HomeMy WebLinkAbout0385.094,
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/~staH 8 W =tel»ert----_______ ----,
July 21. 199~
THE HONORABLE CITY COUNCIL
P~lo Alto. California
lf~a.ndum. of Agreement, Local 715 Sa~. Employees' Internillonal
p~!Qn (S~IO' and compenQat~lan for Classified Pe~~
Members of the Council:
On June ]0, 199~, rep~esentatives of Management and Local
'115, Service Employees' International Union (SEID) reached a
tentative two-year agreement for the period beginning r~ay 1, 1994
and ending April 30, 1996. The agreement covers 556 field,
clerical and professional employees and has been ratified by a
majority vote of the membership, This report summarizes provisions
of the contract and recommends its irnple-mentation by adoption of
the attached Lesolutions.
The contract provides for a first year salary increase of
1075 percent, effective with the pay period including May 1, 1994,
.and at! ag;t°eement to amend the City's contract with PERS to provide
"Reporting the Value of Employer-paid Member Contributions (EPMC)
as Compensat.ion in Employees Final Compensation Pelotod" (Government
Code Section 20615.5). The second year of the contract provides
for a salary increase of 2.0 percent effective with the pay period
including May 1. 199~0
Other provisions to the agreement include imple~'entation of a
comrr.ute incentive voucher program and parking location wait-listing
for ~!'l1ployees hired after April 30, 1994i addition of "sexual
orientation" language to no discrimination and selection process
sections of the contract; inclusion of do~estic partners in sick
and bereavement leave provisions; Rlte:rnative uniform shirts 011 a
trial basisi fOlillation of a joint committee to discllss provision of
uniforms for certain classifications; City reimbursement for ~ut
of-pocket expenses for medical examinations for employees required
to posoess commercial driver's licenses; City reimbursement for
management: -required registration and certification fees; City
rein-tbursement for required computer software programs under current
Tuit ion Reimbursement program; joint development of a platt to make
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8Ul.'pluo City CQ.1'Iputers available to employees; addition of
apprentice6hip 'prog~am in Utilities Department; change in language
in Appendix section to comply with Fair Labor Standards Act
regulations; revie.,J of apecific salary survey data pres~nted during
negotiatiQlls: and facilitation of meetings with lJaxious departments
tQ discuss alterllate t-tOl"k Gchedule proposals.
l'lUtLS&l>So.uct Am!!nd.!!l.nt
Beginning in 191}4 ~ the City bal."gained with all employee groups, in
lieu of a salary inc:rease. to pr<>vide employel" payment of PERS
e~ployee contributio~8 (7 percent of compensation for SEIU
olt,ployecs} .
Subsequent"l~~. beginnil1g in 199B, the City agreed with employee
groups to 0'1110'" conversion of the employer-paid member (employee)
(;o)ltl .. ibl~tion to e,11al-y for the final 1.2 months pl·iol." to retirement.
Dlu.-ing t Ilis 12"-u,oath pe:t:iod_ employees pay their own PERS
contdbutionfl: and in return receive a~l equivalent amount in highet"
sa lary, "'hich increases the basis fOl-pension calculations.
After allowihg this pr.JC'l ice f01' foul." years, P8RS announced in
D€-cemDcl-1992 thaI; fin.,l year conversion of employer-paid member
contl-lbut ions (EPHC) 'WOuld no longer be considel"ed as compensation
for re.tircr:';ent JHJrpOSea ofter '\."t"lH1e 30. 1994, 01" until ouch time as
ccmversiona. are specificall}' authorized by statute.
SD·S3, ",,·hich became law Jul}' I, 1994, pl.-ovide8 that employers such
~9 the City of Palo 1\1to, by policy and baJ:""g .... ining agreement, may
amend their PSRS contracts to continue EPNC final-year conversions
on a pre-o-ftJucled baGis after July 1. 1994 .
• I\c(.'ordhlgly. the City ag:t"cea:, as part of this Memorandum of
Agl'cetno-nt', to enter into a contract am~ndment-with flERS to continue
final y.ear SPMC conversions on a pre-funded basis. The actuarial
valuation tor continuing thts beneEit, as calculated by PERS J
indicateD an: incz"c.!IIse of 1.4.5 percent in the employel; contribution
xate for SEIO-represented employees. The employer contribution
l.'ate will increa.ae from 6.04'" percent to 1.497 percent of PERS
defined payroll. The annual cost is $343,000, or 1 percent of the
SRIU salary and beneftt payroll.
A resolution of intention to amend the City agreement with P8RS and
an ordinance approving the amendment will be pl."esented to you in
the near future. Also. in accordance wir.h SB 53, the financial
data regarding the amendro:.ent will be presented tor your
consideration at one additional meeting.
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The SEIlJ agreoment provides that new er<tployees hired lifter
Apt-il 3D, 1994 will be subject to wa~,t-li9tin9 fOl-parKing permits
in the Civic Center Garage. The agreement a100 prov.ides for
commute incentive vouchers, in the a/rJQunt of $20 por month. for
employees who register for the City com'nute incentive pl-ogram and
regularly commute to ""ork by cclr_pool~ public tral\sit. cycling or
walking. Vouchers aloe redeem~ble for tickets 4 f~lel o:r other
commute merchandise. The commute incentive progxclm will rcqui("c an
additional $30,000 per year for the cout of voucllcrs to provide the
program for all City staff. Fundin9 is ava~ lable ill th'e 1994 -95
budget for this program.
The complete Memorandum of A9ree~.-ent is att ached to this repol·t.
Changes negotiated this y-car are indicated b}' sha·:hng.
A9x.."~f}.n t C:;_QJ t 9
The total cost of first year ~gree~ent provisions is 5869,000.
Second year costs total $583.000. ."'l.lnchng for t rl~ l .... 'o ·year
contract is provided in the 1991j -95 Budget and wi 11 be included iii
the proposed 1995-96 Budget, .... hich will be pH!senled to ('ouncil for
adoption in June 1995.
Recommendations
Staff recommends that Council take tht> follo .... ·ing actions which are
required to implement the dgxeement.
1. Adopt Resolution of thtl' Council of the City of Palo Alto
Amending Section 14(11 o( the t-:€'l'jt SyiJtC3-rn Rules and
Regulations.
2. Adopt Resolution of the 'Council of tile City of Palo }\lto
Adopting a Compensation P}(tn (or Classified Personnel.
Resolutions and ordinances requiH~d (01-the paRS contract amendment
will be presented for Council approvel at a lat.er date.
Respectfully subm~tted~
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SUSAN B. RYERSON
Manager~ 8rnployee Relations
and Compensation
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Director of Human Resources
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RESOLUTION NO, __
RI1S0LUTION OF THE COUNCIL OF THB CITI' OF PALO ALTO
AMBNDING SBCTION 14Q1 OF THB MERIT SYSTEM RtJLBS
AND REGULATXONS
The Council of the City of Palo Alto does RESOLVB a.
follows:
,aBt'TIQN ~, Section 1401 of the Merit Syeteln Rules and
~egulations is hereby amended to read as follows:
"1401. Mamorandum of agreement incorporated by
referance. That cert.ain memorandum of agreement
dated April 30. 1994, by and betwecil the City of
Palo Altc> and Local 715A, SEW, IIFL-CIO, CLe,
consisting of a Preamble and Articles I through
XXV!I with seven appendices attach€d thereto and
incorporated therein. for a term commencing ~~y 1,
1994, and expiring April 30, 1996; is hereby
incorporated into theae Merit Syotem Rules and
Regulations by reference as though fully aet forth
herein. Said rnemorandwll, as amended. shall apply
to all employees in cla9sifications represented by
aaid Local ~15A, SBIU, AFL-CIO, CLC, except whcr~
specifically provided otherwise herein_
In the casE". of conflict with this chapt.er and any
other provisions of the "'erit System Rules and
Regulations, this chapter will prevail over 8\lCh
other provisions as to employees represented by
said Local ?15A, SRIU, APL-C!O, cue,-
SECTION 2. The changes provided for in this l"eBolutioll
shall not affect any right established or accrued r or any offense
or act committed, or any penalty of forfeiture incurred, or any
prosecution" Buit, or proceeding pending or any judgment rellder~d
prior to tbe effective date of this resolution.
SBCTIQN2~ The Council finds that this i9 not a proje~t
under the California Environmental Quality Act and, therefore, no
environmental impact assessment is necessary.
INTRODUCBD AND PASSED:
AYES:
NOIlS:
ABSBNT:
ABSTBNTIONS:
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ATTEST: Al'PROVBD:
city C"l~e~r~k------------Mayor
APPROVED AS TO FORM:
City Manager
Sen'or Asst. City Attorney
Dh:ector of Human Resources
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1994·96
MEMORANDUM OF AGREEMENT
City of Palo Alto and Local 715. SEIU, AFL·CIO. CLC
PREAMBLE
T~is Memorandum of Agreement is entered into by the City of Palo Alto (herein9fter
(eferred to as the City) and Loca~ 715 Service Employees rnternational Union, AFL
CIO, ClC (hereinafter referred to as the Union). Emproyee, for the purposes of th'ls
M&morondum of Agreement, shall mean an employee as~igned to a classification
within the SEIU (.jnit. Tilis Momorandum 01 Agreement is pursuant and subject to
Soctions 3500·3510 of ,.he Government Code of the State of California and Chapter
12 of tho Cit\' of Palo Alto Merit Aules and Regulations .
..s~~.ti9!L1. Pursuant to Sections 3500 . 3510 of the Government Code of the State
of California and Chapter 12 of the City of Palo Arto Merit System Rules and
Regulations. tho City rocognfzes the Union as the exclusive representative of a
rep-resenlation unit conSisting of all regular full and part-lime employees in the
classifications listed in Appendix A attached. This unit shall for purposes of
identitication be titled the SHU unJt,
.§..e..r:l~. No suporvisor will perform the work of an employee in the SEIU unit
pr.ovid&d that there is.an emproyee available who regularly performs such work_ This
doe&; n01 preclude a supervisor from performing work of a minor nature or during bona
fide tlmargencit)s at on a standby status when wWing and !jualifiod unit employees do
not li .... 6 within a reasonable response time of the MuniCipal Service Center.
Supervisor V personnel shalr be called out to perform unscheduled work only when
SEIU unit employees are unavafrabla to oerform such work or in cases of bona fide
e~ergftncles· 8S d&fined in Article VIII. Sect10n 2. In cases of bona fido dmergencies,
SEIU unit employees shall be called out to complete the necessary work after the
immediate emergency situation has been reasonably contained.
ARTICLE II· N!LlllilCRIMINATION
~tQ.Q1i.Q!L.1, The City and Union agree that no parson employed by or applying for
employment hereto shall be discrimina·ted against because of race, religion, creed,
political affiHation, color, national origin~ ancestry, union activity, age, handicap,
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sexual orientation ~. or 6ex unfess sex is a bona tide occupational
qualificaiioii".sdefined in Foder.1 or State fow.
futI£n.J:. The City and the Un;.n ogree to protect the lights of all employees to
exorcise their free choice 'to join the Union end 10 abide by the express provisions of
applicable Stote end I""allaw$.
~t4Lti91l.3. The City and (hI) Unfcm will cooperate in pursuing a policy of affirmative
action. Any Cit.,.~established advisofY omployea committee (orating to sHirmatfl/6
action shall provide fair UnIon' repcese:ntaHon on that committee,
~ectiQn 1. When a person is hired in tlnv (If the covered job classifications. the City
shall notiry that person that the Union IS th.e recognized bargaining represBf1t<Hivo for
tho emptoyec in said unit and givo the emptoyee 8 cUHElnl copy of the Memorandum
of Agreement.
When a group employee orientation is herd fot now emr>loyecs of the bargaining unit.
a union teprosenturil/e may rna~,e a peesenlation to such bargaining Imit employees tor
the purpo&o of explaining matters of representation. The presentation shaff not
excaed 15 m[nUf(!s.
§.'iu!Q!l2.~k'10mli\~IL2L~!f<hiJ!, All Union mombers on payroll deduction fOI
paymont 01 Union dues ~n ~he day 01 tho signing 0' thi!i Momorandum of Agreement
must (amain on paytOn deduction tor In)-' life o'f this Memorandum of Agreement or
so long as thoy rema:in membefS of the ioprosentation unit. Union members who
establish duos payloff deduction dvring' Ihs tetm of Ine Memorandum of Agreement
shall remain on'pay/oll deduction to, Ihe ~re of this Memorandum of Agreement or so
long ftS they Jomain mambors of the representation unit. Union mombers on dues
pay tor! deduction may declale their iOhmlion to terminate such payroll deduction by
registered letter. return l'eceipt .eqlJ6Sled. 10 Ihe Director 01 HtlmBn Resources.
foftowing 6>cpirslFon 01 this Memorandun'l 01 Agreemont during the 30-day period
betweon 60 and 90 days prior to oxpiration of the Mornorandum of Agreement. The
City will notify the Union of All paytoir deduction canceirstions under 1his provision.
l!~o...a, ThD City shall supply the Union wilh:
(al s mOI'.thly computer run of the names. address.es and dassificatians of all
untt employoes except thoso who file written notice with the Human
Resou(ces Department objecting to re!ease o( addresses. in which case
information will be transmitted without address,
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(b) a list of representBtion unit new hires, torminations and retirements which
occltrred during the previous month.
Section 4. payroll DeductioD. The City shall deduct Union membe,sJlip dues 4nd any
other mutually agrl3.ed upon payroll deduclioll. which may include voluntary COPE
checkoff, from the bi 4 weekly pay of momber employees. The dues deduction must
be authorized in writing by the employee or an .authorization I;ard acceptable to the
City and the Union. The dues dodu1':tion card shall include a check box for those.
employees who wish the Union to receive notification in the evont of lms8tisfactory
work. conduct, or disciplinery action taken pursuant 10 Article XX. City shaH .remil
the deducted dues to the Union &s soon as possible after deduction.
Section 6. Bulletin Boards and Oep8rtment8t.M_~U. The Union she!! hays access to
inter-office mail, existing bulletin boards in unit employoe work areas, and e'l((sting
Union-pClict telephone <lnswering device for the purpose of posting. tr.ansmjtting. or
dtstributing notice or announcements including notices of social ovents. rocroa~ion.a'
events, Union mombership meetings, resu~ts of elections ana ,eports of minl,ltcs. of
Union meetings. Any other material must have prior approval 01 Ihe-Human
Resources Office. Action on apptoval ..... ilt be taken wjthin 24 hoUfs of submls.$ion.
Section 6. Access to !JniQD-1lQPres~_ .. oJatiyes. Representatives of the Union tHe
authori1.BC acco\3"SS to City work locations for the purpose of conducting business
within the scope of representation, provided that no disruption of work is i~volvcd .and
the business transacted is other than recwiting o~ members or collecting 01 dUlls. and
the representative must notify the Human Resources Oepanment Office prior to
entering the wOlk location ..
Sect1on..Z.~8oting ~ill.. The Union shall have the tight to (oserve City meeting
and conference lOoms for USA during lunch periods or other non,wofk,ing hours, Such
meeting places will be made available in co-nformily with City's r~gula~ions and subiec~
to the limitations of prior commitment.
Section 8. NolillgBtion to the Union. The Union shall be informed in advance in
writiny by Management bofore any proposed changes not covored by this
Memorandum ,of Agreement ere made in benefits. working condrtions, or other terms
and conditions of employment which requiro meet and ccnfe, or meet and ccnS'JiI
process.
Seetion 9. Union logo. All materiels and documents produced ('In itek and metal
plates i by the City print and (eproduction shop, shall carry the Union I.()bel on the
inside 01 covers or title pages in acco(dance with customery printing trades practices.
kCJion 10. The City shall make available to tho Union in a timely manner copies of
all City COllncil meeting agendas, minules and schedule of meetings. These mate.tals
may be picked up at the City Clerk's Office during business hours.
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Section 11. Upon request, the City shall provide to the Union reports by department
on the use of agency tempora/ias filling repres~ntation unit vacant positions~ or doing
work similar to that of representation unit clos$ificatrons.
Sect jon 1. The Union agrees to notify the Director 01 Human Resources of Ihose
indivjduals designed as Union officers and stewards who receive and investigate
grievances and represent employees before Managemellt. Alternates may be
deSignated to perform steward functions during the absences or unavailability of the
steward.
Suction 2. The number of stewa/ds decignsted by the Union al a given time shall n01
exceed twenty·jive (25).
Sec1iQ.D...1. It is agreed that, as long 8S tharo is no disruption of work, stewards shall
be af/owed reasonabre rerease time away from their work duties, without loss 0' pay,
to act in representing a unjt employee or employees on grievancJJs or matters within
the scope of representa1ion r including:
(a} A meeting of the steward and an employee or employees of that unit
related to a grievance.
Ibl A moeting with Managoment.
(0) Irwes1~:gation and preparation of grievances.
Grievances may be transmined on City time.
All steward lei ease time shall be reported on time cafds.
§ectjOQ 4. The 'Union agrees th8t the steward shalJ give advance notification to
hislher supervisor beforl) leaving the work location except in those cases involving
emergencies where advanoe notice cannot be given.
Section 5. Three Unron officers who are City employees~ shall bo allowed a
leasonable amount of release time off for purposes of meeting and conferring or
meeting and consulting on matters within the scope of lepresentation. All such time
wilt be reported on time cards.
~2.!l.§. Union stewards may utilize space in assigned desks 10r storage of Union
materials. In t .... e event stewards are not assigned desks the City wm provide locker
or othor mutually agreflable space for stor3ge of Union materials.
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SAl1lim.1, In the event of reductions in force, they shall be accomplished wherever
possibre through attrition.
~ti.2!L~ When the City determines that layoffs are imminent resulting trom
roduotion in force within the representation unit, City wifl give the Union such advance
notice as IS reasonable under tht'l cifcumstances. The noti<:e will indicate the
depZtrtments and divisions which will be affected and the circumstances requiring the
layoffs. Upon request, the Citv will furnish tf1e Union whh a current representation
unit seniority jist.
~ectlQn 3. It the work force is reduced within a dep~rtment, division, or otfice for
reasons of change in duties or organization, abolition of posjtion~ shortage of work or
funds, or completion of work. employees with the shortest length of service will be
laid off first so long as employees retained are fully qualified, trained, and capable of
performing remaining work. length of service for the purpose of this artide will bo
bilsed on current service hire date at record in a regular classification with no
adjustment tor leaves of absence. length of service ties will be determined in tavor
of the employee with the lowest employee number last five digits.
Employees taid off due to the above reasons will be given written notice at least thirty
days prior to the reduction in torce. A copy of such notice will be given to the Union.
Such employees shall be offered ~riority employment rights to reguJar or hourly
positions which are rEquisitioned and for which the employees are qualified for a
period beginning wjth notification and ending sixty days following the reduction in
force. Employees transferred or reclassified under this section witl be assigned to the
step in the new classification salary range dosest to the employee's salary range at
tho time of reclassification.
Employees 'aid off ~un:;uant to this section shall receive the balance of all regular City
compensation owed at termination wjthin 72 hours at the date of termination. This
does 110t include any amounts payabre under Article V~ Section 6~ or PERS
contribution refunds. i,f ~ny.
Section 4. Employees identified for rayoff who have seniority (bumpingl rights to their
current or preyiouslv held classifications within the representation unit must d'eclare
their intention to. exe(cise these rights within seven (7) working days after written
notifica1ion of layoff, otherwise bumping rjghts will automatically terminate. Bumping
may occur within the representation unit onlv to the least senior incumbent of the
current or a previously held clasQifjcation. To sllccessfulJy b\Jmp~ the employee must
b<'l fufly qualified, trained~ and capabte of performjng all work in the position bumped.
An emproyee who declares bumping rights may not also claim prio,ity employment
rights. For purposes of this section of the Agreement, the term "working days" shall
mean Mondays through Fridays, exclusive of holidays.
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Section 5. kEmploymroU.llll. The names of persons laid off o( who through
bumping changed classificotion in accordance wilh the provisions of this article shall
be (tntcred upon 8 re-emproyment list in seniority order. The person with the highest
s~nlorityon 8 di ... ·islonI0-empToymentli$t for a particu'ar classification when a vacancy
exists 10 that cla.lJsification in that division shall be offered tha appointment. Nomos
shall be ca"i.d on a ,e'employment list for. period of two (2) VO.,s from tho date of
sepataHon from City,seNtces or change of classification through bumping. Upon reo
emptov"ment within Uw two~yeai period. the empfoyee's hire date of record atthe time
0' lavolf \ym be cQil\stoted.
~1l.!l2I1..(!' II. pUlsusnt 10 Section 2. tho City is unable 10 orrer a regular position to
an employeo'during toe perlod beginning with notification of Jayoff and ending 60
, days following laYQft. the City shall pay the .employee a sevuranco pay oqual to one
mQnth's salary at the cmproy8S'S linal'rate of pay p,ior to termination.
$~~~2.!'LZ. Emp!oyees fa!d 011 pur:want to Section 2 who are reinstated to a regular
pOSition within sixty days shall retain the sick. leave bafance they had at the time of
faYQU unless they haY8 re<:oived a sick. leave payoff in accordance with Article XII.
Upon reinstatemcM the employee's hire date of record at the time of layoff wm be
reinstated.
~.It~19.nJ3-1> No representalion unit employee will be laid off or remain on a re
employment tist when hourly employees are per'o'mrng substantially all the duties of
the classlfica:iofl of tho omployee receiving a layoff notice or on a re-employment list.
This provisioll shall not be applied to hourly positions WhlCh have been traditionally
used for seasonsl and paU-lime work.
ABIIJALV! ' PERSQ~mEL ACTION!\
.§.ill9Jl 1. ProbaljQIh E8¢h new regular or perr·time employee shall serve a
probationary period of six {6J months~ commencing with 1he first da'y' of his/her
empkJyment. The proballonafY pcfiod shall be regarded as a part 01 the testing
pmcI(Iss and shiEll! be util)zed for erosely observing the ~mployee's work, for securing
the effective adjustment of a new ernp[oyee to his/hot position, and for rejecting any
probations,y emproyee whose perfo,mance does n01 meet the acceptable standards
of work. At leest one written performance appraisal will he given each probationary
empfoyee on or hero/e expiration 01 the prcbationary period_ Normally this appraisal
will be given at' the end of thE) third month.
In the event of termination prior to successful complr,tion of the probationary period,
such terminated emp!oye~ shall be Given written notice of his/her termination with the
reasons for the torml~aljon stated therein. The Human Resources Department shall,
upon request. ~fford an interview in .a timely fashion to the terminated employee for
diSCUSSIon of the (easons for lerminAtion. The omployee may, upon lequest. be
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8ccompeni~Hj by a Union (epres6ntativB. The intorview shall not be deemed a hearing
nor shell it obligate the City to reconsider or aller the te,minetron aClion.
The parties agree that p;obalionorv employ.es shall havo all lights under this
Memorandum of Agreement. including fut' and compfcte .access to the grla .... ance
procedure. save and except for tnst6nc~s of suspension, demotfon or tormination.
~QU;yo.llt$Jl!. Personnel evaluations will be given employoa •• ,
schedulod by Menagemf1rH. Personnel 8\{B!uations: .are not appeelabro through the
grievance procodure but. in thl;l event' of disagreement over content. the employes:
may request 8 feview or the nvalusUon Wt.th the next high!!r lovol 01 M8nagemSf')t~ in
consultation with the Hum.3n Rosowco's Oepar1mefll. For pUlposes.of this feyiew, the
employeo may bo repr{)sented by the Union. Decisions ,~g6fdin9 6vatu31ion appeal
shall be made in wriling,within ten (0) wOlk~ng days (vllowing the I(,lV,,,W meeling.
illtUm-*-_ Per:sormoL.Eiln· ReC(Hds of all dis<:iplinary 3-ctr<>ns thall be kept in tho
cennal persvnnel fife. Employees shall be efHitled to 'Sign and date.all action fOWlS in
their p'3rsonnel files. Employees .(Ira entitlod to reyic .. • .. their pUfsonnel files upon
written request or to authorize, in writing, IByie't'" b\, theif Union rcplescntatives. An
employee or the Union shall be allowed. upon reasonable request. copies of matcfials
in an employee's porsonnel Wa rdlating (0 a grievance. Rec.ords of disciplinary
actions, including rererencBs in iJ perfoHnancc (lvaruatkm. shall be removed from 3
personnel,Me upon written request by the ~mployee cr in 1ho normal process of file
review after a perivd .of thfO~ \Iears, or sooner as mutually agreed bV Management end
the emplove~.
~n 4. Rel~lnfgHIl§_1iO_Il. The City will only release information to creditors
or other persons upon prior idontification of the inquruH lind acceplable reasons for
1hf.: inquiry. Infolmation UHH~ given 'from pOJsonneJ lilos is timit&d to verification of
employment, rength of omployment and veri1icatiof\ .end disclosuro .of ,salarv range
information. Rolease 0'; more specific information may. bEl aulhori;zed by the-employee.
Section 6. Promotion." QnoQftUnlliat.
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Promotional (lppor~unitiea: (or classi1ications wilh in the represontation unit
will be posted 'or at least ten 1101 wor"ing days (Monday through Friday)
prior to solection.
Outside reCi'uitment mav be used for promotional openings and may begin
~t the time of posting, or Any (ime thereafter. If. however, there, 8(e three
Of mOle qualified intEirnel candidatos withln the dapartfMnt where the
vacancy occurs. outside candidates will not ba ccnsidcred.
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(b) lnllill.~~.!e Eligibilill1.
An non-probationa/Y representation unit emp[oyeos are elfgible to apply ror
posted promotional opportunities. except that management may waive
this requirement for all probationary employees within the department
where the promotional opportunity occurs.
fe) Selectiqn.
The selection p/ocedure for each promotional opening will be detormintid
end admin'lstered by the Human Resoulc6S Deparlment in consultAtion
with the requisitioning department. Seloction procodure and tob
description information will be availabla at the Human Resources OffI-C6
at the time 01. postilig. Efforts will be m~oe to standardize 165(5 and
procedures where standardization is feasible and appropria.te. Any tests.
used shall be reasonably predictive of success in the classification, and
tests: not be biased with respect 10 (ace, S13X, sl)xuat orisntatio". r-eligion,
creed, poritical affiliation, color. national origin. anccstfY. or age.
Selection procedures may incrude any or all of the following phases:
{1) 8..P..pllill.on. Both inside and outside candidates wiH tnako
application on forms specified by the Human ReSOurces Department.
Applications must be submitted to the Human Resources OffiCI;.
(2)
(3)
(4)
(5)
Scre~ Applications will be sCfeened by tho Human RcsoUices
Department to ascertain whether candidates meet minimum
requirements as outlined in the job description. Interllal candkiotes
deemed not to meet minimum requfrElments may sllbmit addilionel
qLlaliffcation information
writing within three working days of nOli'lcalioo of requiremenl
deficiency.
Performance Testing. Performance tests. such as typing l machinery
or vehicle operation, skills demonstration. phrsical.agWty, etc .• wilt
be qualifying. Pass-i.ail points will be announced in advence for
qualifying
tests. If requested in w(iting prror to the test. performance tost may
be witnessed by Union steward.
~...rl.1w.n Tests. 'Written achievement or aptitudo tests will be
qualif\'ing. Pass-fail points will be announced in advance for
qualifying tests.
Interviews. Appraisars. Interviews may be conducted indi .... idualty or
by interview boards and will be qualifying. rnterview boards sn:J!1
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be composed of qualified and unbiased people. Where interview
b()srds are used, Management will include at least one bargaining
unft emproyee on each board. It individuar intervjew or an interview
board is used, 8 mlljority of the individuals or bootd members must
recommend a can"didate in order for the candidate to qualify for
appointment. Performance .appraisals written by candidates'
supervisors may be used as indicated in the selection procedure.
(d) ReCOmmended Candid'!1a
Candidates who successfully complete all phases of the serection
procedure wilf be recommended to the appointing authority.
Ce} Seniority, for purposes of this Article, will be based on current service hire
date of record in a regular classifjcation with no adjustment tor leaves of
absence. Seniority ties will be determined in favor ot 1he employee with
the fowest employee number 'ast five digits. Exceptions to 1his
subsection may be estabHshe.d by mutuar agreement on a departmental or
divisional basis. Such exceptions are listed in Appendix G.
m Appointment,
The appointing .authoritv will make <lppointments from among those
rscommendod candidates who are most ql.Jalified as determined by
objective review of seleclion procedure results and background materials.
Witl, regard to promotional opportunities, tho following factors will be
COflsideredequally in making appointments: Past performance, affirmativfl
action and seniority. Additional information regarding the application ot
past performance and affirmative action criteria to specific openings is
available upon request from the employment administrator.
(gl Viol~
Any violation of this Article may be appealed to the Human Resources
Director in Step HI of the gri8.vance procedure.
Section 6. Untt employees applying for a vacant equal or lowor paying pOSition shall
have the same rights as unit emproyecs applying for a promotion.
SectioD 7. Apprentice POljtions.
(e) The City shall establish apprentice positions wherever feasible. Length of
apprenticeship, type of trainfng .. and pay levols sh.all be by mutuat
agreement. Where possible, apprentice positions will underfill regular
positions so that incumbents may automatically progress to the
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classification (or which they are training upon succ~ssful completron of
apprenticeship. The City will meet and confer with tha Union before
adding any new apprenticeship programs during the term of this
agreement. All .apprenticeship programs are listed in Appendix B.
l~t1.<m..JJ. In as:signing omproyep.s to regular or speciar shifts. trflnsfer, standby,
overtime. Qr vacation solection, ability to perform the work. length 01 sArvice and/or
oquitable rotation shell determine tho assigriments. In accordance with this proviSion,
moro definitive rules may be arranged by mutusl agreement of the Union and
iodjvidua~ City departments.
aRTICLE VII • PAY RATES AND PRACTICES
ia) Effective with the pay period including May 1,"1.994, '11 L75% increase
at the E·Stop will be applied 10 all classifications in the r.eprosentation unit.
(b) Effective with the pay period including MAY 1,1996, a 2,0 % incre •• o at
ths,E-Step \vill be: applied to aft chtssifications In the ropr~sentali9n qnit.
(c) Salaries for aff represe.nted classes during the l'flrm of this Bgr-sement are
listed in Appendix A.
§.§.&tlQn_~.s.~-ln.c,e8_~Qj. Merit advancements from the first salary step to the
second.salarv step shall be granted at six-month intervals and between second and
subsequent steps at one·vear intervals if tno affected employee has demonstrated
continued Improvement and efficient and effective service. For the purpose of
dotGrmining slep time r9Qui/ements~ 1ime will cllminence on the first day of the month
tolnc/ding with or following entrance onto a sala/Y step. Step increases shall be
eUeclive on the first d~V of the payroll poriod in which the time requirements have
been mot.
S6e~911 3, Annual Adlus!mrul1. Annually, oach employee who holds a regu'.r full·
lime or (ogulBr part·trme appointm~nt In the municipar service on or before July first
and continues fn such status through the 1irst pay period in December shall receivel
in addition to the salarv prescribed he/ein, 131 salarv adjustment equal to one percent
(1 %) of tha omployee's current annual salary; or at the employee's option and subject
to managemont approval. 24 hours paid leave to be used prior to the January 31
following. Annual adjustments 01 time off shall be prorated to reflect appointment
from January 1 through July 1 or the current year, part·timo service or interrupted
service during the year.
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Sectlgn 4. Working Out of C'aul~.Q.fl. Tho term "working out of classification'
is defined 8$ 8" Management authorized full-timo assignment to a budge1ed position
on 8 temporary besis whorein all signiricant dulies are performed by an indivjdual
holding e clsssific6tioo within Brower Cl')rnpensation renge. Pay tor working out of
cl.ssification sh$1I be as fO!lows:
lal Emproye(ls appo~l1t(ld ,to unfilled roquisitioned pOsitions on an ·out of
clas$ification" basts wiff re(:oiv$ acting pay wHhin the range of the higher
classification beginning the Hut day of the assignment. Whore out·of
class eppointrtu:,nts last for n\ore than 90 days, and whenever feasible,
out-or-clsss app.ointrnent will be rotated among qtJ8!ifi~d interested
emplov •• , In the work group.
(bJ F.mployees apPOinted to 3 position for vacation. sick lel)ve or other leave
ol.absenc6 covc,ogo will receive acting pay within tho range of 1he higher
dassilicaltOn· .after hNQ dtlvs af 3ssignm6:nt in the, acting position
cumulatIve over the agreement yoar (Mav 1 to May 1).
Ihe stop wilhin 1I1O rango of the highor classification ..... ill be the step at which the
employee would be paid il peHnsnently appointed to that classification.
Out·af-classification pfolw'isions do not apply to work assignment performed in
connet.:-tirJn with specific predel6fmined apprenlicoship or training programs or
declared conditions of public perij and/or disaster.
fa) During tt18 COWSo of this ag{oemsnt. tho Union and affected employees
&tUtU bo notified in advance of ~ny conlemp'atod changes in classification
description, and such changes sholl be subject to the meot and confer
proceu during Ih6 te:w' of thiS Memor.andum of Agreement. If tho Union
8.'ld the City cannot reach agreement on the appropriate pay level from a
job 66 reclassified. tho classificalion shall revert to its former status.
~ct!on 6, JofLRQ.:.cvoluatlQn.
(eJ O"Hing those years in whioh negotialions do not occur dlJO to multj·year
agreements, an employee or hislher representative may request in writing
a rEI-evaluation of his/her job bas(ld on significant changes in job content
or ~ignirjcant discrepancies betwoen job contont and c'assification
description. 'Ths raques! must contain justification and may be made only
during 1he period of Oecember 10 through January 10. A statement by
management that a job uHwaluation requast will be submitted with the
departmental budget dOllS not relieve an employee from the responsibility
of subrnitling hisfhe, own reques1 during this pe,iod. The Administrator
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of Compensation will respond to such requests in a timely manner. II
meetings are herd. 1he employee may request (epres{!nrolioft, Any
chunge. determined will become errective tho first pay period of the
. following fiscal year, or the job will be returned to its prSl/ious.'stalus.
~n 7. Advarute of V{lcatlon Pay. Vacation pay shall bo made al,oairabre in
advance of (egular pay day provided 1hat emproyeo roquesls such tJol/tJnce-in \·,riting
to the Finance Department at least two "· ... eeks prior t9 hfs/her vacation d.nte. The
employee's supervisor must verify vacation dato on the rellue"St.
SaC1iQO 8. Assignolltnt to a l~u.tiQn, All vacancies in read pf.lsitipl1s shall be
filled in accordance with Articre VI. Soclion 5. The pay rSNgo 1M the load position
shall be SBVfm percent above 1he pay st.ep of the highest paid employe.o Orl the Cfew.
Departmenta' I'lxceptions for tilling Jead positrons on a rotational basis lor training and
development purposes may bo <Hfange-d by mutual agreomtHH of the Union and
individual City departments. ClJ(reot except,ons aro listed in Appendix C.
(a) Management and the Union havo agreed to a ccmpellsalicr) survey dafa
base sl:ructu(e which identifies specific benchnl3rk c!ass!iicatlon-s, lio
classifications, agencies to be sUIvoyed an.d survey c~as$ificalion mafchos.
The data base is intended to eliminate duplicate efforfs in surlieying and
attendarlt data disputes. The survey data base will be upd8ted by
managemf.ln1 and 8 copy sent to the Union· six W(>tKS prior 10 the
expiration of this agreement. This survey will become the basis for
special adjustment proposals in successor agreement negotiations, By
agreeing to a survoy data base, neHhc( Union nor management is under
obligation to propose or agree to special adjLlstmonts.
(b) At the riflquesl of either parly. man:!.lgemenl end the Union may
periodically review the data base stwctW-8. Application fOf realignment
review must be made no rater 1han December 15 of tho yoar before
contract expiration. Such review may incrudb' examinstion of lio:
classifications based Ofl sa'ary surveyor other ¢bjectivft data.
Section 10, Realignments Bnd ~~_n-'Ill1D1l,
(a) ~ablishment of a mutually aqreea~~Jtltlt4.S.Q. Managoment v/iII
meet with Union representatives to review managemont's survey and
benchmarking system for tho purpose of estab!i~hing a mutuallv agreeable
shared survey data base. The data ba!ie structure including classes to be
sur ..... eyed, tie crasses .. internal alignments withIn job families, agencies
surveyed (public sector and utility or special disuicts where unique survoy
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matches occur) and survey class matches will be completAd by
September 15, 1991.
Ib) Collection of survey data. Collection of survey data effective
September 1,1991 will be completed by October 31,1991.
(e) Implemel"ltation of special adjustments. Meeting and conferring to allocate
the agreed upon spocial adjustment amount, based on the survey dillta~
will be completed by November i5, 1991. Speciat adjustments will
become effective with the pay p.riod ending December 13, 1991. Priority
consideration wiH ba. given to all classes that requested 8 wage
realignment during April 1991 negotiations., but adjustments wW be based
on survey data.
(dl Shared survey d.J11L~ The shered survey data bas. will be updated
fOUl to six weeks prior to the e;;:piration of this agroement and become the
basis for special adjustment proposals in succeSSQr agreement
negotiations. By agreeing to a shared survey data base, neither tho Union
nor Management is under obligation to propose or agree to specific special
adjustments, The shared survey data ba!le is intended to eliminale the
need for duplicate efforts in surveying Bn.r! attendant data disputes,
(e) Mo~~Q.QQ.fjhared survru~ruJt~. At any time duling this process
the parties can mutually agree to modify the shared survey data base in
any manner,
A!!TICLE VIII· HOURS OF WORK. OVERTIME. PREMIU.M PAY
~clion 1. Work Week .!!.!!..'li~. The standard work day for regular employe.s
shall be eight hours to be worked within a maximum of nine hours (five·day WOfK
week) or ten hours to be worked within a maximum of eleven {four·dav work week}
or nine hours to be \'mrked within a maximum of ten for four days with a fjfth day of
four hours (four and one·half day work week); or, within a fourte~n·day period, nine
hours to be worked within a maximum of ten hours for eight days,and eight hours to
be worked within a maximum of nine hours for one day. with the work weok
scheduled to begin so that forty hours are worked within each sellef! days of the
fourteen-day period (9180 plan. with forty-hour work weeks!. The "9180 plan" may
not be used in any application that requires entitlement to FLSA overtime for working
the (egular work week, With the exception of the "9/80 plan" tfS destribed above.
the standard work week shall be forty hours to be worked within five consecutive
days. Additiona! exceptions 10 the above are'jisted in Appendix D. The Union shat'
be notified of any further exceptions to this section in accordance with Article III,
Section 8,
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Owing the te'rm of this 'agreement. employees, subject to the conditions ot their job
assignment. may propose an alternate work schedule as listed under this Section,
Such proposals must be made to the department head'through the immediate
supervisor. Serio-us consideration wiil be given to the feasibility and productivily of
suchproposats. however Management retains the right to determine schedutingneeds.
Sectton 2. Overtlme!ll2tl\.
(8) Overtime work for all unit employees shall be defined as any time worked
beyond the standard work day or beyond the standard work week.
Ibl Compensation to employees working ovortime will be in the form of
addjtional pay at the rate of onD end one-half times (two times for billable
customer convenience overtime) the employee's basic howly safary with
the exception that an employee may request and, upon approval. be
granted compensatory time off at the rate ot one and one-half hours for
each hour of overtime worked, subject to the limitations of applicable
state and federal Jaws.
In the event compensatory time off is used as the method of
compensating for overtime, the time oft will be taken prior to the end of
the quarter following the quarter ill which the overtime has been worked.
In the event the employee is denied Ihis prevision, he/she will be
compensated in pay fOi" such time at the appropriate rate specified by
these soctions, or at the emproyee's option. the oarned compensatory
time wilt be added to the employee's v~cation balance,.
iel Af' tima for which pay is received shall count as hours actually worked for
the computation of regulBr overtime pay; however. non-productive time
will not be included ;n computation of any additional FLSA premiums.
fdl When an employee works. 14 hours or more in the 24 hour period
immediately previous to the employee's shift starting time, the employee
will be allowed an eight~hour rest period before returnjng to work. Other
rest period arrangements may be worked out by mutual agreement ot the
employee and supervisor. Any portion of the re'st period falling within the
emproyec's work shift will be considered as IWLHs worked and
compensated at the straight time fate. This provision does not apply to
conditions ot bona tide emergency. Bona fide emorgency conditions arc
conditions involving real or potential loss of service or property or personal
danger.
(0) If non·emergancy ovenlme is canceled wi1hout at least 40 hours notice.
the City shall pay the affected employees two (2) hours pay at time and
one-halt.
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(1) Employees working overtime who are too fatigued to contiliue or return
to work. (or safety leasons wilt be released from duty without
cQmpensalior),
SQpt1QU 3. Work~, An omproyoes shail be assigned to work shifts with
scheduled starting end quitting ,times. Should conditions necessitate a change in
starting and quitting Ii nHI S, the Union will be notified ten (10) working days fn
Sdvence and pormitted to discuss such changes with the City. This .. however, shall
not preclude the City's right te> eftect schedule changes dictated by operation.1
OfX:6ssitV. This section dDes not apply 10 .overtime scheduling.
~.ll91L4. City·Pold Emergency Me.tt.
(8) For PUrpo.sos of this section~ emetgency overtinlP. is defined as overtime
arising out 1.1f situations involv[ng (6al O( p01ential loss of service or
property or personal danger. The City will provide meals in the following
omorgency oycftime: situations:
(11 V-Ihen ao empfoyee is called back and is on duty for a period of
threo consecutive hours, and thereafter at in1erva~s of five hours bu1
not more than six MaIns until the continuous overtime assignment
ends.
12) When an employee is held over on duty so tha1 his/her combined
nOlmar work shift and ovortime assignment exceed six continuous
hours·from hisfher last mea' and one and ona-half hours after shift
end, and th.ereafter at intervals of five hours but not marc than six
hours until the continuous overtime assignment ends.
(3) When an emp!oytlB I$-called ou1 two hours or more before a
,egulolly schedulad day shift Jnd works tho regularly scheduled
shift. he/she will be entitlad to breakfast.
(4} When recallod two hours or less after the end of a regular shift,
unless assignad to standby.
Ib) Toa City will provjde mears. (or personnel assigned 10 non-emergency
overtime work where the assignment extends more 1han one and one-half
hours alter the shitt end and six continuous hours from tho last meal
unless at foast oighteon hours~ advance notice is provided.
1~1 All meals provided shalJ be comparable substitutes for the employee's
regular meals. Whore possible the City will arrange purchase orders at
mutuallv agreeable res\aunmts.
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Cd) In the evont an emprClyoe is to be jJiv.., ... rded a 010.11 or mears pursuant to
this section and such mearfs) are not provided due to wOl'xing conditions.
the emplovee shall have the option of r-!tceiving tor each moal not provided
an additional one hour of overtime compensation ;n lieu of such meal.
SectioD 6. 'Rest period§:, AU employees shall be grantod 8 {est period or coffee break
limited 10 15 minutes duting each four hours of \\'Ol~. Ocpanments may make
leasonable flJI&s concerning rffst period ~cheduling. Rest periods not taken shaH be
waived.
Sectlon 6. Clgan.UoJJ.m2. All empfoy'ees whose wor$c: CaU5!S (hoir person or clothing
to become soiled shall bo p'rQvkte(i with roasonabfo time before fUflCh .end;at shift end
for wash-up purposes.
Soction 7.-.SJl!O.Ql!Len~._C&QQl..Ero£.
la) l?tandb.!LJ::'Q(1Jll.oJ1H)jm
Employees performing standby duty sh.oll be compensated at the rates
established be/ow:
Monday through Friday
Saturday. Sunday. Holidays
f'3Y P~rjod Including
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$36 por day
$53 "er day
$38 pe, day
$56 pe' day
Employees not otherwise excludod from receiving o .... enima pay Wl10 are
called ou( to perform work shall boJ compensated lor al feast two hours'
pay for e-ach occ(Juence at the oppropri.olfl overtime fate. This; provision
. does not applv to e.mployoes called out to \,\'ork whije earning pay for
being in a standby s.tetut.
Section 8. Night Shift Premlym ... ~n addilionel $1.05 per how effective with tho pay
period including May 1. 1991. and $1.10 per hour aHacliv~ wi'" Ihe pay poriod
jncluding May 1. 19S2. night shift premium shail be paid to empfoyeas for work
performed between 6:00 P.M. and 8:00 A.M. A minImum of two flOurs must be
workl3d between 6 P.M. and 8:00 A.M .. to qualirV for tho prefl1ium. Employees who
regularlv work night shifts shall tEn:'oive appropriate nighl shift premiums, relati~ 10
nrght shift hours worked~ in addition to base pay for hotidavs. sick leave and vacation.
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ARTICLE IX -..\1MEQJlM.s..MiQ..!Q.QL ALLOWANCES
SScVQO 1. Unjfo!'ID.I.
fa) The City will provide uniforrns. coveralls or shop coots on D weaklv tJssis
for the following jobs .end/or classifications:
Assistant Storeke6per
Auto Service' Mechanic
Bu'ilding Service Person· Lead
Building S9rvice Person
Cement Finisher· Lead
Cement Finisher
Chemist
Engineering Technician III . Refuse
Equipment Ope~ator
Equipment Operator· Lead
Facilities Carpenter
FaciILt1es Electr1cian
Facilities Maintenance -lead
Facilities Mechanic
Facilities Painter
Field Serviceperson
Gang Mower 0pC3rator
Gang Mower Mecnanic
Gas System Shop/Field Repairer
Golf Course Equipment Mechanic
Golf Course Mtlintenanco Person
Greenskeepef
Heavy Equipm~nt Operator -lead
Heavy Equipment Operator
rndustrial Waste rnspector
Industj"jel Waste Investiglltor
Instrumentation Electrician
Laboratory Technician, Water Quality Control
Mail Services Specialist '
Maintenance Mechsr.ic, Water Quality Control
Mechanical Unit Repairer
Meter Reader
Meter Reader -Lead
Motor Equipment Mechanic· Lead
Motor Equipment Mechanic
Offset Equipment Operator· Lead
Offset Equipment Operator
Park Maintenance Assistant
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PI'HK Maintenance Person
Park Crew -Lead
Park Meinten.nce , lead
Parks & Open Space Assistant
Aefuse Disposal Attendant
Senior Chemist
Senior lndusttial Waste Inspector
Senior Instrumentation Technician
Senior Oparator, Water Quality Control
Sonior Mochonic, Wator Quality Contlol
Sprinkfer System Repeirer
Store ke, per
Street Sweeper Operator
Street Sweeper Operator -Lead
Troffic Control Maintainer -Lead
Traffic Control Maintainer H
Traffic Control Maintainsr I
Tree Trimmer-line Clearer
Tree Maintenance Assistant
Tree Trimmor·Line Clearer Assistant
Tree Trimmer·Une Cloarer . Lead
Tree Maintenance Person
Truck Driver
Utility Field Service Representative
Utility InstalierlR~pairer
Utitity Installer/Repairer Assist~nt
Utility Installer/Repairer -lead
Water Meter Repairor
Water Meter Repairer Assistant
Water Ttansmission Operator· Lead
Water Transmission Operator
Water Quality Control Plant Operator
tb) Foothill Park employees who are required to wear specific clo1hing in 1he
performance of their jobs shall receive $300 effective 'wi1h the pay
period including May 1, 1989, and $350 with tho poy period including
May 1, 1990, pet year uniform allowance. Parking Monitors. Animal
Control Officers and Community Service Officers when assigned to
Traftie DLvision sheff be issued City·owned uniforms for which claaning
will be provided. As soon as possible after M.ay 1, 1989, Parklng
Monitors shall be issued two additional summer shirts. If any other
employee is required to wear a uniform during the life ot this
Memorandum of Agreement. 1he City will meet and confer with 1he
Union concelning the establishment of an equitabre uniform allowance.
All uniform allowances shall be paid bi·weekly.
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Coveralls will be made available for occasional use as needed to protect
cfothing for the fo!rowing classifications:
Building Inspector
BuJlding Inspector Specialist
Building S~rvice Person· Lead
Cable Splicer Assistant
Chiof Electric Underground Jnspector
Eloct,ical Assistant
Electrician
Facilities Mechanic/Painter
Gang Mower Mechanic
Gang Mower Operator
Heavy Equipment Operator
Un6PorsoniCabie Splicer
Sprinkler System Repaire{
Utility rnsteller Assistant
Utilit\-' lnstallerlRtlpairer
Utility Installer Repairer -Lead
Employoes required to wear uniforms shall be provided suitable change
lOoms and lockers where presently provided.
EmploY(lo clothing seriously damaged or destroyed in conjunction with
an industrial jnjury wilt be reason~bly replaced by the City. Any other
claims alleging City liability may be tiled with the City Attorney.
Notlllithstsnding Soction 1(b) abov&,thu.Union and the Cityagre. to a
foinLcommllt.e for the purpose af incllJdingPark Rimg.l'l'ndS~.ldor
Ranger in.Seclion 1(a) ot.thjs Article,Commi.!!c. re~()mm.hdali~nswil!
Pe.nwde no latei thall Octob.r', 19.~.4.Untirag~.~(I)lInH~i. •• cJi.d.the
titY wintont;niJ. the ,curr."t un\forrr18Jlovknoeofil~;~~:Mr.Ray
perkiit 11350 ".r year); Ifth&j'a{tiq.ar •. ~n'l1l~ f9r',a¢)jml.iI<i~1
egt~m.nl by th ~.·aboy.~et.; th.C;iW'IVjII·cQil1iilii.~W~or,y)If~\\).anc~
attha . .r8ieQf ~ 1 ~<4 "I' "or pay: perioil' r$3.~Op. r",~il ,) .fi>Ytl:!~ir.fT)#lnd. [
of!hosgr •• "...,M;
-On ,a nrna '(9)" month 'ida!' basis, 'toe,;Cily. will . rmlk,G',avaHebl,e,: ,(I~"',an
alternative to theorangnhi/I$ .currenllypr.,vided unMrSectiol)·l {a),Si"
(61 ... a'~jI •. ~!t<i0 .I'0Jo$h1m' ..••. EI11~loyee"Wi!I·.J)~r~~il~~~iblel~i
laundennotl!.B shl,te, ·.Dama.ged 0 'jllhe, wi.o· unweMablri.s~jr1s.YAIl be repl~c';d by. the'Ci!:\!; At~he.ri d'lt!hell}",orirn ~i.J p~~,,~th~ Ci~'. nd.
the .Unionwill meet .w.disCU$$·· modificationai>dfor.··permanent
implc~ent8tion, undef;this, secti~n; , ,
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§§j;tjoll:1. Tool Allowao.~.
(81 Mechanics in Equipment Maintenance shall be paid an annual tool
allowance 01 $383 eUectivQ with the pay pOliO!! including May 1. 1991,
end $402 ellective with pay period including May 1. 1992.
Ibl All tool .lIowanca. sholl be paid bi-woakly.
Seelig" 3 .. Soloty Shoe AI~ca .. The CitY sh.11 leimbulse employee. 75 pelcenl
of the cos! of job'lolated ,er.ty shoes upon va,irication 01 such purcha.e by !he
employe •.
(sf: R(ltn)acfj'v~:to'1.93, 6'rriptoy&es who ,Me required to maintaincommorc-'.al
dtiv9f"$liCtl!'l$¢S ~h.111 nav'S ~o31S for 'medical exa,nYrl8ltOn paid throLlgh
thei, PEMHCA provide" Aftol benefits hava baen paid by the PEMHCA
provider .. upon prasoototion'.'of proper documentation, the City will
foio1QOfS9 any rem~1lnQ &X4.!n.iofttiQf1 coslS. Em.oloYl3BS may use paid
reave: for ,attendanco at e.chc-rluJed medical sxaminations.
(b) 'The City ~\'HI pay sp-ecia! r('gistr.o:ion ,and/or certHiclltion fass which Q:{9
,squired by managemon!. During the t$= of this agreement, ths CitY
8n" .. the union may. by mutual 8~/Oomant. r.villw. add ordst.te
~t~oiHiclilions ~nd/ol reqwi>d CottHicDtions listed bolow:
~lclatrisp.~$p6C ..
En9IP~e(
EqllipMalnt &l,y Per.
13011 C~4r4. M.intP.Is
rndVGt Wa~t~ InspaCior
Me.ch Unlt Repalre,
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Emission Control UC6nse;
!\\M,EKCIII.lenca CeIL
ICBO .Ce~ri¢$t.
ProfassloMl EiJplooar Cert,
(fl>< EStep)
Forklift Operator Cert.
,OSHA·approvad;
Que1lfled. Applicators' ·lj~en~!l
Backtl~l". Pre"antion O~vice·Tester
Welding Co rti Ii cate
~ptiirii~d'~4lir/JMech , Hti:Lead' '. .... . !I .. ",,,,,,.,
~:Q~"i:.i!~S!f,~9.C;" .. ,'"
¥~l~')ii.ri~ilt~~,;, ,
W.te(T'aosOpo,
en<jlead ••
wa.e !'lant Opo r I
YiilCP1a"tOper II
wac Plant Ope, Train ••
WatoiMBler C'OS$'
Conll8ction Tech
fMS,ASE
<3",<le III W"S!e\V4!Or ,Tlo&tJiionU'!anl Opji'¢e!i;' .' ..
. Uc"n~dd tend $uN.avo,
P:~IY.lllVl.noFU$ing Cort,
, A~IOl.I. H~.I!h.Te.eh, Carf.
Grado IIWatot Troetnlilnl
Oporeto'Cert. .
Grad. I Water TrO •. tmool
OpaI~I'" Cort.
Giada il Water Tre,IJ'lmeM
Opo,oto, Cort,
Grodo I Wier T.e.tlMOr
Opo,.lo, Cort, .
Backftow PI.vention TO~lo( Cott.
Section 1. FjXBd.!tQfuIJt~. fXCBpt 8S other'lo"ise provided, employoes wilhin tho
representation unit shall have the following fixed holidays with pay:
January 1
Thi,d Monday in Jonuory <Martin luther King Day)
Third Monday in February
last Monday in May
July 4
First Mondav in September
Second Monday in October
Vaterans' Doy, Novembe, 11
Thanksgiving Day
Day after Thanksgiving
Decembor 25
Either December 24 or Decembor 31 (sea belowl
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Employ.es shall be excused with pay for the full work shift on oither December 24 or
December ~1. provided however that City facilitios remain open with reduced s.l.affing
levels r that Manag~menl retains the right to determine work schedules, and Ihal
neither day be C'1nsidered a holiday for purposes of prernium pay. If employees are
not excused pursuant to this pro\fi~ion, one shift of vacatioll credit will bo added 10
their vacation accrual.
In the event that any of the aforementioned days, except for December 24 or
December 3', faUs on 8 Sunday, the following Monda).' shall be considered a holiday.
In tl1e event that any of nle aforementioned days fArts on 8 Saturday, the precfding
Friday shall be considered 8 holiday. It Oecember 24 and 31 falls on Sunday, then the
p/sc.eding Friday will be designat6d for purposes 01 tile holiday. Exceptions to this
provision are listed in Appendix E .
.s.§.Q!h~.n 2. Pay for Fixed Holidays.
(al All employees shaH be paid a fuil day's pay at their regular straight tirne
base hourly rate for all fixed holidays as defined herein.
Ib) An emproyee must be in a pay status on the work day preceding the
holiday 10 be eligibJ€ to be compensated for a holiday. This :subsection
does not apply to an employee who is on an unpaid medical tcavo of
absence of less than five (5) days. .
,§;actron 3. Work on FixellJ:jolidays. Any employes required to work on a fixed
holiday ~hall be paid time and one· half for such work in addition to his or her regular
holiday pay. Work on a fixed holiday beyond the number of hours in a regular shift
shall be compens'&1ed at double time and one·half.
:$ection 4. Veriatrons in Work Week.
(a) An employee whose work schedule requires that his Qr he. regu'ar days
off .be other than Saturday andlor Sunday shall have an additionel day
off scheduled by the department in the event a fixed holiday falls during
hrs or her regufarly scheduled day off. Every attempt will be made to
sch.edule the dEY on a mutually agresi3ble basis. It the day cannot be so
scheduled, the employee shall ba paid for the day at the straight time
base rate.
(bl Fixed holidays which fali durjng a vacation period or when .an employee
is absent because of ilrness shall not be charged against the employee's
vacation or $ick leave balanca.
S,Wtion 5. Floating 08V.LQ1f. Floating days off with pay will bEl scheduled by
Management as follows so as to produce three·day weekends:
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"""e 1991 -GRe4Ioe1io~ <le,( elf
A~gbl9t 1991 Ol'le fle8tjA~ da',. eff
S&ptcmbsr 1 901 9,,6 flsetiAg &&'t aU
Msro." leal OR. 11 •• lil'O .av efl
A~,ir 1 Q92 Ooe 110.ti"O ~
J.ttft.e-.l--9&2 01"10 fleSl;AO as) ef(
~ot--W92--One lIe.li"o .a;' eU
Se~I.",b.f 1892 Ono tr •• t;ng .av elf
Mefe~ 1 eea OAO lI.eling .Ov el#
Allrir 1993 ORe .'eetiRg de'" elf
J~R9 199a O"e tl •• ling dey ell
~-OAe troBtiRg .e'/ elf
September 19Sa -ORB tfeotiflll ae, eft
_le94 ~~
A~'il 1994 -Grte-#eetiR§-<lay-elf
Jl.iWi9\l4 '.' ':':.l!.oJj~~!l~.1iJ)iI <1~Y .. orf iUlg':'~( j 1194 •... , , ·.~jHOrl~tJ6.tfrl".!fay.of/
s"pteirib&i J..9~4 ,.", On. floalingdoyoff
Matcll1995Y /!;I!!oniif/oatlng,dayoft
ApWi996 ·'·'".c'on~.f1p~t1ngd"v off
Ju".J99!?,,<, ,<, 'Or)i ... flQ~tirigdayOff
MIMtJil95>;:. " " ,On8fIQ~iJtllj'd .• y ~fr
Sep~.mb.t1995 ,j '·!9~efl()atin\l(!.l'off
M"c}'199ICJ;,'9rM.flo8Jlr.gdeV:()1( A#'ilil~,9f~' . 'L;cP~"~l<?~tirill·d&Y~ff
The following conditions will hold:
. (a} Management will designate the scheduring of the paid day ott under this
section at least thirty days in adv~U1ce.
(bl If in conformance with this section Management is unable to schedule a
day off in the month indicBted, tor reasons of shift operations~ work
scheduling or any other reason, the day will be addod to the employee's
vacation accrual.
(c) If an employee fails'to take a day off as .cheduled by Mon.gement under
this section, tho day off so schedule will be forfeited.
ARTICLE XI ,VACATIONS
Section 1. Each employee shalf be entitled to an annual paid vacation, accrued as
lollows:
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tal loss than four (4) years' conlinuous service··ten (10) working days pel
yoar.
~bJ Four '{4l ye~r$' continuous sarvice through eight (8) yoarsF continuous
service··fifteon 115) working days per year.
lei Nine '9) or moo(e Y43"ars~ continuous service··twenty !20} working days per
year.
Employe,es. may -accrue UP to three limes their annual vacation leave without los$ of
vacation days. In tl10 ovent .the City is unable to schodule vacation and. as a result
tlHHeof. the employee is subjoct to loss of accrued vacation the City shall extend the
vacation acclUel limit up to one year in which time the excess vacation must be
$chij'dufed .and takon. As long as there is no interference with departmental
opotatioos. thore shall be no unreasorrable restriction of increments of use.
Em.pfo)·oes. -shaH completo six f61 months' continuous service before using accfufld
vac:ation teove.
Socti.J2.n. . ..2.t. .. _ltQ]J~f~yJ~.I!lnR_O_1l.ti.ru.t..Y-{lQ!Hlon. In the even1 a fixed holiday as dafined
in Articl& X falls wjthi" an emproyee'~ vacation period, which would have excused 1he
employoe from ~'"ofk land for which no other compensation is made). an additional
\"iNk. .Gay for such hoilday shall be added to the vacation :ea..,e.
Sll~qrL:3.t.J1lfl.O.uJ!.u.rlng.YMa1i9n. When an employee-becomes ill whife on vacation
;and such illr'IEiSS con be slFpportod by a statement from an accredited physic.ian or the
employeo is hospH.alized for any period. the employee ShBlI have the pe/iod of illness
. chlHged again!;t sick leavo and n01 against vacation leave.
~_ru<l!9!L4.,_&W!§i;lY~~fQr Dec •• sed Empl2Y'lH. An employee who is
e{igible for \lllcation laave and who dies while fn the municipal service shat! have the
amount of eny ac'ducd vacation paid to his/her estate within thirty days. This
proration wlU' be l,;ompu1ed at hisfher last basic rate of pay.
Section 5. ruw~~ru!tl!..MllilP~Ul!l. An employee who interrupts service
because of extended mftitary leave shall be compensa1ed fOI accrued vacation at the
tima the leave bocomes eftect[ve .
.§.M!ion 6. YlCstti.2D....11 I(![m1nBti~Hl. Emplovees leaving the municipal service with
accrued vacation laave shalf bo puid 1he amounts of accrued vacatioi1 to the date of
termination.
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ART[ClE XII . U;AV~YJ~QJ'i.$
Seo\[o" 1. Sick l~,
(a) The Ci'ly s!'\.ell provido oach om'provee with naid sick loovo, earnod on 8
daily basjs and complJled at the rata of 96 houfs per yoar, with no limits
on amounts 'that 'may bo .accumulated, exc'6pt to at for emplovees hired
afto( Ju!y 1. 1983~ sick reave accrual accumulation sholl be limited to
1.000 h~urs and subsections (0)(11, (01121. and (aH31 shall not apply.
Payment for accumulated sick leave at I(HminatiQn shan be made on[y in
the following circums.taoc&s:
(11 Eligible employe&s who r~&l/e the municIpal service or who die while
employed and who have rirt'6cn or more years of ,continuous s,o, .... ice
shall (c<:eiv8 compensation for unusod sick reave hours in .a sum
equal to two enr;l one-halt percent or their unusod sick leave hoUfs
multiplied bV their veal'S 01 <:onlin~lous service and their basic howly
(al.o of pay at telmination.
(2) Full sick ieave aCC'U./lJ wilf b& Pilid in tho evento' terMination dup-to
disability.
(hI !l§e J)f..,Sick Leave Sick reave shall bo a!lowed .and used ill cases of ~ctual
personar sickness 01 disability, medical Of dentel treatment. or as
authorized for personal bvsiflOSS. _U.~ to five days sjck loavo per year may
be used for mlless. in the immediato family. including' fcglstetad d.o.m&$tic
panoar. A nuw employee-may, if necessary, (lSe UP to forty+cight (018)
hour"s of sick tea .... e at any time during tho fi,st six months of employment.
Any n-egetiva bs!anc9s Ge~ef,lHed by such vlili-laUon Yiill be chafged
against future accwal or deducted '(om 1inal paycheck ii' the evant of
totminatioh.
fe) An employoe who haS' been disabled tN 60 consecutive days and who is
otherwrse ej,g1bl& both fo,-paymanl under tho long·torm disability group
inSUto/')i:8co'Jarog9 and occrued srck le8ve benofits mav. at hisfher option,
choose eithe;,to receiYe tho long-term disebilil'y ban&fits or to uli1ile tho
remainod 01 his/her accrued 'sick' 'oave priol to applying fOf long-term
disability benefits.
(tH Sick leav.o will not ba granted for illness occurring during any leave of
absence unless the employeo can demonstrate that it was necessary to
come under the care of e doctor w/l!le on such other leave of absence.
(el Return to WQr!I..'!{!l.fL.~imil\ill~PJ!!Y. Upon approval 01 de"artolent
management .and tho CitY 'Risk Manager.art emplovoo may return to wmk
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for doctor-approved limitod duty. Approva[ for return to work shall be
based upon department abifity to provid~ work consistont with medical
limitations j the location of the work assignment • .and the length of time of
the limitations. The City doctor may be consultod In determining work
limitations.
§9cttgn 2, BerB8Veml!nt Leavg. leave of absence with pay of three days may bo
granted an employee bV the head of his or her dopartment in tho ovont of death in tho
employee's immediate familv, which is defined for the purposes of this seciion as
wife~ husband, son~ son·in-Iaw, daughter, daugtHer·ln·J8w~ m'othEu, mothor·in.·law.
f8the/~ father-fn-Iaw, brother, brother-in·law. sister, sister-in·la,"" gfandmotnor.
~,ra~dmother-jn.'8w~ grandfather, grsndfather-in·!aw, aunt. uncle. tegj$terd dO~~Wls:1w.
il~!:WiiI, or a close relative reSiding in the household of tho employee. Such 'eave shail
be at full pay and shall not be charged against the ~mpi(Jyee~s accflJed vacation or
sick leave. Request for reave with pay in excess of three (31 days shall be subject 10
the wdtten approval of the City Manager. Approval of additfonalleave will b~ based
on the circumstances of each request with considcrationgi ... en to (:'0 erflploye€l's need
for cJdditional time.
Section 3. Milttary leave. The provisions of the MiHtarv and Veterans' Cede of the
State of Californi& shaff gO ..... Jrn the granting of mitilary leaves of absence and the
rights of employees returning from such leaves.
(a) DisabilitIJ. Leaves of absence without pay may be granted in cases of
disability not covored by sick leave. Pregnancy wHi be considered 8S i'lny
other disability. leaves of absence to! disability ale subjoct tQ phvsi~ians'
verification including diagnosis and medical work. rastriction.
(bl Family leave. Family leave will be grenled in accordance with appffcabla
state and federal law.
(e) .Q1ber leaves. leaves of absence without pay "')aV be granted in cases
01 personar emergency or when such absences would not be contrary 10
the best intert)st of the City. Non-disability prenat61 reave is available
undor this provision, but such reave shall not begin mors Ihan six months
prenatal nor extend more than six months postpartum.
During unpaid leaves of absence for disability or other feasons~ the employee may
elect to use accrued vacation credits. Requests for jesv8s without pay shall not be
unreas:onabry denied. In order to avoid misunderstandings, aU leaves without pay
must be in writing to be effective.
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-S.tQ!!on 5. Jury Dyty and Subp9fUM. Emptovees required to report for jury duty or
to answer subpoenas as 8 witness in behalf of the State' of Cartfornia or any of its
agencies shall be granted a reave of absence with pay from their assigned duties until
raleased by the court,provided the employea remits to the City all fees received from
sl!ch duties ~ther then'mireage or subsistence arrowances within thirty (30) days from
the tormination of jury service.
When an employes returns to compfete a regular shift following time :served on jury
duty or as a wjtness, such time felling within the \YOlk shift shall be considered as
time worked for purposes 'of shift completion and overtime computation. In
determining whethor or not an emplo,Y()8 shall return to his or her regular shift
forrowing performance of the duties, reasonabre cOllsideration shall be given to such
factors as traver time and a period of rest.
When a combination of City WOrK tima and jury duty equals 14 or mere hours in the
24~hour period immediatefy prior to the employee's shift starting time, the employee
will be allowed a rest period of eight hours. Any portion of the rost peeiod farting
within the employee's work shift wiiJ be considered as hours worked .and
compensated at the straight time rate. This provision does not appfy to conditions of
bona fide emergency. Bona lide emergency conoitions are conditions involving real
or potential foss of servic.e or property or personal dcmger.
Section 6. Time Off to Vote. Time off with pay to vote in any genoral or direct
prjmE;ry election shall be granted as provided in the State of Catifornia Elections Code,
and notice that an employee desires such time off shall be given in accordance 'hith
the provisions of said Code.
h!tti211.2. In case of d~sapproval of exttmsion, (evocation or cancellation of an
existing, teave of absence, notice shall be sent by certWed mait retUril receipt
requested, to the employee stating the data of such action, the reason and a spaciHc
date to returr') to work, which is not less than five working days from date ind!ceted
on return receipt.
Section 8. Personal BusI.n~ss Leaye Chargeable 10 Sick Leave. All employees shall
be granted up to twenty (20) hours personal business leave per calendar year,
chargeabfe'to sick reave. The employeB need nDt disclose ths reason for the personal
business. The scheduling of such leave is subjecr to the approval of the appropriato
level of Management, and such approval shall not unreasonably be denied.
Section 9. The department shall make every effort to ensure that employees resuming
work follo'wing a leave pursuant to Sections '·10 sha'f be returned 10 the assignment.
shift, and/or work rocl3tion held immedi3tely prior10 the leave. !f the employeo cannot
be so assigned, he or she shall. upon request, be granted a meeting with department
management to discuss the reasons for tile change. Upon request, the employee shaH
he afforded Union representation -'3t SUGh a meeting.
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~o!lon 1, )ndljatrial remoo",ry Oislll1lli.ti'.
(al While temporarily disabled, employeos shall be entitled to use accruod sick
I.ave for tha first three (31 days fol!owiog the date of injury and thareafter
shall be p.id full base salary for a period of not to exceed fifty·seven (57)
carends( days, unless hospitalized, in which case employees shall be paid
full base salary for a period not to exceed sixty (60) days from date of
injury.
(b) For any temporary disability continuing beyond the time limits set forth in
(0) above, employee •• hell be p4id two-third. 166 213%) of their lull base
sa1arv at the tima of injury for the duration ot such temporary disability in
conformance with the State jaw. '
Ie) Dur,ng the period of temporary disabitity. an employee's eligibility for
h"alth~ dental, rife. LTD, or other insured program will continue with City
contributions (It the same rate as tor active employees. In G8Se of
Subs'E!ctioll (a) above. the employee will continue to accrue vacation anti
sick leave benefits. In the case 01 Subsection (b), sick leave and vacation
ben&1its shall not bo accrued.
§.~Ql{on 2. Training for P$l'mal19l!1!..v..Oiseb'8d.£L!'IJ!!Q~. In 1he case 01 permanent
disability due to an injury occurring on·the·job on or after January 1, 1975, the City
ogree. to abide by Title 8, Chapter 4.5, Subchapter 1, Article 12, "Rehabilitation",
Sections 1001 through 10010. of the California Administra1ive Code, which provides
that a public agoncy will make available to qualified injury workers such a
rehabilitatrorl program. Such rehabiritation benefits are additional benefits and shall
not be converted to or ropface any Workers' Compensatron benefits. The City agrees
loal when any permanently disabled employee requests such rehabilitative benefits.
tho City will meet with the employee and Union representative or Jegal counsel if
dosired to consider f.ormulation of an approptiate and re8sonab!e program.
ARlN-1.E XIV -BENEFIT PROGRA~
(8) Actiye Employees
During the 1erm of this Memorandum of Agr'E'emem. the City wili pay the
antirs monthly premium contributions for employees and dependents
eligible for 1he emp!ovee·selected PEMHCA optional plan. 80th partios
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'~""""'(}~~';'j;,.;;··"~f",,,··.··Z·o=""""""-;" "-,;,
acknowledge Ihel in fulur. yoars the Cily contribulion for PEMHCA
premiums may be ert issue.
(bl ReWcd EmDil!Y!t!l~
Mon,hlv City+pl)id premium contd~utions for a r9tiree'selecled PEMHCA
options' plen will bo made ~ provided under the Public Employee.'
Medical and Hospital Co,eAct.
'a) The City sh.1I pay "II premium payment. on behalf of employ.es. and all
dependonts of employ.e6$ who afe (1tigible fot coverage under the City's
soU·funded dental progrom.
~b) EJfectiv6 M~y 1. 19'87. {he definition 0' "Oependcnl''' in City Enlplovees'
Oef1t~:1 Phm shall ir.clude any other unmarried person under age 19.
entirely supported by tha emploYl:!c. permanently residing in the
emp!.oyee·s household and for whom the employee or the en,ployee's
SpOVSD is (or was before the person's 18th t.irthday) the legal guardian.
{c} The dt'lrHal pl~n maximum benefit per calendar yt'l6r shall be $2,000
beginning With January 1. 1990.
~1iQ.n]. When a City emplovee:$ nHmied to anoUler City employee each shall be
considl1,red a$ an ornpfo)'oe fDr purposes 01 heelth and dental ccverage, provided
however Hist neither s.h.~11 be covered as a dependont of the other, and dependent
ch'ddren. if any, 'Shalf bo coverod by onlv one spouse.
~(t.~ .. Effecliv. July I, 1987, tho provision rde".d 10. as Ihe "bir!hd~y rule"
sh.1I b. added to the "Effect on Senofils" <aclions of the City Employees' H •• lth Plen
end City Employ ••• • O.ntal Plo", Tile "biriMay rul." providos that when two plan.
cover an individual "5 a dependont, that Plan shall be Primary which <.:overs the
ind(viduel as a dependent of a person .... hose date of birth, excluding year of birth.
occurs ea,ner in a calertdar year. If the other Plan dOBs nt3ve a Coordination of
Benefits P(oyisron, but does not hdv(t lois provision regarding date of birth, tn6
pl'ovislon of 1h& other ~&n will detormine.
_~~.9_fu!n 5. B&s!UiioJ!1$J.U~~, The City agrees to continua the basic lite insurance
plan as currently in affect (or thl1 larm of this Mf.lmorandum of Agreement.
~~'lW(!O_~. EHecliv. b.ginning July 1. 1989, the Cily will offer vision
care covo,age for employees and dep6"ndents. CoverC)ge is equivalen1 to .$20
Deductible Plan A undu tho ViSion Service Plan with monthly p:-emiuros paid by the
'employer.
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Stotion 7. Deferred CQmp§.!l§JIlhm. The City shall mako available the necessary
payrorf deduction and o1her procedure$ to provide a doferfed compeosation plan .
.hJuiQ..n~~rn DI'8bility lo,u=§, The City ,hoI! conlioue tho long lorm
disability insurance plan currenHy in effect fl)r the hHm of this Memorandum of
Agreement. with an increase in the: maximum benefit level under Pfen A to $4,000,
effective JulV 1. 1991.
Fat Plan A, emploYije co .... erage is subject to a voTunlory payrol! <f~duclion of Ihe
insurance premium applicable to the fi,st $8.000 01 monthlv salary. IlJss a credit 0'
$11.17 per month to b. paid by the City.
For Plan B, the maximum benofit level is $1800 per month. Emp10yee covoragt! is
subject to a voluntary payroll deduction 0' the insurance premium applicable to the
fifst $2000 of montl1ly sal8iv for Plan B. The CiIY' wijl pav p/(l:miums in e~c'Css
thereof.
The City will pay up to $17.50 per month toward long ~erm drs~biritv insurance
premiums for those employees without eligib!e dependems covered under the hCcllilh
insurance provisions.
Sft.ction 9. UtWty Discount. Eligibility tOf utilily discount for employees with
employment dates beginning after Apfil L 1977. 'Nitl be discontinued.
St'lctioo 1 D. State Disability Insyranc9~. Parties c3gree during HUt hum Df the
Memorandum of Agreement to jOintly study the possibijity of offering Ststo Dis&bility
Insurance 10 representation unit membors.
Section 11. Dependent ClI!,e Assjstance PlQ9l.!LO}. rhe Cily W,If! pwvide a OoperuJenl
Care Assistance Plogram for empfoyeos according to the p,ovisions or the federal
Economic Recovery Act of 1981,--Code Sections \25 and 129. Tho p,Qgram will
begin on January 1. 1986. PrlJgremdelaiis wi I!' be do ..... eloped and reviewed \'Jith the
Union prior to the implementation date. •
~ction 12L -.-!Y!tJ.Q.n R9imbu!semenl and Trajnlog.fu.Q.!.ftDU!.
faJ City will reimburse eKptlnSOS (or tUition. books and curriculum rces.
j'nctud!.nI;J. required computer software pro'gr,ams, incuned by non·
probation"ary employees within the representation wlit, to a maximum of
$500 per fiscal yea" for classes oiven by accredited institutions of
learning or approved sp9cializod training groups. Unusod tui1ion
reimbursement may be carried (orwsrd from the, pfevious fiscal year to a
maximum allowanco (current plus car,yovef) of $1,000 per fiscol year.
The non· probationary requiremef,t will be waived for probationary
employees when submitting (eimbursemenl tor job-tcquiredcertifications.
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The City will I;'lso reimburse professional associetion memberships and
conference, registration fees, professional bDOks and periodicals. A,I
programs eligible under' this section mu·st eithe~ contribute, to the
emproyes's job performance or preparo the smployefJ for other City
positlons l and must be approved in advance. City employees wishing to
ongage in oducational programs inlJolving working time may be granted
rt3scheduled tjme if departmennl operations permit,
Professional and technical omployees assigned by the' Cfty to attend
meetings, workshops~ or conventions of their professional or technrca'
associations' shall have their dues and reasonable expenses paid by
departmental funds and shan be allowed to attend such workshops.
meetings. and conventions on paid City time.
Requests for tuition reimbursement will be detelmined to be taxable
income unless sufficient documentation is provided to support how the
course or seminar is lelated to improving performanco in the emprcyeo's
current positiun. Reimbursement requests may be submitted at any time.
but will be batch processed on a quarterly basis,
ARI~ . RETIREMENT
SectiQn...1. The City will continue lhe present benefits under the Public Employees'
Aetirement. System 1/50th at age 60 formula act. Employees who retile and werO
employed by the City on or before April 1. 1977. and spous.s of deGeased employeos
who were employed by the City on or before Aprjj 1, 1977, shall continue reductllJl1s
in utility rates. A" retired employees and SPOllS6S of deceased employ.oos shall afso
have residentiar prjvireges at City libraries. refuse disposal ar3a~ golf course and
swimming pools.
Section 2. Effective with the pay period including May 1. 1984. th. City will pay the
7%"emploY:S8'S retirement contribution to the Public Employeos' Roti{fJment System
(PERSI except that. subject to tha limitation of applicable law/or inGome tax
regulations, employees who file sjgned Personnal Action Forms with the City Human
Resourcos Department prror to Aprif 1, 1984, indicating rotirem&nt dates from' May
1, 1984 through April 30. 1985, shall not receive this provision but shall instead
receive a 5.-6% pay inc:re'ase effective with the pay period including May 1. 19B4.
The City Attorney sheH make ali legal determinations relating to this excoption. for
purposes of negotiation hereafter. the payment by the' Cily of the empfoyee's
contribution shall be deemed 7% adjustmant in •• Iary lor tho year May 1. 1984
through April ,)0. 1985.
~ectiQn ~ Notwithstanding Section .2 above, upon fjfing a notice of retirement, 7%
City"paid PERS contribution will be converted to a salary ~djustment of oqual amount
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on a or,e·time irrevocable basis 10f the finaf twelve months jmmediately prior to
rotirement. plov/dad that .tlr, of the' following conditions aro met:
(a) The omployee must have at least 20 ye.rs of City service as of the date
of retirement, or for employees hired prior to MElY 1, 1989. must attain at
least the age of 55 at tho date of retirement, or qualify for the maximum
PERS bonefit factor.
(b) Twelve months prio! to retirement the employee must give notice to the
City for a rotirement dale certain.
(0) During the 12-month conversion period, the employee shall pay PEAS
employee contributions,
(dJ All provisions of this subsection are subject to .and conditioned upon
compliance with IRS regulations.
So<tl!.I1!l.A.lnorderlocorttf"WaftOrJllna 30, 199~.the, pr,6vl~n.of SectionS. ,01
lhis .,tlale,a'$~oo n, ~'P9s~hI~1j)noWlri(!~iltiflt~tioll IlI . .!h is'tlgre5rn<oht, th •. City. wi ~
contract VlithPEBSJ/oW0vii!<i"RSporting tj1e vatu .. of,Employar-PaidMember
Contribtrtion$ as Co mpen~.ti(l"i!l £!'(ljlby.~~" Fin ai, Coll'\P.~.\ion Poriodby Contract
Ame.ndm~nt·(q9v~rnm~~t.C'?!1(f,~~tiqh'206.T.5,.5), .
ARTICLE XVI . 9QMN!\mlt:lCENIIVES~ARKING
~~ el::&!!!Ii!!lJ. E~" ,e~,eseAted el.9ges .~.1I·8 __
~~ Ci\'ie CaRta, Garage,--er a VaftlfltaF',' eefflFfH:I1a iAesRtive ""men
... rill be stlbjeet ta mset-end-eeAfe... The Gil.,. will ~f8 .. !jde sieyele leelESFS aRB
matera., ele perlEiAg areos-fer City emj3le (ee9 at RUltt:Jall.,. aor-.eeaele ,.,.. eJlt leeetieFls..
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Carp",,'-T,,"pty wl1f.provicfe carpo¢I,,?u¢h.~ wortfdh"~~lu.QI$20Jlar
mOilth to 6""",,1191\>1. empToyeell1 ac~tp9jit~~,.tWQ,o(;ndl.$ ~.o~'~;:ThjlS,e
!!QU;;.I1.!Sma~ pe U$e~ sd~iqnat~d s.rVi<!.~tatI9h$~owa~tb~pur¢t>aS.'lf1u'l
11(1<1,0, !!le~v.I]l!i.I8:"rE!la te<l' ".""'n~i
8lcycl...TheCity' witlprovldi, i>icyCle voucher8WQ,th )h!'V.WeofJ2p.psi ~.fith to eligible m;,loy~s WOO 'idea bicy"ili«1;'I'(lflc'TIt~6yp~c~.isl)\.y
i;,{\,$i)dii(lI~slg~~tall bl,cv€!e •• holl~loi ,elda,lI bICv~la.quipni e~t !,~de~p~.,s~~.
WAlk :Ttte C/ty'Wlllp'iovlde .,yalker.vo 6cher$ we itn \Ii&V~lu.Ol}2¢ permd~\n
tI?ellgi.bIU;rnPt~vee.wi1o walk to Work,', T~~s.vo'V~~.'SJ~l~Yb~,~~~~B~
designated s.to!,.~. (or e.xllenses ,a.lllted tQ ","lk,n9~U~t).$J.,otw •• 1 al\d.r.l.t~d
a~~,~~s~(i(t~:
Mtu:t~gf)fr~eilt w~m. tneet a~d confer with .~e Union regarding :c'om,muta'lrrC~h'tjve
Pf,Oll r."f1'in\pl.n)~ ntation' dot.ils.
~~.~:tl9JL2~~ __ P_~_tk.!n{tJ_Q.t~_Qk!JrJty. __ :.._Mld.nicip'al_Se.vice CenJl'.L. The City will provide
fenced Q"d rocked p-"'rking facilities for Municipal Service Center employees,
P/ocedures wii! be (lstabtfshed for entc/ing and leaving the parking facilities.
S,i~,.,. nUt City wiU provide bicycle locktHS and motorcycle parking areas for City
employees at mutually agreeable work locations.
ARTICLE XVII ' PHYlH9At,.~XAMINATIONS,
If any non·probatiOlHU\' employee who is: required to have a City-provided physical
oxamination not related to workers' compensation programs disagrees with the
findings of tho City-sponsored physician, he/she may consult with his/her own
physician and, if hisn,ar pdV818 physi'!:ian's report conflicts with that of Ihe City
phvsician in torms of ability to work at his/her regular job, then he/she may request
an evaluation of hlsihel problem thlough a 'hird physician mutually agreed upon by
t.. ... e employee and the City. Cost for such oxamination will be aQually shared and the
dnc;sion o.f.this physician concerning the continuing ability of the ~mployee to perform
hilS/her work fn hisfher regurer job withoul ex:posing himselflhers~lf to further injury
as e result of hisn,er conditior, shall be the basis for returning the emproyee to his/her
regular work.
ARTICLE XVlll • SAFETY
§'~.£1!2n 1. H.alth .nd Safew PJovlsions. The City shal! lurnish and use safety
devices and safeguards and shall adopt use practiceS. means, methods, operations
and processes which are reasonably adequato to render such employment and place
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of employmenl sate. in confotmance wilh applicable safety (egutations under tho
State labor and Admfnistralivo Code sO<:I'ons.
The City shall not require or p~Hmft any &mployoe to go to or be in any employment
or place of emprOyment which is-not safe.
~..2. Union wm cooperate with the City by encouraging all employees 10
perform their work in a sefe msnnOl.
~!!2..~lliti_.Q_QJ!!JllJtt~U-.!!n.II.J~l~, S.fBtycommitteos composed of
Management end Union stewards In 1hl! belOw listed organizations will meel 110 less
than ten times ennualty 10 disclJss sarety pr8cli-cas. method$ of (educing halards, and
to conduct safety training. This shall in no way .emove the basic responsioitity of
safety from Management ,not shali it In any way slter the (csponslbilitv of the
emp!oye(J to report tlnsete cOfiditions dirocllv arn:l immcdlately to his or her supc/v1~o/.
Community Services
Public Works
Watcr·Gas·\VaS(owai61 Fie:d Opc/ations
Electric Field Operations
Water Ou.,l'It't' Con"QI
(a) A committee composed of ono feellilies nwnllgemenl (eprcserltative. one
buildingrnspc<:lion repiflsen~ative, ~wo UnionroprOS{lntBtives, and Ihe City
Risk Mansgcl witt meot 3lleast quarlerlv concerning safety matte's of the
Civic Center.
(b) A ten'l1l'3mbf;r CitYwide Unlon/ManClgemenl safety commiaae wHo equal
Union and Management mambo/ship will meet ~pon call to review safety
and occupstiontll l,eaHh standards and prbclices. discliss overall City
safety and health ptobhHOS, and to aCI as ean advisoJY glOUp to the
dopartmental safety committees, The committOe shall reviow all
deps(tmental safety programs .end ,ecommrllld change where necessary.
ee) In cases of dispute ever sale working conditions tho emplovee will first
report such UI\38fo conditions to his or her supeNisor and every attempt
will be made to reclify tho problam"at this leva'. Tho emprO)'ee may
contact his or her steward to assist in the resolution 0' the dispule. If the
probfem cannot ba resotved the Risk: Manager wilt be contacted and tho
problam will be addtessed through the inle,plotatron of the basic safety
rules and tegu!ations. Should the probrem not be resolved at this stop,
the grievance ptoceduro will be utilized, Safely griovances shall be
su bmitted al Ste pilI.
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!dJ lr'! rosponse to recommendations from the Ergonomics Safety Committee.
management will dovelop training workshops. which include information
Or'! sate ergonomic work practices, Such workshops will be glven at le-ast
two times per ve.r. Upon r.loas. of Cal/OSHA regulations covering sore
workplace ergonomic standards, management will immedlelel\' 9dopt .such
standards as party of its Injury Provention Program.
(0) A Joint Committee wjth an equal numbo! of Union and Management
representatives shal' be established to review health and safoty issues
related to repetitive strain injuries and use 01 video disp'ay tOlminars,
Tho' purpose of this Commfttee will bo to idenrrfy socrces of injury .!nd to
develop recommendations for protecting the health and sarety of
employoes.
The Joint Committee shall be rosponsible for developing and conducting
a survey of all appropria1e ~mployeas, Using survey data. tho Joint
Committee shall deverop a full rango or recommendations thai address tho
VDTIRSI heallh and safety concernS. This CommittoLl s/1oall plesenr il$
final recommenda1ions. to Management for conS~dOia\ion and \',rritte.)
response.
This Committee shall conclude its business by JanuMY 1, 1992. Allhat
time, the citywide Union/Management Safety Committee shail be
responsible for mBintajning~ reviewing and uPdat~ng any recommendations
~romulgated by the Joint Committeo.
AR~.!lL:...G:RlgVANCE PROCE.Q!!..8f.
Section 1. The City and the Union recognize that earlv seltlement 01 grievancQs is
essential to sound emp_lc;)'."ee·employer relations. The partios -seek to establish a
mutuarty satisfactory me',liod for the settlement of ~mployee grie .... ances. or Union
grie .... ances as provided for below, In presenting a griovanc-o, the aggriQvod and/or his
or ,her representative ;s assured freedom from restf8int~ interference, coercion.
discrjmination or reprisal, Release time lor investigation and processing a grievllinca
is designated ion Articre IV of this Memorandum of Agre~ment,
Section 2. OailnitiQ.ll. A grievance is:
(a) An unresolved complaint or dispute regarding the application (.Ii
interpretation of rules. regllla1ions, policie.s. procedures, Memorendum of
Agreement or City ordinances 01 resolution. relating to terms or conditions
of employment, wages or fringe benefrts,
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(b) An appeal from a disciplinary aotion of any kind against an employee
covered by this Memorandum of Agreement.
~n 3. Conduct 9~!jey8nce Proc,duF8,
(s) An aggrieved employ~e may be represented by the Union or may represent
himseHlherserr in preparing and presenting a grievance at any level of
review. Grievances may a'so be presented by a g'roup of employees. No
grievance settlement may be made in violation of an existing merit rule or
memorandum of agreement. The Union will be notified prior to the
implementation of any sattleflJont made which sHeets the rights or
condi1ions of other employees reprcsentod by the Union, The Union will
be copied on all written represen1ation unit grievance decisions.
fb) An employee and the representative slElward, if any. may use a reasonable
amount of work time so long as there is no disruption of work. in
conferring about and presenting a grievance. Beginning with the third
step of the gri~vance procedure. the Chief Steward 07 Alternate Chief
Steward may assist in presenting a grievance and may be present at all
Step III. IV, and V grievance hearings.
(c) The time limits specified in this Article may be extended by mutual
agreement in writing of the aggdeved employee or the Union and the
reviewer concerned.
Cd) Should a dedsion not be rendered within a stipulated time limit, the
aggrieved employee may immediately appeal to the next step.
(a) The grievance may be considered settled if the decision of any step is not
appeared within the speciHed time timit.
(f) "appropriate, the aggrieved emplovee's} or the Union and the department
head Iflay mutually agree to waive Step I andlor Step II of the grievance
procedure.
(g) Written griev(Jnces shall be submitted on forms provided by the City or on
torms which,are mutually agreeable to the City and the Union.
(h) Any retroactivity on monetary grievances shall be limited to the date of
occurrence, except in no case will retroactivity be granted prior to three
n10nths before the grievance was filed in writing.
(i) If the grievance is filed ~v more than one employee in the bargaining unit.
the Union may. at jts option, convert it to a Union grievance after Step II
of the grievance procedure:, The Union may also file 8 grievance in those
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instances when, under this Memorandum of Agrecment~ a Union right not
directly related to an individual employee becomes the subject of dispute,
Union grievances shall comply with all of the foregoing provisions and
procedures.
SooHon 4. QI1!H!W.!l"prooedur •.
.swu.. The aggrieved amploy.e will first al1.mp! to resolve tha grievance through
informal discussions with his or her immediate supervisor by the end of the tenth
working day foilowiny the discovery of or the incident upon which the grievance is
based. Every attE>mpt wm be made to senle the issue at this level. C~ For
purposos of tlrne limits. tho working days are consfdered to be Monday through
Fridav, exclusive of City holidays.)
.slMti... 11 the grievance is not resolved through the irlformal discussion. the employee
will reduce the grievance to writing and submit copies to the division head or
oquivarent rav61 Man~g3r.;ent employee as deSignated by Management as appropriate
within len working days of the discussion with the immediate supervisQr.
Tho division head or equivalent level Management employee shalt have 1en workip.g
days from the receipt of a written grievance to review the matter end prepare a
\'nil1~n slatem.ent,
jSJ.QJ2 • .,lU.. If the grievance is not resolvod at Step It the aggrieved emp!oyee may
appoat to his or her department head in writing within ten working days of the receipt
of tho division head's response.
The department head shall have ten working days from the receipt of a w,itten
grievance to review the matter and convey his or her decision by written statement,
~ .... If tho grievance is not r6solved at Step IU. the aggrieved employee may
appeal to an Adjustment Board. Appeals to tho Adjustment Board shall be made in
writing and directed to the Human RfI~ourc&S Director within ten working days ot
receipt c;,f the department head~s r85ponse, The Human Resources Director sharf
{;OnvenB an Adjustment Soard within ten working days of receipt of the appeal. The
Adjustment Board shall consist of two persons appointed bV the Union and two
persons oppointed by the City Manager.
The Adjustment Board is empowmed to call City employeas as witnesses.
Within the context of Step IV. the Adjustment Board will ha\/'6 the sarna powers' and
Iimita1ions to settle grievancos as an arbitrator,
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A majority d~cision of Ihe AdjuSimonl Board shall be final and binding. The
Adiustment 8<oard shall tender Us findings. and decision Cit any) to the parties wjthin
ten worki"9 days of its meeting.
§J!n.Jl... If the grrevence is not resolved at Step IV, the aggrieved employeo may
choose belween finsl .and binding resolution 01 thO' 9,ievances through appAa' to the
city Manager or through Ilppe.afto finsf .end binding grievanco arbitration. For the term
of this Memorsnd'um of Agreement, app-,a/s to. final and binding grie.vance arbitration
may be processed only with Uoion app,ovsl. All Step V appeals must be filed in
wri1fng 81 the Human Resources Department Office within ten working days of recerpt
of Adjuslment Board', disposition underSlep IV.
1f 1~6 aggdtl:ved,e .. npfoyec cre.cts nnel and binding resQlution by tho City Manager, the
City Menagel wit! choose the: 'fHtlhods ho or she considers appropriate to review and
sonia tho griovance. The Cif~' Menag~r shall (.onder a written decision to all parties
dirocHy invotv.ad witllin ten working da.ys after fecdiving the employeo's appeal.
If tho aggfic'Jod emfl!oy.ec elects fmal and bil,ding arbitration in .accordance with this
provision. the partios shall mutuallv select an 8lbitrator. In the event the parties
CDnnot agree on an arbitnHor. tho)' shall mutually request a panel of five arbitrators
from the California Siale Conciiiation Service Qr from tho American Arbitration
AssoCiation if -"J'ithor party (lbjects to the State COI"lciliation Snrvice, and select an
arbitrator by In3 altofl1oto striko method.
The ofbitrator shall have jurisdiction {!nd authority only to interpret, appry~ or
dOlermine compliance with the p'o ..... islons of this Memorandum of Agreement and
such Me,lt System Aules. regulations, poilcles, procedures, City ordinances.
resolutions, relsting to torms or conditions of employmem. wages or fringe benefits.
as may hoteorter be in e((43ct in the City insofar 8S may be necessary to the
d8tO(mln8~On of grJo:va(lc-os appeafed to the afbilrator. The arbiUalor shall be without
POW6f' to make anv,duels'lon:
(1l Regarding maltel. 01 intof •• t.
(21 CQntrary to. O{ inconsistent with or modifying in any way, the terms
01 this Memorandum of Agreement.
131 Granting any wage increases or decreases.
The arbitrator shall be withoul authority 10 require the City to delegate or relinquish
any powers Which bV State raw or City Charter tho City cannot defeg!lte or retinquish.
Where either party seeKS a,bitration and the other party claims the matter is nat
subject to tho arbitration provisions of Ihis Memor~ndtJm of Agreement, the issue of
a,bitrability shall firs' be d~cja'cd by the 3Jbitrator using the st<'1.r'l.dards and criteria set
forth in Article XX and without regard to the merits of the grievance. If the issue is
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held to ba arbitrabre, 100 arbit(atioo proceedings win be (ecessed 'or up 10 fjve
wOlklng day. during which the partios ,hall attompt to resolve the Grievance, If no
resorution is reached,tho arbitrator wlfl resume the heoring and hOOf and resolve the
issue on the merits,
Copies of the arbitrator's decision shalt be s.ubmiHed to the Chy~ tho aggfi611ed
employe6 and tne Union. All direct costs omanfttiog from Ihe .arbitration proc..,dur9
.hall be shared equally by tho City and the aggrieved employ •• ' or the Union.
The City has the right to discipline. demote. or discharge employees for C3\.1S$.
Non·probationary employees whose WN~ Of conduct is \Jns&tisfac(o,y but nOl
sufficientlv deficient 10 WSHant disciplin!), df3motion, or (Jis-charge win be given a
written notification of unsatisfactory work (lr condllct and <:In oppoflunity to imp(ove.
Failure 10 correct deficiencies and impro .... e 10 I'neel stand8fds me-v (esult in disdpffne.
demotion, cr discharge,
Notice of disciprlnary action nHlsl bo in vniting and se,ved on the omploycQ" in person
or bV registered mail prior to thO' discipfina(v celion becoming efftlctivc. Ho\.· .. over. in
extreme situations where there is reasonable-cause, the employee may be removed
from pay status immediately ponding such dis6plimJrV a-ction, The notice must btl'
filed on II timely basis with the Human Resources DoplHlmsnt and included in the
employee's personnel filo. The notice of disciplinary sCiion shf.lll include:
(a} Statement of the nalure of the discjpJinary action;
Ib) Effective date of the action;
fe) Statement of tho caUS6 thereof;
(d) Statement in ordinary and concise ranguage of the act,of the omissions
upon which the causes .ale based;
(e) Copies of any docl1ments or other items of 6videnc.o upon which the
disciptinary action was fully or in part based.
{fJ Statement advising toe employee: of hisi"her tight to appeal frClm such
aetjon, and the right to Union representation.
If the disciplinary action consists of suspension, any suspension time prev;ous[y given
shall be cl'cdited to the final disciplinary action.
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ARTICLE XXI· NO ABROGATION OF RIGHTS
The parti.s acknowledge that Management ,ights as indicated in Section 12070 0'
th. Mo,;t System Rul •• and Regulations and all applicable State laws are neithe,
abrogated nor made subject to negotiation by adoption of this Memo/andum of
Agreement.
ARTICLE XXII· OUT§1QfJM.E.l.QXMENT
The provisions ot Article 4.7 of the Government Code of the State of C8r1fornf8 will
govern the deter~ination'of incompa1ibls outside emplovment.
ARTICLE XXIII· WQ!l}< STOPPAGE M,!QJ.9CK.Q'!'!II>.
The City agrees that it will not lock out employees, and the Union agrees that it will
not engage in any concerted work stoppage or sfowdown during tho tiHm of this
Memorandum of Agreement. An employee ~hall not flewe the right to recognize the
picket Jine of a labor organization when performing duties of an emergency nature,
ARTICLE XXIV -PROVISIONS OF THE LAW
Section 1, This Memorandum ot Agreement is subject to all CUHent ami future
applicable Federal and State laws and Federal and State regulations and the Charter
of the City of Palo Allo and the Constitution of the Slate of California,
Should any of the provisions herein contained be rendered or dccfared invalid by
reason of any existing State or Federal legislation, such invalidation o~ such part or
portion of this
Memorandum of Agfeement shall not invalidatetha remaining portions hereof and they
shalJ remain in fulJ'forcF.! and effect, insofar as such remaining portions are severable,
Section 2. This Memorandum of Agreement shall become a part of the City (If Palo
Alto Meth Rules and Regulations apptving to employees assigned to classifications in
the SE"IU unit. As applied to employees assignedto the SEIU unit. this Memorandum
of Agreement shall prevail over any conflicting Merit Rules and Regulations.
Section 3. The City and 1he Union agree by signing this Memorandum of Agroement
that the wages. hours, rights and working conditions contained herein shall be
continued in full force during the term of this Memorandum of Agreement except as
otherwise provided for in the Memorandum of Agreement and shall be binding on hoth
the City and the Union upon ratification by ths Councit of the Cit\, 01 Palo Alto and
upon ratification by Union membership,
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ARTICLE XXV -COST REDUCTION pROG~
During the term of this agr.ement, the Union will aggressively assist Management in
developing cost rsdu<:tion p)'ograms:. Such programs may include voluntary (educed
hours/pay a,ttor this concept is sludied by Management, and wjth such application as
may be approved by Management,
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ARTICLE XXVII· TERM
The Term of Ihis Memorandum of Agreemenlshall commence on May 1; ~:~~4, and
shall expire on April 30, J~(l!l. Either party may serve wrinen notice upon Hi" 'other
perty durinl1lhe parlod balw •• n ninelV and sixlV dav. prio, to April 30, J!l96, of its
dijsire10 amend this Memorandum of Agreemant. If . .at the time tf1is Memorandum
of Agro~ment Ylould otherwise terminate, the parties are negotia(ing a new
Memorandum of Agreement. upon_ mutual agreenHmt the terms and conditions of this
Memorandum shall continue in eH()ct.
EXECUTED: 7-19-94
FOR lOCAL 715, ~I'IU. AFl-CiO, CLC: FOR CITY OF PALO ALTO:
s/Susan Ryerson '--.'---'-----
s/Br.,ndon Ot.:r).;c
siBert Charleswo:rth ---------"--------<-
s/Glcnn Roberts
s/Rodger Jensen
S/Michacl Rogers
s/Graham payne
a/Dan Serna
s/Sarah Tyree ---------
s/Scott Williams '------
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APPSNDIX A
Clus
I!!!ml!<l Ctns till,
ApPfo)c. MOflthly S&llHV 81 E·Step
l\!Kli~ ... U.:ll'L ruW;XL5·!·S5
liP AHI~.AL ATI[~'OA"r 2. &50 2. 704
'" ANlKAl ((\HT~()l Of' 2.Ht .iSS ,,. ASSOC BUnt: <II no
>33 AS'SOC UOVU:O: .SU ",615
'SI ASSOC PlAHN[1I:: J.ll'l 4,307
'" ASSOC '~'U ~HQ. 4.'20 .t.~l" ,.0 ASSOC ~[S Fl-'''«'!iUI l "0 ".' If,!
>30 ASH (M}lN£U .ISI <1.243
'" ASH POWtl! [l'(oJ~ '.Hlo .""2 ". ASST i;(S 'O,Nlttl! 4 m ..1012
24~ "'SST SIO~£Ii:{E'lJl 'n .fi93
'" AUTO S(AYIct: k(CH J.19S , 35O a, 8LM loNSf[CT~ (.un , ..
300 BlDG. INSPlCro_ S"H us < ". 31;) .,OO S[IHIIC[,cUSO.'i 1 .olS > . 5£.1
311 eLDG S[.I!:V[('fPU$O"i+l 1.'92' .: ••• \IJ
'" 6LOG/PlG r(CH~lCAIH ).lU J ,·4133
'12 aUH1I .641 ) .123
'"~ CABL£ SPlIC[!! A'SSI . '51 ) .• 17
'" CIITHOOIC ttCH ' .• n .sn
:lei .cOOG COO1l{l • SIS " . (.01
<01 CEH(IiJ (lHI$H[t ::!.UI 1.263
40' C[KH'U nH!SJ,'[jI: UAO 1. ""0 J,SH)
'01 CHEH1$J 4 .117 " .J~. '0' CH( C~ TlCff 4 .'593 .,US
'" c~r fL(C U~ 'Nsprc '. ,st '.153
'" C"' IHSPEC ~ 4i.'iU ,. ,601
'00 CHTl/ACCT ASSISUIH > .450 2 .110& '0' CNfl/Acer sHe l,OO'I 3 .ou '0' CNH/Ac<::r SPH:-lfAD J.H'S , ,189
'0' COOl: [tHORC[p.(HH orr • ,0)5 .f.U6
'" C~ or$p~CW!(' J. 9~J ".01 J
23. COHi OJSP.FlH 1.S51 ). e241
as COMo4 {)ISPAT(:H[~ 1. ~SJ 1.82'" ". (;QHoI Hell ..031 4.170
'0' C~)jllV S£I!:Y orrell .3.012 ),013
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'. ;-,\. " " '.".--.' -
Clo. ... Appmx, Monthly Sala.ty.t E-Stlp
1iI.!!IW! ldaLllil, ~!1I.<JllU .. l·94 Efhctiy.5-'.9&
,3< '::O+1PUHfI: OPERATOR: 2.U" 1.9g.s
'" COMPUTER ~UP C~rR TO ".31! • -tlQ
21. CO~SERV F]Et~ REP 3,l2!il '.l'iS-,» tOO~D LJB~~RY PROG ".011 .. ,09'
317 CooRO REC PliO(; ').u I l.11l 'I< C~IH:;: ANAlYST 1.IIU ",000
21. CUST SVC' R:£P~(SENr 3. 150 ,JU
'" CUST SVC SPEC 3.'~n ,. U.
22' D~TA ENTRY OPtRA101t l,60'5-, _IH
5ll HE!! ASSr I 3.312
, "" >I, nEe MAP DRAFT'$PU'S , . ". .HJ 3" tLEC $V' 'I),SPATCHER ".141 ",S~I
267 flEe UNOGO INSP[C ".01 J • .IH
>0, fL!CTRICIA~ t ... ):) .. Sll "9 [LECTR1CIAN~APPR[H ... In f, 119
'" ELECTRICIAN-LEM .. JH • ", ,n EN'GHUER '" H~
'" ENGIt TECH ,OH ,OH
'" E .... GR TECH II '" '" '" €:HGJt TECH Ir/ ,6'2 1. '" 257 ENYUONMENTAL SftC ,.sn oil s-n
2J! EOUIP MAINT SERV PfR 2.650' ,. I.n
'" EQU]P OPHATOR 3. m ... OJ
.
~.r.5it{~~.J ... ~.'.?
~; .. "
'" EQUIP OPERATOR-lEAD ,l64 .432 .. 250 fOUIP PARTS T£CH 1.1111 , .1,,* f 220 fX[CUTIV[ SECRETARY 3.l0" 1 .lH "1
-j ,OJ FACllfTI£S A'SST 1.1.J"() 1.IU
37. F'1.CILITIES CARPEtHfR ,'5-81 3.5l'i
'" fACIUTIES ELECf '. 51. l,nt
313 FACILITIES HAINr-L 3.12'3 3.90S
.. ;
37. FACJI.fTIlS l'!(CH J.'SU 3.65-9'
'" FACILIflES PAINTER 3.SU ).6S!iI 40' F JE LD SVCPUS I."G'W ) ,0" 1.lSJ
383 nElT svcs CooliD ) .601 ).67.8
4" GANG HOWt:,II MECH 3.215 '01 '58 GANG HO..'ER OPEf: 2,9H ,IIU ... GAS SYS SHOP/FLO ,IIPR 3.367 .611 <S, GOLF COR EQUIP MECH ).316 l. ", ... GOLf COR Ml P[RSO~ ) .014 ,IJS
..... '··1 ., ,;/ "i,\~~,~{~,r ... : Ii
,.~, ~:':~~':' ''':V~~'\
'::' '_I
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.51 GREEflSKE(PER J.H1 ).9()S
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". '~~. "_.: ;-,,",".'~
·I~
,",
"'L','·" ' '.
Class
ltYmlI.!!
261 ~AlMAT IN¥lSTIaATOR
390 HEAVY EOVIP OPER
:l91 HEAVY EQUiP OPER-l
SOIt HlO WASTE INSPEC
2S3 IND WASTE IHVTGTft
227 rN$PECTOR. PWtwG~
lOa INSTRUM n.Ee
202 INVESTMENT ANALYST
503 LA8ORATORY TECH WQC
2~~ t.[BftARIA~
2~2 Lr8R~RV ASSOCIATE
222 LIBRARY ASST
253 LIBRARY S?ECIAlIsr
53) LIH€PER/CABLE SPt
532 LrNEPERjCABlE SPL-t
~28 lHPERjCBL SPt-APP~EN
ZI3 HAllING SVCS SPEC
505 MAINT ,.:£CH woe
490 MECM UN1T REPAIR
241 METER READER
240 HfT£R R£ADER-lEAO
38fr MOtOR EQUIP MECH
J81 MOTOR: EQUIP HECH-L
~OJ OFFICE ASSIStANT
200 OFFICE SPECIALIST
i3G O~FSET EQUIP OF
235 orrsn EQUIP OP-L!AD
454 PAR~ MAINT ASS1
451 PARK NAIHT PERSON
452 PARK W,INT PERSO"'-L
28\ PARK RANGER
243 PARKINU ENF OfF
450 PARKS cn£W-lfAD
245 PARKS/OPE" SPC ASST
2150 PERSOiMl COHP aCH
152 PlA~tNE:R:
JlJ4I HAIfS CHECK EJiOR
210 POLI~E RECORDS SPEC
246 POWEll OIGR
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Apprm(. Monthly Salary at E-Slep
Effective 6-'·94 ~~!:.~.§.
4,US 4. sse
'3.5S3 3,624
3, 7.7 3.JH ,. IS. 3.938
4,125 4i.20'
.. ,(113 " .1!16
4.IH ".2050
3,315 3,3.$1
3.323 :) ,90S
3.2411 3,301
3.029 3.090
>. '" 2,613
>, .6< 2'.918
, 4J 3 ".52'2"
.1S8 ", aS3 ., '" ,V9 , ,., ?of09
J 931 ,009 ,. '" 3 ,50's.
3 .0'0 J . 100
3.260 . 326
J.60J .6/9
3.849 , .nG
2. 60. 2.1;l57
.835 2 _ 892 , ,632 2.680* , , '" 2.1lG8
2.8U 2.875
3.074 3,1 '35
J.440 . SIC
J , 102 3. 16. , ,925 ,936
3, 341 3 ,414
1.lB7 1.211
3.194 ~l. 810
of,515 ".607
5 ,023 S .123
2.835 2,892
S,441 5, SS7
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210 PROD ARTS/SCI PROG
23: PROG-A~AlYST
265 rROGRAH ASSrSrANT
209 PRCPERTY EVlD tECH
JS7 REAL PROPERlY AGENT
3~6 R£AL PROP[~TY AMLYST
~14 ~[fUSE OISP ~TTEN
215 RES CONStRV FtD SPE~
2~Z RES CONSRV T£CH SPEC
20S R(~OURC~ CONS ~EP
262 RESOURCE PLAHNER
~61 SPRl~XLf~ SYS REPR
n~ SR <::HnnST
!ill SR 11m WAST! INSPECT
512 511 IHSTRUH HECT
lS! SR lrBR~RIA~
so. S~ ~~CH ~~
505 $~ QP[~Al0R ~
lU SR HA"''''E!f
2H SR FROG MIALysr
l:lO SR' RAliGHt
'05 5T MAINT ASST
391 ST SWEEPER OP
391 ST S~[EPER OP-tEAO
221 STAr~ $EC~!TARY
2'8 S10REK[£P(R
266 SUpy GHIERAt Rrc
326 SURVEYING A5ST
325 SURVEYOR, PUBLIC WKS
3G9 SYSTEM OP/S(XED
228 HLE"Ph'{),'jE fUll
229 T~lATER SPECIALIST
406 TRAF CONT MAINT
'12 rRAF CONT MAIHT II
'07 TRA' CONT MAHll·L
'3S TR£E MAINT ASST
U. TREE 1~lrtT PERSON
430 TREE !RIM/tN etR
'3l nH TRIH/LN ClR-L
432 TREE TRH/LN ClR ASST
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Approx, Monthly Salary at E,ShIP
EfftctilJe 5~1·94 ~ 5·1-S6
J.119 , ,..
4,31l ',470
3. m 3,1$6
3 ,CtI4 l,074
II, J 2S ",208
3,315 3 ,381
2 , 792 ,841
3,659 3 , 13.t
11,031 4.Ul
3. "0 3,S10
s. 04' 'So,S; 1
J. 121 3,HS
", ]Sa , , 853
~,l"l 4,205
.. , 5S 3 (;,555
3,S85 3. 'SO
~, '77 • , 567
4, 166 , ~51
• ,966 5, ('65
4. S 85 4,780
3, "31 J. 501
2,6'502 ,705
:] , 135 3. 19.
3,35'50 ,423 '
J .08S 3. W
,90:1 , , S6S
,0'3 " 12~
3,189 ),86'50
",123 4,208
4,S{l3 4,898
3. ,., J. 810
3 ,9:83 " ,0132
). III J ,113
2,875 2,9311
3,341 3, '1I
2.735 2,790
3,OOl 3,OU
3,lU 3,20S
3, l64 l,An
2.962 3,021
· ,
.0\) nUCK OltjV[t
O'U Vf U. Accra t£tH
co.! urlL CII:[ClilCOL SPlC
)J~ UJIL {~~ fSTlHAT~
41t·· OIH.. H[) S'o'C'S II:[P
4'0 ~T[l lHSTAll/RE'
4$1 urlL Il\sr"U/IHP "~1 .'t Uill )N$IALI/.tt·l
2)) ullL AAfE A~~lysr
2s.t UTll $V$l HCH
1" \'(1(tlJ(urAJO teCH
:Hoi \'(I\.U."I'UR COOJO'
.'2 ~~l~~ Nll(_ ~[F ASST
.au ';(Art:': KnElt '!:PAII
5001 -:"A,H~ TJlA."~ (J;ou-
~Ol VA 1[;: ui!oi$. 01'0: ~1.
SOO l.'IX 911 O?[1t
so~ WQC FlJ 0fE~ JI
5010 \''Q(:'U CPU U:N
"26 ~rp. H1R CkS CH T(e
-5-
Approx. MonUlly Salary al e·sl."
.EJJ~xUi:1:.H.. £Uactiv, S·w
2,'S.
3:.258
;)., )9
.,1U
3.115-
J,IIaS
3.IZS
:1. ~I5S
•. 593
".(llt
2.199
J . .):]6
1.9$0
J.211
1.".i67
l.SH
1.09)
l,131
:1'.661
3.3U
2.911
J.n ..
4,017
<I,U9
3.853
3,lS9
l,ln
-4,04S
4.615
'.170
:1'.951
'3,US
3.021
3,lCl
J .6H
,191
:] . 1 S9
3. ,06
2,12l
3.0432
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APPENDIX B
WATER QUALITY CQN.T1lQ!..9E.I;llA:[QIl.JJ3.ilJ.t:LEf may I.ad to positions within Wot.(
Quality Control.
.ELECTRICIANILINEPERSQN.:J.JNfEf.Ill>.Qm.(:p...mL~Ll~flL~fEl1JllJ:!~~; Mby leod
to Electrician or linepersonlCabla Splic~u PPsilions.
The Utilities Department Is proposing to lormaHle the Apprenticoship (HogrenlS in thEt
Electric S~ction to do lie fop journey !ovel ctectricialls and 'inepelsonfcab!o splicers. The
following are !lasie concepts/principles to be incorpQ,atod:
1. Positions/classifiClJlions If) DO identified through tho normlll budget f.'fOr.;SSS
three initially.
2. The journey level position wm not be a plomotional opporfUnity for anyone vther
1han the apprentice underf,rring the position, 51) long as thai apprvntico is
successfully proglossing through ttJiI progtam.
3. Employ.oos in the Efectrical Assis~ant classification who quslify 'tvill be g11l011 fj,s~
consideration for the apprentice position prior 10 o~hcr City classifica[ions or
recruiting from outside the City.
4. The Electrrcat Assistant cl8ssificntion wHi be vlEtwod as a candidate sourco ror
tha apprentico program \'"IIen considering Qualifications tor hiring eiecldcal
assistants.
5.
6.
A retter of agreement. will ba entored into by tho apprentico ~nd th.e City
identifying the terms and conditions of thb program.
The program wftl norrna!ly require 36 mo~ths 10 ,complettJ.
7. Normal progress through the p/ogram will be in periodic increm.eOls with forma!
evaluations.
8. Sarery steps will be established to bridge the Eloctrical Assi~tant classification
into the journey level classification.
9. A p/ocess for initial selection and placem&nt in the program will be established.
10. A procedure for removing an unsuccessful apprentico from the progr3m will be
developed.
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11. A task force including journey level pers'ons will be assigned to dete/mine the
content end approach to specific elements of training.
12..-Training will consist of on-th.-job (OJTI ond after hour. olemenls istudy and
formal cl.ssesl_ Off-the-job lioining costs will be funded by tuition
reimbursement and departmenta' funds. Persona! time spent in oH·the-job
training will not be compensated.
13. The appr~ntice will be llflder the continuing guidance 01 an appropriat.a1y
qualified journey level parson during OJT_ Such journey level persons will tM
assigned by Management from among vorunteers and will (6ceive 00 additional
compensation.
14. Qualifications/progress will be verified bV appropriately kept records.
15. Unless specificflly stated otherwise~ regular City personnel policies and MOA
provjsions will apply to the appronticeship program.
T 6. This program may become a conceptual modal for appronticeships in other
divisions or departments.
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APPENDIX C
No current exceptions. The last oxcaptions appeared in the 1985·87 Agleement.
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APPENDIX D
EXCEPTIONS TO STANDARD WORK DAY OR WORK WEEK
FOR SEIU REPRESENTATION UNIT
,........--
DEPTfDIVISION CLASSIFICATION WORK DAY OR WORK
WEEK VARIATION
~\H~
~
1J1ili~ Field SClYkte-s w..r .. -seAedtIIe i. B ••• a
A<lMioi$lffiWA R<>j>. 6ft-~ktH>~\'& mv;...,,., E>",¢-<>Hrl&r~-1-
,---,. GIf,-,2..".,-~ .. _-----<
~,Rit'!l GGROOPffltiGfH'ieM _iJiYe_""_i
Gi~ Rep:<Y$<mta1iv<>-Md 51aH may--wetk-{w&
GGAse,Y<>tiaft-FieI<l niRe RSl:tf eat5, lw&
~6t eig~t heb'F says BRa eoo
-~ -
COMMUNITY
SERVICES
Arts & Cullure Vorunteer Coordinator F.ach week (30 hoursl:
Division 15 hours of
unscheduled time; 15
>--hours of s.:heduled time
Ubr 8 ry Dlvi sio n StipeFlt'ie'lc, bihrar't' In a given work week ..
~ staff may work throe
Coordinator,Library eight· hour days, one
·~("9ra(l\' . seven·hul.lr da'y, and
Ubrarian one nine-hour day, On
Senior Librarian a voluntary basis, staff
Library Specialist may work five non·
Library Assistant consecutive days within
library Associate seven.
,
These rules and procedures are established pursuant to Article VI, Section 8, and are
an appflcation of Article VIII, Sections 1. 2. and 3 of the Memorandum of Agreement
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to th& e",ple,.e. -it>. __ fle<Hi>~~ed-<to-S"pe"'i •• r, GOfl<lh">l
Re,.,eeti""" et.iesiNclilions o/Coproin.tor, R~crh\ioo Programs; ~'oducer. Arts & ~IQni:eii,f!'ll>9ta.~i.P.f!lllrlmi~S$lst.~;·,., sUpa'ViSQf •... Gen.ial.·.Rtcr~.iion~ T1100\10(
sP$c;at\$t, in the Recreation UlvioioRandA'lls. &CuIW.~Oivi.io~$of.th(l Comrnurlil)i lXI. 'iyj~D~ ;ittmehli .. . . .' .. .... "....... .P.. .. ...
3.
a.
b.
Employees 'in 1he covered classiffcetion shell ba permitted to arrange
frox'ible work schedules wilh division approve I. providing that such
,chodule. shell ineluoe eljJI>!'f+8~. pe' pe'I'~ forty'l~Oi /joui"
PillW9~~\
Standa,o daily office hours .hell b. Monday through Friooy. b~twe.n the
hours 01 8:00 3.01. and 6:00 p.m. flcx;'blo hours may occur for
5LJPcrvis[<)n of fJv~ninq programs. meetings .... ·."eekend evants, or other
p rQ 9 l .ams.
"'-.. .fimpl"V<>*_~~~~·_k<>·'>"t"Y-·crIGfH<>·~-jOO
ftmOtj.orn>--dtlftil{l-i'OguJ.itf...WOf~4t&U:fS-.-b;;tt-"ffiC-WOi'·k;--w.""fe.h...i9--peet11i-ef
IlAd·\'iI'Ie.11v4ek>!<>'H"·"'OH).~.-4<>06~"'f'H>'O'"
~~~.,--T1K'-w",l<-<>e6 __ -~-<l·~
4.lmPfo)'ees fellel(tifl{t4h~-f-()HrH)fle&-of-sl;J(J~ Narle.
1 .. -···.,fIj)lov<>OO.wall-*""t~t'Holto""oh·f&f>.f'(l<!'+m&-<>l~,.
~i&-by-""'("*<ljJ(.e"'."'-witIt-M~h
e. S".~ fop.tted ti ___ !l-l>o--l<>lt_~f-t"-tl,,)-~.m-<"-\~,
leliowiA!J t~ ••• "",., If>-w~i.'' it ",oH&p<>Roo.-~
takeR 'fflthiR 12 "'Sf\I~El 6f-~1
Overtime
a. Emergency call-out woik. $han be definod as. overtime work and
compensated per siandard City pf<lclices.
b. If the noed arises for overtime work due to an unusual cl/cumstance
calling for ftxtra hours or due to a specjar event. compensation ~hafl be
allowed with pri?r approval of the OJ/ector of ReCfClstion 9r th~':Ojt(l<Ct·ot
of~·,lli)dP.itllll!,j, and shall ba compensated for. as spelled aut in tho
Memorandum of Ag/een1erl:t.
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T"'esa Ft:JleB BRd preeedklres ero establisheo plHGttOAt'6 Artiele ~i&ft..~
6" .~~lio"li.A al Artia'. VIII, So.'ioA' " 2 .A~ 3 <>I-~a M.,".'.A~~ ... *-Ag_1
iA t~. AftG-eR<j~~~" •• R~ G.m..~,
Pt~s9istQA:t BRei '1eh~l\teef ~t-t>f:.
~~T'-:R~';.~0~"~.:d~I!~18;d~~~~"':.~.~A~,:at~o~f~J~E~ffl~~~ .. ::~E~mpI<>:~~&--.m---tfi&.--..eOOlJe flaMed .'."iIi •• 'io"" .".11 ~mitto. to "'""0. ll6"ibIe'W<>fk~wi;A
si.isie .. af'J3'I'EI\al ae fellows,
&. '.!Je,fi at thB ereati ... '8 ptaeess, the IQsl(G a~im9 MElI:J'1oo.t&-~m
t~ege taslE'. m8~ 9..,e,1913 re~~f(eOtJ'er;'el::lr9.-.... Sueh
", •• It ",hi." i. p.o~"''-{<ll<!_I<J.--a<I''~,"",'
~retlf6""fliRg, '5MIJ...b&.#ffliteEl fa reRooto("*t-f-d~nm9-S-OOMr,. !lrBfl~i~;
~~Yl<>fk, '.'"Aieal,ehoor<>al_"..Iof""",*"rW~~
e-Jffl.tb.iti&fl-~Iiffi.on;-+~illl'r9;--"'9PCetGI-'<W(lfl'$.---f7~
~ e 1:15 e 9. fe e e J3tie A 9} fe-s-{i't'itkr.---vol{JIlI~-H!ffl .. ted1l(<tgf Oft~H:I--(tIh~ru1enoo
~A'ItI<Ait>, ffieetiflofts.
_--MoOOl!<'meftH>Mi-Cffij>!<>;oee<>_mal<e-"ver'l "Hw'·f"'''"''i>lt''''-pf~
_"'t&<>eeUf-OO~felJ'l""_
d:----m-et'def..te-fOOeivB orea it. e Fe B 1We-pk)e-e:t!)"WOfk--fl~~:led within
~·J>CfiOO.."';R9 "',hioh-lhcw"'lH'~
•. E "'pl. I'e •• "'all ~. OAI i Ilc<I·'<Hi!lte .... ,"~ .. n,.,.<> I~ .. "_-ho~
fioof-b.oeis by ftll;:I1t:Jal a!lf>&~wjtR MOAe~eft:l<»l4.
f.----StreIt-<ej>erto<l tim •• ~e lekeA plio,....!<>-\". eM .1 Ilt""_e<
feliewiAg 'he ~".~er iR-wAiclHt-W<>lH<>~--In all e8ge, il rrnnI·be
talteR '.lit:Tj;A 12 MOfltl=ls of t~& eeertHtl.
2. Qt;8Rime. QVBFtimB •• edE 6~~~ SSSiOAOd
e l
, e'Mena98JReAt oA'lpleyee 6' lAO Arts ofld&fenoo'9-Gi¥t'.ti&ft-6fHHwH .. m~
~ dO';AY "e",s-4lloH!f.&.~"i'Ort-oH~,-w"';HI9'f;--i"eI"<Iinft
reEtl:lired sUCflEie.ft<;e at mot~.,...eotl---OVI-9,-·--af--W'&fk.---&ft-i}f\
9litrao:."EiiAar,' I'If9jeet dl:lfl~\eiJ RBure. bill--c*ilrudfog.·,""$rl" rElsl;i1tiA!j
ftem SA om8AsisA of H'Ie "BrBeti'lB j;lFOMJ5S" 89 aefiAe~ iR+t-t~-{)~
wiH-lto ~re ... idaEi fa: if! aeeeraaAee Y .. ~tR the MOffisrenEhH't'l-ef--Agfe&fHfm ....
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APPENDIX E
,. For employoes in 1he following oporations assigned to work schedules other
than Monday through Friday, the calendar day will ba considered tha holiday
for premium pay at In-tieu schedullng purposes:
2.
Communications
Water Quality Control
Animal Control
Golf Course
Utilities So/vices
Landlill
Open Space
Police Records Specialist
If December 24 and 31 fall on Sunday, then the preceding Frid~y will be
designated for purposes of excused time off. except in the case of Community
Se/vices staff who may be scheduled to work on Saturday, in which case
Saturday will be designated for purposes of excused time oft. For Open SpClce
and library porsonnel, designation of excused time off will be based on Park
and Library schedules and employee preference.
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APPENDIX F
~\!Y..QE...I'ALO ALTO DENTAL PLAN CHANGES
Q~ A. Agro~Eff.ctjv. Julv 1. ~
The City will provide a 50% of reasonable charges, $1,500 lifetime maximum
or1hodontic benefit for representation unit employees and their dependent~ •.
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APPENDIX G
1. PfQmot;onol opportunities within the Communications Djvislon win be catried
out in complianc~ with procedures set forth in Article VI. Section 5, of the
Me"'.,.ndum ., As,eement botween the City and SEIU local 715, except
that:
eo Insub·p ... gleph Ie) of Articl_ VI, Section 5, the term "seniority" 'hall be
defrrt~d a,s division seniority ..
b. Oivkdon senio/ity will bo calculated from an emplovee's first day of
employinent in tho dtvi~jon, minus ant' unpaid !ea .... e.
Rl!SOWTION NO. __
RBSOLtrrION OF TNB COUNCIL OF TNB CITY OF PALO ALTO
ADOPTING A CO:iI'BNSATIQN P!.AI! FOR ClASSIfIED
PERSONNEL (SEW) MID RBPBAr.ING RBSOLtrrION NOS.
6986, 7108, 71·/8, 1198, nn, I\}ID 7333
atiCTrON 1; P\ll'suant to the provi,fJions ot ,Section 12 of
A,."Cticle III of the Charter of the City or Palo "Alt.O, tlle
Compensation Plau~ as Bet forth .in Sxhibil -]\-attache<! heret.o and
incorporated hel'ein by referent:e" is hereby al10pted tor the
Classified personnel effective retroactive to the c~~encement of
the pay period including Hay 1. 199~ .
.s..s..Cl'l.ON..--2.. 'l'he Co.-npenBation Plan adopted he-rein ahall be
administered by the City Meinager in accordance with the tI"..erit
System Rules and Regulations.
1i~IQN~. The COO'ipenEl'atioll Plan shall continua in effect
until am~nded or revoked by the Council.
SSC.'T.ION...i. The Director of Finance Is herl!by autnorh:ed to
lITIplement the Compensation Plan adopted herein in lIe..-pt"eparation
of forthcoming paYl"ollfl. The Director of Pinanco is further
authorized to make changes ~n the titles or ~mployee
classifications identified in the 'table 01 Authorized PersoullfJl
contained in the 1994·'9:5 budget if such tables' ha.ve b02en changed .in
the Compensation Plan. .
SIICTION 5. Resolution Nos. 6986, 7108, ·/1·/8, 1198, 1222,
and 7333 are hereby repealed.
SBCTI~. The Council tlnd& that thl~ 1. not a project
under the California Bnvir¢nmental Quality Act, and th~retore, no
environmental impact assessment is necessary.
INTRODUCED I\}/D PASSED:
AYES:
NOIlS:
AIISIlN'l':
ABSTBN'I'IONS:
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A'l'I'BST: APPROVBD:
city Clerk Mayor
APPROVED AS TO FORM:
City Manager
Senior Asst. -City Attorney
DIrector of Plnan~e------
Director of Human Resources
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EFFECTIVE:
REVISED:
Exhibit A
CITY OF P~LO ALTO
" .. ,.
COMPENSATION PLAN
Pay period including May 1, 1994
through April 30, 1996
July If 1994
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~~TIQtI PLAN raj! THE CITY OF PALO-N,.'I:Q
Classifi~d Personnel
ll~ION I. ~
A. ~41ory Rango 'Table
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Personnal covered by this plan shall receive compensation within the.
6blary ranges sot torth in the Salary Range Tables that follow
Se~t!on 11. These tables reflect a 1.15% increase at the E-Step
.effective with the pay period includh19 May I, 1994"/ and a 2% increase
.at the E-Step affect.ive with the pay period including May 1, 1995,
\lpp11ed to all ciassitications in the repl'esF:ntation unit. The salary
range fol." each position classification title and nunlber is expressed in
bi-... eokly and/or hourly rates along with the approximate month.ly and/or
annul!Il equivalent.
The City ,M<!nager is authorized to make appointments to or advancements
vith the prescribed ranges upon evaluation of employee qualification
and perfotfl';.ance.
Merit ad""ancements irom the first salary step to the second salary step
6h~1l be qrantcd at six-month intervals and betw('!en the second and
subsequ.ent steps at one-year intervals if the affected employee has
de~onstrated o:mtinued improvement and efficient and effective service.
For the purpose of determining step time requirements. time will
corronence on the first day of the month coinciding with or following
cntr6nc~ onto a salary step. Step increases shall be effective on the
first date of the payroll pe:c.\od in which the time and perfol:mance
requirer..onts have )H~en met.
In the evont that a do~"ward adjustment of a salary range indicates a
r'Oduction in the established salary of an individual employ~e{ the City
Manager llay if circu~stailces warrant, continue the salal::Y for such
enploy~e in an amount in excess of the revised ril.nge maximum for a
reasonr)ble period of time. Such interim nalary ran9'es shall b~ define;d
as "'i rat~s.A
Personnel covered by this compensation plan, in addition to the salary set.
forth in Section I above, may receive special compensation as follows.
Eliqlbility shall be i~ conformance with the Merit Rules and Regulations
and AdMinistrative Directives issued by the City Manager for the purposes
of clarification and interpretation.
Annually: each employee who holds a regular full-time or regular part
time appointment in the municipal service on or before July first and
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COIWENSM'IOII PLl\l1 -C1Msified ~"'ploy •• s
Page 2
continues In such status t'hl·OI..hJh tho first pay period in December shall
receive. in addition to tho s~l~ry prescribed herein, a salary
adjustJumt Gqu~l to' 01\0 (1\) of the er..ployea l s current annual salary;
or at the eeployee's option and subjoct to managet'll.ent appr<;>val, 24
hours paid leave to be usod prior· to the January 31 following. Annual .
. ~djust • .ent Ot' tl~e off ch~ll be prorated ·to roflect appointment from
Januar}' 1 through July '1 of the' ~\lr(ent ySClil" , pa.rt-tiTIl6 service, or
interrupted enrvlcQ durlnq the·year.
B. Q~"§. lIor k I r.~LQL-';l ~ !1~ttl £~t!Jw~'!lllLI.n=.JJ.!'.l.Ll!2!.hla y pay
Co~penoation for overtir:~ work, ... ·orking out or classification and
schoduled \:ork on paid holidays sha U be in conforMance vi th the Merit
Rul-os and Re9ulatlons and Adninistrative Directivn~.
2.
Etlplo}'ces pertcrl1'ling standby duty shal) ne compensated at the rates
ostablished below~
I'!!Xjg9.s. D!tcP.!ln.ii {i U9D tfLect i V.!t..D~ te
Monday throuCJh Friday $)6;00 per day ~/1/9l
4:30 p.". -8:00 ill .r;,. $38,00 per day 5/1/92
saturday, Sunday. $'5 .. 1. 00 per day 5/1/91
Holidays $56.0" per day 5/1/92
HiniF1u~ . .....c.ul:::.QML~.u
£mployeos not other~isQ ~xcluded tro~ recelvIng overtlm~ pay who
are called out to perforn ~ork shall be compensated for at least
two' houta l pay tor' <each occurnrnco at the appropriate overtil'le
rate. 'This provision does not apply to employees called out to
work whilo e~rning pay for boin9 in a standby status.
o. tilshL~llllLj'=!.ill!
1m additional '$1.10 per hour. ,affective with the pay period including
May 1, 1992, night shift pre~lum shall be paid to employees for work
performed between 6:01) p.t!. and 8:0'() a.n. A llIinill1u:m of two hours must.
be worked between 6:00 p.~. ~nd 8:00 a.n. to qualify tor the premium.
Employees who 1"e9u1arly \r1ork night shi (ts shall receive appropriate
ni9ht ~hitt prer.llur.ls j relating to niqht shift hou>;'s worked, in addition
to ba5e pay for holidays, sick le~ve and vacation.
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COMPENSATION PLAN -Classified Employees
page 3
E. Yniform AI1Qwan~~
Foothill .Park el'llploy'ees who are raquired to veal' specific. clothing in
the performance of their jobs shall receive three hundt'ed fift)' dolhrs
($350) with the pay period including Kay 1, 1990, per-year-uniC<;»fft"
allowance. ParldnC} Monitors, Animal Control Ofticorllo and COMunity
Service Officers, 'When assiqned to the -Traffic Diyislon~ ahhll be
issued city-owned uniforlns for which cleaning will be PTovi1od, All
uniform allowances shall be paid bl-wae~ly.
F. 1001 AllowancQ
1. Mechanics in Equipment Maintenance shall be paid an annual tool
allowance of $402 effective with Pb.Y period iflcl\Jding K<'IY 1. 1992.
2.. All tool allo .... ·cHlces shall be paid bi-,,·ee~ly.
1 . H~ill.\L.tlM!
The City shall pa~' all premiun pay~(m,ts on behalf of ~~p}oyaes and
dependents who are eligible for the £>rlployae-selocted l'tlblic
}:'''mployees' Hedic..:al and Hospital Care Act (PEHHCh) optional plan.
{a) Retiree Medical Provisions,
(1) Monthly City-paid premiu'r.! contributions for a retiroe: ..
selected PEMlICA optional plan 'Jill be PlIdt;-o\'lI$ provlded
under the public tmplovees' Modical and Hospit,"\l Caro Act.
The City shall pay all preroium paynents on behalf of enployecs, and
dependents of employees, \"'ho are oligib!o (or cove raga: under-the
City's self-insured dental insuranco plan. The n~x!~urn benefits
per calendar yaar shall be $2,000 effective January i. 1990.
The City shall assume any preT1lium rate increase: in ex1sting
employee and dependent dental coverage.
3. Basic ],ife Insurance
The City shall continue the basic life insurance plan .... s cl..ln-ently
in effect fo:r-the term of this compensation plan.
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COMPENSATION PLAN -Classified Employees
Page 4
4. Long Term pisabilitv IM..~
The Cit-y shall continue the long term disability insurance plan
currently in effect for the term of this compensation plan, with an
increase in the maximum benefit level under Plan A to $~ ,000,
effective July 1, 1991. ror Plan A, employeE coverage is subject
to a voluntary payroll deduction of the insurance pyemiu~
applicable to-the first $6000 of monthly salary, less a credit of
$11.17 per nonth to be paid by the City.
:For Plan B, the maximum benefit level is ~laOO of month. Employee
covarage is subject to a voluntary paYl.·oll deduction of the
insurance premium applicable to the first $2000 of monthly salary
for Plan Bj the City will pay premiums in excess ther.eot.
The City wi 11 pay up to $17050 per month towar<.l long term
disability insut."ance prel~1iums for those er:1ployees without eligible
dependents covet'ed under the health insurance provisions.
5 . .Y • .l~~g
Effective beginning July 1/ 1989, the
coverage for employee and dependents.
$20 Deductible Plan A under Vision
prerniuNs paid by the elTlployer.
H • .c.Qrnmt.!'L.l.n.c e n t i ve s a lliLP. a r'k i ng
City will offer vision care
Coverage is equivalent to
Service Plan with monthly
Effective on or before August-1, 1994~ represented employee~ ..,ho
qualify may vollmta:cily elect one of the following cO,Mute incentives:
Civic Center Parking. E'mployees ~ssigned to Civic Center and
adjacent work locations. The city will provide a Civic Center
Garagf=! parking p,ermiL New employees hired after April 30, 1994
may initiaJ,ly receive a parking perndt fot" another, downtown lot~
subject to the availability of space at the Civic Center ,Garage.
Public 'l'ransit. The City \oIill provide monthly Commuter CheCKS
worth the value to $20. These vouchers may be-used to ..... ard the
purchase of a monthly transit pass,
Carpool. The City will provide carpool vouchers worth t.he value of
$20 per month to eaell eligible employee in a carpool with two or
more people 0 These vouchers rnay be used a designated service
stations toward the purchase of fuel and other Vehicle-related
ft.xpenses.
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COMPENSATION PL~N -Classified Employees
Paqe 5
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Bicyole. The City will provide bicycle vouchers worth the value of
$20 par month to eligible employees lI.'h6 ride a bicycle to work ..
These vouchers may be used at designated bicycle shops for related
bi.cycle equipment.. and expenses.
Walk. The city will provide walker vouchers .... ·orth the value of $20
per month to eligible o!nployees who walk to work. These vouchers
may be used at designated stores for expenses related to walki~g
such ~s footwear and related accessories.
I. tl~~ Care Assistance
Tha City !,<o,'ill provide a Dependent Care Assistance program for employees
according to the provisions of the Federal Economic Recovery Tax Act of
1981, Code Sections 125 and 129.
J. ut.iX.'ll'L@!.
1. The City will continue the pl"f)sent benefits under the Public
Employees' Retirement System 2t at age 60 formuia act. Employees
'Who retire and were eTliployed by the City on or before Apt"il 1,
1977, and spouses of deceased employees who .... ·ere eT11ployed by the
City on or before April 1, 1977, shall continue reductions in
utility rates. All retired employees and spouses of deceased
eaployee~ shall also have residential privileges at City libraries,
refuse dispos:lil area, golf course and swi:11!1llnq pools.
EffectivlP. with pay per-iod including Hay 1, 1984, the City Iw'ill pay
the 7% employee's retirement contribution to the Public I:."mployees ' Retirement system (PERSt. Such pick-up contributions shall be paid
by the City in lieu of employee contributions notwithstanding the
fact that such pick-up of cont.ributions may be designated as
employee contributions for purposes of PERS. For purposes of
negotiation hereafter, the payment by the City o't the employee's
contribution shall be deemed a 7\ adjustment in salary for the year
Hay 1, 1984 thro~91\ April 30, 1985,'
Notwithstanding section 2 above, upon filing a notice of retirement
the 7% City-paid PERS contribution will be converted to a salary
adjustment of equal amount on a one-time irrevocable basis for the
final twelve months imT11cdiately prior to a retirement, provided
that all of t~o following conditions are met:
(a) The' employee must have at least 20 years of city service as of
the date of retirement, or for e~ployees hired prior to May 1,
1989, must attain at least the age of 55 at the date of
retirement, or qualify for the maximum PERS benefit factor.
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COKPENS1\TIOII PLMI -Classified Eloployoos
PAge 6
(b) 1'\.'01'10 J!iont,hs prior to retirement the employee mllst give notice
to thB City tor a retirement date certain.
(eJ Ourinq tho 12-~ohth conversion period, the employee shall pay
PERS $RPloy~o,contributions.
(ell 1111 provisions ot tllis subsoction are subject to a conditioned
ypon co~pliancQ y1th IRS regulations.
4. xn orde-r to continue atter June 30 1 1994, the provisions of
Section J.3 ot this Co~p~nsation Plan, the City will contract with
fERS to provide "Reporting the Value of Employer Paid Member
Contr!butlQns as Conpensation in £mployees Final Compensation
Perl-od By Contr~c.~t "".ended" (Government Code Section 20615~5).
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CITy OF PALO ALTo COMPENSATION PLAN
CLASSIFIED PE~SONNEl
EFFeCTIVE Pay period including MAy I, 1994
CLASS TITLE
"""
277 AH!MAl ATT(NDANT
276 A~IMAL CO~TROL orr
244 ASSOC BUYE~
323 ASSOC ENG1KEER
353 ASSOC PLANNER
247 ASSOC POW[R [N¢R
2'9 A$SOC ~ES PLANNr~
330 ASST EN~IN((~
256 ASST POWER E~R
2$' ASST RES ~lANKE~
249 ASST ~r~[~tE~ER
lIZ AUTO SERVICE M(C~
299 el~ INSP~CT~
lOO BLDG INSPECTOR SPEC
J70 e~O¢ SERVICEPt~$ON
~71 BLDG $(~VIC(~E~SON-L
lS$ SLoc/pte trCH~:tAIN
Z12 BUYER
533 CABLE SPLICER ASS!
~36 CAT~OO:t T~GH
20S eoec eOO~D
408 CE~HT FI~!SHC~
(0' CEM!Ni r!N!SM(k LEAD
RA~Gf
NUMBEFt --101 0 U It l 'f -~
(A) (e) Ie) (0) IE!
1223 12.23 12.93 13.~8 14 46 lS.29
1310 13.10 13.,$ 14,es 1S ¢g 16,~'
1$74 IS 7. l'.e5 l7.S0 18.61 11.~3
2120 Zl.20 22.42 23 7~ ?S.O~ 2~.50
1949 19,49 20.$1 ~1.79 2:.04 Z4,J6
2215 22,25 23,3Z 24.~1 26.30 27.S1
2225 ZZ,2S 23.52 Z4.17 2~.30 21 81
19l~ 19.1g ZO.Zi 21 .• $ i2 a~ 23.~;
201Q iO.lQ 21.~e Zz .~ 23.7~ Z~ 11
lOlO 20.10 ~1.Z8 2: 4j 23.71 23 1)
lll9 12.19 12.t~ lJ,Ol 14 '1 l~ :.
1521 15.21 18,0' 11.00 17 PI l~ 01
l~.O l~ 40 20 51 ~1,3~ l2 0) 2'4 2~
2010 20.10 Zl.'~ 2l.1~ 14 ~, 2S.!!
lZ07 12.01 12"'.711 Z:r.S-.o-14 ~7 1:: O~
12!9 12.19 ll.6J 14,41 1~.Z4 IS ~J
150&6· 1$ ,(,4 It] S8 1.'l.Sl U 52 IP .58
.684 1$ 24 !1 81 l'.tJ 1~ 91 ~1 05
113~ 11.32 ~I.~l Jg,J6 20 4~ ~! 6~
~Q4' 22.tt 24 HI 2''j-jt
20'4 20.e4 22.04 23 30 24 e4 2C.05
1418 10.~Q :t 4S 13 4~
:.5U 17."~ 11.71 ~p 8~
APPROXIMATe TOP SiEP
ANNUAL MONTHLY
:u .f.lOJ
J4,070
40.934
55.120
50,6(;3
57, ;'4¢
51,844
H.J:IIl:l
:;;:: .270
!<2,Ho
:;l',6-liI?
JSl,S.tO
~O, 4-1.0
53,3317
;)1. Hi
)j.~Q!f
.010,77(;
.a::.i't4
4~, . 0];
~,. 201:
~', : ~<I
.n J1.,
£ 1 . Hi!
Z.6S0
l,tH
3". '11
4.5'\13
e.zlZ
4,320
~.320
.,1'$A
".::IS!.
... 'l~S
,e4'\
:1. ='OS
c .... 03
',4t<S:
~.~I~
~.1~~
',;~1
J.1343
. ~::t;'
4 .• 'J
... $;'~
'.19.
, ,440
f~~~.~1{;#it~#iffi!'JrHmi;r.'
--- --B 1 -WeE K L Y---- - -
(AI IS) {el (0) tEl
~7a 40 10l~ 40 10~4 40 1156.tO 1'.2'.20
l04a 00 1108.30 1172.00 1239.~O 1310.40
12S~.20 1332.00 ~40a.OC 14 ••.• 0 lS74,40
1696.0~ l7~J_$O 1894.00 2~O •. 80 2120.00
~SS9,20 1648 80 ~r43.Zc J843.20 1948.10
17~Q.OO lti~.~O 1'\l!9.SO 710. 00 2224,3~
1t~O,¢O 11!1 ~O ;,ag.~~ 2104.oQ Z2Z4.IO
l~'S 20 l~23 20 171e:tO 1315.20 19Ji.20
160l,QO 1700 aO ;1'3.40 lQOl 60 2010.40
l~O$,OO 1100 $~ 17~a.40 1901 ~O 2010,40
9"1'S.20 1031.20 to,Q.040 l1S2.'O 121~.20
12~~ ~O 4Z~a 40 1350 00 14'1.40 1SZ0,~O
1552 00 HI.-a 10 ! 'I)'S 20 all. 40 IUO OG
l6~a 00 ~'}1.20 1152 00 195'.40'ZO?O,4C
~~~ eo 1020 80 ~OSO_OO ll.t!.~O 1207.Z0
;Ojl ~O 109040 11$2 to 1219 lO l2r:.to
lZ~2 10 ~n-4 40 ~400 to 1481 ~o l!H:.&.(O
1j£1.2Q 1424 !O ~~06,.O !~~1 10 l~a4.00
1J'~,GO t4~4,~O !~4t eo 1~3~ 40 l7l2,OO
1~'0 40 I~J~ 20 Z04~.~Q
t~~7,20 l~~' 2~ 1te4 00 1971 20 lOlA.OQ
.~20 00 !JP~ 00 !A1~.OO
1420 00 1501.60 IS$3,OO
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CITY OF PAtO ALTO COMPENSATION P~A~
C~ASSIFIED P€~SONNEL
EFFECTIVE Pay p~r1od
CLASS TITLE
including May 1~ 1994
RANCE'
NUM
5002 CHEMIST
305 CH~ C~~ TECH
297 CHF fLEC U~DG INSP[C
23~ eHF INS?EC WGW
206 CNTl/ACCT ASSISTANT
2~4 =NTL/ACCT SP~C
Z07 CNTljACCT SPEC-LEAD
301 COOE ENFO~CEMENT ,OfF
Z~7 COMM O!SP-CHIEF
lJ5 COMH OXSP-FL(X
236 COMM DISPAiCHEP.
306 COMM TECH
702 C~UNttY S€RV OFFOR
234 COMPVTE~ OPERATOR
$34 COMPUTER SUP CNT~ TR
21S CONSERV FIELD REP
2SS COORD L!BRARY PROG
317 COORD REC PROO
214 CRIME A~AlYST
218 CUST SVC ~EPRESENT
2~f CUST SVC s~ec
2Z5 OATA ENTRY OPERATOR
533 ELEC ASST I
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NUMBER --H 0 U R L Y--
(AI (B] (e) IDJ (e:J
1974 19,74 20.SS 22 07 2.1,34 24 SB
2120 21.20 ZZ.42 23.70 ZS 06 26.50
2196
20tS
1228
21_9G 23 22 24 ~s 25 9£ 27 45
20.85 22 04 22 31 24 ~5 26 06
12.21 12 98 13 73 14 52 15 35
~394 13.94 14.74 IS.59 15.4B 17 43
148~ 1'.89 IS.14 16.65 17.60 !8.61
1862 18.GZ 19.69 20.8Z 22.02 23.23
1843 18.43 i •. " 20 61 21.79 23.04
1£40 18.40 17.34 lB.3' 19.39 20.50
16.0
1837
1390
135"
2022
tS37
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16.4C 17 .34 18.J~ 19 39 20,50
11.17 19.~5 21.10 22.31 23.59
13.90 1£.10 is.~5 lS.44 17.38
13.54 14.~~ 15.1' 1£.01 16.~3
20.22 21.31 22 ~1 23.9t 25.2a
1537 It,25 17.1S 11 17 19,21
~1.54 19.81 ~O.73 21.92 23,11
1482 14.~2 15.67 1~ 57 17 S2 !8.5J
1£10 18,10 1~.1' 20 24 21 .0 22 C3
1500 15,00 15.1£ 16.17 i7 73 It'S
1850 10,50 17 '5 lS,45 19 ~l 20,63
1202 12.0Z lZ,71 13,44 14 21 15.03
152g 15.29 1$.17 l7.0~ tt,07 19 11
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APPROXIMATE TOP STEP
A~NUAl MONTHLy
51,334
55.120
$7,095
54,204
31. 921
3S,2Sl.
35,70n
4lJ',42Z
47.n3
42.640
42.640
49.0&7
36,150
35,214
52.5.82
39,956
U:.Z14
3S,542
47.070
39.000
42.~~O
~;.Z6:!
:;9,74!
4,277
4.593
4.758
4,517
2.SS0
3,oZi
3.Z2S
4,035
3,993
3.553
3.$53
4,033
3.0n
2.934
4,321
3.329
4-.017
J,211
3.n2
1.2S0
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2,(;OS
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1695.00 1793.CO 1896.002004.80212000
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1668.00 ~753.20 1S£4.ao 1972 00 20B4.80
932.40 1038,40 1091.40 1161.S0 1228,00
1115.20 117920 1247,20 1316 40 13;4.40
1191.20 1259.20 1332 00 140!.00 1482.60
!489.80 1575.20 1665,60 1761.60 1862.40
1474.40 155g,20 1648 80 1743.20 1243.20
131~.OO 13a1.~0 1467.20 lS51,20 1640.00
1312.001317.201467.20 1551,20 1~40.00
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1112.00 1176 00 1244.0~ J315.20 1390.~O
1081 20 1145 60 1211.20 1210 80 1354 40
16l1.S0 1710.40 110a,30 1912.10 ~022.40
1229.80 1300 Co 1274 40 14S3.S0 1536,30
l4a3.~0 1561.80 16~3 40 l7~3.~C 1354.40
113S.60 1253.60 132S.eO 140~.to 1432.40
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1200.00 126$ 80 J341 60 141$ 40 1500 00
1320.00 Il18.00 141~.00 1560 80 1~50 40
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ClASSIFIED PERSONNEL
EFFECTIVE Pay period including May 1. 1994
CLASS
NUM
TITlE
315 flEe MAP CRAFYSPERS
l07 ELEe SYS OISPAreHE~
267 ELEe UNeGD INSPEC
530 ELEcTRICIAN
Sl9 ElECTRtCIAN-APPR(N
535 ELECTRICIAN~LEAO
332 E"IGINEER
311 ENGR rECH
323 ,ENGR TECh II
319 ENGR TECH III
Z57 ENVIRONH~NTAl S~Ec
211 [OUIP MAI~T SERV PER
396 (QUIP OPERAl~
397 [QUIP OPERATOR-LZAD
ZSO E~vIP PARTS TECH
220 EXECUiIV[ S£C~ETARY
203 FACILITIES ASST
314 FACIl!TI(S CARPENTER
375 FAe~LITIES ELECT
3:3 FACILITIES MAINT-L
376 FACtLITIES MrCH
377 FACILITIES PAINT~R
462 FIELD SVCPERS WGW
RANGE
NUMeER -H 0 U R L y. -
IA) (8; IC) {oJ tEl
1474 1~.74 15.S$ 14,48 17.43 1t.43
20,2 20622-1.81 2-3.06 24.38 2S.78
1880 18.80 19.t3 21.02 22.22 23.S0
2046 22.88 24.19 25.5t
1937 19.:7 20.48 21.SS 22.90 24.Z1
2198 24 SS 2$.98 27.45
2388 23.18 25.25 26.70 2a.23 29.85
1402 14.02 14.93 15.58 16 58 17.53
151S 15,1816.0616,9811.95 l8.ge
~~95 16.9517.92 18.9S 20.0( 2~ 19
2~ZO 21.20 ZZ.42 23.70 25.06 26.S0
1231 12.31 13 Oz 13.77 14 55 15.39
1449 16.20 17.13 18.11
1553 17.36 18,36 19 41
~334 13.34 14.lt 14.92 15.77 16.S2
1527 15.27 lS.15 11,07 18 05 19 09
1260 12,60 13.32 14.09 1¢ 90 15.75
1656 16 S~ 17 51 13.51 19 53 20 70
1656 IS.56 17,51 18.51 1',58 20.70
1767 17.671$.6919.7620.8922.09
1656 16.S6 11,51 13.51 19,5820.70
1656 16.S6 17.51 18.51 19.51 ZO,70
1425 14.~S 15.07 15.91 16,84 17.81
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APPROXIMATE TOp STEP
ANNUAL ~~NTHLY -8 I W € E K l Y--
38.331.
53.622
42,880
5'3.20S
50,:;:513
57.096
52.088
35,46Z
39 .. HS
44.075
5$.120
32,011
37.66$
40,:HZ
'34.694
29 707
22 . 760
43.0Se:
43.056
45.94]
43.056
43.05$
37.044
3, lSI4
4,468
4.073
4.433
4,196
4.758
5.17'
:;,038
3.289
3,672
4.593
2,667
3'.139
3,364
2.891
3.30e
2,730
3,588
3.588
3. an
'3.588
3.58'8
3,087
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1119.20 1247.20 1~18.40 1394.'0 14;4.40
16ig.60 1744.80 1844.80 1950 .• 0 20&2.40
1504 00 1590.40 1581.60 1717_50 1180.00
183040 1935.20 Z045.40
lS49.S0 1632.40 1732 00 1832.00 193e.80
196'.00 2016.80 2190.00
1910.'0 20~O.00 2136.00 225S.4C 2388.00
1121.60 1186.40 1254 ~o 1326,40 1402.40
1214 40 lZ84.80 135B.40 1436 00 1518.40
l356.0e 1433.80 1516.00 1603.20 1695.20
1696.00 1793.60 189S.00 Z004.80 2120.00
984.80 1041.60 1101.60 1164.DO 1231.20
1296.00 1370.40 1443,80
lj88 80 1462,RO 1552.30
1067.201128.801193601251.60133440
lZll 60 1292 00 13GS.6~ 1444,00 1SZ7.20
1002.00 1065 60 lIZ] 20 1192.00 i260.00
1324 80 1400 80 !480.10 1566 40 165S.00
1324.80 1400.80 1:80 80 IS56 40 1656 00
14J.2,60 1495._20 "580.30 l(P 1.20 1Ir>7. 20
1324.80 1400 81 ~480 80 1566.40 1656.00
1324.80 1400.80 1480 80 1566.40 1656 00
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fF'F(C'rlV( Pny per~od including ~y l~ 1994
CL.Ast
NUM
T.::nE
383 flEeT svcS COOR~
4SS GA~ MOwE~ ~ECH
4Sz. GANG MOWEll: OP~!(
4a9 CAS SYS SHOP/FLD RPR
456 COLF COR EOUI~ M(CH
459 QO~r COR MT PERS~
457 QREENSK€~PER
261 HAZ~T INV(STlQATOR
390 HEAVY EQUIP OPE~
3~1 HEAVY EQ~IP OP[R-l
sat lHO WASTE !NSPEC
258 INO WASTE INVTGIR
Z7.7 INSPECTOR, PWfWGW
30~ INSTRVM ELEe
202 INVESTMeNT ANALYST
503 lAZORATORv TECH woe
ZS4 LIB~ARIAN
252 LIBRARY ASSOCIATE
222 LIBRARY ASS!
253 LI8RARY SPECIAlIST
531 lINEP£R/CAStE SPl
537. LINfPER/CA6LE SPl-l
SZ8 lNPER/CB~ SPL~APPREN
ItAHG~
NVMSER w _~ 0 u k L Y_ -~ - -
(4) (91 tel to) !EJ
16&$ 16.~5 l~.!C 11,8! !~.6a 20 31
1484 l~." 15.69 15.59 17,5. 18.55
1350 IS.10 15 ~e 18 ~I
1-5054 17.'* H .:13 10 43
155! 15.51 16.41 17.~2 It.4Z 19 48
1119 _~4.a IS 01 15,S1 lS 78 17 1~
17/JE. 19.75 20 tB 22.0t
2062 20.6~ 21.81 23.08 24.31 2S.]8
1$40 11.34 19.39 20,50
1753 19.60 20.72 ~;.gl
1711 11,81 1t.83 19.~1 21,05 Z~ 26
1904 19.04 20.13 21.29 ~2 51 2l.80
1tl0 18.80 19.18 21,02 2Z.22 23.50
1927 19.27 20 38 21.5~ 22.18 24.09
1530 15.2016.181'.1118.0913.13
1767 17.67 1~.69 19,1C 20.89 22 09
1436 14.96 IS.82 16.73 17 69 13.70
1398 13.9814.79 lS.63 16.$3 :1.4S
121t 12.1-4 12.84 13.58 14.3G IS.18
13<1 13.21 13.97 14.77 15.S~ 16.5!
2046 22,88 24 19 ZS S8
2196 24 5S 2S.9S 27.45
1937 19.37 20,4~ 21.65 22.90 24.21
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APPRQXI~T( rop STEP
~NN~~ ~TNLY
42,234
n .St4
35.111)
40.41l;
40 SlS
30,UIIl
4:;',92i
53.6:('2
42.640
45,572
46.300
49,504
41. !dO
50.107
39.790
45.!J47
3S, tge
36 .353
31,5:t4
34.340
53.<06
57,096
50.336
) ,607
:l .2 ~~
2.~~5
:l,~67
3,376
3.074
3.827
"',cell
3.55~
:J,7'J7
2. . 8SS
4,125
4,v73
4.175
3.3150
3,a2:!!
3.241
3.029
2,611
2,861
4.433
4.7Sl:I
4.l96
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11'7.20 1251.201327.20 1403.20 14Zc.¢O
1201,00 127G.a~ 1350.40
13~O.40 1~70.40 .lS5&.~O
12£e.40 13l8.~O 1393,60 1473 60 15Sa.40
11~5,20 1200.~0 12S9.GO 1342.40 1419,<0
1530,00 IG70.40 17&8.40
Jfl49.ao 1744.30 1844.~0 ~950.'0 ~0&2.40
1467.2015501.201640.00
15068 00 IG5i 60 17S2.aO
.1424.8015006.401592'.80 16U.OO 1780.S0
1523.20 1~10.40 1703.20 1800.80 1304.00
lS04.00 1590 40 1681.60 1177,60 1!80.00
1541 GO J630 40 1724 00 1822.40 1921 ZO
1224,00 1294.40 1~G8.80 1441,20 1~30.40
1413.$0 149S.2D 1580.10 1671,20 1761.20
1196.80 lZ65 60 13311.4C 1415 zo l4ge.OC
1118.40 1183.20 1250.40 1322.40 !398.40
9'1.20 1027 20 1086 4C 1148 80 1214.40
loss.ao 1!17.60 1181 GO 224S.S0 1320.*0
lS30.40 L93S.20 2046.40
1964.00 20i6.ao 2196.00
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ClASSIFlr~ pt~SONN~l
£FFE¢TlVE Pay pe~1od 1ncl~di~g Xay 1. 1994
CI.~SS
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S05 HAl NT MECH 'JQ¢
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240 MrTE~ ~(~ER·ltAO
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381 MOT<m (OUIP M£CH~l
201 orf"ICE ;.SS~Sl'A"'T
200 Orr:CE SPECIAlIST
230 OrrSE"T !ou!P OP
23~ OfFSET £OUI~ OP-lEAO
4S4 P,A1t~ MA!'H ASST
451 PARK ~:Nr PERSON
452 'AR~ ~rNT P(~~~-L
221 PA~K RANGER
243 PARJo;lN<; C~I" orr
4&0 ~ARKS CREW-LE~O
24S PAR~S/OPEN S?C ASSr
l~O P!RSONAL c~p rECK
3S2 PLANNER
304 I>t.AtNS CMECI'.: (~Off
210 I>OLICE RECORDS SPEC
24& POWER £NGR
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1$OS 15,05 l~.Pl 1S I~ 17 79 l~,Jl
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129t 12_" 1J 73 lL.52 1$ Js ;5 23
l301 ,1j: OJ. lJ.1~ U,S.4 l~-=13 H-2C
~41~ 14 1~ l~ 01 !~.ar lS 7e 17'i~
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1432 14 3Z 15.14 IG.OJ lC 93 17 ~Q
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1751 17.~1 11.S2 19.~: 20.70 ~J. ~i
20'4 20.84 ZZ,04 23 30 24.~4 ~G.05
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1309 13 09 13,14 14.&3 IS 47 18 36
2514 ZS.J.t 26.S9 21,11 29.72 31.43
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CITY Of PAlO ALTO ~OMPENSATZON PLAN
CLASSIFIED PERSONNEL
EFFECTlVE l'a.y I)eriod inclQd1ng May 1, 1994
CLASS
HUM
TIfL.E
393 Sf SwtEP€~ OP-LEAD
22! STAFF SECRETARY
243 STO~EKE~PE~
266 SUPv GENERAL REC
326 SURVEYING ASST
JZS SURVEYOR. PUa~IC WKS
309 SYST~M OP/SCKED
222 TELEPHONE TECH
229 THEATER $pEC!AlIST
406 TRAF CONT MAINr I
412 TRAF CONT MAINT II
407 T~A~ CONT MAINt-L
435 TREE MAlNT Assr
434 TREE MAtNT PERSON
430 TREE TRIM/lN CLR
431 TREE TRIM/lN Cl~-l
432 TREE TRM/L~ CLR ASST
400 TRUCK DRIVER
~~3 UTIl ACCTG TECH
?19 VTIL C~EDI;/COL SPEC
310 vTrl ENCR ESTIMATOR
ASS VTIl rLD SvCS REP
480 UTZL INSTALl/R~P
I!:ANGE
NUMBER
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14~4 14 24 15.~6 15.92 16.S3 11.80
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1866 18.S6 19.73 20.37 22.06 23 33
1749 17,49 18.49 19.55 20 61 21.a8
1903 !9,03 ~0.12 21.28 22.50 23.79
2217 ~2.17 23.44 ~4.78 26.21 ~7.71
1751 17.51 18.52 i9.53 20 70 21.89
18~8 13.3a 19.44 20.5$ 21,73 22.38
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14,84 15 69 16.59
l542 17.24 18.2Z 19.28
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1319 A'.19 1~.95 14.75 IS,~O 1~.49
1504 IS.04 15,90 lS.8Z 17 7e II 80
1118 18.18 19.~3 20.3321 SO ~2.73
2213 22.13 23.40 24.74 Z~.16 27.66
1142 17.42 1842 lQ." 20.50 21.78
1101 19.02 20.!1 21.25
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APPROXIMATE TOP STEP
ANNUAL MONTHLY -D I
(Bl
wEE K L -Y-- - - - -
':0.2eg
37,02"4
34,902
4S. S02S
45,46a
49,483
51.036
45. !i31
47.798
37,336
34,507
40,102
32,812
36,046
:n ,131
40,37:::
35,547
34,299
J9.104
4T .:.278
:S7,Sn
45,302
"4.220
3.355
3 .085
2,908
4,0(3
3,789
4.123
4.t03
3.794
3.983
3.111
'<:.875
3.3'1
2,135
3.003
3,144
3.31S4
2',362
2' . 858
J.~~B
:3.939-
4,79 4
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3,6es
IA) {e) (OJ IE)
138S.BO 1464,801548.80
1139.20 1204.30 1273,60 1346.'0 1424.00
107Z.60 ~135.20 1200,30 1269.60 1342.40
1492.80 1573.40 1669,60 17~4.30 1856.40
1399.20 1479.20 1564.0C 1653.60 1148.~O
15Z~ 40 1609 60 1702 40 laoo 00 1903.Zo
177-3.60 1875.20 1982.40 2096.ao ~U6.80
~400.20 1421,60 1566.40 18~6.00 17~1.20
1470.40 155S.20 J~44.00 1738.40 IIJt.40
1284.00 1358.40 14~S.00
1181.20 1~55.20 1~2i,20
1379 2~ 1458.40 1542.40
1009.60 10SS.OO 1128.30 I1g3 GO 1262.40
1240.00 1311,20 13'5.40
1297.601372,801451.20
1388.80 1468.80 1552_80
1223.20 1292.80 1361 ZC
10$5.20 1118,00 11tO.OO 1248.00 1319 20
1203,2C 12~2.00 1345,eo 142~ 40 1504,00
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17}O.40 le12.00 1979.20 2092.80 2Z1Z.BO
139J.eo 1'73.60 1558.40 16~8,OO 1742.40
1521,60 l~08,tO 1100.80
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ClA$sr~IEO P~RSONNEL
EFFECTIve Pay period inc1udirlg: May 1. 1994
CLASS
HUM
Tl'r1.E
481 UTXl INSTAlt/R(P AST
419 UTIl IkSTAlL/REP-l
233 uYIl RATE ANAlySt
2Sg UtIl SVST ;£CH
ZJ$ VE1fRrNARrA~ TECH
274 vOLUNTEER COORD
482 WATER ~ETER REP ASST
434 WATfR ~ETER REPAIR
507 WATER TRANS OPtR
501 ~ATER TRA~S OPER-L
500 woe PlT OPER
509 woe Pli OPER II
510 woe PLT OP~R TRN
22G WTR M1P CRS eN TEe
RANGE
NUMBER -H 0 U R L. '1--
IA) (OJ {e) 101 (E)
1443 14.43 15.26 le.!4 17 06 18,04
1830 20 4~ Zl.64 22.8t
2120 21.2022.422).7025.0626 SO
18S7 12,~7 19.95 21,10 22.3! 23 ~9
1338 13.38 14.1~ 14.96 !5,82 16 73
lSS~ 15.5816.4$ 17.42 18.4Z 19.48
1368 13.6614.45 IS.28 IS.1S IJ,08
1513 16.91 17 as 18,91
1646 16,46 11.41 13.Al 19.46 20.S!
1761 17.61 lr,6~ 19.6~ 20.8< ~2 01
1429 15,97 1e 89 17.86
1122 19 26 20.36 21,S3
1231 12.31 12.02 13.77 1455 IS 39
15$3 IS,53 16.42 17.36 l8.36 19 41
AP~RO~!MATE to~ SlEP
ANN~A~ ~THlY - - - -• -8 X • W [ t ~ t y-~ - - --
J7,523
47,S90
55,:'20
49 .067
34.1st
40.513
ZS.ns
39,nz
42,aOS
4S ,730
37,148
44.782
n.ou
40.372
J .126
3,'965
4,593
4,0&11
2.899
l.3H
2,9M
3,211
3.567
l .1I:~5
3.09S
3,731
2.607
3.364
~A) (9) Ie} (0) IE)
115'::.40 1220 80 1~9LZO i3.S4 80 14.43,ZO
1636.80 1731.20 1830.40
16'96,00 1793,60 ~a9t.OO 2004 80212000
1509.60 1596.00 1638.00 1'84,80 1887.20
10iO,40 1132.00 1196,80 1265.60 1338,40
1246.40 1318,40 1393 ~O 1473.60 1558.40
1092.30 11$~.OO 1222.~0 1292.00 13~6.40
1352.801430.401512.30
1316.80 1392.So 1472,80 15Sti_80 1646 40
1402.10 1439.60 1515.20 1665 60 It60.8C
1277 60 13~1.20 1423.S0
1540.80 1628.S0 1722,40
984:80 1041.60 1101.60 11~4.00 1~31.20
1242.4Q 1313 60 1388.80 1468.80 15S2_80
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C~Assrrrt~ P!~$OHHEL
Err&CHv~ P4y p.)r1od including ii"..ay 1. ~99~
CLASS Tritt:
HV>1
271 AN1MA~ ATT(NO~~r
27e ANI~~ CONT~O~ OF~
Z44 ASSOC eVYE~
333 ASSOC (NGIN£~~
353 ASSOC ~~AN~ER
247 ASSOC ~IO: (NCR
269 ASSOC ~ES PLANN[~
l30 A~ST ENGINEER
2S~ ASST ~R [NOR
262 ASST RES ~~ANN£~
249 ASST $rOREKE[PE~
3t2 AUlO SERVICE M(CH
299 BLDc INSPECTOR
300 SLOG INSPECTOR SPEC
3'0 BLDG SERVICE PERSON
37l BLOG SERV~C(P~RSON-l
3S~ BLOG/PlG Y€CHNICAIN
212 BVV(R
53& CA~LE SPLICER ASST
536 CATHOOlc TrCH
20S CDBG COOR~
403 CEMENT FINISHER
409 CEMENT FINISHER UAD
RANCE
HIR'IDER
l2U
l:l31
lAl
14,",'
• -K 0 U t L y ••
(Bl t~j {OJ ;t)
ll.20 13.g~ l' 7~ lS ~O
13;37 le,.13 u,n' 1'$ to HI.71
ItO! 16.0~ 16.~~ 17,~ l4 ~Q ~o or
Zl152 .%1.82 ~Z n U.U 2"5 ss 27 0)
1~U 19.!B 22..0-l ~l·,2J 2J s.o Z.(,IS
2~10 2270 24.0t 25.38 2&.t4 ZZ.1'
ZliO 22,702.01 25,3' l~.84 2' l~
1958 10.5120.11 21.iO 2l.15 24.41
2050 20,~O 21,61 22.92 24 14 ~~ eJ
20~0 20.S0 21 6; 22.~Z 24.24 25 tJ
lZ.:.3 12.43 13.l5 l3.90 14.70 1S S4
~~Sl 15.51 tG 40 17.~4 13 J4 19 39
lOla U.iO 20.aJ n.ll 23.40 ZA,74
2112 Zl.12 22.33 2).51 24.97 26.40
1231 1'-,~1 13.02 13,77 ~4 S5 lS,39
1314 l3.1_ 13.90 14.70 15 54 16.43
1598 IS.9t 18.90 17.87 18.~C 19.~8
1718 17,1& 18.17 19.21 ZO.3t 21 48
1766 17.66 18.Ga 19.75 20.aa 2~ OS
2087 23.14 24.57 26.0~
21Z6 21,26 22.48 22.17 25.14 26.58
1$06
l620
16.14 17.S! 1a.81
13,11 19.1S 20 25
APP~~X:~;t TOP $jr~
A~~UAl MON1M~Y
n,4':'l!
J.4 ,7!,6
4J,7eE;
S6,2ZZ
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5:1".3:'0
n.J2J
40.3)1
51.4 50
S4,9l2
n,O.l
34.174
41,558
44.672
4S,926
~4.L67
~5, U6
39.166
42.120
:(,7o~
2, 1~t
;) .480
4.et5c
4.307
.II.~a
4.h~
.c,2U
4.44"2
", 44~
2.I$~J
3.340
4,288
4.S7G
2.St,;7
2,llc~
3.453
3,72:l
3.827
4,S2Z
4,607
J ,26:;1
3.5clO
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14.) Ie) !C/ (0) (0
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lO~~,~O 11~O.40 119~ 00 1~K4.00 133e.!~
lZ&4,lQ 13S9.20 14~6,~o .5!9.20 1$~~,40
1721 GO lsZJ,iO ;g3A.40 Z044.!O 218~.4~
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1'~8 00 l~ZO,IO 2030 40 1147.20 2270 40
l:;~G AO In'.1¢ 17S2.00 11~~."O 1955.40
!6~0 00 17j~ 4a lZ;)' 1$0 1939.~O ~oso,.o
164000 1734.40 1833 60 193~.20 ~050.~O
99':' -40 1052 OQ n 1'2.00 1 I'll .00 !-243 _ ZO
lZ40.tO IJ1~.OO !Zt7.20 14e7.20 155~.~O
1~z3 20 1874 40 1170.40 13'2 00 !970.20
16a1.~O l?!e.40 1381,30 lS97.&C 2112.00
9S4,ao 1041.60 1lel,so 1184.00 12:11.20
1~Sl.20 tIl2 00 1116 CO ~243.Zo 1314.40
1273.40 13S~.CO 1429.60 l512 00 ISg~.4C
1374 40 145~.fO 1536.80 ~S24 80 li18 40
'41~.ao 1494 40 ,sao.oo 1670 40 1766 40
!S67.20 1973 60 2u87.20
1700.80 179a.40 !901.60 ~Oll.2C 21Z6.40
1'47.20 14Z4 30 1$06.40
1443.80 1S3Z.00 1520 00
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CITY OF PALO ALTO COMPENSAHoN PI.AN
CI.ASSIFXZD PERSONNEL
(rFECTIVE Pay p~rlod includIng Hay 1. 1995
CLASS
HUM
TITLE
315 fLEe MAp ORAFTSPERS
307 €lEC SYS DISPATCHER
267 ELEe UNOGO INSPEC
S30 ElECTRICXAN
529 ~LECTRIC!AN-APPREN
535 EtECTRICIAN~lEAC
3lZ E~GINEER
311 (NCR ~ECM
JZ3 [NGR TECH II
319 gNGR TECH III
257 (NV!P,ONMfNTAl SPEC
Zl~ EQUIP MAINT SERV PER
3g6 (QuJP OPERATO~
397 EOUIP O?ERATOR~lGAO
250 EQUIP PARTs TEeM
220 ExeCUTIvE sECRETARy
ZQJ FACILITIEs ASST
374 FACILITIES CARPeNTER
375 {ACILITIES ELECT
373 FACILITIES MATNT-I.
37S FACILITIES ~ECH
377 FACILITIES PArNTER
462 F:ELO SVCPE~S WGW
: ~~ ~
RANGE
i\!UHEiER -H 0 11 R l Y--
(A) (a) (C) (0) (f)
1504 1S.04 15.90 16,S2 17.71 IS.S0
~104 21_0~ 2Z,2s 23,52 24.S7 26.30
191B 19.18 20.2t ~1.45 22.62 23.9S
2087 23,34 24.67 26.09
1975 19.7520.8922.0223.3524.69
2240 ~S,O~ 26.48 28.00
2436 24.3825.7627.2428.8030.45
1430 14.30 15.12 ~S.99 16.91 17.88
1549 15.4916.3117.321831 19 36
1729 17.2918,2819.3320,4421.61
2162 21.62 22.86 24.18 25.56 Z7 03
1256 12.56 13.23 14 C4 14,85 15 70
1478 16.53 !7.48 11 4i
15U 17.i"l 1S n 19 So
13&1 13,'1 14 39 15.21 le.o~ 17.01
l558 15,58 16.48 11.'2 18 ~~ 19.48
lZ3S 12,86 Il.60 14 JI IS 2! 1~,08
168:9 1$.89 17.86 a.3~:'9 9(; 21 lJ
lStA lS.8A l7.ae 13." 19 06 21 11
1802 18,02 19,O~ 20.4$ 21 31 22 53
1~a9 1'.39 1~,3& l~.!! 19.96 ~1.~1
1~3A 1&.89 11 8$ 18.!! 1;.96 21 11
1454 l&.S~ 15.38 16.28 1',.~ I! 12
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APPROXI~~TE TOP STEP
.4NNUAL-MQNHtLY
3g. JC~
54,704
49,1I7S
S4.Z67
50 l ,355
S8.NO
.:5J. J3G
37.~90
40,2G8
4-<1. . g.4g
$&.222
32 .65S
1.8 . .::;::~
41,184
-;!~.380
40.S.u;
J3,44(.
43 . :)O?
43.90B
4S, HZ
43 gOi
43.~r'l3
:H.U4
3.25S:
4.558
4. !!is
4,5,n
4.279
4.8S3
$0.273
j ,~gg
J.lSS
3,745-
4.1)85
",721
3,203
3.432
2.9':8
:;:: .)76
Z, '87
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3.e5~
3.90S
l.e:O$
:r,ti5~
J.151
::i~i~,~,·51~;i·'·-~J~~,\il'."
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IA) (SI Ie) (OJ {E)
1203 20 1272.00
l683 2-0 1780.00
1345,60 1422.40 1504.C;]
1881.60 19t9,~0 2104.00
1534,40 1622.40 1716.00 1814.4C 1918.40
1867.20 1373.602087,20
1580.001671_201766.40186$.001975.20
2003.~O 2118 40 2~40,OO
1948.10 2060.80 ~179.20 2304_00 24~6.00
lit4 00 1209.60 12t9.2Q 13~2.s0 !430.40
1~3~.20 1310 40 1385.60 1464 80 1548.iC
1'33.201462.401546.40 1635 ~o 1723.80
172960 1823 80 1934.40 2044.30 2l62.40
1004,80 1062.40 1123.20 1118 00 12~e.oo
1322.40 1391 40 1471,~O
1416.80 1498.40 1584.00
lOSS.80 1151.20 121~ 80 1287 20 1360.80
1~46.40 1313.40 .393 60 1.7~.eo 155a (0
!02S 80 1088 00 11~0 40 1216.80 !266.4C
13$1 20 1~2a 80 lSlO.~O 1596 30 !£ZS.SO
D~L~O 1428 30 !Sl'Ci.AO ~596 SO H'U.IO
:4&1.60 152( zO 1612 00 1104.30 la02.~¢
!j~l.~O 142t.80 1510 40 1~96 80 l633.!0
135!.20 1'2~ 80 1510 ~c .596 ZO It't.30
!!~J.ZO 1230,~O 1300 so l3~S.zo l'S~.40
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CXTY OF PALO ALTO COMPENSATION PtAN
CLASSIrIED PERSONNE~
EFFECTIVE Pay period including May 1, 1995
CLASS
NO>!
TIRE
383 FLffT SVCS COORO
455 G~~G MOWER MECH
45a GAN¢ MOWER OP£~
4~9 GAS SYs SHOP/FLO R~~
eS6 GOLF COR EQUIP ~~CH
459 GOLt CO~ MT PERSON
457 GREE~$KEEPER
261 HAZ~AT INVESTIGATOR
390 HEAVY EQUIP QPER
391 HEAVY E~UIP OPER-L
50s !NO WASTE INS PEe
258 ttlt> WASTE IN'¥~YGT~
227' INSPECTOR, PW/WGW
308 INS7RU~ ELEe
20Z INVESTMENT ANALYST
S03 . LABORATORY TECH woe
254 L-lSRARIAN
2$Z LIBRARY ASSOCIATE
222 LIBRARY ASST
253 LIBRARy SPECIALIST
531 LrNEPER/CAaLE SPL
532 LINEP[R/CA~LE SPl-L
5Z8 LNPER/CBL SPl-APP~EN
::~
RANGE
NU1of8ER :-H 0 U R L '(--
(A~ (8) Ie, (0) IE)
IG91 16.98 11.96 1899 20,08 21.23
1514 IS.1A 16.01 lG.Q3 17.QO 18,93
1378 15.41 1~.30 17.23
l586 17.7( 18 75 19.83
1590 IS.90 16.82 t7.78 18.80 19.88
1447 14.47 15.30 !~.la 17.11 11.09
1802 20.15 21 31 Z2.5~
2104 21.04 22,25 23,52 24 87 ze.30
!.liiJ
1781
1817
J942
1311
1960
1561
aoz
1521)
1426
18.70 19 78 20.91
19.99 21.14 22 35
ls.17 19 21 20.31 21.4! ~2 71
19422054 21.72 Z~ 96 24 28
19 18 20 28 21,45 22.Ss 23 ~8
19 $6 20.79 21.99 23 2S 24.58
lS 61 16 SO 17.45 12 4S 19 51
13.02 19 06 20,15 21.31 22 $3
15 26 16 14 17.07 18 04 19 08
1~.2$ 15.08 15.95 15.86 17.83
1238 12.38 IJ.09 13.85 14.64 15.48
1347 13.41 14.24 15.06 15.93 16.84
2037 23.3424.67 2$ 09
2240 25.04 28,48 28.00
197$ 19.75 20.ag 22.03 23.l5 24.69
::' ':'.>
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APP~OXlMATE TO? STEP
ANNUAL MON~~LY
1,4,lSa
39,371\
35,1:38
41,246
41.350
37.621"
41S, 1162
54.70 ..
.lf2,>!92
46 ASS:
47,23'5
50,502
'9,876
S 1.126
40,580
46 ~52
39,686
J7,OtS
n ,193
3S . en
54,267
5.'.240
Sl, 335
~,679
3.Z81
2.n6
3,437
,44~
J .135
3.90S
4.:>58
3.624
3.11701)
3.936
4,20a
4,156
4,250
J ,381
3,90S
3.307
3,090
2,683
<: ,918
~,S22
4.$53
4,279
-- - --·B I -WEE ~ L Y---- - -
JAJ (8) ~Cl ,0, (E~
13sa.4C 1436.80 1519.20 1606.40 1893,40
12Jl.20 1280.80 1354.40 1432.00 1514.40
1Z32.80 1204.00 4313.40
!419.20 1500.00 1586.40
1212.00 1345.60 1422.40 1504,00 1590.40
tt51.60 1~Z4.00 1294.40 1368.80 1447.20
1612.00 1704,80 1202.40
lS2) 20 1780.00 1881.60 1989,50210400
1496,00 1532.40 1672.~0
1599.20 1691.20 1788.~0
1453.60 IS36.80 1624.S0 It18.40 le1s.s0
1553.60 1643.20 17~7.60 1836.£0 1942.40
t534.40 ~622.40 171~.OO 1814.401913.40
lSiz.80 1663,20 1759.20 1350.00 1966.40
1248.80 i220,00 1396.00 14,6.00 1560,80
1441. SQ_ 1524.80 16l.2. 00 17~4. 80 1802.40
1220.80 1291 20 1~S5.60 1443.20 1526.40
1140.80 lZ06.40 1276,00 1348.20 1426 ~o
990.40 1Q47,20 1108.00 1171.20 1<33.40
1077.60 11J9.20 1Z04.S0 1274.40 1347.~0
1~6~ 20 1971 80 2087.ZV
2003.20 2l1S 40 Z240.00
IS80.0~ 1671.20 1766.40 1888.00 J97S.20
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CITY ~ PALO. ALTO COMPtNSAT:ON PtA",
ClASSlrI(O PtRSONHE~
Ef'F'[CTj;VE Pa.y po'!r!od 1ncludlt<& &;1 I, 1995
ct~ASS
"UM
nTlE
213 MAILING SVCS SPEC
50~ MAINi ~CH woe
490 MECH UNH ~E?An
2.41 Mf~E~ ~EADER
240 METER READER-LEAD
3S0 MQTOR EOUIP MECH
3~1 MOrOR EQUI? MEcH-l
201 OFf~CE ASSISTANT
200 OrrIC~ ~PECIAlISr
230 OFFSET EQ~r~ OP
235 QF~SET EQU1P OP-lEAD
45'
451
'52
281
243
•• 0
2.5
PAR'" MAINT A<;;.ST
PARK MAINT PERSON
PA~K MAINT PERSO~-l
PAR'" RANGER
PA~KINQ ~NF -OfF
PARKS CREw-u:AO
PARKS/OPEN SPC ASST
260 PERSONAL COMP rECH
352 PLANNER
304 PLAN$ CHECK ENGR
210 POLICE R€CORDS SPEC
246 POWER ENGR
stANGE
N1..IMB£R -H 0 U R l 1(-•
(AJ leI tCJ lDJ (~ 1
1112 11,12 11 76 12.'3 13,15. 13 ~O
t3~0 !8.50 19 S7 20,~; 2!.!a 23.13
1627 18.1~ 19 24 20 ~4
1431 1.,31 15,13 ~~,CO 16 ~2 17,B~
153S 15.35 16 2~ 17.tG 1;.15 ~~ 19
~$9' !6.98 17.9$ 13.99 20.0B 21.23
1!12 ~8.12 19.1e 20,26 21 42 2Z 65
1225 ~Z.26 12,97 13.71 14 50 15.33
1335 13.35 14.12 14.~J 1S 78 16 69
1239 12.39 13,10 13.S5 14.6$ 15.49
1324 13.24 1400 14.80 15 65 16.55
1327
1447
.1620
1461
1378
1576
055e
13.21 1~.03 14,~4 15 69 1~.~9
14.47 IS 30 16.18 17.11 19.0i
16.2017.13 IS.11 12.1S ZO.Z5
14 61 IS.4S 16.~3 17 27 18.26
13.7814.5715.41 16.30 17.23
15.16 16.06 17,62 18.63 19,70
5,59 5.91 6.25 e.61 6.99
178~ 17.3618.89 19.97 21.~~ 22 ~3
2126 21.2622.4823.17251426 $8
236$ 23.65-25.,00 26 44 27 ,6 29 56
1335 13.35 14.12 14 93 lS 78 16 69
2565 2S.6S 27.12 28 68 30 32 32.06
AP~POXlMA~C tbp STep
AN~VAL MQNTHlY
n ,912
q,110
4~,207
37 ,:;:> 1 ~
3S.Sl~
.:~. 1 S e
",112
:!1, &36
3"4,7!S
12 ,:;?!9
24.42'
34,507
37.S27
4Z,12t::
31,930
35,838
40.976
14.S39
46.446
%,286
61,(&~
34,715
66.6S4
2.409
4,00g
J,52S
3,lOO
:l.32~
:,I, ti7~
3,91(;
2,e;S1
2,an
i ,624
2, &6 3
2,875
3.135
3,510
3,HS
.9306
3,414
1,2l1
3.(170
4,6C7
5.lZ3
2,S9Z
5,557
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8~P,$O
t.tww~~~
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IS) (e) (D) (E)
94080 994_40 1052,00 1112.0C
1480.00 lSeS,60 1~SS.20 1750 40 tl$0.40
l45S.~O 1539.20 ~$2j.20
1!'~,3~ 1210.40 1230,00 1353.60 1431.Z0
1223.00 12~8.'O 1312 80 1~S2.00 1S3S 20
1:,153.40 143£.80 1519.20 160$.40 J~9r.40
144~,60 1532.tO 1620.80 1713.50 1812.00
980.80 1037.50 lC96.8~ 11~0.OO 1224 .• 0
1063.00 11~i.60 110'.40 1262 .• 0 1335.20
9Pl.20 104a,00 110e.O¢ 1172.00 1239 20
lC~9.20 1120001114.001252,001324.00
10~1.60 1122.40 l1e1.20 1255,20 1327.20
1157.60 1224 00 1294 40 1368.80 X447.20
1296 00 1370 ~O 1~4' 80 1532.00 1620,00
1~6'.80 1236 00 1306,40 1381.60 :460.tO
1102,40 1165.60 .~32.80 1304.00 il18.40
1260.80 J332.30 1409.$0 1490,40 1574.00
4.41.20 412.80 500.00 SZ8.&0 559,20
1428.80 1511 20 1597 60 1639,60 1186,40
1700.801198.401901.50 20!1,20 212S.40
1292.002000002115.202236.80 2354.80
106t 00 1129.60 11~4.40 1262.40 !335.20
2052.00 2169 60 22S4 40 2425.60 2$64.80
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CITY or PA~O ALTO COHPEN~TIO~ PtAN
CLASSIFIED PERSONNE~
(F'HC'nV£ P;ly period ~nclud!I'S Mer 1. 19950
CLA.SS
HUM
nTtE
210 PROD ARTS/SC~ PROQ
232 P~OO-A~AlvST
265 P~OCRAM ASSlSTA~T
209 PROP(RTY tYIO T£CH
357 REA~ ~OP(R1Y AGEN!
35G ~E~L PROP(~TV-ANLYST
414 ~(~VSE DIS? ArT(N
2lS RES C~SEP.V FLO $Ptc
142 REt COM$p.v_TECH SPEC
2050 RE::'>OVRCE CONS, fI:~r
26Z R£SOURCt PLANNER
~SI S?RtNKLE~ SYS ~£PR
224 :;~ CHEMIST
511 Sit r~ wASTE INSPECT
512 SR INSYRUM ELECT
Z5l SR lIeRAR!AN
S04 Sg MEeK WQC
506 SF. OPERATOR woe
ll.:5 SR I'\.ANN(R
231 S~ PROG ANA~Y$T
280 SR I\ANG.E:R
405 S~ MAINT A$ST
3~2 ST SWEEP~P, OP
}tAHQE
NUMBER •• " 0 u-~ L y-~
(A) (e) l~J (0) (C)
1751 1?,3! la,S2 :v.~, 20 '0 21.~~
ZO~3 2Q.'3 21,1: 22.0' 1 •. 39 2S lQ
147$ l'.1S 15,&0 1~,4~ 17 4~ l' 44
l'l~ 14 10 15.01 ".~1 IS.!! !1 14
19'2 HI.(2 20-.'$1 iL12 ~~UHi 24.23
IS'l 1$ ~1 1~.SO 17.'~ ~a 4~ J? ~1
1314 13!4 l',~O 14.70 1~ ~, it 4~
11~2 l1;22: U.~l ,,1).26 ZO,~s ~.l.~J:
la98 !J.~' :0.01 ~~.Z2 ~2.~. 2l 7l
l~ZO l~.JO 11 !J ~ •. ~l 1"l3 20 Z~
7.~e5 2S,GS 27 12 It,~, 30.32 ~~ O~
1"0 14.70 1~ S$ 16.44 17,J3 l' ,~
Z;40 22.40 Z'.e~ 2S,Q' 2e 43 2t ¢o
1941 1» 4l 20,~Z 21.70 22 9' 24 ~e
2149 21.49 22.72 Z~,02 2s '0 25 S6
17J5 ~i.3S If 35 1'.40 ZO 51 21 6~
2108 2l.0a 22.29 23 51 24.92 2G,J~
1962 ~~,$2 20 75 Zl g. 13 20 24 SJ
Z333 233& 24 73 2~.14 2' e4 29 23
220$ :2 0$ :3 33 24 61 2e.03 21 ~!
lCl$ 16.1G li.~9 IS.O' 19 ~o ~O ~O
1249 12 49 13 20 13 96 1:.76 15 C1
1476 14 76 IS 61 16 SO l1.4S 18 4S
APPROy,!~~r~ 10p ~rEP
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4'So .o;3!
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50. ~O(
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"2 .• 20
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3~.2:l0
!\1J.;:40
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5!-.t~~
4$, Ii. S
54.303
'51.021
"O.79~
~l,JtC
42.0~"
32. ,c.C3
3S.316
.'94
•. 410
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4.20t'
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3, :98
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• -.,. -.8 ; M W r E ~ L yA -• ---
1A1 (0) Ie) !O) l!l
~"oo ,4 ~~$l ~Q .~6~.40 Jft50 00 17~S,ZQ
l~~O.AO 1~4~ e¢ j'4$,~O ~~~l 7.0 2OCJ.~o
JltO.OO !2~I,OO 121~ 20 lJt$ 20 1475,:0
111~_20 ~200,lO !~$9 eQ 13A2 40 lA1~ 20
1552 GO l~~'_ZO 1727 ~O 1836 80 1942 40
12AG $0 1'20.00 !3g~ 00 lC'~ O¢ 15eo !O
105~ ~Q l.ll2 04 .PI; 00 IN3 ~O 1314 40
l311 ~o ~'SS.'Q 1540 sO 16Zt 10 1122 40
~'Su "0 aO!i ISO :$97.GO l'?S .2'0 HU 40
l2PG co l~'O 40 1(41 ;0 lS32 00 1~ZO.OO
2uSl ~ 2t~2 co ZZ~4.40 24~5 60 25"4.110
117~.0¢ ;24. 00 IJ1~.ZO IJ~O.~O 14iO.4v
17'2.00 18'5 20 ~OCJ_2~ 21;& 40 2240.00
.~52 3¢ 1~41 ~o !7'~ co 1835 20 19~e.zo
17V~ .20 HlH. eo 1921. eo 20n. 00 2i'3. 30
1)!~ 00 !468 00 1~52 '00 1&40,~0 1735.20
16*G.40 1713 ~o l!!S 80 1993 eo 2103 00
lSG9 60 16~O 00 1755 20 1as~.oo 1962 ao
l870 40 1~7:5.AO 2091 ZO 2211.20 2~33 40
!7G4.tO 136e 40 1~7~ GO 2016 40 2208 40
lZ92.IO 13ft1 20 1445.&0 1528.00 lG1G 00
~99.Z0 1056 00 1116 80 ~180.eO 1243 30
1130 30 1248.&0 1320 00 l396.QO 141$.00
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CI!Y OF ~ALO ALTO COMPENSATION PLAN
CLASSIFIED PERSONN(~
EFFECTIVE Pay pl!r:J.od
CLASS TIT:.£
.UM
includitlg :-lay
RANGE
N~eER
1, 1995
-HOURLy·.
(A) (E) le) (0)
~93 S1 SWEEPER OP-l£AO
221 STAFF SECRETARy
248 STOREKEEPER
Z66 SUPV C£NE~AL REC
~~6 SURVEYINC ASST
32S SURVEYOR. PV8~IC ~S
l09 SYSTEM OP/SCHEO
228 1ELEPHO~[ TECH
22~ THEA1£~ SPECIALIST
406 iRAF CONT MA1NT I
41~ TRAf CONi MAINT II
407 T~AF CON, MAINi-l
4'S T~EE MAIHT ASST
4l' TREE MAINT P(~$ON
43,~ TREE "iR;;M/I..N CI.A
431 l~Et iRIM/LN CI.A-1.
432 TREE TRM/I..N CI.R AS~T
AOO TRUCK O~lVER
2Z3 UTIl ACCTc 1CCH
21~ VTrl. CR£CIT/CO~ S~EC
JlO UTII.. E~CR (STlHAT~
4S~ urII.. YLO SVCS Rl~
~SO VTIl INsrAL~/R£P
«,
1S80 17.66 18.58 J.9.7!-
14S3 14.53 lS,3e 16.24 17.11 1S 16
13iO 13,701449 15.32 1e.zO 17.13
190,( 19.0420,13 n,Zs 22.51 Z3.lW
1784 17,84 18.8& 19.95 21,09 22.30
1941 19 4~ 20 S4 21.72 22.~8 24.21
2281 22.G1 '23.91 25.21 Ze,7J 21.2$
1188 17.88 18.t9 1',~7 21.12 22.33
lS'lS 13 75 1~.13 20 ,7 ~2.11 23.44
lAGS Hi ,33 !.7.32 U ,')1
1354 1S.14 1$,01 15.93
:'57. 17,80 1$.e1 1~.G3
121. 12.8' 1',32 :4 .0 1~,~J to.lO
1414 1S.~1 16 1~ 17 ~B
l'30 16.S$ 17 50 18.S0
l},. 11,71 it 1~ l~.JO
1194 IS.Sa t~." l1,4l
l34e lJ.4~ lA,2~ lS.~5 1S P2 le 'J
l~'. 15.J( IG,2! 17 :e 11 1. 10 1.
1&54 11.54 l~.el 20 t, Zl,S2 23 ld
2ZSi 22.S1 23 !~ 25.23 2~ t: 2~ Z~
177! :7,1* ll .• O i9.tr :),O~ 2; 2'
:.1::5 19,40 ZO.Sl ~!,~9
APP~OXIMATE YOP STEP
ANNUAL MONiHlY
41.080
37 .77'2
35.630
4~.S04
46,324
50.5<;)2
58.780
AB,Ue
4/1:. )'55
31.084
35.,214
40,'34
:lJ .4jJlI
:36.774
J!>.4~0
I., .Hi
n.2~"
3~ .oor;
n, l?'
H.2:4
H.r;:G
'G .2;::'
4":o.Uor:..
3,':'23
3,147
2,959
4 .l2s
3,3&5
4,~08
4.891
3,B70
4,0(1;2
3,:"1:):
2.934
' .• 11
Z,7QO
~ ,Q(;4
3,20~
J,.n
l . 02 t
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(, I;;
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?3J,,95f&4w£:1r;,;r, ...... '-'~-:';'.:.
W E ( ~ l y-• - -r ~
fe) {OJ (El
:412.80 1494.40 1510.00
11G2.~~ 1~~8.30 1299.20 1j7J,60 1452,~O
1096.00 1159 20 12~S.60 1296.00 1370.4C
1523.20 1610.40 1703.20 1800.80 1904,00
1427.20 lS0a.80 15g6.00 1687.7.0 17a4 00
1553 60 1~43.~O 1737.80 1336.BO 1942.40
1308,80 1912.&0 l022 40 2138 40 2260 ~O
1428.s0 1511,20 ~537 60 lel~.GO 17J6.40
1500.001$36.40 1671.aO 177Z.lo la75.20
1310,40 ~3e5,60 14$4 80
lZI!.20 1210,$0 1354.40
1408.0~ 14S~.!O 1514.40
10::0 40 10t~·.80 11!;;Z,00 1:'1; 40 :2n,OQ
!2t& to 1337,6G 1414.~O
1'24 00 14~¢,OC 14S0.00
~41e '0 14~'.40 ~~!4.00
1241 20 1118 40 1' ••.• 0
10]~ 10 11lQ,10 1~04 00 127, 80 l'4e.40
ll21 ~Q ~2~7.60 1l1~ 30 !4~i ~O IS34 .0
:4S.3 20 1St: £0 I~~~ 4'0' ; 7S3, so laS4 AD
~gQ~ to }POI 10 201~ 40 213< 40 2256,SO
1~~Z '0 1,04 00 1~90 40 1tSl 80 177S.~O
1~$2 00 l"¢.~O 1735.20
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CITY OF PALO ALTO CoMPENSATION PLAN
CLASSIFIED PERSONNEL
EFFECTIVE Pay period including It"i8.Y l~ 1995
CLASS TITLE
NUM
4.1 urIL I~SrA.ll/REP AST
47g UTIl lNSTAlt./fl:EP-l.
233 ut!L ~ATE ANALYST
259 UTIl $YST TECH
273 VETE~INARIAN TECH
274 VOlUHTEER COO~D
482 WATER METER R£P ASST
484 WAT€R METER ~EPAIR
S07 ~ATER TRANS OPER
501 WATER TRANS OVER-L
500 wOC PLT OVER
509 woe PL1 OPER 11
5LO WQC PLi OPER TRN
226 WTR MTR CRS eN TEe
RANGE
NUMBER
1472
--H a U ~ L y-~
(A) (9J (C) (D) IE)
14.72 15.58 1',46 17,40 13.40
1.67 20.81 22.07 23 34
'-162 2L62 22.86 24.11 25.58 27.03
1925 19.25 20,35 21.S2 22 75 24 06
1365 13.65 l'.43 15,28 IS 13 17.0$
1530 15 eo 18 12 17.78 18.80 19.88
1394 1394!4 74 15 59 15.4' 17.'3
1543 17 2!r 18 24 :9 29
1879 16 79 17 76 18.77 19 $$ 20_99
1,96 17.96 I! 99 20 08 21.23 ZZ.45
1458
1757
16.311;.2413.23
196420.77 21.95
1256 12.56 13.28 14.04 14,85 25.70
1584 15,8416.75 17.71 11.73 LS.SO
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A?PROXI~ATE TO~ STEP
A~NUAL MQHTKlY
39.zn
43.547
56.222
50.044
35,484
41,350
36,254
40.123
43.559
46.696
'37 ,~il\:
45.676
:J2 . 655
41,lS~
3,189
4,045
A .685
4 . .&.70
2,957
3,445
3.021
3,34Z
3,638
'3. tSL
3,:59
3, SO£
Z.721
';.432
- - -~ • -e I - W E Z K l Y-- - - - -
(A.I ce) Ie) (D) (E!
tl71.60 1244.10 "316.80 13g2 00 .1,472.00
1~70 40 17CS.SO l'87.~O
1729.60 1828.10 1934.40 2044.80 2162.40
1$40.00 162& 00 1721.60 1820 00 1924.80
1092.00 1154.40 1220.20 1290.40 I3e4.IO
1272.00 124S.60 1422.40 1504.00 1590 40
1115.20 117g.20 l247.20 131C.40 1394.40
13ao,00 14~9 20 lS43.20
1343.20 1420.10 1501.60 lSSt.OO 1&79.20
143&.80 1519.Z0 !606.~0 169~,40 1796.00
130a·.80 1379.20 145S.4C
1571.20 1661.60 17S6.aO
L004.IO 1062.40 1123 20 llSS.00 12S6.00
~l67 20 1340.00 1416.80 1498.40 l584.00
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