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MIJy 16, 1991
THE HONORABLE CITY COUNCIL
Palo Alto, Carlfomia
M!!!!lOfB!!dum of Agreement' O!'?l! 715 Service Employees' International uniCY! (SE'Ul
Members c;f the Council:
Report iJ Brjef
On May I, 1991, represe !latives c;f Management and local 715, Service Employees'
International Union (SEIU) reached tentallve agreement regardlr.g wages, hours, and
working con<frtions Iu a two-year tenn eoo1ng April 30, 1993. The agreement, which
~ 538 blue coller, office and professlona! employees, has been ratified by a vote of
the me<r.bership. This report summarizes the provisions of the agreement and
recommends its implementation by adoption of the attached Memorandum of Agreemant
and Compensation Plan for Classified Employees.
Summart of !h& Agreement
The two-year agreement provides for a first year salary increase of 5 percent effective
April 20, 1991. In ackfltion, $130,000 is set aside for special adjustments to certain
Classifications to be determined ty mutua! agreement based on salary surveys to be
conducted iJ September 1991. The special adjustments wiD become effective with the
pay period eoo1ng December 13,1991. In the second year of the agreement a salary
adjustment at 5 percent wiU becomt: effective with the pay period including May I, 1992.
Other proviSions at the agreement iJCIude an increase in the hourly night shift differenfial
from $1.00 to $1.05111991 and to $1.10 111992. The anowances and schedules for
standby pay and tools are increased by 5 percent in the first and second years at the
agreement. A biweekly, nine-day, BO-hour schedule is added as a wo.-k week a~emafiye.
An optional voluntary commute incentive will be offered in frau of free Civic Center parking.
The agreement also indudes an employee-paid increased benefit level under the long
term disability plan, a imfted roliovef at unused tuition reimbursement, and an optional
Kaise< goup retiree health plan for employees who convert !rom the aetNe Kaiser group
at retirement
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A special City Health Plan cost contairvnent package was awOl/ed as part of the
agreement ThS package f1ckJdes an i1crease in amuaI deduc!lbles, a Pfeferred provider
h06pi!aI network and an i1crease in !he plan lifetime maximum. V>t'hen Implemented for
all employee groups, !he cost contaitvnenI package is e>ep3ded to reduoe the rate of
increase in health plan costs by $180,000 per year.
Tlle entire text of the Memorandum of Agreemer.t, most of which includes carryover
language from Pfevioos years, is attached 10 INs report. Changes negotiated this year
ase indicated by shading.
Tllelotal cost of the agreement is $1,506,600 in the first year, or 5.5% of total salaries and
benefits; and $1,444,970, or 5 percent of total salaries and benefdS in !he second year.
Staff recommends 1ha! Council adopt !he following resolutions, effective with the pay
peI!od incIucfong May I, 1991:
1. Resolution of !he CoonciI 01 the City of Palo AJ!o Amend"1f1Q Section 1401 of
!he Merit System Rules and ReguIaIions
2. ResolutiOn of !he CoonciI of \he City of Palo AIle Adopting a Compensation
Plan for Classified PefSonneI
Funding lor !he first year of the contract changes has been Pfovided In !he 1990-92 Two
Year Budget The second years agreement will be incorporated into the 1992·94 budget
JAYC. ROUNDS
Director of p~ Servioes
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AttactYnenIs
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RESOWTION NO. ___ _
RESOWTION OF THE COUNCIL OF THE CITY OF PAW ALTO
AMENDING SECTION 1401 OF THE MERIT SYSTEII RULES
AND REGULATIONS
The council of the city of Palo Alto does RESOLVE as
:tollows:
SECTION 1.. Section 1401 of the Xerit System Rules and
Regulations is hereby amended to read as follows:
-140-1. Mamcran(lu:e of aqreea.nt incorporated by
rarer_nce. That certain memorandum of agreement
dated April 30, 1991. by and between the City of
Palo Alto and Local 715A, SEIlT, AFL-CIO, CLC"
consisting of a Preamble and Articles 1 through
XXVI with seven appendicies attached thereto and
incorporated therein for a term commencing ~ay I,
1991, and e~iring April 30, 1993, is hereby
incorporated into these Merit System: Rules and
Regulations by reference as though fully set forth
herein. Said lDe'morandu1l!. shall apply to all em
ployees in classifications represented by said
Local 115"", SEIU, AFFL-CIO, CLe, except ..,here
specifically provided otherwise herein.
In the case of conflict with this chap~er and any
ot.her provisions of the Merit. system RUle.s and
Regulations, this chapter will prevail over such
other provisions as. to employees represented by
said Local 715A, SEIU, AFL-CIO, CLC.-
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 proceedinq pendinq or any judqroent rendered
prior to the effective date of this resolution.
SECTION 3. The Council finds that this is not a project
under the California Environmental QUality Act and, therefore, no
environmental impact asse5sment ~s necessary.
INTRODUCED AND PAS S ED;
AYES;
NOES;
ABSTENTIONS;
ABSENT;
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A'I"l'EST:
City Clerk
APPROVED AS TO FORM,
Senior Asst. City Attorney
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APPROVED:
Mayor
City Manaqer
Director of Human Resources
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MEMORANOUM OF AGREEMENT
City or PlIO Alto and Local 715, SEIU, AFL-CIO, CLC
PREAMBLE
This Merr.orandum of Agreement is entered Into by !he City of Palo Mo (hereinafter
referred 10 as !he City) and Local 715 Service Employees International Union, AFl-CIO,
CLC [h6reinatter referred 10 as !he Union). Employee, for !he purposes of this
Memorandum of Agreement. shall mean an employee assig1ed to a cfassification within
Ihe SEIU unit. This Memorandum of Agreement is pursuant and subject to Sections 3500
-3510 of Ihe Government Code of !he State of california and Chapter 12 of ths City of
Palo AIIo Merit Rules and Regulations.
ARTICLE 1-RECQGNIT!QN
Section 1. Pursuant 10 Sections 3500 -3510 of Ihe Government Code of !he State of
California a'ld Chapter 12 of !he City of Palo AIIo Merit System Rules and Regulations, the
City recognizes !he Union as the exclusive representative of a representa1ion un~
consisting of all regolar full and part-time employees in Ihe cfassifications ~sled in
AppencrIX A attached. This unit shall for purposes of identification be titJed the SEIU unit
Sed!on 2. No supelVisor will perform the wor1< of an employee in the SEIU unit provided
that !hen! Is an employee aviIJlabIe who regularly perlorms SUCI1 work. This does no!
preclude a supeIVisor from performing WO<k of a minor nature Of during bona ficle
emergencieS Of on a standby status when wilfing and qualified unit employees do not live
within a reasonable response time of the Municipal Service Center.
Supervisory persomel shall be caned out 10 pe~ unscheduled wor1< only when SEIU
unit employees are unavaJlabIe 10 perform such wor1< Of in cases of bona !ide
emergencies as cIefined in Artide VIII, Section 2. In cases of bona ficle emergencies,
SEIU unit emplOyees shall be caned out 10 complete the necessary wor1< aller !he
mmediete emergency si!u86on has been reasonably contained.
ARTICLE" -NO DiSCRIMINATION
Section 1. The City and Union agree that no person employed by Of applying for
employment herelO shall be discrininated against because of race, rerIQIon. creed,
porotical affiroation, DOlor, national Origin, anoestry, union 8Ctivity, age, handICap, sexual
preference, Of sex unless sex is a bona !ide occupational quarlfication as clefined in
Federal Of State law.
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Sac!!on 2. The City and the Union agree to protect the rights of aJl employees to
exercise their free choice to join the Union and to abide by the express prOVisions of
applicable State and iocaJ laws.
S!!C!!Qn 3. lhe City and \he Union wiI cooperate in pursuing e polICy of affirmative
action. Any CiIy-established advisory emplOyee committee relating to 81'firmative action
shall provide fair Union representation 00 that committee.
ART!Ct.E "' • UNION SECURITY
section 1. When a p8fSOIl is hired in 8fTj of the covered job classifications, the City shall
notify that person that \he Union is the recognized bargaining representative for the
empk)yee ... said ri and give the emplOyee a curer« copy of the Memorandum of
AlJleem9ft.
When a group employee orientation is held for new employees of tile bargairJng unit, e
union representative may make B pr9lIenIalion to such ba<gaining un~ emplOyees for the
pu<pOS8 of explaining matters of reprasentalion. The presentation shall not exoaed 15
minutes.
SectIon 2. Ma1Dlenaoca 01 Membenlhlp. AI Union members on payroll deduction for
peyment of Union ~ on the day of !he signi1g or this Memorandum of Agreement
must remaill on payroll deducIion for !he life of this Memorandum of Agreement or so
long as they remain members of the representation unit. Union members who establish
~ payroI! deductiorI duMg the term or !he Memorandum of Agreement shall remain
00 payroll deductiorI for the life or this Memorandum of Agreement or so long as they
remain rnembets of !he representation unit. Union membe<s on clues payroll deduction
may declare their intelltion to terminate such payroI! deduction by registered letter, return
receipl requested, to the Director or Human Rasources, following expiration of this
Memorandum of Agreement during the 3O-day pe<iod between 60 end 90 days pOOr to
e>cpiration of the Memorandum of Agreement. The City Wll notify the Ur.ion of all payroll
deducIlan cancel1ations under this provision.
SecI!on 3. The City shell supply the Union with:
(a) a monthly computer I1Jn of !he names, addresses end classifications of all
un~ emplOyees except trose who file written notice with the Human
Resources Department objecting to release of addresses, in which case
ntormation WIll be transmitted withou! add<ess.
(1)) a list of reprssentatioo <.>'1tt new hires, terminations and retirements which
occ:ured during the pnl'lious month.
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section 4. paYTon lltductlQfl. The City shall deduct Union membership dues and any
other mutuaI1y agreed upon payroll deduction from the bi·weekly pay of member
employees. The dues deduction must be authoriz~d in writing by the employee or an
authoriz8lion card accepI8bIe to the CIty and the UniOn. The dues deduction card shall
incfode 8 check box for those employees wl'.o wiSI1 the Union to receive notffication in the
even! of unsatisfactOl'y work. conduct. or disciplinary action taken pursuant to Mide xx.
CIty shaI1 remit the deductad dues to the \.lrIion as soon as possible after detSuctklo.
Sac!Ion 5. Bull9lln Boards and Depa!'!mtntal M.D. The Union shall have aoress to
flter-ollice mail, sxisfng buDetin boards in unft employee WOI1< areas, and existing Union·
paid telephone answering device lor the purpose of posting. transmitting, or distnbuling
notice or 8I"l1OU!'oCements 1ncIuding notices of social events, recreational events, Union
memI:Jership meetings, resufts of elections and reports of minutes of Union meetings. Any
other malerial must have prior approval of the Human Resources Offoee. Action on
approval will be taken within 24 hours of subrnission.
SectIon 6, Arr!'S to Union BeoresentaUV... Representatives of the Union are
8UIhorized access to CIty WOI1< locations lor the purpose of conduc!ing business within
the scope of representa!ion, provided that no disruption of work is involved and the
business transacted is other than recruiting of members or coI!ecIing of dueS, and the
r.preseniBtive must notify the Human Resources Department Office prior to entering the
WOI1< location.
Sec!!on 7, Meeting Places. The Union shall have the right to reserve City meeting and
conference rooms lor use during lunch periods or other non-WOI1<ing hours. Such
~ng places will be made available ... oonfomIity with City's regulations and SUbject to
tI1e imitalions of prior commftment
Sec!IO!! 8. Notlftca!lo!1 to !he Union. The Union shall be "formed in advanca in writing
by Manegement before any proposed changes no! covered by this Memorandum of
Agreement are made in benefits, working concfrtions, or other terms and concfrtions of
employment which r9qOire moot and oonIer or meet and consurt process.
Sec!I9n 9, UnIon Logo, An materials and documents produCed on ftek and metal
plates, by \he CIty pf'nt and reproduction shop, shaI1 carry the Union label on the inside
eX covers or lilfe pages in accordance with customary printing trades practices.
section 10. The CIty shan make avaJlable to the Union in a timely manner copies of all
City CooociI ~ting agendas, minUtes and schedule of meetings. These malerials may
be picked up at the CIty Clerk's Office during business hours.
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ARTICLE IV 0 STEWARDS
Sec1!on '0 The Union agrees to notify the Director of Human Resources of !hose
ilctviduaI$ designed as Union officers and stewards who reoeive and i'lvestigate
grIe'61oces and represe<'t employees before Manageme<"(. Alternates may be ck!signated
10 perform steward Iunc!ions during the absences or uoavailab<lity of the steward. _!!gil 2. The number 0( slewards designated by the UnIon at a given time shan not
exceed '-"!yofille (25).
!!r!IM 3. II is agr-' 1ha!, as long as there is no disruption of work, stewards shall be
allowed ~ release time away from thei< wOO< ~, >Mthout Io51i of pay, to act
i1 repnlSBi:li: III a unit employee or employees on grievanceS or matters within the scope
of rllpl'llS8! 1I8Iioi:, ilCIuding:
(a) A rMe!iog of the steward and an employee or employees of thai unit related
to a grie"...ance.
(b) A lMe!iog with Management.
(e) lnves1igaoon and prepara!ion of grievances.
Griewa: ICeS may be transmitted on CIty time.
AI smward release lime shall be repot1ed on lime cards.
S!Ic!!on 4. The lJnkJn agrees thai the steward shall give advance nolificalion to hisfher
supervisor before leaving the work location excepl :n !hose cases IlvoIving emergencies
where advance notice cannot be given
!I§!:!Io!! 5. Three U;;i':'fl officers who are City employees, shall be aflowed a reasonable
amount of release lime 011 for purposes 0( meeting and confermg or mee~ng and
consulting on .-natte<s within the scope 0( repr~\iQn. AI SUCf1 time will be reported
on lime cards.
!!t!r!Ioo 6. Uroion stewards may utilize space in assigned desks for storage of Union
,,_ JaIs. k1 the event SIeWards are not assigned desks the City will pmvide locI<er or
OCher mutually agreeable space for storage of Union materials.
ARTICLE Y 0 REDUCTION IN FORCE
!5M'!M 1. In the event 0( reductions in force, they shall be accompriShed wherever
possible 1IYough IIIIriIion.
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Section 2, When !he City determines thai layoffs are mminenl resulting from reduction
in force wiItWlthe representatioo unit, City WIn give the Union such advance notice as is
reasonable In:Ier the circumstanceS. The notice will incflCale the departments and
dvisions which will be alleded and the circumstances requiring the layoffs. Upon
request, the City wi! Unish the Union with a current represerltation un~ seniority ~st.
Sac!!on 3. lithe wori< force is reduced within a department, division, Of office for reasons
~ change WI duties Of 0<g8I1izsti0n, aborotion 0( position, shortage ~ work Of funds, Of
oompIelion 0( WOfI<, employees with the shortest length of service WIll be laid off first so
long as employees retakled are fully qualified, trained, and capable 0( performing
remaining wori<. LengIh ~ seMce lor the purpose 0( this article wiD be based on curren!
service hire date ~ record in a regular classification with no adjustment lor leaves 0(
absence. LengIh or seMoe lias WIll be detellTllnad in favor ~ the employee with the
lowest employee nomber last live digits,
Employees laid off due 10 the above reasons will be given written notice at least thirty
days prior 10 the redudio!1 in force, A copy 0( such notice will be given to the Union.
Such employees shall be offered priority employment rights to regular ()( hourly positions
which are requisitiooed and for which the employees are quafrlied lor a period begim;ng
with notiIicaIion and end'0'lg Sixty deys following the reduction WI force, Employees
transferred ()( recIas.sified II:1de<' this section will be assigned to the step In the new
cIassificaIicn salary range closest 10 the employee's salary range at the ~me 0(
reclassifioaIlon.
Sec:!!on 1, Employees icfenIffied lor layoff who have seniority (bumping) rights to their
curent ()( previously held classifications within the represerltation un~ must declare their
ntention to exercise these rights within seven (7) working days after written noIificaIion
~ layoff, otlleo wise bumping rights will automatically terminate, Bumping may occur within
the representation l.Olit only 10 the least senior r.cumbent ~ the current or a previOusly
!leid classification To Sl oocessfully bump, the employee must be fully qualified, trained,
and capable 01 performing an work in the position bumped. An employee who decl1lfes
bumping rights may not also claim priority employment rights. FOf purposes ~ this
58Ctioo ~ the Agreement, the term 'working dey s' shall mean Mondays through Fridays,
exclusive ~ hoi'ldays,
Sec!!on 5, R~IDyment Us!. The names 0( persons laid off ()( who IIYough
bumping changed claSsification in aooO<dance with the provisions 0( this article shall be
entered upon a r&-empIoymenI list in seniority order, The person with the highest
seniority on a CfMsioo re-employmen! list lor a particular classificallon when a vat::aI'>Cf
exists in that cIaSsific:a!ion in that division shan be offered the appoimmanL Names shall
be carried on a r&-employmenl list lor a period 0( two (2) years from the date 0(
separation from City services Of change of classification tlvougl1 bumping. Upon re
employme. ... witIin the Iwo-year period, the employee's hire date of reooro at the time ~
layoff will be reinstated.
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Sec!Ion 6. If, pursuant to Section :1, the City is unable to offer a regular position to an
employee dumg the period begiMing with notification at layoff and ending 60 days
following layoff, the City shaI1 pay the amployee a severance pay equal to one month's
sale,y at the employee's 1inal rate at pay prior 10 tefmination.
Sec!Ion 7. Employees laid off pursuant to Section :1 who are reinstated to a regular
positkln wfttin sixty days shall retain the sick leave balance they had at the time at layoff
unlesli they have received a sick leave payoff 01 accordance with Artide XH. Upoo
reinsl8lemenl the employee's hire date at record at the time at layoff will be reinstated.
Sact!9n t, No representation una employee will be laid of! or remain on a re-ilmployment
list when hourly employees are perlom1ing subs1antially an the duties at the cfassification
at the employee receiving • layoff notiCe or on a re-employmenl fist. This provision shaI1
not be applied 10 hourly positions whidl have been tradrtionany used lor seasonal and
part-lime worI<.
ARTICLE V! • PERSONNEL ACTlONS
See!!on 1. ProbatIQII. Each new regular or part·time employee shaI1 seMI a
probationary period at Six (5) months, oommencing with the first day 01 hisjher
ernpIoymenl The probationary period shall be regarded as a part at the tesling process
and shaI be utilized lor closely observing the employee's work, for securing the effective
ad"jUSImen! at II new employee to hisjher position. and lor rejecting any probationary
employee whose perIormanoe does not meet the accept8bIe standards at work. AI least
one wriIIen pertormance appraisal W11 be given ead1 probationary employee on or before
8l<piration of the probationaty period. Normally !his app<'aisaI will be given althe end at
the ttWd month.
In the IIII8IlI at termination prior to successful completion at the probationary period, such
tarmlnated employee shall be given written notice of hisfher termination with the reasons
lor the temhinalion stated therein. The Human Resources Department shan, upon
request, afford an i1terview 01 a timely fashion to the terminated employee lor discussion
at the reasons lor termination. The employee may, upon request. be accompanied by
a Union representaIive. The interJiew shaI1 not be deemed a hearing nor shall I obligate
the City to reconsider or a/ter the tern\ination action.
The parties agree thai probationary employees shall have all rights under this
Memorandum or Agreement, OOudir.g Iufl and complete access to the grievance
procedure, save and excepIlor Olstances of suspension, demotion or termination.
Sac!!on 2. PersOf!l!e/ Eva!!!I!Ior!s. Personnel eveJuations wm be given employees as
scheduled by Mana.gemenL Pe<someI evaluations are not appealable through the
grievance procedure but, n the event of d'rsagreemer.t over content. the employee may
request a review 01 tha evaluation wah tha next highef level at Management. in
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consultalion with the Human Resources Department. For purposes 01 this review, the
employee may be represented by the Union. Decisions regarding evaluation appeal shall
be made h writing within Ian (10) wo<king dal'S folklwing trle review meeting.
SectJon 3. Pers!!!1OaJ fUel. Records 01 all diSCiplinary actions shall be kapl ., the
central persome! file. Employees shall be entitled 10 sign and date all action forms in
their persomel files. Employees are entitled 10 review their personnel files upon written
request or 10 8IJIhorize, in writing. review by their Union representatives. An employse
or the Union shall be allowed, upon reasonable request, copies 01 materials in BI1
employee's pe<someIfile relating 10 8 grievance. Records 01 disciplinary actions shan be
removed from 8 personnel file upon written request by the employee or in the normal
process of file review after a period 01 three years, or sooner as mutually agreed by
ManagemenI and the employee.
Sac!Ion 4. Rel9aSl of information. The Cl1y will only release infonmation 10 crecfrt()(S
or other persons upon prior icIenIffication 01 the inquirer and acceptable reasons lor the
inquiry. Infonnation then given !rom persomet files is nmned 10 verificalion 01
employment. length 01 ernpIoyrnett and verffication and disclcs .... a 01 salary range
information. Release 01 more specffic inforTr.ation may be authorized by the employee.
SectJon 5. Promotional ~nl!les.
(a) Posting.
Promotional opportuf1ities lor dassifications within the representation unft will
be posted lor at 1easIlen (10) working days (Monday through Friday) prior
to selection.
Outside recruitment may be used lor promotional openings and may begin
at the time 01 posting, or any time thereafter. If, however, there are three or
mora quafrfied intemal candldates within the department where the vacancy
occurs, ouIsida candidates will not: be cor.sidered.
(bJ Internal Candidate EligibtTr!y,
All non-probationary representation unit employees are er>g ible 10 apply lor
posted promoIional opportunities, except !hal management may waive this
requiremenllor all probationary employees within the department Where the
promotional opportuf1fty occurs.
(el Selection,
The selection procedure lor each promotional opening win be determined and
administered by the Human Resources Department ., consul\artion with the
requisitioning department Selection procedure and jOb description
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inlormation will be avaiIaI:JIe at !he Human Resources Office at !he time of
posting. Effo<1s will be made to standa<dlze tests and procedures where
standatdizaIIon is feasibIa and appropriafe. My tests used shan be
reasonably pre<flCtiv& of success in !he classification, and tests noi be biased
with respect to race, sex, religion, creed, pofl!ical affiliation, color, national
origin. ancestry, or age. Selection procedures may 0lcIude any or aI1 of !he
foI1owing phases:
(1) App!"\C!!IjOO.!loth inside and outside candidates will mal<e appflCalion
00 forms specified by !he Human Resources Department. Appllcatioos
must be submitted 10 !he Human Resources Office.
(2) SmeQIng. AppfICalions will be screened by 1he Human Resources
Department to 8SC8f1aln wf1e!her candldates meet minimum
requirements as out!lned in !he job description. Internal cancftdates
deemed not to meet minimum requirements may submft adcfrtional
quafdic:a!ioo rnormation
writing within three worl<ing days of notifiCation of requirement
deficiency.
(3) Per!qrmance Testing Performance tests, such as typing, macI1ine1y
or vehic!e op8<ation. skills 00m0nstrati0n, p/1ysical agility, etc., will be
quafrfying. Pass-fail points will be amounced in advance for quaflfying
tests. It requested in writing pOor to !he test, performance test may be
wi!nessed by Union steward.
(4) Written Tests. Written achievement or aptitude tests will be quafilying.
Pass-fail points will be amounced in advance for quaTrfying tests.
(5) Interyjews AporaisaIs. Intarviews may be conducted inOovidual1y or by
intefview boards and will be quafilying. lnteIview boards shall be
composed of quafrf.ed and unbiased people. Whefe interview boards
are used, Management Wil include at least ooe bargaining un~
employee 00 each bOard. II inOrviduallnt8l1liew or an interJiew board
is used, a maforiIy of !he indMduals or board members must
recommend a candidate in order for the cancffclale to qualify for
appointment. Pe:formance appraisals written by candidates'
supervisors may be used as indICated in !he selection procedure.
(d) Recommended Caodjdates
C8ndidalas who successfully complete all phases of !he selection procedure
wiI be recommended to !he appointing authority.
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(e) Seniority, lor purposes or lhls Mide, will be based on current S6lVice hire
date or record in a regular dassification with no adjustment 10< leaves or
absence. Seniority ties will be delermil1ed in favor or the employee with !he
lowest emplOyee number last five cflQits. Exceptions to this subsecIion may
be establlshed by mut.Jal agreement on a departmental or divislooal basis.
Such excepIions are fisted in Appendix G.
(f) APP""""""'t
The appointing authority will make appointments from among those
recommended cancfldates who are most quaJl1ied as determil1ed by objective
review or seIecIion procedure results and bacl<ground materials. Wrth retgard
10 promotional opportunities, the IoI1owing facIors will be conside,ed equally
in making appointments: Past performance, affirmative action and seniority.
AcIdIt!onaI information retgarding the appfJCation of past pertormance and
affirmafive ac60n criteria to specific openings is a.aHabie upon request from
the employment adminiS1rator.
(g) Vjg!a!ions.
Nry YioIaIion 01 this ArIicIe may be appealed to the Human Resou{ces
Director in Step III of the grievance procedure.
SectIon 6. Unit employees applying lor a vacant equal or lower paying position shan
have the same rights as unit employees applying 10< a promo~on.
SectIon 1. ApprtntIct Positions.
(a) The City shaI establish apprentice positions wherever feaslble. l.eogth of
appreo!ioeship. type 01 training, and pay levels shan be by mutual agreement.
Where possible. apprentice positions will underliO retgUiar positions so that
00xnbents may autornatlCa1ly progress to the dassi!ication lor whidl lhey
are training upon successful COI'!lpl~on or apprenticeship. The City will meet
and confaf with the Union before aMong any new appremceship programs
during the term of 1hls agreement All apprenticeship progcams are listed in
Appendix B.
SectIon 8. In assigning employees to retgular or special shifts, transfer, standby.
overtime. or vacation selection, abJlity to perform the work, length of service and/or
equitable rotation shaI! determine the assignments. In accordance with this provision,
more demitive rules may be arranged by mutual agreement of the Union and WldMdual
City departmeo lIS.
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ABDCLE VII " PAY BATE$ AND PBACTlCE$
SKIImJ...!.
(a) EfIecIive with !he pay period inc!uding May I, I~;~,~91! increase al !he
E-step Wll be applied to an classilica1ions WI !he represen1a1ioo unit
(b) Effec!ive with !he pay period including May 1, 1~i{(~~ increase al!he
E-step will be apprMld 10 an c!asslfica1ioos in the ''''P'esenta1ion unit
(e)
(dJ Salaries for all represen1&d classes duMg the tem of !hiS agreement are
listed !n Appendix A.
SectIon 2, Step !OqeasaS. Meri! advancements from the firs! salary step to the second
salary step shalt be granted at six-month inteNais and between seoond and subsaquent
steps at one-year nteMIls f the al!ected employee has demonstrated continued
0'Tlpr0\'EfYlent end etIicient end effective service. For !he purpo5e of determining stEIP time
requirements, lime will corrvnence on the firs! clay of !he month coinciding with or
ioIIowing entrance onto a salary step. Step increases shalt be ef!ective on tile firs! clay
of !he payroI period in whiCh the ~me requirements have been mel
Section 3. AMuaI AIIJustmtnl AmuaJly, each employee who holds a regular full-time
or regular ~-Iime appointment n the municipal service on or before July firs! and
continues n such status ItYOugh the firs! pay period in December shan receive, n addition
10 the salary prescribed herein, B salary adjustment equal 10 one percen( (1 %) of the
e<Tlj)IoyM's CIJIT8I't arnJel salary; or at the employee's option and subject to
management approval, 24 hOurs paid leave 10 be used prior 10 !he January 31 fonow.ng.
Annual adjus\menls or time 011 shall be prorated 10 reflect appoinlment from January 1
through July 1 of !he a.rrent yaar. part-w.e service or inlerr.JPIed service during !he year.
section 4, WorkIr!g out of Clmlflca!!on. The term 'wOfkjng out of Classification" is
defined as a Managemenl authorized full-time assignment 10 a budgeted position on a
tempO<ary basis w!1e<ein all signfficant dutles are per1o«ned by an oorv'dual holding e
classi!icafion within a Tower compensation range. Pay lor working out of claSsifiCation
shalt be as follows:
(a) Employees appointed 10 unfilled requisitioned po5lIions on an 'out of
cIassi!ication' basis will receive acting pay within !he range of the higher
cIassi!ication begirY'ing !he first clay of !he assignment. Whete ouI-of-dass
appointments last for more than 90 days, and whenever feasible, out-vl-dass
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appointment will be rotated among qualified i'1te:es1ed employees in the woO<
group.
(b) Employees appointed 10 a posriion for vacation, sick leave or other leave 01
absence coverage will receive a...'iiog pay within the range 01 the higher
classllicatlon after two days 01 assignment in the acting position cumulatiVe
fN9{ the agreemenc year (May 1 10 May 1).
The step within the range 01 the higher classification will be the step at wIliCh the
employee WOUld be paid f permanently appointed 10 that classification.
Out 01 dassffication provisions do not apply 10 WO<k assigrvnent performed in comection
with specific predetermined apprenticeship or training programs or declared conartions
01 public peIi aro.jor disaster.
Sectl9!l 5, CI ..... !!Icat!on Chanaes.
(a) oumg the course oIlhis agrMment. the Union aro. affeCted emplOyees sha~
be notified in advance 01 any contemplated changes ., claSsification
description, a."\d wen changes shall be subject to the meet aro. confer
process during !he term of !his Memorandum 01 Agreement If the Union and
Ills City camot reach agreement on the appropriate pay level irom a job so
reclassified, the classi!icaIion shaJ( r9Vell 10 itS former status.
Sec!!on 6, Job Re-Evaluatlon.
Cal DIKing those years ., which negotiations do not occur due 10 multi-year
agrwmenls, an e<T'pIoyee or hisjher representa\1Ve may request "' wrning a
re-evaluatiOn of hisjher job based on sigfliIicant changes in job content or
significant discre~ between job content aro. classifica\ion description.
The request must contain justification and may be made only during the
period of Oecemller 10 through Januart 10. A statement by management
that a job r~ request will be submitted w!th the departmen''''
budget does not refl8'le an employee Itom the respoosibirlly 01 submitting
hisjher own request during !his period. The Administrator 01 Compensation
will respond 10 wen requests ., a ~mely manner. ~ meetings are held, the
employee may request representation. Any changes determined will become
el!ective the firs! pay period 01 the following fiscal year, or the job will be
returned 10 itS previous status.
SecUon 7, ActvJnce of Vacation pay. Vacation pay shall be made aV8Ilable in advance
01 regular pay day provided that employee requests such advance in writing 10 the
Frn.nce Department at least two weeks priOr 10 hisjher vacation date. The employee's
supervisor must verify vacation dale on the request
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SecUon e. A"lgnmant to • Laad posltlon. All vacancfes ., lead positions shan be
fll1ed In accordanCe with Article VI, SecIion 5. The pay range for the lead position shall
be seven percent above the pay step of the highest paid employee on ths crew.
Depar1men!aI exceptions lor fining lead positions on a rotational basis for training 8l1d
deveIcpmenI purposes may be arranged by mutual agreement of the Union 8l1d incflVidual
City departments. Curren! exceptions are ~sted in Appendix C.
~lf»1IJlIljQnttfiI*·mtMiI·lMIltiftn!_
AHT!CLE VIII -HOURS OF WORK. OVERTIME. PREMIUM PAY
Stc!!on 1. Work Week and Work Day. The st8l1dard woO< day lor reguiar employees
shall be eight hours to be woO<ed within a maximum 01 nine hours (tive-day work week)
or ten hOurs to be worked within a maximum 01 eleven (four ~y woO< week) or nine
hours to be wor1<ed within a maximum 01 ten Ipf IQur days with a .fifth dayorlQur~
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Appendix 0, The Union shall be
accordance with Article III, Section 8.
Sec!!on 2, Oyertime Work.
exceptions to the above are ~sted .., . any further exceptions to this section ..,
[a) Overtime WOI1< for all unij employees shaJI be defined as any time WO<ked
beyond the standard wool< day or beyond the standard wool< week.
(bl Compensation 10 emplOyees working overtime will be in the form of add'rtional
pay at the rate of one and one-haJI times (lwo ijmes for billable customer
convenience overtimel the employee's basic hourly salary with the exception
\hat an employee may request and, upon approval, be granted compensatory
time oil at the rate of one and one-haH hoofs for each hour of overtime
worked, subject 10 the ~mitations of appncable state and ~eral laws.
In !he event oompensatory time oil is used as the me1hocl of compensating
lor overtime, the time off will be laken prior to the end of the quarter following
the quarter .., which the overtime !'.as been worked. In the event the
employee is denled this provision, he/She will be oompensated .., pay lor
SUCh time at the appropriate rate specified by these sections, or at the
employee's option. the earned compensatory time win be added to the
employee's vacation balance,.
{el All time lor which pey is received shan count as hours actually worked lor the
computation of regular overtime pey; however, noo-productille time wi1J not
be i'1cIuded in computation of any additional FLSA premiums,
(d) Wherl an employee works 14 hours or more .., the 24 hour period
mmecfl8teiy previous 10 the employee's shift starting time, the employee will
be allowed &rI eight-hour rest period before returning to WOI1<. Other rest
period arrangements may be worked out by mutual agreement of the
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employee and supervisor. AIry portion 0( the rest period falling within the
employee's wOll< shill wi! be considered as hours wOI1<ed and compensated
at the straight time rate. This prollfslon CIoes not apply 10 con<fotions of bona
fide emergency. Bona fide emergency conditions are con<frtions involving
r98I or potential loss 0( service or property or persona! danger.
(e) If non-emergency OIIertime is canceled without at least 40 hours notice, the
City $hall pay the aff9cted employees two (2) hours pay at time and one-haIf.
(f) Employees worf<Ing OIIertime who are too fatigued to continue or return 10
work, lor safety reasons will be released from duty without compensation.
SM"OO 3 WorI! Sblfta. AI employees shan be assigned to wOll< shifts with scheduled
staning and quilling times. Should con<frtionS necessiIet.e a change in staTting and
quilling times, the Union wiI! be notilied ten (10) working days in advance and permitted
to discuss such changes with the City. TNs, however> shan not preclude the City's right
to e!Iect schedu1e changes dictated by operational necessity. Tnls section does not apply
10 ovectime schedui'cng.
Sec!l0!\ 4. cny-Pald E!!lI!'aency Meals.
{a} for purposes d this sec!ion, emergency (»;erome is defined as overome
arising out 0( situatlons inVOlving real or potential lOSs 0( service or property
or persona1 danger. The City will provide meals in the following emergency
0II8I1ime slluations:
(1) VYhen an employee is called back and is on duty for a period oIlhree
ccnsecuIiIIe hours, and thereafter at lnteNa!s 0( live hours buI not
more than sbc hours un!Jl the oonIinuouS overtime asslgnmenl ends.
(2) When an empklyee is held over on duty so that hisjher combined
rormal wOll< shill and overtime assignment exceed six continuous
hours from hisjher last meal and one and one-haJ! hours after shih
end, and 1hereaIIer at Intervals 01 five hours buI not more than six
hours u;-rtiI the oontinuous overtime assignment ends.
(3) When an employee is called out two hours or more before a regularly
scheduled day shift and worl<s the regularly scheduled shift, he/she will
be entitied to breakfaSt
(4) When recalled two hours or less after the end 0( a regular shift, ooless
assigned to standby.
(b) TIle City will provide meals lor personnel assigned to non-emergency
0II8I1ime wOI1< where the assignment extends more than one and one-hall
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hours eftet !he shift end and six CO<'tinuous hou<s from !he las! meal unless
at least eighleen hours' advance notice is provided.
(el AJ meals provided shall be oomparable subslitutes lOr !he erroployee's regular
meals. Where possible !he City will arrange purchase orders at mutually
agreeable restaurants.
(d) In !he event an employee is to be provided a meal or meals pursuant to this
section and such meaI(s) are not provided due to wor1<ing concfltions. the
employee shall have !he option 01 receiving for each meal not provided an
additional one hour 01 0'>'8IIime compensatlon in lieu 01 such meal.
Sac!!on s. Rast periodl. All employees shall be granted a rest period or coftee brae!<
~miled to 15 minutes domg each four hours 01 work. Departments may make reasonable
rules COl iCIlIl Ong rest period scheduf'ng. Rest periods not taken shall be waived.
SectIon 8, CI""-UP Time. All employees whose work causes \heir petSOO or clothing
to become soiled shan be provided with reasonable ~me before lunch and at shift end for
wesh-up purposes.
SectIon 7. StalKfby Pay. C.".QuI Pay.
Cal Standby Compeosa!jon.
Empioyees performing standby duty shall be compensated at the rates
estabrlShed below:
pay Period !nc!udjno
5/1 /91 5/1192
Monday through Friday ~ $3G per day $a6 ~ per day
Saturday. SUnday. Horld&ys ~ .• ~ per day sea §SI? per day
{bl Minjmvm Ca.KJut Pay.
Employees not oIherwIse excluded from receiving ovarome pay who are
oaBed out to perform work snan be compensated for at least two hours' pay
for each oceu<rer ~ at !he appropriate overtme rate. This provision does
not apply to employees caned out to work while earning pay for being in a
standby status.
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between 6:00 P.M. and 8;00 AM. A minimum 01 two hours must be worked between 6
P.M. end 8:00 AM. 10 qualify lor the premium. Employees who regularly work night shifts
shall receive appropriate night shift premiums, relating 10 night shift hours worked, in
add!!ion 10 base pay lor horldays, sick leave and wcation.
ARTICLE rx· UNIFORMS AND TOOL ALLOWANCES
StcVgn f. UnIforms.
(a) The City will provide unifomls, coveralls or shop coats on a weekly basis lor
the foIIowVlg jobs and/or Classifications:
AssisIanI Storekeeper
Auto Service Mechanic
BLiEliAIlAspa8ler
Building Service Penson • Lead
""'101fl'll Setvice Person
I
Faciities Electndan
Facilities Mechanic
facilities CAnMnlAr
FacUilies . Lead
Laboratory TecMidan, Water Ouarrty Control
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~~ Water Ouafrty Control
Mechanical Unit Repairer (Wale' Gas Sewer)
Me!l!r Reader
Mater Reader -Lead
Motor Equlprner'l Mechanic -Lead
Motor Equipment Mec!1anic
--~ m:r==a~:!;li~.~ Operator
QAer Streels Qf\tjsiSA 8~pl9yeeB 4lffieFl 8F\fi:8itS9 iF! tfafti,e f)atRtiRg e~eFMaA6
Park Maintenance AssIstant
Park Maintenance Person
P8I1< Crew -lead
PIII1< Maintenance -Lead
Senior Mechanic,
Senior 1ndustrial Waste Insj:>eclor
Senior Chemist .
TraI!ic Control Maintainer a
Traffic Control Maintainer I
Tree Trimmer-Line Clearer
Tree Maintenance Assistant
Tree Trimmer-l..ine Clearer Assistant
Tree Trimmer-Line Clearer -Lead
Tree Maintenance Person
1"1'--;"f~e1!t~!
Utility InStalls( /Repairer AssistanI
Ut!lity _~i1!P\~~
Ut!lity InStaller/Repairer -Lead
Utility InStaller/Repairer
lJlHily iflS¥umeAt +eef::1., Y.{aler Q;Jalit}' Ce~
YtiJity S9FYiee P8F56R beas
IJtjlfty Tf9iA69 f\'laler eas SeYlSF}
W:.~~!!;~$!~~'~
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!p'""_ ..... U!ii;-Qi';~""'" g!llL",di!!!!:!.4ilL,.,,~, ... _
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Water Transmlsslon Operator, 'IJat:er fNaJit)r G8AtFeI
Water Quaflty Controi Plant Operator
~e, Meter g.lel=laAile Pef58A
Water Meter Repairer
(b) Foothill Park employees who are required to wear specific clothing n the
performance of !heir jobs shaI1 receive $300 eIIec1ive with the pay period
inCluding May 1, 1989, and $350 with the pay per'.od incIudirog May 1, 1990,
per year uniform BIIowance. Parking Monilors, Animal Control Officers and
~~!;~~~~1:rlil!f!i?i~ shaI1 be issued
City-owned uniforms for wIlich deaning will be provided. As soon as
possible after May 1, 1989, Parking Monitors Shall be issued two adcfrtional
summer shirts. It any other employee is required 10 wear a uniform during
the life of 1t'ois Memorandum of Agreement, the City woll meet and confer with
the Union conceming the estab/lShment of an equitable uniform allowance.
AI! uniform allowances shall be paid bi-~.
(e) CoveraHs woll be made aV8J1able for occasional use as rl6eded 10 protect
cIo1hing for the follOwing c!assiflcations:
CI1ie! BecIrIc Underground nspect(\(
E1ecIricaJ Assistant
Eleclrician
Facilities Mechanic/Painter
Gang Mower Mechanic
Gang Mower Operator
Heavy Equipment Operetor
Uneperson/Gable $prICer
Sprinkler System Repairer
Utility li10taJTer /Repairer -Lead
Utility Installer Assistant
Utility Installer/Repairer
(d) Employees required 10 wear uniforms shall be provided suitable change
rooms and lockers wIlere presently provided.
(e) Employee dothing seriously damaged or destroyed .. conjunction with an
Wldustria! Oljury will be reasonably replaced by the City. Any other daims
alleging City liab<lity may be filed with the City Attorney.
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section 2. TDOI A/Iowance.
(a)
(b)
Mechanics ., Equipment Maintenance shall be paid an annual tool allowance
of $3&G $383 effecIive with the pay period01cWFI'l9 MBY'1;[~~. and sase Bill effecIive with pay period incIud1ng~Ji!199?
AI 1001 allowances shall be paid bi-weekly.
Stct!on 3. sattIX Shoe ARowance. The City shall reimburse employees 75 percent of
!he OOSI of job-related safety shoes upon verification of such purchase by !he employee.
ARTICLE X· HOUPAYS
sectlOD 1. Bxed HolIdays. Except as otherwise provided, employees within !he
represenla!ion unft shall hava the IoIIowing fixed horldays with pay:
January I
Thlrd Monday ., January (Martin Luther King Day)
n1ird Monday ., February
Last Monday ., May
JlJly4
f'1I'St Monday .., September
Second Monday" October
Veterans' Cay, November I I
n1an1<sgiving Day
Day after Thanksgiving
December 25
Either December 24 or December 31 (see below)
Employees shall be excused with pay for the run worl< shift on either December 24 or
December 31, provided however !hat City factlities remain open with reduced staffing
levels, that Management retains the right to determine work schedules, and that neither
day be considered a horlday for purposes of premium pay_ It employees are no! excused
pursuant to this provision, one shift ot vacation crecfrt wm be added to their vacatioo
accrual.
In !he event that any of !he aforementioned days, except for December 24 or December
31, falls on a Sunday. the following Monday shall be considered a hofiday. In the event
that any of the aforementioned days falls on a Salu<day, the prececftng Friday shan be
considered a ho5cfay. It December 24 and 311a11s on Sunday, then the preceding Friday
will be designated for purposes Of !he hoMay. Excep~ons to !his provision are listed ..,
Appendix E.
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Sec:1!on 2. PIV for FIxed HolldayJ.
(al AI. employees shell be paid a run day'S pay at their regular straight time base
hourfy rate for all fu<ed tddays as defined herein.
(b) An empIo')'ee must be in a pay status on the work day preceding the hoI"lday
to be el"IQible 10 be compensated lor a hoIlday. This sLJbsact.ion does not
apply to an employee who is on an unpaid medical leave 0( absence 0( less
lhan fiw (5) days.
Sac!!oo 3. Work on fixed HoOdavs. Any employee required to work on a fixed holiday
shell be paid time and one-haJf lor sud1 work in edcfrtion to his or her ;egular holiday pay.
WOO< on a fixed holiday beyond the number of hours in a regular shift shell be
oompensaIed at double time and one-half.
$,,1100 4. yar!a1!oos In Work WUI\.
(al An empk>yee whose work schedule requires that his or her regular days off
be other lhan Saturday and/or Sunday shan have an ad<frtional day off
scheduled by the department ., !he event B fixed hoI"lday faDs during his or
her regufarly scheduled day off. Every attempt will be made to schedule the
day on B ITIIJtUaI1y agreeable basis. d the day cannot be so scheduled, the
employee shaD be paid for the day at the straight time base rate.
(bl FIxed hoDdays whlch faD during a vacation period or when an employee is
absent beoause 0( illness shall not be charged against the empIoyee"s
vaca!ion or sick leave balance.
Sec!!on 5. FJoatlng Days Off. FIoa!ing clays off wnh pay will be scheduled by
Managemanl as follows so as to produce three-day weekends:
One floating day off
One floating day off
One floating day off
One floartng day off
One floating clay off
One floating day off
One floartng day off
One floating day off
One floating day off
One floating day off
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The foI1owing ooncfrtions wi'! hold:
(a) Managermn W11 designate the scI1edurmg of the paid day of! under this
section !II leas! thirty days ., advance.
(0) " ., callormance with !his section Management is unable to schedule a day
of! ., the month r-dtCaled, Jo( reasons of shift operations, worl< schedurmg
or any o1hel' reason, the day wiU be added to the employee's vacation
accrual.
(e) , an employee faUs to take a day of! as scheduled by Management under
\his section, the day of! so scheduled will be forfe1ted.
ARTlCLE Xl -VACATIONS
Stc!!on 1. Each employee shan be entitled 10 an arllUai paid vacation, accrued as
follows:
(a) Less !han fOur (4) ys=' continuous service-Ien (10) working days per year.
(b) Four (4) years' continuous seNice Ihrough eight (8) years' continuous
service-fifteen (15) wOI1<ing days per year.
(el Nine (9) or more years' continuous service-twe"ly (20) working days pet
year.
Employees may accrue up 10 bee times tneir amua! wcation leave without loss of
vacation days. In the event the City is unable 10 schedule ';acatioo and, as a resu~
thereof, the employee is su!ljecl to loss of accrued vacatioo the City shall extend the
vacation accrual ~miI up 10 one year ., wIlich time the excess vacation must be scheduled
and taken. As long as there is no irlIerference with dapertmental operations, there shall
be 110 urveasonable restriction of moments of use. Employees shall completo six (6)
months' oorr!inuoos service before using accrued vacation leave.
SactIqn 2. HolIday FIlling Dur!!Ig Vacation. In the event a fixed horlday as defirlecl .,
Article X IaI!s within an employee's vacatioo period, wtticl1 would have excused the
employee from wOO< (Brld Jo( whic/111O other compensation is made), an addltionaI worl<
day Jo( SUcI1 horlclay shall be added 10 the vacatioo leave.
Section 3. "Iness [)ulfng vaca!lon. When an employee becOmes ii! wI1~e 00 vacation
and such iIrless can be supported by a stateiOOnt from an e=edrted phys;cian or the
employee is hoSpiIarlZed Jo( any period, the employee shan have the period of iIlr>ess
charged against sick leave Brld not against vacatioo leave.
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'5M"'m 4, ACcNIC! vacatIon Pay to! Decease!! Employ"". An employee who is
eng.ble far vacation leave and who aleS wh~e in !he municipal service shaI1 have !he
amounI d any accrued vacation paid to hisjher estate within lhirty days. This proration
will be oompu!8d at hisjher last basic rate d pay.
Sec!ton 5. enact or Extended Military Leave. An employee who interrupts service
becaL0S8 d extended military leave shaI1 be compensated for accruecI vacation at !he Url1-'3
!he leave becomes efIec!ive.
Stctk!n 8. vacation at Term\naUQIl. Employees leaving the municipal service wfth
accruecI vacation leave Shall be paid the amoonts 01 accrued vacation to !he date 01
terminalioo.
A8T1CLE XII • I Em PROVISIONS
section 1, S!ck Leaya.
(a) The City shaI1 provide each employee with paid sick leave, earned on a daily
wbasis and computed at tha rate 01 96 h<Jvrs per year, wfth 00 "mils on
amounIs that may be accumulated, except that tor employees hired after
~Iy 1, 1983, sick leave accrual accumulation shaI1 be fim~ed to HXlO hours
and subsections (a)(1), (a)(2), and (a) (3) shaI1 not apply. Payment lOr
accumulated sic\< leave at terminallon sha!1 be made only in the Iol1owing
circumstances:
(1) Bigible employees who leave !he munlcipal SeMce or who effe whJle
employed and who have fifteen or more years d continuous service
shall receive compensation for unused sick leave hours in a sum equal
to two and one-half percent d thair unused sick leave hours mUhipfled
by their years d continuous service and thair basic hourly rate 01 pay
at termination.
(2) FuD sick leave acaual will be paid in the event of termination due 10
disebi1i1y .
(3) Emple)'ees ':me retire irem mt;;tf\iei~eI s~ee "'*'e AaYe CifteeR (16) er
mers yaM ef aaFltiRl;IOl:;IS saNiea ~ay at ~ek B~tiaA-OOA\'Br:t all SF a
~eA at t:ieir ~Al;:tseE;l siel( leave hatH '9 J;Iaie CR)' E~le) ees'
Meeliee1 ReA preMil;lms f~ ~e emJJleyee 9A!.,. at the rate at eRe mefltfl
fer fNeFj ei!il~t RElI::JFS of sieli feeY8 ee9f\;jeEl. This OI3~aA is e~eA 8R,'y
Ie B~.eleyees 'NAB Fetire Elt:JriRg the life sf ltiis ,. OFS8R=1aAt MEl Vltta aFe
e&V'8f99 By tRe Cit;' EFflj9le)lees' Me8ieal PIaA ar eMeFeise ~eir eJ)ti9A
te eaA/eFt to tf:Ie ~' ER=lpfeyses' Meeleal PJaA l:J~aA retirement=-
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(b) Un of Sick Leaye, Sick leave shall be allowed and used in cases 01 actual
persona! sickness 0< disabl1ity, mecflC8l 0< dental treatment, or as authOrized
for persona! business. Up to live days sick leave per year may be used for
illness;' the Immediate family. A new employee may, t necessary, use up
to forty-eigl't (48) hOurs 01 sick leave at any ijme dur'ng the firs! six months
01 employment. Arty negalille baI8nces generated by SUCh utirlzation will be
charged against Mute =aI or deducted from final paycheck In the event
01 termination.
(e) An employee who has been disabled for 60 consecutive days and who is
otherwise errgible both 10< payment under the long-term disablity group
insurance oo-..erage and accrued sick leave benefits may, at hisjher option,
choose either to receive the long-term disability benefits 0< to utmze the
remained 01 hisjher accrued sick !eave prior to applying 10< Iong-te<m
diisabllity benefits.
(eI) Sick leave win not be granted for "ness occurring during any leave of
absence unless !he employee can de!T1OflStrate that I was necessary to
come under !he care of a doctor while on SUCh other leave of absence.
(e) Return to WOrk W!!h Umfted Duty. Upon approval of department
management and the City Risk MSl18ger an employee may return to work 10<
docIO<-approved imiled duty. Approval lor return to work shall be based
upon department aMity to provide work consistent with mecflC8l ~milations,
the location of !he work assignment, and the !enrgth of time of the ~milations.
The City doctor may be consulted In determining work imitations,
SectIon 2. Btrtavemen! leave. leave of absence with pay of three days may 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 wile,
husband, son, son-in-law, daug/lter, daughter.in-Iaw. mother, mother·in-law, father. father·
In-law, brother, brother·in-law, sister, sister·in-law, gr3r1dmother, grandmother·in-law,
grandfather, Qlaudfalher·1n-Iaw, aunt, uncle, 0< a close relative residing in the household
cI !he employee. Such leave she" be at fun pay and shall not be charged against the
employee's accrued vacation or sick !eave, Requesllo< !eave with pay in excess of three
(3) days shall be subject to the written approval of the City Manager. Approval of
adO!iona! leave wi!! be based on the circumSlances of each request with oonsideraflO<1
given 10 !he empIoyee's need 10< ad<frtiona! time.
Section 3, Military !.!lave. The provisions of the Milrtary and Veterans' Code of the
State of California shall govern !he granting of mifrtary !eaves of absence and the rights
of employees retuming from such leaves,
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Stc!!on 4. Leay. W!!hout pal'.
(a) Pisabllity Leaves '* absence without pey may be granted in cases '*
lfiSability not covered by sick lea.e. Preg<1ancy win be considered as
anyother disability. Leaves '* absence lor cftSability are subject to physicians'
verificaIioo including cflagl'oClSis and medical worI< restriction.
(bl Other leaves, Leaves 01 absence without pay may be granted in cases 01
personal emergency or when such absences would not be corrtrary to the
best interest '* the City. Non-disability prenatal and/or postpartum leave is
available under this provision, btJ! such leave shan not begln more than six
months prenatal nor extend more than st: months postpartum.
0Uing lXlpaid Ie&Jes or absence for cflS8bllity or otMr reasons, the employee may e!ect
10 use accrued vacation crecfrts. Requesls lor lea.es withOut pay shan no! be
unreasonably c:Jenjed. ~ order to a.oid misunderstandings, an leaves wi!houI pay must
be n writing 10 be e!lective_
Stc!IDO 5. ,JUry Duly and Subpoanu. Employees required 10 report for jury duty or
to answer subpoenaS as a witness n behaH 01 !he State 01 Caflfornja or any 01 ~s
agencies shall be granted a leave 01 absence with pay from their assigned dulles untJ1
released by \he court. provided the emplOyee remits to the City aR fees received from
such duties other than ""leage or subsistence aRowa.'1ces within thirty (30) days from the
termination 01 jury seMce.
When an employee retums to complete a regular shift following time served on jury duty
Of as 8 witness, such time faIflng within the wor1< shift shaI1 be considered as time wor1<ed
lor purposes 01 shift compIe!ion end overtime oornputation. In determinirog whether or
not an employee shaR return 10 his Of her regular shift following performance 01 the
duties, reasonab!e consideration shaI1 be given ro such factors as travel lilTl() :itld a period
01 rest.
When a oombinetion of City work lime and jury duty equals 14 or more hours in the 24·
hOur period immediately prior 10 the employee's shi't starting time, the employee wiD be
aRowed a rest period of eight hOurs. Any portion of the rest period falling within the
employee's wor1< shift win be considered as tIours worked and compensated at the
straight ~me rate. This provision does not apply 10 oond'~ions of bona fide emergency.
Bona fide emergency con<fttions are oond'lIions invoMng real or potential loss of service
or property Of personal danger.
Section 6. TIme on 10 Vote. Tune off with pay to vote in any general or direct primary
eIedion shall be grantdd as provided in the State of Calijornia Elections Code, and notice
Ihat an employee desires such time of! shail be given in accordance with the prollisions
of said Code.
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sectIo!! Z. In case of disapproval of extension, revocation or cancenation of an exiS1ing
leave of absence. notice shan be sent by certified ffiaJl, return receipt requeS1ed, to the
employee S1aIing the date of SUCh action, !he reason and a specffie dat~ to return to
wOO<. which is no! less then five working days from date indicated on return receipt.
~ 8. !>IrIon" BuSiness Leay. Cn8I'([Hbie to Sick Leave, All employees shan
be granted up to t....'8IIIy (20) hou<s personal business leave per calendar year,
chargeable 10 sick leave. The employee need no! cf,sclose the reason lor !he per.;onaI
business, The schedu~ng of such leave is subject to !he approval 01 !he appropriate level
of Management, and SUCh approval sha, no! unreasonably be denied,
Section 9. The department shall make every effo<! to ensure that employees resuming
work IoIIowing a Ieava pursuanI to Sections 1·10 shall be returned to !he assignmen~
shJ!!, and/or work location held immediately prior to !he leave. If !he employee cannoI
be so assigned, he or she shan, upon requ~ be gramed a meeting with department
management 10 CISCUSS !he reasons for the change. Upon request. !he employee shan
be afforded Unioo representatiOn at such a meeting.
ARTICLE XlI! -WORKERS' COMPENSATION INSURANCE
Sec!!on 1, industrial Jen!DQ{arv Dlsabn!!Y.
(a) Whlle temporarily clSabied, employees shan be entitled to use accrued sick
leave for the first three (3) days Ionowing the date of injlK)' and thereafter
shaJI be paid tun base salaly lor a period 01 no! to exceed fifty-seven (57)
calendar days, unless hospitafiZed, in which case employees shall be paid fun
base salary for a period no! to exceed sixty (SO) days from date 01 injury.
(b) For any temporary disability continuing beyond the time imits set forth in (a)
above, employees shall be paid two-thirds (66 2/3%) of their fun base salary
at the time of injlK)' for the duration of such temporary disability in
conformance with the State law.
(e) D.Jring the period 01 temporary disability, an employee's erlQiOmty for health,
dental, life, L TO, or other insured program w]] continue with City contributions
at the same rate as for active employees, In case of $oJbsec!jon (a) above,
the employee will continue to acx:rue vacation and sick leave benefits. In the
case of Subsection (bJ, sick leave and vacation benefits shall no! be accruec.
Section 2. TraIning 1m Permanenuy pisa bled EmplOYeeS. In the case of permanent
disability due to an injury oceutring on-the-jOb on or after January I, 1975, the City agrees
to abide by TrtIe B, Chapter 4.5, Subchapter 1, Article 12, 'Rehabilitation', Sections 1001
ltvough 10010, of the California Administrative Code, which provides that a pubflC agency
will make available to qualified injury work8!'S such a renabn~ation program. Such
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rehabilitation bene1iIS are add"11ional benefi\S and shall not be converted to Of replace 8fIY
Wori<ers' Compensation benefits. The City agrees !hat when 8fIY permanently disabled
employee r~ suc;t, rehabilitative benefi\S, 1he City WIll meet with ~e emplO')'ee and
Union representative Of legal counsell desired to consider fOlTTlUlation of an appropriate
and reasonable program.
ABT!CLE XN· BENEID PROGRAMS
S8e!!on 1. Health Plan. The City shall pay an premium payments 0" behalf of
employees who are eJ"lQible fOr coverage under !ha heaJth plan ~ as dP.scribed in
$Utls8CIion (al Of (b), or lia. AAj prewium rete increases du<ing the life 0{ this
Memorandum of Agreement shall be paid by the City. +Ae fEl~eYi~AS wil s."sl!
(a) Employee and dependent coveraga under !he existing Kaiser H8a1th Plan S
Cor.ttact. ncw.ng ~e Drug Plan III option.
(b)
(e) As an aJ!emative to (1) and (2) of ~is section, the City may elect dumg the
term of this ag<eemenl to contract with the California Public Employees'
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Retirement System (PEAS) lor particlpa\iorI under the PublIc Employees'
Medical and Hospital Care Act
If !his eiecti()(1 is made, the detaJls 01 implementatico 01 the 1IeXlbie ber.efit
plan Wll be wori<ed out on a mutually agreeable basls. During the term 01
the Memorandum 01 Agreement. the City win pay any premium rate Wlcreases
under the PEAS Mecfocal Plan. and the implementation plan wiD prOVide lor
City payment 01 fun premium under any 01 the PERS Medical Plan options,
with single coverage lor employees without dependents, and both single and
dependent coverage lor employees with dependents.
(d) Retlree Medical Provisions.
(1) The City ....... shan, upoo submittal oIlIIIidence 01 pa .. ym ........ en!. reimburse up
10 iB~ per month witho<Jt Medicare, and ~ per month with
MecflCale, 01 mecftcal plan premiums on behalf 01 representatioo un~
employees who refire from the City under serviCe or disabllwJ
retirements. The retiree may seleG1 any medical plan. The plan may
cover el"iQ'ble dependents as defined under the City Employees' Health
Plan. No reimbul'sements WIll be made lor plans prO'iiding benefits
other !han medical and health benefits.
MOVE TO APPENDIX F
PfBA shall iAeh:lGle 9fly e~eF tJP#ASR'iea ~ers9A !:JAde, a§e 19, SRliret,
sl::lpf38FteEi l3y tAe empleyee, ~eFmar.:eA@y f95idiAg in 1f:\e empteyee·s
hetlsehel~ enEI fer wf1oo:Hhe eFR~leyee SF IRe eFflfJ1oyee's SPSI::lS8 is fer was
safers #:19 PSf69A'S 18tA biF#lSay) tAe 19081 €Il:Jar~aP.::
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Sact!go 2, Joint Union/Management Colt ContaInment Committee, A joint
Unlon/Manageme<'t Committee, with the Union having tIne (3) appoWees, shall be
estabI'rshed, The Committee shall conduct B study of measures lor fimiting increased
heaIIh plan cost.
Cost saving measures 10 be investigated by \he Committee shan include, buI not be
fimiled to, ettemg utiliZation patterns 10 encourage oost e1f9Clive setVice5 and to avoid
unnecessary use of expensiw in-patent care,
(a) Hom9 care, ouI-patient care and out-patienl surgery as ahematives to lengthy
hospitalIzation;
(b) Prev6ntive care programs, incIl.liflOQ hypertel\SiOn maintenance program;
(e) Educa!ion of memberS 10 value of alternative care option; increased health
awareness program;
(d) Develop aItemaIive 10 med"ICaI, drug and alcohol rehab programs lor use in
special ceses; improye out-patienl coverage as altemative to in-patient care,
The COInmittee shall meet regularly and make recommendations to implement cost saving
procedures, COOSistent with the goals set forth abooie, Such recommendatioos shall be
inpIemented when mutually agreed 10 by the parlies and may recommend additional
measures, consistenI with the goals set Ionh above,
Sec!!on 3, DanIa' PIIII.
(a) The City shall pay an premium payments on behalf of employees, and an
dependents 01 employees who are erJgible lor coverage under the City's se",
funded denial program.
(b) Effective May 1, 1987, the delinition oI"Dependenr in City Employees' Dental
Plan Shall indude any other unmarried person under age 19, entirely
supported by the employee, permaMntiy residing in the employee's
househOkI and lor whom !he employee Of the employee's spouse is (or was
before !he person's 18th birthday) the legal guardian.
(e) Tha dental plan maximum benefit per calendar year shan be 52,000 begiming
with January I, 1990,
Sec!Ion 4, 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 Ihat neither shall be covered as a dependent of The other, and dependent
chjldren. i any, shall be covered by aNy one spouse.
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SectIon 5. Effective July 1, 1987, the provision referred 10 as the 'birthday rule' shall be
added to \he 'Effect on Benefits' sections 01. the City Employees' HeaIIh Plan and City
Employees' Dental Plan. The 'birthday rule' provides that when two plans cover an
I'1dMduaI as a dependent. thai Plan shrui be Primary whiCh covers the incf.vidual a~ a
dependent 01. a person whose dale 01. birth, excluding year 01. birth, occurs earrler in a
caJendar year. If the oIher Plan does have a Coordinalion 01. Benefits Provision. but does
no! have !his provision regarding dale 01. !llrth, the provision cl the other Plan will
determine.
sectjon 6. BasJc LHe InS!/rJ!DCe. The City agrees 10 continue the baSic life insurance
plan as currently in efIecI for the term of thls Memora'lClum 01. Agreement
Stc!lon 7. VJs!on el... Ef!ective beginning July 1, 1989, the City wm oller vision care
coverage for employees and dependents. Coverage Is equivalent to $20 Deducbble Plan
A under the VISion Service Plan with monthly premiums paid by the employer.
Section 8, Deterred eompensat!on. The City shaJI make aV3Jlable the necessary
payron deduction and oIher procedures to provide a deferred compensation plan
Section 9, Long Term Disability Insura nee. The City shaJI continue the long term
dlsabirrty inS<xance plan currently in effect for the terr" 01. this Memorardum 01. Agreement,
.fi,iI~m'I~~~;Ie\IeI.~ .. I'f!ln~tO~,~,~~·~ •. ~~
The City will pay up to $17.50 per month IOwar" long term dlsal>lity insurance premiums
for those employees without efigible dependerlts covered under the health insurance
provisions.
S!IC!!on 10. UtIlity Discoum. Eligibirrty for utffity discount for employees with
employment dates beginning after Ap<iI1, 19n, win be discontirlUed.
Section 11. State Olsability Insuranee Study. Parties agree during the term 01. the
Memorandum 01. Agreement to jOintly study the possibffity 01. offering Stale DisabTrty
1nsu<ance to repreoenta!iOn un~ members.
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Stct!on 12. Dependent Care a,,!staoce I'logrttm. The City will provide a Dependent
Care .r.ssistance Program lor empIoyee$ according to !he provisions 01 the Federal
Economic RecoveIy Act 01 1981, Code Sections 125 and 129. The program w111 begin
on January I, 1988. Program details win be developed and reviewed with the lklion prior
10 !he if'nI;lernenIat date.
Stct!on 13. Tuition Reiml!!mlament and Training programs.
(a) City win reimburse expenses lor tJilion, books and aJrTiculum fees inCurrtld
by non-probationary employees within the representation unl!. 10 a maximum
01 $500 per fiscal lor classes given aCCfed:~ed r.stituIions 01 k.arr,ina
or
-1Oi"prc>biiilOiiary ernpk>yees when SUbmitting
llIimburserneot lor JcX>-required certffica1ions. The City wi1l also reimburse
proIesSionaJ association memberships and conference registration fees,
proIesSionaJ books and periodicals. All programs er'9ible under this section
must either contribute to the employee's job per10rmance or prepare the
employee 10< oIhe< City positions, and must be approved .., advance. City
employees wishing 10 engage .., educational programs involving wor1<ing time
may be granted rescheduled time f departmental operations permit
(b) Professional and teclY1ical employees assigned by the City to attend
meetings, WO<l<shops, or conveotions of their professional or technical
asSOCiations shall have their dues and reasonable expenses paid by
departmental flXlds and shall be allowed to attend such workshops,
meetings, and conventions on paid City time.
(e) Requests 10< tuition reimblYsement WI! be determined to be taxable income
unless SUffidenI documentation is provided 10 support how the course or
seminar is related 10 improving periOrmance in lhe employee's COITenl
position. Aeimbursemenl requests may be submitted at any time, but will be
batch processed on a quarterly basis.
ARnCLEXV·REnREMENT
SectIon 1. The City win continue the present benefits under the PubrlC Employees'
Retirement System 1 j50th at age 60 tormula act. Employees who retire and were
employed by !he City on or before Apr~ I, 1977, and spouses 01 deCeased employees
who were employed by the City on or before April " 1977, shall continue reductions'"
utility rates. AI IlItired employees and spouses of deoeased employees shall also Mve
residential privlleges at City libraries, refuse disposal area, go~ course and swimming
pools.
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Sac!!on 2. Eflec!ive with the pay pariod O1cludlng May 1, 1984, the City will pay t'>e 7%
employee's retirement oontribution 10 the Pubflc Employees' Retirement System (PEAS)
except 1hat, subject 10 the limitation 01 appflcable law/or noome tax regtJlations,
employees who ~kI signed Personnel Action Fexms wittI the City Human ReSOUfCils
Department prior 10 Api 1, 1984, inClCaling retirema;-'( dates from May 1, 1984 Itvough
Api 30, 1985, shall not receive thiS provision tx.c shall nstead receive a 5.6% pay
increasa effective with the pay period indu<fong May 1, 1984. The City Attorney shan
mal<e all legal determlnations relating 10 this exception. For purposes 01 negotiation
hereafttli, the payment by the City 01 the employee's contrbrtion shall be deemed 7%
adj~ in salary lor the year May 1, 1984 through Api 30, 1985.
SecI!on 3. NotwithstanOmg S6ction 2 above, .....ttIii1g aliotlc&'OfI~'
e"'f319)ee9 1\'111)' eleel1e ee~,."Ft the 7% City-paid ~~ ~.!!i1:~jg
a salary adjUS1ment of equal amount on a one-lime irrevocable basis lor the final tweNe
"...onths immediately prior 10 e 6S"''''' re!irement, provided lhet all of the foMowing
conditions are met
(a) The employee must have at least 20 years of City 5efVice ~s of the date 01
re!irement, or for employees hired prior to May 1, 1989, must af.ain at least
the age of 55 at the d~te 01 re!irement, or quarlfy for the maximum PEAS
benefi! lacIor.
(b) Twelve months prior to retirement the eleetieR FRblst be maS's aAei s9p;ioo
IIIlI'Realie~ files ~1!ii:;~.~·~!Ii;).!fj8(;lty lor a relirement date certain. ... .... ..... ..
Eel If EAsagitj FetiFeFfleRt sblbseqblsRl''l essl:JFEi. eaA'/BFsieA Fer-lefts ta eFigiRSl
Sit)' t9aia PEAS efRj319yee eSAtfiBl:ItieA Sla4dS.
(e) During !he 12-rnonth CJO(1version period, the employee shall pay PEAS
employee contributions.
(d) All provisions of this subsection are subject 10 and condItioned upon
compliance with IRS regula!ions.
ARTICLE XVI • PARKING
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'i'dkm 2. parking 1.01 Security -Municipal Service Cemer. The City wil provide
IencecI and locked par'i<ing tac.lities lor Municipal ServiCe Center employees. Procedures
wiI be estabI"lShed lor enteMg and lealling the parking lacmtjes.
ARJJCLE XVlI -PtffSlCAL EXAMINADONS
If any non-probationary employee who is required to have a City-provid8d physical
examlnatlon rd related to WOI1<ers' compensation programs dIsagrees with the findings
ci the City.sponsored physician. he/she may consu~ with hisjher own physician and, W
hisjher privale physician's report c:onfIicts with that of !he City physician Jlterms of ab<lity
10 work at hisjher re<',jUlar job, then he/she may request an evaluation ci hisjher problem
!IYough a Ihird physician mutually agreed upon by the employee and the City. Costlor
SUCf1 8Xa/1'WlaIion W11 be equally shared and the deCisiOn of It\js physician conceming the
contiluing aboTrty d the employee to perform hisjher worI< " hisjher regular job without
exposing hirrn;e~fl1erse" to Iunhe< injury as a result of his(hef oonc:fltioo shell be the basis
lor returning the employee to hisfl1er regular work.
ARTICLE XVIII -SAFETY
Section 1, Health and Safety ProviSionS. The City shalIlumish and use safety devices
and safeguards and shall eclopl use practices. means, methods, operations and
processes which are reasonably adequate 10 render such emplo;'men! and ptace Of
employment safe, " conlormance wi1h applicable safety regulaUons under the Slate Labor
and Adrninislra:ive Code sections.
The City shell rd require or pern1~ any employee 10 go to or be In any employment or
place of employment which is rd safe.
secuon 2. Union will cooperate with the City by encouraging an employees to perform
their work in a safe manner.
Section 3, Safely COmmittees and DiSputes, Safety committees composed d
Management and Union stewards" the below fisted organizations W11l meet no less then
ten times amuaJIy 10 discuss safety practices, methods d reducing hazaTds, and to
conduct safety training. This shell in no way remove the basic responsib<lity Of safety
from ManagemenI nor shall t In any way alter !he responsib~ity Of the employee to report
unsafe concfltioos directly and immediately 10 his Of her supervisor.
Community SeMces
Pubnc Works
Water-Gas-Wastewater Field Operations
EJeclric Field Operations
Water Ouafrty Control
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(aJ A c:arvn/ttge composed of one facil~ies management represen!aWe, one
buldng r.spec:iion representative, two Union representatives, and Ihe City
Risk Manager Wll meet at I/)as! quarterly concerning ,;aIety matters of the
Civic Center.
(IlJ A I&rHMmber Citywide Union/Management safety committee with equal
Unio<'l and Management membership Wlll meet upoo can to review safety and
oocupatior.al health stMdsrds and praclices, discuss overaJI City safety and
health problems, and to act as an advisory group to the departmental safety
COITVl"OItees. The committee shalT review all departmental safety programs
and recommend change where necessary.
(e) In cases of dispute over safe working CCJn<fltions the employee Wlll first report
such lKlsafe conditions to his or her supervisor and fN9ry attempt Wll! be
made to recIify the problem at this level. The employee may contact his or
her steward to assist in the resolution of the dispute. If the problem camoI
be resolved the Risk Manager will be contacled and the problem wi~ be
addressed 1IYough the interpretation 01 the basic safety rules and regulations.
Should the problem not be resolved at this step, the grievance procedufe will
be utilized. Safety grievances shan be SUbmitted at Step III.
ARTICLE XIX -GRIEVANCE PROCEDURE
Sec!loo 1. The City and the Union recognize that early settlement of grievances is
essential to sound employee-employer relations. The parties seek to establish a mutually
saIisfacIory method 10< the settlement of '3fTlPloyee grievances, or Union grievances as
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provided lor below. In presenting a grievance, !he aggfieved arv:J/or his or her
represenIII!ive is assured Ireedom from restrllint, inteIference, coercion, discrimination or
repriSal. !l8!ease time lor investiglltion IITld processing a grievance is designated ., Miele
IV of this Memorandum of Agreement
Stc!!on 2. DfIIn!llon. A grievance is;
(a) M umJSO!ved complain! or cflSpU!e regarding lI1e appflCalioo of interpretation
01 rues, regulations, poftdes, procedures, Memorandum of Agreement or
City orQnances of resolution., re!ating to terms or concfrtions of ernpIoytMnt,
wages or fMge benefits.
(b) M appeeI from a disciprlflary action of any kind against an employee covered
by this Memo<andum cI Agreement.
section 3. Cor!c!vd or G!!evance Pr0ee4urt.
[a) M aggrieved employee may be represented by the Union or may rep'esenI
I1imseIfjhe<sell., preparing and presenting a grievance at any level of review.
Gri8Yances may also be presented by a group of employees. No grievance
~ may be made ., violation of an existing merit rule or memorandum
of pgreement. The lJ(lion will be notified prior to the implementation of any
settlem9111 made whicI1 affeCts the rights or coocfrtions of other employees
represented by the Union. The Union will be copied on an .....,;nen
repfssen!alion un~ grievance decisionS.
(0) M emplOyee and1he representative steward, if any, may use a reasonable
amount of wor1< time so long as lI1ere is no disruption of work, in conferring
aboLt arv:J presenling a grievance. Begiming with the third step of the
grievance procedure. the Chief Steward or Alternate Chief Steward may
assist in presenting a grievance and may be presgr.! at an Step III, IV, and V
grievance heaMgs
(e) The time [(milS specified in this Article may be extended by mutual agreement
in writing of the aggrieved employee or the Union arv:J lI1e reviewer
ooncemed.
(Il) Should a decision not be rendered within a stipulated time »mit, the aggrieved
employee may immecfl81ely appeal to the next step.
(e) The grievance may be considered settled if the decision of any step is not
appeeIed within the specified time Omit
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(1) If appropriate. the aggrleVed employee(s) or !he Union and !he departmerol
head may mutually agree 10 waive Step I and/or Step II 01 the grievance
procedure.
(g) Written grievances shan be submllled on forms provided by !he City or on
forms which are mutually agree8ble 10 !he City and !he Union.
(h) My retroactivily on mone1ary grievances shall be Umfted to the date 01
occurrence, excepI in no case win relroactivi!y be granted prior 10 ttvee
months before !he grievance was filed in writing.
(i) if !he grievance is filed by more !hen one employee in !he bargaining unit, !he
UniO<\ may. at its opIion. convert t 10 a Union grievance after Step II 01 !he
grievance procedure. The Union may also file a grievance in those ins!ances
when, under !his Memorandum 01 Agreement, a Union right not directly
related to en individual employee becomes the subject 01 dispute, Union
grievances shall comply with an of !he foregoing provisions and procedures.
Sec!!on 4. Grievance Pr!X:l!!!ure.
~ The aggieved empklyee will first attempt 10 resolve !he grievance through
ilformaI discussions with his or her immediate supervisor by !he end of !he lenth wOll<ing
day following !he diSC<lVefY of or !he incident upon whici1!he grievance is based. Every
attempI will be made to setUe the issue at this level. ~ For purposes of nme limits.
!he wori<ing days are considered 10 be Monday through Friday. exclusive of City
holidays.}
iImJL. If !he grievance is no! resolved ttvough the informal diSCUSSion, !he employee
will reduce !he grievance 10 writing and submft copies to !he aMsion head or equivalent
level Management employee as designated by Management as appropriate within ten
wOIl<ing days of the discussion with !he immediate supervisor.
The cfrvision head or equivaienlievel Management employee shan have ten wor\<ing days
from !he receipt of a written grievance to review the matter and prepare a written
statement.
Step III. r!he grievance is no! resolved at Step n. the aggrieved employee may appeal
10 his or her department head in writing within ten working days of !he receipt of !he
arvision head's response.
The department head shall have ten wOO<ing days from the receipt of a written grievance
to review !he matter and convey his or her decision by written stelement
StI!J! IV. r!he grievance is no! resolved at Step III. the aggrieved employee may appeal
10 an Adjustment Board. Appeals to !he Adjustment Board shan be made in writing and
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dO-ected 10 !he Human Resources Director within ten woOOng days 0( receipt of the
depar1nw1t he&d's response. The Human Resources Director shall convene III'l
Adjus!ment Board within len workmg days 0( receipt 0( the appeal. The Adjustment
Board shall consist 0( two persons appo:nted by the Union and two persons 8p9Ointed
by the City Manage<.
The M)UStrIlenI Board is empowered to ca~ City employees as witnesses.
Wrthin the corrteld 0( Step IV, the Adjustment Board wiD have the same powers and
limitations 10 setIle grievances as an arbitrator.
A I1'l{sjofity dedsion 0( the Adjustment Board shall be ~naI end binding. The Adjustment
Board shall rend5r Its findIngs and decision [~ any) to the parties within ten worki.-.g days
0( lis meeting.
~ If the grievance is nol resolved at Step IV, the aggrieved empioyee may choose
between final and bincflllg resolution 01 the grievances throug/1 appeeIlO the ci!y Manager
or through appeal 10 final and binding grievance ar1:Jitration. For the term 0( this
Memor8I1dum of Agreement. appeals to ~ and binding grievance arbitration may be
processeCi only with Union approval. M. Step V appeals must be ~Ied in writing at the
Human Resources Depaltment Office within ten working days 01 receipt of AdjustmenI
Board'$ disposition under Step IV.
a the aggoie'Ied employee elects final and binding resolution by the City Manager, the City
Yanager will choose the meIhods he or she considers appropriate to review and settle
Ihe gOevance. The City Ma.-.ager shall render a wrinen decision 10 an parties directly
nvoIved within ten WOik.ing days af!er receiving the employee's appeal.
If the aggrieved emplOyee elects final and binding arbitration in accordance with this
pra.oisioo. the parties shall mutually select an 8/tli\rator. In the e\lent the parties camot
agree on an 8/tli!ralor, they shall mutually request a panel 01 five arbitrators from the
CaI~omia State Conciliation Service or \rom the American .l\rbitra~on Association l either
party objects 10 the State COnclliation Service, and select an arbitralor by the alternate
strike method.
The arbitrator shall have ju<isClCtion end authority ()('Jy to interpre~ apply, or detenmine
complianCe with the provisions of this Memorandum of Agreement and such Merit System
Rules, regulations, poi"lCies, procedures, City ordinances, resolutions relating to tenms or
concfltions of employment, wages or fringe benefits, as may hereafter be in effect in the
City nsotar ElS may be necessary to the determination 01 grievances appealed to the
arbitrator. The arbitrator shalT be without power to make any decision:
(1) Regarding matters of interest
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(2) Con!raIy to, or O1ccJnsjs!ent with or modifying in any way, the terms ~
!his Memorandum 0( Agreement.
(3) Granting any wage Increases or decreases.
The arbitrator shaJI be wi!hoo! euthori!y to require the City 10 delegate or relinquish any
powers which by State law or City Chatter the City cannot delegate or rer.nqulsh. Where
either party seeks arblIratioo and the other party drums the matter is no! subject to the
arbiIratior1 provisiol1s 0( this Memorandum 0( Agreement, the issue 0( arbitrabirlly shaJI firs!
be deCided by the arbitrator using the standards and criteria set forth In Artide XX and
wi!hoo! regard to the merits 0( the grievance. ~ the issue is held to be arbitrable, the
arbitration proceedings will be recessed lor up 10 five working days duIing which the
parties shall attempt to resolve the grievance. If no resolution is reached,the arbitrator
will resume the 11earing and hear and resolve the issue on the merits.
CopIes 0( the arbitrator's dedsion shan be submitted 10 the City, the aggrieved employee
and the UnIOn. All dIrect 00s!s emanating from the arbitration procedure shaJI be shared
equally by the City and the aggrieved employee or the Union.
ARTICLE XX· UNSATISFACTORY WORK OR CON.ID.!CI
AND DISCIPLINARY ACTION
The City has the rlght to dlsclpIine, demote, or discharge employees lor cause.
Non-probationaty employe.es whose work or conduct is unsatisfactory but no! sufficiently
deficient to warranI disdpllne, demotion, or dlscharge will be given a written notification
0( unsatisIactory work or oonducI and an opportunity to improve. Frulure 10 correct
deficiencies and improve 10 meet standards may resutt in disciprme, demotion, or
discharge.
Notice 0( discipfU1at)' action must be in writing and served on the employee in person or
by registered mllll prior 10 the disciplinary action becoming effective. However, In extreme
silualions where there is reasonable C8U$8, the employee may be removed from pay
status immecfjatejy pending such discipRnary action. The notice must be filed on a 1ime~{
basis with the Human Resources Department and included n the employee's persomel
file. The notice 0( disciplinary action shan include;
(a) Statement 01 !he nature of the discipRnary action;
(h) Effective date 0( the action;
(e) Statement 0( the cause thereof;
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Cd) Statement in orOIlllll)' snd concise language 01 the act or the omissions upon
which the causes are based;
(e) Copies 01 any documents or othe; ~ems 01 evidence upon which the
diseipllnaty action was fully or in part based.
(I) Statement acMsing the employee 01 ~isjher righl to appeeI from such action,
snd 1t1e right 10 Union representation.
If 1he dsdpIinaty action consists 01 suspension. any suspension time proviously given
shaI1 be credited to 1he ftna) cfiscipfllllll)' actior.
ABT!CLE XXI • NO ABROGATION OF RIGHTS
The parties acknowledge that Management rights as indicated in Section 12070 01 the
Merit SysIem Rules snd Regulaiions snd all appflC3ble State laws are neiIher abrogated
nor made subject to nego!iation by adoption 01 this Memorandum 01 Agreement
ART!CI..E XXII • OUTSIDE EMPLOYMENT
The provisions 01 ArtIcle 4.7 01 the Goverrvr.enl Code 01 the State 01 CaI~omia will govern
1he determination 01 incompatible outside employment
ARTICLE XXIII • WORK STOPPAGE AND LOCKOUTS
The City agrees !hal ~ Wll no! lock out employees, and the Unlon agrees that l WIll not
engage in any concerted work stoppage ()( slowdown during 1he term 01 this
Memorandum 01 Agreement. M employee shan not have the right to recognlze the picket
line 01 a TabOr organization when performing duties 01 an emergency nature.
ABT!CLE XXJY. PROVISIONS OF THE LAW
~Q!ll. This Memorandum 01 Agreement is subject to an current and future appflCBbll!
Federal and Stale laws and Federal and State regulations and the Charter 01 the City 01
Palo Alto and the ConstiIution 01 the Stale 01 california
Should any cJ the provisions herein contained be rendered ()( declared fflafld by reason
cJ any existing State or Fede<allegislaOOr, such invalidation cJ such part or p()(tion 01 this
Memorandum cJ Agreement shan not nvafldate the remaining pations hereof and they
shall remain in fuN fOrce and effect, "'safar as such remaining pations are severable.
38
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Sae!1on 2. This Memorandum of Agreement shaI! become a part of the City of Palo Alto
Meri Rules and Foegu\ation$ applying to employees assigned 10 cfassmca!ions in \t"oe SEI U
unit. As applied to employees assigned to the SEll! uni1, ltWs Memorandum 01 Agreement
shall prevail aYf1( any conflicting Merit Rules and Regulations.
SecUDII 3. The City and the Union agree by signing 1his Memorandum 01 Agreement that
!he wages. hours. rights and woO<ing OOf1d"rtions con1airled herein shaI! be oon1inued in
fulIlorce ck.ring !he lenn oI1his Memorandum of Agreement excepl as OIherwise provided
for In the Memorandum of Agreement and shan be binding on both the City and the
UnIon upon ratifiCation by !he Council of !he City 01 Palo Ano and upon ratification by
Union membership .
.ymcu; XXV -COST REDUCT!QN PROGRAMS
CUing !he tenn of this agreement, !he Union will aggressively assist Managar;>ent in
developing oost reduction prcgrams. Sud1 programs may inClude volunlary reduced
hours/pay after this concept is stud"19d by M:magement, and with such appflCation as may
be approved by Management.
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ARTICLE lOM • nRM
The Term eX this Memorandum of AgreoolenI shaI COfT1IT16rIC8 on fiIiIY·~nlm. and ShaI1
expire on , ,I[a. Either party may S81V8 writterl I10tice upon the other party
dumg the period between rlinety and sixty day$ priOr to ~ ~1~, of Its deSire to
amend this Memorandum of Agreement If, at the time this Memorandum of Agreement
would otherwise termIr1aIe, the parties are negoti8!ing a new Memorandum of Agreement,
upon mutual agreerT*lt the terms and conditionS of this Memorandum shan oontinue irl
effect
EXECUTED: __ "
FOR LOCAL 715, SEIU, AFL-CIO, CLC: FOR CflY OF PALO ALTO:
sIMaria Elena Cortez s!Jay Rounds
siMary Lee s/Susan Ryerson
s/Lester Hodgins S/Robert Colyer
s/Fernando Enciso S/Dianah Neff
stAngelo Lombardo s/Emily Harrison
s/Lalo Herrera S/Kike Miller
s/Clark Altatiff s/o.el Thorpe
s/Kiley Kinnon
s/Brandon Burke
s/Jeanne Enberg
s/Dan Serna
s/Richard James
s/Ty Campbe 11
s/Elnor Pahl
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APP£IIDII A
Approx. "'ntOll' Salarl'
Closs .t E-Step
....... r Class Title Effectf .. 4-20-91
271 ANIMAL ATTENDANT 2,J57
27' AJriIHAL CONTROl OFF 2',527
2<4 ASSOC !I\JYER: 3 .O~9
'" ASSOC r"'GIHEER .. ,173
'" 'ssoc PLANNER 3.63111
247 A.SOC 1'''''''£"11: ErroR ",!7I
130 "'SST ENGINEtIt l.775 ". ASSf Po..'£lt ENGR 3,951
249 AS-ST STOREKEEPER 2,J9I
312 AUlD SrRYICE MEeK 2, US
>s. BLDG INSPECT~ 3. BlI
3.0 BLDG IIfSPECTOR SPEC .1,073
370 BlI). SEltl(ICEPEflSON 2,314
371 BLDG SERVICEPfItSON-l 2.535
l55 BLOG/PLG TECHNICAIN 2,8J8
212 Bt,lYU 3,31S
5" CABLE SPLrCER ASST 3,411 ". CATHODIC TEeM ",030 4., CEME~T F L'HSHB 2,905
409 CEME~T FIfl:ISHCR LE,I,D 3,126
502 CHEMI$T l,Bai'
305 CMF COM>< nCH 4:,17:!
.297 'nr iL.tC LINDO lNSPEC •. lll
302 eMF INSPEe N' ",104
239 eMF INSPEe WQW ... 104
301 CITY ORO CeMP lNSP 3,39:1
20. CNTL/ACCT ASSISTAIH ~.Cll
204 CJrrilTL/ACCT SPEC 2.743
2'7 CNTL/ACCT SPEC-LEAD 2.931
237 co",", DISP-C~IEF 3,621
231 COMM DrSP·FLEK 3,22g
2" COMM DISPATCHEJt 3.229
300 COl4M TECH 3,714
242 CONMjINDUS TECH SPEC :3.652
70' COMMuNITY SERV OFFCJt 2.613
Closs
R_r
'" .34 .1.
'I.
25,
311
'"
214
211
'11
225
31<
313
53'
liS
301
'3D
52'
53.
20S
332
3lJ
323
31 ,
'57
211
3 ••
391
250
220
203
3"
31'
373
311
377
'62
'"
crass Title
COMP~TEl OPE~ATO~
COMPUTE~ SUP eNT. TR
CONSERV rIElD REP
COKSERV FIELO SPEC
COORD LrBRA~V FROG
c~o REO PROG
COORD SOC·COMM SVCS
CRIME ANALVST
CUST SVC REPRESEKT
CUST SVC SPEC
DATA [NTRY OPERAT~
DESIGN TECH ELECT
OESIGN TEC~ w-a-w
[LEC ASST I
ELEC MAP DRAFTSPERS
ElEC svs DltPATCH~~
HEeTnCIAN
ELECTRICIAN-AP'REN
ELECTRJCIAN-LEA~
ENERGY SERV REP
ENGINEER
ENGR TECH
ENGR TEeM II
['I\jG~ T~CH. III
(~VIRO~ME~TAl SPEC
EQUIP MAIN! SERV PER
EQUIP OPERATOR
EQUIP OPERAT~-lEAD
rQUIP PARTS TEeM
EXECUTIVE SECRETARY
FACILITIES "SST
rACILITIES CARPENTER
F~C]LITIES ELECT
FACILI11ES MAINT-L
FAClLITlf:S NECM
FACILITIES PAINTER
rtF-tO SVCPER$ ~G~
FLEET $Yes COORD
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• Approx • IIonthly Salory
• t [-Step
Effectfve 4-20-91
2, lIS
l,913
3,021
3,l25
3,150
1,117
2,117
3, SI3
2.IS1
3,N6
2,3'11
3,lI9
1,189
3,QOi
2,90:
'.055
.,030
l,U!
',321
1,12t!
",702
2,7Et
2,1190
l,336
~,!n
2,423
2, aS3
:3 .055
2,821i
2,111
2,4110
3.2ea
3,280
3,.00
1,260
3,26"
2,'0'
3,2711
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Cl .. s "_r
'" ...
• oo .. , ...
.51
28'
39C
lU
'c, ...
'28
'27
'01
2C2
5C3
'54
,S>
222
253
531 .,.
528
'I' SCS
ego ,.,
,.C
38C
381
2CJ
,.C
>3C
,35 ...
.51
.S>
.11
ell .. TItle
~A~G poo"o(R M[CH
GANQ HCW£II OPEL!!:
GAS SV$ SHOP/FLD RPI
GOlr COR EQUIP HECH
GOLF COR MT PE_SON
GfI:((HSPt:E(PEIl
HAZMA! IHVESTIGAT~
HEAVY EQUIP O~E~
HEAVY EQUIP OPER-L
IND WASYE I~S~EC
IND WASTE INVTGTl
IKSPEC C~O$S-CON CNT
U.SPECTOR'. PW
INSTRUM Etrc
I NVt STM'E III T ANA l V'ST
tASORATO«Y TECH woe
LIBRARIAN
LIBRARY ASSOC!ATE
LIlflAU ASST
LIBRARY SPECIALIST
LINEPER/CABtE SPL
LI~HER/CABLE SPL-1..
LNPER/CBL SPL-A?PREN
MAILING SVCS SPEC
MA!NT MEeK ""QC
~CH UNIT _EPAIR
)tETE$!: READER
METER READER-LEAD
MOTOR EQUIP MtCH
HOTOR EQUIP MECH-l
efFIC! ASSISTANT
OFFICE SPECIALIST
on"SET EQUIP OP
OfFSET EQUIP OP-LE4D
PARK MAINT ASST
PARK MAINT PERSO~
PARK MAIHT PERSON-L
PARX RANGE':
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Appro •• Monthly Salary
at E-Step
EffectIve 4-20-91
2.920
2.65 •
3,051
3,066
2,6'Sa
3,477
',051
3,22g
3,U9
3,503
3,14g
3,503
3,700
3,792
3,012
3,,480
2.944
2,754
2,390
2,600
",030
4,321
l, III
2,147
3,1.39
2.709
2,905
3,276
3.494
2,ass
2,575
2,392
2,'556
2,551
2.780
::t.121
2,790
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• Appro •. IIonthly Solary
CllSs ot E-Step
~ Class Title Effeetfve 4-20-91
243 'ARKING HO~ITOIi' 2,851 ... PARKS CItEW'-LEAO 3,D"'0
245 P4RKSjOPfN SPC ASST J,07&
35> PlANJrtEII 3,117
304 PLANS C~ECK E~R ".583
201 POlIC£ OFFICE ASSIST 2.366 ". POLICE REC~DS SPEC 2,575 , .. POWER ENG!!: .,U6
210 ~R'ao ARTS/SCI FROG 3,345
23' FR OG -ANAL vsr l,1I3 , .. PRQGRAH ASSISTANT 2, '182 , .. PRO~ER;Y EVIO TtCH 2,73' .. , REAL PRO~E~TY AaENT 3,7'S
3 •• REAt PROPERTY ANlysr 3,012
531 II EC VCLIP\IG COORD 3.126 , .. REFUSE OIS~ ATTEM 2.5:75 ,., SPIINKlER' SVS lEFt 2.135
'24 so CMOUST .,321
511 SR IHO WASTE INSPECT 3,74:2-
512 SR nISTRU~ ELECT "', J..Cl 251 SR LIUAII'I4N 3.345
5 •• SR MECH WQC ",069 sa. " OPER"'T~ 'WQC 3,1.15 n. SR PLANNER ',271 nL SR FROG ANALYST ... 257 n. " RMmEI! ".087 '0' ST MUMT ASST 2.40S
302 ST swtEPER OP 2,147
393 S1 swt(PER OF-LEAD 3,050
221 SiAn SECRETARY 2,721
Z4. STOREKEEP(II! 2,639
2 •• SU~V GENERAL REC 1,636 '.0 SUPV LIBRARY CIRC 3, H.
32. SURVEY[NG .-SST 3.442
325 S:U,IIV[YOR, PUBLIC WKS ),745
30. SYSTEM OP /SCHEO 4,3114
221 TE LE PHONE TE C H 3,4047
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•
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!!!!!!!!!:
220
.0.
41'
'01
."
43.
430
43'
43'
.00
'2l
'11
310 ...
.. 0
'IL
H'
2lJ
250
'11
27< .. , ...
507
SOL
500
500
5LO
Cl ... TUle
TH[ATE~ SPtCIALIST
TRAF CONT MAINi I
TR., CONT MAI~T II
TRAF CONT MAINi·t
TREt ~INT _SST
TREE MAINT PERSON
TRfE TP.IM/L~ ell
TREE TRIM/t~ CLR-~
TREE T~M/tN Cli ASST
TRUCK DRIVER
urn ACCTG TECH
UTIl elfOIT/COL SPEC
UTIL ENaR ESTIMATOR
urH FW SVCS REP
~TIL I~srAlL/REP
YilL INSTALL/REP AST
UTIL INSTALl/R[P-l
UTIL RATE ANALYST
lJTIL SYST TECH
VETERIN~RIA" TECH
VOlUNTEER COO~D
WATER METER RE~ ASST
WATER MET£R REPAIR
~AT£R TRANS OP~R
WATER TRANS OPER-L
woe PL T OPEl! I
woe PloT OPER II
WQC PLT OPER TR~
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Appro •• Monthly Salary
It [-Step
[ffectfve 4-20-91
3,581
2.127
2,&13
3,035
2.415
2, 721
2,258
,055
2,691
2,5!l8
;z ,&62
3: ,511.1.
4.3H
3,421
3. :H7
2,757
:) .SOI
.c.173
~.7H
2,580
3.035
2,E85
:2,977
3,239
J.464
2,81]
3,390
2.423
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APPENDIX B
APPRENTICESHIPS
tA 'Pm q6QR VDUlY opeS. 00'46 FRay leaa ta 'oJ/ater Gas Se.'Ner 6b1138;!1'iser,
pssitieR6.
lAlLa !ANNES FA8IJ leas te vaRBI;lS pesitis"S 1f.:itRHl '",,'BIer Gas Sewer eAelier !J§f:d BRei
WATER QUAl,OY CONTROl OPERATOR JRAlNEE may lead to positions within Water
0uaJity Control
8bJl~NQ "'i EQblIF¥'ENT 'WPITEPJ"JCE If\A'!~JEE fRay IsaEi 1.9 1t".e feJlStA':Ag
Faeifities SaFpeAter
Faeiities MBNRia
MeterizeEi Eql::IipmeAt Me~e
FaeilRies EJe9l f eiaA
Fse~es PafAler
The Utmties Department is proposing to fonnaflZe the Apprenticeship programs in the
Electric Section to develOp journey level electricians and ~neperson/C8bIe SP/"1Cers. The
IoIIowing are basic conoepIs/pmc;ples 10 be inco<poraIed:
1. Positionsjdassifica1ions to be identified through the normal budget process -three
initially.
2. The jOurney level position will no! be a promotional opportunity for anyone other
!han !he apprentiCe underlilUng the position, so long as thai apprentice is
so occessful1y progressing through tha program.
3. Employees in 1he EIecIrical Assistant dassilicalion who qualify will be given first
consideration for !he apprentice position prior to other City classifications or
recruiting frOm 0UIslde !he City.
•
4.
5.
E.
7.
B.
9.
10.
11.
12.
.~ -...... ~
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Tt.e EIecIrica1 Assistan! dasSiIicaIion wiD be viewed as a candidate source for the
app,entice program when coosidering qualifications for hiring el ..... "IricaI assistants.
A IetIer aI agre«T1enl will be entered ilIo by the apprentice and the City identifying
the terms and conditions aI the program.
The program will nonnaI!y require 36 mont!1s 10 complete.
Normal progress 1hrough the program will be fl peOOdic increments with formal
eve!uations.
Salary Sleps will be estabI"lShed to bridge the Electrical Assistant ciasst'ication into
the jOt.rney level dasslfication.
A process for initial selection and placemanl in the program will be established.
A procedure lor removing an unsuccessfu! apprentiCe from the program will be
deveklped.
A task force including journey level persons will be assigned to datermine the
conIant and approach to specific elements or training.
Training wiI consist or on-the-job (OJT) and atter hours elements (study and IormaI
classes). 01I-1he-job lrairing costs will be Iunded by tuition reimbursement and
departmental funds. PernonaI time spent in Dff-the-job training win naI be
compensated.
13. The apprentice will be under 1he continuing guidance or an appropriately quafrfied
joUrney level person during OJT. Such journey level persons will be assigned by
Management from among volunteers and will receive no adcfrtional compensation
14. Ouafr1ications/progress will be verified by appropriately kept records.
, S. Unless spedfical1y stated otherwise, regular City persomel poncies and M OA
provisions will 8PIl!Y to the apprenticeship program.
16. This program may become a conceptual model for apprenticeships in Gther
divisions or departments.
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APPEHDIXC
No 0l.I'ilIr¢ exceptions. The last 9J(ceptions appeared ... the 1985-87 Agr--.t
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APPENDIX 0
ElCCEPTlONS TO STANDARD WORK DAY OR WORK WEEK
FOR SEIU REPRESENTAnoN UNIT
OEPT/DMSJON
lJT1UT1ES
DEPARTMENT
I~.· .. ·• ~~
library Division
CLASSIFICATION
ConseNation Foeid
Representative and
ConseNation Foeld
Spedallsl
Volunteer COorcfrnator
SupeMsor, Ubrary
Circulation
Ubrarian
Senior Librarian
UJrary Specialist
Ubrary Assistant
~~~
Rules Goyamlng Aex!ble Work HOurs
WORK DAY OR WORK
WEEK VARJAnoN
WOO< SChedule is based
on 1 ().hour sI1i!t; 4 days
on. 3 nff; (or) 2 on, 1 off,
2 on, 2 off.
In a given work week.
stal! may work two nine
hour days, two eight-hour
days and one six-hour
day.
Each week (30 hours):
15 hours 01 unscheduled
time; 15 hours 01
scheduled time
In a given work week,
staff may work three
eight-hour days, one
seven-t-oOUr day, and one
nine-hour day. Pil',' ~.~"~ ... ~.' ..•. "'~~
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These rules and procedures are es1ablished pursuant to Article VI, Sec!ion B, and are an
apprtcalion of Article VIII, Sections 1, 2, and 3 of the Memorandum 01 Agreement to the
employees .., the Recreatiion DiviSion classified as Supe!visor, General Recreation.
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1. F!el!!bl!l Work SChedule
a. Employees in the C<'JVered classification shall be permitted to arrange fleXIble
WOI1< SChedules with cfNislon 8pp<O\IaI, providing that such sd'ledules shall
ndude eighty (80) hours per pay periOd.
b. Standard daily of!ice hours shall be Monday through Friday. between !he
hours of 8:00 a. m. and 6:00 p.rn. FlexJble hours may occur fa< supervision
of evening programs. meetings, .... eeksnd events, or other programs.
2. Comp.Olltory Dna
a. Employees and M8Il8gemsnt shall maKe ffVery effort to SChedule job
fI.w'lCtions during regular WOI1< hours, buI some WOI1<, wI1ich is peculiar and
typically related 10 recreatiotl programming, doeS not always 00CUf during
regular hours. The work activities w111 be reported by !he employees
following !he performance 01 such work.
b. Employees So'1al1 be entitled to take such reponed time off on an hour·fa<·
hot.r basis by mutual agreement with Management
c. Such reported time shooId be taken prior 10 !he end of tha quarter following
the quarter in whicil l was reported. In all cases • must be taken within 12
moo!hs of the accrual.
3. OvIK1!m9
a. Emergency caIl-out work shall be defined as overtlme work and
compensated per standard City practices.
b. If !he need arises fa< overtime work due to an unusual circumstance calling
for extrll hours or due to a special event, compens.ation sha.1 be allowed
with prior apprOll8l of the Director of Recreation and shan be compensated
for, as spelled out VI !he Memorandum of Agreement.
Work SCheduleS. HOIHI and Qyert!rnt • Arts and Cu lture OMolon
These rules and procedures are established pursuanl to Articie VI, Section 8, and are an
appIlcatlon of Articie VIII. SecIions I, 2 and 3 of !he Memora"odum of Agreemenl in the
Arts and Culture Division Classified as ProduCer, Arts and Culture Programs, Program
AssistanI and Volunteer Coordinator.
1. "",.""jyfed Compensatory TIme. Employees in !he ~named
classifications shall be permitted 10 arrange fleXlble Work schedules with cfNision
approval as follows:
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I, WOO< 0/ the creaIive process, the tasks and !he time rsquired to perform
!hose tasks, may overlap regular hours 0< occur at irregular hours, Such
wOO< which is peoufiar and typically related to arts and sciences
prograrrvning, shall be nm~ed to rehearsals, designing scenery, grap/1ics,
finishing procfuctjoIl worl<, 1ecMica1 rehearsaJs, performances, set strike,
elihJbItion insIalIaI.ion, inlerprme programs, special events, open houses,
receptions, fesIivsIs, voIUr1leef-re1ated programs and attendance at
community meetings.
b. Management and employees shall make every effort for creati'le process
wOO< to occur during regular wOO< hours.
c. Ma-wgemenl shall approve creative process wOO< in adllance.
d. k'l order 10 receive credit, creative process wOO< must be reported within the
bi-weekly pay periOd during which the work occurred.
e, Employees shan be entitled 10 take such reported time off ort an hour-for
hour basis by mutual agreement ~., Management
l Such reported lime shall be taken prior to the end 01 !he quarter foRewing
the quarter OJ which I was reported. In all cases it must be taken wiIhin 12
months 01 the accrual,
2. Qyar\Im.. Overtime wOO< shall be authorized wOO< requested by 0< assigned by
a Management employee 01 the Arts and Sciences DMsion on a normal day off
or during hours !hal are not a part 01 the normal wOO< day, includIng required
attendance at meetings, emergency caJI.ouIs, or work on an extr8O<dinary projecl
during noo-scheduJed hours, but excluding wOO< resulting from an extension 01 !he
"creative process" as defined in (1) above. Overtime will be prOVided for in
accordance with the Memorandum 01 Ag/'eemenl
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APPENDIX E
1. For employees i11he IoDowing operatiOns assigned 10 work schedules other than
Monday \t"rougIl Friday, Ihe calendar day will be considered !he hoflday for
premium pay of in-ieu schedurong purposes:
ComrnunicaIions
Water 0uaIiIy Control
AnImal Control
GoIICourse
Utilities 5ervices
Landfill
~SJ:!I! Fa;i.,;iijS p~
Police Records Speciafrst
2. If December 24 and 31 fall on Sunday, then !he preceding Friday will be
desigr tSted for purposes of exa lSed lime oil, except In Ihe case or Community
Services staff who may be schedu1ed 10 WO!1< on Salurday, i1 whiCh case Saturday
will be for purposes of excused lime off. For FGelRiRs PIIII. (lpIlfi
pecsonnel. designation of excused time off will be bas8doo
. and employee preference.
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APPENDIX F
CITY OF PALO ALTO EMPLOYEES' HEALTH PLAN CHANGES
Changes AS Agreed, Etftetlyg Apri " 19Z§;
1. Added as a covered charge and Major Medical benefit subject 10 a deductJble and
payable at 1()()%; One routine pelvic examnation, including Pap Smear, per
calendar year for covered employees and dependents.
2. Under Retired Employees' Health Plan, !he Iife1ime maximum is meased 10
$100,000 for 8!Idl erlgible member retiring and electing coverage after Apri "
1978.
Changes Re!atIoq 10 Charges Incurred BaglMlng May 1. 1980;
Dump 8ITi calendar year, "deductible charges" up to $50 per covered family member may
be aggregated 10 meal a maximum family deductible r:A $150, Ally amounts paid bY the
p/3n, or 8ITi amoonts paid by covered members under major medical co-insurance
prOYisions do not apply toward !he deductible.
Cha,,?" U Agreact Etfactlya May 1, 1985:
The City or Palo AI!o Employees' Health Plan shall be modified \0 include the Io!\owing
cost containment provisions;
1. Second surgical opinion Ie be required for an non-emergency elective surgery.
2. Pre-admission eertifieation and continued hospi!aI stay review for an non
emergency i'l-patienI: admission 10 an acute care hospi!aI. Specific provisions 10
be worked 0<.( on a mutually ag<eeabIe basis.
3. Hospi1aI bill audit for all bms in excess or $15,000.
4. Psychiatric coverage maximum or $50,000 on in-patient visits with atVXJal
reinstatemenl r:A maximum up 10 $2,500.
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CITY OF PALO ALTO PENTAL PLAN CHANGES
CbI!!QH AI Agreed. E1tac!Iya July 1.1985:
The CIty wi p!'OIride a 50% a reasonable charges, $1,500 lifetime maxlmum orIhodonlic
benefillor represent8!ion LniI employees and their dependents.
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APPENDIXG
Promolional opp<J<tunities within the Communications Division will be carTi9d out
in compiance with procedures set b1h in Article VI, Section 5, of !he
Memorandum of Agf8ement between !he City and SEIU l.oc3I 715, except that
B. In sub-paragraph (e) of Article VI, Section 5, the term "seniority" shalT be
defined es division senloriIy.
b. Division senloriIy will be calculaled from an employee's first day of
empIoymenI in !he cfrvision, minus any unpaid leave.
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RESOLUTION NO.
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RESOLUTION OF THE COUNCIL OF THE CITY OF PAW ALTO
ADOPTING A COMPENSATION PLAN FOR CLASSIFIED
PE1<SONNEL (SEIU) AND REPEALING RESOLUTION
NOS. 5719 AND 6904
The Council of the City of Palo Alto does RESOLVE as·
follows:
SECTION 1. Pursuant to the provisions of section 12 of
Article III of the charter of the city of Palo Alto$ the Compensa
tion Plan, as set forth in Exhibit wA-attached hereto and made a
part hereof by reference~ hereby is adopted for classified
personnel effective the beginning of the pay period including
May 1, 1991 ..
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 e£fect
until amended or revoked by the Council.
SECTION 4. The Director of Finance hereby is authorized to
implement t~e Compensation Plan adopted herein in her preparation
of forthcoming payrolls. The Director of Finance is further
authorized to malce changes in the title&-of employee
classifications identified in the Table of Authorized Personnel
contained in the 1990-91 budget if such titles have been changed in
the Coapensation Plan.
SECTION 5~ Resolution No. 6779 and by Resolution No. eg04
ARE he~eby repealed.
SECTION 6. The Council finds that this is not a project
under the california Environmental Qual tty Act and, therefore, no
environmental impact assessment is necessary.
INTROOOCED AND PASSED:
AYES:
NOES:
ABSTENTIONS:
ABSENT:
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ATTEST: APPROVED:
city Clerk Kayor
APPROV£D AS TO FORK: City Hanaqer
senior Asst. City Attorney Director of Human Resources
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CITY OF ?l\LO ALTO
COMPENSATION PLAN
cxaSSIfIEp EMPLQYEES
El'FECTrVE: Pay period including Kay 1, 1991
through April 30, 1993
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CQXPiNSATION PLAN FOR THE C ITX OF PALO ALTO
Classified Personnel
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SECTION It $.J~BX
A. §Alory Range Table
Personnel covered by this plan shall receive co~pensation within the
sal.ary ranqe.a set forth in the Salary Ranqe Tables that follow
section II.. Theae tables reflect ill 5' increase at the E-Step effective
with the pay period including Kay 1, 1991, applied to all
classifications in the representation unit~ Effective with the pay
period inch .. '1:linq May I, 1992, a S\: increase at the E-Ste.p will be
applied to all classifications in the representation unit. The salar.f
range for each position classification title and number is express~d
In hi-weekly and/or hourly rates alon9 with the approximate .ontl'lly
and/or annual equivalent.
So. EAtAhlishwept of Salary
The City Manager is authorized to make appointments to or advancements
with the prescribed ranges upon evaluation of employe~ qualification
and perfonoanoa.
Merit advanceaents 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
deaonstrated continued improvement and efficient and effective service~
Por the purpose ot deteraininq step tiDe requirRents, tille will
co.aence on the first day ot the month COinciding with or following
entrance onto il salary step~ Step increases shall be effective on the
first date of the payroll period in which the time and performance
require.ents have been met.
In the event that a downward adjustm~nt of a salary ranqe indicates a
reduction in the established salary of an individual employee, the ci ty
Manager may if circumstances warrant~ continue the salary for such
employee in an ~t in excess of the revised range ~aximum for a
reasonable period of time. Such interi. salary ranqes shall be defined
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SECTION IX« SPECIAL COMPPSATION
Personnel oovered by this ooapensation plan~ in addition to the salary set
forth in section I above, may receive special co.pensation as follows.
Eligibility shall be in conf~rmance vith the Merit Rules and Regulations
and Adainistrative Directives iSSUed by the city Manager tor the purposes
of clarification and interpretation.
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COMPENSATION PLAN -Classified Employ •••
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~ ~ p.nrr.1~l M,1uat.went.
Annually, each employee who holds a reqular full-time or regular ~rt
tiae appolntaent in the municipal service on or before July first and
contlnuee In sucb status through the first pay period in DeCember shall
receive, in addition to the salary prescribed herein, a salary
adjustaent equal to one (l\} of the employeera current annual salary;
or at the QlPloyee'a option and su})ject to management approval, 24
hours paid leave to be used prior to the January 31 following~ Annual
adjustD&nt or ti.e off aball be prorated to reflect appcint.ent fram
January 1 through July 1 of the current year, part-ti~e service, or
interrupted &ervioe during the year.
B~ overtip'" IIqrklng out of Classification. and In-Lieu Holiday Pay
compensation for overtime: York, 'Working out of classification and
scheduled work on paid holidays shall be in conformance 'With the Merit
Rules and Regulations and Administrative Directives.
c. standby Pay. eoll=9Ut Pay
1 ~ standby rgmppnlation
2.
Employees p.erfonRinq standby duty shall be compensated at the rates
esta~118bed belovo
P,,~ compensation Effectiye pate
KQnday through Friday $36.00 per day 5/1/91
4: 30 p ••• -8: 00 a~m~ $38.00 per day 5/1/92
Saturday, Sunday, $53.00 per day '>/1/91
Holidays ~S6~OO per day 5/1/92
KinimYm ~11~~ ~y
~loyee. not otherwise excluded fra. receiving overtime pay ~ho
are called out to perform work ~hall be compensated for at least
tvo hours' pay for each occurrence at the appropriate overtae
rate. This provision does not apply to employees called out to
work while earning pay for beinq in a standby status~
D. Kight Shift; Prnhm.
1.n additional $1.05 per hour, effective with the pay period im:ludi"9
lIay 1, 1991 and $1.10 per hour, effective with the pay period including
Kay 1. 1992, ni9ht shift premium shall be paid to employees for work
performed between 6:00 p .•. and 8:00 a.m. A minimum of two hours must
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COMPENSATION PLAN -Cla.aitied E=ployees
p.zsqe 3
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be workea between 6;00 p.m. and 8,00 •• 11. to qualify for the premium.
EoIployee. who reqularly work night shifts shall receive appropriate
night shift premiums, relating to night shift hours worked, in addition
to base pay for holiday., sick leave and vacation.
E. uniform AllOWAnce
Foothill Park e.ployeea who are required to year specific clothinq in
the performa.nce ot their jobs shall receive three hundred dollar.
{$JOO), effective with the pay period including May 1, 1989 and three
bundred fifty dollars ($350) with the pay period including May 1, 1990,
per year uniform allowance. Parking' Monitors" Animal Control Officers
and co.-unity service Officers, when assiqned to the Traffic Division,
aball be issued city-owne.d uniforms. for which cleaning will be
provided. All unftee. allowances shall be paia bi-weekly~
,. Tool Al.lOWAnce
1.. Mechanics in Bquipaent Maintenance shall be paid an annua.l tool
allowance of $383 effective with the pay period including ~ay 1,
1991, and $402 effective with pay period including May 1, 1992.
2. All tool allowances sball be paid bi-weekly.
G. Group Insurance
1. Hea lth Plan
The City shall pay all prell!lium payments on behalf of employees who
are eliqible for coverage under the health plan options as
described in Subsection (a), (b) or (c). Any premium rate
increases will be adjusted according to provisions of the current
Memor~~um of Aqreement. The following options will exist:
(a) bployee and. dependent coverage under the existing Kaiser
Health Plan S contract, including the Drug Plan IIX option.
(b) EIIployee and dependent coverage under the existing City of
Palo Alto Employees' Health Plan, except that the city of Palo
Alto z-ployees' Health Plan shall be modified to include the
toll owing provisions to become effective as soon as possible
but not before January i, 1992, subject to agreement of oL~er
_loyee groups;
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(l) Increase the annual deductible to $100 per individual or
$300 per family.
(2) Add the CCN managed care network of preferred provider
hospitals with bene tits at 100' of eliqible hospital
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COMPENSATION PLAN -Cls.sified Eaployees
Pa<;Je 4
(e)
(3)
(4)
charqes within the managed ~are network and reduction to
80l OCR outside the network~ For bospitals outside the
state o~ California or tor treatme~t in the case of an
eaerqency, reiliburseJllent of eliqible hospital charqes.
will be et lOOt UCR.
xncorporate into the Plan Document technical non
substantive lanquagd charlges to clarify definitIons I
covered items and exelusio.ns.. All document modifications
shall be reviewed with the Onion prior to finalization
to ensure no sub&tantive cbange in benefit level~
For the Active Employee Plan, eli.iJ"late the $250,000
.ajor medical benefit IlaximUlll. and substitute a.
comprehensive. lifetime benefit .aximUlli of $1,000,000 per
person.
As an aiternativill to (a.) and (bJ o~ this section, the city may
elect durill9 the term of this aqreement to contract with the
California Public EIIployee,,' Retire.ent System (PERS) tor
participal:ion under the Public Employees' Medical and Hospital
care Act.
If this election is made, the details of implementation of the
flexible benefit plan will be worleed out on a mutually
agreeable basis. During the tera of the Memorandum of
Aqreeaent, the city will pay any premium rate incre.ases under
the P£RS Medical Plan... and the implementation plan will
provide for city payment of full preaiUli under any ot tna PERS
Xedical Plan options, with sill91e coveraqe-for employees
without dependents, aJ'ld both single and dependent coverage for
e.ployees with dependents.
(d) Retiree Medical Provisions.
(1) The City shall, upon submittal of eviden~ of payment,
reimburse up to $141 per month without Medicare, and $94
per .onth with Kedicare.. of .e.dical plan premiums on
behalf of representation unit employees Who retire from
the city under service or disability retirements. The
retiree may select any medical plan~ The plan may cover
eliqible dependents as defined under the City Employees'
Health Plan~ No reiBbursement. will be made for plans
prov1dinq benefits other than medical and health
benefits.
(2) Effective as soon as possible t subject to agreement with
other employee qroups, the City vi~l offer a Kaiser Group
Retiree Health Plan. Eligibility in the Group Plan is
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COMPENSATrON PLAN -Classified Employees
Page S
Ealser Group Plan for a minimum of three years
immediately prior to retirement, or if employed ~ith the
city for less than thre.e yurs, have been enrolled in
Kaiser continuously since the date of hire.
Those employees who elect the Kaiser Group Retiree Health
Plan and subsequently move out of the Kaiser &ervice area
will be qiven the opportunity on a one-time basis to
enroll in the City Retired EDlployees' Health Plan.
Pr8lllium rei:abursement for the 'Kaiser Group Retiree Health
Plan 1s available under paragraph. (1) or this subsection.
2. [)ental Plan
"l'he city shall pay all premium paYJDients on behalf Clf employees, and
dependents of eaployees J who are eliqible tor coveraqe under the
City's self-insured dental insurance plan. The maxt.um benefits
per calendar year shall be $2,000 effective January 1, 1990.
The City shall aSBuaE! any premium rate increase in existinq
employee and dependent dental coverage~
3 • »aaie Li f. l:nsuxAMe
The City shall continue the basic life insurance plan as currently
in eftect for the ter. of this cClmpensation plan~
4.. rpM Tea pisability Insurance
Tbe City shall continue the long tera disability insurance plan
currently in effect for the term of this compensation plan, with
an increase in the -maxilll'WI benefit level under Plan A to $4,000,
effective July 1, 1991. For Plan A, employee cove~age is subject
to a VOluntary payroll deQuction of the insurance premium
appliC&ble to the first $6000 ot monthly salary, less a credit or
$11.17 per month to be paid by the City.
For Plan B, the maximum benefit level is $1800 of aonth. Employee
coverage is subject to a voluntary payroll deduct.ion of the
insurance premiua applicable to the first $2000 of monthly salary
for Plan B; the City will pay premiums in excess thereof.
The City will pay up to $11.50 per lUonth toward long term
disability insuranc6 preaiums tor those employees without eligible
dependents covered under the health insurance provisions.
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COMPENSATION PLAN -Classified Employees
Paq!! 6
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5.. Vi.ion CAr.
Effective beqinning July 1. 1989. the
coverage for eaployee and dependents.
$20 Deductible Plan A under V isfon
prem1uas paid by ~~e eaployer.
Parking
~ity will offer vision care
coverage is equivalent to
Service Plan with aonthly
Eaployeea in represented classes shall be entitled to free parking in
the Civic Center Garage, or a voluntary eoa-ute incentive which will
be sUbject to _at and conter.
I.. DApenden1; Core Assistance
The City will provide a Dependent Care Assistance program for eJIlployees
acocrding to the Provisions o~ the Federal Economic Recovery Tax Act
of 1981# Code Sections 125 and 129.
1. The City will cont inue the present benefits under the PUblic
Employees' Retireaent system 1/50th at age 60 for.ula act.
bployees who retire and were employed by the City on or betore
April 1, 1977, and spouses of deceased e.ployees who were .. ployed
by the city on or before April 1, 1977, shall continue reductions
in utility rates. All retired employees and spouses ot deceased
employees shall also have residential privileJaB at City libraries,
refuse disposal areal golf course and: swimmifl9 pools.
2. Effective with pay period including Kay 1. 1984. the city will pay
the 7' eaployee's retirement contribution to the Public Employees'
Retirement Syst_ (PERSI. Such pick-up contributions shall be paid
by the city in lieu of esployee contributions notwithstanding the
fact that euch piok-up of contributions may be designated as
employee contributions for purposes of PERS. For purposes of
negotiation hereafter, the payment by the City of the employee's
contribution 8hall be deelDed a 7-\ a<ijustment in salary for the year
Kay 1. 1984 tbrough April 30. 1985.
3. Notwithstanding Section 2 above, upon filing a notice of retirement
the 7\ city-paid PERS contribution will be converted to a salary
adjustaent of equal aaount on a one-time irrevocable basis for the
tinal twelve aontbs i.mediately prior to a retirement, provided
that all of the following conditions are met:
(al The .. playee must have at least 20 years of City service as
of the date ot retirement, or for employees hired prior to May
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COKPENSA7XOB PLAN -Classified Employees
page 7
1, 1989, aust attain at least the aqe of S5 at the date ot
retirement, or qualify tor the maximum PERS benefit factor.
(b) TWelve aont:bs prior to retire.ent the employee must qive
notice to the City tor a retirement date certain.
(c) During the ll-aonth conversion period. the employee shall pay
PERS employee contributions.
(d) All provisions of this eubsection are subject to a conditioned
upon co.pliance with IRS regulations.
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CITY O~ PAL~ ALTO COM'ENS~TION '~N
ClASSI~IED '[Rsn~HE~
nn;CTlvE Pat period tnl\ludtng "'''Y 1 t 1991
CLASS
NUM
TITL!
217 ANlMAL ATtENDANT
21t ANIMAL COHT~OL Of'
2" A$SOC IUYER
333 AssQC ENOtN[!~
l53 A~S~ PLANNER
247 .SSOC POW[R ENGR
330 ASST ENGINEER
258 ASST P~R ENDR
249 ASST STOft~~EEPER
JI2 ~U10 SEftVICE M(CH
299 BLDG INSPECTOR
JOO BlOO INSPECTOR SPEc
370 OlOo SERVICE peRSON
371 BLOo SERVICEPERSONaL
l~~ 8lOG/PlO TECHNICAl"
212 8UYER
53! CABLE SPLICER ASST
538 CATHODIC TECH
408 CEMENT fINISHER
40Q CEMENT FINISHt~ LEAD
502 C~EMl~T
)05 C~, COHM TECH
197 CHF [lEO VNDG JNSPEC
,0//,'1 ... ~!f..,.;
RANGE
NUMB£« ~\01 0 U R L y. -
IAI 181 lei 101 lEI
10.. 10,11 11.50 1%.18 12." 13,60
l1te 11.'. 12.33 13.04 13.7' 1.,5'
1630 14.30 1$,i2 15.1.11,11 17."
1128 11.71 20,37 21,54 22.77 24,0'
181, 18,1' 17.75 1'.17 11.'4 lO,~'
20tl 20,21 21.37 22.S1 %3.1. 2'.28
1742 17,42 11,42 19,41 %0,80 21,1'
LaZt 1',2$ 11,31 20.4~ 21.~' 22 13
1101 11,01 11.71 12.31 13.01 13.14
1312 13,'214.8215,4' le.34 17.2'
1712 17,62 1','4 lQ,70 20,13 22,03
1 •• 0 11.'0 19.11 21,02 %2,22 23,'0
10a8 LO.16 11.~9 11.2S 12.0& 13.10
1170 11.7012 31 13,09 13,14 14,e3
1355 13.55 14 33 IS.15 18 02 18,'4
1530 15,30 18 18 11,11 18 09 19.13
157, 15,74 18.85 11.80 I' 81 18 18
18tiO ?O,tO 21.99 l3 2S
1~41 14.89 JS.IS 1$,78
i4AJ 18.14 17,08 18,04
1194 17 g4 18 87 20.JI 21.21 22,43
1826 19 26 20 31 21.54 22.77 24.01
1994 190421.00 22.3U 23,51 24.'3
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A"ROXlMAT£ TO' STEP ANMUAL MONTHLV
28,2&1
30,321
37,110
50.0U
43,63'
U,5AO
t5,302
47,041'
i8,7'7
:15,942
45 •• 12
" .... 0
21.&96
30.4~O
35.235
39.180
40.!iJ34
tl,:J60
34,880
n ,523
'6,1154
50,088
'H,Io:.~
2.357
2,527
3,018
4.)73
l.CS31
4,311
:1,775
3,957
Z,38B
2.185
3,111
',073
2,374
2.535
2.93B
l,lts
l,411
&,030
2,D0'5
1.128
3,U1
40,113
&,)21
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101 181 It I (01 lEI
11Q.40 920.00 072.'0 1021.10 108',00
'32.'0 "',40 I043.tO 1103,20 118'.40
1144,00 .'0',10 1271.20 1352.10 1430.'0
1540.10 1'21,00 .723,20 Illl 60 1011.'Q
1342.40 1420,00 1'01,80 15.7,20 1871.( )
l~l~.'O 11Qt,~O 1'07.10 1911,20 2020,lu
1313,80 1473.10 IS$I.40 1841.00 1742.'0
1,10,'0 1544,10 1133,'0 1727.20 l,2e.4D
115,eO 136,'0 990,4010'1.20 1107 20
1105.80 1160.80 1238.'0 1307,20 1)ll.40
1409,80 1491,20 1576,00 lafte,~O \712.40
1504.00 ISDO,40 1611,'0 1711.10 18'0.00
118,10 921,20 .IOOC 1038.101098.00
,3& 00 980,40104720 JJC1.20 1110.40
1084 00 11".40 1212.00 12'1.80 1355,20
122400 \29'.40 1361.80 1441,20 l~)D &0
1259.20 1331.00 1401.00 14'8 10 1574,40 ,~
188',00 1759.20 1860<~ ,
1199,20 lZ68,O~ 13'0 10
1291.201364 80 1"3.20
1'35,20 1511.60 L604,10 16i' 10 11'4.40
15'0 80 16t9.60 1123.20 1121.80 i~28 40
1~95.20 1887,20 1114.00 IIBe ,0 1"4.40
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CLASSIFIED P[RSONNEL
l"ECTI~ Pay ,erlod including Kay 1, 1991
CLAss TITLE ft •• UJE
HUM NUMBER.. -" 0 U 1\ to 'I~
30J. CH' INSP(C PW
23. eH' INSPEC wow
301 CITV O~D COMP INSP
208 CNfl/ACeT ASSISTANT
204 CMTl/AceT SPEC
207 CNTL/ACCT SPEC'"LEAD
237 COMM DISP-Ckl£'
23. COMM DISP-'lE~
238 COMM DISPATCHER
30e COMM TECH
242 COMM/INOUS TECH SPEC
702 COMMUNITV S[RV OFFCR
234 COMPUTER OPERATOR
534 COMPU1£~ suv CNTR TR
218 CQNSERV fIELD REP
215 CONSERV ,IELO SPEO
255 COORD LIBRARY PRoo
317 COORD REe PROO
284 ~n SOC«OOMM SVC5
214 CRI~ ANALYST
211 CUST SYC REPRESENT
217 CUST SVC SPEC
22~ DATA [NTRY OPERATOR
(A) (0) (C) (0, (£,
18'4 11.1.20.03 2J,11 22.4023,8'
1.,. II." 20,03 21.1. 22.40 l3,"
1588 15.88 18.58 17.51 1'.52 18,51
1118 11.lS 11,10 12.4' 13.19 13.85
1~88 12.68 13.39 14,1$ 14.17 15.S3
13'3 13.53 14.30 15,1~ 15.'1 16,91
1674 1U.74 17,10 11,72 19.79 20 93
1.90 1. SO 15 76 16,$8 17.62 11,63
1~90 14.90 15.18 16.66 17.62 11,$)
1114 171418.1319.1720.27 l!,4J
1690 16.90 17,81 18.90 19.98 ll.13
1231 12.31 13 09 13.'5 14.e4 15,41
1230 12.30 13,01 ll.76 14.55 15.3'
1831 11.3. 19 •• 20.55 21,73 21,"
1J.7 13.87 14 77 J5,82 lS.51 17,4e
IS)! 15 35 11 23 17.1. 11,15 18,18
leeS 18,85 17.11 18,84 11,12 21,0'
1348 13.4' It 2' 15,05 15.'2 18,e3
1348 13,'8 14,24 15,05 15.'2 18,83
16.5 18.45 17,3' 11,30 18." 20.51
1362 13,82 14.4115.23 18.11 11,03
1491 l',le 15,14 16 75 17,11 11,73
1092 10,02 11,55 12 21 12,11 13,85
A'''OXIMAT~ TO' SlfP
AHHUM, I4OMTHI."'· -8 I . w t E K L y. -
4',254
49,251
40,nl
29,018
32,12"
l~ ,172
,43 ,534
;'1,750
38,750
44,51'
43,950
32,188
31,880
41,7l1li
3 !!I ,318
39,1115
43,104
35,001
3'5,006
42,76.4
lS,422
38,151
21,312.
4,104
4,104
3,393
2.411
2.743
2,8;U
3,621
3,229
l,22Q
3,714
3,882
2,ISI3
2."5
3,013
3,028
3,326
:J ,850
2,917
2,817
l,!SU
2. illS 1
3,248
2,''16
(AI (81 (C) (D) (E)
lS15,20 180%.40 1104,'0 1182,00 1.a,,40
1515,20 1802.~O l'O'.~O 1782.00 1'84,40
1252.10 1324,80 1400.10 I'Rl,IO iSle 40
882.80 144,00 ,QI,40 1055,ZO 111' 00
1012.10 1011.20 11l2.10 11'7,10 1288 t)
10'2,40 11'4,00 1208,60 1%79.20 1352 ~
1339.20 1418,00 1407.60 1583.20 1874 40
119~,00 1280,8Q 133~,10 1'01,80 149Q 40
11G2,OO 128~.'0 13'2,'0 l'oa.80 lakO,40
1371,20 1450,40 1533,80 1821.10 1714,40
1352,00 1429 !!IO 1512.00 LSII 40 ~1.O,40
"0.40 10(7 20 1101.00 1111 20 ~23',40
"4.00 1~40 80 1100.10 1184 00 12'0.40
1"0.40 1555 20 le&4.00 113 •• 0 ).),,40
I1Jl,tO 1111.80 11&'.~0 1320.10 130s.10
1221,00 12Q,,40 1312,10 l'~2.DO 1~3S,20
1348 00 1424.10 1501,20
101e,10 1130.20 1204,00
1593 . 80 t684. I,~.
1173,80 1)'1. ~ )
1078,10 113.,20 1204.00 1%7),80 134a 40
1318.00 13t1,20 1411.20 1~55,20 1844 10
1019,10 1152.10 1218,40 1211 80 IJ82 '0
11al '0 1287.20 13'0,00 141e 80 1,a8 '0
113.~O t2'.~O "',10 1032 10 1082,00
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CLASSIFIED 'ER'~"EL
["(CTrVE Pay period in(!ludb.g May 1, 1991
CLASS
"""
fITLl
31. 0[5ION TECH E~!CT
31' ~ESlaN TECH W-Q-w
53' ELEO ASST I
315 flEe ~p 0"A,T5P£.$
301 fLEC SYS DISPATCHER
530 ElECl~lCIAN
529 ElECTRICl~N-A'P"fN
535 ELECTRICIAN-LEAD
,o5 ENE ROY SERV REP
332 ENGINEER
311 ENOR TECH
323 ENOM lECH Il
J19 (NOR TLC~ III
257 ENVIRONME~TAL SPEC
211 EQull' MAnn SElfV' PER
386 EQUIP OPERAToR
391 EQUIP OP£~AYOR-LEAD
250 (QUIP PARTS tECH
220 EXECUTIVE SECRElARY
loa '''CILITIES ASST
31' FACILITIES CARP£~TER
315 FACILITIES ELECT
373 'ACllITI£S ~jNr·l
RAHOE NUMBER --H 0 U It L y~ -
IAI (BI (el (01 (I
1.77 14.77 1!,e2 18.'1 17,48 11,'8
1&71 14.71 15,82 le,S1 1',4~ 18,41
13.' 13,$' 14,8' 15,53 18,42 11,3'
1338 13,38 14,16 14,01 15,83 18,74
1872 18,12 1'.1120,03 22.13 23.4~
18.0 20,1021.8' 23.25
1780 17,80 18 '1 186820,6121,00
199' 22.30 23,SI 24.83
1443 14.~J 15,28 18 14 11,08 11.04
2110 21.1022 95 24.21 25.66 27,13
1274 L2,14 13 ,. 14.25 1~.01 lS,t3
1380 13,8014 59 15,~l 16,31 11.25
1~40 1~,4Q t6,28 17.22 18.21 19 2S
1928 19,2820,3" 21.54 22,77 24 08
111. 11,11 11.81 l2.~0 11,22 13 9.
1311 14.72 15.57 16,A6
1'10 lS.77 16.87 11.~3
1211 12,12 12.'2 13.55 14,33 15.15
1341 13.47 14,24 15,0' 15.'3 le,I'
11'5 11.45 12,1012.10 13.53 14.31
1505 15.05 1~,91 1~,'2 17.78 1. II
1505 IS.05 15,91 11.82 17.11 11 Il
1608 18.08 I1S,09 11,t. 11." 20 01
..
A,'.oXIMAT! TQ' 51!' A~UAL MONTHLY -.8 I -W E ( ~ l Y-- -
:".3"
31,31"
3e,101
34.UIII
A. ,e12
46 ,380
45.7t10
Si,1S4
37.523
58,430
33,13'
35.110
40,0'0
50,086
29.078
34.216
38,670
31,512
35,021
29,714
3',124
31,124
4l,7t18
3.18'
3,1"
3,00'
;l,90t
",058
",030
J ,813
',321
3.124
A,102
2,78.L
1,990
3,336
4,173
2,423
2,85:1
3,055
2,82e
l,9U
2,4SI)
3,280
3.2150
3,410
IAI (81 (el (01 (I
11'1.10 124&.80 1320,10 13te,10 1'71.10
1111,10 124'.80 1320,'0 13".80 147',10
1111,20 1174.40 1242,40 1313.10 1311,10
1C71.2D 113'.10 1197,10 1288.'0 1~3',20
1497.801583.20 le14.'O 1770.'0 1112.[ :>
1'1'.00 1759.20 lceo.ou
1.08,00 14'8,'0 1~7' .• O 1tt4 10 1780.00
17.' 00 188e.40 199'.'0
115( 40 1220.10 1291 20 138 •. 30 1443 20
1736.00 1836.00 1941.80 2052.80 2170.40
lOIS 20 107. 40 11'0.00 1105 80 1274.40
1104.00 1181 20 1134,40 1304 10 1310.00
1232.00 1302 40 1377.~0 le56.'0 15'0.00
IS40.80 1629 eo 1723.20 ll21 80 1928,AO
894.40 946 40 1000.00 1057 80 1111.4~
1111.60 1245.60 131e.tO
J.281.80 133l.60 1410.AO.
88'.00 1025,60 101A.00 114'.40 121l.~· :
1077,80 1138,20 1204.80 127' '0 13'7 20
918,00 181,00 1024,00 1082,40 1144 80
1204,00 1272,10 1315,80 14~3,20 1504.80
1204,00 1272,80 l145.80 1423 20 IS04 .0
1"4.10 135~,20 1'38.10 IS18 2Q 1808.~O
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CITY Of PALO ALTO COMPENSATION PLAN
CLASSIFIED ~[~$ONNEL
EP""[CTIY[ Pay petiod lncludin.g May I. 1991
CLASS TITLE ~ANQE
HUM NUfillBER w ~t1 0 U I': L. v--
37. FACILITIES MECH
317 FACILItIES PAINTER
48~ 'IELO SVCPERS wow
313 'LEET SVCS CQORO
.55 GANG MOWfIl: MECH
45. GANQ ~R OPEII:
488 GAS SYS SHOP/FLO ~pR
458 OOLF COR EQUIP "ECH
459 GOL' COR NT PERSON
451 QREENS~EEPER
281 HAlMAY INVESTIOATOR
390 HEAVY EQUIP OPER
3.1 HEAVY EQUIP O'~.-L
SOl IHO WASTE INS~EC
251 INO WASTl tHyrOTII:
228 INSP~C CROSS-CON CNT
227 INSPECTOR, PW
308 INST~UM ELEe
202 INYESTMENT ANAlV~T
503 LABORATORY TeCH ~
254 LIB~~RIAN
252 LI8RARY ASSOCIAYE
222 LI8RARV ASST
(A) (8) Ie) (0) (()
1505 15.05 15,Ql 18.tz 11.19 18.11
1505 15,05 15,91 18,82 11,19 18,81
1284 ll,e. 13.81 14.47 15,30 1 •. 18
1~12 1~,12 l5.88 16.80 17 .• 7 11.90
134' 13,'8 14.Z5 15,07 15,8' 18.'5
1227 13,72 14.51 1',34
1411 15.18 11,1. 17.85
1415 l'.IS l' 98 15,'2 11,1' 11."
1221 12.21 12.0' 13,12 14.51 15,3'
1805 11.9' 11,'7 20,OS
1174 11.7118.82 20.88 22.1' 23,'3
1400 le"e 17,S2 1'.83
1582 11.'0 11,82 19.'0
1817 18,11 11.10 11,01 11.11 20.21
1730 17.30 11,30 18.35 20,48 '1,'3
1817 II.t1 17 10 18,01 1'.11 20.21
170' 17,01 1. 08 1e,10 20,10 21.35
1750 11.50 11 51 18.57 20 •• a 21."
1300 13,'014.7015,55 11,44 11.38
1108 18.0e 18,0' 11,98 LI,'I 20,08
13~9 t).~. 14.31 15.20 18.01 18.81
1271 12.71 13,44 lA.21 !S,OJ 15,88
It03 11.03 11,81 11,33 13,04 13.7.
___ -"""-__ ............. '~:.I .. J • .JI,J,";"~::..'Ii,""".u.:u..:.;~.~':"Of ,.,.1 ... 3 ' __ ""'_"."''''''''''' ......... __ ........... ..
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APPROXIMATE TOP STEp
A~NUAL MONTHLY· ·8 I -W £ E ~ L y~ -
31,12'
:I9,12A
33,85'
39,312
35,011
31,907
38,712
38,715
31.101
41.724
4I,7:;l1'
31,1'0
Il,3~2:
12,038
44,.'0
12,038
44,10'
U,510
38,150
'1.1ee
35,33'
33,051
21,U3
3,2&0
3,280
2,80'
3,271
2,120
2,851
3,059
3,081
2,851
3,(17
4,OU
3,221
3,4411
3,503
1,740
3.503
J,700
3,7t2
l,OU
3,.410
2,9"
2.75'
2,390
(A) 18) (e) IDJ IE)
1204,00 1212.80 1345.80 l'23.iO 1504.'0
1204,00 1112,10 13'5.10 l'Z3.20 1501.10
1035.20 10U5.20 1157,10 1224,00 1281,40
1201,80 1279.20 13§2,00 14211,80 1512.00
1071,10 1140,00 1205,10 121s.20 1348'D
10117 eo 1110.10 1227.
12'3.20 1335.20 1'12.00
1132.00 t118 80 1215.80 A338.40 1'15,20
'11.10 1038,'0 10117,10 1180,10 Li2l.2Q
1435,20 1511,80 18~4.'O
111111,20 1515,00 181a,10 1172,10 1'71.40
~lll.'O 1401,10 1"0,'0
112'.00 1505 10 1~92,00
12.3 80 13'1.00 1"'_40 1528 80 111',10
131. 00 1414.00 1541.00 1'" .0 1730.40
1293 10 13'1.00 1'41 40 IS2 •• 0 1811,10
1388 '0 l'~~.IO 152'.00 leIS 20 1701.00
1&00,00 UIO aD 15D~,eO 11555 20 1750,," ")
1112.00 1178 00 12.4.00 1315 20 13110 .• 0
1284,10 1359,20 1431,80 1519 20 t'08.40
1017.20 1119,60 1218.00 1215 80 13'9,20
1011.10 107$,20 1130,10 1202,'0 1271 20
112'0 932,'0 911.10 10'3.20 1103 20
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CITY 0' PALO ALTO COW'£NSAT~ON ~~AN
CLASSI'IED P[RSOH"El
€,nCtIVf Pay period including May I. 1991
CLASS
NUM
TITLE
2,3 LIBRARY SPECIALIST
531 LINF.PER/CA8LE SPL
~32 LINEPfR/CA8Lf SPL-l
528 LNPfR/CBL SPL-APPREN
21l MAILING SVCS SPEC
50s MAINT MECH ~
ceO MECH UNIT R(PAIR
24t "ETER READER
240 M£T[R READER-LEAO
380 MOTOR EQUIP "EOH
3'1 MOTOR [QUIP MECH~L
7.01 OFFICE ~SSISTANT
200 OFFICE SPECIALIST
230 OFfSET EQUIP OP
235 OFFSET EQUIP D,-LEAO
454 PARK MAIHT ASST
'51 PAR~ MAIHT ~€~SON
4S2 PARK MAINT PERSQN-l
281 PARK RANOER
24) 'ARKIh~ MONITOR
.eO PARKS CREW-llAO
245 PARKS/OPEN Spc ASST
352 PLANNER
RAHO!
NUMBER ~H 0 U R L Y-..
IA) 18) Ie) (0) (E)
1200 12,00 12.89 13.42 14,10 1',00
18eO 20,10 21." 23,2'
18'4 22.30 23,SI 24,03
1760 17.60 18 61 19.68 20,81 22,00
09S1 1,91 10 41 11.08 11.72 12.39
1641 16,48 17 43 11.43 18,48 20,81
14., 1',20 17.13 ll.il
1250 12.50 13,22 13.98 14.7' IS.83
ll41 13,41 14.18 14,89 15,15 18 78
1512 15,12 15.98 11,90 11,17 11,90
1813 18,13 17,05 1'.03 19.01 20.1~
1012 10.92 11,SS 12.21 12.11 13.85
1189 11,88 12,57 13.28 14,05 14,86
1104 11,0411.87 12,34 13,05 13.80
lila 11,10 11,4' 1~,19 13,95 l4.1s
1111 11,11 1249132013.9814,18
1211 12.'1 13.82 14,.0 15.23 18.10
1443 14.43 15,21 18,14 17.08 11,04
1211 12.88 13.82 14.40 15,23 11.10
1227 12.27 12.91 13,72 14.51 15 34
1401 14.0314,84 15.e, 18.51 17.54
0497 4.97 5,25 5 5S 5,17 8 21
1794 17.9. 11.07 20 0621,2122.43
A~'ROXIMATE TOP STEP ANN~L MONTNlY
31,2[10
" ,360
!ll,854
45,760
25, /11
42,168
37,tlu
32,510
34,880
31,3J.2
'll.S32
~1.382
30,901
U,704
30,880
30.700
33,411
37,523
33,4n
31,007
36,483
12,118
46,854
2,800
4,030
4,321
j ,113
2,147
3,572
3,1311
~.701
2,905
3,276
3,494
2,318
2,575
2.392
2,551
2,551
2,1'0
3,126
2,1'0
2,fJ51
3,040
1,076
3,187
•
M _ _ _ -8 I -WEE K L V--~ ~ - -
IA) (0) (e) (0) IE)
960.00 },015,20 10n.eo 1135.20 HOO.OO
1884 00 1750.20 1'80_00
1714,00 1118.40 190 •. 40
1401,au 1488.10 1574,40 1884,10 1780,00
792,80 838,40 8A6,40 837.60 9il,()
13tl.20 1314,40 147 •. 40 1551,20 le41,'v
1211.00 1370.40 1 •••.• 0
1000.001057.60 1118.40 1182.40 12!0.40
1072,10 1134.40 1190.10 1288.00 1340.10
120a,eO 1278,20 1352,00 1420 80 1512.00
1290.40 1314 00 1442,40 1525.80 1812.10
873.80 924 00 978.10 1032 80 1082.00
951.201005 eo 1063.20 1124 00 1188.80
883.20 93380 1'1.20 1044 00 1104.00
844,00 991.40 1055.20 1118.00 1110,00
'44.10 999.10 1058.00 1118.10 11'0.'0
1030.40 101D,80 1152,00 121i .• 0 12'I.Oq
1154,401220 10 1211,20 1384.10 1.43 ~
1030,4010'980 1152.00 1211.40 1211.00
111.60103140 10t1 80 1160 80 1221.20
1122 .• 0111720125$.201317 20 1403.20
J17,10 420 00 44400 48D eO 498 ~o
1435,20 1517.80 180 •. 10 160a 10 178' .0
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ClASSI'IEQ PERSONNEL
!"l'tCTIYt: Pay period including May 1. 1991
Ct ... ss
NU~
TITLE:
304 PLANS CHECK ENOJ
201 POLICE OffICE .$81ST
210 POLICE RECD'OS SPEC
2411 POWE~ (NOR
270 p~OO ARTS/SCI PROO
232 PROQaANALVST
28S pftOORAM ASSISTA"t
ZO' PROPERTY EVIO YECH
351 REAL PROPERTY AGENT
)" RIAL PROPERTy AHLVST
5J7 RECYCLI"Q COORD
414 RE'USE 015P AllEN
451 SPRIN~lER SVS REPR
224 SII: CWEMIST
511 Slit INO WASTE INSPECT
512 Sft lNSTRUM ELECT
251 sw lte~ARI~M
S04 SR ~~CH woe
506 Slit OPERATOR WQO
J 18 SII: PLANNER
231 SR PROG ANALYST
liO S~ ",,I\HGER
'O~ ST MAINT ASST
RANeE
NUMBER .. -H 0 U It L ., ..
IAI III leI 10, IE,
2108 21.0' 22.27 23.55 2.,80 21.33
1092 10.'2 11,5! 12.21 ll.tl 13.15
Ill. 11," 12.57 13,29 14.0' 14.'0
2213 22.1324.14 25,s3 2 •.•• 21.'4
1544 15,44 18,33 17,28 11.2~ 11.30
1131 1'.3' 11,44 20.SS 21.13 22,01
1215 12.7' 11,41 l',l8 l~,O' 1'.04
128. 12.8' 13.37 14,13 14,14 15,10
1730 11,30 18.30 1'.35 20,48 21,13
1380 13.1014,7015.55 18,44 11.31
1443 14,43 1§,2e 16.14 11 08 18.04
117Q 11.1Q 11.31 13,00 11.1' 14.e3
1309 13.08 t3.8~ 1'.83 15,'7 le.38
1114 1a,8' 21.09 ~2,30 23 51 24.13
1727 11,27 II 21 1'.31 20.42 21.51
191. 19 1. 20 i4 21,40 22 83 23.13
1544 l~ Ai lft.3J 17.26 11 2S 11.~0
1878 18.11 19.81 21.00 22,21 23.41
1741 17.'1 18 47 19 ~3 20,8$ 21,84
197. 19 14 20 'I 22 01 23,34 2'.88
1985 19 65 20 7. 21 91 23.23 24.58
1.25 l'.Z5 15 07 15 93 It.H4 17,81
1112 11.12 11.78 12 43 13,15 13,ao
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, •• 7.8
11.312
30,IOS
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41,)'"
33 ,155
32,1"
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37,523
30,4)0
3'.02'
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2.73'
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3,012
3,128
2,535
2,135
4,321
3,7,2
4,147
3,3'5
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3,017
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113.~O 924.00 918.'0 l03~,'0 1002,00
151,20 100S.eo 1083,20 112',O~ 11'1,80
1'20,40 1t31.20 1042.'0 115'.20 2213.20
1235.20 130e .• 0 13.0 .• 0 1480.00 1544'0
1470.40 1555,20 le'4.00 11)'.40 1.3.,
10Z0.00 107'.40 1140,10 1208.~0 1275.20
1011,20 10el,80 1130.'0 1115.20 121',00
131',00 1~14,OO 1541.00 Ift38,IO 1730.40
1112,00 1178 00 1244,00 1315,20 13.0 .• 0
115 •. 40 1~20.'O 12'1.20 1384 80 1 •• g.20
038,00 990.'0104)',201107.201110.'0
1047,~0 1107,10 1170.'0 1237,80 1301,10
1585.20 la'7,20 1114 00 1116 40 1114,40
1311,80 1'80 80 1544 80 1813 80 1727,20
1531,20 161Q 20 1712 00 1110 40 1914.40
1235.20 1306.40 1310 80 1'80.00 15.,
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CLAS$I~I[O PERSONNEL
r'j E'HCTlYE Pay pe:d.od including Msy I, 1991
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CLASS ."" TITLE
Ja~ ST SWEEPER 0,
313 Sf SWlE'E~ O'~L£AD
221 STA~' SEC~ETARY
241 ST~EKEEPER
288 SUPV GENERAL REC
Z80 SU~y LIBRARY Ct.C
328 SijlyfYINQ ASST
325 SURVEYOR. 'UBLIC ~S
309 SYSTEM O'/SC"ED
221 TELEPHONE TECH
2lQ l~E~T[~ SPECI~LIST
'08 T~A' CONT ~INT I
Il2 YRA' CONT HAINT II
'07 TRA' CaNT HAI~T~L
'35 TRlE MAINT ASST
43& TR[[ MAlHT PERSON
'30 TRE[ TRIM/LN ell
'31 TREE TRIM/l~ CLR-L
'32 TREE TRM/lN eLI ASST
400 TRUCK DRIVER
223 UTll AceTO TECH
21g urIl CREOIT/COL SPEC
310 UTIL ENOR ESTIMATOR
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NUMBEII ~H OUR L V--
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1'0' 15.1. le,e~ 17,80
125. 12,51 13.~. l~.o, 14.1! IS.70
121' 12,11 12,81 13.12 14,40 15.2~
117' 18.7' 11,75 11.71 1 •.• 4 20,f'
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1'" 15,1' 1'.10 11,78 11,7' II,"
172. 1/.2' 1',~' la.33 20." 21,11
2014 20.1' 2~,30 22,52 23.11 2~.1'
15'1 15,91 11,12 11.71 1'.11 18.1'
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1305
1208
1401
U41
12'5'
1318
1410
1-2&2
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18.53 11,4' 11.'8 la,5' 20.'8
14.50 15.43 10.31
13,49 14,2. 15.01
15,8.18,5811.51
11.'7 11.13 12.13 13,58 14,3'
I. O. 14,1' 15.7'
14.74 15,5' 18."
15,71 11.67 17.'3
13,89 14,6$ 1~.~3
11.99 12.68 J3.41 14,j8 1',U9
1361 1387 lA.48 IS.20 11,18 17.09
1053 16 S3 11 48 18 AI la,$' 20 86
2010 20·1021.26 22 ., 23.77 25.13
A"RQKl~TE 10' !TEP ANNUAL MONTHLY
3'.17'
31.110'
32.Uf
-11.1111
.n .831
31,13J
tl.30' " .....
52.3'"
'".311
'2.812
33.82'
31,3811
3t,UO
29,'27
32.738
3.,2.71
)8,670
n,JDZ
31,178
35,547
"2,972
52,210
2,147
3,O!liO
2,721
2,nl
3,838
3,1""
3.442
3.7&5
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3,"7
3,5111
2,127
2,U3
3,035
2.,,15
2,12'
l,ne
3,055
2,881
Z,591
Z ,D82
3,581
4,35S
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1051.20 111~.OO 1118.00 12'].20 1~'4.'O
1251.20 13ll.0D 1401.00
1004.'0 10&2,.0 1123.Z0 111'.00 12'1.00
'74.40 1030,10 10'1.110 115,,00 1211.10
1342.40 1420.00 1501.80 1517.20 1871.t'-)
1180.10 1227.%0 1287.80 1372.'0 14!1il.~.
lz11.20 13'".00 1420.10 1502.40 15".'0
131a.ZO 14112.40 154'.10 It35.20 1721,,0
1811.20 1704.00 1~Ol.1I0 1'04.10 2014.40
1272.10 1345.80 1423.20 1504.10 1591,20
1322.10 13t8.40 1471.'0 1583,20 1852,80
11'7,201234,40130&,'0
1070,20 1140.80 1208.40
1252 .• 0 !324.IO 1'00.10
911,8U 170.40 102e.co 101 •. tO 114t.tO
l1ze.40 1101.2Q 1~S',20
111'.2" 1247.20 131. 40.,
12$1.80 1333.80 1.10
1111.201115 20 12.Z 40
959.20 1014 '0 1072,10 113 •• 0 1119 to
lOg3.80 1158.10 1223 20 1202,~0 1381 to
1322 40 139' '0 1411 40 l~e3 20 lB52.BO
lB08 00 1700.'0 1191 40 1901.80 tOl0,40
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CLASSI'I£D 'E~SONN~~
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CLASS tIn. ~ANO! .UN NUMati • -H 0 U • L ,. -
tA) 'S) tel tDJ 1[1 I _n UTIL flO SVCs WEP 1512 15.12 1d,)3 17.88 11.71 10.1.
I _.0 UTIl INSTAlL/WEP 1545 17,~7 1'.28 18.31
etl UTI~ IMS1ALL/~E' ASl 1273 12.73 13,4' 14,'3 15,05 15,91
I .,. UTll IHSTALL/WEP-L 1882 11,5.1',.' 2Q.7' /
f 233 UTll RATE ANALYST 182. 11.2820,37 21.54 22.17 24,0. ,,. UTI\. 1'1$' nCH 17U 17,14 11.13 18,17 20.27 21.43
27. VETERINARIAN TECH lUI 11.fl lZ.SO 13,lZ 14.01 1',.'
27_ VOLUNTEER COORD 1.401 l~.Ol 1 •• 1 IS,ee 18,58 17.51 .. , WATE. METER REP 4$ST lU(I 12.40 13.11 13.1. 14.ee lS.~O ... WATF.. ~T[R REPAIR 13U 1~,31 16.25 17.1'
'07 WATER T~ANS OPER IUS 14 8' 15.11 18.12 17,8a 1'.60
001 WATER TRANS OPEM-L 15U 15 •• 18.01 17.81 18.81 le.OQ
SOO woe Pl T OPE!!: I 129' 14.52 15.35 IB.l3
SO. IJQC PLT OI'EM II 151!1S 17," 11,50 10,58
5!0 WQC PLT OPE A TRN 111' 11.11 11.83 12,50 13,22 1),01
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"1,1'2 3.421 12eS.80 1331,~O 141'.20 14.e.10 15.',40
"0.1" 3,347 1311,10 1~.O.IO 15.",10
33 ,002 2,157 101'.40 1071 .• 0 113 .... 0 1204.00 1272.'0
43,221 3,101 14'7.201512.00 111'.40
!iO,081 4,173 15~0,'0 1'20.'0 1723,20 ._21.10 lIZI.,,~
.1114,514 3,114 1371.20 1450.40 1,33 10 1121.10 171'.S •.
30,'811 2,'10 "2,10 1001,00 1015 10 112e.40 1101.2G
:18,':0 3,035 1120 10 11 •••• 0 1252 10 13Z4.IO 1400,10
32,2.0 2,888 992.00 10.11 .• 0 1108 80 1172 I,' 1::.'0 Go
35.73a 2,977 1221 80 l300.00 137 •• 0
:11,175 3,239 1188,00 lZla,IQ 13l7.IO l't4.40 14'§ ,0
41,518 3,'04 1211 20 1352,$0 1430 40 1512.10 1500 20
33,758 2,113 1161 10 1221,00 1201 'G
40,IU 3,3QO 1399,2G 1410,00 158'.10
ZQ,011 2.'l) 194.'0 I~I,'O 1000,00 1057.60 111'.~0
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