HomeMy WebLinkAboutRESO 5793• ORIGINAL
I
RESOLUTION NO. 5793
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR CLASSIFIED PERSONNEL
(SEIU) AND RESCINDING RESOLUTION NO. 5665 AS AMENDED
BY RESOLUTION NO. 5702
The Council of the City of Palo Alto does RESOLVE as follows:
SECTION 1. Pursuant to the provisions of Section 12 of
Article III of the Charter of the City of Palo Alto, the Compen-
sation Plan, as set forth in EXHIBIT •A• attached hereto and made
a part hereof by reference, hereby is adopted for classified per-
sonnel effective the beginning of the pay period including May 1,
1980.
SECTION 2. The Compensation Plan adopted herein shall be
administered by the City Manager in accordance with the Merit
System Rules and Regulations.
SECTION 3. The Compensation Plan shall continue in effect
until amended or revoked by the Council.
SECTION 4.. The City Controller hereby is authorized to
implement the Compensation Plan adopted herein in his preparation
of forthcoming payrolls. He is further authorized to make changes
in the titles of employee classifi~ations identified in the Table
of Authorized Personnel contained in the 1979-80 budget if such
titles have been changed in the Compensation Plan.
SECTION 5. Resolution No. 5665 as i'\Dlended by Resolution
No. 5762 as to classified personnel hereby is rescinded5
SECTION 6. The Council finds that this is not a project
under the California Environmental Quality Act and,. therefore,
•• o environmental impact assessment is n~cessary.
INTRODUCED AND PASSED: Mi!,Y 12, 1980
AYES: Brenner, Eyer1y, Fazztno, Fletcher, Henderson, Levy, Renzel, Sher
NOES: None
ABSTE~1TIONS: None
ABSENT: Wittterspoon
APPROVED:
"1
. ' .
--··-------------------------------------• •
CITY OF PALO ALTO
C<MPEMSATICfi PI.Ali
CIASSllIED EMPLOYEES
U'TJ§CTIVI: KAY 1,, 1980
•
tnlP!ICSATION PLAN 108. THE CITY OF PALO Al.TO
Claasified Per808Del
SICTI<lll I. SAi.ARY
A. Salary Range Table
. ' .
PerBODDel covered by this plan shall receive compensation within the
salary ranges set forth in the Salary Range Tables that follow Sect.ion ll.
The salary range for each pos~tioa c.Lissificatioa. title and INl!lber ie
expreued in bi-weekly and/or hourly rates along with the approximate
80Dthly aml/or annual equivalent.
B. Eatablielment of Salary
The City Manager 1• authorized t:o make appointments to oz: advancements
rithiD the prescribed ran..;.~ upon evaluation of employee qualification
and perfomance.
1. St.ep lacrea.ae.
Merit anncaaenta froa the first salary step to the second salary
step aball be granted at eir-aorlth intenal.• ad betv .en the atecoad.
and subsequent atepe at. ooe-,..ar interval.a if the ufected employee
baa d--.atrated coattmaed improveMnt mid efficient and effective
serYice. Por the P11l'po8e of det.ermn:lq etep ti.• requirenat•~
t.iae will c.-oce on. tt. f int day of the 'llOQth ::oi1ae14ing with or
followia& •traace oato a Mlary atep. Step iacreuee eball 1>e
effecti,,. oa the firat day of the payroll period ia which the U...
end perforaace TIMfU.ire981'lta ha...,. baa -t.
2. In tbe evant th.at a ao-.n atljuatmeD.t o.f a salary rap iadicat.e•
a rechlc.tion ill t.lla establiebH aal.uy of an iDclinclual aployee.
dle City lllDapr 11ay, if circ~taeM varrat, continue the Mlary
for eudl employee iA an. WMmt ta uc.en of tLe reviaed raaae wxl••
fu a reuoa.able period of t.i.•. Sllcb interill salary rates Mall be
lleftmd u "Y Batea".
3. BffttctiYe with tile..,. perto4 wld.eh iaelv4u...,. 1. 1981, all cl.ani-
ficatloaa listed in the Salary la.nae 'tablu following Section II,
vill:-neet.ve.aa 8.5% 11&1ary·1ncreaae calculated on the 1-atep ..
•
.. COMPBllSATICll ~LAN -· Cla.fied lllployeea
' Page'2 •
4. Effective May 1, 1981, the following classification• shall receive
special t!quity adjuetment• aa indicated prior to the calculation
of the May 1, 1981, general increase:
Utility Engineering Estimator 5%
!lectrician 5%
Electrician-Lead 5%
Lineperson/C~ble Splicer 5%
Lineperaon/Cable Splicer-Lead 5%
cathodic Technician 5%
Utility Serviceperson 5%
Utility Serviceperaon-Lead 5%
Chief Meterperaon 5%
CW.tamer Service R.epreaentative 5%
Utility Buainess Off ice 'Representative 5%
Greenakee~er 51
Plans Qieclt !ngineer 5%
Senior Mechanic, Water Quality Control 3%
Maintanance Mechanic, Water Quality
Control 3%
• Water Quality Control Plant Operator
Blec:trical lhsderground Iaapector $107 approx.
* lffecti-.. llay 1, 1981, a new claeaification of Weter Quality Control
Plant Optrator II will be illpleaentecl, including a parforaance
i:ncrtment of 5.7%.
SECTIOll II.
Personnel cc:nrered by this C01111*l91'tion plaa• in addition tc the salary set forth
in Seetion I above, ..,. rece:he .,.cial cci11p ••atton aa followa. Eligibility -.u 1te isl c::GDformance with the Herf.t hlaa and 1legul.at1oas and Adsfniatrative
.oireccivu i•uetl ~ t.he Ci.t:r lkaager for tlie purpoau of clarification and inter-
pretation.
Anaeally. each ewpl"7ff wbo bolds a regular full-t.ime appointllent in the
--1ei"1 .. rvtc. OQ or bef ot:e .llJ.lJ' f :lret and c.oat:l.lllaea 1n aucb. stetue
tlaouah tM first pa7 period in Deeellber ahal1 recet .... f,a addition to
ti. aalary preacribedbenia, • Nlary a4juament equal co ou percent
(U) of the eaployae'• curreD.t ...,,.1 salat"Y; or at the employee's
e • COMPERSATlaf PLAN -Classified Employees ..
Pa1e 3
option and subject to management approval, 24 hours paid leave to be
used prior to the January 31 following. .Annual. adjuatment• or time off
shall be prorated to reflect appointment froa January 1 through July 1
of the current year, or interrupted servi.ce during the year.
B. Overtime, Working Out of Claaaification, and In-L:leu Holiday Paz.
Compensation for overtime work, working out of claeaif ication and
scheduled work on paid holidays shall be 1~ confonnance with the Merit
Rules and Regulations and Administrative Directives.
C. S~audby Pay, Call-OUt P.!I.
1. Standby Compensation
Employees performing standby duty shall be compensated at the rates
established below:
Eff~ctive May lt 1980
Perio~ Coepensation
Monday through Friday $20.00 per day
4:30 P.M. -8:00 A.M.
Saturday, Sunday, Holidays $30.00 per day
2. Min!Jlua Cell-Out Pay
Effective May 1, 1981
Co!lpenaation
$22.00 per day
$34.00 per day
Employees not ot:herwiae esclucled from receiving overtime pay who are
called out to perfora unecheduled work shall be compmlllated for at
leaet 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 beiq ill a atmMlby etatua.
D. Night Shift Preaiura
An additional .5>¢. per hour n~t shift preld.Ult shall be paid to employees
lor work pufon.d. bewsen 6~00 P.K. anc1 $:00 A.He A.ain.iaua of two
}M)va 1IUIK be worked between 6:00 P .. M .. and &00 A •. H. to qualify for the
pre•iWI. XllplGJi!ea who regula~ly work night ahifte.~l l'e.ceive appro-
priate night ahtft prami.u.s, relating to niaht shift bOara work.eel, in
addition to ba• pay for holidaye, aick ieave and vaeatioa.
All employee• for whom. -1.fOTIN; are not prntded but who are required to
wear specific clotldaa U t:h4t' perfortiat\Ce .0£ their jol>a 8haU receiYe
one-hundred HYMl.ty-five dollan ($115) ,... year Ullifon allowance •. Tbia
aectioa nail taclude, but not: be lil!d.tild 'to, .ADiiilal Shel.tw encl Foothills
Park •loyeea. All uniform: ~owancea shall be paid al-weekly.
' . :: ~ :,_·
e
C<llPENSATION PLAN-Classified Employees
Page 4
F. Tool Allowance
1. Effective with the pay period that includes May 1, 1980, mechanics
in Equipment Maintenance shall be }caid a tool allowance of $200 per
year; effective May 1, 1981, the tool allowance shall be $225.
2. All tool allowances shall be paid bi-weekly.
G. Group Insurance
1. Health 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 (h). Any premium rate increases will be
adjusted according to provisions of the current Memorandum of
Agteement. The following options will exist:
(a) Employee and dependent coverage under the existing Kaiser
Health Plan S contract, including the Drug Plan III optton.
(b) Employee and dependent coverage under the existing City of
Palo Alto Employees' Realth Plan with major medical maximum
of $250,000.
2. Retired Employees
The City shall, upon submittal of evidence of pa}'Jllent, reimburse
up to $90 per quarter of medical plan premiums on behalf of
classified unit euployees who retire from the City under
service or disability retirements after April 1, 1978. The
retiree may select any medical plan. The plan may cover eligible
dependents as defined under the City Employees' Health Plan.
No reimbursement will be made for plane providing benefits other
than medical and health benefits.
3. Dental Plan
The City shall pay all premium payments on behalf of employees,
and dependents of employees, who a~e eligible for coverage
under the City's self-insu~ed dental insurance plan.
The City shall assume any premium rate increase in existing
employee and dependent dental coverage.
4. Basic Life Insurance
The City shall continue ~he basic life insurance pl~ as currently
in effect for the term of this c0111pan.ation plan.
-----------------------------------------
:,./
• C<»IPENSATION PLAN -Claaaif ied Employees
page 5
5. Long Term Di•abil 1 ty Insurance
""""''-
lbe City ahall continue the long tera disability insurance plan
currently in effect for the tera of this c<>11penaation plan.
Employee coverage is subject to a voluntary payroll deduction of
the insurance premium applicable to the first $2000 of monthly
salary for Plan B or the f irat $1800 of :monthly salary for Plan A;
the City will pay premiums in excess thereof. The City will pay up
to $15.QO per month of preaiua for those employee• without eligible
dependents covered under the health insurance.
Effective with the pay period which includes tlay 1, 1981, the City
will pay up to $17.50 per month toward long term disability
insurance premiums for those employees W'ithout eligible dependents
covered 'lDlder the health insurance provisions.
H. _Parking
The City shall provide all classified employees id.th parking privileges
in the Civic Center garage at no cost to such employees.
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MEMORANDUM OF AGREEMENT
Page 12
•
(b) Compensation to employees working overtime will be in the fonn of additionai
pay at the rate ~f one and one·half times the employee's basic hourly salary
with the exception that an employee may request and, upon approval, be granted
compensatory time off at the rate of one and one-half hours for each hour of
overtime worked.
In the event compensatory time off is used as the method of compensating for
overtime, the time off will be taken prior to the end of the quarter following
the quarter in which the overtime has been worked. In the event the employee
is den1ed this provision, he/she will be compensated in pay for such time at
the appropr)ate rate specified by these sections, or at the employee's option,
the earned compensatory time will be added to the employee's vacation balance.
{c) All time for which pay is received shall count as hours actually worked for the
computation of overtime pay.
(d) When an employee works 14 hours or more in the 24-hour period i111nediately
previous to the employee's shift starting time, the employee will be allowed an
61ght-hour rest period before returning to work. Any portion of the rest
period falling within the employee's work shift will be considered as hours
worked and compensated at the straight time rate. This provision does not
apply to conditions of bona fide emergency. Bona fide emergency conditions
are conditions involving real or potential loss of service or property or
personal danger.
(e) If non-emergency overtime is cancelled without at least 40 hours notice, the
City shall pay the affected employees two (2) hours pay at time and one-half.
Section 3. Work St1fts. All employees shall be assigned to work shifts with
scheduled starting and quitting times. Should conditions necessitate a change in
starting and quitting times, the Union will be notified ten (10) working days in
advance and pennitted to discuss such changes with the City. This, 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. Ci t:t Pai, d Emergency Meal s
(a) For purposes of this seetion, emergency overtime is defined as overtime arising
out of situations f Hvolvirig real or potential loss of service or property or
personal danger. The City will provide meals in the following emergency overtime
situations:
1. When an employee is called back and is on duty for a period of three con-
secutive hours. and thereafter at intervals of f1ve hours but not more than
six hours until the cont~nuous overtime assignment ends.
2. When an employee is held over on duty so that his/her combined normal work
shift and overtime assignment exceed six continuous hours from his/her
last meal and one and one-half hours after shift end, and thereafter ~t
intervals of five hours but not more than six hours until the continuous
overtime assignment ends.
MEJ'«lUJtDUM OF MREEMENT
Page 13
3. When an employee is called out two hours or more before a regularly
scheduled day shift and works th~ regularly scheduled shift, he/she
w11i be entitled to breakfast.
4. When customer convenience work or other emergency work precludes an
emplovee from obtaining a meal at the end of the shift.
(b) The City will provide meals for personnel assigned to non-emergency overtime
work where the assignment extends more than one and one-half hours after the
shift end and six continuous hours from the last meal unless at least eighteen
hours' advance notice is provided.
(c) All meals provided shall be comparable substitutes for the employee's regular
meals. Where possible the City will arrange purchase orders at mutually agreeable restaurants.
(d) In the event an employee is to be provided a meal pursuant to this section at
the conc1us1on of the emergency overtime situation, the employee shall have
•
the option of receiving an additional one hour of overtime compensation in 1;eu
of such meal.
Section 5. Rest Periods. All ~loyees shall be granted a rest period or coffee break limited to 15 minutes during each four hours of work. Departments llllY make
reasonable rules conceming rest period scheduling. Rest periods not taken shall be
waived.
Section 6. Clean-w: T111'..l. All employees whose work causes their person or clothing to beCome soiled s 11 bi provided with reasonable time before lunch and at shift
end for wash-up purposes.
Section 7. Standby Pa,y, Ca 11 .. 0ut Pay
(a) Standby Compensation
Employees performing standby duty shall be compensated at the rates established
below:
Monday through Friday
4:30 P.M. -8:00 A.M.
Saturday, Sunday, Holidays
(b) M1n1n.arn Call-Out Pay
COl!ti"sation
Effective 5-1-80 Effective 5·1..Sl
$20 per day $22 per day
$30 per day $34 per day
Employees not otherwise excluded from receiving overt111e pe,y who are called ;:JUt
to pe;iofonn unscheduled work shall be coq>ensated for at least two hours' pay
for each occurrence at the appropriate overtime rate. This provision does not
apply to employees called out to work -.-h11e urning pay for being in a standby
status.
•
MEMORANDUM OF AGREEMENT
Page 14
Section 8. Night Shift Premium. An additional 55¢ per hour night shift premium
shall be paid to employees for work performed between 6:00 P.H. and 8:00 A.M. A
minimum of two hours must be worked between 6:00 P.M. and 8:00 A.M. to qualify for
the premium. Employees who regularly work night shifts shall receive appropriate
night shift premiums, relati~g to night shift hours worked, in addition to base pay
fo~ holidays, sick leave and vacation.
ARTICLE IX -UNIFORMS ANO iOOL ALLOWANCES
Section 1. Uniforms
(a) The City will provide uniforms, coveralls or shop coats on a weekly basis for
the following jobs ~nd/or classifications:
Facilities Painter
Fac11ities Electrician
Facilities Carpenter
Facilities Carpenter -Lead
Facilities Mechanic
Traffic Control Maintainer 1
Traffic Control Maintainer II
Traffic Control Maintainer -Lead
Building Inspector
Other Streets Division employees when engaged in
traff1t painting operations
Heavy Equipment Operator (Refuse)
Heavy Equipment Operator -Lead (Refuse}
Refuse Disposal Attendant
Utility Serviceperson
Utility Serviceperson -Lead
Meter Reader
Meter Reader -Lead Gas System Shop/Field Repairer
Chemist> Water Quality Control
Laboratory Technician~ Water Quality Control
Building Serviceperson
Building Serv1ceperson -Lead
Junf or Museum/Zoo Attendant
AUto Service Mechanic
Motor Equipment Mechanic
Motor Equipment Mechanic • Lead
Mail Clerk
Offset Duplicating Machine Operator
Storekeeper Assf stant Storekeeper
Chief Storekeeper Golf Course Ma1ntenenceperson Greens keeper
Golf Course Equipment Mechanic
MEMORANDUM OF AGREEMENT
Page 15
Utility Trainee (Water-Gas-Sewer)
Utility Install/Repair Asst
Utility Install/Repair
~tility Install/Repair -Lead
Heavy Equipment Operator (Water-Gas-Sewer)
Mechanical Unit Repairer (Water-Ga.s-Se~r)
Water Quality Control Plant Operator
Senior Operator, Water Quality Control
Senior Mechanic, Water Quality Control
Maintenance Mechanic, Water Quality Control
Utility Instrument Tech, Water Quality Control
Water Transmission Operator, Water Quality Control
Water Meter Exchangeperson ·
Water Meter Repairer
Tree Trimner-Line Clearer
Tree Trintner-Line Clea1er -lead
Tree Maintenanceperson
Tree Maintenance Assistant
Equipment Operator (Tree Section}
Tree Trfnner-Line Clearer Assistant
. ..
(b) Ali other employees who are requirecl ·to wear specific clothing in the perfonnance
of their jobs shall receive one-hundred seventy-five dollars ($175) per year
uniform allowance. This section shall include, but not be limited to, Animal
Shelter and Foothills Park employees. If any other employee is required to wear
a unifonn during the life uf this Memorandum of Agreement, the City will meet
and confer with the Union concerning the establishment of an equitable unifonn
allowance. All uniform allowances shall be paid bi-weekly.
(c) Employees required to wear unifonns shall be provided suitable change rooms and
lockers where presently provided.
(d} Employee clothing seriously damaged or destroyed in conjunction with an industria1
injury will be reasonably replaced by the C1ty. Any other claims alleging Cfty
liability may be filed with the City Att~rney.
Section 2. Tool Allowance
(a) Mechanics 1n Equipnent Maintenance shall be paid an annual tool allowance of
$200 effective May 1, 19d0, and $225 effective May 1, 1981.
(b) All tool allowances shall be paid bi-weekly.
Section 3. Safety Shoe Allowance
The City shall reimburse employees 50 percent of the cost of jobwrelated safety shoes
upon veriffcat1on of such purchase by the employee.
• •
. .
MEMORANDUM OF AGREEMENT
Page 16
ARTICLE X -HOLIDAYS
Section 1. Fixed Holidats. Except as otherwise provided, employees within the
representation unit sha1 have the following fix~d holidays with pay:
January l
Third Monday in February
Last Monday in May
July 4
First Monday in September
September 9
Second Monday in October
Veterans' Day, November 11
Thanksgiving Day
Day after Thanksgiving Day
December 25
One-half day either December 24 or December 31
Effective beginning in December 1981, employees shall be excused with pay for the full
work shift on either December 24 or December 31, provided however that City facilities
remain open with reduced staffing 1ev?1s, that Management retains the right to deter-
mine ·work schedules, and that neither day be considered a holiday for purposes of
premium pay. If employees are not excused pursuant to this provision, one shift of
vacation credit will be added to their vacation accrual.
ln the event that any of the afore-mentioned days. except for December 24 or
December 31, falls on a Sunday, the following Monday shall be considered a holiday.
In the event that any of the afore-mentioned days falls on a SaturdaJ, the preceding
Friday shall be considered a holiday. If December 24 and 31 fall on Sunday then the
preceding Friday will be designated for purrose~ of the half-day holiday. Exceptions
to this provision are listed in Appendix E.
Section 2. Pay For Fixed Holidays
(a) All employees shall be paid a full day's pay at their regular straight time
base hourly rate for all fixed holidays as defined herein.
(b) An employee l'IJSt be in a pay status on the work day preceding the holiday to
be eligible to be compensated for a holiday. This subsection does not apply
to an employee who is on an unpaid medical leave of absence of less than five
(5) days.
Section 3. Work on Fixed Holidafs. Any employee required to work on n fixed holiday shall be paid time and one-half or such work in addition to his or her holiday pay.
Work on a fixed holiday beyond the number of hours 1n a regular shift shall be com-
pensated at double time and one-half.
..--------------------------··-·--
e •
MEMORANDltl OF AGREEMENT
Page 17
Section 4. Variations 1n Work Week
(a) An employee whose work schedule requires that his or her regular days off be
other than Saturday and/or Sunday shall have an additional day off scheduled
by the department in the event a f1xed holiday falls during his or her regularly
scheduled day off. Every attempt w111 be made to schedule the day on a nRJtually
agreeable basis. If the day cannot be so scheduled, the employee shall be
paid for the day at the straight time base rate.
(b) Fixed holidays which fall during a vacation period or when any employee is
absent because of illness shall not oe charged against the employee's vacation
or sick leave balance.
Section 5. Floating Days Off. Floating days off with pay will be scheduled by
Management as follows so as to produce three-day weekends:
June 1980
August 1980
March 1981
April 1981
June 1981
August 1981
March 1982
April 1982
-One floating day off
-One floating day off
-One floating day off
-One floating d&y off
-One floating day off
-One floating day off
-One floating day off
-One floating day off
The following conditions will hold:
l. Management will designate the scheduling of the paid day off under this
section at least thirty days 1n advance.
2. If in confonnance with this section Management is unable to schedule a day
off in the month indicated, for reasons of sh1ft operations, work scheduling
or any other reason, the day wi11 be added to the employee's vacation
accrual.
3. If an employee fails to take a day off as scheduled by Management under
this section, the day off so scheduled will be forfeited.
ARTICLE XI -VACATIONS
Section 1. Each employee shall be entitled to an annual paid vacation, accrued as
follows:
(a)
(b)
Less than four (4) years' continuous service--ten (10) working days per year.
Four (4) years' continuous service through eight (8) years• continuous service--
fifteen (15) working days per year.
(c) Nine (9) or more years' continuous eerttce--twenty (20) working days per year.
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MEMORANDUM OF AGREEMENT
Page 18
Employees may accrue up to three times their annual vacation leave w1thout loss of
vacation days. In the event th~ City is unable to schedule vacation and, as a result
thereof, the employee is subject to loss of accrued vaction the City sha11 extend the
vacation accrual limit up to one year in which time the exce~s vacation must te
scheduled and taken. As long as there is no interference with departmental operation,
there shall be no unreasonable restriction of increments of use. Employees shall
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 Article X falls within an emp1oyee 1s vacation period, which would have excused the
employee from work (and for Which no other compensation is made)s an additional work
day for such holiday shall be added to the vacation leave.
Section 3. Illness During Vacation. When an employee becomes ill while on vacation
and such illness can be supported by a statement from an accredited physician or the
employee is hospitalized for any period, the employee shall have the ?eriod of illness
ch&rged against sick leave and not against vacation leave.
Section 4: Accrued Vacation P for De eased Em lo·~. An employee who is eligible
or vacation leave and who dies wh1 e -;n the tnunicipa service shall hav~ the amount
o! any accrued vacation paid to his/her estate within thirty days. This proration
will be computed at his/her last basic rate of pay.
Section 5. Effect of Extended M11itarf Leave. An employee who interrupts service
because of extended military 1eave sha 1 be CO"",>ensated for accrued vacation at the
time the leave becomes effective.
Section 6. Vacation at Termination. Employees leaving the municipal service with
accrued vacation leave shall be paid the amounts of accrued vacatiJn to the date of
tenn1nation.
ARTICLE Xll -LFAVE PROVISIONS
Section 1. Sitk Lea~
(a) The City shall provide each employee with paid sick leave, earned on a daily basi3
and computed at the rate of 96 hours per year, with no limits on amounts that
MY be accumulated. Payment for accumulated sick leave at termination shall be
made only in the following circumstances:
1. Eligible employees who leave the municipal service or who die while employed
and who have fifteen or more years of continuous service shall receive
compensation for unused sick leave hours in a sum equal to two and one-half
percent of their unused sick leave hours multiplied by their years of contin-
uous service and their basic hourly rate of pay at termination.
2. Full sick leave accrual will be paid in the event of tennination due to
disability.
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MEMORAHDUM OF AGREEMENT
Page 19
(b)
3. Employees who retire from municipal service who have fifteen (15) or more
years of continuous service may at their option convert all or a portion of
their unused sick leave hours to paid City Employees• Medical Plan premiums
for the employee only at the rate of one month for every eight hours of sick
leave accrued. This option is open only to employees who retire during the
life of this Agreement and who are covered by the City Employees' Medical
Plan or exercise their option'to convert to the City Employees' Medical
Plan upon retirement.
Use of Sick Leave. Sick 1eave shall be allowed and used in cases of actual
personal sickness or disability, medical or dental treatment, or as authorized
for personal business. Up to five days sick leave per year may be used for
illness in the innediate family. A new employee may. if necessary, use up to
forty-eight (48) hours of sick leave at any time during the first six months of
employment. Any negative balances generated by such utilization will be charged
against future accrual or deducted from final paycheck in the event of termina-
tion.
(c) An anployee who has been disabled for 60 consecutive days and who is otherwise
eligible ~th for p~nt under the long-term di~~bility group insurance coverage
and accrued sick leave benefits ma.y, at his/her ~ption, choose either to receive
the long-term disability benefits ~r ~o utilize the remainder of his/her accrued
sfck leave prior to applying for long-term disability benefits.
-~-• --------•-r---,., ••• _, • .•T or
(d) Sick leave will not be granted for illness occurring during any leave of
absence unless the employee can demonstrate that it was necessary to come
under the care of a doctor while on such other leave of absence.
Section 2. Bereavement leave. Leave of absence with pay of three days may be
granted an employee by the fliad of his or her department in the event of death
fn the employee 1s innediate family~ which is defined for the purposes of this
section as wife, husband, son, son-in-law, daughter, daughte~in-law, mother,
mother-in-law, father, father-in-law, brother, brother-in-law, sister, sister-in-
law, grandmother, g~andlnother-in-law, grandfather, grandfather-in-law, or a close
relative residing in the hnusehold 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
approval of the City Manager. Approval of additional leave will be based on the
c1rcllDStances of each request with consideration giv&n to the employee's need for
additional time.
Section 3. Military Leave. The provisions of the Military and Veterans' Code of
& State of C.alifornia sfiall govern the granting of military leaves of absence
and the rights of employees returning from such leaves.
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MEMORANDUM OF AGREEMENT
Page 20
Sectf on 4. Leave Without Pay
(a) D1s~bility. Leaves of absence without pay may be granted in cases of disability
not covered by sick leave. Pregnancy will be considered as any other disability.
Leaves of absence for disability are subject to physicians' verification includ-
ing diagnosis and medical work restriction.
(b) Other Leaves. Leaves of absence without pay may be granted in cases of personal
emergency or when such absences would not be contrary to the best interest of
the C1ty. Non-disability prenatal and/or postpartum leave is available under
this provision, but such leave shall not begin more than six months prenatal nor
extend more than six months postpartum.
During unpaid leaves of absence for disability or other reasons, the employee may
elect to use accrued vacation credits. Requests for leaves without pay shall not be
unreasonably denied.
Sect1un 5. Juri Duty af!d Subpgenas. Employees f"equired to report for jury duty
or to an~wer su poenas as a witness in behalf of the State of California or any
of ·its agencies shall be granted a leave of ~bsence with pay from their assigned
duties until released by the court, provided the employee remits to the City all fees
received from such duties other than mileage or subsistence allowances within thirty
(30) days from the tennination of jury service.
When an employee returns to complete a regular shift follo~ing time served on jury
duty or as a w'itness, such time falling within the work shift shall be considered
as time worked for purposes of shift completion and overtime computation. In deter-
mining whether or not an employee shall return to his or her regular shift following
perfonnance of the duties above, reasonable consideration shall be given to such
factors as travel time and a period of rest.
-----~·~ --
When a combination of City wor~ time and jury duty equals 14 or more hours in the
24-hour period 1nwnediately prior to the employee's shift starting tfme, the employee
wf11 be allowed 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 compensated
at ths straight time rate. This provision does not apply to conditions of bona
fide amergency. Bona fide emergency conditions are cond·1tions involving real or
potential loss of service or property or personal danger.
Section 6. Time Off to Vote. Time off with pay to vote in any general or direct
primary election sha11 be granted as provided in the State of California Elections
Code, and notice that an employee desires such time off shall be given 1n accordAnce
w1th the provisions of said Code.
MEMORANDUM OF AGREEMENT
Page 21
Section 7. Educational Leave and Tuition Reimbursement -· . ..
(a) City will reimburse expenses for tuition, books and curriculum fees incurred by
employees within the representation unit, to a nmximum of $450 per fiscal year,
for classes given by accredited institutions of learning or approved specialized
train: ··:ii ~roups. Programs roost either contribute to the employee's job perfonn-
ance or prepare the employee for other City positions, and must be approved in
advance. City employees wishing to enga~e in educational programs involving
working tfme may be granted rescheduled time if departmental operations penn1t.
(b) Employees may request advance of funds subject to the approval of the Personnel
Office. Advances may be granted for tuition, books and other curriculum fees
in exc:twmge for r·epay.nent agreement in the event advances are not supported or
courses are not satisfactorily completed as indicated.
(c) Professional and technical emp~oyees assigned by the City to attend meetings,
workshops, or conventions of their professional or technical associations shall
have their dues and reasonable expenses paid by the City and shall be allowed to
attend such workshops, and meetings, and conventions on paid City time.
Section a. In case of disapproval of extension, revocation or cancellation of an
exfsting leave of absence, notice shall be sent by certified mail 1 return receipt
requested, to the enployee stating the date of such action, the reason and a specific
date to return to work, which 1s not less than five working days from date indicated
on return receipt.
Section 9. Personal business Leave Char eable to Sick Leave. All employees shall be
gran up to e g teen i ours persona us n"·ss eave per calendar year chargeable
to sick leave. The employee need not disclose the reason for the personal business.
The scheduling of such leave 1s subject to the approval of the appropriate level of
Management.
Se.:;t1on 10. The department shall make every effort to ensure that employees resuming work following a leave pursuant to Sections 1·10 shall be returned to the assignment,
shift, and/or work location held 1111RE!diately prf or to the leave. If the employee
cannot be so assigned. he or she shall, upon rei1uest, be granted a a.eeting wfth
department management to discuss the reasons for the change. Upon request, the
employee shall be afforded Un1on representation at such a meeting.
ARTICLE XIII -WORKERS' COMPENSATION INSURANCE
sec·tfon 1. Industrial Temporary D1stb111ty.
l~1-~11e temporarily disabled. employees s_hall be entitled to use accrued sick
leave for the first three (3) days following the date of injury and thereafter
shall be paid full base salary for a per1od not to exceed fifty-seven (57)
. calendar days, unless hospitalized, tn wh1ch case employees shall be paid full
base salary for a period not to exceed sixty (60) days from date of injury.
......
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MEMORANDUM OF AGREEMENT
Page 22
.. __ .__..._ ______ ~_ ----·--------------------------------------------------
(b) For any temporary disability continuing beyond the time 11mits set forth in
(a) above, employees shall be paid two-thirds {66 2/3%) of their full base
salary at the time of injury for the duration of such temporary disability in
conformance with the State law.
(c) During the period of temporary disability, an employee 1 s eligibility for health,
,dental, life, LTD, or other ir~~Jred program will continue. Deductions for
these programs must be authorized bf the employee. City contributions will
continue. In case of Subsection {aJ above, the employee wH l contfnue to ~ccrue
vacation and sick leave benefits. In the case of Subsection (b), sick leave and
vacation benefits shall not be accrued.
Section 2. Trainin for Permanentl Disabled Em lo ees. In the case of permanent
sa l 1ty due to an in ury occurr ng on-t e·Job on or after January 1, 1975, the
C1ty agrees to abide by Title 8, Chapter 4.5, Subchapter l, Article-12, nRehabilita-
tion", Sections 1001 through 10010, of the California Administrative Code, which
provides that a public agency will make available to qualified injury workers such a
rehabilitation program. Such rehabilitation benefits are additional benefits and
shall not be converted to or replace any Workers' Compensation benefits. The City
agrees that when any pennanently disable~ employee requests s~ch rehabilitative
benefits, the City will meet with the employee and Union representative or legal
counsel if des1red to consider forn11lation of an app1""0priate and reasonable program.
ARTICLE XIV -BENEFIT PROGRAMS
Section 1. Health Plan. The City shall pay all premium payments on behalf of
employees who are eli~ible for coverage under the health plans as described in
Subsection (a) and (bJ. Any premium rate increases during the life of this
Memorandum of Agreement shall be paid by the City. The following options will exist:
(a) Employee and dependent coverage under the existing K;siser Health Plan S Contract,
including the Drug Plan III option.
(b) Employee and dependent coverage under the existing City of Palo Alto Employees'
Health Plan with major medical maximum of $250,000.
(c) The City shall, upon submittal of evidence of payment, reimburse up to $60 per
quarter of medical plan premiums on behalf of representation unit employees
whu reti~e from the City under service or disability retirements after
April 1, 1978. The retiree may select any medical plan. The plan may cover
eligible dependents as defined under the City Employees' Health Plan. No reim-
bursements w111 be made for plans providing benefits other than medical and
health benefits.
Section 2. Dental Plan. The City shall pay all premium payments on behalf of
emPfoyees, and a11 dependents of employees who are eligible for coverage under the
City's self-funded dental program.
MEKJRANDll4 OF AGREEMENT
Page 23
• ..
Section 3. Basic Life Insurance. The City agrees to continue the basic life
insurance plan as currently in effect for the term of this Memorandum of Agreement.
Section 4. Deferred Coo~nsation. The City shall make available the necessary payroll ded"ucifon and ott!r procedures to provide a deferred compensation plan.
Section 5~ Long Term Disability Insurance. The City shall continue the long tenn
disability insurance plan currently in effect for the term of this Memorandum of
Agreement. Efllployee coverage is subject to a voluntary payroll deduction of the
insurance premium applicable to the first $2000 of nonthly salary for Plan 8 or the
first $1800 of monthly salary for Plan A; the City will pay premiums in excess
thereof.
Effective with the pay period which includes May 1, 1981, the City will pay up to
$17.50 per month toward lor.g tenn disability insurance premiums for those employees
without eligible dependents covered under the health insurance provisions.
Section 6. Utili~ Discount. Eligibility for utility discount for employees with
employment dates ginning after April l, 1977, will be discontinued.
ARTICLE lY -RETIREMENT
The City will coi1tinue the present benefits under the Public Employees' Retirement
System 1/SOth at age 60 fora&la act. Employ~s who retire and were employed by
the City on or before Aprn 1. 1977 I> and spduses of deceased. employ;;es who were
employed by the City on or befQre Apr11 1, 1977, shall continue reductions in
utility rates. All retired employees and spouses of deceased employees shall also
have residential privileges at City libraries, refuse disposal area, golf course
and s~ioning pot~s.
ARTICLE XVI -PARKING
Section 1. Provision of Parking. The City shall provide all employees within the representation unit partfn~ prfvf ieges in the Cfvfc Center garage at no cost to
such employees. The City will provide bicycle lockers and motorcycle parking areas
for City employees at mutually agreeable work locations.
.. .
·•
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Mf.'MORAHDUM OF AGREEMENT
Page 24 •
ARTICLE XVII -PHYSICAL EXAMINATIONS
If any non-probationary employee who is required to hav~ a City·provided physical
examination not related to workers' compensation programs disagrees with the
findings of the City-sponsored physician, he/she may consult with his/her own
physician and, if his/her private physician's report conflicts with that of the City
physician in terms of ability to work at his/her regular job, then he/she may request
an evaluation of his/her problem through a third physician mutually agreed upon by
the employee and the City. Cost for such examination will be equally shared and
the decision of this physician concerning the continuing ability of the employee to
perform his/her work in his/her regular job within exposing himself/herself to
further injury as a result of his/her condition shall be the basis for returr1ing the
employee to his/her regular work.
ARTICLE XVIII -SAFETY
Section l. Health a.id Safet Provisions. The City shall furnish and use safety
evices and sa egua s an s a a opt and use practicest means~ methods~ operations
and processes which are-reasonably adequate to render su-ch employment-a"nd-pface of
employment safe, in confonnance with applicable safety regulations under the
State Labor and Administrative Code sections.
The City shall not require or pennit an: employee to go into or be in any employment
or place of employment which is not safe.
Section 2. Union will cooperate with the City by encouraging all employees to
perfon;i their work in a safe manner.
Section 3. Safety Connittees af!d Di ssutes. Safety comnittees composed of management
and Union stewards in die below 1 hte organizations wil 1 meet no less than ten times
annually to discuss safety ~ractices, methods of reducing tazards, and to conduct
safety training. Th1s shall in no way remove the basic re~ponsibility of safety
from Management nor shall it in any way alter the responsibility of the employee to
report unsafe conditions directly and inanediately to his or her supervisor.
Social and COlllnUnity Services
Public Works Streets
Public Works Parks
water-Gas-Sewer Field Operations
Light and Power Field Operations
Water Quality Control
Building Maintenance
Equipment Maintenance
Building Services
{a) A conmittee compused of one Fire Department representative, one Police Depart-
ment representative. two Union representatives, and the City Safety Officer
will meet at least quarterly concerning safety·1D1tters nf thP ~ivic Center.
(b) A ten-member Citywide Union/Management safety concnittee with equal Union and
Management membership w111 meet upon call to est•blish and review safety and
occupational health standards and practices. discuss overall City safety end
health problems. and to act as an advisory group to the departmental ufety
comnittees. The co111n1ttee shall review all departmental safety programs and
re<:Olmlnd change where necessary. ·
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MEMORANDUM OF AGREEMENT ..
P19e 25
(c) In cases of dispute over safe working conditions the employee will first report
such unsafe conditions to his or her supervisor and every att~t will be made
to rectify the problem at this level. The employee may contact his or her steward
to assist in the resolution of the dispute. If the problem cannot be resolved
the Administrator of Safety will be contacted and the problem will be addressed
through the interpretation of the basic safety rules and regulations. Should the
problem not be resolved at this Step, the grievance procedure will be utilized.
Safety grievances shall be submitted at Step III.
ARTICLE XIX -GRIEVANCE PROCEDURE
Section l. The City and the Union recognize that early settlement of grievances is
essential to sound employee-employer relations. The parties seek to establish a
mutually satisfactory method for the settlement of employee gri~vances. or Union
grievances as provided for below. In presenting a grievance, the aggrieved and/or
his or her representative is assured freedom from rest~aint, ir.terferrence, coercion,
discrimination or reprisal. Release time for investigation and processing a
grievance is designated in Article IV of this Memorandum of Agreement •
.Section 2. Definition. A grievance is:
(a) An unresolved complaint or dispute regarding the application of interpretati~n of
rules, regulations, policies, procedures, Memoranda of Agreement or City ord1-
nances of resolution, relating to terms or conditions of emnloyment,wages or
fringe benefits.
{b) An appeal ~rem a disciplinary action of any kind ag1inst an mnplvyee covered by
thf s Memorandum of Agreement.
Section 3. Conduct of Grievance Procedure
(a) An aggrieved employee may be represented by the Union or 111.Y represent himself/
herself in preparing and presenting a grievance at any level of review.
Grievanl:es may also be prese11ted by a group of employees. No grievance settle-
ment may be ll'llde in 'f"colat1on of an exist1ng merit rule or manorandum of agree-
ment. The Un1on will be notified prior to the fmplanentation of any settlement
made which affects the rights or conditioRs of other employees represented by
the Union.
(b) An employee and the representative steward, if any, may use a reasonable amount
of wol"k time SC' long as there is no disruption of work, in conferring about and
presenting a grievance. Beginning with the third step of the grievance procedure,
the Chief Steward or Alternate Chief Steward IRIY assist in presenting a grievance
and may be present at all Step III, IV. and V grievance hearings.
{c) The time limits specified in this Article mil' be extended by mutual agreement in
writing of the aggrieved employee or the Union and the reviewer concerned.
{d) Should a decision not be rendered within a stipulated time limit, the aggrieved
employee may iaaediately appeal to the n~t step.
(e) The grie;umce may be considered settled if the decision of any step ts not appealed
withfn tire spte1f1ed time limit.
• • • • MEMORANDUM OF AGREEMENT
Pa'ge 26 ·
(f) If appropriate, the aggrieved employee(s) or the Union and the department head
may mutually agree to waive Step I and/or Step II of the gr1evance procedure.
{g) Written grievances shall be submitted on fonns provided by the City or on forms
which are mutually agreeable to the City and the Union.
(h) Any retroactivity on monetary grievances shall be limited to the date of
occurrence except in no case will retroactivity be granted prior to three months
before the griev~nce was filed in writing.
( 1) 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 II of the
grievance procedure. The Union may also file a grievance in those instances
when, under this Memorandum of Agreement, a Union right not directly related to
an individual employee becomes the subjP:t of dispute. Union grievances shall
comply with a11 of the foregoing provi~ians and procedures.
Section 4. Grievance Procedure
Step I. The aggrieved employee will first attempt to resolve the grie•ance through
infonnal discussions with his or her inmediate supervisor by the end of the tenth
working day following the discovery of or the incident upon which the grievance is
based. Every attempt will be made to settle the issue at this level. {Note: For
purposes of time limits, the working days are considered 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 t~ the division head
or equivalent level Management Bnployee as designated by Management as appropriate
within ten working days of the discussion with the illlllediate supervisor.
The division head or equivalent level Management employee shall have ten working
days from the recaipt of a written grievance to review the matter and prepare a
written statement.
Step III. If the grievance is not resolved at Step II, the aggrieved employee may
appeal to his or her department head fn writing within ten working days of the
receipt of the division head's response~
The department head shall have ten working days from the receipt ur y written
grievance to review the rr•tter and convey his or her decision by written statement.
Step IV. If the grievance is not resolved at Step III, the aggrieved employee may
appeal to an Adjustment Board. Appeals to the Adjustment Board shall be made in
writing and directed to the Personnel Director within ten working days of receipt of
the department head's resposne. The Personnel Director shall convene an Adjustment
Board within ten working days of receipt of the appeal. The Adjustllent Board shall
consist of two persons appointed by the Union and two persons appointed by th~ City
Manager.
The Adjustment Board is empowered to call City employees as witnesses.
Within the context of Step JV. the Adjustment Board will have the same powers and
1fm1tat1ons to settle 9•"1evances as an arbitrator.
e
MEMORAMDltl OF AGREEMENT
Page 27 ·
... ..
A majority decision of the Adjustment Board shall be final and binding. The Adjust-
ment Board shall render its findings and decisions (if any) to the parties within
ten working days of its meeting.
Step V. If the grievance is not resolved at Step IV. the aggrieved employee may
choose between fina1 and binding resolution of the grievance through appeal to the
City Manager or through appeal to final and binding grievance arbitration. For the
term of this Mellorandum of Agreement, appeals to final and binding grievance arbi-
tration may be prQcessed only with Union approval. All Step V appeals 1111st be filed
in writing at the 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 the grievance. The City Manager shall render a written decision to all parties
directly involved within ten working days after receiving the employee's appeal.
If the aggrieved employee elects final and binding arbitration in accordance with
this provision, the parties shall mutually select an arbitrator. In the event the
parties cannot agree on an arbitrator, they ~~all mutually request a panel of five
arbitrators from the California State Conciliation Service or frJm the American
Arbitration Association if either party o~jects to the State Conciliation Service,
a:~d select an arbitrator by the alternate strike method.
The arbitrator shall have jurfsdfction and authority only to interpret. apply, or
determine compliance with the provisions of this Memorandum of Agreement and such
Merit System Rules,, regulations, policies, procedures. City ordinances, resolutions
relating to terms or conditions of employment, wages or fringe benefits, as may
hereafter be in effect in the City insofar as may be necessary to the determination
of grievances appealed to the arbitrator. The arbitrator shall be without power to
make any decision:
1. Regarding ratters of interest.
2. Contrary to. or inconsistent with or modifying in any way, the terms of this
Memorandum of Agreement.
3. Granting any wage increases or decreases.
The arbitrator shall be without authority to require the City to delegate or relin-
quish any pot~ers which by State law or City Charter the City 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 Memorandum of Agreement,
the issue of arbitrability shall first be decided by the arbitrator using the
standards· and criteria set forth 1n Article XX and without regard to the merits of
the grievance. If the issue is held to be arbitrable, the arbitration proceedings
will be recessed for up to five working days during which the parties shall attempt
to resolve the grievance. If no resolution is reached, the arbitrator w111 resw.
the hearing and hear and resolve the issue on the me~its.
Copies of the arbitrator's decision shall be submitted to the City, the aggrieved
employee and the Union. All dfrect costs emanating from the arbitration procedure
shall be shared ~ally by the City and the aggrieved employee or the un1on.
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MOORANDUM OF AGREEMENT
Page 28· • •
ARTICLE XX -UNSATISFACTORY WORK OR CONDUCT AND DISCIPLINARY ACTION
The City has the rigt.t to discipline. demote, or discharge employees for unsatis-
factory work or conduct.
Non-probationary employees whose work or conduct is unsatisfactory but not sufficiently
deficient to warrant discipline, demotion~ or discharge will be given a written
notification of unsatisfactory work or conduct and an opportunity to improve. Failure
to correct deficiencies and improve to meet standards may result in discipline,
demotion, or discharge.
Notice of disciplinary action mus~be in writing and served ~n the emp~oyee in person
or by registered mail prior to the disciplinary action be:om1ng 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 rrust be f1led
on a timely basis with the Personnel Department and included in the employee's personnel
file. The notice of disciplinary action sha'll include:
(a) Statement of the nature of the disciplinary actionj
(b) Effective date of the action;
(c) Statement of the cause thereof;
(d) Statement in ordinary and ccncise language of the act or the omiss1ons upon which
the causes wre based;
(e) Copies of any documents or other items of evidence upon which the disciplinary
action was fully or in part based.
(f) Si;atement advising the employee of his/her right to appeal from such action,
and the right to Union representation.
If the disciplinary action consists of suspension, any suspension time previously
given sba·11 be credited to the final disciplinary action.
ARTICLE XXI -NO ABROGATION OF RIGHTS
The parties acknowledge that Management rights as indicated in Section 12070 of the
Merit System Rules and Regulations and all applicable State laws are neither abro-
gated nor made subject to negotiation by adoption of this Memorandum of Agreement.
ARTICLE XXII -OUTSIDE EMPLOYMENT
The provisions of Article 4.7 of the Government Code 9f the State of California w111
govern the determination of incompatible ou·iside employment.
ARUCLE · XXUJ· • WORK STOPPAGE AND LOCXOUTS
The City agrees that it will not lock out employees and the Union agrees that ft
will not engage fn any concerted work stoppage or slowdown during the term of thfs Haoorandum of Agreement. An employee shall not have the right to recognize the
picket line of a labor organization when perfonntng duties of an emergency nature.
MEllORANDIJM OF AGREEMENT.
Page 29 •
ARTICLE XXIV -PROVISIONS Of THE LAW
.... '
This Memorandum of Agreement is subject to all current and future applicable Federal
and State laws and Federal and State regulations and the Chartar of the City of Palo
Alto and the Const1tut1on of the State of Ca11forn1a.
Should any of the provisions herefn contained be rendered or declared invalid by
reason of any existing State or Federal legislation. such invalidation of such part
or portion of this Memorandum of Agreement shall not invalidate the remaining portions
hereof and they shall remain in full force and effect, insofar as such remaining
portions are severable.
This Memorandum of Agreement shall become a part of the City ~f Palo Alto Merit Rules
and Regulations applying to employees assigned to classifications in the SEilJ unit.
As applied to employees assigned to the SEIU unit. this Memorandum of Agreement shall
prevail over any conflicting Merit Rules ~nd Regulations.
The City and the Union agree by signing this Memoi'"andum of Agreement that the wages.
nours, rights and working conditions contained herein shall be continued in full
force during the tenn of this Memorandum of Agreement except as otherwise provided
for fn the Memorandum of Agreement and shall be binding on both the City and the
Union upon ratification by the Council of the City of Palo Alto and upon ratification
by Union membership.
ARTICLE XXV • COST REDUCTION PROGRAMS
During the term of this agreement. the Union will aggressively assist Management in
developing cost reduction programs. Such programs may include voluntary reduced
hours/pay after this concept is studied by Management. and with such app1fcat1on as
IMY be approved by Muriagement.
ARTICLE XXVI -1ERM
The tera of this MelN>rancfum !tf Agreement shall comence on May 1, 1980, and shall
expire on April 30, 1982. £fther party may serve written notice upon the other party
during tta period between ninety and sixty days pr1or to April 30, 1982, of 1ts
desire to amend this Manor-andum of Agreement. If, at the time this Memorandum of
Agreement would otherwise tenninate. the pert1es are negot1at1ng a n• Mellorand• of
Agwt. upon n.atual agreement the ter'llS and conditions of this MemrandLR of Agree-mnt shill continue in effect.
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MEMCJRANDU~ OF AGREEMENT
Page 30
EXECUTED: May 12, 1980
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FOR LOCAL 715A, SEIU, l'Fl-CIO, CLC FOR CITY OF PALO ALTO
NOTE: Signatures on original copy.
• •
APPENDIX 8
APPRENTICESHIPS
UlILITIES TRAINEE WATER-GAS-SEWER leads to various positions
within WaterwGas-Sewer and/or Water-Quality-Control.
UTILITIES TRAINEE leads to Electrician/Lineperson position.
BUILDING AND EQUIPMtNT MAINTENANCE TRAINEE leads to the
following positions:
5/80
Facilities Carpenter
Facilities Mechanic
Motorized Equipment Mechanic
Facilities Electrician
Facilities Painter
·--• ·•
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•
Department
light & Po'i\'er
Water-Gas-Sewer
• •
APPENDIX C
ROTATIONAL LEAD POSITIONS
Position
Lineperson/fable Splicer -Lead
Utility Installer-~epairer -Lead
ACTING LEAD POSITIONS
The following acting lead positions are established pursuant to
budgeting. selection and scheduling procedures· to be developed by
the department subject to Union concurrence.
Department
Police
Public Works
Positfon
Acting Chief Conrnunfcator
Acting Heavy Equip Operator -Lead
Oep1rtment;o1vf sion
FIRE DEPARTMENT
UTILITIES DEPARTMENT
Treasurer's Office
• • APPENDIX 0
EXCEPTIONS TO STANDARD WORK DAY OR WORK WEEK
FOR
SEIU REPRESENTATION UNIT
Classification
Executive Secretary
(one only)
Ut111ty Serv1ceperson
Work Day or Work Week Variation
4 days on/4 days off (by depart-
mental agreement)
Work week complies with Fair Labor
Standards Act but involves
scheduling of 7 days on, 2 off;
3 days on, 1 off; 3 days on,
1 off; 7 days ont 3 ?ff; 5 days
on, 3 off; over a five-week cycle.
-·-·· .. -~,. .. ---PLANNING or~ARTMENT
COflf4UMITY SERVICES DEPARTMENT
Arts Division
LIBRARY DEPARTMENT
Principal Engineer
Associate Planner
Volunteer Coordinator
Librarian
Library Associate
Coordinator Branch
Libraries
·--Works 40 hours per week as follows:
Monday, Wednesday ... 1 O hours each
Tuesday, Thursday -8 hours each
Friday -4 hours each
Works 20 hours per week as follows:
Tuesday through
Thursday -5 hours each
Each week (30 hours):
15 hours of unscheduled time; '
15 hours of -;cheduled time
In a given work week staff may work
three eight-hour days, one seven-
hour day and one nine-hour day.
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APPENDIX E
1. For employees in the following operations assigned to work
schedules other than Monday through Friday, the calendar day
will be considered the holiday for premium pay of in-lieu
scheduling purposes:
Co1m1Unications
Water Quality Control
Animal Control
Golf Course
Utilities Services
Landfill
Footh11 ls Park
2. If December 24 and 31 fall on Sunday, then the preceding Friday
will be designated for purposes of excused time off, except
in the case of Social and Co11111Unity Services staff who may be
scheduled to work on Saturday, in which case Saturday will be
designated for the half-day holiday. For Foothills Park personnel,
designation of excused time off will be based on Park schedules
and employee preference.
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APPENDIX ~
CITY OF PALO ALTO EMPLOYEES' HEALTH PLAN CHANGES
City of Palo Alto Employees' Health Plan changes as agreed effective
April 1, 1978:
1. Added as a covered charge and Major Medf cal benefit subject to
a deductible and payable at 100%: One routfne pelvfc examination,
includ~ng Pap Smear, per calendar year for covered employees and
dependents.
2. Unde1 Retired Employees• Health Plan, the lifetime maxi111Jm is
increased to $100,000 for each eligible member 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
fa.mf ly member may be aggregated to meet a maxia&m family deductible
of $150. Any amounts paid by the plan, or any amounts paid by covered
members under major medical c:o..fnsurance provisions do not apply toward
the deductible.
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