HomeMy WebLinkAboutResolution No. 7523I
RESOLUTION NO. 7523
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
AZUSA ADOPTING THE MEMORANDUM OF UNDERSTANDING
BE'T'WEEN THE CITY AND THE INTERNATIONAL BROTHERHOOD
OF ELECTRICAL WORKERS.
WHEREAS, the City Council, at their regular meeting of July
2, 1984, approved the Memorandum of Understanding between the City of
Azusa and the International Brotherhood of Electrical Workers, terms
and conditions thereof to be effective July 1, 1984:
NOW, THEREFORE, BE IT RESOLVED that the Memorandum of Under-
standing attached hereto as Exhibit A is hereby adopted by resolution.
The City Clerk shall certify to the adoption of this Resolut-
ion and shall transmit a copy thereof to the International Brotherhood
of Electrical Workers.
ADOPTED AND APPROVED this 16th day of July, 1984.
I HEREBY CERTIFY that the foregoing Resolution was duly adopted
by the City Council of the City of Azusa, at a regular meeting thereof
held on the 16th day of July, 1984, by the following vote of the Council:
AYES: COUNCILMEMBERS:_ CRUZ, COOK CAMARENA, LATTA, MOSES
NOES: COUNCILMEMBERS: NONE
ABSENT: COUNCILMEMBERS: NONE
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I
CI' CLERK
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF AZUSA
,1�-P
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
LOCAL 18, BARGAINING UNIT 64
MEMORANDUM OF UNDERSTANDING - PAGE 1
ARTICLE SUBJECT PAGE
I RECOGNITION .........................3
IICITY RIGHTS .........................4
III EMPLOYEE ORGANIZATIONAL RIGHTS
AND RESPONSIBILITIES ...... 6
IV NONDISCRIMINATION ...................8
V SAFETY AND HEALTH ................. .9
VI GRIEVANCE AND APPEALS PROCEDURE.... 10
VII (RESERVED)
VIII PROBATIONARY EMPLOYEES.............14
IXREINSTATEMENT ......................15
X NO LOCK—OUT/NO STRIKE..............16
XI WORK WEEK .......................... 18
XII (RESERVED)
XIII OVERTIME (COMPENSATORY TIME) ....... 19
XIV CALL—BACK PAY AND COMPENSATORY
TIME FOR CALL—BACK ....... 22
XV WORKING OUT OF CLASSIFICATION ...... 23
XVI SALARY.. ...............24
XVII HOLIDAYS.. ...........25
XVIII VACATION........ ..........26
XIX LEAVE OF ABSENCE.. ... .........28
XX JURY DUTY .......................... 30
XXI MILITARY LEAVE .......
.. .31
XXII SICK LEAVE.. ................ .32
XXIII FRINGE BENEFIT ADMINISTRATION......38
XXIV LIFE INSURANCE.. .. ............39
XXVHEALTH BENEFITS....................40
XXVI EDUCATIONAL REIMBURSEMENT ....... ...41
XXVII (RESERVED)
XXVIII SOLE AND ENTIRE AGREEMENT... ....... 42
XXIX WAIVER OF BARGAINING...............43
XXX SEPARABILITY— ............. o.o.o..44
XXXI MAINTENANCE OF EXISTING BENEFITS
AND CONDITIONS ........... 45
XX)(II TERM OF AGREEMENT..................46
XXXIII RATIFICATION AND EXECUTION ......... 47
MEMORANDUM.OF_UNDERSTANDING — PAGE 2
ARTICLE I - RECOGNITION
Pursuant to the policy of the City of Azusa .(hereinafter
referred to as the CTTY), the CITY has recognized the International
Brotherhood of Electrical Workers, Local 18, (hereinafter referred
to as the UNION) as the sole bargaining representative for those
Employees (hereinafter referred to as EMPLOYEE(S)) working for the
CITY who are enumerated in Attachment "A".
.MEMORANDUM OF UNDERSTANDING -
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ARTICLE II - CITY RIGHTS
Section 1. The CITY reserves, retains and is vested with, solely
and exclusively, all rights of management which have not been
expressly abridged by specific provisions(s) of this Memorandum of
Understanding or by law to manage the City, as such rights existed
prior to the execution of this Memorandum of Understanding. The
sole and exclusive rights of management, as they are not
abridged by this Agreement or by law, shall include, but not be
limited to, the following rights:
a. To manage the CITY generally and to determine the issues of
policy.
b. To determine the existence or nonexistence of facts which
are the basis of the Management decision.
C. To determine the necessity and organization of any service
or activity conducted by the CITY and expand or diminish
services.
d. To determine the nature, manner, means, and technology, and
extent of services to be provided to the public.
e. Methods of financing.
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f. Types of equipment or technology to be used..
g. To determine and change the facilities, methods,
technology, means, and size of the work force by which the
CITY operations are to be conducted.
h. To determine and change the number of locations,
relocations, and types of operations, processes and
materials to be used in carrying out all CITY functions
including, but not limited, the right to contract for or
subcontract any work or operation of the City.
OF UNDERSTANDING - PAGE 4
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i. To assign work to and schedule EMPLOYEES in accordance with
requirement as determined by the CITY and to establish and
change worTc-schedules and assignments.
j. To relieve EMPLOYEES from duties for lack of work or
similar nondisciplinary reasons.
k. To establish and modify productivity and performance
programs and standards.
1. To discharge, suspend; demote or otherwise discipline
EMPLOYEES for proper cause.
M. To determine job classifications and to reclassify
EMPLOYEES.
n. To hire, transfer, promote and demote EMPLOYEES for
nondisciplinary reasons in accordance with this Memorandum
of Understanding and applicable Resolutions and Codes of
the City.
o. To determine policies, procedures and standards for
selection, training and promotion of EMPLOYEES.
p. To establish EMPLOYEE performance standards including, but
not limited to, quality and quantity standards and to
require compliance therewith.
q. To maintain order and efficiency in its facilities and
operations.
r. To establish and promulgate and modify rules and
regulations to maintain order and safety in the CITY which
are not in contravention with this agreement.
S. To take any and all necessary action to carry out the
mission of the CITY in emergencies not contrary to this
AGREEMENT.
MEMORANDUM, OF- UNDERSTANDING - PAGE 5
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ARTICLE III - EMPLOYEE ORGANIZATIONAL RIGHTS AND RESPONSIBILITIES.
Section 1. Dues Deductions
The CITY shall educt for dues and UNION benefits on a regular
basis from the pay of all EMPLOYEES in the classifications and
positions recognized to be represented by the UNION who
voluntarily authorize such deduction, in writing, on a
mutually agreed upon form to be provided for this purpose. The
CITY shall remit such funds to the UNION within ten (10) days
following their deduction.
Section 2. Indemnification.
The UNION agrees to hold the CITY harmless and indemnify the
CITY against claims, causes of action or lawsuits arising out
of the deductions or transmittal of such funds to the UNION,
except the intentional failure of the CITY -to transmit to the
UNION monies deducted from the EMPLOYEES pursuant to this
Article.
Section 3. The UNION shall be provided with a list of the names and
departments of newly hired EMPLOYEES in the representation unit
on a monthly basis.
Section 4. Bulletin Boards.
The UNION shall have the right to use adequate space on the
bulletin boards on CITY premises for the purpose of posting
announcements and UNION information. The bulletin board space
shall be used for the following subjects only:
a. UNION recreational, social and related UNION news
bulletins.
b. Scheduled UNION meetings.
C. Information concerning UNION elections and the results
OF UNDERSTANDING 7
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thereof.
d. Reports of official UNION business, including UNION y
newsletters, reports of committees, or the Board of
Directors.
e. Any other written material which first has been approved
and initiated by the designated CITY representatives
appointed by the City Administrator. The designated CITY
representatives must either approve or disapprove a request
for posting within twenty four (24) hours, excluding
Saturday, Sunday and legal holidays, from the receipt of
the material and request to post it. The designated CITY
representatives shall not unreasonably withhold permission
to post.
Section 5. Except as limited by specific and express terms of this
Memorandum of Understanding, the UNION hereby retains and
reserves unto itself all rights; powers and authority,
confirmed on and vested in it by the laws and Constitution
of the State of California or United States of America.
. MEMORANDUM OF.UNDERSTANDING - PAGE 7
ARTICLE IV - NONDISCRIMINATION
Section 1. The parties recognize and agree to protect the rights of
all EMPLOYEES o join and participate in protected union
activities or to refrain from joining or participating in such
activities.
Section 2. The CITY and the UNION agree that they shall not
discriminate against any EMPLOYEE because of race, color, sex,
age, national origin, political or religious opinions or
affiliation. The parties shall reopen any provisions of this
agreement for the purpose of complying with any final order of
the federal or state agency or court of competent jurisdiction
requiring a modification or 'change in any provision or
provisions of this agreement in compliance with state or
federal anti -discrimination laws.
Section 3, Whenever a word of the masculine or feminine gender
is used in this Memorandum of Understanding, it shall be
construed to include the other gender.
a
MEMORANDUM OF UNDERSTANDING PAGE 8
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ARTICLE V - SAFETY AND HEALTH
Section 1. The CITY and the EMPLOYEES of the CITY agree to comply
with all appli aale federal and state laws which relate to
health and safety. In addition, the CITY and the Union agree
to actively pursue the continuance of safe working procedures
and environment.
Section 2. The CITY shall furnish EMPLOYEES who are required to
wear safety shoes or boots such shoes or boots as needed at a
cost of up to one hundred and fifty dollars ($150.00) per year.
Nothing in this section is intended to prevent or limit the
department head at his discretion from replacing or repairing
shoes or boots damaged or stolen during the course of
employment.
MEMORANDUM OF UNDERSTANDING -
PAGE 9
ARTICLE VI - GRIEVANCE AND APPEALS PROCEDURE
Section 1. In any instance of grievance, the EMPLOYEE shall first
make an effort�To resolve such grievance with his immediate
supervisor. In the event such efforts are not mutually
satisfactory, the EMPLOYEE aggrieved shall within five (5)
working days, reduce his complaint to writing. The complaint
shall set forth all the facts necessary to understand the
issues involved. It shall be submitted in writing to the
EMPLOYEE'S immediate supervisor who shall transmit it to the'
department head.
Section 2. The department head shall investigate the facts and
issues involved and record in writing within five (5) working
days, stating the department's view on the issue involved, with
a copy to 'the EMPLOYEE.
Section 3. If the EMPLOYEE wishes to discuss the grievance further,
he shall, within ten (10) working days of receipt of the
department head's reply, appeal the department head's decision
in accordance with Section Four (4).
Section 4. Any EMPLOYEE in the classified service shall have the
right to appeal to the Personnel Board regarding any situation
in connection with his employment status, working conditions or
any part of a promotional examination. Such appeal shall be
made in writing within ten (10) working days from the date of
discussion with the department head regarding the condition
complained of. The appeal shall contain a written narrative by
the EMPLOYEE of the condition complained of, giving dates of
occurrences or conditions, as applicable.
The department head shall prepare a written answer,to
MEMORANDUM OF UNDERSTANDING - PAGE 10
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the allegations and transmit it to the Personnel Board with a
copy to the EMPLOYEE.
Section 5. The Personnel Board shall set the matter for hearing and
give the appellant and the department head at least five (5)
business days notice in writing of the date and place of such
hearing. The appellant shall attend, unless excused by the
Personnel Board; and shall be entitled to:
a. Be represented by counsel or other representative of his
choice;
b. Testify under oath or affirmation;
C. Subpoena witnesses;
d. Cross-examine all witnesses;
e. Present such affidavits, exhibits and other evidence deemed
C') pertinent to the hearing.
Section 6. Unexcused absence of the appellant at such hearing shall
be deemed a withdrawal of the petition and consent to the
action or ruling from which the appeal was taken.
Section 7. In any investigation or hearing conducted by the
Personnel Board, the Board shall have the power to examine
witnesses under oath and compel their attendance or the
production of evidence before it by subpoena issued in the name
of the CITY and attested by the CITY Clerk. It shall be the
duty of the Chief of Police to cause all such subpoenas to be
served and refusal of a person to attend or testify in answer
to such subpoena shall subject said person to prosecution in
the same manner set forth by law for failure to appear before
the City Council in response to a subpoena issued by the CITY
MEMORANDUM OF UNDERSTANDING - PAGE 11
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Council. Each member of the Personnel Board shall have power
to administer oaths to witnesses. The Personnel Board may
exclude from any public or private hearing during the
examination of a witness any or all other witnesses in the
matter being investigated by the Personnel Board.
Section 8. The burden of proof shall be on the department head in
the case of hearing on discharges, reductions or suspensions.
In all other types of hearings, the burden of proof shall be on
the appellant.
Section 9. Hearings shall be informal. The Personnel Board may
receive and consider such oral, written and physical evidence
as it deems pertinent, and may receive it in such order and
manner as in the judgment of the Personnel Board is fair and
equitable in each case. Parties to any matter before the
Personnel Board may be represented by counsel, but the right of
such representation shall not be construed to require
observance of the formal rules of evidence, or other formality,
in the conduct of a hearing; nor shall such formality in the
proceedings invalidate any decision rendered by the Personnel
Board.
Section 10. Findings of the Personnel Board.
a. Within ten (10) days after concluding the hearing, the
Personnel Board shall certify its findings, in writing, to
the City Council, that the accused was exonerated,
reprimanded, fined, demoted, removed, dismissed, reduced in
compensation or otherwise penalized.
b. Should the Personnel Board find the accused was suspended,
demoted, or removed without sufficient cause, said
MEMORANDUM" OF -UNDERSTANDING - PAGE 12
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�,. Personnel Board shall order the accused reinstated
forthwith to the position from which he was suspended,
demoted, or removed and shall order paid to him the salary
to which he would have been entitled had he not been
suspended, demoted or removed.
C. Except for bad faith or lack of evidence, such findings of
the Personnel Board shall certify to the City Council shall
be final. In such as event of bad faith or lack of
evidence, the City Council shall be the final review board
to which an EMPLOYEE may appeal.
d. The findings of the Personnel Board shall be filed as
permanent record by the Personnel Clerk, who shall deliver
a certified copy to any EMPLOYEE, officer or other persons
affected by such findings.
e. Any member of the Personnel Board may submit a minority or
supplemental report which shall be filed as a permanent
record by the Personnel Clerk.
Section 11. Any person who is accused jointly with one or more
EMPLOYEES shall have the right to appear before the Personnel
Board and request that his appeal be heard separately.
Section 12. The Personnel Board may grant a continuance of any
hearing for good cause.
Section 13. In cases other than a discharge, reduction or
suspension in excess of five (5) working days, a decision on
the appeal may be made after a review of written materials
submitted by all parties concerned at the discretion of the
Personnel Board.
MEMORANDUM OF UNDERSTANDING - PAGE 13
ARTICLE VIII - PROBATIONARY EMPLOYEES
Section 1. All appointments in the classified service, including
promotional appointments, shall be made on a probationary
basis. All appointments, whether initial or promotional, shall
be for a probationary period, evaluations of the progress and
desirability of the appointee as a permanent EMPLOYEE shall be
made.
Section 2. Subject to Section Three (3), an EMPLOYEE may be
discharged at any time during his probationary period without
the right of appeal or hearing.
Section 3. An EMPLOYEE serving a probationary period in a
promotional position whose job performance is unsatisfactory
shall be reinstated to the position from which he was promoted,
unless charges are filed and he is discharged in a lawful
manner.
MEMORANDUM OF
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CARTICLE IX - REINSTATEMENT
Section 1. Upon recommendation of the department head and the CITY
Administrator, EMPLOYEE, who resigned in good standing, may
within one (1) year of the effective date of such resignation,
be reinstated without an examination to a position in the same
class in which he previously served, providing a vacancy
exists. Reinstatement will be made to the step and salary
range which was received by the EMPLOYEE at the time of
resignation.
Section 2. An EMPLOYEE reinstated after resignation in accordance
with Section 1 shall be credited with his previous service for
computation of vacation but shall not retain any sick leave
accumulated prior to resignation.
Section 3. An EMPLOYEE, so reinstated, shall serve a probationary
period of six (6) months and be subject to termination upon
unsatisfactory service during the probationary period. The
EMPLOYEE shall not be eligible for vacation benefits until he
achieves permanent status; at which time, he or she shall be
eligible for benefits earned following reinstatement and
credited with previous service for computation of vacation
leave.
MEMORANDUM OF -UNDERSTANDING,- PAGE 15
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ARTICLE X - NO STRIKE - NO LOCKOUT
Prohibited Conduct.
Section 1. The UNION,- its officers, agents.- representatives and
members agree that during the term of this Agreement, they will
not cause or condone any strike, walkout, slowdown, sickout, or
any other job action by withholding or refusing to perform
services.
Section 2. The CITY agrees that it shall not lock out its EMPLOYEES
during the term of this Agreement. The term "lockout" is
hereby defined so as not to include the discharge, suspension,
termination, layoff, failure to recall, or failure to return
to work of EMPLOYEES of the CITY in the exercise of its rights
to set forth in any of the provisions of this Agreement or
applicable ordinance or law.
Section 3. Any EMPLOYEE who participates in any conduct prohibited
in Section One (1) of the above may be subject to termination
by the City.
Section 4. In addition to any other lawful remedies or disciplinary
actions available to the City, if the UNION fails, in good
faith, to perform all responsibilities listed below in Section
One (1), "Union Responsibility", the CITY may suspend any and
all rights, privileges, accorded to the UNION under this
Memorandum of Understanding, including but not limited to
suspension of recognition of the UNION, grievance procedure,
right of access, check -off, the use of the City's bulletin
boards and facilities.
UNION Responsibility.
Section 1. In the event that the UNION, its officers, agents,
MEMORANDUM OF UNDERSTANDING - PAGE 16
representatives or members engage in any of the conduct
prohibited in Section One (1) above, "Prohibited Conduct", the
UNION or its duly authorized representatives shall immediately
instruct any persons engaging in such conduct that their
conduct is in violation of this Memorandum of Understanding and
unlawful and they should immediately cease engaging in conduct
prohibited in Section One (1) above, "Prohibited Conduct", and
return to work.
Section 2. If the UNION performs all of the responsibilities set
forth in Section One (1) above, "Union Responsibility % its
officers, agents and representatives shall not be liable for
damages for prohibited conduct performed by EMPLOYEES who are
covered by this Agreement in violation of Section One (1)
above, "Prohibited Conduct".
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MEMORANDUM OF.UNDERSTANDING - PAGE 17
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ARTICLE XI - WORK WEEK
Section 1. The regular work week for all EMPLOYEES covered by this
Agreement shall be forty (40) hours for a seven (7) day period
beginning at 12:01 A.M. each Sunday and consist of five (5)
days a week and eight (8) hours per day. Daily hours of work
or shifts for EMPLOYEES within departments shall be assigned by
the department head, as required to meet the needs of the
department.
MEMORANDUM OF UNDERSTANDING - PAGE 18
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CARTICLE XIII - OVERTIME (PREMIUM PAY OR COMPENSATORY TIME OFF)
Section 1. All EMPLOYEES shall be entitled to premium pay or
compensatory time off for all hours worked in excess of eight
(B) hours in one work day or forty (40) hours within the
EMPLOYEE'S regular work week. For the purposes of this Article
holiday pay, sick leave, and other compensated time off shall
count for the hours.
Section 2. Compensatory time shall be accumulated at the
appropriate rate for each hour of overtime worked. Only time
actually worked shall count in the computation of premium pay
or compensatory time off.
Section 3. Rate of compensation.
a. Except as provided elsewhere all overtime work shall be
�- compensated at one and one half (1 1/2) times the number of
hours worked.
b. All work done between the hours of midnight (12:00 P.M.)
and seven o'clock in the morning (7:00 A.M.) shall be
compensated at two (2) times the usual rate of pay.
c. In the event that an employee is summoned
/t/�/q/J" ork before
four o'clock in the morning (4:00 4M ) nod i� required to
continue to work into his or her regular shift, he or she
shall be compensated at two (2) times the normal rate of
pay until either he or she has an eight hour rest period or
the shift concludes.
Section 4. Compensatory time shall be paid either in the form of
pay at the EMPLOYEE'S regular hourly rate at the time the
overtime was worked or equal time off and shall be decided at
the time the overtime is worked. The method of payment of
MEMORANDUM OF UNDERSTANDING PAGE 19
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compensatory time, either in cash or equivalent time off, must
be authorized -ted approved by the department head and the City
Administrator.
Section 5. Time and one half premium pay.
Premium pay or compensatory time off for overtime shall be
accumulated in no less than one-half (1/2) hour per day
increments. When an EMPLOYEE works less than one-half (1/2)
hour per day of overtime, the EMPLOYEE shall not receive
compensatory time for overtime of less than one-half (1/2) hour
per day work.
Section 6. In order to be entitled to any compensation for overtime
hours worked, such overtime work must have been authorized by
the department head or the City Administrator.
Section 7. Accumulated compensatory time not taken off in the
calendar year in which it was earned, may be carried over to
the next year up to a maximum of one hundred sixty (160) hours
Section B. Usage of compensatory time previously earned shall be as
follows:
a. Accumulated compensatory time off may be taken by an
EMPLOYEE upon reasonable notice and prior approval of the
department head.
b. An EMPLOYEE can accumulate no more than one hundred and
sixty (160) hours of compensatory time.
C. In approving compensatory time off, the department head
will, as far as practicable, attempt to accommodate
EMPLOYEE convenience to the degree possible in light of the
operational requirements of the department.
MEMORANDUM OF UNDERSTANDING PAGE 20
Section 9. Overtime Meal Policy.
a. When an EMPLOYEE is required to work continuous, unplanned
overtime beyond his or her regular shift, he or she shall
be provided with a meal and time to eat the meal no more
than two hours after the commencement of such work and no
less frequently than every four hours actually worked
thereafter or he or she shall receive a meal reimbursement
of eight dollars for each such period.
b. In the event that the work is of extended duration, no
EMPLOYEE shall receive meal reimbursement of more than
twenty five dollars ($25.00) in any twenty four (24) hour
period.
Section 10. Nothing herein is intended to limit or restrict the
authority of the CITY tq require any EMPLOYEE to perform
overtime work.
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ARTICLE XIV - CALLBACK (PREMIUM PAY AND COMPENSATORY TIME OFF)
Section 1. If an EMPLOYEE is required to be called back to work
- after completing his or her normal shift or after having left
CITY premises or the EMPLOYEE'S work location, the EMPLOYEE
shall be be compensated at the appropriate rate for
each hour worked on callback with a minimum of two (2) hours
callback compensation or equivalent time off at the appropriate
rate, as described in the Article dealing with overtime pay
rates, times the actual hours worked or a minimum of two hours,
whichever is higher, regardless of whether the EMPLOYEE
actually works less than two (2) hours. This provision shall
be applicable to EMPLOYEES although the EMPLOYEE'S regular work
week is not completed but shall not apply to EMPLOYEES who are
C` continuing on duty for their normal work shift. In accordance
with prior practice, the time starts when the callback call is
received by the EMPLOYEE.
Section 2. Callback Meal Policy.
a. When an employee is summoned for unscheduled work outside
Of his or her regular work hours, he or she shall be
provided with a meal and the time to eat the meal no less
frequently than every four hours or a meal reimbursement of
eight dollars ($8.00) for each such four (4) hour period.
b. In no event shall any employee receive a meal reimbursement
of more than twenty five dollars ($25.00) in any twenty
four (24) hour period.
MEMORANDUM OF UNDERSTANDING - PAGE 22
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C' ARTICLE XV - WORKING OUT OF CLASSIFICATION
Section 1. The CITY may work EMPLOYEES out of classification for up
to five (5) consecutive working days without compensation.
Section 2. An EMPLOYEE who works more than five (5) consecutive
working days out of classification shall receive not less than
one pay range above the EMPLOYEE'S regular salary for work
performed out of classification commencing the first day of
working out of classification and for each consecutive day
thereafter. Working in a higher classification must be
approved by the department head in advance.
Section 3. An EMPLOYEE shall not continue acting in a higher
classification, while retaining his existing classification,
for more than ninety (90) calendar days except on authorization
C! of the City Council.
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Section 4. During the five (5) consecutive working day eligiblity
period before an EMPLOYEE is entitled to receive premium pay
for working out of class, absence for any reason, except
absence due to a regularly scheduled holiday or a regularly
scheduled day off, shall break consecutiveness and cause an
EMPLOYEE to be ineligible to receive premium pay.
MEMORANDUM OF UNDERSTANDING PAGE 23
ARTICLE XVI - SALARY
Section 1. Effective July 1, 1984, all EMPLOYEE salaries will be
adjusted upward three and eight tenths percent (3.8$). Salary
schedules are shown in exhibit "B".
Section 2. Comprehensive Classification and Salary Survey.
a. The CITY shall agree to conduct, by outside consultant
selected by mutual agreement with UNION, a comprehensive
classification and total compensation survey of cities
selected by mutual agreement with the UNION resulting in a
classification plan, salary scale and position allocation
to the plan wherein all EMPLOYEES are compensated at no
less than one hundred percent (100%) of the average of the
surveyed Cities as of November 1, 1984. The final plan
shall be as agreed upon mutually with the UNION and shall
include no less than two thirds (2/3) of the survey's
recommended positions and shall be implemented by January
1, 1985.
b. In no event shall any EMPLOYEE'S salary or benefits be
adjusted downward.
C. In the event that the Initiative Amendment to Article XIII -
A of the California Constitution (the Jarvis Initiative) is
approved by the voters in November, 1984, the CITY and the
UNION agree to meet and confer as to the implementation of
the completed survey results. Such bargaining shall be
limited to seeking an agreement as to whether to proceed
with immediate implementation or spreading the adjustments
over six (6), twelve (12) or eighteen (18) months beginning
January 1, 1985. Such deliberations shall depend on the
MEMORANDUM OF UNDERSTANDING PAGE 24
.', CITY'S financial condition, recognizing the positive role
that the QTY and the UNION can play in maintaining the
fiscal integrity and the long term positive employee
relations benefits of mutual cooperation.
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ARTICLE XVII - HOLIDAYS
Section 1. EMPLOYEES covered by this agreement shall receive the
following holidays paid at their regularly scheduled rate of
pay:
January 1.(New Year's Day)
February 12 (Lincoln's Birthday)
3rd Monday in February (Washington's Birthday)
Last Monday in May (Memorial Day)
July 4 (Independence Day)
First Monday in September (Labor Day)
September (Admission Day)
Second Monday in October (Columbus Day)
November 11 (Veteran's Day)
Thanksgiving Day
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The Friday following Thanksgiving Day
December 25 (Christmas Day)
Section 2. When a holiday falls on a Saturday or Sunday, the
following Monday shall be observed.
Section 3. Applicable Overtime Rates.
Should EMPLOYEES be required by their supervisor or department
head to work on a holiday listed above, the EMPLOYEES shall
receive regular pay plus the appropriate premium pay or
compensatory time off for the hours worked on the holiday.
Such EMPLOYEES shall receive no other compensation for working
on the holiday.
Section 4. The parties agree to an additional holiday designated
as a floating holiday for EMPLOYEES to take at their
convenience with the prior approval of the department head.
OF UNDERSTANDING -
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ARTICLE XVIII - VACATION
Section 1. All EMPLOYEES who have one (1) year continuous service
or more shall thereafter be entitled to a vacation of eleven
(11) working days with pay each year. All EMPLOYEES who have
six (6) or more years of continuous service shall be entitled
to a vacation of fifteen (15) working days with pay each year
plus one extra day for each year after five (5) years of
continuous service, up to a maximum of twenty four (24) working
days per year.
Schedule of Vacation Leave
Years of Service Vacation Leave
10
1
- 5
11
12
6
13
15
14
7
15
16
�.
8
17
`
9
18
10
19
11
20
12
21
13
22
14
23
15
24
Section 2. Computation and Accrual of Vacation.
a. EMPLOYEES shall accrue vacation leave with pay at the rate
of seven and one-third (7-1/3) hours per month for each
month of service or as per schedule above. A month of
service is defined as one hundred seventy three (173) hours
actually worked including holidays and lawfully paid leave.
b. Accrued vacation time shall be credited to each EMPLOYEE'S
account on January 1 of each year. An EMPLOYEE who has
been in CITY employment for a period less than one (1) year
MEMORANDUM OF UNDERSTANDING PAGE 26
L
•
EMPLOYEES will be granted either on or after.January 1, or
six (6) months after the date of employment, whichever is
the later date. The following January 1 the EMPLOYEE will
be eligible for a regular vacation.
C. In the event that the CITY'S new computer comes on line
during the life of this agreement, the availability of
vacation hours for use may be reported accrued as they are
earned each pay period. It is not the intent of the
parties to this agreement that such a change would have any
impact on "carry over" limitations of Section 3 of this
CArticle or any other part of this Article.
Section 3. Vacation shall be taken at the convenience of the CITY
with the approval of the department head. Where possible,
such vacations should be taken annually and not accumulated
from year to year. An EMPLOYEE may, however, accrue vacation
time up to a maximum of one and one half (1-1/2) times the
vacation credit earned in the previous calendar year.
Section 4. EMPLOYEES who terminate their employment with the CITY
after six (6) months of full time employment shall be paid for
all accrued vacation, if any, and the prorated portion of their
unused vacation.
Section 5. An EMPLOYEE may not convert any accrued vacation into
pay without the recommendation of the EMPLOYEE'S department
head and the approval of the City Council.
MEMORANDUM OF..UNDERSTANDING - PAGE 27
on January 1
shall receive
accrued vacation
time in the
amount of his
accrual rate
times the number
of months
worked prig
to January 1.
Vacation leave
for new
EMPLOYEES will be granted either on or after.January 1, or
six (6) months after the date of employment, whichever is
the later date. The following January 1 the EMPLOYEE will
be eligible for a regular vacation.
C. In the event that the CITY'S new computer comes on line
during the life of this agreement, the availability of
vacation hours for use may be reported accrued as they are
earned each pay period. It is not the intent of the
parties to this agreement that such a change would have any
impact on "carry over" limitations of Section 3 of this
CArticle or any other part of this Article.
Section 3. Vacation shall be taken at the convenience of the CITY
with the approval of the department head. Where possible,
such vacations should be taken annually and not accumulated
from year to year. An EMPLOYEE may, however, accrue vacation
time up to a maximum of one and one half (1-1/2) times the
vacation credit earned in the previous calendar year.
Section 4. EMPLOYEES who terminate their employment with the CITY
after six (6) months of full time employment shall be paid for
all accrued vacation, if any, and the prorated portion of their
unused vacation.
Section 5. An EMPLOYEE may not convert any accrued vacation into
pay without the recommendation of the EMPLOYEE'S department
head and the approval of the City Council.
MEMORANDUM OF..UNDERSTANDING - PAGE 27
ARTICLE XIX - LEAVE OF ABSENCE
Section 1. Leave of Absence Without Pay.
a. After all a ilable leave benefits, including vacation,
sick leave, compensatory time and any other leave benefits
have been completely used, a regular EMPLOYEE, not under
suspension, may make application for leave without pay. An
EMPLOYEE requesting leave of absence without pay must do so
in writing stating specifically his or her reason for the
request, the date when it is desired to begin the leave
and the probable date of return.
b. If the department head and the City Administrator agree
that such leave is merited and in the interests of the
City, leave may be granted by the City Council for a period
not to exceed one (1) year,following the date of expiration
of all other leave benefits. No employment service
credits or fringe benefits such as sick leave, vacation,
health insurance, retirement or any other benefits shall
accrue to any EMPLOYEE on leave of absence without pay..
C. At the end of such leave, if the EMPLOYEE desires additional
leave, written application must be made to the CITY
Administrator stating the reasons why the additional leave
is required and why it would be in the best interests of.-
the
f_
the CITY to grant such leave of absence. If in the City
Administrator's opinion, such additional leave is merited
and would still preserve the best interests of the City,
the City Council=may approve such extensions of the leave
of absence for a period not to exceed an additional six
(6) months.
MEMORANDUM OF,UNDERSTANDING - - PAGE 28
0
0
' d. If the EMPLOYEE does not return to work prior to or at the
>'0
x
end of such. leave of absence or extension of leave of ri
absence, the CITY shall consider that the EMPLOYEE has
terminated his employment with the CITY. accrue any
vacation benefits, either in cash reimbursement or time
off, and shall not be entitled to any compensation upon
termination.
e. Any EMPLOYEE who engages in outside employment during said
leave of absence, without prior notification and approval
of the EMPLOYEE'S department head and the City
Administrator, shall be subject to immediate termination.
Likewise, -any EMPLOYEE who falsifies the reason for the
request for the leave of absence shall be immediately
terminated.
f. Any EMPLOYEE on leave of absence must give the CITY at
least seven (7) days written notice of the EMPLOYEE'S
intent to return to work.
.... MEMORANDUM OF UNDERSTANDING - PAGE 29
�J
ARTICLE XX - JURY DUTY
Section 1. An EMPLOYEE required for jury duty shall immediately
notify his supervisor or department head.
Section 2. When required to serve on a jury, all EMPLOYEES
shall have time off for a period of actual service required on
the jury. EMPLOYEES shall receive the regular pay while
serving on jury duty, provided all jury fees paid to the
individual EMPLOYEE, less allowed automobile expenses, are
deducted from his normal salary.
OF UNDERSTANDING - PAGE 30
0 0
ARTICLE XXI - MILITARY LEAVE
Section 1. Military leave with pay shall be granted in accordance
with Section 3�t of the Military and Veterans Code.
Section 2. An EMPLOYEE who has been in the CITY employment for a
period of not less than one (1) year, upon being called for
temporary military duty; shall receive full salary for a
period not to exceed thirty (30) calendar days in a calendar
year. Time spent in military service shall be considered CITY
employment for computation of employment related benefits.
OF -UNDERSTANDING - PAGE 31
ARTICLE XXII - SICK LEAVE
Section 1. Sick leave shall not be construed as a right which an
EMPLOYEE may use at his discretion, but shall be allowed only
in case of necessity or actual sickness or disability.
Section 2. Procedure.
a. As soon as an EMPLOYEE is aware he will be unable to report
for work at the assigned time due to illness or disability,
he shall notify his immediate supervisor or department head.
b. In order to receive pay for sick leave, the EMPLOYEE, upon
returning to work, must immediately complete a Leave
Request form indicating the nature of the illness or
disability. The form must be signed by the EMPLOYEE, his
immediate supervisor and department head and forwarded to
�1 Finance for processing.
C. An EMPLOYEE is required to notify his immediate supervisor
or department head each day of his absence unless otherwise
directed by his department head.
d. A doctor's certificate shall automatically be required for
sick leave requested because of illness of more than three
(3) days duration.
Section 3. Probationary Period.
Sick leave may be taken during the probationary period but only
in such amount as an EMPLOYEE would have earned if on permanent
status. If the EMPLOYEE does not become permanent, all paid
sick leave must be reimbursed to the CITY at the time of
termination of employment or it shall be deducted from the
EMPLOYEE'S final paycheck. In the event no sick leave is taken
during the probationary period, a credit of six (6) days leave
. MEMORANDUM OF -UNDERSTANDING - PAGE 32
or more, as accrued; will be credited to the EMPLOYEE when he
�. attains permarygt status.
Section 4. Reasons for Sick Leave.
Sick leave shall be granted for the following reasons:
a. Personal illness or physical incapacity resulting from
causes beyond the EMPLOYEE'S control member of the EMPLOYEE'S
immediate family (father; mother; sister or brother) or members
of the EMPLOYEE'S household.(husband; wife and children) that
require the EMPLOYEE'S personal care and attention.
C. Enforced quarantine of the EMPLOYEE in accordance with the
Health Department regulations.
d. A death of a member of the EMPLOYEE'S immediate family
(mother; father; brother; sister, husband; wife, child. -
mother - in-law.'
hild;
mother-in-law; father-in-law; or relative living within the
EMPLOYEE'S household) and limited to a maximum of five (5)
days in each instance. In the event of the death of a
relative beyond the named relations; accrued sick leave not
to exceed three (3) days may be granted for cause by the
department head; subject to the approval of and appealable
to the City Administrator.
e. Medical, dental and optical appointments.
f. Personal business not to exceed a maximum of twenty-four
(24) hours during any one (1) year. "Personal business"
means those items of personal business that can only be
taken care of during regular working hours of the EMPLOYEE.
Personal business leave shall be approved or disapproved by
the department head only in case of necessity.
.._..MEMORANDUM OF UNDERSTANDING -
PAGE 33
Section 5. Restrictions on Sick Leave.
An EMPLOYEE shall not be granted sick leave for the following
r
reasons:
a. Disability arising from any sickness or injury purposely
self-inflicted, or caused by his or her own willful
misconduct.
b. Sickness or disability sustained while on leave of absence,
other than regular vacation leave.
C. Disability or illness arising from compensated employment
other than with the City.
Section 6. Accrual and Use.
Sick leave with pay shall accrue to EMPLOYEES at the rate of
one (1) working day for each calendar month of paid
employment, with unlimited accumulation. Sick leave shall not
be taken in units of less than one half (1/2) hour.
Section 7. Payment for Accumulated Sick Leave.
a. An EMPLOYEE shall be entitled to payment at his or her
current rate of salary -upon death or retirement for fifty
percent (50%) of accumulated sick leave, provided:
(1) In case of retirement for disabilility arising out of
and in the course of employment, the EMPLOYEE shall
have been employed by the CITY for at least five (5)
consecutive years of service.
(2) In the case of voluntary retirement for any other
cause, such EMPLOYEE shall have been employed by the
CITY for at least ten (10) consecutive years of
service.
(3) In the case of death, the EMPLOYEE has attained
MEMORANDUM OF UNDERSTANDING PAGE 34
�i
permanent status.
b. An EMPLOYEEypon terminating CITY employment for reasons
other than death or retirement shall be entitled to payment
at his current rate of salary for fifty percent (508) of
accrued sick leave in excess of three hundred and twenty
(320) hours, up to and including eight hundred (800) hours,
not to exceed, in any case, a maximum of thirty (30) days
pay.
Section 8. Advance Sick Leave.
a. Permanent EMPLOYEES may be allowed sick leave in advance
of accrual up to a maximum of twelve (12) working days on
approval of the department head and the City Administrator.
b. Probationary EMPLOYEES serving in entry level positions may
be allowed sick leave in advance of accrual up to a maximum
i
of six (6) working days on approval of the department head
and City Administrator where the EMPLOYEES have completed
at least thirty (30) calendar days of service with the
City. If the EMPLOYEE does not become permanent, all paid
sick leave must be reimbursed to the CITY or deducted from
the EMPLOYEE'S final paycheck.
Section 9. Sick Leave During Vacation.
If an EMPLOYEE becomes ill or injured while on vacation, he or
she may, by completing a Leave Request form, use accrued sick
leave time in lieu of vacation time for the period of disability.
Section 10., Industrial Leave.
A regular EMPLOYEE who is temporarily or permanently
incapacitated as a result of injury or illness determined to be
1. MEMORANDUM OF=UNDERSTANDING--
PAGE 35
C,
0 0
compensable under the Workers' Compensation Act shall be
granted industrial leave under the following terms and
conditions:
a. An EMPLOYEE granted industrial leave shall continue to be
compensated at his regular rate of pay in lieu of
temporary disability payments.
b. Should it be determined that an EMPLOYEE'S illness or
injury did not arise in the course of the EMPLOYEE'S
employment with the CITY or that the EMPLOYEE is not
temporarily or permanently incapacitated or disabled as a
result of the injury or illness, then the EMPLOYEE'S
accrued or, if insufficient, future sick leave shall be
charged to reimburse the CITY for any payments made to
the EMPLOYEE pursuant to (a) above.
C. An industrial leave of up to ninety (90) calendar days
shall be authorized for each injury or illness determined
to be compensable under the Workers' Compensation Act.
Paid leave may be continued subject to review by the City
Council at the end of such ninety (90) calendar day period
to a maximum of one (1) calendar year. Supporting medical
documentation must accompany such requests for leave and be
submitted thirty (30) days prior to expiration date.
ci. Except as provided in (c) above; no EMPLOYEE shall have
accrued sick leave deducted while on industrial leave.
Vacation and sick leave shall accrue for an EMPLOYEE on
industrial leave.
e. Industrial leave shall expire when one of the following
conditions occurs:
MEMORANDUM OF UNDERSTANDING
PAGE 36
0 0
(1) Employee is able to return to work to his regular
position.
(2) The day before the EMPLOYEE is retired or separated
for disability. The EMPLOYEE'S "retirement date"
shall be the first of the month after all of the
following occur and are determined by the Public
Employees' Retirement System:
(a) The EMPLOYEE'S condition is determined to'be
permanent or of an extended duration.
(b) The degree of disability precludes continued
employment by the EMPLOYEE in his present
position.
(3) After fifty-two (52) weeks of industrial disability
payments.
f. Physicians may be assigned in compliance with the Health
and Safety Code and the Workers' Compensation Laws of the
State of California (Ref.: Section 4600 - Labor Code.)
MEMORANDUM OF UNDERSTANDING PAGE 37
V
ARTICLE XXIII - FRINGE BENEFIT ADMINISTRATION
Section 1. Administration.
— The CITY resexeas the right to select the insurance carrier or
administer any fringe benefit program that now exists or may
exist in the future during the term of this Memorandum of
Understanding.
Section 2. Selection of Funding.
In the administration of the fringe benefit program; the CITY
shall have the right to select any insurance carrier or other
method of providing coverage to fund the benefits included
under the terms of this Memorandum of Understanding; provided
that the benefits of the EMPLOYEES shall be no less than those
in existence as of the implementation of this agreement.
Section 3. Changes.
If, during the term of this Memorandum of Understanding, any
changes of insurance carrier or method of funding for any
benefit provided hereunder occurs, the CITY shall notify the
Union prior to any change of insurance carrier or method of
funding the coverage.
MEMORANDUM OF UNDERSTANDING -
PAGE 38
C
ARTICLE XXIV - LIFE INSURANCE
Section 1. The CITY shall maintain in effect for the term of this
— agreement its-ewisting life insurance plans covering EMPLOYEES
covered by this agreement. The coverage provided by the CITY
for the EMPLOYEE shall be equal to the annual salary of the
EMPLOYEE.
MEMORANDUM OF UNDERSTANDING - PAGE 39
C. ARTICLE XXV - HEALTH BENEFITS
Section 1. Health Insurance.
a. The CITY and the UNION agree that EMPLOYEES will be
offered access to PERS Medical Plan.
b. The CITY shall contribute for the term of this agreement to
a cafeteria plan in an amount which is shown in Exhibit "C".
c. Any contribution necessary to maintain health benefits
coverage for dependents in excess of amount set forth in
Exhibit "C" shall be borne solely by the EMPLOYEE.
d. Sixteen dollars ($16.00) of the cafeteria plan money shall
be solely for the use payment to PERS Medical Plan. Any
EMPLOYEE who does not participate in the CITY'S PERS
Medical Plan shall be forfeit that sixteen dollars
($16.00).
Section 2. Long Term Disability Benefits.
a. The CITY shall maintain in effect for the term of this
agreement its existing long term disability plan covering
EMPLOYEES set forth herein on the same basis as the plan
was offered to the EMPLOYEES as of June 30, 1984.
b. Long term disability benefits sliall not commence until
sixty (60) calendar days of employment.
MEMORANDUM -OF UNDERSTANDING PAGE 40
0 1 0
ARTICLE XXVI - EDUCATIONAL REIMBURSEMENT
' Section 1. The CITY will reimburse the EMPLOYEE for the costs of
tuition and textbooks required for approved community college
and college courses. An approved course is one designed to
directly improve the knowledge of the EMPLOYEE relative to his
specific job and must be approved in advance by the department
head and the City Administrator prior to registration.
Section 2. Educational reimbursement payments to the EMPLOYEE shall
not exceed three hundred dollars ($300.00) in one fiscal year.
Section 3. In order to qualify for educational reimbursement, the
EMPLOYEE must have obtained at least a passing grade in the
approved course and must be employed by the CITY when the
course is completed.
n
OF UNDERSTANDING - PAGE 41
ARTICLE XXVIII - SOLE AND ENTIRE MEMORANDUM OF UNDERSTANDING
Section 1. It is the intent of the parties hereto that the
provisions of'Wis Memorandum of Understanding shall supersede
all prior Agreements and Memoranda of Agreement, Memoranda of
Understanding or contrary 'salary and personnel resolutions or
administrative code, provisions of the City, oral or written,
expressed or implied, between the parties, and shall govern the
entire relationship and shall be the sole source of any and all
rights which may be asserted hereunder. This Memorandum of
Understanding is not intended to conflict with federal or state
1 aw.
Section 2. Notwithstanding the provisions of section 1, there
exists with in the CITY certain personnel rules and regulations
C) and departmental rules and regulations_. To the extent that
this Agreement does not specifically contradict these personnel
rules and regulations or departmental rules and regulations or
CITY ordinances, they shall continue, subject to being changed
by the City, in accordance with the exercise of CITY rights
under this Agreement and applicable state law.
MEMORANDUM OF -UNDERSTANDING PAGE 42
0 0
ARTICLE XXIX - WAIVER OF BARGAINING DURING TERM OF THIS AGREEMENT
Section 1. During the term of this Memorandum of Understanding, the
parties mutually agree that they will not seek to negotiate or
bargain with regard to wages, hours and terms and conditions of
employment, whether or not covered by this Memorandum of
Understanding or in the negotiations leading thereto, and
irrespective of whether or not such matters were discussed or
were even within the contemplation of the parties hereto during
the negotiations leading to this Memorandum. 'Regardless of the
waiver contained in this Article, the parties may, however, by
mutual agreement, in writing, agree to meet and confer about
any matter during the term of this Memorandum.
0
MEMORANDUM OF UNDERSTANDING
PAGE 43
r ARTICLE XXX - SEPARABILITY
Should any provisions of this Memorandum of Understanding be
_found to be inoperative, void- or invalid by a court of competent
jurisdiction, all other provisions of this Memorandum of
Understanding shall remain in full force and effect for the duration
of this Memorandum of Understanding.
Should this language render invalid any provisions of this
Agreement, then meet and confer sessions shall immediately
commence in efforts to agree upon replacements for such
invalidated provisions.
C,
MEMORANDUM OF UNDERSTANDING -
PAGE 44
MEMORANDUM OF UNDERSTANDING - PAGE 45
ARTICLE XXXI - MAINTENANCE OF EXISTING BENEFITS
'
F
Section 1. Except as provided herein; all wages, hours, and
economic terms and conditions of employment presently
enjoyed by affected EMPLOYEES shall remain in full force and
-effect during the entire term of this Memorandum of
Understanding unless mutually agreed to the contrary by both
parties hereto.
Section 2. As a matter of philosophy; the UNION and the CITY
recognize that compensation consists of terms and conditions
of employment other than those represented solely by salary.
Further, the CITY and the UNION recognize that the changes
in wages, hours, and other terms and conditions of
employment as set forth in this Memorandum of Understanding
F
f :r
constitute additions to the total compensation received by
'
affected EMPLOYEE.
MEMORANDUM OF UNDERSTANDING - PAGE 45
j • •
ARTICLE XXXIV - TERM OF MEMORANDUM OF UNDERSTANDING
The term of this Memorandum of Understanding shall commence
7-1-84, and shall continue in full force and effect until 6-30 X6.
L35
6
MEMORANDUM OF UNDERSTANDING - PAGE 46
ARTICLE XXXIII - RATIFICATION AND EXECUTION
The CITY and the UNION acknowledge that this Memorandum shall
• not be in full force and effect until ratified by the UNION
membership and adopted by the City Council of the City of Azusa.
Subject to the foregoing, this Memorandum of Understanding is hereby
executed by the authorized representatives of the CITY and the UNION.
FOR THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
LOCAL 18, UNIT 50
BY DATE
i
BY j�jjlg{" DATE 1 .7110&1-
J 10 .
2
BY DATE J
FOR THE C
)4
M
M
.•
OF AZUSA
OF UNDERSTANDING
DATEI /O
I
DATE
DATE
PAGE 47
f
CEJ
SCHEDULE "A" - Classifications Represented by the I.B.E.W.
Apprentice Line Mechanic
Consumer Service Representative
Consumer Service Representative I
Consumer Service Representative II
Consumer Service Representative III
Equipment Mechanic
Equipment Operator (Water Division)
Line Mechanic
Line Mechanic Helper
Line Mechanic Supervisor
Meter Reader
Storekeeper
Utility Yard Office Assistant
Water Equipment Technician
Water Maintenance Leadworker
Water Supervisor .
Water Utility Worker
Welder
Welder's Helper
Working Line Mechanic Supervisor
MEMORANDUM OF UNDERSTANDING
PAGE 48
'MEMORANDUM -OF UNDERSTANDING PAGE 49
"B"
SCHEDULE - Salary Schedule
Apprentice Line Mechanic
134.5
1831/2181
Consumer Service Representative
128.8
1417/1696
Consumer Service Representative I
124.2
1150/1380
Consumer Service Representative II
125.3
1209/1450
Consumer Service Representative III
127.3
1325/1587
Equipment Mechanic
129.9
1491/1782
Equipment Operator (Water Division)
129.0
1431/1712
Line Mechanic
139.2
2248/2667
Line Mechanic Helper
130.3
1518/1814
Line Mechanic Supervisor
142.3
2570/3048
Meter Reader
127.3
1325/1587
Storekeeper
128.6
1405/1681
Utility Yard Office Assistant
130.9
1559/1864
Water Equipment Technician
129.9
1491/1782
Water Maintenance Leadworker
129.9
1491/1782
Water Supervisor
133.1
1719/2052
Water Utility Worker
126.6
1283/1538
Welder
130.4
1525/1822
Welder's Helper
126.7
1289/1545
Working Line Mechanic Supervisor
140.3
2357/2796
'MEMORANDUM -OF UNDERSTANDING PAGE 49
SCHEDULE "Cu - Cafeteria Contribution by Classification
The City's contribution to the employees' cafeteria plans will
-- remain unchanged, however sixteen dollars ($16.00) will be
available only for medical insurance.
The following classifications are receiving and will continue to
receive $160.00 per month:
Apprentice Line Mechanic
Consumer Service Representative
Consumer Service Representative I
Consumer Service Representative II
ConsumerServiceRepresentative III
Line Mechanic
Line Mechanic Helper
Line Mechanic Supervisor
Meter Reader
Storekeeper
Utility Yard Office Assistant
Working Line Mechanic Supervisor
The following classifications are receiving and will continue to.__
receive $280.00 per month: r
Equipment Mechanic
Equipment Operator (Water Division)
Water Equipment Technician
Water Maintenance Leadworker -
Water Supervisor
Water Utility Worker
Welder'
Welder's Helper
MEMORANDUM OF UNDERSTANDING
PAGF. sn