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HomeMy WebLinkAboutStaff Report 359-07City of Palo Alto City Manager’s Report 6 TO:HONORABLE CITY COUNCIL FROM:CITY MANAGER DEPARTMENT: HUMAN RESOURCES DATE:OCTOBER 1, 2007 CMR: 359:07 SUBJECT:ADOPTION OF TWO RESOLUTIONS:(1) AMENDING SECTION 1901 OF THE MERIT SYSTEM RULES ANDREGULATIONS REGALING A MEMORANDUM OF AGREEMENTFOR REPRESENTED HOURLY EMPLOYEES (SEIU HOURLY UNIT) AND (2) ADOPTING A COMPENSATION PLAN FOR REPRESENTED HOURLY EMPLOYEES (SEIU HOURLY UNIT) AND RESCINDING RESOLUTION 8576 RECOMMENDATION Staff recommends Council approval of the attached resolutions amending the Merit System Rules and Regulations to incorporate the Memorandum of Agreement for represented Hourly employees in the SEIU Hourly Unit, and adopting a compensation plan for Service Employees International Union, Local 521 (SEIU) Represented Hourly Personnel effective for the pay periods including April 30, 2006 through June 30, 2009. BACKGROUND Hourly employees serve as a contingent workforce and provide a valuable resource for the City, with Community Services and the Library Department particularly dependent on this group of employees. A new SEIU Hourly bargaining unit was established in December 2004. This unit includes employees that work on a continuous basis and specifically excludes those hired to work on an intermittent or seasonal basis. Hourly employees whose employment does not fall within the definitions outlined in this agreement are covered in the Limited Hourly employee compensation plan. The City and the SEIU Hourly Unit reached agreement on the terms for their first memorandum of agreement in November 2005. Key issues addressed in that agreement included sick leave, job security and basic health care. At that time, Council approved a 4% increase retroactive to July 1, 2005 with provisions for step increases for SEIU hourly personnel upon initial completion of 416 hours or six months, whichever occured first, from date of hire with efficient and effective service, along with provisions for salary review annually following completion of probationary period. This Memorandum of Agreement with the SEIU Hourly employees expired on April 30, 2006. Negotiations for a successor agreement began in April 2007 and ended with a three-year agreement which has been ratified by the SEIU Hourly Unit membership. The Agreement covers the SEIU CMR: 359:07 Page 1 of 3 Hourly Unit personnel for the period beginning May 1, 2006 and ending on June 30, 2009. DISCUSSION Key items in the agreement include: Salary: A 1% increase effective January 6, 2007 is proposed for all represented hourly employees. The January 6, 2007 wage increase shall apply to bargaining unit employees who worked a minimum of 416 hours during FY 2006-07. Effective July 1, 2007, the base wage rates shall be increased 3.5%. Effective July 1, 2008, the base wage rates shall be increased 3%. New Employee Orientation: New employees shall be required to attend orientation. The Director of Human Resources may make an exception if extraordinary circumstances interfere with the employee’s ability to attend. Medical stipend: Retroactive to July 1, 2006, each employee in this bargaining group shall receive $2.46 per hour in paid status as a medical stipend. Effective July 1, 2007, the stipend will be increased by thirteen cents ($0.13) to two dollars fifty-nine cents ($2.59) per hour. Effective July 1, 2008, it will be increase by an additional thirteen cents ($0.13) per hour to two dollars seventy-two cents ($2.72) per hour. Language is included that would offset existing medical benefit stipend in the event that the state or federal government adopts or mandates a plan at some point in the future that requires the City to pay in whole or in part for medical services or coverage for employees in this bargaining unit. Grievance Procedure: Language was modified in an effort to clarify and streamline hourly employee grievance and disciplinary procedures. RESOURCE IMPACT Total costs for the proposed Memorandum of Agreement for the period April 30, 2006 through June 30, 2009 are estimated at $177,000. This amount is within the authorization limits established by Council. The $177,000 will be used for salary and medical stipend increases. Funds to cover the cost of the contract for 2007-08 are included in the Adopted Budget; therefore, a budget adjustment is not required. POLICY IMPLICATIONS The action recommended by this report is consistent with City Council direction. ENVIRONMENTAL REVIEW This is not a project under the California Environmental Quality Act (CEQA). CMR: 359:07 Page 2 of 3 ATTACHMENTS Attachment A - Attachment B - Attachment C - Resolution Amending Chapter 19 of the Merit System Rules and Regulations Regarding a Memorandum of Agreement for Represented Hourly Employees (SEIU Hourly Unit) Resolution Adopting a Compensation Plan for Represented Hourly Employees (SEIU Hourly Unit) Redlined Memorandum of Agreement for SEIU Hourly Unit PREPARED BY: Sandra T.R. Blanch, Risk & Benefits Manager DEPARTMENT HEAD: RUSS CA~_,SEN Director of Human Resources CITY MANAGER APPROVAL: Assistant City Manager CMR: 359:07 Page 3 of 3 NOT YET APPROVED RESOLUTION NO. RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO AMENDING SECTION 1901 OF THE MERIT SYSTEM RULES AND REGULATIONS REGARDING A MEMORANDUM OF AGREEMENT FOR REPRESENTED HOURLY EMPLOYEES (SE1U HOURLY UNIT) The Council of the City of Palo Alto does RESOLVE as follows: SECTION 1. Chapter 19 of the Merit System Rules and Regulations is hereby amended to read as follows: "1901. Memorandum of agreement incorporated by reference. That certain Memorandum of Agreement by and between the City of Palo Alto and Local 521 SEIU, consisting of a Preamble and Articles I through XXV and Appendices A through B, attached thereto and incorporated therein, for a term commencing April 30, 2006 and expiring June 30, 2009, is hereby incorporated into these Merit System Rules and Regulations by reference as though fully set forth herein. The memorandum of agreement shall apply to all employees in hourly classifications represented by said Local 521, SEIU, except where specifically provided otherwise herein. In the case of conflict with this chapter and any other provisions of the Merit System Rules and Regulations, this chapter will prevail over such other provisions as to hourly employees represented by said Local 521, SEIU." SECTION 2. The changes to the Merit System Rules and Regulations provided for in this resolution shall not affect any right established or accrued, or any offense or act committed, or any penalty of forfeiture incurred, or any prosecution, suit, or proceeding pending or any judgment rendered prior to the effective date of this resolution. // // // // // 070917 cjs 8260569 AT T ACH M EN T A NOT YET APPROVED SECTION 3. 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: NOES: ABSENT: ABSTENTION S: ATTEST: City Clerk APPROVED AS TO FORM" Mayor APPROVED: Deputy City Attorney City Manager Director of Human Resources Director of Administrative Services 070917 ~s 8260569 2 MEMORANDUM OF AGREEMENT City of Palo Alto and Local 521, SEIU PREAMBLE This Memorandum of Agreement is entered into by the City of Palo Alto (hereinafter referred to as the City) and Local 521 Service Employees International Union (hereinafter referred to as the Union). Employee, for the purposes of this Memorandum of Agreement, shall mean an employee assigned to a classification within the SEIU Hourly unit. This Memorandum of Agreement is pursuant and subject to Sections 3500 et, seq. of the Government Code of the State of California and Chapter 12 of the City of Palo Alto Merit Rules and Regulations. ARTICLE I - RECOGNITION Section 1. Pursuant to Sections 3500 et. seq. of the Government Code of the State of California and Chapter 12 of the City of Palo Alto Merit System Rules and Regulations, the City recognizes the Union as the exclusive representative of a representation unit consisting of hourly employees who are regularly scheduled and who work an average of eight (8) hours per week over eleven (11) pay periods for a minimum of four hundred sixteen (416) hours per fiscal year. This does include PERS exempt employees. This does not include on call employees without regular schedules and who are hired to work occasionally for special projects. This does not include employees employed primarily to work seasonal recreational programs and who may work intermittently outside their recreational season. This unit shall for purposes of identification be titled the SEIU Hourly unit, and includes employees in the classifications listed in Appendix A attached. The City shall notify the Union in writing of the development of a new hourly classification and upon request will meet and confer regarding inclusion of the classification in the SEIU hourly unit. The parties agree that hourly employees are considered to be in the bargaining unit while that employee is employed by the City of Palo Alto if: (a) The employee is hired to work in a covered classification with the expectation of working an average of eight (8) hours per week over eleven (11) pay periods for a minimum of four hundred and sixteen (416) hours in a fiscal year Or Co) The employee actually works in a covered classification for an average of eight (8) hours per week over eleven (11) pay periods for a minimum of four hundred and sixteen (416) hours in any fiscal year be~nning fiscal year 2003/2004. ARTICLE II - NO DISCRIMINATION Section 1. The City and Union agree that no person employed by or applying for employment hereto shall be discriminated against because of race, religion, creed, political affiliation, color, national origin, ancestry, Union activity, age, disability, sexual orientation, or gender. Section 2. The City and the Union agree to protect the rights of all employees to exercise their free choice to join the Union and to abide by the express provisions of applicable State and local laws. ARTICLE III - UNION SECURITY Section 1. Notice. When a person is hired in a job covered in Article I, the City shall notify that person that the Union is the recognized bargaining representative for the employee and give 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 may make a presentation to such bargaining unit employees for the purpose of explaining matters of representation. The presentation shall not exceed 15 minutes. New employees shall be required to attend orientation. The Director of Human Resources may make an exception if extraordinary circumstances interfere with the employee’s ability to attend. If the Director grants an exception, the employee and Union shall be granted a maximum of fifteen (15) minutes at the employee’s report location for Union orientation. Section 2. Agency Shop. (a)Every employee in the bargaining unit covered by this Memorandum of Agreement shall: (1) remain a member in good standing of the Union; or (2) pay to the Union a monthly service fee, to be set by the Union in accordance with applicable law, in an amount not to exceed the standard initiation fee, periodic dues, and general assessments of the organization; or, (3) in the case of an employee who certifies that he/she is a member of a recognized religion, body or sect which has historically held conscientious objection to joining or financially supporting public employee organizations, pay a charity fee, equal to the service fee, to a non-religious, non-labor charitable fund exempt from taxation under Section 501 (c)(3) of the Internal Revenue Code, chosen from one of the following three charitable organizations agreed to by the City and the Union (or any successor organization(s) agreed to by the City and the Union): United Way of California Community Health Charities Environmental Federation of California Union members may declare their intention to terminate Union membership by certified letter, return receipt requested, to the Director of Human Resources and the Union. In order to be effective, the notice must be filed during the 30-day period between 60 and 90 days prior to expiration of the Memorandum of Agreement. (b) Employees who are newly hired into or who join the bargaining unit shall elect one of the above payment deduction options by completing and submitting the Employee Election form within thirty (30) calendar days of being hired into a classification covered by this MOA. (c) To qualify for deduction of the Charity Fee, the employee must certify to the Union and City that he/she is a member of a bona fide religious body or sect that has historically held conscientious objection to joining or financially supporting employee organizations. The employee is required to submit to the City and the Union a notarized letter signed by an official of the bona fide religion, body, or sect certifying that person’s membership. Upon request, the City shall provide to the Union a report of payments made by employees that qualify for the Charity Fee option in this subsection. (d) The deductions in this Section shall not apply during any period where an employee is in an unpaid status. (e) Involuntary Service Fee Deduction Process: The City shall deduct a service fee from the salary of each bargaining unit member who has not authorized a dues deduction, service fee deduction or charity fee in writing within the time stated in this Section, above. The Union certifies that it has consulted with knowledgeable legal counsel and has thereby determined that this involuntary service fee deduction process satisfies all constitutional and statutory requirements. (f)Agency shop may be rescinded only in accordance with the provision of state law. (g) Indemnification, Defense and Hold Harmless: Union agrees to indemnify and hold harmless the City and all officials, employees, and agents acting on its behalf, from any and all claims, actions, damages, costs, or expenses including all attorney’s fees and costs of defense in actions against the City, its officials, employees or agents as a result of actions taken or not taken by the City pursuant to the Agency Shop Arrangement. (h) Sign-up forms for deduction of Union dues, service fees and charity fees shall be provided by the Union and approved by the City. The parties agree to work out administrative procedures when an employee is in non-pay status. Dues will not be deducted when circumstances result in a negative paycheck. Section 3. Documentation~ The City shall supply the Union with: (a) A monthly print out of the names, membership status, addresses and classifications of all bargaining unit employees except those who file written notice with the Human Resources Department objecting to release of addresses, in which case information will be transmitted without address; and (b) A list of bargaining unit new hires, terminations and retirements which occurred during the previous month. The Union shall supply the City, and as applicable, the employees, with: Documentation required by Government Code Section 3502.5 (f). Section 4. Payroll Deduction. The City shall deduct Union membership dues, service fees, charity fees, and any other mutually agreed upon payroll deduction, which may include voluntary COPE check off, from the bi-weekly pay of bargaining unit employees. The dues/fees deduction must be authorized in writing by the employee on an authorization form acceptable to the City and the Union, except as provided in Section 2(e) and Section 2(h) above. City shall remit the deducted dues or fees to the Union as soon as possible after deduction. Section 5. Bulletin Boards and Departmental Mail. The Union shall have access to inter-office mail, existing bulletin boards in unit employee work areas, and the existing Union-paid telephone answering device for the purpose of posting, transmitting, or distributing notice or announcements including notices of social events, recreational events, Union membership meetings, results of elections and reports of minutes of Union meetings. Any other material must have prior approval of the Human Resources Office. Action on approval will be taken within 24 hours of submission. The Union may send email messages only for the purposes set forth above. The IT Department will maintain the SEIU list and keep it current. The Union access to email is based on the following conditions: 1) emails to the SEIU list will be copied to the Human Resource Director at distribution; 2) emails to the SEIU list will only be sent by the SEIU Chapter Chair, Vice Chair, Chief Steward(s) or Secretary, 3) a maximum of 52 emails may be sent per year and a maximum of 12 emails may be sent per year by the SEIU Chapter Secretary. Section 6. Access to Union Representatives. Representatives of the Union are authorized access to City work locations for the purpose of conducting business within the scope of representation, provided that no disruption of work is involved and the business transacted is other than recruiting of members or collecting of dues, and the Representative must notify the Human Resources Department Office prior to entering the work location. Section 7. Meetin~ Places. The Union shall have the right to reserve City meeting and conference rooms for use during lunch periods or other non-working hours. Such meeting places will be made available in conformity with City’s regulations and subject to the limitations of prior commitment. Section 8. Notification to the Union. The Union shall be informed in advance in writing by Management before any proposed changes not covered by this Memorandum of Agreement are made in benefits, working conditions, or other terms and conditions of employment which require meet and confer or meet and consult process. Section 9. Union Logo. All materials and documents produced on Itek and metal plates, by the City print and reproduction shop, shall carry the Union label on the inside of covers or title pages in accordance with customary printing trades practices. Section 10. City Council Materials. The City shall make available to the Union in a timely manner copies of all City Council meeting agendas, minutes and schedule of meetings. These materials may be picked up at the City Clerk’s Office during business hours. 4 Section 11. Temporary Agency Reporting. Upon request, the City shall provide to the Union reports by department on the use of agency temporaries filling representation unit vacant positions, or doing work similar to that of representation unit classifications. Section 12. Job Postings. Job postings for classifications covered by this Agreement shall include a statement that the position is covered by this Collective Bargaining Agreement and that Union dues or agency fees may be required. Section 13. Contracting Out. The City through the labor management process will keep the Union advised of the status of the budget process, including any formal budget proposal involving the contracting out of SEIU bargaining unit work traditionally performed by bargaining unit members at least thirty (30) days prior to the release of the City Manager’s proposed budget. The City will notify the Union in writing at least ninety (90) days prior to contracting work which has been traditionally performed by bargaining unit members, where such contracting will result in layoff or permanent reduction in hours. Within the ninety (90) day period of contracting out, both parties may offer alternatives to contracting out and meet and confer on the impact of such contracting out of a bargaining unit employee work. The City will notify the Union in writing when contracting out work which has been traditionally performed by bargaining unit workers, where such contracting out is expected to replace a laid off bargaining unit position that has been eliminated within ninety (90) days prior to the date of the planned contract work. When feasible, the City will provide such notice prior to the beginning date of the planned contract work. The City will meet with the Union upon request to discuss alternatives. This provision does not apply to the filling of temporary vacancies of twelve (12) months or less duration. The City will provide the Union with a biannual list by department of all contract workers or vendors who are contracted by the City who perform work for the City. The City will make a reasonable effort to identify the names of the vendors on the list and the nature of the work provided by each vendor. ARTICLE IV - STEWARDS Section 1. Desi_maation. The Union agrees to notify the Director of Human Resources of those individuals designated as Union officers and Stewards who receive and investigate grievances and represent employees before Management. Alternates may be designated to perform Steward functions during the absences or unavailability of the Steward. Section 2. Release Time. It is agreed that, as long as there is prior notice to the Supervisor with no disruption of work, one (1) Steward shall be allowed reasonable release time away from their work duties, without loss of pay, to act in representing a unit employee or employees on grievances or matters within the scope of representation, including: (a) A meeting of the Steward and an employee, or employees of that unit related to a grievance. (b) A meeting with Management. (c) Investigation and preparation of grievances. Grievances may be transmitted on City time. All Steward release time shall be reported on time cards. Section 3. Advance Notification and Approval. The Union agrees that the Steward shall give advance notification to his/her supervisor and receive permission before leaving the work location, except in those cases involving emergencies where advance notice cannot be given. Management permission to leave the worksite under this section shall not be unreasonably denied. Section 4. Timecard Reporting. One Union Steward per affected Department, who is a City employee, shall be allowed a reasonable amount of release time off for purposes of meeting and conferring or meeting and consulting on matters within the scope of representation. All such time will be reported on timecards. Section 5. Storage of Union Materials. Union Stewards may utilize space in assigned desks for storage of Union materials. In the event Stewards are not assigned desks the City will provide locker or other mutually agreeable space for storage of Union materials. Section 6. Labor/Management Meetings. Two Hourly Unit employees from different divisions shall be allowed a reasonable amount of release time off to participate, with the Classified Unit, in monthly Labor/Management Meetings. ARTICLE V - REDUCTION IN FORCE For the purposes of this Section, length of service shall be defined as all straight time hours worked by that employee for the City of Palo Alto. Section 1. In the event of reductions in force, reductions shall be accomplished whenever possible through attrition. Section 2. Notice. When the City determines that layoffs are imminent resulting from reduction in force within the representation unit, the City will give the Union such advance notice as is reasonable under the circumstances. The notice will indicate the departments and divisions which will be affected and the circumstances requiring the layoffs. The City will furnish the Union with a current representation unit seniority list with notice of layoff. Section 3. Seniority and Service Ties. If the work force is reduced within a department, division, or office for reasons of change in duties or organization, abolition of position, shortage of work or funds, or completion of work, employees with the shortest length of service will be laid off first so long as employees retained are fully qualified, trained, and capable of performing remaining work. Length of service for the purpose of this article will be based on current service hire date of record in a SEIU Hourly Unit classification with no adjustment for leaves of absence. Length of service ties will be determined by lot. Employees laid off due to the above reasons will be given written notice at least thirty days prior to the reduction in force. A -copy of such notice will be given to the Union. Such employees shall be offered priority employment rights to hourly positions which are requisitioned and for which the employees are qualified for a period beginning with notification and ending sixty days following the reduction in force. Employees transferred or reclassified under this section will be assigned to the step in the new classification salary range closest to the employee’s salary range at the time of reclassification. Employees laid offpursuant to this section shall receive the balance of all regular City compensation owed at termination within 72 hours of the date of termination. Section 4. Bumping Rights. Employees identified for layoff that have seniority (bumping) rights to their current or previously held classifications within the representation unit must declare their intention to exercise these rights within seven (7) working days after written notification of layoff, otherwise bumping rights will automatically terminate. Bumping may occur within the representation unit, only to the least senior incumbent of the current or a previously held classification. To successfully bump, the employee must be fully qualified, trained, and capable of performing all work in the position bumped. An employee who declares bumping rights may not also claim priority re-employment rights. For purposes of this section of the Agreement, the term "working days" shall mean Mondays through Fridays, exclusive of holidays. Section 5. Re-Employment List. The names of persons laid off or who through bumping changed classification in accordance with the provisions of this Article shall be entered upon a re-employment list in seniority order. The person with the highest seniority on a division re- employment list for a particular classification when a vacancy exists in that classification in that division, shall be offered the appointment. Names shall be carried on a re-employment list for a period of one (1) year from the date of separation from City services or change of classification through bumping. Upon re-employment within the one-year period, the employee’s hire date of record at the time of layoff will be reinstated. Section 6. Reinstatement. Employees laid off pursuant to Section 2 who are reinstated to a SEIU Hourly Unit classification within sixty days shall retain the sick leave balance they had at the time of layoff. Section 7. No representation unit employee will be laid off or remain on a re-employment list when intermittent hourly and seasonal hourly employees are performing substantially all the duties of the classification of the hourly employee receiving a layoff notice or on a re- employment list. ARTICLE VI - PERSONNEL ACTIONS Section 1. Probationary Period. Each new employee shall serve a probationary period of two years or 1400 hours of continuous employment whichever comes first calculated from each employee’s date of hire in a covered classification. The probationary period shall be regarded as a part of the testing process and shall be utilized for closely observing the employee’s work, for securing the effective adjustment of a new employee to his/her position, and for rejecting any probationary employee whose performance does not meet the acceptable standards of work. At least one written performance appraisal will be given each probationary employee on or before expiration of the probationary period. Normally, this appraisal will be given at the end of 416 hours of continuous service or six months, whichever occurs first. In the event of termination prior to successful completion of the probationary period, such terminated employee shall be given written notice of his/her termination with the reasons for the termination stated therein. The Human Resources Department shall, upon request, afford an interview in a timely fashion to the terminated employee for discussion of the reasons for termination. The employee may, upon request, be accompanied by a Union Representative. The interview shall not be deemed a hearing nor shall it obligate the City to reconsider or alter the termination action. The parties agree that probationary employees shall have all rights under this Memorandum of Agreement, including full and complete access to the grievance procedure, save and except for instances of suspension, demotion or termination. Section 2. Personnel Evaluations. Personnel evaluations will be given to employees as scheduled by Management. Personnel evaluations are not appealable through the grievance procedure but, in the event of disagreement over content, the employee may request a review of the evaluation with the next higher level of Management, in consultation with the Human Resources Department. For purposes of this review, the employee may be represented by the Union. Decisions regarding evaluation review shall be made in writing within ten (10) working days following the review meeting. Section 3. Personnel Files. Records of all disciplinary actions shall be kept in the central personnel file. Employees shall be entitled to sign and date all action forms in their personnel files. Employees are entitled to review their personnel files upon written request or to authorize, in writing, review by their Union Representatives. An employee or the Union shall be allowed, upon reasonable request, copies of materials in an employee’s personnel file relating to a grievance. Section 4. Release of Information. The City will only release information to creditors or other persons upon prior identification of the inquirer and acceptable reasons for the inquiry. Information then given from personnel files is limited to verification of employment, length of employment and verification and disclosure of salary range information. Release of more specific information may be authorized by the employee in writing. Section 5. Full Time Opportunities. Full time job opportunities for classifications within the Hourly unit and the Classified unit will be posted for at least ten (10) working days (Monday through Friday) prior to selection. Outside recruitment may be used for full time openings and may begin at the time of posting, or any time thereafter. Section 6. Equitable Rotation. In assigning employees to regular schedules assignnaents, transfer, standby, overtime, or time off selection, ability to perform length of service and/or equitable rotation shall determine the assignments. or special the work, ARTICLE VII - PAY Section 1. Wage Increase. Effective January 6, 2007 the base wage rates for classifications listed in Appendix A will receive an across the board wage increase of one percent (1.0%). The January 6, 2007 wage increase shall apply to bargaining unit employees who worked a minimum of 416 hours during FY 2006-07. Effective July 1, 2007, the base wage rates for those classifications shall be increased three and one-half percent (3.5%). Effective July 1, 2008, the base wage rates for those classifications shall be increased three percent (3.0%). Section 2. Step Increases. Hourly employees are to be given a performance review after 416 hours, or six months, whichever occurs first, from date of hire and annually thereafter; improvement, efficient and effective service will warrant a salary step increase. Subsequent salary reviews are based on performance appraisals and will depend upon demonstrated satisfactory job performance. Section 3. Workin~ Out of Classification. The term "working out of classification" is defined as a Management authorized assignment to a budgeted hourly position on a temporary basis wherein all significant duties are performed by an individual holding a classification within a lower compensation range. Pay for working out of classification shall be as follows: Employees appointed to "working out of classification" basis will receive acting pay within the range of the higher classification beginning the sixth (6th) consecutive work day of the assignment. Pay for work out of class will be determined by the salary step of the higher classification which the employee would be compensated if permanently appointed to that classification. Out-of-classification provisions do not apply to work assignments performed in connection with specific predetermined apprenticeship or training programs, or declared conditions of public peril and/or disaster. ARTICLE VIII - HOURS OF WORK. OVERTIME Section 1. Work Week and Work Day. The workweek for hourly employees shall be no greater than forty (40) regularly scheduled hours. An employee will work the hours assigned by the employee’s supervisor. Overtime work must be approved by a supervisor prior to being performed. Section 2. Overtime Work. An employee will receive overtime at the rate of time and one-half for all hours paid after 40 hours in a workweek. Section 3. Work Shifts. Employees may be assigned to work shifts with scheduled starting and quitting times. For employees assigned to a regular work shift, should conditions necessitate a change in starting and quitting times, the Employee will be notified ten (10) working days in advance and permitted to discuss such changes with the City. The Employee may request the presence of his/her Union Representative at the meeting with the City. This however, shall not preclude the City’s right to effect schedule changes dictated by operational necessity, nor shall this provision apply to day-to-day changes needed to cover short-term unexpected absences. This section does not apply to overtime scheduling. Section 4. Lunch and Break Periods. Employees will be granted a minimum half hour (1/2 hour) unpaid meal break after five (5) hours of work, unless the entire shift is only six (6) hours, in which case the employer and employee may agree to forgo the meal break. If dictated by the operational needs of a department, and upon agreement by the City and the Union, employees may take an "on duty’’ lunch period which shall be counted as time worked. All employees in the bargaining unit will be granted a paid rest period limited to fifteen (15) minutes during each full four (4) hours of work. Departments may make reasonable rules concerning rest period scheduling. Section 5. Clean-Up Time. All employees whose work causes their person or clothing to become soiled shall be provided with reasonable time before lunch and at shift end for wash-up purposes. Section 6. Call-Out Pay. Employees not otherwise excluded from receiving overtime pay and who are called out to perform work shall be compensated for at least two hours pay from the time of the call-out for each occurrence at the appropriate overtime rate. ARTICLE IX - UNIFORMS The City will provide uniforms, coveralls or shop coats on a weekly basis, or as otherwise furnished, for the jobs and/or classifications that the City requires such apparel. Employees required to wear uniforms shall be provided suitable change rooms and lockers where presently provided. Employee clothing seriously damaged or destroyed in conjunction with an industrial injury will be reasonably replaced by the City. Any other claims alleging City liability may be filed with the City Attorney. The City shall reimburse employees 75 percent of the cost of job-required safety shoes upon verification of such purchase by the employee. The City will provide rainy weather protection when and where appropriate. The City and the Union will work through the Labor Management process to further develop guidelines for providing uniforms and reimbursements. ARTICLE X - HOLIDAYS Section 1. Fixed Holidays. The City observes the following fixed holidays: January 1 Third Monday in January (Martin Luther King Day) Third Monday in February Last Monday in May 10 July 4 First Monday in September Second Monday in October Veterans’ Day, November 11 Thanksgiving Day Day after Thanksgiving December 25 Either December 24 or December 31 Effective July 1, 2005, employees who work a regular schedule shall receive holiday pay for the hours they would otherwise be scheduled to work on a fixed City holiday provided the employee was in a pay status or in authorized non-pay status on the Employee’s last regularly scheduled working day before and after the holiday. All employees scheduled to work on a holiday will receive time and one half for all hours worked on a holiday in addition to any regular holiday pay, if applicable. ARTICLE XI - SICK LEAVE Effective July 1, 2005, the City shall provide each employee with paid sick leave, earned on the basis of 0.03 hours for each hour paid. There will be no pay out of sick leave upon the employee’s termination. Sick leave shall be allowed and used in cases of actual personal sickness or for the care of an immediate family member, including a registered domestic partner, or disability, medical or dental treatment, or as authorized for personal business (e.g. bereavement). A maximum of 15 hours per year of sick leave may be used to care for family members, including a registered domestic partner. ARTICLE XII - WORKERS COMPENSATION Industrial Temporary Disability. (a) While temporarily disabled, employees shall be entitled to use accrued sick leave for the first three (3) days following the date of injury and thereafter shall be paid based upon hourly salary for a period not to exceed fifty-seven (57) calendar days, unless hospitalized, in which case employees shall be paid full base salary for a period not to exceed sixty (60) days from date of injury. (b) For any temporary disability continuing beyond the time limits set forth in (a) above, employees shall be paid two-thirds (66 2/3%) of their hourly salary at the time of injury for the duration of such temporary disability in conformance with the State law. (c) In case of Subsection (a) above, the employee will continue to accrue sick leave benefits. In the case of Subsection (b), sick leave benefits shall not be accrued. ARTICLE XIII - BENEFIT PROGRAMS Medical Insurance Plan. In lieu of providing a medical plan, effective July 1, 2006, each employee shall receive two dollars forty-six cents ($2.46) per hour in paid status as a medical stipend. 11 Effective July 1, 2007 this stipend will increase by thirteen cents ($0.13) to two dollars fifty-nine cents ($2.59) per hour. Effective July 1, 2008 this stipend shall increase by an additional thirteen cents ($0.13) per hour to two dollars seventy-two cents ($2.72) per hour worked. If the State of California or federal government adopt or mandate a plan that requires the City to pay in whole or in part for medical services or coverage for employees in the bargaining unit, the stipend provided in this paragraph shall be reduced or cease to the extent of required payments toward the state or federal plan, as applicable. Before implementation the change the City shall notify the Union of the amount of the offset and provide it an opportunity to meet to discuss the calculation of the amount. Such discussion shall occur within fifteen (15) working days after the City gives notice to the Union. The City’s calculation of the amount of the offset shall be based on the aggregate number of hours worked in the bargaining unit during the fiscal year preceding that in which the state or federal plan takes effect. The City and SEIU will continue to investigate the feasibility of providing Employees with access to medical insurance. Such information will be shared during negotiations for a successor Memorandum of Agreement. ARTICLE XIV - RETIREMENT Employees in the Hourly Unit shall participate in the City of Palo Alto PST (Part-time, Seasonal and Temporary Employees) Retirement Plan. The plan was adopted by the City on June 25, 1994 as a retirement plan alternative for it’s part-time, seasonal and temporary employees to replace Social Security. All hourly employees are required to contribute 7.5% of their salary into the PST Retirement Plan. ARTICLE XV- PARKING Employees are covered by the City’s administrative policy for Hourly parking permits. The policy is attached as Appendix B. ARTICLE XVI - PHYSICAL EXAMINATIONS If an employee who is required to have 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 at his!her own expense 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 the third 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 without exposing himself/herself to further injury as a result of his/her condition shall be the basis for returning the employee to his/her regular work. ARTICLE XVII - SAFETY Section 1. Health and Safety Provisions. The City shall furnish and use safety devices and safeguards and shall adopt use practices, means, methods, operations and processes which are 12 reasonably adequate to render such employment and place of employment safe, in conformance with applicable safety regulations under the State Labor and Administrative Code sections. The City shall not require or permit any employee to go to 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 perform their work in a safe manner. Section 3. Safety Committee. A Safety committee composed of Management and Union Stewards, will meet no less than ten times annually to discuss safety practices, methods of reducing hazards, and to conduct safety training. This shall in no way remove the basic responsibility of safety from Management nor shall it in any way alter the responsibility of the employee to report unsafe conditions directly and immediately to his or her supervisor. Three (3) Hourly employees will participate in the ten-member Citywide Union/Management safety committee with equal Union and Management membership that will meet, upon call, to review safety and occupational health standards and practices, discuss overall City safety and health problems, and to act as an advisory group to the departmental safety committees. The committee shall review all departmental safety programs and recommend change where necessary. In cases of dispute over safe working conditions the employee will first report such unsafe conditions to his or her supervisor and every attempt 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 ~ispute. If the problem cannot be resolved the Risk Manager 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 ~rievance procedure will be utilized. Safety ~rievances shall be submitted at Step III. ARTICLE XVIII - GRIEVANCE PROCEDURE Section 1. The City and the Union recognize that early settlement of grievance or appeal of disciplinary actions is essential to sound employee-employer relations. The parties seek to establish a mutually satisfactory method for the settlement of employee grievances, or appeal of disciplinary action, or Union grievances as provided for below. In presenting a grievance, or appeal of disciplinary action, the aggrieved and!or his or her Representative is assured freedom from restraint, interference, coercion, discrimination or reprisal. Release time for investigation and processing a grievance or appeal of disciplinary action is designated in Article IV of this Memorandum of Agreement (MOA). Section 2. Definitions. A grievance is: (a) An unresolved complaint or dispute regarding the application or interpretation of rules, regulations, policies, procedures, Memorandum of Agreement or City ordinances of resolution, relating to terms or conditions of employment, wages or fringe benefits excluding however those provisions of this MOA which specifically provide that the decision of any City official shall be 13 final, the interpretation or application of those provisions not being subject to the grievance or appeal of disciplinary action procedure. (b) An appeal of a disciplinary action against an employee covered by this Memorandum of Agreement. Disciplinary action is defined as suspensions without pay, reductions in pay, demotion or discharge. Reprimands, transfers, reassignments, layoffs, and negative comments in performance evaluations are not considered discipline. Section 3. Conduct of Grievance Procedure. (a) An aggrieved employee may be represented by the Union or may represent himself/herself in preparing and presenting a grievance at any level of review. Grievances as defined under 2(a) above may also be presented by a group of employees. No grievance settlement may be made in violation of an existing merit rule or memorandum of agreement. The Union will be notified prior to the implementation of any settlement made which affects the rights or conditions of other employees represented by the Union. The Union and the Steward will be copied on all written representation unit grievance decisions. (b) An employee and the Representative Steward, if any, may use a reasonable amount of work time so long as there is no disruption of work, in conferring about and presenting a grievance. Requests for release time to prepare grievance shall be made in accordance with the provisions of Article IV, Section 3. Beginning with the third step of the grievance, the Chief Steward or Alternate Chief Steward may assist in presenting a grievance and may be present at all Step III, and IV grievance hearings. (c) The time limits specified in this Article may 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 grievant may immediately appeal to the next step. (e) The grievance may be considered settled if the decision of any step is not appealed within the specified time limit. (f) If appropriate, the aggrieved employee(s) or the Union and the Department Head may mutually agree, in writing, to waive Step I and!or Step II of the grievance procedure. (g) Grievances shall be made in writing and submitted on forms provided by the City or on forms which are mutually agreeable to the City and the Union. The written grievance shall contain clear, factual and concise language, including: (1) the name of the grievant; (2) a statement of the facts upon which the grievance is based, including relevant dates, times and places; (3) specific provisions of this Agreement or specific City rules, policies, or procedures which the party filing the grievance alleges has been violated; (4) a summary of any steps taken toward resolution; and (5) the action the grievant believes will resolve the grievance. (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 grievance was filed in writing. !4 (i) 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 subject of dispute. Union grievances shall comply with all of the foregoing provisions and procedures. (j) For purposes of time limits, "working days" are considered to be Monday through Friday, exclusive of City holidays. (k) If a mutually agreed solution is reached during any step of this grievance procedure, the agreement shall be placed in writing and signed by the City and the grievant or Union. (1) Upon request of either party, meetings to discuss the grievance shall be held at any step in the grievance procedure. Section 4. Grievance Procedure. Step I. Informal Discussion. Within fifteen (15) working days after the incident or discovery of the incident on which the grievance is based the aggrieved employee shall present the grievance action to his or her immediate supervisor and attempt to resolve the grievance through informal discussions. Every attempt will be made to settle the issue at this level. Step II. If the grievance is not resolved through the informal discussion in Step 1, the employee will reduce the grievance to writing and submit copies to the Department Head or his or her designee within fifteen working days of the discussion with the immediate supervisor. The Department Head or designee shall have fifteen working days from the receipt of a written grievance to review the matter and prepare a written statement. Step III. If the grievance is not resolved and/or the aggrieved employee is not satisfied with the Step II decision, the grievant or disciplined employee may appeal to the Human Resource Director or his or her designee in writing within fifteen working days of the receipt of the Department Head’s response. The written appeal to the Human Resources level shall include a copy of the oriNnal grievance, the Department Head’s decision at Step II, and a clear statement of the reasons for appeal. Within fifteen working days, after receiving the written appeal, the Human Resource Director shall review the matter and prepare a written statement. If a mutually agreed solution is reached during this process the agreement shall be placed in writing and signed. Step IV. If a grievance as defined under Section 2(a) above is not resolved at Step III, the aggrieved employee may choose between final and binding resolution of the grievance through appeal to the City Manager or through appeal to final and binding arbitration. For the term of this Memorandum of Agreement, appeals to final and binding arbitration may be processed only with Union approval. All Step IV appeals must be filed in writing at the Human Resources Department Office within fifteen working days of receipt of the Human Resource Director’s decision at Step 3. If the grievant 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 15 Manager shall render a written decision to all parties directly involved within fifteen working days after receiving the grievant appeal. If the grievant elects final and binding arbitration in accordance with this provision, the parties shall mutually select an arbitrator within 90 days from the date of receipt of the written request for appeal. In the event the parties cannot agree on an arbitrator, they shall mutually request a panel of five arbitrators from the California State Conciliation Service or from the American Arbitration Association if either party objects to the State Conciliation Service, and select an arbitrator by the alternate strike method. The arbitrator shall have jurisdiction 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 or to the arbitrator. The arbitrator shall be without power to make any decision contrary to, or inconsistent with or modifying in any way, the terms of this Memorandum Of Agreement, grant wage increases or decreases, or to decide matters of interest. The arbitrator shall be without authority to require the City to delegate or relinquish any powers 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 this Memorandum of Agreement, the issue of arbitrability shall first be decided by the arbitrator using the standards and criteria set forth in 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 will resume the hearing and hear and resolve the issue on the merits. Copies of the arbitrator’s decision shall be submitted to the City, the aggrieved employee and the Union. Al! direct costs emanating from the arbitration procedure shall be shared equally by the City and the aggrieved employee or the Union. A grievance as defined under Section 2(b) above, (demotion, suspension, reduction in pay or termination) that remains unresolved after the conclusion of Step III of the grievance procedure, shall be reviewed by a City Hearing Officer. Appeals to a City Hearing Officer must be filed with the Human Resources Director in writing within fifteen (15) working days of the receipt of the Step III Grievance response. Within sixty (60) working days, the City Hearing Officer shall review the matter, hold a hearing with the City and the affected worker, and prepare a written recommendation to the City Manager. The City Manager shall issue a final and binding decision within fifteen (15) working days after receipt of the City Hearing Officer’s recommendation. The City Manager may accept, reject or modify the City Hearing Officer’s recommendation. The City Manager’s decision shall be final, binding and not be subject to further appeal. 16 ARTICLE XIX UNSATISFACTORY WORK OR CONDUCT AND DISCIPLINARY ACTION Section 1. The City has the right to discipline, demote, or discharge employees for cause. Section 2. 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. Discipline is defined as suspensions without pay, reduction in pay, demotion, or discharge. Reprimands, transfers, reassi~rnents, layoffs, and negative comments in performance evaluations are not discipline and shall not be subject to the requirements of this Article. Section 3. Preliminary Notice of Discipline. Prior to imposing disciplinary action involving a disciplinary suspension, demotion, reduction in pay, or discharge of a non-probationary employee, a supervisor shall provide an employee with preliminary written notice of the proposed disciplinary action. The notice of proposed disciplinary action must be in writing and served on the employee in person or by registered mail or Fed-Ex. The notice of disciplinary action shall include: (a) Co) (c) (d) (e) (f) (g) Statement of the violations upon which the disciplinary action is based; Intended effective date of the action; Statement of the cause thereof; Statement in ordinary and concise language of the act or the omissions upon which the causes are based; Copies of any documents or other written materials upon which the disciplinary action was fully or in part based. Statement advising the employee of his/her right to appeal from such action to the Department Head, and the right to Union representation. The date and/or the procedure for responding to the notice. Section 4. Skellv Meeting. The employee who receives a notice pursuant to Section 3 above shall have the right to respond informally to the charges either verbally or in writing before the discipline is imposed. The employee shall have fifteen (15) working days from receipt of the notice to request this pre-disciplinary administrative review. The employee may request a reasonable extension of the time to respond for justifiable reasons. The Skelly meeting to listen to the verbal responses shall be scheduled with a City representative who is not the manager recommending the discipline (the "Skelly Officer"). The Skelly Officer shall render a final written decision (the "post-Skelly decision") within fifteen (15) working days of receiving the employee’s response, if any, and shall deliver the post-Skelly decision to the employee by personal delivery or registered mail to the employee’s last known address on file with the Human Resources Department. The Skelly Officer may sustain, modify, or overturn the recommended 17 disciplinary action. If the Skelly Officer sustains or modifies the disciplinary action, the action may be imposed after the post-Skelly decision is delivered to the employee. ARTICLE XX -NO ABROGATION OF RIGHTS The parties acknowledge that Management fights as indicated in Section 1207D of the Merit System Rules and Regulations and all applicable State laws are neither abrogated nor made subject to negotiation by adoption of this Memorandum of Agreement. ARTICLE XXI - OUTSIDE EMPLOYMENT The provisions of Article 4.7 of the Government Code of the State of California will govern the determination of incompatible outside employment. ARTICLE XXII - PROMOTIONAL/CONVERSION OPPORTUNITIES The City and Union will meet on a quarterly basis to review the possibility of converting long term ongoing temporary-hourly positions to regular status. A part of such a meeting may be a discussion regarding promotional opportunities of Hourlies to Classified positions. ARTICLE XXIII - PROVISIONS OF THE LAW Section 1. This Memorandum of Agreement is subject to all current and future applicable Federal and State laws and Federal and State regulations and the Charter of the City of Palo Alto and the Constitution of the State of California. Should any of the provisions 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 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. Section 2. The City and the Union agree by signing this Memorandum of Agreement that the wages, hours, rights and working conditions contained herein shall be continued in full force during the term of this Memorandum of Agreement except as otherwise provided for in 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 XXIV - 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 application as may be approved by Management. ARTICLE XXV - TERM Except as expressly provided otherwise by this MOU for the January 6, 2007 wage increase, and the July 1, 2006 and July 1, 2007 increases in medical stipend, this Memorandum of Agreement shall take effect on ratification and signing by the parties, and shall expire on June 30, 2009. 18 Either party may serve written notice upon the other party during the period between ninety and sixty days prior to its expiration date, of its desire to amend this Memorandum of Agreement. If, at the time this Memorandum of Agreement would otherwise terminate, the parties are negotiating a new Memorandum of Agreement, upon mutual agreement of the Union and the City Manager the terms and conditions of this Memorandum shall continue in effect. EXECUTED: FOR LOCAL - 521, SEIU FOR CITY OF PALO ALTO: Victoria Milj anich, Library Frank Benest, City Manager Rebecca Duchon, Utilities Helen Del Grosso, Manager, Employee Relations Phil Plymale,Chapter Chair Russ Carlsen, Human Resources Director Jose Martinez, SEIU Worksite Organizing Director Joe Saccio, Deputy Director Administrative Svcs Richard James, Community Services Director Diane Jennings, Director Libraries Rob De Geus, Parks & Recreation Manager 19 Darrell Murray, IEDA Sandra Blanch, Manager, Risk and Benefits Evelyn Cheng, Library Moll’ Human Resources 20 Appendix A Job Classifications and Salary for Hourly Unit Personnel- Effective 7/1/07 (3.5%) Administrative Specialist I - H Performs administrative work that requires advanced skills or knowledge in support of a department/division or program. Step 1 Step 2 Step 3 Step 4 Step 5 $19.92 $21.08 $22.31 $23.59 $24.97 Administrative Specialist II - H Performs more complex administrative work that requires advance skills or knowledge in specialized software programs and data analysis in specialized areas in support of a department/division or program. Two years of experience equivalent to that of an Administrative Specialist I. Step 1 Step 2 Step 3 Step 4 Step 5 $23.79 $25.17 $26.64 $28.17 $29.81 Assistant Park Ranger - H Positions requiring at least 2 years of experience and specialized skills or advanced certificates for First Aid, CPR, and heavy equipment operation. Prior experience as an open space technician or park aide is essential. Step 1 Step 2 Step 3 Step 4 Step 5 $19.93 $21.10 $22.32 $23.60 $24.97 Building Serviceperson - H Under limited supervision, performs custodial duties and other related work as required to maintain City buildings and facilities in a clean and orderly condition. Members of this classification may be assigned to perform either public works duties or park duties. Two years of experience equivalent to that of a Custodial Assistant. Step 1 Step 2 Step 3 Step 4 Step 5 $18.78 $19.78 $20.81 $21.91 $23.06 Clerical Assistant - H Under supervision, performs routine and repetitive computer inputting and clerical tasks, and performs related work as required. May require cash handling. Step 1 Step 2 Step 3 Step 4 Step 5 $16.14 $17.08 $18.07 $19.12 $20.23 Custodial Aide - H Under close supervision, this entry-level position performs basic custodial duties as required to maintain City buildings and facilities, performs room set-ups and take-downs, and other related work. Step 1 Step 2 Step 3 Step 4 Step 5 $13.04 $13.80 $14.59 $15.44 $16.34 Custodial Assistant - H Under general supervision, performs custodial duties and other related work as required to maintain City buildings and facilities in a clean and orderly condition. Members of this classification may be assigned to perform either public works duties or parks duties. Step 1 Step 2 Step 3 Step 4 Step 5 $15.25 $16.14 $17.07 $18.06 $19.11 House Manager - H Facility supervisor of special events, productions, concerts, rentals - etc. Involves high public contact and customer service, including enforcement of rules and regulations. May included set-up of events. Step 1 Step 2 Step 3 Step 4 Step 5 $15.00 $15.87 $16.79 $17.76 $18.80 Instructor Aide - H Under general supervision, performs administrative work in support of Instructors in areas such as course preparation, classroom assistance and related activities. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $9.04 $9.56 $10.12 $10.70 $11.33 Instructor I - H Under general supervision, prepares classes, programs and camp curriculum, presents classes and field trips and provides assignments to Instructor Aides and volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of the disciplines to be taught. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $15.01 $15.88 $16.80 $17.78 $18.81 Instructor II - H Under limited supervision, prepares classes, programs and camp curriculum, presents classes and field trips and provides assigllments to Instructor Aides and volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of the disciplines to be taught. Two years of experience equivalent to that of an Instructor I. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $22.93 $24.37 $25.67 $27.16 $28.74 Librarian - tt Under supervision, assists customers with reference inquiries, provides instruction in the use of library resources and equipment. Step I Step 2 Step 3 Step 4 Step 5 $24.22 $25.62 $27.12 $28.68 $30.35 Library Clerk - H Under close supervision, performs technical and clerical tasks; assists customers with their accounts; shrives materials. Step 1 Step 2 Step 3 Step 4 Step 5 $18.03 $19.08 $20.19 $21.36 $22.59 Library Page - H Under close supervision, shelves materials; performs routine clerical and support tasks. Step 1 Step 2 Step 3 Step 4 Step 5 $11.05 $11.69 $12.37 $13.09 $13.84 Maintenance Assistant - H Under general supervision, responsible for skilled and semiskilled tasks in one or more of the following areas: Landscape and turf maintenance of parks and golf courses, including tree maintenance and turf renovation City building and facilities City streets, sewers, and storm drains City vehicles and equipment Performs related tasks as required. Requires experience with power equipment and a valid California driver’s license. May require drug testing. Step 1 Step 2 Step 3 Step 4 Step 5 $14.51 $15.36 $16.24 $17.19 $18.18 Open Space Technician - H Under general supervision performs work assignments in Parks and Open Space areas that assist in the protection, preservation and maintenance of Palo Alto open space lands. Entry-level positions that require familiarity with power tools such as weed whips and chain saws. Step I Step 2 Step 3 Step 4 Step 5 $14.51 $15.36 $16.24 $17.19 $18.18 Print Shop Assistant - H Under supervision, provides assistance in the Print Shop in duplication, finishing work, mail distribution and other support function duties, often under tight deadlines. Step 1 Step 2 Step 3 Step 4 Step 5 $18.03 $19.08 $20.19 $21.36 $22.59 Project Construction Inspector - H Inspection of City construction projects to ensure conformance with plan and specifications, documentation of contractor’s daily activities, verification of materials and quantities used, and notification to and contact with the residents in the project area. Step 1 Step 2 Step 3 Step 4 Step 5 $26.09 $27.61 $29.21 $30.90 $32.69 Project Specialist - H Support for and administrative tasks related to City programs and projects on an ongoing basis, requiring technical and administrative skills such as scheduling, research and report writing, project development and design, ongoing project implementation and administration, and budget tracking and conformance. Step 1 Step 2 Step 3 Step 4 Step 5 $19.93 $21.10 $22.32 $23.60 $24.97 Recreation Aide - H Provides general clerica! and unskilled labor/support of recreational programs. Step 1 Step 2 Step 3 Step 4 Step 5 $9.04 $9.56 $10.12 $10.70 $11.33 Recreation Leader I - H Entry level positions that do not require previous experience including: Teen leaders Gyrrmastics Instructors Sports Camp Assistants Special Event Assistants Summer Camp Counselors Coaches Step 1 Step 2 Step 3 Step 4 Step 5 $9.04 $9.56 $10.12 $10.70 $11.33 Recreation Leader II - It Positions require at least one season of experience and certifications in a related field including: Sports Camp Leaders (CPR and First Aid) Sport Officials (CPR and First Aid) Assistant Pool Manager Senior Swim Instructor/Lifeguard (Lifeguard Training, First Aid and CPR) Summer Camp Assistants Coaches Step 1 Step 2 Step 3 Step 4 Step 5 $12.23 $12.94 $13.69 $14.49 $15.32 Recreation Leader III - H Positions require at least 2 years of experience and specialized skills or advanced certifications in a related field including: Summer Camp Leaders Teen Outreach Leaders Coaches Substitute Teachers Sports Camp Leaders (CPR and First Aid) Sport Officials (CPR and First Aid) Pool Manager Gymnastic/Dance Instructors (Recreation Leader II requirements and Safety Certification and one of the following certifications: Professional Development Program II, Kinder Accreditation for Teachers or Movement Education and Learning Development.) Step 1 Step 2 Step 3 Step 4 Step 5 $15.21 $16.09 $17.03 $18.01 $19.06 Stock Clerk - H Under supervision, performs a variety of inventory maintenance functions including receiving, storing, and delivering supplies. Includes maintaining and reviewing computerized inventory records; performs other related work as required. Step 1 Step 2 Step 3 Step 4 Step 5 $14.43 $15.26 $16.15 $17.08 $18.07 Swim Instructor/Lifeguard - H Monitors pool activities to enforce regulations and prevent accidents, rescue swimmers in distress, conducts swimming lessons in accordance with American Red Cross or other national recognized aquatics programs and performs other related duties as required. Certificates in Lifeguard Training, First Aid and CPR required. Step 1 Step 2 Step 3 Step 4 Step 5 $10.31 $10.90 $11.54 $12.21 $12.91 Technical Specialist - H Under general supervision, responsible for work that requires technical skills associated with one or more of the following areas: drafting/CAD, electronics, computer systems, engineering, environmental science, or plalming. Step 1 Step 2 Step 3 Step 4 Step 5 $16.14 $17.08 $18.06 $19.12 $20.23 Theatre/Arts Professional I - H Under general supervision, performs highly skilled jobs in support of performing and visual arts. Examples would include exhibit design and installation, graphic design, theater scene, costume & lighting design and direction, studio supervision, etc. Step 1 Step 2 Step 3 Step 4 Step 5 $18.84 $19.93 $21.08 $22.31 $23.60 Theatre/Arts Professional II - H Under limited supervision, performs highly specialized jobs in support of performing and visual arts. Examples would include exhibit design and installation, graphic design, theater scene, costume & lighting design and direction, studio supervision, etc. Two years of experience equivalent to that of a Theatre/Arts Professional I. Step 1 Step 2 Step 3 Step 4 Step 5 $22.93 $24.26 $25.67 $27.16 $28.74 Theatre/Arts Technician - H Under supervision, performs paraprofessional and skilled support to a specific performing or visual arts program area such as lighting, props, building, painting, stitching - etc. Step 1 Step 2 Step 3 Step 4 Step 5 $13.38 $14.15 $14.97 $15.84 $16.76 Theatre/Arts Aide - H Under general supervision, performs general unskilled and some semiskilled tasks in support of theater, arts and museum programs. Step 1 Step 2 Step 3 Step 4 Step 5 $8.82 $9.33 $9.88 $10.45 $11.06 Zoological Assistant - H Under supervision, performs assi~ments that assist in the maintenance, control, and shelter of animals in the zoo and other City facilities. Step 1 $19.93 Step 2 $21.10 Step 3 $22.32 Step 4 $_0.60 Step 5 $24.97 Appendix A Job Classifications and Salary, for Hourly Unit Personnel- Effective 7/1/08 (3%) Administrative Specialist I - H Performs administrative work that requires advanced skills or knowledge in support of a department/division or program. Step 1 Step 2 Step 3 Step 4 Step 5 $20.52 $21.72 $22.98 $24.30 $25.72 Administrative Specialist II - H Performs more complex administrative work that requires advance skills or knowledge in specialized software programs and data analysis in specialized areas in support of a department/division or program. Two years of experience equivalent to that of an Administrative Specialist I. Step 1 Step 2 Step 3 Step 4 Step 5 $24.51 $25.93 $27.43 $29.02 $30.71 Assistant Park Ranger - H Positions requiring at least 2 years of experience and specialized skills or advanced certificates for First Aid, CPR, and heavy equipment operation. Prior experience as an open space technician or park aide is essential. Step 1 Step 2 Step 3 Step 4 Step 5 $20.53 $21.73 $22.99 $24.31 $25.72 Building Serviceperson - H Under limited supervision, performs custodial duties and other related work as required to maintain City buildings and facilities in a clean and orderly condition. Members of this classification may be assigned to perform either public works duties or park duties. Two years of experience equivalent to that of a Custodial Assistant. Step 1 Step 2 Step 3 Step 4 Step 5 $19.35 $20.37 $21.44 $22.57 $23.75 Clerical Assistant - H Under supervision, performs routine and repetitive computer inputting and clerical tasks, and performs related work as required. May require cash handling. Step 1 Step 2 Step 3 Step 4 Step 5 $16.62 $17.59 $18.62 $19.69 $20.83 Custodial Aide - H Under close supervision, this entry-level position performs basic custodial duties as required to maintain City buildings and facilities, performs room set-ups and take-downs, and other related work. Step 1 Step 2 Step 3 Step 4 Step 5 $13.43 $14.21 $15.03 $15.90 $16.83 Custodial Assistant - H Under general supervision, performs custodial duties and other related work as required to maintain City buildings and facilities in a clean and orderly condition. Members of this classification may be assigned to perform either public works duties or parks duties. Step 1 Step 2 Step 3 Step 4 Step 5 $15.71 $16.62 $17.58 $18.61 $19.68 House Manager - H Facility supervisor of special events, productions, concerts, rentals - etc. Involves high public contact and customer service, including enforcement of rules and regulations. May included set-up of events. Step 1 Step 2 Step 3 Step 4 Step 5 $15.45 $16.34 $17.29 $18.29 $19.36 Instructor Aide - H Under general supervision, performs administrative work in support of Instructors in areas such as course preparation, classroom assistance and related activities. May require lifting up to 15 pounds. step 1 step 2 Step 3 Step 4 Step 5 $9.31 $9.85 $10.42 $11.03 $11.67 Instructor I - tt Under general supervision, prepares classes, programs and camp curriculum, presents classes and field trips and provides assignments to Instructor Aides and volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of the disciplines to be taught. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $15.46 $16.36 $17.30 $18.31 $19.37 Instructor II - It Under limited supervision, prepares classes, programs and camp curriculum, presents classes and field trips and provides assignments to Instructor Aides and volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of the disciplines to be taught. Two years of experience equivalent to that of an Instructor I. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $23.62 $25.10 $26.44 $27.97 $29.60 Librarian - It Under supervision, assists customers with reference inquiries, provides instruction in the use of library resources and equipment. Step 1 Step 2 Step 3 Step 4 Step 5 $24.95 $26.39 $27.93 $29.54 $31.26 Library Clerk - tt Under close supervision, performs technical and clerical tasks; assists customers with their accounts; shelves materials. Step 1 Step 2 Step 3 Step 4 Step 5 $18.57 $19.65 $20.79 $22.00 $23.27 Library Page - tt Under close supervision, shelves materials; performs routine clerical and support tasks. Step I Step 2 Step 3 Step 4 Step 5 $11.38 $12.04 $12.74 $I3.48 $14.26 Maintenance Assistant - H Under general supervision, responsible for skilled and semiskilled tasks in one or more of the following areas: Landscape and turf maintenance of parks and golf courses, including tree maintenance and turf renovation City building and facilities City streets, sewers, and storm drains City vehicles and equipment Performs related tasks as required. Requires experience with power equipment and a valid California driver’s license. May require drug testing. Step 1 Step 2 Step 3 Step 4 Step 5 $14.94 $15.82 $16.73 $17.70 $18.72 Open Space Technician - H Under general supervision performs work assi~_ments in Parks and Open Space areas that assist in the protection, preservation and maintenance of Palo Alto open space lands. Entry-level positions that require familiarity with power tools such as weed whips and chain saws. Step 1 Step 2 Step 3 Step 4 Step 5 $14.94 $15.82 $16.73 $17.70 $18.72 Print Shop Assistant - H Under supervision, provides assistance in the Print Shop in duplication, finishing work, mail distribution and other support function duties, often under tight deadlines. Step 1 Step 2 Step 3 Step 4 Step 5 $18.57 $19.65 $20.79 $22.00 $23.27 Project Construction Inspector - H Inspection of City construction projects to ensure conformance with plan and specifications, documentation of contractor’s daily activities, verification of materials and quantities used, and notification to and contact with the residents in the project area. Step 1 Step 2 Step 3 Step 4 Step 5 $26.87 $28.44 $30.08 $31.83 $33.67 Project Specialist - H Support for and administrative tasks related to City programs and projects on an ongoing basis, requiring technical and administrative skills such as scheduling, research and report writing, project development and design, ongoing project implementation and administration, and budget tracking and conformance. Step 1 Step 2 Step 3 Step 4 Step 5 $20.53 $21.73 $22.99 $24.31 $25.72 Recreation Aide - H Provides general clerical and unskilled labor/support of recreational programs. Step 1 Step 2 Step 3 Step 4 Step 5 $9.31 $9.85 $10.42 $11.03 $11.67 Recreation Leader I - H Entry level positions that do not require previous experience including: Teen leaders Gymnastics Instructors Sports Camp Assistants Special Event Assistants Summer Camp Counselors .Coaches Step 1 Step 2 Step 3 Step 4 Step 5 $9.31 $9.85 $10.42 $11.03 $11.67 Recreation Leader II - H Positions require at least one season of experience and certifications in a related field including: Sports Camp Leaders (CPR and First Aid) Sport Officials (CPR and First Aid) Assistant Pool Manager Senior Swim Instructor/Lifeguard (Lifeguard Training, First Aid and CPR) Summer Camp Assistants Coaches Step 1 Step 2 Step 3 Step 4 Step 5 $12.60 $13.33 $14.10 $14.92 $15.78 Recreation Leader III - H Positions require at least 2 years of experience and specialized skills or advanced certifications in a related field including: Summer Camp Leaders Teen Outreach Leaders Coaches Substitute Teachers Sports Camp Leaders (CPR and First Aid) Sport Officials (CPR and First Aid) Pool Manager Gymnastic/Dance Instructors (Recreation Leader II requirements and Safety Certification and one of the following certifications: Professional Development Program II, Kinder Accreditation for Teachers or Movement Education and Learning Development.) Step 1 Step 2 Step 3 Step 4 Step 5 $15.67 $16.57 $17.54 $18.55 $19.63 Stock Clerk - H Under supervision,-performs a variety of inventory maintenance functions including receiving, storing, and delivering supplies. Includes maintaining and reviewing computerized inventory records; performs other related work as required. Step 1 Step 2 Step 3 Step 4 Step 5 $14.86 $15.72 $16.64 $17.59 $18.62 Swim Instructor/Lifeguard - H Monitors pool activities to enforce regulations and prevent accidents, rescue swimmers in distress, conducts swimming lessons in accordance with American Red Cross or other national recog~_ized aquatics programs and performs other related duties as required. Certificates in Lifeguard Training, First Aid and CPR required. Step 1 Step 2 Step 3 Step 4 Step 5 $10.62 $11.23 $11.89 $12.58 $13.30 Technical Specialist- H Under general supervision, responsible for work that requires technical skills associated with one or more of the following areas: drafting/CAD, electronics, computer systems, engineering, environmental science, or planning. Step 1 Step 2 Step 3 Step 4 Step 5 $16.62 $17.59 $18.61 $19.69 $20.83 Theatre/Arts Professional I - H Under general supervision, performs highly skilled jobs in support of performing and visual arts. Examples would include exhibit design and installation, graphic design, theater scene, costume & lighting design and direction, studio supervision, etc. Step 1 Step 2 Step 3 Step 4 Step 5 $19.40 $20.53 $21.72 $22.98 $24.31 Theatre/Arts Professional II - H Under limited supervision, performs highly specialized jobs in support of performing and visual arts. Examples would include exhibit design and installation, graphic design, theater scene, costume & lighting design and direction, studio supervision, etc. Two years of experience equivalent to that of a Theatre/Arts Professional I. Step 1 Step 2 Step 3 Step 4 Step 5 $23.62 $24.99 $26.44 $27.97 $29.60 Theatre/Arts Technician - H Under supervision, performs paraprofessional and skilled support to a specific performing or visual arts program area such as lighting, props, building, painting, stitching - etc. Step 1 Step 2 Step 3 Step 4 Step 5 $13.78 $14.58 $15.42 $16.31 $I7.26 Theatre/Arts Aide - H Under general supervision, performs general unskilled and some semiskilled tasks in support of theater, arts and museum programs. Step 1 Step 2 Step 3 Step 4 Step 5 $9.09 $9.62 $10.17 $10.77 $11.39 Zoological Assistant - H Under supervision, performs assignments that assist in the maintenance, control, and shelter of animals in the zoo and other City facilities. Step 1 $20.53 Step 2 $21.73 Step 3 $22.99 Step 4 $24.31 Step 5 $25.72 NOT YET APPROVED RESOLUTION NO. RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO ADOPTING A COMPENSATION PLAN FOR REPRESENTED HOURLY EMPLOYEES (SEIU HOURLY UNIT) AND RESCINDING RESOLUTION 8576 The Council of the City of Palo Alto does RESOLVE as follows: SECTION 1. Pursuant to the provisions of Section 12 of Article IIl of the Charter of the City of Palo Alto, the SE1U Hourly Employee Compensation Plan, as set forth in Exhibit "A" attached hereto and made a part hereof by reference, is hereby adopted for Represented Hourly Employees (SEIU Hourly Unit) effective April 30, 2006 through June 30, 2009. 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 Director of Administrative Services 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 classifications identified in the Table of Authorized Personnel contained in the 2006-2009 budget, if such titles have been changed in the Compensation Plan. SECTION 5. Resolution No. 8576 is hereby rescinded. // // // // // // // // // 070917 cjs 8260568 ATTACHMENT B NOT YET APPROVED 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: NOES: ABSENT: ABSTENTIONS: ATTEST: City Clerk APPROVED AS TO FORM: Mayor APPROVED: Deputy City Attorney City Manager Director of Administrative Services Director of Human Resources 070917 ~s 8260568 2 CITY OF PALO ALTO COMPENSATION PLAN SEIU HOURLY UNIT EMPLOYEES EFFECTIVE:Pay period including May 1, 2007 Through Jtine 30, 2009 COMPENSATION PLAN FOR THE CITY OF PALO ALTO SEIU Hourly Unit Personnel SECTION I. SALARY A. Salary Range Tables Personnel covered by this plan shall receive compensation within the salary ranges set forth in the Salary Range Tables that follow in Appendix A. These tables reflect the following: Effective January 6, 2007 the base wage rates for classifications listed in Appendix A will receive an across the board wage increase of one percent ( 1.0%). The January 6, 2007 wage increase shall apply to bargaining unit employees who worked a minimum of 416 hours during FY 2006-07. Effective July 1,2007, the base wage rates for those classifications shall be increased three and one-half percent (3.5%). Effective July 1, 2008, the base wage rates for those classifications shall be increased three percent (3.0%). B.Establishment of Salary The City Manager is authorized to make appointments to or advancements with the prescribed ranges upon evaluation of employee qualification and performance. Hourly employees are to be given a performance review after 416 hours, or six months, whichever occurs first, from date of hire and annually thereafter. Improvement, efficient and effective service will warrant a salary step increase. Subsequent salary reviews are based on performance appraisals and will depend upon demonstrated satisfactory job performance. SECTION II. BENEFITS A. Medical Insurance Plan In lieu of providing a medical plan, effective July 1,2006, each employee shall receive two dollars forty-six cents ($2.46) per hour in paid status as a medical stipend. Effective July 1, 2007 this stipend will increase by thirteen cents ($0.13) to two dollars fifty-nine cents ($2.59) per hour. Effective July 1,2008 this stipend shall increase by an additional thirteen cents ($0.13) per hour to two dollars seventy-two cents ($2.72) per hour worked. If the State of California or federal government adopt or mandate a plan that requires the City to pay in whole or in part for medical services or coverage for employees in the bargaining unit, the stipend provided in this paragraph shall be reduced or cease to the 2 extent of required payments toward the state or federal plan, as applicable. Before implementation of the change the City shall notify the Union of the amount of the offset and provide it an opportunity to meet to discuss the_calculation of the amount. Such discussion shall occur within fifteen (15) working days after the City gives notice to the Union. The City’s calculation of the amount of the offset shall be based on the aggregate number of hours worked in the bargaining unit during the fiscal year preceding that in which the state or federal plan takes effect. B.Sick Leave Effective July 1, 2005, the City shall provide each employee with paid sick leave, earned on the basis of 0.03 hours for each hour paid. There will be no pay out of sick leave upon the employee’s termination. A maximum of 15 hours per year of sick leave may be used to care for family members, including a registered domestic partner. C.Retirement Employees in the Hourly Unit shall participate in the City of Palo Alto PST (Part- time, Seasonal and Temporary Employees) Retirement Plan. The plan was adopted by the City on June 25, 1994 as a retirement plan alternative for its part- time, seasonal and temporary employees to replace Social Security. All hourly employees are required to contribute 7.5% of their salary into the PST Retirement Plan. D.Industrial Temporary Disability While temporarily disabled, employees shall be entitled to use accrued sick leave for the first three (3) days following the date of injury and thereafter shall be paid based upon hourly salary for a period not to exceed fifty-seven (57) calendar days, unless hospitalized, in which case employees shall be paid full base salary for a period not to exceed sixty (60) days from date of injury. For any temporary disability continuing beyond the time limits set forth in (a) above, employees shall be paid two-thirds (66 2/3%) of their hourly salary at the time of injury for the duration of such temporary disability in conformance with the State law. 3.In case of Subsection (1) above, the employee will continue to accrue sick leave benefits. In the case of Subsection (2), sick leave benefits shall not be accrued. SECTION II1. SPECIAL COMPENSATION Personnel covered by this compensation plan, in addition to the salary set forth in Section I and Benefits in Section II above, may receive special compensation as follows. Eligibility shall be in conformance with the Merit Rules and Regulations and Administrative Directives issued by the City Manager for the purposes of clarification and interpretation. A.Overtime An employee will receive overtime at the rate of time and one-half for all hours paid after 40 hours in a workweek. B.Workinq Out of Classification The term "working out of classification" is defined as a Management authorized assignment to a budgeted Hourly or Classified position on a temporary basis wherein all significant duties are performed by an individual holding a classification within a lower compensation range. Pay for working out of classification shall be as follows: Employees appointed to "working out of classification" basis will receive acting pay within the range of the higher classification beginning on the sixth consecutive work day of the assignment. Pay for work out of class will be determined by the salary step of the higher classification which the employee would be compensated if permanently appointed to that classification. Out-of-classification provisions do not apply to work assignments performed in connection with specific predetermined apprenticeship or training programs, or declared conditions of public peril and/or disaster. C.Call-Out Pay Employees not otherwise excluded from receiving overtime pay and who are called out to perform work shall be compensated for at least two hours’ pay from the time of the call-out for each occurrence at the appropriate overtime rate. D.Uniforms The City will provide uniforms, coveralls or shop coats on a weekly basis, or as otherwise furnished, for the jobs and/or classifications that the City requires such apparel. The City shall reimburse employees 75 percent of the cost of job required safety shoes upon verification of such purchase by the employee. The City will provide rainy weather protection when and where appropriate. Parkin,q Employees are covered by the City’s administrative policy for Hourly Parking permits. Appendix A Job Classifications and Salary for Hourly Unit Personnel- Effective 7/1/07 (3.5%) Administrative Specialist I - H Performs administrative work that requires advanced skills or knowledge in support of a department/division or program. Step 1 Step 2 Step 3 Step 4 Step 5 $19.92 $21.08 $22.31 $23.59 $24.97 Administrative Specialist II - H Performs more complex administrative work that requires advance skills or knowledge in specialized software programs and data analysis in specialized areas in support of a department/division or program. Two years of experience equivalent to that of an Administrative Specialist I. Step 1 Step 2 Step 3 Step 4 Step 5 $23.79 $25.17 $26.64 $28.17 $29.81 Assistant Park Ranger - H Positions requiring at least 2 years of experience and specialized skills or advanced certificates for First Aid, CPR, and heavy equipment operation. Prior experience as an open space technician or park aide is essential. Step 1 Step 2 Step 3 Step 4 Step 5 $19.93 $21.10 $22.32 $23.60 $24.97 Building Serviceperson - H Under limited supervision, performs custodial duties and other related work as required to maintain City buildings and facilities in a clean and orderly condition. Members of this classification may be assigned to perform either public works duties or park duties. Two years of experience equivalent to that of a Custodial Assistant. Step 1 Step 2 Step 3 Step 4 Step 5 $18.78 $19.78 $20.81 $21.91 $23.06 Clerical Assistant - H Under supervision, performs routine and repetitive computer inputting and clerical tasks, and performs related work as required. May require cash handling. Step !Step 2 Step 3 Step 4 Step 5 $16.14 $17.08 $18.07 $19.12 $20.23 Custodial Aide - H Under close supervision, this entry-level position performs basic custodial duties as required to maintain City buildings and facilities, performs room set-ups and take-downs, and other related work. Step 1 Step 2 Step 3 Step 4 Step 5 $13.04 $13.80 $14.59 $15.44 $16.34 Custodial Assistant - H Under general supervision, performs custodial duties and other related work as required to maintain City buildings and facilities in a clean and orderly condition. Members of this classification may be assigned to perform either public works duties or parks duties. Step 1 Step 2 Step 3 Step 4 Step 5 $15.25 $16.14 $17.07 $18.06 $19.11 House Manager - H Facility supervisor of special events, productions, concerts, rentals - etc. Involves high public contact and customer service, including enforcement of rules and regulations. May included set-up of events. Step 1 Step 2 Step 3 Step 4 Step 5 $15.00 $15.87 $16.79 $17.76 $18.80 Instructor Aide - H Under general supervision, performs administrative work in support of Instructors in areas such as course preparation, classroom assistance and related activities. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $9.04 $9.56 $10.12 $10.70 $11.33 Instructor I - H Under general supervision, prepares classes, programs and camp curriculum, presents classes and field trips and provides assi~nents to Instructor Aides and volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of the disciplines to be taught. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $15.01 $15.88 $16.80 $17.78 $18.81 Instructor II - H Under limited supervision, prepares classes, programs and camp curriculum, presents classes and field trips and provides assignments to Instructor Aides and volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of the disciplines to be taught. Two years of experience equivalent to that of an Instructor I. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $22.93 $24.37 $25.67 $27.16 $28.74 Librarian - tt Under supervision, assists customers with reference inquiries, provides instruction in the use of library resources and equipment. Step 1 Step 2 Step 3 Step 4 Step 5 $24.22 $25.62 $27.12 $28.68 $30.35 Library Clerk- H Under close supervision, performs technical and clerical tasks; assists customers with their accounts; shelves materials. Step 1 Step 2 Step 3 Step 4 Step 5 $18.03 $19.08 $20.19 $21.36 $22.59 Library Page - H Under close supervision, shelves materials; performs routine clerical and support tasks. Step 1 Step 2 Step 3 Step 4 Step 5 $11.05 $11.69 $12.37 $13.09 $13.84 Maintenance Assistant - H Under general supervision, responsible for skilled and semiskilled tasks in one or more of the following areas: Landscape and turf maintenance of parks and golf courses, including tree maintenance and turf renovation City building and facilities City streets, sewers, and storm drains City vehicles and equipment Performs related tasks as required. Requires experience with power equipment and a valid California driver’s license. May require drug testing. Step 1 Step 2 Step 3 Step 4 Step 5 $14.51 $15.36 $16.24 $17.19 $18.18 Open Space Technician - H Under general supervision performs work assignments in Parks and Open Space areas that assist in the protection, preservation and maintenance of Palo Alto open space lands. Entry-level positions that require familiarity with power tools such as weed whips and chain saws. Step 1 Step 2 Step 3 Step 4 Step 5 $14.51 $15.36 $16.24 $17.19 $18.18 Print Shop Assistant, H Under supervision, provides assistance in the Print Shop in duplication, finishing work, mail distribution and other support function duties, often under tight deadlines. Step 1 Step 2 Step 3 Step 4 Step 5 $18.03 $19.08 $20.19 $21.36 $22.59 Project Construction Inspector - H Inspection of City construction projects to ensure conformance with plan and specifications, documentation of contractor’s daily activities, verification of materials and quantities used, and notification to and contact with the residents in the project area. Step 1 Step 2 Step 3 Step 4 Step 5 $26.09 $27.61 $29.21 $30.90 $32.69 Project Specialist - H Support for and administrative tasks related to City programs and projects on an ongoing basis, requiring technical and administrative skills such as scheduling, research and report writing, project development and design, ongoing project implementation and administration, and budget tracking and conformance. Step 1 Step 2 Step 3 Step 4 Step 5 $19.93 $21.10 $22.32 $23.60 $24.97 Recreation Aide - H Provides general clerical and unskilled labor/support of recreational programs. Step 1 Step 2 Step 3 Step 4 Step 5 $9.04 $9.56 $10.12 $10.70 $11.33 Recreation Leader I - H Entry level positions that do not require previous experience including: Teen leaders Gymnastics Instructors Sports Camp Assistants Special Event Assistants Summer Camp Counselors Coaches Step 1 Step 2 Step 3 Step 4 Step 5 $9.04 $9.56 $10.12 $10.70 $11.33 Recreation Leader II - H Positions require at least one season of experience and certifications in a related field including: Sports Camp Leaders (CPR and First Aid) Sport Officials (CPR and First Aid) Assistant Pool Manager Senior Swim Instructor/Lifeguard (Lifeguard Training, First Aid and CPR) Summer Camp Assistants Coaches Step 1 Step 2 Step 3 Step 4 Step 5 $12.23 $12.94 $13.69 $14.49 $15.32 Recreation Leader III - H Positions require at least 2 years of experience and specialized skills or advanced certifications in a related field including: Summer Camp Leaders Teen Outreach Leaders Coaches Substitute Teachers Sports Camp Leaders (CPR and First Aid) Sport Officials (CPR and First Aid) Pool Manager Gyrlmastic/Dance Instructors (Recreation Leader II requirements and Safety Certification and one of the following certifications: Professional Development Program II, Kinder Accreditation for Teachers or Movement Education and Learning Development.) Step I Step 2 Step 3 Step 4 Step 5 $15.21 $16.09 $17.03 $18.01 $19.06 Stock Clerk - H Under supervision, performs a variety of inventory maintenance functions including receiving, storing, and delivering supplies. Includes maintaining and reviewing computerized inventory records; performs other related work as required. Step 1 Step 2 Step 3 Step 4 Step 5 $14.43 $15.26 $16.15 $17.08 $18.07 Swim Instructor/Lifeguard - H Monitors pool activities to enforce regulations and prevent accidents, rescue swimmers in distress, conducts swimming lessons in accordance with American Red Cross or other national recognized aquatics programs and performs other related duties as required. Certificates in Lifeguard Training, First Aid and CPR required. Step 1 $19.93 Step 2 $21.10 Step 3 $22.32 Step 4 $23.60 Step 5 $24.97 Step 1 Step 2 Step 3 Step 4 Step 5 $10.31 $10.90 $11.54 $12.21 $12.91 Technical Specialist - H Under general supervision, responsible for work that requires technical skills associated with one or more of the following areas: drafting/CAD, electronics, computer systems, engineering, environmental science, or planning. Step 1 Step 2 Step 3 Step 4 Step 5 $16.14 $17.08 $18.06 $19.12 $20.23 Theatre/Arts Professional I - H Under general supervision, performs highly skilled jobs in support of performing and visual arts. Examples would include exhibit design and installation, graphic design, theater scene, costume & lighting design and direction, studio supervision, etc. Step 1 Step 2 Step 3 Step 4 Step 5 $18.84 $19.93 $21.08 $22,31 $23.60 Theatre/Arts Professional II - It Under limited supervision, performs highly specialized jobs in support of performing and visual arts. Examples would include exhibit design and installation, graphic design, theater scene, costume & lighting design and direction, studio supervision, etc. Two years of experience equivalent to that of a Theatre/Arts Professional I. Step 1 Step 2 Step 3 Step 4 Step 5 $22.93 $24.26 $25.67 $27.16 $28.74 Theatre/Arts Technician - H Under supervision, performs paraprofessional and skilled support to a specific performing or visual arts program area such as lighting, props, building, painting, stitching- etc. Step 1 Step 2 Step 3 Step 4 Step 5 $13.38 $14.15 $14.97 $15.84 $16.76 Theatre/Arts Aide - H Under general supervision, performs general unskilled and some semiskilled tasks in support of theater, arts and museum programs. Step 1 Step 2 Step 3 Step 4 Step 5 $8.82 $9.33 $9.88 $10.45 $11.06 Zoological Assistant - H Under supervision, performs assignments that assist in the maintenance, control, and shelter of animals in the zoo and other City facilities. Appendix A Job Classifications and Salary for Hourly Unit Personnel- Effective 7/1/08 (3%) Administrative Specialist I - H Performs administrative work that requires advanced skills or knowledge in support of a department/division or program. Step 1 Step 2 Step 3 Step 4 Step 5 $20.52 $21.72 $22.98 $24.30 $25.72 Administrative Specialist II - H Performs more complex administrative work that requires advance skills or knowledge in specialized software programs and data analysis in specialized areas in support of a department/division or program. Two years of experience equivalent to that of an Administrative Specialist I. Step 1 Step 2 Step 3 Step 4 Step 5 $24.51 $25.93 $27.43 $29.02 $30.71 Assistant Park Ranger - H Positions requiring at least 2 years of experience and specialized skills or advanced certificates for First Aid, CPR, and heavy equipment operation. Prior experience as an open space technician or park aide is essential. Step 1 Step 2 Step 3 Step 4 Step 5 $20.53 $21.73 $22.99 $24.31 $25.72 Building Serviceperson - H Under limited supervision, performs custodial duties and other related work as required to maintain City buildings and facilities in a clean and orderly condition. Members of this classification may be assigned to perform either public works duties or park duties. Two years of experience equivalent to that of a Custodial Assistant. Step 1 Step 2 Step 3 Step 4 Step 5 $19.35 $20.37 $21.44 $22.57 $23.75 Clerical Assistant - H Under supervision, performs routine and repetitive computer inputting and clerical tasks, and performs related work as required. May require cash handling. Step 1 Step 2 Step 3 Step 4 Step 5 $16.62 $17.59 $18.62 $19.69 $20.83 Custodial Aide - H Under close supervision, this entry-level position performs basic custodial duties as required to maintain City buildings and facilities, performs room set-ups and take-downs, and other related work. Step 1 Step 2 Step 3 Step 4 Step 5 $13.43 $14.21 $15.03 $15.90 $16.83 Custodial Assistant - H Under general supervision, performs custodial duties and other related work as required to maintain City buildings and facilities in a clean and orderly condition. Members of this classification may be assigned to perform either public works duties or parks duties. Step I Step 2 Step 3 Step 4 Step 5 $15.71 $16.62 $17.58 $18.61 $19.68 House Manager - H Facility supervisor of special events, productions, concerts, rentals - etc. Involves high public contact and customer service, including enforcement of rules and regulations. May included set-up of events. Step 1 Step 2 Step 3 Step 4 Step 5 $15.45 $16.34 $17.29 $18.29 $19.36 Instructor Aide - H Under general supervision, performs administrative work in support of Instructors in areas such as course preparation, classroom assistance and related activities. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $9.31 $9.85 $10.42 $11.03 $11.67 Instructor I - H Under general supervision, prepares classes, programs and camp curriculum, presents classes and field trips and provides assignments to Instructor Aides and volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of the disciplines to be taught. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $15.46 $16.36 $17.30 $18.31 $19.37 Instructor II - H Under limited supervision, prepares classes, programs and camp curriculum, presents classes and field trips and provides assignments to Instructor Aides and volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of the disciplines to be taught. Two years of experience equivalent to that of an Instructor I. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $23.62 $25.10 $26.44 $27.97 $29.60 Librarian - tt Under supervision, assists customers with reference inquiries, provides instruction in the use of library resources and equipment. Step 1 Step 2 Step 3 Step 4 Step 5 $24.95 $26.39 $27.93 $29.54 $31.26 Library Clerk - H Under close supervision, performs technical and clerical tasks; assists customers with their accounts; shelves materials. Step 1 Step 2 Step 3 Step 4 Step 5 $18.57 $19.65 $20.79 $22.00 $23.27 Library Page - It Under close supervision, shelves materials; performs routine clerical and support tasks. Step 1 Step 2 Step 3 Step 4 Step 5 $11.38 $12.04 $12.74 $13.48 $14.26 Maintenance Assistant - H Under general supervision, responsible for skilled and semiskilled tasks in one or more of the following areas: Landscape and turf maintenance of parks and golf courses, including tree maintenance and turf renovation City building and facilities City streets, sewers, and storm drains City vehicles and equipment Performs related tasks as required. Requires experience with power equipment and a valid California driver’s license. May require drug testing. Step 1 Step 2 Step 3 Step 4 Step 5 $14.94 $15.82 $16.73 $17.70 $18.72 Open Space Technician - H Under general supervision performs work assignments in Parks and Open Space areas that assist in the protection, preservation and maintenance of Palo Alto open space lands. Entry-level positions that require familiarity with power tools such as weed whips and chain saws. Step 1 Step 2 Step 3 Step 4 Step 5 $14.94 $15.82 $16.73 $17.70 $18.72 Print Shop Assistant - H Under supervision, provides assistance in the Print Shop in duplication, finishing work, mail distribution and other support function duties, often under tight deadlines. Step 1 Step 2 Step 3 Step 4 Step 5 $18.57 $19.65 $20.79 $22.00 $23.27 Project Construction Inspector - H Inspection of City construction projects to ensure conformance with plan and specifications, documentation of contractor’s daily activities, verification of materials and quantities used, and notification to and contact with the residents in the project area. Step 1 Step 2 Step 3 Step.4 Step 5 $26.87 $28.44 $30.08 $31.83 $33.67 Project Specialist - H Support for and administrative tasks related to City programs and projects on an ongoing basis, requiting technical and administrative skills such as scheduling, research and report writing, project development and design, ongoing project implementation and administration, and budget tracking and conformance. Step 1 Step 2 Step 3 Step 4 Step 5 $20.53 $21.73 $22.99 $24.31 $25.72 Recreation Aide - H Provides general clerical and unskilled labor/support of recreational programs. Step 1 Step 2 Step 3 Step 4 Step 5 $9.31 $9.85 $10.42 $11.03 $11.67 Recreation Leader I - H Entry level positions that do not require previous experience including: Teen leaders Gymnastics Instructors Sports Camp Assistants Special Event Assistants Summer Camp Counselors Coaches Step 1 Step 2 Step 3 Step 4 Step 5 $9.31 $9.85 $10.42 $11.03 $11.67 Recreation Leader II - H Positions require at least one season of experience and certifications in a related field including: Sports Camp Leaders (CPR and First Aid) Sport Officials (CPR and First Aid) Assistant Pool Manager Senior Swim Instructor/Lifeguard (Lifeguard Training, First Aid and CPR) Summer Camp Assistants Coaches Step 1 Step 2 Step 3 Step 4 Step 5 $12.60 $13.33 $14.10 $14.92 $15.78 Recreation Leader III - H Positions require at least 2 years of experience and specialized skills or advanced certifications in a related field including: Summer Camp Leaders Teen Outreach Leaders Coaches Substitute Teachers Sports Camp Leaders (CPR and First Aid) Sport Officials (CPR and First Aid) Pool Manager Gymnastic/Dance Instructors (Recreation Leader n requirements and Safety Certification and one of the following certifications: Professional Development Program II, Kinder Accreditation for Teachers or Movement Education and Learning Development.) Step 1 Step 2 Step 3 Step 4 Step 5 $15.67 $16.57 $17.54 $18.55 $19.63 Stock Clerk - H Under supervision, performs a variety of inventory maintenance functions including receiving, storing, and delivering supplies. Includes maintaining and reviewing computerized inventory records; performs other related work as required. Step 1 Step 2 Step 3 Step 4 Step 5 $14.86 $15.72 $16.64 $17.59 $18.62 Swim Instructor/Lifeguard - H Monitors pool activities to enforce regulations and prevent accidents, rescue swimmers in distress, conducts swimming lessons in accordance with American Red Cross or other national recognized aquatics programs and performs other related duties as required. Certificates in Lifeguard Training, First Aid and CPR required. Step 1 Step 2 Step 3 Step 4 Step 5 $10.62 $11.23 $11.89 $12.58 $13.30 Technical Specialist - H Under general supervision, responsible for work that requires technical skills associated with one or more oft he following areas: drafting/CAD, electronics, computer systems, engineering, environmental science, or planning. Step I Step 2 Step 3 Step 4 Step 5 $16.62 $17.59 $18.61 $19.69 $20.83 Theatre/Arts Professional I - H Under general supervision, performs highly skilled jobs in support of performing and visual arts. Examples would include exhibit design and installation, graphic design, theater scene, costume & lighting design and direction, studio supervision, etc. Step 1 Step 2 Step 3 Step 4 Step 5 $19.40 $20.53 $21.72 $22.98 $24.31 Theatre/Arts Professional II - H Under limited supervision, performs highly specialized jobs in support of performing and visual arts. Examples would include exhibit design and installation, graphic design, theater scene, costume & lighting design and direction, studio supervision, etc. Two years of experience equivalent to that of a Theatre/Arts Professional I. Step 1 Step 2 Step 3 Step 4 Step 5 $23.62 $24.99 $26.44 $27.97 $29.60 Theatre/Arts Technician - It Under supervision, performs paraprofessional and skilled support to a specific performing or visual arts program area such as lighting, props, building, painting, stitching - etc. Step 1 Step 2 Step 3 Step 4 Step 5 $13.78 $14.58 $15.42 $16.31 $17.26 Theatre/Arts Aide - H Under general supervision, performs general unskilled and some semiskilled tasks in support of theater, arts and museum programs. Step 1 Step 2 Step 3 Step 4 Step 5 $9.09 $9.62 $10.17 $10.77 $11.39 Zoological Assistant - H Under supervision, performs assignments that assist in the maintenance, control, and shelter of animals in the zoo and other City facilities. Step 1 $20.53 Step 2 $21.73 Step 3 $22.99 Step 4 $24.31 Step 5 $25.72 MEMORANDUM OF AGREEMENT City of Palo Alto and Local 74-5 521, SEIU PREAMBLE This Memorandum of Agreement is entered into by the City of Palo Alto (hereinafter referred to as the City) and Local gt-5- 52____!_1 Service Employees International Union (hereinafter referred to as the Union). Employee, for the purposes of this Memorandum of Agreement, shall mean an employee assigned to a classification within the SEIU Hourly unit. This Memorandum of Agreement is pursuant and subject to Sections 3500 et, seq. of the Government Code of the State of California and Chapter 12 of the City of Palo Alto Merit Rules and Regulations. ARTICLE I - RECOGNITION Section 1. Pursuant to Sections 3500 et. seq. of the Government Code of the State of California and Chapter 12 of the City of Palo Alto Merit System Rules and Regulations, the City recognizes the Union as the exclusive representative of a representation unit consisting of hourly employees who are regularly scheduled and who work an average of eight (8) hours per week over eleven (11) pay periods for a minimum of four hundred sixteen (416) hours per fiscal year. This does include PERS exempt employees. This does not include on call employees without regular schedules and who are hired to work occasionally for special projects. This does not include employees employed primarily to work seasonal recreational programs and who may work intermittently outside their recreational season. This unit shall for purposes of identification be titled the SEIU Hourly unit, and includes employees in the classifications listed in Appendix A attached. The City shall notify the Union in writing of the development of a new hourly classification and upon request will meet and confer regarding inclusion of the classification in the SEIU hourly unit. The parties agree that hourly employees are considered to be in the bargaining unit while that employee is employed by the City of Palo Alto if: (a) The employee is hired to work in a covered classification with the expectation of working an average of eight (8) hours per week over eleven (11) pay periods for a minimum of four hundred and sixteen (416) hours in a fiscal year Or (b) The employee actually works in a covered classification for an average of eight (8) hours per week over eleven (11) pay periods for a minimum of four hundred and sixteen (416) hours in any fiscal year beginning fiscal year 2003/2004. ATTACHMENT C ARTICLE II - NO DISCRIMINATION Section 1. The City and Union agree that no person employed by or applying for employment hereto shall be discriminated against because of race, religion, creed, political affiliation, color, national origin, ancestry, ~4o~Union activity, age, disability, sexual orientation, or gender. Section 2. The City and the Union agree to protect the rights of all employees to exercise their free choice to join the Union and to abide by the express provisions of applicable State and local laws. ARTICLE III - UNION SECURITY Section 1. Notice. When a person is hired in a job covered in Article I, the City shall notify that person that the Union is the recognized bargaining representative for the employee and give 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 may make a presentation to such bargaining unit employees for the purpose of explaining matters of representation. The presentation shall not exceed 15 minutes. New employees shall be required to attend orientation. The Director of Human Resources may make an exception if extraordinary circumstances interfere with the employee’s ability to attend. If the Director grants an exception, the employee and Union shall be ~anted a maximum of fifteen (15) minutes at the employee’s report location for Union orientation. Section 2. Agency Shop. (a) Every employee in the bargaining unit covered by this Memorandum of Agreement shall: (1) remain a member in good standing of the Union; or (2) pay to the Union a monthly service fee, to be set by the Union in accordance with applicable law, in an amount not to exceed the standard initiation fee, periodic dues, and general assessments of the organization; or, (3) in the case of an employee who certifies that he/she is a member of a recognized religion, body or sect which has historically held conscientious objection to joining or financially supporting public employee organizations, pay a charity fee, equal to the service fee, to a non-religious, non-labor charitable fund exempt from taxation under Section 501 (c)(3) of the Internal Revenue Code, chosen from one of the following three charitable organizations agreed to by the City and the Union (or any successor organization(s) agreed to by the City and the Union): United Way of California Community Health Charities Environmental Federation of California Union members may declare their intention to terminate Union membership by certified letter, return receipt requested, to the Director of Human Resources and the Union. In order to be effective, the notice must be filed during the 30-day period between 60 and 90 days prior to expiration of the Memorandum of Agreement. Co) Employees who are newly hired into or who join the bargaining unit shall elect one of the above payment deduction options by completing and submitting the Employee Election form within thirty (30) calendar days of being hired into a classification covered by this MOA. (c) To qualify for deduction of the Charity Fee, the employee must certify to the Union and City that he/she is a member of a bona fide religious body or sect that has historically held conscientious objection to joining or financially supporting employee organizations. The employee is required to submit to the City and the Union a notarized letter signed by an official of the bona fide religion, body, or sect certifying that person’s membership. Upon request, the City shall provide to the Union a report of payments made by employees that qualify for the Charity Fee option in this subsection. (d) The deductions in this Section shall not apply during any period where an employee is in an unpaid status. (e) Involuntary Service Fee Deduction Process: The City shall deduct a service fee from the salary of each bargaining unit member who has not authorized a dues deduction, service fee deduction or charity fee in writing within the time stated in this Section, above. The Union certifies that it has consulted with knowledgeable legal counsel and has thereby determined that this involuntary service fee deduction process satisfies all constitutional and statutory requirements. (f)Agency shop may be rescinded only in accordance with the provision of state law. (g) Indemnification, Defense and Hold Harmless: Union agrees to indemnify and hold harmless the City and all officials, employees, and agents acting on its behalf, from any and all claims, actions, damages, costs, or expenses including all attorney’s fees and costs of defense in actions against the City, its officials, employees or agents as a result of actions taken or not taken by the City pursuant to the Agency Shop Arrangement. (h) Sign-up forms for deduction of ~,~Union dues, service fees and charity fees shall be provided by the Union and approved by the City. The parties agree to work out administrative procedures when an employee is in non-pay status. Dues will not be deducted when circumstances result in a negative paycheck. Section 3. Documentation. The City shall supply the Union with: (a) A monthly print out of the names, membership status, addresses and classifications of all bargaining unit employees except those who file written notice with the Human Resources Department objecting to release of addresses, in which case information will be transmitted without address; and (b) A list of bargaining unit new hires, terminations and retirements which occurred during the previous month. The Union shall supply the City, and as applicable, the employees, with: Documentation required by Government Code Section 3502.5 (f). Section 4. Payroll Deduction. The City shall deduct Union membership dues, service fees, charity fees, and any other mutually agreed upon payroll deduction, which may include voluntary COPE check off, from the bi-weekly pay of bargaining unit employees. The dues/fees deduction must be authorized in writing by the employee on an authorization form acceptable to the City and the Union, except as provided in Section 2(e) and Section 2(h) above. City shall remit the deducted dues or fees to the Union as soon as possible after deduction. Section 5. Bulletin Boards and Departmental Mail. The Union shall have access to inter-office mail, existing bulletin boards in unit employee work areas, and the existing Union-paid telephone answering device for the purpose of posting, transmitting, or distributing notice or announcements including notices of social events, recreational events, Union membership meetings, results of elections and reports of minutes of Union meetings. Any other material must have prior approval of the Human Resources Office. Action on approval will be taken within 24 hours of submission. The Union may send email messages only for the purposes set forth above. The IT Department will maintain the SE1U list and keep it current. The Union access to email is based on the following conditions: 1) emails to the SEIU list will be copied to the Human Resource Director at distribution; 2) emails to the SEIU list will only be sent by the SEIU Chapter Chair, Vice Chair, Chief Steward(s) or Secretary, 3) a maximum of 52 emails may be sent per year and a maximum of 12 emails may be sent per year by the SEIU Chapter Secretary. Section 6. Access to Union Representatives. Representatives of the Union are authorized access to City work locations for the purpose of conducting business within the scope of representation, provided that no disruption of work is involved and the business transacted is other than recruiting of members or collecting of dues, and the Representative must notify the Human Resources Department Office prior to entering the work location. Section 7. Meeting Places. The Union shall have the right to reserve City meeting and conference rooms for use during lunch periods or other non-working hours. Such meeting places will be made available in conformity with City’s regulations and subject to the limitations of prior commitment. Section 8. Notification to the Union. The Union shall be informed in advance in writing by Management before any proposed changes not covered by this Memorandum of Agreement are made in benefits, working conditions, or other terms and conditions of employment which require meet and confer or meet and consult process. Section 9. Union Logo. All materials and documents produced on Itek and metal plates, by the City print and reproduction shop, shall carry the Union label on the inside of covers or title pages in accordance with customary printing trades practices. Section 10. City Council Materials. The City shall make available to the Union in a timely manner copies of all City Council meeting agendas, minutes and schedule of meetings. These materials may be picked up at the City Clerk’s Office during business hours. Section 11. Tempora~ Agency Reporting. Upon request, the City shall provide to the Union reports by department on the use of agency temporaries filling representation unit vacant positions, or doing work similar to that of representation unit classifications. Section 12. Job Postin~s. Job postings for classifications covered by this Agreement shall include a statement that the position is covered by this Collective Bargaining Agreement and that ~,a4onUnion dues or agency fees may be required. Section 13. Contractin~ Out. The City through the labor management process will keep the Union advised of the status of the budget process, including any formal budget proposal involving the contracting out of SEIU bargaining unit work traditionally performed by bargaining unit members at least thirty (30) days prior to the release of the City Manager’s proposed budget. The City will notify the Union in writing at least ninety (90) days prior to contracting work which has been traditionally performed by bargaining unit members, where such contracting will result in layoff or permanent reduction in hours. Within the ninety (90) day period of contracting out, both parties may offer alternatives to contracting out and meet and confer on the impact of such contracting out of a bargaining unit employee work. The City will notify the Union in writing when contracting out work which has been traditionally performed by bargaining unit workers, where such contracting out is expected to replace a laid off bargaining unit position that has been eliminated within ninety (90) days prior to the date of the planned contract work. When feasible, the City will provide such notice prior to the beginning date of the planned contract work. The City will meet with the Union upon request to discuss alternatives. This provision does not apply to the filling of temporary vacancies of twelve (12) months or less duration. The City will provide the Union with a biannual list by department of all contract workers or vendors who are contracted by the City who perform work for the City. The City will make a reasonable effort to identify the names of the vendors on the list and the nature of the work provided by each vendor. ARTICLE IV - STEWARDS Section 1. Desimaation. The Union agrees to notify the Director of Human Resources of those individuals designated as Union officers and Stewards who receive and investigate grievances and represent employees before Management. Alternates may be designated to perform Steward functions during the absences or unavailability of the Steward. Section 2. Release Time. It is agreed that, as long as there is prior notice to the Supervisor with no disruption of work, one (1) Steward shall be allowed reasonable release time away from their work duties, without loss of pay, to act in representing a unit employee or employees on grievances or matters within the scope of representation, including: (a) A meeting of the Steward and an employee, or employees of that unit related to a grievance. (b)A meeting with Management. (c)Investigation and preparation of grievances. Grievances may be transmitted on City time. All Steward release time shall be reported on time cards. Section 3. Advance Notification and Approval. The Union agrees that the Steward shall give advance notification to his/her supervisor and receive permission before leaving the work location, except in those cases involving emergencies where advance notice cannot be given. Management permission to leave the worksite under this section shall not be unreasonably denied. Section 4. Timecard Reporting. One Union Steward per affected Department, who is a City employee, shall be allowed a reasonable amount of release time off for purposes of meeting and conferring or meeting and consulting on matters within the scope of representation. All such time will be reported on timecards. Section 5. Storage of Union Materials. Union Stewards may utilize space in assigned desks for storage of Union materials. In the event Stewards are not assigned desks the City will provide locker or other mutually agreeable space for storage of Union materials. Section 6. Labor/Management Meetings. Two Hourly Unit employees from different divisions shall be allowed a reasonable amount of release time off to participate, with the Classified Unit, in monthly Labor/Management Meetings. ARTICLE V - REDUCTION IN FORCE For the purposes of this Section, length of service shall be defined as all straight time hours worked by that emp!oyee for the City of Palo Alto. Section 1. In the event of reductions in force, reductions shall be accomplished whenever possible through attrition. Section 2. Notice. When the City determines that layoffs are imminent resulting from reduction in force within the representation unit, the City will give the Union such advance notice as is reasonable under the circumstances. The notice will indicate the departments and divisions which will be affected and the circumstances requiting the layoffs. The City will furnish the Union with a current representation unit seniority list with notice of layoff. Section 3. Seniority and Service Ties. If the work force is reduced within a department, division, or office for reasons of change in duties or organization, abolition of position, shortage of work or funds, or completion of work, employees with the shortest length of service will be laid off first so long as employees retained are fully qualified, trained, and capable of performing remaining work. Length of service for the purpose of this article will be based on current service hire date of record in a SEIU Hourly Unit classification with no adjustment for leaves of absence. Length of service ties will be determined by lot. Employees laid off due to the above reasons will be given written notice at least thirty days prior to the reduction in force. A copy of such notice will be given to the Union. Such employees shall be offered priority employment tights to hourly positions which are requisitioned and for which the employees are qualified for a period beginning with notification and ending sixty days following the reduction in force. Employees transferred or reclassified under this section will be assigned to the step in the new classification salary range closest to the employee’s salary range at the time of reclassification. Employees laid off pursuant to this section shall receive the balance of all regular City compensation owed at termination within 72 hours of the date of termination. Section 4. Bumping Rights. Employees identified for layoff that have seniority (bumping) rights to their current or previously held classifications within the representation unit must declare their intention to exercise these rights within seven (7) working days after written notification of layoff, otherwise bumping rights will automatically terminate. Bumping may occur within the representation unit, only to the least senior incumbent of the current or a previously held classification. To successfully bump, the employee must be fully qualified, trained, and capable of performing all work in the position bumped. An employee who declares bumping rights may not also claim priority re-employment rights. For purposes of this section of the Agreement, the term "working days" shall mean Mondays through Fridays, exclusive of holidays. Section 5. Re-Employment List. The names of persons laid off or who through bumping changed classification in accordance with the provisions of this Article shall be entered upon a re-employment list in seniority order. The person with the highest seniority on a division re- employment list for a particular classification when a vacancy exists in that classification in that division, shall be offered the appointment. Names shall be carried on a re-employment list for a period of one (1) year from the date of separation from City services or change of classification through bumping. Upon re-employment within the one-year period, the employee’s hire date of record at the time of layoff will be reinstated. Section 6. Reinstatement. Employees laid off pursuant to Section 2 who are reinstated to a SEIU Hourly Unit classification within sixty days shall retain the sick leave balance they had at the time of layoff. Section 7. No representation unit employee will be laid off or remain on a re-employment list when intermittent hourly and seasonal hourly employees are performing substantially all the duties of the classification of the hourly employee receiving a layoff notice or on a re- employment list. ARTICLE VI - PERSONNEL ACTIONS Section 1. Probationary Period. Each new employee shall serve a probationary period of two years or 1400 hours of continuous employment whichever comes first calculated from each employee’s date of hire in a covered classification. The probationary period shall be regarded as a part of the testing process and shall be utilized for closely observing the employee’s work, for securing the effective adjustment of a new employee to his/her position, and for rejecting any probationary employee whose performance does not meet the acceptable standards of work. At least one written performance appraisal will be given each probationary employee on or before expiration of the probationary period. Normally, this appraisal will be given at the end of 416 hours of continuous service or six months, whichever occurs first. In the event of termination prior to successful completion of the probationary period, such terminated employee shall be given written notice of his/her termination with the reasons for the termination stated therein. The Human Resources Department shall, upon request, afford an interview in a timely fashion to the terminated employee for discussion of the reasons for termination. The employee may, upon request, be accompanied by a Union Representative. The interview shall not be deemed a hearing nor shall it obligate the City to reconsider or alter the termination action. The parties agree that probationary employees shall have all rights under this Memorandum of Agreement, including full and complete access to the grievance procedure, save and except for instances of suspension, demotion or termination. Section 2. Personnel Evaluations. Personnel evaluations will be given to employees as scheduled by Management. Personnel evaluations are not appealable through the grievance procedure but, in the event of disagreement over content, the employee may request a review of the evaluation with the next higher level of Management, in consultation with the Human Resources Department. For purposes of this review, the employee may be represented by the Union. Decisions regarding evaluation review shall be made in writing within ten (10) working days following the review meeting. Section 3. Personnel Files. Records of all disciplinary actions shall be kept in the central personnel file. Employees shall be entitled to sign and date all action forms in their personnel files. Employees are entitled to review their personnel files upon written request or to authorize, in writing, review by their Union Representatives. An employee or the Union shal! be allowed, upon reasonable request, copies of materials in an employee’s personnel file relating to a grievance. Section 4. Release of Information. The City will only release information to creditors or other persons upon prior identification of the inquirer and acceptable reasons for the inquiry. Information then given from personnel files is limited to verification of employment, length of employment and verification and disc!osure of salary range information. Release of more specific information may be authorized by the employee in writing. Section 5. Full Time Opportunities. Full time job opportunities for classifications within the Hourly unit and the Classified unit will be posted for at least ten (10) working days (Monday through Friday) prior to selection. Outside recruitment may be used for full time openings and may begin at the time of posting, or any time thereafter. Section 6. Equitable Rotation. In assigning employees to regular schedules or special assignments, transfer, standby, overtime, or time off selection, ability to perform the work, length of service and/or equitable rotation shall determine the assignments. ARTICLE VII - PAY Section 1. Wage Increase. Effective July !, 2005January 6. 2007 the base wage rates for classifications listed in Appendix A will receive an across the board wage increase of f~u~-one percent (4-!-~.0%). The January 6. 2007 wa~e increase shall apply to bar~ainin~ unit employees who worked a minimum of 416 hours during FY 2006-07. Effective July 1. 2007. the base ware rates for those classifications shall be increased three and one-half percent (3.5%). Effective July 1,2008. the base ware rates for those classifications shall be increased three percent (3.0%). Section 2. Step Increases. Hourly employees are to be given a performance review after 416 hours, or six months, whichever occurs first, from date of hire and annually thereafter; improvement, efficient and effective service will warrant a salary step increase. Subsequent salary reviews are based on performance appraisals and will depend upon demonstrated satisfactory job performance. Section 3. Working Out of Classification. The term "working out of classification" is defined as a Management authorized assignment to a budgeted hourly position on a temporary basis wherein all significant duties are performed by an individual holding a classification within a lower compensation range. Pay for working out of classification shall be as follows: Employees appointed to "working out of classification" basis will receive acting pay within the range of the higher classification beginning the e!e’~’enth sixth (6th) consecutive work day of the assignment. Pay for work out of class will be determined by the salary step of the higher classification which the employee would be compensated if permanently appointed to that classification. Out-of-classification provisions do not apply to work assignments performed in connection with specific predetermined apprenticeship or training programs, or declared conditions of public peril and/or disaster. ARTICLE VIII - HOURS OF WORK. OVERTIME Section 1. Work Week and Work Day. The workweek for hourly employees shall be no greater than forty (40) regularly scheduled hours. An employee will work the hours assigned by the employee’s supervisor. Overtime work must be approved by a supervisor prior to being performed. Section 2. Overtime Work. An employee will receive overtime at the rate of time and one-half for all hours paid after 40 hours in a workweek. Section 3. Work Shifts. Employees may be assigned to work shifts with scheduled starting and quitting times. For employees assigned to a regular work shift, should conditions necessitate a change in starting and quitting times, the Employee will be notified ten (10) working days in advance and permitted to discuss such changes with the City. The Employee may request the presence of his/her Union Representative at the meeting with the City. This however, shall not preclude the City’s right to effect schedule changes dictated by operational necessity, nor shall this provision apply to day-to-day changes needed to cover short-term unexpected absences. This section does not apply to overtime scheduling. Section 4. Lunch and Break Periods. Employees will be granted a minimum half hour (1/2 hour) unpaid meal break after five (5) hours of work, unless the entire shift is only six (6) hours, in which case the employer and employee may agree to forgo the meal break. If dictated by the operational needs of a department, and upon agreement by the City and the Union, employees may take an "on duty" lunch period which shall be counted as time worked. All employees in the bargaining unit will be granted a paid rest period limited to fifteen (15) minutes during each full four (4) hours of work. Departments may make reasonable rules concerning rest period scheduling. Section 5. Clean-Up Time. All employees whose work causes their person or clothing to become soiled shall be provided with reasonable time before lunch and at shift end for wash-up purposes. Section 6. Call-Out Pay. Employees not otherwise excluded from receiving overtime pay and who are called out to perform work shall be compensated for at least two hours pay from the time of the call-out for each occurrence at the appropriate overtime rate. ARTICLE IX - UNIFORMS The City will provide uniforms, coveralls or shop coats on a weekly basis, or as otherwise furnished, for the jobs and/or classifications that the City requires such apparel. Employees required to wear uniforms shall be provided suitable change rooms and lockers where presently provided. Employee clothing seriously damaged or destroyed in conjunction with an industrial injury will be reasonably replaced by the City. Any other claims alleging City liability may be filed with the City Attorney. The City shall reimburse employees 75 percent of the cost of job-required safety shoes upon verification of such purchase by the employee. The City will provide rainy weather protection when and where appropriate. The City and the Union will work through the Labor Management process to further develop guidelines for providing uniforms and reimbursements. ARTICLE X - HOLIDAYS Section 1. Fixed Holidays. The City observes the following fixed holidays: January 1 Third Monday in January (Martin Luther King Day) Third Monday in February Last Monday in May July 4 First Monday in September Second Monday in October Veterans’ Day, November 11 Thanksgiving Day Day after Thanksgiving December 25 Either December 24 or December 31 10 Effective July 1, 2005, employees who work a regular schedule shall receive holiday pay for the hours they would otherwise be scheduled to work on a fixed City holiday provided the employee was in a pay status or in authorized non-pay status on the Employee’s last regularly scheduled working day before and after the holiday. All employees scheduled to work on a holiday will receive time and one half for all hours worked on a holiday in addition to any regular holiday pay, if applicable. ARTICLE XI - SICK LEAVE Effective July 1, 2005, the City shall provide each employee with paid sick leave, earned on the basis of 0.03 hours for each hour paid. There will be no pay out of sick leave upon the employee’s termination. Sick leave shall be allowed and used in cases of actual personal sickness or for the care of an immediate family member, including a registered domestic partner, or disability, medical or dental treatment, or as authorized for personal business (e.g. bereavement). A maximum of 15 hours per year of sick leave may be used to care for family members, including a registered domestic partner. ARTICLE XII - WORKERS COMPENSATION Industrial Temporary Disability. (a) While temporarily disabled, employees shall be entitled to use accrued sick leave for the first three (3) days following the date of injury and thereafter shall be paid based upon hourly salary for a period not to exceed fifty-seven (57) calendar days, unless hospitalized, in which case employees shall be paid full base salary for a period not to exceed sixty (60) days from date of injury. (b) For any temporary disability continuing beyond the time limits set forth in (a) above, employees shall be paid two-thirds (66 2/3%) of their hourly salary at the time of injury for the duration of such temporary disability in conformance with the State law. (c) In case of Subsection (a) above, the employee will continue to accrue sick leave benefits. In the case of Subsection (b), sick leave benefits shall not be accrued. ARTICLE XIII - BENEFIT PROGRAMS Medical Insurance Plan. In lieu of providing a medical plan, effective ~’~o~’.... ., !, 2005July 1. 2006~ each employee shall receive $4-x_9-Ttwo dollars forty-six cents ($2.46) per hour in paid status as a medical stipend. Effective July 1. 2007 this stipend will increase by thirteen cents ($0.13) to two dollars fifty-nine cents ($2.59) per hour. Effective July 1. 2008 this stipend shall increase by an additional thirteen cents ($0.13) per hour to two dollars seventy-two cents ($2.72) per hour worked. If the State of California or federal ~overnment adopt or mandate a plan that requires the City to pay in whole or in part for medical services or coverage for employees in the bargainin~ unit. the stipend provided in this paragraph shall be reduced or cease to the extent of required pavrnents toward the state or federal plan. as applicable. Before implementation the change the City shall notify the Union of the amount of the offset and provide it an opportunity to meet to discuss the 1! calculation of the amount. Such discussion shall occur within fifteen (15) working days after the City ~ives notice to the Union. The City’s calculation of the amount of the offset shall be based on the ag~egate number of hours worked in the bargainin~ unit during the fiscal year precedin~ that in which the state or federal plan takes effect. The City and SEIU will continue to investigate the feasibility of providing Employees with access to medical insurance. Such information will be shared during negotiations for a successor Memorandum of Agreement. ARTICLE XIV - RETIREMENT Employees in the Hourly Unit shall participate in the City of Palo Alto PST (Part-time, Seasonal and Temporary Employees) Retirement Plan. The plan was adopted by the City on June 25, 1994 as a retirement plan alternative for it’s part-time, seasonal and temporary employees to replace Social Security. All hourly employees are required to contribute 7.5% of their salary into the PST Retirement Plan. ARTICLE XV- PARKING Employees are covered by the City’s administrative policy for Hourly parking permits. The policy is attached as Appendix B. ARTICLE XVI - PHYSICAL EXAMINATIONS If an employee who is required to have 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 at his/her own expense 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 the third 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 without exposing himself!herself to further injury as a result of his/her condition shall be the basis for returning the employee to his/her regular work. ARTICLE XVII -SAFETY Section 1. Health and Safety Provisions. The City shall furnish and use safety devices and safeguards and shall adopt use practices, means, methods, operations and processes which are reasonably adequate to render such employment and place of employment safe, in conformance with applicable safety regulations under the State Labor and Administrative Code sections. The City shall not require or permit any employee to go to 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 perform their work in a safe manner. 12 Section 3. Safety Committee. A Safety committee composed of Management and Union Stewards, will meet no less than ten times annually to discuss safety practices, methods of reducing hazards, and to conduct safety training. This shall in no way remove the basic responsibility of safety from Management nor shall it in any way alter the responsibility of the employee to report unsafe conditions directly and immediately to his or her supervisor. Three (3) Hourly employees will participate in the ten-member Citywide Union!Management safety committee with equal Union and Management membership that will meet, upon call, to review safety and occupational health standards and practices, discuss overall City safety and health problems, and to act as an advisory group to the departmental safety committees. The committee shall review all departmental safety programs and recommend change where necessary. In cases of dispute over safe working conditions the employee will first report such unsafe conditions to his or her supervisor and every attempt 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 Risk Manager 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. 13 ARTICLE XVIII - GRIEVANCE PROCEDURE Section 1. The City and the Union recognize that early settlement of grie;’ances grievance or appeal of disciplinary actions is essential to sound employee-employer relations. The parties seek to establish a mutually satisfactory method for the settlement of employee grievances, or appeal of disciplinary action, or Union grievances as provided for below. In presenting a grievance, o_.r appeal of disciplinary action, the aggrieved and/or his or her Representative is assured freedom from restraint, interference, coercion, discrimination or reprisal. Release time for investigation and processing a grievance or appeal of disciplinary action is designated in Article IV of this Memorandum of Agreement (MOA). Section 2. Definitions. A grievance is: (a) An unresolved complaint or dispute regarding the application or interpretation of roles, regulations, policies, procedures, Memorandum of Agreement or City ordinances of resolution, relating to terms or conditions of employment, wages or fringe benefits excluding however those provisions of this MOA which specifically provide that the decision of any City official shall be final, the interpretation or application of those provisions not being subject to the _grievance or appeal of disciplinary action procedure. (b)An appeal ~f a disciplinary action of any’ kind against an employee covered by this Memorandum of Agreement. Disciplinary action is defined as suspensions without pay, reductions in pay, demotion or discharge. Reprimands, transfers, reassignments, layoffs, and negative comments in performance evaluations are not considered discipline. Section 3. Conduct of Grievance Procedure. (a) An aggrieved employee may be represented by the Union or may represent himself/herself in preparing and presenting a grievance at any level of review. Grievances a__ks defined under 2(a) above may also be presented by a group of employees. No grievance settlement may be made in violation of an existing merit rule or memorandum of agreement. The Union will be notified prior to the implementation of any settlement made which affects the rights or conditions of other employees represented by the Union. The Union and the Steward will be copied on all written representation unit grievance decisions. (b) An employee and the Representative Steward, if any, may use a reasonable amount of work time so long as there is no disruption of work, in conferring about and presenting a grievance. Requests for release time to prepare grievance shall be made in accordance with the provisions of Article IV, Section 3. Beginning with the third step of the grievance procedure, the Chief Steward or Alternate Chief Steward may assist in presenting a grievance and may be present at all Step III, and IV grievance hearings. (c) The time limits specified in this Article may 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 """~ .... a e,,,e,,-.,,-,~gnevant -may immediately appeal to the next step. 14 (e) The grievance may be considered settled if the decision of any step is not appealed within the specified time limit. (f) If appropriate, the aggrieved employee(s) or the Union and the Department Head may mutually agree, in writing, to waive Step I and!or Step II of the grievance procedure. (g) Wvitten grievancesGrievances shall be made in writing and submitted on forms provided by the City or on forms which are mutually agreeable to the City and the Union. The written grievance shall contain clear, factual and concise language, including: (1) the name of the ~m-ievant: (2) a statement of the facts upon which the grievance is based, including relevant dates, times and places; (3) specific provisions of this A~eement or specific City rules, policies, or procedures which the party filing the _grievance alleges has been violated; (4) a summary of any steps taken toward resolution: and (5) the action the grievant believes will resolve the grievance. (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 grievance was filed in writing. (i) 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 subject of dispute. Union grievances shall comply with all of the foregoing provisions and procedures. (i) For purposes of time limits "working days" are considered to be Monday through Friday, exclusive of City holidays. If a mutually a~eed solution is reached during any step of this ~evance procedure, the a~eement shall be placed in writing and si~ned by the City and the _m-ievant or Union. (1) Upon request of either party, meetings to discuss the ~evance shall be held at any step in the grievance procedure. Section 4. Grievance Procedure. ~ Informal Discussion. Within fifteen (15) working days after the incident or discovery of the incident on which the ,m-ievance is based :F-he--the aggrieved employee shall present the grievance action to his or her immediate supervisor and attempt to resolve the grievance throu~ah informal ,,,~; ou,, ,,~, .~,_~ ~ ~,,~ 0~ ......... ~ II. If the grievance is not resolved through the informal discussion in Step 1, the employee will reduce the grievance to writing and submit copies to the Department Head or his or her within fifteen working days of the discussion with the immediate supervisor. 15 The Department Head or ....; ....1~ le.,e~ ~,,~ ........÷ ~1 .....¯~.,~ ...................~, ............~.,~.~,~deslgn~e shall have fifteen working days from the receipt of a written grievance to review the matter and prepare a written statement. Step III. If the grievance is not resolved and/or the aggrieved employee is not satisfied with the at Step II decision, the ~’-"~ ....~ ....~ .....~-,4~,,~,,.~,~, ..........v..~.~.~,~ ........or disciplined employee may appeal to the Human Resource Director or his or her designee in writing within fifteen working days of the receipt of the Department Head’s response. The written appeal to the Human Resources level shall include a copy of the original grievance, the Department Head’s decision at Step II. and a clear statement of the reasons for appeal. Within fifteen working days, after receivin~ the written appeal, the Human Resource Director shall review the matter and prepare a written statement. If a mutually agreed solution is reached during this process the agreement shall be placed in writing and signed. Step IV. ~:or~ ÷~’~’~..~o.. ~,~0~4 ........,..,~,,o that meet *~’~’.~ ,~-.~.,~.’~’~";*;"" oflf a grievance as defined under Section 2(a) above~ if +~-e ,~4 .......is not resolved at Step III, the aggrieved employee may choose between final and binding resolution of the ~,~,..,,,.~ grievance through appeal to the City Manager or through appeal to final and binding~,~-4 ......., ..~ arbitration. For the term of this Memorandum of Agreement, appeals to final and binding ~-ievance arbitration may be processed only with Union approval. All Step IV appeals must be filed in writing at the Human Resources Department Office within fifteen working days of receipt of the Human Resource Director’s decision at Step 3. If the ag~eved grievant emp!cyee 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 fifteen working days after receiving the emp!cyee’s grievant appeal. If the aggrieved grievant emp!cyee elects final and binding arbitration in accordance with this provision, the parties shall mutually select an arbitrator within 90 days from the date of receipt of the written request for appeal. In the event the parties cannot agree on an arbitrator, they shall mutually request a panel of five arbitrators from the California State Conciliation Service or from the American Arbitration Association if either party objects to the State Conciliation Service, and select an arbitrator by the alternate strike method. The arbitrator shall have jurisdiction 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 or appealed to the arbitrator. The arbitrator shall be without power to make any decision~ contrary to, or inconsistent with or modifvin~ in any way. the terms of this Memorandum Of Agreement, grant ware increases or decreases, or to decide matters of interest. matters of interest. 16 The arbitrator shall be without authority to require the City to delegate or relinquish any powers 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 this Memorandum of Agreement, the issue of arbitrability shall first be decided by the arbitrator using the standards and criteria set forth in Article X4tttt-XX Section 2 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 will resume the hearing and hear and resolve the issue on the merits. I I Copies of the arbitrator’s decision shall be submitted to the City, the aggrieved employee and the Union. All direct costs emanating from the arbitration procedure shall be shared equally by the City and the aggrieved employee or the Union. ...... a, .......................................~, ........~ evanceas e ne un er ec on 2(5) above, .......1 ,of discipline (demotion, suspension, reduction in pay or termination) that remains unresolved after the conclusion of Step III of the ~.oTievance procedure, shall be reviewed by City Offi ........"~;"" ÷~ +~’~ ~;*" ~ ......App ls to aaHearingcer "’~’", .,~ o.~..o~"m ~,,+~_~.._, a .............................~ .......&~.ea City Hearing Officer must be filed with the Human Resources Director in writing within fi~een (!5) workin~ days of the receipt of the Step III Grievance response. Within sixty (60) workin~ days. the City HeafinR Officer shall review the roarer, hold a hearing with the City and the affected worker, and prepare a written recommendation to the City Manager. The City Manager shall issue a fin!l and binding decision within fifteen (15) working days after receipt of the City Hearing Officer’s recommendation. The City Manager may accept, reject or modify the City Hearing Officer’s recommendation. The City Manager’s decision shall be final, binding and not be subject to the~-~ ............, ,~,,,~,~ w",~’.’-’’~’’~ .... further appeal. ARTICLE XIX ACTION UNSATISFACTORY WORK OR CONDUCT AND DISCIPLINARY Section 1. The City has the right to discipline, demote, or discharge employees for cause. Section 2. Non-probationary Employees 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. Discipline is defined as suspensions without pay, reduction in pay, demotion, or discharge. Reprimands transfers, reassignments, layoffs, and negative comments in performance evaluations are not discipline and shall not be subject to the requirements of this Article. 17 Section 3. Preliminary Notice of Discipline. Prior to imposing disciplinary action involving a disciplinary suspension, demotion, reduction in pay: or discharge of a non-probationary employee, a supervisor shall provide an employee with preliminary written notice of the proposed disciplinary action. The notice of proposed disciplinary action must be in writing and served on the employee in person or by registered mail or Fed-Ex. The notice of disciplinary action shall include: I I (a) (b) (c) (d) (e) Statement of the ~=e-violations upon which of-the disciplinary action is based; Intended Effective effective date of the action; Statement of the cause thereof; Statement in ordinary and concise language of the act or the omissions upon which the causes are based; Copies of any documents or other gems-written materials of evidence upon which the disciplinary action was fully or in part based. (f)Statement advising the employee of his/her right to appeal from such action to the Department Head, and the right to Union representation. (g) The date and/or the procedure for responding to the notice. Section 4. Skellv Meeting. The employee who receives a notice pursuant to Section 3 above shall have the ~ht to respond info~ally to the charges either verbally or in w~fin~ before the discipline is imposed. The employee shall have fi~een (15) -..~.~ ~kin~ days ~om receipt of the notice to request this pre-disciplin~v administrative review. The employee may request a reasonable extension of the time to respond for ~ustifiable reasons. The SkelD meeting to listen to the verbal responses shall be scheduled with a City representative who is not the manager recommendin~ the discipline (the "Skellv Officer"). ~e Skellv O~cer shall render a final written decision (the "post-Skellv decision") within fifteen (15) ,.,,:~>:ki~ days of receiving the employee’s response, if any, and shall deliver the post-Skellv decision to the employee by personal delivery or registered mail to the employee’s last ~own address on file with the Human Resources Depa~ment. The Skelly Officer may sustain, modiD, or ove~um ~e recommended disciplina~ action. If the Ske!lv O~cer sustains or modifies the disciplinary action, the action may be imposed a~er the post-Skellv decision is delivered to the employee. 18 ARTICLE XX - NO ABROGATION OF RIGHTS The parties acknowledge that Management rights as indicated in Section 1207D of the Merit System Rules and Regulations and all applicable State laws are neither abrogated nor made subject to negotiation by adoption of this Memorandum of Agreement. ARTICLE XXI - OUTSIDE EMPLOYMENT The provisions of Article 4.7 of the Government Code of the State of California will govern the determination of incompatible outside employment. ARTICLE XXII - PROMOTIONAL/CONVERSION OPPORTUNITIES The City and Union will meet on a quarterly basis to review.the possibility of converting long term ongoing temporary-hourly positions to regular status. A part of such a meeting may be a discussion regarding promotional opportunities of Hourlies to Classified positions. ARTICLE XXIII - PROVISIONS OF THE LAW Section 1. This Memorandum of Agreement is subject to all current and future applicable Federal and State laws and Federal and State regulations and the Charter of the City of Palo Alto and the Constitution of the State of California. Should any of the provisions 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 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. Section 2. The City and the Union agree by signing this Memorandum of Agreement that the wages, hours, rights and working conditions contained herein shall be continued in full force during the term of this Memorandum of Agreement except as otherwise provided for in 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 XXIV - 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 application as may be approved by Management. ARTICLE XXV - TERM Except as expressly provided otherwise by this MOU for the January 6. 2007 wage increase, and the July 1. 2006 and July 1. 2007 increases in medical stil~end, Tlne Term of this Memorandum of Agreement shall commence take effect on Jul)’ !, -,,,,5ratification and si~nin,~ by the parties, and _,,,~,,June .~0. 2009. Either party may serve written notice upon the othershall expire on~ ^~w,,’-’4~ J~,"c~ ~~ party during the period between ninety and sixty days prior to April 30, 2006its expiration date, 19 of its desire to amend this Memorandum of Agreement. If, at the time this Memorandum of Agreement would otherwise terminate, the parties are negotiating a new Memorandum of Agreement, upon mutual agreement of the Union and the City Manager the terms and conditions of this Memorandum shall continue in effect. 20 EXECUTED: FOR LOCAL g44- 521, SEIU FOR CITY OF PALO ALTO: ~^d-mie Buntcn-,Victoria Miljanich. Library Frank Benest, City Manager -Rebecca Duchon. Utilities Helen Del Grosso. Manager. Employee Relations ~,,,,~ ..e Relations- Phil Plvmale. Public Works SEIU Chapter Chair Russ Carlsen, Human Resources Director Cindy\Vce, - T Joe Saccio, Deputy Director Administrative Svcs Gcnaro Pena,;Richard James, Community Services Director Diane Jennings, Director Libraries St. Administrator Junior Museum- Rob De Geus. Parks & Recreation Manager DmTell Munay. IEDA Jose Martinez,-Sandra Blanch. 21 Worksite Organizing Director Manager. Risk and Benefits Evelyn Chen~. Library Molly Bores, Hmnan Resources 22 Appendix A Job Classifications and Salary, for Hourly Unit Personnel- Effective 7/1/07 (3.5%) Administrative Specialist I - H Performs administrative work that requires advanced skills or knowledge in support of a department/division or program. Step 1 Step 2 Step 3 Step 4 Step 5 $~19.92 $2--0-.~21.08 $~22.31 $~23.59 $2-4:-t-324.97 Administrative Specialist II - H Performs more complex administrative work that requires advance skills or knowledge in specialized software programs and data analysis in specialized areas in support of a department/division or program. Two years of experience equivalent to that of an Administrative Specialist I. Step 1 Step 2 Step 3 Step 4 Step 5 $22~. 23.79 $~25.17 $~26.64 $2~.2_28.17 $2-g~29.81 Assistant Park Ranger - H Positions requiring at least 2 years of experience and specialized skills or advanced certificates for First Aid, CPR, and heavy equipment operation. Prior experience as an open space technician or park aide is essential. Step 1 Step 2 Step 3 Step 4 Step 5 $4-g-.g619.93 $ 2-O-.gg21.10 $ 2--1-~22.32 $22~. 23.60 $2-4~24.97 Building Serviceperson - H Under limited supervision, performs custodial duties and other related work as required to maintain City buildings and facilities in a clean and orderly condition. Members of this classification may be assigned to perform either public works duties or park duties. Two years of experience equivalent to that of a Custodial Assistant. Step 1 Step 2 Step 3 Step 4 Step 5 $4-8-~ 18.78 $4-9d--!- 19.78.$ 2-0d-t-20. 81 $~21.91 $~23.06 Clerical Assistant - H Under supervision, performs routine and repetitive computer inputting and clerical tasks, and performs related work as required. May require cash handling. Step I Step 2 Step 3 Step 4 Step 5 $4--5=g916.14 $4-6-~ 17.08 $4-7~ 18.07 $4-g~ 19.12 $q-9-~20.23 Custodial Aide - H Under close supervision, this entry-level position performs basic custodial duties as required to maintain City buildings and facilities, performs room set-ups and take-downs, and other related work. Step 1 Step 2 Step 3 Step 4 Step 5 $~13.04 $-t4-.-_~ 13.80 $-!-4~ 14.59 $4-4x.~215.44 $-W3-.-.~ 16.34 Custodial Assistant - H Under general supervision, performs custodial duties and other related work as required to maintain City buildings and facilities in a clean and orderly condition. Members of this classification may be assigned to perform either public works duties or parks duties. Step 1 Step 2 Step 3 Step 4 Step 5 $zM~415.25 $4-5=q916.14 $-t6-.4917.07 $-t-%-_4g 18.06 $4-8M419.11 House Manager - It Facility supervisor of special events, productions, concerts, rentals - etc. Involves high public contact and customer service, including enforcement of rules and regulations. May included set-up of events. Step 1 Step 2 Step 3 Step 4 Step 5 $44-A-915.00 $-t-5--_-~ 15.87 $44-.24.__16.79 $-1-%-I-617.76 $-l-g~ 18.80 Instructor Aide - H Under general supervision, performs administrative work in support of Instructors in areas such as course preparation, classroom assistance and related activities. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 I$g::749.04 $9-2-49.56 $9-_-_~ 10.12 $~-.g410.70 $-t-0x.9411.33 Instructor I - H Under general supervision, prepares classes, programs and camp curriculum, presents classes and field trips and provides assignments to Instructor Aides and volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of the disciplines to be taught. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 ]$~15.01 $~15.88 $~16.80 $-1-7-.4~ 17.78 $4-g=~18.81 Instructor II - tt Under limited supervision, prepares classes, programs and camp curriculum, presents classes and field trips and provides assignments to Instructor Aides and volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of the disciplines to be taught. Two years of experience equivalent to that of an Instructor I. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $~22.93 $~24.37 $ _-2-4-~25.67 $~27.16 $_°-7-2-628.74 Librarian - It Under supervision, assists customers with reference inquiries, provides instruction in the use of library resources and equipment. Step I Step 2 Step 3 Step 4 Step 5 $2--3-_4~24.22 $2~-z1-7625.62 $~27.12 $2--7-.7428.68 $~0.~5 Library Clerk - It Under close supervision, performs technical and clerical tasks; assists customers with their accounts; shelves materials. Step 1 Step 2 Step 3 Step 4 Step 5 $-t-7-_-~_ 18.03 $4-8-_4319.08 $~20.19 $ _-2g~21.36 $2-4=g322.59 Library Page - It Under close supervision, shelves materials; performs routine clerical and support tasks. Step I Step 2 Step 3 Step 4 Step 5 $ ~-I-0=~ 11.05 $-M=-2--911.69 $-t-1-=9~ 12.37 $ ~4--~oN13.09 $q4-.~13.84 Maintenance Assistant - tt Under general supervision, responsible for skilled and semiskilled tasks in one or more of the following areas: Landscape and turf maintenance of parks and golf courses, including tree maintenance and tuff renovation City building and facilities City streets, sewers, and storm drains City vehicles and equipment Performs related tasks as required. Requires experience with power equipment and a valid California driver’s license. May require drug testing. Step 1 Step 2 Step 3 Step 4 Step 5 $4d=09214.51 $-M=g415.36 $4-g-.-.~ 16.24 $~17.19 $ ~4-g-.g618.18 Open Space Technician - tt Under general supervision performs work assignments in Parks and Open Space areas that assist in the protection, preservation and maintenance of Palo Alto open space lands. Entry-level positions that require familiarity with power tools such as weed whips and chain saws. Step 1 Step 2 Step 3 Step 4 Step 5 $4-4=~214.51 $4-4=8415.36 $-t-g-:~ 16.24 $4-6=~ 17.19 $ ~4-%-.g618.18 Print Shop Assistant - It Under supervision, provides assistance in the Print Shop in duplication, finishing work, mail distribution and other support function duties, often under tight deadlines. Step 1 Step 2 Step 3 Step 4 Step 5 $ ~-t-7=4~_ 18.03 $-t-8-.4-319.08 $-1O-.g020.19 $ 2-I)/0921.36 $2-4=g322.59 Project Construction Inspector - H Inspection of City construction projects to ensure conformance with plan and specifications, documentation of contractor’s daily activities, verification of materials and quantities used, and notification to and contact with the residents in the project area. Step 1 Step 2 Step 3 Step 4 Step 5 $~26.09 $2-6/~27.61 $~29.21 $2-9:gg30.90 Sg4=gg32.69 Project Specialist- It Support for and administrative tasks related to City programs and projects on an ongoing basis, requiring technical and administrative skills such as scheduling, research and report writing, project development and design, ongoing project implementation and administration, and budget tracking and conformance. Step 1 Step 2 Step 3 Step 4 Step 5 $-1-9-2-619.93 $ 2--0:-_~21.10 $ 2-4=g622.32 $22~. 23.60 $2--4=~24.97 Recreation Aide - H Provides general clerical and unskilled labor/support of recreational programs. Step 1 Step 2 Step 3 Step 4 Step 5 $g:g49.04 $9-2-49.56 $9-.~ 10.12 SgO-.-B4 ! 0.70 $44)a.9-5! 1 ~" Recreation Leader I - H Entry level positions that do not require previous experience including: Teen leaders G)qrmastics Instructors Sports Camp Assistants Special Event Assistants Summer Camp Counselors Coaches Step 1 Step 2 Step 3 Step 4 Step 5 $g-.-.~9.04 $9-~9.56 $~7-g 10.12 $-t-0=-.-. 3410.70 $g0-.9-511.33 Recreation Leader II - H Positions require at least one season of experience and certifications in a related field including: Sports Camp Leaders (CPR and First Aid) Sport Officials (CPR and First Aid) Assistant Pool Manager Senior Swim Instructor/Lifeguard (Lifeguard Training, First Aid and CPR) Summer Camp Assistants Coaches Step 1 Step 2 Step 3 Step 4 Step 5 $g4-Ng_ 12.23 $~12.94 $~1 .~ .69 $444)014.49 $44-~15.32 Recreation Leader III - H Positions require at least 2 years of experience and specialized skills or advanced certifications in a related field including: Summer Camp Leaders Teen Outreach Leaders Coaches Substitute Teachers Sports Camp Leaders (CPR and First Aid) Sport Officials (CPR and First Aid) Pool Manager Gymnastic/Dance Instructors (Recreation Leader II requirements and Safety Certification and one of the following certifications: Professional Development Program II, Kinder Accreditation for Teachers or Movement Education and Learning Development.) Step 1 Step 2 Step 3 Step 4 Step 5 I$ ~44-.~15.2!$44-5416.09 $4-6-.4gl 7.03 $4--7--.4018.0! $~19.06 Stock Clerk - El Under supervision, performs a variety of inventory maintenance functions including receiving, storing, and delivering supplies. Includes maintaining and reviewing computerized inventory records; performs other related work as required. Step 1 Step 2 Step 3 Step 4 Step 5 I$-t-34M--14.43 $~15.26 $-I~0016.15 $4-6-.g017.08 $4--7-_618.07 Swim Instructor/Lifeguard - El Monitors pool activities to enforce regulations and prevent accidents, rescue swimmers in distress, conducts swimming lessons in accordance with American Red Cross or other national recognized aquatics programs and performs other related duties as required. Certificates in Lifeguard Training, First Aid and CPR required. Step I Step 2 Step 3 Step 4 Step 5 $9x_9610.31 $4-0-.-.~10.90 $-t-4-_~ 11.54 $~12.21 $ ~-1~4-7-12.91 Technical Specialist - E1 Under general supervision, responsible for work that requires technical skills associated with one or more of the following areas: drafting/CAD, electronics, computer systems, engineering, environmental science, or planning. Step 1 Step 2 Step 3 Step 4 Step 5 I$4-5=~16.14 $q-6-.-.~17.08 $~-.4gl 8.06 $-l-g-.-.~l 9.12 $~20.23 Theatre/Arts Professional I - H Under general supervision, performs highly skilled jobs in support of performing and visual arts. Examples would include exhibit design and installation, graphic design, theater scene, costume & lighting design and direction, studio supervision, etc. Step 1 Step 2 Step 3 Step 4 Step 5 $-t-%2-018.84 $4-9=-.-.~ 19.93 $~21.08 $ 2-4-.~22.31 $~23.60 Theatre/Arts Professional II - H Under limited supervision, performs highly specialized jobs in support of performing and visual arts. Examples would include exhibit design and installation, graphic design, theater scene, costume & lighting design and direction, studio supervision, etc. Two years of experience equivalent to that of a Theatre/Arts Professional I. Step 1 Step 2 Step 3 Step 4 Step 5 $~22.93 $2-22M424.26 $~25.67 $~27.16 $2-g-.~28.74 Theatre/Arts Technician - tt Under supervision, performs paraprofessional and skilled support to a specific performing or visual arts program area such as lighting, props, building, painting, stitching - etc. Step I Step 2 Step 3 Step 4 Step 5 $ ~-t-~-3-13.3 8 $~14.15 $-t4-.4614.97 $44-~15.84 $-14-A-9 t 6.76 Theatre/Arts Aide - H Under general supervision, performs general unskilled and some semiskilled tasks in support of theater, arts and museum programs. Step 1 Step 2 Step 3 Step 4 Step 5 $~8.82 $9-,0-2-29.33 $9-,~9.88 $4-0=t-010.45 $~11.06 Zoological Assistant - H Under supervision, performs assignments that assist in the maintenance, control, and shelter of animals in the zoo and other City facilities. Step 1 Step 2 Step 3 Step 4 Step 5 $ -IX)-2-619.93 $_a0-.~21.10 $~22.32 $~23.60 $~24.97 Appendix A Job Classifications and Salary for Hourly Unit Personnel- Effective 7/1/97 ~3%~ Administrative Specialist I - H Performs administrative work that requires advanced skills or knowledge in support of a department/division or program. Step 1 Step 2 Step 3 Step 4 Step 5 $4x)=gg_20.52 $2-4=g821.72 $~22.98 $ _-2-3=-.~24.30 $2--4=9-725.72 Administrative Specialist II - H Performs more complex administrative work that requires advance skills or knowledge in specialized software programs and data analysis in specialized areas in support of a department/division or program. Two years of experience equivalent to that of an Administrative Specialist I. Step 1 Step 2 Step 3 Step 4 Step 5 $~24.51 $2-g-A-725.93 $2-67e427.43 $2-g-_~729.02 $2-9:%30.71 Assistant Park Ranger - H Positions requiring at least 2 years of experience and specialized skills or advanced certificates for First Aid, CPR, and heavy equipment operation. Prior experience as an open space technician or park aide is essential. Step 1 Step 2 Step 3 Step 4 Step 5 $4949-320.53 $2-24=44121.73 $~22.99 $2--37~24.31 $_ ,24~. ,25.72 Building Serviceperson - H Under limited supervision, performs custodial duties and other related work as required to maintain City buildings and facilities in a clean and orderly condition. Members of this classification may be assigned to perform either public works duties or park duties. Two years of experience equivalent to that of a Custodial Assistant. Step 1 Step 2 Step 3 Step 4 Step 5 $-1-8-.-.~ 19.35 $-t-9-_7-g_ 0..~ 7 $ 2-g:8-I-21.44 $_-2-4=9422.57 $ _-2-g-:~23.75_ Clerical Assistant - H Under supervision, performs routine and repetitive computer inputting and clerical tasks, and performs related work as required. May require cash handling. Step 1 Step 2 Step 3 Step 4 Step 5 $4-6-_t416.6~$-t-7-~ 17.59 $-l-g~ 18.62 $-1-9~_ 19.69 $~20.83 Custodial Aide - H Under close supervision, this entry-level position performs basic custodial duties as required to maintain City buildings and facilities, performs room set-ups and take-downs, and other related work. Step 1 Step 2 Step 3 Step 4 Step 5 $~13.43 $4--3=g014.21 $44-.g-915.03 $~15.90 $-t-6-_M 16.83 Custodial Assistant - H Under general supervision, performs custodial duties and other related work as required to maintain City buildings and facilities in a clean and orderly condition. Members of this classification may be assigned to perform either public works duties or parks duties. Step 1 Step 2 Step 3 Step 4 Step 5 $~15.71 $~16.6~$4-%0-7-17.58 $4-g:0618.61 $4g=t-M 9.68 House Manager - H Facility supervisor of special events, productions, concerts, rentals - etc. Involves high punic contact and customer service, including enforcement of rules and regulations. May included set-up of events. Step 1 Step 2 Step 3 Step 4 Step 5 $4-5@-9-15.45 $44-_~16.34 $~-.-~17.29 $ ~4-~7~18.29 $-t-8=8019.36 Instructor Aide - H Under general supervision, performs administrative work in support of Instructors in areas such as course preparation, classroom assistance and related activities. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $94g49.31 $9-_-_g69.85 $-1-4D-. 1-~2210.42 $4-0=~D 11.03 $44--_-.3-311.67 Instructor I - H Under general supervision, prepares classes, programs and camp curriculum, presents classes and field trips and provides assignments to Instructor Aides and volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of the disciplines to be taught. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $-t4~ 15.46 $4-g-~ 16.36 $-!-6~ 17.30 $ ~4-7=-.7-g 18.31 $~19.37 Instructor II - H Under limited supervision, prepares classes, programs and camp curriculum, presents classes and field trips and provides assignments to Instructor Aides and volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of the disciplines to be taught. Two years of experience equivalent to that of an Instructor I. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $~23.62 $2-4-~25.10 $2--5~7-26.44 $2-%-!-627.97 $2-g-.-.~29.60 Librarian - H Under supervision, assists customers with reference inquiries, provides instruction in the use of library resources and equipment. Step 1 Step 2 Step 3 Step 4 Step 5 $~24.95 $~26.39 $~27.93 $2-g~29.54 SgOrgg31.26 Library Clerk - H Under close supervision, performs technical and clerical tasks; assists customers with their accounts; shelves materials. Step 1 Step 2 Step 3 Step 4 Step 5 $-t-g~ 18.57 $-t-9-~ 19.65 $2-0~20.79 $_-24-3622.00 $~23.27 Library Page - H Under close supervision, shelves materials; performs routine clerical and support tasks. Step 1 Step 2 Step 3 Step 4 Step 5 $-!-t-~ 11.38 $-1-t=6-912.04 $ ~4-2~12.74 $~13.48 $4-g:-.-.~14.26 Maintenance Assistant - H Under general supervision, responsible for skilled and semiskilled tasks in one or more of the following areas: Landscape and turf maintenance of parks and golf courses, including tree maintenance and turf renovation City building and facilities City streets, sewers, and storm drains City vehicles and equipment Performs related tasks as required. Requires experience with power equipment and a valid California driver’s license. May require drug testing. Step 1 Step 2 Step 3 Step 4 Step 5 $4-4-.g-!- 14.94 $~15.82 $4-6-:2416.73 $4-%-_~ 17.70 $~18.72 Open Space Technician - H Under general supervision performs work assigmnents in Parks and Open Space areas that assist in the protection, preservation and maintenance of Palo Alto open space lands. Entry-level positions that require familiarity with power tools such as weed whips and chain saws. Step 1 Step 2 Step 3 Step 4 Step 5 ]$~=g-I-14.94 $4-5-.-.~ 15.82 $~6--2~ 16.73 $4-7-_1-9!7.70 $~18.72 Print Shop Assistant - H Under supervision, provides assistance in the Print Shop in duplication, finishing work, mail distribution and other support function duties, often under tight deadlines. Step 1 Step 2 Step 3 Step 4 Step 5 $~18.57 $~19.65 $2-0A-920.79 $2-4=-.g622.00 $~23.27 Project Construction Inspector - H Inspection of City construction projects to ensure conformance with plan and specifications, documentation of contractor’s daily activities, verification of materials and quantities used, and notification to and contact with the residents in the project area. Step 1 Step 2 Step 3 Step 4 Step 5 $2-6~)926.87 $_a-Z-M-l-28.44 $~30.08 Sg0X.9031.83 $~33.67 Project Specialist - H Support for and administrative tasks related to City programs and projects on an ongoing basis, requiring technical and administrative skills such as scheduling, research and report writing, project development and design, ongoing project implementation and administration, and budget tracking and conformance. Step 1 Step 2 Step 3 Step 4 Step 5 $4-gx.gg20.53 $ 2-4-A021.73 $~22.99 $~24.31 $2-4x.~25.72 Recreation Aide - tt Provides general clerical and unskilled labor/support of recreational programs. Step 1 Step 2 Step 3 Step 4 Step 5 $9049.31 $9--.-_569.85 $-I-IM-2_ 10.42 $-1-9=~ 11.03 $-M=-_-_~ 11.67 Recreation Leader I - H Entry level positions that do not require previous experience including: Teen leaders Gymnastics Instructors Sports Camp Assistants Special Event Assistants Summer Camp Counselors Coaches Step 1 Step 2 Step 3 Step 4 Step 5 $9=049.31 $9-A69.85 $~10.42 $-t-0=~ 11.03 $4-I--B-311.67 Recreation Leader II - H Positions require at least one season of experience and certifications in a related field including: Sports Camp Leaders (CPR and First Aid) Sport Officials (CPR and First Aid) Assistant Pool Manager Senior Swim Instructor/Lifeguard (Lifeguard Training, First Aid and CPR) Summer Camp Assistants Coaches Step 1 Step 2 Step 3 Step 4 Step 5 $~12.60 $ ~-t~9413.33 $4-3-=6-914.10 $-M=~ 14.92 $~15.78 Recreation Leader III - H Positions require at least 2 years of experience and specialized skills or advanced certifications in a related field including: Summer Camp Leaders Teen Outreach Leaders Coaches Substitute Teachers Sports Camp Leaders (CPR and First Aid) Sport Officials (CPR and First Aid) Pool Manager Gynmastic/Dance Instructors (Recreation Leader II requirements and Safety Certification and one of the following certifications: Professional Development Program II, Kinder Accreditation for Teachers or Movement Education and Learning Development.) Step 1 Step 2 Step 3 Step 4 Step 5 $4=q=~ 15.67 $4-63916.57 $4-7=~ 17.54 $~18.55 $3A;O3619.63 Stock Clerk - It Under supervision, performs a variety of inventory maintenance functions including receiving, storing, and delivering supplies. Includes maintaining and reviewing computerized inventory records; performs other related work as required. Step 1 Step 2 Step 3 Step 4 Step 5 $44-A-314.86 $4-g=2-615.72 $-t-6=~16.64 $4-74)g 17.59 $-1-849-718.62 Swim Instructor/Lifeguard - tI Monitors pool activities to enforce regulations and prevent accidents, rescue swimmers in distress, conducts swimming lessons in accordance with American Red Cross or other national recognized aquatics programs and performs other related duties as required. Certificates in Lifeguard Training, First Aid and CPR required. Step 1 Step 2 Step 3 Step 4 Step 5 $-!4)=~10.62 $4-0x.~11.23 $~11.89 $~12.58 $ ~-t-gx.9413.30 Teehniea! Specialist - tt Under general supervision, responsible for work that requires technical skills associated with one or more of the following areas: drafting/CAD, electronics, computer systems, engineering, environmental science, or planning. Step 1 Step 2 Step 3 Step 4 Step 5 $-1-6=t416.62 $-1-7=~ 17.59 $4-843618.61 $-1-9-A4_ 19.69 $~20.83 Theatre/Arts Professional I - H Under general supervision, performs highly skilled jobs in support of performing and visual arts. Examples would include exhibit design and installation, graphic design, theater scene, costume & lighting design and direction, studio supervision, etc. Step 1 Step 2 Step 3 Step 4 $-t-8-:8419.40 $4-9~20.53 $_-2-I=0821.72 $~24.~ 1 Step 5 $~22.98 Theatre/Arts Professional II - H Under limited supervision, performs highly specialized jobs in support of performing and visual arts. Examples would include exhibit design and installation, graphic design, theater scene, costume & lighting design and direction, studio supervision, etc. Two years of experience equivalent to that of a Theatre/Arts Professional I. Step 1 Step 2 Step 3 Step 4 Step 5 $~23.62 $~24.99 $-ag-~26.44 $, ~-2-Z--1-627.97 $2-8-_-_-_-_-_-_-_7429.60 Theatre/Arts Technician - H Under supervision, performs paraprofessional and skilled support to a specific performing or visual arts program area such as lighting, props, building, painting, stitching - etc. Step 1 Step 2 Step 3 Step 4 Step 5 $-1-3-_gg13.78 $44-.-.~14.58 $44x.~15.42 $~16.31 $4-6-2-617.26 Theatre/Arts Aide - H Under general supervision, performs general unskilled and some semiskilled tasks in support of theater, arts and museum programs. Step 1 Step 2 Step 3 Step 4 Step 5 Sg=g229.09 1 " $9-.-.~9.6_ $9=ggl 0.17 $4-9-_4-510.77 $4-~1 ..~9 Zoological Assistant - H Under supervision, performs assignments that assist in the maintenance, control, and shelter of animals in the zoo and other City facilities. Step 1 Step 2 Step 3 Step 4 Step 5 $4-9x.9-520.53 $ _-2-g=I-021.73 $~22.99 $~24.31 $2-4~25.72 CITY OF PALO ALTO COMPENSATION PLAN SEIU HOURLY UNIT EMPLOYEES EFFECTIVE:Pay period including May 1,200-57 Through Ap~!....,~a 2006 June 30, 2009 COMPENSATION PLAN FOR THE CITY OF PALO ALTO SEIU Hourly Unit Personnel SECTION I. SALARY A. Salary Ran,qe Tables Personnel covered by this plan shall receive compensation within the salary ranges set forth in the Salary Range Tables that follow in Appendix A. These tables reflect o~ -,,.r,,oo t~,c h,~.~r,4 .,,4~, ,o÷~,~,,,÷ ~,~ ~,,,, ~,~,,,.~,~,÷ ~A.no/_~ ~,~,,.÷~,,~, ~, ,i,, ~ o~ the following: Effective Janua~ 6, 2007 the base wage rates for classifications listed in Appendix A will receive an across the board wage increase of one percent ( 1.0%). The Janua~ 6, 2007 wage increase shall apply to bargaining unit employees who worked a minimum of 416 hours during FY 2006-07. Effective July 1,2007, the base wage rates for those classifications shall be increased three and one-half percent (3.5%). Effective July 1,2008, the base wage rates for those classifications shall be increased three percent (3.0%). B.Establishment of Salary The City Manager is authorized to make appointments to or advancements with the prescribed ranges upon evaluation of employee qualification and performance. Hourly employees are to be given a performance review after 416 hours, or six months, whichever occurs first, from date of hire and annually thereafter. Improvement, efficient and effective service will warrant a salary step increase. Subsequent salary reviews are based on performance appraisals and will depend upon demonstrated satisfactory job performance. SECTION II. BENEFITS A. Medical Insurance Plan In lieu of providing a medical plan, effective ~"’~" $! ~ ~- ~ .... ;~ ~;~ ~+~ ....... ~;~ ~+;~ .~,,, 1 2006 h employee shall receive two dollars fo~y-six cents ($2.46) per hour in paid status as a medical stipend. Effective July !, 2007 this stipend wilt increase by thi~een cents ($0.13)to ~o dollars fifty- nine cents ($2.59) per hour. Effective July 1, 2008 this stipend shall increase by an additional thi~een cents ($0.13) per hour to ~o dollars seventy-~o cents ($2.72) per hour worked. If the State of California or federal government adopt or mandate a plan that requires the City to pay in whole or in part for medical services or coverage for employees in the bargaining unit, the stipend provided in this paragraph shall be reduced or cease to the extent of required payments toward the state or federal plan, as applicable. Before implementation of the change the City shall notify the Union of the amount of the offset and provide it an opportunity to meet to discuss the calculation of the amount. Such discussion shall occur within fifteen (15) working days after the City gives notice to the Union. The City’s calculation of the amount of the offset shall be based on the aggregate number of hours worked in the bargaining unit during the fiscal year preceding that in which the state or federal plan takes effect. B.Sick Leave Effective July 1, 2005, the City shall provide each employee with paid sick leave, earned on the basis of 0.03 hours for each hour paid. There will be no pay out of sick leave upon the employee’s termination. A maximum of 15 hours per year of sick leave may be used to care for family members, including a registered domestic partner. C.Retirement Employees in the Hourly Unit shall participate in the City of Palo Alto PST (Part- time, Seasonal and Temporary Employees) Retirement Plan. The plan was adopted by the City on June 25, 1994 as a retirement plan alternative for its part- time, seasonal and temporary employees to replace Social Security. All hourly employees are required to contribute 7.5% of their salary into the PST Retirement Plan. D.Industrial Temporary Disability While temporarily disabled, employees shall be entitled to use accrued sick leave for the first three (3) days following the date of injury and thereafter shall be paid based upon hourly salary for a period not to exceed fifty-seven (57) calendar days, unless hospitalized, in which case employees shall be paid full base salary for a period not to exceed sixty (60) days from date of injury. For any temporary disability continuing beyond the time limits set forth in (a) above, employees shall be paid two-thirds (66 2/3%) of their hourly salary at the time of injury for the duration of such temporary disability in conformance with the State law. 3.In case of Subsection (1) above, the employee will continue to accrue sick leave benefits. In the case of Subsection (2), sick leave benefits shall not be accrued. SECTION III. SPECIAL COMPENSATION Personnel covered by this compensation plan, in addition to the salary set forth in Section I and Benefits in Section II above, may receive special compensation as follows. Eligibility shall be in conformance with the Merit Rules and Regulations and Administrative Directives issued by the City Manager for the purposes of clarification and interpretation. A.Overtime An employee will receive overtime at the rate of time and one-half for all hours paid after 40 hours in a workweek. B.Workinq Out of Classification The term "working out of classification" is defined as a Management authorized assignment to a budgeted Hourly or Classified position on a temporary basis wherein all significant duties are performed by an individual holding a classification within a lower compensation range. Pay for working out of classification shall be as follows: Employees appointed to "working out of classification" basis will receive acting pay within the range of the higher classification beginning on the sixth consecutive work day of the assignment. Pay for work out of class will be determined by the salary step of the higher classification which the employee would be compensated if permanently appointed to that classification. Out-of-classification provisions do not apply to work assignments performed in connection with specific predetermined apprenticeship or training programs, or declared conditions of public peril and/or disaster. C.Call-Out Pay Employees not otherwise excluded from receiving overtime pay and who are called out to perform work shall be compensated for at least two hours’ pay from the time of the call-out for each occurrence at the appropriate overtime rate. D. Uniforms The City will provide uniforms, coveralls or shop coats on a weekly basis, or as otherwise furnished, for the jobs and/or classifications that the City requires such apparel. The City shall reimburse employees 75 percent of the cost of job required safety shoes upon verification of such purchase by the employee. The City will provide rainy weather protection when and where appropriate. Parkinq Employees are covered by the City’s administrative policy for Hourly Parking permits. 5 Appendix A Job Classifications and Salary, for Hourly Unit Personnel- Effective 7/1/07 (3.5%) Administrative Specialist I - H Performs administrative work that requires advanced skills or knowledge in support of a department/division or program. Step 1 Step 2 Step 3 Step 4 Step 5 $4x9=-2-519.92 $2-0-.g721.08 $2--t-.gg22.31 $~23.59 $_94A-324.97 Administrative Specialist II - H Performs more complex administrative work that requires advance skills or knowledge in specialized software programs and data analysis in specialized areas in support of a department/division or program. Two years of experience equivalent to that of an Administrative Specialist I. Step 1 Step 2 Step 3 Step 4 Step 5 $22~. 23.79 $~25.17 $~26.64 $~28.17 $_28=8429.81 Assistant Park Ranger - H Positions requiring at least 2 years of experience and specialized skills or advanced certificates for First Aid, CPR, and heavy equipment operation. Prior experience as an open space technician or park aide is essential. Step 1 Step 2 Step 3 Step 4 Step 5 I$-t-9-2-619.93 $2-O~21.10 $~22.3~$~23.60 $_ .a4~. ~24.97 Building Serviceperson - H Under limited supervision, performs custodial duties and other related work as required to maintain City buildings and facilities in a clean and orderly condition. Members of this classification may be assigned to perform either public works duties or park duties. Two years of experience equivalent to that of a Custodial Assistant. Step 1 Step 2 Step 3 Step 4 Step 5 $-t-NM-N 18.78 $4x9=1-1-19.78 $ 2-1M--!-20.81 $ 2--t-A-721.91 $~23.06 Clerical Assistant - H Under supervision, performs routine and repetitive computer inputting and clerical tasks, and performs related work as required. May require cash handling. Step 1 Step 2 Step 3 Step 4 Step 5 $-!4-.g916.14 $4-6=q-017.08 $ ~-!-%4618.07 $-!-8-_~ 19.12 $4x5-.~20.23 Custodial Aide - H Under close supervision, this entry-level position performs basic custodial duties as required to maintain City buildings and facilities, performs room set-ups and take-downs, and other related work. Step 1 Step 2 Step 3 Step 4 Step 5 $ ~4-g-.g913.04 $44-_~ 13.80 $44=t-014.59 $44x.gg215.44 $ ~44-.7-916.34 Custodial Assistant - H Under general supervision, performs custodial duties and other related work as required to maintain City buildings and facilities in a clean and orderly condition. Members of this classification may be assigned to perform either public works duties or parks duties. Step 1 Step 2 Step 3 Step 4 Step 5 [$44-~15.25 $ ~-t-g=ggl 6.14 $4-6-A-917.07 $~18.06 $4-8-_46!9.11 House Manager - H Facility supervisor of special events, productions, concerts, rentals - etc. Involves high public contact and customer service, including enforcement of rules and regulations. May included set-up of events. Step 1 Step 2 Step 3 Step 4 Step 5 $4-4=4~15.00 $-1~=-.-.-.~315.87 $~16.79 $ ~-!--7=4~17.76 $-t4d-618.80 Instructor Aide - H Under general supervision, performs administrative work in support of Instructors in areas such as course preparation, classroom assistance and related activities. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $g-_-_-_~9.04 $9-2-49.56 $9-_7-810.12 $4-0=-.~ 10.70 $-t-0a.9-511 ~ Instructor I - H Under general supervision, prepares classes, programs and camp curriculum, presents classes and field trips and provides assignments to Instructor Aides and volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of the disciplines to be taught. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $4-~g015.01 $-I-5--B415.88 $4-6-2-g 16.80 $~-4-817.78 $4-g=t-~18.81 Instructor II - tt Under limited supervision, prepares classes, programs and camp curriculum, presents classes and field trips and provides assignments to Instructor Aides and volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of the disciplines to be taught. Two years of experience equivalent to that of an Instructor I. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $~22.93 $~24.37 $~25.67 $~27.16 $~28.74 Librarian - It Under supervision, assists customers with reference inquiries, provides instruction in the use of library resources and equipment. Step 1 Step 2 Step 3 Step 4 Step 5 $2--3-.4~24.22 $2-4-.~2 5.62 $~27.12 $ _a-747-!-28.68 $~30.35 Library Clerk - H Under close supervision, performs technical and clerical tasks; assists customers with their accounts; shelves materials. Step 1 Step 2 Step 3 Step 4 Step 5 $ ~44-.49218.03 $4-8-.4-319.08 $4-9-.~20.19 $ 2-!)Z~21.36 $2-4=g322.59 Library Page - It Under close supervision, shelves materials; performs routine clerical and support tasks. Step 1 Step 2 Step 3 Step 4 Step 5 $~11.05 $44=-.-.~ 11.69 $-IM=~ 12.37 $ ~4--~13.09 $4-3-B~13.84 Maintenance Assistant - tt Under general supervision, responsible for skilled and semiskilled tasks in one or more of the following areas: Landscape and turf maintenance of parks and golf courses, including tree maintenance and turf renovation City building and facilities City streets, sewers, and storm drains City vehicles and equipment Performs related tasks as required. Requires experience with power equipment and a valid California driver’s license. May require drug testing. Step 1 Step 2 Step 3 Step 4 Step 5 $444)g214.51 $~-d~ 15.36 $4-g-:7-016.24 $-t-6:4017.19 $4-7=~18.18 Open Space Technician - H Under general supervision performs work assignments in Parks and Open Space areas that assist in the protection, preservation and maintenance of Palo Alto open space lands. Entry-level positions that require familiarity with power tools such as weed whips and chain saws. Step 1 Step 2 Step 3 Step 4 Step 5 $~14.51 $-1-4=8415.36 $4-5=-7-016.24 $4-6=6017.19 $ "4-Z--.~ 18.18 Print Shop Assistant - H Under supervision, provides assistance in the Print Shop in duplication, finishing work, mail distribution and other support function duties, often under tight deadlines. Step 1 Step 2 Step 3 Step 4 Step 5 $~18.03 $-1-8=~ 19.08 $4-9=s020.19 $_9-0/o-321.36 $2--t=8-322.59 Project Construction Inspector - H Inspection of City construction projects to ensure conformance with plan and specifications, documentation of contractor’s daily activities, verification of materials and quantities used, and notification to and contact with the residents in the project area. Step 1 Step 2 Step 3 Step 4 Step 5 $~26.09 $~-36/~27.61 $~29.21 $2-9-.g630.90 Sg4=-gg32.69 Project Specialist - H Support for and administrative tasks related to City programs and projects on an ongoing basis, requiring technical and administrative skills such as scheduling, research and report writing, project development and design, ongoing project implementation and administration, and budget tracking and conformance. Step 1 Step 2 Step 3 Step 4 Step 5 $4-9-~ 19.93 $2-{)-P~21.10 $~22.32 $~23.60 $_24-.~24.97 Recreation Aide - It Provides general clerical and unskilled labor/support of recreational programs. Step 1 Step 2 Step 3 Step 4 Step 5 $8-2-49.04 $9-2-49.56 $9-_7-810.12 $40-.g410.70 $4-0x.9-g 11 Recreation Leader I - H Entry level positions that do not require previous experience including: Teen leaders Gymnastics Instructors Sports Camp Assistants Special Event Assistants Summer Camp Counselors Coaches Step 1 Step 2 Step 3 Step 4 Step 5 $8-249.04.$9-2-49.56 $9-.gg 10.12 $4-0-_3410.70 $-t-1;g9-511.33 Recreation Leader II - H Positions require at least one season of experience and certifications in a related field including: Sports Camp Leaders (CPR and First Aid) Sport Officials (CPR and First Aid) Assistant Pool Manager Senior Swim Instructor/Lifeguard (Lifeguard Training, First Aid and CPR) Summer Camp Assistants Coaches Step 1 Step 2 Step 3 Step 4 Step 5 $-M=-.-.~_~19_._.~’)~$~12.94 $~13.69 $4-4~ 14.49 $4-4=84-15.32 Recreation Leader III - H Positions require at least 2 years of experience and specialized skills or advanced certifications in a related field including: Summer Camp Leaders Teen Outreach Leaders Coaches Substitute Teachers Sports Camp Leaders (CPR and First Aid) Sport Officials (CPR and First Aid) Pool Manager Gyrrmastic/Dance Instructors (Recreation Leader II requirements and Safety Certification and one of the following certifications: Professional Development Program II, Kinder Accreditation for Teachers or Movement Education and Learning Development.) Step 1 Step 2 Step 3 Step 4 Step 5 $44-.-.~ 15.21 $-t4-.-_g416.09 $-t-6-A-517.03 $4-7-_4018.01 $~19.06 Stock Clerk - tt Under supervision, performs a variety of inventory maintenance functions including receiving, storing, and delivering supplies. Includes maintaining and reviewing computerized inventory records; performs other related work as required. Step 1 Step 2 Step 3 Step 4 Step 5 $-t4x.94-14.43 $-t4-2415.26 $ ~34:6~16.15 $4-6=qD17.08 $~18.07 Swim Instructor/Lifeguard - It Monitors pool activities to enforce regulations and prevent accidents, rescue swimmers in distress, conducts swimming lessons in accordance with American Red Cross or other national recognized aquatics programs and performs other related duties as required. Certificates in Lifeguard Training, First Aid and CPR required. Step 1 Step 2 Step 3 Step 4 Step 5 $99610.31 $4-g-_~10.90 $4-4-M~ 11.54 $~12.21 $ ~4-2M-712.91 Technical Specialist- H Under general supervision, responsible for work that requires technical skills associated with one or more of the following areas: drafting/CAD, electronics, computer systems, engineering, environmental science, or planning. Step 1 Step 2 Step 3 Step 4 Step 5 $-14-.g-916.14 $4-6:-_-_~ 17.08 $~18.06 $44-:4-719.12 $-t-9-.g420.23 Theatre/Arts Professional I - It Under general supervision, performs highly skilled jobs in support of performing and visual arts. Examples would include exhibit design and installation, graphic design, theater scene, costume & lighting design and direction, studio supervision, etc. Step 1 Step 2 Step 3 Step 4 Step 5 $4-g-:~ 18.84 $-t-9=~ 19.93 $ 2-0-.~21.08 $~22.31 $~23.60 Theatre/Arts Professional II - H Under limited supervision, performs highly specialized jobs in support of performing and visual arts. Examples would include exhibit design and installation, graphic design, theater scene, costume & lighting design and direction, studio supervision, etc. Two years of experience equivalent to that of a Theatre/Arts Professional I. Step 1 Step 2 Step 3 Step 4 Step 5 $~22.93 $2--341-424.26 $ _-2M4-1-25.67 $2-64427.16 $=2g-_7428.74 Theatre/Arts Technician - H Under supervision, performs paraprofessional and skilled support to a specific performing or visual arts program area such as lighting, props, building, painting, stitching- etc. Step I Step 2 Step 3 Step 4 Step 5 $ ~44x.9-3-13.38 $44:6814.15 $-1-4-_4614.97.$44-.g015.84 $4-6=!-916.76 Theatre/Arts Aide - H Under general supervision, performs general unskilled and some semiskilled tasks in support of theater, arts and museum programs. Step 1 Step 2 Step 3 Step 4 Step 5 Sg498.82 $940-2-_"9.33 $9449.88 $4-0:4-010.45 $44)4~11.06 Zoological Assistant - H Under supervision, performs assignments that assist in the maintenance, control, and shelter of animals in the zoo and other City facilities. Step 1 Step 2 Step 3 Step 4 Step 5 I$-1-g2-619.93 $~21.10 $2-44622.32 $~23.60 $2-4~24.97 Appendix A Job Classifications and Salary for Itourlv Unit Personnel- Effective 7/1/97 ~3.5%]98 Administrative Specialist I - H Performs administrative work that requires advanced skills or knowledge in support of a department/division or program. Step 1 Step 2 Step 3 Step 4 Step 5 $4-gx.gg_20.52 $ 2--t-:0921.72 $~22.98 $~24.30 $_a4x.9-725.72 Administrative Specialist II - H Performs more complex administrative work that requires advance skills or knowledge in specialized software programs and data analysis in specialized areas in support of a department/division or program. Two years of experience equivalent to that of an Administrative Specialist I. Step 1 Step 2 Step 3 Step 4 Step 5 $_-222-392 4.51.$~25.93 $_a6:6427.43 $~29.02 $_-2-9-.84-30.71 Assistant Park Ranger - H Positions requiring at least 2 years of experience and specialized skills or advanced certificates for First Aid, CPR, and heavy equipment operation. Prior experience as an open space technician or park aide is essential. Step 1 Step 2 Step 3 Step 4 Step 5 $-t-9a.9-320.53 $2--M-021.73 $~22.99 $2--3:6024.31 $_a4:9-725.72 Building Serviceperson - H Under limited supervision, performs custodial duties and other related work as required to maintain City buildings and facilities in a dean and orderly condition. Members of this classification may be assigned to perform either punic works duties or park duties. Two years of experience equivalent to that of a Custodial Assistant. Step 1 Step 2 Step 3 Step 4 Step 5 $-t-S-.-~ 19.35 $4-9-_7-820.37 $ _-2g:8421.44 $_a4-~22.57 $2--34)623.75 Clerical Assistant - H Under supervision, performs routine and repetitive computer inputting and clerical tasks, and performs related work as required. May require cash handling. Step I Step 2 Step 3 Step 4 Step 5 $4-6-_t416.62 $4--7~ 17.59 $-1-g=0-718.62 $4-9-.~_ 19.69 $~20.83 Custodial Aide - H Under close supervision, this entry-level position performs basic custodial duties as required to maintain City buildings and facilities, performs room set-ups and take-downs, and other related work. Step 1 Step 2 Step 3 Step 4 Step 5 $~13.43 $~14.21 $-M=g915.03 $425-.44! 5.90 $4-6-.-.~ 16.83 Custodial Assistant - I.i Under genera! supervision, performs custodial duties and other related work as required to maintain City buildings and facilities in a clean and orderly condition. Members of this classification may be assigned to perform either public works duties or parks duties. Step 1 Step 2 Step 3 Step 4 Step 5 $~15.71 $-t-6=-t-416.62 $ ~-t-7~-17.58 $-t-8=0618.61 $-t-9:-~ 19.68 House Manager - It Facility supervisor of special events, productions, concerts, rentals - etc. Involves high public contact and customer service, including enforcement of rules and regulations. May included set-up of events. Step 1 Step 2 Step 3 Step 4 Step 5 $~I 5.45 $~16.34 $-P6-:7-917.29 $ ~4-7-.~18.29 $4-g~ 19.36 Instructor Aide - H Under general supervision, performs administrative work in support of Instructors in areas such as course preparation, classroom assistance and related activities. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $9=049.31 $9-.-_g69.85 $-t-0-_t~_ 10.42 $4-0=~ 11.03 $-t-4-_-~ 11.67 Instructor I - H Under general supervision, prepares classes, programs and camp curriculum, presents classes and field trips and provides assignments to Instructor Aides and volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of the disciplines to be taught. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 ]$-t-~0-1-15.46 $~16.36 $4-6:g017.30 $4-Z--.7-gl 8.31 $~19.37 Instructor II - H Under limited supervision, prepares classes, programs and camp curriculum, presents classes and field trips and provides assignments to Instructor Aides and volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of the disciplines to be taught. Two years of experience equivalent to that of an Instructor I. May require lifting up to 15 pounds. Step 1 Step 2 Step 3 Step 4 Step 5 $~23.62 $2-4-.~25.10 $2-g-~26.44 $_~ag=t-627.97 $gg-.~29.60 Librarian - H Under supervision, assists customers with reference inquiries, provides instruction in the use of library resources and equipment. Step 1 Step 2 Step 3 Step 4 Step 5 ]$~24.95 $~26.39 $~27.93 $2-g~29.54_ SgO-.:3931.26 Library Clerk - H Under close supervision, performs technical and clerical tasks; assists customers with their accounts; shelves materials. Step 1 Step 2 Step 3 Step 4 Step 5 $4-g=O-318.57 $-t-9=~ 19.65 $2-0A-920.79 $2-4=g622.00 $~23.27 Library Page - H Under close supervision, shelves materials; performs routine clerical and support tasks. Step 1 Step 2 Step 3 Step 4 Step 5 $4-t=Og 11.38 $-t-t=6912.04 $ ~-1-2~ 12.74 $4-B=0913.48 $4-3=8414.26 Maintenance Assistant - H Under general supervision, responsible for skilled and semiskilled tasks in one or more of the following areas: Landscape and turf maintenance of parks and golf courses, including tree maintenance and turf renovation City building and facilities City streets, sewers, and storm drains City vehicles and equipment Performs related tasks as required. Requires experience with power equipment and a valid California driver’s license. May require drug testing. Step 1 Step 2 Step 3 Step 4 Step 5 $-t4-5-!- 14.94 $-t-g~ 15.8___22 $4-6-~ 16.73 $4-7=1-917.70 $-l-gA-gl 8.72 Open Space Technician - H Under general supervision performs work assignments in Parks and Open Space areas that assist in the protection, preservation and maintenance of Palo Alto open space lands. Entry-level positions that require familiarity with power tools such as weed whips and chain saws. Step 1 Step 2 Step 3 Step 4 Step 5 $44-_g-1-14.94 $4-5-.~ 15.82 $-1-6-2416.73 $~17.70 $-t-g-A-g 18.72 Print Shop Assistant - H Under supervision, provides assistance in the Print Shop in duplication, finishing work, mail distribution and other support function duties, often under tight deadlines. Step 1 Step 2 Step 3 Step 4 Step 5 $-1-8-~ 18.57 $4x)4~ 19.65 $2-0=1-920.79 $2-4-_g622.00 $~23.27 Project Construction Inspector - H Inspection of City construction projects to ensure conformance with plan and specifications, documentation of contractor’s daily activities, verification of materials and quantities used, and notification to and contact with the residents in the project area. Step 1 Step 2 Step 3 Step 4 Step 5 $ _~e40-926.87 $"_--7=6-1-28.44 $~30.08 $~1-:9031.83 $" ~2~6933.67 Project Specialist - H Support for and administrative tasks related to City programs and projects on an ongoing basis, requiring technical and administrative skills such as scheduling, research and report writing, project development and design, ongoing project implementation and administration, and budget tracking and conformance. Step 1 Step 2 Step 3 Step 4 Step 5 $4-9x_9-320.53 $_a4-Ad)21.7_~~99 qO $2--3-N~24.~ 1 $ 2--4~_9#25.72 Recreation Aide - It Provides general clerical and unskilled labor/support of recreational programs. Step 1 Step 2 Step 3 Step 4 Step 5 $94~9.31 $g-.-_569.85 $~10.42 $~11.03 $4-!--3-311.67 Recreation Leader I - H Entry level positions that do not require previous experience including: Teen leaders Gymnastics Instructors Sports Camp Assistants Special Event Assistants Summer Camp Counselors Coaches Step 1 Step 2 Step 3 Step 4 Step 5 $9-~149.31 $9-_-_-_~9.85 $~10.42 $~11.03 $-M=-_~ 11.67 Recreation Leader II - H Positions require at least one season of experience and certifications in a related field including: Sports Camp Leaders (CPR and First Aid) Sport Officials (CPR and First Aid) Assistant Pool Manager Senior Swim Instructor/Lifeguard (Lifeguard Training, First Aid and CPR) Summer Camp Assistants Coaches Step 1 Step 2 Step 3 Step 4 Step 5 $~12.60 $ ~-t-2x_9413.33 $q-g=6914.10 $4--q-.4-914.92 $~15.78 Recreation Leader III - It Positions require at least 2 years of experience and specialized skills or advanced certifications in a related field including: Summer Camp Leaders Teen Outreach Leaders Coaches Substitute Teachers Sports Camp Leaders (CPR and First Aid) Sport Officials (CPR and First Aid) Pool Manager Gymnastic/Dance Instructors (Recreation Leader II requirements and Safety Certification and one of the following certifications: Professional Development Program II, Kinder Accreditation for Teachers or Movement Education and Learning Development.) Step 1 Step 2 Step 3 Step 4 Step 5 $~15.67 $~16.57 $ ~-1-743g 17.54 $4-8=~ 18.55 $~19.63 Stock Clerk - It Under supervision, performs a variety of inventory maintenance functions including receiving, storing, and delivering supplies. Includes maintaining and reviewing computerized inventory records; performs other related work as required. Step 1 Step 2 Step 3 Step 4 Step 5 $44-.4314.86 $~15.72 $4-6G-516.64 $~17.59 $~18.62 Swim Instructor/Lifeguard - It Monitors pool activities to enforce regulations and prevent accidents, rescue swimmers in distress, conducts swimming lessons in accordance with American Red Cross or other national recognized aquatics programs and performs other related duties as required. Certificates in Lifeguard Training, First Aid and CPR required. Step 1 Step 2 Step 3 Step 4 Step 5 $4-0=~ 10.62 $4-0=0011.23 $-!q--.~ 11.89 $~12.58 $4-gx.9-t-13.30 Technical Specialist - H Under general supervision, responsible for work that requires technical skills associated with one or more of the following areas: drafting/CAD, electronics, computer systems, engineering, environmental science, or planning. Step 1 Step 2 Step 3 Step 4 Step 5 $~16.62 $ ~-t-%0817.59 $4-8-A3618.61 $-I-0=!~_ 19.69 $~20.83 Theatre/Arts Professional I - H Under general supervision, performs highly skilled jobs in support of performing and visual arts. Examples would include exhibit design and installation, graphic design, theater scene, costume & lighting design and direction, studio supervision, etc. Step I Step 2 Step 3 Step 4 Step 5 $~19.40 $40=9-320.53 $_a44~21.72 $__~.~ 22.98 $~a2o4~24.31 Theatre/Arts Professional II - H Under limited supervision, performs highly specialized jobs in support of performing and visual arts. Examples would include exhibit design and installation, graphic design, theater scene, costume & lighting design and direction, studio supervision, etc. Two years of experience equivalent to that of a Theatre/Arts Professional I. Step 1 Step 2 Step 3 Step 4 Step 5 $_2~. ~23.62 $~24.99 $2--5=6926.44 $ 2-g-=!427.97 $2-g-:g429.60 Theatre/Arts Technician - H Under supervision, performs paraprofessional and skilled support to a specific performing or visual arts program area such as lighting, props, building, painting, stitching- etc. Step I Step 2 Step 3 Step 4 Step 5 $-14~13.78 $44=1414.58 $4449415.42 $~16.31 $-t4:-_7-617.26 Theatre/Arts Aide - H Under general supervision, performs general unskilled and some semiskilled tasks in support of theater, arts and museum programs. Step 1 Step 2 Step 3 Step 4 Step 5 $g=gg_9.09 $9-5-39.62 $9-:gg 10.17 $-t-0-.4-5t 0.77 $ ~4-44~611.39 Zoological Assistant - H Under supervision, performs assigrmaents that assist in the maintenance, control, and shelter of animals in the zoo and other City facilities. Step 1 Step 2 Step 3 Step 4 Step 5 sggx_gg20.53 $ _-2q=g021.73 $~22.99 $2-g:6024.31 $2-4x.~25.72