HomeMy WebLinkAboutStaff Report 388-06TO:
FROM:
DATE:
SUBJECT:
City
HONORABLE CITY COUNCIL
CITY MANAGER
October 10, 2006
City of Palo Alto
Manager’s Report
DEPARTMENT: ADMINISTRATIVE SERVICES
CMR: 388:06
APPROVAL OF RESOLUTIONS AMENDING THE MERIT SYSTEM
RULES AND REGULATIONS TO ADOPT A MEMORANDUM OF
AGREEMENT WITH SERVICE EMPLOYEES’ INTERNATIONAL UNION
(SEIU), LOCAL 715 AND ADOPTING A NEW COMPENSATION PLAN FOR
SEIU CLASSIFIED PERSONNEL
6
RECOMMENDATION
Staff recommends the following to Council:
Approve the attached resolution amending Section 1401 of the Merit System Rules and
Regulations to adopt a new Memorandum of Agreement between the City of Palo Alto and
SEIU, Local 715 for an effective period of May 1, 2006 to June 30, 2009 (38 months).
2.Approve the attached resolution adopting a new Compen’.~ation Plan for SEIU Classified
Personnel, effective with the pay period including May 1, 2006 through June 30, 2009.
BACKGROUND
The City’s agreement with SEIU Local 715 expired on April 30, 2006. The City commenced
negotiations with SEIU on March 22, 2006 regarding the terms and conditions of employment for
this represented unit. Following five months of negotiations consisting of 29 bargaining sessions,
City staff and members of SEIU have reached an agreement within Council authorization, the details
of which are contained in the attached Memorandum of Agreement.
Under State law, the City of Palo Alto is required to bargain in good faith and cannot unilaterally
make contract decisions for represented employee groups. The City must also comply with
collaborative bargaining laws and rules, and actions taken may be subject to review by the California
Public Employee Relations Board (PERB).
The City of Palo Alto is part of a regional labor market and competes for talent with other public
government and quasi-government agencies. For the purpose of negotiating labor agreements, the
Bay Area Consumer Price Index (CPI) is generally used as a way to measure the impact of inflation
on wages.
CMR: 388:06 Page 1 of 8
Based on recent negotiations involving SEIU and other organizations such as Stanford Hospital,
County of Santa Clara and Santa Clara Valley Transportation Authority, City staff anticipated
difficult negotiations with SEIU. The main issues of contract negotiations with these other
organizations were salary increases and enhanced retirement benefits, with SEIU negotiating multi-
year contracts with salary increases that have ranged between 9-12 percent as well as an enhanced
retirement formula with the County of Santa Clara. Nine of the eleven labor market cities that were
previously used as benchmarks for Palo Alto have improved or are in the process of improving their
retirement formula beyond 2 percent @ 55 within the last several years. Attachment A provides a
summary of Palo Alto’s 12 benchmark survey cities and identifies the cities which have enhanced
retirement formulas.
One of City management’s key goals during this negotiation process was to contain escalating
healthcare costs for existing employees and future retirees while retaining a competitive market
position. According to a recent 2006 summary of findings by The Kaiser Family Foundation (KFF),
employer health insurance premiums for family coverage have increased by 87.0 percent since the
year 2000. For the City of Palo Alto, the increase has been substantially.higher. Over the last five
years, the average health premium costs paid by the City increased by 15.5 percent annually, for an
overall total increase of approximately 93 percent. An article on the KFF website (kff.org) entitled,
"Comparing Projected Growth in Health Care Expenditures and the Economy," states that the
Centers for Medicare and Medicaid Services projected national health care expenditure to increase
from the current $2.16 trillion to $4.0 trillion by 2015, an increase of 85 percent. It also mentions
that since 1970, health care spending has grown at an average annual rate of 9.9 percent or about 2.5
percentage points faster than the nation’s Gross Domestic Product (GDP). It adds that health care
spending was at 7.2 percent of GDP in 1965 compared to over 16 percent today with a projection of
20 percent in 10 years.
During the past several years, the City has continued to work towards reductions in the high cost of
health insurance benefits. One of the steps taken through prior negotiations was to cap the City
contribution for healthcare premiums for the International Association of Firefighters bargaining unit
and Management and Professional group. In addition, the majority of Palo Alto Police Officers
Association employees agreed on a voluntary basis to be covered by less expensive health plans. In
the prior SEIU agreement, the number of current employees allowed to enroll in PERS Care (the
most expensive health plan) was limited to 62 of the 589 employees. The City also reached
agreements with all the City’s bargaining groups to raise the vesting requirement for eligibility for
retiree medical benefits from 5 years to 20 years for new hires. Finally, since fiscal year 2002-03, the
City’s general fund (non-enterprise) workforce has been reduced by 10.0 percent (over 70
employees) through attrition and layoffs. These actions taken together have significantly reduced
current healthcare costs.
DISCUSSION
Key items in the proposed agreement with SEIU include:
CMR: 388:06 Page 2 of 6
Healthcare Cost Containment
The City will reduce maximum payment for medical premiums from the highest
health plan (PERS Care) to the second highest (currently Blue Shield HMO) for all
current employees and future retirees. This change represents approximately
$450,000 annual savings in medical premium payments made by the City for current
employees alone. To illustrate the impact in cost: monthly premium payments made
by the City for an employee plus family in the PERS Care plan versus the PERS
Choice plan are $2,001 compared to $1,183 for PERS Choice, a savings of $818 per
month or $9,816 per year. The elimination of the PERS Care option will significantly
cut healthcare premium costs of future retirees.
The City will provide an annual stipend of $50,000 to cover the out-of-pocket costs
for employees that move from PERS Care to PERS Choice. The maximum stipend
will be $1,000 per employee or $2,000 for employees with family coverage for the
term of the contract. The purpose of this stipend is to provide coverage for non-
reimbursable costs incurred by employees with serious medical needs. It is not
anticipated that all 57 employees will need reimbursement since some will retire,
others will select plans other than PERS Choice, and many will not incur expenses
requiring reimbursements.
CalPERS Retirement
Salary
The agreement increases the pension formula from 2.0 percent per year of service to
2.7 percent @ 55 years of age effective January 6, 2007. Total cost for this change is
7.0 percent. Effective January 6, 2007, all employees will pay 1.0 percent share of the
PERS pension expense, reducing the cost to the City to 6 percent. The net present
value (NPV) of this enhanced benefit is approximately $25.0 million to be paid over
the next 23 years, for an average annual cost of $1.08 million.
Effective the pay period inclusive of July 1, 2007, all employees will pay an additional
1.0 percent share toward 2.7 percent @ 55 for a total of 2.0 percent, reducing the cost
to the City to 5.0 percent.
A 7.5 percent base salary increase over the 3-year contract. After taking into account the
employee contribution of 2.0 percent towards the PERS expense, this provision results in
a net salary increase of 5.5 percent over the term of the 3-year contract. The latest Bay
Area CPI, reported in September, was 3.8 percent. This is the factor that is generally
considered the benchmark for salary increases. The annual salary increases are as
follows:
a) A zero percent base wage increase from May 1, 2006 to January 1, 2007;
CMR:388:06 Page 3 of 6
b) A 1.0 percent base wage increase to all classifications effective January 1,
2007 (impacts only half of the fiscal year);
c) A 3.5 percent base wage increase to all classifications effective July 1,
2007;
d) A 3.0 percent base wage increase to all classifications effective July, 1,
2008.
Strengthened Management Rights
The City re-affirmed existing language in the contract which gives the City the ability to
outsource workforce following timely notification.
The City eliminated "in-lieu pay" for meals for Public Safety Dispatcher classifications.
In-lieu meals were paid at time and one half base pay and will now be paid at the base
salary rate only, eliminating 1/3 of the City’s previous costs in this area.
The City has increased options for selecting qualified employees for promotional
opportunities. Currently, if three qualified employees apply for a position in a
department no other candidates may be considered. The City may now consider external
candidates if three or more internal apply but do not successfully complete the selection
process.
Night shift premium will only be paid if an employee works a complete night shift.
Equity Adjustments and Other Modifications
The City has added several provisions to address recruitment and retention issues for
classifications where there are labor market shortages of qualified candidates.
Lineperson/Cable Splicer job classifications have been modified to provide greater entry
level recruitment opportunities. Water Treatment Plant Operators, Water Transmi ssion
Operators, and Utility Installer Repairers will receive 1 percent base pay premium for
additional certifications.
Work-out-of-classification pay has been capped at 5 percent for SEIU employees who
receive authorized assignments other than lead or supervisory assignments. Lead and
supervisor assignments will receive 7 percent. The reduction of qualifying days and the
implementation of a pay code to address this issue will also significantly reduce
administrative requirements.
The agreement modifies various sections of the contract relating to reduction in work
force, grievance and discipline procedures, union security, vacation accruals, worker’s
compensation benefits, tool allowances, pay practices, certifications, bereavement leave,
CMR: 388:06 Page 4 of 6
and use of sick leave.
The impact of the above changes equals 0.75 percent of the base compensation and is
effective September 30, 2006. A comprehensive summary of the changes made to the
2006-2009 SEIU Memorandum of Agreement can be found in Attachment B.
RESOURCE IMPACT
The proposed recommendations do not require a budget adjustment for fiscal year 2006-07 since the
increases start at midyear or partially in the fiscal year and there are sufficient funds included in the
adopted budget. The impacts for future years will be included in the proposed budgets submitted for
fiscal years 2007-09. The total impact to the base compensation for SEIU totals $5.8 million or
11.65 percent for the 38 month agreement. Over a three-year period the agreement totals 11.0
percent: since staff wanted the SEIU agreement to coincide with the City’s fiscal year to facilitate
budget preparations, two extra months were added to the agreement resulting in the additional 0.65
percent.
The City is balancing its risk between medical and pension costs by capping its medical premiums
while enhancing the pension plan. Since CalPERS manages the pension fund (one of the largest
funds in the world) and has a 9.2 percent rate of return over the last ten years, it is a more predictable
expense versus extremely volatile health care expenses, which the City has little control over. The 7
percent annual costs of 2.7 percent @ 55 consist of 2 percent for the normal ongoing cost and 5
percent for the previous years of expense for current employees. The 5 percent figure will be paid
over a 23 year period while the cost avoidance from capping medical expenses goes on into
perpetuity.
As mentioned previously, the City currently has 57 SEIU employees enrolled in the highest cost
medical plan, PERS Care, so the negotiated changes result in an additional $450,000 in healthcare
expenses. Furthermore, of the 589 current SEIU members, over 40 percent are age 50 or over, and
can currently select PERS Care as their medical plan upon retirement. Given the current expensefor
PERS Care it is likely that this amount would increase into the millions of dollars should future
SEIU retirees select this option.
To illustrate the relative importance of capping retiree medical costs, if a current employee retires at
age 55 with a life expectancy of 78 years of age, the City would pay the higher premium for
approximately twenty-three years, a difference of approximately $333,600, Under this example, if
all current 57 employees remained in the higher cost plan the cost difference over the projected 23
years would be approximately $20.7 million in current dollars, and cost avoidance would be
approximately $8.8 million (NPV): Again, using this example, if the current 589 employees in the
unit convert to the higher cost plan at the City’s current retirement plan selection rate, the difference
in cost over the next twenty-three years would be approximately $78.7 million in current dollars and
the projected cost avoidance would be $33.4 million (NPV). Using this analysis, the cost of
enhanced retirement is offset by the significant reduction in future retiree medical cost. This change
will significantly help control the over $148.7 million retiree medical liability recently documented
in CMR 272:06 Results of Actuarial Study for Retiree Medical Benefits -Governmental Accounting
CMR: 388:06 Page 5 of 6
Standards Board Statements Numbers 43 & 45 reported to Council June 20, 2006.
POLICY IMPLICATIONS
This recommendation is consistent with existing City policies.
ENVIRONMENTAL REVIEW
This action does not require an environmental review.
ATTACHMENTS
A.Summary of the City’s twelve benchmark survey cities, including Palo Alto.
B.Summary of the changes made to the 2006-2009 SEIU Memorandum of Agreement.
C.Total Cost of SEIU MOA
D.Resolution Amending Section 1401 of the Merit System Rules and Regulations.
E.Resolution Adopting a Compensation Plan for Classified Personnel (SEIU).
PREPARED BY:Helen Del Grosso, Manager of Employee Relations and Compensation
Sandra T.R. Blanch, Risk and Benefits Manager
Lalo Perez, Assistant Director, Administrative Services
DEPARTMENT HEAD:
RUSS CARLSEN
Director of Human Resources
DEPARTMENT HEAD:
~~-~ YEA S
irector ~s
CITY MANAGER APPROVAL:~~~~ ~
EMILY HARRISON "’--......
Assistant City Manager
CMR: 388:06 Page 6 of 6
AGENCY
ALAMEDA
BERKELEY
DALY CITY
RETIREMENT BENEFITS SUMMARY
SEIU SURVEY CITIES*
BENEFIT EMPLOYER
SHARE
EMPLOYEE SURVIVOR SICK
SHARE BENEFIT LEAVE
OPTION
2%@55 !12.6770%7.0%YES YES
ATTACHMENT
NOTES
2.7@55
3%@60
15.5930%0
15.1890% 8.0%
YES
YES
YES
YES
EPMC
8.0%
2.7 @ 55 effective 1/5/03
3% @ 60 effective
7/1/03
FREMONT 2.5%@55 1717840%8.0%YES NO 2.5%@55 effective 8/11/02
HAYWARD 2.5%@55 11.3650%1.0%YES NO EPMC
7.0%
2.5% @ 55 effective 8/26/02
MOUNTAIN VIEW 2%@55 12.3590%7.0%YES YES Currently in Negotiations
REDWOOD 2.7 @ 55 16.0140%8.0%YES NO
CITY 2.7 @ 55 effective 7/10/06
SAN JOSE OTHER 21.9800%0 YES NO EPMC
7.58O/o¯
EPMCSAN MATEO 2%@55 10.6840% O NO NO 7.0%
SANTA CLARA 2% @ 55 12.3200%7.0%NO NO 2.7@ 55
Effective 12/17/06
SOUTH SAN 2.7% @ 55 16.2760%8.0%NO YES 2.7 @ 55
FRANCISCO Effective 12/19/03
SUNNYVALEt, 2 2~’@55 11.3970%0 YES NO EPMC
7.0%
PALO ALTO 2% @ 55 12.4100%0 YES NO EPMC
7.0%
] The job classifications that compare to Palo Alto’s Classified employees are represented by Sunnyvale
Employee Association2 SEIU regular part-time employees are eligible for 2.7 @55 effective 7/01107
s:~hrcontracts~seiu’v’n~sc infoVetirernent_benefits_summary se~u_092806.doc Printed 10,5.2006 at 10:58 AM
*As of 9/06
ATTACHMENT B
Chan( es in 06/09 Agreement
WAGES 7.5% Increase over 38 month term of contract
May - Dec 06
Jan 07
July 07
MEDICAL
July 08
PERS Choice,
PERSCare, Blue
Shield, Kaiser
City pays 100% of plan
Two Tier Retiree
Medical Plan
0%
1% base wage increase and employee pays 1% of PERS retirement contribution
(half Fiscal Year)
3.5% base wage increase and employee begins paying additional 1% (for a total
of 2%) towards em ployee share of PERS retirement contribution
3% Base wage increase
[] City pays 100% of cost u~to the second highest plan. Employees who
continue with PERS Care will rece=ve City paid premium up to the dollar
amount of the second highest plan.
[]Health Plan Coverage for Future Retirees - Up to 2nd most expensive plan
(among existing array of plans).
RETIREMENT
DENTAL
MANAGEMENT
RIGHTS
Currently 2% @ 55 and
City pays 100% of
employee’s share
Orthodontia $1,500
When three qualified
employees apply for a
position, no external
candidate will be
considered.
2.7 @ 55 - Cost 7%
Effective Jan 1, 2007, employees begin paying 1% of cost. Additional 1% is
paid by the employee beginning July 8, 2006 for a total of 2% to be paid by
the employee. Net cost of 5% to City.
Orthodontia $2,000; plus composites for posterior teeth.
Clarification of the ’Rule of 3’ for promotional opportunities. Now three
q ualified employees must successfully complete the selection process. City
may recruit from outside.
EQUITY
ADJUSTMENTS
CERTIFICATIONS
Outsou rcing
Equity Adjustments
Certifications
Certifications/Pay
[]The City re-affirmed that existing language in the contract gives the City the
ability to outsource workforce following timely notification.
¯The City will identify and adjust the salary of all classifications which are 3%
or more below the median based on the City’s survey data and analysis.
The City added certifications to the list currently covered by this agreement
and will endeavor to resolve within 60 days of the adoption of this agreement.
The City will meet and confer with the Union in the future to determine which
certifications the City will pay the employee to acquire.
Pipeline Welding Assignment
The City will provide a 4% increase in base compensation to Utility Installer-
Repairer, Installer-Repairer Lead positions that meet DOT certification
requirements and are assigned these duties. Utility Installer-Repairer and
Utility Installer-Repairer Lead positions that fail to maintain current
certifications will not receive the 4% increase. Positions assigned these
duties and designated by Management to receive this premium will not
exceed five (5) Utility Installer/Re pairer and Installer/Repairer Lead.
Page 1 of 3 10/4/2006 4:16 PM
Certifications-Cont
ATTACHMENT B
Certifications Premiums will not be paid if certification is not maintained.
[] Building Inspector- one (1) percent one-time payment for a certification
above what is required,
Water and Wastewater System Operator Certification - 1% base pay
premium for certifications required by the Department of Health and/or the
State Water Resources Control Board. Premiums will not be paid if
certification is not maintained. All costs for obtaining certifications above
what the job description requires will be the responsibility of the employee
and may be paid for by using the City’s tuition reimbursement program
[] Any employee who operates a forklift will be required to obtain Forklift
Operator Certification. Training to be provided by the City.
MISCELLANEOUS Working Out of Class
Payments
Elimination of OT pay if
the City is unable to
provide a meal,
Qualifying dates for out
of class pay.
Night shift premium
OT Premium
Recognition
Clean Up of Language
Reduction in Force and
Resulting Employee
Movement
Grievance Procedure or
Appeal of Disciplinary
Action Procedure
[]Employees appointed to an "out of classification" basis will receive premium
pay within the range of the higher classification beginning the first day of the
assignment and shall be paid for all hours worked provided employee works
a minimum of four (4) hours. Payments capped at 5% or 7% of base pay
dependent upon assignment.
[] Non-emergency overtime meals for Public Safety Dispatchers. If the City is
unable to provide a meal, employee will be eligible, with Manager approval,
for reimbursement for a meal based on current policy.
Eliminated qualifying dates resulting in less paperwork and tracking for
managers.
[]Clarified night shift premium so that employees working OT are properly
compensated at an OT rate but no longer receive the night shift premium.
[]
Restrictions and clarifications that must be met for employee to receive OT
pay.
The Union proposed adding positions to the list of classifications currently
covered by the last agreement. The City and Union agree that their
discussion of this proposal will likely require additional time and analysis
beyond what will be otherwise needed for the parties to reach agreement on
a successor MOA.
Removed language regarding no planned layoffs.
City agreed to include last four digits of Social Security number in a monthly
electronic file listing union employees.
Length of service ties will be determined by lot in a method agreeable to both
parties rather than using last four digits.
Union employee must notify City of intent to bump in case of reduction of
force.
Procedure for reinstatement via re-employment list which includes
employee’s responsibilities for remaining on the list,
Better defined steps of grievance procedure or appeal of disciplinary action.
Defined Skelly process.
Page 2 of 3 10/4/2006 4:16 PM
ATTACHMENT B
Miscellaneous-
Continued
Miscellaneous
Adjustments
Job Related
Walking Shoes
Required
Medical Examinations
Tool Allowance
Employee Tuition
Reimbursement
Changes
Hours Accrual
Sick Leave Hours Use
E3ereavement Leave
Language removal
Domestic Partnership
benefit clarification
Electrician/Linesperson
& Linesperson/Cable
Splicer Apprenticeship
Clerical Study
Merit Rules and
Regulations
[]
[]
Reclass position #0135 to Code Enforcement Officer classification.
Rubber Gloving Premium - 2% increase in base salary for the
Lineperson/Cable Splicer and Lin eperson/Cable Splicer Lead Job
Classification to address Rubber Gloving requirements
Public Safety Dispatcher and Chief Public Safety Dispatcher - Emergency
Medical Dispatch certification added which includes a 5% corresponding
increase in base pay compensation.
Employees identified by management to work as a Police Officers Standards
and Training (POST) certified training officer (CTO) will receive the 5%
premium pay only for those hours spent as a CTO training a probationary
dispatcher while on-duty in the Dispatch Center.
Added eligibility for Meter Reader and Meter Reader-Lead
Employees shall be permitted to use up to two hours of regular City-paid time
for attendance at biannual medical examinations which are required by the
City for certain positions. Scheduling shall be preauthorized by the
supervisor.
Added eligibility for the following classifications: Park Maintenance Lead, Golf
Course Equipment Mechanic, Motorized Equipment Mechanic and Mobile
Service Technician
[]Consumables (i.e. printer ink, paper, batteries, etc.) do not qualify for
reimbursement.
[]Health club/gym membership.
¯Travel for educational conferences that the supervisor authorizes as being
job related or which will improve an employee’s skills.
n
[]
[]
Employees who work a schedule where a regular day off falls on a holiday
will accrue the hours they would have normally worked on that day.
Up to nine (from six) days sick leave per year may be used for illness in the
immediate family,
Added step-sister, step-brother, step-mother, step-father, niece, and nephew
Operation Iraqi Freedom.
Clarifies eligibility for reimbursement of monthly premium cost of an individual
health plan.
Review or develop job descriptions to reflect the qualifications needed to
attract and retain successful candidates, Job descriptions will not warrant
additional compensation.
[] The City and the Union agreed to conduct a clerical study in May 2004. The
study was completed in May 2006. It is expected that classification and
compensation changes will be made as a result of this study. The City and
the Union are to meet and confer over the results of the clerical study.
[] The City has commenced work to modify the Merit Rules and Regulations. In
this process, it is the intent of the City to include language related to
proposed bargaining unit designation and new regular classifications. The
proposed language will provide for written notification to the Union and would
also provide for a 15 day response time for the Union to notify the City in
writing of any obiections.
Page 3 of 3 10/4/2006 4:16 PM
ATTACHMENT C
O
o
O
o
** *NOT YE T APPROVED
RESOLUTION NO.
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO
AMENDING SECTION 1401 OF THE MERIT SYSTEM RULES AND
REGULATIONS REGARDING THE MEMORANDUM OF AGREEMENT BETWEEN
THE CITY OF PALO ALTO AND LOCAL 715, SEIU
The Council of the City of Palo Alto does RESOLVE as
follows:
SECTION I. Section 1401 of the Merit System Rules and
Regulations is hereby amended to read as follows:
"1401. Memorandum of agreement incorporated by reference. That
certain memorandum of agreement by and between the City of Palo
Alto and Local 715, SEIU, consisting of a Preamble and Articles I
through XXVII and Appendices A through I, attached thereto and
incorporated therein, for a term conunencing May I, 2006, and
expiring June 30, 2009, is hereby incorporated into these Merit
System Rules and Regulations by reference as though fully set forth
herein. Said memorandum, as amended, shall apply to all employees
in classifications represented by said Local 715, 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 employees represented by
said Local 715."
SECTION 2. The changes provided for in this resolution
shall not affect any right established or accrued, or any-offense
or act committed, or any penalty of forfeiture incurred, or any
prosecution, suit, or proceeding pending or any judgment rendered
prior to the effective date of this resolution.
//
//
//
//
//
//
061003 cjs 8260331 1
***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:
ABSTENTIONS:
ATTEST:APPROVED:
City Clerk Mayor
APPROVED AS TO FORM:
S~nior Asst. City Attorney
City Manager
Director of Administrative
Services
Director of Human Resources
061003 cjs 8260331
Style Definition: Heading
i 2,SECTION
May 1,2006 - June 30, 2009
Dear City Employee:
The Memorandum of Agreement contained herein has been negotiated between
Local 715, Service Employees’ International Union, AFL-C!O/CLC, and the City of
Palo Alto. The Agreement contains information about wages, hours and fringe
benefits as well as the terms and conditions of employment for classification within
the representation unit.
We hope you will keep this Memorandum of Agreement for reference as needed and
familiarize yourself with its contents.
CITY HUMAN RESOURCES DEPARTMENT
City of Palo Alto
250 Hamilton Avenue
Palo Alto, California 94301
(650) 329-2534
FAX: (650) 329-2696
LOCAL 715, SEIU
891 Marshall Street
Redwood City, California 94063
(650) 365-8715
FAX: (650) 365-7956
TABLE OF CONTENTS
PREAMBLE
ARTICLE I - RECOGNITION
Section 1.
Section 2.
ARTICLE II - NO DISCRIMINATION
Section 1
Section 2
ARTICLE III - UNION SECURITY
Section 1. Notice.
Section 2. Agency Shop.
Section 3. Documentation; Insurance.
Section 4. Payroll Deduction.
Section 5. Bulletin Boards and Departmental Mail.
Section 6. Access to Union Representatives.
Section 7. Meeting Places.
Section 8. Notification to the Union.
Section 9. Union Logo.
Section 10.
Section 11.
Section 12. Job Postings.
Section 13. Contracting Out
ARTICLE IV - STEWARDS
1
2
2
2
2
2
2
3
4
4
5
5
5
5
6
6
6
6
6
7
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/200~ 4:23 PM
Section 1.
Section 2.
Section 3.
Section 4.
Section 5.
Section 6.
Section 7.
ARTICLE V - REDUCTION IN FORCE
Section 1.
Section 2.
Section 3.
Section 4.
Section 5. Re-Employment List.
Section 6.
Section 7.
Section 8.
ARTICLE Vl - PERSONNEL ACTIONS
Section 1, Probation.
Section 2, Personnel Evaluations.
Section 3. Personnel Files.
Section 4, Release of Information.
Section 5. Promotional Opportunities.
Section 6.
7
7
7
8
8
8
8
8
8
8
8
9
9
9
10
10
’10
10
10
11
11
11
13
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/200~ 4:23 PM
Section 7. Apprentice Positions.
Section 8.
ARTICLE VII - PAY RATES AND PRACTICES
Section 1.
Section 2. Step Increases.
Section 3. Working Out of Classification.
Section 4. Classification Changes.
Section 5. Job Re-Evaluation.
Section 6. Advance of Vacation Pay.
Section 7. Assignment to a Lead Position.
Section 8. Realignments and Survey Data Base
ARTICLE VIII - HOURS OF WORK, OVERTIME, PREMIUM PAY
Section 1. Work Week and Work Day.
Section 2. Overtime Work.
Section 3. Work Shifts.
Section 4. City-Paid Meals.
Section 5. Break Periods.
Section 6. Clean-Up Time.
Section 7. Standby Pay, Call-Out Pay.
Section 8. Night Shift Premium.
Section 9. Bilingual Premium.
ARTICLE IX - UNIFORMS AND TOOL ALLOWANCES
Section 1. Uniforms.
iii
13
13
13
14
17
17
18
18
19
19
19
20~19
2O
2O
21
222-1-
23
23
24
24
24
25
25
D, R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/200~ 4:23 PM
Section 2. Tool Allowance.
Section 3. Safety Shoe Allowance.
Section 4. Certifications.
Section 5. Weather Protection
ARTICLE X - HOLIDAYS
Section .1. Fixed Holidays.
Section 2. Pay for Fixed Holidays.
Section 3. Work on Fixed Holidays.
Section 4. Variations in Work Week.
Section 5. Floating Days Off.
ARTICLE XI - VACATIONS
Section 1.
Section 2. Holiday Falling During Vacation.
Section 3. Illness During Vacation.
Section 4. Accrued Vacation Pay for Deceased Employees.
Section 5. Effect of Extended Military Leave.
Section 6. Vacation at Termination.
Section 7. Vacation Cash Out.
ARTICLE XII - LEAVE PROVISIONS
Section 1. Sick Leave.
Section 2. Bereavement Leave.
Section 3. Military Leave.
Section 4. Leave Without Pay.
iv
28
28
29
32
32
32
33
33
34__2,~
34
35
35
36:&5
36
36
36
36
36
36
36
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38,3-7-
38
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Section 5. Jury Duty and Subpoenas.
Section 6. Time Off to Vote.
Section 7.
Section 8. Personal Business Leave Chargeable to Sick Leave
Section 9.
38
39
39
39
39
ARTICLE Xlll - WORKERS’ COMPENSATION INSURANCE
Section 1, Industrial Temporary Disability.
Section 2. Vocational Rehabilitation for Permanently Disabled Employees.
39
39
40
ARTICLE XIV - BENEFIT PROGRAMS
Section 1. Health Plan.
Section 2. Dental Plan.
Section 3.
Section 4.
Section 5. Basic Life Insurance
Section 6. Vision Care.
Section 7. Deferred Compensation.
Section 8. Long Term Disability Insurance.
Section 9. Effective Date of Coverage for New Employees.
Section 10. Dependent Care Assistance Program.
Section 11. Tuition Reimbursement and Training Programs.
40
40
44
44
4544
45
45
45
45
464.~
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46
_D. R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 ,!,:23 PM
ARTICLE XV - RETIREMENT
Section 1.
Section 2.
Section 3.
Section 4.
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48
48
ARTICLE XVI - COM MUTE INCENTIVES AND PARKING
Section 1. Commute Incentive.
Section 2. Parking Lot Security - Municipal Service Center
Section 3.
48
48
49
49
ARTICLE XVII - PHYSICAL EXAMINATIONS 49
ARTICLE XVIII - SAFETY
Section 1. Health and Safety Provisions.
Section 2.
Section 3. Safety Committees and Disputes.
50
50
50
ARTICLE XIX - GRIEVANCE PROCEDURE
Section 1
Section 2. Definition.
Section 3. Conduct of Grievance Procedure.
Section 4. Grievance Procedure.
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ARTICLE XX - UNSATISFACTORY WORK OR CONDUCT AND DISCIPLINARY
ACTION 55
ARTICLE XXI - NO ABROGATION OF RIGHTS 57
ARTICLE XXII - OUTSIDE EMPLOYMENT 57
ARTICLE XXIII - WORK STOPPAGE AND LOCKOUTS 57
ARTICLE XXIV - PROVISIONS OF THE LAW
Section 1.
Section 2.
Section 3.
58,57
588-7-
58
58
ARTICLE XXV - COST REDUCTION PROGRAMS 58
ARTICLE XXVI - REOPENERS 58
ARTICLE XXVII - TERM
APPEND~ A
vii
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ARTICLE XX - UNSATISFACTORY WORK OR CONDUCT AND DISCIPLINARY
ACTION 55
ARTICLE XXI - NO ABROGATION OF RIGHTS 57
ARTICLE XXII - OUTSIDE EMPLOYMENT 57
ARTICLE XXIII - WORK STOPPAGE AND LOCKOUTS 57
ARTICLE XXlV - PROVISIONS OF THE LAW
Section 1.
Section 2.
Section 3,
5887-
58,~7-
58
58
ARTICLE XXV - COST REDUCTION PROGRAMS 58
ARTICLEXXVI-REOPENERS,58
ARTICLE XXVII - TERM
APPEND~A 61
vii
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APPENDIX B 856~
APPEN DIX C
APPENDIX D
Section 1. Exceptions to Standard Workday or Work Week for SEIU
Representation Unit
Section 2. Rules Governing Flexible Work Hours
Section 3. 2080 Plan
2080 Plan
Shift Schedule
APPENDIX E
APPENDIX F
APPENDIX G
APPENDIX H
APPENDIX I
88_6S
89=66
89__66
89__66
987-S
viii
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2006- 2009
MEMORANDUM OF AGREEMENT
City of Palo Alto and Local 716, SEIU, AFL-CIO, CLC
PREAMBLE
This Memorandum of Agreement is entered into by the City of Palo Alto (hereinafter
referred to as the City) and Local 715 Service Employees International Union, AFL-CIO,
CLC (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 unit. This Memorandum of Agreement is pursuant and subject to Sections
3500 - 3510 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 - 3510 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 all regular full and part-time employees in the classifications listed in
Appendix A attached. "[his unit shall for purposes of identification be titled the SEIU unit.
Section 1.a. The union has subr~k’ted a request for modification to the unit definition.
The Union has proposed to add certain ~unrepresented Manaqement,
Professional and Confidential u4~represea~positions to the list of classifications
currently covered by this Memorandum of Agreement. The City and Union agree that
their discussion of this proposal will likely require additional time and analysis beyond
what will be otherwise needed for the parties to reach agreement on a successor
MO~.MOA.
As part of this process the parties will discuss all of the issues presented in the union’s
request for modification to the unit definition. Accordingly, the parties aqree that the
City and Union will continue to meet and confer on this Union proposal after ratification
and adoption of this ~MOA. The parties agree that they will work diliqently, and in
good faith, to attempt to address and resolve the issues raised by the Union proposal,
and endeavor to reach an agreement to the extent possible, within six months of the
adoption of this contract.
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Section 2. No supervisor will perform the work of an employee in the SEIU unit
provided that there is an employee available who regularly performs such work, This
does not preclude a supervisor from performing work of a minor nature or during bona
fide emergencies or on a standby status when willing and qualified unit employees do
not live within a reasonable response time of their work location.
Supervisory personnel shall be called out to perform unscheduled work only when SEIU
unit employees are unavailable to perform such work or in cases of bona fide
emergencies as defined in Article VIII, Section 2. In cases of bona fide emergencies,
SEIU unit employees shall be called out to complete the necessary work after the
immediate emergency situation has been reasonably contained.
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 any of the covered job classifications, the City shall notify that
person that the Union is the recognized bargaimng 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
I 15 minutes.
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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
registered letter, return receipt requested, to the Director of Human Resources and
the Union only 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 public
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.
DR
(e)
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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.
Section 3. Documentation;-I~surarm~.
The City shall supply the Union with:
(a)a monthly electronic file~ of the names, membership status/fee payer
designation,, addresses~aa6Lclassifications, monthly base pay, pay period number,
Committee on Political Education (COPE) listed separately and last four digits of the
Social Security. number 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 retirement, which occurred
during the previous month.
The Union shall supply the City, and as applicable, the employees, with:
(a) 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), above. The dues deduction form shall include a check box for those employees
who wish the Union to receive notification in the event of unsatisfactory work, conduct,
4
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9!27/2006 4:23 PM
or disciplinary action taken pursuant to Article XX. 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 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: "~) 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 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.
(a) General. 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.
(b) Chan.qe. in City’s Financial Situation. ,.v~’~" !=yoffs ~,~ .......... ~-,v~’~ I,~,,, t....,,~ ,~v. .~’~nnA. n~
budget:. Should the City’s financial situation deteriorate gue to ’JRforeseeR econemie
co~d!t!o~s or State tcke =w=ys, and the possibility of layoffs result, the City Manager will
give prior notice to and consult With the Union prior to recommending any layoffs to the
City Council.
5
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(c) Vacancies and Temporary Personnel. The City agrees to notify SEIU Local 715 in
writing when any irregular, temporary, hourly, provisional, special or extra help
employee who consistently performs work typical of the SEIU Local 715 bargaining unit
exceeds 1000 hours of work within a 18-month period. The City agrees to notify SEIU
Local 715 in writing when any position covered by this agreement is left vacant for more
than 60 days.
Through a separate meet and confer process, the City and Union will develop a way to
convert long term, ongoing temporary-hourly positions to regular status. The City and
Union will meet and confer regarding wages, benefits and terms and conditions of work.
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. 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. 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.( Formatted: L~t
The City shall incorporate the requirements of this Article when publicizing job
announcements for classifications covered by this Memorandum of Agreement.
Section 13. Contracting Out ............Formatted: L~
T,,e 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.
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 -!,:23 PM
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. 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, The number of stewards designated by the Union at a given time shall not
exceed thirty-five (35).
Section 3. It is agreed that, as long as there is prior notice to the Supervisor with no
disruption of work, stewards 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.
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
Section 4: The Union agrees that the steward shall give advance notification to his/her
supervisor before leaving the work location, except in those cases involving
emergencies where advance notice cannot be given.
Section 5. Three Union officers, who are City employees, 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 6. 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 7. Six union officers, who are City employees shall be allowed a reasonable
amount of release time off for monthly Labor/Management Meetings.
ARTICLE V - REDUCTION IN FORCE
Section 1. In the event of reductions in force, they shall be accomplished wherever
possible through attrition.
Section 2. 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. If the work force is reduced within a department, division, or office for
reasons of change in duties or organization, abolition of poo,tion, 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 regular classification with no adjustment for
leaves of absence. Length of service ties will be determined,,, ~’~ ~,=.~, ...... ~,~ ~,,,~ .... ~,,,~,~ .....
by lot in a method aqreeable to both parties.
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 regular or hour!y
positions which are requisitioned and for which the employees are qualified for a period
beginning with notification and ending sixty 6=(~=0=) days following the reduction in force.
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
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 and severance pay equal tO one month’s salary at the employee’s
final rate of pay .E~r4er-teat termination~;ithin 72 hours of the d~te cf ter-miaatien. This
does not include any amounts payable under Article V, Section 6, or PERS contribution
refunds, if any.
Section 4. Employees identified for layoff who have seniority (bumping) rights to their
cu trent or previously held classifications within the representation unit must declare their
intention to exercise these rights in writing and submit to the Human Resources
Department within seven (7) working days after written notification of layoff, otherwise
bumping rights will automatically terminate. Bumping may occur within tl~e
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. ^ .... ~ ........ k,, ,~,,-~ ....
b~,,,~,,~’~",u r!ghts m~y,,v.""* ~lso claim ~,,v,,.s"’;~"i~" ~,,m~l~ 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 ~mployees laid off or who
through bum ping changed classification in accordance with the provisions of this Article
shall be entered upon a re-employment list in seniority order. The employee with the
greatest seniority on the re-employment list, including those who exercised their
bumDina rights, shall be offered reinstatement first. Such notice of reinstatement shall
be in writing with a copy to the employee, Union and Chapter Chair. -If a laid off
employee waives reinstatement or fails to respond within ten (10) working days of
receipt of the notice, the employee shall be removed from the re-employment list. The
person with the t-,,ghest seniority includinq those who .exercised their bumpinq riqhts on
a ~A4siemre-employment list for a particular classification when a vacancy exists in that
classification ~n that d!vlsien-shall be offered the appointment. Names shall be carried
on a re-employment list for a period of two (2) years from the date of separation from
City services or change of classification through bumping. Upon re-employment within
the two-year period, the employee’s hire date of record at the time of layoff will be
reinstated.
D R A F T: LAST PRINTED 10/4/2006 11:15 AMg/27/200e .!,:23 PM
$8ct.;---.", 7. Employees laid off pursuant to Section 2 who are reinstated to a regular
position within sixty (60~days shall retain the sick leave balance they had at the time of
layoff, unless they have received a sick leave payoff in accordance with Article XII.
Upon relnstatement, ~h .... ~ ..... ,(. h~,. ,4.~, .,~ ..... ,4 ..÷ ~h~. ~;~,,~ ,-,~ ~ .... ~ ,,,m h.,
Section 87. No representation unit employee will be laid off or.remain on a re-
employment list when hourly employees are performing substantially all the duties of the
classification of the employee receiving a layoff notice, or on a re-employment list. This
provision shall not be applied to hourly positions which have been traditionally used for
seasonal and part-time work.
ARTICLE VI - PERSONNEL ACTIONS
Section 1. Probation. Each new regular or part-time employee shall serve a
probationary period of six (6) months, (twelve (12) months for the classifications of
Public Safety Dispatcher, Chief Public Safety Dispatcher, Animal Control Officer,
Communications Tech, Chief Communications Tech, Community Services Officer,
Court Liaison Officer, Crime Analyst, Police Records Specialist, Property Evidence
Technician, and Veterinarian Tech), commencing with the first day of his/her
employment. 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 the third month.
In the event of termination prior to successful completi.on of the probationary period,, ........~Formatted; Justified
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
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D R A F T: LAST PRINTED 10/4/2006 ! 1:15 AM9/27/2009 4:23 PM
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 appeal
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. Records of disciplinary actions,
including references in a performance evaluation, shall be removed from a personnel
file upon written request by the employee or in the normal process of file review after a
period of three years, or sooner as mutually agreed by Management and the employee.
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.
Section 5. Promotional Opportunities.
(a) ~.
Promotional opportunities for classifications within the representation unit will be
posted for at least ten (10) working days (Monday through Friday) prior to selection.
Outside recruitment may be used for promotional openings and may begin at the
time of posting, or any time thereafter. If, howe~,:~r, there are three or more qualified
internal candidates within the department where the vacancy occurs, and those
candidates successfully complete the selection process, outside candidates will not
be considered.
(b) Internal Candidate Eligibility.
All non-probationary representation unit employees are eligible to apply for posted ........~Formatted-’.]ustified
promotional opportunities, except that Management may waive this requirement for
all probationary employees within the department where the promotional opportunity
occurs.
(c). Selection.
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The selection procedure for each promotional opening will be determined and
administered by the Human Resources Department in consultation with the
requisitioning department. Selection procedure and job description information will
be available at the Human Resources Office at the time of posting. Efforts will be
made to standardize tests and procedures where standardization is feasible and
appropriate. Any tests used shall be reasonably predictive of success in the
classification, and tests not be biased with respect to race, sex, sexual orientation,
religion, creed, political affiliation, color, national origin ancestry, or age. Selection
procedures may include any or all of the following phases:
(1)Application. Both inside and outside candidates must complete a City of
Palo Alto application form specified by the Human Resources Department.
Applications must be submitted to the Human Resources Office.
(2)screenin,q. Applications will be screened by the Human Resources
Department to ascertain whether candidates meet minimum requirements as
outlined in the job description. Internal candidates deemed not to meet
minimum requirements may submit additional qualification information writing
within three working days of notification of requirement deficiency.
(3)Performance Testing. Performance tests, such as typing, machinery or
vehicle operation, skills demonstration, physical agility, etc., will be qualifying.
Pass-fail points will be announced in advance for qualifying tests. If
requested in writing prior to the test, performance test may be witnessed by
Union steward.
(4)Written Tests. Written achievement or aptitude tests will be qualifying. Pass-
fail points will be announced in advance for qualifying tests.
(5)Interviews, Appraisals. Interviews may be conducted individually or by
interview boards ~,nd will be qualifying. Interview boards shall be composed
of qualified and unbiased people. Where interview boards are used,
Management will include at least one bargaining unit employee on each
board. If individual interview or an interview board is used, a majority of the
individuals or board members must recommend a candidate in order for the
candidate to qualify for appointment. Performance appraisals written by
candidates’ supervisors may be used as indicated in the selection procedure.
(d) Recommended Candidates.
Candidates who successfully complete all phases of the selection procedure will be
recommended to the appointing authority.
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D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 ,!,:23 PM
(e) Seniori~. Seniority, for purposes of this Article, will be based on current service
hire date of record in a regular classification with no adjustment for leaves of
absence. Seniority ties wilt be determined in favor of the employee with the lowest
employee number last four digits. Exceptions to this subsection may be established
by mutual agreement on a departmental or divisional basis. Such exceptions are
listed in Appendix G.
(f) Appointment.
The appointing authority will make appointments from among those recommended
candidates who are most qualified as determined by objective review of selection
procedure results and background materials. Where appointments are made from
only internal candidates who are equally qualified as determined by objective review
of selection procedure results and past performance, seniority will be the
determining factor in promotional appointments.
(g) Violations.
Any violation of this Article may be appealed to the Human Resources Director in
Step III of the gnevance procedure.
Section 6. Unit employees applying for a vacant equal or lower paying position shall
have the same rights as unit employees applying for a promotion.
Section 7. Apprentice Positions.
(a)The City shall establish apprentice positions wherever feasible. Length of
apprenticeship, type of training, and pay levels shall be by mutual agreement.
Where possible, apprentice positions will underfill regular positions so that
incumbents may automatically progress to the classification for which they are
training upon successful completion of apprenticeship. The City will meet and
confer with the Union before adding any new apprenticeship programs during the
term of this agreement. All apprenticeship programs are listed in Appendix B.
Section 8. In assigning employees to regular or special shifts, transfer, standby,
overtime, or vacation selection, ability to perform the work, length of service and/or
equitable rotation shall determine the assignments. In accordance with this provision,
more definitive rules may be arranged by mutual agreement of the Union and individual
City departments.
ARTICLE VII - PAY RATES AND PRACTICES
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D R A F T: LAST PRINTED 10/4/2006 ~ 1:15 AM9/27/2006 4:23 PM
Section 1,
Salary increases will be as follows:
(a)g%-fer-the-first-year of the contract .......f Formatted: Bullets and Numbering
~k)E-f- ., ;:-.._ ! ~ ~ - _ :" _’t~Fl~~~g4i-c-e~e~Ge~4~ .........(Formatted= Bullets and Numbering
c!assificat!on.
.......... [Formatted: Bullets and Numbering
( Formatted: Bullets and Numbering
Traff!c Contro! Maintenance !
Traffic Contro! Maintenance !!
Traff!c Control Maintenance Le~d
Street Maintenance Ass!staN
Commun!cat!ons Techn!cian
Seaior-Pqa~e~
(f)-E-ffeet4ve-withqhe-pay-per~d-i~oluOiag4anuany !, 2006 ~ ! o,% increase for realigame~
(a)One (1) percent base wage increase, effective 1/6/07
(b)3.5% base wage increase effective the pay period inclusive of 7/1/07
(c)The positions listed below will receive the following equit.v ad!ustment effective
9/30/06.
14
D R A F T: LAST PRINTED 10/4/2006 11:15 AMg/27/200e 4:23 PM
Equity Adjustments: The City agrees to adjust the salary of all classifications identified
as 3% or more below market to 3% below the median based on the City’s survey data
and analys s durinq the 2006 Negotiations.
Buyer 10.8%
Associate Buyer 10.8%
Desktop Technician 2.7%
Graphic Designer 2.7%
Equipment Operator 2.3%
Equipment Operator Lead 2.3%
Heavy Equipment Operator 2.3%
Heavy Equipment Operator Lead 2.3%
Truck Driver 2.3%
Street Sweeper Operator 2.3%
Street Sweeper Operator - Lead 2.3%
Senior Planner 1.5%
Building/Planning Technician 1.5%
Tree Trimmer/Line Clearer 1.1%
Tree Trimmer/Line Clearer Lead 1.1%
Tree Trimmer!Line Clearer Assistant 1.1%
Tree Maintenance Assistant 1.1%
Tree Maintenance Person 1.1%
Park Ranger 1.0°,4
St. Park Ranger 1.0°,4
Storekeeper 0.6%
Storekeeper Lead 0.6%
Assistant Storekeeper 0.6%
Fleet Services Coordinator 0.6%
Equipment Parts Coordinator 0.6%
Lineperson/Cable Splicer 0.5%
Lineperson/Cable Splicer Lead 0.5%
LinepersordCable Splicer-T 0.5%
Lineperson/Cable Splicer-TL 0.5%
Lineperson!Cable Splicer Apprentice 0.5%
Resource Planner 0.3%
Assistant Resource Planner 0.3%
Associate Resource Planner 0.3%
Utility Rate Analyst 0.3%
Engineering Technician I 0.2%
Engineering Technician II 0.2%
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DRAFT:LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
Engineering Technician lII 0.2%
Landfill Technician 0.2%
Community Services Officer 0.2%
Court Liaison Officer 0.2%
Crime Analyst
Property Evidence Technician
0.2%
0.2%
(d) 3.0% base wage increase, effective the pay period inclusive of 7/1/08.
EFFECTIVE WITH THE PAY PERIOD FOLLOWIN6 COUNCIL ADOPTION OF
CONTRACT
Reclass position #0135 to Code Enforcement Officer classification.
Park Ranger
A 1% adjustment in base compensation for Park Rangers and Senior Park
Ran= ec~.
Rubber Gloving Premium
The City agrees to provide a 2% increase in base salary for the
Lineperson/Cable Splicer and Lineperson/Cable Splicer Lead Job Classification
to address Rubber Glovinq requirements
Public Safety Dispatcher and Chief Public Safety Dispatcher
Emergency Medical Dispatch (EMD) certification will be added to the Public
Safety and Chief Public Safety Dispatcher job descriptions with a 5%
corresponding increase in base pay compensation.
Effective the pay period inclusive 7/1/07 2.5% base wage adjustment for Public
Safety Dispatchers and Chief Public Safety Dispatchers.
~al a@dstment of e.e% effective danuap/!, 2005. The intent of th~n
pedod ~ndud~ng Ja~u3pj !, 2005.
16
DRAFT:
Tr3ff!c Centre! ,M3inten~nce !
Traff!c Centre! ,Ma!ntenance III
Street ,M~!nten~nce h, ss!st~nt
Communications Technician
Seaier-P-la~qe~
P~rk~R~ Enforc~m~t Officer
P:rk~G E~forc~m~t Officer L83d
LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
Section 2. Step Increases. Merit advancements from the first salary step to the second
salary step shall be granted at six-month intervals and between second and subsequent
steps at one-year intervals, if the affected employee has demonstrated continued
improvement and efficient and effective service. For the purpose of determining step
time requirements, time will commence on the first day of the month coinciding with or
following entrance onto a salary step. Step increases shall be effective on the first day
of the payroll period in which the time requirements have been met.
Section 3. Working Out of Classification. The term "working out of classification" is
defined as a Management authorized full-time assignment to a budgeted 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:
(a)Employees appointed to unfi!!ed requisitioned pos!t!ons on an "out of classification"
laasi~-will receive acting pay within the range of the higher classification beginning
the first day of the assignment and shall be paid for all hours worked in the hiqher
classification provided employee works a minimum of four (4) hours.= Where out-of-
class appointments last for more than 90 days, and whenever feasible, out-of-class
appointment will be rotated among qualified interested employees m the work group.
eoverage-w!!!, ....~,; ......~ ~v.,,~;’--’,~ pay-witMa4he-raage-ef-t-h e higher c!~sslflcatlen ~,-’~÷,~.~, ~~e
17
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/200~ ,l:23 PM
~ 3ss!gnmeAt ;’~ *~"- "~"*;~’~ poslt~cn ...... ’"~ ........ the agreement year :~"
~’ou!d~ .~,~"~;’4 ,,;* p e rm a,qeat-ly-at~eiateeqe4hakelassifieat4om.
Employees will receive 5% premium pay for all assiqned out of class pay for work within
SEIU Classifications with the exception of lead assiqnments where the out of class pay
will result in a 7% premium pay.
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.
Section 4. Classification Changes.
(a)During the course of this agreement, the Union and affected employees shall be
notified in advance of any contemplated changes in classification description, and
such changes shall be subject to the meet and confer process during the term of this
Memorandum of Agreement. If the Union and the City cannot reach agreement on
the appropriate pay bevel from a job so reclassified, the classification shall revert to
its former status.
Section 5.-Job-Re=Evaluatio. Reclassification Requests.
(a)t.,~ During *k,,o~ years ; .... ~;~ negotiations ,4-- "--* " ..... ,4"~" * .... ~*; .....
a~An employee or his/her representative may request in writing a re-
evaluation of his/her job based on significant changes in job content or significant
discrepancies between job content and Classification description, The request must
be in writing, contain justification and may be made only on an annual basis during
the period of September 10 through October 10. A statement by management that a
job re-evaluation request will be submitted with the departmental budget does not
relieve an employee from the responsibility of submitting his/her own reque’~ during
this period. The Administrator of Compensation will ~respond to such requests
in-a-timely-manners, within ninety (90) calendar days by notice to the emplovee and
the union; however, this timeline may be extended if necessary. Such response
shall include any reclassification to a different classification or chanqes in description
that the City believes are warranted and any related changes in applicable pay
ranee. If meetings are held, the employee may request representation.~
~Nermine~l-wilJ-~e6ome ’~**’~"*~,,~ ÷~"~ *~,~ .... period "* ~’~ fo!!ov,~,g *;~"~ yea~--e~
*’~{"~" If a reclassification is approved and
results in an increase in salary, it shall be retroactive to the date the Employee or
Union filed the request for the reclassification.
(b) Employees may appeal any decision subject to this process in accordance with
Article XlX, Grievance Procedure.
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D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/200~ 4:23 PM
(c) Not withstanding an arbitrator’s award pursuant to any appeal process, the City
retains the right to forego implementinq the changes and the proposed changes
shall revert to the status quo as it existed before those chanqes in duties occurred or
were proposed.
(d) An employee may submit a request for reclassification for the same classification no
more than once every twenty-four (24) months.=
Section 6. Advance of Vacation Pay. Vacation pay shall be made available in
advance of regular payday, provided that employee requests such advance in writing to
the Finance Department at least two weeks prior to his/her vacation date. The
employee’s supervisor must verify vacation date on the request.
Section 7. Assignment to a Lead Position. All vacancies in lead positions shall be
filled in accordance with Article Vl, Section 5. The pay range for the lead position shall
be seven percent above the pay step of the highest paid employee on the crew.
Departmental exceptions for filling lead positions on a rotational basis for training and
development purposes may be arranged by mutual agreement of the Union and
individual City departments. Current exceptions are listed in Appendix C.
Section 8. Realignments and Survey Data Base
(a)Management and the Union have agreed to a compensation survey data base
structure which identifies specific benchmark classifications, tie classifications,
agencies to be surveyed and survey classification matches. Survey Cities include:
Alameda Hayward San Mateo
Berkeley Mountain View Santa Clara
Daly City Redwood City S. San Francisco
Fremont San Jose Sunnyvale
The database is intended to e;;minate duplicate efforts in surveying and attendant
data disputes. The survey database will be updated by Management and a copy
sent to the Union six weeks prior to the expiration of this agreement. This survey will
become the basis for special adjustment proposals in successor agreement
negotiations. By agreeing to a survey database, neither Union nor Management is
under obligation to propose or agree to special adjustments.
(b)At the request of either party, Management and the Union may periodically review
the data base structure. Application for realignment review must be made no later
than October 10 of the year before contract expiration. Such review may include
examination of tie classifications based on salary survey or other objective data.
19
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/200~ -!.:23 PM
ARTICLE VIII - HOURS OF WORK, OVERTIME, PREMIUM PAY
Section 1. Work Week and Work Day. The standard workday for regular employees
shall be eight hours to be worked within a maximum of nine hours (five-day work week)
or ten hours to be worked within a maximum of eleven (four-day work week) or nine
hours to be worked within a maximum of ten for four days with a fifth day of four hours
(four and one-half day work week); or, within a fourteen-day period, nine hours to be
worked within a maximum of ten hours for eight days and eight hours to be worked
within a maximum of nine hours for one day, with the work week scheduled to begin so
that forty hours are worked within each seven days of the fourteen-day period (9/80
plan, with forty-hour work weeks), or any other schedule that results in a 40-hour work
week, or fits within the parameters of an FLSA 2080 Plan. The "9/80 plan" may not be
used in any application that requires entitlement to FLSA overtime for working the
regular work week. With the exception of the "9180 plan" as described above, the
standard work week shall be forty hours to be worked within five consecutive days.
Additional exceptions to the above are listed in Appendix D. The Union shall be notified
of any further exceptions to this section in accordance with Article III, Section 8.
The City and the Union agree that the availability of alternate/flexible work schedules is
a valuable benefit in that they promote job satisfaction while also reducinq traffic
congestion and air pollution.
During the term of this agreement, employees, subject to the conditions of their job
assignment, may propose an alternate work schedule as listed under this Section. Such
proposals must be made to the department head through the immediate supervisor.
Serious consideration will be given to the feasibility and productivity of such proposals,
however Management retains the right to determine scheduling needs.
Section 2. Overtime Work.
(a)Overtir,,,=. work for all unit employees shall be defined as any time worked beyond
the standard workday or beyond the standard work week. Emergency overtime is
defined as unplanned overtime work arising out of situations involving real e~
petentiakloss of service or property or personal danger. Emergency. overtime does
not include:
(i) overtime work resulting from personnel replacement for purposes of maintaining
scheduled staffing;
(ii) overtime work which is planned in advance;
(iii) overtime work resulting from being held over forup to four hours to finish work
performed during the regular shift.
All double time overtime is only for emerqencies.
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D_ R A F T: LAST PRINTED 10/4/2006 11:15 AM8/2-7424~0~ 4:23 PM
(b)Compensation to employees working overtime will be in the form of additional pay at
the rate of one and one-half times. Two times reqular rate will be paid for 4two-times
for-billable customer convenience overtime and emergency overtime as defined in-
subsection (a) above) the employee’s 19asi6--applicable hourly salary with the
exception that an employee may request and, upon approval, be granted
compensatory time off at the rate of one and one-half hours for each hour of
overtime worked, subject to the limitations of applicable state and federal laws.
In the event compensatory time off is used as the method of compensating for
Overtime, the time off will be taken prior to the end of the quarter following the
quarterin which the overtime has been worked. In the event the employee is denied
this provision, he/she will be compensated in pay for such time at the appropriate
rate specified by these sections. Or at the employee’s option, the earned
compensatory time will be added to the employee’s vacation balance.
(c)All time for which pay is received shall count as hours actually worked for the
computation of regular overtime pay; however, non-productive time will not be
included in corn putation of any additional FLSA premiums.
(d) When an employee is required to work 6 or more hours of overtime (either
emergency or pre-arranged) during the 16 hour period immediately preceding the
beginning of the employee’s regular shift on a workday, the employee shall be
entitled to an eight-hour rest period before returning to work. If the rest period
overlaps into the second half of the worl~ day, the employee may be given (with
supervisor approval) the remaining time off (up to a maximum of 3 hours) at the
straight time rate of pay. Any portion of the rest period falling within the employee’s
work shift will be considered as hours worked and compensated at the straight time -
rate.
(e)If non-emergency overtime is canceled without at least 40 clock hours notice, the
City shall pay the affected employees two (2) hours’ pay at time and one-half.
(f)Employees working overtime who are too fatigued to continue or return to work, for
safety reasons will be released from duty without compensation.
Section :~. Work Shifts. All employees shall be assigned to work shifts with scheduled
starting and quitting times. Should conditions necessitate a change ’in starting and
quitting times, the Union will be notified ten (10)working days in advance and permitted
to discuss such changes with the City. This, however, shall not preclude the City’s right
to effect schedule changes dictated by operational necessity. This section does not
apply to overtime scheduling.
21
D RA F T: LAST PRINTED 10/4/2006 11:15 AM9/27/200~ ,!,:23 PM
Section 4. City-Paid Meals.
(a.) Emer~lency overtime meals. For purposes of this section, emergency overtime is
/defined as unplanned overtime arising out of situations involving real ~loss of
service or property or personal danger. The City agrees to reimburse for meals in the
amount of $10 for breakfast, $15 for lunch, and $20 for dinner and will provide meals in
the following emergency overtime situations:
(1) (-1-)-When an employee is called back and is on duty for a period of three consecutive
hours, and thereafter at intervals of five hours, but not more than six hours, until
the continuous overtime assignment ends.
(2)When an employee is held over on duty so that his/her overtime assignment extends
two hours after shift end, and thereafter at intervals of five hours, but not more than
six hours, until the continuous overtime assignment ends.
(3)When an employee is called out two hours or more before a regularly scheduled day
shift and works the regularly scheduled shift, he/she will be entitled to breakfast and
lunch. Lunches will be consumed on employee’s own time. No in-lieu pay will be
made for meals not taken. This sub-section does not apply if already covered in
Section 4(a)(1) above.
(4)When recalled two hours or less after the end of a regular shift, unless assigned to
standby.
(b)Non-emergency overtime meals. The City will provide meals for personnel
assigned to non-emergency overtime work where the assignment e:..ends more than
two hours after the regular or overtime shift end and at intervals of five hours
thereafter.
(c)With regard to (a) and (b) above, the City agrees to reimburse for meals in the
amount of $10 for breakfast, $15 for lunch, and $20 for dinner. Where possible, the
City will arrange purchase orders at mutually agreeable restaurants. The time
necessarily taken to consume a meal provided under this section shall be
considered as time worked to a maximum of one hour, except as noted in (a) (3).
(d)With regard to (a) and (b) above, in the event an employee is to be provided a meal
or meals pursuant to this section and such meal(s) are not provided due to working
conditions, the employee shall have the option of receiving for each meal not
provided an additional one hour of overtime compensation in lieu of such meal. This
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hour will not be considered as time worked or part of the rest period, but will be
applied to qualify for the rest period.
(e) Emergency overtime meals for Public Safety Dispatchers. The Police
Department will provide meals to employees in an emergency overtime situation
involving real or potential loss of service or personal danger.
(1)When an employee is called back and is on duty for a period of three consecutive
hours, and thereafter at intervals of five hours, but not more than six hours until
the continuous overtime assignment ends.
(2)When an employee is held over on duty so that his/her overtime assignment
extends two hours after shift end, and thereafter at intervals of five hours, but not
more than six hours, until the continuous overtime assignment ends.
(3)When an employee is called out two hours or more before a regularly scheduled-
shift. The employee will be entitled to two meals, the second meal will be
consumed on the employee’s own time. No in-lieu pay will be made for meals
not taken.
(4)When recalled two hours or less after the end of a regular shift, unless assigned
to standby.
(f)Non-emergency overtime meals for Public Safety Dispatchers. The Police
Department will provide meals to employees in non-emergency situations where the
assignment extends more titan two hours after the regular or overtime shift end and
at intervals of five hours thereafter, If the City is unable to provide a meal. the City
agrees to reimburse for meals in the amount of $10 for breakfast, $15 for lunch, and
$20 for dinner. This policy only applies when an employee is held over, either
voluntary or mandated, on duty beyond a scheduled regular or overtime shift.
w~em~4ey e is entitled, he or sheq~=qs4he-e~ne-heur-ef
Section 5. Break Periods. All employees shall be granted a break period or coffee break
limited to 15 minutes during each four hours of work. De partments may make
reasonable rules concerning break period scheduling. Break periods not taken shall be
waived.
Section 6. 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.
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Section 7. Standby Pay, Call-Out Pay.
(a)Standby Compensation. Employees performing standby
compensated at the daily rates established below:
duty shall be
Monday through Friday $50
Saturday, Sunday, Holidays $73
(b) Minimum Call-Out Pay.
~Employees not otherwise excluded from receiving overtime pay 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. The two-hour minimum
does not apply to employees called out to work while earning pay for being in a
standby status unless called out to perform billable customer convenience work in
which case the two-hour minimum will apply.
Section 8. Night Shift Premium. Night shift premium of $1.44 per hour shall be paid to
employees for work performed between 6:00 p.m. and 8:00 a.m. A minimum of two
hours must be worked between 6 p.m. and 8:00 a.m. to quali~ for the premium.
Employees who regularly work night shifts shall receive appropriate night shift
premiums, relating to night shift hours worked, in addition to base pay for holidays, sick
leave and vacation.
.Night shift premium does not apply for overtime situations unless overtime is approved
to replace an employee who would have otherwise received a niqht shift premium.
Section 9. Bilingual Premium. $35 per pay period shall be paid to a bilingual
employee whose abilities have been determined by the Human Resource Director as
qualifying to fill positions requiring bilingual speaking and/or writing ability when the
employee regularly performs such duties.
The Human Resource Director will determine the number, timing, location and duration
of the assignments receiving the additional pay provided herein and which languages
are needed. Sign language shall be recognized as a bilingual skill under this Article.
Disagreements over the designation of positions will be referred first to the Labor
Management Committee.If a disagreement still exists it will be referred to the
Grievance Procedure.
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D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 -!,:23 PM
Section 10. Communications Training Officer (CTO) Compensation
Public Safety Dispatchers and Chief Public Safety Dispatchers identified by
Manaqement to work as a Police Officers Standards and Traininq (POST) certified CTO
will be compensated at a premium pay rate of five (5) percent. The premium pay is
provided only for those hours spent as a CTO training a probationary dispatcher while
on-duty in the Dispatch Center.
ARTICLE IX - UNIFORMS AND TOOL ALLOWANCES
Section 1. Uniforms.
(a)The City will provide uniforms, coveralls or shop coats on a weekly basis, or as
otherwise furnished, for the following jobs and/or classifications and any positions
necessary, or required as determined by management..’-
Animal Control Officer
Assistant Storekeeper
Auto Service Mechanic
Building Service Person - Lead
Building Service Person
Cathodic Technician
Cement Finisher- Lead
Cement Finisher
Chemist
Corn munity Service Officer (-Tr-af~)
Electrical Assistant
Electrician Apprentice
Electrician Lead
Engineering Technician III - Refuse
Equipment Operator
Equipment Operator - Lead
Facilities Carpenter
Facilities Electrician
Facilities Maintenance ~ Lead
Facilities Mechanic
Facilities Painter
Field Serviceperson
Gas System Shop/Field Repairer
Gas System Technician I
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D R A F T: LAST PRINTED 10/4/2006 11:15 AM~06 4:23 PM
Gas System Technician II
Golf Course Equipment Mechanic
Golf Course Maintenance Person
Heavy Equipment Operator - Lead
Heavy Equipment Operator
Industrial Waste Inspector
Industrial Waste Investigator
Instrumentation Electrician
Laboratory Technician, Water Quality Control
Line Person/Cable Splicer
Line Person/Cable Splicer- Lead
Mail Services Specialist
Maintenance Mechanic
Maintenance Mechanic, Water Quality Control
Mechanical Unit Repairer
Meter Reader
Meter Reader-=_ Lead
Mobile Service Technician
Motor Equipment Mechanic - Lead
Motor Equipment Mechanic
Offset Equipment Operator - Lead
Offset Equipment Operator
Park Maintenance Assistant
Parking Enforcement Officer
Park Maintenance Person
Park Crew - Lead
Park Maintenance - Lead
Park Ranger
Parks & Open Space Assistant
Police Records Specialist
Refuse Disposal Attendant
Senior Chemist
Senior Industrial Waste Inspector
Senior Instrumentation Technician
Senior Operator, Water Quality Control
Senior Mechanic, Water Quality Control
Senior Park Ranger
Sprinkler System Repairer
Street Maintenance Assistant
Storekeeper
Storekeeper-Lead
Street Sweeper Operator
26
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(b)
F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
Traffic Control Maintainer - Lead
Traffic Control Maintainer II
Traffic Control Maintainer I
Tree Trimmer-Line Clearer
Tree Maintenance Assistant
Tree Trimmer-Line Clearer Assistant
Tree Trimmer-Line Clearer - Lead
Tree Maintenance Person
Truck Driver
Utilities Compliance Technician
Utility Field Service Representative
Utility Installer/Repairer
Utility Installer/Repairer Assistant
Utility Installer/Repairer --__ Lead
Utility Locator
Water Meter Cross Connection Technician
Water Meter Repa!rer Ass!stant
Water System Operator- Lead
Water System Operator
Water System Operator I
Water System Operator II
Water Quality Control Plant Operator
Coveralls will be made available for occasional use as needed to protect clothing
for the following classifications and any positions necessary or required as
determined by management.÷
Building Inspector
Building Inspector Specialist
Building Service Person - Lead
Cable Splicer Assistant
Chief Electric Underground Inspector
Electrical Assistant
Electrician
Facilities Mechanic/Painter
Heavy Equipment Operator
Lineperson/Cable Splicer
Park Ranger
Senior Park Ranger
Utility Field Service Representative
Sprinkler System Repairer
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I D RAFT: LAST PRINTED 10/4/2006 11:15AM9/27/2006 4:23 PM
Utility Installer Assistant
Utility Installer/Repairer
Utility Installer/Repairer- Lead
(c)Employees required to wear uniforms shall be provided suitable change rooms
and lockers where presently provided.
(d) 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.
(e)The City will make available, as an alternative to the orange shirts currently
provided under Section l(a), six (6) orange cotton polo shirts. Employees will be
responsible for laundering the shirts. Damaged or otherwise unwearable shirts
will be replaced by the City.
~=(-f)-Employees are responsible for laundering Park Ranger and Senior Park
Ranger uniforms.
(’(~) The City will meet and confer with the Union regarding any mandated changes to
uniforms.
Section 2. Tool Allowance,
(a) Mechanics in Equipment Maintenance, Park Maintenance Lead, Golf Course
Equipment Mechanic, Motorized Equipment Mechanic and Mobile Service
Technician shall be paid an ...... ’ tool allowance of ,~n ,,~,,,.÷; ...... ~,~, ÷~ .....
¯~, onno; .,,.,,4 $610 ~’#""÷; ......;{~’ ÷~’ .....period ;,,,.i,,,4;,~g May ~2003annually
effective July 1, 2005.
(b) (-la-)-AII tool allowances shall be paid bi-weekly.
(c) Parties will meet and confer to determine if additional classifications require tool
allowance.
Section 3. Safety Shoe Allowance.0(a) .~Safety Shoes. T~ .~!..tY.._s_h___a_.!!__.r.e_!~.).#.[_s.._e.._.~PJ..°_Y_e_e..~..~..~% .£[.~.#..££§.t...g.f..J .........[. Formatted: Bullets and Numbering
job-related safety shoes upon verification of such purchase by the employee." .........(Formatted: Underline
(b) Walking Shoes. The City will reimburse employees 75% of the cost of job-
related walkinq shoes for any positions necessary or required as determined by
management including Meter Reader and Meter Reader-Lead, in an amount not
to exceed $300.00 per year. A walking shoe is a durable work shoe/boot (non-
steel toed), is ankle supporting; oil, gas and slip resistant; waterproof or water
resistant; lightweight and durable; and also provides hard surface cushioning.
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Section 4. Certifications.
The City has proposed to add certain certifications to the list currently covered by this
Memorandum of Aqreement. Fhe City and Union agree that their discussion of this
proposal will likely require additional time and analysis beyond what will be otherwise
needed for the parties to reach agreement.
Accordinqly, the parties agree that the City and Union will continue to meet and confer
on this City proposal fol owinq ratification and adoption of the MOIJ~.MOA. The parties
agree to retain the current list of required certifications below and to attempt to address
and resolve the issues raised by the City’s proposal and endeavor to reach an
agreement to the extent possible, within 60 days of the adoption of this contract.
Employees who are required to maintain commercial driver’s licenses shall have costs
for medical examinations paid by:
(a)Completing an examination through their PEMHCA provider. After benefits have
been paid by the PEMHCA provider, upon presentation of proper documentation,
the City will reimburse any remaining costs, or
(b)Completing an examination at the Workforce Medical clinic or other-City
designated clinic.
Employees may use paid leave for attendance at scheduled medical
examinations.
(c)
Employees shall be permitted to use up to two hours of regular City-paid time for
attendance at biannual medical examinations. The schedulinq of such time shall
be preauthorized by the employee’s supervisor.
The City will pay special registration and/or certification fees which are required
by Management. During the term of this. agreement, the City and the Union may,
by mutual agreement, review, add or delete classifications and/or required
certifications listed below:
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D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
Classification
Bldg Inspec Spec
Cathodic Technician
Engineer
Equip Maint Serv Pers
Golf Course Maint Pers
Indust Waste Inspector
Inspector Field Services, Utilities
Installer/Repairer Series,
Mech Unit Repairer
Motor Equip Mechanic
and Lead
Public Safety Dispatcher
Public Safety Dispatcher,
LeadGhL-=f
Sr Operator, WQC
Surveyor, PW
Tree Trimmer/Line Clearer
Requirement
ICBO Certificate
Corrosion Technician by the National Assoc.
of Corrosion Engineers or equivalent
Professional Engineer Cert.
(for E Step)
Forklift Operator Cert.
(OSHA-approved)
Qualified Applicators’ License
Backflow Prevention Device Tester
DI (DON)
91 (DON)
Welding Certificate
EMS, ASE
POST Basic Dispatcher
POST Fire Academy
EMD
POST Basic Dispatcher
POST Fire Academy
POST Supervision
EMD
Grade III Wastewater Treatment Plant
Oper Cert.
Licensed Land Surveyor
Certified Tree Worker and/or
Qualified Line Clearance/Tree Trimmer Cert.
(OSHA-approved)
Tree Trimmer/Line Clearer-Lead CertifiedArborist
Util Install/Rep series Polyethylene Fusing Cert.
Gas Operator Cert. (DOT)
Animal Health Tech. Cert.Veterinarian Tech
Water System Operator I Grade DI - Water Distribution Operator
Grade DII - Water Distribution Operator &Water System Operator II Grade TII - Water Treatment Operator
Senior, Water System Operator Grade Dill - Water Distribution Operator &
Grade Till Water Treatment Operator
Grade I Water TreatmentWQC Plant Oper I Operator Cert.
Grade II Water Treatment~/QC Plant Oper II Operator Cert.
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3rade I Water TreatmentWQC Plant Oper Trainee Operator Cert.
Water Meter Cross-Backflow Prevention Tester Cert.Connection Tech
Through these negotiations the City and the Union have agreed to add the
following required certificates;
1.Inspector Field Services, Utilities D1 (DOH)
2.Installer/Repairer Series, D1 (DOH)
3.Public Safety Dispatcher, EMD
4.Lead Public Safety Dispatcher, EMD
(d)The City will pay for the Department of Motor Vehicles (DMV) licensing fees for all
employees required to maintain a Commercial Driver’s License in accordance with
the California Vehicle Code and applicable laws prescribed by the Department of
Transportation.
(el personne~ who obtain We~d~ng
Ce~ficatlcn. We~d~ng Cc~fic~tlcn is ~ requirement based upon assignment ~nd
+ cf time Pi#eline Weldine Assienment
The City will provide a 4% increase in base compensation to Utili~ Installer-
Repairer, Installer-Repairer-Lead positions that meet DOT ce~ification requirements
and are assigned these duties. Utili~ Installer-Repairer and Utili~ Installer-Repairer
Lead positions that fail to maintain current cedifications will not receive the 4%
increase. Positions assigned these duties and desiqnated by Management to
receive this premium will not exceed five (5) Utili~ InstalledRepairer and
InstalledRepairer Lead.
If the certification is required in the job description, certification must be maintained.
In accordance with their job description Maintenance Mechanics that are assigned tn
Water Gas Wastewater must maintain all required certifications and shall receive 4%
increase to their base pay for pipeline welding.
(f)Building Inspector
Upon successful completion of probationary requirements, the City will Day Buildinq
Inspectors a one (1) percent of base salary one-time payment for a certification
above what is required. Employees may request one payment per year to a
maximum of two payments in career. Payments will not exceed a maximum of one
percent per year or two payments in a career. The Buildinq Inspector Job
Description specifies current requirements and the Union and City will agree on a list
of appropriate certifications eligible for the premium. Premiums will not be paid if
certification is not maintained
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(g) Water and Wastewater System Operator Certification
Employees classified in the following positions: Water Quality Control Plant
Operators I and II, Senior Operator Water Quality Control, Water System Operators I
and II, Senior Water Systems Operator, Inspector, Field Services assiqned to
Utilities and Installer Repairer Job Series may be eligible to receive a 1% base pay
premium for certifications required by the Department of Health and/or the State
Water Resources Control Board Employees within these job classifications that
have successfully completed probationary requirements may request an annual
payment of one (1) percent for one (1) certification that is above those listed in their
job description. An employee who qualifies for this payment shall be paid 1% of the
employee’s annual base salary once per year. The employee shall be responsible
for providinq the City with written documentation that the employee has obtained and
is maintaining the qualifying certification on an annual basis. Premiums will not be
paid if certification is not maintained. Eligible employees should verify certificahon
will qualify for the premium before attemptinq certification. The Union and the City
will update the job descriptions to reflect newly required certifications with no further
adjustments to base salary. Payments will not exceed a maximum of one percent
per year, and will take effect in the pay period following the verification of
certification. All costs for obtaining certifications above what the job descriptiOn
requires will be the responsibility of the employee and may be paid for bY usinq the
City’s tuition reimbursement program
(h).ln accordance with CaI-OSHA regulations any employee who operates a forklift
must have Forklift Operator Certification. Traininq to be provided by the City.
Section 5. Weather Protection
The City will provide rainy weather foot protection and one summer hat for the
classification of Parking Enforcement Officer.
ARTICLE X - HOLIDAYS
Section 1. Fixed Holidays. Except as otherwise provided, employees within the
representation unit shall have the following fixed holidays with pay:
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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 (see below)
Employees shall be excused with pay for the full work shift on either December 24 or
December 31, provided, however, that City facilities remain open with reduced staffing
levels, that Management retains the right to determine work schedules, and that neither
day be considered a holiday for purposes of premium pay. If employees are not
excused pursuant to this provision, one shift of vacation credit will be added to their
vacation accrual.
In the event that any of the aforementioned days, except for December 24 or December
31, falls on a Sunday, the following Monday shall be considered a holiday. In the event
that any of the aforementioned days falls on a Saturday, the preceding Friday shall be
considered a holiday. If December 24 and 31 falls on Sunday, then the preceding Friday
will be designated for purposes of the holiday. Exceptions to this provision are listed in
Appendix E.
Section 2. Pay for Fixed Holidays.
(a)All employees shall be paid a full day’s pay at their regular straight time base
hourly rate for all fixed holidays as deh~,~ed herein.
(b)An employee must be in a pay status on the workday preceding the holiday to be
eligible to be compensated for a holiday. This subsection does not apply to an
employee who is on an unpaid medical leave of absence of less than five (5)
days.
Section 3, Work on Fixed Holidays. Any employee required to work on a fixed holiday
shall be paid time and one-half for such work in addition to his or her regular holiday
pay.-Work on a fixed holiday beyond the number of hours in a regular shift shall be
compensated at double time and one-half. Employees who work a schedule where a
regular day off falls on a holiday will accrue the holiday hours they would have normally
worked on that day.
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Section 4. Variations in Work Week.
(a)An employee whose work schedule requires that his or her regular days off be other
than Saturday and/or Sunday shall have an additional day off scheduled by the
department in the event a fixed holiday falls during his or her regularly scheduled
day off. Every attempt will be made to schedule the day on a mutually agreeable
basis. If the day cannot be so scheduled, the employee shall be paid for the day at
the straight time base rate.
(b)Fixed holidays which fall during a vacation period or when an employee is absent
because of illness shall not be charged against the employee’s vacation or sick
leave balance.
Section 5. Floating Days Off, Floating days off with pay will be scheduled by
Management as follows so as to produce three-day weekends:
June onn,4 m’~’ floating ’~ .... ~
June 2005 - One float!rig day off
March 2000 - One floating day off
April onn~~,~ -~l,...-,t.i,.,,-, day ’"~
June 2006 One floating day off "
Nug~st 2006 One floating day off
September 2006
March 2007
April 2007
June 2007
August 2007
September 2007
March 2008
April 2008
June 2008
August 2008
September 2008
March 2009
April 2009
June 2009
One floating day off
One floating day off
One floating day off
One floating day off
One floatinq day off
One floating day off
One floating day off
One floating day off
One floatinq aay off
One floating day off
One floating day off
One floatinq day off
One floating day off
One floating day off
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The following conditions will hold:
(a)Management will designate the scheduling of the paid day off under this section at
least thirty days in advance.
(b)If in conformance with this section, Management is unable to schedule a day off in
the month indicated, for reasons of shift operations, work scheduling or any other
reason, the floating holiday will then be added to the employee’s vacation accrual
on the first pay period of the followinc~ month.
(c) If an employee fails to take a day off as scheduled by Management under this
section, the day off so scheduled will be forfeited.
ARTICLE XI - VACATIONS
Section 1. Each employee shall be entitled to an annual paid vacation, accrued as
follows:
(a)
(b)
(c)
Less than four (4) years’ continuous service: 80 hours vacation per year.
Four (4) yo3rs’ ccnti~’Jo’Js seP;ice First day of the fifth year of continuous service
through eight (8) years’ continuous service: 120 hours vacation per year.
,.,,,~M;’~"/(~wj y~3rs’ cont!Ruous ~, .... .,w;"’~ First day of the ninth year of continuous service
through thirteen (13) years’ continuous service: 160 hours vacation per year.
(d)Fourteen (! 4) years’ continuous se,":!ce First day of the fourteenth year of
continuous service through eighteen (i8) years’ continuous service: 180 hou;s.
vacation leave per year.
(e) Nineteen or more years: 200 hours vacation leave per year.
Employees may accrue up to three times their annual vacation leave without loss of
vacation days. In the event the City is unable to schedule vacation and, as a result
thereof, the employee is subject to loss of accrued vacation, the City shall extend the
vacation accrual limit up to one year, in which time the excess vacation must be
scheduled and taken. As long as there is no interference with departmental operations,
there shall be no unreasonable restriction of increments of use, Employees shall
complete six (6) months’ continuous service before using accrued vacation leave.
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D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
Section 2. Holiday Falling During Vacation, In the event a fixed holiday as defined in
Article X falls within an employee’s vacation period, which would have excused the
employee from work (and for which no other compensation is made), an additional
workday for such holiday shall be added to the vacation leave.
Section 3. Illness During Vacation. When an employee becomes ill while on vacation
and such illness can be supported by a statement from an accredited physician or the
employee is hospitalized for any period, the employee shall have the period of illness
charged against sick leave and not against vacation leave.
Section 4. Accrued Vacation Pay for Deceased Employees. An employee who is
eligible for vacation leave and who dies while in the municipal service shall have the
amount of any accrued vacation paid to his/her estate within thirty days. This proration
will be computed at his/her last basic rate of pay.
Section 5. Effect of Extended Military Leave. An employee who interrupts service
because of extended military leave shall be compensated for accrued vacation at the
time the leave becomes effective.
Section 6. Vacation at Termination. Employees leaving the municipal service with
accrued vacation leave shall be paid the amounts of accrued vacation to the date of
termination.
Section 7. Vacation Cash Out. Once each calendar year an employee may cash out
eight or more hours of vacation accrual in excess of 80 hours, to a maximum of 120
hours, provided that the employee has taken 80 hours of vacation in the previous 12
months.
ARTICLE XII - LEAVE PROVISIONS
Section 1. Sick Leave.
(a)The City shall provide each employee with paid sick leave, earned on a daily basis
and computed at the rate of 96 hours per year, with no limits on amounts that may
be accumulated, except that for employees hired after July 1, 1983, sick leave
accrual accumulation shall be limited to 1,000 hours and subsections (a)(1) and
(a)(2), shall not apply. Payment for accumulated sick leave at termination shall be
made only in the following circumstances:
(1)Eligible employees who leave the municipal service or who die while
employed and who have fifteen or more years of continuous service shall
receive compensation for unused sick leave hours in a sum equal to two and
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D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/200~ 4:23 PM
one-half percent of their unused sick leave hours multiplied by their-years of
continuous service and their base hourly rate of pay at termination.
(2) Full sick leave accrual will be paid in the event of termination due to disability.
(b)Use of Sick Leave. Sick leave shall be allowed and used in cases of actual
personal sickness or disability, medical or dental treatment, or as authorized for
personal business. Up to s~-x-nine days sick leave per year may be used for illness in
the immediate family, including registered domestic partner. A new employee may, if
necessary, use up to forty-eight (48) hours of sick leave at any time during the first
six months of employment. Any negative balances generated by such utilization will
be charged against future accrual or deducted from final paycheck in the event of
termination.
(c)An employee who has been disabled for 60 consecutive days and who is otherwise
eligible both for payment under the long-term disability group ’insurance coverage
and accrued sick leave benefits may, at his/her option, choose either to receive the
long-term disability benefits or to utilize the remainder of his/her accrued sick leave
prior to applying for long-term disability benefits.
(d)Sick leave will not be granted for illness occurring during any leave of absence
unless the employee can demonstrate that it was necessary to come under the care
of a doctor while on such other leave of absence.
(e)Return to Work With Limited Du~. Upon approval of department management
and the City Risk Manager, an employee may return to work for doctor-approved
limited duty. Approval for return to work shall be based upon department ability to
provide work consistent with medical limitations, the location of the work assignment,
and the length of time of the limitations. The City doctor may be consulted in
determining work limitations.
Section 2. Bereavement Leave. Leave of absence with pay of three days shall be
granted an employee by the head of his or her department in the event of death in the
employee’s immediate family, which is defined for the purposes of this section as wife,
husband, son, step-son, son-in-law, daughter, step-dauc~hter, daughter-in-law, mother,
step-mother, mother-in-law, father, step-father, father-in-law, brother, brother-in-law,
sister, sister-in-law, grandmother, grandmother-in-law, grandfather, grandfather-in-law,
grandchildren, aunt, uncle, niece, nephew, registered domestic partner, or a close
relative residing in the household of the employee. Such leave shall be at full pay and
shall not be charged against the employee’s accrued vacation or sick leave. Request for
leave with pay in excess of three (3) days shall be subject to the written approval of the
City Manager. Approval of additional leave will be based on the circumstances of each
request with consideration g=ven to the employee’s need for additional time.
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Section 3. Military Leave. The provisions of the Military and Veterans’ Code of the
State of California shall govern the granting of military leaves of absence and the rights
of employees returning from such leaves.
Consistent with the Military and Veterans Code, the City of Palo Alto shall pay
employees in SEIU bargaining unit their regular salary, salary differential and all
available benefits for the first thirty days. !n addition, fer-these~mpleyees~epleye~-as
Section 4. Leave Without Pay.
(a)Disability. Leaves of absence without pay may be granted in cases of disability not
covered by sick leave. Pregnancy will be considered as any other disability. Leaves
of absence for disability are subject to physicians’ verification including diagnosis
and medical work restriction.
(b)Family Leave. Family leave will be granted in accordance with applicable state and
federal law.
(c)Other Leaves. Leaves of absence without pay may be granted in cases of personal
emergency, Union business or when such absences would not be contrary to the
best interest of the City. Non-disability prenatal leave is available under this
provision, but such leave shall not begin more than six months prenatal nor extend
more than six months postpartum.
Duringunpaid leaves of absence for disability or other reasons, the employee may elect
to use accrued vacation credits. Requests for leaves without pay shall not be
unreasonably denied. In order to avoid misunderstandings, all leaves without pay must
be in writing to be effective.
Section 5. Jury Duty and Subpoenas. Employees required to report for jury duty or to
answer subpoenas as a witness in behalf of the State of California or any. of its agencies
shall be granted a leave of absence with pay from their assigned duties until released
by the court, provided the employee remits to the City all fees received from such duties
other than mileage or subsistence allowances within thirty (30) days from the
termination of jury service.
When an employee returns to complete a regular shift following time served on jury duty
or as a witness, such time falling within the work shift shall be considered as time
worked for purposes of shift completion and overtime computation. In determining
whether or not an employee shall return to his or her regular shift following performance
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D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
of the duties, reasonable consideration shall be given to such factors as travel time and
a period of rest.
When a combination of City work time and jury duty equals 14 or more hours in the 24-
hour period immediately prior to the employee’s shift starting time, the employee will be
allowed a rest period of nine hours. Any portion of the rest period falling within the
employee’s work shift will be considered as hours worked and compensated at the
straight time rate. This provision does not apply to conditions of bona fide emergency.
Bona fide emergency conditions are conditions involving real or potential loss of service
or property or personal danger.
Section 6, Time Off to Vote. Time off with pay to vote in any general or direct primary
election shall be granted as provided in the State of California Elections Code, and
notice that an employee desires such time off shall be given in accordance with the
provisions of said Code.
Section 7. In case of disapproval of extension, revocation or cancellation of an existing
leave of absence, notice shall be sent by certified mail, return receipt requested, to the
employee stating the date of such action, the reason and a specific date to return to
work, which is not less than five working days from date indicated on return receipt.
Section 8. Personal Business Leave Chargeable to Sick Leave. All employees shall
be granted up to twenty (20) hours personal business leave per calendar year,
chargeable to sick leave. The employee need not disclose the reason for the personal
business. The scheduling of such leave is subject to the approval of the appropriate
level of Management, and such approval shall not unreasonably be denied.
Section 9. The department shall make every effort to ensure that employees resuming
work following a leave pursuant to Sections 1- 8 shall be returned to the assignment,
shift, and/or work location held immediately prior to the leave. If the employee cannot be
so assigned, he or she shall, upon request, be granted a meeting with department
management to discuss the reasons for the change. Upon request, the employee shal
be afforded Union representation at such a meeting.
ARTICLE XIII - WORKERS’ COMPENSATION INSURANCE
Section 1. Industrial Temporary Disability,
(a)While temporarily disabled, employees shall be entitled to use accrued sick leave
for the first three (3) days following the date of injury and thereafter shall be paid
full base salary for a period of not to exceed fifty-seven (57) calendar days,
39
I DRA
(b)
F T: LAST PRINTED 10/4/2006 1:56 PM9/27/2006 4:23 PM
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 full base salary at
the time of injury for the duration of such temporary disability in conformance with
the State law.
(c)During the period of temporary disability, an employee’s eligibility for health,
dental, life, LTD, or other insured program will continue with City contributions at
the same rate as for active employees. In case of Subsection (a) above, the
employee will continue to accrue vacation and sick leave benefits. In the case of
Subsection (b), sick leave and vacation benefits shall not be accrued.
Section 2. Vocational Rehabilitation Benefits for Permanently Disabled
Employees.
....~" Formatted: Left
Vocational Rehabilitation will be made available to employees who have suffered
permanent disability as a result of an injury or illness sustained in the course and scope
of employment before 1/1/04. For injuries on or after 1/1/04 qualified employees are
entitled to supplemental job displacement vouchers Voc~t!on~! Reh~bi{!t~tion sh~!! be
adm!n!stcrcd in accordance with the California Labor Code, Division 4-.71, Department
of industrial Relations and Division 4, Workers’ Compensation and insurance, ~
Retraining ~nd Roh~b!!!t~t!on, Sections 6200 through 6208, the Americans with
Disabilities Act (ADA), and the City of Palo Alto’s Workers’ Compensation Program.
ARTICLE XIV - BENEFIT PROGRAMS
Section 1. Health Plan.
(a)Active Employees
1.
.... ~ Formatted: Justified
Effective 1/1/07 the City will pay up to the monthly medical premium for the ....~ Formatted: Bullets and Numbering
2nd most expensive plan amonq the existing array of plans durinq the contract
term. If PERS changes the plans it offers, the City and the Union will meet
and confer over the City continuing to provide an equivalent benefit at an
equivalent cost.
For the term of this Agreement the City will reimburse employees on PERS
Care, who switch to PERS Choice during the open enrollment period and
remain in PERS Choice for maximum calendar year co-payments for
unreimbursed costs from preferred prov!ders incurred due to the difference
between the PERS Care maximum Calendar year copayment responsibility
and the PERS
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D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/200~ 4:23 PM
copayment responsibility.. The total payments per employee will not exceed
$1000.00 annually unless employee has a one dependent/family coverage in
which case annual payment will not exceed $2000.00. The City has agreed to
provide an annual amount of $50,000.00 to address these costs durincj this
contract. If total claims for reimbursement exceed available funds, the City
will use any unused tuition reimbursement funds budgeted for SEIU for these
purposes. Any money left from each year will carry over to subsequent years
of this contract.
The City aqrees to offer a proqram to active SEIU employees enrolled in
PERSCare as of 9/1/06 who elect the PERSChoice health plan in which the
City will reimburse the employee and/or dependents for any covered medical
expense which exceeds the $2 million Lifetime Maximum Benefit.
~lled in PERSCARE who change to any other-medica! p!an d’,~r-ing-the
January 2005.fer the term of th!s agreement.
(b) Retired Emp!oyeesHealth Plan Coverage for Future Retirees Hired Before
January. I., 2005
Monthly City-paid premium contributions for a retiree-selected PEMHCA ept!ena!
C:~4~. health plan through the CalPER$ Health Benefits Proqram will be
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D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
made as provided under the Public Employees’ Medical and Hospital Care Act,
Effective 1/1!07 the City’s monthly employer contribution for each retiree shall be
the amount necessary to pay for the cost of his or her enrollment, in a health
benefits plan up to the monthly premium for the 2nd most expensive plan offered
to the SEIU employee during the contract term (among the existing array of
Sect!on 22857 of the Government Code to provide th3t For 2006, the Gity~
employe~-contribution for "~"~’ ..... i+-~+ oh.~,, ~.~. ~nno/~ .,~ ,h,. single ...~H,,
t~m44=~m~P,#-dependents is 65% (70% in 2007) of difference between the
applicable "Employee and One Dependent" or "Family" maximum employer
contribution for Active SEIU employees and the maximum monthly employer
contribution for "Employee Only" coverage. Thist-he contribution for dependants
for-4amily-members-will increase annually by 5% of the difference between the
single party premium and the two or family member premium, until such time as
the amounts are equal.
(C) ^’+;"~’ I:=h-~.l ..... n .... ~.;,-, D~r~.~ PERS- Health Benefit Vestina For
Future Retirees Effective January. 1; 2005
+o ~.~ +~ ~-;+,, ~ B.~.. ^,{,-. n~.~.~+;~.. ~.~ Domestic_~,., .~,,,~.D’~"’~e’ok;-’
¯ ~HCA, health plans. E’Ndence of premium p~~¢ill be required with
.~, "}nn= Tthe CalPERS-law vesting
schedule set forth in Government Code section 228L:z&~93 will apply= to all SEIU
employees hired on or after January 1, 2005. Under thatis law, an employee is
eligible for 50% of the specified employer health premium contribution after ten
years of service credit, provided at least five of those years were performed at
the City of Palo Alto. After ten years of service credit, each additional ~
6red.year of service credit will ncreases the employer contribution percentage
by 5% until, at 20 years’ service credit, the employee will be eligible upon
retirement for 100% of the specified employer contribution 3rid 90% of their
dependent-6everage. However, the maximum contribution for family members
will be 90% of the specified employer contribution. The City of Palo Alto’s health
premium contribution for-eligible-post JanuaP/ !, 2005 hires shall wil/be the
minimum contribution set by Ca__IPERS under section 2282-&~93_ based on a
weighted average of available health plan premiums.
(d) Coverage for Domestic Partners
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_D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
I
I
(e)
Domestic Partnership Registered with the California Secretary of State -
Employees may add their domestic partner as a dependent to their elected
health plan coverage if the domestic partnership is registered with the Secretary
of_State.
Domestic Partnership Not Registered with the California Secretary of State -
Domestic partners who meet the requirements of the City of Palo Alto
Declaration of Domestic Partnership, and are registered with the Human
Resources Department, will be eliqible for reimbursement of the actual monthly
premium cost of an individual health plan, not to exceed the maximum monthly
City employer contribution for one.party coverage under the CalPERS Health
Benefits Proqram for SEIU members. Evidence of premium payment will be
required with request for reimbursement.
At City option during the life of this agreement and if otherwise available, the City
may offer an incentive payment in lieu of City-paid dependent or family medical
coverage for those employees who voluntarily decline dependent coverage.
(f) Alternative Medical Benefit Program.
If a regular employee and/or the employee’s dependent(s) are eligible for medical
insurance through aaether---any other employer-sponsored or association,
sponsored group -medical plan, the employee may elect that ept-fe~ alternative
medical insurance coverage through the other emp.loyer-sponsored or
association plan and waives his/her right to the City of Palo Alto’s medical plan
insurance coverage for same individuals. Employees electing alternative
coverage and waiving -no-=City coverage will receive cash payments equal to of-
approximately half of the "average monthly premiums" for their medical nsurance
coverage. "Averaged monthly premiums" are the average of the Kaiser HMO,
Blue Shield HMO and PERS Choice PPO premiums-of the employee’s City
medical coverage available through the,D"~’~"~,,~ ~"’~’~J ~~’~"~ .....,..~,w,~"4;"’~’ ~,,~’~’~’4 Hospit~!
Gare ^"* ~D=~r,^~ ~p~_q Health Benefits Proqram.
The rates for 2-O0~2006are as follows:
One Party: $205-1-80.00
Two Party: $410360.00
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Family: $5347-0.00
The rates for 2007 are as follows:
One Party:$230.00
Two Party:$460.00
Family:$595.00
Section 2. Dental Plan.
a)The City shall continue to provide ’-,~,,
k .... e!!g!b!e for coverage u~der
t~self-funded dental program for the benefit of City employees and their
eligible dependents.. ~;"~ Ju!y
~ ~,,,,~*~" ~,,~,"~" Section 1 (c). The Ci~ shall pay 100% of the required
premiums for the program, except that bBenefits for regular pa~-time employees
will be prorated as follows:
Employees hired after January 1, 2005, who will work less than full time, will
receive prorated premium costs for dental benefits in accordance with his/her
percentage of a full-time work schedule. Part-time employees currently receiving
full benefits will not be impacted.
b) The City’s Dental Plan provides the following:
Maximum Benefits per Calendar Year $2,000 per person
(c)c) Effective July 1, 2001, dental implants in conjunction with one or
more missing natural teeth, an~, removal of implants wil be covered as a Major
Dental Service at 50% usual, customary and reasonable (UCR).
(d} Effective 1/1/07 the City will add composite (tooth colored) fillings in dental plan
posterior teeth.
(e) Effective 1/1/07 the City will pay up to $2000.00 for Orthodontia coverage.
Section 3. Vision Care. The City shall continue to provide a self-funded vision care
program for the benefit of City employees and their dependents. The City shall pay
100% of the required premiums for the program. The benefits of the vision care
program shall continue to be equivalent to $20 Deductible Plan A under the Vision
Service Plan.
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D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/2-7/28~
Section 4. Life Insurance
~~lth P!~n end C!tV Employees’ Dent~l Plan. The "b~~
~’h~ch cove.~ the ~dMdu=! =s ~ dependent o~: .....: : _
de~~oe~e~enefi~~o~ee~e~ this prov~si~
-.-.,.~"-~ ....a~+~ of h!gh, the provision ~,~* ,~.,,. -....,-+~- ,°’.=,. ..... .....m determine.
.........Formatted: Le~
Section 5. £~s!c Life !ns’-’r=nce. - ......... ~[ Formatted: Left:
The City agrees to continue the _Bbasic and Supplemental life insurance plan as
currently in effect for the term of this Memorandum of Agreement.
Section 5. Long Term Disability Insurance. The City shall continue the long term
disability insurance plan currently in effect for the term of this Memorandum of
Agreement__.
For Plan A, the benefit is 66 and 2/3% of pre-disability earninqs to the maximum benefit
level of $4000.00 per month. Eemployee coverage is subject to a voluntary payroll
deduction of the insurance premium applicable to the first $6,000 of monthly salary, less
a credit of $11.17 per month to be paid by the City.
For Plan B, the m3x!mum benefit levelqs-$is 60% of pre-disability earnings up to the
maximum benefit level of $-11800 per month. Employee coverage is subject to a
voluntary payroll deduction of the insurance premium applicable to the first $2000 of
monthly salary for Plan B. The City will pay premiums in excess thereof.
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D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/2-7/2-0~
The City will pay up to $17.50 per month toward long term disability insurance
premiums for those employees without eligible dependents covered under the health
insurance provisions.
Section 6. Effective Date of Coverage for New Employees=For newly-hired regular
employees, elected coverage wil/begins on the first day of the month following date of
hire
Section 7. When a City employee is married to another City employee each shall be
considered as an employee for purposes of health and dental coverage, provided
however that neither shall be covered as a dependent of the other, and dependent
children, if any, shall be covered by only one spouse.
Section 8. Deferred Compensation. The City shall continue to make available a
Section 457 Deferred Compensation Plan to SEIU employees and will insure
reasonable access to Deferred Compensation representatives for all interested
employees.
Section 9. Dependent Care Assistance Program. The City will-shall continue to
provide a Dependent Care Assistance Program (DCAP) for employees that complies
with accord!n.g +" "- ...... ;~; .... + ÷~,~, c,~,~,~ot r- ..... ;" Recover; ^"+ "~ ~a~, r,,,4,~
Sections 125 and 129 of the Internal Revenue Code.. :T-he-preg~am-wil!-~egin-ea
Section 10. Tuition Reimbursement and Training Programs.
(a)City will reimburse expenses for tuition, books and curriculum fees incurred by
non-probationary employees within the representation unit, to a maximum of
$1,000 per fiscal year, for classes given by accredited institutions of learning or
approved specialized training groups. The City will also reimburse professional
association memberships and conference registration fees, professional books
and periodicals.
For purposes of this subsection, tuition does not include costs for equipment or tools
(except for computer hardware and software), if the employee may keep such
items at the end of the course.
46
I DRA
(b)
F T: LAST PRINTED 10/4/2006 11:15 AM9/2-7/2~0~ 4:23 PM
Purchase of job-related computer software, hardware, high-speed internet
access telecommunication equipment and home office equipment/furniture may
be reimbursed under the Section (a) $1,000 tuition reimbursement benefit.
Consumables (i.e. printer ink, paper, batteries, etc.) do not qualify for
reimbursemem.
__The non-probationary requirement will be waived for probationary employees
when submitting reimbursement for job-required certifications.
__All programs eligible under this section must either contribute to the employee’s
job performance or prepare the employee for other City positions, and must be
approved in advance. City employees wishing to engage in educational programs
involving working time may be granted rescheduled time if departmental
operations permit.
(c)Profess!ona! and technica! cEmployees assigned by the City to attend meetings,
workshops, or conventions of their professional or technical associations shall
have their dues and reasonable expenses paid by departmental funds and shall
be allowed to attend such workshops, meetings, and conventions on paid City
time.
(d)(d-)-Requests for tuition reimbursement will be determined to be taxable income
unless sufficient documentation is provided to support how the course or seminar
is related to improving performance in the employee’s current position.
Reimbursement requests may be submitted at any time, but will be batch
processed on a quarterly basis.
(e) Health club/gym membership reimbursement of these expenses is taxable to the
employee.
(f) City will reimburse for travel, meals and lodging while away from home attendin,q
an educational conference that the supervisor authorizes as being job related or
which will improve at, employee’s skills. Per City Policy and Procedure 1-02, the
Pre-Travel Authorization Form should indicate expenses that will be paid.
ARTICLE XV - RETIREMENT
Section 1. The City will continue the present benefits under the Public Employees’
Retirement System 2.7% at 55.
Section 2. Effective May 1, 1984, the City agreed to pay the 7% employee’s retirement
contribution to the Public Employees’ Retirement System (PERS). Effective the pay
period inclusive of 1/6/07 the employee share of the PERS contribution will increase to
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D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/200~ -!,:23 PM
8% from 7%, and the City will pay 7% and all employees will pay 1% of the 8%
employee share.
Effective the pay period inclusive of 7/1/07 all employees will pay an additional one (1)
percent toward 2.7% @ 55 for a total of 2% of the PERS em ployee-share contribution.
The City contribution of the PERS employee share will chanqe to 6%.
Sect|on 3. Notwithstanding Section 2 above and pursuant to Government Code
Section 20615.5, upon filing a notice of retirement, the 7% City-paid PERS employee
contribution will be converted to a salary adjustment of equal amount on a one-time
irrevocable basis for the final twelve months immediately prior to retirement. For this
final twelve-month period the employee shall pay PERS employee contributions.
amount on a one-time irrevocable basis for the final twelve months immediately prior to
retirement:~willl~ r-thi~final~twei ha efull
amount on a one-time irrevocable basis for the final twelve months immediately prior to
retirementwill. F~this~fir~al ~twe 0dt hal he~f~ll
Section 4. Employees who retire and were employed by the City on or before April 1,
1977, and spouses of deceased employees who were employed by the City on or
before April 1, 1977, shall continue reductions in utility rates. All retired employees and
spouses of deceased employees shall also have residential privileges at City libraries,
refuse disposal area, golf course and swimming pools.
ARTICLE XVI - COMMUTE INCENTIVES AND PARKING
Section 1. Commute Incentive. Eligible employees may voluntarily elect one of the
following commute incentives:
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Civic Center Parking. Employees assigned to Civic Center and adjacent work
locations. The City will provide a Civic Center Garage parking permit. New employees
hired after April 30, 1994 may initially receive a parking permit for another downtown lot,
subject to the availability of space at the Civic Center Garage.
Public Transit. The City will provide monthly Commuter Checks worth the value of:
$40 for employees traveling two or more zones on Caltrain;
$40 for employees using the Dumbarton Express, BART, the ACE train, or
a commuter highway vehicle;
$35 for employees traveling within one zone on Caltrain;
$35 for employees using VTA, and other buses.
These checks are pretaxed and may be used toward the purchase of transit pass.
Carpool. The City will provide $30 per month (taxable income) to each eligible
employee in a carpool with two or more people.
Vanpool Program. The City will provide Commuter Checks worth the value up to $60
to each employee voluntarily participating in the Vanpool Program. These checks are
pre-taxed and may be used toward payment of the monthly cost. Employees must fulfill
the basic requirements of the Employee Commute Alternatives Program to qualify.
Bicycle. The City will provide $20 per month (taxable income) to eligible employees
who ride a bicycle to work.
Walk. The City will provide $20 per month (taxable income) to eligible employees who
wa k to work.
Section 2. Parking Lot Security - Municipal Service Center. The City will provide
fenced and locked parking facilities for Municipal Service Center employees.
Procedures will be established for entering and leaving the parking facilities.
Section 3. The City will provide bicycle lockers and motorcycle parking areas for City
employees at mutually agreeable work locations.
ARTICLE XVII - PHYSICAL EXAMINATIONS
If any non-probationary employee who is required to have a City-provided physical
examination not related to workers’ corn pensation programs disagrees with the findings
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D R A F T: LAST PRINTED t0/4/2006 11:15 AM9/27/2006 4:23 PM
of the City-sponsored physician, he/she may consult with his/her own physician and, if
his/her private physician’s report conflicts with that of the City physician in terms of
ability to work at his/her regular job, then he/she may request an evaluation of his/her
problem through a third physician mutually agreed upon by the employee and the City.
Cost for such examination will be equally shared and the decision of this physician
concerning the continuing ability of the employee to perform his/her work in his/her
regular job 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 XVlll - 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.
Section 3. Safety Committees and Disputes. Safety committees composed of
Management and Union stewards in the below listed organizations 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 su~)ervisor.
Community Services
Public Works
Water-Gas-WastewaterField Operations
Electric Field Operations
Water Quality Control
(a)A committee composed of one facilities Management representative, one building
inspection representative, two Union representatives, and the City Risk Manager will
meet as needed concerning safety matters of the Civic Center.
(b)A ten-member Citywide Union/Management safety committee with equal Union and
Management membership will meet upon call to review safety and occupational
health standards and practices, discuss overall City safety and health problems, and
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RAFT: LAST PRINTED 10/4/2006 11:15 AM8/2-7-/20~
to act as an advisory group to the departmental safety committees. The committee
shall review all departmental safety programs and recommend change where
necessary.
(c)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 II1.
(d)In response to recommendations from the Ergonomics Safety Committee,
management will develop training workshops which include information on safe
ergonomic work practices. Such workshops will be given at least two times per year.
Upon release of CaI/OSHA regulations covering safe workplace ergonomic
standards, management will immediately adopt such standards as party of its Injury
Prevention Program.
ARTICLE XIX - GRIEVANCE and APPEAL PROCEDURE
Sectiqn 1. The City and the Union recognize that early settlement of grievance or
appeal ~f"disciplinary actionss 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 grievances-, 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 M~.=
Section 2. Definitions. A-grJeva~e4s~:
(a)Grievance means aAn 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~, excludinq 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)Appeal of ~a disciplinary action means an appeal of any kind of
disciplinary action against an employee covered by this Memorandum of Agreement.
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D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
Discipline 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 or Appeal of Disciplinaw, Action
Procedure.
(a)An .aggrieved employee may be represented by the Union or may represent
himself/herself in preparing and presenting a grievance or appeal of disciplinary
action at any level of review. Grievances or appeal of disciplinary action may also be
presented by a group of employees. No grievance or appeal of disciplinary action
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 or appeal of disciplinary action 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 or appeal of disciplinary action. Requests for release time to
prepare grievance or appeal of disciplinary action shall be made in accordance with
the provisions of Article IV, Section 3.
c~=. Beginning with the third step of the grievance or appeal of disciplinary action
procedure, the Chief Steward or Alternate Chief Steward may assist in presenting a
grievance or appeal of disciplinary action and may be present at all Step III, and IV
grievance_ or appeal of disciplinary action 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 or appeal of disciplinary action 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 writinq, to waive Step I and/or Step II of the grievance or appeal
of disciplinary action procedure.
(g)~G_rievances or appeal of disciplinary action 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 or appeal of disciplinary action shall
contain clear, factual and concise lanouaae, includina: (’1) the name of the grievant;
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D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
(2) a statement of the facts upon which the grievance or appeal of disciplinary action
is based, including relevant dates, times and places; (3) specific provisions of this
Agreement or specific City rules, policies, or procedures which the grievance or
appeal of disciplinary action alleges has been violated; (4) a summary of any steps
taken toward resolution; and (5) the action the grievant believes will resolve the
grievance or appeal of disciplinary action.
(h)Any retroactivity on monetary grievances or appeal of disciplinary action shall be
limited to the date of occurrence, except in no case will retroactivity be granted prior
to three months before the grievance or appea of disciplinary action was filed in
writing.
i.(j~={-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 or appeal
of disciplinary action procedure, the agreement shall be placed in writing and signed
bythe City and the grievant or union.
(I)Upon request of either party., meetings to discuss the grievance or appeal of
disciplinary action shall be held at any step in the grievance or appeal of disciplinary
action procedure.
Section 4. Grievance and Appeal Procedure...........I Formatted: Left:
~ Informal Discussion. Within fifteen (15) working days after the incident or
discovery of the incident on which the grievance or appeal of disciplinary action is based
t=:l:he aggrieved employee wilF-fir-stshall present the grievance action to his or her
immediate supervisor and attempt to resolve the grievance through informal
discussions ,,,;~" ~’~ ,~r ,,~ ;,~,~,,~,~,~ supew!sor ~’" *~ ,~,,4 ,~ ÷~,~ ,,~,~,~ ..... u;,~,~’~a-
foliowing-4he~f-or--4he4nei~lent-upor:~vhie~’~e-gfie~,~ n6e-ie-I~m~. Every
attempt will be made to settle the issue at this level. (Note: For .......... ~ ~;"~" llmits,
I~1;,~,~, \
53
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/-2-7-/2-~6 ......
~ If the grievance is not resolved through the informal discussion in Step t; or the
employee wishes to appeal disciplinary action taken against him/her in the case of a
grievance, the employee will reduce the grievance or appeal of disciplinary action to
writing and submit copies to the Department head or e~,,aL~ntqe,.~k, lanagement
empleyee-his or her designee~s designated ~" M~n~gement ......... ~" within
fifteen working days of the discussion with the immediate supervisor or within fifteen
working days from the receipt of a final disciplinary action..
The Department Head or equ!w!ent,~,~,’ .... ’ ,,,~,,~=~,,,~,,, *" ........ * emp!oyee designee shall have
fifteen working days from the receipt of a written grievance or appeal of disciplinary
action to review the matter and prepare a written statement.
Step III. If the grievance or appeal of disciplinary action is not resolved and/or the
aggrieved employee is not satisfied with the Step II decision, at-Step-~, the ~
~grievant or disciplined employee may appeal to the Human Resource Director
or his or her desiqnee 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 or appeal of disciplinary action, the Department
Head’s decision at Step II, and a clear statement of the reasons for appeal.
Within fifteen working days, after rece~vinq 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 the grievance or appeal of disciplinary action is not resolved at Step III, the
agg rieved employee may choose between final and binding resolution of the grievances
or appeal of disciplinary action 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 ma~, oe 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~=,,~; ...., ~,4 .... ~.,~ ~g:r~evant or appellant., 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 or appeal of disciplinary action. The City
Manager shall render a written decision to all parties directly involved within fifteen
working days after receiving the ~ grievantJappellant’s appeal.
If the~,,~,~; ....,4 ~,,,~.,~’~"~’~ .....grievant/appellant elects final and binding arbitration in
accordance with this provision, the parties shall mutually select an arbitrator within 90
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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
appeal of disciplinary action appealed to the arbitrator. The arbitrator shall be without
power to make any decisionj
(2)--G£__ontrary to, or inconsistent with or modifying in any way, the terms of this
Memorandum Of Agreement.
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 or appeal of disciplinary action. 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 th~ merits.
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
beshared equally by the City and the aggrieved employee or the Union.
ARTICLE XX - UNSATISFACTORY WORK OR CONDUCT
AND DISCIPLINARY ACTION
The City has the right to discipline, demote, or discharge employees for cause.
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D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/200~ 4:23 PM
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, reassignments, layoffs, and negative
comments in performance evaluations are not discialine and shall not be subject to the
requirements of this Article.
Section 1. Preliminary Notice of Discipline.
Prior to imposinq
Formatted: Left
Netiee-ef-disciplinary action-, a supervisor shall provide an employee with preliminary
written notice of the proposed disciplinary action. The notice of proposed disciplinary
actionmust be in writing and served on the employee in person or by registered mail or__
Fed-Ex prior *~" ÷h,. ,4~o,.;.,~ ....... *;"" ~" .... ~’~" ~"’~"~’"~ However, ;" ~"~ ....
#~,:~,~ .;ith the Human .Rese~ep~ment 3nd !nc!u~te~Lia4he-eml~~er-se~qel
file. The notice of disciplina~ action shall include:
(a)Statement of the nature-violations upon which ef-the disciplinary action is based;
(b)Intended eE-ffective date of the action;
(c)Statement of the cause thereof;
(d) Statement in ordinary and concise language of the act or the omissions upon which
the causes are based;
(e) Copies of any documents or other ": - ~ --!.-~, written materials 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, and the
rig ht to Union representation.
(g)The date and/or the procedure for responding to the notice.
Section 2. Skelly Meeting.Formatted: Left
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D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
The employee shall have the riqht to respond informally to the charges either verbally or
in writing before the discipline is imposed. The employee shall have fifteen (15) 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) 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.
The Skelly Officer may sustain, modify, or overturn the recommended 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.
Section 3. Appeals.Formatted: Lefl~
Appeals of disciplinary action should be processed through the procedures outlined in
Steps 2-4 of the qrievance appeal of disciplinary action procedure (Article XIX, Section
ARTICLE XXI - 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 XXII - 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 XXIII - WORK STOPPAGE AND LOCKOUTS
The City agrees that it will not lock out employees, and the Union agrees that it will not
engage in any concerted work stoppage or slowdown during the term of this
Memorandum of Agreement. An employee shall not have the right to recognize the
picket line of a labor organization when performing duties of an emergency nature.
57
I D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/2712006 -!,:23 PM
ARTICLE XXIV - 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. This Memorandum of Agreement shall become a part of the City of Palo Alto
Merit Rules and Regulations applying to employees assigned to classifications in the
SEIU unit. As applied to employees assigned to the SEIU unit, this Memorandum of
Agreement shall prevail over any conflicting Merit Rules and Regulations.
Section 3. 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 XXM- 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.
ART!CLE .X~,~V! - REOPENERS
T~e City and Unioa-ag~l~e4mt-act in April 2005 to d!sc’Jss Health
,~ ,h~. ,~.~,;~ ,~,-, ,~,-,, .~.-~,-h ..........+ ,.,~ *h~. reopener ; ......prior ÷’’ ~"
58
D RAFT: LAST PRINTED 10/4/2006 10:51 AM
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 XXVII - TERM
The Term of this Memorandum of Agreement shall commence on May 1, 2006, and
shall expire on June 30, 2009. Either party may serve written notice upon the other
party during the period between ninety (90) and sixty (60) days prior to June 30, 2009,
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 the terms and conditions of this
Memorandum shall continue in effect.
EXECUTED:
FOR LOCAL 715, SEIU, AFL-CIO, CLC:
Sascha Eisner,
Phil Plymale, Chapter Chair
FOR CITY OF PALO ALTO:
rces Director
Eli Serumalani, Chapter Vice-Chair Lalo Perez, Asst. Dir., Admin. Services
Janice Hall, Co-Chief Steward Paul Dornell, Asst. Director of Utilities
Eric Talley, Co- Chief Steward Sheryl Contois, Coordl Police Technical Svcs
Mike Blodgett, Negotiator Helen Del Grosso, Mgr, Employee Relations
Vic Farisato, Negotiator Paul Dias, Manager, Parks & Golf Course
53
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/200~ ~,:23 PM
John Hospitalier, Negotiator Karen Smith, Manager Facility Maint & Projects
Greg Schulz, Negotiator
Judy Silva, Negotiator
Lisa Myers, Negotiator
Peggy Quillman, Negotiator
Lynn Krug, Alternative Negotiator
Mary Sekator, Alternative Negotiator
Maya Spector, Alternate Negotiator
Stuart Steinhardt, Alternate Negotiator
Virginia Warheit, Alternate Negotiator
Clancy Woolf, Alternate Negotiator
6O
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
APPENDIX A
Update 7/1/06
CITY OF PALO ALTO
2006 SEIU Salary Schedule
J3_lL0_lL36_20_6 Acct Assistant
~V£LILQ6 276 Animal Control Off
~LtLOZIL0~2Z5 Anima! Servic_~
J3~Z0_IZ0~269 Assoc Res Planner
.Q_I/J3_IZQ6 268 Asst Res Planner
Di~3!L(16 ~Asst StorekeePer
61
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
J)J/~Z[L0~~Code Enforcement Off
J&ILOZIJD6 3C[6 Ccmm Tech
.0_1L0_lJD6 ~Coord Rec Proa
OZ[LOJIL06 2.JZ5 Court Liason Office.~
B~L0_IZ~6 ~Crime Analyst
~218 Cust Svc Represent
B3L03]B6 21Z Cust Svc Soec
~0:IL(Z6 ~L5 Cust Svc Spec-Lead
J)~L03 L0~529 Electrician-Aporen
0~L03L06 5~L5 E~
~1 ZOZEO~~’=~EnvironmentaLSJ:Ze6
B~[LOJ[/~6 374 Cacilities Caroentez
~~3Z5 Facilities Elect
~3ZZ Facilities Painter
g~Z!ZQ6 ~Facilities Maint-Lead
62
DRAFT: LAST
01/01/06 462
01101106 383
01101106 456
ol/o1/o6
01/01/06
01/01/06
01/0!/06 258
01/01/06 22Z
01/01/06
01/01/06
01/01/06 ~L3
01/01/06 222
01/01/06 253
01/01/06 252
01/01/06
01/01/06 ~528
01101106
01/01/06
,01/01/06
01/01/06
01/01/06
01/01/06
01/01/06
01/01/06 382
01/01/06 20/
01101106
01/01/06 23~
01/01/06 235
PRINTED 10/4/2006 11:15 AM9/2-742006 4:23 PM
Field Svcpers WGW 21.25 2237 I 23.55 24.79 26.09 I 54269 4;522
Fleet Svcs Coord 24.79 26.10 27.47 28.92 30.44 63;313 &276
~25.65 27.00 28.42 59;116 4.926
Golf Cot Eouio Mech 23.21 24.43 2572 27.07 28.49 59;267 4.939
Golf Cor Mt Person 21.42 22.55 23.73 24.98 26.30 54.701 4;558
G!a pllLc Designer 26.10 27.47 28.92 30.44 32.04 66;646 5~554
J:Le~LEq~27.08 28.50 30.00 62~405 5~200
Heavy Equi[} Oper:Lead 2897 30.50 32.10 66?73 5.564
Ind Waste InsDec 26.52 27.92 29.39 30.93 32.56 67.728 5.644
Ind Waste Invt(~tr 28.36 29.85 31.42 33.08 34.82 Z2~423 &035
Inspector; Field Svc 28.54 30.04 ’ 31.62 33.29 35.04 72~878 6.073
Instrum Elec 28.71 30.22 31.81 33.48 35.25 173.310 6.109
Laboratory Tech WQC 26.72 28.12 29.60 31.16 32.80 68.225 5~685
Landfill Technician 27.53 28.98 30.51 32.11 33.80 70;304 5;859
Library Asst 18.31 19.27 20.29 21.36 22.48 46~760 3.897
Library Specialist 19.95 21.00 22.11 23.27 24.50 50.958 4.247
Library Associate 21.12 22.23 23.40 24.63 25.92 53;922 4~494
Librarian 22.82 24.02 25.28 26.61 28.02 5&272 4.856
Lnper/Cbl SDI-AD~reFI 28.83 30.35 3!.95 33.63 35.40 73.635 6;136
~33.77 35.55 37.42 77~833 6;486
~36.14 38.04 40.04 83.281 6.940
Lineaer/Cable SaI 3477 36.60 38.52 80,126 6677
LineDer/Cable SpI-Lead 37.20 39.16 41.22 85.735 7~145
Mailina Svcs SDec 16.46 17.33 18.24 19.20 20.21 42.~043 3~504
Maint Mech 27.02 28.44 29.94 31.52 33.18 69:004 5~750
Marketina End1 35.55 37.43 3940 41.47 43.65 90.794 7.566
Meter Reader 20.90 21.99 23.15 24.37 25.65 53.360 4~447
Meter Reader-Lead 22.36 23.53 24.77 26.08 27.45 57:095 ’4~758
Mobil Service Tech 26.03 27.40 28.84 30.36 31.96 66.473 5;539
Motor Equip Mech 24.79 26.10 27.47 28.92 30.44 63;313 5.276
Motor Equip Mech-Lead 26.53 27.92 29.39 30.94 32.57 67.745 5;645
Office Assistant 18.45 19.43 20.45 21.52 22.66 47;128 3;927
Office Specialist 20.07 21.13 22.24 23.41 24.64 51;261 4;272
Offset Equip On 18.34 19.30 20_32 21.39 22.51 ~[6~825 3;902
Offset Equip Op-Lead !9.62 20.65 21.74 22.88 24.09 50;103 4~175
Park Maint Person 21.42 22.55 23.73 24.98 26.30 54.701 4.558
63
D R A F T: LAST PRINTED 10/4/2006 11:15 AMg/2-7-/24306-4-:23-PM
01/01/06 283_Park Ranger 233~Z4JSZ ~2Z.22 28J~594&QZ ~96Z
01/01/06 ~Parking Enf Off 20,33 ~~2333 ~
01/01!06 282 Parking Enf Off-Lead 21.86 23.02 24.23 25.50 26.84 55~837 4~653
01/01/06 ~[Q Parks/Golf Crew-Lead 23.29 24.52 25.81 27.17 28.60 59~480 4~957
01/01/06 3J52 Planner 3J~96 33.6_4 ~~39J~
01101106 3J:L4 Plans Check Enar 3453 36.35 3826 40.27 42.39 88~176 7~348
01/01/06 ZI~Police Records Spec 20.07 21.13 22.24 23.41 24.64 51~261 4~272
01/01/06 ~Power Eng 37~95 39,95 ~~~L6D_
01/0!/06 270 Prod Arts/Sci Pro~27.64 29.09 30.63 32.24 33.93 70;584 5.882
01/01/06 232 Prog Analyst 30.11 31.70 33.37 35.12 36.97 76~902 &409
01/01/06 265 Program Assistant 22.14 23.31 24.53 25.82 27.t8 56;541 4.712
01/01/06 209 Propert.v Evidence Tech 20.72 21.81 22.96 24.16 25.44 52;905 4;409
01/01/06 23~Pub Safet.v Disp-Flex 24.44 25.72 27.08 28.50 30.00 62;405 5.200
01101106 236 Public Safetv DisD 26.29 27.68 29.13 30.67 32.28 67.143 5~595
01/01/06 23Z Public Safetv Dise-Chief 29.53 31.08 32.72 34.44 36.25 75.409 6.284
01/01/06 35Z Real Property Agent 28.36 29.85 31.42 33.08 34.82 72;423 6.035
01/01/06 35_6 Real Property Anal,vst 22.80 24.00 25.27 26.59 27.99 58;229 4;852
01/01/06 ~!~Refuse DisposalAttel3d 19.19 20.20 21.27 22.38 23.56 4£011 4;084
01/01/06 262 Resource Planner ~~~~~
01/01/06 461 Sprinkler Svs Rear 21.77 22.91 24.12 25.39 26.73 55,589 4.632
01/01/06 223 Sr Chemist 33J2B ~3JLZ8 38.72 4L0,7--6
01/01/06 511 Sr Ind Waste Inspe,£.,t 283~2933 3J~4J.33.DJ~3A,&Q Z2p38Q 6.J332,
~IZ01/06 5Z[2 ~~~33.93 3#~Z 36~6g ? 8~52,~6~ZZ
01/0!/06 251 Sr Librarian 2592 27.28 28.72 30.23 3182 66191 5,516
01/01/06 504 Sr Mech 30.78 32.40 34.11 35.90 37.79 78.612 &551
01/01/06 506 Sr Operator WQC 3L~4 32,Z8 ~3A~SD_36.32 38.23 Z£,JSZI_
01/01/06 318 Sr Planner ~~#~32 ~44.67
01/01/06 231 Sr Proe. Analyst 3220 33.89 35.68 3755 39.53 82~225 6852
01/01/06 28£Sr Ranger 25J~4 2Z,20_~~3ZLZ2
01/01/06 261 Sr Util Field Svc Rep 27.78 29.25 30.79 32.41 34.11 70.952 &913
01/01/06 2&6 Sr Util S,vst Tech .,30J)~~33.65 .3&3_t 3~5J&6 ~~6_~98
01/01/06 ~Z5 St Maint Asst ~20C~~~~
01/01/06 ~St Sweeper O~~~~~~
64
D R A F T: LAST PRINTED 10/4/2006 11:15 AM8/27/-2~06 4:23 PM
~ Staff Secretar,v
~TrafCont Maint II
#~6 Traf Cont Maint I
433Z Traf Cont Maint-Lead
435 Tree Maint Asst
434 Tree Maint Person
~ZJLe.,~TJim/Ln CIr Asst
~Tree Trim/Ln Clr
431 Tree Trim/Ln Clr-Lead
400 Truck Driver
~UtilAcct Rep
Util CredifJCol Seec
~Util Install/ReD Ast
~Util Install/ReD
479 Util Install/Re,mLead
27~Util Locat0r
233.3 Util Rate Anal.vst
Veterinarian Tech
Volunteer Coord
Water Meter ReD Asst
65
DRAFT: LASTPRINTED10141200611:15AM-_.-.’-’~ :--- -"
¯ 99 water S.vs Oper I
50Z Water S.vs Opec1]
5~Q WQC Pit ODer Trn
~WOC Pit OBerl
509 WQC Pit Ooerll
226 ~/t]- Mtr Crs Cn Tec
66
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 ,!,:23 PM
City of Palo Alto SEIU Salary Schedule
2007
204 Acct S~
207 Acct S~oec-Lead
276 Animal Control Off
263 AnimaIServices SDec
275 Animal Services SDec II
333 Assoc Engineer
353 Assoc Planner
247 Assoc Power Engr
~A s_A~ineer
299 Bid Ins~
370 BId~
371 BId~person-L
355 BldgZE~g~
212 Buyer
536 Cathodic Tech
408 Cement Finisher
~Cement Finisher Lead
502 Chemist
305 Chief Comm Tech
301 Code Enforcement Off
306 Comm Tech
~Community Serv Offcr
25,5_Coord Libra~
21.25 22.37 23.55 24.79 26.09
22.73 23.93 25.19 26.52 27.92
20.57 21.65 22.79 23.99 25.25
20.28 21.35 ~~24.89.
22~. 6 ~24.78 26.08 27.45,
Non--
54267 4522 Exempt
Non-
58074.4839 ~
~4377_Exempt.
Non-51771 ~ ~
Non--
57096_4758 Exempt
Non-.
6784 E x e_E~pt
77126 6427 Exempt
Non-
86694 7225 Exempt
73736 6145 Exempt
Z6232 6353 Exempt
Non-
~6781 Exempt
Non-
46342.3862 Exempt
Non-
49608.4134 Exer0pt
Non-
62546 5212 Exempt
75733 6311 Exempt
78582 6549 Exempt "
Non--
65083 5424 ~
Non--
69638 5803 Exempt
Non-
77043 6420 Exempt
81411 6784 ~
Non--
73216 6101 Exempt
Non--
79747 6646 Exempt
53496_~-458 Exempt
Non-
72883 6074 E xe_mEt
31.87 33.55 35.32 37.18_39~. 4 81411
30.21 31.80 33.47 35.23 37.08
33.95 35.74 37.62 39.60 41.68
28.86_~32,00 33.68 35.45
29.86 ~33.08 34.82 36.65
~33.54 3530 ~39.12
18.15 19._9J_0_20.11 21.17 22.26_
19.43 20.45 21.53 2266 23.85
24.49 25.78 27.14 28.57 30.07_
29.66 31.22 32.86 34.59 36.41
34.10 35.89 37.78
~=.28.24 29.73 31.29
_3.~.~33.48
30,17 31.76 33.43 35.19 37.04
31.87 33.55 35.32 37.18 39.14.
28.67 30.18 31.77 _33.44 35.20
31.23 32.87 34.60 36.42 38.34
20.95 22.0,5 23.21 24.43 25.72
28.55_~31.63 33.29 35.04
67
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/200~ 4:23 PM.
317 Coord Rec Procj
205 Court Liaison Officer
214 CrimeAnalvst
~Cust Svc Represent
217 Cust Svc SDec
415 Cust Svc Spec-L
I24.10 .25.37 26.70 28.10 I 29.58
27.27 28.71 __30.22 31.81 33.48
27.27 28.71 30.22__~33.48
22.5~7 23.76 ~26.33 27.72
24.82 26.13 27.51_2___8~96 ~
26.56 27.96 29.43 30.98_32.61
260 Desktop Technician
533 ElecAsst I
267 Elec Und~
530 Elec_trician
529 Electrician-ADDren
535 Electrician-Lead
332 Engineer
311 Eng[Tech I
323 EngE_Tech II
319 En~
27.08 28.50 30.00 31.58 33.24
23.00 24.21 _25.48 26.82 28.23
28.28 29.77 31.34 32.99 34.73 72238
34.10 35.89 37.78 .78582
29.12 30.65 ~~~7_7~&6~
~~_36.49 38.41 40.43 84094
35.92 37.81 39.80 41_.89 44.09 91707
21.14 22.25 23.42 24.65 25.95 .53976
22.9024.1025.3726.7028.10 58448
25.55_ 26.89 ~ ~ 1.~_65229
257 Environmental Spec
211 ~Serv Per
396 E~
397 ECl~jp~Oj0erator- Lead
61526
Non-
5127 Exe~
Non--
69638 5803 Exe~
Non-
69_£6&6 5803 Exempt
Non-
_57658 480_5 ~
Non-
~5283 Exempt
Non-
_67829 5652 ~
69139 5762 Exemp~
58718 4893 Exempt
Non~
6020 Exempt
6549 Exempt
Non--
6197 Exempt
Non-.
7008 Exempt
Non-
7642 Exe_~A~3~
Non-
4498 Exe~_t
4871 Exempt
31.87 33.55 -35.32 37.18 39.14 81411
~20~.4 21.55 22.68__23.87 49650
24.71 26.01 27.38 56950
~~2644_27.83 29.29 60923
220 Executive Secret_Eet~
203 Facilities Asst
374 Facilities CarDenter
373 Facilities Maint-L
37~6 Facilities Mech
377 Facilities Painter
23.61 24.85 26.16_27.54 28.99 60299
19.55 20.58 21.66 22.80 24,00 49920
2~.49 26.83 28.24 29.73 31.29 6508L-3
32.94 34.67 36.49 38.41 40.43 84094
25~26.83 28.24 29.73-1.~65083
~~28.24 29.73_~_65083
5436 Exempt
Non-
6784 Exempt
Non-__
413Z ~
Non-
4746 ~Non-
507Z Exe~
.Non-
5025 Exemp~
4160 Exempt
Non-
5424.E xe~Am~Et
Non-
7008 Exem~
Non-
5424 ~Non-
5424 Exempj~
68
D RA F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
383 Fleet Svcs Coord
489 ~stem Tech
456 Golf Cor Equip Mech
459 Golf Cor Maint Person
283 Gra~
390 Heavier_
391 ~er-L
508 Ind Waste InsDec
258 Ind Waste Invtcjtr
22,7 I n s#~t~J~gJ~3~
308 Instrum Elec
.503 Laboraton/~
413 LandfilITechnician
254 Librarian
252 Librar~Associate
222 Libra~
253 Libra~
541 Lineper/Cable S~,’. ....
542 LineDedCable SDI-L
531 Lineperson/Cable S#I-T
53, 2 Lin_~erson/Cable S£1-TL
528 ~ren
213 Mailin~
505 Maint Mech
291 Maint Mech-Weldin,
25.18 26.51 27.91 29.38 30.93 64334
23.38 24.61 25.91 27.27 28.70 59696
23~.4 24.66 25.96 ~28.77 59842
~22.77 2397 25.23 26.5~~
~2~,3-0.0031.5833.24 ~
27.98 29.45 31.00 446~8D
_29.93 31.51 33.17 68994
26.80 28.21 29,69 31.25 32.89 68411
28.64 30.15 31.74 33.41 35.17 73154
28.82 30.34 31.94 33.62 35.39 73611
28.99 3052 2~ZL3_3382 35.60 74048
26.99 28.41 29.90 31.47 33.13_.68910
27,8729.3-430.8832.5034.21.71157
23.06 24.27 25.55 26.89 28.30 58864
.21.33 22,45 23.63 24.87 26.18 54454
18.50 19.47 20.49 21.57 22.70 47216
20.15 21.21 22.33 23.51 24.75,_51480
~~3788 ~82930
38.52 40.55 42.68 ~
34.29 ~7~3Z~9_79019
36.68 38,61 40.64 84531
29.27 30.81 32.43 34.14 35.94 .74755
.16.63 17,50 18.42 19.39 20.41 42453
27.29 28.73 30.24 31.83 33.51 69701
28.40_29.8~3-1.46 33.12_~72509
~~~41.89 44.09.91707
69
Non-
5361 ~
No_n-
4975 Exempt
Non-
_4987 Exempt
Non-
Non-
5~73 Exempt
Non-
5749 Exempt
Non:
5701 Exempt
6096 Exempt
6134 ~
Non-
6171 ExemJ~t
Non-
5743 Exempt
Non-
5930 ~
_Non-
. 4905 Exempt
Non--
4538 Exempt
Non-
Non-
6911 Exem, pt
Non--
7398 ~
Non-
_6585 Exerr~
Non-
7044 Exempt
Non-
6230 ~
Non-
3538 ~
Non~
5808 Exem_m_m_m_~
=No~
6042 ~
Non--
7642 ~
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
I
241 Meter Reader 21.10 22.21 23.38 124.61 25.91
240 Meter Reader-Lead 22.57_ ~ 25.01 26.3327.72
384 Mobile ServiceTech
380
381 Motor ~ Mech-L
200
230
235 Offset E uio~jp~_p-Lead
452 Park Maint- Lead
451 Park Maint Person
~281 Park Ran£1~[
243 ~Enf Off
282 Parking EnfOff-L
460 Parks/Golf Crew-Lead
_245 Parks/O enp~Sp_c Asst
352 ~’lanner
0_3_0APlans Check Engr
21~Police Records S~ec
246 Power Engr
270 Prod Arts/Sci Prog
232 Pro~
265 Pro~qram Assistant
209
237 Pub Safety Dis#-Lead
~ Public Safet D.v~jsp
242
53893
57658
26.30 27.68 29.14 30.67_32.28 67142
26.8!28.22 29.7031.26 2~.90 68432
20.28 21.35 22.47 23.65 2489 ~
18.52 19.49 20.52 21.60 22.74 47299
19.81 20.85 21.95 23.11 24.33 _50606
25.08 26.40 27.79 29.25 30.79 64043
21.63 22.77 23.97 25.23 26.56 _55245
23.82 25.07 26.39 27.78 ~60819
20.64 21.73 22.8724.07 25.34 52707
22.08 23.24 24.46 25.75 27.11 56389
23.54 24.78 26.08 27.45 28.89 60091
8.37 8181 9.27 9.76 10.27 21362
32.28 33.98 35.77 37.65 39.6~"82430
34.87 36.71 38.64 40.67 .42.81 89045
~~22.471 23.65 24.89 .51771
38.34 40.36 4248 ~47.07 97906
~29.38 30.93 32.56 34.27_~
30.42 32.02 33.70 35.47 37.34 77667
22.36 23.54 24.78 26.08 -27.45 57096
20.97 ~23.23 24.45 25.74 53~
31.31 32.96 34.69 36.52 38.44 79955
27.88.29.35 30.89 32.52 ~71198
2 .~~31.89 33.57_35.34 73507
70
Non--
4491 Exe~
NorE.4805 Exe_~m~
Non--
~595 Exempt
Non-
5328 ~
Non-
_5703 Exempt
Non--
4314 ~
Non-
3942 Exem4o~
4217 Exempt
Non--
.5337 Exempt
4__604 Exempt
Non--
5_~)68 Exempt
Non-
.4392 Exempt
Non-
4699 Exe__~e_~pt
Non-
5008 Exempt
Non-
1780 Exempt
6869 Exem_~
Non-
7420 Exempt
Non--
4314 Exem_pt
Non-
8159 ~
_Non-
5940 Exempt
Non-
6472 Exempt
Non--
4758 Exempt
Non_-
4462 Exem__pt
Non-
6663 Exempt
Non-
5933 Exempt
Non,
6126_ ~
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/200~ 4:23 PM
414 Nefuse DispAtten 19.39 20.41 21.4g 22.61 23.80 49504
262 Resource Planner 41.04 43.20 .45.47 47.86 50.38 104_gAZ£~
461 S~ r’mklerS.’s Re_r_
224 Sr Chemist
251 Sr Librarian
21.99 23,1,5 24.37 25.65 27.00 56160
33.53_ 35.29 37.15 39.11 41.17 85634
26.1727.5,529.00 ~3214 66851,
.504 Sr Mech WQC
506 ~erator WO~_
318 SrPlanner
3109 _32.73 34.45 36.26 38.17~~
3_1.45 33.11 34.85 36.68 38.61.80309
37.30 39.26 41.33 43:50 45.79 95243
_280 Sr Ran~e~26.35 27.74 29.20 30.74_ 32,36 67309
261 Sr Util Field Svc ReD 28.06 2~.54 31.09 32.73 34,45 71656
501 SrWater Sys Oper 33.11 ~~6.68 38.61 0,8~3~£
221 Staff Secretar~22.04 23,20 24.42 25.70 27.05 56264
248 ~
288 ~er-L
22.12 23.26 24151 25.80 27.16 56493
23.68 24.93 26.24_27.62 29.07 60466
405 Street Maint Asst 19.36 20.38 21.45 22.58 23.77 49442
392 Street Sweeper Op 2__-3.43 24.66 25.96 27.&3_56846
393 Street Sweeper OD-Lead 26.40 27.79 ~ ~0840
326 ~ Asst
325 Suave o.y~, PublicWks
2~6.81 28.22 29.71 3~2_Z~232.92 6_68~Z~
29.17 ~ ~ 34.03_ 35.82 74506
229 Theater Specialist 29.88 31,45 _33.10 34.84 36.67 76274
406 TrafCont Maint I
412 TrafCont Maint II
407 TrafCont Maint-L
434 Tree Maint Person
430 Tree Trim/Ln Clr
4_~Tree Trim/Ln Clr-L
25.13 26.45 27.84 57907
23.26 24.48 25.77 53602
26.88 28.29 29.76 61942
25.75 27.11 28.54 59363
25.37 26.70 28.11 58469
27.14 2~.57 30.07 62546
71
Non-
4125 ~
Non--
8733 Exemp~
Non-
4680 ~
Non. -
Non-
5571 Exemp~
Non--
6616 Exern_~
Non--
6692 Exem~
Non~
7937 Exem~
Non-
5609 Exem_p~
5971 Exem~l~
Non--
6692 Exe~
Non-
4689 Exem~
Non-
Non--
5039 Exem~
Non-
4120 Exem~
47a7 ~
5070 ~
5706 Exe~
Non~
6209 ~
6356 ~
4826 ~
Non-
~67 Exem~
5162 ~
4947 ~
4872 ~
52i2 Exem~
D R A F T: LAST PRINTED 10/4/2006 11:15 AMg/2-7-/2~Q6 4:23 PM
400 Truck Dryer
215 UtilAcct ReD
22_~3 Util Acct~g Tech
272 ~
27_Z~~ Tech-L
219 Util Credit/Col SDec
3_$0_~r Estimator
284 Util Enqr Estimator-L
486 Uti/Fld Svcs R_~ep
20.30 21.37 22.49 23.67 24.92 51834
28.83 30.35 3!.95 33.63 35~, 0 73632
22.95 24.16 25.43 26.77 28.18,_58614
~32.99 _34.73 36.56 3_8.48 80038
3353 ~37_Z~5.~41.17 85634
27.35 28.79 30.31 31.90 .33.58
33.75 35.53 37.40 39.37 .41.44
36.11 38.01 40.01 42.12 44.34
26.24 27.62 29.07 30.60 32.21
290 Util Install Repair-L-Welding 28,47 29.97 31.55 33.21 34.96_
289 _Util Install ReDair-Weldin(]
480 Util Install/ReD
481 Util Install/RepAst
479 Util Install/Re~0~
271 Util Locator
233 Util RateAnalvst
307 ~
27_2Z6_Veterinarian Tech
274 Volunteer Coord
49_£,9 Water S_ sy~_Oq3er I
507 ~er II
500 WQC Pit ODer I
50_~9 WQC Pit ODer II
510 WQC Pit Oper Trn
~28~.0 29.48 31,03 32.66
28.35 29.84 31.41
21.70 22.84 24.04 25.31 26.64
30.33 31.93 33.61_
24.15 25,42 26.76 28.i7 29.65
~33.6735,44_37.3039.26
~32.67 .34.3936,2038.10
21.01 22.12 23.28 ~ 25.79
25.34 ~2_8.07 29.55 ~
24.28 25.56 26,9_0 28.32 29.81
27,73 29.19 30.73 32.35 34.05
24.28 25.56 26.90 28.32 29.81
27.73 29.19 30.73 ~.34.05
21.38 22.50 23.68 24.93 26.24
226 Wtr Mtr Cross Conn Tech ~ 24.59 25.88. 27.24 28.67
69846
86195
92227
66997
72717
95333
55411
9990£
61672
81661
7£248
53643
64709
62005
70824
62005
70824
54579
Non-
4319 ~
Non-
6136 Exe~
.4885 Exe~
Non-
667Q Ex_E~em~
Non--
7136 ~
~on~
5821 Exempt
Non-
7183 ~
7686 Exempt
5583 Exempt
Non-
6060 Exempt
Non-
Nora
5444 Exempt
Non--
4618 ExemPt
Non--
5826 Exempt
Non--
5139 Exempt
Non-
6805 ~
Non-
6604 Exempt
4470 ExeE~e~
Non--
Non-
5167 Exe~
Non_-
5902 Exempt
Non-
5167 Exem_~
5902 Exe_~
4548 ~
4969 Exem_m~J;
72
D R A F T: LAST PRINTED 10/4/2006 11:15 AMg/27/200~ 4:23 PM
City of Palo Alto SEIU Salary Schedule
Effective 2007
204 Acct Spec
207 Acct Spec-Lead
276 Animal Control Off
26:~Animal Services SDec
275 Animal Services Spec II
333 ~inee~
353 Assoc Planner
247 Assoc Power Engr
330 Asst Enaineer
299 Bid9 Insoector
300 Bldg Inspector Soec
370 Bldg Serviceperson
371 Bldg ServiceDerson-L
355 Bldq/Pla Technician
21.99 23.15
23.55 24.79 26.09 27.46
21.28 22.40
20.99 22.09
23.14 24.36
32.99 34.73
31,26 32.91
35.13 36.98
29.89 3t .46
30.89 32.52
32.98 34.72 36.55 38.47
18.78 19.77 20.81 21.9!
20.11 2! ,!7 22,28 23.45
25.35 26.68 28.08 29.56
24.37 25.65 27.00 56160
28.9O 60112
23.58 24.82 26.13 54350
23.25 24.47 25.76 53581
25.64 26.99 28.41 59093
36.56 38.48 0_4LQ~5~~
38.38 79830
43.14 89731
36.69 76315
37.93 78894
40.49 84219
23.06 47965
24.68 51334
31,12 64730
34.64 36.46
38.93 40.98
33.12 34.86
34.23 36.03
212 Buyer 30.69 32.31
536 ’ Cathodic Tech
34.01 35.80 37.68 78374
35.29 37.15 39.10 81328
408 Cement Finisher
409 Cement Finisher Lead
502 Chemist
305 ChiefComm Tech
301 Code Enforcement Off
306 Comm Tech
702 Community Serv Offer
255 Coord Library Pr0g
29.23 30.77 32.39 67371
31.27 32.92 34.65 72072
31.23 32.87 34.60 36.42 38.34 79747
32.99 34.73 36.56 38.48 40.51 84261
29.68 31.24 32.88 34.61 36.43 75774
32.33 34.03 35.82 37.70 39.68 82534
21.69 22.83 24.03 25.29 26.62 55370
29.55 31.10 32.74 34.46 36.27 75442
73
Norl--
4680 Exempt
Non-_
5009 Exempt
Non-
4529 Exempt
Non=
4465 Exempt
Non--
4924 Exempt
Non-
7022 Exempt
Non--
6653 Exempt
Non-
7478 Exempt
Non--
6360 Exempt
6575 Exempt
Non=
7018 Exempt
Non_-
3997 Exempt
Non--
4278 Exempt
5394 Exempt
6531 Exempt
Non-_
6777 Exempt
5614 Exempt
Non-
6006 Exempt
Non-
6646 Exempt
Non-
7022 Exempt
Non--
6315 Exempt
Non-
6878 Exempt
4614 Exempt
Non-_6287 Exempt
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27!200~ 4:23 PM.
317 Coord Rec Pro9
205 Court Liaison Officer
214 Crime Analyst
218 Cust Svc Represent
217 ~
415 ~ec-L
260 Desktop Technician
533 ElecAsst I
267 Elec Und~
530 Electrician
529 Electrician-ADDren
535 Electrician-Lead
24.95 26.26 27.64 29.09 30.62
28.22 29.71 31.27 32.92 34,65
28.22 29.71 31.27 32.92 34.65
23.38_24~.6 25.90 27.26 28.69
25.70 27.05 28.47 29.97 31.55
27.49 .28.94 30.46 32.06 33.75
28.03 _29.50 31.05 32.68 34.40
23.80 25.05 26.37 27.76 29.22
29.28 _30.82 32.44 34.15 35.95
35.29 37.15 39.10
30.13 ~3~3.39 35.15 37.00.
37.77 3976 41.85
332 Engineer
311 En~
323 En~Tech II
319 En~
257 Environmental Spec
211 ~ServPer
396 E~
397 ~erator- Lead
220 Executive Secretary
203 Facilities Asst
374 Facilities Carpenter
373 Facilities Maint-L
37_Z.6 Facilities Mech
377 Facilities Painter
37.16 39.12
21.88 .23.03
23.69 24.94
26.45 .27.84
32.99 34.73
20~.3 21.19
24.44 25.73
20.24 21.30
~27.77
34.09 35.88
.26.38 27.77
26~.3 27.77
41.18 43.35 45.63
24.24 25.52 26.86
26.25 27.63 29.08
29.30 30,84 32.46
36.56 38.48 40.51
63690 53071N°n-
72072 6006 Exempt
Non-
72072 6006 Exe_E~emj~
Non-
Non-
65624 5469 Exe_E~mj~
Non-
7_0200 #850 Exem~
7~[552 5963 Exem~
Non-
60778 5065 Exempt
74776 6231 Exem~
81328 6777 Exem~
No~-
76960 6413 Ex_E~e_m4~
Non--
87048 7254 Exempt
Non-
94910 7909 Exem#t
Non--
55869 4656 Exempt
Non-
60486 5041 Exempt
67517 5626 Exempt
Non-
84261 7022 Exempt
Non-
NOn-
~912 E xe~mpt
Non-
~255 Exempt
Non--
62400 5200 Exe~p~
Non-
51667 4306 Exem~
Non--
5614 Exem~
Non-
8704~7254 ~
Non-
561~~
No~
~ Exem~
27.36 28.80 30.32
27.08 28.50 30.00
22.42 23.60 24.84
~30.77 32.39
37.77 39.76 41.85
29.23 30.7~32.39
2~.23 ~3239
74
D R A F T: LAST PRINTED 10/4/2006 11:15 AM8/2-7/24306 4:23 PM
I I Non-
383 Fleet Svcs Coord .26.08 27.45 28.89 130.41 32.01 66581 } 5548
Non-
489 £&A&~_ystem Tech ~ 25.47 26.81 28.22 29.70 .61776 ,5148 Exempt
27.72
29.65
29.84
30.02
27.93
28.84 30.36
23.86 25.12
22.08 23,24
19.13 20.14
20.86.21,96
Non--
24,26 .25.54 26,88,28.29 29.78 61942 5162 ~
Non--
~~24.81 ~2749 57179_4765 Exe~
Non--
~~31,05 ~34.40 ~9_59_6~ Exe_~
Non--
28~.7 30.49 2~.09 .66747.5562 Exe~
Non--
30.98 32.61 34.33 71406 5951 Exempt
Non-
29.18 30.72 32.34 34.04 .70803 5900 ~
Non-
31.21 32.85 34.58 36.40 75712 6309 Exempt
Non--
31.41 33.06 34.80 36.63 76190 6349 Exempt
Non--
31.60 ~35.01 36.85 7_6_6&6 63~6~6Z Exe~
Non-
29,40 30.95 32.58 34.29 71323 5944 ~
Non--
31.96 33,64 35.41 73653 6138 Exempt
Non--
26.44 27.83 29.29 60923 5077 Exempt
Non-
24.46 25,75 27.10 56368_4697 Exempt
21.20 22,32 ~.48859 4072 Exempt
Non-
23,12 24.34 25.62 .53290 4441 ~
Non--
37.25 39.21 41.2Z ~~7JA~ Exe~
Non-
39.86 41.96 44,17 91874 2’656 Exempt
Non-
_35.48 37.35 39.32 81786 6815 Ee~
I Non-
=37.96 39.96 42.06 87485 7290 Exempt
_Non-
30.30 31.89 33.57 35.34 37.20 77376 6448 Exempt
17.20 18.11 ~20.06 21,12 _43930 3661 Exempt
.28,25 29,74_31.30 32.95 34.68 72134 6011 Exempt
Non-
29.3_9 3094 32.57 34.28 .36.08 75046 6254 Exempt
Non-
37.16 39.12 ~43,35 45.63 ~7909 Exe_~
456 GolfCor Eouip Mech
45_5£GolfCor Maint Person
391 Heav.v Equip Oper-L
.508 Ind Waste Inspec
258 Ind Waste Invtgtr
227 Inspector, Field Svc
308 Instrum Elec
~503 Laborato Tecr~
413 .LandfilITechnician
254_Librarian
252 ~ Associate
222 ~
253 ~ecialist
541
542 Line er/Cable S I-L
531 Li_j&ep~son/Cable SpI-T
532 ~erson/Cabl~
528 Lnper/Cbl SpI-Appren
213 ~
505 Maint Mech
291 Maint M~
216:~
75
D R A F T: LAST PRINTED 10/4/2006 11:15 AM~~
241 Meter Reader
240 Meter Reader-Lead
384 Mobile Service Tech 27.21
380 t~[0L~p~25.92
381 ~27.73
200 ~20.99
230 Offset ~19.17
235 Offset ~-Lead 20.50
452 Park Maint- Lead 25.96
451 Park Maint Person 22.39
281 Park Ran~,q~[24.6_4_
243 Parkin,,q Enf Off 21.37
282 ~ Enf Off-L 22.86_
460 Parks/Golf Crew-Lead 24.36
245 ~c Asst 8.66
352 Planne~_33.41
~Plans Check Engr 36.09
210 P~;~eJ~Q[q~ ~ ,r .. ’ _:20.99
246 Power En~L[
270 Prod Arts/~28.90
232 Pro~31.48
265 Pr_P~ram Assistant 23.14
209 Pro ep~_Evid Tech 21.70
237 Pub Safet D~y~p-Lead 33.21
236 Public Safety Disp 29.58
242 ~ Coord 29.79
21.85 23.00 24.21 25.48 26.82 55786
23.38 24.61_2590 27.26 28.69 59675
28.64 30.15 31.74 ,33.41 69493
27.28 2872 30.23 .31.82 ~
29.19 30.73 32.35 4~.05 70824
22.09 23.25 24.47 25.76 ~
20.18 21.24 22.36 23.54 48963
21.58 22.72 23.92 25.18 52374
27.33 28.77 30.28 31.87 66290
23.57 24.81 26.12 27.49 .57179
25.94 27.31 2875 30.26 62941
22.49 23.67 24.92 26.23 54558
24.06 25.33 26.66 28.06 .58365
25.64 26.99 28.41 29.9Q "62192
9.12 9.60 10.10 10.63 22110
35.17 37.02 38.97 41.02 ~85322
37.99 39.99 42~.9 44.31 92165
22.09 23.25 24.47 25.7~_~
3968 41.77 43.97 :~6.28 4872 101338
30.42 32.02 33.70 35.47 73778
33.14 34.88 36.72 ~8.65 80392
24.36 25.64 26.99 28.41 59093
22.84 24.04 25.31 26.64 55411
34.96 36.80 38.74 40.78 84822
31.14 32.78 34.50 ,36.32 75546
~~.1 34.75 26.58 ~
76
INon-
4649 ~
Non-
4973 Exem~
Non-
5791 Exem~
Non--
5~15 Exemp~
Non--
Non-
Non-
4080 Exem_p~
~365 Exem~
5524 Exem~
Non-_
4765 ~
Non~
5245 ~Non-
4547 Exemp~
Non-__
4864 ~
Non-
5183 Exemp~
Non-
1843 Exem~D~
Non-
711Q ~
Non-
Z680 Exem~
Non--
8445 Exemp~
Non-
6148 Exe~
Non-
6699 Exem~
Non-
4924 Exem~
4618 Exem~
Non_ -
7069 ~
Non_ -
6295 Exem_~t
Non-
6341 Exe_E~em~ I
D R A F T: LAST PRINTED 10/4/2006 11:15 AM8!27/2006 4:23 PM
4i4 Refuse Disp Atten 20.06
262 Resource Planner 42.47
~~22.76
224 Sr Chemist 34.71
~Sr Librarian 27.09
504 Sr MechanicWQC ~
506 Sr O~32.55
318 Sr Planner 38.60
.280 Sr Ran~.q~27.28
261 Sr Util Field Svc ReD 29.05
~SrWater Svs ODer 32.55
221 Staff Secretary 22.81
248 Storekeeper "22.90
288 Storekeeper-L 24.51
405 Street Maint Asst 20.04
392 ~23.05
393 S re et~L~3~e~p~E~ -Lead ~
326 ~27.75
30.20
30.9!
21.12 22.23 ’23.40
44.70_47.05 49.53
23.96 25.22 ~
~8_&6A6_. 44_0.48
~30.02 ~
33.87_.35.65 37.53_
;34.26 36.06 37.96
40.63 42.77 45.02
28.72 30.23 31.82
30.58 ,32.19_33.88
34.26 36_6~00~_~
24.01 25.27 26.60
24,10 25.37 26.70
25.80 27.16 28.59
21.09 22.20 23.37
24.26 25.54 26.88
27.32 28.76
33.46 35.22 37.07
34.25 36.05 37_Z~9~ .
26.00 2737 28.81
24.07 25.34 26.67
27.82 29.28 30.82
26.66 28.06 29.54
26.26 27.64 29.09_
~~31.12
325 Su~_~Public Wks
229 ~
406 Traf Cont Maint I
412 Traf Cont Maint II
407 Traf Cont Maint-L
434 Tree Maint Person
430 Tree Trim/Ln Clr
431 Tree Trim/Ln Clr-L
31.79
32.54
Non-
24.63 51230 4269 Exe~
52.14 .108451 0 £_0~6 , Exe_~
2~.95 ~4845 Exe~
~88629 73_~66 Exe~
Non-
~_69181 7.5 Z6_5_ Exe_~m~
Non-
~~6848 Exempt
Non-
3_9.96 83117 6926 Exempt
Non~
47.39 98571 8214 Exempt
_33.49 69659 5805 Exem.p~
Non--
35.66 74173 6181 Exempt
Non-
39.96 ~&3117 6~926 Exempt
Non-
28.00 58240 4853 Exe~m~_t
Non--
28.11 58469 4872 Exempt
Non--
.30.09 62587 5216 Exempt
Non--
_24.60 51168 4264 Exempt
Non-
28.29 58843_4904 Exe_~
Nora
30.27 _62962.5247 Exe_~
Non--
34_A,_0~_7_ 0J&6~5905 Exe~
Non-
6425 Exe~
Non-
78936 6578 Exempt
Non-
59925 4994 Exempt
Non-
55474 .4623 Exem~
Non-
64106 ~ ~
61443 .5120 Exempt
Non. -
60507.5042 Exempt
Non-
77
400 Truck Driver
215 Util Acct Reo
223 Util Ac£tg Tech
272 Util Com~) Tech
273 Util Comp Tech-L
D R A F T: LAST PRINTED 10/4/2006 11:15 AMg/27/200e 4:23 PM
Non-
23.28 24.50 25.79 53643 4470 ~21,01 22.12
29.85 31.42 33,07 34.81 36.64
23.75 25.00 26,32 27.71 2~,.17
32.44-~~7~.84 39.83
_34,71 36.54_~40.48_4_2.61
28.3"J 29.80 3137 _33.02 34.76 ~
34.93 36,77 38.7i 40.75 42.89 89211
37.38 39.35 41.42 43.60 45.89
27.16 28.59 30.09 31.67 33.34
29.47 31.02 32.65 34.37 36.18
27.53 28.98 30,50 32. ! 1 33.80
29.34 30.88 32.51
2246 23.64 24_.88 26.19 27.57
31.40 33.05 34.79
27.70 29.16 30.69
76211 6351 Exempt
60674 5056 Exem_p~
6904 ~
Non-
88629 _7386 Exem~
Non--
6025 ~
Non-
7434 Exempt
95451 7954 Exempt
.Non-
69347 5779 Exempt
75254 6271 Exempt
70304 5859 ExemPt
Non-
67621 5635 Exem_p~
.Non-
57346 4779 ~
Non~
72363 6030 Exem~
63835 5320 Exem~
8451~7043 Exem~
Non-
82014 ~ ~Nora
55515 4626 Exempj
Non-
66976 558t ~
Non--
64168 5347 Exempt
Non-
73299 6108 Exempt
~on-
64168 5347 Exem~
Non--
73299 6108 Exem#t
~OR-
56493 47O8 ~
Non-
61714 5143 Exempt
25.00 26.32
33.10 34.84 36.67 ~38.60 40.63
32.12 33,81 35.59 37.46 ~
219 Util Credit]Col Spec
310 Util En.cjr Estimator
284 Util Enqr Estimator-L
486 Util FId Svcs Rep
Util Install ReDair L-
290 Welding
289 Util Install ReDair-Weldina
480 Util Install/Rep
481 Util Install/Rep Ast
479 Utit Install/Rep-L
271 Util Locator
233 Util RateAnal,vst
307 Util Svst ODer
278 Veterinarian Tech
274 Volunteer Coord
499 Water S.vs Oper I
507 Water Svs Oper II
500 WQC Pit Oper I
509 WQC Pit Oper II
510 WQC Pit Oper Trn
226 Wtr Mtr Cross Conn Tech
22.89 24.09 25.36 26.69
27.61 29.06 30.593220
26,45 27.84 29.31 30.85
30.22 31.81 33.48 35.24
30.85
35.24
21.75
26.23_
25.13
28.71
25.13 26.45 27.84 29.31
28.71 30.22 31.81 33.48
22.12 23.28 24.51 25.80. _27.16
24.17 25.44 26.78 28.19 29.67
78
D R A F T: LAST PRINTED 10/4/2006 11:15 AM~g6 d:23 PM
City of Palo Alto SEIU Salary Schedule
Effective Jul’ 2008
204 Acct Spec 22.66 23.85 25.10 26.42
207 A¢ct Spec- Lead 24.25 25.53 26.87 28.28
276 Animal Control Off 21.92 23.07 24.28 25.56
263 Animal Services Spec 2!.60 22.74 23.94 25.20
275 Animal Services Spec II 23.84 25.09 26.41 27.80
333 Assoc Enaineer 33.99 35.78 37.66 39.64
353 Assoc Planner 32,20 33.89 35.67 37.55
247 Assoc Power Encjr 36.20 38.10 40,10 42.21
330 Asst Enaineer 30.78 32.40 34.11 35.90
299 Blda Inspector 31.83 33.50 35.26 37.12
300 BId.a Inspector Spec 33.97 35.76 37.64 39.62
370 BId(j Serviceperson !9.34 20.36 21.43 22.56
371 Bid9 Serviceperson- Lead 20.70 21.79 22.94 24.15
355 Bldg/PIg Technician 26.11 27.48 28.93 30.45
212 Buyer 31.62 33,28 35.03 36.87
536 Cathodic Tech 36.35 38.26
408 Cement Finisher 30,!!~31.69
409 Cement Finisher- Lead __,.32.21 33,91
502 Chemist 32.17 33.86 35.64 37.52
305 ChiefComm Tech 33.99 35.78 37.66 39,64
301 Code Enforcement Off 30.56 32.17 33.86 35.64
306 Comm Tech 33.30 35,05 36.89 38.83
702 Community ServOffcr 22.33 23.51 24.75 26.05
255 Coord Library Proa 30.43 32.03 33.72 35.49
79
27.81
29.77
26.91
26.53
29.26
41.73
39.53
44,43
37.79
39.07
41.70
23.75
25.42
32.05
38.81
40,27
33.36
35.69
39.49
4!,73
37.52
40.87
27.42
37.36
57845
61922
55182
60861
86798
82222
92414
78603
81266
86736
49400
52874
66664
80725
83762
69389
74235
82139
86798
78042
85010
57034
77709
4820 Exe~
Non_:-
~Exe~
Non--
4664 Exe~
Non--
Non--
~072 Exe~
Non:
7233 Exeff
6852 Exe~
770"[Exer~
6550 Exe~
Non:
6772 Exe~
Non-
7228 Exe~
Non-
4~L!Z Exe~
Non-
4406 Exe~
Non-
5555 Exeff
6727 Exe~
Non-
6980 Exe~
~Exe~
Non-
6186 ~xe~
Non-
6845 Exeff
Non-
7233 Exe~
~on_:-
6503 Exe~
7084 Exe~
Non-
4753 Exe~
Non=
~ Exen"
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
317 Coord Rec Procj
205 Court Liaison Officer
214 Crime Analyst
218 Cust Svc Reoresent
2~Z Cust Svc SDec
415 Cust Svc SDec- Lead
260 Desktop Technician
533 ElecAsst I
267 Elec Und~
530 Electrician
~Electrician - Lead
529 Electrician-Appren
332 En£ineer
311 En.,qr Tech I
323 EngrTech II
319 ~rTech III
257 Environmental SDec
211 ~.~,aint Serv Per
396 ~erator
397 E ui,O,erao -Lead , .
220 Executive Secretar~
203 Facilities Asst
374 Facilities Car~)enter
373 Facilities Maint- Lead
376 Facilities Mech
377 Facilities Painter
25.69
29.07
29.07_
24.07
28.86
24.52
30.16
31.04
38.29
22.54
24.40
27.23
20.73
25.18
20.84
27.17
27.17
27.17
80
27.04 28.46 29.96 31.54 65603
30.60 32.21 33.91 35~.6 74235
_30.60 32.21.~35.69 ~
2534 2667 28.07 ~61464
27.87 29.34 ~32.50 67_Z-60_Q
29,80 3137 ~3476 _72301
30.38 31.98 33.66 35.43 73694
25.81 27.17 28.60 30.10 62608
.31,75 33.42 35.18 37.03 77022
36.3~_38.26.40.27 83762
38.9O 4~.95 4311 89_96_68
-32.67 34.39 36.20 38.11 79269
40.30 42.42 44.65.47.00 97760
2373 _24.98 26.29_27.67 57554
25.68 27.03 28.45 29.95 62296
28.66 30.17.~3~.43 ~
_35.78 37.66__39.64 41.73 86796_
21.82 _22.97 24.18 25.45_52936
26.34 27.73 29.19 60715
28.19 29.67_31.23 64958
26.50 27.89 _29.36 30.90 64272
21.94 23.09 24.31 25.59 53227
28.60_~31.69 33.3_6 69389
36.96 38.90 40.95 43,11 89669
28.60 -30.11 ~3336 69_389
_28.60 ~~~~
Non--
5467 Exe~
~Exe~
6186 Exen"
#122 Exe~
Non-
5633 ~
Non-
6025 Exe~
Non--
6141 Exe~
5217.Exe~
6419 Exe#
Non--
6980 Exe~
Non--
7472 Exe~
Non-
6606 Exe~
Non-
8147 Exe~
Non-
4796 Exe~
Non--
5191 Exe~
Non--
#795 Exe~
Non-
7233 Exe~
Non-
4411 ExeE
Non-
506Q Exe~
Non-
5413 Exe~
Non-
5356 Exe~
Non~
4436 Exeff
5782 Exe~
Non-
7472 Exe~
Non-
5782 Exe~
Non-
5782 ~
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
383
489
456
283
390
391
5O8
258
227
3O8
5O3
413
254
252
222
253
541
542
531
532
528
_5O5
291
216
28.26
.Non-
Fleet Svcs Coord 26.85_29.75 31.32 32.97_68578 5715 Exert
Non-
~stem Tech 24.9‘2 26.23 27.61 ~_30.59 6362"7 5302 .Exen"
.Non-
GolfCor Equip Mech 24.99 26.30.27.68 .29.14 30.67 63794 5316 Exen"
Golf Cor Maint Person 23.06 24.27 25.55 ~~_58885 4_gDZ Exen"
N o n-~_
Gra~28.86 30.36.31.98 ~35.43 73694 6141 Exert
Non-
~Le~ay~t[~er ~29.83 ~33.05 68744 5729 Exert
Non-
~LP~er- Lead =~31.91 33.59 35.36 73549 6129 Exen"
Ind Waste Ins~)ec .28.56 30.06 31.64 33.31 35.06 _72925 6077 Exert
Ind Waste Invt£1tr 30.54 32.15 33.84 .35.62 37.49 77979 6498 Exert
~Field Svc 3~.73 32.35 34.05 35.84 _37.73 78478 6540 Exen"
Non-
Instrum Elec 30.92 32.55 3426 .36.06 37.96 78952_6580 Exer~
Non-
LaboratoryTech WQC 28.77_30.28 31.8"~33.55 35.32 73466 6122 Exen"
Non--
LandfilITechnician 29.71 31.27 32.92 34.65 36.47 75858 6321. ~
Non--
Librarian 24.58 25.87 27.23 28.66 30.17 62754 5229 Exer~
Non-
Libra~Associate 22.72 23.92 25.18 26.51 27.91 58053 4838 Exen"
. Non~
~~20.74 21.83 22.98~24.19 _50315 4193 Exert
Non-
~21.50 22.63 23.82 25.07 26.39 54891 .4574 Exen"
Non--
Lin~8~38~6 .,40.38 42.51 88421 ~Exert
Non-
LineDer/Cable SDI - Lead 41.07 4_3.23 4550 94640 8Z~6Z Exert
Non--
~erson/Cable S~oI-T 36.56 ~38.48 40.50 84240 7020 Exert
Non-
Line~l-TL , _=39.09 41.15 43.32 90106 7509 Exert
Non--
~ren 31.21 32.85 34.58 .36.40 38.32 79706 6642 Exen:.
~17.72 18.65 .19.63 20.66.21.75 45240 3770 Exerr
Maint Mech 29.09 30.62 32.23 .33.93.35.72 74298 6191 Exe_E
~30.27 31.86 33.54 3_5.30 37.16 77293 6441 Ex~
Non-
Marketin Eg~Eg 38.29 ~42.42 44.6,5 47.00 7.9ZTA0_8147 Exert
81
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
241 Meter Reader .22.50 23.68 24.93 26.24 27.62
24.07 25.34 26.67 28~.0 29.55
57450 Non-
4787 Exe~
5122 Exe~
Non-
5964 Exe~
Non-
61~5680 Exe~
Non=
72946 ~ Ex~
Non--
55182 45_5~9 Exe~
4203 Exe~
Non-
53955 4496 Exe~
68286 5691 Exe~
Non:
~8885 ~90Z Exe~
Non-
64834 45~0~ ~
Non-
4683 Exe~
Non-
60112 5009 Exe~
Non-
#4064 5339 Exe~
Non-
22776 1898 Exe~
Non-
87880 7323 Exe~
Non-
94931 7911 Exe~
Non-
Non--
8698 ~
Non-
6332 Exe~
6900 Exe~
Non-
5072 Exe~
Non-
47~Exe~
7280 Exe~
6484 Exe~
24.25 ~ 50440
28.03 29.51 31.06 32~.9 34.41
~~29.57 31.13 32.77
28.5Z 30~31.65 33.32 3~.07
~22.74 ~25.20 26.53
19.76 20.80 21.89 23.04
21:13 ~2.24 23.41 24.64 25.94
26.74 28.15 29.63 31.19 32.83
23.06 24,27 25.55 26.89 28.31
25.38 267~28.13 29.6!31.17
22.01 23.17 24.39 25.67 27.02 56202
23.55 24.79 26.09 27.46 28.90
25.09 26.41 27.80 29.26 30.80
8.92 9.39 9.88 10.40 10.95
34.41 3._36_,.,.,.,.,.,~38.13 40.14 42.25
37.17 39.13 ~1~19 43.36 45.64
22.74_ ~ 25.20 ,~,.53 ~
240 Meter Reader- Lead
384 Mobile Service Tech
380 ~
40.88
2~9.75
32.42
23.84
22.35
34.21
30.47
30.69
381~Motor E_ui, Mec ~- Lead
20o ~
230 Offset E uio~jp~
235 Offset E~ - Lead
452 Park Maint- Lead
451 Park Maint Person
281 Park Range[
243 Parkin ~n~
282 ParkingEnfOff-L
460 Parks/Golf Crew-Lead
245 Parks/O~
_352 Planner
304 Plans Check Enar
210 Police Records SDec
246 Power En.~
270 Prod Arts/Sci Prog
232 Pro~
265 Program Assistant
209 ~Lo#sJ~z[{~e~
237 Pub Safet D~LDJ~p-Lead
236 Public Safety DisD
242 ~
43.03 45.29 ~50.18 0450A~Z4
3132 3297 34.70 36.53 75982
34.13 .35.93 37.82 39.81 82805
25.09 26.41 27.80 29.26 60861
23,53 24.77 ~6.07 2~.44 57~
36.01 27.91 39.90 42.00 87360
2.~23,76 35.54 37.41 77813
32.31 ~35.80 37.68 78374
82
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/200~ 4:23 PM
20.67 21.76 22.90 24.10
43.75 46°05 48.47 51.02
23.45 24.68 25.98 27.35
35.76 37.64 39.62 41.70
27.90 29.37 30.92 32.55
33.16 34.90 36.74 38.67
33.53 35.29 37.15 39.10
39.76 41.85 44.05 46.37
28.09 29.57 31.13 32.77
29.92
23.49
23.58
25.24
20.64
23.74
31.49 33.15 34.89
35.29 37._ZJ~,39.10
24.73 26.03 27.40
24.82 26.13 27.50
26.57 27.97 29.44
21.73 22.87 24.07 25.34
24.99 . 26.30 27.68 29.14
28.14 29.62 31.18
30.09 ~33.34 ~
32.74 34.46 36.27 38.18
33.52 35.28 37.14 39.09
26.78 28.19 29.67
24.80 26.10 27.47
28.64 30.15 31.74
27.46 28.91 30.43
27.04 28.46 29.96
28.93 30.45 32.05
414 Refuse DispAtten
262 Resource Planner
461 Sprinkler Sys Repr
224 Sr Chemist
251 Sr Librarian
504 Sr MechanicWQC
506 Sr ODeratorWQC
318 SrPlanner
280 Sr Rancjer
261 Sr Util Field Svc Rep
501 SrWater S.vs ODer
221 Staff Secretary
248 Storekeeper
288 StorekeeDer-L
405 Street MaintAsst
392 Street Sweeper O#
393 . Street Swee#er Op-Lead
326 ~
325 Survevor. PublicWks
229 Theater Specialist
406 TrafCont Maint I
412 Traf Cont Maint II
407 TrafCont Maint-L
434 Tree Maint Person
430_Tree Trim/Ln Clr
4~/Tree Trim/Ln Clr-L
28 59
31.10
31.84
Non-
25.37 " 52770 "4397 Exe~
53.70 111696 9308 Exe~
28.79 59883 4990 Exe~
Non-
43.89 91291 7608 Exe~
Non-
34.26 71261 5938 Exe~
Non-
40,70 84656 7055 Exe#
Non-
41.t6 85613 7134 Exe~
48.81 101525 8460 Exe~
Non-
34.49 71739 5978 Exe~
36.73 76398 6367 Exe~
Non:
41.16 85613 ~ ~
Non-
28.84 59987 4999 Exe~
Non-
28.95 60216 5018 Exe~
Non-
30.99 64459 5372 Exe~
52707 4392 Exe~
60611 5051 Exe~
64854 5405 Exe~
Nom
72987 ~ Exe~
Non-
794!4 6618 Exe~
Non-
81307 6776 Exe~
61714 5143 Exe~
57138 4761 Exe~
66019 5502 Exe~
Non-
63294 5275 Exe~
Non-
62317 5193 Exeff
Non--
66664 5555 Exe~
83
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
26.56
Non-
400 Truck Driver .21.63 22.77 23.9"7 25.23 5524~4604 ~
215 UtilAcct ReD 30.74 32.36 34.06 _35.85 37.74 78499 6542 Exert
Non--
223 ~24.47 25.76 27.12 28.55_30.05 62504 ~Exert
Non--
272 Util Comp Tech ~~_37.02 38.97 41.02 ~7110 Exert
Non-
273 ~ Tech-L 35.76 37.64 -39.62 41.7(~43.89 91291 7608_Exert
Non--
219 ~ec ~30,69 _32.31 34.01 35.80 74464 6205 Exenr
Non--
310 Util En~a[ Estimator 35.99 37.88_39,87 41.97 44.18 91894 7658 Exert
Non-
284 Util En~38.5Q 40.53 42.66 44.91 47.27 98322 _8193 Exert
486 Util FId Svcs Rep 27.97 29.44_30.99 32.62 34.34 71427 5952 Exert
Non-
290 Util Install Repair L-Weldinq 30.36 31.96 ~35.41 37.27 ~6460 E~err
Non-
289 Util Insall Re ir-Weldi ~28.36 ~31.4~~~2Z2~0~6034 Exert
Non--
480 Util Install/Rep _~_30.23 31.82 33.49 6965£5805 Exert
Non--
481 Util Install/Re# Ast 23.13 24.35 25.63 26.98 28.40 _59072 4923 Exert
Non--
479 Util Install/Rep-L _32.34 34.04_35.83 74526 6211 Exert
Non-
271 Util Locator 25.75 .27.10 28.53 30.03 31.61 65749 5479 Exert
~Util Rate Analyst ~35.88 37.77_-39.76 41.85 87_ZDA~72_~5A Exer~
Non-
307 ~33.08 34.82 36.65 38.58 ~84469 7039 Exert
Non-_
~Veterinarian Tech ~23.57 24.81 _26.12 27.49 57179_4765 Exert
:NOR-
274 Volunteer_ Coord 27.01 ~29.93 31.51 33.17 68994 5749 Exert
Non--
499 ~er I 25.89 27.25 28,68 30.1931.78 66102 5509 Exert
’Non--
507 rS~Y~e~[~~29.57 31.13 3277_34.49 36.30 75504:6292 Exert
Non~
500 WQC Pit Oper I 25.89 27.25 28.68 30.19 31.78 66102 5509 Exer~
~WQC Ptt Oper II ~31,13 32.77_34.49 36.30 75504 6292 Exen"
Non-
510 WQC Pit Oper Tm 22.78 23.98 25.24 26.57 27.97 58178 4848 Exert
~Non-
226 Wtr Mtr Cross Corm Tech 24.89 2~.20 27~.8 ~30.56 63565 ~ Exer~
84
DRAFT: LAST PRINTED10/4/200611:15 AM ~ " -- -::~ ’.
APPENDIX B
APPRENTICESHIPS
WATER QUALITY CONTROL OPERATOR TRAINEE may lead to positions within
Water Quality Control.
ELECTRIClAN/LINEPERSON - LINEPERSON/CABLE SPLICER APPRENTICE: May
lead to Electrician or Lineperson/Cable Splicer positions.
The Utilities Department is proposing to formalize the Apprenticeship programs in the
Electric Section to develop journey level electricians and lineperson/cable splicers. The
following are basic concepts/principles to be incorporated:
1.Positions/classifications to be identified through the normal budget process -
three initially.
2.The journey level position will not be a promotional opportunity for anyone
other than the apprentice underfilling the position, so long as that apprentice is
successfully progressing through the program.
3.Employees in Electric Operations who qualify will be given first consideration
for the apprentice position prior to other City classifications or recruiting from
outside the City.
4.A letter of agreement will be entered into by the apprentice and the City
identifying the terms and conditions of the program.
5. The program will normally require 36 months to comple~.~.
6. Normal progress through the program will be in periodic increments with
formal evaluations.
7.Salary steps will be established to bridge the Electrical Assistant classification
into the journey level classification.
A process for initial selection and placement in the program will be
established. The City and the Union agree to review or develop job
descriptions to better reflect the qualification necessary to attract and retain
successful candidates for this proqram. It is further aqreed that the job
descriptions will not warrant additional compensation.
85
I D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
9. A procedure for removing an unsuccessful apprentice from the program will
be developed.
10. A task force including journey level persons will be assigned to determine
the content and approach to specific elements of training.
11.Training will consist of on-the-job (OJT) and after hours elements (study and
formal classes). Off-the-job training costs will be funded by tuition
reimbursement and departmental funds. Personal time spent in off-the-job
training will not be compensated,
12.The apprentice will be under the continuing guidance of an appropriately
qualified journey level person during OJT. Such journey level persons will be
assigned by Management from among volunteers and will receive no
additional corn pensation.
13. Qualifications/progress will be verified by appropriately kept records.
14. Unless specifically stated otherwise, regular City personnel policies and
MOA provisions will apply to the apprenticeship program.
15. This program may become a conceptual model for apprenticeships in other
divisions or departments.
86
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
APPENDIX C
ALTERNATIVE 4/11 WORK SCHEDULE
The City and Union have agreed to the following alternative work schedule for
Public Safety Dispatchers:
1.The Alternat!ve 4/!!wcrk schedule ’;:!!! be hand!ed as a side !etter÷ ..........(Formattetl; Bullets and Numbering 1
1. The City agrees to maintain a minimum of 18 permanent dispatchers on
paid status for this alternative 4/11 work schedule. If the Communications
Unit falls below the minimum staffing levels for Communications for more
than 120-days (4 months), the City and the Union will meet and confer
over whether to continue the 4/11 schedule orwill revert to the-another
_.schedule re~~(such as 4/10)=4ve,¢=sef:~a~-until such time as
there are 18 permanent dispatchers on paid status.
2. The City agrees that in accordance with FLSA requirements the
dispatchers will receive overtime for all hours worked outside of the
regularly scheduled work hours of the 4/11 schedule.
~, Formatted= Bullets and Numbering
~ispateher-s-fellewing-negotiations on the term of the tr!a! period for the
proposed sched’..’!e.
87
I D R A F T: LAST PRINTED 10/4/2006 11:15 AMg/2-7#2006-4-:23-P-M
APPENDIX D
Section 1. Exceptions to Standard Workday or Work Week for SEIU
Representation Unit
DEPTIDIVISION CLASSIFICATION
Volunteer CoordinatorCOMMUNITY
SERVICES
Arts & Culture
Division
Library
Di~sie~epartment
Coordinator, Library
Programs
Librarian
Senior Librarian
Library Specialist
Library Assistant
Library Associate
WORKDAY OR WORK
WEEK VARIATION
Each week (30 hours):
15 hours of unscheduled
time; 15 hours of scheduled
time
In a given workweek, staff
may work three eight-hour
days, one seven-hour day,
and one nine-hour day. On a
voluntary basis, staff may
work five non-consecutive
days within seven.
Section 2. Rules Governing Flexible Work H ours
These rules and procedures are established pursuant to ArticleVI, Section 8, and are
an application of Article VIII, Sections 1, 2, and 3 of the Memorandum of Agreement to
the classifications of Coordinator, Recreation Programs; Producer, Arts & Sciences
Programs; Program Assistant; Theater Specialist, in the Recreation and Arts & Culture
Divisions of the Community Services Department, and the classifications ofAssociate
Planner, Building Planning Technician, CDBG Coordinator, Engineer, Executive
Secretary, Office Specialist, Planner, Senior Planner and Staff Secretary in the Planning
and Community Environment Department.
(a) Flexible Work Schedule
1.Employees in the covered classification shall be permitted to arrange
flexible work schedules with division approval, providing that such
schedules shall include forty (40) hours per week.
Standard daily office hours shall be Monday through Friday, between
the hours of 8:00 a.m. and 6:00 p.m. Flexible hours may occur for
supervision of, and/or attendance at, evening programs, meetings,
weekend events, or other programs.
(b) Overtime
88
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
1. Emergency call-out work shall be defined as overtime work and
corn pensated per standard City practices.
If the need arises for overtime work due to an unusual circumstance
calling for extra hours or due to a special event, compensation shall
be allowed with prior approval of the Director of Recreation, Director of
Arts and Culture, or the Director of Planning and Community
Environment, and shall be compensated for, as spelled out in the
Memorandum of Agreement.
Section 3. 2080 Plan
(a)Either the Union or the City may withdraw from the Plan by giving the other
party 30 calendar days written notice. In the event of termination of the plan, the
covered classifications will return to an 8-hour or other authorized workday as
provided under Article VIII, Section 1, of this Memorandum of Agreement.
(b) Provisions of the 2080 Plan are as follows. To the extent that these provisions
are in conflict with other provisions of the Memorandum of Agreement, these
provisions will prevail.
(c) The 2080 Plan or "12 hours per Shift Schedule" is an authorized work
schedule for the Electric System Operators and Water Quality Control Plant
Operators.
2080 Plan ...........~ Formatted: Le~
Under this 2080 Plan, each employee’s hours of work per year may not exceed
2,240. For scheduling purposes, and subject to the Merit System Rules and
Regulations, the employee will be guaranteed nG~iess than 2080 hours per year,
or no less than 52 weeks at the normal number of hours worked per week. Any
employee covered by the Plan who works up to 2,080 hours per year is
compensated for all hours worked at the agreed upon rate. The City must pay
overtime for all hours worked in excess of 12 in any workday, 56 hours in any
work week, or 2080 hours in 52 weeks as the case may be. The rate of overtime
will be at time and one-half the employee’s regular rate of pay (or current contract
overtime rate, if different).
Shift Schedule Formatted: Left
The shift schedules combined must provide full 24-hour, seven (7) days per week
coverage for the Utility Control Center and Water Quality Control Plan.
89
I DRA F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2009 4:23 PM
The shift schedule shall be a rotating schedule. The Electric System Operators’
shift::schedule will reach the equivalent of 40 hours per week in five weeks. The
12-hour shifts begin at 7:00 a.m. and 7:00 p.m. The Relief shift shall begin at
7:00 a.m, and end at 3:00 p.m. with lunch taken while working.
The shift schedule shall be rotating schedule. The Water Quality Control Plant
Operators’ shift schedule will reach the equivalent of 40 hours per week in two
weeks. There will be four 12-hour shifts that begin at 6:00 a.m. and 6:00 p.m.
The fifth shift will be a 4/10 shift that begins at 6 a.m. on three days, and at noon
on the fourth day.
Pay Period
Pay periods and workweek for the System Operations will begin Sunday at 7:01
a.m. Pay periods and workweek for the Water Quality Control Plan Operators
will begin Saturday at 6:01 a.m.
Wages will be based on the City of Palo Alto Compensation Plan, which may
vary from time to time as mutually agreed upon.
Overtime
Under the 2080 Plan, the City will pay overtime for all hours worked in excess of
12 in any workday, 56 in any work week, or 2080 in 52 weeks, as the case may
be.
Overtime will also be paid for hours worked when an employee is called in to
work other than their regularly-scheduled shift. The overtime rate of pay will be
one and one-half times (’or current contract overtime rate, if different) of the
employee’s regular rate o, pay. All overtime worked will be paid to the employee.
No compensatory time off for overtime will be allowed with the exception of
Water Quality Control Operations.
Relief Employees
This provision only applies to the Electric System Operators. The five Operators
share the relief week evenly as they rotate through the five week cycle.
Relief employee(s) will be utilized within the 12-hours shift schedule only when
relieving for the System Operators on shift. When not relieving, they will work
four eight-hour shifts.
90
I DRA F T: LAST PRINTED 10/4/2006 11:15 AM9/27/200~ 4:23 PM
When a vacation relief week results in a 36-hour or 48-hour week, the next
following relief work week will be scheduled for three eight-hour and one four-
hour shift, or two eight-hour shifts, depending on whether 18 or 16 hours were
needed to bring the hours back to the 40-hour average. Any hours worked in
excess of the hours required to return to the 40-hour average will be paid at the
appropriate overtime rate.
Relief Duties
This provision only applies to the Electric System Operators. An employee who
is scheduled to perform relief duties shall be available for duty in revolving shifts
on any day of the week and may be assigned for relief in any shift without
advance notice. Relief employees will be paid standby pay during their relief
week.
Standby
This provision only applies to the Electric System Operators. An employee who is
on relief duties is covering standby, and will be compensated according to Article
VIII, Section 7 (a) of the Memorandum of Agreement. If the relief employee is on
vacation or otherwise unavailable for relief duties, the em ployee(s) on their three-
or four-day off period will be first on standby.
Management reserves the right to utilize Management personnel as Operators
on a short-term, as needed basis, if no Operator is available.
Filling Vacant Positions
If the City elects to fill a vacancy other than by reassignment of the shift or the
utilization of prior or succeeding shift personnel, the following procedure shall be
utilized:
Employees will be called according to their position on the Pre-arranged
Overtime List (POL), with the person with the lowest balance being the first one
called. The purpose of the POL is to fairly distribute the available opportunities. If
an employee turns down the overtime, that amount will be added to the
employee’s POL balance. If an employee cannot be contacted for such
assignment, the employee will not have any overtime added to their POL account
balance.
Shift Changes
91
DRA F T: LAST PRINTED 10/4/2006 11:15 AM9/27/200~ 4:23 PM
Shift changes caused by scheduled time off or sick leave will not be considered
an official change in shift.
Maximum Hours Worked
No employee shall work more than 18 consecutive hours.
Rest Period
In a 12-hour workday, employees are entitled to a rest period of 8 consecutive
hours after working 6 hours overtime during the 12 hours immediately prior to the
regularly scheduled hours of work on a workday or non-workday.
Holidays
Employees who begin their day or night shift on an observed holiday will receive
overtime premium in accordance with Section 3, Article X, and eight hours
holiday pay according to Article X, Section 3 of the Memorandum of Agreement.
Employees on their regular day off will be paid eight hours holiday pay for the
holiday. Relief shift employees will be paid eight hours holiday pay and given the
day off. Employees working for Water Quality Control Operations may accrue
holiday time convertible to vacation.
Sick Leave
Sick leave will be ea-ned as indicated in Article Xll, Section l(a) of this
Memorandum of Agreement, and shall be charged in ~ncrements of one hour.
Floating Days Off
Floating days off will be converted to hours at eight hours per day and credited to
the employees’ vacation bank for use as scheduled vacation.
Vacation
An employee’s total entitlement will be converted to hours (eight hours = one
day). A
workday will consist of 12 hours, and employees taking vacation will be charged
12 hours of use. Two week notification is required for any scheduled time off.
Only one person at a time may be scheduled off.
It is the intention of the City that vacation be taken in units of one work week;
however, with approval of his/her supervisor, an employee may use his/her
accrued vacation in units of less than one work week.
92
I D RAFT: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
Meals
Shift employees shall be permitted to eat their meals during work hours and shall
not be allowed additional time, therefore at City expense.
Shift Premium
Shift premium will be handled in accordance with the current Memorandum of
Agreement between the City and the Union, Article VIII, Section 8.
Jury Duty
Time off for jury duty which occurs on a regularly scheduled workday will result in
the employee being credited with up to 12 hours worked, for pay purposes.
Employees called for jury duty who are working the evening portion of the 12-
hour schedule will be placed, for payroll and scheduling purposes, on the day
shift for each scheduled day such employee is required to report for jury duty,
and will not be required to work the evening 12-hour shift before or after being
required to report for jury duty. However, such employee shall return to work on
the day shift upon being released from such duty if there are at least four hours
remaining prior to the end of the day shift.
All other provisions of Article XII, Section 5, of the current Memorandum of
Agreement shall apply.
93
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
APPENDIX E
For employees in the following operations assigned to work schedules
other than Monday through Friday, the calendar day will be considered the
holiday for premium pay of in-lieu scheduling purposes:
Communications
Water Quality Control
Animal Control
Golf Course
Utilities Services
Landfill
Open Space
Electric System Operator
If December 24 and 31 fall on Sunday, then the preceding Friday will be
designated for purposes of excused time off, except in the case of
Community Services staff who may be scheduled to work on Saturday, in
which case Saturday will be designated for purposes of excused time off.
For Open Space and Library personnel, designation of excused time off
will be based on Park and Library schedules and employee preference.
94
I D RAFT: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
APPEND!X F
C!.’TY. OF PALO ALTO DENTAL PLAN CHANGE-
Tl~a P;÷ ..... ;11 provide "~ ~no/_ ,.~ ....... ~’~’= ch3rgos, $!,500 ~i~,=tim .... ~ ....
o~hodcntlc be~=~,f#,--fer-reff~eatatiemuait-empleyeos cnd their depeaden~.
(b)
(c) The dental-p!an maximum beaefit-per-ealendar year sha!! be $2,000, beginning
w!th January !, !990.
95
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/200~ 4:23 PM
APPENDIX F__G
Promotional opportunities within the Communications Division will be carried out
in compliance with procedures set forth in Article VI, Section 5, of the
Memorandum of Agreement between the City and SEIU Local 715, except that:
ao In sub-paragraph (e) of Article VI, Section 5, the term "seniority" shall be
defined as division seniority.
b.Division seniority will be calculated from an employee’s first day of
employment in the division, minus any unpaid leave.
96
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 4:23 PM
ADDC:::MnlY H
VOL-UN-T~ RY FURLOUGH
( Formatted: Bullets and Numbering
D-,r+i~,+,~o+i,~,~ ~,,~,~,-, ........i. .....+ ....~P] +~’ ’~+;~ ~mposod i ......~ ..........[ Forma~ed: Bulle~ and Numbering
who work ~n c~ass~ficatiens that require 24/7 coverag~~
Forma~d:Bulle~and Numbering
< ~-... -.... ~, .....~.~+~. +h-.÷ -,. ....."+ +’ ’""’g~ " .........+ ~ .....~ ....~++~+ Juno .........{Forma~d= Bulle~ and Numbering
a~ed, and will b~~ed ~n acco~a~th ord~nap~ d~~G~
g7
D R A F T: LAST PR I NTED 10/4/2006 11:15 AM9/27/200~ 4:23 PM
APPEND!X-!
P..~.D!O SHOP CLOSUR-
City wi!! ~’~;~;~"~ one vacant Ccmmunlcctlons T~;~; .....;÷~ ....a
2.The
....... t Formatted: Bullets and Numbering
......... Formatted: Bullets and Numbering
...........Formatted: Bullets and Numbering
98
SIDE LETTER OF AGREEMENT ON CITY OF PALO ALTO-SEIU CLERICAL STUDY
1. The parties will meet and confer over newly proposed clerical job descriptions.- .........(Formatted; Line spacing; single
2. Upon completion of the above meet and confer process, the City will issue any new
or revised re-allocation letters to affected clerical employees within 15 working days.
3. The Union and/or affected employees will have 15 workinq days to appeal any
reallocation to the Human Resources Director.
4. Allocation appeals will be heard by the Human Resources Director or designees
within a reasonable timeframe aqreed to by the parties.
5. Decisions from such appeals will be issued by the city within 15 working days of
each appeal.
6. The Union and/or affected employees will have 15 workina days from receipt of the
allocation appeal decision to further appeal the matter to Binding Arbitration,
pursuant to the provisions of Article XlX, Section 4, Step IV (Grievance Procedure)
of the MOA.
7. The City and the Union aqreed to conduct a clerical study in May 2004. The study
was completed in May 2006. It is expected that classification and compensation
chanqes will be made as a result of this study. The City and the Union are to meet
and confer over the results of the study. Any changes to classification or
compensation as a result of this process will become effective 5/1/06.
99
D R A F T: LAST PRINTED 10/4/2006 11:15 AM9/27/2006 ,!,:23 PM
APPENDIX H: Agreement Regarding Merit Rules and Re,_qulations .......... f Formatted: Not Highlight
The City has commenced work to modify the Merit Rules and Regulations. In this
process, it is the intent of the City to include language related to proposed bargainina
unit designation and new regular classifications. The proposed language would provide
for written notification to the Union and would also provide for a 15 day response time
for the Union to notify the City in writinq of any obiections.
100
***NOT YET APPROVED**
RESOLUTION NO.
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR CLASSIFIED PERSONNEL
(SEIU) AND RESCINDING RESOLUTION NOS. 8452, 8540, 8595,
8608, 8623
The Council of the City of Palo Alto does RESOLVE as
follows:
SECTION I. Pursuant to the provisions of Section 12 of
Article III of the Charter of the City of Palo Alto, the
Compensation Plan, as set forth in Exhibit "A" attached hereto and
mncorporated herein by reference, is hereby adopted for Classified
Personnel (SEIU) effective May i, 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 ms
hereby authorized to implement the Compensation Plan adopted herein
in his preparation of forthcoming payrolls. The Director of
Administrative Serv±ces is further authorized to make changes in
the titles of employee classifications identified in the Table of
Authorized Personnel contained in the 2006-09 budget if such tables
have been changed in the Compensation Plan.
SECTION 5. Resolution Nos. 8452, 8540, 8595, 8608, 8623
are hereby rescinded.
//
//
//
//
//
//
061003 cjs 8260332
SECTION 6. The Council finds that this is nor a project
under the California Environmental Quality Act, and therefore, no
environmental impact assessment is necessary.
IN?RODUCED AND PASSED:
AYES:
NOES:
ABSENT:
ABSTENTIONS:
ATTEST:APPROVED:
City Clerk Mayor
APPROVED AS TO FORM:
Senior Asst. City Attorney
City Manager
Director of Administrative
Services
Director of Human Resources
061003 cjs 8260332 2
CITY OF PALO ALTO
COMPENSATION PLAN
SEIU
CLASSWIED EMPLOYEES
EFFECTIVE:Pay period including May !, 2004-6
Through April 29, 2996 June 30, 2009
................................................................................................................. Formatted:Roman Font: Times New
COMPENSATION PLAN FOR THE CITY OF PALO ALTO
Classified Personnel
SECTION I. SALARY
A.A=-. Salary Range Table .........( Formatted: Bullets and Numbering
........... Formatted: Indent: Left: 0.25"
The base salary for the salary tables of the following classifications will receive equity.
adiustments as follows effective 9/30/06.
Buyer 10.8%
Associate Buyer 10.8%
Public Safety Dispatcher 5.0%
,-t,,L-ffLead Public Safety Dispatche r 2~7%_ ..................................................................................................... ~ .....
Desktop Technician 2.7%
Graphic Designer 2.7%
Equipment Operator 2.3%
Equipment Operator Lead 2.3%
Heaw Equipment Operator 2.?%
Heavy Equipment Operator Lead 2.3%
Truck Driver 2.3%
Street Sweeper Operator 2.3%
Street Sweeper Operator Lead 2.3%
Senior Planner 1.5%
Building/Planning Technician 1.5%
Tree Trimmer/Line Clearer 1.1 %
Tree Trimmer/Line Clearer Lead 1.1%
Tree Trimmer/Line Clearer Assist.1.1%
Tree Maintenance Assistant 1.1%
Tree Maintenance Person 1.1%
Park Ran~er 1.0%
Sr. Ranger 1.0%
Storekeeper 0.6%
2
Formatted: Strikethrough
Storekeeper Lead 0.6%
Assistant Storekeeper 0.6%
Fleet Services Coordinator 0.6%
Equipment Parts Technician 0.6%
LinepersordCable Splicer 0.5%
Lineperson/Cable Splicer Lead 0.5%
Lineperson/Cable Splicer - T 0.5%
Lineperson/Cable Splicer - TL 0.5%
Lineperson/Cable Splicer App 0.5%
Resource Planner 0.3%
Assistant Resource Planner 0.3%
Associate Resource Planner 0.3%
Utility Rate Analyst 0.3%
Engineerin~ Tech I 0.2%
Engineering Tech II 0.2%
Engineering Tech IIl 0.2%
Landfill Technician 0.2%
Community Services Officer 0.2%
Court Liaison Officer 0.2%
Crime Analyst 0.2%
Property Evidence Technician 0.2%
.....~.;:~ ........Formatted: Font: Times New
¯ ,. Roman
~t~v~ 5 I 0~." ........Forma~d= Font: (Default)Times
New Roman, Strikethrough
.................................................................................................................................................................................................................... Ferma~ed= Font: (Default) Times
that ~e below the labor m~kct median effective Janua~’ 1, 2005.
Traffic Control Mainten-~nee ~n
TraffAc Con~o! Mainten"~nce Load
Equipment Maintenance Service Person
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New Roman, Strikethrough
Formatted; Font: (Default) Times
New Roman
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Parking Enforcement OffA:cer~Lead -1--5-%
........... Formatted: Font: (Default) Times
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ad:,,~,. ~ ~ ooz ~.:,.~ ~ .......~ onn~--( Forma~d: Font: (Default)Times
......................................................................................................................................................................................................... , " [ Forma~d= Font: (Default) Times
[ New Roman
Estabfisbment of Sa]~"~ Forma~dl Font: Times New
I Roman
The CiW ~ager is authorized to m~e appoin~ents to or adv~cements with the
prescribed r~ges upon evaluation of employee qualification ~d perfo~ce.
Merit advancements from the first salary step to the second salary step shall be granted at six-
month intervals and between the second and subsequent steps at one-year intervals if the
affected employee has demonstrated continued improvement and efficient and effective
service. For the purpose of determining step time requirements, time will commence on the
first day of the month, coinciding with or following entrance onto a salary step. Step
increases shall be effective on the first date of the payroll period in which the time and
performance requirements have been met.
In the event that a downward adjustment of a salary range indicates a reduction in the ,f Formatted; Font: (Default) Times
established salary of an individual employee, the City Manager may if circumstances :~ New Roman
warrant, continue the salary for such employee in an amount in excess of the revised range
,,:f Formatted: Font: Times New
rates.maximum" for a reasonable period of time. Such interim salary ranges shall be defined as "Y
.///i"{ Formatted:R°man Font: (Default) Times.~ New Roman
"- .........................................................................................................................................................................................,’ : ,( Formatted: Font: (Default) Times
::,:’l. New Roma~ 3trikethrough
SECTION H. :/’ : ":: :I Formatted-" Font: (Default)Times
~ ................................................................................................................................................................................................. [ New Roman
A. Salary increases will be as follows:" .[.Formatted-" Font: (Default)Times
’*J.~ ..... .......7 ............................................................................= ....[ New Roman, Strikethrough
classifications effective 1/6/07."~/F~rmat’t~d: Font: (Default) Times
................................. ............................ ........ .............................................................................. ............1 Formatted, Font: (Default) Times
3.5% base sa]ar~ increase to the salary, tames for all classifications effective 7/1/07." ........f Formatted: Font: (l~efault) Times
~ New Roman
3. ~#~+;......:+u .k~ ........;~A l-~|.iA;.ff 31 .......1 .")fth~ . 1 cA ; .......f" .....I; .....÷ .....-Formatted: Font: (Default) Times~ ...................................E’__’_~_,V .....................~. ..............~_ ................................................................’.~ .................New Roman, Strikethrough
........ ~’v ..................................y ..............~ ..................................................................Formatted: Font: (Default) Times3.0% base salary increase to the salary tables for all classifications effective 71]I08.New Roman
~-;..........’{ Formatted: Font: (Default) Times
. | New Roman, Not Strikethrough
SPECi - 6 i’i3E gX i6 i .................................................................................................................................................-.. ’~ Formatted-" Indent: Left: O.S"
.......................................................................................................................................................................................................... ".. "--{ Formatted: Font: (Default) Times
".. | New RomanPersonnel covered by this compensation plan, in addition to the salary set forth in Section I above,"[ Formatted; Font: Times Newmay receive special compensation as follows. Eligibility shall be in conformance with the Merit / Roman
Rules and Regulations and Administrative Directives issued by the City Manager for the purposes of
clarification and interpretation.
Overtime, Working Out of Classification, and In-Lieu Holiday Pay
Compensation for overtime work, working out of classification and scheduled work on paid
holidays shall be paid as provided in the Memorandum ofAgreement-inand i~ conformance ............[ rormattoa: Font: Times New
with the Merit Rules and Regulations and Administrative Directives.---! Roman
Standby Pay, Call-Out Pay
1. Standby Compensation
Employees performing standby duty shall be compensated at the daily rates
established below:
Periods
Monday through Friday
4:30 p.m. - 8:00 a.m.
Saturday, Sunday,
Holidays
Minimum Call-Out Pay
Compensation
$50.00 per day
$73.00 per day 5/I103 I
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Roman, Strikethrough
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Roman
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Formatted," Font: Times New
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Employees not otherwise excluded from receiving overtime pay,M~othat are. qa!_!_ed ............[ Format’tad: Font: Times New
out to perform work shall be compensated for at least two hours’ pay f~om the time of t Roman
the call-out for each occurrence at the appropriate overtime rate. The two-hour
minimum does not apply to employees called out to work while earning pay for being
in a standby status unless called out to perform billable customer convenience work
in which case the two-hour minimum will apply.
5
C.Night Shift Premium
A. ~AA;+;~.~I ~1 AA ~ 1~ ....4"~’~÷1..~ .~,;+1~ .n., ~;~A ;.ol,.A;~ ~n.. 1 ~Q ....~" Forma~ed" Font" Tmes
~ L Roman, StnKethrougn~~sh~prem]um ]n the ~ount of $1.44 per hour shall be pa~d to emplg~ees for
work perfo~~-~~~~-~~:00 p.m. and 8:00 a.m. A mlnimu~~~ ~S~-~t~ ~d~",.,~.~ "[ ~": ~ont: Ti~es New
be~een6"00pm ~dS"00am to quali~ for the premium Employees who regul~ly work......"..’l Forma~d: Font: ~mes Newnight shi~s shah receive ~pp~opfiatc night shi~ premiums, relating to mght sh~ hours ~ Roman
worked, in addition to b~so p~y for holidays, sick ]e~ve ~d v~cation.
Hight shi~ premium does not apply for overtime situations un]es~ overtime is approved to
replace ~ employee who would have other wise received a ni~t shi~ premium.
D.Tool Allowance
1.Mechanics in Equipment Maintenance, Park Maintenance Lead, Golf Course
Equipment Mechanic, Motorized Equipment~ Mechanic and Mobile Service_ ...........Formattea: Font: Times New
Technician shall be paid an annual tool allowance of $610 effc~÷: ......~÷~ ÷~" .....Roman
~;~A ;--~I..A;~-- ~K~., 1 Ofifi~FormaRed: Font: Times New
~ ...............~ """~ ~’ ~"Roman, Strikethrough
................................................................................................................................................................................................................. ~rma~ed: Font: Times New2. All tool a]]ow~ccs shall be paid hi-weekly. Roman
" ..........Forma~d: Indent: First line: 0"
Shoe Allowance~oot Protection ..........................__ ...............Forma~ed: Font: Times New
Rom~fl
1.SafeW Shoes .......Forma~d: Numbered + Level: 1 +
+..Numbering SWIe: 1, 2, 3, . + Sta~
at: 1 + Alignment: Left + Aligned at:
The CiW shah reimburse employees ~5°~ of the cost of lob related safe~ shoes
verification of such purchase by the employee.Forma~d: Indent: Left: 0.5", First
line: 0"
2.Walking Shoes *.Forma~ed: ]ndent: Left: 1", First
¯¯o -.-line: 0"The C]~ wall reimburse employees ~5 ~ of the cost o£ ~ob-related wa]km~ shoes fo~,.¯¯’ "~¯".’. ¯’Forma~ed: Numbered + Level" 1 +an~ pos]t~ons necessa~ or requ red as dete~med by management including Meter ’. [Numbering S~le’ 1, 2, 3, + S~
Reader and Meter Re~der-Lead, in an amount not to exceed $300.00 per ~ear. ~"’,., [ at:’1 + Alignment: Left + ~’ligned at:
¯¯’¯".¯".~ 0.5" + Tab after’ 1" + ~ndent at" 1"walking shoe ]s a durable work sboe~oot (non-steel toed), ]s ankle supporting;
Forma~ed Indent Left 1, Fl~tgas and slip resistant: watemroof or water resist~t; ]igh~;i~t and durable; and also [ line 0" :: : " ’
provides hard surface cushioning.
......... ~ Forma~ed: Indent: First line: 0"
3 Rainy Weather Foot Protection
-.-] Forma~d: Font: (Default)Times.The Ci~ will provide raJn~ weather foot protection and one summer hat for L New Romanc]~sification of PEking Enforcement O~cer. ,’" ( Forma~ed: ~ndent: Left: 1"
...................................................................................................................................................................................................... L .......~ Forma~d: Font: Times NewCertifications" ""L Roman
"~ Forma~d: Indent: First line: 0"6
The City will pay~pecial registration and/or certification fees as follows:
Classification
Bldg Inspect Spec
Cathodic Technician
Euuin Maint Serv Pers
Golf Course Maint Pers
hadust Waste Inspector
lnst~ector Field Services, Utilities
Installer/Repairer Series,,
Mech Unit Repairer
Motor Equip Mechanic
and Lead
Public Safety Disoatcher
Public Safety Dispatcher, Lead
Sr Operator, WQC
Surveyor, PW
Free Trimmer/Line Clearer
Free Trimmer/Line Clearer2Lead
Util Install/Ren series
Veterinarian Tech
Water System Ooerator I
Water System Operator II
Senior, Water System Operator
WQC Plant Oper I
Requirement
ICBO Certificate
Corrosion Technician by the National Assoc. of
Corrosion Engineers or equivalent
Professional Engineer Cert.
for 5~ Step)
Forklift Operator Cert.
(OSHA-approved)
Oualified Applicators’ License
Backflow Prevention Device Tester
D1 (DOra
D1 (DOH)
Weldin~ Certificate
EMS, ASE
POST Basic Dispatcher
POST Fire Academy
EMD
POST Basic Dispatcher
POST Fire Academy
POST Supervision
ENID
Grade I/I Wastewater Treatment Plant
Ooer Cert.
Licensed Land Surveyor
Certified Tree Worker and/or
Qualified Line Clearance/Tree Trimmer Cert.
(OSHA-approved)
Certified Arborist
Polyethylene Fusin~ Cert,
Gas Operator Cert. (DOT)
Animal Health Tech. Cert.
Grade DI = Water Distribution Operator
Grade Dll- Water Distribution Operator &
Grade TII- Water Treatment Operator
Grade DIII- Water Distribution Operator &
Grade TIII Water Treatment Operator
Grade I Water Treatment
Operator Cert,
7
.......I Formatted: Font: (Default) Times
[ New Roman
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.......... Formatted;New Roman Font: (Default) Times
Formatted: Font: (Default) Times
New Roman
WOC Plant Oner II
wOC Plant Oper Trainee
Water Meter Cross-
Connection Tech
Grade i1 Water Treatment
Operator Cert£
Grade I Water Treatment.
Operator Cert.
Backflow Prevention Tester Cert.
(a)The City will pay for...~h.~. Departme.n~_ 9f_M~0.t_gr .~ehicles (DMV) licensing ..!~ee.s .for all .............f Formntt~d-" Font: (Default) Times
employees required to maintain a Commercial Driver’s License in accordance with the California !. New Roman
Vehicle Code and applicable laws prescribed by the Department of Transportation.
The City will pay for Utility Installer Repairer personnel who obtain Welding Certification .........I Formattedl Font: {Default) Times
Welding Certification is a requirement based upon assi~ment and may n0t apply to all Utility ....~ new Roman
Installer Repairer personnel. The CiW agrees that all Installer/Repairers will have the
opportunity upon request for a Weldin~ Certificate course within a reasonable amount of time.
Pipeline~ Welding Assignment .........I Formatted-" Font: {Default) Times
The City will provide a 4% increase in base compensation to Utility Installer-Repairer,~New Roman
Installer-Repairer Lead positions that meet DOT certification requirements and are assigned
these duties. Utility. Installer-Repairer and Utility Installer-Repairer Lead positions that fail to
maintain current certifications will not receive the 4% increase. Positions assigned these duties
and desi~,nated by Management to receive this premium will not exceed five (5) Utility
Installer/Repairer and Installer/Repairer Lead.
If the certification is required in the iob description, certification must be maintained. In~ ............t Formattea-" Indent: Left: 0.45",accordance with their iob description Maintenance Mechanics that are assigned to Water Gas ~ First line: 0"
Wastewater must maintain all required certifications and shall receive 4% increase to their
base pay for pipeline welding.
............ Formatted: Indent: Left: 0", First
(c) Buildin¢ Insoector (line: 0"
Upon successful completion of probationary requirements, the C’W will pay Building
Inspectors a one (1) percent of base salary, one-time pa.~cTnent for a certification above what is
required Employees may request one payment per year to a maximum of two payments in
career. Payments will not exceed a maximum of one percent per year or two oa.vments in a
career. The Building Inspector Job Description specifies current requirements and the Union and
City will agree on a list of appropriate certifications eligible for the premium. Premiums will not
be paid if certification is not maintained.
(d)Water and Wastewater System Operator Certification
Employees classified in the followin~ positions: Water Quality Control Plant Operators I and
II, Senior Operator Water Quality Control, Water System Operators I and II, Senior Water
Systems Operator, Inspector, Field Services assigned to Utilities and Installer Repairer Job Series
may be eligible to receive a 1% base pay premium for certifications required by the Department
of Health and!or the State Water Resources Control Board. Employees within these job
classifications that have successfully completed probationary requirements may request an
8
annual payment of one (1) percent for one (1) certification that is above those listed in their iob
description. An employee who qualifies for this payment shall be paid 1% of the employee’s
annual base salary, once per year. The employee shall be responsible for providing the City with
written documentation that the employee has obtained and is maintaining the qualifyin~
certification on an annual basis. Premiums will not be paid if certification is not maintained.
Eligible employees should veri .fy certification will qualify, for the premium before attempting
certification The Union and the City. will update the job descriptions to reflect newly required
certifications with no further adiustments to base salary.. Payments will not exceed amaximum
of one percent per year, and will take effect in the pay period following the verification of
certification. All costs for obtaining certifications above what the iob description requires will be
the responsibili ,ty of the employee and ma.v be paid for bv using the City’s tuition reimbursement
(e).In accordance with Cal-OSHA regulations any employee who operates a forklift must have
Forklift Operator Certification. Training to be orovided by the City.
~_.F.Group Insurance ........I Formatted: Font: Times New
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1.Health Plan
The City shall pay,__a~__ premiumpa~ents up to the monthly medical premium for the .........f Formatted: Font: Times New2~d most expensi~’~~i~--i~t-~"~~~i~ing array ofpians) on behaif of empi0y~¢s ....( Roman, Strikethrough
and dependents ~aethat= are eligible for the employee-selected Public Employees’
Medical and Hospital Care Act (PEMHCA) optional plan.
a.Act;ve Employee Domestic Partners
Effective July 1, 1996, active employee domestic partners who meet the
requirements of the City of Palo Alto Declaration of Domestic Partnership,
and are registered with the Human Resources Department, will be eligible for
reimbursement of the actual monthly premium cost of an individual health
plan, not to exceed the maximum monthly premium cost of individual
coverage under the PEMHCA health plans. Evidence of premium payment
will be required with request for reimbursement.
b.Retiree Medical Provisions
Monthly City-paid premium contributions for a retiree-selected PEMHCA
optional plan will be made as orowded under
",~qd Hcz~tal Care ,~,ct. Health plan through the CalPERS Health Benefits
9
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~am will be made as provided under the Public Employees’ Medical and
Hospital Care Act. Effective 1/1/07, the City monthly employer contribution
for each retiree shall be the amount necessary to pay for the cost of his or her
enrollment, in a health benefits plan up to the monthly premium for the 2"d
most expensive plan (among the existing an’ay of plans)
If a regular employee and/or the employee’s dependent(s) are eligible for
medical insurance through,~_any other emp_l.gy__e._r__-__s.Eo_.n.._s.p.r..e_..d._o_r. ...........................f Formatted: Font: (Default) Times
association sponsored group medical plan, the employee may el_!_l_l_l_l_l_l_l~_[ New Roman, Strikethroughcoverage under this ~__.a_!.t__e~_a._t_!_v_e_...m..e.d_i~l__!n..s._u.r__a~_c__e....c.p.y.e.r~g~ t_~9_u.g_h- .........
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the other employer-sponsored or association plan and waives his/her right ......~ New Roman, Strikethrough
to the City of Pale Alto’s medical lp]ao_insurance coverage for same
individuals. Employees electing alternative coverage and~ no City
coverage will receive cash payments ~_o~_~pproximate_ly_ half of the .........[ Formatted: Font: (Default) Times
..........................................................[ New Roman, Strikethrough"average monthly premiums" for their medical insurance coverage.
"Averaged monthly premiums" are the average of the Kaiser HMO, Blue
Shield HMO and PERS Choice PPO premiums of the employee’s City
medical coverage available through *~- D,,KII~ 12"~1 ..... D ~÷; .........zone c~ CalPERS Health Benefits Program~ ..................................................
The rates for 200,_47_.6_9.[.e_~..fq!_l.o_~=s
One Party: $ 2~05~....0.p
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The rated for 2007 are as follows:
One Party: $ 230.00
Two Party.: $460.00
Family: $595.00
2. Dental Plan
The City shall continue to provide a p_a_~.’ a!! £,.rem]um p..a.). ~.e,qts on behalf of emEles’ee~° ...........[ Vorma~ed: Font: Times New
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insm~ self-funded dental plan for the benefit of City. employees and their eligible
dependents,
(a) The City will pay 100% of the required premiums for the program except that benefits
for regular part-time employees will be prorated as follows:
(b)Employees hired after January 1,2005, who will work less than full time, will receive
prorated premium costs for dental benefits in accordance with his/her percentage of a full-
time work schedule. Part:time employees currently receiving full benefits will not be
impacted.
( c)=The maximum benefits per calendar year shall be $2,000 effective January 1, 1990.
Effective July 1, 2001, dental implants in conjunction with one or more missing natural
teeth, and removal of implants will be covered as a Major Dental Service at 50% usual,
customary and reasonable (UCR.)
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The City shall continue the basic and supplemental life insurance plan as currently in
effect for the term of this compensation plan.
Long Term Disability Insurance
The City shall continue the long term disability insurance plan currently in effect for the
term of this compensation plan ..................................................................[ F tt d. Font. T,mes New
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For Plan AA= the benefit is 66 and 2/3 % ofpre-disabilitv earnings to the maximum benefit
level of $4000.00 per month. ~_mp_.lg.~’ee~ coverage is su.bject to a volunta~ ..........f I:ormattecl~ Font: Times NewRoman, Stnkethroughpayroll deduction of the insura~--i~r~i~~ii~i~ii~i~i~--~ ~i~~i~ .............t Roman, Strik__ u,,
salary, less a credit of$11.17 per month to be paid by the City.I Formatted: Font: Times New[ Roman
For Plan B, the ~naximum benefit ,level-is is 60%of pre-disability earnings up to the ’:1~i Roman, Strikethrough
maximum benefit level of$1800 of month. Employee coverage is subject to a voluntary
payroll deduction of the insurance premium applicable to the first $2000 of monthly Formatted: Font: Times NewRoman, Strikethroughsalary for Plan B; the City will pay premiums in excess thereof.
The City will pay up to $17.50 per month toward long term disability insurance premiums
Fo
for those employees without eligible dependents covered under the health insurance
provisions.
5.Vision Care
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~,~ep~ade~z~ The CiW shall continue to provide a self-~nded vision c~e pro~am for :~:~ ......... Roman, Str~ emrou~n
the benefit of Ci~ employees and their dependents. The CiW shall pay 100% of the ~, ".~ " ~.r~a~ ~ont~ ~mes Ne~~ ~ Romanrequired premiums for the pro~am. The benefits of the vision care pro~ shall ’~?.,, , Formate Font: Times New
continue to be equivalent to $20 Deductible Plan A under the Vision Se~ice Ply. ’,~’(",, Roman, Strikethrough
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Commute ~centives ~d P~king
Effective August 1, 1994, represented employees who qualify may voluntarily elect one of the
following commute incentives:
Civic Center Parking. Employees assigned to Civic Center and adjacent work locations.
The City will provide a Civic Center Garage parking permit. New employees hired after
April 30, 1994 may initially receive a parking permit for another downtown lot, subject to
the availability of space at the Civic Center Garage.
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Public Transit. The City will provide monthly Commuter Checks worth the value of:
$40 for employees traveling two or more zones on Caltrain;
$40 for employees using the Dumbarton Express, BART, the ACE train or a commuter
highway vehicle;
$35 for employees traveling within one zones on Caltrain;
$35 for employees using VTA, and other buses.
These checks are pre-taxed and may be used toward the purchase of a transit pass.
Carpool. The City will provide $30 per month (taxable income) to each eligible
employee in a carpool with two or more licensed drivers.
Vanpool Program. The City will provide Commuter Checks worth the value up to $60
to each employee voluntarily participating in the Vanpool Program. These vouchers are
pre-taxed and may be used toward payment of the monthly cost. Employees must fulfill
the basic requirement of the Employee Commute Alternatives Program to qualify.
Bicycle. The City will provide $20 per month (taxable income) to eligible employees
who ride a bicycle to work.
1_2
Walk. The City will provide walker $20 per month (taxable income) to eligible
employees who walk to work.
Dependent Care Assistance
1. Dependent Care Assistance Program. The City~ shall continue to provide a D_ep_endent .......... [ Formattea: Font: Times New
Care Assistance program for employees that com~ii~-s wit---~ accard g t~c~,L,d~;~:,;i-~-~~,~)~~-° ~ Roman, Strikethrough
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Revenue Code.-’f Formatted." Font: Times New
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Retirement
The City will continue the present benefits under the Public Employees’ Retirement
System 2.7% at 55. Employees who retire and were employed by the City on or before
April 1, 1977, and spouses of deceased employees who were employed by the City on or
before April 1, 1977, shall continue reductions in utility rates. All retired employees and
spouses of deceased employees shall also have residential privileges at City libraries;, ..........t Formatted: Font: Times New
refuse disposal area, golf course and swimming pools.! Roman
~.Effective with pay period including May 1, 1984, the City will pay the 7% employee’s ..........1 Formatted," Bullets and Numbering
retirement contribution to the Public Employees’ Retirement System (PERS). ~uc~__::___:.._..~,ic!~ .... ........] ~rmatt~a; Font: Times
inclusive of 1/6/07 the employee share of the PERS contribution will increase to 8%
from 7% and the Citw will pay 7~ and all employees will pay 1 ~ of the 8% employee
share.. ...............................................................................................................................................................................{ Formatted: Strikethrough
........ | Formatted." Indent: Left: 0.5"
---Effective the pay period exclusive of 7/1/07 all employees will pay an additional one (1)
Percent toward 2.7 .~.,55 for a total of 2% of the PERS employee-share contribution. The
Cit~~ contribution of the PERS employee-share will chan~e to 6%.
Notwithstanding Section 2 above, and pursuant to Government Code Section 20615.5,
upon filing a notice of retirement the 7% City-paid PERS employee contribution will be
converted to a salary adjustment of equal amount on a one-time irrevocable basis for the
final twelve months immediately prior to aretirement. For this fmal twelve-monthperiod
the employee shall pay PERS employee contribution.
............Formatted: Indent: Left: 0.39",
Hanging: 0.3"13
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I Forma~ed: Font Times New~Effective the pay period inclusive of 1/6107, pursuit to Government Code Section,.,(.. ~ ~.~=. ~..~,...,,..206] 5.5, upon receiving an employee’s notice ofrefirement ~e CiW-paid PERS employee "./=----~-"- ~"--"--.-",.~,,,-,,, ~.,,~.,,.~-s,.
con~ibution that will be conve~ed to a sa]~ adiustment of equal ~ount on a one-time ~r~,,,,~..=~, ~,,.:~,,,ouu,,
Forma~d:I Font:Times Newiwevocab]e b~is for the final ~e]ve months immediate]~ prior to retirement will be ~%.[ Roman, StrikethroughFor this final ~e]Ye-month period the employee shah pay the full 8% PERS employee
con~ibutions.
Effective the pay period inclusive of 711/07, pursuant to Government Code Section
20615.5 upon receiving an employee’s notice of retirement the City. paid PERS employee
contribution that will be converted to a salary adjustment of equal amount on a one-time
irrevocable basis for the final twelve months immediately prior to retirement will be 6%.
For this final twelve month period the employee shall pay the full 8% PERS employee
contribution.
o As to SE1U employees hired after January 1, 2005, the PERS law vesting schedule set
forth in Government Code section 22825.5 will apply. Under that law, an employee is
eligible for 50% of the specified employer health premium contribution after ten years of
service credit, provided at least five of those years were performed at the City of Palo
Alto. After ten years of service credit, each additional service credit year increases the
employer contribution percentage by 5% until, at 20 years’ service credit, the. employee
will be eligible upon retirement for 100% of the specified employer contribution and 90%
of their dependent coverage. The City of Palo Alto’s health premium contribution for
eligible post January 1, 2005 hires shall be the minimum contribution set by PERS
under section 22825.5 based on a weighted average of available health plan premiums.
I.Tuition Reimbursement
City will reimburse expenses for tuition, books and curriculum fees, incurred by non-
probationary employees within the representation Unit, to a maximum of $1,000 per
fiscal year, for classes given by accredited institutions of learning or approved
specialized training groups. The City will also reimburse professional association
memberships and conference registration fees, professional books and periodicals.
For purposes of this subsection, tuition does not include costs for equipment or tools
(except for computer hardware and software), if the employee may keep such items at the
end of the course. The City will reimburse for travel meals and lodging while away from
home attending an educational conference that the supervisor authorizes as being job
3.4
related or which will improve an employee’s skills. Per Ci .tyPolicy and Procedure 1-02,
the Pre-Travel Authorization form should indicate expenses ~that will be paid throu.~
employee benefits. Employees receivin~ reimbursements for these not-taxable expenses
must substantiate these costs by submittin.~ appropriate receipts.
Purchase of job-related computer software, hardware, high-speed Intemet access,
telecommunication equipment and home office equipment!furniture may be reimbursed
under the Section (a) $1,000 tuition reimbursement benefit. Consumables (i.e. printer ink,
paper, batteries, etc.) do not quali .fy for reimbursement.
Health Club/..~y.m membership reimbursement of these expenses is taxable to the
employee.
J.Vacation Cash Out
Once each calendar year an employee may cash out eight or more hours of vacation accrual in
excess of 80 hours, to a maximum of 120 hours, provided that the employee has taken 80 hours
of vacation in the previous 12 months.
K. Bilingual Premium
$35 per pay period shall be paid to a bilingual employee whose abilities have been
determined by the Human Resource Director as qualifying to fill positions requiring
bilingual speaking and/or writing ability when the employee regularly performs such duties.
The Human Resource Director will determine the number, timing, location and duration of
the assignments receiving the additional pay provided herein and which languages are
needed. Sign language shall be recognized as a bilingual skill under this Article.
Disagreements over the designation of positions will be referred first to the Labor
Management Committee. If a disagreement still exists it will be referred to the Grievance
Procedure.