CC Resolution No. 6632 ,
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~ ~-.~SiiLlltli7lv f~lu._;,f,::^_
~ r'~ tt~ :;1:ILU? I;:1I~I l1F l l II:_ l; ( T'! L.OLI~JG i l_ UP THE C:i T`! '..:~i= CjUt'G:ti I I f.ll'J
H;:iQi='!~il~ai; r~ I`!L':MU;;~11~1iUM QF Ur~I7L-fc;;fF~~llalN!i L~(=TWLErI 11-I'c C~~I-Y
GI= L'UF'ERTINU HIVD THG ul='L"RA'flfaii LNGINLI~I=t'S LGi:raL_ I'dU. ~
( w'-'~i ~ t=,: :c:v~~rc~l c]i scu:,~~i on~, h~~ve G~:~n hel ci ove~r~ propo~al s
cc.~~~i.~ r~. i~c ~+~~~a~_;, hour = and othei~ c.undi tion~.. nr~d term~~ uf
~ ~sr~play~oc_i~t L,eatwe~r~ re~;rc=_cr~nte~tives ot the Crty and u~ the
Gpf:~raLing Enginc:er'~; Laca] Union Ni:~. r-ecogni~rd majurity
i~4pre~cntakive of the Fubiic Works Unit; and
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, Whc-i~~:as, ki'ie a~~reement mutually obtained through tl-iese
discues~ior~~ ha~ bc-en recorded in a Ihemorand~~m of Undcrstandin~
I~ si _n~~l b br~th
q y ~~arties, which m~morandum has been submitted to
the Ci ty Co~irci 1+or ~~pNroval ;
' IVObd, TFiEI~EFUf:E, EiE IT RESULVEA tl-~at th~ City Counci: of the
G.ii_y cf i':upertxno dce_-> hc~r-r~by ~.do~~t the attachFd ric~rnurandurn uf
Linderstz~r~ding Grtween thz City of L'upertino and thr- CiNernting
Engineers Locrtl Uniun IUu.
Fr"a:~SFD F~NiJ ADOFTEU at reyular meeting of the City Council
' of thc- i:ity of Cupertinn 'l-hia _],~t__day of__,~y~l~_____, 1985 by
{:i'ii? ~fO11l~w1ilC3 VOtE?:
V~_~tr Mcambr>i_s_gf _the_i_i ty Cc~unci 1
Ga[to, Plungy, Roge~s, Sparks, Johnson
I'vULS: None
F,Ct~CN I : I~one
AL+t;'I'A I N: :Jone
ar~~~r:ov~,~:
F~~rT~s r:
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' _.~~`-~..~t~_
City Cle~-4.
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' Memor~ndum of Understanding
~ Between
CITY OF CUPE~TINO
and
OPEFtATING ENGINEEFS LOCAL UNION N0. AFL-CIO
' This agreement, entered into the lst day of July,1985
between the official representatives of the City of Cupertino,
hereinafter ref~rred to as "City", and the official
, rapresentatives of tha Operating Engineers L.ocal Union No.
~ AFL-CIO, hereinafter referred to as "Union", sets forth the
' agreement resuiting from the several discussions held between the
' two parties concerning the wages, hours. terms anc] conditions of
j employment for the emplayee5 of the FubliC Wortcs Unit of the
Cit•?. for which the Union is the recognized sole and e:aclusive
~i m~j~rity representat~v~. This agreement r~presents the entire
I~ _nd 1rrA9~-,at,=d ayreement between the City and the Uninn and
supercede~ all prior representat.o~s ar,d agreements, whether
' .vi~it*_en or ;~rai.
' 3.=narnl -rovisions
'I S'cGT:ON 1.:~: DEFINITIONS
1,: C_ty - the City of Cupertino, a municipal corpcration.
{ i.~ Union - Operating Engineers Lccci Union ~•lo. ' of the
Interna*ional Union of Operating Enqineera, ;aFL-CIO.
t.' Emgloy~g - All employees whose positions are c~nt~ined
:n the F~tb1iC WorF:s Unit r~rognized p~.ir-su;nt ko '~er~lpn 17~:~
of the L'~_ipertino Municipal Code.
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~ECTI01'J ~.ii; U~lIO~d_RECOGNSTION
^ Fur,uant to Section ~.~~.48C~ of the City Code a~d
' applicable State law, the Union is recognized by the City as
I ma~urity representative of the employees within the Fublic WorF;s
Unit consisting of the following cl~ssific~tions as well as any
new classifications which may be appropriate for this unit as
determined by the M~inicipal Employees Felations Officer:
Maintenance Worker I
Water Utility WorF~:er I
Maintenance Worl;er II
Water Utility Worker II
Mainten~nce Worker III
Equipment Mech~nic
~.1 The City shall promptly notify the Unio~ of its
decision to implement any and all new cl~ssifications pertaining
tc worE: of a nature performed by employees in the barg~ining
~_~nit.
SECTION .'.C~: NON_DISCFIMINATZQN
:n accordance with the City of Gupertino Affirmativa Action
=':an, all employees ahall have ~quai opportunity in employment
:~itho~rt regard to race, religion, pelitical a+4i'i~ti~n, national
.r-:gin, sa;:, se;;ual ori~ntation or age.
~E~TION 3.~>; FEFRESENTaTIGN_~:IGHTS
~.1 The City and Union snall not :nterfera wi~h.
intzmi~ate, r?strain, ccerce or di~criminare against F?iTpLO`~BP_5 of
LhF~ City because o+ their e;;ercise or repre=_entation right under
S~=cti~,r~ '~cJ~ or the Gov~?rnm~nt Code.
Eusiness Repr?sentctives or the Uniun mav hryve ~+cc,>~,~
an , omF,. oyee nr -mpl oye~ , pr2sar. t i ng ~ grt ev.n ,r.A antl
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employees I~ave the riqht to have the Union Business
Representative r~present him or her at ail stages ot disciplinary
I action.
I 4.' The Union may select one (li employee tor each
location where employees covered by this Memorandum are normally
assigned as Unio~ 5teward.
, ~.4 Ir~ addition to his regularly assigned worl::, the Union
' '3teward shall be permitted reasonab:te time during working hours
*_o noti+y the Pusiness Fepresentative through the most rr~i~J
means appropriate and rvailable of any alleged violations of this
Memorandum. Employees are ~uthorized to contact their Union
Steward during work:ing hours to report an nlleged grievance or
~iolation of this Memor~ndum.
4.5 The City agrges to deduct on a biweel::ly basis the
monthly Union membership dues from the earned wages of each
employee within the bargaining unit upon receipt of signed
a~_rthorization Cc do so from ~~ch omploye~ r_onc2rned. Jnion
~yr•~es to provide a monthly list of active membership desiring
dues dedi.ictions to the City. Terminations ~nd other personnel
changes affecting dues payment w:ll be provided to the Uni~n by
the Ci *
~ELT;t7N 5.0: F_MF'LOY~E_RIGHTS
Employees o+ the Cit~ snsll hae•e the r:yht to -orm, ~oin
ar~~ participate in the acti~ities uf employee organi::ations o+
~heir own choosinq for the purpose o+ representation on all
marters of =mployer-employee relations incl~_~Cing wage=_, hour;,
and other terms and conditions of employment. cmplovees or the
Ctty alao shall have the rtght tn ra_fuse rr ~rin or pclrtlrli~•~t"
ln ac*_i~:ttias ef =mplc~eF= org~ni~ations and shall tia~:e ~he
i . . . . . . . . . . . . . . . . . . . . . .
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~~ight to represent themselves indivldually in their employment
relations with the City. IVu employee shall be intertered with,
intimidated, restrained, coerced or discriminated against because
of his/her e;:ercise of these rights.
~ECT I ON 6. ~7: C I TY R I ~HTS
The rights of the City include, but are not limited to, the
' e;;clusive right to determine the mission of its constituent
departments, commissions and boards; set st~ndards of services:
det~rmine the procedures and st~nd~rds of selection ror•
amployment and promotion; direct its employees: take disciplinary
' action; relieve its empl~yees from duty because o4 lacF; of worF:
, ~~r +or other legitimate reasons: maintain the efficiency of
governmental operations: dPtermine the contant of job
~.a5sifications: take all necessary ~ctions to carry out its
mission in emergencies: and e;:ercise complete control and
discretion over its organization and the technology of performing
its work.
The City ahali give +orty-five c4;,) days prior written
notice to the Union ot the intent and anticipated impact of
propcsed contrac:5 for worF:: now beiny done or riew wur~: thct cculd
' be drne by job ciassif_cations represented by t~e Union.
3[~.TION ~.0 ~'F}F:M'r`,NENT_TRANSFEGS
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~II Ernployees shall be notified in writiny uf any permanent
~ trans+ar from one division to a~other 4i~e (5) d~ys prior tu the
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~fftactive date. "
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~ECTION y.i~: NOTIFICAI'ION DF FFOFUSED CHANGE
~ City agrees to serve written notice upon the Union of any
intent to change or alter any ordinance, rulz, resolution or
regulation affecting the recogni~ed empluyee organi~ation on
matters relating to the scope of•representation. Upon receipt of
the written notification of intended change, the parties will
meet at a date not less than fi4teen (15) days following receipt
of intent. After noti+iCation, th~ parties may mutually agree
' that the Meet and Confer pr-ovisions are satisfied by the written
notice.
' In c~ses of emergencies when the City determines that an
ordinance, rule, resolution or regulation must be adopted
I i~nmedi~tely without prior notice of ineeting with the Union, the
City shall provide such notice and opportunity t~ meet at the
earliest practical time following the adoption of such ordinance,
n11e, resolution regulation consistent with this agreFment.
! ~ECT I ~N 9, i~: HOUFS_OF_wOF't_'~_l7~JEFtT I ME
1 Hours of Work Defined
H~ura wor~:ed shall include all time n~t under the
I contr~~l or' the employee whether such hours are wor4;ed in *_he
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~ i_ity'~ wcrk place, or in some other pla~e wnere the emp:ovee
I carr~.ng u~.it the duties of the G~ty.
The normal wcrG: wee~ shal: be ~10 hours in sev~=n day;,
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Schedules
It will be a management responsibility to schedule the
nnurs o+ work for each employee covered by this agreemen*_.
E>:cept in unfereseen circumstances, changes in employee's hours
of work wttl b~ made ~fter ten clays prior nc~tice.
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9.' Rest_Perzods
Each employee shall be gr~nted a rest period of
tifteen minutes during each work: period of more than three hours
duration. No wage deduction shall be made nor time off charged
against employees taking authori~ed rest periods, nor shall any
rights or overtime be accrued for rest periods not taken.
9.4 D_vertime
' Overtime shall be defined as any worF; in e:;cess of
, section 9.1 above. Holidays and paid time off shall count toward
the a~cumulation of the work week.
Overtime wor4: for the City by an employee shall be
' authori~ed in advance by the Department Head or their designee.
in the event of ~~nforseen circumstances, overtime shall ae
' approved after the wort: is completed.
9.5 P~yment_of Ov_ertime
' All approved overtime work performed by employees
' sh~il be ~aid at the rate of one and one-half (1 li^> times the
' normal rate of p~y. Work: performed on regul~rl°% schedu?ed days
o+f, City Holidays or during an employee's scheduled vacation
shail be considered to be overtime and paid ac~or~iingly.
' 9.b adj,usted_Wor~::_Wee~_
, Employees may elect. with their supervisors' approval,
' ta work an adjusted r~r~rt:: wEeE, within a forty i~4~7i hour, sev~n ~71
~ay wort: period. Any hours worked in e;:cess of eiqht hours in
' one day may be t~ken off at straight time within the same worF::
' week: in lieu of cash payment. Cash payment would be at one and
, one halr (1 1/?> time for each hour worE:ed in exces~~ o+ farty
t-:our~ in the periad.
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' If an ernployee is unable to adjust his work weelc to
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' accomodate the time uff for ~ny given reason, he will be
~ compensated at time and one-half in the pay check covering th~t
worF: period.
9.~ Cgmeens~~ory_Time_Off
I No 4urther compensatory time off will be earned as of
the effective date of this Memorandum o+ L'nderstanding.
Employees who have previously earned compensatory time, shall be
' allowed to schedule comp~nsatory time off at dates of the
~~mployee's selection provided: 1) that prior supervisory ~pproval
has been obtained, and it is taken prior to the second pay
period in December of calendar 198~ year and v) the request is
- made in writing.
I4 the employee has not been permitted the use of the
earned compensatory time off by the second pay period in
December, the employee wili have the right to receive payment for
th~ ov~rtime worked.
3ECT:ON 1~~.~): COMPENSATION_FOF_SEFVICES
IU.1 Wage_Fate_Schedules
The City agrees to rates of p~y for the
~lassifications cov~red by this agr~ement in tne ranges and steps
' ot the 9r_h~dule of F'ay Grades as r~flecteci in ~,ttachment "A" of
th~s agreement to be effective June 26. 1985.
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1~~.~ Out_of_Class_Wage Fat~s
' Temporary ~ssignment for a continuous four hour period
' to a position assigned to a classzfication in a higher pay grade
,shall be compensated at the Step 1 rate of the higher
classification, or at a rate five percent gre~ter than th~t of
the regular- ~usition, whichever is greater, for the number cf
hours so a~ssigned. No increase in the wage rates shall apply in
' instances ~f Maintenance Wor?::er I po~3tions temporarily assigned
'I to positions of Maintenance Worker II classification.
1C~..= Standhl_Comgensation
Employees who are required to be available during
their off-shift hours for possible recall for emergency service
shall be compensated at the rate of 51UC~ per employee per 1~9
hours so assigned. Minimum manning and skill qualifications for
' standby assignment shall be determined by the City. Assignment
o+ such standby duty shall be rotated on an ~qual basis among all
' c,ualif~Nd employees who reside in an nrea that provides ar~
~cceptable response time as determined by the City.
10.4 C.allbaet F'ae~
If ;ny employee is called or reGuir=d ro report fur
:+ssi~3ned emerg~ncy or other duti~s during the period of the close
of rhe regul_~r work day and the start o+ the ne%:t +ollowing work
day, compensat:en shall De paid at one and on~-halT (1 1/2J times
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the normal rate of the period the employee is requir~d to be
' available at the worb: station. and for travel time in connection
therewith to and from the employee's customary residence at one
~,nd one-half (1 1/~) times. Under such circumstances a minimum
payment will be made ~quivalent to two hours at one and one-half
, (1 1/~) times the normal rate of p~y.
10.5 Mileage_Reimbursement
Empluyees who are required to use their personal
' veh;cles for City Business shall be reimbursed for such use at
the rate determined by the CPI Inde;:, F'rivate Transportation.
indicated on the following schedule:
' Consumer Price Indes: Vehicle Cast No, of Miles/Month
Frivate Transgortation __Fer Mile__ For ~Su Feimbursement
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I 170. 4 15. 7 Jc_~u
~i 17.~ . 6 16. 0 :14i ~
179. 1 1b.5 ~~iq
184. 5 17. i i ~cji~
19p. n 17. 5 ~ pi~
1S~J. ~ I8. u ~7J
~U(1~ 7 IA. J yJf,l
=~~b• _ 19.4 ~;~ci
?11.6 19.J tJU
~ 1 7. 1 ~(1. ~.1 ~,°jf!
~GS.J iO~J ~~J
~.~.9 ~ 1.( ~ J
~.11. .j .~..1 . J ~~~'.J
.r~8. 7 ~~'.~J
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1
~49. 6 0 ~i u]
~5,~. i . 5 ~i ~i ~
°
~6~~. 5 ~4. u ~~;u
~66, i~ ~~..~.r ~~ji i
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~7b. 7 iJ. J if 1(I
~8~ _ 26.U q~
1 J
~B7.b ~b.~ 19C~
~93. 1 ~7. ~ i 14~ i
.n'.9~ ~ J ~7 . J 1 .~i.
_ fld . Cl ~8. 0 1234
~ 309. ti ~8. 5 1 ~3~7
:~14.7 ~9.0
J.~i.U. S ~~.J L7J
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SECTION 11.~~: PUELIC EMPLOYEES_FETIFEMENT_SYSTEM_CONTRIPUTION
The City agrees to pay the employee's contribution rate to
the F'ublic Employees Retirement System not to e::ceed 7.U% of
appiicable salary.
SECTION 1~.C~: HEALTH_AND_WELFAkE_BENEFITS
, The City agrees to make avail~ble ~ plan of comprehensive
health and welfare benefits for eligible employees, as weil as
those provided by the Operating Engineers Health and Welfare
, Trust Fund for I+lorthern California. Any such benefits program
' must have the continued approval of the Board of Administration,
, Public Employees Fetirement System. For each participating
employee, the City shall contribute toward the premium due the
lasser of either the actual premium cost or the amount of ~b~14,0ii
, per month during the period of July i, 1985 through June ~Cr,
1985. Ftequired contribution amounts exceeding the premium
! ~ontribution of the City are the responsibility of the employee.
Non-Union ~nembers inay be ch~rged an ~dminisirative ~ee by the
Unien for health and welfare benefits. The City shall not be
requ,red to maintain or contribute any uther payment t~wards
~~ental or medical insurance during the period the Oper~ting
I~ Engineer'~ Health and Wel+are Fl~n is made availahle.
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SECTION l~.~i: I~ANCE ~
The City agrees to pay the premium for a program of income
, protection insurance for eligible employees for the same levei of
cover~ge n~w i~ effect.
' The City shall provide life insurance ~nd accidental death
and dismemberment coverage for each zmployee in the amount of
' f i ve ti mes annual sal ary to a ma:~ i mum benef i t of b~5c), C~i~i The
City will make available to emplbyee's...at the empioyPes
e;;pense...a suppiemental life insurance program.
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8ECTION 14.~i: F'~_AbSEh~CES •
14.1 Fi~eij_Nolidays
The City shall provide the following fir:ed paid
hulidays for eligible employees covereq by this agreement:
1. New Year's Day 9. Christmas Eve (1!~
' _ Washington's 8irthday shift, regular
, Memoriai Day workday only)
! 4. Independence Day lA. Christmas Day
S. Labor Day 11. New Years Eve
, b. Veteran's Day (1/2 shift,
7. Thanksgiving Day regular workday
, 8. Day folluwing only)
Thanksgiving 1?. Martin Luther king Day
' The City Council shall have the right to declar= any
other day as a holiday.
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, When a hclid~y falls on a Sunday, the following Monday
shall he obser•red as the non-work day.
Nothing cont~i~ed herein shall preclude the right of the
Department Head with the appruval of the Appointing Authority to
' reschedule worb: assignments or hours of worF: to meet emergency
' situations and other'administrative necessities c~used by the
observance or a holiday or non-wor4< ~Jay ur pertod: provided,
however, that all such affected employees are duly compensated
, for said reacheduled work: ~ssignments.
14.1.t Holiday_Pay
In order for an employee to recaive hisiher ret~ul:r
~ pay +or a holiday or designated non-work: aay, war•k must ~e
performed on the regular scheduled day before and the regular
scheduled day after the holiday or designated non-worE; day.
Employees on vacation, in~ury laave, approved short term leave of
i ahsence, with or without pay, or who >ubmit satisfactory evidence
of p~rsonal illness shali be considered as wiarking their regular
=chedule for pay purpo=_es.
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' 14.~ [l.oating_Holidays
In addition to the +oregoing p~id holidays,
eligibie employee> sha11 be allowed tn schedule two work days as
~dditional holidays. These two floating holidays shall be taken
' at dates of the employee's selection provided: 1) that prior
supervisory approval be obtained, and be tak:en before the end
, of the ~nd pay period in December of each calandar year.
, For new employees, floating holid~ys wiil be
' pro-rated in th~ following manner:
1. Employees hired after January 1 but before March
! ~1 shail be entitled to two floating holidnys in
I~~ that calendar year.
~ Employees hired after April 1 but before
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i September =~i wiii be entitled to one fioating
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~ holiday th~t calendar year.
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~ Employees hired after t~ctober 1 b~it betore
December ~1 will not be entitled to ftoating
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I holidays in that calendar• ye~r.
I 14.~ Ggod_Friday_Non_Work_Period
, The last two h~urs of the worE: day on tiood Friday
I, shall be observed as a no~-work. p~riod. Ci`.y has a r~ght to varv
I the wor6: schedule to allow employees to leave work eariy.
14.~ Vacati~~s
; All empioyees, other than those holding temporary
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i status, whose work assignment is of a recurring nat:ure of nat
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Less than r normal wort:: wee~; shall accrue vacation credits during
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~:he r_alendar year. After si:: munths nf continuous employment,
~ accr~_ied vacation may ~e tak:nn. An employee m~y accru!~ no mor~=
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I racation credit than t.wir_e t_he annual r~.r~ ~~E~ng earned.
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! Upon terminatio~ of emplovment, unused v~cation
may not be used ti~ e;;t2nd finai employment date beyond the annual
rate o+ vacation being earned.
' Represented emplayees may convert, on a once per
'i calendar year basis, unused vac~tion time for payment subject to
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I the fallowing conditions:
; 1. The employee must have earned vacation of a
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minimum of 15 days.
i Any payments made for unused vacation will be
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i subject to ail appropriate ta::es and deductions
~ ~s determined by the Finance Department.
~ Minimum e::change will be 1 d~y, ma::imum e>:chanqe
will be 5 days. All changes are irrevocable.
~ 14.4.1 Vacation Accrual Fate
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During the first three ye~rs of employment, an
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employee shall earn vacation credit on the basis of Sib work:day
cr the hourly equiv~lent for each complete month of continuing
' service.
' During the fourth calendar year or empioyment, an
Employee shall earn vac~tion credit on the basis o4 une and
one-+ourth (1 :/4) work days or the hourly equiva.tent for each
compl2te month of continuing servica.
During the +ifteenth calandar vear oT ampiovmen*
' ~nd thereafter, an employee shall earn vacation credits ~t th~?
' rate of one and two-thirds (1 2i?) work: day or the hourly
equivalent for each month of r_ompleted continuous serzvice.
On thE r-ecommendation ~~f the ?mployee's
DepartmPnt Head and with the written appraval of the Appointii~g
F~uthnrity, an zmployee may carry ov~r ko the ne:;t year ~n~~
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' ~ortion of vac~t~ credit but sh~ll be li~.ed to not more than
' ~that which w~s earned durxng the previous year.
14.4.~ Full vacation leave shall be tak:en at one time by
' any une employee whenever possible. The t:ime during the calendar
, year at which an employee shall take his/her vacatian shall be
determined with due regard for the wishes of the employee and
I particular regard for the needs of the service. Vacation leave
'i u+ less than the full amount earned may he taken with the
,
' ~pproval of the Department Head.
' 1Q.4.' On termination of employment or on r~ceiving a
leave of absence of more than three months, an employee wha
, ha> completed twelve (1~) months of continuous service with the
I City shall be entitled to receive compensation for all earned but
unused vacation accrued at the time of termination or at the
' start of said leave of absence.
, 1~.4.4 The accrual of v~cation credits for tho5e
employees whose normai wor1:: week is af not less than one-h~lf
tli~) time shail be proratad according to *_he time of the
' recurring work assignment as to the norm~l work week.
14.5 Sicl; eave
AI1 full time empioyees, other than those holding
temporary status, shall earn ~ight l8) hours per month sict: le~ve
time without limit on accumul~tion. Those permanent employees
wort:.ing l~ss than rull time tat l~ast ~0 ho~irs per weeF.:~ shnil
earn in one month the number of hours of sick: leave they would
normaily wor4:: in one day or the equivalent without limit on
ac~i.imulation. Empioyees ~bsent without pay for any reason for
;nore than furty (4~i1 hu~~rs during a caic:ndar month sha?.1 n~~t ~~arr, ,
=ic4c leave benefits for that month.
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~ '~h proper notice ~d ,;pproval of the
super~~isor, sick: e~~~e shall be t~ken in pEri ds o+ no les~ than
one-half (1;~) hour increments.
• To discourage abusive absenteeism, ~an employee
who accurni.~l~tes si,; incidents re>ulting in sick .eave usage
within any tweive (12) month period shall be placed on >ick. leave
restrictian. An incident is defined as absence for any reason ot
' more than two hours. Up to four prescheduled and veriFiabie
medical/dental appointments in ~ twelve U month period wiil be
' e:;cluded as incidents. Verifiable means written documentation
within 5 workings days of returning to wor1::. The department will
I form~lly notify the affected employee after the si::th incident,
~ut prior to any subsequent iliness, th~t additional period of
, absenteeism must be sub5tantiated in writing upon return to work:
for the next si;: (S) months. Unacceptable substantiation ot
absenteeism will result in sick leave not being granted and
' possible disciplinary ~ction being tak~n. In those c~ses where
an ~?mployec~ has substantiated the absenteeism, the Lit/ m;y
, ~equire, ~t City e;:pense, a medical e;;aminati:n t~ det~rmine
' whether or not the employee is fit for duty. 2f ;he ~;:amin~ticn
' ftnds the employee unable tc funct:on in the as5.gned
classification, the City may ta;::e action to rAt:re or terminate
, the employee. If the employee is found +it for duty and ~busing
' the use of si=tr leave, appropriate disciplinary a~ticn will be
c,a4 en.
' 14.b Fergonal_Lgav_e
The City shall aliow twenty-four (~4) hours per
' •~Qar of accumulated sicF; leave to be used f~r ~enducting parsunal
Lusiness which cannot b~ cnnduCted out5ide reR~~lar warkinq hours
,
or ror family ,redical emergencxes.
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~ The employee mu~t request leave, if non-
er~iergency, at l~t 'or~ty-eight !48? hours•(twa worki.ng days)
prior to tiie time of utili~ation, state the reason for the
• request on the form presently provided. In cases ot emergency,
the forty-eight (~8) hours notification procedure may be waived
b;~ the immediate supervisor, provided *_he fcrm is completed and
, the reason for the request is stated upon return.
' 14.7 Hereav_emen~_Lea~~e
Employees shall be granted paid bereavement leave
' not to er;ceed three work days upon the occasion of death of a
' close relative. Close rel~tives are defined as ~nother, father,
' si,ter, brother, wife, husband, child, grandpar~nt.
grandchildran, muther-i mlaw and f~ther-in-law.
I 1-i.0 Military_Le~v_e
' Military leave shall be granted ~n accordance
' :aith the provision of state law,
I Ali employees entitled to military leave shali
give their supervisor an ~pportunity, within *_he limits of
military requirements, to ~-fetermine when such l~ave ~hali be
tai::en.
' 14.9 Maternity_Leav_e
, Employees shall be granted matarnity le~ve
without pay if they have bnen emploved by the City for at lea.st
tri~lve !1~) continuous months and ha:e e:;nausced t7e~r ~,c~:
:eave. Lite other non-industrial disabtlities, employ~es may use
aictc leave and v~cation leave to supplement lost wages. The City
' will ~ay health ~nd welfare h=nefi±s and disabili*v ins~~ranca at
thF? sarne r,~te as pri nr to the . eave ~_~r.t i 1 the empl oyee i 5
r•~?'.e~.sed by her phy5ician fio r~t~~rn to wor~:: or ror ~i;:tv (6~~>
~a~s, whichever is first.
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. 14.10 hbs Notification
. an employee is e;;pected not to absent
herselfJhimsel+ frum wor-k for any reason other than personal
iilness without making prior arrangement with his/her
supervisor. Unless prior arrangements are made, an employee who,
for any reason, fails to report for wor4: must make a sincere
affort to immediately ~otify his/her supervisor or office
personnel of hislher reason for being absent. If the absence,
whether for person~l illness or otherwise, is to continue beyond
' the first day, the employee must notify the supervisor or office
person~el on a daily basis unless otherwise ~rranged with his/her
' Supervisor. In proper cases, e::ceptions will be m~de.
I Any unauthorized ahsence of an employee from duty
' shall be deemed to be an absence wlthout pay and will be qrounds
+or disciplinary ~ction by the Department Hend. In the absence nf
' such disciplinary action, any employee who absents
' herself/himself for three days or more without ~uthori~ed
' leive shall be deemed to have resigned. Such ~bsence ~nav be
covered, however, by the Depar-tment Head by a+ollowing grant of
leave with or without pay when e;:tenuating circumstances are
round to have e>:isted.
SECTION 15.0: 52Cf_:_LEAVE ACCIJMUL~ITION_CONVERSIOPJ
I~ The Ci~y agrees to pay employees covered by ;his ayreement
' +~r un~.iaed balances of sick leave upon retir~ment or termination
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i for other than just cause according to the +olluwing schedules:
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i 15.t Upon retirement, which shall require the formal
~ filing of the appropriate forms with the F'uhlic Employees
5etirement System, a cash payment equivalent to se.venty-fiY?=_
percant (75%~ of the dollar value of the ~inu=~ed aick leave
I balancz e::ceeding ~~0 hours will be madN. Dollar value for such
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payment >
~ shall be r_~lcul~t~.d at a wage rat~ which is the average
j ;~t the prece~iny~ve (;,i years for the empl~e.
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1~.~ Upon t~rmination for- other• than discharge with just
I ~
i cause, a cash payment equivalent to tifty percent i~ii%) of the
i
I dollai~ value of the i.inused sicl; leave bal~nce e;:ceediny 3~~~ haurs
f will be mada. The doll~r value for such payment shall be
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I calculated at a wage rate which is the average of the preceding
five (51 years for the empioyee.
1~.~ Fepresented employees will have the uption, subject
i to approval, of converting sick. leave to vacation l~ave on a
i two-to-one basis. Th? ma:;imum aliowable e:;change will be 9b
~ hours of sick time for 48 hours of vacation leave per calend~r
' year. Minimum e::change will be 8 hours sick leave for ~ ho~ s o'
I'i ~r r
vacation. An employee may convert sick: leave in e::c2ss of ~~U
' hours to v~cation leave nn a one-to-~~ne basis to ~ ma;;imum of 48
h~urs and a minimum of ~ hours.
As a co~dition of converting sic~:: leave to vacation,
' r.ll cmployees wi:l be required to u~~e at l.-_ast one-half t;/~i of
:acatzon zccr~~~d during the ~reviou5 twel.e months.
' Such conversion, either ho e~:change ~tic4: leave +nr
' .•e+cation or vice versa shall be sub~ect 'n the fultcwiny
canditicns:
1. All requests to ~;;change sic!. 1=ave for vacntl~,-i
time shali be si~b,ni~ted wr.t:ng r_~ !~5_.
Dep~rtment Head at laas: calendar days in
advance of intended vacatior~~_i~tii.~atiqn.
The gr~ntinq of such e;:change ~r,cy ~ubs2quent ~_~~e
witl be afi th~ di=cretlon of th~ Qeparvment Hcad.
I4 twel~~e it2) months have elap~aetl •=ainc2 aoUr-oval
af th~e _>cchangF n+ sicl ien~... +;~r ~~rat~.~n, and
•`_he arnploye° `~.y_, not ~ean ;.~r:n~ !.'_ad t_he ,;se
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~ ccnverted vacation ti~~a~a+ter submitting at
~ least on~ written rcque5t ror ~itil~zationi tne
~ employee wi11 have the right to r~-convert thz
v~cation time to sick: lea~e in reverse ratio t~~
, the original e;:change. This e>:change wili be
; allowed only for previousiy comerted sick: time
to vacation and will nut be permitted 4or
; regularlv accrued vacation time,
,
4. If an employee after con~erting sick: le~ve to
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~ vacation time, e::hausts all of his/her remaining
I sick leave due to injury or illness, he/she may
i
~ make a written reque~t to the Department Head to
I re-convert vacation time to sick: le~ve on a
reverse ratio basis. Approval will be sub~ect to
an assessment by the Department Head as to the
validity of the illness/in~ury ~nd whether or not
a written physician's statement attesting tu the
illness/injury is required will be at the sole
option of the Department Head.
If the employee's vacation accru~l e:;ceeds the
ma>:imum allowable accrual, he/she will have the
option to re-convert vacation time back to sick.
leave on a reverse r~tio bzsis. Such
re-conversion shall be limited *o previously
converted sicl: leaveivacation a~d may nut p::ce~.~d
the amount necessary to reduce the accrued
vacation t~ thn ma;;imum allowable. Ragularly
accrued vacation time will not b~ eligibl~ for
this re-cr.nver~ion tc sicE~ lzave and anv
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, . ~ularly ~ccrued vacation ~e accru~d in e::cess
, of the ma;:imum allowable will be dxsallowed ~~nd
' not subject to utilization by the employee.
' NOTE: As used in this document, "reverse ration" is
intended to mean that the ratio of sick leave to
vacation will revert to the original ratlo ~t the
time the initial e;;change was implemented.
, `SECTION lb.t~; SAFETY_EQUIF'MENT
The City will p~y $175.i~i~ per fiscal year to employees for
the purch~se of sa-Fety equipment as outlin~d below:
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' a. rain gear
b. hard hats
' c. vests
I~ safety shoes
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i e. goggles/safety glasses
~ f. gloves
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~ g. ear plugs
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~ The City shall retain the right to establish minimum safety
I and q~~ality standards for the clothing and ~~fety equipment to be
used while performing assigned task:s.
For new employees the 2175.uU safety and equipment
~
I, ~ilowance will be prorated until J~ily 1 of the ne>:t fiscal year.
~i A new employee, who for whatev~r reason, termin~tes hx,/her
' employment with the City befcre the beginning of the next f;scai
~ year, shall turn in the clothing and equipment for which the City
;
I~ has aid or a to the Cit the rcrated v
P P Y Y p alue of said clothing
and equipment.
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The City will provide and launder shirts or overalls to be
wurn while carrying out the duties of the City.
It will be the responsibility of the employee to have the
required clothing and/or safety equipment needed for the tasl:s
assigned. If an employee should be at work without the requlred
clothing or safety equipment, th~t employee will not be paia
until he/she is at the worF: site with the required Clothing
and/or safety equipment.
' In.l Reseonsibility_f~r_~ost_Tools
The City shall pruvide ali tools and equipment which
are required as necessary to perform any assigned task in a 5~4e
manner. Tools and equipment so provided shall be consi~ered in
the safekeeping of the employee to whom they are issued and who
shall assume personal responsibility for their custody untxl such
*_ime as they are returned. Tool~ and equipment not returned at
the designated time by an employee to whom they are is~ued may be
, charged to such amployee who will be required to r~imburs~ the
I; City ror lil::e i^~placement provided, however, that si.~ch
III requirement for reimbursement sh~ll not apply when reasonable
I c:oubt can be demonstrated that missing tools ur oq~upment wer~
I stolan by other persons and not as the result o+ h~vinr beEn
I misplaced. Nothing herein shall be construed as beinG a.~plicable
I ro damage or breakage of such tools an~ eGuipment cnused b•,•
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I normal and pruCent use in the performance of assigned tasks fur-
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which they were intended. Employees who deliberately misuse tool~
or equipment shall be re,ponsible for the costs rapiacement or-
repair.
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SECTION 17.!i: T~aINING_aND_TUITIO~d [,EIMEUfiSEMENT
It Ls the intent of the City Y.o recognize tl~e valuz or"
training to its employees; and to adDpt a training policy which
will encourage employees to avail themselves of job related
eduCational opportunitiee that will advance their ~:nowledge ~nd
interests in the direction of their career with the City: and by
doing so to improve the Municipal Service. Employees who wish tn
seel: reimbursement from the City for training progrrm costs shail
' provide a written request for reimbursement to their immediate
s~.ipervisor. The form provided shall include the type of program,
, sponsoring organi~ation or institution, meeting times and costs
for such program.
A copy of the recommendation shall also be provided to the
employee. The employee will initial supervisor's comments and
the superintendent's re~ommendation prior to going to the
Department Head for approval or denial.
' ~nce a training progr~m has been ~pproved, an•~ ~mployee
' covzred by this Agreement would be eligible 4or reirnbursement
I, unless funds budgeted for this activity have been e::h:~usted.
' However, nu employee shall receive any r•eimb~_irs~ment unttl thev
ha•:e provided ~atisf~ctory proof of succ2ssful completi~~n of the
program.
' ~ECTION 18.0: TEMF'OFAR`i_D:Sr>PILITY_PENEFITS
' Any employee sustaining an in~ury arising out of, or tn the
cour~e ~f, the performa~ce of hi5 job and who cannot wor~. at the
duties and responsibilitie~ normally as5igned to that ~cb is
! ~=ntitlad to recei~ie temporary disabilitv pavments a5 pr~scribed
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I by state la~v.
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" ~ 18.1 Use_o±_Si_I_:__~aa~e__to_Sug~lemen•Tem~orary_J-i__bilit~~
P~vm~nts
Any employee entitled tu receive temporary disability
payments may e12ct to supplement such payments with ~n amount not
to e:;ceed th~t which is the employee's weekly earnings or weeF:ly
earning capacity by us~ of sicL; leave payments to the e:,tent that
such sic4~ leave has been ~ccrued to the employee's ~ccount.
SECTION 19.0: DUE PROCESS
In each and every instance involving the issue of wcrning
notices, suspensions or the dismissal or discharge of an
' employee, such will not be effectuated without the employee first
having been given in writing basis fur such action beinq taken
, and the opportunity to question the reasons theref ore o4 his
super~isor or Department He~d. S~id opportunity sh~ll be as soon
as it is practic~ble after having been served the written notice
I and sh~ll not constituta any limitation otherwise ~vailable
rhrouyh-~ the griavance or appe~l procedur2s. Any written warnzng
in an employee's +ile will be removed from the +ile after threE=
~
' years.
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19.1 The Union and the City agree that use of alcoholic
i beverages and/or controlled substances durir,g work:ing ho~.irs ara
i grounds for di5ciplinary action. ~urthermore, the LJnion anh the
Ci`_y .gr~e th~t repeated use of alcoholic beverayes and/or
ccntroti~d 5ubstances wiil bE grounds for termination. ~
SECT I ON ~i i~ LaYOFFS .
Layoffs of employees may be made by the Appointing
A~rth~rity for lacF: of funds, l~cl: r4 work or for other similar
and just c~ause, The order of l.yoff ~hall be that whlch, in rhe
opinion o+ the Appointing AuthcrYty, will CiLtSP the l~~ast
_
. ' ~ ~
~iisruption ~f service tu the City; provided, howev~r, that within
:ny give~ position classification employaes whose s~larie~ or
wages ~re funded in part or whole by Federai employment grants
sh~ll be laid off first before employees holding certified status
and whn occupy positions funded from sourc~s other than Federal
employment grants.
The names of employees affected by layoff shall be placed
' on ~ recall list for a period of two years in the reverse order
~f layoff and shall have the +irst opportunity for reinstatement.
Failure to respond within ten days to ~ written natice of such
opportu~ity shail cause that n~me to be remcved from the recail
, list.
II SECTION ~i.G: FEINSTATEMENT
With the approval of the Appointing Authority, a permanent
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; or probationary employee who has resigned with a good record may
' be reinstated within twenty-four months of the effective date of
resignation to a vacant position in the s~me or comparable
I
classification they previously oc~upied. Upon reinstatement, the
I ~mployee, for ~11 purposes, shall be considered as though they
I had received an origi~al appointment.
3ECTIOPJ F~EfiFOFMANCE EVALUATION F'FOCtSS
Ccpies o+ the standardi~ed perform~nce avaluation procedure
~~+ill t+~ readily available to ='ubl:r Worl.s emptoyees in the
ser-vice center office..
~ SECTION 2~.i~: GFIE~JANCE_FROCF~DUFE
i
f Definitian and Prucedure A grievnnce is a dispute nr
~ ~yifference of o~i~iun raised bv an employee covered by 'this
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Agreement agains~ the L'ity involving the m• ing, interprztation
or application o+ the e;:press provisions of thi; Ayreement (or
e::isting work rules). A grievance shall I~e processed in the
following manner:
Steg_1: Any employee who has a grievance shall submit it
designated as a grievance to the employee's immediate supervisor,
who is designated for this purpose by the City. The supervisor
sh~all give the employee an oral answer wzthin five ~5) calendar
d~ys after such presentation.
,I ?tee 2: If the grievance is not settied in Step 1 and the
~~I employee wishes to advance the grievance to Step ~ ot the
! grievance procedure, it shall be referred in writing to the
i employee's ne;;r highest supervisor within five (5) Calendar days
~ aftzr the supervisor's oral answer, or answer due in Step 1, and
shall be signed by both the aggrieved employee and the Union
3t~ward or Union 8usiness Agent. The written grievance shall
contain a compl2te statement of the facrs, the provision or
provisions of this Ayreement or worE: rules which the C~tv i~
all~ged to have violated and the relief requested. The
~~~p~'r~~isor or other person designated for this purpose ahal:
di ~c~_iss the grievance within five (5) calend.~r days with tne
employ~e and the Union Stew~rd at a time mutually agreeable tc
~ `_t~e aarties. Ir no settlement is r~?ached. `he s~_ipervisor cr
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~ ot.her person designat_ed for this purpose shall proviae the
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I employee a written answer within five !5> cal~ndar days follrwing
j .heir meeting.
~
~ ?t?@__': If the griev~nce is not settled in StNp ~ and th~
~ employee wishes to appeal the gri=vance ta Step _ o* the
gi-iavance prar_edure, i*_ <ahall be refnrred in wrating co the
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empluyen"s Depart•nt Head within five t~calendar days after
the supervisor''s answer in Step ~ and sh~ll be signed by both the
agrieved employee ~nd the Union Steward or Union Eusiness Agent.
The Department Mead shall discuss the grievance within iive ~5~
calendar days with the employee a~d the Union 5tew~rd at a time
mutually agreeable to the parties, If no settlement is reached.
the Department Head shall give the City'a written answer to the
employee within five (5) calendar days following their meeting.
S~e~_4; If the grievance i5 not s~ttled in 5tep ' and the
empioyee wishes to appeal the grievance to Step 4 of the
grievance procedure, the Union may refer the grievance to
advisory mediation as described below within fourteen (14)
calendar days after the decision is provided zt the third step.
~1> The parties shall attempt to agree upon an advisory
arbitrator within seven (7) calendar days after reCeipt of *_he
notice of referral. In the event_ that parties are unabla to
' ;gree upan an advisory arbitrator within s~id seven (~i day
periud, the parties shall immediately ~ointly request the State
Mediation and Conciliation Service to submit a panel of five (5i
advisory arbitr~ators. Each p~rty ret~ins thfa right to rejer_t one
panel in its entirety and request that a new panal be submitted.
' roth the Union anC the City shall ha~.e the right to 4trlk:9 rwq
I names frr~m the panel. The per~on remaininq shal: be the
, a!~visory arbi*_rator.
The advisory arbitrator shall be notified of hisiher
selection and shall be requestecf to ~~~t a time and place for the
hearing, sub~ect to the avail~bilit; of Union and C:t~
r~present~tives.
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~ The Ci~ or the Union shall hav~the right to request
the arbitr~tor to require the presence o+ witnesses or
dccuments. Tlie City ~nd the IJnion retain th~ right to employ
legal counsel.
;4) The advisury arbitrator shall s~ibmit his/her
recommendation in writing within thirty (~~7) days following the
close of the he~ring or the submission of briefs by the parties,
whichever is later.
(5) More than one grievance may be 5ubmitted to the same
advisory arbitr~tor if both parties mutually agree in writing.
~I (S) The fees and e::penses of the advisory arbitrator and
I
the coat of a written transcript shall be divided equally between
I the City and the Union: provided, however, that each party shall
I
, be responsible for compensating its own representatives and
I', witnesses.
; Limitations__on__Authority__of__Advisory__Arbitrator_ The
advisory arbitrator sh~ll have no right to amend, ~nodi+y,
nullify, ignore, add to, or subtract from the provisions of this
i Agrzement. The advisory arbitr~tor sh~11 consider and decide
I c,nly the question of fact as to whether there has been ~
~iolation, misinterpr~tation, cr misapplic~tion of the specific
I provisions of this Agreement. The ~dvisory arbitrator snali be
empowered to determine the issue raised b~~ the grievarc~ as
submi±tzd in writ:ng at the Second Step. The advisorv arb:trator
shall h~ve no authority to make a reommendation on any i>aue nct
so aubmitted or r~ised. The advisory arbitrator shall be without
power to make recommendations contrar-y to or inconsistent with,
in ~ny way, applicsble laws or rules and regui~tions af
Zdministrative bodi~> that have the force and E4fP_r_t ~f law. 1'he
a~d~~isor-y ar-bitr~~tor >hnll not in an; way limi: or interforo~ with
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the powars, dutie~ and responsibilities of ~ City under law and
applicable court der_isions. The recommendation shal! be advisor•y
only.
SECTION ~4.cj: IMPASSE F'ROCEDURE
The following procedures, e:<tracted from the Municipal
Code, shall apply in the event the parties are unable to resolve
an impasse sati>faCtorily:
?.5~.410 Imeasses
, A. Impasse procedures may be invoked only after the
' po~ssibility of settlement by direct discussion has been
e::hausted. The impas~e procedures are as 4ollows:
' 1. Mediation (or conciliation). (Defined in Section
' ~.5Z ~90> All mediation proceedings shall he
private. The mediator shall make no public
recommendation nor take any public position concerning
~ *_he i5sue.
~
I A determination by the City Council ~fter a hearing on
the merzts of this dispute.
i r",ny ot~er dispute rPsoiving procedures to which the
'i~ parties mutually agree or whxch the City Cuuncil may
arder.
i Any party may inltiate the impasse procedure by tiliny with
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i the other party (or parties) affected a written request +or an
iino~sse meeting together with a statement of its position on all
~~isputed issuea. An impasse meeting shall then be scheduled by
~ the municipal employee relations officer forthwith after the date
! of +iling of the written request *or such meeting, with written
' notice .o all parties affected. The purpose of ~uth lmpasse
i
me~±ing is twofold:
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' , a. Tu per~t a review of the positio~of all parties in a
tinal effort to reach agreement on the disputed
• issues, and
b. If agreement is not concluded, to ~nutually select the
specific impasse procedure to which the dispute shall
be su6mitted: in the absence of agreement between the
parties on this point, the matter shall be re+Qrre~i to
the City Council.
, B. The fees and e:;penses, if any, of inediators or of any
other impasse procedure, shall be payable one-half by the City
' and one-half by the employee organization or emplovee
organizations. (Ord. XII Ch. 6, Art. 2 Section 1~:6~4, 197U)
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~ SECTION ~5.~?: DEF'AFTMENT_OF_~AE~F_REGULATION
Eoth parties to this agreement have been informed of the United
States Supreme Court kuling in G3rcia_v___S~n_Antonio_Metrogolitan
Transi~__Authority, and hereby agree that due to the present
~.~ncertainty in the application of the Fair Labor 5tandards F~_t uf
I
. ta?8, as amended eFLSA) in accordance with the G_,rc_~ holding to
• public empioyees: the parties shall meet ~nd neqotiate in good
, faith any clause, term, or obligation arising from this
agreement, in the event s~id clause, term, or obligation becomes
inccnsistent with or in violation of any regulations issued by
the Department of Labar in accordance with the (FLSA), or any
+~_~ture ~udicial opinion5 interpreting the Garcia holding or the
rFLSA), or ~ny sectlon of the (FLSA! as amended.
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' SEi:TIO~I ~S.u: NO STF.Ik;E
• Uuring the life of this ~greement neither the Union nor any
officers, ~gents ~r employees shali instigate, promote, sponsor,
engage in or condone any strik:e (including sympathy strike), sl~w
down, concerted stoppage of work or any other int~ntional
disruption of the operations of the City.
' SECTION ~7.4: NO LOCt~:OUTS
During the life of this ~greement, the City will not
instigate a lockout over a dispute with the Union so leng ~s
I there is no breach of Section of this agreement.
' 5EC7IdN 28.0: L'.ONTINUATSON OF BENEFITS
' All terms and conditi.ans of ~mployment not otherwise
, contained herein shall be maintained at the standards in effect
, at the time of e;:ecution.
, SECTION ?9,ci; SEFARAPILITY
i In the event any provision of this agreement is finally held
to be ~llegal by a co~~rt of competent ~urisdiction or void as
j being in contravention or any l~w, rule or regulation uf any
rovernment agency having jurisdiction over the subject set fcrth,
then the remainder of the agreement shall continue in full force
and effect unless the parts so found to be void are held
inseparable from the rem~ining porti~n of the agreament.
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SECTION ~v.ti: nATIFICATION
! Nothing contained in this memorandum shall be binding upon
i aither the City or the Union foiinwing signing o+ this memor~ndum
' by the p~rties until it h~s been ratified by the Union's
memb~rship and presented and approved by the City Coun~il of the
' City.
SECTION '1.U: TERM
, This agreement shall have effectivity commencing ~t 1~:01
, a.m.. .luly i, 1985 and ending at 11:59 p.m., June ~0, 198b.
CITY OF CUPEFTINO OFEFATING ENGIPJEERS LOCAL
' ~1 UNION NO. 1
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• ' ATTACHMENT A
, WAGE RATE SCHEDULE
Public Worl;s Unit
EFFECTIVE JUNE 26, 1985
' FAV
CLASSIFICATIOt~~: ~RADE STEF_A BTEF' E STEF C STEF' E-MAX.
' .~ater Utility Wor~er I
' `?aintenance Worlcer I
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' Hourl 7U1 ~ 4,678 ~ lu.ib~ ~ 10.67u ~ ll.?64
' Monthly 1b77.5~ 1761.41 1849.47 ~0?9.C~9
~aintenance Worker II
' Haurly 702 4 10.16< 5 lU.S7c~ ~ 11.~G4 ~ 1~.a5~
, Monthly 1761.41 1849.47 194~.C~~ ~1~1.Cii
' ~aintenance Worker_III
Hourly ?ti4 3 11._04 ~ 11.764 ~ 1~.'S^< ~ 13.619
. Monthly 1942.G~ ~~139.U9 ~141.41 ~~6U.6.:
~~ter_Utility_WorE_:er_II
Hourly ?4= 5 1~~.888 3. 11.4_~ ~L 1:.Ui~4 ~5 1~._:4
, Monthly 1887.~~ 1921.5~ ~,~!8C1.b9 ~~9~.B9
' =g_~iement_Mechanic
Hourly 7i~6 4 l~.iff_~4 ~S 1~.6U4 'b 1'.~~4 L t4.~`~1
, Monthl y ~~:~8C~.69 ~184.69 ~~9~.89 ~~~9. 11
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