OF WQBK. oVEBJJME, PREMIUM P~
s.:e. 1, .., ""* ""'wm QQ. lhe standard work day tor regu1ar emp1oyees
shal be.,. hcus to be WOf'ked withil 8 madrTun d nile hours (five day work week)
or ten tlCll'S 10 be worked wiltin a l118>Cimum of eleven (four day work week) or nine
hcus to be votced wlt*I a maxirrun of ten (bl' and one-half day wort< week}. 1l1e
standsd work .week 8hal be forty hWs to be WOf1ced within five consecutive days.
Existing~ to the above SB lsted In Appendbc 0. The Union shat be 1IOCified of
any Uttw_ axceptions to this 88Cllor1 in accordence with Miele Ill, Section 8. -
-(a) OJa lirr• work for al trit ~ 1111 shall be defined as "1l'ff time ·WQrked
tie'JOld trre 818 !dar'd work day or beJa'td th& sta lderd work."88k--
(b} OonlP8naadan to anplojliea warktng-ova1ime wll be In the-foim of adcMonat
_par at 1he re done nt onHtd·tirnes (two times for ~ cusmmw -~
cdfWenielW»oi•••iO).,.~'sbBlie hourly salaiy witt1heexceplon ~
"hllV'l~mayreqliestand; ~approvas_ begralted~y -
.,. off at 1'18 '* c:I one and one.f1lilf hotn for .-:t'l hOW' of ova1i.•• . -
worked," ltCJjed to 1he Irritations d eppbrble sl8t8 and ..... laws.
-· ----. .
In ...... CXl9flP8'!1f2-:WJirne dt It used• .. ·mflikld_Gf compensating
torCMC!i ... _.,.dfV1111:baJakenpior.IOth8~qf-qilai!tel fQllowlng
.. quMlf" in ........ CM.wtfm&_ .• -. ., ~-. tit .. event the
...__. ii __ __, tis pRJitllEt~/fi.IJehl -..--be cmt ... lild fn pay for
such tme af 1t'8 appropilia Riie apcitled by tta,• aectkn. or at the
-~ opliacc, the earned COHipenuilOfy time -wil be added to the
-·~ vac8Mon balance.----
(c) M iime for Which fJMI Ja r8caMd shllccmt • tlouls a:baly \llCQed for ht -_
co11rp11Ullon d .... O;actime pay; Ho,...,. ~time .. not
be kdidld in campultlllcin d .. ~ ft.8A-premlum& . -
{d) When an 81~ worb 14 howl ·t11 more· In .... M hal.-paioct _ imm::'*pNIVioua'° .. ..,,..._ .. _....,.v.-. .. _ .. .,.,,..w1 -
be __ -.-I.,-~ Nllt plltrxffJfJfDnt-~ IO~ Olw NSt
paioct ., • .,.. mey_ tJe .... (d_·-bf ftUUll_ 80 ..... of the
~ and ~· N:tt POdfl:ln Of.., .... paioct fallnO 9INn .. ~··work··-~•hour8wedfed..ScOnJP8'••1td ..... _.. ........ _,..~.._,.8IJl:tly1D~·d~
--ldeem11gency. BOnafidt_..,......,.i!lftt'Oondlens~ --« polenlilLI 1cll of __ Gt papMy Of'_PMCJ'. ...... -. . --
(e)-l~ICY O\i91ti• II carcalad ~ii--«I tQn nob, ..
·cay ... pay the llledld-""*1y • ·-· -(2) _how'a ,,_ ... -.. one-hlll --
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(f) ~ working ovei'1ime who aa too fatigued to corllilUe or retlm to
wor1<i for safety reasons wm be released from duty without compensation.
Sectlqn a wen..... AB emp1oyees shaD be assigned to work shifts with scheduled
starting and quitting times. Should conditiona necessble a change in atafti -a and
quitting times, the lJnion-wil be notified ten (10) working days in ·advance and permitted
to disa1SS such dlanges with the Cly. This. however, shal not pt8dude 1he cays right
to effect schedule changes didated by operationaJ neoessily. This section does not appty
to over'linl8 scheduling.
(a) For purposes _of this section, emergency 0Yef1irne _ is <Wined as overtime
mislrig out of Sib'llib"lS imDMng real er polsntia( 1oss-d-seMc&or property
-or pefSOn8I danger. The City wit prcMde meals in the folowjng emergency
overtime situations:
(1) When an~ is caled bad< and is on __ <Uy for a -period ot three
consecutive hours. and therealler at intervals of five hourS but not more
than six hours until the conthJous-overtiilte assignmSnt ends.
.·
(2) Whan an empoyee is held -aver on duty so that -hisjher ca•lbined
normat work shift and °'8t'time assfgnmtl It mce ad six continuous
-• _htusfrori1 hisjher la$t meal and~-Ot&haf hours'after shift end, --. ---· -. -and ther9aftai' at it a va1s of tMt J10Ul8 bUt not morv than stx ton mtil -
-_ ._ con1ft.Joua_omiine ass;glmed-ends. --.. -~--.
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{3} When m emt*>yee is ~out two hours or more b8b"e a regufa1y
sd1eduled dayshltand works 1he regufa1y scheduled._, he/stwJ wil _
be ellllled to'~ ~
fl): -When rece'rd . .0hou'sorlessaleir1h~uwld-of"a 19g1..ar shift. unless
8SSign8d to Stindby. --: -
(b) The Qty wil provide -m8als for p8"SOle181 ~ to non-emergency
o.:artfr1il9 Y«Jdt_ vkael'e lhe assig111nant aclends more than one and (118-half
~ after_ ... shift end Md six continuous,hl:u$ from the test meal unless
at least eightsoo hems' advance notice is provided.
(c) Al malls-Provided Shel becon9PS18tlie ~for1he employee-*s 1'8Qiw
meel!l .._.-~ 1he ~WI arange-Jedl8S6 ordfn at mutually
tQ'8 Bable 1'8Sta111111S.
{d) In the eww1t an-emptoyee is !O be-provided a ineal 01 meals pY'8lf8nt tO lhis
< : -~,and such meal(s) -not provided due to "wortdng ~ .. -~ st.al have the option of raoeiWig fOr each meal not provided an -••••one hour d owatirne compec~., 1eu o1 suCh meat. -
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SOctlon I. Rtlt pertodl. Ai employees shal be granted a rest period or coffee break
limited to 15 minute& dut1g each fur hcxn of work. Oepertments may make reasonable
rules ~ rest period schecUng. Rest p9riods not taken" shall be waived.
SeccltOrl 8. ~ Diii· Al employees whose work causes their person or clothing
to become soled shall be provided with reasonable tr. ne before lunch and at shift end for
wash-up purposes.
llctlan L Sti1QdB pay. Clll:Out Ply.
(a) --Du Cori~
--EmployQes _.perbming_ Sf8ndbtJ duly shat be compensated -_ai the rates
-esttished belOw: ---
-pay eeriod tnctudng
5/1/89 -§tUZl
-$32 Per day $34 per day
---~. .
{a) Th9 ~~---w#oane. COiian. or shop«d&cn a weetdy b8iis for tti&fOla._, .. ,.-1.or cleosificatiol1s: ---
15
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Water Meter Repairer
T,.... Tr1mmer-uie cte11 er
Tree Tatu mer.U. Clearer • lead
Tree Maia lt8t au Person
Tree Mai 1ta1ance Assistant
Eqtip'nent C>perator -(Tree Section)
Tree Trir111Tlef'-Line Clearer Assistant
Pmtc Mai denance Person
Park Maintenance Assistant
Paik Maintenance .. Lead
Part< crew .. lead
(b) Fooa~_ Park ~ who arv reqt.lired k>. wear specific clalhing in !he
perfatnwa of their jobs ahal feceiw $300 effective with the pay period
-lnclldng May -1, 1989, and$350 with the pay period includng Mat/ 1, · 1990,
_-pef ~.uiifonn alowance.. -Parking Monilcirw. Arirnaf Control Ofticets and
--.' AJ$nail Control Officer leads shall be ~ City..awned uniforms foi' which
d8&•1g wl be provided. As soon 8S pqssl>feJlfier May 1. 1989. Parking
--~shall be issued twoadEilional summerlt*ia. If rtt ort.empbyee
ts l9quhd to ·wear a_ ~ <bing the life or this Memonwldt.m ot
AcPa1a1t the Cly wl -meet and confer With the Union dall08mil1g the
ed-slll1\elit of an equilableuriibm alownnce. MUnlonn albW91C8S shal : -•-l*d bi-weeldy.
(c)-CO...S wil be made ..._ tor occaafonat use as needed to prritect ~V-far lh8 falbwing tfi'4 rifications: -----. · : ---
Sprinkler System ~ ~ MOIJl9r OP-erafor ... --
Gang~-MacfaiiC ~--~~~-L-1-· ~-~ -~~«Der/RfPai_w _ ·
. Ullty-i'Sf81er'~ .. Lead -•. ~:lmttale;-As$i .... '; '
· lteawy Equipment Qpwak)f
' ~;Cable-8Plcer EledJW&n -.
Electltcat 'AsSisla•' -Cabf8 Spbr._ .....
Chief DD~ Undelground lrlspecD'.
{d) ~-~to wear unifom1s -shal be P1>Vided ·sUlable_ Change _ roams and lockeils where presa ldy. provided.. -·
(e) ~ ctolllitg-seriously dam8Qed .ct~ in~ wlf1 an ~-it$Jry-""ba reasonill~l-••r1Pdbf~th9Cily._Mij Olher daln$ --..... ~limltr-.uar be·fled ...... ~~-
·17
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(a} Mechanics in Equipment Maintenance shal be paid an annual tool allowanc:e
of $350 effedjve with the pay period Including May 1, 1989, and ~effective
with pay period including May 1, 1990.
(b) All tool allowances shalt be paid bl-weekly.
Slcllon 3. llfaty Shot AftoWanee. The City shal reimburse employees 75 per cent of
the Cost of job-related sdety shoes upon verification of sudl purchase by the empk>yee .
.
ARllClE X • HOl IDAJI
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1B1M 1. Axld tkdldln. Except as oth&rwisa provided, employees within the
representation unit shal_ have the folowing fixed holidays with pay:
January 1
Third Monday in January .(Martin Luther king Day)
Third Monday in February
Last MOnday in.May·
JtJy 4 .
First Monday in Seplenlber
. Second Monday in October
vecaa.a• Day .. Nowmber 11
. lh8nkSgMng Dar/·' . .
Day .. Thanksgiving
Dee81rmer 25
Ei!her·DeQ3i11ber 24 or DeceM:Jet 31 (see below)
Employees shal be axe&IS8d with pay far the .. ful ·.tlfOrt( shift on eilher December 24 or
Oecenwber 31. provided howewir that City •••. -remein open will reciJced staffing
levels; that Managemenl A\1C8irlS the right to d818th• te work· schedules, and that neilher
day be>COnsidered a ho&dayfor putposes d premUn pay. If employees are notm<aJSed
.pt.l'Stift to this prowlsion. one shift of vacatiOn credit wl be. added to their vacation accrual.. .
· In #18 event that any cA the abema ltioned·days, except for December 24 or December
31. falS on a Stllday, the folowing Monday shall be considered a holiday. In the event
that Blft of the atorementiOned dayS fals on ·a Saturday, the preceding Friday shal be
C(JnSidered a'holkllly.. If DeceQ1bel" 24 aid 31 falls on Sunday, tl80 the. preceding Friday .
wl be deslC:J1ated fCr pu-poses rJ the holday. Exceptions to this provtsiort are listed In
AJJpendix· E .
. JKlan a. .. fDr ftect tfalldU&.
(a) AM.~ etlll be paid a ful dafs pay at their regtdr straight time baSe
hold/·• for ti~~ 8S defined heaeiL
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(b) An employee must be in a pay status on the work day preceding !he holiday
to be elgible to be compensated for a holiday. This subsecticn does not
apply to an employee who is on an unpaid medical leave or absence of Jess
tha1 five (5) days.
Stctlon 3. WOik on Bxld HolldQI. Any employee required to work on a fixed holiday
shall be paid time aid one-half for such work in addition to his or her regular holiday pay.
Work on a fixed holday beyond the number of hours in a regular shift shell be
compensated at double time and one-half.
(a) Art employee whose·worl< schecUe requires that his or her regular days off
be other than Saturday end/or St.may st.,a have an additional day off
schedUled by lhe depalb118nt in the event a fixed holiday fBls during his or
her regularly soheduted day off. EYel)' attempt will be made to schedule the
day on a mutUaDy agreeable basis. If the day camot be so scheduled, the
errlJk>yee sha8 be paid for the day at the straight time base ~·
(b) Fixed holidays which fall during a vacation period· or when an .employee is
absent because of illness Shall not be charged against the' empbyee's ~or sick leave balauce. · -
Sactlon · 1. AI 211 Pap Oft Floating days off with pay· w1 be scheduled by
Management 81 folow& so as to produce 1hree-day weekends: ... ·-·, ·, .
Jme 1989
At . JSt 1989 0 , ,
9eplember 1989
Mach 1990
April 1.99o
JUne1990 Al , ust-'·1990 Jgt
S9prember 1990
March ·1991
Aprl tan
-The fQllowk1g conditions wl hold:
One floating day off.
-One floating ~ off
One tloatir ...... ol aa~, .
One floating dSV .Qff
One. loati lg dely Off
One tloatitg day off one loalilQ day ot:
One ftoalittg day off
-One ftoatil ~ day off
-. 0ne floating' ctay on
. (a) Management will designate the ~ of 1f1e paid day Off UldElr this
9ICb1 at 184'SU.hirty days in advance~ . · . . · . .
(b) If In C011for1 raice wfth this section Management is unable to schedule. a day
· · olf·in the moc1t11 irdcated, for reasons of shift~ work Schedulng
or any other reason. the day wl b8 added ID the employee•s vacation accrual. .· . , , , ,.
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(c) If an employee fails to take a day off as scheduled by Management under this
section. the day off so scheduled wl be forfeited.
ARTICLE XI • VACATIONS
Stctlon 1. Each employee shall be entitled to an annual paid vacation. accrued as
folows:
(a) Less 1han four (4) years• continuous service-ten (10) working d8ys per year.
(b) Four (4) -years' contirluous service through eight {8) years• continuous
service-fifteen (15) working days per year.
(c) Nine (9) or more years• continuous service-twenty (20) working days per year.
Employees may accrue up to three times their annuaJ vacation leave without loss of
vacation days. In the event the City is unable to-schedule vacation and. as a result
thereof, the employee is subject to loss of accrued vacation the City shall extend the
vacation accrual 6mit up to one year in which time the excess vacation must be scheduled
and taken. As long as 1here is no interference with departmental operations, there shall
be no unreasonable restriction of increments of use. Employees shaU complete ~ (6)
months' c:>ntinuous service before us1ng accrued vacation leave.
$Bellon 2.. .t:IQldn Falllng Oudng YICllon. In the event a fixed holiday as defined in
Article X fals wilhin an employee's vacation period, which would have excused the
employee trom-work (and for which no other compensation is made). an additional work
day for such holiday shall be added to the vacation leave.
Slctlon a DJ•• Pwltl-vacaaor~ When an employee becomes HI while on vacation
and SUCh illnesS can be SujJported by a stater.lent from an accredited physician or the
employee is hospitaliz8d for .any period. the en1ployee shall have the period of iftness
?*'Q8d against sick leave end not against vacation feave.
§octlon 4. &;Gi1l8CI vacauon Pu to.r Dlc•nfd -.. >.n emp1oyee who is
eligible for vacation leave-and" who dies while in the mtmlcipal _ service shall have the
amount of any accrued vacation paid to hisjher estate within thirty days. This proration
will be computed at hisjher last basic rate of pa;.
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S1Clkm 5. -Effect. pf &1wWad MllltMY L.eaye. An employee who interrupts service
beCaus8 of extended mltary leave shall be compensated for accrued vacation at the time
.the teaVe becomes effectNe.
Sactlou 6. YJ1C111on at Iwmlluphl. Employees ~aving the municip!I service with
accrued vacation leave shall be paid the amounts of accrued vacatior I to the date of
termination.
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AflTICLE XU • LEAB PRQYISIONS
StdQn 1. Sick I WI·
· (a) The City st1all provide each employee with paid sick !eave, earned on a daffy
basis and computed at tiie rate of 96 hours per year. with no Hmits on
amounts that may be accumulated, except that for employees hired after July
1, 1983, sick leave accrual accumulation shall be timited to 1,000 hours and
subsections (a)(1), (a)(2), and (a)(3) shall not apply .. Payment for
accumulated sick leave at termination shaU be made only in the following
cira.mstances:
(1) Elglble employees who .1$ave the municipal service or who die while
etTiployed and who have fifteen or more Years of continuous serv;oe
shall receive compensation for unused sick teave houi's in a sum equal
to two and one-half peroont of their unused sick leave hourS multip&ed
by their years of continuous service and their baSiC hourly rate of pay
'at termination.
. (2) Ful sick leave accrual will be· paid in the went of termination due to
disablfty.
(3) · Employees who retire from municipal service who 11ave· fifteen (15) or
"1C)(9 yess _.of continueµ$~ may at .#18ir option Convert al or .a
~ of ttwJij' unused sick leave hours· to paid . City Employees'
Mecfcal Pieri.premiums for the ~only at~rate of.one mQi dh
fQr every 8ight·hours of sick feaVe accrued. This "oplilJ.i is open ant-/
to employ86S who retire during the life of thiSAfl aemer1t and Who are .
cover9d by the City Employees' Medical .Plan or exercise 1heir option
to c:orwert to'1he City Employees' Medfcal Plan upon· '81irement
(b> ua at Bi* toave, Sick ._,. shal be alQWed 8J1d u5ed 1n C8$8S ot actua1
periOOBJSidul8Ss or disabily. rnedi<* ~::dental~ or 115 authorized
for personm busfnes$. Up to five daya sick 1eeve· per year ~ be used for
illness in the immedate ~-A new emplotJee may, f necessary, US& up
to forty-eight (48) haws of ** leave at ~ time _cltmg the firSt six months
cl employment.. Arft_.negatNe balances genen!lled by such utilization wiJI, be
charged against~-eccrual or deducted from final paycheck In the event
of terrriuation. -· · · ···:J
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(d) Sick leave wlff not be granted for Illness occurring during any leave of
abunce unless the employee can demonstrate that it was necessary to come
tITTder the C3"8 of a doctor while on such other leave of absence.
(e) Rstym to Wodc With Limited Duty. Upon approval of department
management and the City Risk Manager an employee may return to work for
doctor-approved Hmited dUty. Approval for return to work shall be based
upon department ability to provide work consistent with medical limitations,
the location of the work assignmt nt, and the length of time of the limitations.
1he City doctor may be consulted in determining work lirnftations.
Section 2. 8artaytmtnt LIM. Leave of absence with pay of three days may be
granted an employee by the head of his or her depariment in-the event of death in the
employee's immediate famHy. which is defined for the purposes of this section as wife,
husband, son, sorHrMaw, daughter, daughter-in-lsw, mother, mother4n-iaw, father, father-
ifl..faw, bmther, brother"·il'Maw, siSter, sister-in-law, grandmother, -grandn10ther-in-law,
grandfather, grandfalher-tn-law, aunt. uncle, or a close relative residing in 1he household
of ttle employee. Such leaY8 shal be at fun pay and shall not be charged against the
employee's accrued vacation or Sick leave. Request for leave with pay in excess of three
(3) days shal be subject to the written approval of the City Manager. Approvaf of
additional leave will be based on the circumstances of each request with consideration
given to the employee's need for additional time.
StctlgfJ 3. ... , Ltfte, The provisions Of the Military and Veterans' Code of the
State of Caifamia shal govern the gi 81 lting of mitary leaves of" absence and the rights
of employees 1ttltming from sUch leaves.
StctlDn 4. Lan Wlhoul f'U. -,
(a) Disabiftty. · Leaves Gf absence without pay may be granted in cases of
disability not covered by sick leave. Pregnancy win be consk:Jered as any
· other disabily._ Leaves of absence for disability are subject to physicians'
"9rification inckdng diagnosis and medical work restriction.
(b) C>lf'Jm' Leayes, Leaves c1 absence without pay may be granted in cases of
personal emergency or when such absences would not be contrary to the
best intereSt of the City. NOrH:fisablty preoatal end/O( postpartum leave is
available under this -proVision, but such leENe shall not begin more than six
months prenatal nor extend more than six monthS postpartum.
During oopaid lew of absence for disablty or other reasons, the employee may elect
to use accrued vacation credits. Requests for leaves Without ~ shaB not be
unreasonably denied. In order to avoid misunderstandng aff leaves-without pay must
be in writing IO be effective. ---
Stclloo 5. Jur.r Duty and SubJ1o1na1. Employees required to report for jury duty or
to_ answer subpbenas as a witness in behalf of the St8l8 of Cafifomia or any of its
agencies shalt be Qi anted a awe of absence with pay from 1heir assigned duties until
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released by the court. provided the employee remits to the City aH fees received from
such duties other than mi\eage or SUbsistence allowances within tt'Urty {30) days from the
termination of jury service. .
When an empioyee returns to complete a regular shift foliowing time served on jury duty
or as a witness, such time falling within the work shift shall be considered as time worked
for purposes of shift completion and overtime computation. In determining whether or
not an employee shall return to his or her regular shift following perfofmance of the
duties, reasonable consideratJon shall be given to SUCh factors as travel time and a period
of rest
When a combination of City work time ald jury .duty equals 14 ·or OlOf9-hOln tn the 24-
hour period immcdat8ly prior to the employee's shift startil ag time, the employee will be
a8owed a rest period of eight hours. >rtf portion of the rest period falng Within the
employee's work shift will be considered as hours worked and compensated at the
straight time rate. This· proviSion does not appty to conditions or bona fide emergency.
Bona fide emergency ·conditions ,.... conditions involving real or potential loss Of service
or property or personat danger. ·
§.ecUoo 8 •. Dna-Off to Vote. Tme off with pay to vote in any general or direct primary
etection ~ be gnu lted 8S provided in the State of CaJifarda Elections Code~ 8nd notlce
that an empioyee desires such time off .shall be given in aocordat a with the pnMsioils
of said Code. .
!i,eCllOp 7. In case of diSapproval of~. r8VOCl;ltion or car.celle';ioo of an existing
leave of absence, notioe shall be ·sert. tij certified ~ retum·recelpt requested~ to ..
~'88 statif'9 the. date. of sudl· action. the reason and • specifiC date to i9tun'l to
work, which is not lesS 1han five· working ~from date indicated on return receipt
Slclion a, Plnlr,rNil Blmin111.1.MyeQJamr1"11a.to Sick L.eave. AB emp1c>yees shaft
be grai1ted up to twenty (20) hex.rs personal business leave ·per calendar year,
cilargeable to sick leave. The employee need ·rd dsdose the l'98$0f1 ·for the personal
business.. The scheduling of such leave is subject10 the 8pproval cl the appropiiate lev9I
of Management. ald such. approval shal not unreasonably be denied.
stctton 1. 1he ~shall make every effort to ensure that emp1oyees RtS001ng
work folowing a~-~ to-SeQlions 1-10 sblll ·be ·F8kl'ned .to the assigrment.
shift, end/or workJacahn held immedialety priQr' to ht leave. If the employee cannot
be so assigned. he or sl'1' shall. upon request, be granted a meetiig wilt) department
management to dsaiss.1h8 reasons for the change. UpOn request. the employee shal
be afforded Union~ at such a meeti11g. · · ·
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ARTICLE XIII • WORK.ERi' CQMPENSADQN INSURANCE
SacUon 1. lr;dUltrlll TtmPQCICV Qlsablllty.
(a) While terr;porarily disabled, employees shall be entitled to use accrued sick
leave for the first three (3) days following the date of injury and thereafter shaft
be paid fu8 baw salary for a period of not to exceed fifty-seven (57} calendar
days, Ulless hospitalized, in which case employees shaR be paid full base
salary for a period not to exceed sixty (60) days from date of inpy. .
(b) For any temporaly disability continuing M}tond the time limits set forth in (a)
above, employees shal .b& paid two-thirds (66 2/3%) of their _full base salary
at the time of injUry for 1he duration of such temporsy disability in
conformance with th& State law.
{c) During the period of temporSry disability, an employee's etig.bitity for health,
dental, life, LTD, or other mured program·wffl contiriue with City contributions
at the same rate as for active employees. In case of Subsectiori (a) above,
the employee wi!I continue to accrue vacation and sick leave benefits. Jn the
caseof SUbsection (b), Sick leave and vacation benefits shall not be acaued.
SacUon 2._ Trwntoa for PermanenUv Disabled Emp1oy111. In the case of permanent
cfisabMi'y due to an ihjlM'y ooourring on-the-job on or 8fter January 1, 1975, 1he aty·agJees
to abide by Tiiie 8, Chapter 4.5, Subchaptel" 1, Article 12, ·Rehabiltation·. Sectioi1s 1001
through 1001a of taa Cafifot• 1a .Administrative Code, which provides 1hat a ptiblc agency
wl make ar alt''* ·to qualfied qiJry workers such a re~ program. SUch
~ bentl1ils are additional benefitS aid shal·not be converted to« replace any
Workers' Cot11p8nS81iofl benefits. The City agrees that when any permanently disabled
employee requests such rehabilitative benefits, the City wl meet with the employEie and.
Union tepJesentalNe or legal counsel if desired to consider torrnu=atr.:Jn of al appropriate
and reasonabl& progt-'1 ..
ARTICLE XIV • BENEBT PROGRAMS
SC1CJP 1. ll•allb ~ The City shall pay al premium payments on behatt. of
employees who we eigibte for Coverage ·under 1he heallfl plarl$ as described in
Subsection (a), (b), or (e}. · N¥ premium rats inaeases · during· the life of this
Memorandum of Agreement shall b8 paid by the City. The fOllowing options wil exist:
(a) En'*1fee and dependent coverage ln:ier the existing Kaiser Health Pfan S
Com~ including the Drug Plafl Ill optiori.
(b) ~ and dependent coverage Lllder the existing City of Palo Alto
En\~' Heafth Plan wilh major medicaf maximum m $250.000 . .
{C) ·llt8. City shal, upon submiltal d evidenced payment. ~ up to $110
per month wilhaut Medicare, and $72 per morllh with Medicare, of mediCal
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plan premk.ms on behalf of representation unit employees .+la retir8 from the
City under service or clsability retiremants. The retiree may select any
medical plln. The plan may cover eHgible dependents as dafinOO under the
City Employees' I teallh Plan. No reimbursem9flts wiff be made for plans
providing benefits other 1han medical and health benefits.
(d) ~ May 1, 1987. the definition of .Dependent'" in City Einployees' Health .
Plan shal include f1ITf other unmarried person under age 19, entirely
supported by 1he employee, permanently residing In the employee's
household and for whom the employee or the employee'"s spouse Is (or was
before the person's 18th birthday) the legal guardian. -
(e} -As an alternative to ($), (b). (c) end (d) " this 8eCtiOn. the_ City may elect
duMg the 1Brm d this agreement to COf dract wfth. the Cellomia Pubtic.
Employees' Retirement System (PERS) for participation L«lder" the-Public
Employeeft Medical and Hospital Cse Act.
If 1his etec.tion is made. the details of imp1amentation of the ftexible beriefit ~ wil be worked out on a mutually agreeable basis. During 1he term of 1he
Memorandum Of Agreement.-!he CilY wiH pay any ptamium rate incrw~
under the pf;RS Medical Plan, 1'1d the ~ plan.~ pn:Mde··(Or'
Cly payment d ful premium_Ulder any of 1he ·PERS~ Aan opticnS.
wlh-alngle ~-for emploJees wilhout:depeudents, ~nd:bOlh single r ~ -dependa It cCMwag& for employees with dependents. · -
-lidAO a.._.':--· t1n1oft/r 1 : · llDI >COM ew••Mni Qlili nm11. A joint
·. -~ Conwnittee,-wilh 1he Union haWlg ttvee·:{3): appdtiltiGS, ~ be
" _astaf:lfished. __ TI,1$ ~niltee shall cOnduct a-study of-measures,~·lmiting-intn!esed
< _hfallh plan c»st. '. -------
.Cost saving ~ to be investigated by the Committee shall include, ··but not be
. ~sited to, alteri1g Utilization patteli is 1o encourage· cost ·effective ~ and· to a\40id -uneieceSSarY • -ot~ in-patent.care. · ---
(a)
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(b)
<er
{d}
HonJeeare.--o.i-pdienl care wt out-patiere sUrgery as allemalives to ler1Qlf 1y "l10&J4'alz8tion; --. •
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-~ ~ programs, including. hypertenSion maintenance program; -_
_Education or metnbers tQ vakJe a~. cinQPton: inCJ9ased:.--..... prograin; ----···_,.· __
_ ~ ••l&tive to medical, drUO 8Ad alCohot reh&b:programs tor usei'i
-special c9111s; ii~ c:d-plitient CPVerage as all8rnitN&to h-palient an.
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The cOmmatee shall ... regutMJandmake ~~lmplementcPSt stMng -procedUreS. oonsilan--.W. .. ~ ..... -for1h aboW. cSt.lch,~ st18I be
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implemented when mutualy 8gl Md to by the parties and may recorM18f'ld additional
measures, consistent with the goals set forth above.
St,Qtlon s. Dental PflD.
(a) The City shall pay al premium paymems on behalf of employees, and au
dependents of employees who are eligible fer coverage under the City's self-
funded denlat program.
(b) Effective May 1, 1987, the· iefinttion of •Dependenr in City Employees' Dental
Plan sh81-indude any other urvnanied person under age 19,. entirely
supporte(j _ by ths empk>y&e, permanenUy residing in the employee's
household and for whom the employee or the empk>yee's spouse is (or was
before the person's 18th birthday) tJle legal gt.adiai1.
(c) lhe del d8I plan maximum ben$tJt per calendar year Shall be $2.00D beginning
-with JanuarY 1. 1990.
Section A .. When 8 City employee is married to another City emplo)'ee--=t1 shall be
considereQ:.as ·an amp1oyee for purposes d health and dental c:Overage, provided
however ..-neither shaR be cownd-as a dependent of the ottw. artd dependent
chitdren, if any, shall be COilered by or1y one Sixrus&· _ .-_
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SacljOD-a : Bfecti'ie Ju1Y 1. 1987, the proWion •dened to,as the ."bitthday ru1e· shal be
added-to~ ~ on BenefifS~ seooons of the-Ci.ly~· Healltr Plan and Qty
Ei11>foyees. --~ Plan. The 1*tbdey ruae· ~ ht when two ,.. C0\191' an
irldviduat as a·d8pBndent..that P81 shall be Ptliliiity_·whic:h ~ t11e··hividuaf as a -
dependent-d a person whose dale of·bl'ttl, -~ ,_. m birth. ocon ~in a·_-
calendar year. If the-other Platt does h8ve a Coordi"lalQi Of Benefits ProviSiOO. but does
not haw . this provision repd.f 1g-date. of birth, the -provision Of the ~ PJan wiD determine. . --
Section z, BuJo Ufa IDi&Dnct. The City agrees to continue,the basic life il'lsurance
plan as cmentty _in etfect b·1he term cf this MernoranduJn of Agreement.
s.chn & -*"' C8QL Effectiy8 begiVling July 1, 1989 .. the City Wft'dfer ~ care
cow.rage for atnploye8s ~-dependents. Cownlg&is ~ tO ~ Deductibkt Plan
A Wlder the Vision 8es'vice ,Pfeil wlh mor:thfy prerriums paid by _the. employer.
Sedlon 1. DlfllDld Gclr--...an. The cay sh&I make av9iabie the neQeSSarY
payrot ·deductb't·fhi~:~ to proVkle a d$ferred comp8nsation plan.
Sectipn 10-UPI JntDN tTr ........... The aty shill ·eondnue the long term
diseb*y~pan ~ .... deQtlorthe tam of~ MemGr1'ndum of Agreement.
Employee coverage iS subject tO a-VOU1lary payrcl declldian of-. insurance premium
appliC8ble to the ..._ ·$m)D· d moiliHJ-letal'y for PIM B «the first $1800 of monthly
-S$lary for Plan k. the City .. pay pnlft'ildl1S in ... 1hateof. -
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The City Will pay up to $17.50 per month toward long term disability insurance premiums
for those employees without eligible dependents covered under the health insurance
provisions.
StcllOD 11. U'llty Dllcount. Eligibility for utility diScount for employees with
employment dates beginni1g after Apt 1, 1s11, wm·be discontinued.
StcllOD 12, . ..,, Dll!llRY IQll«#M:a StlldJ. Parties agree during the term of 118 Memorandum cl ~eement to jointl'J' study the posslbity of -offcriig State Disability
Insurance to repteSentatiOn unit members._ -
Sec10n 1a _.... ear.e AlslltllJC9 PtPgram .. 1ha City wil pfO\ride a ~t
Qn Assistan08 Pr<>Qram for ~-according to the proviSions of the F-ed6ral
EconOmiC ~Ali d 1981, COd8 8eclkM_IS 125 and 129. The p"Oglam WI begin
00 January 1, ff&. PrOghiln detai1s wil be d8v9loped and reviewed with the Union"prior
to the implenlentation date.
&ICtiOD 14. ~-L.taye and Tulllon-~
@) City _wil reimburse expenses for tuition~ books and cunicuJt.m fees incurred
by non-prtibationa employeE-s"wiltin the ~epresentation ri, to a maximum
of $500 per fiscal year. for cla$$81-~Jen by 8ccrediled ~of leanif'4l, _
ar-approwd sped*Ad'tnlilWig-greups. The~ requAment
.... .wed for~~~ when_submilling.reimbutsem8nt
for ~-certilcalb .... --The City v.fl' 8lso ~ pofessiofiaf -
--~·on, oai~ and ·coclference ~--1-si·professional
books andJ.ieriodlcats · -Al pograms efigible ·undlt 1his saciicr;: must either
--contribUte tO ~ ~· jCtJ ~-_Of' prepare the employee. for
other·'CiJ:'.J)OSitions, Md must. be"apprtwed-ln advance~ City employees
wishirlCllD ~-in educallonal progaams lnvoMng working time may be
_ granmd~1'8SCh9dlded time r departfnentaf ~~ pem1il ---
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(c) Requests for tuition ~wilt be ctltenrined tb 1:)8_ ~-ii~
unless $Jfticisnt ~-is .prf.Mded -to ·support ·hQW the course 0r
seminar·is refated toiml)i'Qving ~Jn #)t-.~·s cumn ---
po&ftior1. Reimtusement reqµes19 maym ~at any time. but wil:.._
~ pnxe;sed on a qu&t1erly ~ ---·
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ABTICLE XV • REJ1BEMENT
Stctlon 1. The City-_wll continue the present benefits under the Public Employees'
Retirement System 1 /50h at age 60 forrnUa act Employees who retire and were
employed by th6 City on or before April 1, 19n, and spouses of deceased employees
who were employed by the City on or before April 1, 19T1, shaB continue reductions in
utirlty rates. Al retired employees and spouses of deceased employees shal also have
residential privileges at City libraries, refuse disposal area, golf oourse and swimming pools.-.
-Stctlon 2. Effective with the pay period induding May 1 t 1984, 1he City wil pay the 1%
empoyee•s retirement contribution to the Pubic Employees' Retiren:-t System (PERS)
exCept that, subject to the llTitation al as>l)lcable law/or inoome • regulationS,
erriployees Who file ~ Personnel Action Forms wilh 1he City Personnel Department
prior to April 1, 1984, indicating retil ement dates from ~ 1~ 1984 through Apri 30, 1985,
shal not receive this provision but shall instesd receive a 5.6" pay increase effective with
the pay period including May 1, 1984. The City Attorney sti(ll make all legal
d8termin8tionS relating to this exception. For purposes d ~ hereafter, the
payment by the City of the employ98'tl contribution shall be deemed 1% adjustment in
salary for the year May 1, 1984 through April 30, 1985.
Stctlon a ~ Section 2 ~ employees may _elect m convert ~ 7%
Cly-paid-PEf$· ~ to a salary ectj1.1$b11811t d equal amount on a one-time
irr8Yoc8ble ba\ISfs_ -far the final twelve morrJls _ ~ prior to a service retirement.
provided that al fJI the fOlowirlg conditions are met
(a) -· Th8 employeEP must nEr.te at least 20 years ot City ser,,;ce es at the date of
retil~ or for _emplt>yws hired prior tO May 1, 1989~ muSt attairrat teast
the .Q -Qf 55 at the data cl retifement. or quaff/ for the maximum PERS benefit _factor~ -
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(b) Twelve mol lltlS prior to 1eliem61d the -etectiOn RIJSt be made and senrice
application filed tor a· reti1ement date-cestSin.
(c) . If clsFlbily reti8lnent~ocan. oOnwnionrevwtstooriginaf City·
pact PERS-employee contrtuil)n· slabs
(d) ·fJurinO the 12..,0Qrllh conversion period. _tflo empkJVee shall pay PERS
employfle ccnlrlUions.
(e) M_ pp~ ~--·this 5'tisecbl are saatjact to and_ mnditioned ~
canpl&nce_wilfllRS~. _-.· -
-MDG''-XVl·P-
--illlpn 1. .. •• of ftddlll. The Cly shell prtMde all employees within the
~·-uijl•-pilrking -~ in-the Civic. Cen8r' garage at no .cost to ~
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employees. The City wll proWie bicycle Jockers and motorcycle parking areas for City
empbyees at n11..1Uafty agreeable Wort< locations.
Section J. parking Lot lacurtty • Munlclpal S8rytcl Clntar. The City wHI pr°"ids
fenced and locked parking facilities for Municipal Service Cerner employees. Procedures
will be estabtished for entering and teamg the parking facilities.
ARTICLE >Ml -PHYSICAL EXAMINATIONS
If 8ftf non-probationar. erl1ployere who iS required to h2Y8 a· City-provided physicaJ
exaniination not related to workers'. compensation programs cf1Sagrees wRh the findings
of ·the City~ physician. he/She may OOnsu1t with his/her own physician and. if . his/her-priYate physiciarf s report COi dliclS with that .of the City physician in terms of ability
to work at his/her regular Job, then he/she may request an evaluation of ha/her problem
through a third physician mutually agreed upon l7f the employee and the City. Cost for
-~ examination wiU be equally shared and 1he decision of this physician concerning the .
continuing ability of the empk>yee to perform his/her work in hisfner r~ job without
exposing.hirn$eff /herS81f to further injury as a result ot his/her condition Shall be the basis.
for returning 'the empk>yee to his/her regular work.
M:IJCl,E 1YU1 • SAFETY
h?U9n 1. tt•a!PMll Wttr 111 _. · 11· · The aty stl8I ynmll and usesafetydekes ··em· safegualds.-.and-·shal adopt·uSe ~ ~;.:-~, cperatior1s ~ ·
processes. wt*=h ae ·reasonabiy adequate to resider sucfi· employment and plac8. of
employmfJntsafe; in conformance with~ safety reguietions. underttle State Labor ·and Administrative CQde, sectianS... · · · · · ·
. . .
· lhe City shalt not RKJ*e or permit C'I ernpb/ee 10 ·go to or be. in aiy employment or :· · · .. ·
ptace of~ which is not safe. . ' . .
lll;lolJ 2. Union ¥Ail coopaate wilh·the City b'j aiccuaging al employees tO pc,wfolm
their work in aearema·•· · .. -. . ' .
. &M\00 .la '!'"' ConlnN••• -~·.11'•!$11· ~ ~ ~QOmPO$Sd of . .. Managerneill and·tJnlOn Stettrta1ds.1A·ttw-bef0w'1Sted·~·w1· ..... no less 1han ·
. ten times annuelv:to discus~ safety'.~ medK>de .. d ~J._.dl, . .,nd ~ . · QOflduct....-....~. TifS shal in no -.famova..,.~-, · ·; -~.-ol-*8faty . -7"--~· . . .., .. ~~ -. ·. trom~ norshal it·intnywt\Y _.the reapcx..._,d!he~ to report. -·
llliaf8 ~ Cbatf . ..s·tnmeclatelt/ to his~« tier~.-·· ·
-SOCltal end Community. Sarvice8.
PublO·Woftcs W•~G&s Was.lewater Field Opalalkw'5
~tc Field .Opetallont . .
·W1'v·aaayCantro1
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(a) A committee composed of one facilities management representative, one
building Inspection representative, two Union representatives, and the City
Risk Manager wilt meet at least quarterly conaming safety matters of the
CivlcCenter.
(b) A ten.member Citywide Union/Management safety committee with equal
Union and Management membership will meet upon can to review safety and
oocupational heaJth standards and practices, discuss overan City safety and
health problems, and to act 85 an advisory group to the departmental· safety
commtttees. The committee shall review all departmental safety prograins '
and recommend change where necessary.
"
(c) In cases of dispute ar1er safe working conditions the employee will first report
such unsafe oonditiOns to his or her supervisor and every ·attsmpt WI be
· made to r8ctify the problem at this level. The employee may oontact his or
her steward to assist in the resolution of the dspute. tf the problem cannot
be resolved the Risk Manager wiB be COl"8ded and the problem will be
addressed through 1he interpc 8l8tion of the basic safety rules and regulalions.
Should the prablem rot be resolved at this step, the grievance procedure Witt ·
be utilized. Safefy grievances shall be submitted at Step flt·
ARIICl.E XIX ·GRIEVANCE PBOCEDUBE
S9Jaan 1. The Cilv ~ the~ Union recog11im 1h8t' early settternent of grievances is
·~to sound 8mplap9 ·filTIPloyer relations ... The parties seek to establish a mutually
8$tisfactay method-for 1he. ·~ of empkJyBe grievances$ or Union grievances as
pttMded for below· Jn pr9senting a ~.·the aggrieved-811d/or his or her
reipresent8tive is Sssuredfnltedom ~restraint; interference, coerdon, -discrimination or
reprisal. Release time for investigation and pmcessii1g a grieVance is designated in Article -
lV of G1is Memorandum of~ ' -
(a) An UIY8SOlwd oomplaint or diSpote regar<ing tfle~ of interpretation
~ ru1ess regulations, poliCies. ptoc::edur'8, MernofSldumof Agreement or.cay
ordinancee of resolution, relating to terms or conditiOOs of employmer4.. wages Or fringe benefits. -,_ -'
(b) An ilPP88I from a ~-action of any kind against an empoyee cowered·
by this-~ of Agreement.
'---
30
---
. -;: --..... · ·..,1..:-··} • -
.. ---..:;
~' _-. ·.r',' ."'
-'; .\ : ~,~
'·~·. -.. ·
~ '' ;:<' ·-,. -
~:. ~~,: _ .... _ ....
~~-
._,-·.,,.
~_'.:.
•· "i ,•, ..
---
------;~~.:· :~ .
~~-~~~'" .· ,, ,. ·-.-.
[. ·._·.
:-;. ; •;. ·•.';_.,:,~: "'.:I.-·
·. --
of agreement. 1he Union wl be notified prior to the implementation of any
settlement made which affects the rights or conditions of other employees
represented by-the Union. The Union wl be copied on al written
representation uni grtavsnoe decisions.
(b) -An employee and the representative steward, if any, may use a reasonable
amount of work time so long as there is no disruption Of work, In confenirtg
about and preser1ting a .SJievanoe. Beginning with the third stEP of the
grieVance procedure, the Chief Steward or Aftemafe Chief Steward may assist
in preset itil ag a gri9vm1ce and may be presad at all Step Ill. IV. -and V
grieva'ice heeriilgs. '.
1c) The time limits specified tn 1his ArtiCle be extended by mutual_ 1 tt ~ _ may __ _ . agreena_
in writing of the aggrieved emplOyae 01' the Union and the reviewer concerned. -
{d} Should a decision not be rendered Within a Stipulated time limit. the aggrieved
employee may ii11aediately appeal to the ,_ ·$tep. -
(e) · The grievance may be CQilsidered ~ if the decision d q-step is f'.10t
appealed within--~ $pecifi8d time limit.. -. --. . -" --
(f) _-.,-~-:~~s)orlhe.Union_-.. _ and~~------appl! --·-Ullftf•--'"""'¥""'.J~ ----~ .. ·--. heed .i'll$J 'mutually to walWt--~ l_-8nd/0r Slep, II-of the-~--~-'~: -agree__ -: ,__ ----__ ;-----~-
(g) ---~~shat b9-~ on~ ~~·1Pithe City or.en -tqnnfwhld1'~-l'iQually i&Qleeable to_• Qlf ~ _,. Ut*n , -
(h) Ml~-on ~~--Shall·-~ lmied t0.1he dale -of --
--ocCurnJnce, except in ~-~ Wil --~'-~:QI~:: _prior' tD three -
ritQrlhJ~the~wasfiledin~--: -_ · -
---m -rr -~ iSfJled t>ymore 1il•fone~ ift-..bG;gainfnQ oo1. t1e
.Union may. at its cpdor-1, ~ it to a UnJG.n~ "'8t:.$J8p ~ d tile
~fol!-~ -~-~rntAY*°tlea~tn .... ~_ when, ..-. . ._ ~-of 'AIJ•~ _a ~-right nQI dlactly :
RJl89d _to .. indMduaf--~ becomes lhe subjeCt of dfspUtl~ -Unjod"
-_~shalcotnpfywithalpf118~~·~~~-
sllfttn 4.' .,.._ ~
. ~ · ... -. , : . ,,.: . . . . . . ,· .
--,
' i J
·1
I
m., II. If 1he grievance is not resotved ttvough the informal discussion, the empk>yee
wil reduce the grievance to writing and submit copies to the dMsion head or equivalent
level -Management employee as designated by Management as appropriate within ten
working days of the d1scussion with the immediate supervisor.
The division heed or equivalent level Management smployee shaft have ten working days
from the receipt of a written grievance to review the matter and prepare a written
statement.
stlJ) II. If the grievance is not resolved 8t Step H, the aggrieved employee may appeal
to his or her depar1ment head in writing within ten working days ot the receipt of the
division head's response.
The depat b 1 tent head shal have ten working days from the receipt of a written grievance
to review the matter and convey his or her deCiSioil by written statemertt.
Step IV. If the grievance is not resolved at Step Ill, the aggrieved employee may appeal
fo an Adjustment Board. Appeals to the Adjustment Board shall be made in writing and
directed to the Pers.orin8I Director within ten wortdng days of receipt of the depar1ment
head~s response. The Personnel Director shall convene an Adjustment Board within ten
working days of receipt of the appeal. -The~ Board shall consist of tWo persons \
appointed by the Union and-two persons appOinted 17t the Ctty Manager.
The Adjustment Board iS empowered to cal City employees-as wimesses~
Within 1he-ca----ot Step IV, Iha Adjustment-90ard wilt have ~ same powers and
limitationS to setlle"-grievances as·ai arbibator. -
A-majority deCisiOn of the-~ Board shall be final. and binding.-1he Adjustment -
Bdel'd shall render ils findil lgS and dedsion {If any) to the parties within ten Working days
of its meeting.
stea V. If the grievance is not resolved. at Step IV, the aggrieved employee may choose
between final and binding resoluticn of the grieVances ttvough appeal to the city Manager
or through appeal to final and binding grievance arbitration. For .the term of this
Memorandum d Ac;,eement, appeals to final and bindi 'SI grievance arbitration may be
processed only wilh Union approval. M-Step V appeals must be filed in writing at the
Personnel ~ Office within ten working days of receipt of-Adfustmel'1t Boarcfs
disposiliOn under step N.
1f the aggrieved employee elects final and binding resolution by the City Manager. the City
Manager wl choose the methods he or she considers appropriate to review and setUe
the gricwance. The City Manager shal rw,'del'-a written decision to al parties diectJy
involved wiUWl ten ~19 days after receiving the en.,aGyee's appeal .
., the aggriewwJ employee elects find and binding llt'bitration in accordanOe with this
~. the p8rles-shal-rrutuaay select an 81tlibaaor:. 1n tie event the parties an"10t agr,. .on an _.alOf ~ _ti18y shal ~ request ia_panal of five erblbators· ftom_ the -
Callcr1*l S1ale Olr1clatton·Service or from the~ Arbitration Association lf eiltler
32
• .-• ,j< -• • • -·~ •
... :.
--1
1
-'~l
j ,
'-·_. -s
.
. : .-! --.--. • • • -' :.,;" ,-~:.e.•
. -~,'o --
~, -
,·• .-. .:;.. ...
:·.~
·-.:: .. ·-
-'· :-._: ....
.. -
~; .. ;-. -
,;.•,.:,-._ .-
·.
party objeQtS to.the S!BbtCorclllllon Service, and select an arblbator t7J the altemale
strike method.
The arbitrator shall hive ~ n aJtho:tty or*1 to interpr~ apply, or determine
eotnpl&noe wilh lhe prcMlionsof ttll MllmOlandum of Agreement and such Merit System
Rules. reg1 tlations, poloil1. ~. City orclnence8. '880lution8 refatil 1g to terms or
conditions of empkPJmert, wages or fringe beneftts, as may hereafter be in effect In the
City insofa'" 8S may be ,.._, to the detemlination ol grievances appealed to 1he
arbitrator. The 81"bibator shal be without J)O\rM to make Br'rj decision:
(1) Regarding matters of ii daest.
(2) Contrary to, or inoonsfstent with or modifying In &nf way, the ams of
this Memorandum of Agreement
(3) GIWdi -a wry wage Ina eases or decreases..
The arbibato shal be without authority to requn the City to delegate or relinquish SI?/
pcwers Whicl1 by state law~ Cly Charter the City cannot delegate or relincp.ish. Where
-either paty seeks nlbalion and 1he olher party daims the matter is not SUbject 1o the
sbibation prOwisions r:l1his ~ d Agr18ement, 1he issue of arbibabil.y shall first
be dedded ~-the abittitlOr U$lf1Q the standards and criteria set forth in Artide xx and
-WiihotJt ~ to 1he merit• d the _gtievm. I the -issue is held to be arbilrable, the
arbilralion proceedings wl be recessed fer l4> 101Ne workkig d8ys dt6ing which the
pel1ies 9t'81-attempt to ~the grtevanca --_If no l8$0UiOn is reached,the arbitrator
wil resume the ta.Ing Sid hair and l'88fiMI the issue Gr1 the malts.
Cop§es cA the a tllnittrs decision shal be submitted tO the City, the aggriiwed emptoyee
and lhe Union. Al drect costs 9ma1 I g· ID from 1he ilbibalfun proadure shat be shared
equally by the Cly_ 8'ld the 8fDiewd empfoyee or 1he Union. -,
--
_ MDCLE xx_~ MBMillFACJORY WfMK oR CONDUCT ANP D1SC1PUNA11Y ACTION
1he Ciy has the right to disc4Jlne, demote. er disdlafge empJoyees for cause.
--~ eiTipfoyees \l\i10Se work 91' Conc.ka -~but not sullicienlly ~to wanant dlsdpline. ~ « cischiirg8 wl be giverl a written notification
of t.Natisfactory work or conduct and ., oppotU1ity to i11pnwe. Faikn to mract
-~ ~ ~ to meet etendardll may . .....,. in d$Ciplne. demotior"., or dl8d1arge. , -:
Nolice d ~*Y 8tlliDI' must be In wwillng and...,,.. on ... ...,.,._ In person or
by~malpriC)rtothe~adion~~.· HoA1NW, inaxlreme -
sli nn:ra• where ._.. is re •onable cauae, the employee ~ be removed frOm pay 918t&.S immedrtety pendiag &Uch ___ ay actiofl. The notiCe must-be fled on a timely
baals wlh Iha Pel8cJ1•181 Deperllnent a1d included in l'9 ·~·s persol•-W:fle. The
-notice d t.lsdpil*y aclan 11111 iv;fude:
,~
•.;...
(a) Statement of the nature cl the disciplinary action;
(b) Effective date of the action;
(C) Statement of the cause thereof;
(d) Statement in ordinary and concise language of the act or the omissions upon
which the C81 IS8S are based;
(e) Copies of 81fr/ docunents or other items of evidence upon which the
disciplinary action was fuHy .or in part based
(I) Statement advising the employee of his/her right to appeal from such actiOn,
and the right to Union representation.
If the disciplinary action consists of suspension, any suspension time previously given
shall be aedited to the final disciplinary action.
ARTICLE XX1 .. HQ ABRQGAlJON OF RIGHTS
The parties acknowledge that Managemel Mt rights as indicated in Section 12010 of 1he
Merit System Rules and Regulations and al applcable Staie laws are neither abrogated
nor made subject to negotiation by adopf.on of this Memorandum Of Agreement
AR11CLE XXll ... OUTSIDE EMPLOYMENT
lh& provisions of Article 4.7 of the Government Code of the State of C8lifomia will govern
the detetnaaation of~ outside employment.
ARTICLE XXIU .. WORK STOPPAGE AND LOCKOUTS
The City agrees that it will not lock out employees, and the Union agrees that it will not
engage in 8"f concerted work stoppag9 or_ slowdown duina the term of 1his
Memorandum Of Agreement. An enlPkP/88 snaB not have the right to recognize the picket
line of a labor organization when perfonning duties of an ~gency nature.
ARTICLE XXIV • PflOYJU>NS OF DIE LAW
&ectlpn 1. This MemorandLln c:A A(#Jeement is SI lbject to al current and fUUe appicable
Federal and Slate laws and Fedelal and State regulatb IS and the Ctwter cf 1he City of
Palo MD and 1he COid iiion d the Slate of Calfomla.
Should 8fPJ dthe proWlions heiai• 001118iaeit be raldered or declared invald by reason
of any existing Stale or Federal legislation, such invalidation of such part or portion of this
•
. ' I I j -,.]
-1
_,
' ..
--------------~---
-~-.· .
MemorandtJm of Agreement shall not invalidate the remaining portions hereof and they
shd remain fn fuU force and effect. insof• as such remaining portions ere aeverable.
Section 2. This Memorandum of Agreement shall become a part of tt.e City of Palo Atta
Merit Rules and Regulations applying to employees assigned to dassifiCations in the SEIU
unit. As applied to emp1oyees assigned to the sau unit, this·Memorandum ot Agreement
shall preval over &nJ oonftictir ig Merit Rules and RegulatioAs.
Section 3c The City and the Union agree by signing this Memorandum of Agreemer.t that
the wages, hot.ls, rfSttts and wortdng concltions contained herein shal be continued in
ful force dlrng the term of this Memoraidll11 of Agreement except as otherwise provided
for in the Memorandt.m d Ao eoment and shall be -binding on both the City and the
Union upon r8liftcatfon by the Couicil of the City of Palo Alto and upon ratification by
Union memt>ership.
ARTICLE XXY • COST RIDUClJON PROGRAMS
Cuing the term of this ~ the UniOn wl 8ggressively assist_ Management in
developing cost AKJuction pag1ams. SUCh prog1 ams may include VOU1tary reduced hours/rat aftarthis-c0r0Jpt is studied by Management, and with such application as may
be approyad_by Management
6ftTICLE XXVI •TERM
1he·Term dthis·Memora'ldtm of Agreement shall commence c)n-u., 1~ 1989, and stlEll
-~ on Aflril-SO, 1991;. Either party may s&rYe· wriUfln notij:e_ \lpcl) the· Olhef party
di.ling the period between nin8ty and· sixty days:prtortOApril 30. 19511, Md is desie to
811aend .. ·MemOrandlm f1• Ao•nent.. .If, 8t 1he time thiS .Memorandum of Agreement -
would otherwise terminate, 1he parties se negd&ilQ anew Memora QJln of Agreemer:d,
upon mulu8J agreement u..tarms end concltiOllS dthis Menb'andums.I COi ltirlU8 in_ --effect .
-35
.·
EXECUTED: April 30, 1989
FOR LOCAL 715,-SEIU, AFL-CIO, CLC: FOR CITY OF PALO ALTO:
s/8ob.Britton s/Jay Rounds
s/Annette Coleman -s/Ma!]_'> Dutton
s/John Wofford = slMf chae l Mi 11 er
s/Lu Ann Carter s/Alan Si!pson
s/Fernando Enciso s/Rodger Jensen
s/JerrY Delaf re s/Dianah Neff
s/Elnor Pahl s/Alay Mos9raves
s/linda Salkield s/Fl ora Tze~
s/Craif Robinson
s/ Angelo Lombardo
s/Lalo Herrera
s/Eric Fisher
s/Ji111 Coates
=;
38
f .
,.···
!.. ••
·.
Ci_ ass ...... .,.
271
278
215
271
244
333
3~3
247
330
in
.2U
H2
28t
380
l70
371·
355
SH
531
tOI
•ot
502
305
211
302
231
5l7
301
.HI
20&
207
231
ua
APPEll>IX A
Class Tftle
AIDIAL ATT!tl'IAln'
ANIML CONTROL Off
MDML CONTIOt. Off L
AiU•l. H£AL TH TEClt
ASSOC IUYEI
ASSOC ENll•H
ASSOC '~I Mm:,..,_
ASST UGl!IEH
ASST fiMl·!-
ASST Stait!t(flflEI
Auto S£1¥1Cl MtCll
· . 8U>G IMSP£Ctm ·
ILD8 llJSPECTOI SP£C
ILDG S£1YICE'l..,_
ILDO SUYJCE~ISDli-L
· RM/PLG 1'tCMICIMI
· CABt.E SPUC£1 UST
CATHll>IC TICH
~--T FltiSM£1.
CEMEttl f'llllSMEI L£AD
CHPIIST
CNF CC-. TIO.
catF £UC UllMI IllSPEC .
·CW lllSPEC N
CMF lllSJIEC ·WSW
· CHF· lllJUEtf!EI-
. CU1' ··C.0 c:aMI' Wiit
Cld'L/t\®f AISJITMJ
CllJL/M;CI $NC
CULJl!CCT' •c-UAO. --~,.·
CCllll. t\lsl'-f'L"f
•
Approx. Monthly s.1ar:r
at E--Step
£ffecttwe 4-22•.~-
Z,117
2,2t3
2.45'
2.a ..
2.tot
'·"' · 1,a1·
.. '·"~
1.•11
1.,92'
i~~n .
2;.HZ
l.H2
1.H•
. 2.15'
2,281
2,112·
·~-2,tU·
2.tM
1.•n
a.sn.
'·'"' 3~11•
1.1n
31,7U
.: ... ,.
2~--1-.. &Jl
i.•a
· a.•H
1.1n-
·a ... t11
__ ·.,·.r_ ';,.., . .,,.
·-.·
~-· ' .. ~:, ..
,._ -.' .. ·
-2-•
Approx. fllathlJ Salary
Class at E-Step
~ .. Class Title £ffective 4-22-89
231 COMM 0 IS,A TCHfl 2.1::7
30I C!lM TlCH '·"' 2•2 ~/INDUS TECH SPEC 3.122
211 ~/RES SEIV SPEC 2,10
102 CX'MtUtUt'I SEIV QFf'CI 2,.ot
2U CQMPUTElt OPEIATOI 2.•11
53.t CC»li'UTEI SUP CNTR Tl 3,810
211 CONS£RV FIELD 1£P 2,1'2
215 CQlllSEIV flEt.0 SPEC 2,827
.?55 COOIO uaAIY PI08 J,2U
317 COOIO IEC Noa a.••s
214 COOIO SO::-cc:MI SVCS 2,145
2U CUME MAUST 3.212
fH · CUil iVC ltfftKlel 1.•11
in MJA l•fSf OPCMlOI :., ..
311 DESIGll TECM ELECT 2 ....
313 OlSlGll TECH W-G-W 2,IH
533 £UC A$ST J 2,700
315 EUC ... OIAfnPEIS l.Hl
301 E:UC SYS OISPATCtlU '·'" 530 EU:CTUCIM 3,tlt
529 £\.£.CTllCIAll-APl'tf• a.•~ ''"'!-
S35 £LECUlCJ.M-&.£AD '·'" 205 £11EIGY SEW UP 2.an
332 £11Ut1E£1 •.294
311 f ... ffCK 1 2.502
. 323 Olaa Ttc:ll II 2.712
311 £ ... 1£CM Ul I.OH
257 £wuOillEJff Al SHC S,113
Zll £•IP fliutlT SEav PH 2.1M
.us JCIUir OPUAT<ll 'I.It? ..
311 l'QUIP OPUAT•-LUO 2,171
no !QUIP Haf$ l!OI 2,331
220 IUCUllW --tMY 2,Mt
203 IACIL111ll Mii a.au
Cl us .,.,.r
:114
375
37)
371
311
••z
313
'5§
•'51 ...
458
451
314
457
lll
HO
311
~
3H
-..:•:--· 2H . ~., .. ").:
Zl1
202
SQ -
2M
Z52
222
~:$3
$31
'~U
HI
-~ ----...
Ul
HO_--_
3IO, -
311:
ze1
; :-
Class Tttle
fACILITlES c:AIPl:tflll
IACIUTIH ELECT
•ACtLl!lf' MAJNT-L
FACIUT1£i MEQI
fACl~JtllS PAIIR£1
nu.a sw:PUS ...,
fUET SVCS C801D
........ M[CM
_. MDWEI OPEi
MS SYS $1Glft/fl.D IN
90Lf COi £QUIP •CH
..., -COi Mr l'USC*
.-1c5--SPECIAUST
GRUllSUEPEI
MoMf IWlSUGATC.
·lff-AVY EQUD --Ol'U -
_ IEAVf t:GUI• 0'£1-L
aevUl't USKC _.,...,.TICll
-JJISHCTOI. -N
IMWSTMEllT MM.YU ~ '";"
U•DHTGmY TICM WQC
LllUllAll
UllMY~JATt
LUU.T ASST
·ullllii.,-~
_,·U~l/CMl.E. SPL_
t.illJ.;H~ -~-!. -
U.U~ sn--ANH•
i1Wtf:.EQ1.-
.. C11•1T111~1
MUPIUDll-
llETfl .,_...WID
IDT• lQlflP ____ ;
----~---..
f1'flel ASUst~
·. .. .~ ~-
.-~' --•' -_· . -.:~ ··-
Appntx. llmltlll)' Salary
a't E-Step Effective 4-22-M
2,H7
J,157
'·"' 2,157
2.117
2.Ht
2.H2
Z,511
2.31•
2.1n -.
2,121
2,3"
J.tta
l.OIO
--......
'2.•n
a,.u~
3•1d--_a.en
-1 .. lU .....
• 2,739
·-....
. a.so
Z__.ff9
-----,;. -.: 2.lft
Z,1H ·
3.•i•
-a.11•
.. .-.~ . ' ..
··_,
< -
_ ....
a.a• z,,., ..
a-~•1 -
~l.eM
~~·u·
1 • .un -
t.lft
-·
; '
-4-e
-Approx. Monthly Salary
Cllss at £-Step ..-r Class Tttle Effe::t1we 4-22-89 --
200 OF~ICC SP£CIA~IST 2.311
230 Of'fSET EOUlP OP 2.111
215 Off$£T £QUIP OP•LEAD 2,3U
•n PAIK *INT 4\SST a.us
Ul PAI~ t4AINT PEISOll Z.4IO
U2 PAIK MAJNl PERSOl~L 2.710
211 PAIK RANGH 2.530
2.n PAIKlNG MOIUTOI 2.U!
410 PARKS· CliW•LEAD 2.102
245 PAlkS/OPEllll SPC ASST 155
311 PLAN 0£V AULYST . 2,111
352 Pt.Mmtl 3.Sa3
304 Pl.MS CHECK E-4,131 .•.
201 POLICE Offtct: ASSIST 2.145
210 POLICE UCCJIDS VEC l.nt
241 POWEi £JIGll •.ns
210 NOC> AITS/SCl PIOG 3,003 -~:
232. .ffOG-AML. Yst 3,810
285 ~ ASSISTANT 2.50.
. 209 .. OP£itt:Y £VlD lEClt° 2,413
212 MCHASllli '(ECK 2.•M
357 IEA( PIOPEITV AGENT 3,3H
3SI . .HAL HlQPfkTY ML YSl 2.110
u• IEfvSE 01~ATT£• 2.Ht
213 .·. ·uno .SVCS: . SPEC 1.t••
481 $NtM1£R SYS IEN. 2.520
U8 .. . -SI C~t·sn & Cl IEP 3,ZU .
$11 H IND WAST£ lltSNCT 3,328
512 SI . DISntM TECH 3,751
• 251 .-: • U~IAll 2,174 ..
·SCM sa ~WQC a.eeo
50§. SI OPERATCm . WQC 3.38t
.J
.-·--~(
. : .>, ......
~·-·,
~; ..
.:.~· ·--
~~--~, ..
·,_·:_
..
... :-·
231
HO
405
lH
JI)
Ul
HI
lit
HO
us
301
221
•oa
. '12
'°' 05
U:t-
430
•ll
02
'°° 223
310
UG
411 .,.
SOI
. 233 ........
411
iH
4t2 ...
S01
Hl
HO
509
uo·:
·-. ;~.: ·-_;.·,"· -:-~· ... ·-, ·.
••
Class T'ltle
SI N:OG AMLYST
SI IAMKI
$T MINT ASST
ST M£Pfl OP
sr swtf '91:1 OP-LEAD
STAff SECIUAIY
STOlfKEEPEI
SUflV GCNEIAL HC
SUPY LJaaAltY Clfte
sUlvtYOR, ,_UC WKS
SY$TEM OP/SCHED
TELlfiHCIHf nCH
TW COlllT Mlllf I
--. nM COiii f!IAJIT n . . ...
.Tjaf CO.t Mllif ·L
. ran Mutt ASST -. ,.
tat£ MAllll. ~-
Tftt TttlMJt.it et.1 · ·
.Hff ft!MIUI .Ctl-L
laU Hm/ltl· CU. ~T
~-DIMl-
VUL-ACCTG ffCH ·.rtn.·u. UT ____ ,·_
UTR: -lMT1'f;;~:~' ,.
urn lnT-4U:JUP-ASJ ·
UTI~;-IftSJW.JH,•1.
UTIL .-·~ UCIC
UTIL U~ MALYST
UTlL stWtCE~
UTU .. SflVICENISGIJ.-L
VOLWllt:tr COOIO
W!lTU.MET£1 lfl ASST
WA-TU .,.TE, 11£PAJa
. WHfl TIMS Oltl .· .... : .... '
"Ul\TEI-~ GPEl-i.
---~1---llQC Pi,?._ • ._ Jt. -
•. -ft;,·.U Titt -_
Approx. lbltlll7 Sal•rJ
at E-Step
Effectf we 4--22-81
3.111
2,717
2.111
2.112
z.111
2 ....
2.Hi
1.2il
2.1n
3.211
3.11•
.. a.ta
2.Slt
2.111
2.-114
Z.~232
''··· 2.wa ... ..:.
,2,JU·
a.•1t
. z.au
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APPENDIX 8
suPEfMSOB. UDl..frl QfEBAJJONS may lead to Water-Gas-Sewer . supen.isorf
positions;
WATER guMIN CONDQ.SPECWJST may iead to water Quality Corilrol supenlisofy.
positions. -
UTJUTYTIWNee may lead to various positions within Waler-Gas-Sewer end/cxUght ~
Power.
-·~ "Faclltes ca · · • =~-'ffacil: I ~lie: --
··~~Mechanic
F8c81as Eledtieian • . -.
F_..:pafr8
a·FC1JllCIANtUN&PltBS0tf_ ~-..•. QMl.E. SPIJCEB· -~··. ·ftAlBAM. -. CONCEPnW.._OUIJ¥: _, ---. <_·
... -_., ~ -.
TOO Utiiies Dapei\118At-is_PfJPoslng. to.bmalze the ~~ .. ~•in the
~ Sectio1\:10dlwdop joUmGr_. '11~• and~--ll*ers· lbe 1o1ow1ng ... l1iE ~1~r1:a:to·bif~,. · ·· · · ·-'" · --
. . . . . . . ' -' .
. ·':
-. . · ....
_-'. .a. lhe journey level position wl not be •::r·~···q'lpOl'ltd:/tor ~~~ --._. ~ eppaenb.µrcletfllkiJfw.poSllQn, 80 .lenO.• ._ ~ .. ·.1s·
···.~pfOQHIBBing~the~· --. . ··.· -....
3 ... ~ in_the BIM::trJ(:al Asaiu.a ~·&~"!'a-~ ... ~ .... coosldenillon for Ile. apprentictt ~ p1ar 10 Olfa'.·Cly.cctt•a•JtJow• .9f
-...-,_..,_froina**'81he·~ . . . -... · • .. · .. -.-.·. · .. -•-'-"~ . . .. -. . .y.~;_ '.< . . . .._ o~ . . ·c \·<_,:, _; ' -.. '_. . ·"'
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-._ .-·.
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4. The electrical Assistant ClasSification will be viewed as a candidate SOU'C8 for the
apprentice program wtieo considering qualifications for hiring elecbic8it asmsta a.
5. A letter of agreement wiH be entered into by the apprentice and the City identifying
the tenns and conditions or the program.
S. The prOQI am wi8 normally require 36 rr.onths to complete.
7. Normal progress through the program wil be in periodic ina amer ats with formal
evaluations.
8. Salary steps wil be est~ to bridge the ae.~ Assistant classification into
the journey. level dassification ..
9. A process for initial selection and ~ in the program wil be. established.
10. A procedure for removing an unsuocessful apprentice from the program wilt be
deveSOPed
11. A task force including journey level persdnS wil be assigned to determine the
content and approach to specific.eleme111S of reining.
12. Trail *1g wl consist of on-the-job {OJT) Md after hours elemalls (study and formal
cfasses). Off.the-job bail Ing costs will be fu1ded by tuition r9mbursement and
depa biR!lltal funds. Personal time sflent-.. o1~· .ftil*°I{) wl not be compensated. . .
13. The apprentice wil be under tile continuing g&idance ti an :sipprq>lialely q1 ~.
journey level person during OJT. Such journey level persa~ wil be SSSVlad by
Management from anong volunteers aid wll receive no addftioi1al compa'881ion.
14. aualificallo11s/prog1ess will be verified tr/ appopriatetf kept records.
15. Unless· speclicalt' staled dherwise, regular. City personnel palcies and MOA
provisions wl apply to the~ PRVM\. ..
16. ~ TIU prpfl&m may becclfne . a. conceptual model. for apprenticeships i1 other
divisions or departi •• dS.
2
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APPENOIXC
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_APPENDIX D
EXCEPTIONS TO STANDARD WORK DAY OR WORK WEEK
FOR SEIU REPRESENTATION UNIT
UTILITIES DEPARTMENT
Adminis1rative
Services Division
Resource Pia 11i 1g
Division
SOCIAL & COMMUNITY
SERVICES
Arts & Sciences
Division
Volunteer Coorditmtor
Ruin Gown\ltll Aee••·WorJt "'ID
Work Du or WOik Wiik Vlrlltlon
Work schedule is based on 10-
hour shift; 4 days on, 3 off
(or) 2 on, 1 off, 2 on, 2 off.
In a given work week staff may
work two f1irtMour days, two
eight-hour days Md one six-hcu day. -
Each week (JO hours): -
15 hours of lM'lSChec:Ued time;
15 hours of scheduled time -
In a glvei'l work~-~ may
wQ'k ihrae. eight-hQut ~ .....
~day and·one'nfne: ·_ hcx.W-day. --
These rules-and procecUes are est8blshed pursuant to~ VI, Sectioo 8, and _.-e an __ ·
applicador1 of Article --Set;lbilS 1 l 2, ai1d 3_ d 1he M~ of AQIDftl.,.. _to b -
employees in the ~-Division classified as~. Genera Recreation. -· , _
1. Bn!PWf& .....
a. Elnple!f811 in-the oowwed dassikiff~rn$hal-be pennined _to arrange flexibllJ
work set• dl&llll-wlh division approVal ~that iuch ~shall. inducflt::y"·(80)--~holft -nod:~~'¥ -_ -------pet pay I*;
.. ·.
..: -. :-
b. Standard daUy office hours shall be Monday through Friday, between the
hours of 8:00 a.m. and 6:00 p.m. Aexibte hours ~ occur for supervision
of evening programs, meetings. weekend events. or other programs.
2. eompenutorv nme
a Employees and Management shaft make every effort to schedule job
functions during regular work hours, but some wort<, which !s peculiar and
typically related to recreation programming~ does not always occur during
regular hours. The work activities wm be reported bi the employees
following the performance of such work.
b. Employees shall be entitled to take such reported time off on an hour-fOr-
hour basis by mutual agreement with Management.
c. SuG'h reported time shouk:J be taken prior to the end of the quarter foUowing
the quarter in which it was reported. In au cases it must be taken within 12
months Of the accrual.
3. O\Wtlmt
a Emergency call-out work shaft be defined as overtime work and
compensated per standard City practices.
b. . If the need arises for overtime work due to an unusual circumstanoe calling
for extra hours or due to a special event. compensation shal be allowed with
prior approval of tJie Director ol Recreation and shal be compensated for.
as spelled 9lJt in the Memorandum of Agreement.
Worf( ·Sdwll-ttaurund onrttme -Arll IDCI SGllncM DMslon .
These rules and procedures are eslablishecl pursuant to Article VI, Section 8, and are an
applcatkJlc Of Article VIII, 8ections 1, 2 and 3 of the Memorandum of Agreement in the
Arts .1d ScienCes Division classified as Producer, Arts tn:I Sciences Progl ams. Program
~and Volunteer Coordinator.
1. Aalclladulld . Companatory Time. Employees in the above-named
dasSilcatios"lS shaR be p8rmitted to arrange flexible work schedules with division
appnMI as folows:
a. WOl1< of the creative process, the tasks and the time required to perform
thos8 _ teskl. may overtap regular hours or occur at irregular hours. Such
work whidl is peculiar and typically related to arts and science$
progra tnni lg, shal. be limited to rehearsals, designing scenery, graphics,
finisling production 'M>Fk. technical rehearsals, periormances, sat strike,
axhibitior\ installation. idelpetive programs, special events. open houses,
rec:apliQns. festivals·. volunteer;elated programs and Slt8ndance at
comrm.rity maatll QB.
2
e·
·b. Management aid employees shall make every effort for creative process
work to occur during regular work hours.
c. Management shall approve creative process work in advance.
d. In order to receive credit, creative process work must be reported within the
~ pay period during which the work occurred.
e. Employees shall be erltitled to take such reported time off on an hour-for-
hcur basis by mutual agreement with Management.
f. SUCh reported time shal be taken prior to the end of tie quarter following
the quarter in which it was reported. In all cases it must be tofien within 12
mot llhs d the accrual.
2. PY9dfall. OVertime work shall be authorized work requested by or assigned by
a ~ employee of the Arts and Sciences Division on a normal day off
or during hours that are not a part of the normal work clay, including required
ottet ldance • mealit 1g1. emergency calf.outs, or work on an extraordinary ~oject
~ non-scheduled hours, but excluding work resulting from an extensiOn of the
"creattl8 process• as defit-ied in (1) above. OVertime will be provided for in
accord9nce with tt1e Memorandum of Agree:nent.
3
,,.. ._,...,..
..
APPENDIX E
1. For ~in f1e "'9cuiaing operations assigned to work schedules other 1han
Monday ttnugh frider, the Cfllendar day wiB t'8 considered the hofiday for
premUn pay .... 8dlldutir1'J purposes:
Cormuiclllion3 w.. Oulllly Control
Anirnll Control
Golf COUrse
Utilities Services
landfill
Fool1illll Park
Pclice Aecords Specialist
2. If DeoJmber 24 int 31. fd on Sunday, then the precedng l!tiday wil be designated
for purposes rA ex.a med time off, except in the ease of Social and Community
Services staff who mey ~to work on $atufday. in which case S8lurday will
be designatjd for putpC ••• of 8XCI ISed time off. For Foothills Park persona .ea.
cJesignalion af -•Kl lrm off will be based en Park schedules Wld employee .
prefefenct. '
..
APPENDIX F
CIIY OF PALO ALTO EMPLOYEES' HEAL.TH PLAN CHANGE&
.Qllngn As Agreed. Effacttve April 1, 1978;
1. Added as a covered chafge and Major Medical benefit subject to a deductible and
payable at 10Cl%: One routine peMc examination. including Pap Smear, per
calendar year for covered employees and dependents.
2. Under Retired Empk>yees' Health Plan, the lit8time maximum is increased to
$100,000 for each eligible member retiring and electing coverage after April 1,
1978.
Changn Balatlng to Charges lncurre.d Beginning May 1, 1980:
During any calendar year, "'deductible charges• up to $50 per covered family member
may be aggregated to meet a maximum family deduebble Of $150. Any amounts paid by
the plan. or any amounts paid by covered members under major medicai co-insurance
provisions do not apply toward the deductib\e.
Changes as Agr88d. Eflacllya May 1, 1985:
The City of Palo Alto Employees' Health Plan shall be modified to include the following
cost containment provisions:
1. Second surgical opinion to be required for aJf non-emergency elective surgery.
2. Pre-admission certification and continued hoSpital stay review for ail non-
emergency in-patient admission to an acute care hospital. Specific provisions to
be worked out on a mutually agreeable basis.
3. Hospital bUI audit for al bills in excess of $15,000.
4. Psychiatric coverage maximum of $50,000 on in-patient visits with annual
reinstatement of maximum up to $2,500.
CITY Qf PALQ ALTO DENTAL PLAN CHANGES
The City wil provide a 50% of reasonable charges. $1,500 lifetime maximum orthodontic
benefit for represetdation unit empk>yees and their dependents.
• • ..
APPENDIX G
1. Promotional oppol1l.riiel wtthin tne Communications Division wiY be carried out
in compfia'to8 with proceckns set forth in Article VI, Section 5, of the
Memorandum d Agleement between the City and SEIU Local 715, except tr.at:
a. In sub-paragraph (e) of Article VI, Section 5, the term ·seniority• shall be
defined as division seniority.
b. DMsion seniority wl be calculated from an employee's first day of
erriployment in 1he division, minus anY. unpaid leave.