HomeMy WebLinkAboutRESO 6609.
v • • ORIGINAL
RESOLUTION NO. 6609
RESOLUTION OF THE COUl-JCIL o""'F ........ T~e""'E __ C.,.I""'"T-Y OF PALO ALTO
AMENDING SECTION 1401 or THE MERIT SYSTEM
RULES AND REGULATIONS
The Council of the City of Palo Alto does RESOLPE as
follows:
SECTION 1. Section 1401 of the Merit System Rules and
Re9ulat1ons 1s amended to read as follows:
•1401. llemorandua of agreement iocorporat:ed
by reference. That certain memorandum of agreement
dated April 30, 1987, by and between the City of Pblo
Alto and Local 715A, SEIU, AFL-CIO, CLC, consisting
of a Preamble and Articles I through ~XVl with five
appendices attached thereto and incorpo~ated therein
for a term coD1111encin9 May 1, 1987, and expiring April
30, 1989, is hereby inco~porated into these Merit
system Rules and Regulati~ns by reference as though
fully set forth herein. Said memorandum shall apply
to all employees in classifications represented by
said Local 715A, SBIU, APL-CIO, CLC, except where
specifically provided otherwise herein.w
•1n case of conflict between this chapter and
any other provision of the Merit Systea Rules and
Regulations, this chapter will prevail over such
other provision as to employees represented by said
Local 71SA, SEIU, AFL-CIO, CLc.•
SECTION 2. The changes provided for in this resolution shall
not a"Ffect any right established or accrued, or any offense or act
committed, or any penalty or forfeiture incurred, or any prosecu-
tion, suit, or proceeding pending, or any judgment rendered prior
to the effective date of this resol~tion.
SECTION 3. The Council finds that this is not a project un-
der tfie California Environmental Quality Act and, therefore, no
environmental impact assessment is necessary.
INTRODUCED AND PASSED: May 18, 1987
AYES: Bechtel. Cobb, Fletcher, Klein, Patitucci, Renzel, Woolley
NOES~ None
ABSTENTIONS: None
ABSENT: Levy, Sutorius
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APPROVED:
......---~-.. ·_.a __ \ .... ·,) 11.Jl'i,,e /
Mayor u JS
APPROVED AS TO RM: ~~~
APPROVE •
c
• • • •
City of P•lo Alto Md Local 715". SEIU. !. ..CIO. ClC
1117 1. 1•1 -April 30. 1989
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1987-89
MEMORANDl.M OF AGREEMENT
•
City of P~lo Alto al\d Local 715A. 5EIU, AFL-CIO, ClC
PREAMBLE
Thfs Metlorandaa of Agreet1ent is entered foto by w City of Palo Alto (hereinafter
referred to as the City) and Local 71SA Service Employees International Union,
AFL-CIO, Cl.C (hereinafter referred to as the Union). Employee, for the purposes of
th;s MetlorandUll of Agreellent, shall 111!1.n an employee assigned to a classf f1:atfon
within the SEIU unit. This Memorand• of Agree.ent f s pursuant and ~ubject to
Sections 3500 -3510 of the Government Code of the State of Cl.lf fornfa nnd Chapter 12
of the City of Palo Alto Merit Rules and Aegulations. ·
ARTICLE I -RECOONITIOM
Sectf on 1.. Pursuant to Sections 3500 -3510 of the Governmnt Olde of the State of
t.iltfOf"t;ta and Owapt..!.-12 of the C1ty of Palo A1t\\ Merit System Rules and
Regulations, the Cfty recoptzes the Union as the exclusive representative of a
re,,-esentatfon unft coaststfng of all regular full and pert-ti• employees 1n the
classf flcations listed fn Appendix il attached. This 111ft shall for pw"poses of
fdenttffcat1on be titled tfle SEIU unft.
Section 2. 116 5Up(nisor will perfora the wrfc; of an employee fn the SEIU unft
provided tJlat tllere is an e11ployee avaflable who regularly perfOl"llS such wort. lb1s
does not preclude a riperrisor f:"'om perfonrfng wrt of a minor nature or dvrfng bona
fide ENKrgentfes or oa a staDdby status when willtng and qualtffed unit employees do
not live lllithfn a rusouble response tf• of the fhl1cfpa1 Service O!nter.
supervisory persomel shall be called oat to parfOl"lf! unscheduled wort only when SEIU
unft e111>loyees are unavailable to perform such wrk or fn cases of bona ffde
ell!l .Jettefes as cleffaed in Article VIII, Section 2. In cases of bona fide
eergenctes, SEIU unit employees shall be called out to co.pl~te the necessary -..ark
after the fmedf.ate ••rteftCJ sftuatfon has been reasonably contafned.
ARTICLE II -MO DISCRIMINATION
Sectfon !• The City aau the S'1t'fM agree tUt no person employed· by or applying for
e11p1oymnt hereto shall be dfscrf .,nated agaf nst because of race, rel fgf Ol'l, creed~
politfcal •ffiltatiOR, color, national origin, ancestry, un1on activity, age.
ha~tcap, sexual pref~. or sex unless sex fs a bona fide occupatfona.l
qu1l 'ffca.tfon as deffaed fn Federal or State law.
• •
Section 2. The City and the Union agree to protect the rights of all employees to
exercfse thefr free choice to jofn the Unfon apJ to abide by the express provisions
of applicable State and local laws.
. .
Section 3. The. City and the Union wfll cooperatP. fn pursuing a pol'fcy of affirmative
actfon. Any Cfty-establtshed advisory employee co11111ittee relating to affirmative
action shall provide fair Union representation on that committee.
ARTICLE III -UNION SECURITY
Section 1. When a person fs hired 1n any of the covered job-classifications. the tfty shall notify that persoP that the Union is the recognized bargaf nfng
representative for the employee in said Unit and gfve the employee a current copy of
the Memorandum of Agreement.
When a group employee orientation is held for new employees of the bargaining unit. a
union representative lllilY make a presentation to such bargafning unit employees for
the purpose of exp1a1ning matters of representation. The presentation shall not
exceed 15 minutes.
Section z. Maintenance of Membershf ~. All Union members on payroll deduction for
payment of Onion dues on the day of he signing of this Mellorandun of Agree11ent must
remain on payroll deduction for the lf fe of this Me1110rand1.111 of Agreement or so long
as they remain llletllbe~s of the representation unit. Unf Jn Rlellbers who establish dues
~yroll deduction during the term of the MemorandURt of Agree11ent t1Ust re111ain on
payroll deduction for the 1 ffe of thfs Melaora11dm of Agreement ar so long as they
remain llellbers of the representation unit. union lW!IRbers on dues payroll deduction
llilY declare thefr fntentfon to ter11fnate·such payroll deduction by registered letter.
return receipt requested, to the Director of Per!ionnel, following expiration of tMs
Memrand .. of Agree.ent durtng the lo-day period between 60 and 90 days prior to
e~p1ratfon of the Memorandum of Agreement. The City will notify tbe Union of all
payroll deduction cancellations under this provision.
Section 3. 11te City shall supply the Union with:
a~ a llDftthly cQllPUter run of the names. addresses &nd classifications of all
unit e111>loyees except those who file wrf tten notice with the Personnel
Department objecting to release of addresses. in -"1ch case information will
be transaftted without address.
b. a list of representation Wlit new hires. tenainatfons and retirements which
occurred during tt.e previous month.
Section 4. Pa:""o11 Deduction. The City shall deduct Union membership dues and any
other mutually agreed upon payroll deductfon frOll the bf-weekly pay of member
employees. The dues deduction must be authorized fn wrftfng by the employee on an
authorization card acceptable to the Cfty and the Unfon. The dues deduction card
shall include a check box for those employees .mo wf sh the Unfon to receive
not1ffcat1on in the event of unsatisfactory ~t. conduct, or disciplinary action
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taken pursuant to Article XX. Cf ty shall remft the deducted dues to the Union as
soon as possible after deduction.
Sections. Bulletin Boards and De rtmental Hail. The Union shall have access to
n er-o ce 111 , ex s · · ng u e n ar s n unit employee work areas, and ex1 sting
Unfon-pafd tele~hone ansti1erfng device for the purpose of posting. transmfttfng, or
dtstrfbutfng notice or announcements fneludf19 notices of social events, recreational
events, Union llellbershf p meetfngs. results of ~lections and reports of minutes of
Union meetings. Any other 111terfal 11Ust have prior approval of ttte Personnel Office.
Action on approval will be taken within 24 hours of submission.
Section 6. Acee' -to Unton Representatives. Representatives of the Union are
authorfzi3 access to citY WOi"t 1ocaff ons for the purpose of conductfng business
~1thfn the scope of representation. provided that no df sruptfon of work fs involved
and the business transacted fs other than recruftfng of l'l!lelllbers or collecting of
dues. and the representative •st notify 'the Per~onnel DepartRlent Offfce prior to
tmtertng the wrk location.
Section 7. Meeting Places. The Ui11on shall haYe the rfght to reservP. Cfty meeting
arid conference rOOtlS for use during lunc:h perfods or other non-.,rkf ng hours. Such
11eet1ng places wfll be •de available tn confonrity wfth City's regulations and
sbbjeet to the Haitatfoils of prior comitment.
Sectton 8. NotUfcatton to the Union. The Unfon shall be fnformed in advance in
wrf Ung by Minagiiii'it tiifri any P9"0posed changes not covf?red by thfs Meaorandwa of
Agree.nt are ade in benefits. wotk1ng COftdftfons. o,. other un1s and conditions of
e11111>lo)'9ent which reQUfN meet and confer or meet and ~onsult process.
Sec:tfon 9. Unfon Logo. All •tertals and docUlllents produced on Itek and 11etal
plates. by tfii citYPi"tnt and reproduction shop. shall carry the Union label on the
inside of covers or tftle pages ftt accordlnce wtth custoaary prfnting trades
pr1cttces.
Sect ton 10. The City shall •te avaflabl~ to the union f n a ttely 111nner copies of
a11 cftj touncn .ettng agendas. tlfaut'.es and schedule of wtfngs. These .atertals
•Y be pfcked up at the Cfty Clerk1 s Office during busfn&ss Murs.
ARTICLE n ·STEWARDS
Sectittrt 1. The Unfon agrees t:o notf fy the Of rector of Personnel of those tndhtduals
designated as Unfon officers and stewards w .. o receive and 1nvesttgate grievanr.es and
repre:er.t employees beft're Mlnaget1ent. Alternat.s MY be designated to perfort1
stberd functions during the absences or waava1labf lfty of the SP.ward.
Section 2. 'The n.oer t'f stewards designated by the Union at a· given tile shall not exceea blenty-five (25).
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Section 3. It fs agreed that. as long as there is ~o disruption of work, stewards
shall bi allowed reasonab1e re1ease time away from their wor~ du~ies, without loss of
pay. to act fn representing a unit employee or employees on grievances or matters
within the scope of representation, including:
a. A meeting of tr"'" steward and an employee or employees of that unft related to
a grievance.
b. A meeting with Management.
c. Investigatfon and preparation of grievances.
Grievances may be transmitted on City time.
All steward r~lease time shall be reported on tfnE cards.
Section 4. The Union agrees that the steward shall give advance notification to
hf s/her su!)erv1sor before leaving the work location except in th'>se cases f nvol vfng
emergencies -.i1~~e advance notice cannot be gfven.
Section S. Three Union officers who are City employees shall be allowed a resonable
amount of release time off for purposes of meeting and conferring :>r meeting and
~iJnsultfng on natters w1tu1n the scope of representation. All such time will be
reported on time cards.
Section 6. Union stewards may utilize space in assigned desks for storage of Union material~. In the event stewards are not assigned desks the Cfty will provide locker
sr1ce for stora9e of union materi a 1 s.
ARTICLE V -REDUCTION IN FORCE
Section 1. In the event of reduc~ions 1r. force, they shall be accOR1plished wherever
poss16Tewthrough attrition.
Section 2. If the lllOrk force is reduced within a department. division. or office for
reasons of change in duties or organization, abolftfon of position, shortage of work
or funds. or C011Pletfon of ti«>rk. et1ployees with the ~hortest length of service wn l
be laid off first so long as employees retained are fuiiy qualtffed, trained, and
capable of perfor11ing rema1n1ng "'°rk. Length of service for the purpose of this
artf cle will be based on total Cfty service fn a regular class1ffcat1on or
classifications. E"'Ployees laid off due to the above reasons will be gfven wr;tten
notf ce at least thirty days prior to the reductfon fn force. A copy of such not fee
will ~ given to the Union. Such ell))loyees shall be offered priority employment
rightr to r~ular or casual positions which are requf sftfoned and for whfch the
emplc,ees are qua1if1ed for a perfod begfnning with not1f1catfon and ending sfxty
days following the reduction in force. Employees transferred or reclassified under
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this section wf~l be assigned to the step fn the new classification salary range
closest to the e111>loyee•s salary range at the time of reclassiffcatfon.
Section 3. Ellployees identf ffed for layoff lllho have seniority {bumping) rights to
eq~al or lower paying regular or hourly classifications •fthin their division must
declare their fntentfon to exercise these rights within five (5) working days after
written notf ffcatfon of layoff, otherwise bumping rights will automatically
terminate. 8umpf ng shall not occur outside the division, except that employees
subject to layoff, who during the 24 month period f1118edfately previous to the layoff
date, held other classes anywhere in the representation unit shall be allowed to
exercise seniority to bllllP e111>loyP.es fn such other classes. To successfully buiap.
the employee ~st l:>e fully qualified, trained, and capable of performing all work in
the new classfftca~ion. ~ employee who dect~res bumping rights may not also claim
priority employment rights. For purposes of this section of the Agreement, the term
•working days• shall mean Monday; through Fridays, exclusive of holidays.
section 4. Re-E!!!ployment List. The naoaes of persons lafd off 1or -mo through bumping
changed c1ass1t1c1tfon in accordance with the provisions of thfs article shall be
entered upon a re-emplo,Y11ent list in seniority order. The perscn with the highest
seniority on a divfsfon re-employw;ent list fer a particular classification when a
vacancy exists fn that classfffcatfon fn that dfvfsion shall be offered the
appointment. Jila•s sh&ll be carried on a re-employment list for a period of t.o (2)
years from the date of separation frOll City service or change of classification
through bumping.
Section 5. If. pursuant t.o $ectfon 2. the City 1s unable to offer a regular or
casual posftfon to an employee during the period beginning with notification of
layoff and endfag 00 days follOtfirtg layoff. the City shall pay the 81ployee a
severence pay equal to one month's salary at the employee's final rate of pay prior
tn ter11f natfon.
Section E. Ellployees laid off ptrsuant to Section 2 who are reinstated to a regular
pos1tfon within sf xty days shall retain the sick leave balance they had at the time
of layoff unless they have recefved a stet leave payoff in accordance with Artfcle
XII. Upon reinstatement the e11ployee1s hire date of record at the time of lcyoff
will be reinstated. -
ARTICLE YI -PERSONNEL ACTIOtlS
section 1. Probl.t1on. Each new regular or part-'4'.ime employee shall serve a
probationary perfOd of six (C) mntbs. cowncfng wfth the first day of his/her
emplo,Y1ent. The probationary pr.-tod shall be regarded as a l*'t of the testing
process and ahill be utilized for closely observ1ng the employee's '90rkt for securing
the effective adjustllent of a new ns>-loyee to his/Mr posftfon. and for rejecting •RY
probationary employee .ihose perfor11ance does not meet the acceptable standards of
work. At least one written perfon11nce appraisal wf 11 be given each prabatfonary
et1ployee on or before exp1rati-oft of the probationary perfod. N<trally ~is appraisal
wf 11 .be qfven at the end of the third aonth.
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In the event of termination prior to successful completion of the probationary
period, such ter111inated employee shall be given written notice of his/her termination
with the reasons for the termination stated therein. The Personnel Department shall.
upon request. afford an interview in a timely fashion to the terminated employee for
discussion of the reasons for termination. The emoloyee may, upon request. be
accompanied by a Union representative.· The interview shall not be deel!led a hearing
nor shall it obligate the City to reconsider or alter the termination action.
The parties agree that probationary emplcyees shall nave all rights under this
Memorandum of AgreelM!nt, including full and complete access to the grievance
procedure, save and except for instances of suspension. demotion or termination.
Section 2. Personnel Evaluations. Personnel avaluations will be given employees as
scl\E'du1ed by Management. Personnel evaluations are not appealable tnrough the
grievance procedure but. in the event of disagreement over content. the eniployee nay
request a review of the evaluation with the next higher level of Manage111ent. in
con~ultatfon with the Personnel Department. For purposes of this review. the
e"l)loyee may be representt.d by the Union. Decisions regarding evaluation appeal
shall be 11ade in ""'iting within ten (10) working days following the review ..eeting.
Section 3. Personnel Files. Records of all disciplinary actions shall be kept in the central personnel f11e. Ellployees shall be e~tftled to sign and date all action
for"'5 in titefr personnel files.. Employees are entitled to review their personnel
files upon Mritten request or to authorize~ in '«'iting. review by their Union
representatives. An e11ployee or ~ Union shall be allowed. upon reasonable request.
~-0pies of 111terials fn an employee's personnel file relatfog to a grievance. Records
of disctplfna!"y actfons shall be removed from a personnel file upon written request
by t.M e.ployee or in ~ normal process of file review after o. period of three
years. or sooner as mutually agreed by Management and the employee.
section 4. Release of Inforation. The City will only reledse information to
credHors or otliir persons upon pri>per identification of the inquirer and acceptable
reasons for the foqufry. tnforution then given from personnel files is li11fted to
verification of ewaployment. length of ellJ)loyment and verification and disclosure of
salary range information. Release of 110re specific infonaation may be authorized by
the e!llJ)lOyee.
Section 5. PrCM110tfonal Opportunitjes.
(a) Posting
J>romotional opportunities for classifications within the representation mait
will be t;~sted for at least ten (10) working days (Monday through Friday) prior
to selection.
Outside recru'f tllent 111y be used for pr naot iona 1 openings and •Y begin at the
t1111e of posting. Off' any tfE thereafter. If. however, there are three a· ... .ore
qualff1ed internal candidates within the departllent .ttere the vacancy occurs.
outside candf dates will not be considered.
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(b)
(c)
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Internal Candidate £1igibilitt. All non-probationary representation unit
employees are el 1g161e to app ) for posted promotional o,Jportunit1es, except
that management may waive this requirement for all probationary employees within
the department where the promotional oprortunity occurs.
Selection
The selection irocedtre for each promotional opening will be determined and
administered by the Personnel Department in consultation ~ith the requisitioning
deµartment. Selection procedure and job description information will be
avaflab1e at the Personnel Office at t:.e time of posting. Efforts will be made
to standardize tests and procedures wh~re standariza =~~ is feasible and
appropriate. fvly tests used shall ~e reasonably predictive of success in the
classification, and tests may not be biased with respect to race, sex, religion,
creed. political affiliation. color, national origin, ancestry, or age.
Selection procedures may include any or all of the fol lowing phases:
( l)
(2)
( 3)
( 4)
(5)
~plication. Both inside and outside candidates will make application on
orms specified by the Personnel Department. Applications must be
submitted to the Personnel Office.
Screening. Applications will be screened by the Personnel Department to
ascertain ~ether candidates meet minimum requirements as outlined in the
.iob description. Internal cand ;c1a~s deemed not to meet minimum
requirements may sli>mit additional quali~ication information in writing
within ttree working days of notification of requirement deficiency.
Perfonance Testihg. Performance tests, such as typing, maci"tinery or
veh1c11i2 o·peration, skills de1Dnstration, physical agility, etc., will be
qualifying. Pass-fail points will be aqnounced in advance for q1111ifying
tests. If req~sted in witing prfor to t~ t~st, performance test may be
wi tMSsed by lJn ion steward.
Mri tten Tests. Written achievement or aptitude tests wi 11 be aua li fyi ng.
'P"ass-fafl points will be announced in advance for qualifying tests.
Interviews, Apfsahals. Inte~iews may be conducted individually or by
interview 60ars arid will be qualifying. Interview boards shall be
composed of qualified and mbiased people. Where interview boards are
used, Management will include at least one bargaining lllit emplo,yee on each
board. If individual i"terviews or an interview board is used, a majority
of the "ndfv1d•.aals or board meltlers must reconwnend a cand fdate in order for
the candidate to qualify for appointment. Performance appraisals "-l'itten
by can<Uoates • supervf sors may t.e used as indicated in the selection
procedl.l"e.
( d) Recomend'!d candidates
Candidates 1111\u successfully c..-plete all phases of the Sfilection procedure will
be recomended ~ the appointing authority.
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(e) Appointment
The appointing authority wfll lllilke appointments from among those recommended
candidates who are most qualified as determined by objective review of selection
procedure results and background materials. With regard to promotional
opportunities. t~e following factors will be considered equally fn making
appointments: Past performance. affirmative action and seniority. Additional
information regarding the application of past performance and afffrmatfve action
crfteria to specific openings is available upon request from the employment
administrator.
( f) Violations
Any violation of this Article may be tppealed to the Personnel Director in Step
III of the grievance procedure.
Section 6. Unit employees applying for a vacant equal or lower paying pcsitfon shall
have the same rights as unit employees applying for a promot1~n.
Section 7. rentice Positions. The City shall establi~h apprentice positions
erever eas e. engt o apprenticeship_ type of training. and pay levels shall
be by mutual agrP.ementy Where possfble, apprentice pos1tfons w11~ underfill regu~1r
positions so that incl.lllbents may automatically progress to the clas~iffcatio.1 for
which they are training upon su~cessfu1 completion of apprenticeship.· ll'le City will
meet and confer with the Union befor~ addf ng any new apprenticeshf p programs during
the term of this agreement. All apprenticeship programs fn effect at the beginning
of the agreement. whether active or inactive, are listed in Appendix e. Appendix B
also includes •Electrfcian/Ltneperson-cable Splicer apprentice pr-ogram conceptual
outline... Thfs outlhie fs hereby adopted by reference. The Cfty will meet and
confer with the Union during the term of the agreement before f1na11zfng program
details.
Section 8. ln assf gnfng employees to regular or specfal shifts. transfer. standby,
overtime, or vacation selection, abilfty to perform the work, length of servfce
and/or equitable rotation shall determine the ass1gnme~ts. In accord!nce wfth this
provision. more deff ~ftfve rules may be arranged by mutual agreement of the Union and
individual City departments.
ARTICLE VII -PAY RATES AND PRACTICES
Section 1.
a. Special adjustments at the E-Step effective with the pay perfod including May 1,
1987. Percentage fncrease added without compounding to the ffve percent (SS)
general increase in Section l(b).
Facilfttes Maintenance -Lead
Facilft1es Electrician
Facflitie~ MP.chanfc
Fac11tttes Painter
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4.51
4.SS
4.51
4.SS
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Facilities Carpenter
surveyor. Public Works
Inspection/Surveying Technician
Chemf st
Supervisor. Library Circulation
Maintenance Mechanic. Water Quality Control
Mechanical Unit Repairer
Electrical Systems Dis~atcher
Water QuaHty Control ''lant Operator II
Senior Operator. Water Quality Control
Water Quality Control Plant Operator Trainee
Utflftie~ Instrumentation Technfcfan
Senior Instrunentatfon Technician
Utility Accounting. Technician
Meter Reader
Meter ~ader -lead
Offset Duplicating Hac~f~e Operator
Offset Dupl1catfng Machfne OJ)f!rator -Lead
Reproduct1on Services Specialist
Motorized Equipment Mechanic
Motorized Equipment Mechanic -Lead
Automotive Service Mechanic
Equfpr~~t Maintenance Technician
Gang Mower Mechanic
Golf Cou~se Equf pqent Mechanic
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4.Si
4.SS
4.SS
4.SS
4.5S
4.25S
4.25S
2S
21
2i
2S
21
2%
2S
2%
2S
21
21
2i
IS
IS a u u
lS
b. Effective with the pay period 1nc1udfng May 1. 1987. a five percent (SS)
increase at the E-Step wt11 be app11ed to all classifications in the
representation unit.
c. Effective with the pay period including May 1. 1988. a CPiu formula
increase at the E-Step will be applied to all classfffcatfons in the
representation unit. The CPiu formula increase is an increase equal to
the percentage change 1n the 5an Francisco-<>akland-San Jose Consumer Price
Index (1967 • 100), All Urban Consumers) for the year ending February 1988.
The •fnillllR increase 1s 3S. the maxfl'RUftl 1ncrease is SS. If the February
1988 year ending index change exceeds 7.lss. the May 1. 1988, wage
adjustment shall be determined by reopening negotiations on the single issue
of general wage adjustrRent.
d. salaries for all represented classes during the first year of this agreetitent
are 1f sted in Appendf x A.
Section 2. Stelelncreases.. Merft advancements from the first salo.ry step to ~e
second salary s p shill be granted at s1x~th intervals and between second and
subsequent steps at one-yetr intervals if the affected e.ployee has demonstrated
continued fmprove.ent and efficient and effective service. For the purpose of
deter11fning step t111e requirements. ti111e will conme~e on the first day of the AOnth co1nc·1ding with or following entrance anto a salary step. Step increases shall be
effective on the first day of the payroll period fn which the time reQufrments have
been met. ·
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Section 3. Annual Adjustment. Annually. each employee who holds a regular full-time or
regular part-t{me appofntment in the municipal service on or before July first and
continues in such status through the first pay period in December shall receive, in
lddit1on to the salary prescribed herein. a salary adjustment equal to one percent ClS)
of the employee's current annudl salary; or at the employee's option and subject to
management approval. 24 hours paid leave to be used prior to the January 31 following.
Annual adjust:nents or time cff shall be prorated to reflect appointment from January 1
through July 1 of the current year, part-time service or interrupted service during the
year.
Section 4. Working Out of Classification. The term "working out of classif1C'1'tion•
ts deffned as a Aanagement aUthorfzed full-tfme assignment to a bud9eted position on
a temporary basis wherein all significant duties are performed by an individual
hold~ng a classification within a lower compensation range. Pay for working out of
classification shall be as follows:
(a) Employees appointed to unfilled requisitioned positions on an ~out of
classification• basis wf 11 recef v~ acting pay within the range of the hig~er
classificatfo~ beginning the ifrst day of the assignment.
(b) Employees appo1nted to a position for vacation, sick leave or other leave of
absence coverage will receive acting pay wfthfn 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 will be the step at which the
employee would be paid if per111nently appointed to that classification.
Out of classifi~atfon provisfons do not apply to wort assignment performed in
conr14!ctf on wfth s~f ff c predetermined apprenticeship or training programs or
declared conditions of public peril and/or disaster.
SP.ctior. 5. Classification Changes
(a) During the course of this agreement, the City shall notify the employee
concerned in case of conte~plated change 1n job content as contained in the
classiffcation descripti?ns which were 1n effect at the beginning of the
agreement. Tbe Unicn shall be notified in advance of any conte1111>lated changes
in classification description and such changes shall be subject to the meet and
confer process during the term of this Memorandt11 of Agreement. If the Union
and the Cf ty cannot reach agreement on the appropriate pay level for a job so
reclassified. the c1ass1ficatfon description shall revert to fts ~onner status.
Section 6. Classification Studfes.
(a) An ettployee or his/her representative may request in writing a re-evaluation of
his/her jQo based on significant changes in job content or significant
dtscrepancfes between job content and classiffcatfon description. The request must
COf\tain justification and may be Nde only dtr"ing the period of December 10 through
January 10. A stateEnt by management that a job re-evitl uation request wf 11 be
sUb111tted with the departmental budget does not relieve an eaployee frOftl the
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responsibility of submitting his/her own request during this period. The
Administrator of Compensation will respond to such requests in a tfmely manner. If
meetings are held, the eniployee inay request representation. Any changes deter.1ined
wf 11 becOtlle effective the ffrst pay period of the following fiscal year, or the job
wi 11 be returned to its previous status.
Section 7. Advance of Vacation Pay. Vacation pay shall be made available in advance of
regular pay day provided that ef'IPloyee requests such advance in writing to the
controller's Office at least two weeks prior to his/her vacation date. The employee's
supervisor must verify vacation date on the request.
Section S. Ass:afMIE!nt to a Lead Position. All vacancies fr lead positions shall be ft11ed 1n accor nee With Article VI, sectfon s. The pay range for the lead position
shall be se\'en percent above the pay step of the highest paid employ1!e on the crew.
Departmental exceptions for filling lead positions on a rotatior.al basis for training
and development purposes 111ay be arranged by mtual agreement of the Union and
individual City departments. Current exceptions are listed in Appendix c.
ARTICLE YUi -HOURS OF WORK, OVERTIME~ PRDUUM PAY
Section 1. Work Week and Work Day. The standard wort day for regular employees
shill be eight hOUt=s to be wrkid within a axi11m of nine hours (five day wrt W!elc)
or ten h<>Urs to be wrked within a -.xf .. of eleven (fotr day worlc week) or nine
hour to be .-led within a •xi..-i of ten (foor and one-half day wrt wet). The
standat-d wrtc ~ shall be forty hours to be wrted wfthin five consecutive days.
Existfng except-ions to Ute above are listed in Appendix o. The Union shall be notfff ed
o1 any further exceptions to this Het1o:1 fn accordance with Article 111. Section 8.
Section 2.. (lvertt.e Work.
{a) Overtime wrt for a11 unit employees shall be defined u arey time ~ked beyond
the standard wort day or "'..!.P"d the standard wrt week.
(b) Co!lpensation to eaployees tor?ldag overti.e will be in the fona of additional pay
at the rate of one and one-balf times (tw times far bfllable custo.er
convenience overtime) the 91Ployee1 s basic hourly salary with the exception that
an employee •Y request and. upon approval. be granted coapensatory ti• off at
the rate of one and one-Mlf hours ~or each hour of overtime worked, subject to
~ i1111tations nf applicable state and ~deral laws.
In the event c:o.pensatory tf11e off b used as the method of compensating for
overti•, the time off wfll be taken prfor to the end of the quarter following
the quarter in lllhich the over: i• has been worked. In the P.Vent the employee is
denied this provision, he/she wtll be COlll)eftsated in pay for such time at the
appropriate rate 5Pf:' .:f ffeci by these sections 9 or at the employee's option, the
earned CMipensat;ory time will be added to the employees vacation balance.
(c) All time for Witch pay 1s received shall count as hours actually "°'"ked for Uk:
COllPUbtion of regular overtt• pay; howevt!'t, non--productiw ttae will not be
included b. co.putatfon of any add1t1ona1 FLSA prerot..as.
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(d) When an employee works 14 hours or more fn the 24-hour period frrnedfately previous
to the employee's shift starting time. the employee will be allowed an eight-hour
rest period before returning to work. Other rest period arrangements may be worked
out by mutual agreement of the employee and supervisor. Any portion of t~~ rest
period falling· within the ~'llployee's work shift will be considered as hours worked
and compensated at the straight time rate. This provision does not apply to
condit~ons of bona fide emergency. Bona fide emergency conditions are conditions
involving real or potential loss of service or property or personal danger.
Ce) If non-emergency overtime is car.celled without at least 40 hours notice, the
City shall pay the affected employees two (2) hours pay at tfme and one-haH.
Section 3. work Shifts. All employees shall ha assigned to work shifts with
scheduled startlng and quitti~g times. Should conditions necessitate a change in
starting and quitting times, the Union wfll be notfffed ten (10) work 1 ng days i"
advance and permitted to discuss such changes with the City. Thfs. however, shall
not preclude the City's right-to effect schedule changes dictated by operational
necessity. This section does not apply to overtime scheduling.
Section 4. City-Paid Emergency Meals.
{a) For purposes of this section, emergency overtime is defined as overtime arising
out of situations involving real ar potential loss of service or property or
personal c!anger. The City wf 11 provide neah fn the following ~rqency
overtime situations:
1. When an employee is c:a lled back and is on duty for a period of three
consecutive hours, and thereafter at intervals of five hours but not more
than six hours until the continuous overtime assfgmaent ends.
2. lilhen an employee is held over on duty so that his/her combined normal work
shift and overtime assignment exceed sfx continuous hours from his/her last
meal and one and one-half hours after shfft end_. and thereafter at intervals
of five hours but not more than six hours until the continuous ovet time
assignment ends.
3. When an eaployee is called out two hours or 1110re before a regull_r"ly
scheduled day shift and worts the regularly scheduled shift. he/she will be
entitled to breakfast.
4.. When recalled two hours or less after the end of a regular shfft. unless
assigned to standby.
(b) The City trill provide meals for parsonnel assigned to non-emergency c~ertfi.e
work where the ass1 gmnent extends more than one and one-half hou!"'s after the
shift end and sfx con~fnuous hours frOll the last neal ..,less at least efghtee~
hours' advance notfce is providec.(.
(c) All meals provfded shall be co11p;..rable substitutes for the e11ployee' s regular
meals. Where possible the Cfty wfll arrange_ purchase ~rders at 111Utually
agnteable restaurants.
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(dl In the event an em, loyee 1s to be provided a meal or meals pursuant to this
section and such meal(s) are not provided due to workfng condftfons, the
employee shall have the optfon of recefvfng for each meal not provided an
additional one hour of overtime compensation fn lieu of such meal.
Section 5. Rest Periods. All etnployees shall be granted a rest period or coffee
break 1 imtted to 15 mfnutes during each four hours of work. Departments may •lee
reasonable rules concern1n~ rest period scheduling. Rest periods not taken shall be
waived.
Sectf on 6. Clean-Up Tfme. All employees tllhose work causes thefr person or clot~f ng
to become soiled sha11 be pro~fded wfth reasonable tfme betore lunch ~~ at shift end
for wash-up purposes.
Section 7. Standby Pay, Call-Out Pay
(a) Standby Compensation
E~loyees -oerformfng standby duty shall be C011pensated at ~e rate-:; estahlfshed
below:
Monday thro1.19h Frf day
Saturday, Sunday. Holidays
(b) Minfllllllll call-Out Pay
Compensat.1.2!
S30 per day
$43 per day
Elllployees not otherwise excluded fro• recef vfng overtime pay tllo are called out
to per font work shall be cmnpensated for at least M hours• pay for each
occurrence at the appropriate overtime rate. "Oiis provision does not apply to
employees called out to work "'fle earnfng pay for befn; in a standby status.
Sectfan 8. Nfct Shttt Prenrim. An additional 9~ per hour night Shi ft premium
shall bi patd employees fOr ""1rk performed betWHn 6:00 P.M. and 8:00 A.M. A
mfnfm11n of two hours 11Ust be worked between 6:00 P.M. and 8:00 A.M. bl qualify for
the premfl.111. Eatployees ..no regularly work nfght shifts shall receive appropriate
night shift premiums. relatfng to night shift hours "°'"ked, in addition to base pay
for-holidays~ sick leave and vacation~
ARTICLE IX -UNIFORMS AND TOOL ALLOWANCES
Sectfo" 1. Uniform
(a) -The City will provide uniforms. coveralls or shop coats on a ~ekly basis for
the foll~ng jobs and/or classf ffcatfons:
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Facilities Painter
Facilities Electrician
Facflftfes carpenter
Facilities carpenter -Lead
Facilities Mechanic
•
Traffic Control Maintainer I
Traffic Control Maintainer II
Traffic Control Maintainer -lead
Building Inspector
•
Other Streets Of vision emp~oyees when engaged in
traffic painting operations
Heavy Equipment Operator {Refuse)
Heavy Equipment Opertor -Lead (Ref use)
Refuse Disposal Att~:1dant
Utility Servf ceperson
Ut1lfty Servfceperson -Lead
Meter Reader
Meter Reader -Lead
Gas System Shop/Fteld Repairer
Chemist. Water Quality Control
Laboratcry Technician, Water Quality Control
Building 5ervfceperson
Building Serv1ceperson -Lead
Junior Museum/Zoo Attendant
Auto Servf ce Mechanic
Motor Equipment Mechanic
Motor Equipment Mechanic -Lead
Mail Cler'k
Offset Dup11cat1ng Machine Operator
Storekeeper
Assistant Storekeer~r
Chief Storekeeper
Golf Course Mafntenanceperson
Greens keeper
Golf Course Equipment t4echan1c
Utility Trainee (Water-Gas-Sewer)
Utility Install/Repair Asst
Utility Install/P.epair
Utflfty Install/Repafr -Lead
Heavy Equf ~nt Operator {Water-Gas-Sewer)
Mechanical Unit Repairer (Water-Gas-Sewer)
Water Quality Control Plant Operato~
Senior Operator, Water Quality Control
Senior ~hanic. Water Quality Control
Maintenance Mechanic, Wa~r Quality C.Ontrol
Ut11fty Instr1.111ent Tech, Water Quality Control
Water Transmission ~perator, Water Quality Control
water Meter Exchangeperson
water Mete" Repairer
Tree-Tr1nner-Line Clearer
Tree Trf..er-Lfne Clearer -Lead
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iree Maf ntenanceperson
lree Maintenance Assistant
Equipment Operator (Tree Section)
Tree Tr1..er-Ltno Clearer Assistant
P•rk Maintenance Person
Park Maintenance Assistant
Park Maintenance -Lead
Parks 0-ew -Lead
•
{ !:>) Foothil 1 Park employees who are required to wear specf fie clothing 1n the
perfort11ance of their jobs shall recetve two hundred and fifty dollars ($250) per
year un1fOMa allowance. Parking Monitors, Arl1ma1 Control Officers and An111al r.ontro1
Officer Leads shall be issued City-owned uni fol"tllS for whfch cleaning wf 11 be
provided. As soon as possible after May 1. 1987, Parking Monitors shall be issued
two additional SUllller" shirts. If any other einployee is required to wear a unf form
during the Hfe of thfs MellorandUll of Agreement, the Cfty will meet and confer with
the Union concerning the establtshment of an equttable uniform allowance. All
uniform allowances shall be pafd bi-.eakly.
(c) Coveralls wf 11 be 111de available for occasional use u needed to protect
clothing for the following cl11sf f1cattons:
Sprinkler Syste• Rep.~rer
Gang Mower Operator
Gang Mowr Mechanic
Building Servf ce PJrson -Lead
F1cflfttes Mech/Painter
Utfltty Installer Repair
.Utflfty lnstaller/Aepatr -Lead
Utflfty Installer Asststant
Hea¥Y Eqi.if ~nt Operator
lfnepe~SOtt/Cable Splfcer
Electrfctan
Electrf cal Assistant
table Splicer Assistant
Otfef Electric Underground Inspector
( d) Employees req.,fred to •~· unffGr11S shin be provided suitable change rooms and
lockers .ttere presently provided.
Ce) E1RPloyee clothing seriously daaaged Of" destroyed tn conjunction with an
industrial fnjury w111 be reasonably replaced by the Cfty. l#ty other claims
allegf"g Cfty lfabtlfty .. Y be ftled with 1:he Ctty Attorney.
Section 2. Tool Allo.ance
(a) Mechanf cs in Eq,.1fpaent Mlfntenance shill be paid an annual tool allownce of
$300 effective with the pay period tncludtng May 1, 1987, and $325 effective
wfth pay period fncludfng Mty 1, 1988.
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Cb) All tool allowances shall be paid bi-weekly.
Section 3. Safety Shoe Allowance
•
The City shall reimburse employees 75 percent of the cost of job-related safety shoes
upon verificat,:on of such purchase by the emp1oyee.
ARTICLE X -HOLlDAYS
Section 1. Fixed Holidafs. Except as otherw~s~ ~rovided. employees within the represenfatfon unft Sha1 have the follo~ing ~ixed holidays wfth pay:
January 1
Third Monday in January (Martin Luther King Day)
Third Monday in February
Last Monday in May
July 4
First Monday in Septeillber
Second Monday f n October
Veterans' Day. November 11
ThanKsgiving Day
Day after Thanksgiving Day
December 25
Either December 24 or December 31 (sl!e below}
Employees shall be excused with pay for the full work shift on either December 24 or
December 31, provided howver that City fac 11 fties ret1111n open with reduced staffing
levels. tnat ::itanage.ent retains the right to determine work schedules, and that
neithe~ da1 be considered s holiday fc:.r purposes of premf 1.111 pay. If employees are
net excused pursuant to this provision, one shift of vacation crcift wfll be added to
their vacation accrual.
tn the event that any of the aforementioned days. e~cept for Deceaiber 24 or Decead:>er
31. falls on a Sunday, the following Monday shall be considered a holiday. In the
event that any of the afore111entfoned days falls on a Saturday. the preceding Friday
shall be considered a holiday. If Oecem:>er 24 and 31 fall on Sunday. then the
precedfng Friday wf11 be dtsfgnated for purposes of the holiday. Exceptions to this
prowtsfon are ltsted fn Appendix E.
Sectfo" 2. Pay f~r Ffxed Holidays
(a) '411 employees sha11 be paid a full day's pay at their regular straight time base
hourly rate fOll" all ffxeJ holidays as defined herein.
(b) An •ployee -..st be fn a pay status on the ~rk day preceding the holiday t.o be
elfgfble to be ~nH.ted for a holiday. This sabsectfon does not apply to an
e19Ployee ... o fl on -.i ~paid aedfcal leave of absence of less than ff ve (5)
days.
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Section 3, Work on Fixed Ho11daJs. Any employee required to work on a fixed holiday
shall be pafd tfme and one-half or such work fn addition to his or her holiday pay. Work
on a fixed h<l1day beyond the number of hours 1n a regular shift shall be compensated at
double time and one-half.
Section 4. Varf a~f ons fn Work week
Ca) An employee .ttose ~rk schedule requires that his or her regular days off be
other than Saturday and/or Sunday s·iall have an additional day off scheduled by
the department in the event a fixed holiday falls during his or her regularly
sche~"led day off. Every attemp~ will be made to schedule the d~y on a mutually
agreeable basis. If the day cannot be so sche~~~ed, the employee shall be paid
for the day at the straight time base rate.
{b) Fixed Jlf days rllfch f31l during a vacation period or when any employee is
absent because of illness shall not be charged against th~ employee's vac~tfon
or sick leave balance.
Sit?ction s. Floating Dais Off. Floating days off with pay will be $Cheduled by
Jtanagement as follows so as to produce three-day weekends:
June 1987 -One floating day off
August 1967 -One floating day off
September 1987 -One floating day off
March 1988 ... One floating day off
April 1988 ... One floating day off
June 1988 ... One floating day off
August 1988 -One floating day off
September 1988 -One floating day off
March 1989 ... One floating day off
April 1989 -One floating day off
The following conditions will hold:
1. Management wil 1 designate tf'ce schedul 1ng of the pa1d day off under this
section at least thirty days 1n rdvance.
2. If in conformance with this section Management is tl\able to schedule a day
off in the 110nth indicated, for reasons of shtft operations, work scheduling
or any other reason~ the day will be added to the employee's vacation
accrual.
3. If an employee fails to take a day off as scheduled by Mangement under this
section, the day off so scheduled will be forfeited.
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ARTICLE XI -VACATIONS
Section 1. Each employe~ shall be entitled to an annual paid vacation, accrued as
follows:
(a) Less than four (4) years• ~ontinuous service--te-n (10) working days per year.
(b) Four (4) years' continuous service through eight (8) years' continuous
servfce--fifteen {15) working days per year.
Cc) Nine (9) or more years' continuous servfce--twenty (20} working days per year.
Employees may accrue up to three times their ~nnual vacation lea~e without loss of
vacation days. In the event the Cfty fs unable to schedule ~acation and, as a result
thereof, the employee is subject to loss of accrued vacation the City shall extend
the vacation accrual lfmit up to one year in which time the ~xcess vacation must be
scheduled and taken. As long as there is no interference with departmental
operations, there shall oe no unreasonable restriction of \ncreir.ent' of use.
Ernpl oyees sha 11 complete six ( 6) months' continuous service before using accrued
vacation leave.
Section 2. Holiday Falling During Vacation. In the event a fixed holiday as defined in J\rticle X falls w1th1n an employee's v1cation period. which would have excused the
employee from work (and for which no otner compensation is maje)1 an additional work
day for such holiday shall be added to the vacation leave.
Section 3. I11ne!';s During Vacation. When an employee becomes 111 whfle on vacation
and such fiiness can be supported by a statemen~ from an accredited phy~ictan or the
employee is hospitalized for any period, the employee shall have the period of
illness charged against sick leave and not agtinst vacation leave.
Section 4. Accrued Vacatfon Pay for Deceased Emiloye;s. An employee who is eligible
for vacation leave arid WhO dies wh11e fn the mun cfpa service shall have the amount
of any accrued vacation paid to his/her estate within thirty days. This proration
will be computed at his/her last bas1c rate of pay.
Section 5. Effect of Extended Mflitar' Leave. An employee who interrupts service
because of extended ml1itary leave sha 1 se compensated for accrued vacation at the
time the leave becomes efft;tive.
Section 6. vacation at Termination. Employees leaving the municipal service with
accrued ~acatf on leave shi11 be paid the amounts of accrued vacation to the date of
termination.
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ARTICLE XII -LEAVE PROVISIONS
Section 1. Sf ck Leave
(a) The City shall provide each employee with pafd sick leave, earned on a daily
basis and computed at the rate of 96 hours per year, wfth no lfmfts on amounts
that may be accumulated, except that for employees hired after July 1, 1983,
sick leave accrual accU111ulation shall be limited to 1,000 hours and subsections
(a) 1, (a) 2 and (a) 3 shall not apply. Payment for accumulated sick leave at
termination shall be made only fn the following circumstances:
1. Eligible employees whO leave the municipal service or who die while employed
and who have ff fteen or more years of continuous service sha 11 receive
:ompensat?on for unused sfck leave hours in a Stilt equal to two and one-half
percent of their unused sick leave hours multiplied by their years of
continuous service and their basic ~ourly rate of pay at termination.
2. Full sfck leave accrual will be paid in the event of termination due to
disability. ·
3. Employees who retire from municipal service who have fifteen (15) or 111>re
years of contfnuous service nay •t thefr option convert all or a po~tfon of
their unused sick leave ,hours to 1>3fd City El'llployees' Medical Plan premiums
for the employee <'nly at the rate of one month for every eight hours of sick
leave accrued. Tili~ option fs open only to employees who retire durfn; the
lffe of this Agreement and who are covered by the City Employees• Medical
Plan or exercise their option to convert to the City Employe~s· Medical Plan
upon retirement.
(b) Use of Sick Leave. Sfct leave st.all be allowed and used in cases of actual
personal sfckness or dfsabflfty. medfcal or dental treatment. or as authorized
for personal business.. Up to five days sick leave per year nay be used for
illness in the ilnedfate family. A new employee nay. if necessary •. use up to
forty-eight (48) hours of sick leave at a~y tfme during the ffrst sf x POnths of
employment. Any negative balances gener!ted by such utilization will be charged
against future accrual or deducted from final paycheck in the ~~ent of
termination.
( c) An employee -'lo has been disabled for 60 consecutive days and who, fs otherwise
elig~ble both for pa}'lll!nt under the long-term d1sab11ity group insurance
coverage an~ accrued sic~ leave benefits may. at his/her option. choose eithe~
to receive the long-tent dfsabil fty beneff ts or to ut111ze ttl· ."'emfnder of
h1s/her accrued sick ;~ave prior to applying for long-term disability benefits ..
(d) Sf ck leave will no! be granted for illness occu~ring during any leave of absence
unless the employee can demonstrate that ft was necessary to come under the care
of a doctor while on such other le:lve of absence.
(e) Return to Wor~ With Uaited Duty. Upoh approval of department management and
tfu! city safety offfcer an etnployee may return to work for doctor-approv~d
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limited duty. Approval for return to work shall be based upon department
abflfty to provide work consistent with medical lfmftatfons. the location of the
work assignment, and the length of time of the 1imitatio11s. The CL.y doctor nay
be consulted in determining ~ork limitations.
Section z. Bereavement Leave. Leave of absence with pay of three days may be granted
an employee by the head of hts or her department in the event of death in the employee's
ilftlllediate family, which is defined for the pm'"poses of thts section as wife, husbi'nd,
son, son-in-law, daughter, daughter-in-law, mother, mother-in-law, father, father-in-law,
brother, brother-in-~aw, sister, sister-in-law, grandmotner. grandmother-in-law,
grandfather, grandfather-in-law, aunt, uncle. or a close relative residing in the
household of the employee. Such leave shall be at full 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 shall be subject to the written approval of the City Manager.
Approval of addftior.al leave will be based on the c1rcwnstances of each request with
consideration given to the employee's 11eed for add;tfonal time.
Section 3. Mi~itary Leave. The provisions of the Military and Veterans' Code of t~e state of ca11tornta sha11 govern the granting of military leaves of absence and tne
rights of einployees returning from such leaves.
Section 4. Leave Without Pay
Ca) Disability. r.eaves of absence without pay N1 be granted in cases of disability
not covered by sick leave. Pregnancy will be considered as any other
disability. Leaves of absence for dfsab11fti are subject to ph,sfcians'
ve~iffcatfon including dfagnosfs and medical work restriction.
(bl Other Leaves. Leaves of absence without pay ay be granted in cases of personal
emergency or when such absences would not be c~ntrary to the best int~rest of
the City. Mon-disability prenatal and/or posttllrtum leave is available under
this provfsfon» but such leave shall not begin 110re than six months prenatal nor
exter.d more than six 111>nths postpart1.1111.
During unpaid leaves of absence for disability or other reasons. the employee may
elect to use accrued vacation credits. Requests for lea~es without pay shall not be
unreasonably denied. In order to avoid misunderstandinqs. all leaves vithout pay must be
1n wr"iting to be effective.
Section 5. Jury Duty and Subpoenas. E111>loyees required to report for Jury duty or
to answer sUtipoenas as a trltness fn behalf of the State of CalHornfa OI" any of fts
agencies shall be granted a leave of absence wfth pay frma their assigned duties
until released by the court. provided the e111>loyee M!~1ts to the City all fees
recefved frt"'m such duties other than mileage or subsistence allowances within thirty
(30) days frOll the termf nation of Jury service.
When an Mployee returns to complete a regular shift fol lowf ng tf11e served on jury
duty or as a witness. such t;11e falling within the work shi~ shall be considef"ed as
thte ll«>rted for purposes of shift como1etion and overtime c0111putatfon. In
deter•ining whether or not an employee shall return to his or her regular shift
• •
following performance of the duties. reasonable consideration shall be given to such
factors as travel time and a period of rest.
When a combination of City work time and jury duty equals 14 or more hours in the
24-hou~ period inmedfately prior to the employee 1s shift starting t1me, the employee
will be alloMed a rest period of eight hours. Any portion of the rest period falling
within the employee's work shift will be considered as hours worked and compe"sated
at the straight time rate. This provf sion does not apply to conditions of bona fide
emergency. Bena fide emergency conditf ons are conditions involving real or potential
loss of service or property or personal danger.
Section 6. Time Off to Vote. T1111e off with pay to vote in any general or direct
primary election shall be granted as provided in the State of catffornia Elections
COde, and notice that an employee desire$ such ti111e off shall be given in accordance
with the provisions of said Code.
Section 7. Educational Leave and Tuition Reimbursement
(a) City will reilllburse e~penses for tuition. books and curric~lum fees
incurred by non-probationary e11ployees within the representation unit, to a
maximt111 of $500 per fiscal year. for classes given by accredited institutions of
learning or approved specialized training groups. The non-probationary
rE:quirement will be wai¥ed for probationary e1111>loyees when submf tt1"9
retmt,ursement for job-required certifications. The City \!ill also reimburse
professional ass~iation metllbershfps and conference registration fees.
professional books and periodicals. All prograas eligible under this section
raust either contribute to the employee's job perfonaance or prepare the e111Ployee
for other City positions. and llU5t be approYed in advance. Tuition and
registration fees may be paid directly to organizations upon advance approval of
program. City employees wishing to engage in educational progrus fnvol vi ng
working the 111y be granted rescheduled time if departmental operations per11it.
(b) Professional and technical employees assigned by the Cfty to attend meetfft!Js.
worksho9s. or conventions of their professi0t1al or technical associations shall
have their dues and reasonable expenses paid by depart.ental funds and shall be
allowd to attend such workshops, meetings. and conventions on paid City tf11e.
Section B. In case of disapproval of extension. revocation or cancellation of an
~xfsting leave of absence. not1ce shall be sent by certified 11111. return receipt
requested, to the employee stating the da~ of such action. the reason and a specific
date to return to "'IOrk, which is not less than five wrking days frOll date indicated
on return receipt.
Section 9. Personal Business Leave Chargeable to Sick Leave. All employee~ shall be
granted up to twenty (ZO) hOurs personal business leave per calendar year chargeable
to skk leave. The employee need not disclose the reason for the personal business.
The scheduling of such leave fs subject to the approval of the appropr"fate level of
Management, and such approv.\1 shall not unreasonably be denied.
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•
Section 10. The department shall rnake ~very effort to ensure that employees resuming
work following a leave pursuant to Sections 1-10 shall be returned to the assignment,
shift. and/o~ work location held f11111edfately prior to the leave. If the employee
cannot be so assign~d, he or she shall, upon request, be granted a meetfng with
department management to discuss the reasons for the change. Upon request, the
employee shall be afforded union representation at such a meeting.
ARTICLE XIII -WORKERS' COMPENSATION INSURANCE
Section 1. Industrial Temporary Disability.
(a) While temporarily disabled, employees shall be entitled to use accrued sick
l~ave fOP the first thrl!e (3) days follo~ing the date of injury and thereafter
shall be paid full base salary for a period not to exceed fifty-seven (57)
calendar days. unless hospitalized, in which cas~ employees shall be paid full
base salary for a period not to exceed sixty (60) uays from date of injury.
(b) For any temporary disabflfty continuing beyond the time limits set forth in (a)
above. employees shall be paid two-thirds {66 2/3tl of ~heir full base salary at
the time of injury for the duration of such temporary disability in conformance
with the State law.
(c) During the pe~iod of temporary disability. an employee's eligibility fc, health,
dental, life, LTD, or other insured program will continue with City
contribJtions at tlle same rate as for active employees. In case of Subsection
(a) above, the employee will cont~nue to accrue vacation and sick leave
benefits. In the case of Subsection (b). sick leave an~ vacation benefits shall
not be accrued.
Section 2. Trafnfn for Perlflilnen~l Disabled E lo ee:. In the case of permanent
1sa y ue o an nJury occurr ng on-e-J on er after January 1. 1975, the
City agrees to abide by Title 8. Chapter 4.5. Subchapter 1. Article 12,
"Rehabi'litatfon", Sections 1001 through 10010. of the calffornia Administrative Code.
which provides that a public agency will make available to qualified injury workers
such a rehabilitation program. Such rehabil1tat1on benefits are additional benefits
and shall not be converted to or replace any Workers' Compensation benefits. The
City agrees that when any permanently disabled employee requests such rehabilitative
benefits. the City will weet with the employee and Union representative or legal
couns~1 if desired to consider formulation of an appropriate and reasonable program*
ARTICLE XIV -BENEFIT ~ROGRAMS
Section 1. Health Plan. The City sha11 pay all premium payments on be~alf of
employees Who are e1tgfble for coverage under the health plans as described fn
Subsection (a} and {b). Any premil!ll rate increases during the life o~ this
"4emorandum of Agreement shall be paid by the City. The following options will exist: ·
(a) Employee and dependent coverage under the existing Kaiser Health Plan S
Contract, fncludfng the Drug Plan III option.
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• •
(b) Employee and dependent coverage under the ex;stfng City of Palo Alto Employees•
Health Plan w1th major medical maximum of $250,000.
Cc) The City shall, upon submittal of evidence of payment, reimburse up to $110 per
month without Medicare. and $72 per month with Medicare, of rnedicai plan
premi urns on behalf of representation unit employees wh" retire from tr;e City
under service or disability retirements. The retiree may select any medical
plan. The plan nay cover eligible dependents as defined under the City
Employees• Heal~h Plan. No reimbursements w1ll be made for plans providing
benefits other than medical and health benefits.
(d) Effective May l. 1987, the definition of "Dependent" in City Employees• Health
Plan shall include any other unmarried person under a~e 19, entirely supported
by the employee, permanently residing in the employee s household and for whom
the employee or the employee's spouse is (or ~s before the person's 18th
bi~thday) the legal guardian.
Section 2. Joint Union/Mana ement Cost Containment Committee. A joint Union/Manag~ment
mm ttee, w t t e n on av ng ree appo n ees. s a · establ i :c-hed. The
Committee shall ~ondur.t a study of measures for 11mft1ng increased health plan cost.
Cost saving measures to be investigated by the Committee shall include. but not be
limited to. altering utilization patterns to encourage cost effective services and to
avoid unnecessary use of exp.!nsfve in-patient care:
(a) Home care. out-patient care and out-pat1ent surgery as alternatives to lengthy
hospf ta11zatfon;
(b) Preventive care programs. including hypertension maintenance programs;
(c) Education of Rl!llbers to value of alternathe ca.re option; increased health
awareness program.
(d) Develop alternative to raedfcal, drug and alcohol rehab programs for use fn
special cases; fmpro~e out-patient coverage as alternative to fn-patfent care.
The Committee shall meet regularly and make recommendations to implement cost saving
procedures, consistent with the goals set forth above. Such reconmendatfons shall be
implemented when mutually agreed to by the parties and may recommend additional
measures, consistent with he goals set forth above.
Section J. Dental Plan.
(a) The City shall pay all premium payments on behalf of em~loyees, and all
dependents of employees who are eligible fn~ cov~rage under the City's
self-fund~d dental progra•.
(b) Effective May 1, 1987, the definition of •oependent• fn City Employee's Dental Plan
shall include any other unmarried person und~r age !9, entirely supported oy the
employee, permanently residing in the employee's household and for whom the employee
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• •
or the employee's spouse is (er was before the person's 18th birthday) the legal
guardian.
Section 5. When a City employee is married to another Cfty employee each shall be
considered as an employee for purposes of health and dental coverage. provided
however that neither shall be covered as a dependent of the other> and dependent
children if any shall be covered by only one spouse.
Section 6. Effective July 1, 1987 the provision referred to as the •birthday rule0
shall be added to the "Effect on tie1.efits• sections of the City Employee's Health
Plan and City Employees• Dental Plan. The •birthday rule• provides t~at when two
plans r··ver an fndf vf dual as a dependent. that Pl~n shall be Primary which covers the
individ~dl as a dependent of a person whose date of birth, excluding year of birth,
occurs earlier fn a calendar year. if the other Plan does have a Coord;nation of
Benefits Provi$1on, but does not have this provision regarding date of birth, the
provision of the other Plan will determine.
Section 7. Basic life Insurance. The City agrees to continue the basic life insurance plan ~s currently fn effect for the term of this Memorandl.81\ of Agreement.
Section 8. Vision care. tffectfve beginning July 1, 1987. the City will offer
VTS1on care coverage for employee only. Coverage is e~uivalent to $20 Deductible
Plan A under the Vision Service Plan with monthl•; premiums paid by the employer.
Section 9. Deferred Co~nsation. The City shall make available the necessary
payroll deductfon and oter procedures to provide a deferred compensation plan.
Section 10. Long Term Disabilit{ Insurance •. The City shall continue the long term
df sa6i11ty insurance plan curren ly fn effect for the term of this Memorandum of
Agreement. E111f)1oyee coverage is subject to a voluntary payroll deduction of the
insu~ance premf t.111 applicable to the first $2000 of monthly salary for Plan B or tne
first $1800 of ..,nthly salary fur Plan A; the City will pay premiums in excess
thereof.
The City will pay up to $17.50 per month toward long term disability insuranc~
premiums for those employees without eligible dependents covered under the ~ealth
insurance provisions.
Section 11• Utility Discount. Eligibility for utility discount for employees tarith
employment dates beglnning after April 1, 1977. will be discontinued.
Section 12. State Disabflfty Ir.surance Study. Parties agree during the term of t~e
Memorand1111 of Agreement to Jointly study the possibility of offering State Disability
Insurance to representation unit 11el'Abers.
Section 13. Dee;ndent care Assistance Program. The City will provide a Dependent
care Xssf stance r~ram for employees according to the provisions of the Federal
Economic Recovery Tax Act of ~981, Code Sections 125 and 129. The program •ill b~gin
on January 1, 1988. Progra~ details wf 11 be developed and reviewed with the Union
prior to the implementation date.
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• •
ARTICLE XV -RETIREMENT
Sectton 1. The City will continue the present benefits under the Public Employees' Retfrement System 1/50th at age 60 formula act. Employ~s who retire and were
employed by the City on or before April 1, 1977. and spouses of deceased C'llployees
who were employed by the Cfty on or before Aprf 1 1, 1977. shall continue reductions
fn utflfty rates. All retired employees and spouses of deceased employees shall also
have residential prfvf teges at City l~braries. refuse disposal area, golf course and
swf nming pools.
Section 2. Effective with the pay period including May 1. 1984, the City will pay
the 71 employee's retirement contribution to the Public Employees' Retirement System
(PERS) except that, subject tu the lfmftatfon of applicable law and/or income tax
regulations, employees who file signed Personnel Action Forms with the City Personnel
Department prior to April 1, 1984, indicating retirement dates from May 1, 1984
through April 30, 1985. shall not receive this provision but shall instead recei~ a
S.6S pay increase effective with the pay period including May 1. 1984. The City
~ttorney shall make all legal detef'"llinations relating to this exception. For
purposes of negotiation hereafter. the pa1J1ent by the City of the employee's
contribution shall be deemed a 7S adjustment in salary for the year May 1. 1984
through April 30, 1985.
ARTICLE XVI -PARKI.~G
Section l. Provision of Parking. The City shall provide all employees within the
representatfon unit parkfng privileges fn the Cf vie Center garage at no cost to such
employees. The Ctty will provide bicycle lockers and notorcycle ~t!ing areas for
City employees at mutually agreeable wm-k -locations.
ARTICLE XVII -PHYSICAL EXAMINATIONS
If any non-probationary employee Wlo is required to have a City-provided physical
P.Xamination not related to workers' compensation programs disagrees with the findings
of the City-sponsored physician, he/she 111y consu1t with his/her own physician and.
if hfs/her private physician's report conflicts with that of the City physicfan in
terms of ability to work at hfs/her regular job, then he/she may request an
evaluation of hfs/her problem through a third physician mutually agreed upe>n by the
employee and the l:.lty. Cost far such eKa11ination will be equally shared and the
decision of this physician concerning the continuing ability of the et11ployee to
perfor. his/her work fn his/her regular job without exposing himself/herself to
further injury as a result of hfs/her condition shall be the basfs for returning the
employee to his/her regular wort.
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• •
ARTICLE XVIII -SAFETY
Section 1. Health and Safety Provisions. The City shall fu?'nish and use safety
devices and safeguards and sna· ~· adopt and use practkes, l'lteans. methods, operations
and processes which are ret1;;onably adequate to r• ider such employment :::id place of
employment safe, in co"fork:te with applicable : fety regulations unrier the State
Labor and Adllini str-ative Codt sections.
The City shall not require or permit any e11tployee tc go into or be in any employment
or place of employment which is not safe.
Section 2. Union will cooperate with the City bi encouraging all ~ployees to
perform their wrk in a safe 111anner.
Section 3. Safety Comf ttees and O~utes. Safety ccanfttees cMposed of 111anagement
and Union stewards in the below ifs organizations w)11 ineet no less thar. ten times
annually to discuss safety practices, taethods of reducing hazards, ~nrt to conduct
safety trafn,ng. This shall 'n no way remove the basic respons;bility of safety from
Management nor shall it in any way a1ter the respot1sibility of the employee to report
unsafe conditions directly o~1 f11aediately to his or her supervisor.
Social and Couaun1ty Services
Public ~ks
Water-Gas-Waste-water Field Operations
Electric Field Operatfo~s
water Qual tty Control
(a) A co..1ttee COllpC)sed of one facn ft1es managecaent representative. cme building
inspection representative. two Union represenatives, and the City Safety Officer
will meet at least quarterly cmtcerning safety aatters of the Civic Center.
( b) A ten-tlelllber Citywide Uni on/Manage11ent safety c~ ttee w1 th E qua 1 Un ion and
ManagMent mellbershfp wf 11 11eet upon call to review safety and occupational
health stattdards and ,ractiees, discuss ovet"'all City safety and health probleTUS.
and to ~ct a~ an ad'Yf sory group to the departtental safety comittees. The
comittee shall review all departllental safety programs and reco•end ctJang~
~here necessary.
{c) In cases of dispute OYet-safe ..:>rking conditions the employee will first report
such unsafe conditions to his or her supervisor and eyer-y attempt will be made
to rectify the problem at this level.. The employee •Y contact his or her
steward to assist in the resoluttv. 01 the d1spute. 1f the problen cannot be
resolved the Safety Offi~er will be contacted and the problem will be addressed
through the interpretation of the basic safety rules and regulati011s~ Shou1d
the problem not l>e r2solved at this step, the grfevance procedure wil 1 be
utilized. Safety grievances shall be submftted at Step III.
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ARTICLE XIX -GRIEVANCE PROCEDURE
Sectfo~ 1. The City and the Union recognize that early settlement of grievances fs
esse11tfal to sound eaiployee-employer relations. The parties seelc to establish a mutually
satisfactory 11ethod for the settlesaent of e19Ployee grievances. or Union grievances as
provided for below. In presenting a grievance, the aggrieved and/or his or her
representatf ~e is assured freedom from restraint, interference. coercion, discrimfnatfon
or reprisal. Release tfwte for invest1gatfon and processing a grievance is designated fn
Article IV of this '4elnorandl.ll'll of Agreement.
Section 2. Deffnf tfon. A grievance is:
(a) An W'!resolved C011Plaint or dispute regarding the application of interpretation
of rules. regulations, policies, procedures, Memoranda of Agreement or City
o;·dinances of resolution. relating to terms or conditions of employment. wages
or-fringe benefits.
(b) An appeal frOll a disciplinary action of any kind aga~nst an employee covered by this
titewiorandt.11 of Agreec1e11t.
Section 3. Conduct of Grievance Procedure.
(a) An aggr-i~ved .-ployee 1111y be represented by the Union or may represent
hf11self/herse1f fn preparing and presenting a grfeva.nce at any )evel of review.
Grievances •Y also be presented by a group of ellJ)loyees. No grievance
settle111ent 111y be 111de fn violation of an existing merit rule or-memorandl.ill of
agree.ent. The Union wf 11 be notf ffed prfor to the implementation of any
settle11ent Ali!lde -.hich affects the rights or conditions of other e11ployees
represented by the Union. The Union will be copied on all vrftten
representation unit grievance decf sfons.
(b) An employee and the representath~ steward. 1f any, may use a reasonable aMOunt
of wr-k time so long as there 1s no disruption of wrk., tn conferring about and
pre~ntf ng a grfevanee. Beginning with the third step of the grievance
procedure., the a. :ef Steward or Alternate Chief Steward lllilY assist in presenling
a grievance and may be present at all Step III, IV, and V grievance hearings.
(c) The time lb1its speciffed in this Artfcle ftllY be extended by 11Utual agreement 1n
writing of the aggrieved ttq>loyee or the Unf..,., and the reviewer-concerned.
(d) Should a decision not be rendered within a stipulated tf11e limft. the aggrieved
employee !llY hnediately appeal ~ the next step.
(el The grievance •Y be considered settled if the decision of any step is not
appealed w1thfn the specified time limit.
(f) If appropriate, the aggrieved employee(s) or the Union and the department head
may wrtually agr'!e to waive Step I arttJ/or Step II of the grievance procedure.
(g) Written grievances shall be submitted on forms provided by the City or on forms
whf ch are 11Utua11y agreeable to the City and the Union.
-27-
• • (h) Any retroact1vity on monetar .. -grievances shall be limited to the date of
occurrence, except in no case will retroactivity be granted srior t:o three
months before the grievance ~s filed in ~iting.
(il If the grievance is filed by more than one employee in the bargaining unit, the
Union may. at its option. convert it to a Union grievance after Step 11 of the
grievance procedure. The Union may also file a grievance in those instances
when. under this Memorandl.ITI of Agreemen~, a Union right not directly related to
an individual r ~ployee becomes the subject of dispute. Union grievances shall
comply with al 1 of the foregoing provisions and procedures.
Section 4. Grievance Procedure
Step I. The aggrieved employee will first attempt to resolve the grievance through
Tnlonnal discussions with his or her immediate supervisor by the end of the ~nth
wo~king day following the discovery of or the incident upon which the grievance is
based. £very atteinpt ~ll be made to settle the issue at this level. (Note: For
purposes of ti~ limits, the working days are ~onsidered to be Monday through Friday,
exclusive of City holidays.)
Ste~ II. If the grievance is not resolved through the informal discussion, the
emp oyee will reduce the grievance to writing and submit copies to the division head
or equivalent level Management employee ~s designated by Management as appropriate
within ten working days of the discussion r:ith the illl!lediate supervisor.
The division head or equivalent level Management employe£. shall have ten ~rking days
from the receipt of a wrHten grievance to review the matte•· and srepare a W'itten
statement.
Step III. If the grievance is not resolved at Step I!, the aggrieved employee may
appeal to his or her .tepartment head in writing within ten working days of the
receipt of the division head 1 s response.
The department head shall have ten \Clrking days from the rectipt of a llllritten grievance
to review the matter and convey his or her decision by written statement •
. s~p IV. If the grievance is not resolved at Step III. the aggrieved employee may
appeal to an Adjustment Board. Appea 1 s to the Adjustment Board s ha 11 be made in
W'iting and directed to the Personnel Director within ten 1110rking days of receipt of
the department head's response. The Personnel Director shall convene an ~djustment
B'Jard within ten 1«.1rking days of receipt of the appeal. The Adjustment Board shall
coflsi st of t11«> persons appointed by the Union and t~ persons appointed by the City
Manager.
The Adjustment Board is empowered to cal 1 City employees dS llfitnesses.
Within the context of Step IV. the Adjustment Board will have the same po~rs an~
limitations to settle grievances as a~ arbitrator.
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... · .. ·. .... .... ~ . ....:._-'.~---.-. .. . ' ~ ..
• •
A majority decision of the Adjustment Board shall be final and binding. The
Adjustment Board shall render its findings and decfsfons {ff any) to th~ partfes
within ten working days of its meeting.
Step V. If the grievance is not resolved at Step IV, the aggrieved employee may
choose between final and binding resolution of the 'rfevance through appeal to the
City Manager or through appeal to final and bfndfng grievance arbftratfon. For the
term of this Memorand11n of Agreement, appeals to final and bf ndfng grievance
arbitration may be processed only wfth Union approval. All Step V appeals must be
ff led fn writing at ~he Personnel Department Office within ten working days of
receipt of the Adjustment Board's disposition under Step IV.
If the aggrieved employee elects final and binding resolution by the City Manager,
the City Manager will choose the methods he or she considers appropriate to review
and settle t~e grievance. The Cfty Manager shall render a ~f tten decf sfon to all
partfe~ directly involved within ten working days after receiving the employee•s
appezl.
If t~e aggrieved employee elects final and binding arbitration in accordance with
this provision. the parties shall mutually select an arbitrator. In the event the
parties car.not agree on an arbitrator. they shal 1 mutually request a panel of five
arbitrators from the talifornia State Concflfatfon Service or from the American
Arbitration Association ff either party objects to the State Conciliation Service.
and select an arbitrator by the alternate strike method.
The arbitrator sh~ll have jurfsdict\an and authority only to ~nterpret, apply, or
determine compl fance with the provisfons of this Memorandt.IR of Agreement and such
Merit System Rules, regulations, policies, procedures. City ordinances, resolutions
relating to terms or conditions of e111Piu)'llent, wages or fringe benefits. as may
hereafter 'le fn effect in the City insofar as may be necessary to the determinatfnon
of grievances appealed to the arbitrator. Tne arbitrator shall be without power to
make any decision:
1. Regarding .. atters of f nterest.
2. Contr~ry to. or inconsistent with or modifying in any way. the terms of this
Memorandl.IR of Agreet11ent.
J. Granting any wage 1ncreases or decreaSE:s.
The arbitrator shall be without authority to require the City to delegate or
relinquish any powers which by State law or City Charter the Cfty cannot delegate or
relinquish. Where either party seeks arbitration and the other party claims the
matter is not subject to the arbitration provisions of th1s ~AOrandwt of Agreement,
the issue of arbitrability shall first be decided by the arbitrator using the
standards and criteria set forth fn Article XX and without regard to the merits of
the grievance. If the f ssue is ~eld to be arbitrable. the arbitration proceedings
wf 11 be recessed for up to five working days durfog which the parties shal 1 attempt
to resolve the grievance. If no resolution is reached, the arbitrator will resume
the ~aring and hear and resolve the issue on the merits.
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Copie!s of the arbitrator's decision shall be submitted to the City. the aggrieved
employee and the Union. All direct costs emanating from the arbitration r:rocedire
sha 11 be shared equa 11 y by the City and the aggrieved employee or the Un ion.
ARTICLE XX -UNSATISFACTORY WORK OR CONDUCT AND DISCIPLINARY ACTim~
The City has the right to discipline. demote, or discharge employees for
unsatisfactory work or conduct.
Non-probationary employees whose work or conduct is lllsatisfdctory but not
sufficiently deficient to warrant discipline. demotion, or discharge will be given a
written notification of unsatisfactory work ~r conduct and an opportUtlity to improve.
Fa i1 ure to correct deficiencies and i1nprove to meet standards O'ay result in
1iscipline, demotion, or discharge.
Notice of disciplinary action must be in writing and served on the employee in person or
by registered mail prior to the disciplinary action becoming effective. However, in
extreme situations where there is reasonable cause, the employee may be removed from pay
status inmediately pending such disciplinary action. The notice mHst be filed on a
timely basis with the Personnel Department and included in the empioyee's personnel file.
The notice of disciplinary action shall include:
(a) Statement of the nature of the disciplinary action;
(b) Effective date of the action;
(c) Statement of the cause thereof;
(d) ~tatement in ordinary and concise language of the act or the ar.issions upon
which the causes are based;
(e) Copies of any documents or other items of evidence upon Wiich the disciplinary
action was fully or in part based.
(f) Statement advir.ing the er.ipioyee of his/her right to appeal from such action, dnd
the right to linion repre3entation.
If the disciplinary action consists cf suspen~ion, any suspension time previously
given shall be credited to the final disciplinary action.
ARTICLE XXI -NO ABROGATION OF RIGHTS
The parties ac'cnowledge that Mana'::l~ment rights as indicated :n section 12071) of the
Merit System Rules and Regulations and al1 applicable State laws are neither
abrog.ited nor made sliiject to negotiation by adoption of this Memorandum of
Agreement.
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• •
ARTICLE XXII -OUTSIDE EMPLOYMENT
The prJvisions of Article 4.7 of the Gcve~nment Code of the State of california will
govern the determination of incompatible outside employment.
ARTICLE XXIll -WORK STOPPAGE AND LOCKOUTS
The City agrees that it wf 11 not lock out employees, and the Union agrees that it
will not engage fn ~ny concerted l'#Ork stoppage or s7~down during the term of this
Memorandl.111 of Agreement. An employee shall not have the rfght to r~cognize the
picket line of a labor organization when performing duties of an emergency nature.
ARTICLE XXIV -PROVISIONS OF THE LAW
Section 1. This HemorandU111 of Agreement is subject to all current and future applic~61e Fed~ral and State laws and Federal and State regulations and the Charter
of the City of Palo Alto ~nd the Consitution of the State of california.
Should any of the prc;vfsions herein contained be rendered or declared invalid by
reason of any existing State or Federal legislation, such invalidation of such part
or portion of this Melll>randUll of Agreement shall not invalidate the remaininJ
portions hereof and they shall re-.na1~ in full force and effect. insofar ·as such
remaining portions are severable.
Section 2. This Me!norandlll of agreement shall becOtAe a part of the City of Palo Alto Merit Rules and Regulations applying to einployees assigned to classiff catfons in the
SEIU unit. As app;fed to employees assigned to the SEIU unit. this Memorandum of
Agreement shall pt'evail over any conflicting Merit Rules and Regulations.
Sectio~ 3. The City and the Union agree by si1ning this Memorandum of Agreement that the wages. hours. rights and ~rkf ng conditions contained herein shall be continued
in full force during the ~rm of this Me1JtOrand1mt of Agreement except ~s other-wise
provf ded for in the Memorandln of Agreement and s~all be binding on bot~ the Cfty and
the Union upon ratification by the Councf 1 of tile Cfty of Palo Alto and upon
ratification by Unfon membership.
ARTICLE XXY -COST REOUCflON PROGRA~S
During the term of this !greement. the Union will aggressively assist Management in
developing cost reduction progra•s. Such programs may include voluntary reduced
hours/pay after thfs concept is studied by Management, and wfth such applfcatfon as
may be approved by Management.
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ARTICLE XXVI -TERM
The terin of this Memorandum of Agreement shall commence on May 1, 1987. and shall
expire on April 30, 1989. Either party may se~ve written notice upon the other party
during the period between nfnety and sixty days prior to April 30, 1989, of its
desire to amend this Memorandum of Agreement. If, at the time this 1'1E'~orandum
of Agreement would otherwise terminate, the parties are negotiating a new Memorandum
of Agreement, upon mutual agreement the terms and conditions of this Memorandum of
Agreement shall continue in effect.
EXECUTED: April 30, 1987
FOR LOCAL 715A, SEIU, AFL-CIO, CLC
s/B.Jb Britton
s/t'tary Lee
s/Karen Smith
s/Ri chard James
s/John Wofford
s/E~nor Pahl
s/Roger Cordero
s/Bill Soliz
s/Maurice Beeson
s/Craig Robinson
s/l inda Lee
s/LuAnn Carter
s/Clarlc Akatiff
s/Kristina M. Sermersheim
FOR CITY OF PALO ALTO
s/Jay Rounds
s/Bob Colyer
s/Cal Coran
s/Leon Kaplan
s/Jeanne Moulton
s/Hal Anja
s/Amy Mosgraves
s/Jeanine Robertson
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•
Class
Nllllber Class Titl~
~11 ANIMAL ATTENDANT
27~ A~I"AL CO~lROL Off
i7S ANlnAL (0NTROL OFF L
27! ANI"AL HEALTH TECH
c-~ ASSOC BUY£~
333 ASSOC ENGi~£(~
353 ASSOC PLANh('
3iC A1~T E~'INEER
2~, ASST STOREkEEPER
3!~ ~UTO SERVICE ftECH
~,, BL~G l~SPECTO~
300 6LtG INSP~CTOR SPEC
370 8LI' SERVIC(PERSO~
3Jl 8LIG S£RVICEP£~SON-l
355 BLD,/PL' TECHNICIAfi
536 CABLE S~LIC£ff ASST
53~ ClTHOtlC TEC~
~O~ CE"ENT FINIS~(~
~O, CE"E~t f l~ISHE~ LEA»
5C2 CHEflIST
3DS C~F co"~ T£CH
~~7 C~f EL(C UN~G INSPEC
302 CHF I~SP(C P•
APPENDIX A
•
Approx. Monthly SaJ .. ry
at E Step
Effective 4-25-87
~ .. 575
3.2~,
3·'132
3 .. sss
3 .. ltl.l
•
Class
Number Clas~ Title
c3~ CMf INSPEC ~G~
537 CHf "ETER~ERSO~
3J~ CITY OR~ CO"P INSP
cCb C~TL/ACCT -SSISTANT
20~ CNTL/A~CT SPEC
~07 C"TL/ACCT SPEC-LEAD
~37 co"" DISP-CHIEF
23A co"~ DISP-fLEX
23• co"" DISPAT(ij(R
30b. co"" TECH
2~2 CO,ft/l~~us TECH SPE'
217 co~~/RES ~ERV SPEC
7(2 ()"nu~ITt SERV OFFCR
2~~ CO~PUTE~ OPERATOR
2lb CONSE~V fIELD REP
215 CONSERV f lELt SPEC
255 coo~• LIB SPEC SVCS
2b~ COORD soc~co"~ SVCS
2~~ CRI"E ANALYST
~~~ CUST SVC REPRESENT
2cS tAT• E~TR' OPERATOR
22~ IATA SVST£ftS S?tC
3lb »£SIG~ T£CH £LCCT
-2-•
Approx. tlbnthly Salary
et E Step
Effective 4-25-C7
3,..:,55
l ... sta,
C! ... 2ss
2 ..... J.J.
3 .. 01 ..
c?u?l.S
c .. bS7
•
Class
luliber Class Title
3!3 tCSI~N TCC~ •• ,.W
32C DRAfTSP(~Sl»ISPJTCH•
S33 ELCC ~SST l
llS £~CC ftAP tRA~TSPCRS
301 [LEC StS tJSPATCM£1
S:iC CL.CCT•'1CIU!l
§JS ~lECTRlCI,N-L£lt
~L~ £~[~'' SE'V •EP
33~ [lf,J ..C[~
3ll [tt,_ T£Cte J
323 (~G~ f('N 11
31~ CN'R TECH Ill
2~1 £QUIP "'1-1 SEWV P£R
3!3 EQ~IP ftAI-T T[CM
J,~ (QJIP tPE~ATO•
317 [~~IP OPCRATOl•LEAI
~~D EIUlP PARTS T[CM
~~~ CIEC~TlVE SECRETARY
ac3 f A(JLITI£S ASST
37~ fACILiTICS CAIPE~TE«
3?S f ACJLlfltS £L£CT
313 f ACJLITIES "AINT·~
37• fAClltTJCS ft[(H
-3-
•
•
Approx. Noftthly S.lary
at E Step
Effective 4-25-87
•
Class
lummer Cl1ss Tit~e
377 FACILITIES PAINTER
~~2 FIElJ SVCPERS W'W
~SS ,.~, no~Eff nECH
~56 'ANG ftO~E~ OPE~
~!, GAS SYS SHOP/fll RPR
lfSb GOLF CO' £8UIP nECH
~5, GOLF co~ ~T PERSO~
31~ '~AP~ICS SPECIALIST
~57 'RlENSKEEPCR
3,C HEAVY EOUIP OPCK
3,l HEAVY EOUIP OPER-L
5~& IND MAST£ JNSPEC
32~ lNSP/SURVEYIMG TECH
227 INSP£CfOR.. PW
c02 IN~ESiftENT l~ALYST
sr3 Ll80RATORY TECH MOC
i!Slf LIBtURI•N
~52 LIBRARY ASSOCIATE
2c2 LIB~ARy ASST
253 lIB~ARf SP£CIALIST
531 LINtPEk/CA8l£ SPL
!~~ LINEP£R/Cl8LE SPL-l
-4-
fl
•
Approx. Monthly ~lary
at E Step
Effective 4-25-87
e:, .. 307
c .. 653
~.116
3,1J73
~ .. 502
2.&,l.
•
Class
Nllllber Class Title
~,O "£CH UNIT REPAIR
2~~ ~ETER READER
2~0 nETER REAIER•LEA»
380 "OTOR EQUIP ftECH
36~ noTOR EGUIP "ECH-L
20l OFFICE ASSISTANT
~CJ OFFICE SPECIALIST
230 Off SET DU~L "'rM OP
~35 OFFSET IUPL OP•lf lt
~S~ PA~~ "AINT ASST
~Si PAR' ftAINT P[KS0-
~52 PA~K ftAI~T PERSOM-L
~e~ P&~K ftA~'ER
~~3 PARKlhG "~~ITOR
~~0 PA~KS CREM-LEAt
~~~ P~RKSIOP£N SPC ASST
316 PLAN tEV ANALY~T
3§1\! PLAffN(R
30~ PLAhS CHECr EN~~
~D! POLICE Off ICE ASSIST
~10 POLICE ~ECOR»S SP£C
a70 iV&J• l~TSISCI PRQ'
23~ P~OG•ANALYST
•
Approx. Monthly Salary
at E Step
Effective 4-25-87
c.2s1
1 .. ,~3
175
•
Class
Nummer Class 1;t1e
2b5 PRO,RAn ASSISTA~T
20, PiOPERTY EVIi TECH
~le PURCHASING TECHNICh
3Sb REAL ESTATE •MALYST
~l~ REFUSE »ISP ATTE~
~13 ~[PRO SVCS SPEC
ll~l SPRINlLER SYS ~(Pff
2l, SR CUST StR + CR REF
Sll S~ IND WASTE I~SPECT
S12 SR INST~U" TECH
cSl s~ LIBRARI•N
so~ SR nECH ~g(
SCb S~ OPERATO~ ~QC
231 S~ PR~' ANALYST
£!160 SR tU.N,EI'
~OS ST "AI~T assT
3,c ST SMEEPER OP
3,3 ST S•EEPE' OP-LEAD
221 STAFF S(C,ETARY
2~8 STOREtEEP~,
317 S~DV [NGR SVCS
2~~ SUPW 'tNC~AL ~EC
2•0 SUPY LIBRARY CIRC
-6-•
Approx. llt>nthly Salary
at E Step
Effective 4-25-87
~ .. Ot3
2.35:.7
c.s3s
C•i!ll2
~ .. J.ctll
3 .. ~ll
•
Class
NUllber Class Title
3~~ SURVEYOR. PUBLIC ~KS
3D, SYSTE" OP/SCMED
~D~ T~&F CONT nAINT I
-12 TRAf CO~T "AINT II
~07 T~Af (ONT ftAINl-l
53~ TRAFfIC St,NAL TECh
~35 T~LE ft&INT ASST
~3~ T~EE ftAINT P£RSO~
~3C fR(E TRin/LN CLR
~3~ TREE TRift/LN CLR•L
~3~ TREE T'~ll~ CLR ASST
~DO TRuCK tRI~£~
~23 UTIL ACCTG Tf.CH
3lC UTIL E~'R lSTiftATOR
~!0 UTlL I•~TALL/RCP
~&• UTIL INST4LL/ft[P •ST
~7, UTIL I~STALL/,EP•L
Jua UTIL lNSTRun TECH
233 UTIL ••T£ ANALYST
~!b UTIL SEftVlCEPERSON
~&7 UTIL i[RVICEPE~SON•L
~7~ ~OL~NTECR COORI
~4~ WAT£R ~(T~' ~EP ASST
-7-•
Approx. Monthly Salary
at E Step
Effective 4-ZS-87
3,. 02 li
3._ .SS!:
i!• 350
c.11l
211522
3 .. sss
Class
l&aber
'4&'f
507
sen.
500
5011
510
•
Class Title
lllATER nE TE Ii REPAIR
WA TE JC T"ANS OPER
•AT£ft TRANS OP£R-L
WQ( PLT OPER
•OC PLT OPE" II
if QC PLT OPfft TltN
-8-•
Appn>x. Monthly Salary
at E ~tep
Effecthe ·25-87
~,~7!.
2 .. -.13
2,'?'t5i
2 .. 33i:t
.? .. !l't
2 .. a:.s
. . • •
APPENDIX B
APPRENTICESHIPS
SUPERVISOR. UTILITY OPERATIONS may lead to Watet ·Gas-Sewer supervisory positions;
WATER QUALITY CONTROL SPECIAUST may le111d to Wa~r Quality Control su~nisory
pos1t1ons;
UTILITY TRAINEE inay l~ad to various positions within Water-Gas-Sewer and/or Light and
Power;
WATER QUALITY CONTROL OPERATOR TRAINEE may lead to positirm~ within Water Quality
control;
BUILDING ANO EQUIPMENf MAIMTENANCE TRAINEE may lead to the following positions:
Facilities Carpenter
Facilities Mechanic
Motorized Equipment Mechanic
Facilities Electrician
Facilities Painter
ELECTRICIAN/LINEPERSON -CABLE SPLICER APPRENTICE PROGRAM -CONCEPTUAL OUTLINE
The Utilities Depar'brlent is proposing to formalize the Ap:renticeship programs in the
Electric Section to develo~ journey level electricians and lineperson/cable splicers.
The following are basic concepts/principles to be ;ncorporated:
l. Positions/classifications to be identifi~ through the normal budget process -
thre~ initially.
2. The journey level position will not be a promotional opportunity for anyone other
than the apprentice underfilling the position. so long as that apprentice is
successfully prcgressing through the program.
3. Employees in the Electrical Assistant classification who qualify will be given
f;rst consideration for the apprentice position prior to other City classifica-
tions or recruiti~ frMi outside the City.
4. :he Electrical Assistant classification will be viewed as a candidate source for
1.he apprentice program when considering qua.lif~cations for hiring electrical
assistants.
5. A letter of affreement will be entered into by the apprentice and the City
identifying t~ terlftS ~nd conditions of the progra~.
• • . '
5. A letter of agreement will be entered into by the apprentice and the City identifying
the terms and conditions of the program.
6. The program will normall~r require 36 months to complete.
7. Normal progress through the program will be in periodic increments with formal
evaluations.
8. Salary steps will be established to bridge the Electrical Assistant classification
into the journey level classification.
9. A i:rocess for initial selection and placement in the program will be established.
10. A procedure for removing an unsucces~ful apprentice from the program will be
developed.
11. A task force including journey level persons will be assigned tJ detennine the
content and approach to specific elements of training.
12. Training will consist of on-the-job (OJT) and after hours elemen ~(study and formal
classes). Off-the-job training costs will be funded by tuition reimbursement and
departmental funds. Personal time spent in off-the-job training will not be
compensated.
13. The apprentice \till be l.l'lder the continuing guidance of an appropriately qualified
journey level person dl.D"'ing OJT. Such journey level persons will be assigned by
management from among volunteers and will receive no additional compensation.
14. Qualifications/progress will be verified by appropriately kept records •
. 15. Unless specifically stated otherwise. regular City personnel policies and HOA
prov1sions will apply to the a?prenticeship program.
16. This program may become a conceptual model for apprenticeships in other divisions or
departments.
-2-
• •
APPENDIX D
EXCEPTIONS TO STANDARD WORK DAY OR WORK WEEK
FOR
SEIU REPRESENTATION UNIT
~rtment/Division
UTILITIES DEPARTMENT
Administrative
Services Division
Resource Planning
Division
SOCIAL & COf9tUNITY
SERVICES
Arts & Sciences
Division
Library Divi siori
Classification
Utility Serviceperson
Conservation Field
Representative and
Conservation Field
Special ht
Volunteer Coordinator
Supervisor, library
Circulation
Librarian
Senior librarian
Library Specialist
I. ibrary Assistant
Wo,·k Oay or Work Week Var~ation
Work schedule is based on 10-hour
shift: 4 days on, 3 off (or) 2
on, 1 off, 2 on, 2 off.
Ir. a given work week staff may
work two nine-hour days, two
eight-hoar days and one six-hour
day.
Each ~ek (30 hours):
15 hours of unscheduled time;
15 hours of scheduled time
In a given work week staff may
work three eight-hour days, one
seven-hotr day and one nine-hour
day.
Rules Governing Flexible Work Hours and Overtime -Recreation Division
These rules and procedures are established pursuant to Article VI, Section a, and are
an application of Article VIII, Sections 1, 2, and 3 of the Menorandt1n of Agreement
to the employees in the Recreation Division classified as Supervisor, General
Recreation.
~-Flexible Work Schedule
a. Employees fn the covered classification shall be pennitted to arrange
flexible work schedules with division approval, providing that such schedules
shall include eighty (80) hours per pay period.
b. Standard daily office hours sha~l be Monday through Friday, betieen the hour"s
of 8:00 A.H. and 6:00 P.M. Flexible hours may occur for supervision of
evening programs, meet1 ngs, weekend events. or other programs.
• •
-2-
2. Compensatory Time
a. Employees and Management shall make every effort to schedule job functions
during regular "'°rk hours. but some wor~. which is peculiar and typically
related to recreation programming, does not al ways occur during regular
hours. The worK activities will be reported by 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 arrangement with Mar.agement.
c. Such reported time should be taken i:rior to·tne er.d of the quarter follcwing
the quarter fo which it was reported. In all cases it must be taken within
12 months of the accrual.
3. Overtime
a. Emergency cali-out wor( shall be def;ned as overtime work and t\lflpensated per
standard City practices.
b. If the need arises for overtime work due to an unusual circumstance calling
for extra hours or due to a special event. compensation shall be allowed with
prior approval of the Director of Recreation and shall be compensated for, as
spelled out in the MemorandLln of Agreement.
Work Schedules, Hours and Overtime -Arts and Sciences Divisior.
These rules and procedures are established pursuant to ~tic 1~ ·d 1 Section H and are
an application of Article VIII, Sections 1, 2. and 3 of the MemoranGt.1n of A9reement
in the Arts and Sciences Division classified as Producer, Arts and Sciences Programs,
Program Assistar.t and Volunteer Coordinator.
1. Rescheduled Com~nsatory Time. Employees in the above-named classifications
shall be permit ed to arrange flexible work schedules with divisfon approval as
fol lows:
a. Work of the creative process, the tasks, and the time required to perform
those tasks, may overlap regular hours or occur at irregular hours. Suen
work, which is peculiar and typically related to arts and scier.ces
progra111ning, shall be limited to rehearsals, designing scenery. graphics,
finishing production work. technical rehearsals. perfo~nces. set strike»
exhibition installation. interpretive programs. special events. open houses.
receptions, festivals. volunteer-related programs and attendance at community
meetings.
b. Management and emplo}'P.es shall make every effort for creative process work to
ocCl'f" during regular work hours.
.. • •
-3-
c. Management shall approve creative process work in advance.
d. In order to receive credit, creative process work must be reported wi tl1i n the
bi-wet!kly pay period during which the work occurred.
e. Employees shall be entitled to take such reported time off on an
hour-for-hour basis by mutual arrangement with Management.
f. Such reported t.;me shall be taken prior to the end of the quarter following
the quarter in which it was reported. In all cases it must be taken within
12 months of the accrual.
2. Overtime. overtime work shall be authorized "910rk requested by or assigned by a
Management employee of the Arts and Sciences Oivi sion c~ a normal day off or
during hours that are not a part of the normal work d~y. includfog required
attendance at meetings. emergency call-outs, or work on an extr;~rdinary project
during non-scheduled hours, but excluding v«>rk resulting from an extension of the
11 creative process" as defined in (1) above. Overtime will be provided for in
accordance with the Memoran:ium of Agreement.
• •
APPENDIX E
1. For employees in the following operations assigned to work schedule! ot~er than
Monday through Friday, the calendar day wil I be considered the holiday for
premit.ITI pay of in-lieu scheduling purposes:
Communications
Water Quality Control
Animal Control
Golf Course
Utilities Services
landfil 1
Foothills Park
2. If Deceni>er 24 and 31 fall on Sunday, then the preceding Friday will be
designated for purposes of excused time off, except in the 'ase of Social and
Colmlunity Services staff who may be sc~eduled to work on Sati..rday, in which case
Saturday will be designed for the half-day holiday. For Foothills Park
personnel, designation of ex~used time off will be based on Park schedules and e~ployee preference.
. . • • ... .
APPENDIX F
CITY OF PALO ALTO 9'PLOYEES' HEALTH PLAN CHANGES
Changes as agreed. effective April 1. 1978:
l. Added as a covered charge and Major Medical benefit subject to a deductible and
payable at 100%: One routine pelvic examination. including Pap Smear, per
calendar year for covered employees and dependents.
2. Under Retired Employees• Health Plan. the lifetime maximum is increased to s100.ooo for each eligible ment~r retiring and electing coverage after April 1,
1978.
Changes Relating to Charges Incurred Beginning May 1> 1980:
During any calendar year "deductible charges• up to $50 per covered family men'ber may
be aggregated to meet a maximllfl family deductible of $150. Any amounts paid by tt.e
plan. or any amounts pai~ by covered me!IOers under major medical co-insirance
provisions do not apply toward the deductible.
Changes as asree9. effective May 1. 1985:
The City of Palo Alto Employees' Health Plan shall be nr>d1fied to include the
following cost containment prov~sions:
(a) Second surgical opinion to be required for all non-emergency elective s1.rgery.
(b} Pre-admission certification and continued hospital stay review for all
non-emergency in-patient admission to an acute care t~spital. S~cific
provisions to be worked out on a mutually agreeable basis.
(c) Hospital bill audit for all bills in excess of $15,000.
{d) Psychiatric ~overage maxim1.111 of $50,000 on in-patient visits with annual
reinstatement of maxim1.111 cp to $2,500.
-1-
• •
APPENDIX f (continued)
CITY OF PALO ALTO DENTAL PLAN CHANGES
Changes as agreed, effective July 1, 1985:
The City will provide a 5°' of reasonable charges, $1,500 l~fetime maximum orthodonic
benefit for representation unit employees and their dependents.
-2-
. .
• • RESOLUTION NO.
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR CLASSIFIED PERSONNEL
{SEIU) AND RESC!NDING RESOLUTION NO. 6389 AS AMENDED
BY RESOLUTION NOS. 6401 AND 6534
The Council of the City of Palo Alto does RESOLVE as
follows1
SECTION 1. Pursuant to the provisions of Section 12 of
Article Ill of the Charter of the City cf Palo Alto, the
Comp~nsation Plan, as set fo~th in Exhibit •A• attached hereto and
made a part hereof oy referencP., hereby is adopted for classified
personnel effective the beginning of the pay period including May
1, 1987.
SECTION 2. The Compensation Plan adopted herein shall be
administered by the City Manager in accordance with the Merit
System Rules and Regulations.
fECTION 3. Tne Compensation Plan shall continue in effect
until amended or revoked by the Council.
SECTION 4. The Director of Finance hereby is authorized to
implement the Compensation Plan adopted herein in bis preparation
of forthcoming payrolls. Be is further authorized to make changes
in the titles of employee classifications identified in the Table
of Authorized Personnel contained in the 1987-88 budget if such
titles have been ~hanged in the Compensation Plan.
SECTION 5. Resolution No. ~389 as amended by Resolution Nos.
6401 and 6534 as to classified personnel hereby is rescinded.
SECTION 6. The Council finds that this is not a project
under the California Environmental Quality Act and, therefore, no
environmental impact assessment is necessary.
INTRODUCED AND PASSED:
AYES:
NOE~:
ABSTENTIONS:
ABSENT:
ATTEST: APPROVED:
city Clerk Mayor
APPROVED AS TO FORM: City Manager
t1ty A~torney
Director of Personnel
•
CITY OF PALO ALTO
COMPENSATION PLAN
CLASSIFIED EMPLOYEES
•
EFFECTIVE: Pay period including May 1. 1987
• •
COMPENSATION PLAN FOR THE CITY OF PALO ALTO
Classified Personnel
SECT!ON I. SALARY
A. Salary Range Table
Personnel covered by thf s rlan shall receive compensation w;thfn the salary
ranges set forth f n the Salary Range Tables that follow Section II. The salary
range for each position classification title anrl number is expressed in bi-weekly
and/or hourly rates along with the approximate monthly and/or annual eq~ivalent.
B. Establishment of Salary
The City Manager is authorized to make appointments to or advancements with the
presc~!bed ranges upon evaluation of employee qualification and performance.
1. Step Increases
Merit ddvancements from the first salary step to the second salary step shall
be granted at six-month intervals and .:>etween the second and subsequent steps
at one-year intervals if the affected employee has demonstrated continued
improvement and efficient and effective service. For the purpose of deter-
mining ste~ time requirements. time wfll commence on the first day of the
month coinciding with or following entrance onto a salary step. Step
fncrea~es shall be effective on the first date of the pa~ ~011 period in which
the time and perforr11&n~e requirements have been met.
2. In the event that a downward adjustment of a salary range indicates a reduc-
tion in the established salary of an individual employee, the City ~anager
may if circumstances warrant, continue the salary for such employee in an
a1110unt in excess of the revised range maxfmllll for a reasonable period of
time. Such interim salary rates shall be defined as •y rates•.
SECTION II. SPECIAL COMPENSATION
Personnel covered by this compensation plan, in addition to the salary set forth in
Section I above. may receive special coinpensa~ion as follows. Eligibility shall be
in conformance with the Merit Rules and Regulations and Administrative Directives
issued by the Cfty Manager for the purposes of clarification and interpretation.
A. Annual Adjustment
Annually. each employee who holds a regular full-time or regular part4 t.ime
appointw.ent f n the municf pal service on or before July first and continues f n
such status through the first pay period in December shall receive, fn addition
to the salary prescribed herein. a salary adjustment equal to one percent (1%) of
the e111ployee•s current annual salary; or at the emplcyee's option and subject to
management approval, 24 hours paid leave to be used prior t0 the January 31 fol-
lowing. Annual adjustttent or time off ~hall be prorated to reflect appointment
from January ~ through July 1 of the current year, part-time service. or inter-
rupted servf c~ during the year •
•
i
•
COMPENSATION PLAN -Classified Employees
Page 2
•
B. Overtime, Working Out of Classification, and In-Lieu Holiday Pay
Compensation for overtime 1«1rk, working out of classification and scheduled work
on paid holidays shall be in conformance with the Merit Rules and Regulations and
Administrative Directives.
C. Standby Pay, Call-Out Pay
1. Standby compensation
Employees performing standby duty shall be compensated at the rates estab-
1 fshed below:
Periods Comoensatfon
Monday through Friday $30.00 per day
4:30 p.m. -8:00 a.m.
Saturday. Sunday, Hol fd~.ys S43.00 per day
2. Minirnu7!1 Call-Out Pay
Employees not otherwise exc1uded from receiving overtime pay ~o are called
out to perform work sha 11 be compensated for at .1 east two hours• pay for each
occurrence at the appropriate overtime rate. 'This provision does not apply
to employees called out to work while earning pay for being in a standby
status.
o. Night Shift Premium
An additional 9~ per hour night shift premium shall be paid to employees for
work performed between 6:00 p.m. and 8:00 a.m. A minimum of tt«> hours must be
worked between 6:00 p.m. and 8:00 a.m. to qualify for the premium. Employees W\o
regularly work night shifts shall receive appropriate night shift premiums•
re·,atfng to night shf ft hours worked, in addition to base pay for holidays, sick
lea'le and vacation.
E. Uniform Allowance
foothill Park employees who are required to wear specific clothing in the perfor-
mance of their jobs shall receive two hundred and fifty dollars ($250) per year
uniform allowance. Parkittg Monitors, Animal Control Officers and Animal Control
Officer Leads shall be issued city-owned uniforms for which cleaning will be pro-
vided. All uniform allowances shall be paid bi-weekly.
. . . • •
COMPENSATIO~ PLAN -Classified Employees
Page 3
F. Tool AllowancP.
1. Mechanics in Equipment Maintenance shall be paid an annual tool allowance of
$300 effective with the pay period including May 1. 1987. and $325 effective
with pay period including May 1. 1988.
2. All tool allowances shall be paid bi-weekly.
G. Group I"surance
1. Heal th Plan
The City shall pay all premium payments on behalf of employees who are
eligible for coverage under the health plans as described in Subsection (a}
and (b). Any premium rate increases will be adjusted acco~ding to provisions
of the current Memorandum of Agreement. The following options will exist:
(a) Employee and dependent coverage under the existin~ Kaiser Health Plan S
contract. including the Drug Plan III option.
(b) Employee and dependent coverage under the existing City cf Palo Alto
Employees' Health Plan with major medical maxfmtB of $250,000.
2. Retired Employees
The City shall. upon submittal of evidence of payment, refll1burse up to $110
per month wit~out Medicare. and S72 per month wf th Medicare of inedical plan
premf llRS on behalf of representation unit employees who retire from the City
under service or dfsabflfty retirements. The retiree may select any medfcal
plan. The plan may cover eligible dependents as defined under the City
Employees' Uealth Plan. No reimbursement will be made for plans providing
benefits other than nedical and health benefits.
3. Dental Plan
The Cfty shall pay all premium payments on behalf of employees, and
dependents of employees. who are eligible for coverage under the City's
self-insured dental insurance plan.
The City shall ass...-.e any premium rate increase in existing employee and
dependent dental coverage.
4. Basic Life Insurance
The City shtll contir.ue the basic life fr.surance plan as currently ;~ effect
for the term of this coropensatfun pl~"·
•
COMPENSATION PLAN -Classified Employees
Page 4
s. Long Term Disability Insurance
•
The City shall continue the long term disability insurance plan currently in
effect for the term of this compensation plan. Employee coverage fs subject
to a voluntary payroll deduction of the insurance premium applicable to the
first $2000 of monthly salary for Plan 8 or the first $1800 of monthly salary
for Plan A; the City will pay premiums fn excess thereof. The City wfll pay
up to $17.50 per month of premi1.11t for those employees without eligible
dependents covered under the health fnsurance.
6. Vision care
Effective !:leginn1ng July 1, 1987, the City will offer vision care coverage of
employee only. Coverage is equivalent to $20 Deductible Plan A under Vision
Ser~1ce Plan with monthly premiums paid by the employer.
H. Parking
The City shall ,>rovide all classified employees with parking privileges in the
Civf c cerrter gal"age at no cost to such employees.
I. Dependent Ca.~e Assistance
Effective January 1. 1988. tthl City will provide a Dependent care Assistance
program for Employees according to the proyfsions of the Federal Economic
Recovery Tax Act af 1981. Code Sections 125 and 129.
. .
CITY Of PALO ALTO COftPE~SATlO• PLA~
CLASSlPtil PCRSO~~[l
i.Ff'EC lVE ftA Y J. • 1116 7
TU'LE
417 AM1"4L ITTCMtA~T
i!ll. AN{ftlll (0 .. TltOL Off
tlS ANlftil lGNTaOL Off L
l76 AMi"ll ffLALf" TECH
i-~ 'SSO< .9UYC~
333 ASSOC El,IlllEER
3Sl AUOC PLHllER
J~Q HST £Hlll££a
l .. , &UT STHU££P(a'
Bl a.uro scav1cc acu
i!41, B'-"' uesn en•
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